Part 2: What Real Allyship Looks Like in the Workplace
“Allyship isn’t a label you claim—it’s actions you repeat.”
Welcome back, Leading Ladies.
On last Monday, we uncovered the difference between allyship and advocacy.
We named the gap.
We told the truth.
We exposed the comfort of performative support—and the cost it leaves Black women to pay.
Today? We get practical.
Because Black women don’t need more:
✔ Empty statements
✔ Viral hashtags
✔ Token task forces
✔ Self-congratulatory campaigns
We need consistent, courageous action.
Allyship doesn’t show up just during Black History Month.
Or when a headline hits.
Or when it’s trending.
True equity is built in the quiet moments.
In the rooms we’re not in.
In the decisions made behind closed doors.
So let’s build something real.
This post is your Allyship Action Plan—a step-by-step guide to moving from intention to impact.
Where We’ve Been: A Quick Recap
This is Part 2 of our series, Beyond Performative Support: How to Build True Equity for Black Women Leaders.
In Part 1: Allyship vs. Advocacy, we looked at:
- How performative gestures create harm
- Why “awareness” is not enough
- What advocacy actually requires: action, risk, and leverage
We introduced the uncomfortable truth:
Allyship without sacrifice is convenience—not solidarity.
Now in Part 2, we shift to real-world behaviors that support—not sabotage—Black women in leadership.
The 5-Second Allyship Test
Let’s start with a filter you can use anytime, anywhere.
Ask yourself:
Would this still help if no one were watching?
Let’s test it:
- Posting a black square? 🙅🏾 Probably not.
- Amplifying a colleague’s contributions in a meeting? ✅ Absolutely.
- Updating your company’s pay transparency policy? ✅ Without a doubt.
Real allyship lives in both shadows and spotlights.
It doesn’t need applause to do what’s right.
7 Actions That Actually Support Black Women Leaders
These are actions you can take today.
Not someday.
Not after your next DEI training.
Not when HR tells you.
Right now. Let’s begin.
1. Amplify (Don’t Appropriate) Ideas
The Problem:
Black women often speak—but aren’t heard.
Their ideas are overlooked until someone else repeats them.
The Fix:
Use your voice to affirm hers.
- “As Latrice just said, that’s a brilliant strategy.”
- “Building on Kenya’s point, I’d like to suggest we…”
- “I want to elevate Dr. Riley’s insight here—it hasn’t been acknowledged yet.”
Why It Matters:
Recognition leads to reputation.
Reputation leads to opportunities.
Opportunities lead to leadership.
Credit = visibility = advancement.
Let’s make sure she’s seen.
2. Redirect the “Diversity Tax”
The Problem:
Black women are often asked to lead DEI efforts—on top of their job responsibilities.
Usually without compensation.
Often without authority.
The Fix:
- “If we want Keisha on this initiative, let’s adjust her KPIs.”
- “Instead of assuming Alicia will lead this, let’s budget for a DEI expert.”
Script if You’re Asked:
“I’d love to contribute, but only if this aligns with my performance metrics and workload.”
Remember:
Support doesn’t mean piling on unpaid labor.
It means respecting capacity and boundaries.
3. Challenge Biased Feedback
The Problem:
Black women receive 59% more vague and subjective feedback than their peers.
Phrases like “not leadership material” or “too aggressive” go unchecked.
The Fix:
- “Can you share a specific example of the behavior you’re referencing?”
- “What data supports this evaluation?”
- “Is this feedback consistent across other team members?”
Be bold enough to demand clarity.
Bias hides in generalizations.
Break it down.
4. Sponsor (Don’t Just Mentor)
The Difference:
- Mentors guide in private.
- Sponsors advocate in public.
The Fix:
Identify Black women in your network and open doors for them.
- Nominate them for stretch assignments
- Introduce them to decision-makers
- Recommend them for promotions
Script to Use:
“I’d like to recommend Tasha for this client lead role. She’s delivered top-tier results in Q1 and has the strategic mind to lead cross-functional teams.”
Sponsorship is career currency.
Spend it generously.
5. Audit Meeting Dynamics
The Problem:
Black women are interrupted 35% more than white women in meetings.
