Amazon says it approved more than 99.9% of pregnancy-related accommodation requests over the past year.

So why are former employees describing something very different?

That number sent me down a research rabbit hole.

In this episode of Please Mute Your Trauma, we look at a new proposed class-action lawsuit involving former Amazon warehouse workers who allege they struggled to get basic pregnancy accommodations like chairs, additional bathroom and water breaks, time for prenatal appointments, and support during pregnancy-related medical emergencies.

But this isn't really just an Amazon story.

Once I started looking, I found similar pregnancy-accommodation cases involving hospitality, manufacturing, steel, security, and other industries. And suddenly the bigger question became impossible to ignore:

Can an organization have a technically accurate metric, a legally compliant policy, and a functioning HR process—and still completely misunderstand what employees are actually experiencing?

We dig into the Pregnant Workers Fairness Act, the PUMP Act, reasonable accommodations, medical documentation, attendance systems, delays, workplace culture, and the very real social cost employees can experience when they need something from their employer.

Because “approved” and “accommodated” are not necessarily the same thing.

And sometimes the workplace policy says yes...

while everything around it says no.

This episode is about pregnancy, employee dignity, leadership, HR systems, and what happens when organizations design work around an imaginary employee who never gets sick, never needs flexibility, never has a body, and never becomes inconvenient.

Maybe your dashboard isn't lying.

Maybe you're just asking it the wrong question.

We want to hear from you!

Support the show

If you have ever sat through a meeting wondering whether anyone was listening, received a pizza party instead of meaningful support, or been told to “bring your whole self to work” only to discover there were terms and conditions attached, you belong in this conversation.

Please Mute Your Trauma explores workplace trauma, psychological safety, dignity at work, meaningful work, and employee well-being through humor, research, and honest workplace stories.

Explore more episodes and resources at:

PleaseMuteYourTrauma.com

Have a workplace story, question, or random Wednesday thought? Leave Tiffany a message at:

888-629-5081

Because work becomes meaningful when dignity is protected.

AI was supposed to make work easier.

So why are so many workers experiencing it as uncertainty, surveillance, job insecurity, restructuring, and the persistent question: Am I training my replacement?

This episode started with something much smaller. An AI system moved my Tuesday appointment to a Sunday. I showed up. The building was locked. The automated phone and text systems kept me from reaching an actual person. And when I finally got inside?

There was no appointment.

It was annoying. Slightly ridiculous. And it left me asking a much bigger question:

Where did the human go?

From there, we get into AI-driven workplace monitoring, restructuring, layoffs, Microsoft’s approach to human-led AI, the EU’s attempt to put guardrails around high-risk workplace AI, and the increasingly strange reality that some of the companies building the technology are now asking governments for stronger oversight.

The question isn’t whether AI is good or bad.

It’s whether organizations can chase efficiency without making human beings absorb the cost.

Because technology doesn’t decide how workers are treated.

Leaders do.

And if we’re going to redesign work around AI, dignity cannot be something we remember after the damage is already done.

We want to hear from you!

Support the show

If you have ever sat through a meeting wondering whether anyone was listening, received a pizza party instead of meaningful support, or been told to “bring your whole self to work” only to discover there were terms and conditions attached, you belong in this conversation.

Please Mute Your Trauma explores workplace trauma, psychological safety, dignity at work, meaningful work, and employee well-being through humor, research, and honest workplace stories.

Explore more episodes and resources at:

PleaseMuteYourTrauma.com

Have a workplace story, question, or random Wednesday thought? Leave Tiffany a message at:

888-629-5081

Because work becomes meaningful when dignity is protected.

Disney is changing its employee health insurance rules. Beginning in 2027, spouses and domestic partners who have access to medical coverage through their own employers will no longer be eligible for Disney’s medical plan.

And yes, healthcare costs are rising. Employers are under pressure. The business case is easy enough to understand.

But that isn’t the question I can’t stop thinking about.

When an organization reduces its costs, where does that cost actually go?

Because it doesn’t disappear.

In this episode of Please Mute Your Trauma, Tiffany Collins looks beyond the headline to examine Disney’s spousal health insurance change through the lens of employee benefits, workplace dignity, organizational trust, and the psychological contract between employers and employees.

