The Inclusion Bites Podcast - #148: Allyship in Action

Episode Category

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Primary Category: DEI Secondary Category: Allyship

🔖 Titles

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1. Transforming Allyship: Insights from Julie Kratz on Genuine Inclusion 2. From Buzzwords to Belonging: Simplifying DEI with Joanne and Julie 3. Building Inclusive Leadership: Julie Kratz on the Future of DEI 4. Inclusive Cultures in Action: Tackling Misconceptions and Focusing on Fairness 5. Beyond Diversity: Julie Kratz on Creating Equitable and Inclusive Workplaces 6. Allyship and Inclusion: Real Talk with Julie Kratz and Joanne Lockwood 7. Demystifying DEI: Practical Steps to Inclusive Cultures with Julie Kratz 8. The Power of Allyship: Julie Kratz Discusses Effective DEI Strategies 9. Simplifying DEI Language: A Conversation on Fairness and Inclusion 10. Overcoming DEI Challenges: Insights from Julie Kratz on Equity and Leadership

A Subtitle - A Single Sentence describing this episode

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Julie Kratz dissects the core of allyship, emphasising the transformative impact of inclusive leadership, fairness, and the enduring significance of fostering genuine human connections within corporate cultures.

Episode Tags

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allyship in action, diversity equity inclusion, inclusive leadership, workplace inclusion, DEI strategy, fairness and equity, corporate responsibility, social movements, human collaboration, positive narratives

Episode Summary with Intro, Key Points and a Takeaway

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In this episode of The Inclusion Bites Podcast, Joanne Lockwood explores Allyship in Action with guest Julie Kratz, an insightful discussion around the nuances of Diversity, Equity, and Inclusion (DEI) work. Julie shares her perspective on how focusing on inclusion, training, and creating inclusive leadership rather than just diversity can bring about meaningful change within organisations. Joanne and Julie delve into the importance of simplifying DEI language to promote fairness and reduce societal fears, underscoring the need for actionable steps towards creating equitable workplaces. Julie Kratz is an accomplished author, speaker, and founder of Next Pivot Point, specialising in allyship and inclusive leadership. After spending 12 years in corporate America, Julie recognised the overarching need for belonging and safe leadership, which motivated her to establish her consultancy. Her work focuses on engaging broader conversations beyond gender-specific issues, addressing workplace inclusion challenges, and promoting a long-term vision for societal change. Julie’s columns for Forbes provide her a platform to influence and initiate discussions on these critical topics. The conversation between Joanne and Julie unearths valuable insights into the evolving nature of DEI, where performative actions are contrasted with genuine, active allyship. They highlight how companies like Warner and American Airlines are champions of DEI, adhering to their core values despite shareholder opposition. While discussing equity issues such as pay equality, they emphasise the importance of fairness and inclusive culture over mere buzzwords. Both agree on the power of focusing on outcomes such as fairness, respect, and trust to cultivate an inclusive environment. Listeners will find this episode particularly enlightening as it underscores a crucial shift towards genuine allyship and inclusion. Joanne and Julie's dialogue calls for a re-evaluation of DEI terminology and a steadfast commitment to creating environments where fairness and inclusivity are paramount. For those keen to foster a more inclusive and supportive culture within their organisations, this episode of The Inclusion Bites Podcast offers both inspiration and practical guidance. A key takeaway from this episode is the profound impact that focusing on fairness and inclusion can have in simplifying the DEI approach and fostering a supportive and equitable environment. Listeners are encouraged to challenge themselves to move beyond performative allyship, embracing genuine actions that drive meaningful change.

📚 Timestamped overview

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00:00 Left corporate for entrepreneurship seeking purpose.

03:47 Founded Next Pivot Point to foster allyship.

06:58 2020: BLM, MeToo, Covid, wellbeing initiatives, regression.

11:29 Power dynamics affect societal improvements and racial narratives.

15:16 "Handmaid's Tale reflects shocking societal direction."

17:21 Setting stage for deep conflict, potential revolution.

22:40 Helping others benefits everyone, improving societal contribution.

23:22 Ageing impacts abilities; infrastructure provides needed support.

29:10 McDonald's DEI strategy prioritises local franchise diversity.

29:48 Shift focus to positive narratives and action.

34:07 Promote inclusivity, self-development, competitive wages, internally.

37:40 Education gap affects understanding, inclusion support.

42:10 Humans evolved through cooperation and mutual support.

