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Despite concerns about inauthentic allyship, research has yet to examine allies' own feelings of authenticity. We suggest a lack of felt authenticity (or subjective alignment between internal and external states) as an ally can be a barrier to allyship and propose that affirming allies' authenticity may increase allyship via increased psychological standing. We test our hypotheses across 4 studies (N=2286). First, we find that felt authenticity was associated with greater engagement in allyship after the murder of George Floyd. Next, we present two experiments which provide causal evidence that increased feelings of authenticity as an ally can lead to greater allyship. Finally, we use a pre-registered experiment to show when felt authenticity is first bolstered, individuals report greater psychological standing and are more likely to support and enact allyship in the workplace. We discuss important implications for efforts to cultivate allies, introducing a simple intervention to affirm allies' authenticity. [ABSTRACT FROM AUTHOR]

This symposium addresses two overarching topics: the perceptions of allyship actions and allies across social identity groups (presentations 1, 2 & 3), and ways to increase allies' and their actions' effectiveness (presentations 4 & 5). Specifically, the first two presentations elaborate the specific behaviors that represent allyship, and provide evidence of a miscalibration of how these actions are perceived depending on one's social identity groups. The third presentation focuses on how allies who are selectively silent (speak out about some social issues but not others) are perceived, compared to those choose to remain completely silent. The second part of the symposium considers allies' perspectives and identifies ways to increase their actions' effectiveness. The fourth presentation offers qualitative insights into how allies can remain committed to their allyship in the face personal discomfort, and the final presentation highlights the importance of male advocates to allyship effectiveness. Taken together, this symposium advances our understanding of allyship and offers nuanced views on how to be better, more effective allies. Actioning Allyship: What Makes Acts of Allyship Effective and for Whom? Author: Juliane Schittek; Imperial College Business School Author: Celia Moore; Imperial College Business School When (Selective) Silence is Violence Author: Kaylene McClanahan; U. of California, Los Angeles Author: Hannah Birnbaum; Washington U. in St. Louis, Olin Business School Author: Miguel Unzueta; U. of California, Los Angeles Fine Lines and Dances: Understanding (and Overcoming) the Challenges of Allyship at Work Author: Olivia Foster-Gimbel; NYU Stern School of Business Advocating for Female Leaders: The Role of Positive Stereotypes and Male Allies Author: Michelle Checketts; U. of Illinois at Urbana-Champaign Author: Taeya Howell; Brigham Young U. Author: Denise Lewin Loyd; U. of Illinois at Urbana-Champaign Author: Emily T. Amanatullah; Georgetown U. Author: Catherine Tinsley; Georgetown U., McDonough School of Business Advantaged Groups Misperceive how Allyship Will Be Received Author: Hannah Birnbaum; Washington U. in St. Louis, Olin Business School Author: Desman Wilson; Northwestern Kellogg School of Management Author: Adam Waytz; Northwestern Kellogg School of Management [ABSTRACT FROM AUTHOR]

The importance of allies--broadly defined as those who "actively work toward the eradication of prejudicial practices" (Sue et al., 2019)--In organizational contexts has been increasingly evident with the rise of #MeToo and Black Lives Matter. In highlighting the persistence of sexism and racism, these social movements have encouraged broader participation in efforts to reduce existing social inequalities. For instance, the Black Lives Matter protests following the murder of George Floyd in May 2020 constituted the largest social movement in United States history with an estimated 15 to 26 million participants (Buchanan, Bui, & Patel, 2020). Companies responded to this societal reckoning with an outpouring of statements and commitments, with the biggest 50 companies in the U.S. pledging nearly $50 billion to combat racial inequality (Jan, McGregor, & Hoyer, 2021). Given increased attention on allyship behaviors in organizational settings, this symposium brings together five presentations that explore diverse yet interconnected facets of allyship. Spanning experimental, archival, and observational methods, these five papers examine the psychological, identity-based, and contextual factors that affect both decisions to engage in social justice efforts and ultimate evaluations of allyship efforts. By considering how individuals come to participate in advocacy as well as how onlookers perceive and appraise allyship, this symposium helps to shed light on both sides of allyship efforts. In turn, this symposium offers insights into strategies to increase participation in allyship that truly makes marginalized groups feel supported. * "Am I an Ally or Is That a Lie?" Performativity Concerns, Authenticity, and Allyship * Presenter: Olivia Foster-Gimbel; New York U. * Presenter: Julianna Pillemer; New York U. * Preaching to the Choir or Converting the Masses when Garnering Support for Social Justice * Presenter: Deshani Buddhika Ganegoda; Melbourne Business School * Presenter: Jigyasu Shukla; U. of Central Florida * Presenter: Debra L. Shapiro; U. of Maryland * "Am I an Ally or Is That a Lie?" Performativity Concerns, Authenticity, and Allyship * Presenter: Olivia Foster-Gimbel; New York U. * Presenter: Julianna Pillemer; New York U. * Preaching to the Choir or Converting the Masses When Garnering Support for Social Justice * Presenter: Deshani Buddhika Ganegoda; Melbourne Business School * Presenter: Jigyasu Shukla; U. of Central Florida * Presenter: Debra L. Shapiro; U. of Maryland * Should That Count? Fairness Judgments of Resource Allocations Accounting for Structural Sexism * Presenter: Alyssa Tedder-King; Kenan-Flagler Business School, U. of North Carolina at Chapel Hill * Presenter: Elad Netanel Sherf; Kenan-Flagler Business School, U. of North Carolina at Chapel Hill * Examining Women's Reactions to Male Managers' Ally Work: A Divergence Framework * Presenter: Carolyn Thi Dang; Pennsylvania State U. * Presenter: Soojin Oh; Pennsylvania State U. * Presenter: Aparna Joshi; Penn State Smeal College of Business * Sincere Solidarity or Performative Pretense? Evaluations of Organizational Allyship Displays * Presenter: Rebecca Ponce de Leon; Columbia Business School * Presenter: James T. Carter; Columbia Business School * Presenter: Ashleigh Shelby Rosette; Duke U. [ABSTRACT FROM AUTHOR]

