Podcast appearances and mentions of julie kratz

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 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/   

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/ 

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/ 

On this episode of the Allyship in Action podcast, Julie Kratz is joined by Dr. Angela Kingdon, Autistic Advocate and host of The Autistic Culture Podcast. Dr. Kingdon shares how life can throw you a curveball – like finding out you're autistic at 39! Angela's journey is a testament to the power of self-discovery and the importance of understanding neurodiversity. She's not just talking about labels; she's talking about culture, empathy, and making room for everyone's unique "weirdness." And let's be honest, who isn't a little weird in their own special way? It's about celebrating those differences. Here are the key themes explored on this episode: The Double Empathy Problem: It's not that autistic people lack empathy; it's that neurotypical and autistic individuals operate within different cultural frameworks. Understanding this cultural difference is key to bridging communication gaps. It's like learning the shower habits of your mother-in-law – it's about cultural awareness, not judgment. Rebranding Autism: The outdated "Rain Man" stereotype has done a disservice to the autistic community. It's time to shift the narrative and recognize the diverse spectrum of autistic experiences. It's time to throw out the old script and write a new one, where everyone gets a starring role. Support Needs vs. Labels: Focusing on individual support needs rather than rigid labels fosters a more inclusive and understanding environment. It's not about "how bad" someone's autism is; it's about "what do they need right now?" It's like asking for a ride when you break your ankle – it's about practical support, not categorization. Self-Advocacy and Accommodations: Understanding your sensory profile and advocating for your needs is crucial for autistic individuals. Small accommodations, like moving water bottles or adjusting lighting, can make a significant difference. It's about knowing your "meat body" and making the world a little more comfortable, one adjustment at a time. Special Interests and Connection: Asking about someone's special interests is a powerful way to connect with autistic individuals. It's like unlocking a treasure trove of passion and knowledge. It's about finding common ground in the things that light us up, whether it's wreck-it Ralph or German tanks. Actionable Allyship Takeaway: Start practicing "spin bonding." Instead of asking "how are you?" which can be challenging for autistic individuals, ask about their special interests. "What are you researching right now?" or "Tell me about your hobbies" are great conversation starters. This simple shift can foster deeper connections and create a more inclusive environment. Quotes: "Autism needs a better PR department like we have some messaging problems."  "It's a double empathy problem. Not autistic people don't have empathy, so we have plenty of empathy. We might even have more than you. We have to understand and respect each other's cultures enough to know this person has empathy. Just looks different than mine."  "Just making room for more differences. Makes the world just. More magical, like so many surprise."  "If a label makes you happy you should use it."  Find Dr. Angela Kingdon at http://www.autisticculturepodcast.com/ and find Julie Kratz at https://www.nextpivotpoint.com/

The broken rung. It's that invisible hurdle, that subtle yet persistent barrier that keeps so many talented women from climbing the ladder. Think of it like trying to run a race with a shoelace tied to your ankle – you can still move, but you're definitely not at your full speed. Today, we're diving deep with Lareina Yee, a powerhouse from McKinsey Global Institute, and co-author of "The Broken Rung. Wrong. When the career ladder breaks for women and how they can succeed in spite of it." Lareina's is here to shed light on the strategies that can help us navigate this tricky terrain, reminding us that we're not alone in this journey. Let's unravel the hidden ingredients, the superhero tactics, and the research-backed strategies that can help us all succeed, even when the ladder feels a little… wobbly. Key Themes: The Persistent Broken Rung: The core issue starts at the entry-level promotion, where women are significantly less likely to advance than men, creating a ripple effect throughout their careers. Experience Capital: 50% of a woman's lifetime earnings come from on-the-job learning, highlighting the importance of strategic career moves and seeking out roles that build valuable experience. The Power Alley (P&L Roles): Securing profit and loss roles is crucial for career advancement, as they provide essential business acumen and are often a stepping stone to leadership positions. Strategic Risk-Taking (Big, Bold Moves): Embracing opportunities with significant skill distance can lead to substantial career growth and personal development. The Importance of Allies: Men and women both play critical roles in dismantling systemic barriers. Men in power can be particularly effective allies by providing mentorship, sponsorship, and active support. Actionable Takeaway: Be your own advocate and seek out experience capital. Don't wait for opportunities to come to you. Actively pursue roles that challenge you and build your skills, especially in areas like P&L and technology. Take the initiative to learn new technologies like AI and refashion your role. Learn more about Lareina Yee at McKinsey and Julie Kratz at nextpivotpoint.com