42:51 Helping others benefits the helper most deeply.

47:25 Understanding oneself is complex and personal.

51:19 Join Inclusion Bites, amplify voices, share stories.

🎞️ Clipfinder: Quotes, Hooks, & Timestamps

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Julie Kratz 00:02:36 00:03:47

Necessity Breeds Entrepreneurship: "I never really dreamed of being an entrepreneur, but it was out of the necessity of my own difficult time surviving in corporate America."

Julie Kratz 00:08:47 00:08:56

The Backlash Against DEI: "There wouldn't be a target on DEI if it wasn't achieving some success. You wouldn't bother with it."

Julie Kratz 00:11:52 00:12:00

The Last Stand Narrative in Modern America: "I honestly thought we got that over with first Trump presidency, but apparently there's more ammo ready to come out."

Julie Kratz 00:12:28 00:12:29

Title: The Importance of Acknowledging History

Quote: "When you don't acknowledge our problematic history, you're much more likely to repeat it."

Julie Kratz 00:15:59 00:16:06

Shocking Election Results: "I had no idea 51% of our country felt that way. I just didn't, I didn't think it was possible."

Julie Kratz 00:17:28 00:17:39

The March Towards Conflict: "He's setting up the conditions for, at a minimum, a deep resistance movement, if not a revolution. And I don't use those words lightly."

Julie Kratz 00:22:58 00:23:04

The Importance of Support Systems: "If they feel supported then they're going to be able to contribute more to society and that benefits all of us."

Julie Kratz 00:24:20 00:24:56

The Impact of Ageism: "On ageism is the biggest ism of them all. We're, we're fearful of our own mortality because the likelihood of you becoming disabled at some point in your life is extremely high. Like it's almost inevitable. And so you're pointing that out. We don't want to think about that because it's, it's too scary to fathom, like our own vulnerability. And I think that's the heart of all the isms. We're too afraid of accepting that it somehow challenges our own virtues or our own self image."

Julie Kratz 00:30:40 00:30:43

Changing the Narrative in DEI: "I just started writing back, I'll take positive stories, please."

Julie Kratz 00:42:43 00:42:50

The Primal Need for Allyship: "The research on it shows just like mentorship, it's not the mentee that really benefits, it's the mentor."

Custom LinkedIn Post

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--- 🎙️ 𝘛𝘩𝘪𝘴 𝘞𝘦𝘦𝘬 𝘰𝘯 𝘐𝘯𝘤𝘭𝘶𝘴𝘪𝘰𝘯 𝘉𝘪𝘵𝘦𝘴: 𝘈𝘭𝘭𝘺𝘴𝘩𝘪𝘱 𝘪𝘯 𝘈𝘤𝘵𝘪𝘰𝘯 🎙️ 💬 Ever questioned the real impact of #Diversity, #Equity, and #Inclusion in the workplace? Tune in for the answers! 💬 This week, I’m honoured to welcome **Julie Kratz**, a prominent voice in DEI and workplace inclusion. Together, we delve into: - 🔑 Dissecting the true essence of DEI and its practical implementation. - 🔑 Examining the ongoing struggle with pay equity despite structural changes. - 🔑 Simplifying DEI language to foster greater understanding and acceptance. **𝗪𝗵𝘆 𝗟𝗶𝘀𝘁𝗲𝗻?** "Inclusion is about understanding, and this episode is packed with insights to help you create more #PositivePeopleExperiences." **𝗔𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗣𝗼𝗱𝗰𝗮𝘀𝘁** As the host of *Inclusion Bites*, I release episodes every week to inspire, educate, and challenge perspectives on inclusion and belonging. This 60-second audiogram is just a taste of what’s to come. **𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗖𝗮𝗹𝗹 𝘁𝗼 𝗔𝗰𝘁𝗶𝗼𝗻** What’s your take? 💭 Share your thoughts below 👇 or tell us about your experience with DEI in your workplace. 🎧 Listen here: https://seechangehappen.co.uk/inclusion-bites-listen #PositivePeopleExperiences #SmileEngageEducate #InclusionBites #Podcasts #Shorts #Allyship #InclusiveLeadership #Fairness #WorkplaceCulture #NextPivotPoint --- Don't forget to like, subscribe, follow and comment - and share the love with your colleagues. with SEE Change Happen and Julie Kratz