The Fix:
- “Hold on, let’s let her finish.”
- “We haven’t heard from Dr. Lewis yet—let’s circle back to her perspective.”
- “Let’s make sure everyone had equal airtime before we close.”
Use tools like Clockwise or Otter to track speaking time.
Then share the data.
Let the numbers speak—and amplify her voice.
6. Normalize Salary Transparency
The Problem:
Black women earn just $0.67 for every $1 paid to white men.
The Fix:
- Share your salary range when appropriate
- Ask HR to publish pay equity reports
- Decline offers that rely on “culture fit” instead of fair market value
What to Say:
“I’m excited about this role—how does the compensation compare to others at this level?”
Pay secrecy protects inequity.
Shine light. Demand fairness.
7. Protect Mental Health
The Problem:
Black women carry the weight of bias, racism, and microaggressions at work—all while being expected to “stay strong.”
The Fix:
- Check in: “How are you really doing?”
- Normalize PTO for rest—not just emergencies
- Avoid weaponizing the “strong Black woman” trope
Support doesn’t always look like a task.
Sometimes it’s just giving space.
Sometimes it’s believing her pain without explanation.
What to Do When You Get It Wrong
Even allies will miss the mark.
That’s not failure—it’s part of growth.
But how you respond? That matters.
Mistake #1: Centering Guilt
“I feel so bad about my privilege.”
The Harm:
Now she has to comfort you.
Better:
“How can I use my privilege to make a difference this week?”
Mistake #2: Waiting to Be Taught
“Explain this to me.”
The Harm:
Black women become unwilling educators of oppression.
Better:
“I’m reading this book/article—would love to talk more about it after I reflect.”
Mistake #3: One-Time Gestures
“I donated once!”
The Harm:
Allyship becomes episodic instead of embodied.
Better:
Set monthly actions:
- Audit project teams
- Review bias in hiring
- Recommend Black colleagues for leadership tracks
Your Friday Challenge
Pick one action.
Just one.
🔹 Amplify a Black woman’s idea
🔹 Sponsor someone in your circle
🔹 Speak up in your next meeting
Start where you are.
Use what you have.
Change one dynamic.
Then do it again.
Coming Friday
Part 3: “The Equity Audit—How to Measure Real Progress in Your Workplace”
We’ll cover:
✔ A 10-point workplace equity scorecard
✔ How to evaluate allyship internally
✔ Scripts to push for structural change
Because progress must be measured—not just marketed.
A Final Note
Black women don’t want perfection.
We want partnership.
We want:
✔ Pay equity
✔ Opportunities without extra hoops
✔ Mental health without judgment
✔ Leadership without having to fight for basic respect
Real allies don’t just stand beside.
They stand between.
Between harm and healing.
Between silence and change.
Between comfort and courage.
So here’s to you—if you’re ready to do the work.
Let’s move beyond good intentions.
Let’s build equity that lasts. 💼🖤
“Allyship is putting your privilege on the line so others don’t have to.”
Tag someone who walks the talk.
And ask yourself: What legacy will your leadership leave?
📚 Suggested Reading Links
1. Part One in the Series
Beyond Performative Support: How to Build True Equity for Black Women Leaders – Part 1: Allyship vs. Advocacy
2. Related Post: Superwoman Syndrome & Imposter Syndrome
Breaking Free: Conquer Imposter Syndrome & Own Your Confidence
3. Related Post: Mental Health & Black Women
Balancing the Mental Load: Prioritizing Mental Health in Feminine Leadership
💬 Join the conversation on Facebook
Ready to lead with intention—not just inspiration? Start where you are. Use what you have. Tag a real ally and share this post. Let’s build workplaces where Black women can thrive—not just survive.
Join the conversation on the The Leading Lady Collective today!
🌐 Related External Articles
- Harvard Business Review – “The Sponsor Effect: Why Qualified Women Don’t Make It to the Top”
https://hbr.org/2010/09/the-sponsor-effect - LeanIn.org – “The State of Black Women in Corporate America”
https://leanin.org/black-women-racism-discrimination-at-work - Fortune – “Why Black Women Are Leaving Corporate America”
https://fortune.com/2023/07/06/black-women-leaving-corporate-america/