Merrick R. Osborne
@merrickosborne.bsky.social
Assistant prof at Cornell University's Industrial and Labor Relations School, Organizational Behavior Department.
Researches speaking up at work, and the good it could do.
More information about me:
https://www.ilr.cornell.edu/people/merrick-r-osborne
Researches speaking up at work, and the good it could do.
More information about me:
https://www.ilr.cornell.edu/people/merrick-r-osborne
The takeaway isn’t “don’t confront.”
Instead:
1. confront independently
2. don’t single out the target
3. Effective allyship isn’t an identity—it’s a practice judged by impact, not intent.
Instead:
1. confront independently
2. don’t single out the target
3. Effective allyship isn’t an identity—it’s a practice judged by impact, not intent.
January 3, 2026 at 2:02 AM
The takeaway isn’t “don’t confront.”
Instead:
1. confront independently
2. don’t single out the target
3. Effective allyship isn’t an identity—it’s a practice judged by impact, not intent.
Instead:
1. confront independently
2. don’t single out the target
3. Effective allyship isn’t an identity—it’s a practice judged by impact, not intent.
That emotional burden changes how the ally is perceived.
When allies offload the moment:
- They are seen as less deserving of status
- Marginalized people are less interested in working with them
- Less likely to want them leading DEI efforts
When allies offload the moment:
- They are seen as less deserving of status
- Marginalized people are less interested in working with them
- Less likely to want them leading DEI efforts
January 3, 2026 at 2:02 AM
That emotional burden changes how the ally is perceived.
When allies offload the moment:
- They are seen as less deserving of status
- Marginalized people are less interested in working with them
- Less likely to want them leading DEI efforts
When allies offload the moment:
- They are seen as less deserving of status
- Marginalized people are less interested in working with them
- Less likely to want them leading DEI efforts
Being singled out by an ally during a confrontation puts the targeted person on the spot.
They’re suddenly responsible for:
• explaining harm
• managing emotions
• risking backlash
That’s not always empowering. We find that it’s added emotional burden at exactly the wrong moment.
They’re suddenly responsible for:
• explaining harm
• managing emotions
• risking backlash
That’s not always empowering. We find that it’s added emotional burden at exactly the wrong moment.
January 3, 2026 at 2:01 AM
Being singled out by an ally during a confrontation puts the targeted person on the spot.
They’re suddenly responsible for:
• explaining harm
• managing emotions
• risking backlash
That’s not always empowering. We find that it’s added emotional burden at exactly the wrong moment.
They’re suddenly responsible for:
• explaining harm
• managing emotions
• risking backlash
That’s not always empowering. We find that it’s added emotional burden at exactly the wrong moment.
Well-intentioned allyship can backfire.
When allies confront bias by turning to the targeted employee in the moment (“Can you explain why that was offensive?”), it often increases stress—and reduces respect for the ally.
When allies confront bias by turning to the targeted employee in the moment (“Can you explain why that was offensive?”), it often increases stress—and reduces respect for the ally.
January 3, 2026 at 1:59 AM
Well-intentioned allyship can backfire.
When allies confront bias by turning to the targeted employee in the moment (“Can you explain why that was offensive?”), it often increases stress—and reduces respect for the ally.
When allies confront bias by turning to the targeted employee in the moment (“Can you explain why that was offensive?”), it often increases stress—and reduces respect for the ally.