Allyship in Action

If you have ever caught yourself second-guessing how you navigate a delicate conversation around race at work, trust me, you are not alone. This week, I had the absolute joy of sitting down with the brilliant Dr. Evelyn Carter, social psychologist and author of Was That Racist? We geeked out over the fascinating science of human behavior, laughed about our shared moments of awkwardness, and got real about why true inclusion requires us to drop the polished corporate scripts. Dr. Carter brings a refreshing blend of research-backed clarity and vivid personal storytelling that makes you feel both deeply challenged and surprisingly hopeful. We talked about how bias sneaks into our everyday micro-behaviors, why the traditional business case for diversity falls flat, and how we can empower the next generation to stand firm in their values.  Unconscious Bias Leaks Into Physical and Social Spaces. Even when we do not consciously endorse biased beliefs, implicit social cognition leaks into our non-verbal behavior, influencing how we interact with others and navigate shared spaces. "Those feelings of disgust, those feelings of wariness come through in the way that we decide what we want to physically keep close to us or not. We often opt for comfort over discomfort."  Grounding DEI in Moral Conviction Over the Business Case. Relying solely on financial performance or corporate metrics to justify equity cheapens human dignity; true inclusion stems from a deep moral mandate to right historical wrongs. "I am not doing diversity, equity, and inclusion work because it is going to make a company more money. I am doing this work because I fundamentally believe the way that we collectively behaved as a society in our past was wrong, was immoral, and led to horrific outcomes..."  Standardizing Hiring and Promotion Systems to Block Bias. Organizations must create structured processes backed by objective criteria, rather than relying on subjective gut feelings or affinity bias that naturally favor dominant groups. "If we cannot structure a process around it, then what you have actually been calling 'I know it when I see it' is really just bias."  Nurturing the Next Generation's Natural Pursuit of Justice. Young people are keen observers of systemic injustice, and adults must lean into those candid discussions rather than stifling uncomfortable truths. "Don't just put your kid in front of that movie, have a conversation about the historical fiction that it depicted and the real-life story behind it. Use the media that they are watching and make it relevant for them."  Actionable Takeaway. Replace vague culture fit metrics in your team's hiring and promotion decisions with concrete, objective criteria to eliminate implicit affinity bias and ensure equitable evaluation for every candidate. Follow Dr. Evelyn Carter's work here https://www.evelynrcarter.com/.

By the time the fourth quarter rolls around, most of us in leadership are running on coffee, sheer willpower, and a quiet prayer that our calendars don't spontaneously combust. We rush to cross off every single goal set in January, regardless of whether our teams actually have the bandwidth left to carry it. In my latest chat with the incredible Dr. Jolander Headley, we unpacked why this year-end frenzy is a recipe for disaster and how we can lead with a lot more intention and a lot less chaotic exhaustion. We laughed about our own high-octane DISC profiles, because it turns out two driven, influential leaders in one room can produce some serious sparks, but the core message was clear: if you want to retain your best talent and build a workplace that actually lasts, you have to lead yourself first. That means taking a deep breath, dropping the perfectionism, and asking ourselves what truly matters before we ask our people to do one more thing. Key Themes Prioritization Starts with Self-Awareness: True alignment begins when leaders drop the denial and look inward to understand how their own behavior and blind spots impact the rest of the team. "You cannot improve what you refuse to acknowledge... If you can't lead yourself well, it's challenging to lead others well. So you want to lead yourself well. Start with self-awareness." Retention Decisions Are Made in Q4: The end of the year creates heightened anxiety and prompts employees to evaluate their career trajectories, making it critical for managers to reassess workloads rather than pushing teams to the breaking point. "As quarter four approaches, retention risks can increase. This is a time that leaders push their teams to accomplish every remaining annual goal that had been established, regardless of capacity, forcing burnout." Shift to Sustainable Performance Over Burnout Culture: Building an enduring organization requires sustainable leaders who create proactive burnout prevention models and focus on intrinsic motivators like autonomy and personal growth. "Employees will increasingly expect their organization to demonstrate that high performance can be maintained without chaotic exhaustion. We cannot build sustainable organizations without developing sustainable leaders." Prioritization Activities to Do with Your Team: Managers need to create space for intentional recalibration, such as evaluating team bandwidth, throwing "stay celebrations" to recognize current value, and carrying non-critical tasks into the next year. "The idea of a stay party is that you're giving the flowers while they're still there. Eelebrating the progress of the organization without being complacent." Actionable Takeaway for Listeners: Set aside 60 minutes this week for a Q4 Priority & Capacity Audit with your team: review every remaining annual goal together, identify who is quietly becoming the go-to person for everything, and explicitly choose at least one low-impact project to pause or carry over into the new year. Follow Dr. Jolander Headley at https://jolanderheadley.com/

Every now and then, a book comes along that completely stops me in my tracks. My conversation with Dr. Corinne Low—Wharton professor, economist, and author of Having It All—was one of those instances where data validated everything so many of us feel daily. I loved blending storytelling with hard research as we unpacked why so many high-achieving working parents feel so exhausted. As a working mom myself, hearing the data prove that working mothers today spend more time with their children than stay-at-home mothers did a generation ago was a massive aha moment. We realized the progress made for women in the workplace hasn't been matched by a revolution for men at home, leaving us playing with half a deck of cards. Together, we explored how shifting our workplace norms, setting clear boundaries, and reimagining partnership roles can build a system that actually works for everyone. Key Themes Why the Workplace Is Not Working for All Genders. The traditional workplace model was built around an outdated era where employees relied on a stay-at-home partner to manage home life. While women have made huge strides entering the corporate world, men haven't experienced a parallel revolution at home, leaving working women disproportionately burdened by domestic labor. "We had a gender revolution for women, and we did not have a gender revolution for men. We are showing up as equals in the workforce, but men are not showing up as equals at home."  Ditch Flexibility for Boundaries. Flexibility often serves as a buzzword that leads to continuous work bleeding into personal life and eventual burnout. What employees, especially working mothers and Gen Z, actually need is predictability and hard boundaries that allow them to be full human beings outside of their jobs. "Many women in those more structured professions say, 'No, I don't want flexibility, I want boundaries, because what flexibility often means is that you always take your work home with you and you end up very burned out.'"  What Organizations Can Do to Engage All Genders at Work. Employers must move past the misconception that inclusion conflicts with meritocracy. By actively dismantling biases and offering structured, predictable workflows that account for real-world caregiving duties, companies attract stronger talent, boost retention, and create a true meritocracy. "If you combat bias and some of these structural problems that keep women out of your firm, you could be moving closer to meritocracy, which means actually a competitive edge." Actionable Takeaway Evaluate your relationship with your career by running the unconstrained resources exercise: imagine a life with unlimited wealth and design your ideal week. Recognize that your job is a technology designed to convert time into money, and intentionally set boundaries so that work does not consume the time meant for the rest of your life. Follow Corrine at https://www.corinnelow.com/

Scott Curran is a social impact lawyer, advisor, and educator who spent ten years in the All-Star game of global philanthropy at the Clinton Foundation . When I sit back and look at the wacky headlines and persistent headwinds in our world right now, it can be really easy to throw up our hands . But Scott brings us right back to the science: human beings are naturally wired for good, and our brain chemistry practically throws a party of dopamine, serotonin, oxytocin, and endorphins whenever we do something kind or even just watch someone else do it ! Scott candidly shares how a middle-of-the-night couch conversation with his wife turned into a mission to give away a decade's worth of hard-earned tools to help leaders scale their impact . Purpose isn't just a fluffy concept. Purpose drives profits, sparks employee joy, and connects us to our shared humanity . Key Themes & Highlights Humans Are Science-Backed and Wired for Good. Human beings are fundamentally built for reciprocity and community care . Despite negative news cycles, basic brain chemistry releases feel-good neurochemicals whenever we give, receive, or observe acts of kindness . "No headline, no headwind, no culture warrior accusation can change the human reality that we are wired for good, and that it feels good when we do it, and even when we just see it."  Starting a Purposeful Entity Requires Borrowing Success. Launching a nonprofit doesn't require reinventing the wheel because all organizations follow a predetermined regulatory lifecycle . Before starting a new entity, change-makers should first consider plugging their energy into an existing organization . "There's approximately just under 2 million nonprofits in the United States running the gamut of all non-profit work. And the great news is they're all special, but not that unique." The BOPP Framework Drives Organizational Success. Sustainable, purposeful organizations rely on a balance of four core elements: a diverse, independent Board; lean Operations; clear Programs; and impactful Partnerships . "If you want the quick approach to a great organization, I'm gonna give you four things to focus on. It's BOPP." Everyday Corporate Good Builds Community Connection. Organizations don't need to overcomplicate social impact; simple initiatives like corporate service days or employee donation match programs create immense shared value . "Start where you are, focus on the causes that hit most close to home... Being aware and being intentional are the only two things I hope people take away."  Actionable Takeaway Ask your employer if they offer an employee donation matching program to double your impact for free—and if they don't have one yet, invite your leadership team to start one ! Follow Scott at https://www.scottmcurran.com/

Positive psychology researcher and author Michelle Gielan joins us to dive into two qualities I think about a lot: optimism and resilience. Early in my career, I used to think being optimistic meant slapping a smile on my face, grabbing a venti iced coffee, and pretending everything was fine, even when a project was burning down around me. (Spoiler alert: it doesn't work!) Real optimism isn't about ignoring the mess. As Michelle reminded me, it's about taking a realistic assessment of the present while holding onto the belief that our actions matter. We laughed about closet optimists, shared a few messy real-world stories, and unpacked how these mindsets work hand-in-hand to transform our workplaces. Here are the key themes from our conversation: Optimism vs. Resilience: Traditional optimism is the general expectation of good outcomes, whereas resilient optimism is grounded in deliberate behaviors that keep us hopeful when our plans face real-world testing. "Optimism is basically an expectation of good things to happen and resilient optimism is optimism that stays strong when it's tested." Why Optimism and Resilience Matter at Work: Cultivating a resilient, optimistic mindset directly boosts performance, keeps teams engaged, and significantly lowers the risk of burnout across organizations. "People who are in that top quartile are three times more likely to be highly engaged at their jobs and five times less likely to burn out." How to Instill Optimism at Work: Rather than fighting ingrained pessimism head-on, leaders can shift workplace culture by encouraging closet optimists to speak up and framing challenges around actionable solutions. "If we can even get them to speak up ever so slightly, now we're shifting the culture. We want to talk about the challenges we've been able to overcome and why that has worked." Actionable Takeaway Start your next meeting with a quick possibility prompt rather than a list of problems. Ask your team to share one thing that went well this week or one solution-oriented step they can take on a current challenge to help prime their brains for constructive action. Follow Michelle at https://michellegielan.com/resilient-optimism/

Finding balance in leadership and in life often feels like trying to do a high-wire act while juggling toddlers and a full-time career. That is why I was thrilled to catch up with Jess Ekstrom, founder of Mic Drop Workshop and author of Making It Without Losing It. Jess is a powerful storyteller who has built two million dollar businesses. She brings this incredible blend of real-world hustle and laugh-out-loud relatable humor. We got into what happens when we stop chasing everyone else's definition of success and start listening to what actually fuels us. Between tales of toddlers running yoga classes with a three-year-old and life on the road in an RV, Jess dropped some serious wisdom on how we can show up as better leaders, speakers, and advocates without burning ourselves out. Key Themes Lighthouse vs. Spotlight Speaking. True impact happens when you shift your focus away from self-perception and toward serving the audience. "Spotlight speakers go up on stage and they're concerned with perception, but a lighthouse speaker shifts the light from themselves to their audience or their listener. They're not concerned with perception, they're concerned with guidance." Driven by Intrinsic Motivation. Relying on external validation creates a fragile foundation for success, whereas focusing on internal purpose breeds resilience. "If we're always looking for external validation. We can't control that, versus intrinsically, we can only control what's happening inside of us and what motivates us." Managing Life's Four Cups. Time and energy are finite, so managing priorities requires recognizing that not every area of life can be completely full at once. "You have four cups: it's your relationships, your work, your health, your creativity. And then you have one jug of water every day. Every cup is not going to be at its brim. Some are going to have to suffer. And it's also temporary, and it's seasonal and shifts throughout life." Testing New Life Iterations. Growth doesn't require dismantling your entire life all at once. Growth can start with giving yourself permission to try new things in small doses. "Try something on. If there is a way that you can try on a new life, a new hobby, a new idea without blowing up your life in flames that can be very doable." Actionable Takeaway Test an ambition for 10 minutes a day. Instead of feeling pressured to make a dramatic, high-risk leap, give yourself a two-week trial period where you dedicate just 10 minutes daily to exploring that new goal or identity without any permanent commitments. Follow Jess at https://jessekstrom.com/

Have you ever tried dangling a carrot to get a desired behavior out of someone—whether it's offering points to your kids for clearing the dishwasher or dangling a bonus in front of your sales team—only to feel like you've created a transactional nightmare? You're definitely not alone! In this episode of Allyship in Action, I sat down with education scientist and author Dr. Özgür Bolat to unpack why our obsession with extrinsic rewards so often backfires. Drawing from his insightful book, The Reward Trap, Özgür helps us realize that while carrots might get temporary compliance, they secretly erode intrinsic motivation, trust, and genuine ownership. We had a candid, funny, and deeply relatable conversation about breaking free from the points system mindset at home and work, shifting our focus from control to true connection. Key Themes & Highlights Compliance vs. True Ownership: Extrinsic motivators like bonuses or points might get a task done, but they fail to foster genuine engagement or long-term commitment. "Rewards work if you want compliance. But if you want real ownership, real intrinsic motivation, real engagement and commitment, it may not work." The Hidden Costs on Trust and Fairness: Over-relying on rewards often triggers feelings of unfairness among peers and erodes trust between managers and employees or parents and children. "When there's a competition, when there's a winner, always there are some people who complain. As your manager, I start to think: Julie had the capacity... but she only did the bare minimum. Why? Then I will lose trust in you." How Rewards Narrow Creativity and Learning: Extrinsic incentives focus attention strictly on the immediate payout, leading people to take the easiest path rather than exploring creative solutions or deep learning. "When you offer a reward, you narrow that focus. If you offer a reward for creative work, you know what will happen? You will treat it as a mechanical work. Rewards can increase quantity, but not the quality." Shift from Control to Connection: True motivation comes from understanding underlying barriers, fostering agency, and creating shared values rather than imposing transactional rules. "In punishment and rewarding, you only care about one thing: outcome and consequences. You care about controlling. Beyond rewards, we move from control to connection." Actionable Takeaway. Instead of reaching for a reward or a penalty the next time someone struggles with engagement, pause and move from control to connection: ask open-ended questions to uncover the root cause of the hesitation, validate their experience, and collaboratively design a solution that builds internal ownership. Follow Ozgur at https://www.ozgurbolat.com.tr/

This week, I had the absolute pleasure of sitting down with the incredible Alex Partridge—founder of UNILAD and Lad Bible, host of the ADHD Chatter podcast, and author of Why Does Everybody Hate Me?. We dove deep into a topic that so many managers want to get right, but often feel totally lost navigating: supporting neurodiversity in the workplace, specifically when it comes to ADHD. The first time I managed someone with ADHD, I felt lost. I wanted to be an ally and build an inclusive space, but I didn't know what real, everyday support looked like. As Alex and I chatted, it hit me again how much untapped creativity, innovation, and resilience lies within our neurodivergent team members—if we actually build environments where they can thrive. When we take a step back, set aside our assumptions, and approach people with genuine curiosity, we don't just become better leaders, we create workplaces where everyone feels safe enough to drop the mask and bring their whole self to work. Key Takeaways & Themes Understanding Rejection Sensitivity Dysphoria (RSD). "Children with ADHD are exposed to 20,000 extra micro-rejections in their formative years. Over a child's life, they add up, they compound, and they create an adult who suffers from extreme emotional pain when someone criticizes you or rejects you as an adult." Recognizing the Worksite Manifestations of RSD. "If you are living your life constantly expecting criticism or rejection around every single corner, you put up a guard to protect yourself. It means you can't do anything unless it's perfect. You'll stay in the office four hours later than everyone else, or you'll stay up all night simply to complete that work to such a high standard because the thought of your boss even making a tiny correction to it is so painful." Building Psychological Safety from the Top Down."When people in the office observe vulnerability coming from the top, that trickles down to them, and it creates the impression that if they ask for help. It sends the message that they can make that ask without fear of it being met with any kind of eye roll." The High Cost of Failing to Accommodate Neurodiversity."80% of neurodivergent employees actually leave a company within three months post-the hiring stage because they are too anxious in that environment to do the job that they're able to do." Fostering Allyship Through Curiosity Rather Than Judgment. "Approach the whole conversation with curiosity rather than judgment. Always have an open mind and have that curiosity to ask yourself, 'Maybe that is the better way to do it?' When that mindset shifts, then suddenly there's a whole door of possibilities that open up to you." Concluding Actionable Takeaway Leading with Open-Ended Support: Instead of singling employees out by pointing to specific neurodivergent traits or diagnosing behaviors, leaders should proactively offer broad, company-wide avenues for help—and regularly ask a simple, open-ended question like, "Is there anything I can help you with?" or "Do you want five minutes to think about that assignment before taking it on?" Follow Alex at https://www.alex-partridge.com/

Welcome back to Allyship in Action! If you've been working in the diversity and inclusion space over the past few years, you know the corporate pendulum hasn't just swung—it's done full-on gymnastics. We've gone from the hyper-reactive commitments of 2020 to the nervous retreats of recent years, leaving many leaders wondering where to anchor themselves. I had the absolute joy of catching up with the brilliant Nani Vishwanath—a strategic leader at The Current Collective—who reminded me that when the external noise gets deafening, the answer isn't to duck and cover; it's to look inward. Nani brings a grounded, refreshingly practical perspective to systemic change (plus, anyone who can turn a conversation about helmet design for big hair into a masterclass on business strategy is my kind of human!). We dove deep into why true inclusion isn't an HR add-on, but a fundamental driver of business resilience. Key Themes 7 Whys Organizations often react to external pressures—whether chasing trends or dodging backlash—leading to fragile, unsustainable DEI strategies. Building an enduring foundation requires pushing past surface-level motives by continuously asking "why" until inclusion aligns directly with the core purpose and long-term success of the business. "If all of your leaders can do that [the 7 whys], the work is going to be so much more successful. And it should really be because of where we're trying to go strategically as a company..." — Nani Vishwanath Inclusive Design — With, Not For Designing workplace systems or products for marginalized communities without active collaboration misses the mark. True inclusive design builds with those who experience the most friction, uncovering systemic improvements that ultimately elevate the experience for everyone. "Build with and for those that are most marginalized or who face the biggest barriers... learn from their experiences with them, and then build something better. And it just leads to better design." — Nani Vishwanath Money is the Outcome — Relevance Diversity and inclusion are not merely cost centers or reactive PR measures; financial returns, innovation rates, and retention are downstream outcomes of staying relevant to an evolving workforce and customer base. "I think the money is truly an outcome of better design... the word I come back to a lot is relevance... you need to remain relevant to both your employees and to your consumers." — Nani Vishwanath Actionable Takeaway for Listeners Before rolling out your next inclusion initiative or revising a workplace policy, gather the team closest to the friction and run the 7 Whys exercise together. Keep asking "why" until you uncover a core reason that directly serves both your internal culture and your external business purpose.

Today we have Dr. Zeke Emanuel, whose new book Eat Your Ice Cream takes a refreshingly sensible look at longevity and what it actually takes to build a happy, healthy life. As an oncologist and world-renowned expert in bioethics and health policy, Dr. Emanuel has spent decades navigating complex medical landscapes—so when he talks about living better, I listen! What I love most about his approach is that he bypasses the extreme health trends and cuts straight to sustainable, real-world habits. We had such a fun conversation, diving into everything from the real math behind everyday risks to why building genuine human connection might just be your most powerful health routine. Key Takeaways Prioritize Life-Long Habits Over Extreme Trends. True longevity is built on sustainable, everyday choices rather than short-term self-deprivation or trendy fads. "You're going to have to do this for decades. And if you do it for decades it's got to be a habit that isn't about self-deprivation, because you will not stick to a habit that's self-depriving." Ground Risk in Perspective and Practical Action. People often fixate on sensationalized health risks or obsess over performance metrics, whereas practical risk assessment leads to far better peace of mind and realistic decisions. "Let's put things in perspective—and not enough people put things in perspective of how 'schmucky' are you. If you're doing [a metric or wearable] for compliance and it's not a motivator, it's anxiety-provoking—stop doing it." Nurture Social Connections as a Core Biological Health Routine. Building and maintaining strong relationships isn't just psychologically pleasant. Relationships (like allyship) directly impact stress hormones, inflammation, and overall physiological well-being. "It's not just in your head, as it were, but it is in your biology. The importance of relationships for health, wellness, and longevity is the most important thing you can do." Keep Learning and Stay Open to Nuanced Science. Cognitive health thrives on challenging the brain with new experiences, alongside maintaining an openness to evolving medical insights rather than rigid dogmatism. "It's good to use your brain in different ways. I'm always open. We've got to be open to new ideas and new research." Actionable Takeaway for Listeners Turn your wellness routines into social events. Whether it's inviting a friend along for your daily walk, joining a local club, or sharing a whole-food meal with family, combining social connection with healthy habits amplifies the physical and emotional benefits of both. Follow Dr. Emanuel at https://www.ezekielemanuel.com/

As an author and allyship advocate, I constantly find myself researching the power of human connection, yet I still fall into the same social traps as everyone else!  We all intellectually know that relationships are vital to our health and happiness, yet we consistently talk ourselves out of simple, daily opportunities to connect. In this episode, I had the absolute pleasure of chatting with Nicholas Epley, behavioral science professor and author of A Little More Social. Nick's research translates complex social cognition into real, actionable insights that completely reframed how I think about my own social habits—from asking for help to bridging differences. Key Themes Our Beliefs and Miscalibrated Expectations Create Social Barriers. We often avoid social interaction not because we dislike connecting, but because we wrongly assume others won't respond positively to us. We hold mistaken, pessimistic beliefs that reaching out, asking for help, or expressing gratitude will be awkward or unwelcome. "We think other people will respond less positively when we reach out to connect with them in a warm and friendly way than other people actually do. And that pessimism creates a bar, a barrier, that keeps us from reaching out more often." — Nicholas Epley Frequency Trumps Intensity for Well-Being. Social connection is a choice made up of moments we regularly miss. Small, consistent, daily interactions have a much larger impact on long-term happiness than rare, intense social events. "Psychologists have learned that happiness is really a function not of the intensity of experiences that you have, but rather the frequency of them." — Nick Epley In-Person Conversations Surface Common Ground Across Divides. When we interact with people who hold opposing political views or come from different backgrounds, actual spoken conversations are remarkably effective at reducing dehumanization and building mutual understanding. "Conversation itself is extremely powerful for surfacing common ground, for allowing people to show mutual interest, to reciprocate interest with each other. They report afterwards that having a conversation with someone they disagree with was actually just as pleasant an experience as having a conversation with someone they agree with." — Nick Epley Allyship and Outreach are Appreciated More Than We Guess. Whether it is expressing long-overdue gratitude to a former mentor or reaching out to support someone different from us, the recipient values the interaction far more than the initiator anticipates. "It turns out there's no bad time to get a note from somebody saying they appreciate you so much, or you love them so much, right? There's no bad time to get that." — Nick Epley Actionable Takeaway for Listeners Adopt the "Recognize Easy Opportunities Routinely" (REOR) mindset: Start noticing the moments where you default to avoiding connection—like walking into the office or sitting in a car—and turn them into small, routine social habits.

I was so thrilled to sit down again with my dear friends and true allies, Dave Smith and Brad Johnson . Every time we connect, it feels like a warm reminder of what sustained, meaningful allyship really looks like—not just showing up when it's trending, but doing the steady, daily work that actually moves the needle.  Listening to them walk through their allyship trilogy, from Athena Rising to The Good Guys and now their latest book, Fair Share, brought back so many memories of my own journey navigating corporate America as a new mom. (Trust me, I've shed my fair share of tears over spilled milk in a workplace closet!) What I love most about Brad and Dave is how they balance deep research with practical, real-world solutions that lift everyone up. They remind us that creating gender fairness isn't just about asking individual allies to do more. It's about fixing the broken systems so doing the right thing becomes the default. Key Themes Caregiving Skills Build Better Workplace Leaders Active caregiving and fatherhood develop crucial human skills like empathy and emotional intelligence, which directly transfer into effective leadership at work. "Dad's brains begin to shift and change, too. We're developing these skills around empathy that translates right back into the workplace when we go back to work." — David Smith Moving from Individual Allyship to Systemic Change Relying solely on individual (s)heroics isn't enough to achieve true equity. Organizations must embed allyship and gender fairness directly into company policies, metrics, and manager training. "All of these ally efforts are gonna be sort of one by one by one forever. Until the workplace changes, you see all the estimates that we have about a century to go to get to real gender parity." — Brad Johnson Supporting Paid Leave and Caregiving Transitions Creating a culture that normalizes and actively plans for parental and caregiving leave for both mothers and fathers improves employee retention and strengthens managerial capabilities. "Think about the work that's gotta be done when he or she leaves the workforce for this paid leave period, the transition back into the workforce with a plan. The minute you can do that, you're making better managers." — David Smith Unlocking Hidden Talent Through Returnships Organizations facing talent shortages can tap into a massive, highly qualified pool of candidates by creating clear pathways for individuals returning to the workforce after extended caregiving breaks. "Organizations aren't looking at those women, and they're forgetting that. Half the people at the top of the curve on IQ, EQ, creativity, they're out there if you would only create a glide path to return to your organization." — Brad Johnson Actionable Takeaway for Listeners Audit and support your managerial capabilities: To move from individual efforts to systemic fairness, organizations must carefully select managers based on competencies and actively train them to execute flexible work policies, support parental leave transitions, and lead inclusively. Follow Brad and Dave's work at https://workplaceallies.com/

If you've ever found yourself scrolling through social media, wondering if we are somehow slipping backward into the dark ages of workplace dynamics, you are definitely not alone. It is easy to look at the massive rise of toxic online ecosystems and feel a bit of existential dread. That is why I talked with Robert Baker, who always grounds me. He has this incredible gift for taking a heavy, whack-a-mole topic and infusing it with actionable clarity. We dive deep into why male allyship isn't about being an individual superhero, how global shifts are impacting our teams, and why—despite the algorithmic headwinds—there is still so much room for hope and real human connection. Key Themes From Our Conversation The Evolution of the Manosphere and Its Workplace Impact: We unpacked the troubling rise of the "manosphere"—an online ecosystem of influencers exploiting young men's loneliness to promote dominance and misogyny. Robert noted how this spills directly into the attitudes of the next generation entering our workforce. "I can't believe that people think these men are heroes, because basically what they're doing is they're exploiting the loneliness, the misery that younger boys and men can have. And these guys have kind of filled the vacuum with this misogyny." — Robert Baker The Power of Community Over Individual Heroism: True allyship isn't about being a lone savior; it's about creating a culture of positive peer pressure and shared community standards where calling out exclusionary behavior doesn't feel like a dangerous, solo mission. "I think creating an environment where you say, look, here are the standards of behavior in our community, and police it in a way. Using those standards to make sure that we all stick to something very positive." — Robert Baker The Business Imperative of DEI in Europe: While the U.S. landscape faces its own unique hurdles, European organizations continue to lean heavily into diversity and inclusion goals. This isn't just about compliance; it's driven by a firm understanding that diverse teams deliver better performance and innovation. "Europe still believes in this. I think many companies in Europe still believe in it, but they believe in it for business reasons, because they believe that they're going to get better team performance, they think diverse teams are better." — Robert Baker Mitigating Algorithmic Bias and Ensuring Equitable AI Access: Artificial intelligence is a major inflection point for gender equity. Leaders must actively step up to manage inherent data biases and ensure that access to exciting tech developments isn't monopolized by the traditional majority. "Certainly I'm seeing an even greater recognition that leaders need to enable equitable access to AI tools, and also make sure that the systems and the processes that are used within the company that uses AI create fair outcomes." — Robert Baker Actionable Takeaway for Listeners  Create Positive Peer Pressure: Don't try to be a lone hero. Focus on building a community within your organization that establishes clear, respectful standards of behavior. By normalizing everyday micro-interventions collectively—like speaking up when someone is talked over in a meeting—you make inclusion the default system rather than an individual burden.

