Can White allyship contribute to tackling ethnic inequalities in health? Reflections on the experiences of diverse young adults in England

Figures & data

Table 1. Potential modes of White allyship for public health.

	Allyship as advocacy (White privilege model)	Allyship as solidary coalition (Self-emancipatory model)
“Loud” activism (conflictual and structural)	Developing and implementing anti-racist policies and procedures in your place of work e.g. NHS managers reshaping promotion processes that disadvantage ethnic minority employees Health commissioners allocating significant resources to community-led initiatives aimed at meeting ethnic minority health needs Organising and being visible at anti-racist rallies and protests	Working with colleagues to challenge management practices e.g. withholding labour to protest attacks on freedom of speech as an infringement of all workers’ rights Amplifying the voices of Black and ethnic minority activists and organisations e.g on social media platforms and within your organisation Fighting for the redistribution of resources towards minority-led health organisations
“Quiet” activism (interpersonal, subversive)	Mentoring racially minoritized colleagues (including sharing your networks and resources) Managing your time and resources as a health professional to redress disadvantage (e.g. giving longer appointments) Noticing and rectifying White only spaces e.g. ensuring work social engagements feel safe and welcoming to all Intervening when attended to ahead of/instead of a person-of-colour e.g. in meetings, in service settings	Supporting the creation of safe spaces for people-of-colour Offering scaffolding acts of kindness and connection Doing the ‘leg work’ behind-the-scenes to support ethnic minority-led initiatives Participating in alliances that centre common sources of exploitation or oppression e.g. contributing to strategy building around improved working conditions