We talk about what happens when a company changes something employees considered part of “the deal,” why access to another insurance plan does not necessarily mean access to comparable or affordable healthcare, and how decisions that make perfect sense on a spreadsheet can land very differently in an employee’s actual life.

This isn’t an episode about whether Disney is good or bad. It’s about a much bigger question facing employers everywhere:

What does an organization owe its people when the cost of taking care of them becomes expensive?

We also explore the HR side of the decision, rising healthcare costs, total rewards, cost shifting, trust, and why leaders should pay attention to what employees hear when an organization says, “We had to make a business decision.”

Because organizations may think they’re changing a benefit.

Employees may experience it as changing the bargain.

Welcome to Please Mute Your Trauma, where we talk about workplace trauma, dignity, meaningful work, leadership, and the very human consequences of decisions that looked perfectly reasonable in Excel.

We want to hear from you!

Support the show

If you have ever sat through a meeting wondering whether anyone was listening, received a pizza party instead of meaningful support, or been told to “bring your whole self to work” only to discover there were terms and conditions attached, you belong in this conversation.

Please Mute Your Trauma explores workplace trauma, psychological safety, dignity at work, meaningful work, and employee well-being through humor, research, and honest workplace stories.

Explore more episodes and resources at:

PleaseMuteYourTrauma.com

Have a workplace story, question, or random Wednesday thought? Leave Tiffany a message at:

888-629-5081

Because work becomes meaningful when dignity is protected.

What happens when leadership makes a decision HR warned would go badly...and then HR inherits the fallout?

In this real, anonymized workplace case study, Tiffany takes listeners inside a government agency where a long-planned retirement became a rushed succession decision, two inexperienced leaders were promoted, employees began leaving and transferring, and workplace conflict quickly spiraled.

Then came the formal HR complaint.

The allegation? Workplace violence.

The evidence? An imaginary parenting “get-along shirt.”

It is hilarious. But the deeper story is not.

This episode explores workplace conflict, HR complaints, succession planning, employee voice, organizational justice, leadership accountability, and the difference between taking a complaint seriously and treating it like a verdict.

Because sometimes the complaint isn’t where the problem started.

Sometimes it’s simply the moment the organization can no longer avoid looking at what happened before it.

Follow Please Mute Your Trauma, share this episode with someone who talks about work with you, and tell me your workplace story at 888-629-5081.

We want to hear from you!

Support the show

If you have ever sat through a meeting wondering whether anyone was listening, received a pizza party instead of meaningful support, or been told to “bring your whole self to work” only to discover there were terms and conditions attached, you belong in this conversation.

Please Mute Your Trauma explores workplace trauma, psychological safety, dignity at work, meaningful work, and employee well-being through humor, research, and honest workplace stories.

Explore more episodes and resources at:

PleaseMuteYourTrauma.com

Have a workplace story, question, or random Wednesday thought? Leave Tiffany a message at:

888-629-5081

Because work becomes meaningful when dignity is protected.

What happens when the people who know the work best stop speaking up?

In this episode of Please Mute Your Trauma, Tiffany takes a deeply personal look at Boeing, a company woven into her own family history and the Seattle community she grew up in. Both of her grandparents retired from Boeing, where the company provided stability, opportunity, friendship, and a sense of pride that shaped generations of families.

But after watching Netflix’s Freefall: A Reckoning for Boeing, that history collided with a much harder question: How does an organization go from being a source of pride and security to one where employees allege they were ignored, sidelined, or retaliated against for raising serious concerns?

Tiffany examines Boeing’s safety culture, whistleblower allegations, Senate testimony, leadership accountability, and what can happen when production pressure, financial priorities, and authority begin to outweigh expertise.

She also shares a personal HR story about speaking up when a business owner ignored legal and ethical concerns, why she ultimately walked away, and why “just speak up” is far more complicated when someone’s paycheck, benefits, family, or career are on the line.

This episode explores:

• Boeing’s workplace and safety culture
• Whistleblowing and employee voice
• Why employees stay silent even when they know something is wrong
• The difference between authority and real leadership
• What happens when leaders stop listening to experts
• How organizational silence becomes normalized
• Why accountability should move upward, not downward
• Practical steps employees can take when they see unethical, unsafe, or potentially illegal behavior
• What leaders can do to make speaking up safer

Because a healthy workplace should not require heroism just to tell the truth.

