Allyship in Action

Keivan Stassun is the Director of the Frist Center for Autism & Innovation at Vanderbilt University. He joins this week's Allyship in Action Podcast epidsode to unpack how to get the full ROI when appropriately practicing neuroinclusion.

Key Takeaways

• Neurodiversity drives innovation and strengthens teams: Keivan's experience in astrophysics, particularly the groundbreaking discovery made by his neurodiverse team, powerfully illustrates how embracing different cognitive styles leads to novel problem-solving and enhanced outcomes. Clear communication, beneficial for everyone, becomes essential in neurodiverse teams, ultimately making the entire team more effective.
• Support for autistic individuals needs to extend into adulthood: While significant progress has been made in early intervention for autism, there's a critical need for increased focus and investment in supporting autistic adults in higher education and the workforce. This includes providing appropriate accommodations, fostering inclusive environments, and recognizing the unique strengths and contributions of this community.
• Creating inclusive opportunities benefits both individuals and organizations: Models like The Precisionists Inc. (TPI) demonstrate that tailored support and understanding of neurodivergent needs can lead to high-quality work, increased employee loyalty, and reduced errors. By shifting perspectives and implementing practical accommodations, businesses can tap into a valuable talent pool and achieve tangible benefits.

Key Quotes

• "I'm absolutely convinced that new discoveries and innovations happen because the team invited and included and supported the full diversity of thought."

• "There has been so much less investment has been autistic people who are over 18 years old where people spend the majority of their lives in adulthood."

Actionable Allyship Takeaway:

Recognize and actively leverage the unique strengths and talents of neurodiverse individuals while also providing necessary support and accommodations. Keivan emphasizes that focusing on both the support needs and the strengths of autistic individuals is crucial. He provides examples of how companies can benefit from the talents of neurodiverse employees (e.g., employee loyalty, attention to detail) while also highlighting the importance of providing appropriate accommodations to ensure their success.

Find Keivan at https://my.vanderbilt.edu/kstassun/ and find Julie at https://www.nextpivotpoint.com/

Emily Kasriel is the author of Deep Listening: Transform your relationships with family, friends and foes. She joins the Allyship in Action Podcast this week to share insightful perspectives and practical tips on deep listening.

Key takeaways from the conversation:

• Deep listening goes beyond active listening. It's not just about repeating or paraphrasing, but about being truly present, understanding the emotions and underlying messages, and reflecting those back with humility.
• Self-awareness is crucial. Recognizing our own biases and "shadows" allows us to listen more openly to others.
• Silence is a powerful tool. Creating space in conversations allows for deeper reflection, creativity, and can shift power dynamics.
• Curiosity is key. Approaching conversations with a genuine desire to learn and understand, rather than to debate or convince, fosters connection. Asking about the origins of someone's beliefs can be particularly helpful.
• Listening doesn't equal agreement. It's important to remember that understanding someone's perspective doesn't mean you endorse it.
• Connecting with those who hold different views can be transformative. It can combat loneliness and foster social cohesion by recognizing our shared humanity.

Actionable Allyship Takeaway:

Cultivate curiosity and seek to understand the origins of others' beliefs, especially those different from your own. Emily emphasizes the importance of asking "what in your life experience has led you to feel what you do?" when engaging with someone who holds differing views. She explains that this approach can foster connection and understanding, even in the face of disagreement, by humanizing the other person's perspective and providing context.

For those interested in learning more, Emily's book, "Deep Listening: Transform your relationships with family, friends and foes," is available for preorder and will be released in the US on June 24th. You can also connect with her on LinkedIn and explore her website, https://www.emilykasriel.com/ , for more information on her work. Find Julie at https://www.nextpivotpoint.com/

Chéla Gage returns to talk about her new non-profit 1,000,000 Fosters. She shares her journey and the impact she hopes to create in this week's episode.

1. Chéla's journey to launching her nonprofit to support adults who have experienced foster care as youth. This initiative aims to provide transformative life and career coaching, foster personal growth and independence, and build a strong community for former foster youth. Chéla's personal experience growing up in foster care fuels her passion for this work, and she envisions the organization as a supportive network, similar to a fraternity or sorority, connecting individuals with resources and opportunities.

2. The goal of 1,000,000 Fosters is to empower former foster youth by leveraging their inherent resilience and providing mentorship and guidance. Chéla emphasizes the unique strengths developed through the foster care experience, such as independence, resilience, and adaptability. She plans to create masterclasses led by her network of professionals to offer support in areas like resume writing, storytelling, and navigating adulthood. Ultimately, she hopes to connect this talent pool with corporate sponsors, recognizing the valuable skills and perspectives these individuals bring to the workforce.

