By Contributor,Julie Kratz

Copyright forbes

Successful business people giving each other a high five in a meeting. Two young business professionals celebrating teamwork in an office.

Organizations often face the challenge of creating a truly inclusive workplace. As backlash for diversity, equity, and inclusion work ensues, allyship programs are a safe and impactful way to demonstrate an ongoing commitment to the work. Allyship programs aim to engage dominant group members that may not be familliar or confident working with people different from themselves. It helps them learn about differences in respectful, human-to-human way.

Yet, allyship programs need structure to succeed. A structured allyship program is a potent tool to address common business problems with recruitment, hiring, retention, and engagement. Allyship programs are rarely optional; instead, they’re strategic, application-based, and have clear expectations for participation. An effective allyship program should align with a business outcome, answering the question: “What will the organization miss out on if we don’t do this?”

For example, diverse and inclusive decision-making teams are projected to exceed financial targets by Gartner, and employees who feel included are three times more likely to be excited and committed to their organization’s mission. Younger generations, in particular, see a company’s commitment to diversity, equity, and inclusion as a non-negotiable factor.

To start or revamp an impactful allyship program, gaining leadership buy-in and support is a critical first step. Once leadership is onboard, the program can be built using a five-step framework: research, plan, build, measure, and tweak and repeat.

The Five-Step Allyship Framework

Step 1: Research

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This initial phase involves gathering input from potential allies to identify skill gaps, preferred learning formats, and success measures. Leaders should ask questions like, “What are some ideas for creating a more inclusive environment?” and “What groups need these skills the most?” This helps tailor the program to the specific needs of the organization and its employees.

Step 2: Plan

With the research complete, the planning phase focuses on logistics. Key decisions include budget allocation, whether the program is voluntary or mandatory, and the application process. Leaders also need to determine the target audience, communication strategy, and accountability for the program’s success. It’s crucial to ensure that those involved, including program managers, have adequate time and support to participate fully. This phase also defines how success will be measured and who will sponsor the program from senior leadership.

Step 3: Build

This is the implementation phase where the program’s activities are delivered. Allyship is a continuous journey where participants become allies-in-training. The content is paramount and should address the skill gaps identified in the research phase, such as psychological safety, empathy, or inclusive hiring practices. A common structure is a year-long program with monthly content, reinforced by workbooks and accountability measures.

An innovative and highly effective approach is using virtual reality (VR) for training. PwC research shows that VR learners are 275% more confident and learn four times faster. VR’s immersive nature allows participants to experience situations from diverse perspectives, helping them build empathy by feeling what it’s like to encounter microaggressions or non-inclusive behavior firsthand. This creates a powerful, lasting impression on the brain, helping employees understand both the organizational and personal impacts of exclusion.

Step 4: Measure

To prove the program’s long-term value, measurement is crucial. Data can be collected through surveys, listening sessions, and anecdotal feedback. Questions should focus on participants’ satisfaction, whether the program met expectations, and how it has helped them in their day-to-day jobs. Measuring knowledge levels before and after the program provides tangible evidence of its impact.

Step 5: Tweak and Repeat

An allyship program is a living initiative that requires continuous improvement. Feedback from participants should be summarized into key themes to inform future modifications. Sharing program metrics with senior leadership and gathering case studies helps build momentum for future cohorts. Ideally, these programs run in a continuous annual cycle, tying into performance management processes to build accountability. For many organizations, demonstrating inclusive leadership through allyship is becoming a critical component for promotion.

Allyship Program Case Study

A prominent Wall Street financial firm I have worked with recognized its lack of diversity in senior leadership, and chose to launch a comprehensive men as allies program. The firm’s leadership was 80% white men, and women were struggling to advance beyond HR and marketing. The company aimed to better reflect the global communities it served and leverage diverse perspectives for business success.

The women’s Employee Resource Group (ERG) took charge, creating a program to help men become allies and women advocate for their careers. They chose 40 senior male leaders to mentor 40 high-performing junior women, matching them based on skills. Participants received a welcome kit with my book on allyship.

Throughout the year, the men participated in introspective exercises and conducted interviews with women in their lives. They also met monthly with their protégées to discuss career goals. While some men mentored or coached, few actively sponsored the women.

Based on participant feedback, the second year of the program included a dedicated sponsorship workshop to address women’s desire for more active support and men’s need for guidance. As a result of the program, women’s retention and promotions at the firm increased, and the program is now in its sixth year with over 400 alumni. The CEO now personally champions the initiative, highlighting its importance for the firm’s future.

This is what is possible with an intentional and consistent set of actions with a structured allyship program. Allyship programs, when planned well, help solve business problems and create a sustainable competitive advantage.

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