Allyship in Action – Details, episodes & analysis

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.

In this episode, we'll discuss how diversity, equity, and inclusion initiatives have become a hot-button topic in politics and at work. While some organizations are doubling down on their commitment to creating inclusive workplaces, others are quietly (or not so quietly) abandoning these efforts. But stepping away from DEI can have significant, and often overlooked, consequences for your business.

Full article here: https://www.forbes.com/sites/juliekratz/2024/11/06/why-abandoning-diversity-efforts-will-hurt-your-bottom-line/

The business case for diversity, equity and inclusion (DEI) work is well known, and increasing over time. Despite what you might hear in the news cycle, 95% of employees say they weigh a prospective employer’s DEI efforts when choosing between job offers with similar salary and benefits, and 78% would not consider working for a company that fails to commit significant resources to prioritizing DEI initiatives; this is according to Benevity's State of Workplace DEI report. I unpack these strategies in this episode:

1. Leverage your existing employee resource groups (ERGs).
2. Proactively set the tone for leaders to have candid conversations about inclusion.
3. Clearly reinforce the meaning of and expectations for DEI at the organization.
4. Reinforce existing DEI training and resources.

Full article here: https://www.forbes.com/sites/juliekratz/2024/10/27/how-to-balance-dei-backlash-with-employee-support-for-dei/

In my interview with Tiffany Yu, disability advocate and author of the newly released Anti-Ableist Manifesto, she defines disability as, “The interaction between individuals with a health condition with personal and environmental factors including negative attitudes, inaccessibility and limited social support.”

Read the full article here: https://www.forbes.com/sites/juliekratz/2024/10/16/how-to-be-an-anti-ableist-ally/

Najauna White is a vibrant force in the travel and tourism sector, with a flair for sparking change and building bridges. Her journey in hospitality and tourism has seen her champion diversity and inclusion at every turn, leading to her current role as Vice President of Diversity, Equity, and Inclusion at Miles Partnership. Here, she's a trailblazer, rolling out impactful DEI initiatives, from educational programs to dynamic staff engagement strategies. We discuss:

1. The ROI of DEI

2. The role of the senior leadership team in DEI

3. How to get middle management support

Follow Najauna at https://www.linkedin.com/in/najaunawhite/ and Julie at https://www.nextpivotpoint.com/ 

Joanna Lane is an expert in creating engaged, inclusive, and equitable workplaces, leveraging her proven success to drive sustainable results for organizations and individuals. With nearly two decades of experience, she supports her partners to integrate an authentic shared language for diversity, equity, inclusion, and belonging (DEIB). She shares:

• Ideas to leverage your privilege for good

• How to engage more white men as allies

• The future of inclusion and what to expect in 2025 and beyond

Follow Joanna at https://www.lanesg.com/ and Julie at https://www.nextpivotpoint.com/ 

Dr. Michelle Quist Ryder is a social psychologist, research professional and the CEO of the American Psychological Foundation, an organization that leverages the power of philanthropy to invest in research and advance psychological knowledge. Dr. Quist Ryder has an extensive background in human-centric organizational design, effective DEI practices and leveraging psychology to solve critical societal issues. Together, we discuss:

• Why employers need to listen to their employees and take actionable steps to create a sustainable workplace that promotes their happiness and well-being

• How to build employee centered workspaces by finding out who is not included and purposefully including them in policies
• The stereotype threat model and how it can help create more allyship

Find Dr. Michelle Quist Ryder at https://ampsychfdn.org/about/apf-team/ and Julie at https://www.nextpivotpoint.com/ 

Leeatt Rothschild is the Founder and CEO of Packed with Purpose, a corporate and personal gifting company that gives back. She is a thought leader on using business as a force for good, and the power of gifting in strengthening relationships. She shares:

• The importance of a handwritten thank you notes in today’s age

• The why behind the gift you have chosen

• How to create the impression I want with the gift I want to give

Find Leatt at https://packedwithpurpose.gifts/ and Julie at https://www.nextpivotpoint.com/ 

With over 15 years of experience in communications at public companies, Rachel Ceccarelli currently serves as the Vice President of Engagement at DHI Group, Inc. (NYSE: DHX) based in Denver, Colorado. In this role, Rachel focuses on advancing diversity and inclusion initiatives, driving employee engagement through training and cultural initiatives, and overseeing programs which create an equitable and attractive workplace for DHI employees. She shares:

1. Establishing a channel for employees to provide feedback is free. Be prepared to listen and take action, while also recognizing limitations due to budgets, resources, etc.

2. Employees are the greatest asset and should be the source for feedback and be included in the solution to move forward. Employee Resource Groups can be low cost, yet incredibly valuable.

3. DEI has gotten a bad reputation partly because companies fall back on their promises and partly because professionals feel it is just a buzz term with no action. Real DEI embraces the differences of people, recognizes that equity is essential to moving forward as a culture and business and values inclusivity not just in words but in practice.

Find Rachel on LinkedIn and Julie at https://www.nextpivotpoint.com/