How to Be an Ally Year-Round

For companies, Women’s History Month, Hispanic Heritage Month, Black History Month Pride Month and all other designated “special dates,” should not just be a celebration of progress but a time to reflect on the ongoing struggles for equity. It is a chance to amplify the voices of those fighting for change and to educate employees and leaders alike about the importance of inclusivity.  Allyship demands consistent action, investment, and accountability, which the Red Shoe Movement champions through its Allyship Circles program.

How to Do Allyship Right Year-Round

The most impactful companies treat all these “special months” as more than a marketing opportunity. They create platforms to amplify these diverse voices and foster equity and inclusion. Beyond public campaigns, allyship requires organizations to invest in their diverse talent, maintain safe workspaces, and collaborate with charities and organizations year-round.

The Red Shoe Movement’s Allyship Circles provide structured spaces for employees and leaders to have open, meaningful conversations about building inclusive environments where everyone understands that Allyship, is most effective when it’s practiced as a two-way street. We should all support and champion each other by lending our own implicit privilege to those in less privileged situations when the occasion arises. In other words: today you need me as an ally and tomorrow I might need you to be mine.

These Allyship Circles foster understanding, encourage accountability, and help leaders embed equity into their workplace cultures. Programs like this one ensure allyship becomes a shared, sustainable practice rather than a fleeting trend.

Examples of Companies Doing Allyship Right

The following organizations demonstrate allyship in action:

Microsoft: Microsoft has consistently focused on fostering a diverse and inclusive workplace. It has received recognition for its robust employee resource groups, commitment to pay equity, and programs supporting underrepresented groups, including women and racial minorities.

Granite Construction: One of the largest horizontal construction companies in the U.S., Granite’s CEO is actively supporting fostering more women in construction. As a clear example of their determination, they license the Red Shoe Movement’s Wings Of Courage in order to attract more female talent to their company and to their industry.

Johnson & Johnson This healthcare giant maintains a strong focus on gender equity, with 43% of management positions in the U.S. held by women. It is also deeply committed to racial and ethnic diversity, reflected in its DEI-focused programs.

Intel: Known for its proactive DEI initiatives, Intel invests significantly in supplier diversity, aiming to spend $2 billion globally with diverse-owned suppliers by 2030. Its workplace includes comprehensive training programs for LGBTQ+ inclusivity and anti-harassment policies.

American Express: The company has achieved 100% pay equity across genders globally and across races and ethnicities in the U.S. It also supports extensive mentoring and networking programs for diverse groups.

Be Part of the Solution

True allyship is a journey requiring effort and intentionality. Organizations need to move beyond performative gestures and create lasting change. Programs like the Red Shoe Movement’s Allyship Circles are invaluable in guiding companies toward meaningful inclusion.

By fostering open dialogue, providing actionable strategies, and helping companies sustain cultural transformation, these circles empower organizations to make allyship a year-round practice.

Are you ready to lead your company in embracing allyship? Explore how the Red Shoe Movement can help you champion inclusivity and equity in your workplace.