• Matt Hendershott
  • Culture
  • December 7, 2022

Becoming A Better Workplace Ally

More and more companies are focusing on increasing diversity, equity, and inclusion (DEI) in the workplace, but there’s still a long way to go before we truly reach a place of acceptance and embracement. In order to create a true culture of value, everyone must embrace DEI—not just those at the top. However, it can be challenging to be a true ally if one doesn’t know where to start.

CNBC Make It’s Ashton Jackson recently interviewed Megan Hogan, chief diversity officer at Goldman Sachs, about how to become a true ally to your peers. Hogan defined allyship as “making sure people feel seen, heard and valued at their organizations. And quite candidly, not just in times of crisis.”

We’ll examine Hogan’s three best practices for becoming a better ally in the workplace, along with additional advice from various other experts.

Engage

Hogan states that true allyship starts with awareness and knowledge. Knowing the perspectives and experiences of diverse groups is crucial in becoming an ally. This means educating yourself on various issues and becoming aware of your own privilege.

Harvard Business Review’s Tsedale M. Melaku, Angie Beeman, David G. Smith, and W. Brad Johnson state that while it may seem easy to ask members of different diverse groups about their experiences, this can create an unfair burden of labor on your coworker. Do your best to do your own independent research beforehand, and always ask for permission before discussing these topics with others. Recall that not everyone from these communities will have the same experiences and that each person is a unique individual.

The Post’s Grace Koennecke stresses the importance of continuing to learn even if you make mistakes along the way. New terms and concepts will continue to emerge, and it’s normal to make a mistake. Take responsibility, apologize, and strive to do better next time.

Act

With the power of knowledge at your side, you can now take active steps to be a better ally. Understanding the struggles faced by different groups allows you to actively help relieve their burdens.

“For example, if you’re a professional hosting events, are you aware that during certain key religious holidays people have to fast? Are you thinking about time zone differences for different colleagues? Are you thinking about when you put on multi-day events, that there’s nursing rooms for mothers? These are everyday acts of allyship that are quite practical and make sure that people feel included.” -Megan Hogan

However, during this stage, you must be careful to not make assumptions. You may be more informed from your education, and it’s nice to do your best to help your colleagues, but different people have different viewpoints and different needs. Forbes’ Holly Corbett cited Rachel Thomas, co-founder & CEO of LeanIn.Org and OptionB.Org, who mentioned a non-binary colleague who was misgendered. Rather than correct the offending party, Thomas instead asked the colleague how they would prefer the situation be handled. Ultimately, the colleague preferred that Thomas do nothing.

Awareness is great, but don’t assume it gives you all of the answers. And while this section is devoted to action, remember that listening and learning are still actions!

Empower

The final step in Hogan’s method involves recognizing your own discomfort and being an ally anyway. By acknowledging your mistakes and dedicating yourself to change, you can empower your colleagues and help create an inclusive workplace. Even if all you can do is publically admit a mistake and express a desire to do better, you’re still highlighting the importance of the issue.

Gannett Fleming’s Masai Lawson writes on the importance of being a supportive ally rather than a performative one. Make sure to truly uplift those in diverse groups and work with them to achieve progress. Being an ally is about support, which means never speaking over others or taking the glory for yourself.

“Performative allyship occurs when those with privilege publicly support DEI&B topics or marginalized groups to distance themselves from scrutiny, but they do not take concrete actions to effect change or shift the benefits of their privilege to marginalized groups.” –Masai Lawson

Wrap up

There’s a long way to go before we reach a true culture of diversity, equity, and inclusion, and we learn new ways to be better every day. While it’s good to see companies more frequently embracing DEI initiatives, we can all do our part to create a more inclusive workplace. By following Hogan’s methodology of engaging, acting, and empowering, we can become allies that lift our coworkers up and create a better environment for them.

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Don’t Make These Costly First Interview Mistakes!

You can never take a first impression for granted, especially in an interview! When you’re being judged compared to your peers, every little fact can make or break your chances of getting the job. Even the smallest mistake can be costly.

You always want to stand out in an interview—just make sure it’s for a good reason! We’ll analyze some of the most frequent mistakes job seekers make in the quest for a new career. Commit these penalties at your own peril!

Arriving late

This is an obvious one, but you should make sure you’re able to be on time for your interview. Outside circumstances obviously happen, but account for potential hiccups by making extra time. It’s the best practice to arrive a few minutes early anyway. Make sure to research the proper route to the physical location, or make sure all distractions are accounted for if it’s a phone or video interview. Appearing unprepared is a great way to not get the job.

Not researching the organization

Speaking of a lack of preparation, if your early questions for your interviewer consist of “what does this company do?” or “what do you do here?” you’ve just shown your hand that you didn’t do prior research.

