In today’s workplace, allyship is essential for fostering inclusion and equity, yet it faces growing resistance—particularly as EDI initiatives come under scrutiny. True allyship requires more than statements of support; it demands action, advocacy, and a commitment to challenging systemic barriers. Intersectionality plays a key role, recognising that individuals experience discrimination and privilege differently based on overlapping identities such as race, gender, disability, and socioeconomic background. Without an intersectional lens, allyship risks being surface-level, failing to address the unique challenges faced by marginalised employees. With EDI efforts being scaled back in some regions, organisations must embed allyship into their culture, ensuring it is not dependent on external policies but rather a core value. This means creating spaces where diverse voices are heard, addressing biases in decision-making, and ensuring that support extends beyond single-issue advocacy. This discussion will explore how businesses and individuals can practise meaningful allyship, sustain momentum despite external pressures, and use an intersectional approach to drive lasting change. By doing so, organisations can create environments where all employees feel valued, supported, and empowered to succeed.