Unexpected Insights from Large-Scale Surveys (Image Credits: Images.fastcompany.com)
Employees often hold back from supporting marginalized colleagues due to deep-seated organizational challenges rather than simple apathy.
Unexpected Insights from Large-Scale Surveys
A study involving over 1,700 workers across Michigan and Canada uncovered striking patterns in what prevents allyship.
Researchers surveyed 778 employees in Michigan and 973 across Canadian provinces, capturing diverse demographics from urban professionals to rural working-class roles.
Participants identified the top obstacles in their own words when asked about difficulties in supporting underrepresented groups such as people of color, women, and those with disabilities.
Low motivation ranked low, cited by just 8 percent of respondents, while lack of awareness about inequities appeared in only 10 percent of responses.
Common Assumptions in DEI Training Fall Short
Traditional diversity, equity, and inclusion programs frequently target motivation and awareness, yet these address only a fraction of the real issues.
The research, published in the European Journal of Work and Organizational Psychology, challenges the idea that inaction stems from indifference or ignorance.Our research showed that such approaches explain why many initiatives fail to spur change.
Instead of persuasion or shaming tactics, the findings point to structural factors that demand attention.
Organizations pour resources into awareness campaigns, but employees report these miss the mark on everyday hurdles.
- Distrust and interpersonal tensions topped the list as barriers.
- Sense of disempowerment followed closely, with workers feeling unequipped to effect change.
- Over a quarter of respondents reported no barriers at all.
The Role of Organizational Distrust and Power Dynamics
Distrust manifested as second-guessing and self-censorship amid workplace polarization.
Employees described tense relationships that made intervention risky, leading many to stay silent during incidents like sexist remarks.
Disempowerment compounded this, as workers lacked perceived authority, resources, or opportunities to act effectively.
These barriers persisted across genders, races, and job types, highlighting a universal challenge in modern workplaces.
Addressing them requires fostering trust through open dialogue and providing clear pathways for influence.
Shifting Strategies for Effective Interventions
Experts often focus on boosting courage or reducing bias, but the study urges a pivot to practical roadblocks.
Future efforts should prioritize relationship-building and empowerment to unlock allyship.
Researchers plan to test programs tailored to these insights, aiming to measure real-world impact.
Key Takeaways:
- Prioritize trust-building over motivation alone.
- Equip employees with tools and authority to intervene.
- Avoid assumptions that fuel cynicism and division.
Workplaces that tackle distrust and disempowerment head-on stand to create more inclusive environments where allyship thrives naturally. What barriers have you encountered in supporting colleagues? Share your thoughts in the comments.
