Promoting gender equity and inclusion through allyship

Ayyala, Rama S; Coley, Brian D.

doi:10.1007/s00247-022-05345-3

Cited by 4 publications

(6 citation statements)

References 11 publications

(9 reference statements)

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“…Clear evaluation and reporting will ensure shared learning and development of best practice. Allyship, defined as “support for and practice of promoting rights, representation and inclusion by members of an advantaged group to advice the under-represented or marginalised” is an important and continual learning process [ 29 , 30 ] and should be adopted by researchers and clinicians as they undertake future work.…”

Section: Discussionmentioning

confidence: 99%

A framework for more equitable, diverse, and inclusive Patient and Public Involvement for palliative care research

Mitchell,

Turner,

Fryer

et al. 2024

Res Involv Engagem

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Background There are marked inequalities in palliative care provision. Research is needed to understand how such inequalities can be addressed, so that everyone living with advanced illness can receive the care they need, when they need it. Research into inequalities in palliative care should be guided by Patient and Public Involvement (PPI) that includes people from diverse backgrounds, who are less likely to receive specialist services. Multi-disciplinary research partnerships, bringing together primary care (the main providers of palliative care to diverse communities) and specialist palliative care, have the potential to work together in new ways to do research to address inequalities and improve palliative care in practice. This report describes a research partnership between primary care and palliative care that aimed to: (1) create opportunities for more inclusive PPI in palliative care research, (2) co-design new resources to support more equitable, diverse and inclusive PPI for palliative care, (3) propose a new framework for inclusive PPI in palliative care research. Methods PPI members were recruited via primary care and palliative care research networks from three diverse areas of the UK. A pragmatic, collaborative approach was taken to achieve the partnership aims. Online workshops were carried out to understand barriers to inclusive PPI in palliative care and to co-design resources. Evaluation included a “you said, we did” impact log and a short survey. The approach was informed by good practice principles from previous PPI, and existing theory relating to equity, equality, diversity, and inclusion. Results In total, 16 PPI members were recruited. Most were White British (n = 10), other ethnicities were Asian (n = 4), Black African (n = 1) and British mixed race (n = 1). The research team co-ordinated communication and activities, leading to honest conversations about barriers to inclusive PPI. Resources were co-designed, including a role description for an Equity, Equality, Diversity and Inclusion Champion, a “jargon buster”, an animation and an online recipe book (http://www.re-equipp.co.uk/) to inform future PPI. Learning from the partnership has been collated into a new framework to inform more inclusive PPI for future palliative care research. Conclusion Collaboration and reciprocal learning across a multi-disciplinary primary care and palliative care research partnership led to the development of new approaches and resources. Research team commitment, shared vision, adequate resource, careful planning, relationship building and evaluation should underpin approaches to increase equality, diversity and inclusivity in future PPI for palliative care research.

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Section: Discussionmentioning

confidence: 99%

A framework for more equitable, diverse, and inclusive Patient and Public Involvement for palliative care research

Mitchell,

Turner,

Fryer

et al. 2024

Res Involv Engagem

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“…38,40,41 Recent strategies call on allies to take the burden of change-making off women's shoulders. 39,[42][43][44][45] In the context of social status, and equity, the term 'allies' refers to individuals from a privileged group who are willing to take action that extends their own privilege to individuals from underrepresented groups 46,47 ; through allyship, men can support women's advancement, sharing the goals and responsibilities involved in the fight for gender equity. Allyship is a particularly important strategy in achieving gender equity given that significant power remains in the hands of men, and, thus, male allies may often be in a better position to change systems and ensure equitable recognition.…”

Section: The Problem With Strategies To Datementioning

confidence: 99%

“…The strategy to ‘lean in’ has affected very little change and has received significant criticism already, because it implies that the gender gap's presence and persistence are caused by a lack of effort on the part of women, 4,36,37 while many advocates in many fields still support the assumption that increasing awareness of gender inequity is sufficient to safeguarding women's progress through the leadership pipeline, evidence to the contrary goes back to the 1980s 38,40,41 . Recent strategies call on allies to take the burden of change‐making off women's shoulders 39,42–45 . In the context of social status, and equity, the term ‘allies’ refers to individuals from a privileged group who are willing to take action that extends their own privilege to individuals from underrepresented groups 46,47 ; through allyship, men can support women's advancement, sharing the goals and responsibilities involved in the fight for gender equity.…”

