Allyship in Action

Allyship doesn’t happen by accident. It requires intention, action, and consistency. The goal of Allyship in Action is to provide practical, actionable tools from inclusion experts that people can be more actionable allies at work.

309: Allyship Storytelling with Julie Kratz 09/07/2025

308: Modeling Psychological Safety Perspective Taking 08/31/2025

307: Knowing Your Ally Role 08/24/2025

306: What's In It for Me for an Ally 08/17/2025

305: Reframing Power as a Chance to be an Ally 08/10/2025

304: Turning Fear Into Fuel as Allies 08/03/2025

303: Welcome to the We Want You Book Series 07/27/2025

302: Beyond Milestones, A New Look at Profound Autism with Sarah Kernion 07/13/2025

302: Beyond Milestones, A New Look at Profound Autism with Sarah Kernion 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 . /episode/index/show/nextpivotpoint/id/37117195

301: How to Weave DEI Into Your Culture with Melissa Ng Goldner 07/06/2025

301: How to Weave DEI Into Your Culture with Melissa Ng Goldner 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 /episode/index/show/nextpivotpoint/id/37117165

300: The Gender Competition Gap with Katy Milkman and Sophia Pink 06/29/2025

300: The Gender Competition Gap with Katy Milkman and Sophia Pink 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: /episode/index/show/nextpivotpoint/id/36639340

299: Diversifying is the Best Way to Grow Your Business with Charlene Polite Corley and Stacie De Armas 06/22/2025

299: Diversifying is the Best Way to Grow Your Business with Charlene Polite Corley and Stacie De Armas 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: /episode/index/show/nextpivotpoint/id/36537490

298: The ROI of Neuroinclusion with Keivan Stassun 06/15/2025

298: The ROI of Neuroinclusion with Keivan Stassun 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 and find Julie at /episode/index/show/nextpivotpoint/id/36359285

297: Deep Listening Strategies with Emily Kasriel 06/08/2025

297: Deep Listening Strategies with Emily Kasriel 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, , for more information on her work. Find Julie at /episode/index/show/nextpivotpoint/id/36251260

296: Launching a Non-Profit with Impact with Chéla Gage 06/01/2025

296: Launching a Non-Profit with Impact with Chéla Gage 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: and you can find Julie Kratz at /episode/index/show/nextpivotpoint/id/36249650

295: Baked-In Resilience: Keeping the Flame of Inclusion Alive, Quietly and Powerfully with Sona Khosla 05/25/2025

295: Baked-In Resilience: Keeping the Flame of Inclusion Alive, Quietly and Powerfully with Sona Khosla 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: Benevity's research: Benevity's resource hub: The Executive CSR report: Find Julie at /episode/index/show/nextpivotpoint/id/35944540

294: DEI Stealth Mode: Finding Hope and Action in Uncertain Times with Dr. Poornima Luthra 05/18/2025

294: DEI Stealth Mode: Finding Hope and Action in Uncertain Times with Dr. Poornima Luthra 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 and find Julie Kratz at /episode/index/show/nextpivotpoint/id/35662115

293: How ERGs Can Transform Your Workplace with Brian Reaves 05/11/2025

293: How ERGs Can Transform Your Workplace with Brian Reaves 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 , and you can find Julie Kratz at /episode/index/show/nextpivotpoint/id/35944450

292: The Behavioral Blueprint: Nudging Toward Inclusive Action, One Moment at a Time with Katryn Wright 05/04/2025

292: The Behavioral Blueprint: Nudging Toward Inclusive Action, One Moment at a Time with Katryn Wright 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 and on Linkedin. Find Julie Kratz at . /episode/index/show/nextpivotpoint/id/35843535

291: How to Make Work Fair with Siri Chilazi 04/27/2025

291: How to Make Work Fair with Siri Chilazi 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 and find Julie Kratz at /episode/index/show/nextpivotpoint/id/35843380

290: Unlocking Neurodiversity: Beyond Labels and Stereotypes with Dr. Angela Kingdon 04/20/2025

290: Unlocking Neurodiversity: Beyond Labels and Stereotypes with Dr. Angela Kingdon 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 and find Julie Kratz at /episode/index/show/nextpivotpoint/id/35732235

289: Navigating the Broken Rung and Building Your Own Path to Success with Lareina Yee 04/13/2025

289: Navigating the Broken Rung and Building Your Own Path to Success with Lareina Yee 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 and Julie Kratz at /episode/index/show/nextpivotpoint/id/35656820

288: How to Push Back Against Othering in the Workplace with Daniela Pierre-Bravo 04/06/2025

288: How to Push Back Against Othering in the Workplace with Daniela Pierre-Bravo 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. /episode/index/show/nextpivotpoint/id/35518800

287: Honoring Transgender Day of Visibility with Josephine Guckiean 03/30/2025

287: Honoring Transgender Day of Visibility with Josephine Guckiean 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. /episode/index/show/nextpivotpoint/id/35577900

286: Hiring with Intention: Moving Beyond Bias to Build a Thriving Workforce with Josh Millet 03/23/2025

286: Hiring with Intention: Moving Beyond Bias to Build a Thriving Workforce with Josh Millet 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. /episode/index/show/nextpivotpoint/id/35415075

285: The Great Re-Evaluation: Finding Purpose in the New World of Work with Jennifer Moss 03/16/2025

285: The Great Re-Evaluation: Finding Purpose in the New World of Work with Jennifer Moss 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 and Julie at https://www.nextpivotpoint.com/ /episode/index/show/nextpivotpoint/id/35414880

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