# Better Allies  Author:: Karen Catlin and Sally McGraw  ## AI-Generated Summary None ## Highlights > Privilege doesn’t mean your life is easy or that you didn’t work hard. It simply means that you don’t have to face the obstacles others have to endure. It means that life is more difficult for those who don’t have the systemic privilege you have.4 ([Location 271](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=271)) > When an ally takes on the role of the Sponsor, they vocally support the work of colleagues from underrepresented groups in all contexts, but specifically in situations that will help boost those colleagues’ standing and reputations. Other ways to act as a Sponsor: Talk about the expertise you see in others, especially during performance calibrations and promotion discussions. Recommend people for stretch assignments and learning opportunities. Share colleagues’ career goals with decision makers. ([Location 338](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=338)) > Since then, the nonprofit organization GenderAvenger has created a pledge to reduce the frequency of all-male panels at conferences and events. It reads, “I will not serve as a panelist at a public conference when there are no women on the panel.” (They also clearly state that transgender women are women.) Anyone can sign the pledge at www.genderavenger.com. Some popular male speakers, such as Jeff Kosseff, a professor at the U.S. Naval Academy, have even added “Won’t speak on all-male panels” to their Twitter bios. White women could use a version that says, “Won’t speak on all-white panels.” (I’ve done this myself.) ([Location 350](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=350)) > When an ally takes on the role of the Amplifier, that ally works to ensure that marginalized voices are both heard and respected. This type of allyship can take many forms, but it is focused on representation within communication. Other ways to act as an Amplifier: When someone proposes a good idea, repeat it, and give them credit. For example: “I agree with Helen’s recommendation for improving our customer satisfaction rating.” Create a code of conduct for meetings and any shared communication medium, including email, chat, Slack, and so forth. Invite members of underrepresented groups within your company to speak at staff meetings, write for company-wide newsletters, or take on other highly visible roles. ([Location 372](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=372)) > When an ally takes on the role of the Advocate, they use their power and influence to bring peers from underrepresented groups into highly exclusive circles. The Advocate recognizes and addresses unjust omissions, holding their peers accountable for including qualified colleagues of all genders, races, abilities, ages, body shapes and sizes, religions, and sexual orientations. Other ways to act as an Advocate: Look closely at the invite list for events, strategic planning meetings, dinners with key partners, and other career-building opportunities. If you see someone from a marginalized group missing, advocate for them to be invited. Offer to introduce colleagues from underrepresented groups to influential people in your network. Ask someone from an underrepresented group to be a coauthor or collaborator on a proposal or conference submission. ([Location 393](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=393)) > When an ally takes on the role of the Scholar, that ally seeks to learn as much as possible about the challenges and prejudices faced by colleagues from marginalized groups. It’s important to note that Scholars never insert their own opinions, experiences, or ideas, but instead simply listen and learn. They also don’t expect marginalized people to provide links to research proving that bias exists or to summaries of best practices. Scholars do their own research to seek out relevant information. Other ways to act as a Scholar: Investigate and read publications, podcasts, or social media by and about underrepresented groups within your industry. Ask coworkers from marginalized groups about their experience working in your organization. If your organization or industry has specific discussion forums or Slack channels for members of underrepresented groups, ask if they’d be comfortable letting you sit in to observe. Asking is essential: Your presence may cause members to censor themselves, so be sure to check in before showing up. ([Location 406](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=406)) > When an ally takes on the role of the Upstander, that ally acts as the opposite of a bystander. The Upstander is someone who sees wrongdoing and acts to combat it. This person pushes back on offensive comments or jokes, even if no one within earshot might be offended or hurt. Other ways to act as an Upstander: Always speak up if you witness behavior or speech that is degrading or offensive. Explain your stance so everyone is clear about why you are raising the issue. In meetings, shut down off-topic questions that are asked only to test the presenter. ([Location 418](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=418)) > When an ally takes on the role of the Confidant, that ally creates a safe space for members of underrepresented groups to express their fears, frustrations, and needs. Simply listening to their stories and trusting that they’re being truthful creates a protective layer of support. Other ways to act as a Confidant: Believe others’ experiences. Don’t assume something couldn’t happen just because you haven’t personally experienced it. Listen and ask questions when someone describes an experience you haven’t had. Don’t jump in with your personal stories. If you are a manager, hold regular “office hours” and encourage all of your team members to speak with you about issues that are troubling them. ([Location 433](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=433)) > How to tell a knight from an ally So, what are the differences between ally actions and knight actions? I believe it comes down to two things: mindset and systemic change. Allies take action to empower individuals, not to rescue them or put themselves in the spotlight. Allies also seek to create systemic change, not one-off savior moves. ([Location 502](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=502)) > Actions for Better Allies: Diversify Your Network Most of us have largely homogeneous networks. Here are some tips for ensuring that your network is diverse and more effective: Do a network inventory. List out the people you feel to be your top ten contacts. Are any of them marginalized in ways that you are not? If not, start in your own backyard: Who within your own organization could be a great addition to your current network? Attend an event where diversity will be the topic of discussion. Listen and learn. The next time you attend an event of any kind, introduce yourself to someone who doesn’t look like you. If you are interested in attending an event that caters specifically to a group of which you are not a member, ask the organizers before showing up. Seek out media, including podcasts and blogs, by people who are different from you. ([Location 1037](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=1037)) > Note the essential components: A statement that the event organizers will not tolerate certain behaviors A description of the inappropriate behaviors and who they might target An explanation of the possible actions or sanctions that will be taken against offenders Directions on what to do if one experiences or sees unacceptable behavior A list of the ways the organizers will support anyone who has been targeted Indication that anyone unwilling to comply should not attend ([Location 1246](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=1246)) > If someone has their camera off, trust that they have a good reason, and skip the teasing. ([Location 1428](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=1428)) > Cultivate a culture of credit: Encourage everyone around you to acknowledge the originator of ideas as often as possible. ([Location 1433](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=1433)) > In April 2018, automation-in-testing advocate Richard Bradshaw showed his true colors as an ally. Upon discovering that the Code Europe conference he’d agreed to speak at had lined up only male speakers (a whopping eighty-seven of them), he promptly canceled. Bradshaw then went on to create a “speaker rider” for himself that requires both a code of conduct and diverse speakers for any event at which he’ll agree to present. Now that’s saying “Not cool” with some stake in the game. ([Location 1906](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=1906)) > Here’s one more idea for being inclusive on your careers page. (I’ve saved the best for last.) Encourage candidates to apply even if they don’t meet all the requirements. ([Location 2119](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=2119)) > Want to attract more candidates for your open roles, especially for those that are hard to fill? Step one: Simplify your job descriptions, removing “preferred” skill sets and other requirements that aren’t truly required. Step two: Consider adding this one sentence to your job ads, like website tool company Webflow: We’d love to hear from you — even if you don’t meet 100% of the requirements.15 ([Location 2134](https://readwise.io/to_kindle?action=open&asin=B08RW1F4GK&location=2134))