Podcasts about Allyship

Congenital Muscular Dystrophy (CMD) is an ultra-rare diagnosis that often requires a long, complex journey toward answers.In this episode, Brigitte Cutshall sits down with Kelly Berger and Avery Roberts, hosts of the Wheel Talk with Kelly & Avery Podcast, to explore their lives with the same rare subtype of CMD. From meeting on a Zoom call to becoming close friends and collaborators , they share how they navigated the transition to mobility devices for independence and safety , the frustrations of a world not built for them , and their mission to amplify disabled voices through female empowerment.3 Key Takeaways(1) Diagnosis is a Spectrum: Avery was diagnosed at age seven after extensive testing , while Kelly lived with a misdiagnosis until her late 20s ; their experiences highlight that CMD is a spectrum disorder where every individual's journey is unique(2) The Difference Between Compliance and Access: The ADA provides only a "bare minimum" for public spaces , but many private or older venues, such as New York theaters, remain inaccessible , forcing those with disabilities to perform exhausting "pre-planning" just to run basic errands.(3) The Power of Allyship and Unlearning: Being a supportive ally starts with a willingness to "unlearn" misconceptions and assumptions about the disability community , understanding that there is power in collective action to enact meaningful, lasting change.Action items: - Support and listen to people with disabilities- Advocate for accessible environments- Stay informed about genetic testing and healthCheck out Kelly and Avery's stories on the Wheel Talk with Kelly & Avery Podcast—available on Apple, Spotify, and YouTube—and follow their mission to uplift and empower rare voices.

In this episode of Allyship in Action, Julie Kratz is joined by HBR writer, executive and team coach, Kathryn Landis, to explore capacity erosion—the gradual depletion of energy and focus facing today's leaders. In an era of constant change and cognitive overload, Landis shares how leaders can reclaim their impact by shifting from micromanagement to intentional empowerment and strategic reflection. Key Takeaways Focus on Your "$100 Activities": Leaders often gravitate toward low-impact tasks for a quick sense of productivity. Reclaiming capacity requires identifying the high-level strategic work that only you can do. "Get really clear on what's the work that only you can do... what you actually could be focusing on that's going to move the needle the most is perhaps working with your cross-functional colleagues, the other members of the C-suite, to strengthen those ties." — Kathryn Landis Empower Your Team Through Clarity: High-performing teams thrive on a clear purpose and defined decision rights. To reduce your own workload, ensure your team understands exactly what they own and what success looks like. "Do people have a clear purpose? Do people know why they're a team? Most people know what their job description is... but I was leading an off-site last week; they didn't know what their team goals were. They don't know what success looks like." — Kathryn Landis Prioritize the "Lamp Post" for Reflection: Intentional reflection is a non-negotiable for effective leadership. Creating a dedicated space to process information—even just by talking to a metaphorical lamp post—can provide significant mental clarity. "If someone would go and speak to a lamp post for an hour every day at the same time, they'd get 60% of the benefit of coaching... just creating the space and time to be intentional about where you're spending your time, reflecting on what you're doing." — Kathryn Landis Connect with Kathryn and take her free team assessment here: https://kathryn-landis.kit.com/3dcf1c4440

Send us an email @ info@parentcoachesunleashed.com SummaryIn this episode of Parent Coaches Unleashed, Carrie Wiesenfeld and Jessica Anger engage in a heartfelt conversation with Paige, a mother of a transgender daughter named Chloe. They explore the journey of recognizing Chloe's gender identity from a young age, the importance of support systems, medical guidance, and the challenges faced in social transition, sports participation, and dating. Paige shares her experiences, insights, and resources for parents navigating similar paths, emphasizing the need for open communication, understanding, and community support.TakeawaysIt's essential to recognize and support a child's gender identity early on.Language around gender identity is evolving, and parents should be open to learning.Building a network of allies is crucial for a transgender child's acceptance.Medical guidance should come from competent professionals familiar with transgender issues.Social transition should be approached methodically and with preparation.Coming out can be a significant event for transgender children and their families.Medical interventions like puberty blockers should be discussed with a knowledgeable team.Participation in sports can present unique challenges for transgender youth.Safety concerns for transgender individuals, especially in dating, are paramount.Community support, such as camps for transgender youth, can be life-changing.Resources1. www.genderspectrum.org   Many downloadable resources General, Family, Educational, Faith, Medical and Mental Health, Allyship, Book list. You can also get speakers and speak to professionals 2. www.thetrevorproject.orgNon profit LGBTQ plus youth   They have a suicide hotline and so many resources3. Local PFLAG  and LGBTQ Centers  in your city   Just google it   Many have support groups, activities, advocacy opportunities, groups for parents and grandparents as well4. Psychologytoday.com to find a therapist using the therapist finder. You can enter your location, issues, insurance, preferences and other criteria and it will give you names, specialties, and contact information5. For specialists in medical care, go to WPATH Provider Directory, and https://lgbtqhealthcaredirectory.org6. https://harborcamps.orgBooks 1. My Princess Boy by Cheryl Kilodavis2. Raising my Rainbow by Lori Duron3. The Transgender Child (and Teen ) by Stephanie Brill and Rachel Pepper4. Raising The Transgender Child by Michele Angello  

It took years for U.S. leaders to address the AIDS epidemic of the 1980s. One public figure that wasn't afraid to bring the challenges the LGBTQ+ community were facing to the forefront was the Rev. Jesse Jackson. In the Loop reflects on Jackson's work pushing progressive ideas and being an avid supporter of the LGBTQ+ community with Northwestern professor Martha Biondi and Equality Illinois CEO Channyn Lynne Parker. For a full archive of In the Loop interviews, head over to wbez.org/intheloop.

Alyssa Dver, founder of the ERG Leadership Alliance, joins us this week to highlight the critical shift toward structured governance and the use of hard metrics to demonstrate how these groups drive corporate engagement and long-term business impact. My Key Takeaways: Governance is the future of ERGs: Alyssa emphasizes the shift from informal groups to structured organizations with clear governance and professional development paths for leaders. Measurement is mandatory: To gain executive buy-in and sustainability, ERG leaders must track metrics ranging from membership growth and event participation to high-level retention and engagement data. Allyship is a strategic bridge: Modern ERGs are moving away from exclusive "safe spaces" toward inclusive "brave spaces" where allies are formally invited to lead, learn, and advocate alongside marginalized groups. My Fave Quotes: "Got to have governance. Not because you want to control people, but because you want to have equity. And equity means budgeting is fair; the way that people apply and run these has to be fair." "It's a professional development leadership pipeline. So if you're starting to see these group leaders getting hired into better jobs, getting promoted, that's also a really good metric." "Employees involved in healthy ERGs typically show 10% to 15% higher engagement levels than those who are not." "There are currently at least 500 million people participating in ERGs around the world, and 95% of companies continue to offer and support ERGs because of their proven impact on organizational health." Follow Alyssa's work and research at https://www.ergleadershipalliance.com/

Guest: Tracy Camille Johnson, MS, CCC-SLP, CLC, MSPA-CPSPEarn 0.10 ASHA CEUs for this episode with Speech Therapy PD: www.speechtherapypd.com/courses/allyship-advocacy-pfdRelated Course: Lactation and the Interprofessional Practice Seminar: www.speechtherapypd.com/courses/lactation-and-ipFirst Bite is back for an all new season, and host Michelle Dawson, MS, CCC-SLP, CLC, BCS-S, kicks things off with a powerful conversation on allyship and advocacy. She's joined by Tracy Camille Johnson, MS, CCC-SLP, CLC, MSPA-CPSP, Founder and CEO of Buttercup Therapy Services. Together, they explore barriers that BIPOC clinicians may encounter on their journey to becoming an SLP, how Adverse Childhood Experiences (ACEs) shape service delivery, and ways to identify functional, community-based resources that truly uplift caregivers supporting children with pediatric feeding disorders. If you're ready to reflect, grow, and strengthen your advocacy lens, this episode will meet you there. Come hungry for growth and leave feeling full.About the Guest: Tracy Camille Johnson is a Speech Language Pathologist, Pediatric Feeding Specialist, Certified Lactation Counselor, and Advocate. Originally from Chicago, she now calls Austin, Texas home. She is the founder and CEO of Buttercup Therapy Services which services the greater Austin region across the lifespan for feeding, swallowing, and communication skills since 2022.Show Notes:Lactation Seminar: www.speechtherapypd.com/courses/lactation-and-ipContact Tracy: @chattytraceface.slp on InstagramButter Cup Therapy: www.buttercuptherapy.orgBlack Mamas ATX (Love Money Cause): blackmamasatx.comNational Black Association for Speech-Language and Hearing (NBASLH): www.nbaslh.orgFind Help: www.findhelp.org

