Table 1.
Allyship: definitions and principles
| Term/concept | Definition | Example |
|---|---|---|
| Ally | Individual outside a specific identify group who works in solidarity with that group to understand and counter systemic or local biases against them. This term is not self-imposed but earned from the individual or group being supported | Non-URiM chairperson who actively seeks to recruit URiM faculty, foster their career development, and change institutional policies that hinder these goals |
| Allyship | Behaviors and actions by an ally in support of the individual or group of interest | Non-URiM chairperson proactively offers additional 10% compensated FTE for URiM faculty member’s EDI work at departmental level |
| Systemic (or structural) bias | Inherent tendency of policies, practice, protocols, or other systemic factors to create and maintain disparities or injustice | University tenure and clinician-educator lines differ in rates of women faculty, which then creates the false belief that women are less qualified for tenure line, which perpetuates hiring differences in the two lines |
| Performative allyship | Allyship based on words without action, often self-serving to create a positive image of the self-ascribed “ally” | Non-URiM chairperson publishing statement about LGBTQ+ Pride while failing to support LGBTQ+ faculty recruitment or career development |
| Mentor | Individual who provides advice and guidance to those earlier in their career path, based on their own experiences | LGBTQ+ senior faculty member has regular meetings with LGBTQ+ junior faculty to discuss career plans |
| Coach | Individual who supports others by asking questions and eliciting their goals, insights, and concerns such that those individuals can determine their own answers are develop skills | Physician leader of a medical group meets regularly with junior colleague to help them explore their career development plans and work-life balance |
| Sponsor | Individual who provides opportunities and connections to others; leverages their own power or influence and social capital through these actions | Male AAO-HNS/F committee chair advocates for female committee member as his successor |
FTE Full-time equivalent, URiM, Underrepresented in medicine, LGBTQ+ Lesbian, gay, bisexual, transgender, queer, and others, EDI Equity, diversity, and inclusion, AAO-HNS/F American Academy of Otolaryngology–Head and Neck Surgery/Foundation