Podcasts about Allyship

Send us a textThere is currently a lot of public discourse around what an LGBTQ+ ally is and isn't.  We know that our listening audience wants to be allying well and often, and as the political climate in the country continues to put our LGBTQ+ loved ones in the crosshairs, it has become increasingly important that we get our allyship right. This week In the Den, we're re-airing this important episode from 2024, in which Jen sits down with Sara Burlingame, Executive Director of Wyoming Equality, to talk about ways that we can improve our efforts at being good allies to the LGBTQ+ community. Special Guest: Sara BurlingameSara is the Executive Director of Wyoming Equality, a statewide advocacy group who works to build broad and inclusive communities, shift the hearts and minds of our neighbors, and achieve policy victories. Sara was the only non-Mormon blogger at Feminist Mormon Housewives, before working as a faith organizer with the Human Rights Campaign. A longtime Cheyenne, Wyoming, resident, she loves to spend time with her family reading, watching her sons play baseball, and camping in the most beautiful place on Earth.Links from the Show:Equality Wyoming: https://www.wyomingequality.org/ Join Mama Dragons today: www.mamadragons.org Mama Dragons on Facebook: https://www.facebook.com/mamadragons Mama Dragons on Instagram: https://www.instagram.com/themamadragons/ In the Den is made possible by generous donors like you. Help us continue to deliver quality content by becoming a donor today at mamadragons.org. Support the showConnect with Mama Dragons:WebsiteInstagramFacebookDonate to this podcast

This podcast episode features Sarah Kernion, a writer, podcast host of "The Inchstones Podcast," and mother of two profoundly autistic, nonspeaking children. Kernion advocates for a new conversation around profound autism, focusing on neurobiological barriers and redefining advocacy to prioritize presence, effort, and dignity over milestone achievements. She emphasizes the urgent need for distinct, research-grounded discussions on profound autism, particularly regarding the disproportionate caregiving burden on mothers and its impact on their careers. Key Takeaways: Redefining Profound Autism Advocacy: Sarah Kernion champions a shift in the conversation surrounding profound autism. She highlights the need to focus on neurobiological barriers like apraxia, dyspraxia, and sensory processing disorder, advocating for research urgency, scientific rigor, and a civil rights reframing to include profoundly autistic individuals often overlooked in mainstream neurodiversity discussions. Her work redefines advocacy around presence, effort, and dignity rather than traditional milestone achievements. The Power of Maternal Intuition and Shared Stories: Kernion stresses the importance of a mother's primal intuition as a crucial "data point" in understanding and advocating for their children with profound autism. She encourages mothers to trust this inner knowing and use it to inform care and support. The conversation also underscores the power of one-on-one connections and shared stories among caregivers and within professional settings to foster understanding, reduce isolation, and build psychological safety. Addressing the Caregiving Burden and Workplace Impact: The podcast sheds light on the immense and often unsustainable caregiving demands placed on mothers of profoundly autistic children. This burden frequently leads to career plateaus or plummeting for women, highlighting a systemic problem where workplaces are not adequately set up to support these caregivers. Kernion suggests that leaders sharing their own experiences with caregiving can foster a more inclusive and understanding environment, ultimately benefiting both employees and companies. Learn more at https://saturdaysstory.com/. 

How can we stay true to our Jewish commitments while remaining active in movements that don't always want us there? In this episode of TEXTing IRL, Elana Stein Hain sits down with Jacob Feinspan, Executive Director of Jews United for Justice, to explore the complex dilemmas raised by the increased normalization of anti-Zionism and antisemitism. Drawing on Maimonides' teachings about friendship, they tackle the nature of coalitions, navigating discomfort and acknowledging red lines, and how to foster relationships when we disagree. Episode Source Sheet You can now sponsor an episode of TEXTing. Click HERE to learn more.  JOIN OUR EMAIL LIST FOR MORE HARTMAN IDEAS

In this powerful episode, author, activist, and festival curator Sharif D. Rangnekar joins Mohua Chinappa for a deeply personal and political conversation on queer rights in India. They discuss the slow implementation of the NALSA verdict, the stigma behind the blood donation ban, and the challenges queer communities face in accessing public spaces. Sharif reflects on his own journey of surviving sexual assault, the importance of creating inclusive literary platforms like the Rainbow Lit Fest, and the dangers of cancel culture. With references to activists like Santa Khurai, Harish Iyer, and artist Lady Gaga, this episode blends courage, critique, and hope.Key Takeaways:Caste remains a significant issue within LGBTQIA+ spaces in India.Safety and the right to live freely are central to queer rights.Equity is a more nuanced goal than mere equality.Bisexuality faces misunderstanding and invisibility in queer politics.The ban on LGBTQ+ blood donation is rooted in stigma, not scienceTransgender rights are progressing slowly, with many challenges ahead.Corporate allyship often lacks genuine commitment beyond Pride Month.Cancel culture can hinder constructive dialogue within queer communities.Legal barriers still exist for blood donation by LGBTQ+ individuals.Creating inclusive literary spaces is essential for diverse voices.Survivors of sexual assault, especially queer men, face unique challenges in speaking out.True inclusion requires a 360° approach, involving politics, law, corporates, and community engagement beyond symbolic gestures.Representation in media and literature is growing, with queer narratives now visible in poetry, films, fashion, and public spaces.Queer joy, community, and cultural expression are vital, offering safe spaces and solidarity in an often hostile environment.Connect with UsMohua Chinappa: https://www.linkedin.com/in/mohua-chinappa/The Mohua Show: https://www.themohuashow.com/Connect with Sharif D RangnekarSharif D Rangnekar: https://www.linkedin.com/in/sharif-d-rangnekar-3867208/Follow UsYouTube: https://www.youtube.com/@TheMohuaShowLinkedIn: https://www.linkedin.com/company/themohuashow/Facebook: https://www.facebook.com/themohuashowInstagram: https://www.instagram.com/themohuashow/For any other queries EMAILhello@themohuashow.comChapters:00:00 Introduction  01:05 Caste, Queerness, and Inclusion06:47 Marriage Equality vs. Safety12:11 Equality vs. Equity in Queer Rights17:30 Understanding Bisexuality in Queer Politics25:50 Trans Rights and Slow Legal Progress31:13 Corporate Engagement with LGBTQ+ Rights35:19 The Complexities of Cancel Culture39:22 Challenging Stigmas in Blood Donation Laws45:06 Creating Inclusive Literary Spaces52:25 Courage in Sharing Personal Trauma58:02 Imagining a Joyful Future for Queer CommunitiesDisclaimerThe views expressed by our guests are their own. We do not endorse and are not responsible for any views expressed by our guests on our podcast and its associated platforms.#TheMohuThanks for Listening!

Are you tired of diversity, equity, and inclusion (DEI) initiatives that feel like lip service? In this powerful episode, we sit down with Melissa Ng Goldner, Head of Strategy at Coqual, to uncover how leading organizations are moving past performative DEI to create truly equitable and thriving workplaces. Melissa, a daughter of Chinese immigrants, brings a unique perspective on intersectionality, combining cultural insight, data fluency, and bold storytelling to drive real business outcomes. Discover how organizations are navigating the current landscape, operationalizing fairness, and redesigning power structures to future-proof their talent strategies. If you're a leader wrestling with how to embed DEI into the very fabric of your organization, or simply curious about what "precision allyship" truly means, this episode is a must-listen! 3 Key Takeaways: DEI is Embedding, Not Bolting On: Learn why successful DEI initiatives are deeply integrated into an organization's DNA—from hiring and performance reviews to decision-making processes—making them incredibly difficult to unravel. Melissa explains that what's being "washed away" are the initiatives that were simply "bolted on" as easy-to-remove add-ons. The Power of Proactive Measurement: Move beyond lagging indicators like hiring and promotion rates. Discover the importance of measuring "smoke signals" like psychological safety as a proactive way to identify issues and ensure a culture where dissent is supported and difficult conversations can thrive. Context is King: Tailoring DEI for Global Success: The "one-size-fits-all" approach to DEI is outdated. Melissa emphasizes the critical need for global organizations to move away from generic strategies and instead lean into local context, culture, and nuances, recognizing that "belonging is going to look different in London, Lagos, and Louisville." Learn more at https://coqual.org/ 

