- Oxford Library of Psychology
- The Oxford Handbook of Workplace Discrimination
- About the Editors
- Subtle Discrimination in the Workplace: Individual-Level Factors and Processes
- Group-Based Experiences of Discrimination: Moving Beyond Cognitive Theories
- Organizations, Employment Discrimination, and Inequality
- Employment Discrimination as Unethical Behavior
- Gender Discrimination in the Workplace
- Racial Discrimination in Organizations
- Persons With (dis)Abilities
- Age Discrimination at Work: A Review of the Research and Recommendations for the Future
- Religious Group Discrimination
- Immigrants in the Workplace: Stereotyping and Discrimination
- LGBT Workers
- Family Responsibilities and Career Outcomes: Discriminatory and Nondiscriminatory Explanations
- Modern Discrimination
- Discrimination in Employment Settings
- A Primer on Equal Employment Opportunity Law and Contemporary Enforcement
- Legal Consciousness, Mobilization, and Discrimination Disputes at Work
- International Perspective
- Measuring and Defining Discrimination
- Individual Outcomes of Discrimination in Workplaces
- Impact on Perpetrators
- Impact on Organizations
- A Stigma Lens for Considering What Targets Can Do
- What Can Allies Do?
- Organizational Remedies for Discrimination
- How Much Has America Changed in 50 Years?: An Organizational Psychologist’s Take on Social Justice Progress Since the Civil Rights Act of 1964
- Can Scholarly Works on Discrimination Make a Practical Difference?
- Moving Forward from Inequality and Discrimination: Historical Global Perspectives
- Looking Forward: What Lies Ahead in Employment Discrimination Research?
- In Conclusion: Workplace Discrimination in Context
Abstract and Keywords
Allies are individuals who espouse egalitarian ideals and who are motivated not only to avoid responding with prejudice themselves but also to confront others’ prejudicial remarks and discriminatory behavior and to be a source of support for targets of discrimination. This chapter discusses the role that allies can play in the reduction of employment discrimination, with particular emphasis on self-regulation strategies that enable allies to recognize and regulate their own biases, confrontation strategies to point out and convey disapproval of others’ biases, and social strategies that help allies be more supportive and understanding of the discrimination targets face. The chapter summarizes theory and empirical findings regarding these strategies and offers practical suggestions for increasing the likelihood and effectiveness of these prejudice-reduction tools as well as future directions for researchers. By being more than passive egalitarians, allies can be key parts of the solution to this organizational and societal problem.
Leslie Ashburn-Nardo Department of Psychology Indiana University—Purdue University Indianapolis Indianapolis, IN, USA
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