Complementing recent theoretical developments in the realm of allyship, our symposium offers four presentations that provide empirical tests of the antecedents (Presentations 1 & 2) and consequences (Presentations 3 & 4) of allyship in organizations. Specifically, presenters will discuss the role of cognitive and affective motivators for allyship, and the impact of allies' involvement on people's perceptions of and attitudes toward allies. Furthermore, our symposium refines the scope and boundaries of allyship research through the incorporation of diverse research perspectives: examining allyship from those who also identity as disadvantaged (e.g., Asians for Black Lives Matter), exploring non-linear effects of motivators, studying liberal (e.g., gender equality) and conservative (e.g., anti-affirmative action) movements, and conducting experiments with social movement activists. In a world where both individuals and organizations strive to promote effective allyship, our hope is that this collective work will illuminate both the antecedents and consequences of allyship. * The Strategy of Social Change: Explaining Support for Black Lives Matter across Racial Groups * Presenter: Preeti Vani; Stanford Graduate School of Business * Presenter: Shilaan Alzahawi; Stanford Graduate School of Business * Presenter: Jennifer Dannals; Yale School of Management * Presenter: Nir Halevy; Stanford U. * Evidence for a Curvilinear Effect of Psychological Discomfort on Dominant Group Members' Engagement * Presenter: Olivia Foster-Gimbel; New York U. * Presenter: L Taylor Phillips; NYU Stern * Perceptions of White Allies' (Ulterior) Motives in a Racially Diverse Conservative Coalition * Presenter: Michelle Lee; New York U. * Presenter: Maureen Craig; New York U. * Beneficiary Activists' Attitudes toward Male Allies in the Feminist Movement * Presenter: Jun Won Park; Princeton U. * Presenter: Preeti Vani; Stanford Graduate School of Business * Presenter: Sidney Saint-Hilaire; Yale U. * Presenter: Michael W. Kraus; Yale School of Management [ABSTRACT FROM AUTHOR]

The current symposium provides new insights into difficult conversations. We first highlight which conversations people find difficult, looking at whether people want to initiate sensitive conversations or wait to confess something. We then discuss other factors beside the topic of the conversation that can make conversations difficult. Different class backgrounds might create anxiety for the interlocutors and having different mindsets in a conversation might lead to different outcomes. However, with all these difficulties of having a conversation with someone who is different from you, we show that people still try to find opportunities to talk about difficult topics. * What Are You Waiting For? Delaying a Confession Does Not Help * Presenter: Katherine Qianwen Sun; Columbia Business School * Presenter: Michael Slepian; Columbia Business School * Interacting Across Class Lines: Who is Threatened in Cross-Class versus Same-Class Interactions? * Presenter: Mindy Truong; Northwestern Kellogg School of Management * Presenter: Sarah S M Townsend; U. of Southern California * Presenter: Nicole Stephens; Northwestern U. * Dialogue vs. Debate: Causes and Consequences of Two Approaches to Disagreement * Presenter: Kristina Wald; U. of Chicago Booth School of business * Presenter: Anastasiya Apalkova; U. of Chicago Booth School of business * Presenter: Xuan Zhao; Stanford U. * Presenter: Heather M. Caruso; UCLA Anderson School of Management * Presenter: Jane Risen; U. of Chicago Booth School of business * "If it's easy, you're doing it wrong:" Managing discomfort in conversations about allyship * Presenter: Olivia Foster-Gimbel; New York U. [ABSTRACT FROM AUTHOR]

