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Allyship in Action
Allyship in Action episodes
- 141: Alyshia Madlem - What a Consistent DEI Strategy Looks Like
Alyshia Madlem, is an EVP at Statwax, and client at Next Pivot Point. She joins the podcast to discuss their diversity, equity and inclusion journey with key insights into:
- How to craft a robust diversity, equity and inclusion strategy
- Why baby steps over big strides matter along the journey to inclusion
- What success looks like a year into diversity and inclusion efforts and where challenges still exist
Connect with Alyshia at https://www.linkedin.com/in/alyshiakisormadlem/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
38 min - 140: Stacey Gordon - How to Intentionally Recruit and Hire Diverse Talent
Stacey Gordon is leading at the intersection of diversity, inclusion, and workplace culture, as CEO and Chief Diversity Strategist of Rework Work. She teaches organizations how to intentionally recruit and hire diverse talent. Together, we cover: -The difference between intentional and unintentional inclusive hiring practices -Mistakes to avoid when recruiting and hiring diverse talent -Why empathy is critical to showing up as an inclusive hiring manager Connect with Stacey at https://reworkwork.com/blueprint . Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
36 min - 139: Sabreet Kang Rajeev - A Window Into the First Generation Immigrant Experience
Sabreet Kang Rajeev is a first-generation Indian American of Sikh descent. Sabreet is a full-time Social-Science Researcher and part-time writer. She is driven to raise awareness and empathy for a minority group of Indian Americans who do not historically come from educational or economic privilege. Together, we discuss:
- The importance of understanding of subcultures within diversity
- How to check your stereotypes about Asian Americans
- The different lenses of first generation immigrants
Connect with Sabreet at https://www.sabreetkangrajeev.com/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
28 min - 138: Stacia Garr - Diversity is About Conflict Resolution
Stacia Garr is a DEIB research expert. She measures diversity, equity, inclusion, and belonging in the workplace leveraging research-based approaches. Together, we cover:
- The rise of people analytics and how to measure cultural diversity
- How to create and sustain a culture of belonging through psychological safety and beyond
- The importance of starting with openness as an inclusive leadership tool
Learn more about Stacia's research DEIB Tech 2021 Overview - RedThread Research. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
30 min - 137: Amanda Davie - Listening Strategies to Lead Like an Ally
Amanda Davie is an executive and leadership coach, co-founder of Equal Talent, seasoned entrepreneur and business leader. She joins the Next Pivot Point podcast to share:
- The five selves of emotional intelligence and why EQ is critical as an inclusive leader
- How to listen fully with your EARs (empathy, affirmation, reflection, and summary)
- How the pandemic has set back workplace inclusion and what to do about it
Connect with Amanda at https://equaltalent.com/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
35 min - 136: Natalie Siston - The Rural Empathy Divide with Diversity
Natalie Siston is author of the book Let Her Out and a frequent keynote speaker and executive coach. She launched her business, Small Town Leadership, during the pandemic. Having grown up in rural America, she is passionate about diversity and helping women in the workplace. She joins the Next Pivot Point podcast to share:
- How to overcome reflect back on your younger self to rediscover who you authentically are
- The importance of making your dreams bigger than your fears
- The rural empathy divide with diversity and why people fear what they do not understand
Connect with Natalie all of these places:
https://letherout.com
https://smalltownleadership.com
https://www.linkedin.com/in/nataliesiston/
https://www.facebook.com/natalie.siston
https://www.instagram.com/nataliesiston/
https://www.youtube.com/channel/UCvzFqQhW2S6-JCczQEr0ovg
29 min - 135: Tamara Thorpe - Engaging the Next Generation of Leaders
Tamara Thorpe is CEO of Real Global, where she helps her clients discover how wonderful intercultural and multi-generational differences are and how they can use those differences to enrich their organizations. Together, we unpack:
- Why it is important to engage the next generation of leaders
- The different generational cohorts, what we have in common, and where the differences lie
- What leaders can do lead inclusively across multiple cultures and generations
Connect with Tamara at www.tamarathorpe.com. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
37 min - 134: Dr. Joel Davis Brown - Inclusive Leadership is a Growth Mindset
Dr. Joel A. Brown is the Chief Visionary Officer of Pneumos LLC, a management consulting and coaching company. He joins the Next Pivot Point podcast to share how to:
- Engage leadership in the diversity and inclusion journey
- Apply the growth mindset to inclusive leadership
- Apply accountability to facilitate sustainable diversity and inclusion
Connect with Joel at www.souletry.com. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
32 min - 133: Jen Martin - Active Allyship Not Passive Allyship
Jen Martin is an expert at building psychological safety through vulnerability. Jen looks at allyship like friendship. She joins the Next Pivot Podcast to share how:
- Allyship is active not passive
- Ask the right, curious questions as an ally
- The role of vulnerability and silence in being an ally
Connect with Jen at https://www.linkedin.com/in/jenmartincoach/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
33 min - 132: Sandra Ruiz Moriana - How to Build Trust as an Ally
Sandra Ruiz Moriana is a lover of sign language and passionate about helping migrant women find employment. She joins the Next Pivot Point podcast to share her story and share knowledge on how to be a better ally to others that are different from you. In this episode, you will learn how:
- Allies listen, build trust, and empathize with those that are different from themselves
- Migrant women are often the forgotten group when it comes to true inclusion
- Sign language is applied differently across cultures
Follow Sandra at https://www.linkedin.com/in/sandra-ruiz-moriana/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
33 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.