Summary  In this conversation with David, LGBTQ+ ally and researcher Kami Hunley-Jackson, who shares her personal journey and research on the coming out process, particularly focusing on the experiences of LGBTQ+ individuals and their families. The former Latter Day Saint is the mother of two LGBTQ+ children and sister to her gay brother. She discusses the challenges faced by families, the impact of religion, and the importance of communication and support systems. Kami emphasizes the need for understanding and acceptance, both for those coming out and their loved ones, and highlights the mental health implications of the coming out journey. The conversation also touches on the evolving nature of religious acceptance and the importance of creating safe spaces for dialogue.   Keywords   coming out, LGBTQ+, acceptance, mental health, family support, religion, communication, research, personal stories, allyship  Takeaways  Kami's personal experiences with her children and brother shaped her understanding of the coming out process.The decision between religious beliefs and family acceptance can be a painful conflict for parents.Supportive communities, like Mama Dragons, provide essential resources for families of LGBTQ+ individuals.The theater community often offers a more accepting environment for LGBTQ+ individuals.Kami's research revealed that non-religious individuals tend to communicate better during the coming out process.Mental health issues, including suicidal ideation, were prevalent among the study participants.Self-acceptance is a crucial step in the coming out journey, often requiring individuals to confront their identity.The coming out process is deeply personal and should be respected as such by family members.Creating a safe space for communication is vital for both the individual coming out and their loved ones.Religious institutions are evolving, with some becoming more inclusive of LGBTQ+ individuals.Sound Bites   "I realized that I needed to search my own heart.""The love of a mother over the situation.""I acted differently this time around."  Audio Chapters  00:00 Understanding the Importance of Coming Out02:36 Personal Journeys: Family and Acceptance 05:25 The Role of Religion in Coming Out08:35 Research Insights: Communication and Relationships11:13 Mental Health and the Coming Out Process14:05 Support Systems and Resources16:48 Advice for Families and Individuals19:51 Looking Ahead: Future Research Directions  Podcast website and resources: https://www.OutLateWithDavid.com  YouTube Edition:   https://youtu.be/jCsPAB9C2aM YouTube Channel:   https://www.youtube.com/channel/UCvsthP9yClKI4o5LxbuQnOg  Certified Professional Life Coach, David Cotton:  https://www.DavidCottonCoaching.com  Contact David:  mailto:david@davidcottoncoaching.comhttps://www.DavidCottonCoaching.comhttps://www.OutLateWithDavid.comhttps://linktr.ee/davidacotton  © 2025 David Cotton Coaching, LLC. All rights reserved. The "Out Late With David" podcast and its content are the property of David Cotton Coaching, LLC. Unauthorized use and/or duplication of this material without express and written permission from David Cotton Coaching, LLC is strictly prohibited. Excerpts and links may be used, provided that full and clear credit is given to "Out Late With David" and David Cotton Coaching, LLC with appropriate and specific direction to the original content.  

**Allyship - ein viel genutzter Begriff, wenn es darum geht, marginalisierte und diskriminierte Menschen in ihrem Kampf um Wahrnehmbarkeit zu unterstützen, ihnen zur Seite zu stehen, Räume zu öffnen und zu halten. Immer wieder wird Allyship auch in sozialen Netzwerken thematisiert, gefordert und gelebt. Aber wie macht man das eigentlich richtig? Und wie kommen wir von performativer Allyship in gelebte Solidarität?**

This week on The Intersection Podcast, we're revisiting a conversation with John Higginson, the previous CTO of Chief, as he shares his expertise on driving Diversity, Equity, Inclusion, and Accessibility (DEIA) in the tech industry. John explains the vital role white men can play in championing DEI efforts, and how simple, but powerful changes—such as removing gendered language from job descriptions and establishing Employee Resource Groups (ERGs)—are making a significant impact on fostering more inclusive environments.In this episode, John discusses the importance of representation and diverse teams, emphasizing that they not only promote innovation but also drive business success. He highlights the efforts of Chief, an organization focused on empowering women leaders, and shares how its approach to professional development and community-building is helping to shape a more inclusive leadership landscape.As DEI efforts continue to evolve in the workplace, this conversation provides crucial insights for anyone committed to creating a diverse, inclusive, and supportive organizational culture.Resources:Connect with John on LinkedInConnect with me:InstagramLinkedInRestart Consulting

In this powerful episode of Agents of Nonprofit, I speak with Frank Velásquez Jr., founder of 4 Da Hood and the Ascending Leaders in Color program. Together, we discuss the need for identity-affirming spaces, how to involve white allies in meaningful ways, and why perfectionism and professionalism can be tools of exclusion. With vulnerability and insight, Frank walks us through his leadership journey—and how he's using it to create lasting impact.Topics We Cover:How Frank's journey from Disney to nonprofits led to the founding of 4 Da HoodWhy the Ascending Leaders in Color program was created and what “in color” truly meansThe importance of healing in racially specific spaces and how white allies can participate effectivelyHow race, gender, sexuality, and ability intersect in leadership spacesWhy code switching, colorism, and “professionalism” can harm authenticity in the workplaceThe three core questions Frank uses to spark deep, reflective group conversationsHow AI tools like Claude support program design—without replacing human-centered facilitationFrank's vision of a future where programs like his are no longer needed because equity has been achievedTo Learn More and Connect with Frank:4 Da HoodE-mail Info@4DaHood.comFrank Velásquez Jr. on LinkedInSupport the show

Katy Milkman is the James G. Dinan Professor at the Wharton School, the host of Charles Schwab's Choiceology podcast, and co-directs the Behavior Change for Good Initiative. Sophia Pink is a PhD student at the Wharton School studying decision-making and behavior change. They join Julie Kratz on the Allyship in Action podcast to discuss their new research on the gender gap in competition. They highlight that women are, on average, less likely to enter competitions (like applying for jobs or promotions) than equally qualified men, a phenomenon observed across many decades and countries, even at the top of the labor market. Key takeaways form this conversation: The Persistent Gender Gap in Competitive Environments and Its Consequences: The discussion begins by establishing the well-documented phenomenon that women, on average, are less likely to enter competitions (like applying for jobs or promotions) than equally qualified men. The speakers emphasize that while this reluctance is not inherently negative in all contexts, it can significantly disadvantage women in crucial career advancement opportunities, particularly for leadership roles that often require navigating multiple competitive stages. This theme highlights the problem and its potential impact on gender equity in the workplace. Leveraging Psychological Insights for Intervention: The Power of Stereotype Reactance: The central focus of the new research is the innovative application of "stereotype reactance" as a potential solution. The researchers hypothesized and found that informing women about the existing gender gap in competition could paradoxically increase their likelihood of applying for jobs. This is attributed to women's potential desire to resist conforming to negative stereotypes and a motivation to take action against the observed inequality. This theme underscores the use of behavioral science principles to design effective interventions for addressing the gender gap. Systemic and Just-in-Time Approaches for Organizational Change: The conversation moves beyond individual behavior change to discuss broader organizational strategies. Recommendations include implementing "default" mechanisms where individuals are automatically considered for opportunities unless they opt out, and providing timely reminders or prompts at the point of decision-making. The speakers emphasize that while long-term cultural shifts are challenging, these more immediate, systemic adjustments and "just-in-time" interventions can create a more equitable playing field by mitigating the impact of confidence barriers and internalized norms. This theme focuses on practical, actionable steps organizations can take to address the competition gap and promote gender equity. Actionable Allyship Takeaway: When you see a woman hesitating to pursue an opportunity for which she is qualified, gently remind her of the gender competition gap by saying something like, "Hey, men tend to apply for this, don't let gender stereotypes hold you back," to encourage her to take the chance . Check out their research at: https://pubsonline.informs.org/doi/10.1287/orsc.2024.19563

This week's episode feels special. It feels like one everyone should hear, and in it I speak to Grace Mosuro, an organisational development consultant, inclusion coach, and strategist. Grace shares her compelling journey rooted in her experiences as a black, Nigerian-born, UK-raised woman, touching on her early career, overcoming workplace marginalisation, and her shift towards focusing on diversity and inclusion. We delve into fundamental lessons for founders, the significance of intersectionality, the importance of finding joy in daily life, and how resilience shaped her leadership post-breast cancer. Join us as we explore how to build inclusive workplaces and the transformative power of true allyship. Find Grace on LinkedIn here Find Grace's website here Don't forget to join the conversation with me on Instagram here.  AND I'm delighted that my first ever stationery collection is now available for pre-order, made in collaboration with the awesome Creative Stationery London. Shop our bespoke weekly desk planner pad, and academic year wall planner, with specially designed stickers to help you plan your year with intention. Numbers are limited and orders close mid July. Shop here.    EPISODE HIGHLIGHTS  01:20 Meet Grace Mosuro: Organisational Development Consultant 02:37 Grace's Early Work Experiences 08:44 The Journey to Business Management 13:23 Transition to Recruitment and Social Justice 18:20 The Impact of George Floyd's Murder on DEI 26:08 Building Inclusive Workplaces 33:15 The Power of Allyship and Vulnerability in Leadership 36:36 Coaching Leaders for Inclusivity 37:37 Breaking Down Misconceptions and Building Relationships 40:16 Finding Joy Amidst Challenges 42:01 The Impact of Personal Experiences on Leadership 50:53 Parenting and Inclusion 55:01 Advice for Small Business Owners on Diversity and Inclusion 59:53 Personal Reflections and Final Thoughts    

I feel so fortunate to have met Jeffery Tobias Halter, Founder of YWomen, a decade ago. Like many of us, it was a story told to him by a Black friend of being stopped weekly in his Jaguar, in his neighborhood, because he was a Black, that caused Jeffery to realize that not everyone is experiencing life in the same way. What differentiates Jeffery is that he had the courage to step up in a big way and start YWomen, and much of his work over the last 25 years has focused upon engaging men in women's leadership advancement. Jeffery and I share a passion for allyship and for understanding that building inclusive organizations and industries is about the business case for attracting the best talent. I encourage you to visit his website to access resources such as his Actions for Advocates. 

