A recent study from the University of Michigan suggests that white men who have encountered workplace harassment firsthand are more inclined to support initiatives aimed at addressing race and gender bias within their organizations.

While white men are statistically less likely than women and people of color to encounter discrimination or harassment in the workplace, the study reveals that when they do face mistreatment from their colleagues, they become more attuned to instances of bias based on race and gender within their organizations. Consequently, they are more inclined to take action in response to such biases.

The right allies

“White men will be allies in workplace diversity and inclusion efforts only to the extent they recognize that race and gender bias exists in their workplaces and are willing to act,” the researchers explain.

The study drew on survey responses from over 11,000 employees across 24 federal agencies, with a subgroup of 5,000 respondents identifying as white men. Among this cohort, approximately one-third reported experiencing various forms of workplace harassment, ranging from bullying to physical intimidation.

Notably, those who had encountered such mistreatment were more apt to acknowledge the systemic race and gender biases prevalent among their colleagues. Moreover, they demonstrated a greater propensity to take action by reporting instances of bias to both their peers and supervisors.

Experience of harassment

The experience of harassment among white men appears to challenge the prevailing notion of meritocracy within the workplace. This belief in meritocracy often acts as a barrier to recognizing and addressing biases. By confronting firsthand encounters with harassment, white men may shed this illusion, thus becoming more attuned to the presence of bias and more proactive in addressing it.

“Harassment experiences can lower these meritocratic blinders and introduce opportunities for white men to consider how the workplace might not be fair for their colleagues,” the authors explain.

They hope that the findings will have some serious implications for how organizations can better tackle racism, sexism, and other forms of discrimination in the workplace.

“Of course, the takeaway is not that we should increase harassment toward white men,” they conclude. “Rather, white men who have had the unfortunate experience of being bullied or threatened at work might be unexpected allies in diversity and inclusion efforts.

“Asking white men to reflect on their own negative treatment at work can foster fruitful skepticism about the meritocratic operation of their workplace. This skepticism may facilitate a greater willingness to acknowledge unfair treatment experienced by colleagues and take action.”