- Explain what “name the bias to tame the bias” means.
- Identify three best practices used to call someone in on their behavior.
- Summarize why the leadership-likeability double-bind exists.
- Define “microaggression.”
- Recall the definition of emotional labor.
- Recognize three strategies used to help a colleague who has to provide a lot of emotional support to a client or coworker.
Skill Level Intermediate
- I recently asked a handful of men and women in my network, what men could do to further gender equality in the workplace. So often the conversation is focused on what women can do. How they can lean in, or speak up, or somehow try to fit a mold for success that wasn't quite designed for us. The answers I got surprised me. So many of the men I know were eager to help, but didn't want to overstep their bounds or offend. They were hungry for specifics. How could they lend a hand in a way that wasn't patronizing or shallow? And if we all agree that inequality is not cool, what can be done in our personal lives each and every day to dismantle the systems that perpetuate it? Meanwhile, the women I talked to had no shortage of suggestions.
In fact, they were quick to point out the men in their offices who made a big impression on them by how they championed women in the workplace. This course is an expansion on those conversations, and a much needed one at that. Because here's the truth, we can't finish this work without men's active participation. In this LinkedIn Learning Course, we'll get crystal clear on the everyday actions we can all take to make a big impact as an active ally. I'm Emilie Aries, an author, advocate, and a professional development expert.
And I'd like to share how you can become an ally to women at work.