In this episode, I am joined by the insightful Kevan Smith, a content creator and the founder of the community interest company, Brighton United. Kevan shares his profound perspectives on the crucial difference between merely welcoming people and creating a true sense of belonging.We explore his concept of 'Human Alchemy'—a framework for innovation and collaboration built on shared values, vision, and voice. Kevan speaks to the power of cross-pollination between social change movements and the responsibility we all have to step up for causes beyond our own immediate communities. The conversation also navigates the complexities of male presence in activist spaces, the importance of men as allies, and the collective need to become comfortable with being uncomfortable to foster genuine unity and progress.Key TakeawaysWelcome vs. Belonging: There is a fundamental difference between welcoming someone into a pre-existing space and creating an environment where they feel they truly belong. Belonging implies ownership and the power to co-create the space, which requires established groups to relinquish some control and embrace growth.Human Alchemy: True innovation and solutions to societal discord can be found through "Human Alchemy". This involves first understanding your own values, clarifying your vision for the future, and then learning to use your voice to communicate and connect with others who share that vision, even if they come from different backgrounds.The Power of Adjacent Allies: The most impactful change can occur when you set your own grievances aside to fight for a cause that is not directly your own. When individuals, such as men supporting women's rights, use their position to advocate for others, their message can have a unique and powerful influence.Male Responsibility in Social Change: There is often a deficiency of male presence in spaces dedicated to social change and activism. It is crucial for men to become introspective about the energy they bring into spaces, to challenge the toxic aspects of patriarchy, and to cultivate the resilience and responsibility to show up as better allies.Episode Highlights09:45: Kevan explains the critical distinction between making people feel welcome and ensuring they feel a true sense of belonging.13:30: The breakdown of "Human Alchemy," a three-part concept for connection and innovation based on values, vision, and voice.24:40: Kevan discusses the power of putting your own grievances aside to fight for a cause that is not your own and shares his experience at an International Women's Day event.48:00: Reflecting on a difficult personal experience, Kevan discusses how men can unwittingly bring a toxic or conflict-based energy to otherwise harmonious spaces and why that might lead to their exclusion.01:10:30: Kevan suggests that it often takes a man to challenge a man, highlighting the need for allies and ambassadors to call out problematic behaviour and model a different way of showing up.About the GuestKevan Smith is a content creator and founder of Brighton United, a community interest company dedicated to fostering inclusive representation and belonging in business and cultural spaces. His work focuses on the power of communication and connection to drive positive change.Brighton United Website: ⁠https://www.brightonunited.co.uk/Epiphany Content Website: ⁠https://www.epiphanycontent.com/LinkedIn: https://www.linkedin.com/in/kevan-smith-a337431/Episode LinksA Seat at the Table: https://www.instagram.com/a_seat_at_the_table_btn/Misan Harriman: https://www.misanharriman.com/Sam Thomas (Men's Mental Health Advocate): https://www.linkedin.com/in/samthomasmentalhealth/Connect with MeganInstagram: ⁠@‌HigherLove_withMegan⁠Website: ⁠www.higher-love.com⁠This episode was written and recorded by me and produced by Lucy Lucraft (http://lucylucraft.co.uk ).If you enjoyed this episode please leave a 5* rating and review!

What do you get when you mix voiceover talent, musical theatre chops, and two kids made with a lot of love (and even more paperwork)? You get Jaimie Kelton—host of the LGBTQ family podcast The Queer Family Podcast and all-around awesome human. In this episode, we dive into allyship that actually shows up, why inclusivity isn't optional (especially in parenting), and how representation helps us all raise better humans. Oh—and did we mention the cupcakes at school board protests? Yeah, that happened. Also, Jaimie literally brought her sperm donor out of retirement. No big deal. If you've ever wondered how to be a better ally—or just want to hear real talk with a lot of heart and a few giggles—this one's for you.

In this episode of 'All Things Book Marketing,' host Smith Publicity's Corinne Moulder talks with Lee Wind, Chief Content Officer for the Independent Book Publishers Association (IBPA). Lee discusses his award-winning program 'We Are Stronger Than Censorship,' which counteracts book challenges by donating books to promote freedom to read. He shares insights on creating impactful book marketing strategies, emphasizing the importance of allyship and his experiences as an author focusing on queer history and social justice.Lee also introduces his upcoming picture book, Like That, Eleanor: The Amazing Power of Being an Ally. For more information, visit wearestrongerthancensorship.org and leewind.org.00:00 Introduction and Guest Welcome00:19 Lee Wind's Background and Achievements01:52 We Are Stronger Than Censorship: The Motivation03:22 Challenges and Strategies in Book Banning05:32 Program Partnerships and Community Involvement07:23 Impact and Future Goals of the Program20:38 The Importance of Allyship21:51 Lee Wind's New Book: Like That, Eleanor29:02 Book Marketing Tips and Strategies38:43 Conclusion and Call to ActionFor more information visit Smith Publicity, connect with Corinne Moulder and Lee Wind.

