Advantaged groups misperceive how allyship will be received
Allyship is a way for advantaged groups to advance equity, yet acts of allyship are infrequent or limited. Here we explore a potential reason for this: a miscalibration between advantaged and disadvantaged groups’ perceptions of allyship. Studies 1a−2b demonstrate that advantaged groups (men in Stud...
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| Published in | Organizational behavior and human decision processes Vol. 181; p. 104309 |
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| Main Authors | , , |
| Format | Journal Article |
| Language | English |
| Published |
Elsevier Inc
01.03.2024
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| Subjects | |
| Online Access | Get full text |
| ISSN | 0749-5978 1095-9920 |
| DOI | 10.1016/j.obhdp.2024.104309 |
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| Abstract | Allyship is a way for advantaged groups to advance equity, yet acts of allyship are infrequent or limited. Here we explore a potential reason for this: a miscalibration between advantaged and disadvantaged groups’ perceptions of allyship. Studies 1a−2b demonstrate that advantaged groups (men in Studies 1a−1b; White people in Studies 2a−2b) underestimate how much disadvantaged groups (women in Studies 1a−1b; Black people in Studies 2a−2b) would appreciate various acts of allyship. Across these studies, relatively disadvantaged members (non– White men in Studies 1a−1b; White women in Studies 2a−2b) were better calibrated in their assessments than relatively advantaged members. Study 3 examines real, behavioral contexts whereby advantaged groups (men) underestimate disadvantaged groups’ (women’s) appreciation of allyship. Study 4 demonstrates that expectations about appreciation predict allyship intentions. Finally, Study 5 finds that highlighting appreciation of potential allyship can increase allyship intentions. |
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| AbstractList | Allyship is a way for advantaged groups to advance equity, yet acts of allyship are infrequent or limited. Here we explore a potential reason for this: a miscalibration between advantaged and disadvantaged groups’ perceptions of allyship. Studies 1a−2b demonstrate that advantaged groups (men in Studies 1a−1b; White people in Studies 2a−2b) underestimate how much disadvantaged groups (women in Studies 1a−1b; Black people in Studies 2a−2b) would appreciate various acts of allyship. Across these studies, relatively disadvantaged members (non– White men in Studies 1a−1b; White women in Studies 2a−2b) were better calibrated in their assessments than relatively advantaged members. Study 3 examines real, behavioral contexts whereby advantaged groups (men) underestimate disadvantaged groups’ (women’s) appreciation of allyship. Study 4 demonstrates that expectations about appreciation predict allyship intentions. Finally, Study 5 finds that highlighting appreciation of potential allyship can increase allyship intentions. |
| ArticleNumber | 104309 |
| Author | Wilson, Desman Waytz, Adam Birnbaum, Hannah J. |
| Author_xml | – sequence: 1 givenname: Hannah J. orcidid: 0000-0002-8505-7334 surname: Birnbaum fullname: Birnbaum, Hannah J. email: hannahb@wustl.edu organization: Washington University in St. Louis, Organizational Behavior Area, Olin Business School, St. Louis, MO 63130, USA – sequence: 2 givenname: Desman surname: Wilson fullname: Wilson, Desman organization: Northwestern University, Department of Management and Organizations, Kellogg School of Management, Evanston, IL 60208, USA – sequence: 3 givenname: Adam surname: Waytz fullname: Waytz, Adam organization: Northwestern University, Department of Management and Organizations, Kellogg School of Management, Evanston, IL 60208, USA |
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