And if nobody disagrees with you anymore, it may be worth asking:

Have you become an extraordinary leader, or have people simply learned to stay quiet?

Please Mute Your Trauma explores workplace culture, leadership, dignity, organizational trauma, psychological safety, meaningful work, employee voice, and what it actually means to be human at work.

Work becomes meaningful when dignity is protected — and that includes protecting your own.

We want to hear from you!

Support the show

If you have ever sat through a meeting wondering whether anyone was listening, received a pizza party instead of meaningful support, or been told to “bring your whole self to work” only to discover there were terms and conditions attached, you belong in this conversation.

Please Mute Your Trauma explores workplace trauma, psychological safety, dignity at work, meaningful work, and employee well-being through humor, research, and honest workplace stories.

Explore more episodes and resources at:

PleaseMuteYourTrauma.com

Have a workplace story, question, or random Wednesday thought? Leave Tiffany a message at:

888-629-5081

Because work becomes meaningful when dignity is protected.

What happens when an organization actually lives the values it puts on the wall?

In this episode of Please Mute Your Trauma, Tiffany Collins takes a closer look at the Savannah Bananas and Fans First Entertainment—not just as a wildly successful sports brand, but as a case study in workplace culture, leadership, employee experience, innovation, and organizational values.

The Savannah Bananas didn’t simply ask how to make baseball more entertaining. They questioned the system itself. Why does it have to work this way? What frustrates people? What traditions still make sense—and which ones are being protected simply because “that’s how we’ve always done it”?

That same question has enormous implications for the workplace.

Tiffany explores what leaders can learn from the Bananas’ “Fans First” philosophy, why organizational values only matter when they influence real decisions, and how cultures either encourage employees to question, contribute, experiment, and speak up—or quietly train them not to.

This episode also goes beyond diagnosing bad workplace culture. You’ll walk away with practical tools for identifying unnecessary organizational friction, testing whether company values are actually lived, examining systems before blaming employees, and creating safer conditions for people to bring forward ideas and concerns.

And there’s an important caveat: not every employee has enough power or psychological safety to challenge a dysfunctional system. Sometimes the goal is organizational change. Sometimes it’s protecting yourself while you decide what comes next.

In this episode:

• Why “that’s how we’ve always done it” can become one of the most dangerous phrases at work
• What the Savannah Bananas can teach leaders about innovation and organizational culture
• Why fun perks are not the same thing as dignity or a healthy workplace
• How leaders unintentionally train employees to stop speaking up
• Why values should change actual business decisions
• How to identify friction inside workplace systems
• Why organizations should examine the system before trying to “fix” the employee
• What employees, managers, and executives can each do differently
• The challenge of protecting culture as an organization grows
• Why meaningful work becomes possible when dignity is protected

Because workplace culture isn’t what your website says.

It’s what people experience when the meeting starts, the deadline moves, somebody makes a mistake, an employee challenges the process—and leadership has to decide what it actually believes.

We want to hear from you!

Support the show

If you have ever sat through a meeting wondering whether anyone was listening, received a pizza party instead of meaningful support, or been told to “bring your whole self to work” only to discover there were terms and conditions attached, you belong in this conversation.

Please Mute Your Trauma explores workplace trauma, psychological safety, dignity at work, meaningful work, and employee well-being through humor, research, and honest workplace stories.

Explore more episodes and resources at:

PleaseMuteYourTrauma.com

Have a workplace story, question, or random Wednesday thought? Leave Tiffany a message at:

888-629-5081

Because work becomes meaningful when dignity is protected.

What happens when one of the most influential organizations in human resources becomes an HR case study itself?

In December 2025, a federal jury found the Society for Human Resource Management (SHRM) liable for race discrimination and retaliation, awarding former employee Rehab Mohamed $11.5 million in compensatory and punitive damages. SHRM disputes the verdict, unsuccessfully sought a new trial at the district court level, and is now pursuing an appeal. Meanwhile, SHRM’s employment-practices insurer has filed a separate lawsuit involving coverage of the $10 million punitive-damages award.

But this episode of Please Mute Your Trauma isn’t simply about a lawsuit.

It’s about credibility, power, professional standards, employee voice, workplace dignity, and what happens when there is a gap between what an organization teaches and what people experience inside it.

