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Allyship in Action
Allyship in Action episodes
- 12: Jennifer Brown - Strategies for Allyship
Jennifer Brown is a #diversity and #inclusion expert. She helps organizations realize their full human potential as a frequent keynote speaking and consultant.
As she shares with us, leaders serious about inclusion do so by reverse mentoring, seeking teachers and sponsors different than them, and communicating intentionally their why for change. Every leader has their own diversity story. Organizations that get it, weave those stories into the fabric of their organizations. She sees the positive momentum continuing with the women's movement and a call to action for #maleallies to do more.
37 min - 11: Emily Ceskavich - Speaking up as Allies Together
Emily Ceskavich has made many male allies throughout her life personally and professionally.
Her story about her brother Alex is featured on the Corner of the Court Project dedicated to sharing stories of male allyship and the positive impact it has on diversity.
In this podcast, you will learn from Emily's stories on speaking up, tailoring communication to your audience, and practicing self-care. Her call to action for women leaders is to look at their male allies generously.
27 min - 10: Tracy Puett - Empathy as an Allyship Tool
Our latest podcast focuses on emotional intelligence and vulnerability as male allies for women leaders.
Today, we feature Tracy Puett, a leadership and organizational development expert. In this podcast, he shares his personal stories where he has listened, supported, and been a male ally for women personally and professionally.
Our favorite takeaways from Tracy are about removing our assumptions, being creative to explore new approaches to gender equality, and knowing what are our values are. He has been impacted by strong women throughout his life, leading to him speaking up with, and, and for women. He now helps women leaders as a coach and loves often asks "what does it look like to be a women leader in a male-dominated environment?" Join the conversation with Tracy here.
37 min - 9: Dr. Kelly Bowman - Women Leaders in Medicine
Meet Dr. Kelly Bowman. Kelly's journey and her stories capture the challenges and opportunities facing women leaders today, and how best to overcome them. She has consciously enlisted the support of male allies throughout her career. Through intentional communication and choosing how to respond appropriately in the moment, Kelly has achieved success and is a recognized leader today.
29 min - 8: Chuck Shelton - Male Allies Across Generations
In this podcast, meet Chuck Shelton, male ally for over 50 years. His business, Greatheart Consulting focuses on diversity and inclusion.
He sees gender as a springboard for companies seeking to improve diversity and inclusion. His stories showcase what strong male allies do, from being curious about differences, avoiding being the guy on the white horse, and listening with simple questions. He advocates for his clients' employee resource groups to support allyship to improve diversity and their bottom lines. Meet Chuck here.
46 min - 7: Alison Martin-Books - Allies as Mentors
Alison Martin-Books is a mentoring expert and founder of many businesses, including Diverse Talent Strategies. Her perspective on how women engage male allies as mentors is key for women leaders today. Through seeking out those that have successfully done what we want to do, women leaders are more likely to achieve success. Alison's message of knowing your story and asking for what you want is pivotal for women leaders today.
24 min - 6: Doug Karr & Doug Theis - Male Allies Supporting Women
This episode features two all-star male allies, Doug and Doug, that genuinely and passionately support women leaders. Doug Karr and Doug Theis share their take emphasizing vulnerability, purposeful work, and listening to the women they mentor and advocate for. Their joyful banter and stories showcase what good looks like for male allies, and provide lessons for women leaders to take note.
36 min - 5: Donna Hovey - What Women's Leadership Looks Like
In our first interview for the ONE podcast, we learn from proven leader, Donna Hovey. Donna is a trailblazer for women's leadership and founder of IndyCREW, a women's leadership organization focused on developing women in real estate. Donna chooses to lead with vulnerability, humble confidence, and perseverance. She shares her story and how she has engaged the support of male allies successfully throughout her 30+ year career.
24 min - 4: The Work-Life Strategy
Work-life balance is impossible. Women leaders in organizations are scrambling to get it all done, and feeling like a human teeter totter. Men want to help, but do not know how. This is why our final strategy – work-life – is so critical. In this podcast episode, you will learn how to practice self-care as a woman, and as a male ally, how to do the fair share. Organizations that implement these strategies with their leadership teams achieve better business results.
23 min - 3: The Speak Strategy
Episode 3 features the third strategy to engage male allies as a woman leader, and how to support women leaders as a male ally – Speak. The speak strategy is about speaking up with her for male allies, and speaking up with him for women leaders. The proven principles of speaking up together and sharing our voices collaboratively begin healthy discussions in organizations looking to close the gender equality gap.
24 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.