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Allyship in Action
Allyship in Action episodes
- 227: Celebrate DEI With An Inclusion Month (And Year Round Activities) with Julie Kratz
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/ .
10 min - 226: How to Get The Budget You Need For DEI with Julie Kratz
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/
10 min - 225: Why Being Inclusive Is Important For Everyone's Career with Julie Kratz
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/ .
10 min - 224: Allyship Starts With The Most Marginalized First with Julie Kratz
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/
9 min - 223: Diversity Statistics You Need To Know When Hiring Gen Z with Julie Kratz
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/
9 min - 222: How To Go Back To School Inclusively with Julie Kratz
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/
10 min - 221: What People Don't Understand About Affirmative Action with Julie Kratz
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/
11 min - 220: ESG and Hidden Linkage to DEI with Julie Kratz
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/
11 min - 219: Making DEI Real with Goals with Chéla Gage
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:
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Industry and organization size influences DEI work and how to pivot to changing needs
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Changing 2030 demographics are a reality and what to do now to prepare for a much more diverse workforce in the future
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To set up a robust DEIB certification program and hold all leaders accountable
Meet Chela at https://www.linkedin.com/in/chelagage/.
31 min -
- 218: How to Overcome Workplace Bullying with Zenica Chatman
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:
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Zenica's own personal story of trauma that led her to DEI work
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What bullying behaviors to look out for and how to intervene as an ally
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How to set up an anti-bullying policy to prevent it, respecting all leadership styles
Connect with Zenica at https://www.zenicachatman.com/.
29 min -
About Allyship in Action
From the publisher's feed
I left Corporate America because the workplace culture sucked.
That realization was my personal pivot point, and it's the entire driving force behind my podcast, Allyship in Action.
Inclusive workplace culture doesn't happen by accident. It is built through intentional, consistent choices. In every episode of Allyship in Action, my goal is simple. My goal is to cut through the noise, skip the performative shiny stuff, and deliver real, practical tools that turn good intentions into sustainable workplace culture change.
Here is the core summary of what Allyship in Action is all about, and how all leaders can be better allies.
From Performative Statements to Everyday Practice
We've all seen standard corporate declarations like posting a statement on social media or making a grand pledge. While public support isn't inherently bad, true allyship begins when the cameras are off. Allyship isn't a badge you wear or a title you give yourself. Allyship is a verb. It requires continuous learning, unlearning, and showing up even when things get messy or uncomfortable.
In our conversations with workplace culture experts, we repeatedly unpack how real allies move from passive empathy to proactive intervention. That means noticing who gets interrupted in meetings, recognizing whose ideas are credited, and ensuring that opportunities are distributed equitably across the entire team.
Rewiring Workplace Culture for True Inclusion
A healthy workplace culture isn't created by ping-pong tables or free snacks. Inclusive workplace cultures are built on psychological safety, fairness, and trust. For genuine inclusion to take root, organizations must audit the subtle systems that drive daily behavior. How are your meetings structured? How are performance reviews conducted? Who holds the informal power, and how is feedback delivered?
On the podcast, we showcase practical tactics—like rotating an Inclusion Booster role during weekly staff meetings to monitor airtime and ensure introverted or underrepresented voices are heard. When you design everyday workflows with inclusion in mind, you stop relying on heroic individual acts and start embedding equity into the DNA of your organization.
Protecting the Pipeline and How Inclusion Drives Talent Retention
There is both a deep human case and a rock-solid business case for DEI. In today's shifting marketplace, talent retention is one of the single biggest operational challenges leaders face. High performers, especially women, racially diverse team members, neurodivergent colleagues, and Gen Z workers, simply will not stay where they have to mask their true selves or fight uphill against systemic microaggressions.
When employees feel seen, heard, and valued for their unique lived experiences, engagement skyrockets, innovation thrives, and turnover drops. Protecting your talent pipeline isn't about complex retention gimmicks; it's about fostering an environment where people know, without a shadow of a doubt, that they belong.
Engaging People with Power
One of our biggest research insights is that inclusion work stalls when it remains isolated in ERGs or HR departments. Without people in positions of power actively engaged as allies, systemic progress hits a ceiling. Powerful leaders often stay on the sidelines out of a fear of making a mistake or saying the wrong thing.
Allyship in Action serves as a compassionate, pushback-proof invitation for leaders to step up. Allyship isn't about having all the answers or acting like a superhero. It's about having the humility to say, "I don't know, but I'm here to listen, learn, and leverage my influence to help."
Allyship is a Continuous Journey
Allyship is progress over perfection. It's a practice. We are all works in progress. If we want better workplaces, we have to stay curious, challenge our own blind spots, and commit to taking small, consistent micro-actions every single day.
When we do allyship well, we don't just change our teams, we also redefine what it means to lead for all.