3. Chéla was inspired to start 1,000,000 Fosters by her desire to make a significant impact and by the powerful stories of connection and empowerment within the foster care community. A pivotal moment was an early podcast interview where a guest expressed the profound impact of sharing his story. This reinforced her belief in the importance of providing a platform for these voices and creating a sense of belonging. Despite the challenges of starting a nonprofit, including navigating the 501(c)(3) process, her determination and the encouragement from her advisors propelled her forward to create this much-needed support system.

Actionable Allyship Takeaway: Actively seek out and support the talent within underserved communities. Chéla envisions creating a talent database to connect employers with individuals who have experienced foster care, highlighting the unique strengths and resilience of this group. Chéla puts out a call to action for businesses and organizations to become allies by tapping into the potential of often-overlooked populations.

You can find Chéla and learn more about 1 Million Fosters online here: https://www.1millionfosters.com/ and you can find Julie Kratz at https://www.nextpivotpoint.com/

This week on the Allyship in Action Podcast, Julie Kratz is joined by Sona Khosla, Chief Impact Officer at Benevity. Inclusion is about having courage to keep doing good when it feels like the world's spinning the other way. And that's exactly what Sona and Julie dove into this week – this idea that even when the news is full of noise and doubt, there's a powerful current of good still flowing, quietly and persistently. It's about finding that inner strength, that "baked-in cake" resilience, and reminding ourselves that this work, this striving for inclusion and impact, it's not a trend, it's our DNA.

Key takeaways from this conversation:

• The Quiet Persistence of Impact: Despite the noise and pushback, many companies are quietly increasing their investments in CSR and DEI initiatives, recognizing the long-term value and employee expectations.
• Data-Driven Advocacy: The importance of leveraging data and metrics to demonstrate the ROI of inclusion and impact initiatives, moving beyond emotional appeals to tangible business benefits.
• The Long Game of Legacy: Focusing on the enduring impact and legacy of leadership, rather than short-term reactions to current pressures, emphasizing that this work is about long-term human connection and value.
• The Power of Small, Consistent Actions: Emphasizing that even small, consistent actions, like internal communication and employee listening sessions, can make a significant difference in maintaining a sense of belonging and commitment.
• Generational Values Driving Change: Highlighting the influence of millennials and Gen Z in shaping workplace values and consumer expectations, reinforcing that inclusion is not a passing trend but a fundamental shift.

Insightful Quotes:

• "It's just how it is, the nature of progress, we will progress, we'll take steps back, but we will progress. I fundamentally believe that resistance is a part of progress."
• "What's the risk of inaction and what do I know for sure that will be enduring?"
• "When you design your systems for all like you benefit all."
• "Employees want to hear the commitment right now."

Actionable Allyship Takeaway: Start a conversation. Even if your company seems quiet on DEI, initiate a lunch-and-learn or team discussion about the data and trends shared in Sona's research. Talking about it, even in a small group, reinforces that these values matter and builds a sense of community.

You can find Sona and check out her following resources:

• Sona's LinkedIn: https://www.linkedin.com/in/sonakhosla/
• Benevity's research: https://benevity.com/impactlabs
• Benevity's resource hub: http://benevity.com/leadwithpurpose
• The Executive CSR report: https://benevity.com/the-executive-csr-report

Find Julie at https://www.nextpivotpoint.com/

Dr. Poornima Luthra is a professor at the Coopenhagen School of Business. She joins the Allyship in Action Podcast to discuss how to turn fear into fuel for positive change. We discuss what she calls "stealth mode DEI," and how to navigate these polarizing times from a global perspective.

Key takeaways from our conversation:

• The Global Perspective on DEI: While the US experiences a significant backlash, other parts of the world, particularly Europe, are continuing and even deepening their DEI efforts. Companies are finding ways to maintain progress, even when their US counterparts are pulling back.
• Stealth Mode and Systemic Change: Many organizations are quietly continuing their DEI work, focusing on embedding inclusive practices into their core systems, such as hiring, promotion, and performance management. This "stealth mode" allows them to avoid public scrutiny while still making tangible progress.
• Addressing the Moveable Middle: The majority of people are in the "moveable middle," meaning they are persuadable and open to DEI initiatives. The challenge is to engage and educate this group, rather than focusing solely on the vocal detractors.
• The Role of Fear and Backlash: Fear is a driving force behind the backlash against DEI. Understanding and addressing these fears is crucial for building bridges and fostering inclusive environments.
• Reframing the Narrative: The way DEI is presented can significantly impact public perception. Reframing negative narratives and highlighting positive progress can help shift the conversation.

