The Mediating Effect of Recognizing Racism and Biases within the Workplace: Cross-race Friendships and Allyship Behaviors

In this study, engagement in allyship behaviors were tested in a sample of part- and full-time workers that worked either in a fully in-person or hybrid work environment. Participants (N = 271) responded to an online survey. Drawing on friendship and intergroup contact theories, the effect of cross-race friendships on allyship behaviors was tested. Recognition of racism and biases was proposed as the distinct candidate mediator in this relationship. All constructs consisted of individual measures, each tested through a series of linear regressions and multiple mediation models. Specifically, cross-race friendships included close cross-race friendship and cross-race friendship behaviors; recognition of racism and bias included a bias awareness scale, subtle bias subscale, anti-racism behavioral inventory, and the modern racism scale; and allyship behaviors included a diversity voice measure and comfort confronting racist comments. Results largely support the mediation hypothesis. However, the bias awareness scale did not show support for mediation regardless of what predictor and outcome were coinciding within the model.