Allyship in Action

Joanne Lockwood

Tags: inclusive leadership, Corporate Responsibility, workplace inclusion, diversity equity inclusion, allyship in action, DEI strategy, fairness and equity, social movements, human collaboration, positive narratives

From Buzzwords to Belonging: Simplifying DEI

Julie Kratz dissects the core of allyship, emphasising the transformative impact of inclusive leadership, fairness, and the enduring significance of fostering genuine human connections within corporate cultures.

In this episode of The Inclusion Bites Podcast, Joanne Lockwood explores Allyship in Action with guest Julie Kratz, an insightful discussion around the nuances of Diversity, Equity, and Inclusion (DEI) work. Julie shares her perspective on how focusing on inclusion, training, and creating inclusive leadership rather than just diversity can bring about meaningful change within organisations. Joanne and Julie delve into the importance of simplifying DEI language to promote fairness and reduce societal fears, underscoring the need for actionable steps towards creating equitable workplaces.

Julie Kratz is an accomplished author, speaker, and founder of Next Pivot Point, specialising in allyship and inclusive leadership. After spending 12 years in corporate America, Julie recognised the overarching need for belonging and safe leadership, which motivated her to establish her consultancy. Her work focuses on engaging broader conversations beyond gender-specific issues, addressing workplace inclusion challenges, and promoting a long-term vision for societal change. Julie’s columns for Forbes provide her a platform to influence and initiate discussions on these critical topics.

The conversation between Joanne and Julie unearths valuable insights into the evolving nature of DEI, where performative actions are contrasted with genuine, active allyship. They highlight how companies like Warner and American Airlines are champions of DEI, adhering to their core values despite shareholder opposition. While discussing equity issues such as pay equality, they emphasise the importance of fairness and inclusive culture over mere buzzwords. Both agree on the power of focusing on outcomes such as fairness, respect, and trust to cultivate an inclusive environment.

Listeners will find this episode particularly enlightening as it underscores a crucial shift towards genuine allyship and inclusion. Joanne and Julie's dialogue calls for a re-evaluation of DEI terminology and a steadfast commitment to creating environments where fairness and inclusivity are paramount. For those keen to foster a more inclusive and supportive culture within their organisations, this episode of The Inclusion Bites Podcast offers both inspiration and practical guidance.

A key takeaway from this episode is the profound impact that focusing on fairness and inclusion can have in simplifying the DEI approach and fostering a supportive and equitable environment. Listeners are encouraged to challenge themselves to move beyond performative allyship, embracing genuine actions that drive meaningful change.

Published: 13.02.2025

Recorded: 09.01.2025 Episode Length

Duration: 0:52:33

Shownotes:

AI Extracts and Interpretations
app.castmagic.io The Inclusion Bites Podcast #148: Allyship in Action
Other Links
SEE Change Happen: The Inclusive Culture Experts
Inclusion Bites Podcast on YouTube

Clips and Timestamps

Necessity Breeds Entrepreneurship: “I never really dreamed of being an entrepreneur, but it was out of the necessity of my own difficult time surviving in corporate America.”
— Julie Kratz [00:02:36 → 00:03:47]

The Backlash Against DEI: “There wouldn’t be a target on DEI if it wasn’t achieving some success. You wouldn’t bother with it.”
— Julie Kratz [00:08:47 → 00:08:56]

The Last Stand Narrative in Modern America: “I honestly thought we got that over with first Trump presidency, but apparently there’s more ammo ready to come out.”
— Julie Kratz [00:11:52 → 00:12:00]

Title: The Importance of Acknowledging History
Quote: “When you don’t acknowledge our problematic history, you’re much more likely to repeat it.”
— Julie Kratz [00:12:28 → 00:12:29]

Shocking Election Results: “I had no idea 51% of our country felt that way. I just didn’t, I didn’t think it was possible.”
— Julie Kratz [00:15:59 → 00:16:06]

The March Towards Conflict: “He’s setting up the conditions for, at a minimum, a deep resistance movement, if not a revolution. And I don’t use those words lightly.”
— Julie Kratz [00:17:28 → 00:17:39]