Actionable Allyship Takeaway: Embrace the concept of "realistic optimism." Acknowledge the challenges while maintaining a belief in the possibility of positive change. Focus on actionable steps you and your organization can take to advance DEI, even in a challenging environment.

Insightful Quotes

• "It's also time for us to hold the mirror up to ourselves. And to say, well, how can we do this better? Can we hold ourselves? How can we bridge the gap? Because there's such a divide right now, it almost feels like there's this valley in between. And how do we try and bridge that?"
• "You know, prior to January 20th, he was quite sceptical about DI efforts and what it means for someone like him. He's a white. What does it mean for me? But now seeing what has happened and unfolded in the US and how far the pendulum has swung the other way, and how extreme the reactions have been, or the actions that have been taken, he finds himself. Actually defending dei."
• "These are the practices that enable that to happen so you know. I had a leader yesterday who came up to me and said, you know, people in his. Are. Saying we really need to base our decisions. On merit and. And he said, how do I address this? And I said, well, why don't you just ask them, what would it take to create a system? A hiring process, for example. That is based on merit. Would that look? What would they put into? What measures would they put into place? Quite likely it's going to be the things that we just talked about. And yes, those are the practices of DI."
• "And a lot of it comes down to the. Human emotion of fear. Right. And you know, you think about how many people feel overwhelmed right now. Feel uncomfortable where they feel anxiety, where they're feeling worried, panicky, insecure."
• "But it also really got me thinking that even in a household like mine, where these are topics of conversation constantly, the kids know how I feel about. Glad he felt safe. Now to be able to see it and then engage with me on it, I do appreciate that. But there's so much social conditioning around this, right?"

Find Dr. Poornima Luthra at https://poornimaluthra.com/ and find Julie Kratz at https://www.nextpivotpoint.com/

Brian K. Reaves is the EVP and Chief Belonging, Equity, and Impact Officer of UKG, where he leads the company's global belonging, equity, and impact program, expanding existing initiatives while working to strengthen a culture built on trust, fairness, and equality, so every U Krewer can thrive in every stage of their career.

In this episode of the Allyship in Action podcast, we dive deep into the power of employee resource groups (ERGs) and how they're not just a "nice to have," but a "must-have" for any company serious about thriving. Brian's work at UKG shows us the power of inclusion work and ERGs on business impact.

Here are the key takeaways from our conversation:

• The Superpower of Unique Experiences: Brian emphasized that everyone's unique lived experience is a superpower. ERGs are spaces where these superpowers can be shared, celebrated, and leveraged for innovation and growth. It's like having a room full of superheroes with different powers, but they all work together to save the day!
• Intergenerational Collaboration is Key: The "RISE" ERG at UKG highlights the importance of intergenerational collaboration. It's about breaking down the silos and creating spaces where different generations can learn from each other. Like Brian said, it's about being the "cool mom" or "cool dad" by understanding and connecting with the younger generation.
• ERGs Drive Business Impact: Brian shared compelling data from Great Place to Work and UKG's own research that shows ERGs drive higher engagement, retention, and innovation. They're not just feel-good initiatives; they're smart business strategies.
• Allyship Through Understanding: Brian advocates for joining ERGs that are outside one's immediate experience to foster understanding and allyship. It's about stepping outside your comfort zone and learning from others' perspectives. As he put it, "The power will come when you join the one you have least affinity to."
• ERGs as Proxies for Customer Base: Employee resource groups can act as a direct line to your customer base. They can provide honest feedback and insights into accessibility and market demographics that might otherwise be missed.

Actionable Allyship Takeaway: If you're a leader, take the leap and become an executive sponsor for an ERG. And if you're an employee, consider joining an ERG that stretches you beyond your comfort zone. You'll be amazed at what you learn and how much you grow.

Insightful Quotes:

• "That uniqueness is our superpower."
• "The power will come when you join the one you have least affinity to."
• "It's about creating spaces where everyone feels seen, heard, and valued – like finding your tribe in the middle of a corporate jungle."
• "We can't live everyone's life, but we certainly can have empathy and listen to someone else."
• "These people will tell you the truth. And if you include them in the story, they'll continue to be more engaged."

