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Allyship in Action
Allyship in Action episodes
- 82: Jo Miller - Kicking Off Women's History Month
Women's leadership expert and author, Jo Miller, shares:
- Why it is important for ALL voices to be heard (especially women at work)
- Self-promotion and why women hold back
- Gender socialization and its impact on women in Corporate America
- How to build a personal brand around your leadership strengths
- Trends for 2020 and beyond for women's leadership
Connect with Jo Miller at jomiller.com
24 min - 81: Simone Morris - Diversity and Inclusion is a Journey
Diversity and inclusion expert, Simone Morris, shares:
- How to bring our allies on the diversity journey with us
- The mindset of inclusive leaders
- What inclusive organizations are doing to prioritize investing in diversity and inclusion
- How to celebrate black history beyond Black History Month
- Embracing brave conversations and creating space for real talk
Connect with Simone at https://www.simonemorris.com/.
32 min - 80: Derrin Slack - How to Build Trust by Risking Ourselves
Diversity and inclusion community engagement expert, Derrin Slack, talks about different diversity dimensions of race and disabilities, sharing:
- His back story on being a child on the margin and how it connects to his organization's purpose
- Why diversity is uncomfortable and how to overcome it
- Deep relationship building cultures and how they win at inclusion
- Shifting candid conversations with the perspective "the problem is me"
- Being intentional and vulnerable as an ally
- Why we need to see more people of color and those with disablities in positions of power
Connect with Derrin at https://www.proactindy.org/
27 min - 79: Julie Kratz - April is Celebrate Diversity Month
Diversity awareness cannot be a one and done discussion. April is a great opportunity to build upon past successes with diversity and inclusion and intentionally build another moment of awareness and activity for allies to engage more.
In this solo-episode, I share ideas to have a successful discussion with your organization:
- Be intentional. Ensure any program has a follow up exercise or application and it is clear what is expected.
- Try out the diversity wheel or diversity storytelling exercises.
- Check out my resources page with free videos, blogs, podcasts and book lists to help you facilitate this important, ongoing dialogue.
More at www.nextpivotpoint.com/resources
11 min - 78: Julie Kratz - March is Women's History Month
Did you know that March is Women's History Month? Organizations focused on diversity and inclusion are hosting events and sharing education on how to be an ally for women leaders.
In this epsiode, Julie shares her ideas and what her clients are doing to support Women's History Month.
It is not too late to plan an event or share videos and tools for positive change!
12 min - 77: Julie Kratz - White People & Black History Month
Julie candidly discusses what she is doing to celebrate Black History Month and why white people may not feel like it is their history to celebrate. It is important that we all celebrate it inclusively and Julie shares ideas to meet our allies where they are at.
Check out the Inclusion School podcast with Simone Morris at www.inclusionschool.com
Listen in my webcast with Ericka Young on this topic at https://www.youtube.com/watch?v=6oSjMRv13nU
12 min - 76: Lisa Marie Platske - Connection and Belonging in the Workplace
In our fifth season, we are having candid conversations about diversity and inclusion with our team of experts. In this episode, inclusive leadership expert, Lisa Marie Platske, shares:
- Her inspiring story of leading in a male-dominated workplace
- Tools for inclusive leaders wanting to build more connection on their teams
- The lens of welcoming different perspectives
- How to deal with non-inclusive situations as allies
- The necessary ingredient for change - vulnerability
Follow her at https://upsidethinking.com/.
30 min - 75: Bea Wray - Diversity & Inclusion as a Universal Human Experience
In our fifth season, we are having candid conversations about diversity and inclusion with our team of experts. In this episode, my collaborator on women's leadership, Bea Wray, shares:
- Reframing careers as a jungle gym vs. a corporate ladder
- The transferable skills of caregivers that organizations can benefit from
- Storytelling techniques to communicate complicated strategies
- The hard steps to diversity and inclusion and how to break them down into baby steps instead
Follow Bea at https://www.beawray.com/.
26 min - 74: Ericka Young - Unpack Your Privilege to Be a Better Ally
In our fifth season, we are having candid conversations about diversity and inclusion with our team of experts. In this episode, my collaborator on privilege, Ericka Young, shares:
- How to diversify your social circles
- Intersectionality and why it is not about just advancing one diversity dimension
- The importance of acknowledging your privilege to help others
- What white people can do to be allies for people of color
- Why it is important to be around people different than you
Connect with Ericka at https://www.tailormadebudgets.com/.
32 min - 73: Bernadette Smith - The Future of Diversity & Inclusion
In our 5th season, we are interviewing experts in the trenches focused on diversity and inclusion. In this episode, Bernadette Smith, diversity and inclusion expert, shares:
- How marriage equality legislation led to her starting her business focused on diversity and inclusion
- The importance of educating front line employees on inclusive communication
- Practical communication techniques to lead like an ally
- How to meet people where they are at with diversity training, especially under time constraints
- How to call people out on non-inclusive behavior
- Best practices, and the good news, for the future of diversity
Learn more about Bernadette Smith at https://www.bernadettesmith.com/.
28 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.