The different faces of identity: Navigating sexual orientation and gender expression   Welcome back to Blended!   Today, we're talking about sexual orientation, gender identity and expression.   Discussions around these issues have been hitting the headlines more and more in recent months. And it's fair to say that many recent rulings and debates have felt like a step backward for a lot of different communities – they just want the freedom to be themselves. But there's a fundamental lack of understanding. A lot of people just don't understand what it means to have a different identity or expression. And a lack of understanding, the unfamiliar or unknown, is what often sits behind fear.   So today we're going to be opening up a conversation to encourage understanding, so we can fight that fear and create spaces that are safe and welcoming for everyone.   IN THIS EPISODE:   [01.02] Introductions to our Blended panelists.   ·       Kai – Social Scientist, President of TransFocus and speaker ·       Ross – Vice President at GLAAD Media Institute, author and speaker  ·       Kiara-Kumail – Employee at White Ribbon and actor     [04.23] The group explore sexual orientation, gender identity and gender expression and the many factors around these topics, from pronouns and labels, to authenticity and fear.   ·       Sex vs gender ·       Labels ·       Evolution of labels/identities ·       Words/identities mean different things to different people ·       ‘I am' vs ‘I identify as' ·       Asking open-ended questions ·       Creating safe spaces o   What are they? o   How do we create them? o   Language o   Infrastructure o   Support/listening ·       We're more than just our identities ·       Definitions becoming reductive ·       Problems with identity becoming politicized  ·       The growth of LGBTQIA+ ·       Pronouns ·       How we introduce ourselves    ·       The nuance of curiosity and asking questions ·       Respect ·       Fear of making a mistake ·       Being open to being corrected ·       Acknowledging, and apologizing for, mistakes ·       Making assumptions ·       Internal vs external ·       Control ·       Cultural rules ·       How gender expression relates to physical safety ·       Masculinity and femininity ·       Shifting gender expression to suit different environments ·       Belonging ·       Authenticity ·       How anti-trans sentiment also harms cisgender people     “Labels will never fully be able to capture everything, though they help people identify in certain ways. Ultimately, it's not about fully understanding everything, it's about respect and being a good human being. And labels expand and mean different things to different people. The community exists beyond a monolith, we all have different opinions – there's no one easy answer unfortunately.” Kiara-Kumail   “Sexual orientation and gender identity are not just LGBTQ things, they're something we all have. We all have a way in which we know and understand ourselves, and share it out with the world.” Ross   “There's no right or wrong… But the way we can be more expansive is to say: ‘Tell me about yourself.' It's an open-ended question, and then people can feel free to share whatever they want... Sometimes people are hesitant, because they don't know whether it's safe to share.” Kai   “If someone raises an issue, that's a big deal because it takes so much energy. Most people in the research we do, do not raise issues. About 75% have issues, but don't raise them.” Kai   “Introducing yourself is a good way to do it. Because, if you're asking, be honest: Are you asking the only visibly trans person in the room, or are you asking everybody that? Sometimes inclusion can actually be exclusionary. It's good practice not to single one person out.” Kiara-Kumail   “For trans and non-binary folks, people often misread them – we look at the exterior and jump to conclusions… They're misgendered about 70% of the time, it's on a daily basis, and that's a heavy burden to bear.” Kai     [40.44] The panel share an overview of where the US currently is with gender and sexuality issues, why many feel that we've taken a step backwards, and why it's so important to continue to talk about these issues openly and without judgement.   ·       Similarity to the persecution of gay men during the AIDs crisis in the 1980s ·       Modern radicalization of boys and men ·       Manosphere ·       Danger of discriminatory echo chambers ·       Dehumanization ·       Allyship ·       Honest, open dialogue ·       Separating fact from fiction  ·       Combined vision – weaving in women's and men's issues ·       Overlapping needs/intersectionality ·       Shared benefits ·       Trying to turn negatives into positives ·       Speed of change     “We'd previously been making quite a lot of progress, especially on trans issues and rights… Now it feels like a reversal. But I think it's a pause, to allow more people to catch up… I try to understand many different perspectives and I hear time and time again: it's too fast. So, OK – let's regroup, restart the conversation, go back, and go through the basics.” Kai   [49.40] The group discuss what organizations can do to support the LGBTQIA+ community in the current political environment.   ·       Increasing millennial and Gen Z affinity with LGBTQ community ·       Millennial and Gen Z groups are customers and employees – driving expectations ·       Support grounded in values ·       Difference between what organizations say and do (social media vs real policy) ·       Need for larger systemic change, changing norms ·       Appreciation of queer culture, not just people ·       Analysis of biases ·       Providing health insurance that covers gender affirming care ·       Organizations pulling out of Pride/removing certain stock from shelves/pulling DEI programs    ·       More inclusive parental packages, i.e. IVF and adoption ·       Support for name changes ·       Areas for active leaning, e.g. Role play   ·       Intent – the importance of trying ·       The importance of listening ·       Kai's experience of working with two-spirit first nation people ·       Trans folk are not new! o   They exist in every culture, throughout time o   Different names, e.g. ‘third gender' in India o   Trans history has been erased o   Colonialism set certain parameters for gender, expression, marriage, etc. ·       Calling in experts – and paying them! ·       Context ·       Consistency ·       Self-reflection   “In the US, despite everything we've talked about, peoples affinity with the LGBTQ community has only grown – it's tripled since 2012 when Gallop started measuring… And that growth is from Gen Z and Millennials… Which means, for companies and organizations, these are your customers, these are your employees and your future leaders.” Ross “It's going to be a smaller group, but a more effective one. Because those are the ones that want to do the deep work.” Kai “People feel neutral to positive about things like Pride merchandise… the same way they think about a sports team brand. What's the difference between wearing a rainbow t-shirt or a Vikings jersey – to a lot of people, they're the same thing.”  Ross “It's about showing up, it's about listening, and getting to know. Because when you have a depth of knowing, you can start to take more tangible action in a way that's connected with people. It's relational.” Kai   [1.14.18] The panel sum up their thoughts from today's discussion.    RESOURCES AND LINKS MENTIONED: You can connect with Kiara-Kumail, Kai and Ross over on LinkedIn.  

In this episode, Ben and Dave are joined by Vixen Martin, our Skills and Development Coach at FI. Vixen shares her personal journey and insights into her role at FI. Together, they explore what PRIDE means to them, the key challenges facing the LGBTQIA+ community today, and how each of us can take meaningful steps to become more active and supportive allies.

Today we're chatting with queer San Diego-based wedding photographer Clarisse Rae all about showing up as your full self in life and business. From how she got her start in weddings to what it's been like building a career that reflects who she is, Clarisse brings a mix of humor, honesty, and real-world experience. We talk about growing into your identity, navigating visibility, and the subtle (and not-so-subtle) ways people treat you based on how you show up. We also dive into what true inclusivity looks like in creative industries, from language and representation to allyship that goes beyond the surface. Whether you're in the wedding world or just figuring out how to build a business that aligns with your values, this episode is packed with thoughtful insight, good laughs, and reminders to stay grounded in who you are.   Follow Clarisse on IG: https://www.instagram.com/clarisse.rae/ Clarisse's website: https://clarisserae.com/   Come join our Flash Photography Workshop in NYC on November 12th, 2025! You'll learn how to shoot on camera and off camera flash, with a plethora of techniques to absolutely stun your ideal clients and explode your portfolio. After class is over, you'll have multiple hours in studio to practice your new skills while Eden helps you troubleshoot! https://edenstrader.com/in-person-flash-photography-workshop   If you enjoyed today's episode, please:   - Leave a positive review or rating! - Come join our free Manifestation Challenge, a fan favorite freebie! https://edenstrader.com/manifesting-challenge - Post a screenshot & key takeaway on your IG story and tag us @edenstrader so we can repost you. - Follow (+) our show for new episodes every Monday!  

In this episode, we delve into the critical role of allyship in the workplace with Wendy O'Neill, Head of Business Development at CDW, who shares her personal experiences and practical strategies for becoming a better ally.  Wendy discusses how to recognize and support colleagues whose voices are often unheard, how to foster allyship within a team, and the powerful impact of situational awareness in meetings. She also talks about leading by example, addressing unconscious biases, and building relationships with allies who are different from us. The episode concludes with actionable tips for advocating for oneself and others, creating an inclusive and high-performing team culture.  01:27 The Power of Allyship in Building Confidence and Careers 08:43 How to Be A Great Ally (Practical Tips) 10:52 The Best Way To Support Overlooked Voices In Meetings 17:49 The Right Way to Ask An Ally For Support in Meetings 19:49 The Secret to Transform Conflict into Allyship 25:11 Tips to Encourage Your Team to Speak Up 27:51 How to Create a Culture of Allyship in Your Team and Company 37:45 Final Thoughts on Allyship   ✅ About Wendi O'Neill Wendi O'Neill is the Head of Business Development for CDW's Digital Velocity (DV) division, where she leads high-performing teams focused on helping organizations navigate digital transformation through modern technology practices. Wendi holds a Master's degree in Leadership and Innovation from the University of Queensland and serves as Vice Chair of CDW's Women's Opportunity Network. A champion for mentorship and strong leadership representation, Wendi is committed to fostering the next generation of changemakers in tech.   ✅ Take the Quiz 'Do You Speak Like a High-Impact Leader?': https://myassertiveway.outgrow.us/highimpactleader    ✅ Free Newsletter: https://assertiveway.com/newsletter/   ✅ Listen on the Speak Your Mind Unapologetically podcast on Apple Itunes: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915      ✅ Listen on Spotify: https://open.spotify.com/show/6L1myPkiJXYf5SGrublYz2   ✅ Order our book, ‘Unapologetic Voice: 101 Real-World Strategies for Brave Self Advocacy & Bold Leadership' where each strategy is also a real story: https://www.amazon.com/Unapologetic-Voice-Real-World-Strategies-Leadership-ebook/dp/B0CW2X4WWL/   ✅ Follow the show host, Ivna Curi, on LinkedIn: https://www.linkedin.com/in/ivna-curi-mba-67083b2/     ✅ Request A Customized Workshop For Your Team And Company:   http://assertiveway.com/workshops Contact me: info@assertiveway.com or ivnacuri@assertiveway.com Contact me on Linkedin: https://www.linkedin.com/in/ivna-curi-mba-67083b2   ✅ Support The Podcast Rate the podcast on apple: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915