How do we actually live out psychological safety, rather than just talking about it as some grand, academic theory? A couple of years ago, Minette Norman and Karolin Helbig came out with the Psychological Safety Playbook. I've been using her practical phrases in my own training sessions ever since (with full credit, of course!). But as any facilitator, parent, or human being knows, putting this stuff into practice is darn hard. You want to be the supportive expert, but then real-world pressures—like meeting targets, sudden organizational shifts, or just plain old fear of looking foolish—kick in. That's why I sat down with them to talk about their new follow-up book. They wrote it because change-makers kept coming to them on tour, saying, "Okay, we read the basics, but now we're hitting roadblocks. What next?" What I love about their approach is that it's completely "no fluff." They give us real, actionable strategies to bake inclusion right into the DNA of our everyday work life, even when things get a little messy. Key Themes from the Discussion Courage as Vulnerability, Not Heroics. True leadership in a psychologically safe environment isn't about having a flawless track record or acting like a superhero. It requires the humility to acknowledge that you don't have all the answers and to actively invite your team to fill in your blind spots. "It's not about the big heroic acts. It's really about the courage to be vulnerable, for example. Particularly as a leader, that's not easy to do..." — Karolin Helbig  The Intentional Practice of Listening. Listening is often treated as an obvious, baseline skill, but true listening requires a conscious commitment to sit with silence and process what is being said, rather than rushing to respond or dominate the room. "It sounds so obvious that we all know how to do it... and it is so darn hard, right? It really is. And we often think we're listening when we're not." — Minette Norman  Recognizing Personal Emotional Triggers. Building psychological safety is a slow process that can be shattered instantly by an unmanaged, defensive reaction. Developing self-awareness around your own physical stress signals helps create a vital pause between a trigger and your response. "Psychological safety is really slow to build and quick to break. And if you can avoid these breaks. By becoming more aware of your reactions and handling them more skillfully, then a lot is gained." — Karolin Helbig  Shifting the Narrative Around Failure. For teams to innovate, leaders must actively destigmatize mistakes. This means moving away from finger-pointing and instead treating unexpected outcomes as valuable learning experiments, a process that must be modeled from the top down. "If you're trying something new, and certainly if we're trying to innovate, there will be failure along the way. So the question is, how quickly can we learn from them and improve and move forward?" — Minette Norman  Designing for Inclusion via Rotating Roles. Inclusion doesn't happen by accident; it has to be deliberately engineered into team dynamics. Using a rotating role like an "Inclusion Booster" ensures that monitoring the health of a meeting becomes a shared team habit rather than solely the leader's responsibility. "Meetings by default are not inclusive. So we need to design them for inclusion. The idea of the inclusion booster is just to have a rotating role of somebody in facilitating the meeting and paying attention that we actually behave in the way we earlier defined." — Karolin Helbig  Actionable Takeaway for Listeners To move your team from theory to practice, introduce the "Inclusion Booster" role into your next recurring meeting. Rotate this responsibility among different team members each week, tasking them with observing meeting dynamics, ensuring equal airtime, and calling out interruptions using a lighthearted tool like the "ELMO" (Enough, Let's Move On) principle. Follow Karolin and Minette at https://thepsychologicalsafetyplaybook.com/

You might remember Katryn from episode 292, where we dove deep into the behavioral blueprint for inclusion. Well, a lot can happen in a year—or in our current case, since the wild ride of the 2026 election—and the DEI landscape is shifting beneath our feet. I'll admit, when I first started this work ten years ago, I thought we could just shout from the rooftops that inclusion matters and everyone would just magically get it. But as we look at the headlines today, it's clear that "shiny object syndrome" has left us with a lot of noise and not enough real, systemic change. Katryn and I sit down to unpack what global leaders are actually doing right now to push past the performative and get to the heart of what makes workplaces genuinely fair. Key Themes from the Conversation Moving from Noise to Systemic Change. Organizations frequently focus on highly public, performative declarations of inclusivity rather than restructuring the underlying processes that perpetuate bias. "Organizations were doing a lot of the shiny stuff... doing what we would call noisy things, right? Proclaiming, saying, being public... but obviously that not necessarily translating to real-world change." — Katryn Wright The Problem with Unconscious Bias Training. Treating broad, one-size-fits-all training modules as a standalone solution is ineffective and can create artificial metrics that trigger cultural backlash. "An awful amount of money was spent on something that the science shows is... ineffective at best, counterproductive at worst." — Katryn Wright Inclusion as an Aspiration, Not a Default Value. Framing inclusion as a predefined company value mistakenly implies that the work is already complete, whereas framing it as an ongoing aspiration invites employees to actively participate in closing the gap. "When we talk about inclusion as a value, it is not as effective as when we talk about inclusion as an aspirational goal... it suggests that we've been missing a trick to be bringing people on as much as we can." — Katryn Wright Precision and Data Science in Workplace Fairness. True progress requires identifying the exact inflection points in employee experiences—like hiring, promotion, and retention stages—where disparities emerge, and applying targeted behavioral interventions. "Let's go and be as precise as possible about changing behavior in that exact situation... when we are able to be as precise as possible about which specific behaviors need to change, we can get to those outcomes." — Katryn Wright Actionable Takeaway for Listeners Stop trying to de-bias your entire team all at once with sweeping declarations. Instead, pick one specific process in your daily workflow—whether it's how you audit resumes, run performance reviews, or distribute project assignments—and analyze the data to find where the equity gaps lie. Designing small, targeted interventions at precise moments is how real cultural evolution happens. Follow Katryn at https://www.morethannow.co.uk/

Sad to admit, after 350+ episodes, I have never dedicated a full show to sleep . I'll be the first to admit that I've been doing a ton of deep-diving into sleep lately. Between life changes, career shifts, and navigating perimenopause, my nights haven't exactly been peaceful . In fact, coming off a rough night myself, I'm sitting here with a massive afternoon coffee, fully aware that I reached for a sugary lunch to get through the slump! We've all been trapped in that vicious cycle, right ? But today, we are busting the toxic, old-school corporate narrative that sleeping is lazy or just for babies. To help us break it down, I'm joined by the brilliant Dr. Carlos Nunez, Chief Medical Officer at ResMed . Carlos brings decades of medical expertise—and some truly humbling personal stories—to show us why sleep isn't just a healthy habit. Sleep is the absolute foundation of inclusive, effective leadership and a kinder workplace . Key Themes from the Conversation The Foundational Pillar of Human Health For decades, society has obsessed over diet and exercise trends, while treating sleep deprivation like a corporate badge of honor . In reality, sleep is the baseline that determines whether those other health goals even happen . "People are starting to realize it's not just one of the three pillars, it's probably the foundation on which the other two pillars sit." — Dr. Carlos Nunez The Direct Link Between Poor Sleep and Workplace Behavior A severe lack of sleep impairs cognitive function and emotional regulation to a level equivalent to intoxication, which directly drives erratic, negative, or toxic leadership behaviors in the workplace . "I was extremely sleep-deprived, and I remember being in a meeting, and I went off, like, in a way that I've never done before. I probably looked scary to my team because I was so sleep-deprived." — Dr. Carlos Nunez The Hidden Danger of Digital Engagement While blue light filters are helpful, the real disruptor keeping our minds awake at night is the mental stimulation and chemical rushes from pre-bedtime screen use. "What's worse than the light is the activation of your nervous system. The dopamine hits that you get from doomscrolling TikTok or social media for 30 minutes." — Dr. Carlos Nunez The Biological Toll of Untreated Sleep Disorders Ignoring long-term sleep issues due to ego or stigma does more than cause daytime fatigue—it starves the body of oxygen and significantly escalates severe cardiovascular and long-term cognitive health risks . "The research shows untreated sleep apnea, within 3 years, you have a 35% chance of dying... Your risk for cardiovascular mortality is 55%." — Dr. Carlos Nunez The Mind-Quieting Power of Arbitrary Focus When workplace stress and a lack of situational closure spark late-night rumination, shifting the brain toward simple, structured mental exercises can effectively short-circuit intrusive thoughts . "Getting your brain to focus on something that's really not thinking, that's kind of easy to do, all of a sudden, you drift off." — Dr. Carlos Nunez One Actionable Takeaway To protect your health and show up better for your team, establish a strict 30-minute digital wind-down routine before bed. Swap out the late-night doomscrolling or email checking for a period of quiet mindfulness. If your brain starts ruminating on tomorrow's to-do list, physically write down those 3 or 4 lingering tasks on a notepad to trick your mind into a sense of closure, or practice a simple, low-stakes mental word game to help your nervous system gently drift off . Learn more about Carlos' research at https://sleepsurvey.resmed.com/

When I started my business, I wanted to create spaces where every single person felt seen, heard, and like they truly belonged . It sounds so beautifully simple on the surface, doesn't it? But as we all know, making sure people feel heard at work can get incredibly messy . This week, I had the absolute pleasure of chatting with a peer of mine from grad school, Daniel Newton, an Associate Professor at the University of Iowa, whose research on workplace engagement is quite literally out of this world . He's spent years studying how people speak up and stay engaged, working with everyone from corporate teams to actual astronauts aboard the International Space Station . Now, I always say that if an astronaut floating in zero gravity can feel ignored by Mission Control, it's okay if your team is struggling to communicate during shift changes ! Daniel and I shared some great laughs about the black box of office suggestion boxes (which usually just collect dust and some very chaotic notes) and how we can all become better allies by lifting each other's ideas .  Key Themes from the Conversation Even Astronauts Struggle to Feel Heard. Feeling heard requires more than just listening. Speaking up requires responsive action or transparent feedback . When leaders or institutions fail to act, it creates a sense of being ignored, even in high-stakes environments like space exploration . "I worked with an astronaut that literally shared an idea with Mission Control and they didn't do anything, so he had to say it again, and then again. Even people that train for years and years, and have the complete trust of NASA, even they don't feel heard in their work sometimes." – Daniel Newton The Power of the Newcomer Perspective. People often hesitate to speak up because they are new, young, or feel like an imposter . However, fresh eyes bring the highest level of creative disruption and innovation to long-standing, status-quo systems . "The newcomer perspective is really valuable because you're gonna see things differently. And so we may hesitate to speak up because we feel like we're too new." – Daniel Newton Problems Drive Action, While Ideas Risk the Back Burner. Voicing workplace problems creates an immediate sense of urgency that forces management to respond and implement solutions quickly . The paradox is that while problems get fixed, proactive and creative new ideas are often pushed aside . "Creating urgency means that managers respond faster, and the company is more likely to implement and resolve those problems. But the downside of that potentially could be that new, yet important ideas get put on the back burner." – Daniel Newton AI as a Useful Sounding Board, Not a Human Replacement. Artificial intelligence serves as a fantastic, low-stakes rehearsal partner to build confidence before pitching ideas . While AI excels at optimizing usefulness and efficiency, human input remains essential for true originality and novel thinking . "AI-generated ideas were really good with the usefulness component. But the humans were really good at the originality component. If we're generating new ideas, we need the human in the loop." – Daniel Newton The Power of Indirect Framing (The "Midwest Nice" Strategy). For those who struggle to be blunt, framing an idea or problem as a collaborative question lowers defensiveness in dominant leaders and invites them into the solution rather than putting them on the defensive . "Have we thought about X? Or might we consider doing this? Being indirect, asking or speaking up in the form of a question is helpful because it didn't put leaders on the spot. They don't feel as  threatened." – Daniel Newton One Actionable Takeaway To help an idea land successfully with a dominant supervisor or to ease your own anxiety about speaking up, frame your insight as a question (e.g., "I wonder if we might consider..." or "Have we looked at...") rather than a direct mandate . This invites collaboration, lowers leadership defensiveness, and creates an immediate open door for your perspective to be heard .

Jenny Bates Heaton is the founder of Bates Leadership and has a brilliant new TEDx talk. What really blew me away during our chat was how Jenny used her personal journey facing a massive medical decision after a cancer-risk mutation diagnosis to completely rewrite the script on how we make choices. It got me thinking about my own life and how often we make decisions based on what we think we should do, rather than what aligns with our deepest values. For me, everything comes back to fairness, justice, and a whole lot of strength. When things feel off-balance in the world, my mental health definitely takes a hit with serious anxiety, but anchoring into those core values is what keeps me grounded. Jenny's framework isn't just a clinical exercise. It's a warm, slightly humorous, and deeply practical guide to finding your own word—whether that's power, strong, or serenity—and letting it do the guiding when life is A LOT. Key Themes From the Conversation The Power of Personal Reflection Prompts: True decision-making frameworks cannot be imported from someone else. Decisions must be organically mined from an individual's unique motivations and joys. "I started circulating my questions to everyone, and I didn't really get any reaction from people. because they weren't their questions. They didn't focus on their values. Now, I guide people through exercises to pull out their word to guide their decisions." — Jenny Bates Heaton The Intersection of Imposed Limitations and Good Intentions: Well-meaning colleagues often inadvertently sideline individuals, particularly from historically marginalized groups, by assuming their needs or limitations rather than asking them directly. "People with the best of intentions trying to protect me said, 'Oh gosh, I know you're going through a lot so let's catch up in a couple of months.' I had to advocate for myself quite a bit to convince them like, 'No, no, I'm good.'" — Jenny Bates Heaton Shifting toward Employee-Led Talent Management: Organizations must move away from paternalistic, closed-door succession and promotion processes and actively integrate the employee's voice to reduce systemic bias. "Think about how many times you don't have the employee's voice in the room for talent review and for promotions. Most companies do not allow an employee to put their name in the box for the roles that they would like to apply for. That's weird." — Jenny Bates Heaton Embracing the "Good Day, Bad Day" Culture: Cultivating psychological safety in a corporate system requires acknowledging that organizations, like people, will have off days without those mistakes defining their permanent identity. "The good day, bad day is one of my favorite exercises because it gives you permission to talk about the bad because it's just a day. It doesn't mean that you're always going to be bad, everyone has a bad day. Corporate culture personas are very much that way with good days and bad days just like humans." — Jenny Bates Heaton Actionable Takeaway Audit your favorite activities to find your decision-making anchor. Take a notebook and write down one or two hobbies you love to do consistently (like gardening, skiing, or reading). Ask yourself: What is the underlying feeling or motivation that compels me to keep doing this? Distill that feeling into a single core word—such as strength, control, or connectedness—and actively use that word as a litmus test for the next major professional or personal decision you have to make. Connect with Jenny at https://www.batesleadership.com/

If you are feeling a bit battered by the cultural waves and political turbulence swirling around us right now, trust me—you are not alone. I'll admit, when I woke up the morning after the 2024 election, I felt physically sick worrying about what the fallout would mean for our businesses and the hard choices ahead. That is why I love this conversation with Tara Jaye Frank. She met me right in that messy space with the ultimate reframe, sharing a beautiful story about how a simple grocery delivery from a man named Socrates gave her the title for her new book, You Are Before the World. It is a powerful reminder that before we can tackle the chaos of the world, we have to settle and stabilize ourselves first. We can't write people off, and we certainly can't pour from an empty cup, so let's dive into Tara's profound wisdom on how we can sustain ourselves while doing the heavy work of inclusion. Key Themes from the Conversation Emotional Detachment as a Tool for Curiosity: Facing deep misalignment in values doesn't mean you have to compromise who you are. Instead of absorbing disdain or getting defensive, true allyship requires shifting into the posture of a learner to understand the root of another person's perspective. "I have become good at that momentary emotional detachment. This conversation is not about me. My values are not at risk because I am engaging. And then I just get curious." The Power of Strict Media Boundaries: To protect your nervous system from chronic stress and cortisol spikes, you must take active control over how and when you consume information rather than letting alerts dictate your emotional state. "I get no news alerts sent to me. I retrieve the news when I feel I can take it in. I go get it, and I catch up, and then I move along." Relying on Routine During Dark Times: When navigating immense personal or professional disruption, implementing strict, loving routines provides a stabilizing anchor that protects mental health without requiring heavy cognitive lifting. "During the most difficult times in my life, I relied heavily on routine that didn't require any thinking, and that really helped me because routines calmed me down, they anchored me, they helped me reconnect to myself." Believing in the Generative Power of Others: Allyship means offering deep empathy and care without automatically swooping in to fix every problem, which ultimately respects and preserves the autonomy of others to navigate their own growth. "I have stopped automatically jumping into the deep end of other people's pools and instead, believing in their generative power. I'm watching people build confidence in their own generative power." Refusing to Pre-Work Unready Situations: To avoid professional exhaustion and burnout, stop over-preparing scenarios for partnerships, clients, or projects before you have the foundational data and aligned partners necessary to move forward. "I stopped getting ready for things that are not ready for me. I won't pre-work anymore, because to me, I now know that that is a waste unless there is alignment." One Actionable Takeaway for Listeners To protect your energy and remain an effective ally, audit your digital boundaries today by turning off all automated breaking news and social media alerts. Instead of allowing negative external forces to aggressively push information into your space throughout the day, choose one specific window when your nervous system is regulated to intentionally pull and process the updates you need. Think about a healthy news consumption routine you could adopt. Get Tara's book and follow her work at:  https://tarajayefrank.com/

This week, we dive deep into a topic that's been on everyone's mind—and probably in every news alert you've received lately: AI. While the world seems to be split between AI will save us all, and AI is coming for our jobs, our guest and AI expert, Christopher Lind, brings us back to earth with a much-needed reality check. As Christopher points out, the real risk isn't just the tech itself, but the disconnect between leadership's lofty expectations and the actual human experience on the ground. He often jokes about AI being a hammer looking for a nail, but in our rush to be efficient, are we accidentally hammering away at the very human connections that make our organizations thrive? Christopher's insights remind us that while AI can help us move faster, it can't tell us where we're going or why it matters—that's still up to us. Key Themes and Insights The Disconnect Between Responsibility and Accountability: Senior leaders often have a skewed perception of AI's impact because they are removed from the daily tactical work. "One of the gaps that I keep talking about that continues to grow that is extremely concerning is the gap between responsibility and accountability in leadership. It's massive." AI as an Enabler, Not a Replacement: AI is a tool that requires a skilled, intentional human hand to be effective; it amplifies what is already there, whether that is skill or recklessness. "In the hands of someone who knows what they're doing it's great. In the hands of an amateur or someone who is being reckless, that amplification effect still applies." The Looming Labor Shortage and the Myth of AI Solutions: Despite the hype, AI cannot replace the massive human capital leaving the workforce as demographics shift, and relying on it as a quick fix avoids addressing deeper organizational issues. "The real problem's complicated and hard to figure out, and it's just easier for some to say AI's going to fix this." The Critical Importance of Human Connection and Trust: In an era of rapid technological change, fostering trust and genuine care for employees is a profound competitive advantage. "Demonstrating that you care about the people you work with is a profoundly interesting competitive advantage right now." Quality Over Quantity in the Age of Noise: Increased efficiency through AI shouldn't just mean producing more content or work, but rather freeing up time for higher-quality, deeper human engagement and development. "If all it's doing is making you faster at doing the same thing you were doing before, you are fundamentally failing with AI because it should be freeing up your time to be focusing on creating new or better solutions to problems." Actionable Takeaway Measure Trust as a Business Metric: Start treating trust within your team or organization as a tangible KPI. High trust creates resilience that no algorithm can replicate. When AI automates a task, don't just fill that time with more digital noise—reinvest it into people time through coaching, mentorship, and transparent conversations. Check out Christopher's Substack piece on AI: https://christopherlind.substack.com/p/the-labor-crisis-hidden-in-plain?r=2iledl and connect with him at https://christopherlind.co/. 

This week, Rebecca Hinds, the brilliant mind behind what is officially my new favorite book, Your Best Meeting Ever, is with us at Allyship in Action. I'll be honest—I listened to this one on Audible, and hearing Rebecca's voice felt like she was sitting right there with me, narrating every meeting catastrophe I've ever lived through! We've all been there: trapped in a conference room (or a Zoom square) while someone reads slides at us, doing the mental math of just how much this hour is costing the company. But as I always say in my leadership training, a meeting is a snapshot of your culture. If we want to build inclusive, equitable workplaces, we have to start by fixing the way we talk to one another. Rebecca reminds us that leading a great meeting—or saving a bad one—is a leadership superpower. Key Themes from the Conversation The Origins of Meeting Sabotage The modern, dysfunctional meeting actually mirrors tactics found in the WWII-era Simple Sabotage Field Manual, which advised citizens in enemy territory to disrupt progress through long-winded, frequent meetings. "It's ironic, it's frustrating, it's a little bit humorous that we use the same tactic that was once advised as a weapon of sabotage as business as usual." The 4D CEO Test for Meeting Necessity To combat meeting volume, organizations should use a two-part filter to decide if a live gathering is actually necessary or if it can be handled asynchronously. "A meeting should only happen if the purpose is to debate, decide, discuss, or develop yourself or your team. The content either needs to be complex or emotionally intense." Meeting Doomsday and the  Power of the Reset Instead of a simple audit, a meeting doomsday involves a 48-hour calendar reset that clears all recurring meetings to break the status quo and alleviate social guilt. "I've come to believe we need that type of drastic measure because meetings become so ingrained on the calendar and we have an immense social guilt, often, associated with canceling them." Designing for Delight and Human Connection Effective meetings should engage the senses and include moments of delight—a combination of joy and surprise—to create positive associations and boost memory. "Leaving people with one moment of delight is another pretty concrete way to ensure that they're leaving the meeting remembering that experience and having a positive association." AI as a Tool, Not a Replacement While AI can automate administrative drudgery, sending a digital twin to a meeting in your place can signal that your time is more valuable than your colleagues'. "If you have a broken meeting culture, you know, AI is not going to fix that. Sending a digital twin is a pretty good sign you, as the organizer, haven't thought as carefully as you should about meeting design." Actionable Takeaway Audit your next agenda using the Verb and Noun rule. Instead of a vague heading like Budget Discussion, label the item Align on the Q3 Budget. This provides clarity on the objective, tells the group exactly when they have been successful, and prevents the first item from eating up the entire hour. Get the book and follow Rebecca at https://www.rebeccahinds.com/.

