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/ 

Shari Foos is the founder of The Narrative Method, an award-winning 501C3 that addresses the crisis of loneliness through profound and fun group experiences. Salons, workshops and retreats invite diverse individuals to deeply connect to themselves and each other through sharing their stories, creativity and humanity. She shares:

• The importance of having the experience of being seen and heard without judgment
• Why creative expression is a way to deepen your relationship with yourself
• How to practice Relational Mindfulness to be a better ally

Follow Shari at https://www.thenarrativemethod.org/ and Julie at https://www.nextpivotpoint.com/ 

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/ 

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.

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/ 

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/ 

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/ 

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/ 

Aisha Suleiman is Head of Diversity, Equity, and Inclusion (DEI) for IPG Mediabrands EMEA region, overseeing 21 diverse markets. As a founding member of Amazon UK’s Black Employee Resource Group (BEN), she championed change while serving as Chair. In 2022, Aisha launched True White Allies, a groundbreaking film project spotlighting historical White anti-racists from the 1700s onward, inspiring greater allyship and action. Together, we unpack:

• How she chose 8 historical figures that showcase white allyship
• Why these stories are hidden as a way to keep other allies quiet
• How to make the workplace more accessible and a part of your job, rather than a separate function

Follow Aisha at https://www.theinclusiveculture.com/ and find Julie at https://www.nextpivotpoint.com/ 

Aubree White is a passionate gamer and coach who led the Bob Jones High School Rocket League team to a victory at the 2019 through 2024 PlayVS Alabama state championships. She is an outspoken advocate in driving diversity in esports, encouraging more women to get involved, and has seen first-hand how gaming can help drive more inclusive, community-based HS experiences. Together, we discuss:

• The lessons sports transfers to life and work

• Microaggressions facing women in sports today

• How to shift the culture to be more inclusive for gaming for girls

Read more about Aubree here and find at Julie at https://www.nextpivotpoint.com/

Yasmina Passeri, a distinguished Senior Project Manager in the Tech industry with over 12 years of stellar experience, stands as a testament to resilience, passion, and a relentless commitment to fostering Diversity, Equity, and Inclusion (DEI) within the dynamic realm of technology. Her journey, marked by cultural richness and a dedication to breaking barriers, has made her a beacon for change and empowerment.

• The current state of DEI in Europe

• How to engage leaders in DEI work

• How ESG and CSR are driving change

Find Yasmina on Linkedin and find Julie at https://www.nextpivotpoint.com/
 

This week's episode features Josh Millet, the founder and CEO of Criteria. We dove deep into the world of evidence-based hiring, exploring how to make objective talent decisions that not only reduce bias but also drive better business outcomes. Josh shared some powerful insights about the common pitfalls in hiring, the importance of focusing on "strong signals" rather than "weak signals," and how to create a more equitable and transparent hiring process. It's like trying to bake a cake with a recipe written in a different language – you might have all the ingredients, but you're missing the key instructions. We talked about how traditional hiring practices, like relying heavily on resumes and unstructured interviews, can inadvertently perpetuate bias and limit our talent pool. Josh's expertise really shines a light on how we can move beyond these outdated methods and embrace a more scientific approach to talent acquisition. Plus, we even touched on the tricky topic of DEI and how, regardless of your stance, everyone can agree that reducing bias is a win-win. So, grab your favorite beverage, settle in, and let's explore how we can build a workforce that's not only diverse but also incredibly successful.

Here are the key takeaways from our conversation:

• Beyond the Resume: Traditional hiring methods often rely on "weak signals" like education and years of experience, which aren't always the best predictors of job performance. Josh advocates for focusing on "strong signals," such as cognitive ability, personality traits, and the ability to learn, which are more closely linked to success.
• The Interview Trap: Unstructured interviews are rife with bias. Josh shared that almost 50% of people make up their mind about a candidate in the first five minutes! He emphasizes the importance of structured interviews with standardized questions and scoring to ensure a more objective evaluation.
• Assessments with Intention: Assessments can be powerful tools for measuring potential and reducing bias, but they need to be used thoughtfully. Josh highlighted the importance of explaining the purpose of assessments to candidates, providing feedback, and offering accommodations when needed. He also discussed innovative formats like game-based assessments to improve the candidate experience.
• DEI Reimagined: Regardless of your personal feelings about DEI, reducing bias in hiring is something everyone can agree on. Josh pointed out the clear ROI of diverse teams, including increased profitability, innovation, and creativity. He also emphasized that diversity encompasses much more than just race and gender, including age, socioeconomic status, disabilities, and veteran status.
• Transparency is Key: Candidates, especially Gen Z, value transparency in the hiring process. They want to know how they're being evaluated and appreciate equitable treatment. Open communication and feedback mechanisms can significantly improve the candidate experience.

