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Allyship in Action
Allyship in Action episodes
- 150: Phil Rose - You Don't Have to Have a Daughter to be a White Male Ally
Phil Rose helps organizations get the most out of their purpose. He helps leaders uncover their full potential and engage their teams. On the Diversity Pivot Podcast, we're having tough conversations about privilege, inclusion, and leadership journeys. Phil joins the podcast to share vulnerably about:
- How his relationship with with his daughter has helped him be a better ally - Why it is critical to understand that diversity is a problem before trying to solve it - How to be an inclusive leader as a white, straight, cisgender man
Learn more about Phil at https://www.igniumconsult.com/ and meet Julie at NextPivotPoint.com.
26 min - 149: Hira Ali - How to be an Ally for Other Ethnicities
Hira Aliis the Chief Executive Officer of Advancing Your Potential, Managing Director of International Women Empowerment Events, Co-Founder of Career Excel and Co-Founder of The Grey Area. She is also an author of books focused on women in leadership and allyship. On the Diversity Pivot Podcast, we're having tough conversations about privilege, inclusion, and leadership journeys. Hira joins the podcast to share vulnerably about:
- Why allies do not need to have all the answers and that is okay - The danger of seeing diversity from a single category - How to get to know people different than you in a good way
Follow Hira at https://www.linkedin.com/in/hira-ali-careercoach and https://advancingyourpotential.com/ and meet Julie at NextPivotPoint.com.
30 min - 148: Patty Beach - Gender is a Social Construct
Patty Beach is founder of LeadershipSmarts. On the Diversity Pivot Podcast, we're having tough conversations about privilege, inclusion, and leadership journeys. Patty is the author of The Art of Alignment: A Practical Guide for Inclusive Leadership and the Versatility Factor Profile, an assessment for gender intelligent and inclusive leadership. On this episode, Patty shares:
- How to empathize with people different from yourself - What code switching is and how to be an ally for those that experience it - Proven frameworks to support psychological safety for others
Connect with Patty at www.leadershipsmarts.com and meet Julie at NextPivotPoint.com.
32 min - 147: Phillip Spencer - Moving from a Silent Culture to a Loud Culture
Phillip Spencer is a Talent Management & Development Manager at Entegris where he leads Diversity, Equity, and Inclusion initiatives. On the Diversity Pivot Podcast, we're having tough conversations about privilege, inclusion, and leadership journeys. Phillip joins the podcast to share vulnerably about:
- His own story of learning to be loud about diversity
- Why silence is the enemy of diversity and inclusion
- Practical ways to signal to others you want to be an ally
Connect with Phillip at https://www.linkedin.com/in/phillipjspencer/ and meet Julie at NextPivotPoint.com.
29 min - 146: Mark Fenton - How to Get More White Men Involved in Diversity & Inclusion?
Mark Fenton is the founder & CEO of the specialised Diversity, Inclusion & Coaching firm called MASF Consulting. He joins us to discuss his own White male journey into diversity and inclusion, while offering a crash course on how to be an ally for others. Together, we discuss:
- How affinity bias or similarity bias can prevent us from engaging in diversity conversations and how to overcome it
- The importance of psychological safety and knowing your ally why
- How to set ally targets and address systemic changes at a me, us, and it level
Connect with Mark at www.masf.ie. Connect with Julie at NextPivotPoint.com .
31 min - Season 7 Wrap Up
Season 7 is a wrap! Thank you for being an ally and listening to our experts on diversity, equity, and inclusion. Julie unpacks the key themes from this season's guests, with a special preview of season 8. Find Julie at nextpivotpoint.com and @nextpivotpoint
6 min - 145: Teresa Sande - How to Battle Imposter Syndrome
Teresa Sande is an imposter syndrome expert. Because 82% of people face imposter syndrome, she wrote the book Find Your Fierce to help people facing imposter syndrome. She shares how:
- Systems are not built to support people with diverse backgrounds
- Strategies to manage your inner critic with tools on awareness - interruption - momentum
- Allies can help support women and people of color to battle imposter syndrome
Her book Find Your Fierce is available for order on her website now at www.TeresaSande.com or via Amazon. Find Julie at nextpivotpoint.com or @nextpivotpoint
35 min - 144: Sorcha Mulligan - Diversity is not a Zero Sum Game
Sorcha Mulligan grew up in a multicultural household that valued diversity. Because of her own experiences in male and pale workplaces, she realized she wanted to be different and to push for change for all people. Together, we unpack:
- The diversity zero sum game mentality and why it is flawed
- Questions to develop a growth mindset for inclusion
- Why learning is the biggest step you can take to commit to diversity
Connect with Sorcha at https://www.linkedin.com/in/sorchamulligan/. Check out the full resource list at: https://docs.google.com/document/d/1cKjJMoUyGHsnz6PkLgXykynCxt0cgIz7NvvTOuGSbzs.
Find Julie at nextpivotpoint.com or @nextpivotpoint
31 min - 143: Rosalie Chamberlain - What is Conscious Leadership?
Rosalie Chamberlain believes that diversity is all around us, but inclusion is a personal choice. She is an author of the book Conscious Leadership in the Workplace. She shares:
- The role self-awareness plays in being an inclusive leader
- What code switching is and its harmful impact on belonging
- The problem with cultural fit vs. cultural add in screening out diverse talent
Connect with Rosalie at https://rosaliechamberlainconsulting.com/. Find Julie at nextpivotpoint.com and @nextpivotpoint .
29 min - 142: Chelsea Akers - The Myths of Diversity Recruiting & How to Overcome Them
Chelsea Akers is co-founder of Level D&I Solutions. Level provides a broad range of services and solutions to help organizations obtain and retain diverse talent and improve working conditions for underrepresented groups in business. In this episode, you will learn:
- What to do if you are not diverse yet, but want to recruit diverse talent
- Why Gen Z's unwavering commitment to differences and values will impact your business
- The myths of diversity recruiting and how to overcome them
Connect with Chelsea and her firm Level D&I Solutions at https://www.linkedin.com/company/leveldi/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
31 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.