Events:Monday, March 9, 7:00 - 9:00 pmThe Velvet Fox501 N Richmond St, Appleton, WI, 54911“Sharing Histories and Perspectives” - An Intergenerational LGBTQ+ Event, co-sponsored with Diverse & ResilientTuesday, March 10, 6:30 - 8:00 pmAppleton Public Library200 N Appleton St, Appleton, WI, 54911“Allyship in Action” - Co-sponsored by Celebrate Diversity Fox Cities and Fox Cities PACCopeland WoodruffMary and Michael Jaharis Director of Opera StudiesAssociate Professor of MusicLawrence UniversityEmail: copeland.woodruff@lawrence.eduhttps://www.lawrence.edu/conservatory/opera-theatreKristin RoachOpera Conductor and CoachAssistant Professor of Music, Lawrence University Conservatory of MusicCo-chair, Conservatory Advisory Email: www.kristinroach.com⁠https://www.lawrence.edu/conservatory/opera-theatrehttps://thor.lawrence.edu/calendar/main.php?view=event&calendar=default&eventid=1752678359005&_gl=1*qcv6h0*_gcl_au*MTMwMTQyOTYzNS4xNzcwMjk0NzIz*_ga*MTUyNTEwMDQ1Ni4xNzcwMjk0NzI0*_ga_C271Y0RWT3*czE3NzAzMDY4NzEkbzIkZzAkdDE3NzAzMDcwNjYkajYwJGwwJGgxNzk5MTIwMTM4

If you're an ADHD or neurodivergent woman, the pressure to be “acceptable” can feel relentless: capable but not chaotic, confident but not difficult, adaptable but not too much. This episode explores why patriarchy amplifies perfectionism for neurodivergent women - and how real male allyship can help reduce that pressure. One for your partner to listen to! Episode overview I'm joined by Lee Chambers, founder of Male Allies UK, to talk about what authentic male allyship actually looks like — beyond performative support or social media statements. We discuss: Why perfectionism becomes a survival strategy for ADHD women How patriarchal norms punish difference and reward masking The invisible load of caregiving and emotional labour How men can be allies without centring themselves or creating more work for women Why this matters Patriarchy doesn't just disadvantage women - it narrows who we're allowed to be. For neurodivergent women, that narrowing is sharper, harsher, and more exhausting. Reset If this conversation stirred something, tiredness, recognition, or that familiar “oh… it's not just me”, you might benefit from Reset, my gentle, science-informed experience for women who are burning out from trying to hold it all together. It's a chance to pause, soothe your nervous system, and reconnect with yourself - without needing to fix or improve anything first. www.thethomasconnection.co.uk/reset

What does it really take to lead with courage in environments that were not built for you? Gretchen Gagel, PhD, a trailblazer with four decades of experience in the construction industry, shares what she has learned about unconscious bias, the importance of male allies, and what it takes to create truly safe and inclusive workplaces. We also explore Gretchen's concept of grounded self-leadership, rooted in courage, humility, and critical thinking, and her bold vision for the International Institute for Women in Construction, a Global Institute dedicated to accelerating the success of women in construction, mining, and energy. This conversation is practical, hopeful, and deeply encouraging for leaders in any industry. Gretchen has degrees in Mechanical Engineering, an MBA, and a PhD in Leadership, Organization Culture, and Change. She's the former Chair of Brinkman Construction and the author of a new book, Building Women Leaders: A Blueprint for Women Thriving in Construction.  You'll discover: The real barriers women still face in construction and similar industriesWhy male allies play a critical role in inclusive leadershipHow grounded self-leadership strengthens confidence and credibilityWhat zero-tolerance cultures look like in actionHow research, storytelling, and convening leaders can drive lasting changeCheck out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedInFollow Meredith on TwitterDownload the free ebook Listen Like a Pro

Allyship ist mehr als ein wohlmeinender Hashtag – es ist eine Praxis, die im Alltag der Musikbranche aktiv gelebt werden muss. Wie können wir als Künstler:innen, Booker:innen, Veranstaltende, Label-Leute oder Musikjournalist:innen echte Verbündete sein – für FLINTA, BIPoC, queere Personen, Menschen mit Behinderung und andere marginalisierte Gruppen? [ThemaTakt-Newsletter abonnieren](https://www.thematakt.de/about) [ThemaTakt auf Instagram ](https://www.instagram.com/thematakt/) [ThemaTakt per PayPal unterstützen](https://www.paypal.me/thematakt) In dieser Folge diskutieren JNNRHNDRXX, Tina Wedmann, Fikri Anıl Altıntaş & Yannick Niang, was es bedeutet, ein:e gute:r Ally zu sein – jenseits von symbolischer Solidarität. Es geht um Handlungen, nicht nur um Haltungen. Wir sprechen über konkrete Schritte: von fairer Bezahlung über diversere Line-ups bis hin zu sichereren Räumen. Das Panel beleuchtet praktische Erfahrungen, Herausforderungen und Lösungsansätze. Und es stellt die Frage: Wie sieht eine Musiklandschaft aus, in der Allyship nicht die Ausnahme, sondern der Standard ist? Diese Folge haben wir als Live-Podcast auf der Most Wanted: Music-Konferenz 2025 aufgenommen. Entschuldigt bitte, dass der Sound teils etwas schlechter ist. Der Inhalt ist dafür Top! In dieser Folge: JNNRHNDRXX Mit 26 Jahren hat die in Berlin lebende JNNRHNDRXX ein vielschichtiges Gesamtwerk geschaffen, das weit über Klang hinausgeht. Sängerin. Songwriterin. Autorin. Schauspielerin. Model. Vor allem aber ist sie eine Stimme, die trans* und queere Communities nicht nur repräsentiert – sondern sie kompromisslos lebt. Tina Wedmann Sie organisiert seit über zehn Jahren verschiedene kulturelle Veranstaltungen und ist gesellschafts-politisch aktiv. Geboren in Leipzig, lebt sie heute zwischen Hamburg und Berlin und reist leidenschaftlich zu Festivals in ganz Deutschland und darüber hinaus. Seit 2017 setzt sie ihren Fokus auf Geschlechtergerechtigkeit in der Musikbranche und später gezielt auf kritische Männlichkeiten. Ende 2023 gründete sie gemeinsam mit drei weiteren Festivalmacher*innen die genderkritische Plattform collective spotlight. Ziel der Plattform ist es, Räume männlicher Dominanz zu hinterfragen und zu verändern. Fikri Anıl Altıntaş Er lebt und arbeitet in Berlin und veröffentlicht unter anderem Texte in Die Zeit und der taz, in denen er sich mit Männlichkeit und Antifeminismus auseinandersetzt. 2023 erschien sein Debütbuch „Im Morgen wächst ein Birnbaum“. 2024 folgte der Lyrikband „Geografie der Unruhe“. Sein jüngster Roman „Zwischen uns liegt August“ erschien im Sommer 2025. Daran schlossen sich Beiträge für Deutschlandfunk Kultur und das ZDF, Auftritte am Schauspiel Hannover sowie Texte für verschiedene Theaterbühnen an, darunter das Berliner Ensemble. Darüber hinaus engagiert er sich ehrenamtlich als #HeForShe Deutschland-Botschafter für UN Women Deutschland. Yannick Niang Er ist ein in Berlin lebender Musikjournalist, DJ und Content Creator, der Hip-Hop, Kultur und Storytelling miteinander verbindet. Als Autor und Interviewer ist er bekannt für tiefgehende Gespräche, die Underground- und Mainstream-Szenen mit authentischer kreativer Tiefe zusammenführen. Ihr hört ihn auch in diesem ThemaTakt-Interview: https://open.spotify.com/episode/6YIvdQzLsqEgspfelL3pCo?si=peZ-vQDPSNeTOFe436DQgQ Kapitel: 00:00 Intro 00:02:29.867 Wann hat Allyship in der Musikindustrie funktioniert 00:08:41.247 Echte Allyship 00:15:32.992 Allyship in der Praxis 00:20:14.971 Awareness Teams nur Schein? 00:27:51.767 Diverses Festivalbooking 00:35:20.080 Support untereinander Genannte Namen: Stadt ohne Meer-Festival Cristiano Ronaldo Feine Sahne Fischfilet Tupoka Ogette Ski Aggu Roskilde-Festival Fuchsbau-Festival Skandalös-Festival Lina Burghausen Wa22ermann Babyjoy Apsilon Haftbefehl Ikkimel Schwesta Ewa Nura Luciano Samra Cosmo Kiss FM