In this episode of the Allyship in Action podcast, Julie Kratz connects with Dr. Shawn Andrews to discuss the critical intersection of leadership, gender, and emotional intelligence. Allyship is not a one-time declaration but a continuous practice of small, intentional behaviors that bridge the gap between good intentions and real impact. Core Themes for Inclusive Leadership Allyship as a Sustainable Practice. Effective allyship flourishes when it aligns with an individual's natural strengths rather than feeling like a forced performance. "Allies can start by asking, ' How can I do this in a way that just naturally flows for me?" The Power of Micro-Behaviors. Meaningful systemic change is built on a foundation of small, daily actions within one's immediate sphere of influence. "Start with doing allyship at a micro level, and then scaling that up to systemic levels." Emotional Intelligence and Values as Anchors. Self-awareness and a firm connection to personal values prevent leaders from being swayed by external pressures or discomfort. "Being anchored into their values helped them to close that gap, and to make key changes in how they were showing up." Curiosity Over Certainty. A growth mindset requires the humility to stay curious and challenge the internal narratives we often take for granted. "How do I know that's true? Based on what information? Because we kind of have to detect our own lies from time to time." Actionable Takeaway Identify your top three character strengths and choose one specific micro-behavior—like checking in with a colleague—that feels like a natural extension of those strengths to practice this week. Take the allyship assessment and get in touch with Dr. Andrews at https://www.drshawnandrews.com/5levelsofallyship

I recently sat down with the brilliant Alexis Redding, a developmental psychologist at Harvard who is doing the heavy lifting to help us understand what's actually going on with young adults today.  Alexis shared how we often look at the "kids these days" and think they're living in a completely different world, but Alexis's research shows that while the hashtags have changed, the big, messy feelings of figure-it-out-ness are the same as they were 50 years ago. Whether you're a parent to an almost teenager like I am, or a leader managing a Gen Z team, this episode is all about ditching the magic wand approach and getting real about our own stumbles to build authentic, human connections. Key Themes from the Conversation Ditching the Direction for Exploration. When giving advice to young people who aren't yet self-authoring, it's better to offer competing options that invite them to choose, rather than a single directive. "They have not heard from me guidance and a suggestion, they have heard a direction... what I want to do instead is give them two possible answers that contradict with each other slightly, that invite exploration."  The Power of the Messy Middle. Leaders and mentors should share their own failures and C- moments to normalize the struggle and move away from the pressure of a perfect trajectory. "I need them to know that I know what it feels like to get a C-, and to feel disoriented by that... and also to know that it was kind of okay on the other side." Re-evaluating the Mental Health Crisis Label. Labeling every struggle as a crisis can ramp up the temperature and prevent honest, human conversations that might not actually require clinical intervention. "If a student says, 'I'm feeling really depressed,' what does that mean to you?... you might find in that conversation is that student is having an emotional reaction that does need clinical care... But we might equally find a student who says... 'it just feels really hard this week.'" Validation Over Problem-Solving. The most effective way to support someone in a difficult transition is to sit with them in the uncertainty rather than rushing to fix the situation. "It's not validation for validation's sake... it's like, 'that feels hard, and here's the conversation we're gonna have about it,' so that it is authentic, so that when that person walks away, they feel seen and heard." Actionable Takeaway The next time a young person or a direct report comes to you with a struggle, take three minutes to ask "What does that look like for you?" before offering a solution. Resisting the urge to fix things immediately allows them to feel seen and often helps them identify their own path forward. Enjoy getting to know Alexis? Watch Alexis' TEDx Talk and get her book Mental Health in College.

It was such a treat to sit down with my friend Kelsey Kates and really geek out over a topic that we often leave at the playground: play.  I've felt that slow boil in my own career—trading my personality for steel-toed boots and a suit just to fit the corporate mold until I didn't even recognize myself in the mirror. Kelsey is here to remind us that we don't have to lose our joy to be high-performers. She brings this incredible blend of Google leadership experience and MIT neuroscience to show us that playfulness isn't about being childish; it's about a state of being that lowers our defenses and actually makes us better at our jobs. Key Themes from the Conversation The Difference Between Childish and Childlike: Kelsey clarifies that professional playfulness isn't about lacking impulse control, but about maintaining the neuro-flexibility to pivot and experiment in low-stakes environments. "We're not asking you to be childish... but inviting you to be childlike. That ability to shift and modify behaviors in that moment—that neuro-flexibility actually allows me to extrapolate that into other contexts." Play as a Signal for Psychological Safety: Incorporating humor or lightheartedness as a leader signals to your team that the environment is safe, reducing the biological stress response that serious corporate communication often triggers. "If I can signal with playfulness... I am reducing the power dynamic to say we are equals, we are in this together. I'm building rapport and wanting others to feel seen." The Neuroscience of Engagement: Play triggers dopamine, which isn't just a feel-good chemical; it actually aids in memory retention, focus, and deeper engagement with the subject matter. "In your memory, play is engendering deeper levels of focus and engagement and retention. There is neurochemistry that is happening." Authenticity and Leadership Credibility: Contrary to the fear that playing makes a leader look weak, research shows that leaders who embrace playfulness are actually viewed as more authentic and trustworthy by their teams. "When a leader shows up playfully, they are seen as more authentic, more trustworthy, because they are choosing to do it in a place where it's not necessarily looked at as a positive performance trait." Actionable Takeaway Start your meetings with a Purposeful Primer. Before diving into the agenda, spend the first three minutes on a low-stakes, high-connection prompt—like sharing a song from a personal pump-up playlist or discussing something you tend to over-analyze. Getting everyone's voice in the room within the first three minutes significantly increases their likelihood of staying engaged and collaborative for the rest of the meeting. Check out the extra resources Kelsey kindly shared to add play to your leadership tool kit. Play: How it Shapes the Brain, Opens the Imagination, and Invigorates the Soul by Stuart Brown: This is essentially the "Play Bible." It's a beautiful look at why we are biologically wired to play at every age. Brown, S. L., & Vaughan, C. C. (2009). Play: How it shapes the brain, opens the imagination, and invigorates the soul. Avery. Humor, Seriously by Jennifer Aaker and Naomi Bagdonas: One of my absolute favourites.  Aaker, J., & Bagdonas, N. (2021). Humor, seriously: Why humour is a secret weapon in business and life (and how anyone can harness it. Trust us). Currency. Huberman Lab: The Science & Power of Play: I know you already listened to this, so more for the show notes.  Huberman, A. (Host). (2022, February 14). Using play to rewire & improve your brain [Audio podcast episode]. In the Huberman Lab. Scicomm Media.  Understanding the social benefits for playful employees in the workplace - building trust and authenticity Li Guo, Wenqi Liu, René T. Proyer, Suosuo Jia & Ying Wang September 2025. 

Welcome back, everyone! I am just so thrilled to share my conversation with Sabrina Caluori, the CMO at Chief. You know, I talk a lot about capacity erosion—that feeling where your mental load is so heavy you're basically walking through quicksand while trying to run a marathon. Sabrina gets it. She's been in those high-stakes rooms at Paramount, hitting a wall of burnout so thick she didn't even have the words to name it yet. But what I love about her perspective is how she's flipped the script, moving from stepping off the ladder to building a community that reminds us we aren't alone in the isolation of leadership. We laughed about my grandma sleep schedule, but honestly, if we don't start treating our rest and autonomy as non-negotiable business assets, we're just designing our own exhaustion. Key Themes from the Conversation The Evolution of Ambition and Autonomy. The narrative that women are losing ambition is simply untrue; rather, their needs have shifted toward seeking more control over their impact and schedules. "Women are still as ambitious as ever, but the kind of tenure of that ambition had evolved... what's different is its autonomy, and influence, and flexibility." Rest as a Strategic Business Tool. Prioritizing restorative time and white space is not a luxury but a biological and professional necessity for high-level problem solving. "We forget, as leaders, that actually that rest, that restorative time... is when, a lot of times, the best bigger, more kind of white space-type ideas come back." Solving Isolation Through Peer Community. Senior leadership can be incredibly isolating, and having a peer network outside of one's own organizational chart is vital for sustained success. "Chief exists to solve isolation at the top... the ability to bring peers together to have the conversations that were so hard to have inside our org charts." Intentionality in the Age of AI. While technology is moving rapidly, women leaders are focusing on intentional leadership by prioritizing thoughtful deployment over mere speed. "We're putting intentional leadership first, over the speed of deployment... 80% of women are involved in leading AI efforts." Actionable Takeaways Audit your calendar for Thinking Time. Proactively block out small windows of time every single day to step away from your screen, reset your nervous system, and allow for the strategic white space your brain needs to lead effectively. Know the real story. Chief's data confirms women can find joy and autonomy at work.   From the Chief/Harris Poll study on women's ambition:  Women's definition of ambition may be evolving, but their belief in the power of community remains constant. The study found that 93% of women believe they have the collective power to build new "centers of influence." 94% say being around other ambitious women fuels their own ambition. Two-thirds believe their problem solving accelerates when brainstorming with other women leaders on business challenges. From the most recent Chief/Harris Poll study on women and AI:  86% of women leaders say their peer network is a competitive advantage in the AI era. 83% learn more from peer conversations about AI than from any formal training.  84% say they have made smarter AI-related decisions because of insights from their community

I've always said that allyship isn't a proclamation you make—it's an aspiration that lives in the eye of the beholder. For a long time, we've been told that to be a real ally, you have to be this fearless, extroverted warrior constantly jumping into the line of fire. Let's be real: most of us are just trying to hit our step goals and remember to eat less salt without feeling like we're failing at life! In this episode, the brilliant Dr. Meg Warren joins me to flip the script. We're moving away from that check the box mentality and diving into the baby pool of self-awareness to see how your unique personality—yes, even if you're introverted or conflict-avoidant—is actually your greatest superpower for change. Key Themes from the Conversation The Personality Myth in Allyship. Many people believe they aren't built for allyship because they don't fit a specific, extroverted, or courageous mold. However, research indicates that about 91% of the population has a personality profile that is workable and well-positioned for allyship. "I regularly hear from people saying to me that... I don't have the personality for it. We see this in our research... people say, for instance, I'm too introverted, I'm too agreeable, I'm too conflict-avoidant, I'm too risk-averse to really be an ally. But that's not true. You can still be an ally in your own way." Diverse Definitions of Support. There is a significant disconnect between what potential allies think is effective, such as public confrontation, and what marginalized groups actually find most useful. While many men view calling out bias as the primary method of allyship, women often find other strategies more beneficial, and confrontation may not even be on their list of useful actions. "Most men across the board said that the most important way to be an ally is to confront bias by calling out bias. And then when we asked women, they gave a ton of other strategies of what's actually useful for them, and confrontation and calling out did not even feature." Sustainability Through Natural Traits. Allyship becomes sustainable when it feels like an organic extension of one's existing character strengths and personality rather than a forced or difficult change. Using strengths that already come naturally allows individuals to be more successful and handle constructive feedback more effectively. "Allies can start by asking how can I do this in a way that just naturally flows for me? And I'm not looking at big changes right now, I'm making small changes, just a little tweak here and there, to start becoming more active."  Starting Small to Scale Big. While systemic change is the ultimate goal, successful allyship often begins at the micro-level within an individual's sphere of influence. Scaling these behaviors up to systemic levels is more manageable once a critical mass of individuals is practicing allyship in their daily interactions. "Start with doing allyship at a micro level, and then scaling that up to systemic levels, especially when starting at the systems, it almost feels like a non-starter."  Actionable Takeaway Identify your top character strengths using a tool like the Values and Action (VIA) assessment, and then choose one allyship micro-behavior—such as checking in with a colleague or offering support—that feels like a natural extension of those existing strengths. Assess your Personality: https://bigfive-test.com/ Assess your Character Strengths: https://www.viacharacter.org/ Research paper on how to match personality and character strengths to allyship strategies: https://osf.io/preprints/psyarxiv/vt7bf_v3 Additional free research-based resources: www.megwarren.com Contact Meg: https://www.linkedin.com/in/warrenmeg/ 

I am just vibrating with excitement after my chat with Aiko Bethea ! If you've followed her work as I have, you know she's basically the gold standard for building cultures that actually mean something . We got into the nitty-gritty of her new book, Anchored, Aligned, and Accountable, and let me tell you, it is the blueprint we need right now . I even got a little unplanned coaching session myself—turns out, even after years in the DEI space, I'm still a recovery fixer trying to work my way out of every hard feeling . Aiko gently called me out on that toxic productivity narrative we've all been fed since we were kids . It's time to stop responding to everyone else's agenda and start leading from the inside out . Key Themes from the Conversation The Power of Personal Values as an Anchor Aiko emphasizes that identifying two or three core values acts as a physical tether, preventing leaders from being swept away by external pressures or "ick" feelings they can't quite name . Finding out what was most important to them, which I name in the book as identifying their values, being anchored into their values... helped them to close that gap, and to make key changes in how they were showing up. Identifying and Challenging B******t Narratives The framework encourages leaders to interrogate "b******t"—the unexamined, default beliefs inherited from family or workplace cultures that often prioritize productivity or defensiveness over authenticity . I want people to think, says who? And how would I want it to be, or need it to be, to be anchored? Intrinsic Motivation vs. External Approval True inclusive leadership isn't about being a "good guy" or seeking external glorification; it is about self-awareness and aligning one's actions with one's aspirational self . It's going to be about, wow, how does this leave me sitting, or feeling, and... if I... my aspirational self was this, what would I do differently? The Necessity of Meaningful, Public Accountability When a leader makes a mistake, a private "I'll do better" isn't enough to shift a culture; it requires a specific, humble apology that acknowledges the impact on the team . When he did a very specific apology that was public about what he did... whoa, shifts everything, because now people see, oh man, he's showing up differently... he realized this behavior isn't okay. Actionable Takeaway Start your own self-interrogation by identifying one "should" in your professional life. Ask yourself, says who? If that belief doesn't align with your core values, give yourself the grace to drop the behavior and replace it with an action that feels anchored . Follow Aiko and get her book at https://www.rarecoaching.net/team/aiko-bethea/

I am so excited to share this conversation with my wonderful colleague and friend, Dr. Catherine Kleshinski from Indiana University. We've all been there on a random Monday morning when someone asks, "How was your weekend?" and we're dying to share a picture of our new puppy or the chaos of a first birthday party. I used to think these me-search moments were just simple trust builders—and they are!  Catherine's latest research in the Journal of Applied Psychology reveals that there is a lot of nuance behind that water cooler talk. It turns out that while sharing the non-work vibes makes us all seem warmer, the way it impacts our reputation actually depends on where we sit in the hierarchy. So, how can we build authentic connections without accidentally triggering the workplace gossip mill? The Warmth Benefit vs. The Distraction Penalty: Everyone who shares positive personal news is perceived as warmer and more caring, but junior or lower-status employees may simultaneously be viewed as less focused on their professional responsibilities. "Everyone gets the warmth benefit, but the work ethic connotation depends on power dynamics." The Gossip Ripple Effect: Reputation isn't just a static feeling; it drives how people talk about you when you aren't in the room, leading to either flattering or unflattering workplace gossip. "If you have this reputation for being a relationship builder, people will engage in positive gossip about you, but if you are somebody with a reputation for being distracted, they'll gossip negatively about you."  The Invisible Line of Disclosure: There is a delicate balance between sharing enough to build trust and oversharing details like health issues or intense personal data that can make others uncomfortable.  Creating Safe Spaces for Connection: Leaders should focus on creating icebreakers that allow for choose-your-own-adventure levels of vulnerability so that no one feels pressured to share more than they are comfortable with.  Actionable Takeaway Audit your icebreakers. If you are a manager, be mindful that vulnerable sharing can unintentionally disadvantage your junior team members. Instead of asking personal questions, try a reciprocity ring where teammates request help with a specific task, or use "Tell Me Something Good" to allow people the choice between sharing a professional win or a personal one.

It is such a wild time to be in the world of training and development, isn't it? I've had this persistent hunch—call it a "zag" when everyone else is "zigging"—that as much as we're obsessing over AI, the real secret sauce is still our human intuition . I recently sat down with Anthony Salcito from Coursera, and it turns out my hypothesis wasn't just wishful thinking. We've all seen those robotic AI outputs that sound like they've never actually lived a day in their lives, and while I've certainly fumbled through my share of prompt engineering, the data shows that our soft skills are more critical than ever . We're navigating a world where we have more data than we know what to do with, and the magic happens when we decide how to use that information to lead with empathy and culture . Key Conversation Themes The Symbiotic Rise of AI and Human Agency. While technical enrollments are skyrocketing, they are being matched by a demand for leadership and critical thinking to ensure these tools are used ethically and effectively . "Humanity will always become more valuable when the technology is more pervasive or used in a sort of a paradigm-shifting way, like what's happening with AI." The Critical Need for Discerning Truth In an era of deepfakes and advanced data models, a core human talent is the ability to separate reality from generated content and prioritize what truly matters for an organization . "Discerning reality from what is created by Gen AI is certainly a core talent... that's really where that human is super critical." Cultivating an Entrepreneurial Mindset Internally. Organizations are looking for intrapreneurs—people who use AI tools to think bigger and pivot quickly without being constrained by historical technological limits . "You want an entrepreneurial mindset to exist inside of learners in an organization that think differently about using these tools." AI as a Safe Space for Human Growth. One of the most exciting applications is using AI for role-playing, allowing employees to practice difficult conversations and gain confidence without the fear of being judged by a peer . "It's hard to roleplay with a human, because you're worried about being judged... I can see it being much safer to do with a robot." Actionable Takeaway Audit your AI prompts for Human Activation. The next time you use a generative tool, don't just accept the first output. Apply your unique lived experience to pivot the prompt, asking the tool to provide a multi-perspective view or a specific organizational culture lens to ensure the result has the humanity required to drive real business change . Follow Anthony's work at Coursera at https://www.coursera.org/.

This week, Celeste Warren, a globally recognized thought leader, author, and former Fortune 100 Vice President, returns to discuss her latest book, The Truth About Equity. Celeste shares her insights on: Defining Equity: Moving beyond the buzzwords to understand equity as a pragmatic approach to meeting people where they are. The "Fence" Analogy: Exploring the systemic "isms" that create barriers and how acts of equity can help dismantle them. Equity in the Workplace: From recruitment and talent development to succession planning and performance management, Celeste identifies key areas where organizations can foster a more equitable culture. The Future of DEI: Discussing the evolving landscape of Diversity, Equity, and Inclusion and the importance of transparent, data-driven strategies. Join us for a candid and insightful conversation about the power of equity to transform organizations and communities. Find Celeste Warren online: Website: crwdiversity.com Book: The Truth About Equity  TEDx Talk: The Cost of Standing Still (forthcoming)

In this episode, we sit down with Dr. Janice Gassam Asare, founder of BWG Business Solutions and author of the new book, Rise and Resist: How to Reclaim Workplace Equity and Justice .  Following a period of intense personal and professional backlash—including being targeted by high-profile political figures—Janice discusses why looking to historical legacies of resistance is the key to enduring today's challenging DEI landscape. We explore how "everything is cyclical" and how we can draw strength from the stories of lesser-known figures who challenged the status quo long before us. Whether you are feeling powerless or looking for strategic ways to advocate for change, this conversation provides a roadmap for using your unique gifts to push for equity. Resistance as a Historical Blueprint: Current opposition to DEI and civil rights is not new; by studying the legacies of figures like Ida B. Wells and Toni Morrison, we can find proven strategies to navigate and endure modern-day backlash. The Strategy of "Exiting": Resistance doesn't always mean staying and fighting in a toxic environment. Taking a leave of absence or exiting a harmful workplace can serve as a powerful catalyst for institutional change, as seen in the career of legal scholar Derrick Bell. Micro-Resistance and Personal Gifts: You don't need to lead a country to create impact. Meaningful resistance can be as simple as using your specific skills—such as graphic design, baking, or providing a safe space—to support larger movements and build community coalitions. Follow Dr. Janice's work at https://www.drjanicegassam.com/

Jennifer Brown is back to unpack her new book, The Shape of Change, the journey through allyship and change. Together, we discuss: How change can feel like being in a dark hallway and trying to find the path forward in uncertain times What inclusive leadership looks like when we are called to be brave in unprecedented times The tools to build resilience to shape the changes necessary to our important work Follow Jennifer and get her book at https://jenniferbrownspeaks.com/

Culture isn't just a poster on the wall. Culture is the heartbeat of a thriving business. This interview with Teresa Johnson, CEO of Color Me Mine, explores the incredible journey from being a single mom to purchasing a pottery studio on a credit card, leading a franchise empire of over 150 locations. Teresa shares her secret sauce for scaling businesses through intentional culture and the unique challenges of leading remote teams across the country. Key Takeaways Leading Without Hallways: Building culture in a remote or franchised environment requires a new leadership skillset. Teresa emphasizes the importance of micro-moments—small, intentional interactions—over corporate slogans to ensure every team member feels they belong and understands what winning looks like. The Power of Clarity & Belonging: Effective culture is built on three pillars: Clarity (teaching people how to make decisions rather than just giving them tasks), Belonging (creating psychological safety), and Growth (investing in a skill path for employees). Empathy as a Business Outcome: Contrary to the soft skill stereotype, Teresa argues that empathy and psychological safety are direct drivers of financial impact and talent retention. Leaders who care about the organization must show they care about the people, as a business cannot exist without them.  Follow Teresa's work at https://www.colormemine.com/.

In this episode, Julie Kratz welcomes Jennifer McCollum, President and CEO of Catalyst, a global nonprofit focused on workplace equity. They discuss the critical role of men in gender partnership and the release of Jennifer's book, Men at Work. The conversation delves into the systemic challenges women face, the data supporting inclusive leadership, and how men can transition from passive support to active, mutually accountable leadership. Key Takeaways   Mutual Accountability Over Passive Support: The concept of "men as allies" has evolved into gender partnership, emphasizing that progress requires men and women working together with mutual accountability. The "Man Box" Barriers: Many men want to support equity but are hindered by ignorance (unawareness of the issues), apathy (viewing it as an HR problem), or fear (of disrupting the status quo or personal job loss). The Business Case for Inclusion: Inclusion isn't just a social goal; it's a performance driver. Data shows that inclusive cultures lead to a 49% increase in team problem-solving, 18% better innovation, and a 58% higher likelihood of improving company reputation. As Jennifer says, "We need healthy men driving healthy organizations, and we need women partnering with men and men partnering with women to do that." Follow Jennifer's work and research at https://www.catalyst.org/.

In this episode of Allyship in Action, Julie Kratz is joined by HBR writer, executive and team coach, Kathryn Landis, to explore capacity erosion—the gradual depletion of energy and focus facing today's leaders. In an era of constant change and cognitive overload, Landis shares how leaders can reclaim their impact by shifting from micromanagement to intentional empowerment and strategic reflection. Key Takeaways Focus on Your "$100 Activities": Leaders often gravitate toward low-impact tasks for a quick sense of productivity. Reclaiming capacity requires identifying the high-level strategic work that only you can do. "Get really clear on what's the work that only you can do... what you actually could be focusing on that's going to move the needle the most is perhaps working with your cross-functional colleagues, the other members of the C-suite, to strengthen those ties." — Kathryn Landis Empower Your Team Through Clarity: High-performing teams thrive on a clear purpose and defined decision rights. To reduce your own workload, ensure your team understands exactly what they own and what success looks like. "Do people have a clear purpose? Do people know why they're a team? Most people know what their job description is... but I was leading an off-site last week; they didn't know what their team goals were. They don't know what success looks like." — Kathryn Landis Prioritize the "Lamp Post" for Reflection: Intentional reflection is a non-negotiable for effective leadership. Creating a dedicated space to process information—even just by talking to a metaphorical lamp post—can provide significant mental clarity. "If someone would go and speak to a lamp post for an hour every day at the same time, they'd get 60% of the benefit of coaching... just creating the space and time to be intentional about where you're spending your time, reflecting on what you're doing." — Kathryn Landis Connect with Kathryn and take her free team assessment here: https://kathryn-landis.kit.com/3dcf1c4440

Alyssa Dver, founder of the ERG Leadership Alliance, joins us this week to highlight the critical shift toward structured governance and the use of hard metrics to demonstrate how these groups drive corporate engagement and long-term business impact. My Key Takeaways: Governance is the future of ERGs: Alyssa emphasizes the shift from informal groups to structured organizations with clear governance and professional development paths for leaders. Measurement is mandatory: To gain executive buy-in and sustainability, ERG leaders must track metrics ranging from membership growth and event participation to high-level retention and engagement data. Allyship is a strategic bridge: Modern ERGs are moving away from exclusive "safe spaces" toward inclusive "brave spaces" where allies are formally invited to lead, learn, and advocate alongside marginalized groups. My Fave Quotes: "Got to have governance. Not because you want to control people, but because you want to have equity. And equity means budgeting is fair; the way that people apply and run these has to be fair." "It's a professional development leadership pipeline. So if you're starting to see these group leaders getting hired into better jobs, getting promoted, that's also a really good metric." "Employees involved in healthy ERGs typically show 10% to 15% higher engagement levels than those who are not." "There are currently at least 500 million people participating in ERGs around the world, and 95% of companies continue to offer and support ERGs because of their proven impact on organizational health." Follow Alyssa's work and research at https://www.ergleadershipalliance.com/

In this episode, Julie Kratz discusses global workplace culture strategies with Abi Adamson, founder of the Culture Partnership and a LinkedIn Top Voice. Abi introduces her "SERN" framework—Soil, Exposure, Roots, and Nutrients—as a way for leaders to move beyond performative DE&I and begin gardening their organizations for sustainable growth. Three Key Takeaways Cultivate Your Culture Like a Living Ecosystem. Instead of treating culture like a static construction project with a fixed end date, leaders should act as gardeners who constantly tend to the environment. "Organizations still treat culture like a construction project instead of what it is. That is why I call workplace culture a living ecosystem." Build Psychological Safety to Uncover the Truth. A healthy culture requires an environment where employees can be honest with leadership about what isn't working without fear of retaliation. "When you're able to have an organization that's built on psychological safety... everything else will follow." Reframe Resistance as a Sign of Progress. Friction and pushback are natural responses to major social or organizational changes; history shows that these moments often precede a shift in the right direction. "History has always taught us: whenever big changes happen, there's always resistance... to get to a good place, you do need to go through a bit of a gauntlet."  Follow Abi at https://www.abiadamson.com/

Lily Zheng is a no-nonsense DEI strategist and best-selling author of DEI Deconstructed and Fixing Fairness. They discuss the limitations of traditional Diversity, Equity, and Inclusion (DEI) initiatives and introduce Lily's FAIR framework: Fairness, Access, Inclusion, and Representation. Lily challenges the industry's reliance on "one-and-done" training and advocates for a 90/10 split—prioritizing system-level changes over individual interventions. This conversation is a masterclass for leaders who want to move beyond performative buzzwords to create workplaces that truly work for everyone. Key Takeaways Evolving DEI to FAIR: Lily proposes replacing the broad, often misunderstood terms of DEI with the FAIR framework. This model focuses on whether everyone is set up for success, free from discrimination (Fairness), whether environments allow full participation (Access), if people feel respected and safe (Inclusion), and if employees truly trust their leaders (Representation). The 90/10 Systems: First Approach: Real change happens when organizations spend 90% of their effort on changing systems (incentives, hiring processes, and transparency) and only 10% on individual training. Training alone rarely solves systemic issues and can often lead to the "Cobra Effect," where poorly designed incentives actually make problems worse. Representation is About Trust, Not Tokens: True representation isn't just a "check-the-box" exercise of hiring diverse faces. It is achieved only when people from all social groups Memorable Quotes from Lily Zheng "Rebranding DEI as FAIR will not save us. But reimagining how we conceptualize and execute what we used to call DEI just might." "If you had $10,000 to invest... I'd invest maybe $100 into training. But everything else is going into creating that system, to creating the incentives, to creating the culture." "We have to stop [teaching people how to jump over gaps]... we got to point at the missing stair and go, 'Why is there no stair there? We have to put a stair there.'" Follow Lily Zheng at lilyzheng.co and get their book at https://www.lilyzheng.co/authorship

In this episode, I'm sitting down with the incredible Dr. Caroline Fleck, clinical psychologist and author of the transformative new book, Validation. We often talk about allyship as a series of seemingly small, intentional actions, and some of the most profound work happens in the small, everyday moments of how we see and hear one another. Dr. Fleck joins me to pull back the curtain on validation—a skill that is frequently misunderstood but serves as a fundamental prerequisite for belonging and true connection. We dive into her "Validation Ladder" and explore how these techniques can revolutionize not just our corporate cultures, but our personal relationships and how we show up for ourselves. 3 Key Takeaways from Our Conversation: Validation is Not Agreement or Praise: One of the biggest hurdles to being a good ally is the fear that validating a perspective means you agree with it. Dr. Fleck clarifies that validation is about acknowledging the truth in someone's experience—showing them you're there, you get it, and you care—without needing to agree with their logic or offer a "good job." The "Validation Ladder" Framework: Effective validation is a tiered process. It starts at base camp with mindfulness (being fully present), moves through understanding (equalizing and contextualizing why someone feels the way they do), and reaches the top at empathy (authentically emoting and taking supportive action). The Power of Self-Validation: Especially for marginalized groups who have been conditioned to "cover" or minimize their feelings to fit in, practicing self-validation is an essential act of reclamation. Using these tools introspectively allows us to honor our own experiences as valid, which is the first step toward showing up as a confident, authentic leader. Follow Dr. Caroline Fleck and get her book at https://drcarolinefleck.com/.