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

International Transgender Day of Visibility is celebrated annually on March 31 to celebrate the accomplishments and visibility of transgender people while raising awareness of discrimination faced by transgender people worldwide. This day is an opportunity to recognize the resilience and strength of transgender individuals and advocate for their equal rights and opportunities. My guest on today's episode of the Allyship in Action Podcast, Josephine Guckiean, a transgender woman and leader at Deloitte shares with us tools to be an ally year-round to the transgender community: The Power of Visibility: Josephine's story highlights the critical importance of being seen and heard, especially for marginalized communities. Visibility is not just about existing; it's about claiming space and asserting one's right to authenticity. Allyship as Action: True allyship goes beyond passive acceptance. It involves active intervention, speaking up against injustice, and amplifying the voices of those who are often silenced. The Impact of Societal Norms: The conversation reveals how deeply ingrained societal norms can shape individual experiences, leading to isolation, depression, and even violence. Challenging these norms requires courage and collective effort. The Importance of Education and Understanding: Many misconceptions about the transgender community stem from a lack of knowledge. Education and open dialogue are essential tools for breaking down barriers and fostering empathy. Humanity's Shared Experience: Despite our differences, we are united by our shared humanity. Recognizing this common thread is crucial for building a more inclusive and compassionate world. Actionable Allyship Takeaway: Be an active ally. If you witness or hear something that perpetuates harmful stereotypes or discrimination against the transgender community, speak up. Your voice matters, and it can make a real difference. Favorite quote: "Allyship is the foundation of our community. Because allies are in. We're not in. Allies are at table speaking our names when we're not there. Allies are defending us. When it matters." Find Josephine on LinkedIn and Julie Kratz at https://www.nextpivotpoint.com/ and on LinkedIn.

In this special episode of the Inclusion School Podcast, hosts Simone Morris and Julie Kratz come together to discuss pressing hot topics surrounding inclusion and diversity in today's challenging climate. With an empathetic lens, they address the difficulties faced by immigrant communities amid recent governmental changes and executive orders, sharing personal stories and insights. They emphasize the importance of open communication, allyship, and local involvement to foster understanding and enact change. They also touch upon the current state of inclusion in educational systems and highlight the significance of community support and knowledge in navigating these turbulent times. Join Simone and Julie as they offer strategies for staying informed and proactive, while maintaining hope and unity through local and personal initiatives. This episode is a heartfelt call to action for listeners committed to championing inclusion and making a positive impact in their communities. For more information and resources discussed on the show, visit inclusionschool.com. Be sure to share this episode and connect with us at talktous@inclusionschool.com if you have questions or guest suggestions.

The "P" word can be triggering, and it does not need to be. If you have access to power or privilege, use it for good. This is a chance to be an ally. In this episode, Julie shares tips and ideas to navigate this fraught DEI climate with tools to bring in more allies into the conversation.  And, yes, even talking about privilege in a healthy, productive way.

You've probably heard a lot of news stories about anti-DEI legislation and companies withdrawing from DEI. The truth is the DEI industry has been experiencing backlash for 2.5 years. This is not new. Scare tactics and false information is at play. There are some pivots to consider that I share in this episode. Corporate DEI leaders - no need to be frightened. There is room for optimism based on real data, not opinions and fears.

In this week's special "Real Talk" episode, your hosts Simone Morris and Julie Kratz dive deep into the emotional landscape following the recent presidential election. With raw honesty and vulnerability, they share personal stories of processing grief, discussing leadership with their children, and grappling with the election results' broader implications on the DEI (Diversity, Equity, and Inclusion) front. From unpacking feelings of disbelief and fear to emphasizing the importance of community support and local engagement, Simone and Julie offer a thoughtful, heartfelt conversation aimed at helping listeners navigate these challenging times. Tune in as they explore how to address complex emotions, model inclusive leadership, and find paths toward healing and proactive involvement. Join us for an episode filled with empathy, reflection, and actionable insights—perfect for anyone looking to foster inclusion and resilience in their communities.  Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/   

Welcome to this week's episode of the Inclusion School podcast! Get ready for some unfiltered insights as hosts Simone Morris and Julie Kratz dive into a real talk on navigating the complexities of the current political climate. With the U.S. election just around the corner, our hosts discuss how to approach political conversations with children, emphasizing the importance of voting for inclusion and aligning with one's values. They share personal anecdotes, including their own parenting experiences and how to foster inclusive leadership skills in the next generation. Tune in for practical tips, thoughtful reflections, and the reinforcement that inclusion remains a crucial path forward, no matter the election results. Join us for an episode filled with authenticity, community, and hope for a more inclusive future! Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/ 