Episode 71 - Allyship after Diversity, Equity and Inclusion (DEI) backlash - Geeta Sidhu-Robb and Robert Baker explore men, women, power shifts, partnership and modern masculinity.Disclaimer: Please note that all information and content on the UK Health Radio Network, all its radio broadcasts and podcasts are provided by the authors, producers, presenters and companies themselves and is only intended as additional information to your general knowledge. As a service to our listeners/readers our programs/content are for general information and entertainment only.  The UK Health Radio Network does not recommend, endorse, or object to the views, products or topics expressed or discussed by show hosts or their guests, authors and interviewees.  We suggest you always consult with your own professional – personal, medical, financial or legal advisor. So please do not delay or disregard any professional – personal, medical, financial or legal advice received due to something you have heard or read on the UK Health Radio Network.

In this bonus episode of Selective Ignorance, Mandii B delivers an unfiltered, culturally sharp conversation that moves fluidly between current events, social critique, and media accountability, opening with the realities of an impending ice storm and behind-the-scenes studio updates that set the tone for the episode [00:00]. From there, the discussion pivots into the viral backlash surrounding Mr. Tenderism, using the controversy to unpack deeper issues of ownership, branding, and representation within the food industry and how performative allyship often overshadows meaningful inclusion [02:51]. The episode then turns toward higher education, as Mandii addresses the ongoing Morris Brown College controversy, including the reinstatement of Dr. Kevin James, and examines what this moment signals about institutional leadership, accountability, and public trust [09:13]. Continuing the conversation on representation, Mandii weighs in on the polarized reactions to the release of the new Autistic Barbie, exploring why visibility matters, how intent can be misinterpreted, and where genuine advocacy can get lost in outrage cycles [12:00]. The episode closes with a broader critique of celebrity culture, authenticity, and performative behavior, as Mandii voices frustration with media optics and the ongoing tension between visibility, validation, and real impact in today’s cultural landscape [18:05]. Blending timely commentary with critical insight, this bonus episode offers a thoughtful examination of representation, media narratives, and societal expectations in a moment-driven digital age. No Holes Barred: A Dual Manifesto Of Sexual Exploration And Power” w/ Tempest X! Sale Link Follow the host on Social MediaMandii B Instagram/X @fullcourtpumps Follow the crew on Social Media @itsaking @jaysonrodriguez @mrhiphopobama Follow the show on Social MediaInstagram @selectiveignorancepodTiktok @selective.ignoranceX/Twitter @selectiveig_podSee omnystudio.com/listener for privacy information.

In this episode of the MuslimMatters Podcast, Zainab bint Younus speaks to Imam Dawud Walid about the political and cultural pendulum swinging to the right after the leftist allyship of the 2010s. She asks him about his book "Towards Sacred Activism" and what priorities Muslims need to keep in mind before choosing to engage with or seek allyship with political and cultural groups in the West. Are Muslims meant to be right-wing or left-wing? Tune into this episode for a deep dive into this contentious discussion.

Robert Baker, Founder and CEO, Potentia Talent Consulting Robert has been a passionate supporter of diversity, equity and inclusion throughout his 40 plus year consulting career. He now runs his own company, focussing on delivering keynotes, workshops and coaching for business executives to help them develop their inclusive leadership skills and so build diverse and inclusive workplaces.   Robert works with global organisations and some of the key projects he has delivered in the last twelve months include: · Allyship workshops and key notes · Executive coaching for male leaders on gender balance and inclusion · Unconscious bias workshops and training · Inclusive culture and leadership workshops and keynotes Clients include Generali, Marsh & McLennan, ENGIE, Pfizer, PwC Belgium, Zalando and many other global companies.   Robert has also spoken at many conferences, including recently: The Rise & Lead Women Conference, The Hague (September 2025) where he ran a Men As Allies Roundtable and the Global Women on Boards Conference, Brussels (November 2025) where he chaired a panel on AI and Allyship.   Robert is a Board member and Vice Chair of European Women on Boards, and is a past Trustee of UN Women, UK. Robert is Disrupter in Residence in DE&I on the Global MBA Program at EDHEC Business School and also a visiting lecturer on Male Allyship at the University of Amsterdam Academy.   In recognition of his work in gender balance, Robert was named a Top 50 Trailblazer in Gender Equity in January 2023 by We Are The City and was awarded as Corporate Male Champion of the Year 2024 by Women in Management. ---- SOCIALS: Twitter: @robertbkr  Instagram: @robertbkr LinkedIn: https://www.linkedin.com/in/robert-baker-potentia-talent-consulting/  

In this episode of FinTech's DEI Discussions, Nadia sits down with Lyndsey Higgins, Senior Vice President – Head of Learning & Development and Business Services at Rimes Technologies, to explore how authentic inclusion transforms careers, retains talent, and drives performance.From embedding ESG into culture, to building environments where every voice is valued, Lyndsey shares how she “walks the talk”, and why belonging must go far beyond the glossy DEI statements.FinTech's DEI Discussions is powered by Harrington Starr, global leaders in Financial Technology Recruitment. For more episodes or recruitment advice, please visit our website www.harringtonstarr.com

When a young Christy Harst first announced she would one day replace Barbara Walters, her father laughed. Years later, that spark of determination would carry her through the competitive world of marketing, television, and eventually, voiceover—where she discovered just how few women were given the mic. Instead of waiting for an invitation, Christy decided to build her own door—and open it for others.In this Power Lounge conversation, host Amy Vaughan, Chief Empowerment Officer of Together Digital, talks with Christy about how one moment of frustration became a movement. From realizing the imbalance in sports voiceover work to launching Building Doors VO, Christy shares how she turned awareness into advocacy and data into impact.Amy and Christy explore what it takes for women—and the men who support them—to create real pathways in industries still dominated by old systems. They discuss the power of collective action, the influence of representation, and why inclusion isn't charity—it's good business.This conversation is for anyone ready to push boundaries, elevate voices, and reimagine what opportunity sounds like.Chapters:00:00 – Introduction00:10 – "Empowering Voices in Media"06:10 – "Combining Sports Passion with Voiceover"11:39 – Breaking Barriers for Women Everywhere17:27 – "Using Privilege to Empower Change"22:09 – "Power, Privilege, and Responsibility"27:31 – Voice Bias Study Sponsorship34:15 – "Breaking Barriers with Building Doors"38:40 – Power of Collaboration45:09 – "Ask for the No"48:04 – "Evangelizing Through Data and Stories"56:14 – "Connecting Communities and Networking"59:44 – "She's Inspiring and Successful"01:01:51 – OutroQuotes:"Life doesn't just happen to you—it happens for you. When a door closes, build your own and leave it open for others."- Amy Vaughan"Change begins when we stop waiting and start creating. Use your voice, stand together, and build doors wide enough for everyone."- Christy HarstKey Takeaways:Build Your Own Door—And Make Room for OthersThe Power of Community—and Collective ActionData with a Dose of StorytellingSpot Bias, Create ChangeAllyship in ActionEvery Micro-Action MattersYour Authentic Voice is PowerfulRepresentation Shapes RealityConnect with the guest Christy Harst:LinkedIn:https://www.linkedin.com/in/christyharst/Website: https://www.buildingdoorsvo.com/Connect with the host Amy Vaughan:LinkedIn: http://linkedin.com/in/amypvaughan Podcast:https://www.togetherindigital.com/podcast/Learn more about Together Digital and consider joining the movement by visitingHome - Together DigitalSupport the show