TikTok/Reels/Shorts Video Summary

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**Focus Keyword: Positive People Experiences** **Title: Revolutionising Inclusion with Positive People Experiences | #InclusionBitesPodcast** **Tags**: Positive People Experiences, DEI, Diversity, Inclusion, Allyship, Equity, Fairness, Culture Change, Leadership, Workplace Inclusion, Julie Kratz, Joanne Lockwood, Inclusive Cultures, Nurturing Belonging, HR, Changing Norms, Equality, Social Change, Training, Leadership Development, Collaboration, Transformative Conversations, Diversity Champion, Inclusive Leadership, Workplace Diversity **Killer Quote**: "Focus on outcomes like fairness, respect, and trust—not buzzwords." - Joanne Lockwood **Hashtags**: #InclusionBites, #PositivePeopleExperiences, #CultureChange, #DEI, #Diversity, #Inclusion, #Allyship, #Leadership, #Fairness, #Equity, #JulieKratz, #JoanneLockwood, #InclusiveCultures, #Collaboration, #SocialChange, #WorkplaceInclusion, #Training, #LeadershipDevelopment, #Equality, #HR **Summary Description**: Join us on *The Inclusion Bites Podcast* for a thought-provoking conversation between Joanne Lockwood and Julie Kratz. They dive into the intricacies of Diversity, Equity, and Inclusion (DEI), focusing on the importance of Positive People Experiences and the need for transformative Culture Change. Discover why simplifying DEI language and emphasising fairness and inclusion can create more inclusive workplaces and communities. **Call to Action**: Discover actionable insights on fostering inclusive cultures and promoting positive experiences in your organisation. Listen now, and join the movement towards meaningful change! **Outro**: Thank you for tuning into this episode of *The Inclusion Bites Podcast*. Don't forget to like and subscribe to our channel for more inspiring conversations. For more insights and resources, visit SEE Change Happen at https://seechangehappen.co.uk. Listen to the full episode here: https://seechangehappen.co.uk/inclusion-bites-listen. Stay curious, stay kind, and stay inclusive - Joanne Lockwood

ℹ️ Introduction

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Welcome back to another episode of The Inclusion Bites Podcast! I'm your host, Joanne Lockwood. Today, we're diving into a critical and timely discussion titled "Allyship in Action," featuring the insightful Julie Kratz. Together, we'll unpack the complex landscape of Diversity, Equity, and Inclusion (DEI). We'll explore the evolving role of language in DEI, why focusing on terms like fairness and inclusion can make a real difference, and the importance of creating inclusive cultures and leadership. Julie will share her journey from corporate life to becoming a prominent DEI advocate and consultant, offering practical advice on navigating shareholder opposition and the political climate affecting DEI efforts. We'll also tackle sensitive yet crucial topics like the social nature of humans, the importance of asking for help, and the ongoing struggles with pay equity and structural improvements within companies. Plus, we'll reflect on societal impacts from events like George Floyd's murder, the January 6 Capitol riots, and the slow pace of political change. Join us for an enlightening conversation that challenges norms, promotes fairness, and provides actionable insights. Don't forget to subscribe, share your thoughts, and reach out to me at jo.lockwood@seechangehappen.co.uk. Let's continue to foster an inclusive community together. Now, let's dive in!

💬 Keywords

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Diversity, Equity, Inclusion, DEI concepts, shareholders, Warner, American Airlines, inclusion training, inclusive leadership, pay equality, fair access, simplifying DEI language, fairness, respect, trust, Lily Zhang, DEI terminology, inclusion cultures, equity issues, structural improvements, political and legal shifts, social movements, resistance efforts, universal healthcare, ageing infrastructure, gun violence, climate change, negativity bias, positive narratives, DEI backlash, inclusive community, collaboration.

About this Episode

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About The Episode: In this episode, we engage in a thought-provoking discussion with Julie Kratz to explore the intricacies of effective allyship and actionable DEI strategies. Julie offers her expert insights on how organisations can move beyond surface-level initiatives to foster truly inclusive cultures. Join us as we dissect the power of inclusivity, fairness, and the often misunderstood political context surrounding DEI efforts. Today, we'll cover: - The critical importance of focusing on inclusion and creating inclusive leadership rather than solely on diversity metrics. - Simplifying DEI language to terms like fairness and inclusion to make these concepts less intimidating and more universally understood. - Strategic commitments from companies like Warner and American Airlines to DEI, despite opposing shareholder views. - Structuring equitable systems that provide fair access rather than special rights, addressing ongoing challenges like pay equality. - The impact of political and legal environments on DEI terminology and how the essence of the work remains unchanged. - The role of perceived vulnerability in societal 'isms' and the importance of normalising help and support within organisations. - Positive examples of successful DEI strategies, such as Costco's internal talent promotion and competitive wages, fostering a committed and inclusive workplace.