Actionable Allyship Takeaway: Review your current hiring process and identify at least one area where you can incorporate more objective, evidence-based practices. Maybe it's structuring your interviews, rethinking your assessment strategy, or simply being more mindful of the language you use in job descriptions.

Insightful Quotes:

1. "So much to unpack in there. I hadn't thought about Big Ten bias, but I think I'm going to look at that one." - Josh Millet 
2. "You're not going to remove all the bias and subjectivity from your process. And we don't think that, any kind of tool should, should try to do that or should purport to do that because we're all human, we all have our set of biases." - Josh Millet 
3. "The business case is settled...building a diverse workforce, does lead very clearly to a series of non woke metrics like higher profitability, better return on shareholder equity, you know, higher revenue growth." - Josh Millet

Find Josh at criteriacorp.com for more information and connect with Josh Millet on LinkedIn. Find Julie Kratz at nextpivotpoint.com and on LinkedIn.

Jennifer Schwab Wangers, the founder and CEO of ENTITY Academy, has one goal in mind: to support and empower diverse talent through education and mentorship. Together, we discuss:

• The challenges facing underserved communities with higher education

• Systemic issues and fixes that will upskill our labor force

• How to be a better ally to upskill those around you

Learn more at https://www.entityacademy.com/ and find Julie at https://www.nextpivotpoint.com/

Aimee Harman is co-founder of Let’s Harmonize, a DEIA consulting firm based in the UK. She joins us to share:

• Reverse mentoring and why it is so beneficial to both parties

• What she wishes people understood about neurodivergence

• The benefits of accessibility and how to be a more accessible workplace

Follow Aimee at https://www.linkedin.com/in/aimee-harman/ and find Julie at https://www.nextpivotpoint.com/

Kenneth J. Doka, PhD, MDiv, is an Autism & Grief Project advisory board member and the Senior Vice President of Grief Programs at Hospice Foundation of America (HFA) and recipient of the 2019 Lifetime Achievement Award from the Association for Death Education and Counseling. Together, we discuss:

• The Autism & Grief Project and how it helps adults with autism cope with grief and loss
• Why is it important to focus on supporting autistic adults when it comes to dealing with grief, and how does the project aim to bridge the support gap
• What are some common challenges that adults on the autism spectrum face when dealing with grief, and how does the project address these challenges

Learn more at https://www.autismandgrief.org/ and find Julie at https://www.nextpivotpoint.com/

Betty Thompson is Booz Allen's chief people officer, and as the senior leader for their people services organization, Betty is instrumental in creating world-class employment experiences and ensures best-in-class talent to solve client’s evolving needs. Betty brings a particular focus on diversity, equity, and inclusion (DEI) and provides executive oversight and support to drive the firm’s DEI strategy and action plan. She is also responsible for culture and change, holistic employee wellness, employee engagement, and technical skill building. Together, we explore:

• Their Women’s Agenda program and how it helped close the gender gap

• How college degree requirements can hinder diversity efforts

• Why psychological safety is a critical focus for future innovation 

Find Betty on LinkedIn and Julie at www.nextpivotpoint.com .

David Moerlein has created psychologically safe spaces at work for more than a decade, regularly integrating DEI into the psychological safety conversation. During his 15 years at Google, he managed hundreds of people across ten global offices and was awarded numerous awards for coaching and management.

His book, The Safety Effect shares tools David has implemented over the years to help others create psychological safety for themselves and others. He just released the audiobook a couple weeks ago for those busy managers who struggle to find time to read.

Together, we unpack:

• What psychological safety is and why it matters to all humans
• Strategies to improve psychological safety at work
• The leaders' role in psychological safety

Follow David at https://www.thesafetyeffect.com/ and Julie at www.nextpivotpoint.com.

Dr Varina Michaels is all about people. Leading people, learning about people and advocating for people. She is an experienced Strategy, Leadership and Human Resource Management professional with deep expertise in Global Diversity and Inclusion, Intercultural Management, Neurodiversity and Leadership Development. She and I discuss:

• The barriers facing women of color in the workplace

• How to design research inclusively

• Questions to ask to ensure full inclusivity of the complexity of humans

Follow Dr. Michaels' work at: www.paisleygroup.com.au, Research & Advocacy - Women of Colour Australia and www.linkedin.com/in/varina.

Pasha Marlowe (she/they) has 30 years of experience as a marriage and family therapist and neurodivergent coach. She specializes in intergenerational leadership through the lens of mental health, neurodiversity, inclusion, and neuroqueering (challenging neuronormativity, cis/heteronormativity, and other societal norms). Together, we discuss:

• What masking is and why neurodivergent people cover aspects of neurodiversity

• Why neurodiversity is about intersectionality, especially for those with the most marginalized identities

• How inclusive design solves for one, and serves many

Follow Pasha at https://pashamarlowe.com and Julie at www.nextpivotpoint.com. 

