"Diverse and inclusive workplaces can be both difficult to find and hard to create. But if you care about making your own workplace truly inclusive, you have the ability to effect real change—as an ally. An ally is someone who is not a member of an underrepresented group but who takes action to support that group."

The Antiracism Toolkit for Allies provides analyses of white advantage and information about how to disrupt racism and create work communities where everyone thrives. This guide was written specifically for white people because white supremacy grants unearned advantages to whites. The work of recognizing these advantages and actively resisting racism is the most crucial work that white people can embrace in order to create meaningful change.

White Americans who participate in the Black Lives Matter movement, men who attended the Women’s March, and people from the Global North who work to reduce poverty in the Global South—advantaged group members (sometimes referred to as allies) often engage in action for disadvantaged groups. Tensions can arise, however, over the inclusion of advantaged group members in these movements, which we argue can partly be explained by their motivations to participate. We propose that advantaged group members can be motivated to participate in these movements (a) to improve the status of the disadvantaged group, (b) on the condition that the status of their own group is maintained, (c) to meet their own personal needs, and (d) because this behavior aligns with their moral beliefs. We identify potential antecedents and behavioral outcomes associated with these motivations before describing the theoretical contribution our article makes to the psychological literature.

"In 2016, when #NODAPL first appeared in the mainstream media, many nonnative people approached me about how to support the water protectors. This question can be answered in a couple of ways: first, I might address the specific issue (actions that directly support those at Standing Rock), or second, I might respond more generally about how to be an ally to native people. The two responses highlight a current issue in Indian Country: should nonnatives serve as active bystanders—or should they be allies to native peoples? Being an ally has come under scrutiny, especially given its propensity for epistemic injustice. Some philosophers—such as Rachel McKinnon—argue for dismissing the concept altogether, requiring that individuals serve as active bystanders. Although this may be necessary to support individuals in the transgender community, it lacks the resources to fully address the needs of colonized peoples. In this article, I argue for the operationalization of “ally” in Indian Country insofar as it is subject to decolonizing treatment. Although there is a need for both bystanders and allies in Indian Country, the Indigenous people must define the concepts that are intended to serve them."

An open source starter guide to help you become a more thoughtful and effective ally.

"[W]e’d like to finally have that oft-discussed “conversation about race” we hear you guys mention so often. To be clear, white people need to have a conversation about race. Black people in America have been actively engaged in an ongoing discussion about race since 1619..."

Language, as a part of our everyday culture, is always evolving. This process can make it confusing and awkward to navigate how words have changed in meaning and use over time, especially when we learn our patterns of speech from the people around us of different ages, backgrounds, and opinions.

For these and other reasons, it is important to become aware of discussions surrounding the terminology we encounter in our daily lives, as it enables us to engage others respectfully and become more responsible members of society. It is natural that these terms sometimes produce anxiety and uncertainty, or even be uncomfortable to think about, especially if we have used them in the past or present, and if we are accustomed to speaking or thinking a certain way.

It happened again. I recently received an email inviting me to register for a panel discussion on the effects of Covid-19 on higher education. The panel included several people I know; I respect each person on the panel, and all of their work. But there was a problem, and you probably already know what it was. Everyone on the panel was White. Across a full panel of experts discussing this of all topics, how could there not be a single voice from a person of color?

"Psychologists have found that when a black person confronts a racist remark they are seen as “rude”, but when a white person does the same they are perceived as “persuasive”. Similarly, when black people pushed for a diversity initiative they were seen as self-interested. While white people who did the same were “objective”. If people of colour and women showed they valued diversity at work, they received worse performance ratings from their boss. However, white men who did the same weren’t punished."

“Never in a generation have women, people of color, and the LGBTQ community more dearly needed active allies to counter inequality.”

"The Southern Poverty Law Center gathered hundreds of stories of everyday bigotry from people across the United States. They told their stories through e-mail, personal interviews and at roundtable discussions in four cities. People spoke about encounters in stores and restaurants, on streets and in schools. No matter the location or relationship, the stories echo each other."