The EThIC Model of Virtue-Based Allyship Development: A New Approach to Equity and Inclusion in Organizations

Warren, Meg A.; Warren, Michael T.

doi:10.1007/s10551-021-05002-z

Cited by 30 publications

(26 citation statements)

References 78 publications

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“…These describe someone who feels both emotionally engaged and actively empowered to be an agent of change. Indeed, this finding fits into the recent model of virtue-based social allyship put forward by Warren and Warren (2021). In this model, individuals and groups go through stages of engagement with a social issue from initially recognising social injustices to proactive allyship behaviours and long-term commitment to change.…”

Section: Discussionsupporting

confidence: 72%

When threat is imminent, does character matter for climate action? Exploring environmental concerns, well-being, and character strengths in the Pacific Island Countries

Crookes

Warren

Meyer

2022

South African Journal of Psychology

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Pacific Island Countries are particularly vulnerable to the environmental and economic consequences of climate change including both direct and indirect impacts on individuals’ mental health. There is a need to better understand the links between environmental attitudes, pro-environmental behaviours, and well-being in this region and to develop cost-effective, culturally informed interventions. The present study explored the level of environmental concerns and attitudes among Pacific Island university students and how this relates to their overall well-being, the nature of their current pro-environmental actions, and the potential for individuals’ character strengths to predict pro-environmental attitudes. College students ( n = 269) from six Pacific Island Countries completed a survey measuring their character strengths, well-being, and environmental support. As expected, the young adults had very high levels of concern about environmental threats, and this was related to their overall well-being. The young adults felt a personal responsibility to protect the environments around their local communities, which suggests national climate change strategies should be embedded within this localised context. Character strengths were highly valued among the Pacific Island sample and showed some association with (specifically) support for environmental actions and policies. Given the high levels of environmental concern in the sample, the character strengths approach likely provides a bridge between emotional engagement and active allyship in some individuals. Therefore, further research should investigate the role of character strengths in empowering pacific students to play a more leading role in policy change.

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Section: Discussionsupporting

confidence: 72%

When threat is imminent, does character matter for climate action? Exploring environmental concerns, well-being, and character strengths in the Pacific Island Countries

Crookes

Warren

Meyer

2022

South African Journal of Psychology

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“…With regard to the actual process of allyship, Warren and Warren (2021) identified four stages: energizing psychological investment, thinking through complexities that are relevant to allyship, initiating action, and committing to allyship. Relatedly, the three categories of behaviors are (1) knowledge and awareness, (2) communication and confrontation, and (3) action and advocacy (Salter and Migliaccio, 2019).…”

Section: Promoting Allyship Activities For Equitymentioning

confidence: 99%

Performing in diverse settings: A diversity, equity, and inclusion approach to culture

Feitosa

Hagenbuch

Patel

et al. 2022

Int'l Jnl of Cross Cultural Management

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Diversity, equity, and inclusion (DEI) are being built into the fabric of today’s organizations, and utilizing such a lens is vital to understanding cross-cultural performance. Yet, most of the culture and diversity literature has grown in silos and is therefore not leveraging the many benefits that their integration could provide. To counter this gap, we advance a theoretical framework featuring a new definition of cross-cultural performance (CCP) from a DEI perspective, as a new angle for doing work across cultures. Specifically, CCP is defined as the integration of multiple cultural perspectives of individuals who work together with the goal of enabling a diverse, inclusive, and equitable work environment. By applying the DEI lens to CCP, we elevate the meaning of performance due to added consideration of compositional differences, the possible barriers to employees’ success, and the extent to which others’ perspectives are indeed valued. Accordingly, our framework identifies three main components of CCP: catalyzing cultural differences, taking part in engaging communication, and promoting allyship activities. Furthermore, we specify emotional management as the glue of these three components, and key outcomes at different levels of analysis. Last, we discuss the implications of our framework to both theory and practice as well as directions for future research.

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“…Despite complex relationships between allyship motives, perceptions, and outcomes, a marker of true allyship is the dedication to learning and growing to become more effective in addressing prejudice (Warren & Warren, 2021). In an organizational context, leader‐allies must consider, not only how to enact their allyship, but also how their behaviors are perceived and how these perceptions impact multiple stakeholders, particularly if allyship behaviors need to be enacted in public settings.…”

Section: Introductionmentioning

confidence: 99%

Should I “check my emotions at the door” or express how I feel? Role of emotion regulation versus expression of male leaders speaking out against sexism in the workplace

Warren

Sekhon

Winkelman

et al. 2022

J Applied Social Pyschol

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As witnesses to workplace sexism, male leaders have the opportunity to leverage both their relative social privilege as men and authority as leaders to enact allyship. However, allyship is fraught. Expression of indignation may be viewed by observers as unprofessional, yet a muted response may lead observers to question their motives for allyship. Further, allyship that does not hit the mark may have a ripple effect on observers' perceptions of the leader‐ally, victim, transgressor, and organization. Thus, the present research (1) examined whether emotion expression during allyship influences observers' motive inferences of the leader‐ally, (2) examined whether emotion expression influences favorability of the leader‐ally, and (3) explored how a leader‐ally's emotional (or not) allyship behavior influences observers' perceptions of the victim, transgressor, and organization. Study 1 (n = 298) showed that prejudice confrontation accompanied by anger or sadness (vs. not) is associated with intrinsic motive inferences of the leader‐ally, and anger is seen as more appropriate and sincere when confronting prejudice. Study 2 (n = 112) showed that the leader‐ally was viewed as more favorable when prejudice confrontation was accompanied by anger (vs. not) because the leader‐ally was perceived as more sincere. Finally, qualitative data from thought‐listings across both studies showed that leader‐allies' anger expression was associated with greater calls for accountability of the transgressor and more positive impressions of the organization. However, anger expression also wrought highly polarized responses toward the victim, consisting of both support and victim‐blaming. Thus, authentic but measured emotion expression during confrontation is recommended.

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The EThIC Model of Virtue-Based Allyship Development: A New Approach to Equity and Inclusion in Organizations

Cited by 30 publications

References 78 publications

When threat is imminent, does character matter for climate action? Exploring environmental concerns, well-being, and character strengths in the Pacific Island Countries

When threat is imminent, does character matter for climate action? Exploring environmental concerns, well-being, and character strengths in the Pacific Island Countries

Performing in diverse settings: A diversity, equity, and inclusion approach to culture

Should I “check my emotions at the door” or express how I feel? Role of emotion regulation versus expression of male leaders speaking out against sexism in the workplace

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