Allyship—taking action to support marginalized groups—has the power to transform workplaces for the better. Companies are dedicating significant resources to fostering a culture of allyship, and employees are increasingly encouraged to stand up for diversity and inclusion. While it’s crucial to focus on how allyship benefits marginalized individuals, our review shows there’s a piece of the puzzle that often gets overlooked: allyship has profound effects on the allies themselves.
The question is: How does being an ally impact your own experiences in the workplace? From how others see you to how you feel about yourself, allyship comes with both short-term and long-term consequences that every potential ally should be aware of.
Short-Term Consequences: The Immediate Impact
When you engage in allyship, the first thing you’ll notice is how others react. Your peers and colleagues may evaluate your allyship positively or negatively. Research shows that allies from advantaged groups tend to receive more favorable evaluations from fellow advantaged individuals. However, reactions from marginalized group members can be mixed. If your allyship aligns with the values of the group you aim to support, you’ll likely receive appreciation. But beware—if your actions seem performative or poorly aligned with the group’s needs, you might face criticism.
It’s not just about how others view you—self-evaluation plays a significant role as well. After engaging in allyship, you might feel proud. On the flip side, if the outcomes don’t match your expectations, feelings of discomfort, or even shame, can emerge. This reflective process is crucial in shaping how you approach your future as an ally.
Another immediate consequence is the emotional toll allyship can take. Supporting others through allyship, whether it’s confronting bias or mentoring marginalized colleagues, demands time and energy. This can leave you feeling drained, particularly if you face resistance or don’t see immediate results.
Long-Term Consequences: The Ripple Effect
Allyship isn’t just a short-term act—it can have lasting effects on your relationships, career, and well-being.
In the long run, allyship can beget more allyship. Positive feedback from others and personal satisfaction can motivate you to continue your allyship. However, negative evaluations or feeling that your efforts fell short can demotivate you from taking further action.
Your relationships may change as well. Allyship can strengthen your bonds with marginalized colleagues, building mutual respect and trust. However, it may also create tension with peers from advantaged groups who feel threatened by your actions. Balancing these dynamics can be tricky but is essential for maintaining a healthy work environment.
Career consequences are another long-term factor to consider. In supportive environments, allyship might open doors to promotions, leadership opportunities, or performance bonuses. But in organizations where diversity and inclusion efforts aren’t valued, your allyship could be seen as disruptive, potentially stalling your career progression.
Lastly, allyship affects your well-being. Positive outcomes, such as seeing real change or receiving recognition, can bring a deep sense of pride and purpose. On the other hand, persistent challenges—like backlash or slow progress—can take a toll on your mental health, especially if you feel unsupported.
In sum, allyship has a ripple effect—not just on the communities you support but also on your own professional and personal life. Whether the consequences are positive or negative depends on several factors, including how the allyship is enacted and how it is received by others.
Key Takeaways for Allies
Perception matters: Remember that how others perceive your allyship depends on your social identity. Allies who share a background with the group they support may be viewed differently than those who don’t. In some situations, it may be more effective for someone else to step up as an ally.
Be prepared for emotional and social challenges: Allyship is often a simple behavior, but the outcomes can be complex to navigate. Be mentally prepared for the emotional labor involved and to practice self-care; and understand that social difficulties that may arise and be ready to navigate challenging conversations that arise after allyship.
Key Takeaway for Organizations
Do more than create DEI policies; support those who champion them: Allyship can be draining. To sustain long-term efforts, organizations need to recognize the emotional and psychological toll it can take on allies. Offering support and resources to allies can help maintain their well-being and encourage sustained allyship.
In conclusion, allyship is a powerful tool for creating inclusive workplaces, but it’s important to recognize the broader impact it has on the allies themselves. By understanding both the benefits and challenges of allyship, organizations can foster a culture where everyone, allies included, feels valued and supported.
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