🔥 BREAKING: A spokesperson for the European Commission messaged me today about the EU's commitment to "equality" in response to the Trump administration issuing new rules saying countries with DEI policies are infringing on human rights. A Commission spokesperson messaged:

Why am I not surprised? "women are consistently underrepresented among authors of retracted publications in high-impact medical journals, particularly in misconduct-related cases and in key authorship positions." phys.org/news/2025-11... H/T @amcell.bsky.social

I consider the swastika to be a hate symbol. Who’s with me?

Michelle Obama straightened her hair during her White House years. Not because she preferred it, but b/c she knew her natural hair would become a talking point. If you hear someone saying a Black woman has unprofessional hair, ask “Is this about job performance? How does it affect their work?”

lol - I had to use ChatGPT to find out if this comment on my YouTube short was a compliment (or not): "HAHAAAA YOU ATE THIS" Good news: it means my performance and/or content was impressive or amazing. Phew. www.youtube.com/shorts/tPz89...

While some people might be tempted to say “Quiet Piggy” to someone who’s talking more than everyone else, there are many more inclusive and effective ways to get your message across. Eg, “Let’s hear from folks who haven’t yet had a chance to ask a question.”

A study by Dove & LinkedIn found Black women’s hair is 2.5x more likely to be perceived as unprofessional. 20% of Black women have been sent home from work because of their hair. As #BetterAllies, we can interrupt this bias.

“How do I know what I think until I see what I say?” ― E.M. Forster Same! (I heard about this quote on an @adamgrant.bsky.social podcast interview with Suleika Jaouad, which was delightful.)

If you notice a Black person being judged because their hair, speak up and suggest changing the feedback to instead focus on the impact they’re having on your organization’s priorities and goals. Because 👇

I’ve been building my “baby” YouTube channel with practical tips to create better workplaces. I’m at 69 subscribers (nice) & hoping to reach 1,000 so the channel can start earning ad revenue. I’d be grateful if you subscribed. Thank you for cheering on this project! youtube.com/@BetterAllies

I’m (happily) overwhelmed by the messages I received about my latest newsletter. “Terrific points this week." "Great advice." And some smile-evoking ❤️ reactions from Outlook users. Join me in creating better workplaces with the Better Allies approach👇 mailchi.mp/e90c01d2298a...

#feminism tvovermind.com/women-have-i...

This.

Women riders & drivers want the option to be matched with other women on Uber & Lyft (to minimize sexual assault & harassment). I love this setting. It makes me feel safer. Yet, men are suing the platforms for sex discrimination for limiting their economic opportunity time.com/7332356/uber...

Today kicks off #TransgenderAwarenessWeek. One small way to support this community is using images of transgender people to illustrate any subject matter, not just stories about transgender topics. See the Gender Spectrum Collection & Queer in Tech stock photo sites at betterallies.com/photos

Would you be surprised, or not-so-surprised, to learn that a key driver of gender inequity is who gets stuck with non-promotable work? #BetterAllies #BetterWorkplaces #InclusionMatters

Looking to create a better workplace? Here are some ideas: -Don’t let AI speed up discrimination -Avoid black, white, dark, or light as metaphors -Avoid phrases that diminish or disparage Indigenous people -Use stock photos of transgender people (and not AI) -Speak up mailchi.mp/ab2286ccbac0...

Calling Men, Male Faculty - could you please check that you are not set to take part in a "manel", before accepting an invitation to speak at an event, or in a seminar series? #DEI theconversation.com/whats-wrong-... (2020, & still wrong)

I ensure fair access to promotable work because women, esp women of color, spend significantly more time on tasks that don’t lead to advancement. (Eg onboarding new hires, scheduling social events, resolving conflicts, or jumping in to help when others are overloaded)

TIL that @uofmichigan has a free, inclusive stock photo collection of adolescents in healthcare settings. www.michiganmedicine.org/community/co...

The most popular suggestion from my 5 Ally Actions newsletter last month? Use this hyperlegible font.

Will you be praised, or punished, for using AI? Depends on your gender. Listen to this excerpt from this episode of The Culture Advantage, where Dr. Michael Baran and Karen Catlin chatted about all things allyship.. www.instagram.com/reel/DQrz6Ku...

If your organization uses AI to screen resumes or evaluate candidates, don’t let it make decisions unchecked. Advocate for a short pause step in the hiring process to review the AI-generated materials for biased assumptions about age or gender.

Learn about my backstory & how I became a 4x author of books and a popular weekly newsletter about how people can create better workplace cultures where everyone can thrive. On The Culture Advantage podcast with Dr. Michael Baran www.youtube.com/watch?v=Pjfo...