💡 Speaker bios

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Julie Kratz spent 12 years navigating the corporate world before embarking on her entrepreneurial journey nearly a decade ago. Driven by the necessity to find a more inclusive and trustworthy work environment, Julie left the corporate grind behind. Her experiences with a lack of psychological safety and a sense of belonging led her to realise that she wasn't alone—many others, including caregivers of all genders, faced similar challenges. The birth of her daughter was a pivotal moment, crystallising her purpose beyond just earning a paycheck and propelling her towards creating her own business. As Julie marks the 10th anniversary of her entrepreneurial venture, she continues to inspire and advocate for more inclusive and supportive workplaces.

❇️ Key topics and bullets

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### Episode Title: Allyship in Action #### **1. Introduction** - Host and Guest Introduction - Podcast Overview #### **2. DEI Concepts and Critique** - Utilisation and Understanding of DEI Terms - Shareholder Opposition to DEI Hiring - Examples: Warner and American Airlines' Commitments #### **3. Future of DEI Terminology** - Potential Political and Legal Shifts - Focus on Essence Over Terminology #### **4. Focus on Inclusion and Training** - Emphasis on Inclusion and Leadership Cultures - Diversity as Factual and Untrainable #### **5. Equity and Structural Improvements** - Equity Issues in Companies (e.g., Pay Equality) - More Equitable Systems for Fair Access #### **6. Simplifying DEI Language** - Shifting Towards Universally Understood Terms - Focus on Outcomes: Fairness, Respect, Trust #### **7. Thought Leader Mention: Lily Zhang** - Importance of Fairness - Fundamental Human Desire for Equity #### **8. Social Nature of Humans** - Normalising Help and Support - Countering Cultural Perceptions of Asking for Help #### **9. Gratitude and Future Collaboration** - Julie Kratz's Invitation for Interview Ideas - Mutual Interest in Future Podcast Appearances #### **10. Encouragement for Audience Engagement** - Subscription and Feedback Requests - Building an Inclusive Community #### **11. US House of Representatives** - Slim Margin and Political Divisions - Slow Pace of Change Due to Midterms and Founding Fathers’ Intentions #### **12. Constitutional Change** - Difficulty in Amending the US Constitution - Struggles with the Equal Rights Amendment #### **13. Executive Orders and Immigration** - Concerns for Immigrants and Fear-Mongering Narratives #### **14. Social Movements and Resistance** - Appreciation for US History of Social Movements - Support Against Marginalisation #### **15. DEI Work Considerations** - Altruistic View: Needs of the Many vs. the Few #### **16. Social Systems and Benefits** - Universal Healthcare and Societal Benefits - Shift in Perspective as a Small Business Owner #### **17. Ageing and Infrastructure** - Societal Infrastructure for Disabilities - Value of Systems Supporting Diverse Needs #### **18. Fear of Vulnerability** - Addressing Fear and Vulnerability - Influence of Age and Disability on Societal 'isms' #### **19. Impact of George Floyd** - Societal Change Catalyst - Public Consciousness and Change #### **20. Political Climate and Violence** - Concerns Over January 6 Events and Gun Violence - Desensitisation and Media Strategy #### **21. Perception of Gun Ownership** - Contrast Between British and American Views - NRA Influence and Political Power #### **22. Climate Change** - Examples of Fires in LA - Questioning Climate Change Denial #### **23. Sensational Media and Negativity Bias** - Media Focus on Negative Narratives - Advocacy for Positive DEI Stories #### **24. DEI Marketing Strategy** - Risk of Backlash and Firm DEI Values - Bud Light's Marketing Missteps #### **25. Successful DEI Examples** - Costco’s Strategy: Promoting Talent and Competitive Wages #### **26. Julie Kratz's Background and Motivations** - Corporate America Experience - Founding "Next Pivot Point" #### **27. Evolution of Allyship** - Genuine vs. Performative Allyship - Societal Changes Since 2020 #### **28. Political and Societal Backlash** - Success Linked to Societal Resistance - Future Demographic Shifts Towards Inclusion #### **29. Long-Term Perspective in DEI Work** - Future Impact of Current Efforts - Power Dynamics and Societal Changes #### **30. Zero-Sum Game Misconception** - Challenging Capitalist Societal Narratives - Benefits of Improving Conditions for Marginalised Groups #### **31. Historical Oppression and Powerholders’ Fear** - Reluctance to Acknowledge Historical Racial Issues - Concerns of 'Revenge' from Oppressed Groups #### **32. Progressive Policies Rollback** - Concerns Over Reversal of Rights - Potential Dystopian Scenarios #### **33. Human Evolution and Collaboration** - Importance of Group Dynamics and Helpfulness #### **34. Allyship and Mentorship Benefits** - Reciprocal Benefits of Helping #### **35. Joanne Lockwood’s Experience of Vulnerability** - Journey of Gender Transition - Embracing Collaboration and Resilience #### **36. Gender and Collaboration Perception** - Women’s Tendencies in Collaboration - Learning to Collaborate Due to Marginalisation #### **37. Understanding and Empathy** - Showing Support Without Full Understanding - Awareness and Acting Against Injustices #### **38. Correcting Misunderstandings** - "Calling In" Strategies Over "Calling Out" - Importance of Educational Discussions #### **39. Loretta Ross’s Work** - Thought Leadership on Inclusive Activism #### **40. Productive Dialogue** - Constructive Conversations Over Confrontation - Reflecting on the Episode as an Example ### Conclusion - Mutual Gratitude and Future Discussion Hints - Encouragement for Listener Engagement