Section: Introductionmentioning

confidence: 99%

His opportunity, her burden: A narrative critical review of why women decline academic opportunities

2023

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ObjectivesThis paper stems from a desire to deepen our own understanding of why women might ‘say no’ when allies and sponsors offer or create opportunities for advancement, leadership or recognition. The resulting disparity between representation by men and women in leadership positions, invited keynote speakers and publication counts in academic medicine is a stubborn and wicked problem that requires a synthesis of knowledge across multidisciplinary literature. Acknowledging the complexity of this topic, we selected a narrative critical review methodology to explore reasons why one man's opportunity might be a woman's burden in academic medicine.MethodsWe engaged with an iterative process of identifying, reviewing and interpreting literature from Psychology (cognitive, industrial and educational), Sociology, Health Professions Education and Business, placing no restrictions on context or year of publication. Knowledge synthesis and interpretation were guided by our combined expertise, lived experience, consultations with experts outside the author team and these guiding questions: (1) Why might women have less time for career advancement opportunities? (2) Why do women have less time for research and leadership? (3) How are these disparities maintained?ResultsTurning down an opportunity may be a symptom of a much larger issue. The power of social expectations, culture and gender stereotypes remains a resistant force against calls for action. Consequently, women disproportionately take on other tasks that are not as well recognised. This disparity is maintained through social consequences for breaking with firmly entrenched stereotypes.ConclusionsPopular strategies like ‘lean into opportunities’, ‘fake it till you make it’ and ‘overcome your imposter syndrome’ suggest that women are standing in their own way. Critically, these axioms ignore powerful systemic barriers that shape these choices and opportunities. We offer strategies that allies, sponsors and peers can implement to offset the power of stereotypes.

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“…Along with mentoring, sponsorship, and executive coaching, allyship is the ability of an individual with power and privilege to advocate for marginalized individuals (Ayyala & Coley, 2022). Allies can be non-African American/Black individuals who recognize and understand the systemic struggles experienced by African American/Black women in non-managerial job roles.…”

Section: Allyshipmentioning

confidence: 99%

“…As an advocate, allies can "speak positively on an individual's behalf and also defend and speak out against discriminations and unconscious biases" (Ayyala & Coley, 2022, p. 1202. Such advocacy and support of non-African American/Black individuals are imperative to the success of African American/Black women in non-managerial job roles, as allyship eliminates gender biases and microaggressions while showing support and solidarity to uplift women to advance in their higher education careers.…”

Section: Allyshipmentioning

confidence: 99%

African American Women in Non-Managerial Roles: Sense of Belonging and Career Advancement

Parker¹

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This qualitative study aims to understand the lived experiences of African American/Black women employed in higher education in non-managerial staff positions. Given the overrepresentation of African American/Black women in non-managerial job positions, the researcher sought to understand how women navigate their career journey within higher education regarding career promotional opportunities. Examining the lived experiences allows the researcher to understand the depth of the sense of belonging for African American/Black women in such job roles. Moreover, this research also examines the structural and procedural practices of public university human resource departments and seeks to understand how campuses assist African American/Black women in non-managerial positions. The findings of this study will provide an intimate portrait of African American/Black women and their journey within higher education to survive, promote, and be acknowledged for their contribution to the workplace. Additionally, human resource professionals can share their experiences and how their work is limited based on the availability of resources. Overall, this qualitative study provides timely and pertinent recommendations to address long-standing equity and gender barriers for African American/Black women in non-managerial roles and to increase capacity and the sense of belonging.

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Promoting gender equity and inclusion through allyship

Cited by 4 publications

References 11 publications

A framework for more equitable, diverse, and inclusive Patient and Public Involvement for palliative care research

A framework for more equitable, diverse, and inclusive Patient and Public Involvement for palliative care research

His opportunity, her burden: A narrative critical review of why women decline academic opportunities

African American Women in Non-Managerial Roles: Sense of Belonging and Career Advancement

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