In this episode of The Inclusion School Podcast, hosts Simone Morris and Julie Kratz dive into essential discussions on fostering inclusive environments in education. In this episode, they welcome Tyreca Elliott, Manager of Kinder Care's Inclusion Services Team. Tyreca brings her rich experience as a former classroom teacher and a passionate advocate for inclusive practices. She shares insights into creating culturally responsive classrooms, navigating the complexities of inclusion, and the significance of nurturing a child's sense of belonging. Join us as we explore practical strategies for educators and parents alike to champion diversity, promote empathy, and empower young voices.  Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/ 

In this episode, hosts Simone Morris and Julie Kratz are joined by Dr. Andrew Kahn, the Associate Director of Expertise in Strategic Design at Understood.org. Dr. Kahn delves into the findings of their recent Back to School Stress Survey, shedding light on the anxieties faced by both neurodivergent and neurotypical families as they prepare for the new school year. He also shares invaluable strategies for parents, educators, and children to navigate these challenges more effectively. With insights into ADHD, autism spectrum disorder, and learning differences, this episode is a must-listen for anyone looking to better support diverse learners in educational settings. So tune in for a compelling discussion on reducing stigma, fostering inclusivity, and creating more supportive environments for our kids! Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/ 

By shifting the focus from short-term tactical initiatives to longer-term strategic commitments, organizations can develop a more thoughtful DEI strategy. Full article here: https://www.forbes.com/sites/juliekratz/2024/07/28/dei-is-a-long-game-how-to-budget-strategically/ Find Julie at: https://www.nextpivotpoint.com/ 

Welcome to the Inclusion School Podcast! In today's episode, hosts Simone Morris and Julie Kratz welcome a remarkable guest, Latasha Morrison, the founder of Be the Bridge, an organization dedicated to promoting racial reconciliation and unity in America. Latasha shares her personal journey and the story behind Be the Bridge's inception, which stemmed from a deep commitment to addressing racial brokenness and fostering meaningful conversations across different ethnicities. Her work, inspired by pivotal moments like the tragic death of Trayvon Martin, aims to create pathways to understanding and historical truth. Tune in as Latasha discusses how parents, educators, and caregivers can foster inclusive environments and teach children about diversity and ethnicity. Don't miss this powerful conversation on building a lifestyle of inclusion and the steps we can all take to bridge the racial divides in our communities. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/ 

Diversity-and-inclusion problems cost organizations in higher turnover and less innovation, and they lose the competitive advantage. Read full article here: https://www.forbes.com/sites/juliekratz/2024/09/01/5-clues-to-determine-if-your-team-has-an-inclusion-problem/ Find Julie at: https://www.nextpivotpoint.com/ 

Chris Simmons (he/him), Trailblazing Diversity Leader, Author & Keynote Speaker, and I recap the latest 5 Things (good vibes in DEI) in just 15 minutes! This week our conversation is about neurodivergent inclusion at EY, a more accessible Yelp, Harry Potter, and more!Here are this week's good vibes:Yelp Expands Accessibility FeaturesDon't Tell J.K. RowlingEY Sees Success with Neurodivergent InclusionNon-Binary Runners to Earn Prize MoneyNew Monuments Pay Tribute to Black WomenThis week's Call to Action:Read my friend Julie Kratz's article in Forbes: How PWC Measures the Impact of Inclusion.Read the Stories: https://www.theequalityinstitute.com/equality-insights-blog/5-things-hang-onConnect with Chris Simmons via his website and LinkedIn. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes in DEI every Saturday morning. https://5thingsdei.com/

Hiring quotas, “bad guy” training, diversity tokenism and public-education overstep are four legitimate concerns organizations can use to avoid DEI backlash.  Read full article here: https://www.forbes.com/sites/juliekratz/2024/08/25/dei-backlash-4-legitimate-concerns-to-avoid/ Find Julie at: https://www.nextpivotpoint.com/ 

In this episode of The Inclusion School Podcast, hosts Julie Kratz and Simone Morris sit down with Michelle Wilson, co-founder of Sam and Jack Publishing, based in Frisco, Texas. Michelle, a special education veteran, shares her journey of publishing children's books centered around inclusion, inspired by her own experiences, her three children, and particularly her granddaughter. Her first book, "Beau and Boxer's First Day at School," uses the engaging story of a boxer dog to teach kids about friendship and inclusion. Join us as Michelle uncovers her unique approach to storytelling and the importance of fostering an inclusive mindset in children from an early age. Get ready to be inspired by tips, personal stories, and valuable insights into creating and promoting inclusivity in both literature and life. Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/ 

With anti-DEI messages dominating the headlines, it's critical that leaders show the importance of DEI work through its impact. Read full article here: https://www.forbes.com/sites/juliekratz/2024/06/19/dei-may-be-challenged-but-its-impact-is-undeniable/ Find Julie at: https://www.nextpivotpoint.com/ 

