05 June 2025 Allyship in action: Moving from words to workplace impact
At Oak, we believe that an inclusive workplace isn’t just good for culture—it’s fundamental to strong leadership, innovation, and sustainable success.
When people feel safe, supported, and encouraged to be their authentic selves, everyone benefits—from our teams to our clients. That’s why we approach diversity, equity, and inclusion (DEI) with intention, accountability, and employee voice at the centre.
In 2024, our People and Culture team conducted a global employee survey to understand what matters most to our people and where they want support. The insights gathered shaped the foundation of our BeYourselfAtWork (BYAW) initiative, launched in late 2024—highlighting the importance of health, connection, equity, and inclusion in the everyday employee experience. This inspired the committee to create 4 focus areas, one for each quarter of the year:
- Q1 – Health and resilience
- Q2 – Diversity, Equity and Inclusion (DEI)
- Q3 – Financial wellbeing
- Q4 – Connection and wellbeing
As highlighted in Harvard Business Review’s 2023 article, “To Make Lasting Progress on DEI, Measure Outcomes”, meaningful DEI work requires moving beyond demographics and focusing on outcome-based strategies. At Oak, we embrace this thinking—ensuring our actions are measurable, purpose-led, and rooted in creating real impact.
Spotlight on allyship
This Pride Month, we are shining a light on the power of allyship—the everyday actions and vales that show support for underrepresented or marginalised communities, encourage trust, drive equity and champion individuality. We asked colleagues across Oak:
“What does being an LGBTQ+ ally mean to you—and how do you show up for your colleagues?”
Sean Reaney | Administrator, Trust & Corporate | Isle of Man
“To me, being an ally is no different to being a friend – I listen and support when times are tough, I celebrate and encourage in their wins and lend my voice to theirs when they speak out. Allyship means I treat everyone with the care and compassion I would wish for myself and with the respect they deserve.”
Lisa Higgins | People & Culture Business Partner | Jersey
“To me, allyship is about showing up full of heart. It’s standing beside others in their struggles, lifting them in their moments of joy, celebrating other successes and using my voice to echo their truths when they may feel they are not being to. It’s about being human together—with empathy, respect, and unwavering support. This is what allyship truly means to me.”
Irina Blin | Senior Manager, Trust & Corporate | Guernsey
"It is very important that everyone feels comfortable to bring their full selves to work, without fear or exclusion and discrimination. Allyship means for me being able to contribute towards creating an inclusive and supportive environment for everyone to thrive and bring out the best in people.”
Holly Skillett | People & Culture Administrator | Guernsey
"As a member of the BeYourselfAtWork Committee, allyship to me is about championing diversity, living our values, and continuing the work when the parades are over."
6 ways to put allyship into practice
Allyship doesn’t require a title, just the intention to act with awareness, fairness, and respect. Here are 6 meaningful ways we can all contribute to a more inclusive workplace:
|
Action |
What it looks like |
|
Learn |
Stay curious. Attend events, listen to lived experiences, and seek to understand. |
|
Listen |
Prioritise empathy over assumptions. Everyone’s story is different. |
|
Speak up |
Challenge exclusionary behaviour constructively when you witness it. |
|
Normalise inclusion |
Use inclusive language, share pronouns, and create welcoming spaces. |
|
Support and sponsor |
Amplify LGBTQ+ voices in meetings, mentorships, and decision-making. |
|
Be visible |
Show your support openly—during Pride Month and beyond. |
When we embrace diversity, uphold equity, and practice inclusion, we create a workplace where everyone—from every background and identity—can thrive.
BYAW and beyond
Through ongoing education, inclusive leadership, and employee-led initiatives, Oak is committed to building a culture where difference is a strength and authenticity is encouraged. Chief Executive Officer, Kim Sgarlata, has been a vocal and ongoing supporter of this work—advocating for an environment where everyone can feel safe, respected, and empowered to bring their whole self to work. Her leadership has helped embed DEI into how we operate and lead, across every level of the business.
This approach is deeply embedded in Oak’s values. One that especially reflects our commitment to inclusion is Empower Community:
“We elevate each other through shared learning, celebration and unwavering support. By championing diverse voices, fostering equity, and creating and inclusive environment, we cultivate a culture of respect and belonging.”
Moving forward
Pride Month is a time of celebration, but also of reflection. We’re proud of the progress we’ve made, and we remain committed to learning, growing, and taking action together.
To our LGBTQ+ colleagues, clients, and communities: we stand with you. Thank you for being part of our journey toward a more inclusive, equitable, and empowered future.
Happy Pride Month from all of us at Oak Group.