PushFar states “what do you know about our company?” as one of the most common questions you’ll be asked by an interviewer. While they may have their own spiel to give you about their organization, they’ll expect you to have done some research. Going into the interview blind gives an impression of a lack of interest and drive, and they may think you don’t care about the position.

We always recommend doing your prior research before getting to your interview, in fact, you should do this research before even applying to see if it’s a place you want to work for. Sophia Bernazzani says you can prove you’ve done your homework by asking questions related to the interviewer and their accomplishments.

“”I read that you helped launch a new product last year. How was that experience?”

Ask a question that shows you’ve done your research – and starts an interesting discussion.” -Sophia Bernazzani

In a similar vein, avoid saying “I don’t know” to any questions you’re asked. This shows not only a lack of preparation but creativity as well. Even if the question is tough, ask for a moment to gather your thoughts and at least try to come up with something.

Saying “It’s on my resume.”

When applying for jobs, needing to retype information easily found on your resume is a chore, and not every website has adapted to a modern job search. But when an interviewer asks about your past experiences, don’t refer them to your resume in a tiff. There’s a reason they are asking, and it doesn’t have to do with them not doing their research!

“If a recruiter is asking you about a certain skill, don’t reference your resume, and instead use it as your moment to shine.” –Nando Rodriguez, Ogilvy & Mather

Forbes’ Jack Kelly discusses that many job seekers will get offended and assume the interviewer isn’t prepared, but this isn’t the case. The interviewer wants to hear you communicate your skills and accomplishments and ideally relate them to how you’ll use them in this new position. They want to gauge your social skills and see how you articulate your abilities in person.

Letting the conversation become too casual

We’ve said that when an interview turns conversational, that’s usually a good time. Being able to connect with the hiring manager and prove you’ll be a good cultural fit is great, but recall that you’re still in an interview. Don’t mistake of letting things become too casual.

It’s never good to start dropping swears in an interview setting, even if the hiring manager does, reminds Sophia Bernazzani. Stay alert even when things take a personal turn, and make sure you won’t say anything you’ll regret just because you feel comfortable in the moment.

“You are less likely to use unprofessional language during an interview when you slow down, take your time to think about your response and focus on speaking clearly.” –Indeed

Badmouthing previous employers

This is a point we stress often, but it’s never a good idea to bash your previous employer, even if your last job was the actual worst. Think of it like dating—no one ever wants to hear their date talk about their ex the entire time.

The Muse says to at least focus on something you learned at your previous job while keeping a neutral or positive tone. While the interviewer will definitely ask about your previous job, they care most about what you can do for them. Focus on the future, not the past!

Wrap up

Even if some of these tips seem obvious, it can be easy to let a mistake slip in the heat of the moment. The more preparation you accomplish, the less likely you are to commit one of these errors. Self-awareness is at the heart of a good interview, and understanding the pitfalls other job seekers commonly make can help you avoid their unfortunate path.

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Offering Constructive And Respectful Feedback At Work

We all want to grow as people, and our professional lives are no exception. We desire success and to feel valued, but we can’t do it alone. Feedback from others helps us improve and see things from a different perspective. Yet it isn’t always easy delivering or receiving feedback. Our egos ofttimes get in the way and make it difficult to accept criticism, and it’s hard to strike a delicate balance of offering helpful feedback that doesn’t go too far.

Delivering effective and assistive feedback is something every leader needs to master. But even if you aren’t in a leadership role, if you work with other people, you’ll eventually have to offer feedback. Make sure the feedback you offer is both helpful and respectful by following these tenets.

“We all need people who will give us feedback. That’s how we improve.” -Bill Gates

Choose the right time

Feedback is often in reaction to some sort of mistake, and sometimes, those mistakes are big ones. But don’t react in the heat of the moment, and remember that hindsight is 20/20.

Monica Torres writes about the balance between reacting too soon, while emotions are raw and too late, where the colleague might not learn the lesson or both parties will remain stressed. It’s important to take time to find perspective, give the other person an opportunity to correct their mistake in their own ways, and find the right way to address the person.

Be emphatic and consider what the other person is going through. They may not be in the headspace to take your feedback to heart if it’s too soon. If possible, provide the necessary feedback in private. A good way for your thoughts to fall on unlistening ears is to make someone feel called out in front of the team.

“Put things into perspective so that you can have the discussion in a better mood.” –Andres Lares

Focus on the issues and offer solutions

Even when you choose the right time and place, it can still be difficult communicating your feedback. People are often afraid of criticism, and it’s incredibly easy to phrase something in a way that makes the other person defensive.

CNBC Make It’s Aditi Shrikant suggests avoiding any phrasing that implies blame. The words you pick should include encouragement, so avoid phrases like “You should have..” or “If I were you…”

Make sure to focus on the specific issues both for clarity and to prevent someone from getting defensive. They’ll know the exact issue you’d like to discuss, and by focusing on the issue instead of them as a person, they’ll be much more receptive.