This episode of the Allyship in Action Podcast with Julie Kratz features Charlene Polite Corley, Nielsen's VP of Diverse Insights and Partnerships, and Stacie De Armas, Senior Vice President of Diverse Intelligence & Initiatives at Nielsen. Together we discuss the long-term value of diversity for businesses, emphasizing that engaging historically excluded consumers is crucial for growth and brand loyalty. Stacie and Charlene highlight that while people can be "trickier" than money, diversifying your workforce and your approach to consumers is as important as diversifying your financial portfolio.   Some key takeaways from this conversation: Diversity is a significant driver of business growth and ROI: Engaging with historically excluded consumer groups is essential for long-term business growth as they represent untapped markets and offer greater potential for building brand loyalty and achieving higher returns on marketing investment. Understanding nuanced cultural and consumption habits is crucial for effective marketing: A "copy-paste" approach to marketing is ineffective. Brands need to develop a deeper understanding of the media consumption habits and cultural nuances of diverse audiences to connect authentically and build lasting relationships. Data shows, for example, that Black, Hispanic, and Asian audiences spend significantly more time online. Centering diverse narratives benefits everyone and creates broader cultural impact: Focusing on representing specific communities authentically in content and advertising doesn't exclude other groups. Instead, it provides "windows" into different experiences, enriching everyone's understanding and often leading to broader cultural trends and significant financial success, as seen in sports and film.   Actionable Allyship Takeaway: Organizations and individuals should actively lean into fear and commit to an inclusive data strategy, continually seeking to understand and meet diverse consumers where they are, knowing that it's both the right thing to do and a smart business decision that drives growth and loyalty, regardless of external pressures.     Learn more about Charlene Polite Corley and Stacie De Armas and their research at:  https://www.nielsen.com/insights/2025/connecting-black-america/ https://www.nielsen.com/news-center/2025/nielsen-report-asian-american-audiences-are-reshaping-sports-digital-media-and-beauty-trends/ https://www.nielsen.com/about-us/business-inclusion-impact-belonging/hispanic/

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.

70% of women prefer to work with female advisors. * Learn how to serve your female clients and their complex needs by creating a supportive and welcoming environment where female advisors can thrive. Join host Kirsten Schlumbohm and guest Sheryl Hickerson, CEO of Females and Finance and a pioneer in promoting diversity in financial services. Together they explore Sheryl's unexpected journey into the industry and her mission to empower women in finance and fintech. Throughout their engaging conversation, Sheryl offers valuable insights on building inclusive communities, effective strategies for engaging women in finance, and the future of the industry. She also shares her perspective on marketing to women clients and the importance of allyship in advancing diversity. Tune in to hear Sheryl's unique insights on creating change, embracing discomfort, and the bright future for women in financial services.*SourceResources:Bowling Alone: The Collapse and Revival of American Community by Robert D. PutnamFemales and Finance websiteStatistics:Women and Wealth: How Advisors Can Address a $30 Trillion OpportunityDeloitte study: More women are reaching the C-suite in financial services, but progress is slow

Madonna has always supported and championed the LGBTQIA+ community, and this week, MLVC discusses various examples of that support throughout her career. We also have a bit of "This Week In Ciccone" to chat about Veronica Electronica, and if you hang in until the very end, you'll hear how Stefan met Diplo in Philadelphia! We go hard or we go home... Follow MLVC on all social channels: @mlvcpodcast Subscribe to MLVC's YouTube channel Donate to the podcast on Venmo: mlvcpodcast Listen to more episodes on Spotify/Apple/Amazon/Google Play or here: https://mlvc.podbean.com/

This episode discusses a topic within a new Utah Women & Leadership Project (UWLP) report titled, “Home, Health, Community, & Allyship: Utahns' Awareness, Understanding, and Attitudes.” This report has four main areas of focus, and today we'll be discussing the area of male allyship. Dr. Susan Madsen, Founding Director of the UWLP, is joined by the leaders for A Bolder Way Forward's Male Allyship Impact Team. Colleen Orton is the CEO of Beyond Health Consulting, and Richard Hawkes is the Director of Programs for Northrop Grumman. Support the show

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

Send us a textSupport the showBreakfast With Tiffany Show Official Facebook Page ~ https://www.facebook.com/breakfastwithtiffanyshow Tiffany's Instagram Account ~ https://www.instagram.com/tiffanyrossdaleofficial/ Breakfast With Tiffany Show Youtube Channel ~ https://bit.ly/3vIVzhE Breakfast With Tiffany Show Official Page ~ https://www.tiffanyrossdale.com/podcast For questions, requests, collaborations and comments, feel free to reach us via our e-mail ~ breakfastwithtiffanyshow@outlook.com SUBSCRIBE and SUPPORT us here ~ https://www.buzzsprout.com/1187534/supporters/new

Keivan Stassun is the Director of the Frist Center for Autism & Innovation at Vanderbilt University. He joins this week's Allyship in Action Podcast epidsode to unpack how to get the full ROI when appropriately practicing neuroinclusion. Key Takeaways Neurodiversity drives innovation and strengthens teams: Keivan's experience in astrophysics, particularly the groundbreaking discovery made by his neurodiverse team, powerfully illustrates how embracing different cognitive styles leads to novel problem-solving and enhanced outcomes. Clear communication, beneficial for everyone, becomes essential in neurodiverse teams, ultimately making the entire team more effective.   Support for autistic individuals needs to extend into adulthood: While significant progress has been made in early intervention for autism, there's a critical need for increased focus and investment in supporting autistic adults in higher education and the workforce. This includes providing appropriate accommodations, fostering inclusive environments, and recognizing the unique strengths and contributions of this community. Creating inclusive opportunities benefits both individuals and organizations: Models like The Precisionists Inc. (TPI) demonstrate that tailored support and understanding of neurodivergent needs can lead to high-quality work, increased employee loyalty, and reduced errors. By shifting perspectives and implementing practical accommodations, businesses can tap into a valuable talent pool and achieve tangible benefits. Key Quotes "I'm absolutely convinced that new discoveries and innovations happen because the team invited and included and supported the full diversity of thought."  "There has been so much less investment has been autistic people who are over 18 years old where people spend the majority of their lives in adulthood."  Actionable Allyship Takeaway: Recognize and actively leverage the unique strengths and talents of neurodiverse individuals while also providing necessary support and accommodations. Keivan emphasizes that focusing on both the support needs and the strengths of autistic individuals is crucial. He provides examples of how companies can benefit from the talents of neurodiverse employees (e.g., employee loyalty, attention to detail)  while also highlighting the importance of providing appropriate accommodations to ensure their success. Find Keivan at https://my.vanderbilt.edu/kstassun/ and find Julie at https://www.nextpivotpoint.com/ 

In this eye-opening episode, Dr. Victoria Mattingly, organizational psychologist, keynote speaker, and author of Inclusalytics, shares how she's helping companies create inclusive, human-centered workplaces through data-driven strategies.   Discover her journey from bartending to launching her own firm, Mattingly Solutions, and why workplace allyship, mental health, and emotional intelligence are the keys to sustainable success.   Whether you're a leader, entrepreneur, or employee—this episode will change how you see workplace culture and inclusion.   Topics Covered:   • What is organizational psychology?   • Why inclusion boosts business success   • Burnout, resilience, and starting over  

Send us a textSupport the showBreakfast With Tiffany Show Official Facebook Page ~ https://www.facebook.com/breakfastwithtiffanyshow Tiffany's Instagram Account ~ https://www.instagram.com/tiffanyrossdaleofficial/ Breakfast With Tiffany Show Youtube Channel ~ https://bit.ly/3vIVzhE Breakfast With Tiffany Show Official Page ~ https://www.tiffanyrossdale.com/podcast For questions, requests, collaborations and comments, feel free to reach us via our e-mail ~ breakfastwithtiffanyshow@outlook.com SUBSCRIBE and SUPPORT us here ~ https://www.buzzsprout.com/1187534/supporters/new

Emily Kasriel is the author of Deep Listening: Transform your relationships with family, friends and foes. She joins the Allyship in Action Podcast this week to share insightful perspectives and practical tips on deep listening. Key takeaways from the conversation: Deep listening goes beyond active listening. It's not just about repeating or paraphrasing, but about being truly present, understanding the emotions and underlying messages, and reflecting those back with humility. Self-awareness is crucial. Recognizing our own biases and "shadows" allows us to listen more openly to others. Silence is a powerful tool. Creating space in conversations allows for deeper reflection, creativity, and can shift power dynamics. Curiosity is key. Approaching conversations with a genuine desire to learn and understand, rather than to debate or convince, fosters connection. Asking about the origins of someone's beliefs can be particularly helpful. Listening doesn't equal agreement. It's important to remember that understanding someone's perspective doesn't mean you endorse it. Connecting with those who hold different views can be transformative. It can combat loneliness and foster social cohesion by recognizing our shared humanity. Actionable Allyship Takeaway: Cultivate curiosity and seek to understand the origins of others' beliefs, especially those different from your own. Emily emphasizes the importance of asking "what in your life experience has led you to feel what you do?" when engaging with someone who holds differing views. She explains that this approach can foster connection and understanding, even in the face of disagreement, by humanizing the other person's perspective and providing context. For those interested in learning more, Emily's book, "Deep Listening: Transform your relationships with family, friends and foes," is available for preorder and will be released in the US on June 24th. You can also connect with her on LinkedIn and explore her website, https://www.emilykasriel.com/ , for more information on her work. Find Julie at https://www.nextpivotpoint.com/ 

