Help (Un)wanted: Why the most powerful allies are the most likely to stumble — and when they fulfill their potential

Knowlton, Karren Kimberly; Carton, Andrew M.; Grant, Adam M.

doi:10.1016/j.riob.2022.100180

Cited by 15 publications

(7 citation statements)

References 181 publications

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“…Recent research shows that men are more likely to engage in allyship behaviors when they see other men engage in such behaviors (De Souza & Schmader, 2022; see also Murrar et al, 2020). However, both past research and the present findings suggest that inclusive treatment and allyship behaviors are not always the norm for women’s experience in STEM (e.g., Knowlton et al, 2022; Meadows & Sekaquaptewa, 2011, 2013; Swim et al, 2001). For instance, in Experiment 1, women reported lower levels of fit at a technology company than men, anticipated less fit in a new work team described in a neutral manner and, as compared to men, perceived microexclusions as more realistic and microinclusions as less realistic.…”

Section: Discussioncontrasting

confidence: 74%

“…Past research shows that when male allies are present in male-dominated contexts, women anticipate greater support and respect from others, and less isolation and hostility (Moser & Branscombe, 2022). In introducing microinclusions, we take a relational approach to allyship (see Knowlton et al, 2022) and isolate a specific form of proactive (vs. reactive; De Souza & Schmader, 2022) treatment men can take toward women at work, and test the casual effect of this inclusive stance on women’s sense of fit using experimental methods. In doing so, we seek to point the way toward future studies that learn how to elicit such behavior from men and build toward more equitable STEM work cultures.…”

Section: Microinclusions and Gender In Technology Settingsmentioning

confidence: 99%

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Microinclusions: Treating women as respected work partners increases a sense of fit in technology companies.

Muragishi,

Aguilar,

Carr

et al. 2024

Journal of Personality and Social Psychology

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When people enter new work settings, we theorized that they are vulnerable to questioning whether they will be received in ways that allow them to contribute to shared goals. If so, treatment that clarifies the stance that others take toward the self, which we call microinclusions, that convey a receptivity and supportiveness to one’s contributions may bolster a sense of fit. Further, in examining this question in technology contexts, we theorized that such microinclusions may be particularly impactful for women for whom underrepresentation and negative stereotypes make opportunities to contribute especially fraught. Four primary experiments (N = 1,861, Nwomen in STEM = 1,430) tested this theorizing. In Experiment 1, both men and women at a large technology company anticipated greater fit in a work group described with microinclusions, yet this effect was greatest for women. Experiments 2–4 replicated this effect among women science, technology, engineering, and mathematics (STEM) professionals and college students considering a career in technology and showed that women’s anticipated fit arose over and beyond socially warm treatment (Experiment 2); arose more when the microinclusion came from a man (vs. another woman; Experiment 3); and arose even when observing another woman receive a microinclusion (Experiment 4). Microinclusions also increased women’s commitment to the company (Experiments 2 and 4) and reduced their anticipated experience of stereotype threat (Experiment 3). This research highlights the ambiguity women face in technology settings about whether they will be received in ways that allow them to contribute to shared work goals and the importance of treatment from coworkers that affirms this opportunity.

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Section: Discussioncontrasting

confidence: 74%

Section: Microinclusions and Gender In Technology Settingsmentioning

confidence: 99%

Microinclusions: Treating women as respected work partners increases a sense of fit in technology companies.