In this first episode of Season 10 of the Inclusion School podcast, hosts Julie Kratz and Simone Morris discuss the challenges and importance of having courageous conversations with children about current political and social issues. They highlight the significant representation in politics and how it impacts conversations with their kids. They also stress the importance of voting and educating young people on fact-checking and understanding issues beyond polarization. Additionally, they touch on modeling behavior and curiosity for their children and note positive examples of unity, such as the Olympics and documentaries featuring diverse role models like Simone Biles. The episode emphasizes the importance of nurturing inclusivity and understanding in the next generation. Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/ 

Language matters. If DEI is the right acronym for your organization, don't let the naysayers force you to pivot. If people understand what it means, why it matters and how the organization is using DEI to create a competitive sustainable advantage, it is likely a long-term fit. If you're getting resistance where people are not willing to be allies, perhaps pivoting to a word like “inclusion” or “belonging” might be a better fit.  Read full article here: https://www.forbes.com/sites/juliekratz/2024/08/21/is-it-time-to-rename-diversity-equity-and-inclusion-dei/ Find Julie at: https://www.nextpivotpoint.com/ 

The business case for diversity is not new. It has been around for decades. Diversity, equity and inclusion (DEI) leaders have been sharing the same business case for years. It has been demonstrated time and again that diverse-led organizations are: Thirty-nine percent more likely to outperform those lacking diversity Twelve times more likely to engage and retain employees Nearly eight and a half times more likely to inspire a sense of belonging Eight and a half times more likely to satisfy and retain customers Read the full article here: https://www.forbes.com/sites/juliekratz/2024/06/26/why-are-we-still-talking-about-the-business-case-for-diversity/ Find Julie at: https://www.nextpivotpoint.com/ 

Successful organizations embed DEI into their cultures to avoid political polarization and keep a steady drum beat of DEI communications. Read full article here: https://www.forbes.com/sites/juliekratz/2024/07/14/how-to-talk-about-dei-work-in-a-polarizing-political-climate/ Find Julie at: https://www.nextpivotpoint.com/ 

Psychological safety, simply put, means creating a place where people can share hard things. In the workplace, that means employees feel safe to speak up about mistakes, weaknesses and failures, and they feel they can challenge the status quo openly without fear of retribution.  Julie unpacks what it is and why it matters in this week's podcast. Read full article at: https://www.forbes.com/sites/juliekratz/2024/03/08/how-psychologically-safe-is-your-workplace/ Find Julie at: https://www.nextpivotpoint.com/ 

Molly Vetter (she/her), Senior Pastor, Westwood Church, and I recap the latest 5 Things (good vibes in DEI) in just 15 minutes. Molly and I were friends at college and she was a strong and visible ally and advocate during the United Methodist Church's recent decision to lift bans on LGBTQ+ clergy and same-sex weddings. She shared some of that story with us. Here are this week's good vibes:80% of Mattel Games Are Color-Blind AccessibleFirst-Ever Nursery at Olympics Athletes VillageCaroline's Carts Debuting At WalmartJPMorgan's Second Chance Agenda is WorkingNPS's First-Ever LGBTQ Visitor Center Is OpenThis week's Call to Action:International Allyship Day is August 8 and my friend Julie Kratz is hosting an event live in NYC or virtually. The event will bring together industry-leading organizations to share best practices and help others develop their own unique Allyship programming. Get the details here. Read this week's stories.Connect with Molly here: www.westwoodumc.org or @revmollyvetter on Insta  Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes in DEI every Saturday morning. https://5thingsdei.com/