This one's been a long time coming. I'm joined by the brilliant Sally Pritchett - CEO of Something Big, champion of inclusive communication, and my personal friend - for a proper, honest chat about what it really means to be a good ally. Not in theory, not in hashtags, but in actual day-to-day action. We're talking about using your privilege, showing up when it matters, and making real impact through business. Spoiler alert: she's got a cold, I've got a cold, but the energy? Still 10/10. Highlights:(96:28) Allyship is a verb, not a vibe(10:38) Use your privilege like it's your superpower(14:53) Pro-activist: Sally's accidental mic-drop moment(28:08) Stop defending DEI like it's optional(50:02) The 4 C's that actually mean something(38:19) Diversity drives profit - it's not just niceFind out more:Stormzy McDonald's advertB-Corps HERE.Heinz DEI failures in their advertising HERE.Link to Something Big's latest guide on Creating authentic, accessible and inclusive communication HERE.Links to Something BigSomething Big helps businesses create great places to work by delivering creative, effective and inclusive communication.Take the Aurora 360 Quiz: How Effective Is Your Company's Wellbeing Strategy? Click HereConnect with us here:Website: aurorawellnessgroup.co.ukLinkedIn: NgoziLinkedIn: ObehiAurora Company Profile 2024Book a Call here

Ever wonder if you're doing this whole “inclusive parenting” thing right… or just winging it with a rainbow sticker and good intentions? Same here. In this eye-opening episode, we sit down with Elena Joy Thurston—a powerhouse CEO of Latitude and LGBTQ+ advocate, speaker, and mom of four—who went from banana-bread-baking Mormon mom to fierce voice for authentic allyship. We dig into real allyship for parents, like unlearning bias (yes, even the sneaky stuff), turning “oops” moments into growth, and why loving your kid means more than posting during Pride Month. Because safe spaces for LGBTQ+ kids don't start on Instagram—they start in our living rooms. Resources We Shared: Learn more about Elena's work here Get our Stop Doing Checklist absolutely FREE, so you can start taking tasks off your plate today! Join our FREE No Guilt Mom Podcast group Follow us on Instagram! Check out our No Guilt Mom Amazon Shop with recommended books and books from podcast guests HERE! Rate & Review the No Guilt Mom Podcast on Apple here. We'd love to hear your thoughts on the podcast! Listen on Spotify? You can rate us there too! Check out our favorite deals and discounts from our amazing sponsors here! #parentingpodcast #parentingtips #selfcare #mentalload #kids #teenager #toddler #preschooler #baby #noguiltmom #PrideMonth #LGBTQSupport #ConversionTherapySurvivor #TransRightsAreHumanRights #LGBTQFamily #LGBTQ, #mentalhealth, #allyship, #empathy, #support, #personalgrowth #AuthenticAllyship, #ParentingWithoutShame, #InclusiveParenting, #ElenaJoyThurston Learn more about your ad choices. Visit podcastchoices.com/adchoices

Chéla Gage returns to talk about her new non-profit 1,000,000 Fosters. She shares her journey and the impact she hopes to create in this week's episode. Chéla's journey to launching her nonprofit to support adults who have experienced foster care as youth. This initiative aims to provide transformative life and career coaching, foster personal growth and independence, and build a strong community for former foster youth. Chéla's personal experience growing up in foster care fuels her passion for this work, and she envisions the organization as a supportive network, similar to a fraternity or sorority, connecting individuals with resources and opportunities. The goal of 1,000,000 Fosters is to empower former foster youth by leveraging their inherent resilience and providing mentorship and guidance. Chéla emphasizes the unique strengths developed through the foster care experience, such as independence, resilience, and adaptability. She plans to create masterclasses led by her network of professionals to offer support in areas like resume writing, storytelling, and navigating adulthood. Ultimately, she hopes to connect this talent pool with corporate sponsors, recognizing the valuable skills and perspectives these individuals bring to the workforce. Chéla was inspired to start 1,000,000 Fosters by her desire to make a significant impact and by the powerful stories of connection and empowerment within the foster care community. A pivotal moment was an early podcast interview where a guest expressed the profound impact of sharing his story. This reinforced her belief in the importance of providing a platform for these voices and creating a sense of belonging. Despite the challenges of starting a nonprofit, including navigating the 501(c)(3) process, her determination and the encouragement from her advisors propelled her forward to create this much-needed support system. Actionable Allyship Takeaway: Actively seek out and support the talent within underserved communities. Chéla envisions creating a talent database to connect employers with individuals who have experienced foster care, highlighting the unique strengths and resilience of this group. Chéla puts out a call to action for businesses and organizations to become allies by tapping into the potential of often-overlooked populations. You can find Chéla and learn more about 1 Million Fosters online here: https://www.1millionfosters.com/ and you can find Julie Kratz at https://www.nextpivotpoint.com/

This is the video excerpt of episode 93, and the full video is on Patreon.com/RealityTestThe full audio is wherever you get your pods, including Apple & Spotify. Dr.s Kay and Ray dole out their 8 awards to any reality television shows they watched in the months of April & May, 2025: The Valley, Summer House, Real Housewives of Beverly Hills, Southern Charm, Below Deck Sailing Yacht, and, on Netflix, Battle Camp and Million Dollar Secret. If you haven't heard of Netflix's shows, Battle Camp & Million Dollar Secret, they each offer a new premise for challenge-focused reality television–the former a mix between The Challenge and Perfect Match, and the latter a mix between Anonymous and The Trust. The players from Squid Game: The Challenge stole the screen time on Battle Camp, although for different reasons for each. Which of these shows did you watch? Which awards would you give them? For example, our “TESTosterboned” award is given to a reality TV castmate or moment where testosterone boned the acting party and led to a particularly patriarchal (racist, heterosexist) result, in any variety of ways. We call the opposite award, “The Bechdel TEST” (each award has “test” in the name, given our show's name!), which we give to the most feminist, anti-racist or queer moments or castmates of a given month. To whom or what moment might you give these two awards? To whom or what moment might we have? -------------------------------------------------------------------Listeners! Come visit the Patreon for free at⁠⁠ ⁠patreon.com/RealityTest⁠⁠⁠ & check out some of the benefits of a free membership & the paid tier! -------------------------------------------------------------------Reality testing is when we check an emotion or thought we're having against objective reality. So, here in Reality Test, we're going to be testing the thoughts, emotions, interactions, and producer antics of reality television against what we know, as licensed psychologists, about objective reality. Come with us, let's Reality Test!Hosts: Dr. Kay & Dr. RayThank you to our sound extraordinaire, Connor!Patreon: patreon.com/RealityTestInstagram: @drkaypods @drraypodsTikTok: @dr.realitvFacebook Page: Reality Test PodYouTube Channel: @RealityTestPodEmail: realitycheckpodding@gmail.com

In this episode of the Chad and Cheese Podcast, the boys interview Dr. Poornima Luthra, a TEDx speaker, associate professor at Copenhagen Business School, and author specializing in diversity, equity, and inclusion (DEI). Dr. Luthra discusses her upcoming book, Can I Say That?, which explores the backlash against DEI initiatives, rooted in her 18 years of academic research in talent management and HR. Key Points: Background and Motivation: Dr. Luthra's interest in DEI stems from her PhD research and personal experiences with social inequities as a woman of color. Her work focuses on creating fairer organizational environments. DEI Backlash: She observes a global backlash against DEI, particularly amplified in the U.S., with ripple effects in Europe. Companies face pressure to remove DEI training and terminology, especially those with U.S. federal contracts. Fear as a Core Issue: Dr. Luthra identifies fear as the root of resistance to DEI, manifesting in five forms: fear of change, fear of getting it wrong, fear of personal consequences, discomfort with bias, and fear of ineffective actions. These fears affect all groups, not just dominant ones. Zero-Sum Misconception: The backlash is fueled by a zero-sum view where advancing marginalized groups is seen as diminishing others' advantages. Dr. Luthra critiques the focus on quotas over systemic and cultural change, which perpetuates this mindset. Diversity Paradox: Diversity alone doesn't guarantee positive outcomes like retention or morale without equity and inclusion. Resistance to DEI can increase job dissatisfaction and insecurity, particularly for marginalized groups. Meritocracy Myth: Dr. Luthra challenges the notion of meritocracy, noting that perceptions of merit are biased by social conditioning around gender, race, and other factors. True meritocratic systems require dismantling these biases. Corporate Responses: While some companies abandon DEI, others, like Costco, maintain commitments, aligning with customer and employee values. Share price drops for companies retracting DEI efforts suggest market consequences. Allyship: Dr. Luthra emphasizes allyship through introspection, curiosity, humble acknowledgment of privilege, empathetic engagement, vulnerable interactions, and courageous responsibility. Her book aims to guide everyone in overcoming fears to engage with DEI effectively. Book Promotion: Can I Say That? is a workplace-focused guide for bridging divides and addressing DEI fears, aimed at both supporters and skeptics. It releases in May 2025 (June/July in the U.S.) and will be available on Amazon and other platforms. The episode blends humor, critical analysis, and practical insights, urging listeners to rethink DEI approaches and commit to systemic change despite resistance. Chapters 00:00 - Introduction to Dr. Poornima Luthra 02:31 - The Personal Journey into DEI 04:01 - Global Perspectives on DEI Backlash 05:27 - Understanding Fear in DEI Resistance 11:21 - The Zero-Sum Game of DEI 17:49 - The Impact of Resistance on Workplace Dynamics 21:10 - Meritocracy vs. DEI: A Flawed Concept 24:56 - Corporate Responses to DEI Challenges 27:37 - The Role of Allyship in DEI 31:57 - Promoting the New Book: Can I Say That?