What comes after  toxic masculinity?In this solo episode, I take a deep dive into Ben Almassi's book Nontoxic: Masculinity, Allyship, and Feminist Philosophy—a work that has stayed with me both intellectually and personally. Rather than simply critiquing harmful forms of masculinity, Almassi asks a more difficult and necessary question: if masculinity can be toxic, what might a non-toxic masculinity actually look like?I explore this question by engaging three major tensions that many contemporary men—and clinicians who work with them—are facing right now.First, I offer a respectful but critical examination of the mythopoetic men's movement (think Robert Bly and Sam Keen). While acknowledging the movement's compassion for male suffering, I reflect on how its emphasis on an essential, ancient masculinity—often recovered in separation from women—ultimately reinscribes the very gender boundaries it seeks to heal.Second, I share my appreciation for Almassi's central contribution: reframing masculinity not as an inner essence or fixed identity, but as a set of practices shaped through relationship, accountability, power, and history. This shift—from masculinity as something we are to something we do—opens up new possibilities for change, responsibility, and growth.Finally, I speak personally about my own ongoing struggle to define masculinity in a way that avoids both unhealthy patriarchal norms and the abstract ideal of androgyny that, while philosophically compelling, often fails to resonate with men's lived experience. Almassi's concept of feminist allyship masculinity—grounded in what he calls “the unjust meantime”—offers a way to stay engaged with masculinity without mythologizing it or erasing it.This episode is a slow, thoughtful conversation with a book—and with a question I don't think has easy answers. If you're interested in masculinity beyond slogans, purity narratives, or culture-war binaries, this one is for you.If you'd like to read the book for yourself you can find it here for free.

Erin Dewsbury-Ribeiro is a Diversity, Equity, and Inclusion Officer and author of "Dreaming in Color: An Allyship Journey. During this insightful conversation, we discuss Erin's curiousity, passion for people, and what she feels is her responsibility to be an ally for marginalized communities. #BaxtersBuzz #Diversity #Inclusion #Equity Erin's book can be found here: https://a.co/d/aYZv28X

Being a guest on the HCI Podcast gave me the chance to talk about something I care deeply about: how psychological safety becomes the catalyst for workplaces where people can show up fully, speak openly, and actually thrive. At The Equity Equation, this isn't theory—it's the core of the work we do every day with leaders, teams, and organizations who want to build cultures where people feel respected, supported, and able to contribute without fear.Why Psychological Safety MattersPsychological safety isn't a trendy buzzword. It's a real, human need. At its heart, it means people feel safe enough to take risks—ask a question, share a new idea, admit a mistake, or offer a different point of view—without worrying that it will be used against them later.That's the foundation of inclusion. You can have the best policies, the most beautifully designed training, or the most diverse team, but if people don't feel safe enough to speak up, none of it sticks.On the podcast, I talked about how psychological safety has to be an ongoing practice—not something organizations revisit only when there's a crisis or a compliance requirement. It's built through consistent actions, honest conversations, and leaders who understand the impact they have on people's experiences.Where Psychological Safety and Inclusion MeetThere's no way around it: conversations about inclusion have become politicized in ways that often shut people down before the work even begins. But when you strip away the noise, most of us want the exact same thing at work—to be needed, wanted, and valued.Psychological safety is what makes those things possible.When people feel safe, they offer ideas more freely. They speak up about behavior or practices that aren't working. They share concerns before they become issues. They participate fully instead of holding back. This is inclusion in action—not a checklist, not a statement on a wall, but everyday behaviors shaped by trust.And one of the most important outcomes of psychological safety is that it gives people permission to advocate for themselves and for others. Advocacy isn't reserved for certain roles or identities. Anyone can notice when something isn't working for their colleague or their team. Anyone can be part of building a better culture.Allyship Takes More Than Good IntentionsWe also talked about allyship—and how often the word gets misused. You can't call yourself an ally without actually doing the work. Allyship isn't a title; it's a practice. It's a choice to use whatever privilege you have to challenge harm, disrupt bias, and make sure people feel supported.This work doesn't stop the moment it gets uncomfortable. And it doesn't end with a social media post or a corporate statement. Real allyship looks like risk. It looks like stepping in. It looks like asking yourself:“What am I willing to do—or give up—to make sure someone else is treated fairly?”That kind of courage is only possible in environments where psychological safety already exists. The two are inseparable.Equity Requires Understanding People as IndividualsThe conversation turned toward equity, and I shared one of my favorite analogies: raising twins. You may love your children equally, but you don't support them the same way. They need different things to grow.Workplaces are no different.Equality gives everyone the same resources.Equity gives people what they need to succeed.Leaders who understand this spend less time managing tasks and more time understanding the humans doing the work. Employees today want support, coaching, and mentorship—not just direction. They want leaders who can guide, not just supervise.That requires emotional intelligence. It requires curiosity. And yes, it requires psychological safety, because people won't tell you what they need if they don't feel safe doing so.Coaching as a Tool for InclusionOne of the things I emphasize often—both in my coaching practice and in the podcast conversation—is that coaching is one of the most powerful tools for building equitable, inclusive cultures.Mentoring is about sharing expertise.Coaching is about asking questions that help people uncover their own answers.When leaders coach well, they help people make sense of challenges, explore possibilities, and build confidence. Coaching gives people ownership over their growth. And that ownership increases trust—because they don't feel like they're being evaluated; they feel like they're being supported.In a psychologically safe workplace, coaching becomes part of the culture—not just something offered to a handful of high performers. It becomes a way leaders communicate, partner, and stay connected to their teams.Inclusion Benefits EveryoneOne thing I always try to make clear: inclusion isn't about giving to one group at the expense of another. When workplaces become more inclusive, everyone benefits. Collaboration improves. Innovation increases. Retention gets stronger. Relationships deepen.A rising tide really does lift all ships.The goal isn't to center one group over another—it's to create environments where everyone can do their best work without carrying the weight of fear or exclusion.An InvitationIf this conversation resonated, it's because so many organizations are searching for ways to rebuild trust, strengthen culture, and support their people more effectively—especially in uncertain times.Psychological safety is the starting point.It's the key to creating workplaces where people feel grounded, confident, and empowered. And it's the foundation of the work we do at The Equity Equation: assessments, coaching, training, and long-term partnership that helps leaders turn intention into action.If you're ready to explore what psychological safety could look like in your organization, let's talk. The work is challenging, but the impact is real—and lasting. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

On Episode 612 of Impact Boom, Jenae Tien of Expand Today discusses catalysing authentic, inclusive communities across education, media, health and corporate sectors, and how effective allyship, diverse storytelling, and early childhood education can drive long-term cultural and systemic change. If you are a changemaker wanting to learn actionable steps to grow your organisations or level up your impact, don't miss out on this episode! If you enjoyed this episode, then check out Jenae's first appearance on Impact Boom, Episode 450, on helping educators and parents spark conversations around diversity -> https://bit.ly/3KeaLPB The team who made this episode happen were: Host: Indio Myles Guest(s): Jenae Tien Producer: Indio Myles We invite you to join our community on Facebook, LinkedIn or Instagram to stay up to date on the latest social innovation news and resources to help you turn ideas into impact. You'll also find us on all the major podcast streaming platforms, where you can also leave a review and provide feedback.

