Better allyship starts here. Each week, Karen Catlin shares five simple actions to create a workplace where everyone can thrive.♦1. Shift from cohorts to contentIs it still legal to host a women-only networking event in the US?
Last week, the US government sued a regional Coca-Cola bottler for sex discrimination after it hosted a company-sponsored trip open only to women. According to the lawsuit, male employees were excluded from attending an event featuring speakers who discussed navigating a male-dominated industry, balancing work and personal life, and other topics.
The case reflects increasing legal scrutiny of identity-based programming.
David Glasgow, co-founder of the Meltzer Center for Diversity, Inclusion, and Belonging at NYU School of Law, which tracks anti-DEI litigation, offers a helpful reframe:
“Shift from cohorts to content.”
In other words, instead of limiting participation strictly to identity, open programs to anyone committed to the program’s purpose.
This doesn’t mean abandoning support for marginalized, overlooked, and often underestimated groups. It means designing programs so they build inclusion and withstand scrutiny.
Here are a few ways to do that:
- Broaden the invitation while protecting the focus. E.g., “Career Strategies for Women: For women and allies committed to advancing equity.”
- Open employee resource groups to all. Encourage allies to listen, learn, and support.
- Use purpose-driven applications. E.g., For mentoring or development programs aimed at advancing underrepresented talent, ask applicants to share how their lived experiences or challenges connect to the program’s goals.
Share this action on Instagram, LinkedIn, or YouTube.
2. Address insensitive jokesWhat do you do when the insensitive joke comes from the most powerful person in the room?
Earlier this month, Marc Benioff was on stage at an internal event and thanked international employees for traveling to the United States. He then asked them to stand.
While they were still standing, he joked that agents from US Immigration and Customs Enforcement were in the building to keep tabs on them.
As reported by 404 Media, one employee said, “The room groaned. We couldn’t believe he said that.”
His comments trivialized real fear, not only for employees visiting from outside the US, but also for anyone concerned about their personal safety, their families, and their communities.
If I’d been there, I hope I would have had the courage to say something like, “Marc, I bet you’re trying to lighten the mood, but jokes about immigration enforcement feel scary to some of us.”
Or, “I love a good joke, but that wasn’t funny.”
Think of one simple sentence you could use the next time someone in power makes a joke at someone else’s expense. And practice it so you’re ready.
3. Respect spiritual commitmentsA subscriber recently asked if I’d ever covered ways to support religiously observant Jewish people who practice Shabbat or follow a kosher diet.
I hadn’t. And I’m grateful for the nudge.
As you may know, Shabbat is a weekly day of rest and spiritual renewal that begins at sundown on Friday and ends after dark on Saturday. During that time, many observant Jewish people refrain from work and from using electronics.
I’ve learned that observance isn’t one-size-fits-all, during Shabbat and at other times. For example, some people avoid elevators during Shabbat because they use electricity; others don’t. Some keep strictly kosher, meaning food must be prepared in a kosher kitchen that maintains strict separation between meat and dairy products, utensils, and surfaces. Others might follow a kosher diet, where they don’t eat pork or shellfish, or don’t mix meat and dairy. Some people observe one day of a multi-day Jewish holiday, while others observe it in full.
The key takeaway: don’t assume. Ask with curiosity and respect.
If someone shares that they’re observant, invite them to tell you what support would be helpful.
Here are some practical ways to start:
- Plan meetings with Shabbat in mind. Avoid scheduling mandatory meetings late on Fridays, especially in winter when sundown comes early.
- Don’t require work during Shabbat. Saturday deadlines, events, or required online activity can unintentionally exclude observant colleagues.
- Avoid scheduling events during Jewish High Holidays.
- Respect dietary needs by asking people about any restrictions in advance.
And if you follow a different faith tradition, I’d love to learn from you. Reply and share what meaningful support looks like for you.
4. Reflect on a time you weren’t inclusiveThis one might feel uncomfortable.
As we wrap up Black History Month, I invite you to reflect on where you’ve fallen short.
Reflect on times you weren’t inclusive. For example, when you “forgot” to invite a Black coworker to a meeting or an after-work social gathering. The time you interrupted a Black colleague, and didn’t circle back so they could finish their thought. The performance calibration where you stayed silent rather than advocating for a Black employee’s contributions. When you didn’t apologize for mixing up the names of two Black coworkers. (More on that last one in #5 below.)
And ask yourself: What will I do differently next time?
Credit to Lionel Lee, the former head of diversity engagement at Zillow, who shared this suggestion during a Black History Month webinar in 2021
5. Community Spotlight: Acknowledge your mistake, even if they didn’t noticeThis week’s spotlight on an ally action from the Better Allies community is from a subscriber I’ll call Bill. It’s a reminder that accountability can build trust, not destroy it.
During a group meeting, Bill accidentally called Jasmine, a Black woman coworker who wasn’t on the call, by the name Aisha, another Black colleague who was there. He corrected himself within seconds, but noticed what looked like disappointment flash across Aisha’s face.
The internal spiral kicked in immediately.
“Did my mistake have to do with race or gender? Or was it just because I’d been talking with Aisha moments before? I’m terrible with names generally, but is that an excuse I’m hiding behind?”
After talking it through with his therapist, Bill decided to reach out. Not to over-explain or justify, but to acknowledge what happened. Because even if someone didn’t notice, being seen and respected still matters.
He scheduled a brief call with Aisha and said:
“Two weeks ago, I mixed up your name with Jasmine’s. I don’t know exactly why, but I know how discouraging it can be when people confuse those who share a gender and race. I’m working on it. My apologies.”
Aisha told Bill she hadn’t noticed in the moment, but she truly appreciated him reaching out. Later, Aisha sent him a Slack message thanking him again:
“We need more people like you in the world.”
Bill told me,
“What I feared would create distance actually built trust. I’m so glad I took the extra step — it resulted in creating a closer bond rather than weakening one.”
Now it’s your turn. If you’ve taken a step towards being a better ally, please reply to this email and tell me about it. And let me know if I can quote you by name or credit you anonymously in an upcoming newsletter.
That’s all for this week. I’m glad you’re on this journey with me,
Karen Catlin (she/her), Author of the Better Allies® book series
pronounced KAIR-en KAT-lin, click to hear my name
Copyright © 2026 Karen Catlin. All rights reserved.
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♦♦Shift From Cohorts to Content, 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.