The Importance of Support Systems: “If they feel supported then they’re going to be able to contribute more to society and that benefits all of us.”
— Julie Kratz [00:22:58 → 00:23:04]

The Impact of Ageism: “On ageism is the biggest ism of them all. We’re, we’re fearful of our own mortality because the likelihood of you becoming disabled at some point in your life is extremely high. Like it’s almost inevitable. And so you’re pointing that out. We don’t want to think about that because it’s, it’s too scary to fathom, like our own vulnerability. And I think that’s the heart of all the isms. We’re too afraid of accepting that it somehow challenges our own virtues or our own self image.”
— Julie Kratz [00:24:20 → 00:24:56]

Changing the Narrative in DEI: “I just started writing back, I’ll take positive stories, please.”
— Julie Kratz [00:30:40 → 00:30:43]

The Primal Need for Allyship: “The research on it shows just like mentorship, it’s not the mentee that really benefits, it’s the mentor.”
— Julie Kratz [00:42:43 → 00:42:50]

Definition of Terms Used

Diversity, Equity, and Inclusion (DEI)

Definition: DEI is an umbrella term encompassing initiatives and policies aimed at creating a diverse, equitable, and inclusive environment where all individuals have fair access to opportunities and resources.
Relevance: DEI fosters a workplace culture that values differences, promotes fairness, and ensures everyone feels included and respected.
Examples: Implementing unbiased recruitment processes, organising diversity training programs, and establishing mentorship schemes for underrepresented groups.
Related Terms: Belonging, Affirmative Action, Social Justice, Inclusive Leadership
Common Misconceptions: DEI is often misconstrued as favouritism or reverse discrimination. It is, in fact, about levelling the playing field, not giving undue advantage.

Inclusive Leadership

Definition: Inclusive leadership refers to leadership practices that actively seek and value diverse perspectives, fostering an environment where everyone feels empowered to contribute.
Relevance: Inclusive leaders drive innovation, enhance team performance, and create a culture of trust and respect.
Examples: Encouraging open dialogue, recognising and addressing biases, and ensuring equal opportunities for development and advancement.
Related Terms: Transformational Leadership, Servant Leadership, Collaborative Leadership, Psychological Safety
Common Misconceptions: Some believe inclusive leadership dilutes authority or slows down decision-making, but it actually leads to more informed and effective outcomes.

Calling In

Definition: “Calling In” is an approach to addressing behaviour or comments that perpetuate harm, with the intent to educate and include rather than shame or ostracise.
Relevance: It promotes constructive dialogue and learning, reinforcing a culture of continuous improvement and empathy.
Examples: Having a private conversation to explain why a comment is harmful and offering resources for further understanding.
Related Terms: Calling Out, Conflict Resolution, Restorative Justice, Compassionate Communication
Common Misconceptions: Some assume calling in is less effective than calling out, but it often results in more sustainable behavioural change and stronger relationships.

Curb Cut Effect

Definition: The curb cut effect describes the broader benefits experienced by all when changes are made to accommodate specific needs, originating from the design of wheelchair-accessible curb ramps.
Relevance: It illustrates how equitable practices designed for marginalised groups can enhance overall accessibility and convenience, benefiting society as a whole.
Examples: Closed captions for the hearing-impaired aiding language learners, ramps being useful for parents with prams, and voice recognition software benefiting various users.
Related Terms: Universal Design, Accessibility, Inclusivity, User-Centred Design
Common Misconceptions: People often think such accommodations only benefit specific groups, failing to recognise the broader, often unintended, societal advantages.

Zero-Sum Game

Definition: A zero-sum game is a situation in which one party’s gain is inherently equal to another party’s loss, suggesting that resources are limited and must be competed for.
Relevance: Challenging this misconception in DEI work helps to underscore that advancing equity and inclusion can create benefits and opportunities for all, rather than disadvantaging others.
Examples: Promoting gender diversity in leadership roles leads to better decision-making and performance, benefiting the entire organisation.
Related Terms: Win-Win Situation, Collaboration, Shared Value, Resource Allocation
Common Misconceptions: Many believe that helping one group necessitates taking away from another, ignoring the potential for mutual gains and systemic improvements.