In our continuing series, colleagues from Entebbe, Uganda share their stories of allyship.

Mary Efata, Finance Manager, Entebbe A renowned activist and cultural critic, Mikki Kendall once said “Being an ally is just the first step, the simplest one, it is the space wherein the privileged begin to accept the flawed dynamics that make for inequality.” As a female in a senior leadership position, several times along the growth journey, I have found myself struggling against barriers that I had no part in creating. These ranged from stereotypical to cultural barriers. Despite this, I have registered growth, which I attribute to allyship.

Allyship is simply about using one’s privilege and power to support marginalized colleagues. This is demonstrated through acts that range in size from small, everyday actions to major policy and procedural changes.

As a leader my credibility has been built through allyship. I have worked on a project where a senior colleague vocally recognized my contribution to its success which boosted my standing and reputation with management. His actions made a difference and endorsed my position as a valuable member of the team.

Female colleagues around me can credit their growth to allyship too. On several occasions, I have mentored and coached female colleagues who desired career growth but didn’t know how to achieve it. Thereafter, they were able to qualify and get promotions within the organization.

We all should seize the opportunity to use allyship as a tool to build our marginalized colleagues. We can do this by using our power and privilege to drive change, understanding their experiences, standing up for others and even holding respectful conversations. With this, we all do something to make another person’s life better.

Practicing acts of allyship isn’t reserved for a specific gender, position, age, race, class, or nationality. It is something you do, and not who you are. Everybody can be an ally. It is the first step, and the simplest one.

Let us all purpose to be better allies today and build a more inclusive, diverse, and equitable work environment at Menzies Aviation.

Freckline Tuhirirwe, Procurement Supervisor, Entebbe My name is Freckline Tuhirirwe, a procurement supervisor at Menzies Aviation Uganda. Allyship is an important value, it creates a culture of collaboration and inclusiveness. The benefits go beyond small gestures of extending grace to creating a big impact on achieving the objectives of Menzies Aviation. In my position, I’ve been an ally to women in our business on a number of occasions. I supported a new recruit transferring into my team to delay her start date when she was experiencing pregnancy complications. When she returned to work, I helped her settle in and provided on job training and mentorship.

Another colleague was planning to resign following the birth of her child as she was finding it a challenge to balance taking care of her young baby and working. It is important to note that in Uganda the paid maternity leave is for 60 days, after which the mother is expected to return to work. This usually impacts new mothers who must take care of young babies and deliver at work. Rather than resigning, we were able to make adjustments and support her to continue working. Six months later, things were back to normal and she is still a valued team member.

Joseph Abilla Ogwang, HR Manager, Entebbe My Name is Joseph Abilla Ogwang, the Human Resources Manager Menzies Aviation Entebbe Station, Uganda. Menzies Aviation Entebbe is proud to have over 40% of female workers in a male-dominated industry, and a total number of six women in the senior management team of 14.

Under my stewardship, the HR department, in conjunction with line managers, has always conducted free and fair recruitment programs, onboarding, training, and deployment of all workers that offer equal opportunities for all. Menzies Aviation also appraises and reward its employees’ performance equitably, based on our open salary structure that is available for all.

I have created awareness of allyship through regular employee engagement activities. My aim is to make women feel accepted and comfortable to enjoy their work life in full and I encourage vulnerable workers to build their self-esteem and confidence.