3 ways to be a better ally in the workplace | Melinda Epler

Summary

In this powerful talk, the speaker shares her personal experience of facing microaggressions and systemic barriers as the only woman in a leadership role at an engineering firm. She highlights the importance of allyship in addressing workplace inequity, emphasizing that true change occurs one person at a time. Allyship, she argues, involves not only recognizing the imbalance in opportunities but also actively advocating for underrepresented groups. By embracing allyship, we can create more diverse, inclusive, and innovative teams, ultimately transforming the workplace and society for the better.

Takeaways

• 😀 Recognizing and addressing microaggressions is essential to creating a supportive and inclusive workplace culture.
• 😀 Allyship involves understanding imbalances in opportunity and actively working to correct them.
• 😀 Small everyday behaviors and patterns, like interruptions or dismissing ideas, can erode confidence and leadership, especially for underrepresented groups.
• 😀 Being an ally is not a one-time effort but an ongoing commitment to learning, unlearning, and advocating for others.
• 😀 Diversity and inclusion should not be seen as side projects but integral to the success of teams and organizations.
• 😀 The workplace should be a space where everyone’s voice is heard and respected, especially those from marginalized groups.
• 😀 In order to be a true ally, it's crucial to listen, give full attention, avoid interrupting, and echo others' ideas with attribution.
• 😀 Microaggressions are not always intentional, but they can significantly impact someone's ability to perform and innovate.
• 😀 People from marginalized backgrounds often have to work harder to succeed due to systemic barriers such as gender, race, and class.
• 😀 Advocate for others by using your privilege to support underrepresented groups, create opportunities, and normalize allyship across teams.

Q & A

What was the user's role at the international engineering firm?

The user was the head of marketing and culture at an international engineering firm in San Francisco, where they worked with large healthcare systems to reduce energy and water use and improve social impact.

Why did the user describe their job as their 'dream job'?

The user described the job as their 'dream job' because it was the culmination of their skills in storytelling, social impact, and behavior change, and because they were working on impactful projects that aimed to create real-world change.

What factors contributed to the user’s negative professional experience despite their success?

The negative experience was caused by small, everyday behaviors and patterns, such as interruptions during presentations, dismissive attitudes toward their ideas, and a lack of allies, all of which gradually eroded their confidence and ability to perform.

What are microaggressions, according to the user?

Microaggressions are everyday slights, insults, or negative communication, whether intentional or not, that impede someone's ability to perform well. They often occur in the workplace and can have a cumulative, damaging effect.

What realization did the user come to regarding their experience in the workplace?

The user realized that their failure was not personal but was a result of the toxic workplace culture around them. They recognized that many people, especially those from underrepresented groups, face similar challenges in the workplace.

What is the main idea behind allyship, as described in the script?

Allyship is about understanding and addressing the imbalances in opportunity faced by marginalized groups, supporting those with less privilege, and working together to create a more inclusive environment where everyone can succeed.

Why does the user emphasize the importance of unlearning what we know about success?

The user emphasizes unlearning the traditional views of success because not everyone has equal access to opportunities, and some people face systemic barriers that make it harder for them to succeed, regardless of their effort.

What specific groups does the user mention as being underrepresented in the tech industry?

The user mentions women, nonbinary people, racial and ethnic minorities, LGBTQIA individuals, people with disabilities, veterans, and anyone over the age of 35 as being underrepresented or facing barriers in the tech industry.

What are some of the actionable steps the user recommends for being an effective ally?

Some key steps include doing no harm (e.g., avoiding microaggressions), listening and learning, advocating for underrepresented individuals in small ways, mentoring or sponsoring someone, and creating inclusive teams and environments.

What does the user suggest is the impact of diverse and inclusive teams?

The user cites data showing that diverse and inclusive teams are more innovative, productive, and profitable. Diverse teams bring different perspectives, which enhance problem-solving and creativity.