You can find the UKG ERG Playbook that Brian referenced online here, and you can find Julie Kratz at https://www.nextpivotpoint.com/

Katryn Wright, a behavioral science expert, joins this week's episode of the Allyship in Action Podcast to share some fascinating insights. She reminds us that changing the world isn't about grand gestures, but those tiny, actionable tweaks in our everyday moments. Here are the key themes we explored:

• Behavioral Science as a Practical Tool: Moving beyond abstract concepts to understand why people behave the way they do and how to create tangible change in organizational settings.
• Specificity Over Ambiguity: Ditching the "woolly and fluffy" notions of culture for concrete, measurable behaviors in everyday processes like hiring, performance reviews, and team meetings.
• The Power of "Just-in-Time" Interventions: Delivering the right message, from the right messenger, to the right people, at the right moment, to maximize impact and mitigate bias.
• Data-Driven Decision Making: Using data to pinpoint specific areas for improvement and track the effectiveness of interventions, rather than relying on generalized assumptions.
• The Critical Role of Middle Managers: Recognizing the significant influence of middle managers in shaping employee experiences and the need to equip them with inclusive mindsets.

Actionable Allyship Takeaway:

Identify one specific process or moment within your organization where you suspect inclusivity could be improved. Then, break down the behaviors involved and design a "just-in-time" intervention – a quick, targeted nudge – to encourage more inclusive actions. Remember, it's about boringly specificity and practical steps, not grand gestures.

Insightful Quotes:

• "Culture is the result of the behaviors that people around US display all the time."
• "If we can get the right message, the right messenger to the right people at the right time, we can have these really outsized effects."
• "Really figure out what's the problem that you're trying to solve for, and and to be that sounds like an obvious thing to say, but to be as behaviourally specific about that as possible."
• "These little nudges, though, add up. People notice like, oh, wow, like that promotion. Like, decision felt different."

Find Katryn Wright at http://www.morethannow.co.uk/ and on Linkedin. Find Julie Kratz at https://www.nextpivotpoint.com/.

Siri Chilazi, co-author of the brilliant new book, "Make Work Fair," joins us this week on the Allyship in Action podcast to translate academic research into simple, actionable steps leaders can take. We tackled the "myth of meritocracy," the power of norms, and how to actually embed fairness into our workplaces, not just talk about it. It's not just about changing systems, it's also about changing behavior.

Here are the key themes we explored:

• The Myth of Meritocracy: We debunked the idea that hard work automatically equals success, highlighting how biases creep into decisions, even when we think we're being fair. As Siri pointed out, "the world has never actually seen a meritocracy in action yet, and it's the state of the world that we have to create going forward."
• Systems vs. Individual Actions: We delved into the paradox of DEI work, recognizing that both systemic changes and individual actions are crucial. It's not an either-or situation; it's a "both-and." As Siri put it, "systems change is really the thing that works," but it can happen "in both top down ways" and "bottom up ways."
• The Power of Norms: We discussed how norms, or "how we do things around here," significantly influence behavior. Even when people hold virtuous intentions, the perceived norms can sway their actions. Small, everyday moments can either reinforce or shift these norms.
• Leadership and Modeling: We emphasized the importance of leaders modeling inclusive behaviors. Their actions, whether positional or influential, have a ripple effect on the entire organization. "They absolutely are demonstrably more influential at helping to shape norms and change culture for the organization," Siri noted.
• Making Fairness Count: We explored practical ways to embed fairness into systems, particularly performance evaluations, by using data, structured processes, and clear, actionable feedback.

Actionable Takeaway:

Start small by focusing on micro-behaviors. Pay attention to the everyday moments in meetings, feedback sessions, and team interactions. Ask yourself, "Am I contributing to a fair and inclusive environment?" and "What small tweak can I make today?" Remember, change happens one moment at a time.

Insightful Quotes:

• "The world has never actually seen a meritocracy in action yet, and it's the state of the world that we have to create going forward."
• "Systems change is really the thing that works."
• "They absolutely are demonstrably more influential at helping to shape norms and change culture for the organization."
• "There's actually no evidence to suggest that we can fundamentally debias human brains. We can debias our decisions and our behaviors."