This week, I welcome David Glasgow and Kenji Yoshino, co-authors of the new book How Equality Wins: A New Vision for an Inclusive America. As leaders of the Meltzer Center for Diversity, Inclusion, and Belonging at NYU School of Law, David and Kenji discuss the legal and political landscape of Diversity, Equity, and Inclusion (DEI) following the 2023 Supreme Court decision on affirmative action. They provide a practical roadmap for leaders to advance equality while navigating legal risks and political backlash. My Key Takeaways The "Three Ps" of Legal Risk: A DEI program is generally only legally risky if it involves a Preference for a Protected group about a Palpable benefit. If any one of these elements is missing—such as a program that removes bias for everyone rather than creating a preference—it is likely legally permissible. Leveling vs. Lifting: While "lifting" strategies (like identity-based mentorship) are becoming more legally vulnerable, "leveling" strategies offer a safer and often more effective path. Leveling focuses on systemic changes, such as debiasing performance reviews and implementing objective hiring criteria, which benefit all employees while advancing equity. The Importance of Supporting Dissent: Effective DEI work requires creating psychological safety where dissenting views can be heard. Suppressing disagreement leads to "preference falsification," where people appear to agree but harbor quiet resentment. Engaging with counter-arguments ultimately builds stronger, more resilient support for inclusion. Follow David and Kenji at https://www.law.nyu.edu/centers/belonging and pre-order their new book at https://www.simonandschuster.com/books/How-Equality-Wins/Kenji-Yoshino/9781668216750. 

In this episode, Ciaran McArdle, CEO of XL Sports World and author of The Soccer of Success, joins Julie Kratz to discuss how the principles of the "beautiful game" can be used to transform corporate leadership. McArdle shares three key strategies for high-performance leadership, drawing parallels between the soccer pitch and the professional workplace: 1. Tailored Leadership: Meet Team Members Where They Are Effective leadership requires a nuanced approach, much like a soccer captain managing a diverse squad. Individualized Communication: McArdle notes that while one teammate may need direct, vocal feedback to improve performance, another might require a quieter, more supportive "arm around the shoulder". Psychological Insight: Leaders must understand the unique psyche of each team member to determine the best way to motivate them and demand their best. 2. The "White Line" Concept: Establish Clear Boundaries In soccer, crossing the white line onto the pitch signifies a complete shift in intensity and mindset. Performance Intensity: While on the "field" (the workplace), teams should maintain high focus and be willing to ask tough questions to drive results. Switching Off: Equally important is crossing back over that line. McArdle emphasizes that once work is done, leaders must normalize stepping away and focusing on recovery to avoid burnout. 3. The 90-Minute Mindset: Protect Deep Work McArdle introduces a "90-minute mindset" for productivity, mirroring the length of a standard soccer match. Distraction-Free Focus: He advocates for scheduling 90 minutes of uninterrupted work—phone on airplane mode and emails closed—to tackle high-impact goals. The "Hattrick of Success": This focus is part of a larger cycle: Plan, Perform, and Recover/Review. Consistent execution in this format allows teams to perform at elite levels without sacrificing long-term mental health. Follow Ciaran McArdle at https://soccerofsuccess.com/.

Join us for an insightful conversation on the critical state of workplace culture and talent retention with Sean D'Arcy, Chief Solutions Officer at Kahoot!. Based on their latest research, we explore a startling paradox: many leaders are burned out, and nearly half would give up their title to feel engaged at work. This lack of manager engagement creates a difficult environment for the newest generation, with almost two-thirds of managers finding Gen Z to be the hardest group to engage. Sean D'Arcy dives deep into the findings on both leader burnout and Gen Z's unique needs, covering generational tensions and the path forward. He discusses how to leverage tools and strategies, including game-based learning, to inject fun, social connection, and psychological safety back into the workplace, turning meetings into interactive discussions and fostering a culture where all employees can thrive. Three Key Takeaways for Workplace Culture and Talent Retention The Engagement Crisis Starts at the Top: Nearly half of leaders would trade their title just to feel more engaged at work, with a third admitting to feeling burned out. This disengagement at the leadership level makes it difficult to effectively engage and retain employees, highlighting a lack of investment in the training and tools managers need to succeed. Gen Z Needs Foundational Skills and Belonging: Gen Z is the most difficult generation to engage, with two-thirds of managers citing them as the hardest group to motivate. They often feel "out of their depth" regarding basic workplace operating systems (like email etiquette and meeting facilitation) and crave more structured, gamified learning and real-time feedback that mimics their prior educational experiences. Furthermore, they value strong relationships and a sense of belonging/psychological safety, which is essential for talent retention. Interactive Learning and Culture Building are the Solution: A key strategy for improving workplace culture and talent retention is integrating interactive, gamified tools to facilitate social connection and effective communication. By turning one-way presentations into engaging discussions, companies can break the ice, democratize participation, and gather real-time analytics to understand where employees need more support. This shift supports the inclusive, feedback-driven culture that Gen Z, in particular, expects. Get the full report at: https://kahoot.com/business/workplace-engagement-report-2025/

This week, I welcome researchers Hana Milanov and Amelie Pahl on their work exploring entrepreneurship through the lens of first-time parents. The researchers interviewed founders who were already deeply identified with their "venture baby" before having a "biological baby," challenging the common narrative that parenthood diminishes career success. They discovered that instead of being a hindrance, parenthood can be a catalyst for positive change in a founder's business and their professional growth. The key finding revolves around two main strategies founders adopt: Founder Firewalling: Keeping the parental and founder roles separate to protect the founder's professional identity and commitment. This often drives professionalization, like delegating or hiring management, to maintain separation. Founder Fusing: Integrating the two roles by allowing the new values and behaviors learned as a parent (like empathy and patience) to redefine and enhance the founder's role. This often leads to a more flexible and human-centered workplace culture. The surprising takeaway? The decision to integrate or separate was not defined by gender but by the individual's approach, with roughly a 50/50 split between the two strategies in their study of high-impact founders. 🌟 Three Takeaways for Workplace Culture and Talent Retention This research provides valuable insights for companies looking to improve their workplace culture and retain top talent, especially parents: Parenthood can be a catalyst for professionalization, enhancing retention: For "firewalling" founders, the need to protect their parental time often led to delegating operational tasks and building out middle management. This forced professionalization of the venture, which, in turn, can create a clearer path for other talented employees to grow and take on more responsibility, serving as a powerful talent retention mechanism. Parental skills enrich leadership and workplace culture: Founders who chose the "fusing" approach brought empathy, better project management, and flexibility from their parental role into the workplace. This shift manifested as a more human-centered company culture that prioritized well-being and flexibility, which are critical factors for retaining all employees, not just parents. Dismantle the "fear factor" to retain high-impact talent: A major hurdle, particularly for women, is the fear that starting a family will diminish their founder role or career trajectory. The research demonstrates that this fear is unwarranted, showing that commitment to the venture often strengthens post-parenthood. By normalizing and openly discussing the integration of family and career (like the Open Source Nanny resource mentioned), companies can retain founders and high-potential employees who might otherwise choose to delay or abandon their career growth.

Mark Scullard is this week's guest from Wiley. Wiley's research recently found that managing change was the biggest area of professional development investment for leaders. He shares how to meet someone where they are at in times of tremendous change. My key takeaways are: Acknowledge and Address the Emotional Toll of Change (The Change Curve): Leaders must understand that employees will naturally experience a period of disorientation and a drop in morale when facing a major change (the "change curve"). The goal is not to stop the dip, but to lessen the depth and the length of the adjustment period. This requires paying attention to the emotional part of change, which is often neglected in favor of focusing on systems and processes. Provide Clarity on the "Why" and the "What's In It For Me" (WIIFM): Leaders often forget that they've already processed the change while employees are just starting. There must be transparency about the why. It is crucial to communicate a consistent, big-picture "Why" for the change to guard against employee cynicism and burnout. Ensure employees understand the "What's In It For Me" (WIIFM)—the benefits for employees impacted by the change. Tailor Your Approach to Different Personality Needs (DiSC Model): Because every employee processes change differently, effective leadership requires personalizing your support based on their personality style. Direct (D) Styles need a sense of control and agency in the decision-making process. Influencing (I) Styles need connection and optimism that things will work out. Steadiness (S) Styles need stability, support, and reassurance around routines and expectations. Conscientiousness (C) Styles need information, understanding, and time/space to process the impact of the change.  Follow Mark at https://www.everythingdisc.com/blogs/navigating-change-with-dr-mark-scullard/.

Get ready for your annual "Christmas morning" with this deep dive into the 2025 Lean In Women in the Workplace Report. In this candid conversation with Rachel Thomas, Co-founder and CEO of LeanIn.org, we discuss the key findings from the largest study on the state of women in Corporate America. The discussion highlights alarming signals in the data, including a potential rollback in the company's commitment to women's advancement and its effect on women's ambition. Rachel highlights the importance of the often underutilized role of sponsorship and issues a powerful call to action for companies and, critically, for middle managers.  Tune in to learn about the fragility of the progress made over the last decade and discover specific, actionable strategies—including the innovative use of manager scripts and accountability measures—to unlock consistent career support and move toward a truly equitable and inclusive workplace. Key Takeaways: Declining Commitment and Ambition: Only half of companies report being highly committed to women's career advancement, and this lack of commitment is mirrored by a decline in women's ambition, as they are now less interested in getting promoted to the next level for the first time. The Sponsorship Gap is Widening: Men are getting sponsors much earlier in their careers than women, and this gap is even more pronounced for entry-level women who work remotely. Sponsorship, or advocacy-style actions like being introduced to influential people or getting stretch opportunities, is a key lever that is consistently underutilized. Managers are the Key to Unlocking Progress: While managers generally have the right intent, they often lack the time and tools to offer consistent, high-quality, and equitable career support. Companies must treat manager support for career development as a priority by building it into performance reviews and leveraging tools like AI to free up manager time for critical tasks. Get the full report at: https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace

Jon Rosemberg is the author of the new book, A Guide to Thriving. He was a successful leader in Corporate America and made a pivot to executive coaching. This conversation with Jon was truly insightful, reminding us that workplace culture and retention aren't just HR buzzwords, but are fundamentally linked to our ability to shift from surviving to thriving. My takeaways were: Prioritize Employee Agency to Foster a Thriving Workplace Culture: The shift from "survival mode" to thriving starts when individuals courageously reclaim their agency—the capacity to make intentional choices based on the belief that those choices matter and have an impact. In a workplace culture context, leaders must create an environment where employees feel their decisions are valued and that they have control over their work and well-being. This sense of agency is key to reducing burnout and fostering a motivated, engaged team, directly improving retention. Move Beyond Resilience to Cultivate Sustainable Health and Retention: While resilience is valuable, it's a "low bar"; it focuses on bouncing back from adversity without addressing the underlying causes of stress. A thriving workplace culture must focus on reducing "demands" and increasing "resources." For retention, this means leaders must actively help employees set boundaries and provide the necessary resources—like time for mental health practices (movement, rest, social connection)—so they don't constantly operate in an exhaustive, reactive "survival mode." Small, Incremental Practices are the Engine of Long-Term Transformation: The move from survival to thriving is not a sudden life-breakthrough, but a disciplined practice of small, incremental changes. Utilizing the AIR method (Awareness, Inquiry, Reframing) to challenge limiting beliefs and reframe situations allows individuals to gain context and move forward. In terms of workplace culture and retention, this translates to establishing sustainable, supported daily practices—not just one-off wellness programs—that compound over time, making it easier for employees to manage stress and stay engaged long-term. The biggest lesson is that the most powerful kind of thriving is when we help other people thrive, which should be the ultimate goal for any organization looking to build a successful workplace culture that supports retention. Follow Jon at https://www.jonrosemberg.com/.

In my new interview with Melissa Loble, Chief Academic Officer at Instructure, we discussed the evolving educational landscape. She made a few key predictions for the future of education in an AI-driven world: 1. The Blended Curriculum: Academic Content Merges with Human and Career Skills The traditional focus on purely academic content will radically shift. The future curriculum will be a blend that incorporates three critical components: Academic Content: The core disciplinary knowledge. Human Skills (Soft Skills): Due to AI handling entry-level technical tasks, there will be an increased emphasis on human skills like critical thinking, decision-making, problem-solving, confidence, and courage. Educators will need to explicitly teach and build these skills, moving beyond simply teaching the application of theories. Workforce/Life Skills: Education will be directly connected to career and life trajectories, driven by learners (especially younger generations) seeking a clear return on investment (ROI) from their education and questioning the value of high debt. 2. Contextual and Experiential Learning Replaces Rote Memorization The age of simple memorization and regurgitation will end. The new focus will be on creating contextual, personalized, and experiential learning environments. Focus on Context: Educators must shift from solely valuing content (like in research/peer-review) to emphasizing context—the "why" and "how" the content is applied in the real world. Simulation and Application: There will be a greater use of simulations, case-based learning, and hands-on scenarios to help learners practice and apply human skills and technical knowledge, allowing them to fail fast and build competence. AI can assist in creating these complex, customized case studies and learning environments. Practitioner-Academic Collaboration: Higher education will increasingly benefit from practitioners joining the faculty to bring real-world context, working alongside traditional academics to enrich the learning experience. 3. Corporate and Higher Education Learning Forge a Strategic Partnership The line between corporate learning and higher education will blur as both seek to adapt to the needs of the modern workforce. Corporate Learning Shifts: Corporate training will move away from being purely compliance-driven toward a focus on developing human and career-track skills. Employees, particularly Millennials and Gen Z, actively seek employers who commit to developing them as future leaders. Continuous Development: The "one-and-done" training model will be replaced by a commitment to lifelong learning and continuous development. This will include meeting people where they are and using retrieval practice and open coaching to reinforce skills and build resistance to change. Joint Reinvention: Higher education and the corporate world have a significant opportunity to partner and reinvent themselves together to effectively address the blend of technical and human skill development needed for an AI-enabled future. Follow Melissa at https://www.instructure.com/

This week, I interviewed Claude Silver, the Chief Heart Officer at VaynerX. Her new book, Be Yourself at Work, offers key insights into the role of authenticity in the workplace culture and its impact on retention. Here are my three key takeaways: 1. Authenticity as a Business Superpower for Workplace Culture The core message is to "be yourself at work," which Silver argues is today's greatest business superpower. This speaks directly to workplace culture, suggesting that genuine self-expression, rather than hiding or "code-switching," is crucial for both individual and organizational success. Silver makes the case that true authenticity is a proactive, offensive message that drives success, contrasting it with the "lazy" or "shrinking" tendency to hide emotions or true selves out of fear. A culture that embraces the "complexity of being human at work" fosters a space where people not only fit in but truly belong. 2. Prioritizing Emotional Health and Agency to Improve Retention Silver shares a powerful anecdote about an employee who was struggling with depression but felt safe enough to approach her, which led to a profound, empathetic exchange. This highlights the importance of addressing the emotional well-being of employees, a critical factor for retention. The takeaway is that leaders must be: Receptive: Willing to step away from traditional, transactional HR responses to meet employees where they are. Empathetic: Approaching conversations with non-judgmental sincerity and compassion. Furthermore, Silver emphasizes that employees always have agency and choice. For individuals, the first step is to get comfortable with themselves—to address shame, fear, and insecurity—to become the "CEO of you". This focus on personal agency and psychological safety is vital for building trust and creating a culture where employees feel valued enough to stay. 3. Cultivating a Human-Centered Leadership Approach for Retention and Culture Silver's role as Chief Heart Officer and her work embody a human-centered approach to leadership. For an organization to successfully promote an authentic workplace culture and improve retention, it needs to: Identify and Utilize Culture Champions: Even without a "Chief Heart Officer," companies have highly empathetic, service-oriented people they can utilize to facilitate growth and change. Lead with the Heart: The effective leader, or "coach," is one who is willing to show up for their team, shine a light on both their roadblocks and their triumphs, and operate from a place of trust and non-judgment. Model Self-Awareness: Leaders must be committed to their own journey of self-awareness and emotional regulation to create a safe, supportive environment for their teams. This "give and take" approach, where both leadership and employees agree on a set of expectations and supportive behaviors, is what ultimately helps a company grow into an organization that is "whole for themselves." Follow Claude at https://www.claudesilver.com/.

Kristen Kavanaugh is the author of Courage Over Fear and the founder of The Agency Initiative, working to connect people's work with meaning in alignment with their values. Previously, she was the vice chair of the Defense Advisory Committee on Diversity & Inclusion and the senior director of inclusion, talent & learning at Tesla. Here are my key takeaways: Values Dissonance Drives Talent Away: The conflict between personal values and the actions or culture of a company—especially at the leadership level—causes significant personal distress and ultimately leads to attrition. Kavanaugh described experiencing anxiety and physical symptoms, including panic attacks, that her body was trying to communicate to her before she left her role at Tesla. She emphasized that listening to those internal signals is crucial and that her health immediately improved once she made the decision to leave the toxic environment. For organizations, this highlights that failing to align with and uphold core values will physically and mentally harm employees, particularly those with less privilege, leading to the loss of valuable talent. Courageous Leadership and Psychological Safety are Key to DEI Success: DEI work thrives when leadership models courage and takes a clear stand on inclusion. Kavanaugh, who led the DEI team, noted that when the CEO began making public statements that were antithetical to the work they were doing, it caused deep pain and was the "start of the unravelling" of DEI at the company. This demonstrated that leadership's visible choice of "courage over fear"—especially by those with power and privilege (the "decision calculus" factor)—is necessary to foster a culture where all employees, particularly underrepresented groups, feel safe and valued enough to stay. Retention and Growth is Built on Small, Consistent Acts of Agency (The 5% Approach): The concept of the "Agency Loop" highlights that a healthy professional life is a cycle of authenticity, intentional decision-making, and growth. The key to starting and sustaining this cycle is the "5% more courageous approach," which breaks down intimidating acts of courage into small, manageable steps. For workplace retention, this means that cultural change and a sense of agency aren't just about massive, high-risk confrontations; they are built through everyday choices, such as a manager creating space for honest dialogue or an employee simply dressing in a way that feels authentic to them. These small, consistent actions compound over time to build resilience and a stronger, more authentic leader and employee. Follow Kristen at https://www.courageoverfearbook.com/.

This week, I welcome Shanna Hocking to the podcast to talk about her new research in higher education and what's holding women back in university advancement. You might be surprised that the answer is disturbingly simple. Here are my favorite takeaways: The Crisis in Higher Education Leadership: A shift is needed from a scarcity mindset focused only on fundraising to a focus on leadership and culture as the key to success. The profession is at a crossroads, needing to re-evaluate what has historically worked versus what is needed for the future, especially post-pandemic. Structural Barriers for Women Leaders: Despite being the majority of the advancement profession, women hold fewer than 35% of Chief Advancement Executive roles at top universities. The biggest barrier to success for women in these roles isn't personal inadequacy but organizational structures and systems that weren't built for their success. The Critical Gap in Onboarding and Inclusion: Over 70% of women Chief Advancement Executives report no formal onboarding support (coaching, training, professional development). This lack of intentionality contributes to lasting stress and negatively affects their view of the organization. Furthermore, unconscious biases manifest in subtle ways, such as being excluded from informal, powerful "in-group" conversations. The solution isn't to "blow up" the system but to focus on small, intentional, and consistent acts of inclusion and systems change. Connect with Shanna at hockingleadership.com.

I have to admit, I was nervous to do this interview. I met Ruchika Malhotra by chance years ago, and have been in awe of her work ever since. She is the visionary author behind the new book, Uncompete. Building on her viral conversation about imposter syndrome, Ruchika delves into the core thesis of her latest work: the necessity of rejecting a destructive culture of competition to unlock true, sustainable success. She challenges the ingrained notion that scarcity and cutthroat individualism are the only paths to achievement, arguing instead that collaboration, abundance, radical generosity, inclusion, and solidarity are the keys to professional and personal fulfillment. Ruchika shares powerful insights on how modern, profit-driven systems push us toward fear-based competition—a behavior that fundamentally runs counter to our human need for community and connection. The conversation explores how this cultural "default" impacts everything from the workplace to personal health and even major life decisions like starting a family. Here are my favorite takeaways: Competition is a Short-Term Fix, Collaboration is the Long-Term Strategy: The current societal and corporate default toward competition often stems from a fear-based, scarcity mindset, but this approach only yields short-term gains. True, sustained success comes from moving away from a "winner-take-all" mentality and intentionally fostering environments built on collaboration, where everyone has the opportunity to thrive. Micro-validations matter: Genuine allyship is not a passive title but an active, conscious effort to uplift others, especially those who have been historically overlooked. Ruchika emphasizes that simple "micro-validations" of support, such as personally advocating for someone or giving credit where it's due, can significantly change the trajectory of a person's life and foster meaningful connections. Redefine Success: It's About Connection, Not Capital: When asked to look back on their lives, people's measures of success overwhelmingly center on the time they spent with people they love and the strength of their community, not their financial accumulation. The practice of Uncompete challenges listeners to redefine what success means to them, prioritizing community and well-being over the pressure to constantly compete for money or status. Celebrate Ruchika's new book Uncompete at uncompetebook.com.

Kae Williams is a global software marketing executive on a mission to empower women in their careers through her work and her forthcoming book, Not Made For You. Kae works diligently to raise awareness about bias and hostile work cultures so that every woman will feel supported, respected, and enabled to achieve her full potential. Here are three key takeaways from the conversation about measuring organizational culture: Culture Needs Tangible Metrics, Not Just Talk: Organizations must treat culture like a business outcome, measuring it with the same rigor they apply to revenue and profit. This means looking at metrics such as retention rate and understanding that the main drivers of people leaving are burnout, not feeling supported, and lack of career growth. Focus on the "How," Not Just the "What": Performance reviews and rewards must balance the results an employee achieves with how they achieve them. A high performer who creates a toxic work environment will ultimately cost the company more in lost talent than the revenue they generate. Companies should actively reward behaviors like leading with empathy and being a "culture maker". Support and Train Your Managers: Middle managers are essential to the employee experience, but are often stuck without the right tools. Equipping them with skills like giving constructive, behavior-based feedback and knowing how to coach their teams is vital. Furthermore, organizations must audit workloads to prevent burnout and shift non-promotable tasks to avoid over-burdening women and marginalized employees. Follow Kae at https://www.linkedin.com/in/kaekronthalerwilliams/

This episode features Landon Ashworth, an actor, director, and filmmaker with a background as a pilot and a graduate of Embry-Riddle Aeronautical University. He discusses his personal journey as an autistic individual and the inspiration behind his award-winning new film, Go On. Here are three key takeaways from the discussion: A Journey of Resilience and Reinvention. Landon Ashworth shared that as a child, he was a bullied autistic kid who was advised to try acting classes to mask his autism and learn to fit in. This led to a lifelong background in the arts, even as he pursued his primary dream of becoming an astronaut, which involved flight school, becoming a test pilot, and earning advanced degrees in astrophysics and filmmaking. After repeatedly facing setbacks in his astronaut career due to changing NASA requirements and budget cuts, he turned back to filmmaking. Creating One's Own Opportunities. A casting director advised Ashworth that every A-list celebrity has their own production company, encouraging him to create his own work instead of waiting for opportunities. Initially, his black-and-white interpretation of this advice led him to write, direct, and edit nearly a thousand comedy sketches completely by himself, as he struggled with the social dynamics and unreliability of collaboration. However, his career plateaued until he began to seek advice from showrunners, ultimately leading him on a path of scriptwriting and short filmmaking, culminating in the creation of his feature film. The Power and Purpose of Go On. Ashworth's feature film, Go On, was written in a single 36-hour period as he processed the loss of his young autistic cousin to suicide. The film is his attempt to pay tribute to his cousin and is a story about a person in purgatory wrestling with past trauma and unable to process it, ultimately exploring themes of grief, healing, and the resilience of the human mind. He shared that his ultimate hope is that the film gives people hope, and he has already received messages from three individuals stating that watching the film helped prevent them from taking their own lives. Ashworth is committed to answering every message he receives, seeing his platform as a space for the "underdog".

