1

Pay attention to the winces

In a recent Twitter thread, Jeff Tetz implored us to speak up, even if we feel awkward or our heart starts racing. He began with:

“Pay attention to the winces.
I’ve learned a wince indicates my values are being tested.
This week, a person I know well made a comment in a large gathering at the podium that made me wince.
10 years ago I would have laughed.
5 years ago I’d have ignored it.
But now?

Tetz went on to explain his thoughts, discomfort, and how he eventually broached the issue in a follow-up call, saying:

“I love ya man, and I debated not calling, but something you said today came across as sexist and I wanted to let you know in case others did too. I can’t stand the idea of someone forming an inaccurate opinion of you.”

The next time someone makes you wince, pay attention. Instead of laughing it off or ignoring it, speak up. Like Tetz.

2

Look out for extra credential questioning

Here in the U.S., one of our Supreme Court justices is retiring, and President Biden has nominated Judge Ketanji Brown Jackson to serve. As I write this newsletter, her confirmation hearings are underway. If confirmed, she will be the first Black woman on the Supreme Court.

Yet, despite her impressive experience and qualifications, at least one news host questioned her credentials in ways he didn’t do for other recent white nominees.

As I learned in the Anti-Racism Daily newsletter on March 22, Fox News host Tucker Carlson said, “It might be time for Joe Biden to let us know what Ketanji Brown Jackson’s LSAT score was. How did she do on the LSATs?" (The LSAT is a standardized law school entrance exam.) By contrast, Carlson didn’t ask to see Justice Amy Coney Barrett’s LSATs score before saying, “there’s no question that Barrett is qualified for the job.” (Barrett is white.)

Allies, let’s reflect on how we evaluate resumes and job candidates. Ideally, any qualifications needed for an open position would be specified before reviewing the first resume. Once that’s in place, look out for any requests for additional credentials for specific people. There may be some bias at play.

3

Frame differences as a source of value

Imagine being on an interview team and hearing someone say, “I don’t think they’d be a culture fit” when discussing a candidate from an underrepresented demographic. Underlying this phrase is bias, that the candidate is different, doesn’t seem like others on the team, and maybe even would be a lot of work to integrate.

At this point, you have a choice to make: Let the comment go unchallenged or say something.

I bet you know what I recommend: Speak up. To do so, consider this advice from Learning for Justice: Ask some open-ended questions like “Why do you say that?” or “What makes you feel that way?”

Or, to make a more pointed remark, try something along the lines of, “Hang on. I think they could be a culture add. They’d bring something to our culture that we don’t have today, which will help us better achieve our organization’s goals.”

Beyond discussing candidates, we can also strive to frame differences as a source of value in the meetings we attend. As Henrik Bresman and Amy C. Edmondson wrote in Research: To Excel, Diverse Teams Need Psychological Safety, consider starting decision-making meetings with:

“We are likely to have different perspectives going into this meeting, which will help us arrive at a fuller understanding of the issues in this decision (or project).”

As the authors explain, we’re prone to be frustrated by differences in opinion or perspective. Being explicit in framing differences as a source of value can help.

4

Support transgender coworkers emerging from the COVID cocoon

Given that March 31 is the Transgender Day of Visibility, I want to highlight a phrase I recently learned: The COVID Cocoon.

In Brenna Miaira Kutch’s report titled, The COVID Cocoon: What Employers Must Know About Gender Transition and Return-to-Work, they explain:

“The global COVID-19 pandemic has had countless impacts on society. One interesting effect is that it has created an environment in which many people have been able to explore their gender identity and, in many cases, undergo a gender transition. As organizations return to in-person work, be it full-time or hybrid, there is a greater chance of “out” transgender, non-binary, or gender non-conforming employees in the workforce.”

If your organization has been primarily remote and getting ready to return to the office, are there changes needed to best support transgender employees? For example, Kutch recommends:

• Updating workplace bathrooms to add all-gender restroom options;
• Including menstrual hygiene supplies in all bathrooms; and
• Asking employees for their name, pronunciation, and pronouns. (If you have a company directory, encourage everyone to update their information without assuming it will be the same as before the pandemic.)

Check out their full report for more ideas for being inclusive to transgender employees.

5

Take the Network Diversity Dimensions Inventory

My friend Julie Kratz recently published her latest book, Allyship In Action: 10 Practices for Living Inclusively. As she explains, “There is no ‘on and off’ switch for allies.” Each chapter of her book contains specific activities you can use right away with people you care about: friends, neighbors, children, partners, family, team members, and more.

One activity in Kratz’s book is taking the Network Diversity Dimensions Inventory, which she gave me permission to share. Here it is:

1. Write down the names of the top 10 people you spend the most time with. Look through your phone, emails, calendar, wherever you communicate with people.
2. Categorize your top 10 by dimension of difference. Consider: gender, ethnicity, age, socioeconomic status, part of the country, profession, physical ability, and any other dimension of difference that comes to mind.
3. Process these questions on your own and with a trusted friend:
   a. What are you noticing about the people you spend time with?
   b. How has your network ended up looking like it does?
   c. What/who is missing from a representation perspective?
   d. Who could you spend more time with?
   e. How could you diversify your network?

To learn more about Kratz’s new book, check out her a free Allyship In Action Book Launch event on April 1, 2022.

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®