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Allyship in Action
Allyship in Action episodes
- 72: Karen Catlin - Setting Allyship as a Top Priority at Your Organization
In our fifth season, we are having candid conversations about diversity and inclusion with our team of experts. In this episode, allies expert, Karen Catlin, shares:
- What she did when she looked around the tech industry and saw it becoming maler and paler
- Why all voices need to be included in the conversation about diversity
- Types of gender bias and how to "Flip it to Test it"
- Specific language to lead like an ally
- Trends she sees for 2020 "The Year of the Ally"
- Hiring practices to better recruit diverse talent
Follow Karen on Twitter @betterallies and get her new book on her website https://karencatlin.com/.
34 min - 71: Michelle Cantor - Inclusion + Diversity = Change Management
In our fifth season, we are having candid conversations about diversity and inclusion with our team of experts. In this episode, I&D expert, Michelle Cantor, shares:
- The relationship between inclusion, diversity, and change management
- How to be intentional with inclusion and diversity
- The business case and the human case for diversity
- Unconscious bias as the great equalizer for all humans
- The fears holding diversity and inclusion back
- How to provide clarity at the top for I&D cultural transformation
- Recruiting strategies for diversity
Learn more about Michelle at https://www.volarconsulting.com.
32 min - 70: Julie Kratz - Lead Like an Ally with Sustainable Systems
Leading like an ally is a journey. Want to be more inclusive?
This episode unpacks four proven methods to be inclusive:
- Ensure Interview Slates are Diverse
- Measure Progress on Equality
- Broaden Diversity to More than Race and Gender
- Set Expectations for Leaders to Care
If you like this content, check out LeadLikeAnAlly.com to sign up for our complimentary 30-day preview of our new Lead Like an Ally program and get the new book, Lead Like an Ally.
10 min - 69: Julie Kratz - Lead Like an Ally as an Ally for LGBTQ+
Leading like an ally is a journey. Want to be more inclusive?
This episode unpacks four proven methods to be inclusive:
- Define the LGBTQ+ diversity dictionary
- Learn the gender spectrum
- Facilitate being out at work
- Use inclusive pronouns
If you like this content, check out LeadLikeAnAlly.com to sign up for our complimentary 30-day preview of our new Lead Like an Ally program and get the new book, Lead Like an Ally.
10 min - 68: Julie Kratz - Lead Like an Ally by Unpacking Race
Inclusive leaders lead like allies. They understand racial bias and model inclusion of all races for all people.
Want to lead like an ally? In this episode, you will learn how to:
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Own Your Role in the System
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Address Not Seeing Color
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Focus on Cultural Diversity
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Use the Term, "People of Color"
If you like this content, check out LeadLikeAnAlly.com to sign up for our complimentary 30-day preview of our new Lead Like an Ally program and get the new book, Lead Like an Ally.
11 min -
- 67: Julie Kratz - Lead Like an Ally by Interrupting Gender Bias
Inclusive leaders lead like allies. They know understand gender bias and model inclusion of all genders.
Want to lead like an ally? In this episode, you will learn how to:
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Stop Benevolent Sexism
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Know Gender Bias
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Model Inclusive Caregiving Leave
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Be Clear about Sexual Harassment Policies
If you like this content, check out LeadLikeAnAlly.com to sign up for our complimentary 30-day preview of our new Lead Like an Ally program and get the new book, Lead Like an Ally.
11 min -
- 66: Julie Kratz - Lead Like an Ally by Understanding Unconscious Bias
Inclusive leaders lead like allies. They own their bias and manage bias with their teams.
Want to lead like an ally? In this episode, you will learn how to:
- Check Unconscious Bias
- Call Out Microaggressions
- Know the Science of Bias
- Limit "Othering" People
If you like this content, check out LeadLikeAnAlly.com to sign up for our complimentary 30-day preview of our new Lead Like an Ally program and get the new book, Lead Like an Ally.
12 min - 65: Julie Kratz - Lead Like an Ally with Your Leadership Style
Inclusive leaders lead like allies. They know their leadership brand and inclusion is a part of it.
Want to lead like an ally? In this episode, you will learn how to:
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Know When to Ask vs to Tell
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Delegate
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Know the GROW Model
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Giving to Give
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Identify Strengths in Others
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Bolster the Confidence of Others
If you like this content, check out LeadLikeAnAlly.com to sign up for our complimentary 30-day preview of our new Lead Like an Ally program and get the new book, Lead Like an Ally.
11 min -
- 64: Julie Kratz - Lead Like an Ally with Diversity Storytelling
Inclusive leaders lead like allies. They share their stories and invite others to share their stories.
Want to lead like an ally? In this episode, you will learn how to:
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Think of a Time When You Were Different
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Understand Covering
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Write Out the Story
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Share the Story
If you like this content, check out LeadLikeAnAlly.com to sign up for our complimentary 30-day preview of our new Lead Like an Ally program and get the new book, Lead Like an Ally.
12 min -
- 63: Julie Kratz - Lead Like an Ally with Space for Others
Inclusive leaders lead like allies. They hold space for others to be seen, heard, and feel as they belong.
Want to lead like an ally? In this episode, you will learn how to:
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Stay Open to Input
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Be Curious
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Have Inclusive Meetings
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Practice Perspective Taking
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Help Other be Seen and Heard
If you like this content, check out LeadLikeAnAlly.com to sign up for our complimentary 30-day preview of our new Lead Like an Ally program and get the new book, Lead Like an Ally.
12 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.