As the workforce becomes increasingly racially diverse, creating spaces to discuss and address issues surrounding racial diversity has become an important aspect of modern organizational life. However, organizations have to consider how to create these spaces in ways that do not promote backlash. Extant work has demonstrated that, in many ways, this can be challenging as discussing race and racism can garner feelings of resistance among discussants, reducing their desire to improve diversity. Thus, to better prepare organizations and leaders to address diversity, this symposium presents research that develops insights into how diversity concerns are addressed, and the ramifications for different approaches to addressing them. This symposium will begin by exploring how organizational leaders' engagement with race and racism shapes if, and how, they address it in their organizations. A common way for organizational leaders to address racism is by implementing a diversity initiative; consequently, this symposium will also seek to understand the elements of diversity initiatives that influence how employees respond to these initiatives. After the presentations, there will be a group discussion, facilitated by PhD candidate Merrick Osborne, that will develop concrete recommendations for managers and organizations moving forward. Why and how global organizations pivot their perspectives on race and racism in the workplace. Presenter: Stephanie J. Creary; The Wharton School, U. of Pennsylvania. Presenter: Tiffany Smith; The Wharton School, U. of Pennsylvania. The Business Case for Diversity Leads to the Dehumanization of Racial Minorities. Presenter: Lyangela Gutierrez; U. of California, Los Angeles. Presenter: Kaylene McClanahan; U. of California, Los Angeles. Presenter: Samantha Kellar; UCLA Anderson School of Management. Presenter: Hannah Birnbaum; Northwestern Kellogg School of Management. Majority Group Members Misperceive the Effects of Diversity Policies That Benefit Them. Presenter: N. Derek Brown; Haas School of Business, UC Berkeley. Presenter: Drew Jacoby-Senghor; -. Evidence for a curvilinear effect of psychological discomfort on dominant group members' engagement. Presenter: Olivia Foster-Gimbel; New York U. [ABSTRACT FROM AUTHOR]

In pursuing societal change, members of dominant groups are often called to act as allies to disadvantaged groups. Four talks highlight how and why such alliances are often fraught: prejudices leak from the allies' words, groups differ in perceived harm, and coalition members' motives are questioned. The first talk shows that Black Americans infer the underlying prejudices of Whites who declare themselves to be nonprejudiced and egalitarian, and that their interpersonal evaluations and behavioral trust are shaped by Whites' underlying prejudice. The next talk examines a tendency of conservatives to see men as the true victims of the #MeToo movement, thereby inhibiting allyship. The third talk discusses how White coalition members (relative to racial minorities) may be perceived to have ulterior motives for allyship in interracial political coalitions, which influences observers' intentions to join such coalitions. The last talk investigates how organizational actors understand their own allyship efforts and how this affects the development of employee allyship programs in organizations. These talks highlight the complexity of cultivating and signaling allyship, noting potential pitfalls. It's not what you said, it's how you said it: Black Americans' perceptions of White egalitarianism. Presenter: Michael Rosenblum; NYU Stern School of Business. Backlash against the #MeToo movement: Conservative Men as Failed Allies. Presenter: Jaclyn Lisnek; U. of Virginia. Perceptions of White Allies' (Ulterior) Motives in Racially Diverse Political Coalitions. Presenter: Michelle Lee; New York U. To Be an Ally or Not to Be? A Qualitative Exploration of Allyship Development at Work. Presenter: Olivia Foster-Gimbel; New York U. [ABSTRACT FROM AUTHOR]

Despite increased emphasis on diversity, diversity initiatives often evoke negative employee reactions, which undermine their effectiveness. We investigate leaders' diversity rhetoric--defined as how leaders talk about diversity--as a tool for increasing employees' diversity support. We identify three diversity rhetoric types: value-in-diversity (diversity creates value), challenge-in-diversity (diversity creates challenges), and contingent diversity (diversity creates value if the challenges are overcome). Drawing from theory on communication norms, we predict value rhetoric is most common. Drawing from theory on persuasion and goal setting, we predict contingent rhetoric is most effective. An archival study of company websites reveals value rhetoric is most common, but contingent rhetoric has the strongest positive effect on diversity rankings (Study 1). A survey of employees of an agriculture company reveals leaders use value rhetoric most often, but contingent rhetoric has the strongest positive effect on employees' behavioral diversity support (Study 2). Finally, an experiment reveals diversity rhetoric has causal effects and perceived goal difficulty explains why contingent rhetoric is most effective (Study 3). Collectively, these studies uncover a descriptive-prescriptive paradox--the most common diversity rhetoric is not the most effective--and suggest leaders can increase diversity support by changing the way they talk about diversity. [ABSTRACT FROM AUTHOR]

In 2018, the popularization of the #MeToo movement exposed the pervasive problems of workplace sexual harassment and gender inequality, raising new questions about men's role in the prevention of sexual harassment. In this presentation, we explore how men - as observers, offenders, and allies - influence women's experience of harassment in the workplace. We ask: In the wake of #MeToo, are men aware of women's experience of harassment in the workplace? When and why do men believe women who come forward? How do men accused of harassment influence perceptions of the case and victim? And, moving forward, what do women want from their male allies? In order to move from awareness to action on sexual harassment, this symposium provides novel insights into men's role in the push for gender-equitable organizations. [ABSTRACT FROM AUTHOR]