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By: Mike McGurk, CMAA - Lee's Summit North High School Recently, the NIAAA created a new ad hoc committee: Diversity, Equity, and Inclusion. One of the main goals of the committee is to support underrepresented athletic administrators across the country. This includes but is not limited to female and people of color athletic administrators. I was fortunate enough to be part of this committee and listen to the dialogue over the course of the last year and a half. I also was able to participate in Zoom meetings with both the Global Community of Women in High School Sports (GCWHSS) and the National Organization of Minority ADs (NOMAD). One of the questions that was continually addressed was, "What role do allies play in the support of underrepresented athletic administrators?" It is a great question, and it is not one that is easily answered. In order to look at the role allies can play, let's first look at what it means to be an ally. The University of Missouri Division of Inclusion, Diversity, and Equity provides a great resource: The Guide to Allyship (https://guidetoallyship.com/). According to this guide, there are seven elements to being an ally. To be an ally is as follows: 1) Take on the struggle as your own, 2) Transfer the benefits of your privilege to those who lack it, 3) Amplify voices of the oppressed before your own, 4) Acknowledge that even though you feel pain, the conversation is not about you, 5) Stand up even when you feel scared, 6) Own your own mistakes, and 7) Understand that your education is up to you and no one else. These points are a good starting point for evaluating yourself and how you can serve as an ally, but, how can we apply these points to the world of athletic administration? Make sure as an ally you are intentional about being inclusive professionally. The first step is inviting the underrepresented "to the table" to become involved. Create opportunities for underrepresented athletic administrators. Many state organizations have started working on this intentionally as they have created opportunities for women and people of color to serve on their board of directors. Allies will recruit and reach out to these athletic administrators to serve on boards or to become actively involved at the local and state levels. Allies need to reach out and make the first contact. Once invited to participate, allies need to be inclusive and make underrepresented groups feel welcome. This can be as easy as being intentional about where everyone sits. Ask questions. For example, are members of underrepresented groups in the outer space or the back of the room, or are they strategically placed to feel like part of the group? As an ally, don't allow members of underrepresented groups to be spoken over or cut off. It may require an ally to speak up and demand that some of the underrepresented athletic administrators are heard. In fact, an ally will even ask questions about the experiences women or people of color have experienced. In return, an ally needs to be a good listener. As an organization, either at the local, state or national level, there are also a few other ideas that could be utilized to support underrepresented groups as an ally. Each organization could take a fresh look at all visuals including any slide show presentations, social media posts, and any written materials. Make sure all groups including underrepresented groups are represented. Organizations and individuals in an organization can also celebrate holidays and events for underrepresented groups like the anniversary of Title IX or Juneteenth. Another idea that promotes allyship is creating a channel for diversity, equity, and inclusion within your organization. This will require work from individuals within the organization to create and promote this idea. Finally, it is important that all individuals and organizations listen to their members including the underrepresented. Outside of a professional environment, allies need to be intentional about including all members of underrepresented groups within their social network. Allies need to invite all to participate in their social outings. Many times, it is assumed that someone has invited underrepresented athletic administrators or it is assumed that they know they can attend, but that is not always true. There is power in your invitation. For example, if you have a golf outing prior to a meeting or as part of a conference, invite people outside of your normal social circle to participate as well. It is important that these relationships are personal as well as public. People need to see your active allyship, friendship, and professional relationship in action. To be an ally is more than your words; it includes action. Being inclusive professionally and socially is important for being a successful ally, but there are also some general thoughts and ideas about being a successful ally. In an effort to be a good ally, understand that you may make mistakes, but that is to be expected. As an ally, you need to own your mistakes and be proactive in your education, every day (Lamont, n.d.). It may be difficult at times to serve as this ally. If you see or hear something that is not right or could be considered oppressive, you need to say something. You no longer are able to stay neutral. You are in a supportive role for the underrepresented, and this may result in your needing to be vocal by speaking out about discrimination and oppression. A good ally will be inclusive and intentional both professionally and personally. It will require work and understanding. Mistakes may be made, but as an ally, be willing to own your mistakes and be committed to learning. A good allyship will benefit both the underrepresented and the ally. Lamont, A. (n.d.). Guide to Allyship. https://guidetoallyship.com/ |
How to Be an Ally [NIAAA]
