Allyship in Action

Psychological safety, defined simply, is the ability to say or do hard things without the fear of retaliation at work. In a competitive labor market, it is a must-have, not a nice-to-have. Julie breaks down new research showing: 42% of managers feel psychologically safe compared to 57% of executives 40% of leaders agreed that if they made a mistake, it would be held against them 53% of employees feel safe to take a risk versus 76% of executives 68% of employees agreed that no one on their teams would deliberately undermine them Read more on Forbes here and find Julie at www.nextpivotpoint.com.

Dr. Poornima Luthra is the author of ‘Diversifying Diversity: Your guide to being an active ally of inclusion in the workplace’ and ‘The Art of Active Allyship’, the author of the HBR articles ‘Do your global teams see DEI as an American issue?’ and ‘7 ways to practice active allyship’, and a Tedx speaker. Her third book, ‘Leading through Bias.’ Luthra is also Associate Professor at the Copenhagen Business School and the founder and CEO of TalentED Consultancy. She joins the podcast to share: Her unique definition of allyship and why it is hard to translate into other languages How to measure allyship using the knowledge, attitude, behavior framework The 7 behaviors of active allies Learn more about Dr. Luthra at https://www.talented.dk/ and Julie at www.nextpivotpoint.com.  

Rick Hammell is the Founder and majority shareholder of Atlas, a groundbreaking company he established in 2015. With more than 20 years of experience in human resources, employee management, and global workforces, Rick's accomplishments have garnered recognition from prominent analyst firms, including Nelson Hall, IEC Group, and Everest Group. Together, we unpack: Why global growth is necessary for small businesses How diversity and inclusion is perceived differently around the world Future of work - hybrid, remote or in person? As Rick says, “younger people have different expectations. My generation grew up to respect our elders. Every generation has a different experience than previous generations. Folks coming into the workforce today didn’t start work in an office, have grown up using technology from the start and the employee experience is critical for them. Communicating change with why and benefits to them is pivotal. Must have end goal rather than change for change sake.”  Find Rick on LinkedIn and Julie at www.nextpivotpoint.com.

The best allies understand that allyship is about progress over perfection. That means there will be mistakes and failures along the way. Afterall, that is how allies learn to be better. Yet, most hopeful allies wonder if they are getting it right. It is common to wonder, “I think I'm a strong ally, but what if my colleagues of diverse backgrounds don't see me that way?” or “I want to be a better ally, and I am not sure if I am doing enough.” To tap into feedback-fueled allyship to know where to improve, consider these ideas: Accept that allyship begins within Apologize and own shortcomings Ask for feedback Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Organizations deeply committed to diversity, equity and inclusion (DEI) work understand it's a long game. DEI is a journey rather than a destination. Yet, having tangible priorities and expected outcomes is key to long-term success. Industry leaders in DEI often build a road map of activities for the coming year. It is connected to an overall strategy that outlines what DEI means at the organization and why it matters. Before building a road map of priorities, define your DEI strategy. This should align with your organization's mission and values to ensure authenticity. Ideally, DEI connects to your existing cultural values. Also, consider doing an assessment to determine your organization's current DEI status. Without a thoughtful assessment, you risk prioritizing the wrong activities. Julie unpacks how to build a roadmap in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

In the ever-evolving landscape of business and technology, it's no secret that each generation brings its unique perspectives, values, and expectations to the table. Generation Z, born between the late 1990s and the early 2010s, currently make up 30% of the world's population and are expected to account for 27% of the workforce by 2025. What makes Gen-Z so different, and how are they influencing corporate America? Julie unpacks this in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

The relationship between diversity, equity and inclusion (DEI) and Human Resources (HR) is often complicated. While there is overlap and the need to work together, there are stark differences. Many HR practitioners get involved or voluntold (volunteered without being asked) to manage DEI at their organizations without the skills and resources to genuinely support DEI efforts. To better manage this complex relationship, consider this list of best practices for HR leaders who are managing DEI: Start with your own education Advocate for the appropriate budget Ensure you have a seat at the leadership table Engage your allies Measure the business impact of DEI Julie unpacks these best practices in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Effectiveness of DEI programs can be measured in multiple ways. The most common measurements of participation rates, number of programs and ERG activities are ineffective at measuring impact to the organization. Yet, there are better measurements that do address impact. To better assess impact, start by asking the question, “What problem is our DEI program trying to solve at our organization?” Is it turnover, engagement or innovation, perhaps? Then get granular with the data that will measure whether that problem is being addressed. DEI is more than a program. It is a series of intentional and consistent actions that are embedded in the organization’s culture. Consider these ideas to evaluate DEI program effectiveness: Diversity of talent pools in the hiring process Retention of diverse talent Perceptions of inclusion Diversity of leadership representation Middle-management engagement Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Rarely do people aspire to be non-inclusive. More often, people claim they want to be inclusive, yet they don't know how to demonstrate it effectively. There are gaps in lived experiences and knowledge that can lead to unintentional, yet harmful non-inclusive behavior. In an interview with Mita Mallick, author of Reimagine Inclusion: Debunking 13 Myths to Transform Your Workplace, she shared, “On my journey of allyship, I have realized I have unintentionally at times put the burden on individuals from historically marginalized communities to educate me. We cannot continue to burden Black and Brown individuals to educate us on hurt and harm they continue to experience, both in our communities and in our workplaces. I now understand that it’s my job to gain understanding and empathy for lived experiences that aren’t my own.” Julie unpacks the key myths with Mita in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Diversity, equity and inclusion (DEI) and allyship, terms often discussed in the same conversation, are very different in practice. DEI is about issues of representation, dismantling bias in systems and creating spaces where everyone feels they belong. Julie unpacks the 3 key distinctions in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.