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Allyship in Action
Allyship in Action episodes
- 199: Erayna Sargent - Burnout Does not Discriminate, Why it Favors Women and People of Color
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
26 min - 198: Genevieve Leveille - How to Include Underrepresented Groups in Historically Non-Inclusive Industries
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
27 min - 197: Susan MacKenty Brady - The DEI Dilemma
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
34 min - 196: If You Havent Removed Bias from Performance Reviews Then Youre Not an Inclusive Leader. Take These Steps to Protect Your Marginalized Employees.
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
10 min - 195: Women Are Leaving Corporate America for Entrepreneurship. Heres How to Support Them.
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
9 min - 194: Stop Expecting Marginalized Groups to Lead Diversity Efforts. Its Time For Allies to Step Up and Put in the Work.
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
9 min - 193: Business Leaders Need to Take Inclusive Language More Seriously Heres Why.
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
14 min - 192: What Industry Leaders Are Doing to Show Support for Diversity
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
11 min - 191: Why Diversity Is Important as You Scale Your Business
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
10 min - 190: Rohini Anand - Five Principles to Leading Global DEI
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
34 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.