Chantelle Lewis and Jason Arday, co-authors of the book We See Things They'll Never See, join the show to discuss their work. Arday, a professor of sociology of education at the University of Cambridge, and Lewis, an Andrew W. Mellon Postdoctoral Research Fellow in Black British Studies at Pembroke College, the University of Oxford, delve into how their experiences as Black, neurodivergent academics influenced their book. Together, they share the motivation behind their work, highlighting the importance of challenging societal infringements and advocating for marginalized communities. Here are my favorite takeaways: We discuss the importance of showing compassion and empathy, especially to those who seem to deserve it the least. As Arday states, "sometimes when people least deserve it, that's when they deserve the most compassion". Lewis explains the book's critical look at the workplace, where neurodivergent individuals are sometimes seen as "superhumans" who can produce more for a capitalist system. This creates a system in which their marginalization is used to uphold a system of oppression. "The way we are marginalized can also be used as a way to keep this system in place," Lewis says. Arday and Lewis propose that to improve society, there must be a move away from the current educational model. This includes the abolition of exams, as they are not necessarily correlated with future success or positive academic outcomes. Lewis argues that "we need to stop measuring education outcomes by just test scores." Follow Dr Chantelle Jessica Lewis' research at Pembroke College, University of Oxford, podcast Surviving Society

Nancy Levine Stearns, founder of ImpactDevise, a nonprofit journalism project, discusses the corporate response to the DEI (Diversity, Equity, and Inclusion) backlash. Stearns' project covers DEI initiatives in the private sector, and her reporting on corporate social responsibility has been cited by publications like The New York Times, NBC News, and Forbes. Stearns, a former executive recruiter, began focusing on the DEI space after the "heated" backlash following a recent election. She was initially intrigued by a story about Costco taking a public stance on DEI. This led her to discover that other companies were also standing firm on their commitments. Key Findings from Impactivize Corporate Commitment: Stearns and Impactivise track approximately 400 companies, including publicly traded, private, and large nonprofit organizations, that have made public commitments to DEI. A recent audit found that only two of these companies have completely removed their DEI statements. Stearns believes that a stated commitment is a bold and courageous decision, as it can make a company a target for anti-DEI groups. Shareholder Support: Stearns reports that in 2025, 30 anti-DEI proposals were put forth for shareholder voting at various corporations. Shareholders overwhelmingly rejected these proposals, typically by a margin of 98% to 99% of voting shares. Stearns notes that while shareholder rejection of outside proposals is common, the overwhelming margin of these votes is unusual. The Business Imperative: Stearns states that the primary reason companies are maintaining their DEI initiatives is because they recognize it as a "strategic imperative" and a "business imperative". She cites a statement from Rob Davis, the CEO of Merck, who called diversity and inclusion a strategic imperative. Stearns emphasizes that the data and metrics show that these initiatives positively impact a company's performance and bottom line. Shifting Language: Stearns acknowledges that some companies are changing the language they use to describe their initiatives, perhaps using terms like "belonging and inclusion" or "culture and engagement". However, she notes that adversarial groups, such as the Heritage Foundation, are aware of this change in terminology and still view these efforts as DEI. Consumer Influence: Stearns believes that consumers, particularly younger generations, are a powerful force in this movement. She suggests that consumers are "voting with their wallet" and supporting companies that have strong DEI commitments. This consumer support provides a "strength in numbers" for corporations, reinforcing their commitment. Stearns argues that while the media often focuses on the narrative that DEI is "dead," the data show that it is very much alive and supported by both corporations and consumers. She maintains that the business case for diversity and inclusion is a powerful and objective force, stating, "It's not political, it's not ideological, it's not personal, it's just, it's just business". Follow Nancy's research and reporting at: https://www.impactivize.org/

Developing a strong talent pipeline is no longer just a good idea—it's a business imperative. But how can companies be more proactive and intentional about building the workforce of tomorrow? In this episode, we explore innovative strategies for proactive talent pipeline development. We'll discuss the importance of starting earlier to engage with potential talent long before they're looking for a job, and how to create relationships that last. We'll also break down what it means to be ready for Gen Z, a generation with unique expectations around purpose, flexibility, and communication. Finally, we'll talk about a surprisingly critical factor: sparking the conversation at home. We'll delve into the powerful role parents and guardians play in shaping career choices and how companies can better equip them to be allies in the talent journey. Tune in to learn how to shift from reactive hiring to proactive talent cultivation, building a more resilient and dynamic workforce for the future.

Building an impactful allyship program requires a strategic and thoughtful approach. This video breaks down the key steps to creating a program that goes beyond good intentions and drives real change within your organization. In this episode, I will guide you through the process, covering: Research: How to conduct a needs assessment to understand your organization's unique challenges and where to focus your efforts. Format: The different program structures you can use, from workshops and training modules to mentorship and sponsorship programs. Audience: How to identify and engage the right participants, and why it's crucial to create safe spaces for both allies and members of marginalized groups. Measurement: The key metrics to track to ensure your program is effective and creating a measurable impact on culture and employee well-being. Repeatability: The importance of a long-term strategy for embedding allyship into your company's DNA, so it becomes a sustainable part of your culture, not a one-off initiative. Whether you're an HR leader, a DEI professional, or an employee looking to champion change, this video provides a practical roadmap for building a successful allyship program that fosters a more inclusive and equitable workplace.

Join us for a powerful conversation about building a truly inclusive workplace. In this episode, we're moving beyond buzzwords to discuss the concrete policies and practices that make a difference. We'll dive into the vital role of inclusive caregiving leave policies and how they support all employees, not just parents. We'll also unpack what inclusive hiring practices really look like—from writing unbiased job descriptions to creating a fair and equitable interview process. Finally, we'll explore how to embed inclusion into your company's culture so it's not just a set of rules, but a living, breathing part of your organization's DNA. Tune in to learn how to create an environment where everyone feels they belong and can thrive.

Storytelling is one of the most powerful tools we have to connect with others, and when it comes to allyship, it's essential. In this video, we're diving into the power of allyship storytelling and how sharing your own experiences can create a ripple effect of change. We'll explore why modeling the behavior you want to see is so important, and how showing vulnerability can build trust and open hearts. Discover how sharing your story, not as a hero but as a learner, can inspire others to begin their own journey of allyship. Throughout the video, we'll give you thought prompts to help you reflect on your own story and how you can share it effectively. Get ready to tap into the power of your own voice and become a more impactful ally. Allyship Storytelling Thought Prompts: What was a time you got it wrong and had to learn? What's a moment when you felt uncomfortable but chose to act as an ally anyway? Who are you committed to showing up for? What's a small step you can take today to be a better ally?

"Psychological safety is the belief that one will not be punished or humiliated for speaking up. It's a shared belief that a team is safe for taking interpersonal risks." - Amy C. Edmondson Psychological safety paired with perspective taking is a game changer for hopeful allies in power. In this mini-sode from the new book We Want You: An Allyship Guide for People with Power, I talk about the importance of separating intentions versus impact, asking open-ended questions that start with "what" or "how," and extending grace to yourself and others.

Allyship is about showing up, even when it is hard. It's about progress over perfection.  The ally journey begins with understanding your role - as a mentor, sponsor, advocate, coach, or challenger. It is a choose your own adventure approach. It starts with knowing what your allyship vision is and noticing and validating the experiences of others different from yourself.

This episode reveals the crucial "What's In It For Me" (WIIFM) for allies, moving beyond performative actions to genuine, sustained allyship.  Discover the compelling human and business cases for inclusion: from increased happiness and longevity to significant boosts in profitability (up to 39% higher) and innovation (up to 19% higher revenue). Learn how Gen Z's expectations make inclusion non-negotiable for future leaders. This chapter provides tools to identify your unique strengths and embrace allyship as a vital leadership quality.

Inspired by Audre Lorde's powerful words, this episode explores how we can leverage our inherent power for good. Bernadette Smith's journey for LGBTQ+ marriage equality highlights how allies with power can fundamentally shift systems. We reveal why power often feels invisible to those who hold it, and how underestimating our own influence hinders allyship. Discover the critical distinction between "power over" and "power with," advocating for a collaborative approach where power is shared, not hoarded. This episode challenges you to recognize your unique sources of power, align them with your values, and use them to create a more equitable and inclusive environment for everyone.

This episode dives into the real, often uncomfortable, fears that can hold people with power back from being allies. We confront common misperceptions, like the "zero-sum game" mentality, and the anxieties around status, relevance, and making mistakes in the workplace. Through compelling stories and expert insights, we'll expose why inclusion work can be imperfect, yet crucial. Learn to transform these fears into fuel, embracing vulnerability, curiosity, and the courage to challenge the status quo. Discover how active allyship isn't about being perfect, but about taking intentional, consistent action for a more equitable workplace for all.

Ever feel like you're on autopilot, navigating work without seeing its underlying systems? Like fish unaware of water, we often miss the crucial "water" of our workplace environment. This podcast invites you to consciously see this water and understand how others experience it differently. We'll explore how diversity, inclusion, and equity are vital for a thriving workplace. Discover allyship as intentional actions leveraging your power for good, transforming your impact and organization. Learn from experts about true allyship and its business imperative in our increasingly diverse world. This is your official invitation to become an active ally. Whether you're a seasoned leader or just curious, we'll provide practical tools for individual, team, and organizational allyship. Dive in to gain new perspectives and help create better waters for everyone at work. Ready to start your allyship journey?

This podcast episode features Sarah Kernion, a writer, podcast host of "The Inchstones Podcast," and mother of two profoundly autistic, nonspeaking children. Kernion advocates for a new conversation around profound autism, focusing on neurobiological barriers and redefining advocacy to prioritize presence, effort, and dignity over milestone achievements. She emphasizes the urgent need for distinct, research-grounded discussions on profound autism, particularly regarding the disproportionate caregiving burden on mothers and its impact on their careers. Key Takeaways: Redefining Profound Autism Advocacy: Sarah Kernion champions a shift in the conversation surrounding profound autism. She highlights the need to focus on neurobiological barriers like apraxia, dyspraxia, and sensory processing disorder, advocating for research urgency, scientific rigor, and a civil rights reframing to include profoundly autistic individuals often overlooked in mainstream neurodiversity discussions. Her work redefines advocacy around presence, effort, and dignity rather than traditional milestone achievements. The Power of Maternal Intuition and Shared Stories: Kernion stresses the importance of a mother's primal intuition as a crucial "data point" in understanding and advocating for their children with profound autism. She encourages mothers to trust this inner knowing and use it to inform care and support. The conversation also underscores the power of one-on-one connections and shared stories among caregivers and within professional settings to foster understanding, reduce isolation, and build psychological safety. Addressing the Caregiving Burden and Workplace Impact: The podcast sheds light on the immense and often unsustainable caregiving demands placed on mothers of profoundly autistic children. This burden frequently leads to career plateaus or plummeting for women, highlighting a systemic problem where workplaces are not adequately set up to support these caregivers. Kernion suggests that leaders sharing their own experiences with caregiving can foster a more inclusive and understanding environment, ultimately benefiting both employees and companies. Learn more at https://saturdaysstory.com/. 

Are you tired of diversity, equity, and inclusion (DEI) initiatives that feel like lip service? In this powerful episode, we sit down with Melissa Ng Goldner, Head of Strategy at Coqual, to uncover how leading organizations are moving past performative DEI to create truly equitable and thriving workplaces. Melissa, a daughter of Chinese immigrants, brings a unique perspective on intersectionality, combining cultural insight, data fluency, and bold storytelling to drive real business outcomes. Discover how organizations are navigating the current landscape, operationalizing fairness, and redesigning power structures to future-proof their talent strategies. If you're a leader wrestling with how to embed DEI into the very fabric of your organization, or simply curious about what "precision allyship" truly means, this episode is a must-listen! 3 Key Takeaways: DEI is Embedding, Not Bolting On: Learn why successful DEI initiatives are deeply integrated into an organization's DNA—from hiring and performance reviews to decision-making processes—making them incredibly difficult to unravel. Melissa explains that what's being "washed away" are the initiatives that were simply "bolted on" as easy-to-remove add-ons. The Power of Proactive Measurement: Move beyond lagging indicators like hiring and promotion rates. Discover the importance of measuring "smoke signals" like psychological safety as a proactive way to identify issues and ensure a culture where dissent is supported and difficult conversations can thrive. Context is King: Tailoring DEI for Global Success: The "one-size-fits-all" approach to DEI is outdated. Melissa emphasizes the critical need for global organizations to move away from generic strategies and instead lean into local context, culture, and nuances, recognizing that "belonging is going to look different in London, Lagos, and Louisville." Learn more at https://coqual.org/ 

Katy Milkman is the James G. Dinan Professor at the Wharton School, the host of Charles Schwab's Choiceology podcast, and co-directs the Behavior Change for Good Initiative. Sophia Pink is a PhD student at the Wharton School studying decision-making and behavior change. They join Julie Kratz on the Allyship in Action podcast to discuss their new research on the gender gap in competition. They highlight that women are, on average, less likely to enter competitions (like applying for jobs or promotions) than equally qualified men, a phenomenon observed across many decades and countries, even at the top of the labor market. Key takeaways form this conversation: The Persistent Gender Gap in Competitive Environments and Its Consequences: The discussion begins by establishing the well-documented phenomenon that women, on average, are less likely to enter competitions (like applying for jobs or promotions) than equally qualified men. The speakers emphasize that while this reluctance is not inherently negative in all contexts, it can significantly disadvantage women in crucial career advancement opportunities, particularly for leadership roles that often require navigating multiple competitive stages. This theme highlights the problem and its potential impact on gender equity in the workplace. Leveraging Psychological Insights for Intervention: The Power of Stereotype Reactance: The central focus of the new research is the innovative application of "stereotype reactance" as a potential solution. The researchers hypothesized and found that informing women about the existing gender gap in competition could paradoxically increase their likelihood of applying for jobs. This is attributed to women's potential desire to resist conforming to negative stereotypes and a motivation to take action against the observed inequality. This theme underscores the use of behavioral science principles to design effective interventions for addressing the gender gap. Systemic and Just-in-Time Approaches for Organizational Change: The conversation moves beyond individual behavior change to discuss broader organizational strategies. Recommendations include implementing "default" mechanisms where individuals are automatically considered for opportunities unless they opt out, and providing timely reminders or prompts at the point of decision-making. The speakers emphasize that while long-term cultural shifts are challenging, these more immediate, systemic adjustments and "just-in-time" interventions can create a more equitable playing field by mitigating the impact of confidence barriers and internalized norms. This theme focuses on practical, actionable steps organizations can take to address the competition gap and promote gender equity. Actionable Allyship Takeaway: When you see a woman hesitating to pursue an opportunity for which she is qualified, gently remind her of the gender competition gap by saying something like, "Hey, men tend to apply for this, don't let gender stereotypes hold you back," to encourage her to take the chance . Check out their research at: https://pubsonline.informs.org/doi/10.1287/orsc.2024.19563

This episode of the Allyship in Action Podcast with Julie Kratz features Charlene Polite Corley, Nielsen's VP of Diverse Insights and Partnerships, and Stacie De Armas, Senior Vice President of Diverse Intelligence & Initiatives at Nielsen. Together we discuss the long-term value of diversity for businesses, emphasizing that engaging historically excluded consumers is crucial for growth and brand loyalty. Stacie and Charlene highlight that while people can be "trickier" than money, diversifying your workforce and your approach to consumers is as important as diversifying your financial portfolio.   Some key takeaways from this conversation: Diversity is a significant driver of business growth and ROI: Engaging with historically excluded consumer groups is essential for long-term business growth as they represent untapped markets and offer greater potential for building brand loyalty and achieving higher returns on marketing investment. Understanding nuanced cultural and consumption habits is crucial for effective marketing: A "copy-paste" approach to marketing is ineffective. Brands need to develop a deeper understanding of the media consumption habits and cultural nuances of diverse audiences to connect authentically and build lasting relationships. Data shows, for example, that Black, Hispanic, and Asian audiences spend significantly more time online. Centering diverse narratives benefits everyone and creates broader cultural impact: Focusing on representing specific communities authentically in content and advertising doesn't exclude other groups. Instead, it provides "windows" into different experiences, enriching everyone's understanding and often leading to broader cultural trends and significant financial success, as seen in sports and film.   Actionable Allyship Takeaway: Organizations and individuals should actively lean into fear and commit to an inclusive data strategy, continually seeking to understand and meet diverse consumers where they are, knowing that it's both the right thing to do and a smart business decision that drives growth and loyalty, regardless of external pressures.     Learn more about Charlene Polite Corley and Stacie De Armas and their research at:  https://www.nielsen.com/insights/2025/connecting-black-america/ https://www.nielsen.com/news-center/2025/nielsen-report-asian-american-audiences-are-reshaping-sports-digital-media-and-beauty-trends/ https://www.nielsen.com/about-us/business-inclusion-impact-belonging/hispanic/

Keivan Stassun is the Director of the Frist Center for Autism & Innovation at Vanderbilt University. He joins this week's Allyship in Action Podcast epidsode to unpack how to get the full ROI when appropriately practicing neuroinclusion. Key Takeaways Neurodiversity drives innovation and strengthens teams: Keivan's experience in astrophysics, particularly the groundbreaking discovery made by his neurodiverse team, powerfully illustrates how embracing different cognitive styles leads to novel problem-solving and enhanced outcomes. Clear communication, beneficial for everyone, becomes essential in neurodiverse teams, ultimately making the entire team more effective.   Support for autistic individuals needs to extend into adulthood: While significant progress has been made in early intervention for autism, there's a critical need for increased focus and investment in supporting autistic adults in higher education and the workforce. This includes providing appropriate accommodations, fostering inclusive environments, and recognizing the unique strengths and contributions of this community. Creating inclusive opportunities benefits both individuals and organizations: Models like The Precisionists Inc. (TPI) demonstrate that tailored support and understanding of neurodivergent needs can lead to high-quality work, increased employee loyalty, and reduced errors. By shifting perspectives and implementing practical accommodations, businesses can tap into a valuable talent pool and achieve tangible benefits. Key Quotes "I'm absolutely convinced that new discoveries and innovations happen because the team invited and included and supported the full diversity of thought."  "There has been so much less investment has been autistic people who are over 18 years old where people spend the majority of their lives in adulthood."  Actionable Allyship Takeaway: Recognize and actively leverage the unique strengths and talents of neurodiverse individuals while also providing necessary support and accommodations. Keivan emphasizes that focusing on both the support needs and the strengths of autistic individuals is crucial. He provides examples of how companies can benefit from the talents of neurodiverse employees (e.g., employee loyalty, attention to detail)  while also highlighting the importance of providing appropriate accommodations to ensure their success. Find Keivan at https://my.vanderbilt.edu/kstassun/ and find Julie at https://www.nextpivotpoint.com/ 

Emily Kasriel is the author of Deep Listening: Transform your relationships with family, friends and foes. She joins the Allyship in Action Podcast this week to share insightful perspectives and practical tips on deep listening. Key takeaways from the conversation: Deep listening goes beyond active listening. It's not just about repeating or paraphrasing, but about being truly present, understanding the emotions and underlying messages, and reflecting those back with humility. Self-awareness is crucial. Recognizing our own biases and "shadows" allows us to listen more openly to others. Silence is a powerful tool. Creating space in conversations allows for deeper reflection, creativity, and can shift power dynamics. Curiosity is key. Approaching conversations with a genuine desire to learn and understand, rather than to debate or convince, fosters connection. Asking about the origins of someone's beliefs can be particularly helpful. Listening doesn't equal agreement. It's important to remember that understanding someone's perspective doesn't mean you endorse it. Connecting with those who hold different views can be transformative. It can combat loneliness and foster social cohesion by recognizing our shared humanity. Actionable Allyship Takeaway: Cultivate curiosity and seek to understand the origins of others' beliefs, especially those different from your own. Emily emphasizes the importance of asking "what in your life experience has led you to feel what you do?" when engaging with someone who holds differing views. She explains that this approach can foster connection and understanding, even in the face of disagreement, by humanizing the other person's perspective and providing context. For those interested in learning more, Emily's book, "Deep Listening: Transform your relationships with family, friends and foes," is available for preorder and will be released in the US on June 24th. You can also connect with her on LinkedIn and explore her website, https://www.emilykasriel.com/ , for more information on her work. Find Julie at https://www.nextpivotpoint.com/ 

Chéla Gage returns to talk about her new non-profit 1,000,000 Fosters. She shares her journey and the impact she hopes to create in this week's episode. Chéla's journey to launching her nonprofit to support adults who have experienced foster care as youth. This initiative aims to provide transformative life and career coaching, foster personal growth and independence, and build a strong community for former foster youth. Chéla's personal experience growing up in foster care fuels her passion for this work, and she envisions the organization as a supportive network, similar to a fraternity or sorority, connecting individuals with resources and opportunities. The goal of 1,000,000 Fosters is to empower former foster youth by leveraging their inherent resilience and providing mentorship and guidance. Chéla emphasizes the unique strengths developed through the foster care experience, such as independence, resilience, and adaptability. She plans to create masterclasses led by her network of professionals to offer support in areas like resume writing, storytelling, and navigating adulthood. Ultimately, she hopes to connect this talent pool with corporate sponsors, recognizing the valuable skills and perspectives these individuals bring to the workforce. Chéla was inspired to start 1,000,000 Fosters by her desire to make a significant impact and by the powerful stories of connection and empowerment within the foster care community. A pivotal moment was an early podcast interview where a guest expressed the profound impact of sharing his story. This reinforced her belief in the importance of providing a platform for these voices and creating a sense of belonging. Despite the challenges of starting a nonprofit, including navigating the 501(c)(3) process, her determination and the encouragement from her advisors propelled her forward to create this much-needed support system. Actionable Allyship Takeaway: Actively seek out and support the talent within underserved communities. Chéla envisions creating a talent database to connect employers with individuals who have experienced foster care, highlighting the unique strengths and resilience of this group. Chéla puts out a call to action for businesses and organizations to become allies by tapping into the potential of often-overlooked populations. You can find Chéla and learn more about 1 Million Fosters online here: https://www.1millionfosters.com/ and you can find Julie Kratz at https://www.nextpivotpoint.com/

This week on the Allyship in Action Podcast, Julie Kratz is joined by Sona Khosla, Chief Impact Officer at Benevity. Inclusion is about having courage to keep doing good when it feels like the world's spinning the other way. And that's exactly what Sona and Julie dove into this week – this idea that even when the news is full of noise and doubt, there's a powerful current of good still flowing, quietly and persistently. It's about finding that inner strength, that "baked-in cake" resilience, and reminding ourselves that this work, this striving for inclusion and impact, it's not a trend, it's our DNA.  Key takeaways from this conversation: The Quiet Persistence of Impact: Despite the noise and pushback, many companies are quietly increasing their investments in CSR and DEI initiatives, recognizing the long-term value and employee expectations.   Data-Driven Advocacy: The importance of leveraging data and metrics to demonstrate the ROI of inclusion and impact initiatives, moving beyond emotional appeals to tangible business benefits. The Long Game of Legacy: Focusing on the enduring impact and legacy of leadership, rather than short-term reactions to current pressures, emphasizing that this work is about long-term human connection and value. The Power of Small, Consistent Actions: Emphasizing that even small, consistent actions, like internal communication and employee listening sessions, can make a significant difference in maintaining a sense of belonging and commitment. Generational Values Driving Change: Highlighting the influence of millennials and Gen Z in shaping workplace values and consumer expectations, reinforcing that inclusion is not a passing trend but a fundamental shift. Insightful Quotes: "It's just how it is, the nature of progress, we will progress, we'll take steps back, but we will progress. I fundamentally believe that resistance is a part of progress." "What's the risk of inaction and what do I know for sure that will be enduring?" "When you design your systems for all like you benefit all." "Employees want to hear the commitment right now."  Actionable Allyship Takeaway: Start a conversation. Even if your company seems quiet on DEI, initiate a lunch-and-learn or team discussion about the data and trends shared in Sona's research. Talking about it, even in a small group, reinforces that these values matter and builds a sense of community. You can find Sona and check out her following resources: Sona's LinkedIn: https://www.linkedin.com/in/sonakhosla/ Benevity's research: https://benevity.com/impactlabs Benevity's resource hub: http://benevity.com/leadwithpurpose The Executive CSR report: https://benevity.com/the-executive-csr-report Find Julie at https://www.nextpivotpoint.com/   

Dr. Poornima Luthra is a professor at the Coopenhagen School of Business. She joins the Allyship in Action Podcast to discuss how to turn fear into fuel for positive change. We discuss what she calls "stealth mode DEI," and how to navigate these polarizing times from a global perspective. Key takeaways from our conversation: The Global Perspective on DEI: While the US experiences a significant backlash, other parts of the world, particularly Europe, are continuing and even deepening their DEI efforts. Companies are finding ways to maintain progress, even when their US counterparts are pulling back. Stealth Mode and Systemic Change: Many organizations are quietly continuing their DEI work, focusing on embedding inclusive practices into their core systems, such as hiring, promotion, and performance management. This "stealth mode" allows them to avoid public scrutiny while still making tangible progress. Addressing the Moveable Middle: The majority of people are in the "moveable middle," meaning they are persuadable and open to DEI initiatives. The challenge is to engage and educate this group, rather than focusing solely on the vocal detractors. The Role of Fear and Backlash: Fear is a driving force behind the backlash against DEI. Understanding and addressing these fears is crucial for building bridges and fostering inclusive environments. Reframing the Narrative: The way DEI is presented can significantly impact public perception. Reframing negative narratives and highlighting positive progress can help shift the conversation. Actionable Allyship Takeaway: Embrace the concept of "realistic optimism." Acknowledge the challenges while maintaining a belief in the possibility of positive change. Focus on actionable steps you and your organization can take to advance DEI, even in a challenging environment. Insightful Quotes "It's also time for us to hold the mirror up to ourselves. And to say, well, how can we do this better? Can we hold ourselves? How can we bridge the gap? Because there's such a divide right now, it almost feels like there's this valley in between. And how do we try and bridge that?" "You know, prior to January 20th, he was quite sceptical about DI efforts and what it means for someone like him. He's a white. What does it mean for me? But now seeing what has happened and unfolded in the US and how far the pendulum has swung the other way, and how extreme the reactions have been, or the actions that have been taken, he finds himself. Actually defending dei." "These are the practices that enable that to happen so you know. I had a leader yesterday who came up to me and said, you know, people in his. Are. Saying we really need to base our decisions. On merit and. And he said, how do I address this? And I said, well, why don't you just ask them, what would it take to create a system? A hiring process, for example. That is based on merit. Would that look? What would they put into? What measures would they put into place? Quite likely it's going to be the things that we just talked about. And yes, those are the practices of DI." "And a lot of it comes down to the. Human emotion of fear. Right. And you know, you think about how many people feel overwhelmed right now. Feel uncomfortable where they feel anxiety, where they're feeling worried, panicky, insecure." "But it also really got me thinking that even in a household like mine, where these are topics of conversation constantly, the kids know how I feel about. Glad he felt safe. Now to be able to see it and then engage with me on it, I do appreciate that. But there's so much social conditioning around this, right?" Find Dr. Poornima Luthra at https://poornimaluthra.com/ and find Julie Kratz at https://www.nextpivotpoint.com/ 