Josh Bersin is Industry Analyst and CEO of advisory firm The Josh Bersin Company. He is an author, educator, and thought leader focusing on the global talent market and the challenges and trends impacting business workforces around the world. Josh studies the world of work, HR and leadership practices, and the broad talent technology market. He is often cited as one of the leading HR and workplace industry analysts in the world. Together, we discuss:

• The top four trends affecting the workplace in 2024 and beyond

• Hidden trends that leaders are not paying attention to

• The future of DEI and how to embed it more into culture

Follow Josh at www.JoshBersin.com and Julie at www.nextpivotpoint.com 

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/

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/

On today's episode of Allyship in Action, we're diving deep into the heart of purpose and well-being in the workplace with the insightful Jennifer Moss. Author of the brilliant book, "Why Are We Here?", Jennifer's work is a breath of fresh air tackling the often-overlooked aspects of what truly motivates us and how we can create a more fulfilling work experience. As someone who's spent years navigating the choppy waters of work-life balance and purpose, I can't wait to share the gems we unearthed in this conversation! Jennifer's insights are like a warm, comforting cup of tea on a chilly day – they soothe the soul and inspire action. Jennifer shares:

• The Existential Wake-Up Call: The pandemic forced many of us to confront our own mortality, triggering a re-evaluation of our priorities. This has led to a shift away from simply tolerating work towards seeking out roles that provide a sense of meaning and contribution.
• The Purpose Gap: There's a disconnect between how senior leaders and employees perceive purpose in their work. Bridging this gap requires connecting daily tasks with individual values and motivations, making even mundane activities feel more meaningful.
• FOBO and the Rise of AI: The fear of becoming obsolete (FOBO), particularly with the rise of AI, is creating anxiety among employees. Organizations need to address these fears with empathy, compassion, and clear communication about the future of work.
• The Power of Vulnerability: Leaders must be willing to acknowledge that they don't have all the answers, especially in this rapidly changing world. Embracing vulnerability and fostering a culture of continuous learning is crucial for navigating the complexities of the modern workplace.
• Gender Inequality Persists: Despite some progress, gender inequality remains a significant challenge. Organizations need to address pay gaps, provide adequate support for women at all career stages, and create inclusive policies that promote work-life balance.

Actionable Takeaway:

Take some time for introspection. Identify what truly motivates you and how your values align with your work. If there's a disconnect, explore ways to bridge that gap, either within your current role or by seeking out new opportunities that better align with your purpose. Remember, work doesn't have to be just a means to an end; it can be a source of fulfillment and contribution to something greater than yourself.

Insightful Quotes:

• "Life is short. We're going to lean into the things that make us feel like we're adding value to the world." - Jennifer Moss
• "People don't actually really care about the mission statement as much as the senior leaders do. There's a huge purpose gap." - Jennifer Moss
• "This is not the future of work. We've literally entered a new timeline." - Jennifer Moss
• "If you're a really good leader, you have humility. You are agile." - Jennifer Moss
• "This is a great opportunity to reinvent work and free our capacity with AI so that we can do more of this purpose-driven, people-centric work." - Julie Kratz

Find Jennifer at https://www.jennifer-moss.com/ and Julie at https://www.nextpivotpoint.com/

John Hackston is the Head of Thought Leadership at the Myers-Briggs Company, where he leads the company’s Oxford-based research team.

He is a frequent commentator on the effects of personality type on work and life, and has authored numerous studies, published papers in peer-reviewed journals, presented at conferences for organizations such as The British Association for Psychological Type, and has written on various personality type-related subjects in top outlets such as the Harvard Business Review. Some of his most recent research focuses on diversity and inclusion in the workplace, sustainability in organizations and the intersection of personality type and neurodiversity. Together, we discuss:

• The four aspects of personality and they impact workplace inclusion

• How personality type impacts biases

• Why personality can be a gateway to diversity and inclusion

Follow John on LinkedIn and Next Pivot Point at https://nextpivotpoint.com/

Melanie Dulbecco’s mantra is “grow, baby, grow!” and that’s exactly what she’s done for over 30 years as Torani’s first CEO outside the founding family. Torani, a globally recognized flavor company and certified B-Corp, has averaged double-digit, year-over-year growth in that time. The company culture is palpable, with a shared passion around Torani’s purpose: “Flavor for All, Opportunity for All.” She shares how to:

• Build core values around a people-first culture

• Measure regrettable turnover to improve retention

• Make a role profile with success factors and build skills over time

Connect with Melanie on LinkedIn and follow Next Pivot Point at https://nextpivotpoint.com/.

Dr. Janice Gassam Assare has over 10 years of experience facilitating racial dialogue and educating others about equity and inclusion. The work that she does is inspired by her mom and her willingness to speak up and speak out against the oppressive systems that she had to navigate in her workplace. Through the strength and perseverance personified through her, she is invigorated to be the change I seek in the world and the workplace.

