Together we stand: Ally training for discrimination and harassment reduction

Abstract

Both identity-based discrimination and harassment continue to pervade workplaces (Colella et al., 2017), creating a barrier for organizations attempting to foster an inclusive environment for their workers who are a part of stigmatized or marginalized groups. One potential organizational-level response to such behaviors is training, although empirical evaluations suggest that such efforts may be associated with limited effectiveness (Bezrukova et al., 2012). Accordingly, in their focal article, Hayes et al. (2020) present a number of broad topics and research questions aimed to highlight areas in which sexual harassment and racial discrimination training may become more effectual. In this commentary, we put forth ally training as an alternative approach that may address a number of the identified topics and suggest that such training efforts may prove a potentially promising avenue toward the development of a more inclusive organization.

Diversity, Equity, and Inclusion from the Ground Up: Evaluating the Impact of a Community-Based DEI Intervention

“…Unlike professional DEI consultants or one-size-fitsall stock training modules, Safe Zone and other ally-oriented programming relies on several key elements to foster a representative and inclusive intervention. These include direct involvement of the relevant underrepresented community in design and delivery of training (Lorenzetti, 2010), open dialogue through affirming conversation techniques (Poynter & Tubbs, 2008), and framing the opportunity as personal development rather than crisis intervention (Gardner & Alanis, 2020). This community-situated, ally-building approach can help overcome some of the common problems with typical DEI trainings, such as the defensiveness majority populations feel when confronted with evidence of bigotry and a suspicion of experts "parachuting in" to fix things.…”

“…Research suggests that allyship as an inclusion tool (in contrast to didactic "top-down" diversity training) can yield a range of benefits, particularly in organizational settings (Salter & Migliaccio, 2019). When invited to be allies, especially by coworkers or fellow community members, trainees see themselves as part of the solution rather than part of the problem (Gardner & Alanis, 2020). With an emphasis on personal relationships and local context, there is a risk that ally-oriented DEI interventions lead participants to overlook the systemic origins of oppression (Broido, 2000).…”

Exploring the status of Pilot Training in the Aviation Industry of South Africa

“…The diversity of the citizens is reflected in various ATOs which has indirect impact on training. Since the diversity-relevant trainings are allegedly organizationally driven by liability minimization, trainees may not be particularly invigorated, as the training may be perceived as an end in itself from the organization's perspective rather than a prospect for true skill development (Gardner & Alanis, 2020). However, the frequency of diversity training for both theoretical and practical training is not complemented by empirical research about its effectiveness.…”

Tailoring DEIA Programming through Current Field Analysis: Promoting Allyship in STEM of University Graduate Students

“…In practice, allyship can help foster inclusive environments and reduce discrimination [67][68]. It can create a culture of respect, understanding, and belonging, especially when those in positions of power actively support marginalized groups and advocate for their rights [67,69]. Allyship interventions by leaders can serve as models for appropriate behavior and signal to others that discriminatory actions are not acceptable [67,70].…”

“…Effective allyship training programs are instrumental in reducing discrimination and promoting inclusion [67,69,[71][72]. These programs encourage individuals from outside the targeted historically underrepresented group to adopt the role of an ally and actively participate in creating inclusive environments [69,[73][74]. This involves proactive strategies, such as providing opportunities for marginalized individuals and advocating for relevant policies [69,72].…”