Brian K. Reaves is the EVP and Chief Belonging, Equity, and Impact Officer of UKG, where he leads the company's global belonging, equity, and impact program, expanding existing initiatives while working to strengthen a culture built on trust, fairness, and equality, so every U Krewer can thrive in every stage of their career.  In this episode of the Allyship in Action podcast, we dive deep into the power of employee resource groups (ERGs) and how they're not just a "nice to have," but a "must-have" for any company serious about thriving. Brian's work at UKG shows us the power of inclusion work and ERGs on business impact. Here are the key takeaways from our conversation: The Superpower of Unique Experiences: Brian emphasized that everyone's unique lived experience is a superpower. ERGs are spaces where these superpowers can be shared, celebrated, and leveraged for innovation and growth. It's like having a room full of superheroes with different powers, but they all work together to save the day!   Intergenerational Collaboration is Key: The "RISE" ERG at UKG highlights the importance of intergenerational collaboration. It's about breaking down the silos and creating spaces where different generations can learn from each other. Like Brian said, it's about being the "cool mom" or "cool dad" by understanding and connecting with the younger generation.   ERGs Drive Business Impact: Brian shared compelling data from Great Place to Work and UKG's own research that shows ERGs drive higher engagement, retention, and innovation. They're not just feel-good initiatives; they're smart business strategies.   Allyship Through Understanding: Brian advocates for joining ERGs that are outside one's immediate experience to foster understanding and allyship. It's about stepping outside your comfort zone and learning from others' perspectives. As he put it, "The power will come when you join the one you have least affinity to." ERGs as Proxies for Customer Base: Employee resource groups can act as a direct line to your customer base. They can provide honest feedback and insights into accessibility and market demographics that might otherwise be missed. Actionable Allyship Takeaway: If you're a leader, take the leap and become an executive sponsor for an ERG. And if you're an employee, consider joining an ERG that stretches you beyond your comfort zone. You'll be amazed at what you learn and how much you grow. Insightful Quotes: "That uniqueness is our superpower." "The power will come when you join the one you have least affinity to." "It's about creating spaces where everyone feels seen, heard, and valued – like finding your tribe in the middle of a corporate jungle." "We can't live everyone's life, but we certainly can have empathy and listen to someone else." "These people will tell you the truth. And if you include them in the story, they'll continue to be more engaged." You can find the UKG ERG Playbook that Brian referenced online here, and you can find Julie Kratz at https://www.nextpivotpoint.com/ 

Katryn Wright, a behavioral science expert, joins this week's episode of the Allyship in Action Podcast to share some fascinating insights. She reminds us that changing the world isn't about grand gestures, but those tiny, actionable tweaks in our everyday moments. Here are the key themes we explored: Behavioral Science as a Practical Tool: Moving beyond abstract concepts to understand why people behave the way they do and how to create tangible change in organizational settings. Specificity Over Ambiguity: Ditching the "woolly and fluffy" notions of culture for concrete, measurable behaviors in everyday processes like hiring, performance reviews, and team meetings. The Power of "Just-in-Time" Interventions: Delivering the right message, from the right messenger, to the right people, at the right moment, to maximize impact and mitigate bias. Data-Driven Decision Making: Using data to pinpoint specific areas for improvement and track the effectiveness of interventions, rather than relying on generalized assumptions. The Critical Role of Middle Managers: Recognizing the significant influence of middle managers in shaping employee experiences and the need to equip them with inclusive mindsets. Actionable Allyship Takeaway: Identify one specific process or moment within your organization where you suspect inclusivity could be improved. Then, break down the behaviors involved and design a "just-in-time" intervention – a quick, targeted nudge – to encourage more inclusive actions. Remember, it's about boringly specificity and practical steps, not grand gestures. Insightful Quotes: "Culture is the result of the behaviors that people around US display all the time." "If we can get the right message, the right messenger to the right people at the right time, we can have these really outsized effects." "Really figure out what's the problem that you're trying to solve for, and and to be that sounds like an obvious thing to say, but to be as behaviourally specific about that as possible." "These little nudges, though, add up. People notice like, oh, wow, like that promotion. Like, decision felt different." Find Katryn Wright at http://www.morethannow.co.uk/ and on Linkedin. Find Julie Kratz at https://www.nextpivotpoint.com/. 

Siri Chilazi, co-author of the brilliant new book, "Make Work Fair," joins us this week on the Allyship in Action podcast to translate academic research into simple, actionable steps leaders can take. We tackled the "myth of meritocracy," the power of norms, and how to actually embed fairness into our workplaces, not just talk about it. It's not just about changing systems, it's also about changing behavior. Here are the key themes we explored: The Myth of Meritocracy: We debunked the idea that hard work automatically equals success, highlighting how biases creep into decisions, even when we think we're being fair. As Siri pointed out, "the world has never actually seen a meritocracy in action yet, and it's the state of the world that we have to create going forward." Systems vs. Individual Actions: We delved into the paradox of DEI work, recognizing that both systemic changes and individual actions are crucial. It's not an either-or situation; it's a "both-and." As Siri put it, "systems change is really the thing that works," but it can happen "in both top down ways" and "bottom up ways." The Power of Norms: We discussed how norms, or "how we do things around here," significantly influence behavior. Even when people hold virtuous intentions, the perceived norms can sway their actions. Small, everyday moments can either reinforce or shift these norms. Leadership and Modeling: We emphasized the importance of leaders modeling inclusive behaviors. Their actions, whether positional or influential, have a ripple effect on the entire organization. "They absolutely are demonstrably more influential at helping to shape norms and change culture for the organization," Siri noted. Making Fairness Count: We explored practical ways to embed fairness into systems, particularly performance evaluations, by using data, structured processes, and clear, actionable feedback. Actionable Takeaway: Start small by focusing on micro-behaviors. Pay attention to the everyday moments in meetings, feedback sessions, and team interactions. Ask yourself, "Am I contributing to a fair and inclusive environment?" and "What small tweak can I make today?" Remember, change happens one moment at a time. Insightful Quotes: "The world has never actually seen a meritocracy in action yet, and it's the state of the world that we have to create going forward." "Systems change is really the thing that works." "They absolutely are demonstrably more influential at helping to shape norms and change culture for the organization." "There's actually no evidence to suggest that we can fundamentally debias human brains. We can debias our decisions and our behaviors." You can find Siri Chilazi at https://sirichilazi.com/ and find Julie Kratz at https://www.nextpivotpoint.com/ 

On this episode of the Allyship in Action podcast, Julie Kratz is joined by Dr. Angela Kingdon, Autistic Advocate and host of The Autistic Culture Podcast. Dr. Kingdon shares how life can throw you a curveball – like finding out you're autistic at 39! Angela's journey is a testament to the power of self-discovery and the importance of understanding neurodiversity. She's not just talking about labels; she's talking about culture, empathy, and making room for everyone's unique "weirdness." And let's be honest, who isn't a little weird in their own special way? It's about celebrating those differences. Here are the key themes explored on this episode: The Double Empathy Problem: It's not that autistic people lack empathy; it's that neurotypical and autistic individuals operate within different cultural frameworks. Understanding this cultural difference is key to bridging communication gaps. It's like learning the shower habits of your mother-in-law – it's about cultural awareness, not judgment. Rebranding Autism: The outdated "Rain Man" stereotype has done a disservice to the autistic community. It's time to shift the narrative and recognize the diverse spectrum of autistic experiences. It's time to throw out the old script and write a new one, where everyone gets a starring role. Support Needs vs. Labels: Focusing on individual support needs rather than rigid labels fosters a more inclusive and understanding environment. It's not about "how bad" someone's autism is; it's about "what do they need right now?" It's like asking for a ride when you break your ankle – it's about practical support, not categorization. Self-Advocacy and Accommodations: Understanding your sensory profile and advocating for your needs is crucial for autistic individuals. Small accommodations, like moving water bottles or adjusting lighting, can make a significant difference. It's about knowing your "meat body" and making the world a little more comfortable, one adjustment at a time. Special Interests and Connection: Asking about someone's special interests is a powerful way to connect with autistic individuals. It's like unlocking a treasure trove of passion and knowledge. It's about finding common ground in the things that light us up, whether it's wreck-it Ralph or German tanks. Actionable Allyship Takeaway: Start practicing "spin bonding." Instead of asking "how are you?" which can be challenging for autistic individuals, ask about their special interests. "What are you researching right now?" or "Tell me about your hobbies" are great conversation starters. This simple shift can foster deeper connections and create a more inclusive environment. Quotes: "Autism needs a better PR department like we have some messaging problems."  "It's a double empathy problem. Not autistic people don't have empathy, so we have plenty of empathy. We might even have more than you. We have to understand and respect each other's cultures enough to know this person has empathy. Just looks different than mine."  "Just making room for more differences. Makes the world just. More magical, like so many surprise."  "If a label makes you happy you should use it."  Find Dr. Angela Kingdon at http://www.autisticculturepodcast.com/ and find Julie Kratz at https://www.nextpivotpoint.com/

The broken rung. It's that invisible hurdle, that subtle yet persistent barrier that keeps so many talented women from climbing the ladder. Think of it like trying to run a race with a shoelace tied to your ankle – you can still move, but you're definitely not at your full speed. Today, we're diving deep with Lareina Yee, a powerhouse from McKinsey Global Institute, and co-author of "The Broken Rung. Wrong. When the career ladder breaks for women and how they can succeed in spite of it." Lareina's is here to shed light on the strategies that can help us navigate this tricky terrain, reminding us that we're not alone in this journey. Let's unravel the hidden ingredients, the superhero tactics, and the research-backed strategies that can help us all succeed, even when the ladder feels a little… wobbly. Key Themes: The Persistent Broken Rung: The core issue starts at the entry-level promotion, where women are significantly less likely to advance than men, creating a ripple effect throughout their careers. Experience Capital: 50% of a woman's lifetime earnings come from on-the-job learning, highlighting the importance of strategic career moves and seeking out roles that build valuable experience. The Power Alley (P&L Roles): Securing profit and loss roles is crucial for career advancement, as they provide essential business acumen and are often a stepping stone to leadership positions. Strategic Risk-Taking (Big, Bold Moves): Embracing opportunities with significant skill distance can lead to substantial career growth and personal development. The Importance of Allies: Men and women both play critical roles in dismantling systemic barriers. Men in power can be particularly effective allies by providing mentorship, sponsorship, and active support. Actionable Takeaway: Be your own advocate and seek out experience capital. Don't wait for opportunities to come to you. Actively pursue roles that challenge you and build your skills, especially in areas like P&L and technology. Take the initiative to learn new technologies like AI and refashion your role. Learn more about Lareina Yee at McKinsey and Julie Kratz at nextpivotpoint.com

Imagine stepping into a room, feeling like you're the only one wearing a different uniform. That's the "other" feeling, isn't it? It's a feeling I know well, and it's something Daniela Pierre Bravo explores with such raw honesty and grace. Like many of us, Daniela's journey is a tapestry of "firsts," resilience, and a whole lot of grit, woven together with the threads of her immigrant experience.  She reminds us that being "the other" isn't a weakness; it's a superpower. It sharpens our emotional intelligence, compels us to be resourceful, and forces us to see opportunities where others might see obstacles. Daniela's story, from her Greyhound bus odyssey to her pivotal moments with Mika Brzezinski, is a testament to the power of strategic vulnerability and the importance of finding your voice. She reminds us that sometimes, the biggest leaps in our careers come from the smallest acts of courage, like brewing the perfect cup of coffee or daring to pitch an idea on a plane. Key takeaways from our conversation: Embrace the "Other" as a Superpower: Daniela highlights how being from a marginalized background can enhance your emotional intelligence and ability to read people, turning potential weaknesses into strengths. Strategic Proactivity over Reactivity: In a climate where DEI efforts are being challenged, it's crucial to move beyond simply doing the work. Take inventory of your stakeholders, identify potential career sponsors, and proactively seek opportunities to advance. The Power of Sponsorship and Mentorship: Daniela's relationship with Mika Brzezinski underscores the transformative impact of having a sponsor who believes in your potential and advocates for you in rooms you're not in. Intentional Relationship Building: From perfecting Mika's coffee order to strategically pitching an idea on a plane, Daniela demonstrates the importance of building genuine relationships and finding ways to add value to others. Community and Connection: Daniela emphasizes the importance of finding community, especially for those from marginalized groups. Her work with her "Exceso Community" highlights the power of shared experiences and collective support. Actionable Allyship Takeaway: Take a moment to map out your professional landscape. Identify three key stakeholders in your organization who could potentially be allies or sponsors. Consider how you can add value to their work and strategically build relationships with them. Remember, it's about mutual benefit and shared success. Find Daniela at https://www.danielapierrebravo.com/ and Julie Kratz at https://www.nextpivotpoint.com/ and on LinkedIn.

International Transgender Day of Visibility is celebrated annually on March 31 to celebrate the accomplishments and visibility of transgender people while raising awareness of discrimination faced by transgender people worldwide. This day is an opportunity to recognize the resilience and strength of transgender individuals and advocate for their equal rights and opportunities. My guest on today's episode of the Allyship in Action Podcast, Josephine Guckiean, a transgender woman and leader at Deloitte shares with us tools to be an ally year-round to the transgender community: The Power of Visibility: Josephine's story highlights the critical importance of being seen and heard, especially for marginalized communities. Visibility is not just about existing; it's about claiming space and asserting one's right to authenticity. Allyship as Action: True allyship goes beyond passive acceptance. It involves active intervention, speaking up against injustice, and amplifying the voices of those who are often silenced. The Impact of Societal Norms: The conversation reveals how deeply ingrained societal norms can shape individual experiences, leading to isolation, depression, and even violence. Challenging these norms requires courage and collective effort. The Importance of Education and Understanding: Many misconceptions about the transgender community stem from a lack of knowledge. Education and open dialogue are essential tools for breaking down barriers and fostering empathy. Humanity's Shared Experience: Despite our differences, we are united by our shared humanity. Recognizing this common thread is crucial for building a more inclusive and compassionate world. Actionable Allyship Takeaway: Be an active ally. If you witness or hear something that perpetuates harmful stereotypes or discrimination against the transgender community, speak up. Your voice matters, and it can make a real difference. Favorite quote: "Allyship is the foundation of our community. Because allies are in. We're not in. Allies are at table speaking our names when we're not there. Allies are defending us. When it matters." Find Josephine on LinkedIn and Julie Kratz at https://www.nextpivotpoint.com/ and on LinkedIn.

This week's episode features Josh Millet, the founder and CEO of Criteria. We dove deep into the world of evidence-based hiring, exploring how to make objective talent decisions that not only reduce bias but also drive better business outcomes. Josh shared some powerful insights about the common pitfalls in hiring, the importance of focusing on "strong signals" rather than "weak signals," and how to create a more equitable and transparent hiring process. It's like trying to bake a cake with a recipe written in a different language – you might have all the ingredients, but you're missing the key instructions. We talked about how traditional hiring practices, like relying heavily on resumes and unstructured interviews, can inadvertently perpetuate bias and limit our talent pool. Josh's expertise really shines a light on how we can move beyond these outdated methods and embrace a more scientific approach to talent acquisition. Plus, we even touched on the tricky topic of DEI and how, regardless of your stance, everyone can agree that reducing bias is a win-win. So, grab your favorite beverage, settle in, and let's explore how we can build a workforce that's not only diverse but also incredibly successful. Here are the key takeaways from our conversation: Beyond the Resume: Traditional hiring methods often rely on "weak signals" like education and years of experience, which aren't always the best predictors of job performance. Josh advocates for focusing on "strong signals," such as cognitive ability, personality traits, and the ability to learn, which are more closely linked to success. The Interview Trap: Unstructured interviews are rife with bias. Josh shared that almost 50% of people make up their mind about a candidate in the first five minutes! He emphasizes the importance of structured interviews with standardized questions and scoring to ensure a more objective evaluation. Assessments with Intention: Assessments can be powerful tools for measuring potential and reducing bias, but they need to be used thoughtfully. Josh highlighted the importance of explaining the purpose of assessments to candidates, providing feedback, and offering accommodations when needed. He also discussed innovative formats like game-based assessments to improve the candidate experience. DEI Reimagined: Regardless of your personal feelings about DEI, reducing bias in hiring is something everyone can agree on. Josh pointed out the clear ROI of diverse teams, including increased profitability, innovation, and creativity. He also emphasized that diversity encompasses much more than just race and gender, including age, socioeconomic status, disabilities, and veteran status. Transparency is Key: Candidates, especially Gen Z, value transparency in the hiring process. They want to know how they're being evaluated and appreciate equitable treatment. Open communication and feedback mechanisms can significantly improve the candidate experience. Actionable Allyship Takeaway: Review your current hiring process and identify at least one area where you can incorporate more objective, evidence-based practices. Maybe it's structuring your interviews, rethinking your assessment strategy, or simply being more mindful of the language you use in job descriptions. Insightful Quotes: "So much to unpack in there. I hadn't thought about Big Ten bias, but I think I'm going to look at that one." - Josh Millet  "You're not going to remove all the bias and subjectivity from your process. And we don't think that, any kind of tool should, should try to do that or should purport to do that because we're all human, we all have our set of biases." - Josh Millet  "The business case is settled...building a diverse workforce, does lead very clearly to a series of non woke metrics like higher profitability, better return on shareholder equity, you know, higher revenue growth." - Josh Millet Find Josh at criteriacorp.com for more information and connect with Josh Millet on LinkedIn. Find Julie Kratz at nextpivotpoint.com and on LinkedIn.

On today's episode of Allyship in Action, we're diving deep into the heart of purpose and well-being in the workplace with the insightful Jennifer Moss. Author of the brilliant book, "Why Are We Here?", Jennifer's work is a breath of fresh air tackling the often-overlooked aspects of what truly motivates us and how we can create a more fulfilling work experience. As someone who's spent years navigating the choppy waters of work-life balance and purpose, I can't wait to share the gems we unearthed in this conversation! Jennifer's insights are like a warm, comforting cup of tea on a chilly day – they soothe the soul and inspire action. Jennifer shares: The Existential Wake-Up Call: The pandemic forced many of us to confront our own mortality, triggering a re-evaluation of our priorities. This has led to a shift away from simply tolerating work towards seeking out roles that provide a sense of meaning and contribution. The Purpose Gap: There's a disconnect between how senior leaders and employees perceive purpose in their work. Bridging this gap requires connecting daily tasks with individual values and motivations, making even mundane activities feel more meaningful. FOBO and the Rise of AI: The fear of becoming obsolete (FOBO), particularly with the rise of AI, is creating anxiety among employees. Organizations need to address these fears with empathy, compassion, and clear communication about the future of work. The Power of Vulnerability: Leaders must be willing to acknowledge that they don't have all the answers, especially in this rapidly changing world. Embracing vulnerability and fostering a culture of continuous learning is crucial for navigating the complexities of the modern workplace. Gender Inequality Persists: Despite some progress, gender inequality remains a significant challenge. Organizations need to address pay gaps, provide adequate support for women at all career stages, and create inclusive policies that promote work-life balance. Actionable Takeaway: Take some time for introspection. Identify what truly motivates you and how your values align with your work. If there's a disconnect, explore ways to bridge that gap, either within your current role or by seeking out new opportunities that better align with your purpose. Remember, work doesn't have to be just a means to an end; it can be a source of fulfillment and contribution to something greater than yourself. Insightful Quotes: "Life is short. We're going to lean into the things that make us feel like we're adding value to the world." - Jennifer Moss "People don't actually really care about the mission statement as much as the senior leaders do. There's a huge purpose gap." - Jennifer Moss "This is not the future of work. We've literally entered a new timeline." - Jennifer Moss "If you're a really good leader, you have humility. You are agile." - Jennifer Moss "This is a great opportunity to reinvent work and free our capacity with AI so that we can do more of this purpose-driven, people-centric work." - Julie Kratz Find Jennifer at https://www.jennifer-moss.com/ and Julie at https://www.nextpivotpoint.com/

Exciting news - we are pivoting our podcast name to Allyship in Action. Allyship in Action will be your guide to transforming passive support into active change. We believe allyship isn't a label, it's a practice. Each week, we'll feature honest discussions with authors, corporate leaders, and everyday allies who are making a difference. We'll break down complex issues, provide practical tools, and inspire you to take meaningful steps in your own life and community. If you're ready to move beyond good intentions and create lasting change, buckle up, and get ready to take action as an ally.

You may know Kristen Pressner from her provocative TEDx talk "Are you biased? I am." along with her 'Flip it to test' framework to check unconscious bias. Kristen joins us to highlight another sensitive subject, why is it that so many people 'can't get it together'?  Kristen is a trailblazing people leader who believes in the potential in each of us. As Global Head of People & Culture for a prominent multinational, her passion for equity and inclusion makes her a sought-after voice and she is often featured on international 'Top HR Influencer' lists. Together, we discuss: How to unlock the full potential of people to be their best, and reach their potential Her family's diagnosis with ADHD and how it shaped her thinking as a leader Her journey to unlock the mystery of ADHD, neurodivergent brains and the potential consequences (including mental health) Check out Kristen's new TedTalk at https://www.youtube.com/watch?v=axIDDiZsM78 and find Julie at https://www.nextpivotpoint.com/  

The "P" word can be triggering, and it does not need to be. If you have access to power or privilege, use it for good. This is a chance to be an ally. In this episode, Julie shares tips and ideas to navigate this fraught DEI climate with tools to bring in more allies into the conversation.  And, yes, even talking about privilege in a healthy, productive way.

You've probably heard a lot of news stories about anti-DEI legislation and companies withdrawing from DEI. The truth is the DEI industry has been experiencing backlash for 2.5 years. This is not new. Scare tactics and false information is at play. There are some pivots to consider that I share in this episode. Corporate DEI leaders - no need to be frightened. There is room for optimism based on real data, not opinions and fears.

