International Transgender Day of Visibility is celebrated annually on March 31 to celebrate the accomplishments and visibility of transgender people while raising awareness of discrimination faced by transgender people worldwide. This day is an opportunity to recognize the resilience and strength of transgender individuals and advocate for their equal rights and opportunities. My guest on today's episode of the Allyship in Action Podcast, Josephine Guckiean, a transgender woman and leader at Deloitte shares with us tools to be an ally year-round to the transgender community:

• The Power of Visibility: Josephine's story highlights the critical importance of being seen and heard, especially for marginalized communities. Visibility is not just about existing; it's about claiming space and asserting one's right to authenticity.
• Allyship as Action: True allyship goes beyond passive acceptance. It involves active intervention, speaking up against injustice, and amplifying the voices of those who are often silenced.
• The Impact of Societal Norms: The conversation reveals how deeply ingrained societal norms can shape individual experiences, leading to isolation, depression, and even violence. Challenging these norms requires courage and collective effort.
• The Importance of Education and Understanding: Many misconceptions about the transgender community stem from a lack of knowledge. Education and open dialogue are essential tools for breaking down barriers and fostering empathy.
• Humanity's Shared Experience: Despite our differences, we are united by our shared humanity. Recognizing this common thread is crucial for building a more inclusive and compassionate world.

Actionable Allyship Takeaway:

• Be an active ally. If you witness or hear something that perpetuates harmful stereotypes or discrimination against the transgender community, speak up. Your voice matters, and it can make a real difference.

Favorite quote:

• "Allyship is the foundation of our community. Because allies are in. We're not in. Allies are at table speaking our names when we're not there. Allies are defending us. When it matters."

Find Josephine on LinkedIn and Julie Kratz at https://www.nextpivotpoint.com/ and on LinkedIn.

This week's episode features Josh Millet, the founder and CEO of Criteria. We dove deep into the world of evidence-based hiring, exploring how to make objective talent decisions that not only reduce bias but also drive better business outcomes. Josh shared some powerful insights about the common pitfalls in hiring, the importance of focusing on "strong signals" rather than "weak signals," and how to create a more equitable and transparent hiring process. It's like trying to bake a cake with a recipe written in a different language – you might have all the ingredients, but you're missing the key instructions. We talked about how traditional hiring practices, like relying heavily on resumes and unstructured interviews, can inadvertently perpetuate bias and limit our talent pool. Josh's expertise really shines a light on how we can move beyond these outdated methods and embrace a more scientific approach to talent acquisition. Plus, we even touched on the tricky topic of DEI and how, regardless of your stance, everyone can agree that reducing bias is a win-win. So, grab your favorite beverage, settle in, and let's explore how we can build a workforce that's not only diverse but also incredibly successful.

Here are the key takeaways from our conversation:

• Beyond the Resume: Traditional hiring methods often rely on "weak signals" like education and years of experience, which aren't always the best predictors of job performance. Josh advocates for focusing on "strong signals," such as cognitive ability, personality traits, and the ability to learn, which are more closely linked to success.
• The Interview Trap: Unstructured interviews are rife with bias. Josh shared that almost 50% of people make up their mind about a candidate in the first five minutes! He emphasizes the importance of structured interviews with standardized questions and scoring to ensure a more objective evaluation.
• Assessments with Intention: Assessments can be powerful tools for measuring potential and reducing bias, but they need to be used thoughtfully. Josh highlighted the importance of explaining the purpose of assessments to candidates, providing feedback, and offering accommodations when needed. He also discussed innovative formats like game-based assessments to improve the candidate experience.
• DEI Reimagined: Regardless of your personal feelings about DEI, reducing bias in hiring is something everyone can agree on. Josh pointed out the clear ROI of diverse teams, including increased profitability, innovation, and creativity. He also emphasized that diversity encompasses much more than just race and gender, including age, socioeconomic status, disabilities, and veteran status.
• Transparency is Key: Candidates, especially Gen Z, value transparency in the hiring process. They want to know how they're being evaluated and appreciate equitable treatment. Open communication and feedback mechanisms can significantly improve the candidate experience.

Actionable Allyship Takeaway: Review your current hiring process and identify at least one area where you can incorporate more objective, evidence-based practices. Maybe it's structuring your interviews, rethinking your assessment strategy, or simply being more mindful of the language you use in job descriptions.

Insightful Quotes:

1. "So much to unpack in there. I hadn't thought about Big Ten bias, but I think I'm going to look at that one." - Josh Millet 
2. "You're not going to remove all the bias and subjectivity from your process. And we don't think that, any kind of tool should, should try to do that or should purport to do that because we're all human, we all have our set of biases." - Josh Millet 
3. "The business case is settled...building a diverse workforce, does lead very clearly to a series of non woke metrics like higher profitability, better return on shareholder equity, you know, higher revenue growth." - Josh Millet

Find Josh at criteriacorp.com for more information and connect with Josh Millet on LinkedIn. Find Julie Kratz at nextpivotpoint.com and on LinkedIn.

