What is effective allyship? Join us at autumn coffee sessions to learn more

Allyship means that University community members in a privileged position use their status to support marginalised minorities. While visible support is an important part of allyship, it should extend beyond public statements. Also needed is concrete action in day-to-day operations and structures.

“Allyship can be problematic if it remains performative, which includes public statements made on social media and at lectures, or printed on a badge,” says Senior Lecturer in Social and Cultural Anthropology Maarit Forde.

Supporting individual colleagues or students who belong to a minority is commendable, but does not eliminate structural inequalities in the academic community. This requires solidarity. Allyship grounded on solidarity means in practice that equity is promoted even when there is no visible recognition for it or when taking action requires the examination of one’s own practices and privileges.

Such allyship is often less visible and more persistent than performative allyship, but it can be used to dismantle unequal structures and promote, for example, a sense of belonging or a fairer distribution of resources and duties in academia.

“Members of the University community who show solidarity towards others can familiarise themselves with the goals and activities of marginalised minorities, and strive to collaborate with them on their terms,” says Forde.

However, responsibility should not be passed on to colleagues who belong to minority groups.

“A great deal of research-based knowledge on these topics is easily available. It’s not fair to expect colleagues belonging to minority groups to take on the responsibility of educating colleagues who mean well,” Forde points out.

Diversity as an asset

The diversity of the University community lays the groundwork for an evolving allyship. The experiences and perspectives of members of the University from different backgrounds can also be used to develop University practices.

“Allyship grounded on solidarity may increase in settings where community members from various backgrounds have the opportunity to work together and engage in dialogue over the long term. Such settings may include teaching, research groups, committees and steering groups, where inclusivity has been considered,” Forde says.

At the same time, members of the University community who identify as belonging to a minority also need venues specifically dedicated to them.

“Those members of the University community identifying as belonging to minorities also need space and opportunities to spend time among themselves without always having to reflect on who they are and what they say in relation to majority norms,” Forde says.

Join us for the autumn coffee sessions

In the autumn, allyship at the University will be advanced in a series of four morning coffee sessions. Each 15-minute information session will explore allyship from a different perspective through expert interviews. The goal is to offer practical viewpoints on how everyone can promote equity in the University community.

The sessions will focus on the following themes:

Racism and allyship at the University: 6 October, 8.45–9.00 (in Finnish)
Neurodiversity and allyship at the University: 13 October, 8.45–9.00 (in Finnish)
Allyship and research: 20 October, 8.45–9.00 (in English)
Allyship and diverse research environments: 27 October, 8.45–9.00 (in English)

The info sessions are open to the entire University community: https://helsinki.zoom.us/j/62644040387 

If you have any questions about the accessibility of the sessions or need individual arrangements, please let us know no later than one week before the sessions at yacine.kalke@helsinki.fi.s. We will strive to fulfil any requests whenever possible. You can read more about individual arrangements here.

The event is organised by the Organisational Culture and Diversity theme group under the Equality and Diversity Committee.