Dr.s Kay and Ray dole out their 8 awards to any reality television shows they watched in the months of April & (half of) May, 2025: The Valley, Summer House, Real Housewives of Beverly Hills, Southern Charm, Below Deck Sailing Yacht, and, on Netflix, Battle Camp and Million Dollar Secret. If you haven't heard of Netflix's shows, Battle Camp & Million Dollar Secret, they each offer a new premise for challenge-focused reality television–the former a mix between The Challenge and Perfect Match, and the latter a mix between Anonymous and The Trust. The players from Squid Game: The Challenge stole the screen time on Battle Camp, although for different reasons for each. Which of these shows did you watch? Which awards would you give them? For example, our “TESTosterboned” award is given to a reality TV castmate or moment where testosterone boned the acting party and led to a particularly patriarchal (racist, heterosexist) result, in any variety of ways. We call the opposite award, “The Bechdel TEST” (each award has “test” in the name, given our show's name!), which we give to the most feminist, anti-racist or queer moments or castmates of a given month. To whom or what moment might you give these two awards? To whom or what moment might we have? -------------------------------------------------------------------Listeners! Come visit the Patreon for free at⁠⁠ ⁠patreon.com/RealityTest⁠⁠⁠ & check out some of the benefits of a free membership & the paid tier! -------------------------------------------------------------------Reality testing is when we check an emotion or thought we're having against objective reality. So, here in Reality Test, we're going to be testing the thoughts, emotions, interactions, and producer antics of reality television against what we know, as licensed psychologists, about objective reality. Come with us, let's Reality Test!Hosts: Dr. Kay & Dr. RayThank you to our sound extraordinaire, Connor!Patreon: patreon.com/RealityTestInstagram: @drkaypods @drraypodsTikTok: @dr.realitvFacebook Page: Reality Test PodYouTube Channel: @RealityTestPodEmail: realitycheckpodding@gmail.com

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/   

Warning: This episode contains references to discrimination, suicide, and mental health struggles. Please listen with care. Welcome back to Truth, Lies & Work, the award-winning psychology podcast from the HubSpot Podcast Network — hosted by Chartered Occupational Psychologist Leanne Elliott and business owner Al Elliott. This week, we're talking about one of the most misunderstood (and often avoided) topics in people management: how to support transgender colleagues in your workplace. Our guest is Sophie Wood — trainer, speaker, and trans woman with over 13 years of lived workplace experience. She's here to answer the questions most managers have — but are too afraid to ask. This isn't a lecture on political correctness. It's a step-by-step, fully human guide to making your workplace psychologically safe, legally sound, and genuinely inclusive.

Imagine having your world turned completely upside down in your early twenties – from travelling and building a thriving career to suddenly facing life-threatening medical complications. In this robust conversation, I speak with the extraordinary Lisa Cox, whose journey from stroke survivor to internationally awarded disability advocate will challenge how you think about disability, resilience, and representation.Lisa shares the raw truth about navigating life after acquiring multiple disabilities at age 24, including partial blindness, amputations, and a permanent brain injury. Yet her story isn't one of defeat – it's a testament to redefining purpose and challenging societal perceptions. With humour, wisdom and unflinching honesty, Lisa reveals how her disability became her unexpected superpower and why representation matters for the 20% of our population living with disabilities.Key TakeawaysDisability is everybody's issueWith approximately 20% of the population having disabilities and the UN stating we'll all experience disability at some point in our lives, making things more inclusive benefits everyone, not just those currently living with disabilities.Identity beyond disabilityLisa powerfully shares how her most significant challenges weren't about appearance, but about the loss of ability. She emphasises that people with disabilities have diverse interests and shouldn't be reduced to their medical conditions – "We're not a monolith."Representation drives social changeFrom marketing campaigns to political leadership, disability visibility in media and public life directly impacts education, healthcare, and employment opportunities. Small wins like wheelchair Barbie might seem insignificant, but they create ripple effects for systemic change.Allyship starts with small actionsYou don't need to rewrite government policy to make a difference. Sharing social posts, helping someone get workplace accommodations, or simply treating disability as normal can create meaningful change. The disability community needs allies outside their "bubble."Moving ForwardLisa's journey reminds us that while challenging societal perceptions takes time, each small step matters. Whether you're navigating your own health transitions, supporting someone with a disability, or simply wanting to be a better ally, remember that authentic representation and inclusion create a world that benefits everyone.As Lisa wisely notes about preparation for aging: "I go to the gym a few times a week because I know that my 80-year-old version of me is going to have extra mobility challenges. So I'm planning for that now." What a powerful reminder that midlife is the perfect time to lay the groundwork for our future selves.Visit www.lisacox.co for her social links and to read more.Lisa is a proud advocate for the charity Youngcare: www.youngcare.com.au Instagram: https://www.instagram.com/lisacox.co/LinkedIn - https://www.linkedin.com/in/lisacox-authorspeakerconsultant/Remember to subscribe to the Redefining Midlife podcast and leave a review if you enjoyed this episode! Your support helps more midlife women find these empowering conversations.Connect with meJoin Better Than Before: joclarkcoaching.com/better Share your journey with me by sending me a message on Instagram at https://www.instagram.com/joclarkcoaching/ LinkedIn https://www.linkedin.com/in/joclarkcoaching/⁠Email me your success story at jo@joclarkcoaching.com. What you do today shapes your tomorrow. Your health matters because YOU matter.Here's to redefining midlife and making our next half of life even better than the first.

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/ 

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/ 

Send us a textKindness truly matters when it comes to supporting our LGBTQ+ loved ones - especially in today's climate of increasing anti-queer legislation. In this eye-opening conversation, Jennifer Boudrye, founder of Queer Allyship, shares her wisdom on how parents can navigate their child's coming out journey with compassion and understanding.Jennifer's path to advocacy began through personal connections and compassion. After years in education witnessing the struggles of queer youth firsthand, she now dedicates her life to empowering parents who may feel unprepared when their child comes out. Her approach is refreshingly straightforward yet deeply empathetic: "If your religion is leading you to hate anyone, you're doing it wrong."The most illuminating moments come when Jennifer breaks down complex concepts into relatable examples. She explains gender identity with a brilliant analogy—asking how someone knows they're right-handed. The answer? It simply feels natural. Gender identity works the same way. People know who they are because it feels right, not because of physical characteristics.Jennifer skillfully dispels dangerous myths about transgender care for youth, clarifying that gender-affirming care for minors primarily involves social affirmation and, in some cases, reversible medical interventions—all under careful medical supervision. The heartbreaking reality that only 40% of LGBTQ+ youth feel safe in their own homes underscores why her work is so essential.Whether you're a parent whose child has recently come out, an educator seeking to create safer spaces, or simply someone who wants to be a better ally, this conversation offers practical wisdom and compassionate guidance. As Jennifer reminds us, we all have the power to make our communities safer through understanding and acceptance.Listen, learn, and join us in creating a world where kindness isn't just a concept—it's how we treat each other every day. How will you show up as an ally for the LGBTQ+ people in your life?If you're looking for facts to counter your friends when they say hurtful things about the LGBTQ community and Trans kids here are a few.Seven Facts about Transgender people you probably didn't know.Mayo Clinic facts about being Transgender.Facts about Transgender People playing school sports.This podcast is a proud member of the Mayday Media Network. If you have an idea for a podcast and need some production assistance or have a podcast and are looking for a supportive network to join, check out maydaymedianetwork.com. Like what you hear on the podcast? Follow our social media for more uplifting, inspirational and feel-good content.FacebookInstagramSupport the showIt's one thing to highlight the kindness that we see in the world, but it's another to, as I put in many of my social media posts, #bethechange. I am donating all of my royalties from the sale of my book, Change A World; In Order to Change The World to local and national non-profits. Your help would be greatly appreciated. Thank you!