You can find Siri Chilazi at https://sirichilazi.com/ and find Julie Kratz at https://www.nextpivotpoint.com/

On this episode of the Allyship in Action podcast, Julie Kratz is joined by Dr. Angela Kingdon, Autistic Advocate and host of The Autistic Culture Podcast. Dr. Kingdon shares how life can throw you a curveball – like finding out you're autistic at 39! Angela's journey is a testament to the power of self-discovery and the importance of understanding neurodiversity. She's not just talking about labels; she's talking about culture, empathy, and making room for everyone's unique "weirdness." And let's be honest, who isn't a little weird in their own special way? It's about celebrating those differences.

Here are the key themes explored on this episode:

• The Double Empathy Problem: It's not that autistic people lack empathy; it's that neurotypical and autistic individuals operate within different cultural frameworks. Understanding this cultural difference is key to bridging communication gaps. It's like learning the shower habits of your mother-in-law – it's about cultural awareness, not judgment.
• Rebranding Autism: The outdated "Rain Man" stereotype has done a disservice to the autistic community. It's time to shift the narrative and recognize the diverse spectrum of autistic experiences. It's time to throw out the old script and write a new one, where everyone gets a starring role.
• Support Needs vs. Labels: Focusing on individual support needs rather than rigid labels fosters a more inclusive and understanding environment. It's not about "how bad" someone's autism is; it's about "what do they need right now?" It's like asking for a ride when you break your ankle – it's about practical support, not categorization.
• Self-Advocacy and Accommodations: Understanding your sensory profile and advocating for your needs is crucial for autistic individuals. Small accommodations, like moving water bottles or adjusting lighting, can make a significant difference. It's about knowing your "meat body" and making the world a little more comfortable, one adjustment at a time.
• Special Interests and Connection: Asking about someone's special interests is a powerful way to connect with autistic individuals. It's like unlocking a treasure trove of passion and knowledge. It's about finding common ground in the things that light us up, whether it's wreck-it Ralph or German tanks.

Actionable Allyship Takeaway:

Start practicing "spin bonding." Instead of asking "how are you?" which can be challenging for autistic individuals, ask about their special interests. "What are you researching right now?" or "Tell me about your hobbies" are great conversation starters. This simple shift can foster deeper connections and create a more inclusive environment.

Quotes:

• "Autism needs a better PR department like we have some messaging problems."
• "It's a double empathy problem. Not autistic people don't have empathy, so we have plenty of empathy. We might even have more than you. We have to understand and respect each other's cultures enough to know this person has empathy. Just looks different than mine."
• "Just making room for more differences. Makes the world just. More magical, like so many surprise."
• "If a label makes you happy you should use it."

Find Dr. Angela Kingdon at http://www.autisticculturepodcast.com/ and find Julie Kratz at https://www.nextpivotpoint.com/

The broken rung. It's that invisible hurdle, that subtle yet persistent barrier that keeps so many talented women from climbing the ladder. Think of it like trying to run a race with a shoelace tied to your ankle – you can still move, but you're definitely not at your full speed. Today, we're diving deep with Lareina Yee, a powerhouse from McKinsey Global Institute, and co-author of "The Broken Rung. Wrong. When the career ladder breaks for women and how they can succeed in spite of it." Lareina's is here to shed light on the strategies that can help us navigate this tricky terrain, reminding us that we're not alone in this journey. Let's unravel the hidden ingredients, the superhero tactics, and the research-backed strategies that can help us all succeed, even when the ladder feels a little… wobbly.

Key Themes:

• The Persistent Broken Rung: The core issue starts at the entry-level promotion, where women are significantly less likely to advance than men, creating a ripple effect throughout their careers.
• Experience Capital: 50% of a woman's lifetime earnings come from on-the-job learning, highlighting the importance of strategic career moves and seeking out roles that build valuable experience.
• The Power Alley (P&L Roles): Securing profit and loss roles is crucial for career advancement, as they provide essential business acumen and are often a stepping stone to leadership positions.
• Strategic Risk-Taking (Big, Bold Moves): Embracing opportunities with significant skill distance can lead to substantial career growth and personal development.
• The Importance of Allies: Men and women both play critical roles in dismantling systemic barriers. Men in power can be particularly effective allies by providing mentorship, sponsorship, and active support.

Actionable Takeaway: Be your own advocate and seek out experience capital. Don't wait for opportunities to come to you. Actively pursue roles that challenge you and build your skills, especially in areas like P&L and technology. Take the initiative to learn new technologies like AI and refashion your role.

Learn more about Lareina Yee at McKinsey and Julie Kratz at nextpivotpoint.com