“If you are the feedback recipient and someone is pointing out an error or mistake but you’re not really clear on what went wrong or what the result was, that’s not really useful.” -Gianna Driver

Finally, make sure to offer solutions as part of your feedback and offer to be a part of that solution. Tangible actions reinforce the idea that an issue is a problem, not a person. And Monica Torres notes that your kindness helps your team member recover after a mistake and prevents them from lashing back.

Create a culture of feedback

Feedback should offer tangible ways to improve and suggestions on what can be done differently. But that feedback will have more impact if it comes from a culture of feedback. A culture where feedback is consistently received—and given—will allow your team to take that feedback to heart with more frequency.

Forbes’ Claire Schmidt suggests that this culture starts from the top. Create channels of feedback, including regular performance reviews, project reviews, anonymous platforms for communication, and surveys. This proves your organization welcomes communication and provides multiple avenues for feedback to be given or received.

Be able to receive feedback

Because a culture of feedback starts from the top, you need to be open to receiving feedback of your own. Someone is much more likely to accept the opinion of someone that listens to them as well.

If you’re in a leadership role, respectfully listening to feedback makes you much more approachable and paints you as an empowering leader, according to SuperBeings’ Dhanashree Jadhav. But even if you aren’t in a leadership role, the same philosophy applies. A team member is going to be more accommodating and collaborative if you’ve shown a pattern of thoughtfulness in the past, and they’ll know your feedback is from a place of respect.

It’s easy to view feedback as an attack or criticism, but by helping create the right culture, you’ll know it comes from a good place.

Wrap up

By choosing your moments, focusing on actions, and offering solutions, you’ll offer effective feedback that won’t come across as an attack. By building a culture of feedback and being open to feedback of your own, you’ll create an atmosphere of camaraderie where team members aren’t afraid of growth opportunities. We all want to improve. Sometimes, it just takes a friendly peer to figure out how.

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Five Signs Your Interview Is Going Well

As a job seeker, you’ll spend a lot of time preparing for interviews (hopefully using some of our helpful resources!). There’s a lot to cover when preparing for interviews, as you want to do the necessary research, practice accordingly, and stand out (in a good way). We’ve often covered the pitfalls you can fall into during interviews, so let’s try the opposite approach. How can you know that your interview is going well?

If you’ve done the proper work beforehand and know the signs to look for, there are clear signals things are going your way. Watch for these green flags at your next interview, and that coveted job may soon be yours!

The interview ran long

Interviewers set a certain amount of time aside for each interview for a reason. If things aren’t going well, you likely won’t use the allotted time. But if the interviewer keeps chatting and asking you questions and there’s a delightful back and forth, it shows a clear interest in you as a candidate.

Time is money, friend, and recruiters don’t want to squander it. Career coach Emily Liou says that recruiters don’t want to waste either party’s time if it’s not a good match. “But when we found a stellar candidate, we would try to spend additional time to flush out what we needed to know to make an informed decision,” Liou said.

Just like when on a date, if you find yourself talking long after expecting to go home, things are going well. You may even get offered a second interview right away to continue the conversation!

You meet other team members

Depending on the position, relevant staff members you’d potentially work with may sit in on the interview. But if your interviewers take you on a tour of the office and introduce you to potential coworkers, that’s a very good sign.

According to Indeed, this is because they think you’re a good fit for the company’s environment and are excited to introduce you to the team. Remember, companies aren’t just looking for skills but for someone that aligns with their corporate culture and chemistry.

“If you got to meet some management or upper-management staff, take it as a good sign that you’re being seriously considered for the role.” –Alison Doyle

The interviewer sells you on the company

In any interview, you’re interviewing the company as much as they are interviewing you. You’re choosing to work there just as much as they’re choosing to hire you.

Zippia’s Sky Ariella says there will be a subtle shift from the interviewer learning about your skills and experiences to giving you the hard sell on the company. This includes discussing the culture, the company perks, exciting landmarks, and your day-to-day duties. If they want you to like the company, it’s a good sign they want you at the company. And seeing their excitement is a valuable window into the corporate culture. If they seem to genuinely be excited about what they are offering and it doesn’t feel like a canned pitch, that’s a green flag.

It’s even better if it seems to take a tangible turn. If they say “This is where you’ll be working,” or “You’ll work with these team members,” they may already be thinking of you as a team member.

The conversation turns casual

Again, organizations want to hire people they think will be a good fit for their team. No one is going to hire someone they don’t want to work with no matter how qualified you are. It’s always good to find a way to connect with your interviewer on a more personal level to build rapport and stand out.

Forbes’ Jack Kelly points to the subtle moment when the conversation turns from prepared questions to genuine personal conversation. If they start pointing out things in common and looking for shared personal experiences, they’re likely viewing you as a person they could work with.

