Allyship is not a badge you earn, and an ally is not a person you become. Rather, allyship is a continuous process of learning about a range of identities and lived experiences, and taking courageous action to create a more equitable and inclusive workplace.
Why is allyship important? Watch this video from our learning platform, Paradigm Reach, to learn more.
While a majority of people say they want to be allies, many don’t know how. Our training is designed to bridge that gap, helping every employee understand what allyship is, why it matters, and when and how to use specific allyship strategies.
Our training options include:
Online Training
With Paradigm Reach, you can deliver a three-part practicing allyship course as well as microlearnings on a range of topics that expand and deepen allyship learning, like ageism, neurodiversity, trans and disability inclusion, allies’ role in racial justice, and inclusive language.
Expert-Led Group Training
Our team of the world’s leading DEI experts can facilitate live discussions on allyship and help people apply what they learn to their every day work.
Resources That Translate Learning to Action
We have guidance on being a better ally to various communities, as well as resources to support and celebrate a range of identities and heritage months.
Impact
After Paradigm’s Allyship training, there is a 40% increase in people’s understanding of allyship, and 97% of learners say they feel motivated to be an ally at work. Our training will help your employees:
Understand
concepts like identity, intersectionality, marginalization, and privilege
Appreciate
how allyship creates a more inclusive culture that benefits both marginalized and privileged groups
Demonstrate
effective allyship in a range of everyday work-related scenarios
“With Paradigm’s help, we have seen a huge cultural shift, and data prove the programs, processes, and frameworks we’re putting in place are moving the needle.”
The New York Times
Shift the paradigm
Here’s a sample of our results:
companies helped with DEI initiatives
increase in employees’ confidence in DEI initiatives
increase in leaders from underrepresented backgrounds
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