Exploring allyship in social care

Symone Stuart, National Lead, Leadership Development at Skills for Care discusses what allyship means and why it’s important to our sector.

Adult social care is a sector that is blessed with a rich and diverse workforce. While this diversity is a key strength of the sector, giving it the ability to capitalise on a huge range of experiences, it’s not always the case that that every group is equally respected or considered.

Allyship acknowledges that the fight against discrimination is the responsibility of everyone, you and me. It looks towards all of us to actively support others who still struggle for equality and equity. By engaging in allyship, we can use our influence and resources to challenge all forms of discrimination to create better spaces in social care for both the workforce and those being supported.

For example, older LGBTQ+ informal carers report that services are not set up to take account of their information needs like end of life decisions and care for older adults who identify as LGBTQ+. Furthemore, the Pride in Leadership report states that over 70% of respondents reported a lack of LGBTQ+ role models in work, with half experiencing hostile or uncomfortable work environments.

When it comes to race equality, our most recent Social Care Workforce Race Equality Standard (SC-WRES) report showed that social care staff from a Black, Asian or minority ethnic background were 45% less likely to be in senior manager roles compared to staff with a white ethnic background. This suggests minoritised views are significantly less well represented at senior levels in our sector.

How do we engage in allyship?

This is a question that many organisations and individuals struggle with. To engage in allyship, one must step beyond their comfort zone and truly embrace the role of an advocate and supporter for others.

Allyship requires being active in everything you do, with the person or group you are supporting placed at the centre of the process. It’s a delicate balance—it’s not about taking control or speaking over others, but about offering meaningful, active support to those who are othered, marginalised, or discriminated against. Allyship involves standing alongside individuals or groups who face oppression and inequity and advocating for their rights and inclusion.

When acting as an ally, it's crucial to understand the historical and present-day contexts of marginalisation. Those who aim to be active allies must educate themselves and take the initiative to learn—only through self-driven research and reflection can one become a valuable ally who uses their privilege to foster a more inclusive and equitable environment.

Before taking on this role, allies need to consider the level of commitment involved. This includes reflecting on their own behaviours and practices and taking responsibility for any harm or mistakes they may have caused. True allyship is an ongoing journey of growth, accountability, and action.

Through education, active listening, speaking out against all forms of discrimination and supporting marginalised communities and those who feel othered and in need, we can foster a workplace culture where everyone feels valued and empowered.

While social care leaders and those in senior positions may have the platform to speak most prominently about allyship, it is something that everyone can engage in. Every colleague has the ability to contribute to the fight against discrimination in their own way. As discussed in this article, being vocal about allyship is a key part of its effectiveness. I encourage each of you to take part in this everyday act of leadership by being a vocal ally.

Find out more about #EverydayLeadership on our campaign landing page.

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