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Three studies ( N = 1,349) examined why allyship from men (vs. women) is often more impactful in decreasing women’s concerns of negative treatment within male-dominated spaces in the United States. Women anticipated more respect from their peers after a man (vs. woman), identified as a gender equality ally. Increased respect mediated women’s lower anticipation of negative workplace treatment and higher anticipation of support (Studies 1–3). This effect was driven by the belief that an allied man holds more influence within an organization than an allied woman (Study 2). Study 2 additionally contrasted allyship to workplace friendship to determine the unique impact of gender-equality allyship compared to other forms of support from peers. In Study 3, ally influence was manipulated to assess whether an ally’s ability to communicate respect to women is contingent upon perceived influence. These results indicate that the positive impact of allyship from men is due in part to the greater perceived influence of allied men and their ability to communicate respect to women. 

Names are important signifiers of identity, but for many ethnic minority–group members, names trigger discriminatory responses. Name anglicization (or name whitening) is one proactive response to ward off anticipated discrimination and to signal assimilation. We review evidence suggesting that name anglicization may reduce discrimination (compared with using an original ethnic name), but it burdens minority-group members and is linked to lower well-being. We suggest a solution to this dilemma: training proper pronunciation of ethnic names. We provide a model of how this simple intervention may improve interethnic interactions, signal inclusion, and reduce prejudice in both ethnic majority- and minority-group members.