Title: Better Allies: Everyday Actions to Create Inclusive, Engaging Workplaces
Author: Karen Catlin
Year of Publication: 2019
Category: Diversity and Inclusion

Karen Catlin’s Better Allies is a comprehensive guide aimed at fostering inclusive workplaces through everyday actions. Recognizing the vital role allies play in promoting diversity and engagement, this book outlines practical steps individuals can take to become better allies. With a focus on actionable advice, Catlin encourages readers to incorporate inclusivity into their daily work lives.

1. Leading with Empathy
Catlin emphasizes the importance of empathy in becoming a better ally. She illustrates this with an anecdote about a colleague who makes a practice of asking others, “How are you feeling about this?” during meetings, ensuring that everyone’s feelings and perspectives are acknowledged.

Action Step: Develop a habit of checking in with colleagues, especially those who might feel marginalized, by asking open-ended questions about their feelings and perspectives.

2. Recognizing Privilege
Understanding one’s own privilege is central to allyship. Catlin explains that recognizing privilege doesn’t diminish one’s efforts or achievements, but rather it illuminates the systemic advantages one might have.

Action Step: Reflect on personal privileges and share these reflections with colleagues. For example, acknowledge how being able-bodied or cis-gendered has influenced your career in subtle, advantageous ways.

3. Amplifying Underrepresented Voices
Catlin provides concrete strategies for ensuring that voices of underrepresented groups are heard. For instance, during meetings, she suggests actively inviting input from those who are less likely to speak up and deliberately echoing their ideas to give them credit.

Action Step: During meetings, if you notice a marginalized colleague’s idea has been overlooked, reiterate it by saying, “As [Name] mentioned earlier…”

4. Sponsorship over Mentorship
Catlin differentiates between mentorship and sponsorship, pointing out that sponsors actively advocate for their protégés. She shares examples such as leaders recommending underrepresented employees for stretch assignments and high-visibility projects.

Action Step: Actively seek out opportunities to sponsor colleagues from underrepresented groups by recommending them for projects or public speaking opportunities.

5. Inclusive Language
Language shapes workplace culture. Catlin highlights examples of exclusionary language and provides inclusive alternatives. For example, instead of using gendered terms like “guys,” use “team” or “everyone.”

Action Step: Commit to using inclusive language in all communications and gently correct peers when non-inclusive language is used. For instance, use “partner” instead of “husband” or “wife” to include all sexual orientations.

6. Addressing Microaggressions
Microaggressions can have a cumulative detrimental impact. Catlin advises not only recognizing these small acts of exclusion but also addressing them directly. She shares a story where an ally interrupted a biased joke, explaining why it was problematic.

Action Step: When witnessing a microaggression, intervene by calmly explaining why the comment or action was inappropriate. For example, if someone makes stereotypical assumptions, say, “That comment can be harmful because it reinforces negative stereotypes.”

7. Establishing ERGs (Employee Resource Groups)
Employee Resource Groups (ERGs) provide a supportive community for underrepresented employees. Catlin encourages the formation of ERGs and shares successes from companies where ERGs have positively impacted inclusion.

Action Step: Advocate for the creation of ERGs in your organization, or join and support existing ones. Help these groups get the resources and visibility they need.

8. Psychological Safety
Catlin stresses the importance of psychological safety, where team members feel safe to take risks and share ideas without fear of embarrassment. She recounts scenarios where leaders encouraged risk-taking and celebrated failures as learning experiences.

Action Step: Foster psychological safety by recognizing and appreciating the contributions of all team members. For instance, openly thank someone who took a risk with a new idea, whether it succeeded or failed.

9. Continuous Learning
Allyship is an ongoing process of learning and unlearning. Catlin cites her experiences and those of others in continuously seeking education on issues of diversity and inclusion.

Action Step: Dedicate time each week to read articles, books, or attend workshops on diversity and inclusion. Share key insights with your team to foster a culture of learning.

10. Challenging Biases
Everyone has biases, and challenging them requires constant vigilance. Catlin describes techniques such as “bias interruption,” where you consciously question your first assumptions or reactions.

Action Step: Implement bias interruption techniques in your decision-making processes. For example, if you find yourself gravitating towards a candidate during hiring just because they have a similar background to yours, re-evaluate your criteria and ensure you are assessing qualifications objectively.

11. Equitable Hiring Practices
Ensuring equitable hiring practices is vital. Catlin discusses methods such as blind resume reviews and structured interviews to minimize bias.

Action Step: Advocate for and implement blind resume practices in your organization to reduce the influence of unconscious bias. Also, standardize interview questions to ensure consistency and fairness.

12. Feedback Mechanisms
Feedback is crucial for growth and inclusivity. Catlin details how effective feedback can help individuals from underrepresented groups develop and thrive.

Action Step: Provide constructive and specific feedback regularly. Use the situation-behavior-impact (SBI) model to frame your feedback: describe the situation, the behavior observed, and its impact.

13. Recognizing Contributions
Acknowledging the contributions of underrepresented employees can foster a more inclusive environment. Catlin shares examples of allies who make a point to publicly recognize the achievements of their peers.

Action Step: Regularly highlight and celebrate the successes of marginalized colleagues in team meetings and company communications.

14. Sharing Success Stories
Storytelling can be a powerful tool for promoting inclusion. Catlin suggests sharing stories of successful inclusion efforts to inspire others.

Action Step: Share success stories of inclusive projects or initiatives within your organization through newsletters, meetings, or internal social media platforms.

Karen Catlin’s Better Allies equips readers with concrete strategies to promote inclusive, engaging workplaces. By emphasizing empathy, proactive inclusion strategies, continuous learning, and personal accountability, the book provides a solid foundation for anyone looking to become a better ally. Reflecting on our privileges, actively sponsoring underrepresented colleagues, and fostering safe spaces are just a few ways we can contribute to more inclusive work environments. Practicing these everyday actions not only creates a more engaging workplace but also drives organizational success and innovation.