Season 8 of Lessons I Learned in Law continues in partnership with Wordsmith AI, the legal-AI platform built for in-house teams.This week, Scott is joined by Katja Fenton, General Counsel and Executive Team Member at Fugro, the global geo-data company supporting safer infrastructure, offshore wind development, cleaner energy, and sustainable cities. Remarkably, Katja joined the conversation during her first 90 days—a pivotal moment when lessons feel sharpest, transitions feel largest, and instincts matter most.Katja reflects on the early months of stepping into C-suite leadership while taking on responsibility for a global legal & compliance function of around 60 professionals across four regions. Her first lesson—integrity is trusting your gut, even when it's uncomfortable—comes from a defining moment early in her career, when she turned down a high-profile international assignment because the work didn't align with her values. She shares how that instinct has shaped her approach to ethics, leadership, and decision-making ever since.Her second lesson explores the quiet but transformative power of allyship and sponsorship: the people who open doors for you when you're not in the room. Katja discusses the individuals who have championed her career—from a sixth-form teacher who changed her university path, to leaders who offered opportunities at critical moments—and why she now feels a responsibility to pay it forward.Her final lesson reframes imposter syndrome as evidence of growth. From Dubai's major construction projects to stepping into the executive team at Fugro, Katja describes how feeling out of depth has consistently signalled the start of her biggest periods of development.Katja also speaks candidly about global mobility, returning to Europe after years in Asia, building diverse teams, raising three young children in the Netherlands, and the importance of curiosity as a core legal skill.Guest Recommendations

The Clare Leader Forum will host an event at the Temple Gate Hotel in Ennis next week. People Power: Disabled Activism and Allyship in Driving Change, Inclusion, Equality and Combating Ableism, which takes place on Wednesday, 3rd December, will bring together activists, allies, volunteers, community workers, organisational representatives and public representatives from across Ireland to discuss the importance of grassroots leadership and collective action driving social change. Alan Morrissey was joined by a long-time campaigner and founding member of the movement in Clare, Dermot Hayes and Communications and Public Advocacy Officer, Ann Marie Flanagan.

"Send us a message! (questions, feedback, etc.)"It's critical for ministry leaders to understand their responsibility and opportunity to help people in their churches who are sexually struggling. That was a key theme in our rich conversation with Sam Black, Director of Recovery Education at Covenant Eyes. Sam explained that empathy plus action breaks porn's grip, and how churches can become truly safe communities for strugglers and spouses. We talked about practical tools, trauma-informed insights, and a clear path toward allyship, healing, and prevention.Some of the themes from our conversation included...• Early exposure + repetition + pain = a common pathway into pornography.• Allyship and accessibility work better than traditional accountability.• How mind-body-spirit healing helps interrupt the addiction cycle.• What constitutes safe people in safe places with a safe process.• How church leaders often unintentionally add harm to betrayed spouses.• Sex (or more sex) is not the solution to porn use.• How to find available, practical, ready-to-use tools for pastors and leaders.• How healing it is when leaders  admit mistakes & repair ruptures.#samblack #covenanteyes #thehealingchurch #pornographyaddiction #therapy #healing #addiction #trauma #vulnerability #recovery #grace #gospel #transformationCovenant Eyes websiteFive Stones pastor kit (FREE from Covenant Eyes)The Healing Church book (Amazon) Support the showAwaken websiteRoots Retreat Men's IntensiveRoots Retreat Women's WorkshopAwaken Men & Women's support meeting info (including virtual)

What Does Convenient Allyship Mean? Learn more about this term on today's podcast.See omnystudio.com/listener for privacy information.

Organizational and community development consultant Sarah Phelps recognized early in life that she was neurodivergent and very very smart. Influenced by her experiences from the rural midwestern town of her upbringing to time in France, India, China and more, Phelps has become a champion for people thriving, bringing a deep care for community at every opportunity.With an IQ over 160, Sarah Phelps is smart. She is a facilitator, strategist, and community builder who helps organizations weave wellbeing, equity, and innovation into the everyday realities of learning, leadership development, and culture change. Drawing on more than 20 years of nonprofit and corporate experience in strategic HR and organizational development, she's known for identifying solutions that stick. Phelps has consulted with values-driven organizations nationwide—including OutNebraska and Inclusive Communities—to cultivate inclusive, mission-aligned teams and brave, growth-oriented conversations. She is the founder of the Emerging Speakers Institute, co-founder of Leaders for Equity, Allyship and Diversity, a speaker with Hummingbird Humanity, and Board President of Umbrella US, where she champions neurodivergent and LGBTQ thriving. A voracious reader, gardener, and singer, Phelps brings curiosity, creativity, and deep care for community to every room she's in.********************Today's show and others are supported by the generous membership of Amy and Tom Trenolone.*Bonus content* for Lives members only features exclusive content and more. Find a Lives membership tier that fits you - support link here.

In this episode, Dr. David G. Smith reveals why 96% of women see real progress in gender equality only when men are actively engaged as allies—and why the biggest barrier isn't #MeToo fears, but outdated zero-sum thinking that equity for women means loss for men. From addressing the mentor hesitation to exploring how fair share caregiving at home unlocks workplace equity, David offers a practical roadmap for leaders ready to move from performative allyship to meaningful action.

Let's explore the power of having and implementing a playbook—a structured framework that guides teams to operate with alignment, consistency, and purpose.  We continue our mini-series around our new book, Identically Opposite: Find Your Voice and SPEAK. We provide some insight into our SPEAK playbook.   Highlights include: How playbooks from sports translate into scalable business success. A successful playbook involves every member of the team. Why communication and consistency are key to execution. Micro-adjustments to your playbook for leadership and performance; "whatever team comes out after halftime, making the best adjustments is usually the team that wins' The five-step SPEAK framework: See, Prepare, Enthusiasm, Allyship, Keep Preaching Intentionally. Build and sustain a speak-up culture within your organization. Order your copy of Identically Opposite: Find Your Voice and SPEAK today on Amazon and start developing your playbook for finding your voice and leading with impact.   Timestamps: 6:59 Playbook Involves Every Member  10:31 Micro-Adjust to Win 12:20 Measure Success 19:52 SPEAK playbook 

How do we move beyond “fixing women” to fixing culture in construction?

Join this channel to get access to perks:https://www.youtube.com/channel/UCpScWes_g_Z95ViTF5vdkiA/joinLink to the song at the end of the video - https://distrokid.com/hyperfollow/neenab/diagnosisLet us know if you agree in the comments below! Copyright Disclaimer under section 107 of the Copyright Act 1976, allowance is made for “fair use” for purposes such as criticism, comment, news reporting, teaching, scholarship, education and research. Fair use is a use permitted by copyright statute that might otherwise be infringing. Non-profit, educational or personal use tips the balance in favor of fair use. ----email us at----thepanicbuttonpodcast@gmail.comNew REACTIONS Every Week!SUPPORT THE CHANNEL

