The problem of unwelcome epistemic company refers to the problem of encountering agreement with your beliefs from an unwelcome source, such as someone who is known to form unreliable beliefs or have values you reject. Blanchard (2023) and Levy (2023) argue that when we encounter unwelcome agreement, we may have reason to reduce our confidence in our matching beliefs. I argue that unwelcome epistemic company rarely provides reasons to reduce our confidence, and apparent successes at improving our beliefs using unwelcome company are explained by extraneous factors. Seeing why unwelcome agents are rarely evidence our belief is false requires making a distinction between two kinds of agents who regularly form false beliefs: unreliable agents and anti-reliable agents. While unreliable agents are common, they are uninformative. While anti-reliable agents would be informative, they are incredibly rare. Unwelcome agents are also rarely evidence that we have formed our own beliefs via an unreliable process, unless we have independent evidence that we are relevantly similar to them. This is hard to obtain given that unwelcome agents, by definition, have values and methods of forming beliefs that we do not find appealing. Moreover, attempts to use unwelcome company to improve our beliefs are likely to make our beliefs worse off in a number of ways. I argue we should adopt a policy of ignoring unwelcome company, letting them have little impact on our confidence in our beliefs.

Some philosophers working on the epistemology of disagreement claim that conciliationist responses to peer disagreement embody a kind of intellectual humility. Others contend that standing firm or ‘sticking to one's guns’ in the face of peer disagreement may stem from an admirable kind of courage or internal fortitude. In this paper, we report the results of two empirical studies that examine the relationship between conciliationist and steadfast responses to peer disagreement, on the one hand, and virtues such as intellectual humility, courage, grit, and actively open-minded thinking, on the other. We observed positive correlations between measures of conciliationism, intellectual humility, and actively open-minded thinking but failed to find any reliable association between steadfastness, courage, and grit. Our studies reveal that there are at least two important intellectual virtues associated with conciliationist responses to peer disagreement (viz., intellectual humility and actively open-minded thinking) and two vices associated with steadfast responses (intellectual arrogance and myside bias). These findings shed new light on the overall epistemic goodness of the conciliationist perspective.

According to conciliatory views on the significance of disagreement, it’s rational for you to become less confident in your take on an issue in case your epistemic peer’s take on it is different. These views are intuitively appealing, but they also face a powerful objection: in scenarios that involve disagreements over their own correctness, conciliatory views appear to self-defeat and, thereby, issue inconsistent recommendations. This paper provides a response to this objection. Drawing on the work from defeasible logics paradigm and abstract argumentation, it develops a formal model of conciliatory reasoning and explores its behavior in the troubling scenarios. The model suggests that the recommendations that conciliatory views issue in such scenarios are perfectly reasonable—even if outwardly they may look odd.