The sensemaking process is complex and mentally demanding, inviting sensemakers to establish and apply schema about individuals and groups. This study assesses the ways LGBTQ+ employees evaluate coworker’s ally status through the application of schema and the further sensemaking that follows the schema creation. We conducted 35 interviews with LBGTQ+ employees to understand the ways these employees processed decisions and weigh the risks during the construction of ally-status schemas about coworkers. Findings indicate that LGBTQ+ employees assess colleagues’ likelihood toward allyship, or not, through sensemaking in three domains: (1) Demographic, (2) Reference to Industry, and (3) Observed and Experienced Interactions. We conclude this study with practical recommendations addressing both the creation of plausible but inaccurate schemas, the larger burden of mental load, and a discussion about the importance of bridging the gap between sensemaking by marginalized populations and ally status perceptions.

感官制定过程非常复杂且在精神上要求很高，因此邀请感官制定者建立和应用有关个人和群体的图式。这项研究评估了LGBTQ +员工通过模式的应用以及模式创建后的进一步的感性评估同事的盟友身份的方式。我们对LBGTQ +员工进行了35次访谈，以了解这些员工在制定有关同事的盟友状态方案时如何处理决策并权衡风险。调查结果表明，LGBTQ +员工通过以下三个方面的有意义的评估来评估同事是否可能获得同盟关系：（1）人口统计；（2）对行业的参考；以及（3）观察和经历的互动。我们以实用的建议结束了本研究，并提出了合理但不准确的模式的创建方法，