Welcome back to the Truth & Coffee Time Podcast - in this episode we jump straight  into a thought-provoking conversation that took place on the Inclusion School Podcast with Simone Morris and Julie Kratz. I was honored to be their guest and shared valuable insights about the importance of creating inclusive environments and fostering a sense of belonging for all. We were able to explore the essential elements of diversity, inclusion, equity, and belonging. We hope you gain valuable insights and actionable takeaways to implement in your personal and professional life and especially with your family, as we work together to create a more inclusive and equitable society.  If you enjoyed this episode, please subscribe to our podcast and leave a review. Your feedback helps us to grow and reach more listeners. Thank you all and don't forget to check us out wherever you get your podcast fix!  Follow us @TruthandCoffeetime  and @DiverseLuv on your social media platforms.  Remember - please Subscribe, Review, Like, Share & Comment - engage with us!  Keep hanging with us - we got you! Support this podcast: https://podcasters.spotify.com/pod/show/truthandcoffeetime/support #itheinclusionschoolpodcast #simonemorris #juliekratz #diversity #equity #belonging #courageousconversations #inclusion #truthandcoffeetime #truth15 Thank you for listening! Show your support and Treat the Truth & Coffee Time Hosts to a cup of coffee In the meantime, check out a few of our resources and mentions below: The INCLUSION SCHOOL PODCAST -   https://inclusion-school.libsyn.com *********************************************** Purchase the “Giving Yourself Grace Daily” Ebook HERE Podcast Hosts - Brian & Denise of DiverseLuv  Instagram: @DiverseLuv Linktree:  DiverseLuv Subscribe to our Newsletter Sign up here! Check out our latest blogsSharing our thoughts Be the first to grab merch from our platform. Shop at our SHOP We would love to hear from you! Emails: truthandcoffeetime@gmail.com hello@diverseluv.com Websites: www.DiverseLuv.com www.TruthandCoffeeTime.com Advertising inquiries: Email us truthandcoffeetime@gmail.com Also, DON'T FORGET: Listeners there is an exclusive 15% discount on purchases from luv-mugs.com. By using the code TRUTH15, you can discover and enjoy her beautifully crafted mugs, each designed with love and care. --------------------- NOTE: I am a Brand Ambassador and affiliate for certain businesses, products and services that I believe in. I may have referenced these and included links in this video, audio, description or someplace else on this site or within these show notes. Keep hanging with us - we got you! Copyright, Liability Waiver and Disclaimers. All rights reserved. Podcast Credits: Engineering & Editing by Brigz Crawford | Instagram: @brigzcrawford Truth & Coffee Time Theme Song by Brigz Crawford |  Spotify:  Brigz Crawford Truth & Coffee Time Tag - Mink Productions Podcast Contributors: ORG5 --- Support this podcast: https://podcasters.spotify.com/pod/show/truthandcoffeetime/support

In a recent study, CEOs cited workforce development, business strategy and HR financial impact as top concerns. Patrick Wright, department chair and Thomas C. Vandiver, bicentennial chair at the USC Darla Moore School of Business, conducts a survey of Fortune 500 CHROs every year, interviews CEOs about the challenges they face, and shares his findings in the report Executive Succession. In an interview with me, Patrick shared some of these findings, chief among them: Developing strategic workforce plans topped the list of CEO challenges, with 41% indicating this process needs improvement and 7% indicating it needs vast improvement. Influencing the development of business strategy was a priority, with 24% stating it needs improvement and 3% saying it needs vast improvement. Understanding the financial impact of HR processes was listed, with 22% noting it needs improvement and 2% asserting needs vast improvement. Read full article at: https://www.forbes.com/sites/juliekratz/2024/02/18/the-top-three-problems-keeping-business-leaders-up-at-night/

