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Allyship in Action
Allyship in Action episodes
- 122: Dr. Steve Yacovelli - The Hidden Minority with "The Gay Leadership Dude™"
Dr. Steve Yacovelli is the self-proclaimed "The Gay Leadership Dude™". His passion for advancing the rights of the LGBTQ+ community is contagious. He joins the Next Pivot Point podcast to share:
- Why 50% of LGBTQ+ people are still closetted in the workplace
- Allyship's roles in creating positive change
- Inclusive language to signal you want to be an ally for others
Connect with Dr. Steve Yacovelli at https://topdoglearning.learnworlds.com/course?courseid=mopsam . Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
27 min - 121: Rashmi Prabhakar - Global Diversity Leader's Actionable Best Practices
Rashmi Prabhakar is a global leader and leader of Finastra's Women's Employee Resource Group. She joins the Next Pivot Point to share:
- How to structure your Employee Resource Groups (ERGs) for success
- Mentoring program best practices
- How intentional and consistent training and development builds diversity in the workplace
Connect with Rashmi on LinkedIn. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
29 min - 120: EB Sanders - Intentionality at Home and at Work
EB Sanders is a motivational coach and speaker who spends her time teaching creative types how to Find Their Thing. She joins the Next Pivot Point podcast to share:
- The role of values in finding your own career happiness
- How to create a vision for yourself using all five of your senses
- Why the imposter syndrome is connected to diversity
You can connect with EB Sanders at https://www.ebsanders.com/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
32 min - 119: Bridget Greenwood - Why We Win With More Women in Tech
Bridget Greenwood joins the Next Pivot Point podcast to share knowledge on diversity in technology and why leaving women out is bad for business. In this episode, you will learn:
- Why designing technology that works for all people is good for business
- How organizations are leading with their missions and purposes to attract diverse talent
- The importance of building more inclusive workplace cultures right from the start
Get in touch with Bridget Greenwood at https://www.thebiggerpie.io/.
Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
32 min - Season 7 Trailer with Kathryn Buntain
We are back! This season we are focused on sharing global stories of allyship and best practices for diversity and inclusion leaders.
Kathryn Buntain, Next Pivot Point's Client Success Manager, joins the podcast to share her background and thoughts on 2021 trends and best practices.
9 min - 118: Michelle Silverthorn - Authentic Diversity
Fear of saying and doing the wrong thing is what is holding Corporate America back from true inclusion. Michelle Silverthorn does not believe it needs to be this way. She joins the podcast to share her latest book Authentic Diversity with tangible tools for everyone to practice more inclusion, including:
- The balance of stories and data to show the business and human case for diversity and inclusion
- Ground rules of respect and empathy for any successful diversity conversation
- Questions to ask yourself and others that are afraid of diversity
Connect with Michelle at https://michellesilverthorn.com/.
29 min - 117: Zach Nunn - Elevating Black and Brown Voices
Zach Nunn is a "Big 4" DEI consultant, CEO, and founder of Living Corporate, which exists to amplify and center marginalized voices at work by interviewing Black and Brown executives, activists, educators, elected officials and influencers.
Together, we unpack how:
- We are unknowingly complicit with systems of racism and white supremacy
- Making a difference in your own organization is the most important thing you can do as an ally
- To recognize Black fatigue with an abundance of grace
Follow Zach and Living Corporate at https://www.living-corporate.com/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
34 min - 116: Eve Rodsky - The Fair Play Guide to Work Life Integration
Eve Rodsky is author of Fair Play: a Game-Changing Solution for When You Have to Much to do. She joins the Next Pivot Point podcast to share:
- Why work life balance does not exist
- How work life integration is a systemic problem that does not work for any gender
- Boundaries, systems, and communication frameworsk to better integrate work and life
Connect with Eve at https://www.everodsky.com/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
33 min - 115: Lenora Billings-Harris - Why Diversity & Inclusion is not "Political"
Lenora Billings-Harris has been leading diversity and inclusion work across the world for 25+ years. She shares her personal "why" story for this work dating back to 1994 in South Africa that builds the so important human case for diversity.
Together, we discuss
- Why diversity & inclusion is unfairly perceived as "political" and therefore hard to talk about
- Her B-BASIC techniques for allyship
- What it means to be an ally vs. an advocate
- D&I as a team metaphor - diversity is the make-up of the team and inclusion is how the team behaves
Connect with Lenora at https://www.ubuntuglobal.com/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
36 min - 114: Terrance Bell - A Black Man's Experience Growing Up in the South
It is hard to understand the lived experiences that you yourself have not experienced. Terrance's story of being a Black man in the South and finding himself amongst the differences is eye-opening for allies.
We canvas Terrance's personal story laced with clues to why:
- White people do not "see" racism
- Teaching white Europeon history is problematic
- Equity is not a zero sum game
Connect with Terrance at https://www.linkedin.com/in/terrance-bell/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
39 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.