Change is coming. I could feel it in the air last night. And my speaking calendar has loads of availability. Create the culture you want (and others need) with the Better Allies approach. Practical ways to cultivate a workplace where everyone can do their best and thrive. www.betterallies.com

Research from Stanford is troubling yet not surprising: AI can reinforce age & gender bias, esp against older women: Portrayed women as younger & less experienced Rated older men’s resumes more favorably If you use AI to screen resumes or evaluate candidates, don’t let it make decisions unchecked.

This segment of today's "5 Ally Actions" newsletter is generating a lot of buzz: Use this hyperlegible font Access the links and read the other ally actions at mailchi.mp/28bf70c7a9e4...

How many times have you heard a joke about your origin or accent and felt unable to respond, or that your reaction wasn’t seen as legitimate?

Sometimes the smallest interventions lead to better outcomes. (Like putting a 🎃 by your door to signal to the neighborhood children that you have treats on Halloween!) Back to the topic of workplaces: Check out today's 5 Ally Actions for some interventions you can take. mailchi.mp/28bf70c7a9e4...

Research from Harvard found reminding hiring managers to consider what perspectives are missing from teams led them to hire better talent: “If you hire everyone with similar characteristics, your group thinking and decision-making will be weaker as you’ll miss out on important perspectives”

They better not overturn it. In 2015, Jim Obergefell was the face of a US Supreme Court case ruling same-sex marriage is legal. He’s continuing his fight as SCOTUS plans to rule on Davis v. Ermold next week, which could overturn the historic precedent his case set. dailyorange.com/2025/10/jim-...

After the nth PR person told me to do videos based on my "5 Ally Actions" newsletter, I took the plunge. That was 18 months ago. I've since published 64 shorts on YouTube. If you'd like to create a better workplace, subscribe to The Better Allies Minute channel: www.youtube.com/playlist?lis...

TIL "California law requires that K-12 schools provide inclusive curriculum that reflect the roles & contributions of our diverse population, incl. all genders, races, person with disabilities & members of other ethnic, cultural, religious & socioeconomic status groups." oag.ca.gov/news/press-r...

Something is very broken indeed. “Melinda French Gates wants to find a solution for women leaving the workforce. The number of women in the workforce has fallen by 500k this year, while the number of men rose by 400k, which told the philanthropist that ‘something is very broken.’” -Fortune MPW

I love research like this. To overcome biases and hire the best candidates, use a simple nudge: “If you hire everyone with similar characteristics, your group thinking and decision-making will be weaker as you’ll miss out on important perspectives” Source: HBR hbr.org/2025/10/a-re...

This week's "5 Ally Actions" newsletter is resonating a lot with folks, especially on LinkedIn and in my inbox. Simple actions to create better workplaces - the kinds of places you want (and others need). mailchi.mp/40cdc9c1f11a...

This is so important. People say (and spell) my name incorrectly all the time. So I appreciate it when people ask how to say my name. I try to do the same for others.

I do my best to learn how to pronounce someone's name. How about you?

You know what’s common sense? Creating better workplace cultures where everyone can do their best work and thrive. (Follow me or read my books for everyday actions *you* can take to create a better workplace)

When you consistently say someone’s name wrong, you send the message that they’re not important.

Please, say it ain't so... www.npr.org/2025/10/20/n...

Let's learn to pronounce people's names.

I recently visited western Massachusetts and loved seeing the historic buildings next to such a visible display of Pride and inclusion.

While orgs should conduct pay equity reviews & address inequities, there’s also something we can do individually: Discuss our pay. It’s uncomfortable territory for many, but when we tell others what we make, we provide valuable data points. And data is a helpful tool during any negotiation process.

Here’s a hot tip for hiring managers. Ask the receptionist how a candidate treated them. (While they’re often polished in interviews, a candidate’s true character shows in everyday interactions.)

“Brown is respectfully declining to join the Compact.” The response from Brown University’s president Christina Paxson, sent to all alumni today

Let's make sure people’s voices are heard & valued. * Amplify their work. Reshare or comment positively on their posts. * Give credit. When citing work, tag or name the authors. * Build structural support. Encourage your org to highlight a range of contributors in newsletters & social media

Given AI image generation, I'm happily surprised that one of the most visited pages on my website is a list of stock photos and illustrations featuring people from underrepresented groups. betterallies.com/photos/

While candidates can be polished in interviews, true character shows in everyday interactions. So, as Chief Talent Officer at Netflix. Jessica Neal asked receptionists how candidates treated them. Dismissive, rude, or demanding? They didn't move forward. Because those behaviors poison culture.

Newsletter drop! 5 actions you can take to create the kind of workplace that you want (and others need) mailchi.mp/85cb0a0c6053... #BetterAllies #BetterWorkplaces