SHRM helps shape the HR profession. Its certifications appear in job descriptions, its resources influence workplace practices, and organizations look to it for guidance on everything from employee relations and investigations to discrimination and retaliation.

So Tiffany asks the uncomfortable question:

If we treat an institution as a standard for the profession, what does that institution have to do to keep deserving our trust?

In this episode, Tiffany breaks down what happened in Mohamed v. Society for Human Resource Management, why the timing and handling of the employee’s complaints became so important, what the jury actually decided, what SHRM argues went wrong at trial, and where the case stands now.

Then the conversation gets bigger.

What does an HR certification actually certify? Why do employers require SHRM credentials in the first place? Should professional authority ever be accepted without scrutiny? Can an organization be technically compliant and still leave people feeling fundamentally undignified? And is employee voice really meaningful if speaking up makes the employee less safe?

Because knowing the policy is not the same as living it.

Having the certification is not the same as having the courage to challenge power.

And certification can demonstrate knowledge. It cannot certify humanity.

This episode explores:

• The SHRM discrimination and retaliation verdict
• The $11.5 million jury award and SHRM’s ongoing appeal
• Workplace retaliation and employee voice
• Internal investigations and organizational trust
• SHRM certification and professional credibility
• The difference between compliance and dignity
• Institutional accountability and organizational legitimacy
• Why workplace culture is measured by what happens when someone actually uses the policy
• What HR leaders and employers can learn from the case regardless of its ultimate appellate outcome

This isn’t an argument to abandon SHRM, burn your certification, or assume one lawsuit defines an entire organization.

It’s an invitation to question something much bigger:

Who HRs HR? Who certifies the certifier? And who holds the standard accountable?

Because work becomes meaningful when dignity is protected—and dignity requires more from us than knowing the right answer on the test. It requires us to live the answer, especially when nobody is grading us.

Please Mute Your Trauma: Emotionally Unavailable During Working Hours

Workplace trauma. Workplace dignity. Meaningful work. Organizational culture. Leadership. And the very human mess underneath all of it.

We want to hear from you!

Support the show

If you have ever sat through a meeting wondering whether anyone was listening, received a pizza party instead of meaningful support, or been told to “bring your whole self to work” only to discover there were terms and conditions attached, you belong in this conversation.

Please Mute Your Trauma explores workplace trauma, psychological safety, dignity at work, meaningful work, and employee well-being through humor, research, and honest workplace stories.

Explore more episodes and resources at:

PleaseMuteYourTrauma.com

Have a workplace story, question, or random Wednesday thought? Leave Tiffany a message at:

888-629-5081

Because work becomes meaningful when dignity is protected.

Ever leave a workplace meeting and immediately call your best friend just to confirm that you did, in fact, hear what you think you heard?

Welcome to the Corporate Gaslighting Starter Pack.

In this episode of Please Mute Your Trauma, Tiffany Collins takes on workplace gaslighting, broken promises, corporate buzzwords, psychological contracts, organizational justice, workplace trauma, and the strange systems that somehow keep underperformers protected while the person actually improving everything gets labeled “difficult.”

With plenty of humor, Tiffany explores what happens when an organization says it values transparency, innovation, and employee voice—but employees learn that honesty can come with consequences.

We also look at the leadership side of the equation, including a real example from Alan Mulally’s leadership at Ford and what happens when leaders make it safer to tell the truth instead of perform success.

Because sometimes disengagement is not laziness.

Sometimes resistance is memory.

And sometimes cynicism is grief wearing business casual.

If you have ever documented a conversation “just to confirm your understanding,” panicked over a calendar invite titled “Quick Sync,” or wondered why the person holding the entire department together was somehow the one who got cut, this episode is for you.

Work becomes meaningful when dignity is protected.

We want to hear from you!

Support the show

If you have ever sat through a meeting wondering whether anyone was listening, received a pizza party instead of meaningful support, or been told to “bring your whole self to work” only to discover there were terms and conditions attached, you belong in this conversation.

Please Mute Your Trauma explores workplace trauma, psychological safety, dignity at work, meaningful work, and employee well-being through humor, research, and honest workplace stories.

Explore more episodes and resources at:

PleaseMuteYourTrauma.com

Have a workplace story, question, or random Wednesday thought? Leave Tiffany a message at:

888-629-5081

Because work becomes meaningful when dignity is protected.