In today’s workplace, allyship can be a powerful driver of change—but it can also create unexpected friction. A new study in the Journal of Management sheds light on why employees from advantaged groups who speak up for marginalized colleagues may be celebrated by some and resented by others. This act, known as oppositional courage, involves challenging powerful figures or the status quo to address unfairness, disrespect, or harm toward marginalized groups—often at significant personal risk.
The research reveals that this bold move can trigger two very different reactions: positive gossip that fuels inclusivity or negative gossip driven by feelings of moral inferiority.
Oppositional Courage: A Workplace Game-Changer
Researchers examined how white employees responded when fellow white colleagues supported racial and ethnic minority coworkers. They found that a key factor was oppositional courage self-efficacy (OCSE)—a person’s belief in their ability to take courageous action.
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High OCSE employees were inspired by the act, speaking positively about the colleague and feeling motivated to take similar actions.
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Low OCSE employees, however, felt inadequate by comparison, which often led to negative gossip and subtle resistance.
This dual reaction highlights a critical challenge: while courage can inspire change, it can also trigger defensiveness that undermines DEI (diversity, equity, and inclusion) efforts.
Why This Research Matters for Equity and Inclusion
Historically, the burden of driving workplace equity has fallen disproportionately on marginalized employees—who are often expected to lead DEI initiatives, educate peers, and advocate for change. This invisible labor can be exhausting and unfair.
The study emphasizes the importance of shifting some of this responsibility to employees from advantaged groups. When they act as allies, systemic change becomes more achievable without overtaxing underrepresented colleagues.
However, employers must also anticipate and address the potential backlash from those who feel threatened by courageous acts they themselves might not attempt.
Practical Steps for Employers to Build Courage Skills
For oppositional courage to thrive, workplaces need to go beyond awareness and actively build confidence in employees:
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Training and role-play: Create safe spaces for practicing courageous interventions.
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Positive reinforcement: Publicly recognize and reward inclusive actions.
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Ongoing education: Equip all employees with strategies to challenge inequity effectively.
By boosting OCSE across the board, organizations can reduce resistance, increase allyship, and foster a workplace culture where courage is the norm—not the exception.
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