In today's competitive business landscape, DEI is not just a moral imperative but also a strategic advantage. Organizations that embrace diversity and inclusion are better equipped to understand and cater to the needs of a diverse customer base, attract and retain top talent, and drive innovation. In today's episode, we'll discuss how by quietly and effectively embedding DEI into their culture, organizations can create sustainable and inclusive workplaces that drive long-term success. No one knows the future of DEI for certain, yet it is likely that the DEI divide will widen, DEI language will shift and DEI work will continue quietly. Full article here: https://www.forbes.com/sites/juliekratz/2024/11/13/what-the-next-trump-presidency-means-for-the-future-of-dei/

In this episode, we'll discuss how diversity, equity, and inclusion initiatives have become a hot-button topic in politics and at work. While some organizations are doubling down on their commitment to creating inclusive workplaces, others are quietly (or not so quietly) abandoning these efforts. But stepping away from DEI can have significant, and often overlooked, consequences for your business. Full article here: https://www.forbes.com/sites/juliekratz/2024/11/06/why-abandoning-diversity-efforts-will-hurt-your-bottom-line/

The business case for diversity, equity and inclusion (DEI) work is well known, and increasing over time. Despite what you might hear in the news cycle, 95% of employees say they weigh a prospective employer's DEI efforts when choosing between job offers with similar salary and benefits, and 78% would not consider working for a company that fails to commit significant resources to prioritizing DEI initiatives; this is according to Benevity's State of Workplace DEI report. I unpack these strategies in this episode: Leverage your existing employee resource groups (ERGs). Proactively set the tone for leaders to have candid conversations about inclusion. Clearly reinforce the meaning of and expectations for DEI at the organization. Reinforce existing DEI training and resources. Full article here: https://www.forbes.com/sites/juliekratz/2024/10/27/how-to-balance-dei-backlash-with-employee-support-for-dei/

In my interview with Tiffany Yu, disability advocate and author of the newly released Anti-Ableist Manifesto, she defines disability as, "The interaction between individuals with a health condition with personal and environmental factors including negative attitudes, inaccessibility and limited social support." Read the full article here: https://www.forbes.com/sites/juliekratz/2024/10/16/how-to-be-an-anti-ableist-ally/

Najauna White is a vibrant force in the travel and tourism sector, with a flair for sparking change and building bridges. Her journey in hospitality and tourism has seen her champion diversity and inclusion at every turn, leading to her current role as Vice President of Diversity, Equity, and Inclusion at Miles Partnership. Here, she's a trailblazer, rolling out impactful DEI initiatives, from educational programs to dynamic staff engagement strategies. We discuss: The ROI of DEI The role of the senior leadership team in DEI How to get middle management support Follow Najauna at https://www.linkedin.com/in/najaunawhite/ and Julie at https://www.nextpivotpoint.com/ 

Joanna Lane is an expert in creating engaged, inclusive, and equitable workplaces, leveraging her proven success to drive sustainable results for organizations and individuals. With nearly two decades of experience, she supports her partners to integrate an authentic shared language for diversity, equity, inclusion, and belonging (DEIB). She shares: Ideas to leverage your privilege for good How to engage more white men as allies The future of inclusion and what to expect in 2025 and beyond Follow Joanna at https://www.lanesg.com/ and Julie at https://www.nextpivotpoint.com/   

Dr. Michelle Quist Ryder is a social psychologist, research professional and the CEO of the American Psychological Foundation, an organization that leverages the power of philanthropy to invest in research and advance psychological knowledge. Dr. Quist Ryder has an extensive background in human-centric organizational design, effective DEI practices and leveraging psychology to solve critical societal issues. Together, we discuss: Why employers need to listen to their employees and take actionable steps to create a sustainable workplace that promotes their happiness and well-being How to build employee centered workspaces by finding out who is not included and purposefully including them in policies The stereotype threat model and how it can help create more allyship Find Dr. Michelle Quist Ryder at https://ampsychfdn.org/about/apf-team/ and Julie at https://www.nextpivotpoint.com/ 

Leeatt Rothschild is the Founder and CEO of Packed with Purpose, a corporate and personal gifting company that gives back. She is a thought leader on using business as a force for good, and the power of gifting in strengthening relationships. She shares: The importance of a handwritten thank you notes in today's age The why behind the gift you have chosen How to create the impression I want with the gift I want to give Find Leatt at https://packedwithpurpose.gifts/ and Julie at https://www.nextpivotpoint.com/ 

With over 15 years of experience in communications at public companies, Rachel Ceccarelli currently serves as the Vice President of Engagement at DHI Group, Inc. (NYSE: DHX) based in Denver, Colorado. In this role, Rachel focuses on advancing diversity and inclusion initiatives, driving employee engagement through training and cultural initiatives, and overseeing programs which create an equitable and attractive workplace for DHI employees. She shares: 1. Establishing a channel for employees to provide feedback is free. Be prepared to listen and take action, while also recognizing limitations due to budgets, resources, etc. 2. Employees are the greatest asset and should be the source for feedback and be included in the solution to move forward. Employee Resource Groups can be low cost, yet incredibly valuable. 3. DEI has gotten a bad reputation partly because companies fall back on their promises and partly because professionals feel it is just a buzz term with no action. Real DEI embraces the differences of people, recognizes that equity is essential to moving forward as a culture and business and values inclusivity not just in words but in practice. Find Rachel on LinkedIn and Julie at https://www.nextpivotpoint.com/ 

Shari Foos is the founder of The Narrative Method, an award-winning 501C3 that addresses the crisis of loneliness through profound and fun group experiences. Salons, workshops and retreats invite diverse individuals to deeply connect to themselves and each other through sharing their stories, creativity and humanity. She shares: The importance of having the experience of being seen and heard without judgment Why creative expression is a way to deepen your relationship with yourself How to practice Relational Mindfulness to be a better ally Follow Shari at https://www.thenarrativemethod.org/ and Julie at https://www.nextpivotpoint.com/ 

By shifting the focus from short-term tactical initiatives to longer-term strategic commitments, organizations can develop a more thoughtful DEI strategy. Full article here: https://www.forbes.com/sites/juliekratz/2024/07/28/dei-is-a-long-game-how-to-budget-strategically/ Find Julie at: https://www.nextpivotpoint.com/ 

Diversity-and-inclusion problems cost organizations in higher turnover and less innovation, and they lose the competitive advantage. Read full article here: https://www.forbes.com/sites/juliekratz/2024/09/01/5-clues-to-determine-if-your-team-has-an-inclusion-problem/ Find Julie at: https://www.nextpivotpoint.com/ 

Hiring quotas, "bad guy" training, diversity tokenism and public-education overstep are four legitimate concerns organizations can use to avoid DEI backlash.  Read full article here: https://www.forbes.com/sites/juliekratz/2024/08/25/dei-backlash-4-legitimate-concerns-to-avoid/ Find Julie at: https://www.nextpivotpoint.com/ 

With anti-DEI messages dominating the headlines, it's critical that leaders show the importance of DEI work through its impact. Read full article here: https://www.forbes.com/sites/juliekratz/2024/06/19/dei-may-be-challenged-but-its-impact-is-undeniable/ Find Julie at: https://www.nextpivotpoint.com/ 

Language matters. If DEI is the right acronym for your organization, don't let the naysayers force you to pivot. If people understand what it means, why it matters and how the organization is using DEI to create a competitive sustainable advantage, it is likely a long-term fit. If you're getting resistance where people are not willing to be allies, perhaps pivoting to a word like "inclusion" or "belonging" might be a better fit.  Read full article here: https://www.forbes.com/sites/juliekratz/2024/08/21/is-it-time-to-rename-diversity-equity-and-inclusion-dei/ Find Julie at: https://www.nextpivotpoint.com/ 

The business case for diversity is not new. It has been around for decades. Diversity, equity and inclusion (DEI) leaders have been sharing the same business case for years. It has been demonstrated time and again that diverse-led organizations are: Thirty-nine percent more likely to outperform those lacking diversity Twelve times more likely to engage and retain employees Nearly eight and a half times more likely to inspire a sense of belonging Eight and a half times more likely to satisfy and retain customers Read the full article here: https://www.forbes.com/sites/juliekratz/2024/06/26/why-are-we-still-talking-about-the-business-case-for-diversity/ Find Julie at: https://www.nextpivotpoint.com/ 

Successful organizations embed DEI into their cultures to avoid political polarization and keep a steady drum beat of DEI communications. Read full article here: https://www.forbes.com/sites/juliekratz/2024/07/14/how-to-talk-about-dei-work-in-a-polarizing-political-climate/ Find Julie at: https://www.nextpivotpoint.com/ 

Psychological safety, simply put, means creating a place where people can share hard things. In the workplace, that means employees feel safe to speak up about mistakes, weaknesses and failures, and they feel they can challenge the status quo openly without fear of retribution.  Julie unpacks what it is and why it matters in this week's podcast. Read full article at: https://www.forbes.com/sites/juliekratz/2024/03/08/how-psychologically-safe-is-your-workplace/ Find Julie at: https://www.nextpivotpoint.com/ 

Aisha Suleiman is Head of Diversity, Equity, and Inclusion (DEI) for IPG Mediabrands EMEA region, overseeing 21 diverse markets. As a founding member of Amazon UK's Black Employee Resource Group (BEN), she championed change while serving as Chair. In 2022, Aisha launched True White Allies, a groundbreaking film project spotlighting historical White anti-racists from the 1700s onward, inspiring greater allyship and action. Together, we unpack: How she chose 8 historical figures that showcase white allyship Why these stories are hidden as a way to keep other allies quiet How to make the workplace more accessible and a part of your job, rather than a separate function Follow Aisha at https://www.theinclusiveculture.com/ and find Julie at https://www.nextpivotpoint.com/ 

Aubree White is a passionate gamer and coach who led the Bob Jones High School Rocket League team to a victory at the 2019 through 2024 PlayVS Alabama state championships. She is an outspoken advocate in driving diversity in esports, encouraging more women to get involved, and has seen first-hand how gaming can help drive more inclusive, community-based HS experiences. Together, we discuss: The lessons sports transfers to life and work Microaggressions facing women in sports today How to shift the culture to be more inclusive for gaming for girls Read more about Aubree here and find at Julie at https://www.nextpivotpoint.com/

Yasmina Passeri, a distinguished Senior Project Manager in the Tech industry with over 12 years of stellar experience, stands as a testament to resilience, passion, and a relentless commitment to fostering Diversity, Equity, and Inclusion (DEI) within the dynamic realm of technology. Her journey, marked by cultural richness and a dedication to breaking barriers, has made her a beacon for change and empowerment. The current state of DEI in Europe How to engage leaders in DEI work How ESG and CSR are driving change Find Yasmina on Linkedin and find Julie at https://www.nextpivotpoint.com/  

Jennifer Schwab Wangers, the founder and CEO of ENTITY Academy, has one goal in mind: to support and empower diverse talent through education and mentorship. Together, we discuss: The challenges facing underserved communities with higher education Systemic issues and fixes that will upskill our labor force How to be a better ally to upskill those around you Learn more at https://www.entityacademy.com/ and find Julie at https://www.nextpivotpoint.com/  

Aimee Harman is co-founder of Let's Harmonize, a DEIA consulting firm based in the UK. She joins us to share: Reverse mentoring and why it is so beneficial to both parties What she wishes people understood about neurodivergence The benefits of accessibility and how to be a more accessible workplace Follow Aimee at https://www.linkedin.com/in/aimee-harman/ and find Julie at https://www.nextpivotpoint.com/  

Kenneth J. Doka, PhD, MDiv, is an Autism & Grief Project advisory board member and the Senior Vice President of Grief Programs at Hospice Foundation of America (HFA) and recipient of the 2019 Lifetime Achievement Award from the Association for Death Education and Counseling. Together, we discuss: The Autism & Grief Project and how it helps adults with autism cope with grief and loss Why is it important to focus on supporting autistic adults when it comes to dealing with grief, and how does the project aim to bridge the support gap What are some common challenges that adults on the autism spectrum face when dealing with grief, and how does the project address these challenges Learn more at https://www.autismandgrief.org/ and find Julie at https://www.nextpivotpoint.com/  

Betty Thompson is Booz Allen's chief people officer, and as the senior leader for their people services organization, Betty is instrumental in creating world-class employment experiences and ensures best-in-class talent to solve client's evolving needs. Betty brings a particular focus on diversity, equity, and inclusion (DEI) and provides executive oversight and support to drive the firm's DEI strategy and action plan. She is also responsible for culture and change, holistic employee wellness, employee engagement, and technical skill building. Together, we explore: Their Women's Agenda program and how it helped close the gender gap How college degree requirements can hinder diversity efforts Why psychological safety is a critical focus for future innovation  Find Betty on LinkedIn and Julie at www.nextpivotpoint.com .

David Moerlein has created psychologically safe spaces at work for more than a decade, regularly integrating DEI into the psychological safety conversation. During his 15 years at Google, he managed hundreds of people across ten global offices and was awarded numerous awards for coaching and management. His book, The Safety Effect shares tools David has implemented over the years to help others create psychological safety for themselves and others. He just released the audiobook a couple weeks ago for those busy managers who struggle to find time to read. Together, we unpack: What psychological safety is and why it matters to all humans Strategies to improve psychological safety at work The leaders' role in psychological safety Follow David at https://www.thesafetyeffect.com/ and Julie at www.nextpivotpoint.com.

Dr Varina Michaels is all about people. Leading people, learning about people and advocating for people. She is an experienced Strategy, Leadership and Human Resource Management professional with deep expertise in Global Diversity and Inclusion, Intercultural Management, Neurodiversity and Leadership Development. She and I discuss: The barriers facing women of color in the workplace How to design research inclusively Questions to ask to ensure full inclusivity of the complexity of humans Follow Dr. Michaels' work at: www.paisleygroup.com.au, Research & Advocacy - Women of Colour Australia and www.linkedin.com/in/varina.

Pasha Marlowe (she/they) has 30 years of experience as a marriage and family therapist and neurodivergent coach. She specializes in intergenerational leadership through the lens of mental health, neurodiversity, inclusion, and neuroqueering (challenging neuronormativity, cis/heteronormativity, and other societal norms). Together, we discuss: What masking is and why neurodivergent people cover aspects of neurodiversity Why neurodiversity is about intersectionality, especially for those with the most marginalized identities How inclusive design solves for one, and serves many Follow Pasha at https://pashamarlowe.com and Julie at www.nextpivotpoint.com.   

Josh Bersin is Industry Analyst and CEO of advisory firm The Josh Bersin Company. He is an author, educator, and thought leader focusing on the global talent market and the challenges and trends impacting business workforces around the world. Josh studies the world of work, HR and leadership practices, and the broad talent technology market. He is often cited as one of the leading HR and workplace industry analysts in the world. Together, we discuss: The top four trends affecting the workplace in 2024 and beyond Hidden trends that leaders are not paying attention to The future of DEI and how to embed it more into culture Follow Josh at www.JoshBersin.com and Julie at www.nextpivotpoint.com   

In a recent study, CEOs cited workforce development, business strategy and HR financial impact as top concerns. Patrick Wright, department chair and Thomas C. Vandiver, bicentennial chair at the USC Darla Moore School of Business, conducts a survey of Fortune 500 CHROs every year, interviews CEOs about the challenges they face, and shares his findings in the report Executive Succession. In an interview with me, Patrick shared some of these findings, chief among them: Developing strategic workforce plans topped the list of CEO challenges, with 41% indicating this process needs improvement and 7% indicating it needs vast improvement. Influencing the development of business strategy was a priority, with 24% stating it needs improvement and 3% saying it needs vast improvement. Understanding the financial impact of HR processes was listed, with 22% noting it needs improvement and 2% asserting needs vast improvement. Read full article at: https://www.forbes.com/sites/juliekratz/2024/02/18/the-top-three-problems-keeping-business-leaders-up-at-night/

DEI continues to be polarized in the news cycle - from state legislation to public withdrawals of support. What's next for DEI? Leaders embedding it in their organizations because it is good for business. Read more on Forbes.com and follow Next Pivot Point at https://nextpivotpoint.com/

John Hackston is the Head of Thought Leadership at the Myers-Briggs Company, where he leads the company's Oxford-based research team. He is a frequent commentator on the effects of personality type on work and life, and has authored numerous studies, published papers in peer-reviewed journals, presented at conferences for organizations such as The British Association for Psychological Type, and has written on various personality type-related subjects in top outlets such as the Harvard Business Review. Some of his most recent research focuses on diversity and inclusion in the workplace, sustainability in organizations and the intersection of personality type and neurodiversity. Together, we discuss: The four aspects of personality and they impact workplace inclusion How personality type impacts biases Why personality can be a gateway to diversity and inclusion Follow John on LinkedIn and Next Pivot Point at https://nextpivotpoint.com/

Melanie Dulbecco's mantra is "grow, baby, grow!" and that's exactly what she's done for over 30 years as Torani's first CEO outside the founding family. Torani, a globally recognized flavor company and certified B-Corp, has averaged double-digit, year-over-year growth in that time. The company culture is palpable, with a shared passion around Torani's purpose: "Flavor for All, Opportunity for All." She shares how to: Build core values around a people-first culture Measure regrettable turnover to improve retention Make a role profile with success factors and build skills over time Connect with Melanie on LinkedIn and follow Next Pivot Point at https://nextpivotpoint.com/.

Dr. Janice Gassam Assare has over 10 years of experience facilitating racial dialogue and educating others about equity and inclusion. The work that she does is inspired by her mom and her willingness to speak up and speak out against the oppressive systems that she had to navigate in her workplace. Through the strength and perseverance personified through her, she is invigorated to be the change I seek in the world and the workplace. Dr. J centers her work around the liberation of Black people and more specifically, Black womxn. The reason for this is echoed in the words of the Combahee River Collective:"If Black women were free, it would mean that everyone else would have to be free since our freedom would necessitate the destruction of all the systems of oppression." Together, we unpack: The differences between white centering and white supremacy The stages of employee lifecycle and how to mitigate decenter whiteness in hiring, succession planning and meetings How to avoid white centering when over 70% of DEI practitioners are white Follow Dr. J at https://www.drjanicegassam.com/ and https://www.linkedin.com/in/JaniceGassamPhD/   

It goes without saying that autistic people are human. Yet, for the longest time, autism has been contextualized as robots or needing to be fixed. Matt Lowry is an Autistic adult and Licensed Psychological Practitioner who works exclusively with Autistic clients, performing neurodiversity-affirming Autism evaluations and providing Autistic Centered Therapy (AuCT)--a form of therapy that he helped create. Together, we cover: Why intersectionality is critical to the future of autism False assumptions people make about autism How to make workplaces more inclusive to people with autism  Connect with Matt at https://www.mattlowrylpp.com and his work: The Autistic Culture Podcast website: https://autisticculture.substack.com TACP on Apple: https://podcasts.apple.com/us/podcast/the-autistic-culture-podcast/id1653171456   Autistic Connections Facebook Group: https://www.facebook.com/groups/619732285448185

Wema Hoover is a global executive and transformational leader of diversity, equity, & inclusion (DEI) and human resources and Principal & CEO of Wema Hoover Advisors, executive coaching firm and Be Limitless Consulting a DEI and Culture firm. Wema has a proven track record of creating systemic change in organizational culture by embedding diversity and inclusion into people practices, processes, and product approach on a global scale. Wema is a former global Chief Diversity Officer and Head of Culture who has lived in four (4) countries and ran global teams in 26 countries for Google, Sanofi, Pfizer and Bristol-Myers Squibb. She has partnered with the United Nations and World Economic Forum on global sustainability and diversity, equity and inclusion initiatives. Wema also serves as a contributing writer for Fast Company, Inc, NAMI and Diversity Magazine. Together, we discuss: The need to shift from "diversity recruiting to "inclusive recruiting" How corporations can adapt their diversity programs including ERGs to comply with potential legislation while still maintaining their commitment to inclusion How to move the pendulum and remove DEI from being a partisan football What recent anti-DEI laws passed in Florida and Texas mean for corporate DEI efforts Follow Wema at https://www.wemahoover.com/. and Next Pivot Point at nextpivotpoint.com  

For folks who identify as non-binary or transgender, pronouns are essential to their identity. For folks who identify as cisgender (meaning you identify as the same gender you were assigned at birth where your gender generally corresponds to your biological sex), it may seem silly to share pronouns that may seem obvious to others. Sharing your pronouns is a way to lift the burden off others whose pronouns may not be as clear.  Sharing pronouns creates a welcoming environment for individuals of all gender identities. It helps avoid assumptions based on appearance and ensures that everyone is addressed in a manner that affirms their identity. Different cultures and communities may have unique pronoun preferences. By sharing pronouns, individuals contribute to a more respectful and understanding environment, acknowledging and embracing the diversity of gender expressions. Read more on Forbes and find Julie at www.Nextpivotpoint.com

Leaders are being tasked with managing a record level of change from politics to social issues due to the rapid pace of technological change. Those who embrace the human skills along with the technical skills will thrive. AI cannot replace human skills. To establish a competitive advantage in a tight labor market, it's smart to balance these skills in the workplace. This balance boosts retention, productivity and the quality of work performance. Learn more on Forbes and find Julie at www.Nextpivotpoint.com

In an era of cancel culture there is a fear of saying or doing the wrong thing that often leads to inaction. The dominant group could fear feeling less relevant, could be concerned about the reputation risk involved in speaking up and could have a zero-sum-game mentality (one person or group wins and one loses). In my interview with Sandra Quince, CEO of Paradigm for Parity, she explained that "diversity is the next dirty word. What people don't get is that DEI is not a replacement strategy. The goal of DEI is for everyone to feel valued. This is especially true for women and marginalized groups. We must focus on managers in organizations as they have the most impact on creating a place where women and others of all races and backgrounds can advance and be retained in leadership. Many managers are promoted because of their individual work performance, but as they continue to ascend in their careers, [their] companies need to be supportive and invest in the development of their inclusive-leadership skills."  Learn more on Forbes and find Julie at www.Nextpivotpoint.com

According to a recent report titled "The State of L&D in 2024," employers see a $7 ROI for every $1 spent on leadership programs, citing that traditional "soft" skills such as emotional intelligence and effective communication are not just nice-to-have, but rather must-have skills for leaders of the future. In this episode Julie shares key reasons why inclusive leadership is a must have for business leaders: Sixty percent of learning leaders pinpointed leadership as the most significant gap in current employee development. Sixty-six percent of learning and development (L & D) professionals identified leadership development as their primary learning focus, with diversity & inclusion and technical skills being second and third, respectively. Leadership development is the most prioritized topic of learning-and-development focus.  Read the full article here and find Julie at www.Nextpivotpoint.com.

DEI is at an inflection point. There is a mixed bag of evidence showing continued slow support of DEI: Job postings for DEI are down. Most employees perceive DEI as positive, yet there is a significant political divide. DEI investment is steady and projected to double by 2026. Investors and legislation are continuing to pressure organizations to prioritize DEI. Younger employees see DEI as non-negotiable. Learn the 10 actionable tips in this week's podcast with Julie Kratz.  Read more on Forbes and find Julie at www.Nextpivotpoint.com

Psychological safety, defined simply, is the ability to say or do hard things without the fear of retaliation at work. In a competitive labor market, it is a must-have, not a nice-to-have. Julie breaks down new research showing: 42% of managers feel psychologically safe compared to 57% of executives 40% of leaders agreed that if they made a mistake, it would be held against them 53% of employees feel safe to take a risk versus 76% of executives 68% of employees agreed that no one on their teams would deliberately undermine them Read more on Forbes here and find Julie at www.nextpivotpoint.com.

Dr. Poornima Luthra is the author of 'Diversifying Diversity: Your guide to being an active ally of inclusion in the workplace' and 'The Art of Active Allyship', the author of the HBR articles 'Do your global teams see DEI as an American issue?' and '7 ways to practice active allyship', and a Tedx speaker. Her third book, 'Leading through Bias.' Luthra is also Associate Professor at the Copenhagen Business School and the founder and CEO of TalentED Consultancy. She joins the podcast to share: Her unique definition of allyship and why it is hard to translate into other languages How to measure allyship using the knowledge, attitude, behavior framework The 7 behaviors of active allies Learn more about Dr. Luthra at https://www.talented.dk/ and Julie at www.nextpivotpoint.com.  

Rick Hammell is the Founder and majority shareholder of Atlas, a groundbreaking company he established in 2015. With more than 20 years of experience in human resources, employee management, and global workforces, Rick's accomplishments have garnered recognition from prominent analyst firms, including Nelson Hall, IEC Group, and Everest Group. Together, we unpack: Why global growth is necessary for small businesses How diversity and inclusion is perceived differently around the world Future of work - hybrid, remote or in person? As Rick says, "younger people have different expectations. My generation grew up to respect our elders. Every generation has a different experience than previous generations. Folks coming into the workforce today didn't start work in an office, have grown up using technology from the start and the employee experience is critical for them. Communicating change with why and benefits to them is pivotal. Must have end goal rather than change for change sake."  Find Rick on LinkedIn and Julie at www.nextpivotpoint.com.

The best allies understand that allyship is about progress over perfection. That means there will be mistakes and failures along the way. Afterall, that is how allies learn to be better. Yet, most hopeful allies wonder if they are getting it right. It is common to wonder, "I think I'm a strong ally, but what if my colleagues of diverse backgrounds don't see me that way?" or "I want to be a better ally, and I am not sure if I am doing enough." To tap into feedback-fueled allyship to know where to improve, consider these ideas: Accept that allyship begins within Apologize and own shortcomings Ask for feedback Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Organizations deeply committed to diversity, equity and inclusion (DEI) work understand it's a long game. DEI is a journey rather than a destination. Yet, having tangible priorities and expected outcomes is key to long-term success. Industry leaders in DEI often build a road map of activities for the coming year. It is connected to an overall strategy that outlines what DEI means at the organization and why it matters. Before building a road map of priorities, define your DEI strategy. This should align with your organization's mission and values to ensure authenticity. Ideally, DEI connects to your existing cultural values. Also, consider doing an assessment to determine your organization's current DEI status. Without a thoughtful assessment, you risk prioritizing the wrong activities. Julie unpacks how to build a roadmap in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

In the ever-evolving landscape of business and technology, it's no secret that each generation brings its unique perspectives, values, and expectations to the table. Generation Z, born between the late 1990s and the early 2010s, currently make up 30% of the world's population and are expected to account for 27% of the workforce by 2025. What makes Gen-Z so different, and how are they influencing corporate America? Julie unpacks this in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

The relationship between diversity, equity and inclusion (DEI) and Human Resources (HR) is often complicated. While there is overlap and the need to work together, there are stark differences. Many HR practitioners get involved or voluntold (volunteered without being asked) to manage DEI at their organizations without the skills and resources to genuinely support DEI efforts. To better manage this complex relationship, consider this list of best practices for HR leaders who are managing DEI: Start with your own education Advocate for the appropriate budget Ensure you have a seat at the leadership table Engage your allies Measure the business impact of DEI Julie unpacks these best practices in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Effectiveness of DEI programs can be measured in multiple ways. The most common measurements of participation rates, number of programs and ERG activities are ineffective at measuring impact to the organization. Yet, there are better measurements that do address impact. To better assess impact, start by asking the question, "What problem is our DEI program trying to solve at our organization?" Is it turnover, engagement or innovation, perhaps? Then get granular with the data that will measure whether that problem is being addressed. DEI is more than a program. It is a series of intentional and consistent actions that are embedded in the organization's culture. Consider these ideas to evaluate DEI program effectiveness: Diversity of talent pools in the hiring process Retention of diverse talent Perceptions of inclusion Diversity of leadership representation Middle-management engagement Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Rarely do people aspire to be non-inclusive. More often, people claim they want to be inclusive, yet they don't know how to demonstrate it effectively. There are gaps in lived experiences and knowledge that can lead to unintentional, yet harmful non-inclusive behavior. In an interview with Mita Mallick, author of Reimagine Inclusion: Debunking 13 Myths to Transform Your Workplace, she shared, "On my journey of allyship, I have realized I have unintentionally at times put the burden on individuals from historically marginalized communities to educate me. We cannot continue to burden Black and Brown individuals to educate us on hurt and harm they continue to experience, both in our communities and in our workplaces. I now understand that it's my job to gain understanding and empathy for lived experiences that aren't my own." Julie unpacks the key myths with Mita in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Diversity, equity and inclusion (DEI) and allyship, terms often discussed in the same conversation, are very different in practice. DEI is about issues of representation, dismantling bias in systems and creating spaces where everyone feels they belong. Julie unpacks the 3 key distinctions in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Dr. Suzanne Wertheim is a former professor of linguistic anthropology and a national expert on inclusive language. After faculty positions at Northwestern, University of Maryland, and UCLA, she left academia to start her own consultancy. Dr. Wertheim applies social science to real-world problems, and gives people access to useful concepts that were once stuck behind academic walls. Her book, The Inclusive Language Field Guide. She joins us to share: Six principles of inclusive language The importance of acknowledging flavors of language How to identify language patterns and use language heuristics Follow Suzanne at https://www.suzannewertheim.com/.

Given the recent pushback on diversity, equity and inclusion (DEI) efforts, many organizations are retreating from the conversation on inclusion at the very time we need it the most. Yet, what is inspiring is the organizations that were already authentically committed are deepening their commitments to DEI as a long-term competitive advantage. Rather than one-and-done training or performative cultural celebrations, organizations authentically committed to DEI are trying a different approach. This year, I've seen organizations increasingly celebrating inclusion months (along with year-round activities). The themes vary from centering on allyship to intersectionality to teaching human skills to create more inclusive cultures like vulnerability and empathy.  Learn more from Julie Kratz in this episode and at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ .

Tis the season for annual budgeting. For active diversity, equity and inclusion (DEI) leaders, this is the time when you know if your organization is truly committed to inclusion. Investment is necessary for true commitment. Budgets are essential to drive positive change. For those leaders putting together their budgets and plans for the upcoming year, consider these strategies: Calculate the ROI of activities Get feedback on what employees want most Develop an allyship program Spend time 1:1 with senior leaders to cultivate buy-in Know your why and share it loudly and broadly Learn more at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ 

If you think diversity, equity and inclusion (DEI) is just a fad, or you're not "diverse," so you shouldn't do the work, you're mistaken. DEI is for everyone, especially today's emerging leader. DEI work is important for your career to: Stay relevant Connect with purpose Be more innovative Learn more from Julie Kratz in this episode and at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ . 

In diversity work, it is critical that allyship focuses on the most marginalized communities first. When we focus on issues that affect people with one dimension of diversity, we can help all marginalized communities, yet the impact is far less.  When we start with an intersectional approach to allyship, we likely make it better for a larger collection of people. Starting with the most marginalized is pivotal to effective allyship as evidenced by: The curb-cut effect Challenges with centering The positive impact of inclusive language Learn more at https://www.forbes.com/sites/juliekratz and at https://www.linkedin.com/in/juliekratz/ 

Gen Z has an unwavering commitment to diversity and inclusion. Did you know that… 83% said that a company's commitment to diversity and inclusion is important when choosing an employer 74% have taken some form of action in the past year to support social and political causes 31% identify as LGBTQ+ (lesbian, gay, bisexual, transgender, queer or other gender identities or sexual orientations) 48% are from racially and ethnically diverse backgrounds (non-white) Learn more at https://www.forbes.com/sites/juliekratz and at https://www.linkedin.com/in/juliekratz/ 

With diversity and inclusion issues dominating the news cycle, many parents, caregivers and educators are wondering how to create inclusive spaces and continue inclusive conversations with young people this back-to-school season. From the removal of AP African American Studies in some school districts, anti-LGBTQ+ legislation, book bans, and drag queen performance restrictions to looming threats of gun violence in schools, young people are growing up in unprecedented times. They also are highly likely to support issues on inclusion. Learn 10 key practices to make back-to-school time inclusion with Julie Kratz. Learn more at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ 

With this summer's SCOTUS ruling against affirmative action, it is predicted that enrollment of students of color will decline at universities, leading ultimately to declines in workforce participation. This is problematic because younger generations are increasingly more diverse. The lack of representation in the workforce creates a disconnect between the population and employment where organizations will struggle to reflect the very communities that they are trying to serve. Despite this concern, only 36% of Americans perceive affirmative action positively. There are some common misunderstandings about affirmative action that people need to understand for these perceptions to shift. Learn what misunderstandings can help narrow the gap in this episode with Julie Kratz. Learn more at https://www.forbes.com/sites/juliekratz and at https://www.linkedin.com/in/juliekratz/ 

Political division and anti-woke legislation have backed many C-suite leaders into a corner related to DEI efforts: forcing them to walk a fine line between accommodating employee expectations and addressing customer needs while still avoiding controversy.  Yet, ESG (Environmental, Social, Governance) mandates will further establish a need for DEI strategies and metrics. Learn more at https://www.forbes.com/sites/juliekratz/ or at https://www.linkedin.com/in/juliekratz/   

Chéla Gage is back on the Diversity Pivot Podcast by popular demand. Chéla is responsible for developing and creating the strategic long-term hiring plan and initiatives to advance diversity, equity, inclusion & belonging for Reformation. Together on this episode, we discuss how: Industry and organization size influences DEI work and how to pivot to changing needs Changing 2030 demographics are a reality and what to do now to prepare for a much more diverse workforce in the future  To set up a robust DEIB certification program and hold all leaders accountable Meet Chela at https://www.linkedin.com/in/chelagage/.

Zenica Chatman is a certified personal and executive coach, helping women rediscover their inner strength and confidence in the aftermath of workplace-related trauma. On this episode, Julie and Zenica discuss: Zenica's own personal story of trauma that led her to DEI work What bullying behaviors to look out for and how to intervene as an ally How to set up an anti-bullying policy to prevent it, respecting all leadership styles Connect with Zenica at https://www.zenicachatman.com/.

Catarina Rivera is a public speaker and DEI consultant with over 14 years of experience in the public sector. Catarina works with companies to improve accessibility and inclusion, retain employees, and design better products. She is the founder of Blindish Latina. On this episode, Julie and Catarina discuss: Why captions are critical to accessibility Non-obvious ways to be more inclusive Tropes to watch out for about inspiration or victim  Connect with her at https://www.catarinarivera.com/ and get her free e-book, watch her TedTalk and get tips in your inbox!

Celebrating the LGBTQ+ community needs to happen year-round. Turquoise Peart joins the podcast to share: How religious beliefs shape DEI work and how to respond to different spiritual perceptions Intersectionality and how it builds opportunities for allyship Finding your path as an ally to communities you are not a part of Connect with Turquoise at https://www.linkedin.com/in/turquoisepeart/.  Join our Pride program at https://www.eventbrite.com/o/julie-kratz-8595765091 

For the last 15 years, Chris Clarke has provided inclusive leadership expertise to organizations in the public and private sectors. He is passionate about issues related to belonging and is skilled in the areas of organizational assessment and evaluation. Chris has been recognized twice as a 40 Under 40 by the Congressional Black Caucus Health Braintrust and Legacy Magainze South Florida. Chris has a Bachelor's degree in Educational Studies and Justice and Public Policy and a Master of Public Administration degree with a concentration in nonprofit management. He recently completed his Doctor of Education in Higher Education Leadership from the University of Miami. On this episode, Julie and Chris discuss: Why young people will not retreat on the conversation about diversity How to ensure your organization is not performative with diversity A key question to ask about any DEI initiative - How do you know that works? Connect with Chris at https://www.allenclarkeconsulting.com/.

Dr. Parker is the Co-Owner of Epic Leisure Management LLC., the Owner of Parker Personal Training LLC., and the co-founder of a podcast host and guest connector platform, F.EM. Dr. Parker is a featured writer and presenter for national fitness organizations. Dr. Parker is also the host/creator of Dr. D's Social Network, a podcast devoted to genuine, open, and honest conversations with people from all over the world. He shares: When to use the tailing method of building off of what others are saying Why the words "how" and "what" lead to more inclusive conversations How to save your anger for when it matters the most Connect with Dr. Darian Parker at https://doctordarianparker.com/. 

Staci Hegarty is the VP of Equity and Inclusion for Envision RISE. Envision RISE creates paths and programs for lasting inclusive and equitable workplace cultures. On the show we discuss: Why intentions are not enough, DEI execution is what matters What woke really means and how to address backlash associated with the term How to reward organizations for their inclusive behavior Connect with Staci at https://envisionrise.com/ and here is the article Staci mentioned: https://www.rollingstone.com/culture/culture-features/woke-companies-broke-profits-1234710724/. 

Carice Anderson has been doing diversity work for over two decades and is the author of Intelligence Isn't Enough. She shares how the conversation has changed in DEI over the decades of her career, including: 3 practical strategies to elevate your DEI efforts How to proactively engage with underrepresented groups before they quit and questions to ask Why it is important to ensure your sponsee base mirrors the population you hope to serve and attract Connect with Carice at https://cariceanderson.com/ and on LinkedIn.

Kenji Yoshino is the Chief Justice Earl Warren Professor of Constitutional Law at the NYU School of Law and the Director of the Meltzer Center for Diversity, Inclusion and Belonging.  He is the author of the new book Say the Right Thing. We discuss how to: Shift from a cancel culture to a coaching culture Apologize in a productive, respectful way when you make a mistake Prevent identity threat when calling someone in on non-inclusive behavior  Connect with Kenji at http://kenjiyoshino.com/KY/books/ and  https://www.law.nyu.edu/centers/belonging. 

Eman Rimawi-Doster is a DEI thought leader in intersectionality. She is a good troublemaker bringing multidimensional social justice and humor to every conversation. We discuss how to: Effectively use humor and anger in DEI work Speak up with allies to advocate for change beyond ADA compliance  Believe the lived experiences of folks with intersectional identities   Connect with Eman at Hilc.org or on LinkedIn.

Kurt Landon is the Founder and CEO of Enspira. Enspira is an LGBTQ+-owned HR services, talent acquisition and technology consulting firm. He joins us to share: His own experiences struggling with belonging growing up as "different" Why DEI conversations need to be focused on paradox rather than binary extremes How to be a better ally to the LGBTQ+ community and well-intentioned mistakes to avoid How to ask good proactive check-in questions as a leader Connect with Kurt at https://www.enspirahr.com/ and on LinkedIn.

Stephen Graves is a Diversity, Equity, & Inclusion (DEI), Workplace Culture, and Health Equity Consultant, Facilitator and Strategist. He has over a decade of experience, partnering with organizations of all sizes across sectors to add value and return on investment through his work and leadership in DEI, Health Equity, Talent Management, and Organizational Development. Together, we discuss: How he found his calling for DEI through early childhood experiences and the church Why connecting DEI leaders is critical now more than ever to address burnout How to create open spaces for dialogue and use insights to drive systemic change Stephen is a Senior Consultant with All In Consulting. Learn more at https://www.allinconsulting.co. Resources cited on the episode: The Nap Ministry (@thenapministry) on Instagram and the book Rest is Resistance: A Manifesto by Tricia Hersey.

Beverly Jurenko served as the Director of Diversity & Inclusion for Anadarko Petroleum Corporation, and worked in Europe, Latin America, and Russia in energy and finance for Amoco and Enron. She joins us to share how to: Demonstrate the value of DEI and get support from top management Manage the naysayers against DEI Measure DEI at an individual level Follow Beverly at https://inside-edge-group.com/ and Julie at https://nextpivotpoint.com/ 

Nicole Hughey has been leading DEI for 16 years. As the DEI leader at SiriusXM, she joins us to share: Why the future of DEI is about embracing intersectionality How to broaden diversity to include other perspectives without watering down DEI What an inclusive DEI event looks like using your competitive advantages as an organization Connect with Nicole at https://www.linkedin.com/in/nicole-hughey-061639b/ and learn more about SiriusXM at https://careers.siriusxm.com/diversityequityinclusion 

Brett Heising is a highly acclaimed speaker who educates and inspires people around the world about living life with a physical disability. He has mastered the art of talking about the sensitive topic of "disability" in a fun, open, and honest way. We discuss: Tangible, real-world advice designed to help his clients understand the difference between something being "ADA compliant" and truly accessible Why people with disabilities are underemployed and how to design workplaces to be inclusive of people with disabilities How allyship is about paying attention to opportunities to be helpful  Meet Brett at www.brettheising.com.

Chris Jones is the CEO and Co-founder of Spectra Diversity, the creator of the only DEI assessment which measures the organization and the individual in a single survey.  Together, we discuss: What data to measure for a good baseline How to dig through the data to tell a story by asking "so what?" What the future holds for DEI As Chris says, measuring DEI improves perceptions of DEI. Follow Chris at https://www.spectradiversity.com/. 

Celeste Warren is Vice President of the Global Diversity and Inclusion Center of Excellence at Merck.  Celeste has over 30 years of experience in the fields of Human Resources Diversity, Equity and Inclusion, and Change Management. Celeste is the author of the book How to be a Diversity & Inclusion Ambassador: Everyone's Role in Helping All Feel Accepted, Engaged, and Valued. We talk about: How awareness of DEI has improved, yet leadership representation continues to lag The headwinds affecting DEI leaders and how to overcome them Why everyone (especially individual contributors) can impact change Connect with Celeste at https://crwdiversity.com/. 

Esther Armah is an international award-winning journalist, a playwright, an international speaker, and an author. Esther is CEO of The Armah Institute of Emotional Justice (The AIEJ), a global institute working across Accra, New York, and London, and is the author of the book: EMOTIONAL JUSTICE: a roadmap for racial healing. We talk about: How white centering harms DEI work today The four languages of whiteness, and how to replace them with the four love languages of emotional justice  Why were are the dismantlers we have been waiting for Connect with Esther at https://www.theaiej.com/.

DEI work has surged in recent years, yet organizations are bracing for uncertainty in the markets they serve. With this uncertainty comes DEI budget cuts. Here's why that's a bad idea and how to push back. Diversity, equity and inclusion (DEI) work has surged in recent years, yet is showing signs of softening as organizations brace for uncertainty in the markets they serve. With this uncertainty, the pressure to reduce costs often results in DEI budget cuts or the elimination of the budget together. Seen more as a "nice to have" than a "must-have," organizations are signaling a deprioritization of DEI at the time it is needed the most. Read more and access the data at https://nextpivotpoint.com/dei-budget-cuts-heres-why-thats-a-bad-idea/   Connect with Julie at nextpivotpoint.com

Julie unpacks learnings from season 10 and shares 10 ideas for 2023 DEI work based on her latest article in Entrepreneur. https://www.entrepreneur.com/growing-a-business/10-ideas-to-drive-your-dei-initiatives-in-2023/442070 Find Julie at www.nextpivotpoint.com

Michelle Gyimah is the Director of Equality Pays, a gender and ethnicity equality consultancy dedicated to closing workplace pay gaps. She shares: Why all industries have pay gaps How to collect career experience stories to help address equity gaps Strategies to improve your pay gap that address real root causes Connect with Michelle at https://www.equalitypays.co/ and her podcast https://bettermoneyconversations.libsyn.com/. Connect with Julie at www.nextpivotpoint.com.

Lisa Hickey is CEO of Good Men Media, Inc. and Publisher of The Good Men Project, an online multi-media, cross-platform content site and conversation discussing the changing roles of men in the 21st century. Founded in 2010, The Good Men Project averages 2 million unique visitors a month. Lisa shares with us: How she started a successful DEI publication platform What topics are resonating with folks on DEI Why being open to feedback is important in publishing DEI content Follow Lisa at https://goodmenproject.com/ and Julie at www.nextpivotpoint.com .

Erayna Sargent (AKA the Burnout Whisperer), is a speaker, mental wellness champion, and burnout relief expert. As founder and Chief Anti-Burnout Champion at Hooky Wellness®, she merged employee-centric design with mental wellness modalities to develop their burnout relief experience, Navigating Burnout™.  We discuss: How to disrupt the hustle culture Why DEI leaders experience higher rates of burnout How to recognize and manage where you are at on the burnout cycle Meet Erayna at https://www.hookywellness.com/ and Julie at www.nextpivotpoint.com

Genevieve Leveille is the CEO and Principal Founder of AgriLedger. Her work supports diversity in the realms of digital identity and economic transformation. Together, we cover the following: How to use storytelling to include marginalized groups in spaces where they are not represented Why trust is the most significant barrier to inclusive financial, health care, and technology systems How to overcome the challenges of training folks for the next industrial revolution and potential economic downturn You can connect with Genevieve on Linkedin at https://www.linkedin.com/in/mgleveille/ and Julie at www.nextpivotpoint.com 

Susan MacKenty Brady is the Chief Executive Officer of The Simmons University Institute for Inclusive Leadership, and co-author of Arrive & Thrive: 7 Impactful Practices for Women Navigating Leadership. She shares: Why women decline in leadership roles after 2 promotions What systems need to be redesigned to include women Why DEI is a learning conversation, not right or wrong or good or bad Connect with Susan at https://www.inclusiveleadership.com/ and Julie at www.nextpivotpoint.com

This week we're talking about the performance review process and how it traditionally has been riddled with bias. From assessing folks based on potential vs. actual performance to biased language in annual review write-ups, women, people of color and other underrepresented folks often have fewer chances to succeed because of systemic bias. Read the full article here: https://www.entrepreneur.com/growing-a-business/how-to-stop-bias-from-infiltrating-your-performance-reviews/435611

The workplace was designed for men, and the last several years have only reinforced that notion. On this week's mini-sode we're discussing why women are leaving corporate America and opting to be their own boss — and why it's important for allies to educate themselves on the reasons why. Read the full article here: https://www.entrepreneur.com/growing-a-business/women-are-leaving-corporate-america-fast-heres-why/434631

Marginalized groups are being overtasked with leading diversity work, which is driving them away from their jobs — and the No. 1 reason for leaving is burnout. This week's mini-sode is addressing how it's time to engage more allies for positive change. Read the full article here: https://www.entrepreneur.com/growing-a-business/why-we-need-to-stop-expecting-marginalized-people-to-lead/433889

On this week's mini-sode, we're discussing inclusive language. Words that used to be very commonplace are now recognized as exclusionary and have been replaced with more inclusive language. Here's why using that's essential to understand for your business. View the full article here: https://www.entrepreneur.com/growing-a-business/why-businesses-need-to-take-inclusive-language-seriously/432876

Julie is back with another mini-sode focused on hot topics in the DEI space - best practices for DEI in the workplace. Organizations are wrestling with what to say or do right now given the current political climate. It's tempting to say you don't want to talk about politics at work. Many are defaulting to not saying anything dismissing employees' questions as personal issues that don't belong in the workplace, while many employees are looking to their organizations for answers. They want to know their stance on the human issues that affect their well-being and values. Read the full article here: https://www.entrepreneur.com/growing-a-business/what-industry-leaders-are-doing-to-support-diversity/430655

Julie is doing a series of mini-sodes focused on hot DEI topics in the workplace. This week, we focus on how to be intentional about diversity as businesses grow and scale. The workforce is now employee-driven, not employer-driven. With 41% of employees globally saying that they are thinking about leaving their current jobs, more people are self-selecting out of the workforce altogether. The No. 1 reason is due to toxic workplace cultures with the lack of inclusion and respect cited as primary indicators. Check out the full article here: https://www.entrepreneur.com/growing-a-business/why-diversity-is-important-as-you-scale-your-business/427735

Dr. Rohini Anand was the SVP of Corporate Responsibility (CR) and Global Chief Diversity Officer for Sodexo and is the author of Leading Global Diversity, Equity and Inclusion: A Guide for Systemic Change in Multinational Organizations. She joins us to share: Why we need to stop exporting DEI initiatives, and how to customize DEI to the region and culture The importance of transformative leadership skills when implementing DEI change How to overcome the local challenges of DEI, especially from a racial perspective Connect with Rohini at https://www.rohinianand.com and Julie at Nextpivotpoint.com 

Deepa is a former senior executive and a corporate inclusion visionary. She challenges and redefines the status quo of leadership, success, and power by centering on the needs and experiences of Women of Color. Deepa's book, "The First, The Few, The Only: How Women of Color Can Redefine Power in Corporate America", was published in March 2022 to international acclaim. She shares: The unique experiences of women of color and the "jobs outside of the job" How to be a better ally for women of color through individual and systemic change How to create space to better engage women of color and debunk the "myth of meritocracy" Connect with Deepa at https://www.deepapuru.com and Julie at Nextpivotpoint.com 

Luis Malbas is on a mission to change the world through digital media, community, and education. With a background in technology, marketing, and media, he has been working in Learning and Development for nearly twenty years. He founded The Training, Learning, and Development Community in 2016, working to promote diversity, inclusion, and equity in L&D. He joins us to share: Ideas to ensure your learning programs are inclusive Personal reflections for allies to learn from Why where you put your money matters as an ally Connect with Luis at www.thetldc.com and with Julie at Nextpivotpoint.com

Chris Moore is the CEO of FIRST, a global nonprofit community that empowers students to become science and technology leaders. Janell Catlin is the Senior Director of Equity, Diversity, and Inclusion at FIRST and has nearly 20 years of experience as a global STEM education researcher. They join us to share: Why equity comes before diversity and inclusion How to be an ally, not a savior for underrepresented youth What organizations are doing to diversify talent earlier in their pipelines Learn more at https://www.firstinspires.org/ and about Julie at Nextpivotpoint.com

Rob Arndt is the CEO & Founder of BufferSprings, a veteran-owned training & consulting firm that builds customized military veteran recruitment, engagement, and retention programs for smart companies. He joins us to share: The vital difference between military friendly vs. military effective with a proven 5-step process MT BEN The benefits of diversifying with more veterans What biases do veterans face and how to overcome them as an organization Connect with Rob at Buffersprings.com and Julie at Nextpivotpoint.com

Kathryn is the Founder of Worthmore Strategies, a consulting firm focused on achieving gender parity in the workplace by empowering women to ask for what they need to thrive in their careers. She joins us to share: How to manage gender bias in negotiation Why negotiation is beyond compensation Proven academic research to support effective negotiation Connect with Kathryn at worthmorenegotiations.com and Julie at Nextpivotpoint.com 

Jackie Ferguson is co-founder and Head of Content and Programming for The Diversity Movement, an organization that creates stronger business outcomes through strengthening culture and belonging. Jackie is a certified diversity executive, national speaker, author of the book, The Inclusive Language Handbook, and the host of the top-rated diversity podcast, "Diversity: Beyond the Checkbox." Together, we discuss: What words to say and not say to signal you want to be an ally Why DEI is important in an economic downturn and how it affects the C-suite How to embed DEI into your organization as a leader Follow Jackie at the thediversitymovement.com and Julie at Nextpivotpoint.com 

Farzana Nayani is a recognized Diversity, Equity, and Inclusion specialist, business and strategy coach, and international keynote speaker. She joins us to share: How to successfully start and manage ERGs Types of ERGs and how to measure success Why it is important to expand ERGs externally Connect with Farzana at https://www.farzananayani.com/ and Julie at Nextpivotpoint.com 

Ezanne Swanepoel is the leading empowerment and relationship expert, helping people strip the blockages and filters that prevent them from unlocking their path to prosperity, fulfillment, and contribution; while making a meaningful impact in life through and with other people.  She published the book Connected Rainmaker – Lead with Giving and speaks 6 languages. Growing up in Africa taught her how to champion diversity and inclusion. She shares ideas on: Leading from a place of giving Putting the mask down and being vulnerable Establishing an ego-free zone How to be a global citizen Follow Ezanne at connectedrainmaker.com and Julie at Nextpivotpoint.com 

Did you know that companies with inclusive workplace cultures consistently outperform the market, have higher gross margins and gross revenues, and command higher stock prices? Join Dora Lutz and Julie Kratz in their live LinkedIn Audio program to discuss some practical tips to build a sustainable ESG model and the intersection with DEI. Connect with Dora at: https://www.aspirationalbusiness.com/ and Julie at www.nextpivotpoint.com .

Inspiring others to be allies is the fun part of the journey. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. Join Julie as she unpacks a key strategy from her new book Allyship in Action: 10 Practices to Live Inclusively. Connect with Julie at www.nextpivotpoint.com.

Privilege is a chance to be an ally for someone different from you. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. Join Julie as she unpacks a key strategy from her new book Allyship in Action: 10 Practices to Live Inclusively. Connect with Julie at www.nextpivotpoint.com.

Accountability is one of the top trends for allyship to work at home and at work. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. Join Julie as she unpacks a key strategy from her new book Allyship in Action: 10 Practices to Live Inclusively. Connect with Julie at www.nextpivotpoint.com.

Coaching is an ally saving grace. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. Join Julie as she unpacks a key strategy from her new book Allyship in Action: 10 Practices to Live Inclusively. Connect with Julie at www.nextpivotpoint.com.

Courage is a key ingredient in the allyship toolkit for diversity and inclusion to work. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. Join Julie as she unpacks a key strategy from her new book Allyship in Action: 10 Practices to Live Inclusively. Connect with Julie at www.nextpivotpoint.com.

Laurie is a a Professor of Organizational Behavior and Theory and director of the Collaboration and Conflict Research Lab at Carnegie Mellon University. Ten years ago, her friend and economist Linda Babcock sent out a plea to her female colleagues – like herself, they were crushed by taking on too many tasks, and saw how they were trailing behind their male counterparts. They met at a restaurant to share stories and vowed to say no to requests that pulled them away from the work that mattered most. This was the beginning of The No Club. Laurie shares personal stories and new research on:   Why unrewarded work more often falls to women  How "organizational currency" creates NPTs at companies How organizations must change to distribute and reward work fairly How culture and management contribute to NPTs, with actionable ways to correct the imbalance Connect with Laurie and team at https://www.thenoclub.com/.

Emotions are vital on the journey to becoming an ally for diversity and inclusion. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. Join Julie as she unpacks a key strategy from her new book Allyship in Action: 10 Practices to Live Inclusively. Connect with Julie at www.nextpivotpoint.com.

Curiosity did not kill the cat. It is an integral part of the ally journey. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. Join Julie as she unpacks a key strategy from her new book Allyship in Action: 10 Practices to Live Inclusively.  Connect with Julie at www.nextpivotpoint.com.

Vulnerability is the achilles hill of an ally. We have to do allyship afraid often. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. Join Julie as she unpacks a key strategy from her new book Allyship in Action: 10 Practices to Live Inclusively. Connect with Julie at www.nextpivotpoint.com.

Empathy is an intentional practice of allies. It is impossible to wear someone else's shoes. Instead, channel empathy and seek to understand the other perspective. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. Join Julie as she unpacks a key strategy from her new book Allyship in Action: 10 Practices to Live Inclusively. Connect with Julie at www.nextpivotpoint.com.

There is no one size fits all approach to DEI. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. Julie shares a minisode about her new book Allyship in Action: 10 Practices for Living Inclusively focused on chapter one - knowing your ally why. Connect with Julie at www.nextpivotpoint.com.

Chela Gage is Head of Global Diversity, Equity and Inclusion at Pratt & Whitney. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. As a partner and consultant to the business and talent organizations, Chela is responsible for developing and creating the strategic long-term plan and initiatives to advance DEI. She shares with us: The My Why for DEI exercise to engage all employees in diversity and inclusion Her firm's action plan to drive true transformation Her "frozen middle" engagement strategy for middle manager engagement in DEI Connect with Chela at https://www.linkedin.com/in/chelagage/ and with Julie at nextpivotpoint.com.