When Sally Helgesen speaks to corporations and conferences she hears again and again, "Please don't spend your time making the case for why developing and retaining a diverse workforce is important in our industry. We get it. We just don't know how to do it! We haven't got a clue." When it comes to building honest and fruitful male-female and other inclusive relationships in the workplace, everyone is seeking clues. Men often feel constrained, unable to be themselves, uncertain when honesty might give offense. They feel puzzled when well-intentioned efforts to promote women to senior levels continue to fall short of their objectives. They wonder why women leave jobs that look great on paper or decline to pursue higher positions. In addition, the #MeToo movement has left some men skittish about getting too close to female colleagues. A 2019 Lean In survey revealed that 60% of male managers interviewed had concerns about mentoring women. For their part, women wonder how to gain the attention of men who seem unable to hear what they have to say in conferences and meetings. They fear that while speaking up may get them tagged as arrogant or aggressive, holding back will identify them as too timid, not ready for primetime. They're unsure how to claim their achievements without being seen as undermining the team. They wonder how to thread the needle between being too much and not enough. And they struggle to gain access to established networks that could smooth their path to the top. Rising Together will offer practical advice to help both employers and employees move past impediments and establish relationships built on authenticity and trust.