Diversity Matters with Oscar Holmes IV Season 5, Episode 2 Episode Title: Effective Allyship Guest: Julie Kratz   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “True allyship stems from genuine, sustained efforts to support marginalized groups, amplify their voices, and remove obstacles without seeking personal credit or fame. It requires intentional, consistent actions in both personal and professional spheres.”  — Julie Kratz   In the ongoing pursuit of a more equitable and inclusive world, the concept of allyship has emerged as a powerful force for change.    But what does it truly mean to be an ally? And how can we move beyond performative gestures to create lasting, meaningful impact? This episode dives deep into these questions with our guest Julie Kratz. Julie has dedicated her career to empowering people to become better allies. After her own experiences in corporate America, she founded her own speaking business to help organizations foster inclusive environments. Julie is an accomplished Forbes contributor, podcast co-host, TEDx speaker, and author of six books, one of which we will go in-depth today: Allyship in Action. Join us for a thought-provoking discussion with Julie Kratz. Through honest conversations and practical examples, she challenges us to confront our own biases and explore actionable strategies for building genuine allyship. 3 Exceptional Highlights:   One of the biggest challenges with DEI work is that many people don't fully understand what it means, and there are false narratives and misconceptions around terms like "diversity hire" circulating. Subconscious biases can perpetuate inequities within existing systems. We must evaluate all individuals based on demonstrable performance rather than perceived potential. Sustainable change in DEI requires a series of smaller, consistent actions rather than overwhelming initiatives, which proves more effective in fostering long-term shifts.   Show Highlights:    Was there a specific event or experience that spurred you to write Allyship in Action?   06:45 Julie Kratz   The book was inspired by my own journey. But seeing my daughter experience microaggressions and witnessing them herself truly drove the point home. We need more tools to be better allies.   Your book references the concept of "white guilt." Can you elaborate on this idea?   10:32 Julie Kratz   It refers to the discomfort and guilt white people feel when having to confront or think about their whiteness and privilege in a white supremacist culture. White privilege enables the ability to move freely and avoid repercussions for certain behaviors that would not be acceptable for people of color. Moving from apathy/denial to awareness about white privilege is a crucial step, but education is still needed to help more people reach that awareness.   Moving beyond awareness to action is a significant hurdle. What strategies can bridge this gap and dismantle systems of advantage?   14:51 Julie Kratz   The systems were designed by and for certain groups to succeed, making systemic change challenging but necessary work. Corporations need to examine processes like hiring, job descriptions, and promotion criteria to remove biases perpetuating homogeneity.   The surge of allyship witnessed in 2020 seems to be tapering off. What are your insights on this current trend?   18:47 Julie Kratz   The biggest gap hampering DEI progress is the lack of lived experiences with microaggressions, harassment, and belittling that underrepresented groups face, which is hard for others to grasp fully. Engaging people with curiosity and prompting them to explain their understanding can often lead them to realize their stance is flawed.   Your book mentions the myth of meritocracy alongside the challenge of limited lived experiences. Can you elaborate on how these ideas intertwine to hinder progress?   26:11 Julie Kratz   The myth of meritocracy is the belief that success is solely based on hard work and individual merit, disregarding systemic barriers faced by marginalized groups. We need to reframe the idea of "privilege" as an opportunity to be an ally and leverage one's advantages to support others rather than view it negatively. A prevailing notion suggests that DEI is a zero-sum game. Can you share your thoughts on this perspective?   30:58 Julie Kratz   The zero-sum game is such a harmful mentality. It isn't an ”I lose, you win.” When we share resources, we all benefit. Having diverse teams and inclusive environments expands opportunities and benefits for everyone rather than redistributing a fixed amount of resources.   What advice do you have for those considering a career in the DEI space?    37:55 Julie Kratz   DEI work can be taxing, with many emotional ups and downs. Get clarity on what activities truly energize and give you purpose, and then strategically focus your DEI efforts there to avoid burnout.   One misconception we often hear is that DEI initiatives are excessively expensive. Let's explore the cost implications of fostering a diverse and inclusive workplace.   40:13 Oscar Holmes IV   Organizations often pay much more for consulting/training on other business topics like leadership compared to DEI. Most DEI professionals are not highly paid and often do the work on top of their regular job duties voluntarily. Important Links:   Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

In this week's episode of the Inclusion School Podcast, hosts, Julie Kratz and Simone Morris, are thrilled to welcome a very special guest, Bridgett McGowen-Hawkins, an award-winning speaker, publisher, and children's book author.  Her latest book, "What's Worrying Darwin?", co-authored with her young son, addresses autism through the story of a child named Darwin who learns to understand and appreciate the differences in others. Bridgett shares her insights on promoting inclusivity and understanding for children on the autism spectrum, emphasizing the importance of people-first language and understanding neurodiversity. This conversation is packed with valuable information for parents, caregivers, and educators looking to foster inclusive environments for all children.  Pick-up your copy of "What's Worrying Darwin?" on Amazon or Barnes & Noble online. Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/ 

DEI continues to be polarized in the news cycle - from state legislation to public withdrawals of support. What's next for DEI? Leaders embedding it in their organizations because it is good for business. Read more on Forbes.com and follow Next Pivot Point at https://nextpivotpoint.com/

In this week's episode, hosts Simone Morris and Julie Kratz are joined by a very special guest, Denise Hendershot. Denise, along with her husband Brian, co-hosts the DiverseLuv podcast, which explores their experiences as an interracial couple navigating a myriad of social challenges through courageous, authentic conversations. Denise shares deep insights into how embracing diversity in thought and culture has strengthened their relationship and the importance of having open dialogues about difficult topics such as race, parenting, and inclusivity. Denise's powerful personal anecdotes and proactive approaches offer invaluable lessons for parents, caregivers, and educators alike.  Connect with Denise at www.diverseluv.com or on Social Media @diverseluv Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/ 

Simone Morris and Julie Kratz welcome the inspiring Keylonda Wheeler to this episode of The Inclusion School Podcast. Keylonda, a passionate speech therapist and children's book author, shared her heartwarming journey to diversify kids' literature, honoring her friend and empowering children with disabilities. She offers ways to use more inclusive language such as: "non-speaking" over "nonverbal", reminding us how everyone has something to say. Discover more about Keylonda's mission to make every child feel seen and heard, and join us on this ongoing journey of creating a world where everyone belongs.  Connect with Keylonda @keylondawrites.com and on Instagram @keylondawrites Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/   

