Intersectionality, and positionality, are integral to the provision of culturally safe and inclusive care. The Health and Care Professions Council (HCPC) standards of proficiency which came into effect on 1 September, mandate that a paramedic must recognise the impact of culture, equality and diversity on practice, and practise in a non-discriminatory and inclusive manner (HCPC, 2023).
Sexually and/or gender-diverse people constitute approximately 10.4% of the adult population of England and Wales (Office for National Statistics, 2023). On average, 1 in 10 adult patients will self-identify as being sexually and/or gender diverse. Similarly, while about 1 in 10 paramedics also identify as being sexually and/or gender diverse—many will not disclose their true identity to work colleagues for fear of exclusion or discrimination (Sengstock and Curtis, 2023). Fostering an inclusive and supportive workplace environment is crucial for the success and wellbeing of all employees—not just those who may identify as sexually and/or gender diverse. A powerful tool which can assist with the creation of an inclusive and supportive workplace is allyship, underpinned by the principle of individuals—regardless of their background—actively supporting and advocating for marginalised groups.
Being an ally is more than expressing passive support for sexually and/or gender-diverse patients and colleagues—it is a commitment to ongoing education and awareness, action to challenge systemic biases, and the promotion of equality. An ally can listen with empathy, amplifying marginalised voices, while actively working to dismantle discriminatory practices which may have become accepted in the workplace. Actively combatting discrimination, microaggressions, and exclusionary behaviours is key to the creation of a psychologically safe workplace for paramedics. This then leads to the creation of a safe space for gender- and/or sexually diverse patients. The creation of safe spaces allows individuals to feel safe and share their thoughts, with the knowledge that they will be heard, and respected.
One of the key roles of allies is challenging bias and stereotypes within the workplace, including unconscious biases which impact on marginalised groups in the workplace. Allies hold a position of privilege in an organisation and, as such, can use this influence to advocate for inclusive policies, practices, and decision-making processes, proactively addressing the systemic barriers faced by sexually and/or gender-diverse colleagues and patients.
Allyship is about committing to ongoing self-education, promoting the values of equality and fairness, supporting diversity and inclusion initiatives, and advocating for change. Establishing genuine relationships with colleagues who identify as sexually and/or gender-diverse fosters mutual respect, trust, and collaboration, enriching the workplace and ensuring that patients receive the best possible care. Allyship requires ongoing learning, growth, and action through an awareness of intersectionality and individual positionality. Understanding that every individual has multiple, intersectional identities and being aware of individual positionality is essential to recognising, understanding, and addressing disadvantage and discrimination. By fostering psychological safety, actively challenging biases, and amplifying marginalised voices, allies contribute to a more equitable workplace.