Teresiah Karanja, HR Manager Nairobi, Kenya

As we all know, allyship is about actively supporting and advocating for marginalized communities to create a more inclusive and equitable workplace. As a woman in the workplace, I have seen first-hand the positive impact that allyship can have. For example, one of my female colleagues was seeking a promotion and was given invaluable feedback and support from a male ally in a senior position. This support not only helped her secure the promotion, but also increased her confidence and helped her excel in her new role.

Another colleague of mine was facing challenges having her voice heard in meetings. She was frequently interrupted and her ideas were not taken seriously. A male ally stepped up and became her advocate, amplifying her voice and ensuring that her ideas were given the recognition they deserved. This had a profound impact on her, as she felt more supported and empowered in the workplace.

So, what can men do to become allies in the workplace? Firstly, it is crucial to be mindful of and actively challenge gender bias and discrimination. This can be as simple as speaking out against inappropriate comments or behavior, or using your position of privilege to give women a voice. Another way to be an ally is by mentoring and sponsoring women in the workplace. Offer guidance, support and create opportunities for women to advance and succeed. Additionally, help create a more inclusive culture by promoting diversity and inclusivity in meetings, events and other workplace activities.

I remember a time when I was feeling overwhelmed by a project that required input from various departments. A male colleague noticed my stress levels and offered to help, taking on some of the tasks. This act of allyship made me feel supported and valued, and it shows how small gestures can make a big difference.

So, how can we all be allies in the workplace? Firstly, it starts with recognizing our own privilege and understanding our power to make change. Secondly, it's about actively listening to the experiences of others and trying to understand their perspectives. Finally, it's about consistently practicing acts of allyship, whether it's speaking out against inappropriate behavior, offering support to colleagues, or pushing for structural changes in policies and processes.

In conclusion, allyship is not about being a passive bystander. It requires active engagement and a commitment to creating a more equitable and inclusive workplace. Whether you are a woman or a man, we can all be allies and make a real impact in the lives of our colleagues. I encourage you all to reflect on how you can be an ally in your own workplace and make a positive difference.

Thank you for the opportunity to share my thoughts on allyship. I look forward to hearing from other colleagues on their experiences and how we can continue to promote allyship at Menzies Aviation. Let's work together to make Menzies Aviation a more inclusive, diverse and equitable organization for the benefit of us all.

Pictured above are the Nairobi team, celebrating International Women's Day.

Share your story of allyship with internal.communications@menziesaviation.com