Activity: Allyship in Disability Arts
This blog post refers to the below scenario using Hadley’s terms to unpack (Hadley, 2019).
Your peer – Jill – is the disabled artist. You both report to a non-disabled leader – Jack. The team is comprised of 12% disabled artists to 78% non-disabled.
Jill has spoken to you in private to ascertain how much you are getting paid on this project. She told you that after doing some research online and speaking with some other artists, she thinks she may be undervalued and paid less than you. After you shared your contracted pay with her, she feels discriminated against. She speaks to Jack, who dismisses her concerns and says he doesn’t have time to deal with this as everyone’s too busy working on the project.
You then see Jill post a Facebook status outlining the situation and seeking advice. Many commenters share their outrage over the situation. Meanwhile, Jack has shared a post showcasing excellence in disability arts with a caption that says, ‘Share this if you support disabled artists!’.
Using Hadley’s ally types, how would you describe Jack?
I would describe Jack as a ‘pseudo’ ally as he has demonstrated gaslighting behaviour towards Jill when she tried to discuss her concerns with him, but he dismissed her, saying he doesn’t have time to deal with this as everyone is working on the project. I would also say Jack is also a ‘performative’ ally as he shared a post about the showcase stating, ‘share this if you support disabled artists’ however he is not doing anything to change systemic failures in his practice as a creative leader.
Look at these actions below and identify which ally type would best describe you.
- You publicly condemn the pay imbalance on Jill’s post and share it on your own.
- You approach Jack privately to advocate for equal pay for Jill. When this doesn’t work, you offer support to Jill privately.
- You express empathy for Jill, but do nothing.
- You approach Jack privately to advocate for equal pay for all disabled artists on the project. You ask that Jack rectify this. If unsuccessful, you publicly post expressing concern for all parties involved. You may even consider withdrawing from the project or stopping work until the situation is resolved.
I feel that my approach would commence in the phase of option #2 however may very well progress to option #4 if I feel passionate about the injustice endured by Jill through continued consultation. I have fought for equality in the workplace before, so am not afraid to speak up if needed but I do prefer to consult with others first and engage with a collective of allies towards a cause rather than just standing out on my own as it can be very stressful and anxiety provoking especially as financial security is often a very real concern for me. I would first consult with Jill and gain her guidance on how she is feeling about the situation and any recommendations she may have including directing any processes for change. I appreciate the importance of evaluating our own behaviours, biases and actions when reflecting on the type of ally we are towards disabled peers or leaders with disability so I can intentionally practice respectful, inclusive allyship.
References
Hadley, B. (2019). Am I a good ally to disabled artists? [News article opinion analysis ]. Retrieved 15 December 2022, from https://www.artshub.com.au/news/opinions-analysis/am-i-a-good-ally-to-disabled-artists-258881-2364719/
