Jennifer Philpot is the Global Chief People Officer at White & Case. She's been telling us about her allyship journey, and why it's never been more important to support human rights, including rights for LGBTQ+ people.
Don't be afraid to ask questions
The language and ideas around topics like gender identity or sexuality is evolving all the time. Accept that you will get it wrong and say sorry when you do use a term or a reference that is no longer appropriate. In an inclusive workplace the outcomes are better for everyone–you get new and more creative ideas and better solutions.
I have long identified with being the "different" person in the room
Whether that was related to my skin colour, my gender, my religious or political beliefs–even my aspirations for a career when it wasn't what young women of my generation and provenance did. In my experience, whether it's in life or at work, "different" people find each other in the room.
Provide opportunities and support people to succeed
Take stock of who you have in the room (in my case that's my leadership team) and actively seek to make it more inclusive. Set boundaries early and call out bad behaviour, whether in the workplace or at home.
It's not enough to be a passive supporter
What's happening in the world right now is a reminder of that. As supporters of human rights, we have to take a stand. We have to show up and be heard and support. This year, I will be attending the Firm's various Pride events in our office and last year I walked with our colleagues in the London Pride parade for the first time. I've usually been a quiet supporter–but this was a great opportunity to make it public.
Kindness is the outward show of respect
I have long watched my LGBTQ+ friends and loved ones struggle with their identities and with their desire for equality and understanding.
Their fight compels me to be more vigilant and proactive about supporting the mental and physical health struggles of the LGBTQ+ community. My father taught me that the starting point for dealing with anyone is respect. The least I can do is to start from a place of love and acceptance.
Allyship is about inviting others into the rooms we now have access to
It's also about being willing to be uncomfortable. For example, being prepared to not just listen, but to learn something (even if you don't agree with it). That could be learning to listen to someone and give them space to express their pain, instead of trying to connect by sharing your own experiences.
Being part of a truly global Firm makes us naturally open to diversity
Our people speak 95 languages between us, and represent multiple cultures, religions and backgrounds. White & Case lawyers move between offices and countries and work on complex cross-border matters for big international clients. I think that all these elements help us to be more open and understanding and accepting of difference, including with our LGBTQ+ colleagues. That's a good starting point to create an inclusive workplace for everyone.
We're putting our money where our mouth is
We're now seeing the results of the many different initiatives that we've been working on, especially over the last five years. It's not enough to say that we as a Firm are diverse or inclusive or that we are allies if our colleagues walk in the room and it still doesn't feel like that to them. There's more work to be done, but we're on the right path.
