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Allyship in Action
Allyship in Action episodes
- 131: Dawn Leane - How to Build an Inclusive Workplace Culture
As the adage goes, "culture eats strategy for breakfast." The same is true for diverse and inclusive workplace cultures. In this episode, you will learn:
- How to start building a culture of diversity and inclusive leadership
- How to engage senior leadership in diversity and inclusion
- Why compliance alone will not solve the diversity problem
Follow Dawn Leane at https://leaneleaders.com/ and https://leanempower.com/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
29 min - 130: Sandra Healy - How to Measure Diversity with Technology
As Sandra says, "culture is easy to sense and hard to measure." That is why she set out to develop a technology to help organizations be more diverse and inclusive. In this episode, you will learn about:
- The software she created to help organizations manage diversity and inclusion
- Ideas for Key Performance Indicators (KPIs) to measure diversity
- The current state of gender equality and tangible ideas to drive better gender balance
Follow Sandra at https://www.linkedin.com/in/sandra-healy/, https://inclusio.io/, and https://www.dcu.ie/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
33 min - 129: Robert Gibson - Diversity Training is Not a Quick Fix
Diversity training is not a quick fix. That is the message we unpack with global DEI expert, Robert Gibson. Together, we learn:
- A navigation system for different cultures rather than trying quick fixes
- Why unconscious bias training does not work and how to make it work
- How our attitudes and beliefs need to be considered when building more holistic diversity and inclusion training programs
Follow Robert at: https://www.linkedin.com/in/robert-gibson-6a36a315/, the SIETAR (Society for Intercultural Education, Training and Research) https://www.sietareu.org/national-sietars/ and Diversity Charta in Germany https://www.charta-der-vielfalt.de/en/ . Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
39 min - 128: Furkan Karayel - Inclusive Leadership Drives Productivity
Furkan Karayel joins the Next Pivot Point podcast to share her DEI expertise. Together, we cover:
- Studies showing how inclusive leadership boosts team productivity over time
- The six traits of inclusive leadership any leader can learn
- Why the most important step is self-awareness and just getting started on the inclusive leadership journey
Learn more about Furkan on Diversein's website: https://www.diversein.com. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
Resources Discussed:
- Youtube Channel: https://www.youtube.com/user/furkankarayell
- Inclusive Intelligence: How to be a role model for diversity and inclusion: http://inclusiveintelligence.org
- Harvard Business School Implicit Bias Test: https://implicit.harvard.edu/implicit/takeatest.html
- Inclusive Leader's Goals Calendar: https://bit.ly/3p4yYba
30 min - 127: Jeff Nischwitz - Conversations About Racism as a White Male AllyJeff Nischwitz is white male ally for diversity in the workplace. He joins the Next Pivot Point podcast to share how:
- Allyship is a journey and Jeff's began with a privilege walk
- White supremacy as a continuum rather than strictly you are a "good" or "bad" person
- How shame triggers defensiveness and how to to have productive conversations about racism as an ally
35 min - 126: Adaku Ezeudo - Being "the Only" and Recognizing Subtle RacismAdaku Ezeudo is a global thought leader in DEI. A servant leader, humanitarian, and passionate advocate, Adaku believes in meeting people where they are to address bias, racism, and injustice. She joins the Next Pivot Point podcast to share:
- How to recognize subtle racism embedded in our policies and institutions
- Why now is not the time to hit pause on DEI
- How sponsorship is like seed sowing for future diversity
32 min - Why & How to Talk with Children About Diversity
In this bonus episode, Julie Kratz shares her thoughts on the future of diversity and inclusion and why children are the critical component to future success.
Julie wrote the children's book The Little Allies to help parents, caregivers, and educators navigate the conversation about diversity. Learn more about the book at https://thelittleallies.com/ and check out our other podcast with co-host Simone Morris at https://inclusionschool.com/.
12 min - 125: Roland Chesters - Talking About Disabilities in the Workplace
Roland Chesters is an author, thought leader, and compassionate leader in the diversity world. Following a life-changing diagnosis of HIV and AIDS in 2006, he became a campaigner for diversity and inclusion and a vocal advocate for people living with HIV. Roland was a finalist in the 2019 National Diversity Awards as a Positive Role Model for Disability. He joins the Next Pivot Point podcast to share:
- Labels to avoid when talking about disabilities
- How 80% of disabilities are not visible
- Why managers are critical to talking about disabilities at work
Connect with Rolland Chesters at https://www.ripplesfromtheedge.com/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
29 min - 124: Coonoor Behal - Using Improv to Drive Diversity and InclusionCoonoor Behal is an improv and inclusive leadership expert. She joins the Next Pivot Point podcast to share:
- Why the stigma of quitting is not helpful for inclusive workplaces
- The connective tissue of improv and design thinking with diversity, equity and inclusion
- How we can drive positive social change through existing systems
31 min - 123: Daniela Felletti - Reducing Bias in Diversifying Your Team, A Global Perspective
Daniela Felletti is a global expert in bias and diversity based in France. She joins the Next Pivot Point podcast to share how:
- Gender biases that affect women adversely in the workplace
- Global differences in diversity conversations
- Taboos to avoid to foster true diversity
Connect with Daniela at https://www.linkedin.com/in/danielafelletti/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
26 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.