The psychological strain of repeatedly facing discrimination, prejudice and victimization related to sexual or gender identity or gender expression is harmful to the mental health of 2SLGBTQIA+ individuals, who in turn face disproportionately high rates of mental health issues. (Final Report of the Mental Health Task Force. Law Society of BC, 2023)

This article explores the transformative power of allyship within the B.C. legal profession, particularly its profound impact on the mental well-being of 2SLGBTQIA+ colleagues.

Understanding Allyship

Allyship is not a label but a verb — a continuous process that requires conscious effort and action. It involves standing in solidarity with marginalized communities and actively working to dismantle systemic barriers. It involves using one’s influence to amplify the voices of those who are marginalized. Allyship takes on particular importance in the legal profession, where power dynamics are often starkly evident. Allyship entails lending support to 2SLGBTQIA+ colleagues as they navigate personal and professional challenges.

True allyship involves actively leveraging one’s privilege to advocate for equity-seeking groups. It should not be confused with “performative allyship,” which refers to publicly supporting marginalized groups without genuine commitment or meaningful action.

The Impact of Allyship

Allyship impacts both individual well-being and the broader culture of the legal profession. Moreover, allyship drives institutional change, fostering a more inclusive and equitable environment within organizations. Allyship leads to a profession that values the contributions of 2SLGBTQIA+ colleagues. For these colleagues, having supportive allies can be transformative, leading to increased professional growth, mentorship opportunities, and a sense of belonging within the legal community. Allies provide a network of understanding and care, helping to reduce feelings of isolation and stress.

Being an Ally

• Actively listen to marginalized voices, validate their experiences and include them in decision-making processes.
• Create inclusive environments where everyone feels valued and respected and advocate for diverse representation in leadership positions.
• Be familiar with and implement diversity, equity and inclusion (DEI) policies at work.
• Challenge biased language, microaggressions and discrimination and hold leadership accountable for their commitments to equity.
• Acknowledge and take responsibility for any harm caused, whether intentional or unintentional. Offer genuine apologies and commit to learning and growth.
• Allyship is an ongoing learning process. Be open to feedback and willing to unlearn ingrained biases and prejudices.
• Learn about 2SLGBTQIA+ issues, including terminology, challenges and legal rights. This includes learning about the intersecting issues of race, gender, sexuality, disability and other forms of marginalization. Self-reflect to deepen your understanding of systemic oppression.
• Promote inclusivity initiatives such as 2SLGBTQIA+ affinity groups, DEI committees or mentorship programs to create a sense of belonging for all.
• Publicly support 2SLGBTQIA+ rights and engage in Pride events, pro bono legal work or other advocacy efforts within the community.

Conclusion

Allyship is an actionable commitment that legal professionals in B.C. can make to create a more inclusive and equitable legal profession. By supporting 2SLGBTQIA+ colleagues, everyone can contribute to a workplace and profession that values and celebrates diversity, fosters mental well-being, empowers individuals and promotes a sense of belonging for all.