1

Improve access to information

Diversity and inclusion strategist Y-Vonne Hutchinson recently published How to Talk to Your Boss About Race: Speaking Up Without Getting Shut Down. It’s a must-read book for anyone who wants to help create a workplace where people of color can thrive and push your leadership towards anti-racist action. Hutchinson is both practical and encouraging, sharing ideas for small steps to start with and larger strategies that will make a difference.

Here’s just one example: Improve access to information. As Hutchinson explains, “Bias thrives in ambiguity.” She implores us to:

“Give away all of the inside knowledge you can. Make things as transparent as possible for your colleagues of color and people of color whom your company may hire. Talk about the unwritten rules. Share your salary and negotiation tips. Share advancement opportunities. Help people find the resources they need to do their jobs better.”

Now it’s your turn. What information will you share to help others thrive in your organization?

2

Support Jewish coworkers

Late last year, students at the University of Southern California made antisemitic posts on social media.

In January, a man took four people hostage at a synagogue in Texas.

Just last week, Whoopi Goldberg commented that the Holocaust was about “man’s inhumanity to man” and “not about race.” She subsequently apologized, admitting that she should have said it was about both. She also noted that, as a Black person, she thinks of racism as being based on skin color.

But racism is not about skin color. And sadly, attacks and hate acts against Jewish people are increasing. In a report released in October, one in four American Jews said they’d been targets of antisemitism in the last 12 months.

So, how can an ally support Jewish coworkers?

In The Rise of Antisemitism and What You Can Do About it at Work, Kaela Sosa shared a few suggestions:

• Stand up against microaggressions such as hearing someone attribute particular qualities to Jewish people. Use a “micro interruption” to call out the offender, e.g., “can you tell me what you mean by that?”
• Check your company’s policies about paid time off for Rosh Hashanah and Yom Kippur.
• Support flexible deadlines around the Jewish High Holy Days.

I’ll add one more to Sosa’s list: After the next high-profile antisemitic incident, check in with your Jewish coworkers. As Michelle MiJung Kim, CEO of Awaken, wrote previously about traumatic events:

“If you are wondering whether your team is distracted or feeling less engaged at work because of current events, stop wondering. They are.”

Kim recommends checking in with colleagues. Let them know what you’ve been hearing and seeing in the news and that you’re here to support them. For specific ideas of what to say, read the full article. She provides suggested phrases to use in team meetings, one-on-ones, and emails.

3

Don’t interview token candidates

Brian Flores, a former coach with the National Football League (NFL) Miami Dolphins, filed a lawsuit alleging that Black coaches such as himself are discriminated against. One of his allegations is that teams have brought him in for token interviews to comply with the “Rooney Rule” after they’ve already decided to hire another coach. (The NFL’s Rooney Rule requires teams to interview ethnic-minority candidates for head coaching and other senior roles). He took screenshots as evidence.

Flores isn’t the only person who has experienced this. Over the years, I’ve heard from clients and friends who felt recruiters contacted them for a superficial phone screen because of their gender or race. Just so the recruiter could tally them on a diversity report card.

Allies, let’s not bring in a candidate from an underrepresented demographic for a token interview after we’ve already decided to hire someone.

4

Use your reputation to sponsor someone

After reading my recent post on LinkedIn about taking action to celebrate Black History Month, Sacha Thompson, a diversity, equity, and inclusion expert and coach, commented on my suggestion to mentor Black people. She wrote,

“I’d also like to offer up ‘sponsor’ vs. ‘mentor’. Mentorships are often feel-good acts that do not require much effort beyond time. Sponsorship requires a bit more sacrifice by putting your name and reputation behind someone that may not have access to that opportunity without the support. Sponsorship has an element of risk that is more aligned to true allyship than mentorship, which could be aligned with saviorism.”

Thank you, Sacha.

I also appreciate what Hutchinson wrote in How to Talk to Your Boss About Race:

“Engage in sponsorship. Notice I didn’t say ‘mentorship.’ Mentorship is important. But many POC have mentors up the wazoo, and not all of them are helpful. Mentors are meant to teach and advise, often by sharing from their own experiences. That can be nice, but you can’t mentor someone out of their own oppression.”

Allies, let’s ask ourselves if we’re familiar with the career goals of colleagues from underrepresented groups. Then, identify how to use our reputation to sponsor them for an upcoming opportunity.

Looking for ideas on how to sponsor someone? Check out this popular post on the Better Allies blog.

5

Say “women” not “ladies”

Are you watching the 2022 Winter Olympics? You may have noticed a small but significant change from past events. “Ladies” figure skating is now called “women’s.”

Here’s why it matters.

In Better Allies, I wrote about how the word “ladies” can come across as patronizing. Because “lady” is still related to nobility in some cultures, it can make modern women feel as though they’re being reminded of a time when women were quieter, gentler, and more “well-behaved.” The male equivalent is “gentleman,” but aside from messages of welcome, this word has largely dropped from common usage. (Ever heard someone shout, “Hey, watch it, gentleman”? Me neither.)

The derivative “ladylike” also hearkens back to less equitable times when women behaved in a certain demure way. Finally, “lady” has become a condescending prefix to jobs or activities that are associated with male culture: lady cop, lady umpire, lady politician.

Even though you may hear women calling each other “ladies” or even “gals” or “girls,” I recommend that allies say “women.” It’s more respectful.

That’s all for this week. I wish you strength and safety as we all move forward.

— Karen Catlin (she/her), Author of Better Allies®