Host Nayeli Diaz sits down with tribal attorney Leah Jurss to demystify the vast and often-overlooked world of tribal law. Leah shares her unique perspective from working both in a firm serving tribes and as in-house counsel for the Bay Mills Indian Community.In a candid and informative interview, Leah dispels common myths and explains why a foundational understanding of tribal sovereignty is essential for all legal professionals, no matter their field. She highlights the wide range of legal issues that intersect with tribal communities and offers a clear roadmap for how law students can start learning about this fascinating and rewarding area of law.In this episode, we discuss:Federal Indian Law vs. Tribal Law: The key differences between the laws governing the relationship with the U.S. government and the laws tribes use to govern themselves.The Right Terminology: Why "Indian law" is still used and when it's appropriate to identify a specific tribe.Effective Advocacy: Leah's experience working with non-native lawyers and her advice on how to be an effective advocate for a tribal community by respecting cultural norms.A Rewarding Career: Why a career in tribal law is never boring, offering a chance to touch on many different practice areas, from family and environmental law to legislation and business development.Resources for Students: Actionable steps you can take today to learn more, including which law school classes to take and the value of joining organizations like the Native American Law Students Association (NALSA).(00:00) - Introduction: The Importance of Tribal Law for Law Students (01:36) - Introducing Guest Leah Jurss & The Topic of Tribal Law (03:53) - The Term "Indian Law": Why Is It Still Used? (04:40) - The Difference Between Federal Indian Law and Tribal Law (06:19) - In-House vs. Law Firm Practice: The Differences (08:14) - Being a Non-Native in Indian Law: A Discussion on Allyship (10:20) - The Importance of a Baseline Understanding for All Lawyers (13:12) - Resources for Learning Tribal Law in Law School (16:28) - Leah's Career Path: From Law Student to Tribal Attorney (19:35) - A Day in the Life of a Tribal Attorney (23:57) - A Favorite Project: Drafting a Judicial Ethics Code (26:22) - Final Takeaways: The Importance of Sovereignty (27:33) - Conclusion & Outro Click here to view the episode transcript.

Chantelle Lewis and Jason Arday, co-authors of the book We See Things They'll Never See, join the show to discuss their work. Arday, a professor of sociology of education at the University of Cambridge, and Lewis, an Andrew W. Mellon Postdoctoral Research Fellow in Black British Studies at Pembroke College, the University of Oxford, delve into how their experiences as Black, neurodivergent academics influenced their book. Together, they share the motivation behind their work, highlighting the importance of challenging societal infringements and advocating for marginalized communities. Here are my favorite takeaways: We discuss the importance of showing compassion and empathy, especially to those who seem to deserve it the least. As Arday states, "sometimes when people least deserve it, that's when they deserve the most compassion". Lewis explains the book's critical look at the workplace, where neurodivergent individuals are sometimes seen as "superhumans" who can produce more for a capitalist system. This creates a system in which their marginalization is used to uphold a system of oppression. "The way we are marginalized can also be used as a way to keep this system in place," Lewis says. Arday and Lewis propose that to improve society, there must be a move away from the current educational model. This includes the abolition of exams, as they are not necessarily correlated with future success or positive academic outcomes. Lewis argues that "we need to stop measuring education outcomes by just test scores." Follow Dr Chantelle Jessica Lewis' research at Pembroke College, University of Oxford, podcast Surviving Society

In this empowering episode, Elaine Lin Herring shares how women can unlearn silence, reclaim their voice, and speak their mind with agency. Whether dealing with ancestral, familial, or workplace cultures, you'll understand why women self-edit, choose to be silent, and how to be heard. Elaine also helps us navigate professional settings to understanding how leaders can include those who are internal processors to make sure everyone can weigh in in a way that honors their communication style. The conversation ends with actionable strategies for women to communicate authentically, set boundaries, and lead with impact. They also discuss the importance of taking accountability when inadvertently silencing others and creating more inclusive environments. If you're ready to find your voice, express your ideas, and thrive personally and professionally, this conversation is a must-listen. Be sure to share it with your friends. RESOURCES MENTIONED JOIN MICHELE'S NEWSLETTER FOLLOW on YOUTUBEMichele's Book: Design A Life You Love: A Woman's Guide to Living a Happier and More Fulfilled Life   GUEST INFORMATION Website: www.elainelinhering.com Book: Unlearning Silence: How to Speak Your Mind, Unleash Talent, and Live More FullyLinkedin: https://www.linkedin.com/in/elainelinhering If you enjoyed this interview, please take a moment to rate and review it on Apple Podcasts or other podcast player.   *The Good Life with Michele Lamoureux podcast and content provided by Michele Lamoureux is for educational and entertainment purposes only. It does NOT constitute medical, mental health, professional, personal, or any kind of advice or serve as a substitute for such advice. The use of information on this podcast or materials linked from this podcast or website is at the user's own risk. Always consult a qualified healthcare or trusted provider for any decisions regarding your health and wellbeing.  

Lucinda is joined by allyship expert Julie Kratz, who discusses her research on why people with power often disengage from conversations about diversity and inclusion, feeling either "threatened" or "irrelevant."  Together they explore her latest book, which outlines a "use fear as fuel" strategy and introduces a framework for building allyship programs. Julie stresses that everyone has power and a social responsibility to champion inclusion, arguing that strong allyship is less about transactional "doing" and more about building meaningful relationships that lead to personal fulfilment, better team dynamics, and positive organisational change. KEY TAKEAWAYS Many people in positions of power, particularly white men, do not believe conversations about diversity and inclusion are meant to include them, often fuelled by fears of status loss, irrelevance, or the belief that allyship offers "all risk, no reward." Everyone has power, and the first step to becoming an effective ally is to build a strong "allyship why" rooted in the understanding that humans are a social species whose survival and happiness depend on collaboration and helping one another. Effective allyship involves moving beyond individual action to creating systemic change, which includes building highly customised allyship programs that focus on key behaviours like modeling and storytelling to make inclusive practices contagious. Organisations need to focus on building inclusive policies (e.g., caregiving leave, pay equity) and objective hiring and promotion processes to minimise bias, as people are often judged on potential (if they resemble current leadership) or actual performance (if they are different). BEST MOMENTS "The first step that I offer is really building your allyship why. Like why do you want to be helpful to other people?" "Power's not bad, it's what you do with it that matters. And so don't you want to be on the good side of history, like don't you want to be the one that's standing up to social issues, even if it doesn't impact you?" "The more you are look and act like the C-suite leader, that again is predominantly white male, the more you have proxy to power." "Modelling plus storytelling. So I can model the behaviour, and you could be like, 'Yeah, that's great for Julie, but that doesn't really work for me and my style.' But what if I told you a story in addition to that, that you could kind of see yourself in?" VALUABLE RESOURCES The HR Uprising Podcast | ⁠Apple⁠ | ⁠Spotify⁠ | ⁠Stitcher⁠   ⁠The HR Uprising LinkedIn Group⁠ ⁠How to Prioritise Self-Care (The HR Uprising)⁠ ⁠How To Be A Change Superhero - by Lucinda Carney⁠ HR Uprising Mastermind - ⁠https://hruprising.com/mastermind/⁠   ⁠www.changesuperhero.com⁠ ⁠www.hruprising.com⁠            Get your copy of How To Be A Change Superhero by emailing at ⁠info@actus.co.uk⁠ CONTACT JULIE Her LinkedIn- ⁠https://www.linkedin.com/in/juliekratz/⁠ The Next Pivot Point Website - ⁠https://www.nextpivotpoint.com/ ABOUT THE HOST Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up' together. “If you look up, you rise up” CONTACT METHOD Join the LinkedIn community - ⁠https://www.linkedin.com/groups/13714397/⁠ Email: ⁠Lucinda@advancechange.co.uk⁠ Linked In: ⁠https://www.linkedin.com/in/lucindacarney/⁠ Twitter: @lucindacarney Instagram: @hruprising Facebook: @hruprising This Podcast has been brought to you by Disruptive Media. ⁠https://disruptivemedia.co.uk/

