Sign up to save your podcasts
Or
Share Allyship in Action
Share to email
Share to Facebook
Share to X
Share to email
Share to Facebook
Share to X
Or
Allyship in Action
Allyship in Action episodes
- Bonus Episode: How to Craft a Diversity, Equity, and Inclusion Strategy
Leadership teams in Corporate America have awoken. They know diversity is a problem, and they are not sure where to start. For those painfully behind on the diversity and inclusion journey, it is never too late to start.
As with any journey, this one also starts with a strategy. To craft a strong diversity and inclusion strategy, you need clarity.
In this episode, Julie shares how to:
- Define what inclusion means to your organization
- Craft a compelling why this important now and in the future
- Build an intentional road map of inclusion to support the strategy
LIke this content? Consider joining a future online workshop to learn more at https://www.eventbrite.com/o/julie-kratz-8595765091.
14 min - 105: Veronica Appleton - A Different World for Diversity
Veronica Appleton, professor, thought leader, and author comes to us with a thoughtful approach to allyship. Together, we discuss:
- How to carry your values with you as an ally for diversity and inclusion
- What it will take to sustain the energy long-term for racial justice
- The significance of asking "how are you doing?" as an ally
Connect with Veronica at www.veronicaappleton.com. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
36 min - Bonus Episode: Unpacking Racism Revisited with Ericka Young
Antiracism is a word being thrown around Corporate America all too often nowadays. In the wake of George Floyd and sustained racial equity conversations in 2020, we wanted to take a moment to unpack what we are doing to support antiracism and ideas for those that want to be allies to people of color.
My frequent collaboration partner, and advocate for racial equity, Ericka Young, and I discuss:
- Where we are at now personally and with our clients working on antracism
- Antiracism books we are reading and how we are practicing self-care to manage our energy
- Calls to action for those that want to be allies for people of color
If you like this episode, there is more. Join us for the Unpacking Racism: What Do I Need to Do to be an Antiracist? live virtual workshop November 10 at 12p ET.
21 min - 104: Aubrey Blanche - Equitable Design & Impact
Aubrey Blanche, Director of Equitable Design and Impact at Culture Amp, shares powerful tools and information to facilitate equity in your organization. Together, we discuss:
- Why the word diversity doesn't always drive inclusion
- Equitable design and how to make diversity work at work
- The pillars of the Culture Amp anti-racism platform
Follow Aubrey at https://www.linkedin.com/in/adblanche/ and the Culture Amp anti-racism pillars at https://www.cultureamp.com/antiracism/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
36 min - 103: Tina Gilbert - The Strength of Weak Ties
Diversity, equity, inclusion, and belonging Corporate America leader joins us to shares her stories and expertise. Together, we cover:
- The history of diversity and inclusion over Tina's 20+ year career in
- How to build a robust, intentional strategy around diversity, equity, inclusion, and belonging for 2020 and beyond
- What it will take to engage the white male majority group in Corporate America and the importance of the strength of weak ties
Follow Tina at https://www.linkedin.com/in/kristinalgilbert/ and check out here DIEB Navigators Facebook group at https://www.facebook.com/DIEBNavigators/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
30 min - 102: Jordan Mitchell - Leaning into Candid Conversations on Race and Inclusion
Jordan MItchell, diversity and inclusion expert, joins the podcast to share his story on allyship.
Together, we talk through:
- His candid experiences with diversity and inclusion a bi-racial man in America in 2020
- Why microaggressions are so hurtful and how to lean into candid conversations as an ally
- The importance of continued conversation and driving systemic change from recent events
Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint. Get in touch with Jordan at: https://www.linkedin.com/in/jmitch40/
45 min - 101: Esther Weinberg - Unpacking the 2020 Seismic Shifts in People Strategy Development
Esther Weinberg joins the podcast episode to share some "truth bombs" for effective people strategy development.
Together, we unpack:
- The seismic "pivot points" in her own career that led to her following her purpose in her work
- The ripple effects of the pandemic and how virtual work has impacted the employee experience
- Motivation techniques and tools for today's people leading wanting to get the most out of their virtual teams
Learn more about Esther and get the free e-book "Why Your Company's Bottom Line is not the Top Priority" at https://thereadyzone.com/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
34 min - Episode 100: Lesa Bradshaw - Including Disabilities in the Diversity and Inclusion Conversation
TEDx speaker and disability expert, Lesa Bradshaw, shares her humorous approach to diversity with tangible strategies to be an ally for those with disabilities.
Together, we cover:
- How to avoid the shame factor in conversations about diversity
- Why disabilities have been excluded from the diversity and inclusion conversation and how to include them
- How to relax and talk about it because "it's just diversity"
Listen to Lesa's "Disability vs the Workplace" Ted Talk at: https://www.youtube.com/watch?v=W3_RjJtd6Eo and check out her cheeky blog here: https://bradshawleroux.co.za/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
34 min - 99: Victoria Mattingly - The Science Behind Diversity and Inclusion
Diversity and inclusion are hard to define at times. That is why Victoria Mattingly talks about the science behind diversity and inclusion and evidence-based solutions.
Together, we discuss how to:
- Define diversity, equity, and inclusion in your organization
- Apply science and evidence-based techniques to diversity and inclusion
- Demonstrate allyship as a white person
Learn more about Victoria and get off of 25% her online course at https://www.mattinglysolutions.com/pivotpoint. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
33 min - 98: Mike Bensi - Leading Inclusively Through Change
As Mike Bensi says, "the health of your company is only as strong as the health of your leaders." Mike helps leaders and leadership teams create clarity and momentum on strategies and goals that move the organization forward.
He joins us to discuss:
- Why white men need to be engaged in the conversation about diversity and inclusion
- What organizations can do to show a deeper commitment to inclusion beyond corporate statements and rhetoric
- How to lead inclusively in an ever changing work and life environment
Learn more about Mike at https://www.mikebensi.com/. Find Julie at https://nextpivotpoint.com/ or @nextpivotpoint.
29 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.