“The interviewer stops with the standard corporate, cold and clinical facade that human resource professionals and hiring managers put on to show that they are serious and mean business, and starts smiling and laughing.” -Jack Kelly

The body language is positive

Perhaps the easiest way to tell if you’re nailing the interview is by judging the body language of your interviewer. We can learn to control our physical and verbal ticks, but some behaviors still shine through.

James Hawley writes that an engaged interviewer will nod, smile, and argue with things you say while opening the floor for you to elaborate. The more engaged they seem and the more they invite you to say, the better you’re doing.

“Does the recruiter seem engaged with what you’re saying? Are they leaning forward when you say something particularly incisive? Smiling? Do their eyes have some spark in them?” –Elliot Kaplan

Wrap up

You won’t get every interview you feel good about, but these examples are clear indicators you’re doing well. An interview has just as much to do with your personality and culture fit as it does your skills, and if you find the conversation flowing and the vibe to your liking, that’s an excellent sign the job may be yours.

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Ditch These Phrases To Become More Confident

Whether you’re applying for your first job, branching out into a career change, or you’re an experienced leader, confidence is crucial in establishing yourself in your career. Becoming truly confident in your work life can be a lifelong process, but there are small steps you can take right now to lay the necessary foundation.

By doing something as simple as self-monitoring the language you use on a daily basis, you can avoid phrases that portray a lack of confidence. When you use the right language, not only will you appear confident to others, but you’ll convince yourself as well.

Ladder’s Kaitlyn McInnis, Forbes’ Christine Comaford, Inc’s Marla Tabaka, and CNBC Make It’s Kathy and Ross Petras cited some key phrases to ditch in order to exemplify confidence. We’ll categorize them and highlight a few of the most egregious examples.

Verbal qualifiers

“Almost: “I think I’ve said almost everything about that.”” -Christine Comaford

The core of what you’re saying can express your idea effectively, but a single word or innocuous phrase will take the power away from your message. In the above example, the speaker could have finished strong, but the phrase “I think” and the word “almost” take the wind out of the sails.

Qualifying words like the two above lead to being perceived as a weak leader or speaker. When you use these words, you aren’t owning the statement you’re making, and you’re disconnecting from your feelings, according to Christine Comaford. These words take the authority away from the speaker, making you appear weaker.

Med School Insiders lists adding “Does that make sense?”, “Know what I mean?”, and “I dunno” as other common qualifiers nervous speakers will add to the end of their ideas that express a lack of confidence.

Simply removing the qualifiers keeps the core of your message intact while making it appear stronger. Marla Tabaka provides the following:

“I just feel like this is an important problem for us to explore.” vs. “This is an important problem for us to explore.”

Which sounds more confident to you?

Being indirect or cliched

“I just wanted to check in…” – Kaitlyn McInnis

No matter who you’re speaking to, you have agency. While you should always be respectful, just because you aren’t in a position of power doesn’t mean you have to be meek. Make the most of your time by speaking clearly and confidently.

Opening an email with “I just wanted to check in” and closing with “Looking forward to hearing from you” are common cliches that Kaitlyn McInnis says to avoid. These phrases, and the ones like them, are dancing around the subject instead of getting to the heart of the matter. These phrases can even make it sound like you’re apologizing for simply requesting information or a follow-up.

“I hope this email finds you well” is another fan non-favorite. Not only is it a massive cliché, but no one actually talks like this. It’s a greeting of the inexperienced. A simple “good wishes” or “I hope you’re having a great day” feels more natural and sincere.

Over apologizing

“Sorry to bother you, but…”- Kathy and Ross Petras

Tying into the above point, the problem with many of these words in phrases is that they appear overly apologetic. You shouldn’t feel like you’re impeding on someone’s time with a necessary request.

Apologizing when necessary is something everyone should strive for, but when you’re following up or asking for clarity, you shouldn’t feel excusatory.

Kaitlyn McInnis suggests finding ways to turn an apology into a thank you. If it took you a while to respond to an email, thank the sender for their patience rather than apologize for the tardiness. We all have things come up, and everyone should be willing to forgive the occasional late email.

“Sorry to bother you” is one of the most guilty examples. Kathy and Ross Petras say that you can appear much more confident and less self-deprecating with a simple “excuse me.” It’s a polite way to garner attention without belittling yourself. Remember—being direct is a sign of confidence!

Wrap up

We all fall victim to these weak phrases, and some of them are so ingrained in our vocabulary that we don’t even realize it! Take some time to self-reflect and analyze your language choices. You can even go back to previous emails or texts to see if you’re guilty of these practices. Avoid qualifying language, be direct and sincere, and don’t apologize simply for existing. These small steps will go far in making you sound confident to your peers and, with luck, yourself!

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