In this week's episode of the Inclusion School Podcast, hosts Julie Kratz and Simone Morris are joined by author and parent liaison, Jeni DeGregorio. Jeni opens up about her journey as a parent of a child with sensory processing difficulties and autism, sharing her experiences and insights. She discusses the inspiration behind her children's books, which aim to make sensory exercises more fun and less like work for children. Moreover, Jeni sheds light on the importance of understanding and accommodating neurodivergent individuals in various settings. Listeners also gain valuable tips on advocacy and support for children with different cognitive abilities. Jeni's passion for creating a more inclusive world shines through, offering valuable resources and guidance for parents, caregivers, and educators. You can connect with Jeni on Instagram at @hayden_place and learn more about her nonprofit, Neurodiversity Place, at neurodiversityplace.org. Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/ 

For folks who identify as non-binary or transgender, pronouns are essential to their identity. For folks who identify as cisgender (meaning you identify as the same gender you were assigned at birth where your gender generally corresponds to your biological sex), it may seem silly to share pronouns that may seem obvious to others. Sharing your pronouns is a way to lift the burden off others whose pronouns may not be as clear.  Sharing pronouns creates a welcoming environment for individuals of all gender identities. It helps avoid assumptions based on appearance and ensures that everyone is addressed in a manner that affirms their identity. Different cultures and communities may have unique pronoun preferences. By sharing pronouns, individuals contribute to a more respectful and understanding environment, acknowledging and embracing the diversity of gender expressions. Read more on Forbes and find Julie at www.Nextpivotpoint.com

Leaders are being tasked with managing a record level of change from politics to social issues due to the rapid pace of technological change. Those who embrace the human skills along with the technical skills will thrive. AI cannot replace human skills. To establish a competitive advantage in a tight labor market, it's smart to balance these skills in the workplace. This balance boosts retention, productivity and the quality of work performance. Learn more on Forbes and find Julie at www.Nextpivotpoint.com

In this first episode of Season 9 of the Inclusion School Podcast, hosts Julie Kratz and Simone Morris sit down with Jamee Herbert, CEO and co-founder of Bridge Care. Jamee shares her journey into creating Bridge Care, a parent-led childcare data and community management platform aimed at supporting equitable and effective early childhood care and education systems. The discussion dives into the current state of childcare in the U.S., the systemic problems it faces, and the importance of advocating for its improvement. Jamee also highlights the impact of investing in early childhood care and the surprising bipartisan support for this critical issue. If you want to learn more about the important work being done to support childcare equity, tune in to this insightful and thought-provoking episode. Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/ 

In an era of cancel culture there is a fear of saying or doing the wrong thing that often leads to inaction. The dominant group could fear feeling less relevant, could be concerned about the reputation risk involved in speaking up and could have a zero-sum-game mentality (one person or group wins and one loses). In my interview with Sandra Quince, CEO of Paradigm for Parity, she explained that “diversity is the next dirty word. What people don't get is that DEI is not a replacement strategy. The goal of DEI is for everyone to feel valued. This is especially true for women and marginalized groups. We must focus on managers in organizations as they have the most impact on creating a place where women and others of all races and backgrounds can advance and be retained in leadership. Many managers are promoted because of their individual work performance, but as they continue to ascend in their careers, [their] companies need to be supportive and invest in the development of their inclusive-leadership skills.”  Learn more on Forbes and find Julie at www.Nextpivotpoint.com

According to a recent report titled “The State of L&D in 2024,” employers see a $7 ROI for every $1 spent on leadership programs, citing that traditional “soft” skills such as emotional intelligence and effective communication are not just nice-to-have, but rather must-have skills for leaders of the future. In this episode Julie shares key reasons why inclusive leadership is a must have for business leaders: Sixty percent of learning leaders pinpointed leadership as the most significant gap in current employee development. Sixty-six percent of learning and development (L & D) professionals identified leadership development as their primary learning focus, with diversity & inclusion and technical skills being second and third, respectively. Leadership development is the most prioritized topic of learning-and-development focus.  Read the full article here and find Julie at www.Nextpivotpoint.com.

DEI is at an inflection point. There is a mixed bag of evidence showing continued slow support of DEI: Job postings for DEI are down. Most employees perceive DEI as positive, yet there is a significant political divide. DEI investment is steady and projected to double by 2026. Investors and legislation are continuing to pressure organizations to prioritize DEI. Younger employees see DEI as non-negotiable. Learn the 10 actionable tips in this week's podcast with Julie Kratz.  Read more on Forbes and find Julie at www.Nextpivotpoint.com

Psychological safety, defined simply, is the ability to say or do hard things without the fear of retaliation at work. In a competitive labor market, it is a must-have, not a nice-to-have. Julie breaks down new research showing: 42% of managers feel psychologically safe compared to 57% of executives 40% of leaders agreed that if they made a mistake, it would be held against them 53% of employees feel safe to take a risk versus 76% of executives 68% of employees agreed that no one on their teams would deliberately undermine them Read more on Forbes here and find Julie at www.nextpivotpoint.com.

