Who gets to be an ally?: The role of racial minority leaders in racial justice advocacy

Highlights

• Racial minority leaders are often expected to lead the way on equity and inclusion efforts, but when they advocate for people from their own racial group, others may view them as self-interested.
• These perceptions reduce their perceived effectiveness as leaders and make others less willing to support equity efforts.
• Framing their actions as responses to concerns raised by their team (voice amplification) can reduce this backlash.

Leaders are increasingly expected to speak up about racism and promote fairness for everyone. Racial minority leaders in particular are often seen as champions of these efforts. But new research reveals an unexpected challenge they face: when these leaders advocate for people from their own racial group, others may see them as biased—even if their intentions are to create a more equitable organization.

Allyship or favouritism?

Researchers Preston and colleagues conducted three studies to understand how employees respond to racial minority leaders who engage in racial justice work. In one study, employees recalled real workplace situations. In others, participants read about hypothetical scenarios. Across all three, one finding stood out: when racial minority leaders advocated for their own group (for example, a Black leader advocating for Black employees), other people were more likely to see them as favouring their group and less likely to see them as effective leaders or allies.

These perceptions matter. Leaders who were seen as biased not only received lower ratings—they also found it harder to gain support for their equity initiatives. People were less willing to work on their projects or support their cause. The problem wasn’t the leader’s message—it was the assumption that the message served their personal interests.

Leaders who were seen as biased not only received lower ratings—they also found it harder to gain support for their equity initiatives.

But there’s a way to reframe this narrative. In their third study, the researchers tested a strategy called “voice amplification.” This means leaders clearly explained that their actions are based on what they’ve heard from their team—especially employees in more junior roles. For example, a leader might say: “Several team members have raised concerns about representation, and I want to bring those voices forward.”

When leaders framed their actions this way, the backlash disappeared. People no longer assumed the leader was acting out of self-interest, and they were more supportive of both the leader and the equity effort.

Framing the message of allyship

This research offers a powerful reminder: being a good ally isn’t just about speaking up—it’s also about how the message is framed and who is seen as credible. For organizations that want to create more inclusive cultures, this means rethinking how allyship is encouraged, supported, and received.

First, organizations can support racial minority leaders by helping them navigate the tricky dynamics of perception. This might include offering training and resources on how to use framing techniques like voice amplification. They can also normalize the idea that leaders can and should speak up for their own communities—especially when they do so in ways that highlight shared concerns.

Second, organizations can make it clear that leadership roles carry influence—and that all leaders, regardless of race, have a role to play in promoting equity. Allyship shouldn’t be reserved only for White leaders or outsiders to the issue. Racial minority leaders bring valuable perspectives and often deep personal commitment to this work, and should be recognized and supported in doing so.

Finally, organizations can prepare teams to understand the bigger picture. Equity work often involves targeted support for specific groups, especially when those groups have faced long-standing disadvantages. Organizations can help by providing context and education around why these efforts matter for everyone’s success, not just for the groups being supported.

Driving racial equity

Racial minority leaders are uniquely positioned to drive racial equity—but their impact depends on how their efforts are seen. When organizations create a culture that supports inclusive advocacy and equips leaders with the right tools, they make it easier for equity work to take root—and for all employees to thrive.

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Research brief prepared by:

Grusha Agarwal