ABSTRACT
Workplace allyship has emerged as a key construct in the literature on diversity, equity, and inclusion. Although research on workplace allyship has expanded rapidly in recent years, advancement in this research stream is limited by conceptual ambiguity and fragmentation across numerous perspectives. In this integrative review, we address these limitations. First, we examine differences in how workplace allyship has been conceptualized in the workplace and develop three definitions reflecting key perspectives on workplace allyship: (1) engagement in workplace allyship by advantaged employees, (2) perceived workplace allyship by disadvantaged employees, and (3) the relational dynamics of workplace allyship between advantaged and disadvantaged employees. Second, we develop a conceptual model grounded in social identity theory and signaling theory that integrates these three perspectives. Third, based on this model, we synthesize and structure prior empirical research to develop an integrative framework of workplace allyship. Building on this framework, we propose a comprehensive agenda for future research. Overall, this review provides new insights into workplace allyship as a mechanism for creating and sustaining social equality within and beyond organizational boundaries.