Today I'm talking with Julie Kratz who is an allyship speaker, trainer, and author of six books. Yes, six books!! One book is Allyship In Action, another Lead Like An Ally, she has a children's book and more. Julie is committed to promoting allyship in the workplace. And I know from my own interaction with her that she is passionate about it and she's very good at what she does. In this episode we discussed Julie's path into allyship and her books on the topics of diversity and inclusion the fear and pressure women often experience when taking risks balancing work and personal boundaries for a purposeful life Connect with Julie at: LinkedIn: https://www.linkedin.com/posts/juliekratz_diversityandinclusion-leadership-allyship-activity-7140693195054587906-nzNu/ Website: https://nextpivotpoint.com/ Purchase any of Julie's books on Amazon at: https://www.amazon.com/stores/Julie-Kratz/author/B07C9FYN32?   Would you prefer to watch or listen to the podcast on YouTube?Head on over to https://www.youtube.com/@robinlowenspodcast   Is Your Book Ready to be Turned into a Successful Online Course? Find out by downloading my time-tested FREE “Book-to-Course Readiness Checklist.” Get it here today: Create Masterful Courses (https://createmasterfulcourses.com/)   Want to connect? Connect with Dr. Robin on  LinkedIn: https://www.linkedin.com/in/robinlowensphd/ Facebook: https://www.facebook.com/robinlowensphd Instagram:  https://www.instagram.com/robinlowensphd/ Email: Robin@LeadershipPurposePodcast.com   Thank you for listening! Rate, review, & follow on Apple Podcasts or your favorite podcast player. Talk to you soon!   This episode was produced by Lynda, Podcast Manager #YourPodcastHelp at https://www.ljscreativeservices.co.nz    

The best allies understand that allyship is about progress over perfection. That means there will be mistakes and failures along the way. Afterall, that is how allies learn to be better. Yet, most hopeful allies wonder if they are getting it right. It is common to wonder, “I think I'm a strong ally, but what if my colleagues of diverse backgrounds don't see me that way?” or “I want to be a better ally, and I am not sure if I am doing enough.” To tap into feedback-fueled allyship to know where to improve, consider these ideas: Accept that allyship begins within Apologize and own shortcomings Ask for feedback Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Organizations deeply committed to diversity, equity and inclusion (DEI) work understand it's a long game. DEI is a journey rather than a destination. Yet, having tangible priorities and expected outcomes is key to long-term success. Industry leaders in DEI often build a road map of activities for the coming year. It is connected to an overall strategy that outlines what DEI means at the organization and why it matters. Before building a road map of priorities, define your DEI strategy. This should align with your organization's mission and values to ensure authenticity. Ideally, DEI connects to your existing cultural values. Also, consider doing an assessment to determine your organization's current DEI status. Without a thoughtful assessment, you risk prioritizing the wrong activities. Julie unpacks how to build a roadmap in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

In the ever-evolving landscape of business and technology, it's no secret that each generation brings its unique perspectives, values, and expectations to the table. Generation Z, born between the late 1990s and the early 2010s, currently make up 30% of the world's population and are expected to account for 27% of the workforce by 2025. What makes Gen-Z so different, and how are they influencing corporate America? Julie unpacks this in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

The relationship between diversity, equity and inclusion (DEI) and Human Resources (HR) is often complicated. While there is overlap and the need to work together, there are stark differences. Many HR practitioners get involved or voluntold (volunteered without being asked) to manage DEI at their organizations without the skills and resources to genuinely support DEI efforts. To better manage this complex relationship, consider this list of best practices for HR leaders who are managing DEI: Start with your own education Advocate for the appropriate budget Ensure you have a seat at the leadership table Engage your allies Measure the business impact of DEI Julie unpacks these best practices in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

In this episode, hosts Julie Kratz and Simone Morris reflect on the end of season 8 and the rich conversations they've had with guests. They recap the topics covered this season, including equitable education, inclusivity at the playground, inclusive media, and blending family, faith, and inclusive leadership. They also share their plans for the hiatus, discussing rest, personal projects, and priorities. Additionally, they express their excitement to return for the spring of 2024. Listen to the full episode for a heartfelt discussion and insights into their future plans as they sign off for the season. Listen to the entire podcast at https://inclusionschool.com/. To reach us, email talktous@inclusionschool.com  Grab resources mentioned in the show at https://inclusionschool.com/resources/