Name-dropping, and Other Actions for Allies
Each week, Karen Catlin shares five simple actions to create a more inclusive workplace and be a better ally.
1. Name-drop underestimated people you admire
Over the weekend, I spent some time avoiding the heat and smokey air in the Bay Area by staying indoors and reading It’s About Damn Time: How to Turn Being Underestimated into Your Greatest Advantage by Arlan Hamilton. While her stories are aimed at inspiring people who are underrepresented and underestimated, she drops some advice for allies as well. Here’s just one:
“Amplify the voices of those without a microphone. If you have the power of a voice that can be heard, use that voice to name-drop underestimated people whom you admire.”
Allies, let’s all identify at least one person we will name-drop in the coming week. At least one person whose voice we can amplify.
2. Use inclusive ice breakers
Have you ever been asked to name your “spirit animal” to introduce yourself to a new group? Or as part of an ice breaker at a team-building event? I have — many times.
While it may seem light-hearted, it’s disrespectful of Native American spiritual practices and trivializes Native relationships to the animal world.
Looking for more respective alternatives? Dr. Catherine Tan, an Assistant Professor at Vassar College, recently tweeted:
“Every semester I develop new ice breaker questions that try to avoid revealing class background (this is the issue with ‘what did you do over the summer?’ ‘what are your hobbies?’).”
She went on to share these suggestions, noting that she asks students to choose one to answer from a list of four:
- Longest you have ever kept a plant alive?
- What is a food that everyone seems to love but you dislike?
- If you could live in a fictional town (book/tv/movie), where would it be?
- What is the best bad TV show?
- Your favorite “life hack.”
- When you cook for yourself, what is your go-to?
- What is the least interesting thing about you?
- If you had to be on a reality/game show, which would it be?
- Most underrated snack.
- Your life is made into a movie, name one song/artist that will be on the soundtrack.
- A new food you tried recently — and your thoughts on it.
3. Hide candidates’ names and photos
In a Society for Human Resource Management Online article, I learned that LinkedIn’s Recruiter product now allows users to hide the names and pictures of candidates.
As Hari Srinivasan, vice president of product for LinkedIn points out,
“We know that qualified candidates may be overlooked due to unconscious bias as recruiters can unintentionally use names and photos to evaluate qualifications for a role.”
If you use LinkedIn’s Recruiter product, consider turning on this feature. It’s a simple way to remove bias from the selection process and increase your focus on candidates’ qualifications and skills.
Or, if you use a different tool, look into whether it offers this functionality.
The article also includes a roundup of links to their previous articles about bias in the recruiting process. Many thanks to reporter Roy Maurer for this great resource.
4. Ask “What makes you say that?”
After reading last weeks article, James Galecki sent me an email reminding me of my own advice. (Honestly, I have the best readers!)
Here’s what happened. Last week, I recommended speaking up if you hear someone described as a “token.” For example, “I’m pretty sure everyone we hire has to pass the same rigorous interview process” and “My interviews were really thorough. How about yours?”
Yet, as Galecki pointed out to me, it can be tough to find just the right response to de-bias someone’s thinking. Instead, he recommended something he’d learned from one of my previous newsletters: Ask, “What makes you say that?”
Doing so puts the burden on the person to explain their thinking. You also relieve yourself from having to come up with a perfect response. Give it a try the next time you want to push back on a biased comment someone makes.
5. Understand the difference between equity and equality
Newsletter subscriber Mary Mills sent me a great article about the difference between equity and equality from George Washington University’s Milken Institute School of Public Health. It opens with:
“While the terms equity and equality may sound similar, the implementation of one versus the other can lead to dramatically different outcomes for marginalized people.
Equality means each individual or group of people is given the same resources or opportunities. Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.”
I was thinking about this article when I spoke with a potential client about a challenge they’re facing. While they have a good representation of women at the entry-level, their management ranks are filled with men. It makes me wonder if they allocate the resources and opportunities women need to advance versus a “one size fits all” leadership development program.
On the journey to be a better ally, you may encounter people who question why specific programs or offerings are only for members of underrepresented groups. E.g., “Why don’t we have a White Men’s employee resource group?” or “Why is the executive shadow program only for Black women?” Consider asking, “What makes you say that?” to understand their point of view better. And then reflect on how you could respond by explaining the difference between equality and equity.
That’s all for this week. I wish you strength and safety as we all move forward,
— Karen Catlin, Author of Better Allies®
Copyright © 2021 Karen Catlin. All rights reserved.
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