Dr. J centers her work around the liberation of Black people and more specifically, Black womxn. The reason for this is echoed in the words of the Combahee River Collective:"If Black women were free, it would mean that everyone else would have to be free since our freedom would necessitate the destruction of all the systems of oppression."

Together, we unpack:

• The differences between white centering and white supremacy
• The stages of employee lifecycle and how to mitigate decenter whiteness in hiring, succession planning and meetings
• How to avoid white centering when over 70% of DEI practitioners are white

Follow Dr. J at https://www.drjanicegassam.com/ and https://www.linkedin.com/in/JaniceGassamPhD/ 

It goes without saying that autistic people are human. Yet, for the longest time, autism has been contextualized as robots or needing to be fixed.

Matt Lowry is an Autistic adult and Licensed Psychological Practitioner who works exclusively with Autistic clients, performing neurodiversity-affirming Autism evaluations and providing Autistic Centered Therapy (AuCT)--a form of therapy that he helped create.

Together, we cover:

• Why intersectionality is critical to the future of autism
• False assumptions people make about autism
• How to make workplaces more inclusive to people with autism 

Connect with Matt at https://www.mattlowrylpp.com and his work:

The Autistic Culture Podcast website: https://autisticculture.substack.com

TACP on Apple: https://podcasts.apple.com/us/podcast/the-autistic-culture-podcast/id1653171456  

Autistic Connections Facebook Group: https://www.facebook.com/groups/619732285448185

Wema Hoover is a global executive and transformational leader of diversity, equity, & inclusion (DEI) and human resources and Principal & CEO of Wema Hoover Advisors, executive coaching firm and Be Limitless Consulting a DEI and Culture firm.

Wema has a proven track record of creating systemic change in organizational culture by embedding diversity and inclusion into people practices, processes, and product approach on a global scale. Wema is a former global Chief Diversity Officer and Head of Culture who has lived in four (4) countries and ran global teams in 26 countries for Google, Sanofi, Pfizer and Bristol-Myers Squibb.

She has partnered with the United Nations and World Economic Forum on global sustainability and diversity, equity and inclusion initiatives. Wema also serves as a contributing writer for Fast Company, Inc, NAMI and Diversity Magazine.

Together, we discuss:

• The need to shift from “diversity recruiting to “inclusive recruiting”

• How corporations can adapt their diversity programs including ERGs to comply with potential legislation while still maintaining their commitment to inclusion

• How to move the pendulum and remove DEI from being a partisan football

• What recent anti-DEI laws passed in Florida and Texas mean for corporate DEI efforts

Follow Wema at https://www.wemahoover.com/. and Next Pivot Point at nextpivotpoint.com

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 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

Exciting news - we are pivoting our podcast name to Allyship in Action. Allyship in Action will be your guide to transforming passive support into active change. We believe allyship isn't a label, it's a practice.

Each week, we’ll feature honest discussions with authors, corporate leaders, and everyday allies who are making a difference. We’ll break down complex issues, provide practical tools, and inspire you to take meaningful steps in your own life and community. If you're ready to move beyond good intentions and create lasting change, buckle up, and get ready to take action as an ally.

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.

Dr. Poornima Luthra is the author of ‘Diversifying Diversity: Your guide to being an active ally of inclusion in the workplace’ and ‘The Art of Active Allyship’, the author of the HBR articles ‘Do your global teams see DEI as an American issue?’ and ‘7 ways to practice active allyship’, and a Tedx speaker. Her third book, ‘Leading through Bias.’ Luthra is also Associate Professor at the Copenhagen Business School and the founder and CEO of TalentED Consultancy.

She joins the podcast to share:

• Her unique definition of allyship and why it is hard to translate into other languages
• How to measure allyship using the knowledge, attitude, behavior framework
• The 7 behaviors of active allies

Learn more about Dr. Luthra at https://www.talented.dk/ and Julie at www.nextpivotpoint.com.

Rick Hammell is the Founder and majority shareholder of Atlas, a groundbreaking company he established in 2015. With more than 20 years of experience in human resources, employee management, and global workforces, Rick's accomplishments have garnered recognition from prominent analyst firms, including Nelson Hall, IEC Group, and Everest Group. Together, we unpack:

• Why global growth is necessary for small businesses
• How diversity and inclusion is perceived differently around the world
• Future of work - hybrid, remote or in person?

As Rick says, “younger people have different expectations. My generation grew up to respect our elders. Every generation has a different experience than previous generations. Folks coming into the workforce today didn’t start work in an office, have grown up using technology from the start and the employee experience is critical for them. Communicating change with why and benefits to them is pivotal. Must have end goal rather than change for change sake.” 

Find Rick on LinkedIn and Julie at www.nextpivotpoint.com.

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/.