Help me help you; show me the empathy
summary
Examines specific harmful/helpful behaviors: managers don't delegate everything because it seems faster, posters and single D&I hires create microaggressions and false inclusion, and single-group meetups can unintentionally exclude. Offers concrete remedies: practice use privilege to sponsor others, prioritize self-care like the oxygen‑mask rule, and adopt the habit of asking “was that helpful?” regularly. Claims these small, testable changes reduce burnout and improve inclusion when teams actually try them and gather feedback.
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