Acceptance is foundational to good allyship.
by the Human Rights Campaign Foundation found that 46% of LGBTQ+ workers reported being closeted at work and 20% reported searching for a different job because their workplace was unwelcoming to LGBTQ+ individuals. These findings show that there’s still a long way to go before the standard American workplace is fully inclusive for LGBTQ+ employees. Until then, organizations risk losing talented people.
Our first step was to find out how LGBTQ+ individuals defined allyship — without biasing their responses with our own definitions. We asked 109 LGBTQ+-identified participants to tell us what it meant to them to be a good ally. Having over 100 written descriptions of allyship, we carefully coded the common themes that emerged in the responses.
The four hypothetical individuals’ behavior fell into four categories: low acceptance/low action, low acceptance/high action, high acceptance/low action, and high acceptance/high action. Not surprisingly, the person low in both acceptance and action was judged to be the worst ally, and the one high in both acceptance and action was judged to be the best ally.
Despite the challenges of taking action, it also has the biggest rewards. Our research found that taking action is the most important component of allyship for enhancing LGBTQ+ individuals’ well-being. We conducted a six-week-long study in which we collected data from roommate pairs where one person was LGBTQ+-identified and the other was not. These participants were mostly young adults living with friends.
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