Yurok fisherman and tribal leader Sammy Gensaw and environmental scientist-turned-activist Craig Tucker share the epic story of how Indigenous leadership and non-Indian allyship made the impossible inevitable: the biggest-ever dam removal and salmon restoration in history. It represented a literal watershed moment; unprecedented co-equal decision-making between the tribes and their historical nemesis – the US government. Once complete in 2024, the project will liberate the Klamath river and several tributaries to once again run free across 400-miles from Oregon through California and into the Pacific Ocean. Featuring Sammy Gensaw (Yurok) is the Founding Director of the Ancestral Guard, Artist, Yurok Language Speaker, Singer, Writer, Cultural/Political/Environmental Activist, Regalia Maker, Mediator, Youth Leader & Fisherman. Craig Tucker has 20+ years of advocacy and activism experience, especially working with tribal members, fishermen and farmers in the Klamath Basin on dam removal, traditional fire management, gold mining, and water policy, and is the founder and Principal of Suits and Signs Consulting. Indigenous Forum – Undam the Klamath! How Tribes Led the Largest River Restoration Project in US History | Bioneers 2023 The river that came back to life: a journey down the reborn Klamath | The Guardian Executive Producer: Kenny Ausubel Written by: Kenny Ausubel Senior Producer and Station Relations: Stephanie Welch Host and Consulting Producer: Neil Harvey Program Engineer and Music Supervisor: Emily Harris Producer: Teo Grossman

In this episode of The Impostor Syndrome Files, we talk about allyship. My guest this week is Julie Kratz, founder of Next Pivot Point and a longtime inclusion and allyship strategist. Julie pulls back the curtain on why words like “inclusion” and “ally” have become so charged, what's actually legal in this space, and how leaders at every level can use the power they already have to create cultures where people belong. We explore “power with” versus “power over,” how to spot your own sources of power, and why going back to basics like trust, self-awareness and clear measurement is the most practical way forward right now. We also discuss how to meet persuadable people where they are, start with a personal why, and build momentum together instead of burning out as a lone voice. About My GuestJulie Kratz has dedicated her career to allyship and inclusion. After spending 12 years in Corporate America experiencing many career “pivot points,” due to her own lack of belonging, she started her own speaking business with the goal of helping leaders be better allies. Promoting allyship in the workplace, she helps organizations foster more inclusive environments so that everyone can feel seen, heard and belonging.Julie is a professor at the Indiana University Kelley School of Business, hosts a regular Forbes column on allyship, is a frequent keynote speaker, podcast host and TEDx speaker. She is also the creator of the Lead Like an Ally training program and the Founder of the annual International Allyship Day program in NYC.~Connect with Julie:Website: www.nextpivotpoint.com~Connect with Kim and The Impostor Syndrome Files:Join the free Impostor Syndrome Challenge:https://www.kimmeninger.com/challengeLearn more about the Leading Humans discussion group:https://www.kimmeninger.com/leadinghumansgroupJoin the Slack channel to learn from, connect with and support other professionals: https://forms.gle/Ts4Vg4Nx4HDnTVUC6Join the Facebook group:https://www.facebook.com/groups/leadinghumansSchedule time to speak with Kim Meninger directly about your questions/challenges: https://bookme.name/ExecCareer/strategy-sessionConnect on LinkedIn:https://www.linkedin.com/in/kimmeninger/Website:https://kimmeninger.com

Ash and Dusty discuss how ADHD traits (hyperfocus, justice sensitivity, rejection sensitivity, and perfectionism) shape the way people approach allyship. Ash opens with a vivid story about feeling unintentionally objectified at a conference after coming out as transgender, illustrating how well-meaning curiosity and requests for education can put emotional labor on the person with a marginalized identity. Dusty describes common ADHD patterns—the over-eager ally who wants to demonstrate knowledge, the panic after a misstep, and the tendency to seek drama online—and explains how those patterns can derail genuine support. Both emphasize that intention alone isn't enough: allies must match intent with respectful action. They offer practical guidance for managing capacity and making meaningful choices: focus on a few causes you can sustain, donate or volunteer locally, and pick moments where conversation can lead to real change instead of getting into futile online fights. Learn independently rather than relying on marginalized people to educate you; when interacting, meet people as people first and let them set the boundaries for how much their identity becomes the topic. Small, thoughtful actions (checking safety, providing accessible spaces, following diverse voices) often create outsized positive effects and are more valuable than performative gestures. Episode links + resources: Join the Community | Become a Patron Our Process: Understand, Own, Translate. About Asher and Dusty For more of the Translating ADHD podcast: Episode Transcripts: visit TranslatingADHD.com and click on the episode Follow us on Twitter: @TranslatingADHD Visit the Website: TranslatingADHD.com

Developing a strong talent pipeline is no longer just a good idea—it's a business imperative. But how can companies be more proactive and intentional about building the workforce of tomorrow? In this episode, we explore innovative strategies for proactive talent pipeline development. We'll discuss the importance of starting earlier to engage with potential talent long before they're looking for a job, and how to create relationships that last. We'll also break down what it means to be ready for Gen Z, a generation with unique expectations around purpose, flexibility, and communication. Finally, we'll talk about a surprisingly critical factor: sparking the conversation at home. We'll delve into the powerful role parents and guardians play in shaping career choices and how companies can better equip them to be allies in the talent journey. Tune in to learn how to shift from reactive hiring to proactive talent cultivation, building a more resilient and dynamic workforce for the future.

Building an impactful allyship program requires a strategic and thoughtful approach. This video breaks down the key steps to creating a program that goes beyond good intentions and drives real change within your organization. In this episode, I will guide you through the process, covering: Research: How to conduct a needs assessment to understand your organization's unique challenges and where to focus your efforts. Format: The different program structures you can use, from workshops and training modules to mentorship and sponsorship programs. Audience: How to identify and engage the right participants, and why it's crucial to create safe spaces for both allies and members of marginalized groups. Measurement: The key metrics to track to ensure your program is effective and creating a measurable impact on culture and employee well-being. Repeatability: The importance of a long-term strategy for embedding allyship into your company's DNA, so it becomes a sustainable part of your culture, not a one-off initiative. Whether you're an HR leader, a DEI professional, or an employee looking to champion change, this video provides a practical roadmap for building a successful allyship program that fosters a more inclusive and equitable workplace.

Join us for a powerful conversation about building a truly inclusive workplace. In this episode, we're moving beyond buzzwords to discuss the concrete policies and practices that make a difference. We'll dive into the vital role of inclusive caregiving leave policies and how they support all employees, not just parents. We'll also unpack what inclusive hiring practices really look like—from writing unbiased job descriptions to creating a fair and equitable interview process. Finally, we'll explore how to embed inclusion into your company's culture so it's not just a set of rules, but a living, breathing part of your organization's DNA. Tune in to learn how to create an environment where everyone feels they belong and can thrive.

On Mission Matters, Adam Torres interviews Vada Manager, Founder & CEO of Manager Global Holdings, LLC, about his journey from corporate leadership at Nike and Levi's to entrepreneurship and board service. Vada shares insights on allyship, why board diversity matters, and how entrepreneurs can build resilience and create opportunities for future leaders. Big thanks to ⁠Take The Lead Women⁠! Follow Adam on Instagram at ⁠https://www.instagram.com/askadamtorres/⁠ for up to date information on book releases and tour schedule. Apply to be a guest on our podcast: ⁠https://missionmatters.lpages.co/podcastguest/⁠ Visit our website: ⁠https://missionmatters.com/⁠ More FREE content from Mission Matters here: ⁠https://linktr.ee/missionmattersmedia Learn more about your ad choices. Visit podcastchoices.com/adchoices

Storytelling is one of the most powerful tools we have to connect with others, and when it comes to allyship, it's essential. In this video, we're diving into the power of allyship storytelling and how sharing your own experiences can create a ripple effect of change. We'll explore why modeling the behavior you want to see is so important, and how showing vulnerability can build trust and open hearts. Discover how sharing your story, not as a hero but as a learner, can inspire others to begin their own journey of allyship. Throughout the video, we'll give you thought prompts to help you reflect on your own story and how you can share it effectively. Get ready to tap into the power of your own voice and become a more impactful ally. Allyship Storytelling Thought Prompts: What was a time you got it wrong and had to learn? What's a moment when you felt uncomfortable but chose to act as an ally anyway? Who are you committed to showing up for? What's a small step you can take today to be a better ally?