Live from CultureCon, Jasmine Bellamy chats with the powerhouse Bryetta Calloway about meritocracy, marginalization, and why inclusion isn't just a checkbox. Bryetta shares her personal journey, spicy truths about workplace culture, and why the “just work hard” narrative doesn't cut it anymore. From unspoken rules to emotional labor and allyship that actually means something, this convo is full of “wait... wow” moments. Tune in for real talk, laughs, and the kind of insights that make you rethink your 9–5. ✨

What Does It Really Mean to Be an Ally?Allyship can be a thorny topic—stirring discomfort, shame, or confusion about how to show up without overstepping or saying the wrong things. In a time of growing division and discrimination, many people are asking: How do I use my unearned advantages to create more inclusion without offending people?In this episode of Risky Conversations, I sit down with Rashida Bonds, an ally coach who says that true allyship isn't about virtue signaling or grand gestures. Allyship is about doing the inner work—and returning to our most authentic, compassionate selves.In this episode, explore:What true allyship looks like beyond the performative gestures How to use privilege in service of community care and equityWhy cultural humility is essential, especially in leadership, and Rashida's lived experiences of it How to navigate mistakes, avoid burnout, and stay grounded in purposePractical ways to create safety and belonging in everyday interactions with folks from marginalized communities Whether you're a leader, teammate, or simply someone who wants to do better, this conversation is an invitation to reflect, recommit, and root your allyship in care.Learn more about Rashida and her work here: https://www.instagram.com/iamrashidabonds/Text me your thoughts on this episode!Enjoy the show? Don't miss an episode, listen and subscribe via Apple Podcasts or Spotify. Leave me a review in Apple Podcasts. Connect with me Book a free hour-long consultation with me. You'll leave with your custom blueprint to confidence, and we'll ensure it's a slam-dunk fit for you before you commit to working with me 1:1. Connect with me on LinkedIn Email me at jamie@jamieleecoach.com

In this powerful and timely episode, we explore how feedback—especially public feedback—can have vastly different impacts depending on gender, and why the principle “praise publicly, criticize privately” is more than just good advice—it's a vital strategy for allyship, equity, and leadership development. Dr. Kimberly DeSimone shares personal insights from years of academic leadership, backed by compelling research on gender bias in student evaluations, performance reviews, and workplace feedback. This episode uncovers how even well-intentioned critiques can reinforce long-standing stereotypes and disproportionately affect women, particularly those in authority or leadership roles. From teaching evaluations to performance appraisals, listeners are challenged to think critically about how, where, and why they deliver feedback—and how they can shift their language and delivery to foster fairness, growth, and inclusion for everyone. In This Episode, You'll Learn: Why feedback given to women is often shaped by unconscious gender norms. How student evaluations and performance reviews can reflect systemic bias—even unintentionally. The power of public praise to combat stereotypes and normalize women's success. How private critique, delivered thoughtfully, fosters psychological safety and growth without reinforcing harmful narratives. The importance of avoiding gendered labels like “bossy,” “catty,” or “cold,” and replacing them with specific, behavior-based feedback. Why women are judged on proof while men are judged on potential—and how to interrupt that dynamic. Key Takeaways: Bias in feedback is real, often unconscious, and has lasting consequences. Words matter. The language we use to describe women influences how they are perceived and treated. Allyship means being intentional. Supporting women means rethinking when, where, and how we give feedback. Public criticism can reinforce negative stereotypes, while public praise can disrupt them. Everyone carries unconscious bias. But with awareness, we can shift the culture—one conversation, one evaluation, and one word choice at a time. Resources Mentioned: Clare Boothe Luce's quote on the burden of representation for women. Research by Joan Williams and the Center for WorkLife Law on gender bias. MacNell, Driscoll, and Hunt (2015) study on gender in teaching evaluations. Call to Action: Think about the last time you gave feedback—what words did you use? Was it public or private? This week, try praising a woman's work formally and publicly, and if needed, deliver critique privately and constructively. It's a small change with the potential for big impact.   Join the Conversation: Have a story about feedback—good or bad? Want to share how you're practicing mindful allyship? Tag us on Instagram @advancingwomenpodcast to keep the conversation going. Subscribe & Share: If this episode resonated with you, share it with a colleague or friend who gives or receives feedback. And don't forget to subscribe for more conversations on advancing women in leadership, work, and beyond.   For more information on Dr. DeSimone: https://www.instagram.com/advancingwomenpodcast/ https://www.facebook.com/advancingwomenpodcast/ https://advancingwomenpodcast.com/

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/. 

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/ 

Today on Asked and Answered by Soul, Jennifer Urezzio and Heather Hester, coach, corporate consultant, author, speaker, host of the More Human More Kind (formerly Just Breathe) podcast and founder of Chrysalis Mama, explain what allyship is and how you can breathe, pause and embrace the messiness of life as an ally or advocate for vulnerable people and marginalized communities.   Join us here as Jennifer and Heather explore several perspectives and tips about being supportive of those around you who are in need of an ally or someone to support them and have their back in their vulnerability. Heather also shares that it's important to be compassionate with both yourself AND others as you step into each individual situation or environment as an ally for those in need. Learn more about Heather at https://chrysalismama.com. About Heather Heather Hester is the founder of Chrysalis Mama, guiding parents, communities, and professionals to understand, empower, and embrace their LGBTQ+ teens from a clear and compassionate place. She is also the creator/host of the Top 1% podcast Just Breathe: Parenting your LGBTQ Teen and the author of Parenting with Pride: Unlearn Bias and Embrace, Empower, and Love Your LGBTQ+ Teen. Heather believes in being authentic and embracing the messiness. Married to the funniest guy she's ever known and the mother of four extraordinary kids (two of whom are LGBTQ) and one sassy mini bernedoodle, Heather believes in being authentic and embracing the messiness. You can almost always find her with a cup of coffee nearby whether she's at her computer, on her yoga mat, or listening to her favorite music. The Asked and Answered by Soul podcast is dedicated to helping you understand that your Soul is the answer. To learn more about your soul's answers and purpose, access your free guide at www.themythsofpurpose.com. Learn more about your ad choices. Visit megaphone.fm/adchoices

Eden, Zach, Katie, Mo & Mayes Join the Mailbag LIVE on YouTube every Friday Jaden Smith wears literal Pearls of Wisdom and might build you a bed. Righteous Gemstones hang dong + White Lotus Season Finale anticipation. What is the most crucial component of the pizza? Patreon Exclusive: What liquid would you want on tap in your home? COUNT THE DINGS MERCH STORE - Check it out here: https://bit.ly/CTDMERCH If you want to hear the full Mailbag, check out the Patreon! Join the Count The Dings Patreon for exclusive full, ad free episodes, extra Cinephobe content and more at https://www.patreon.com/CountTheDings Learn more about your ad choices. Visit megaphone.fm/adchoices

My friend Lyric Kinard (lives in Raleigh, married mother of 5 including queer kids, active Latter-day Saint) joins us to share her story around creating support groups and an invitation to attend Gather Southeast (in Raleigh, NC) on Sept 20, 2025). Lyric talks about: Principles for starting a support group Engaging local leaders Importance of speaking up and having a second witness Creating safe spaces at church Gather Southeast Why she wears her transgender scarf to Church Being like Jesus Thank you, Lyric, for being on the podcast and all your work (along with many others in your area) to help LGBTQ Latter-day Saints feel more welcome, loved and needed. It is people like you that give me hope. You are making a huge difference for good. Links: Gather Southeast: www.gathersoutheast.com/ Gather Southeast Newsletter: www.gathersoutheast.com/f/gather-se-newsletter Gather Southeast Instagram: www.instagram.com/gather_southeast/ Gather Southeast Facebook: www.facebook.com/profile.php?id=61563441041765 Lyric's e-mail: lyric@lyrickinard.com Resource Files at “Supporting LGBTQ Latter-day Saints”: https://www.facebook.com/groups/1433556613672143