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Allyship in Action
Allyship in Action episodes
- 22: Marita Bolles - How Gender Roles are Changing
Seasoned executive coach, Marita Bolles, shares her unique perspective on #genderequality and how gender roles are being recalibrated today.
Her work focuses on being the human you are meant to be. As she shares, #maleallies and #women win together by shifting perspectives through #story sharing, intentional conversations, and approaching work and life integration instead of in opposition. Together, we #evolvetogether.
28 min - 21: Michael Reynolds - Why Women are Important for Business
Male allies themselves are diverse. Meet Michael Reynolds, business owner, and diversity believer and doer. He achieved #genderequality in his organization and saw better business outcomes as a result. He encourages #maleallies to pay attention to bias in the workplace, ask women for their opinions to be heard, and be curious to learn from those different than yourself. We even get a tad political. Learn from Michael here.
30 min - 20: Lorraine Ball - Time with My Mentor and Gender Equality Pioneer
Lorraine Ball is a #genderequality pioneer. Her stories of her #maleally mentors, sponsors, and advocates throughout her career and while in her own business resonate firmly with #womenleaders today. Listen to Lorraine here.
24 min - 19: Lyla Kohistany - A Gripping and Inspirational Tale of Allyship
Lyla Kohistany leads Promote Leadership, a non-profit focused on gender equality. From Lyla, we learn that dialogue, data, and speaking up is necessary for women leaders to engage more male allies. She an Afghan-American woman and former military leader. Her personal story of the loss of her father at age 12 and her brother's male allyship compelled her to seek out male allies in her career.
After a super male-dominated career, she now leads Promote Leadership, a non-profit focused on gender equality. From Lyla, we learn that dialogue, data, and speaking up is necessary for women leaders to engage more male allies.
27 min - 18: Jeffery Tobias Halter - Why Women Leaders are Important for Men
In this special bonus episode to celebrate Women's History Month, we feature two-time Tedx speaker, Jeffery Tobias Halter. Jeffery is a gender strategist and the President of YWomen, a strategic consulting company focused on engaging men in women's leadership advancement.
As former Director of Diversity Strategy for The Coca-Cola Company, he shares his white male epiphany story and what it means to be a #feminist, #femaleadvocate, and #maleally.
He challenges more men to choose to be curious, especially in light of #metoo. He offers tangible questions to ask as an ally and how to select allies as women.
39 min - 17: Ray Arata - Better Man Movement for Allyship
Ray Arata is the founder of the Better Man Conference and the co-founder Gender Leadership Group. He is an expert in inclusionary leadership and is a gender equality ally. In this podcast, he outlines ideas and stories for managing diversity as a competitive advantage. His vulnerability and curiosity is an inspiration for male allies and women leaders.
26 min - 16: Why are There so Few Women in Tech?
As a woman leader in technology, Chelsea shares her story of perseverance and her own tool kit for women in leadership.
Our discussion showcases specific examples of practical tools for women to align male allies, including how to bolster natural confidence, earn respect over friendship, and building rapport with peer male allies.
26 min - 15: David and Kelly Snyder - Dual Career Couple on Allyship
David and Kelly are a dual-career couple managing work and life. Sometimes they find balance, sometimes they do not.
They approach male allyship personally and professionally. Their story touches on the importance of empathy, emotional intelligence, and letting go of the guilt of not getting it right all of the time.
Through their vulnerability, we have a window into what good looks like for male allies and women leaders.
34 min - 14: Linda Nellis - An Inside Look in Diversity at Uber
Want to know what Uber is doing for #genderequality? If so, get a sneak peek into their women's leadership initiatives with Linda Nellis.
As Linda shares, Uber's greatest untapped resource are the women that are already there, not recruiting new talent. After recent events, Uber has created a safe place for women to connect and be empowered together.
Their women's community is changing the culture swiftly, with the support of #maleallies.
Linda shares that Uber has a long way to go, yet already advancing from one to six of 350 leaders being women, and their desire to be a magnet for other talented women. Her personal experiences on #speakingup and recognizing #unconsciousbias resonate with #womenleaders today.
She shares her vision for the future workplace valuing feminine traits as equally as masculine traits for leadership.
27 min - 13: David Thomas - Business Case for Male Allyship
Our first international male ally podcast interview!
David Thomas shares his perspective on his sources of inspiration as well as the stories from strong women in his life personally and professionally.
He cites the business case for male allyship for women leaders. As a leader of a male allyship network, he realizes the power of gender equality. Hear David's story…
33 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.