Allyship in Action

Dr. Suzanne Wertheim is a former professor of linguistic anthropology and a national expert on inclusive language. After faculty positions at Northwestern, University of Maryland, and UCLA, she left academia to start her own consultancy. Dr. Wertheim applies social science to real-world problems, and gives people access to useful concepts that were once stuck behind academic walls. Her book, The Inclusive Language Field Guide. She joins us to share: Six principles of inclusive language The importance of acknowledging flavors of language How to identify language patterns and use language heuristics Follow Suzanne at https://www.suzannewertheim.com/.

Given the recent pushback on diversity, equity and inclusion (DEI) efforts, many organizations are retreating from the conversation on inclusion at the very time we need it the most. Yet, what is inspiring is the organizations that were already authentically committed are deepening their commitments to DEI as a long-term competitive advantage. Rather than one-and-done training or performative cultural celebrations, organizations authentically committed to DEI are trying a different approach. This year, I've seen organizations increasingly celebrating inclusion months (along with year-round activities). The themes vary from centering on allyship to intersectionality to teaching human skills to create more inclusive cultures like vulnerability and empathy.  Learn more from Julie Kratz in this episode and at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ .

Tis the season for annual budgeting. For active diversity, equity and inclusion (DEI) leaders, this is the time when you know if your organization is truly committed to inclusion. Investment is necessary for true commitment. Budgets are essential to drive positive change. For those leaders putting together their budgets and plans for the upcoming year, consider these strategies: Calculate the ROI of activities Get feedback on what employees want most Develop an allyship program Spend time 1:1 with senior leaders to cultivate buy-in Know your why and share it loudly and broadly Learn more at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ 

If you think diversity, equity and inclusion (DEI) is just a fad, or you're not “diverse,” so you shouldn't do the work, you're mistaken. DEI is for everyone, especially today's emerging leader. DEI work is important for your career to: Stay relevant Connect with purpose Be more innovative Learn more from Julie Kratz in this episode and at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ . 

In diversity work, it is critical that allyship focuses on the most marginalized communities first. When we focus on issues that affect people with one dimension of diversity, we can help all marginalized communities, yet the impact is far less.  When we start with an intersectional approach to allyship, we likely make it better for a larger collection of people. Starting with the most marginalized is pivotal to effective allyship as evidenced by: The curb-cut effect Challenges with centering The positive impact of inclusive language Learn more at https://www.forbes.com/sites/juliekratz and at https://www.linkedin.com/in/juliekratz/ 

Gen Z has an unwavering commitment to diversity and inclusion. Did you know that… 83% said that a company’s commitment to diversity and inclusion is important when choosing an employer 74% have taken some form of action in the past year to support social and political causes 31% identify as LGBTQ+ (lesbian, gay, bisexual, transgender, queer or other gender identities or sexual orientations) 48% are from racially and ethnically diverse backgrounds (non-white) Learn more at https://www.forbes.com/sites/juliekratz and at https://www.linkedin.com/in/juliekratz/ 

With diversity and inclusion issues dominating the news cycle, many parents, caregivers and educators are wondering how to create inclusive spaces and continue inclusive conversations with young people this back-to-school season. From the removal of AP African American Studies in some school districts, anti-LGBTQ+ legislation, book bans, and drag queen performance restrictions to looming threats of gun violence in schools, young people are growing up in unprecedented times. They also are highly likely to support issues on inclusion. Learn 10 key practices to make back-to-school time inclusion with Julie Kratz. Learn more at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ 

With this summer’s SCOTUS ruling against affirmative action, it is predicted that enrollment of students of color will decline at universities, leading ultimately to declines in workforce participation. This is problematic because younger generations are increasingly more diverse. The lack of representation in the workforce creates a disconnect between the population and employment where organizations will struggle to reflect the very communities that they are trying to serve. Despite this concern, only 36% of Americans perceive affirmative action positively. There are some common misunderstandings about affirmative action that people need to understand for these perceptions to shift. Learn what misunderstandings can help narrow the gap in this episode with Julie Kratz. Learn more at https://www.forbes.com/sites/juliekratz and at https://www.linkedin.com/in/juliekratz/ 

Political division and anti-woke legislation have backed many C-suite leaders into a corner related to DEI efforts: forcing them to walk a fine line between accommodating employee expectations and addressing customer needs while still avoiding controversy.  Yet, ESG (Environmental, Social, Governance) mandates will further establish a need for DEI strategies and metrics. Learn more at https://www.forbes.com/sites/juliekratz/ or at https://www.linkedin.com/in/juliekratz/   

Chéla Gage is back on the Diversity Pivot Podcast by popular demand. Chéla is responsible for developing and creating the strategic long-term hiring plan and initiatives to advance diversity, equity, inclusion & belonging for Reformation. Together on this episode, we discuss how: Industry and organization size influences DEI work and how to pivot to changing needs Changing 2030 demographics are a reality and what to do now to prepare for a much more diverse workforce in the future  To set up a robust DEIB certification program and hold all leaders accountable Meet Chela at https://www.linkedin.com/in/chelagage/.