Each week, Karen Catlin shares five simple actions to create a more inclusive merit-based workplace and be a better ally.♦1. Nurture interconnectednessNow and then, I read something on social media that makes me think deeply about my work. The latest? A post by inclusion and belonging strategist Rachel Ann Williams, where she wrote,
“The past decade of DEI work was about difference — celebrating identity, illuminating disparities, and amplifying voices too often ignored. It was a time of research, reckoning, learning, and unlearning. Of allyship in its early forms.”
Williams added, “But the next decade will be defined by something more profound: our shared humanity.”
She believes that action across lines of difference will be the driving force moving forward. “We’ll still honor the truth of our lived experiences, but we’ll also lean harder into our interconnectedness. The future of this work will be about cross-cultural coalitions, emotional intelligence, empathy in action, and building communities of care.”
(On a related note, I’ve been reading about how some colleges and universities are embracing pluralism as a strategy for what comes after DEI. Specifically, they are designing programs to support a community of people with differing points of view. Source: The New Yorker)
How might you nurture interconnectedness in your workplace?
Keep reading for some specific ideas.
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2. Build on others’ pointsA few years ago, I remember reading a New York Times Daily newsletter that highlighted what’s been happening in the U.S. Supreme Court. Adam Liptak, who covers SCOTUS for the newspaper, shared:
“I was at the court in person for several arguments this month, and so far the justices seem to be making a point of trading quips and acknowledging points of agreement. You hear them saying things like, As Justice So-and-so was saying or, Let me build on that point. It seems to be a conscious effort to rebuild relationships that have become a little frayed.”
Let’s all strive to acknowledge points of agreement with our colleagues and build relationships (even if they aren’t frayed). A simple “Let me build on what So-and-So was saying” could go a long way toward a stronger feeling of interconnectedness.
3. Listen intently (with or without eye contact)While doing research for my book Better Allies, I heard from many women that their male supervisor would look at their peers when asking questions, ignoring them (the only woman) in small group meetings. Or, in 1-on-1 sessions, their manager would look at the floor or out the window. As a result, they felt unwelcome. At times, even invisible.
On the other hand, I’ve learned that autistic people may find eye contact uncomfortable. And in certain cultures, eye contact can be a sign of disrespect, so people look downward instead.
Is there a way to reconcile this paradox?
I think so.
Last week, Dionn Schaffner, a Chief Diversity Office and SVP of Social Impact, wrote about some small shifts that can have a significant inclusion impact for neurodiverse individuals.
One is that “Eye contact isn’t a universal sign of respect or engagement. Listening matters more than where your eyes land.”
Whether we are comfortable with eye contact or not, let’s ensure we’re sending signals that we’re listening intently to everyone in the room. For example, we can nod, lean towards the person speaking, ask clarifying questions, or take notes on what they’re saying.
4. Attend employee resource group meetingsIn 2021, a working group of DEI experts from companies, educational institutions, and nonprofits collaborated to create a blueprint for action: The Action to Catalyze Tech (ACT) Report. At the time, it was commended by the White House, endorsed by the NAACP, and signed by dozens of organizations.
One of its recommendations is for individuals to interact personally and continuously with employees from underrepresented groups and employee resource groups (ERGs).
As the report explains, “You can learn and make a huge impact by showing up for your employees to support ERGs or simply hear from employees from underrepresented groups about their lived experiences, inside and outside work.”
And, by doing so, I bet you’ll find some things you have in common with coworkers of different backgrounds.
5. Community Spotlight: Ask yourself, “Why am I talking?”This week’s spotlight on an ally action from the Better Allies community is from a newsletter subscriber who wrote,
“I’m working through the book Say What You Mean: A Mindful Approach to Nonviolent Communication by Oren Jay Sofer. It is excellent with very accessible language and practical ideas on re-training one’s communication to better connect with others.”
Because of their recommendation, I started reading Sofer’s book. It’s fantastic.
Here’s one thing I learned from it, relevant to today’s newsletter about interconnectedness: Be mindful of “choice points” or moments of awareness in any mode of communication where we decide to speak or listen.
For example, when checking your inbox or social media feeds (aka “listening”), pause before replying to consider whether or not you want to “speak.” Ask yourself if this is the right time and if it would be helpful to wait or say nothing at all.
Similarly, during a live conversation, create a choice point by saying, “Let me think about that for a moment.” Or “Can we pause for a sec? I want to gather my thoughts.”
Sofer also quoted a colleague who uses pauses to ask himself, “Why Am I Talking?” Which just so happens to have the appropriate acronym of “WAIT.” 😍
If you’ve done something to nurture interconnectedness or any kind of action as an ally, please reply to this email and tell me about it. And mention if I can quote you by name or credit you anonymously in an upcoming newsletter.
That’s all for this week. I wish you strength and safety as we all move forward,
Karen Catlin (she/her), Author of the Better Allies® book series
pronounced KAIR-en KAT-lin, click to hear my name
Copyright © 2025 Karen Catlin. All rights reserved.
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♦♦Nurture Interconnectedness, and Other Actions for Allies was originally published in Code Like A Girl on Medium, where people are continuing the conversation by highlighting and responding to this story.