Allyship In Action podcast

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Close Encounters with UFO Hot Spots: Area 51, Roswell, and the Great ET Road Trip 39:50

for 12 dager siden39:50

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The truth is out West! We’re hopping on the ET Highway and venturing to the most notorious alien hot spots, including Roswell’s infamous crash site, Area 51’s eerie perimeter, and a mysterious desert watchtower. Join us as journalist Laura Krantz, host of the podcast Wild Thing , beams up to share stories from the front lines of UFO reporting—from strange sightings and quirky festivals to a mailbox where people leave letters to extraterrestrials. Maybe you’ll even decide for yourself: Is Earth a tourist stop for spaceships? UFO hot spots you’ll encounter in this episode: - UFO Watchtower (near Great Sand Dunes National Park, Colorado) - Roswell, New Mexico - Area 51, Nevada - Extraterrestrial Highway (aka State Route 375), Nevada - Little A’Le’Inn, ET Highway, Nevada - E.T. Fresh Jerky, ET Highway, Nevada - Alien Research Center, ET Highway, Nevada - The Black Mailbox, ET Highway, Nevada Via Podcast is a production of AAA Mountain West Group .…

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Allyship doesn’t happen by accident. It requires intention, action, and consistency. The goal of Allyship in Action is to provide practical, actionable tools from inclusion experts that people can be more actionable allies at work.

111 episoder

#Business #Julie Kratz #MBA #Inclusion #Inclusiveleadership #Leadership #Allyship #Training #Dei #Culture

Allyship in Action

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111 episoder

#Business #Julie Kratz #MBA #Inclusion #Inclusiveleadership #Leadership #Allyship #Training #Dei #Culture

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Allyship in Action

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295: Baked-In Resilience: Keeping the Flame of Inclusion Alive, Quietly and Powerfully with Sona Khosla 26:22

for 6 dager siden26:22

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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/…

Allyship in Action

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294: DEI Stealth Mode: Finding Hope and Action in Uncertain Times with Dr. Poornima Luthra 30:15

for 13 dager siden30:15

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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/…

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293: How ERGs Can Transform Your Workplace with Brian Reaves 29:48

for 20 dager siden29:48

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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/…

Allyship in Action

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292: The Behavioral Blueprint: Nudging Toward Inclusive Action, One Moment at a Time with Katryn Wright 22:34

for 27 dager siden22:34

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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/ .…

Allyship in Action

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291: How to Make Work Fair with Siri Chilazi 34:46

for 5 weeks siden34:46

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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/…

Allyship in Action

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290: Unlocking Neurodiversity: Beyond Labels and Stereotypes with Dr. Angela Kingdon 52:15

for 6 weeks siden52:15

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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/…

Allyship in Action

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289: Navigating the Broken Rung and Building Your Own Path to Success with Lareina Yee 25:06

for 7 weeks siden25:06

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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…

Allyship in Action

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288: How to Push Back Against Othering in the Workplace with Daniela Pierre-Bravo 27:26

for 8 weeks siden27:26

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Imagine stepping into a room, feeling like you're the only one wearing a different uniform. That's the "other" feeling, isn't it? It's a feeling I know well, and it's something Daniela Pierre Bravo explores with such raw honesty and grace. Like many of us, Daniela's journey is a tapestry of "firsts," resilience, and a whole lot of grit, woven together with the threads of her immigrant experience. She reminds us that being "the other" isn't a weakness; it's a superpower. It sharpens our emotional intelligence, compels us to be resourceful, and forces us to see opportunities where others might see obstacles. Daniela's story, from her Greyhound bus odyssey to her pivotal moments with Mika Brzezinski, is a testament to the power of strategic vulnerability and the importance of finding your voice. She reminds us that sometimes, the biggest leaps in our careers come from the smallest acts of courage, like brewing the perfect cup of coffee or daring to pitch an idea on a plane. Key takeaways from our conversation: Embrace the "Other" as a Superpower: Daniela highlights how being from a marginalized background can enhance your emotional intelligence and ability to read people, turning potential weaknesses into strengths. Strategic Proactivity over Reactivity: In a climate where DEI efforts are being challenged, it's crucial to move beyond simply doing the work. Take inventory of your stakeholders, identify potential career sponsors, and proactively seek opportunities to advance. The Power of Sponsorship and Mentorship: Daniela's relationship with Mika Brzezinski underscores the transformative impact of having a sponsor who believes in your potential and advocates for you in rooms you're not in. Intentional Relationship Building: From perfecting Mika's coffee order to strategically pitching an idea on a plane, Daniela demonstrates the importance of building genuine relationships and finding ways to add value to others. Community and Connection: Daniela emphasizes the importance of finding community, especially for those from marginalized groups. Her work with her "Exceso Community" highlights the power of shared experiences and collective support. Actionable Allyship Takeaway: Take a moment to map out your professional landscape. Identify three key stakeholders in your organization who could potentially be allies or sponsors. Consider how you can add value to their work and strategically build relationships with them. Remember, it's about mutual benefit and shared success. Find Daniela at https://www.danielapierrebravo.com/ and Julie Kratz at https://www.nextpivotpoint.com/ and on LinkedIn.…

Allyship in Action

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287: Honoring Transgender Day of Visibility with Josephine Guckiean 39:03

for 9 weeks siden39:03

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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.…

Allyship in Action

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286: Hiring with Intention: Moving Beyond Bias to Build a Thriving Workforce with Josh Millet 25:38

for 10 weeks siden25:38

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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: "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 "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 "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.…

Allyship in Action

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285: The Great Re-Evaluation: Finding Purpose in the New World of Work with Jennifer Moss 28:30

for 11 weeks siden28:30

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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/…

Allyship in Action

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New Season, New Name: Allyship in Action 8:15

for 12 weeks siden8:15

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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.…

Allyship in Action

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Unlocking the Superpower of ADHD with Kristen Pressner 32:29

for 15 weeks siden32:29

32:29

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/…

Allyship in Action

1
282: How to Talk About Privilege and Power Without Triggering People with Julie Kratz 8:23

for 16 weeks siden8:23

8:23

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.…

Allyship in Action

1
281: The Truth About Anti-DEI Legislation with Julie Kratz 11:25

for 18 weeks siden11:25

11:25

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.…

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