Inclusivity in elopement photography isn't optional; it's an absolute must. And with LGBTQ+ rights being under attack, it's more important than ever to step up. This is why I decided to bring on Virginia elopement photographer, Cameron Warren, to share how allies can create safer, more affirming spaces for LGBTQ+ couples.   During this super important conversation, we talk about steps you can take to create more inclusive spaces in your elopement photography business, the importance of educating yourself and amplifying queer voices, and some powerful ways to take action.    Being an ally isn't about being perfect. It's about showing up, learning, and doing better. Press play now to learn ways you can support the LGBTQ+ community.    Connect with Cameron:  Instagram: @cameronwarrenphotography Website: cameronwarrenphotography.com   More resources to check out:  Theo Nash: @theonash Shannon Collins: @shannoncollinsphoto Aiming for Safer and More Inclusive Blog Business Guide to a Non-Performative Pride  The 9 Document LGBTQ+ Couples Need to Protect Their Marriage  Five-Calls app   Connect with Megan:

In this episode of the HR Mixtape, host Shari Simpson sits down with Dr. Steve Yacovelli, owner and principal of Top Dog Learning Group, LLC. They delve into the critical topic of authentic allyship in the workplace, contrasting it with performative gestures often seen in organizations. This conversation is particularly timely as companies face increasing pressure to foster inclusive leadership and diverse cultures, especially with the rise of Gen Z in the workforce. Dr. Yacovelli shares insights on how organizations can genuinely support LGBTQ+ employees and the importance of aligning corporate values with actions. Listener Takeaways: Learn how to identify and combat performative allyship in your organization. Discover why inclusive leadership is essential for employee experience and retention. Explore strategies for fostering a culture of accountability and respect in the workplace. Hit “Play” to gain valuable insights on creating a truly inclusive environment! Guest(s): Dr. Steve Yacovelli, Owner and Principal, Top Dog Learning Group, LLC

Oxford Dictionary defines ableism as: “discrimination in favor of able-bodied people.” And on today's episode, we're defining ableism with our own examples:When someone is shocked by our child's capabilitiesWhen someone is suprised by our strong connection to our childrenWhen someone volunteers for a disabilities organization believing they're a heroA lot of ableism is just actions and systems that we may have never questioned.. until being affected by disability. So what do we do when we experience ableism in our communities? Lets unpack it in this week's episode. SHOW NOTESFollow @open_future_learning on Instagram!Follow @ndss on Instagram!Follow @shaneburcaw on Instagram!Disability Euphemisms video from @blairimani Listen to 172. Defining Ableism, Allyship & Advocacy + Redefining "Inclusion" - ft. Dr. Priya LalvaniSPONSORS National Down Syndrome SocietyiCanShine ProgramsDown for GreensRods Heroes

LifeBlood: We talked about real and practical allyship, what the DEI movement got wrong, the wisdom in focusing on progress over perfection, the dangers and problems of hoarding power, owning one's mistakes and moving forward, the business case for inclusion, and why it's all about supporting one another, with Julie Kratz, Chief Engagement Officer, writer, and speaker.  Listen to learn about the future of allyship and inclusion! You can learn more about Julie at NextPivotPoint.com, Facebook,  Instagram, X, and LinkedIn.  Get your copy of We Want You HERE: https://amzn.to/4laSgaU  Thanks, as always for listening! If you got some value and enjoyed the show, please leave us a review here: ​​https://ratethispodcast.com/lifebloodpodcast You can learn more about us at LifeBlood.Live, Twitter, LinkedIn, Instagram, YouTube and Facebook or you'd like to be a guest on the show, contact us at contact@LifeBlood.Live.  Stay up to date by getting our monthly updates. Want to say “Thanks!” You can buy us a cup of coffee. https://www.buymeacoffee.com/lifeblood Copyright LifeBlood 2025.

Alaska and Willam chat about their kiki with Kim Petras in Canada, NYC Drag Drama, and Spankie Jackzon's scepter for sale!? Plus discuss possible future casting options for ‘Oh, Mary!' and trying to remember the name of our 16th President. Plus they are joined by Roz Hernandez to talk about her comedy tour and how big the USA is. Get tickets to see Roz at www.RozHernandezTour.com Listen to Race Chaser Ad-Free on MOM Plus Follow us on IG at @racechaserpod and click the link in bio for a list of organizations you can donate to in support of Black Lives Matter Rainbow Spotlight:  Blouse by Golden Phantasy featuring Peter Breeze⁠ FOLLOW ALASKA https://twitter.com/Alaska5000 https://www.instagram.com/theonlyalaska5000 https://www.facebook.com/AlaskaThunder https://www.youtube.com/channel/UC9vnKqhNky1BcWqXbDs0NAQ FOLLOW WILLAM https://twitter.com/willam https://www.instagram.com/willam https://www.facebook.com/willam https://www.youtube.com/channel/UCrO9hj5VqGJufBlVJy-8D1g RACE CHASER IS A FOREVER DOG PODCAST Learn more about your ad choices. Visit megaphone.fm/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Alaska and Willam chat about their kiki with Kim Petras in Canada, NYC Drag Drama, and Spankie Jackzon's scepter for sale!? Plus discuss possible future casting options for ‘Oh, Mary!' and trying to remember the name of our 16th President. Plus they are joined by Roz Hernandez to talk about her comedy tour and how big the USA is. Get tickets to see Roz at www.RozHernandezTour.com Listen to Race Chaser Ad-Free on MOM Plus Follow us on IG at @racechaserpod and click the link in bio for a list of organizations you can donate to in support of Black Lives Matter Rainbow Spotlight:  Blouse by Golden Phantasy featuring Peter Breeze⁠ FOLLOW ALASKA https://twitter.com/Alaska5000 https://www.instagram.com/theonlyalaska5000 https://www.facebook.com/AlaskaThunder https://www.youtube.com/channel/UC9vnKqhNky1BcWqXbDs0NAQ FOLLOW WILLAM https://twitter.com/willam https://www.instagram.com/willam https://www.facebook.com/willam https://www.youtube.com/channel/UCrO9hj5VqGJufBlVJy-8D1g RACE CHASER IS A FOREVER DOG PODCAST Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Shanti and Antoinette lament the loss of lightning bugs. After listening to caller voicemails, we catch up on pop culture! We discuss the recent interview between T.S. Madison and Nene Leakes. Together, we explore what it means to be a true ally to the transgender community, while acknowledging the areas in which we have more work to do personally as we reflect on our own biases. We comment on Cardi B's new relationship with Stefan Diggs and share our favorite 'breakup upgrades". We remember Ananda Lewis, reflecting on her impact and legacy. Lastly, we conclude with updates on the Diddy trial. exploring the testimonies of various women, the psychological trauma that victims endure, and the addictive nature of abusive dynamics. Join us...Contact Us:Hotline: (215) 948-2780Email: aroundthewaycurls@gmail.comPatreon: www.patreon.com/aroundthewaycurls for exclusive videos & bonus episodesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Dr. Monnica Williams alongside Sue Marriott explore the deep psychological toll of racism, focusing on the concept of racial trauma and its cumulative impact on people of color. She highlights the importance of recognizing these experiences within therapeutic settings and the need for diversity in mental health research and practice. The discussion delves into the role of civil courage and meaningful allyship—particularly among white individuals in addressing systemic injustice. Dr. Williams offers insights into the multifaceted nature of activism, the harm caused by microaggressions, and the emotional labor involved in navigating everyday racism. From the fear of law enforcement to the unique challenges faced by white women in activism, Dr. Williams urges practitioners and allies alike to listen deeply, receive feedback openly, and use their privilege to support marginalized communities. Shownotes: www.therapistuncensored.com/TU271 Join online community: www.therapistuncensored.com/join