On today's episode of Allyship in Action, we're diving deep into the heart of purpose and well-being in the workplace with the insightful Jennifer Moss. Author of the brilliant book, "Why Are We Here?", Jennifer's work is a breath of fresh air tackling the often-overlooked aspects of what truly motivates us and how we can create a more fulfilling work experience. As someone who's spent years navigating the choppy waters of work-life balance and purpose, I can't wait to share the gems we unearthed in this conversation! Jennifer's insights are like a warm, comforting cup of tea on a chilly day – they soothe the soul and inspire action. Jennifer shares:

• The Existential Wake-Up Call: The pandemic forced many of us to confront our own mortality, triggering a re-evaluation of our priorities. This has led to a shift away from simply tolerating work towards seeking out roles that provide a sense of meaning and contribution.
• The Purpose Gap: There's a disconnect between how senior leaders and employees perceive purpose in their work. Bridging this gap requires connecting daily tasks with individual values and motivations, making even mundane activities feel more meaningful.
• FOBO and the Rise of AI: The fear of becoming obsolete (FOBO), particularly with the rise of AI, is creating anxiety among employees. Organizations need to address these fears with empathy, compassion, and clear communication about the future of work.
• The Power of Vulnerability: Leaders must be willing to acknowledge that they don't have all the answers, especially in this rapidly changing world. Embracing vulnerability and fostering a culture of continuous learning is crucial for navigating the complexities of the modern workplace.
• Gender Inequality Persists: Despite some progress, gender inequality remains a significant challenge. Organizations need to address pay gaps, provide adequate support for women at all career stages, and create inclusive policies that promote work-life balance.

Actionable Takeaway:

Take some time for introspection. Identify what truly motivates you and how your values align with your work. If there's a disconnect, explore ways to bridge that gap, either within your current role or by seeking out new opportunities that better align with your purpose. Remember, work doesn't have to be just a means to an end; it can be a source of fulfillment and contribution to something greater than yourself.

Insightful Quotes:

• "Life is short. We're going to lean into the things that make us feel like we're adding value to the world." - Jennifer Moss
• "People don't actually really care about the mission statement as much as the senior leaders do. There's a huge purpose gap." - Jennifer Moss
• "This is not the future of work. We've literally entered a new timeline." - Jennifer Moss
• "If you're a really good leader, you have humility. You are agile." - Jennifer Moss
• "This is a great opportunity to reinvent work and free our capacity with AI so that we can do more of this purpose-driven, people-centric work." - Julie Kratz

Find Jennifer at https://www.jennifer-moss.com/ and Julie at https://www.nextpivotpoint.com/

Exciting news - we are pivoting our podcast name to Allyship in Action. Allyship in Action will be your guide to transforming passive support into active change. We believe allyship isn't a label, it's a practice.

Each week, we’ll feature honest discussions with authors, corporate leaders, and everyday allies who are making a difference. We’ll break down complex issues, provide practical tools, and inspire you to take meaningful steps in your own life and community. If you're ready to move beyond good intentions and create lasting change, buckle up, and get ready to take action as an ally.

You may know Kristen Pressner from her provocative TEDx talk “Are you biased? I am.” along with her ‘Flip it to test’ framework to check unconscious bias. Kristen joins us to highlight another sensitive subject, why is it that so many people ‘can’t get it together’? 

Kristen is a trailblazing people leader who believes in the potential in each of us. As Global Head of People & Culture for a prominent multinational, her passion for equity and inclusion makes her a sought-after voice and she is often featured on international ‘Top HR Influencer’ lists. Together, we discuss:

• How to unlock the full potential of people to be their best, and reach their potential
• Her family's diagnosis with ADHD and how it shaped her thinking as a leader
• Her journey to unlock the mystery of ADHD, neurodivergent brains and the potential consequences (including mental health)

Check out Kristen's new TedTalk at https://www.youtube.com/watch?v=axIDDiZsM78 and find Julie at https://www.nextpivotpoint.com/  

The "P" word can be triggering, and it does not need to be. If you have access to power or privilege, use it for good. This is a chance to be an ally.

In this episode, Julie shares tips and ideas to navigate this fraught DEI climate with tools to bring in more allies into the conversation.

 And, yes, even talking about privilege in a healthy, productive way.

You've probably heard a lot of news stories about anti-DEI legislation and companies withdrawing from DEI. The truth is the DEI industry has been experiencing backlash for 2.5 years. This is not new. Scare tactics and false information is at play.

There are some pivots to consider that I share in this episode. Corporate DEI leaders - no need to be frightened. There is room for optimism based on real data, not opinions and fears.

In today's competitive business landscape, DEI is not just a moral imperative but also a strategic advantage. Organizations that embrace diversity and inclusion are better equipped to understand and cater to the needs of a diverse customer base, attract and retain top talent, and drive innovation. In today's episode, we'll discuss how by quietly and effectively embedding DEI into their culture, organizations can create sustainable and inclusive workplaces that drive long-term success.

No one knows the future of DEI for certain, yet it is likely that the DEI divide will widen, DEI language will shift and DEI work will continue quietly.

Full article here: https://www.forbes.com/sites/juliekratz/2024/11/13/what-the-next-trump-presidency-means-for-the-future-of-dei/

In this episode, we'll discuss how diversity, equity, and inclusion initiatives have become a hot-button topic in politics and at work. While some organizations are doubling down on their commitment to creating inclusive workplaces, others are quietly (or not so quietly) abandoning these efforts. But stepping away from DEI can have significant, and often overlooked, consequences for your business.

Full article here: https://www.forbes.com/sites/juliekratz/2024/11/06/why-abandoning-diversity-efforts-will-hurt-your-bottom-line/

The business case for diversity, equity and inclusion (DEI) work is well known, and increasing over time. Despite what you might hear in the news cycle, 95% of employees say they weigh a prospective employer’s DEI efforts when choosing between job offers with similar salary and benefits, and 78% would not consider working for a company that fails to commit significant resources to prioritizing DEI initiatives; this is according to Benevity's State of Workplace DEI report. I unpack these strategies in this episode:

1. Leverage your existing employee resource groups (ERGs).
2. Proactively set the tone for leaders to have candid conversations about inclusion.
3. Clearly reinforce the meaning of and expectations for DEI at the organization.
4. Reinforce existing DEI training and resources.

Full article here: https://www.forbes.com/sites/juliekratz/2024/10/27/how-to-balance-dei-backlash-with-employee-support-for-dei/