Allyship & Upstander Skills
What does allyship at work mean? It's more than just knowing when and how to intervene.
Allyship at work means actively supporting colleagues, by using your privilege, influence, and voice to champion equity and challenge bias and discrimination, moving beyond performative gestures to consistent, action-based solidarity for inclusion and belonging.
Learning outcomes
- Confidence to notice and act when something feels off
- Clarity on definitions of bystander, upstander, and ally
- Practical intervention approaches and other ways to be an ally
- A framework for speaking up safely and confidently
- Shared language and clarity on reporting routes
How this works
- Scenarios that mirror familiar workplace moments where something feels off but unclear. We unpack what happened: harm, uncertainty, and power dynamics, sharing honest reactions and responses.
- We define what it means to be a bystander, an upstander, or an ally, along with power, risk, and responsibility. We unpack why silence is common and how context influences what is possible in the moment.
- Rather than a single “right” response, participants learn a range of appropriate intervention options, prioritising safety and drawing from the Five Ds framework, along with other ways to be an ally.
- Participants practise a simple framework for speaking up to help them act safely, without escalating conflict or overstepping. They experiment with different approaches (optionally with actors).
- Together, we develop shared language, consider reporting routes, and discuss follow-up approaches, reducing fear and building confidence to act when it matters.
- By co-creating a set of actions and agreeing how they plan to embed the learning, participants leave with clarity on how they can be an upstander and an ally in the workplace.
Who it’s for
All staff, managers and leadership groups working in shared, high-interaction environments.
Delivery
Highly interactive workshops using realistic scenarios, delivered in person or virtually, adapted to organisational context.
Optional Extras
Intervention language toolkit
A practical set of phrases and prompts people can use in the moment, along with the 5 Ds framework, safety guidelines, and de-escalation guidance.
Peer upstander champions
Light-touch support to help a small group act as visible, practical upstanders within teams, without creating formal roles or additional burden.
Bystander confidence pulse
A short pulse diagnostic to assess confidence to intervene, understanding of options and perceived safety in speaking up following the session.
Manager upstander reinforcement session
A targeted session for managers focused on modelling upstander behaviour, supporting staff who speak up and responding appropriately when issues are raised.
Frequently asked questions
Is this about calling people out or policing behaviour?
No. The focus is on proportionate, respectful intervention. Participants learn when to intervene, how to do so safely, and when follow-up or escalation is more appropriate.
Will participants be put on the spot or asked to share personal experiences?
No. The work is scenario-led and role-based. Participants are not required to disclose personal experiences or views.
How practical is the session?
Very practical. Participants practise recognising moments, choosing responses and using clear intervention frameworks they can apply immediately.
Is this suitable for all staff?
Yes. The session works across roles and seniority, with facilitation adapted to power dynamics and context.
Does this take power and risk into account?
Yes. A core part of the session is understanding how power, role and context affect what is safe and appropriate in the moment.
Is this about ‘performative’ allyship?
No. The emphasis is on everyday, appropriate action that reduces harm, rather than labels or public gestures.
How does this link to inclusion and culture more broadly?
Allyship is positioned as part of everyday inclusion and behavioural standards, not a standalone concept.
Can this be tailored to our organisation?
Yes. Scenarios, language and escalation routes are shaped to your organisational context.
What outcomes should we expect?
Optional extras include practical toolkits, bystander skills extensions, manager reinforcement sessions and micro pulse diagnostics to support embedding.