Allies are people in positions of power who work to support those in a marginalized group by promoting their cause and providing support. When done successfully, allyship can promote inclusion, provide psychological safety, and improve the wellbeing of those in the marginalized group. However, allyship attempts are not always helpful. Researchers (Collier-Spruel & Ryan, 2024) investigated what makes an allyship attempt effective or ineffective.
THE RESEARCH STUDIES
Over three studies, the researchers developed a new measure of effective versus ineffective allyship attempts. They began by interviewing 63 minority group members and went on to confirm their findings with another sample of 225 people.
The researchers found that ineffective attempts were often characterized by a lack of respect or awareness, or by ignoring the needs of the marginalized group member. On the other hand, effective attempts were characterized by increasing inclusion and acceptance, empowering people, and advocating for them when they faced discriminatory situations.
Finally, using data from 329 marginalized group members, the researchers found that ineffective allyship attempts were linked to lower feelings of psychological safety and greater levels of anxiety. In addition, ineffective allies were rated as having more selfish motivations for engaging in allyship attempts. The inverse of all findings was true for effective allyship attempts.
PRACTICAL APPLICATIONS
Many organizations prioritize being an ally, both for their employees and their customers. If organizations want to be effective in their allyship attempts, they should do the following:
- Prioritize input from marginalized group members when making allyship attempts. The most effective ally attempts were characterized by respect, listening, and not “talking over” the minority group members.
- Avoid making more work for marginalized individuals. Minority groups often feel the pressure to “educate” allies. While it is vital to be properly informed, organizations should be careful about the burden this could place on the very people they are trying to help.
- Recognize when mistakes have happened and correct errors. As this study demonstrates, ineffective allyship is not neutral, but may actually cause harm. It is important to identify what went wrong and work to improve future outcomes. This will help organizations ensure that they are properly supporting all their employees.
Collier-Spruel, L. A., & Ryan, A. M. (2024). Are all allyship attempts helpful? An investigation of effective and ineffective allyship. Journal of Business and Psychology, 39, 83-108.
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