Muragishi,

Aguilar,

Carr

et al. 2024

Journal of Personality and Social Psychology

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“…At the same time, advantaged group allies sometimes engage in behaviors that are harmful to disadvantaged group members and to movements for equality (Knowlton et al, 2022). Advantaged group allies sometimes offer dependency-oriented or paternalistic support (Estevan-Reina et al, 2021;Wiley & Dunne, 2019), or they attempt to lead or dominate movements for equality (Iyer & Achia, 2021;Park et al, 2022;Radke et al, 2022).…”

Section: Advantaged Group Allies and Denial Of Group-based Privilegementioning

confidence: 99%

Women evaluate ally men less positively and are less willing to work with them for gender equality when men deny their male privilege

Wiley

Catalina

2023

Group Processes & Intergroup Relations

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Members of advantaged groups can play a role in addressing discrimination and inequality. Sometimes, members of advantaged groups are motivated to deny their group-based privilege, however. In two studies ( Ns = 196, 600), we examined how privilege denial affects disadvantaged group members’ (i.e., women’s) evaluations of advantaged group members (i.e., men) who engage in collective action to support equality. We sampled women attending colleges or universities in the United States and randomly assigned them to read about a man who attended a rally to support gender equality and either denied his male privilege, acknowledged it, or said nothing about his privilege at all. We found that women evaluated a man who attended a rally to support gender equality less positively and were less willing to work with him for gender equality if he denied his male privilege. This pattern was either fully (Study 1) or partly (Study 2) statistically mediated by women rating a man who denied his male privilege as less moral, an effect that was stronger among women who identified more highly as feminists. Our findings indicate that advantaged group allies who deny their group-based privilege diminish their potential contributions to movements for equality.

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“…These concerns reflected the contradictory nature of allyship. While the aim is to play a supportive role with EBE, the very fact this is required demonstrates the existence of the power differentials, allyship sought to address (Knowlton et al, 2022). Indeed, in the literature allyship as a concept is controversial, largely due to the inherent power differentials (Moss et al, 2021).…”

Section: Discussionmentioning

confidence: 99%

“…Power is a paradoxical aspect of allyship in that it gives members of privileged groups opportunities to become allies but can undermine their trustworthiness and the effectiveness of their actions in the eyes of marginalised groups (Knowlton et al, 2022). While academic allyship is not automatically helpful (Happell, Scholz, Bocking, et al, 2018; Hickey et al, 2022), it has demonstrably influenced EBE leadership in mental health research (Happell, Gordon, Bocking, et al, 2018a, 2018b) and education (Byrne et al, 2017), with recognition of the important role it plays for the future of these positions.…”

Section: Introductionmentioning

confidence: 99%

‘We only come from one perspective’: Exploring experiences of allies supporting expert by experience leadership in mental health education

Happell

Gordon

Sharrock

et al. 2023

Psychiatric Ment Health Nurs

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IntroductionAcademics from health professional backgrounds have a crucial role in supporting the implementation and sustainability of academic positions for experts by experience in mental health education. Perspectives and experiences of these academics have yet to be extensively explored. A deeper understanding will add to our understanding of this important role and provide guidance for academics with similar aspirations.AimThe aim of the study was to explore the experiences of supporting academic positions for experts by experience in mental health education.MethodsA qualitative exploratory design was utilised. In‐depth interviews were conducted with academics who have actively supported academic positions for experts by experience.ResultsAllyship was a key theme identified. Participants described allyship as complex, time‐consuming and rewarding, through three sub‐themes: the tension of allyship, the impact of being an ally and interpersonal and relational issues with health professional academics.ConclusionsAllyship was influenced by the negative attitudes of many health professional academics, who do not appreciate the value of this work.Implications for PracticeAllyship has a crucial role in enhancing experts by experience leadership in the education of health professionals. Understanding the experience of allyship will assist in further understanding and developing these important roles.

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Help (Un)wanted: Why the most powerful allies are the most likely to stumble — and when they fulfill their potential

Cited by 15 publications

References 181 publications

Microinclusions: Treating women as respected work partners increases a sense of fit in technology companies.

Microinclusions: Treating women as respected work partners increases a sense of fit in technology companies.

Women evaluate ally men less positively and are less willing to work with them for gender equality when men deny their male privilege

‘We only come from one perspective’: Exploring experiences of allies supporting expert by experience leadership in mental health education

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