The Hook

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1. **"Ever wondered why some companies THRIVE on fairness while others barely survive? Discover the SECRET SAUCE behind creating inclusive cultures that withstand shareholder criticism and political shifts."** 2. **"What if focusing on DIVERSITY is missing the point? Dive into the transformative power of INCLUSION and find out how simplifying DEI language can SHATTER misunderstandings and fear."** 3. **"Equity isn't just a buzzword—it's a GAME CHANGER. Uncover how true equity impacts everything from pay equality to company culture, and why some organisations succeed where others fail."** 4. **"Imagine a workplace where fairness, respect, and trust aren't just ideals but daily REALITIES. Ready to unlock the tools and insights to make this a reality in your business? Let's explore!"** 5. **"Feeling overwhelmed by the jargon of DEI? Let's strip away the confusion and focus on what truly matters—creating FAIR and INCLUSIVE workplaces that everyone understands and loves."**

🎬 Reel script

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Hey everyone, it's [Your Name], and I just wrapped up an incredible session on "Allyship in Action" with Julie Kratz on the Inclusion Bites Podcast. We dove deep into DEI, breaking down the barriers and misconceptions around diversity, equity, and inclusion. From the inspiring moves by Warner and American Airlines, to the critical issue of pay equality and the power of inclusive leadership, we covered it all. Julie shared her invaluable insights on fostering fairness and respect, and we discussed how small business owners can benefit from universal healthcare. If you're passionate about making a real difference in your workplace and community, you don't want to miss this episode. Check it out on Inclusion Bites!

🗞️ Newsletter

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**Subject: Discover Allyship in Action with Julie Kratz on Inclusion Bites 📢✨** --- Dear [First Name], Welcome to another edition of the Inclusion Bites newsletter, your trusted source for thought-provoking conversations and actionable insights in the ever-evolving world of Diversity, Equity, and Inclusion (DEI). In our latest episode, "Allyship in Action," host Joanne Lockwood dives deep with Julie Kratz, a renowned speaker, author, and consultant in the field of DEI. Together, they explore the nuanced and evolving landscape of allyship, and how it can genuinely transform our workplaces and communities. ### Episode Highlights 1. **Beyond Buzzwords:** - Julie and Joanne critically assess the current use of DEI terminology and propose a shift towards simpler, universally understood terms like fairness and inclusion. - They share insights on how organisations like Warner and American Airlines are committed to their DEI strategies despite shareholder opposition. 2. **The Essence of Inclusion:** - Julie emphasises the critical importance of fostering inclusive leadership and cultures. She argues that while diversity is a static fact, inclusion is a dynamic process that can be nurtured and developed through training. 3. **Equity in Action:** - Despite progress, equity issues such as pay equality still challenge many companies. Julie and Joanne discuss how systems have become more equitable, aiming to provide fair access rather than special treatment. 4. **Human Nature and Inclusivity:** - They delve into the social nature of humans and advocate for normalising help and support, countering the cultural perception of vulnerability as weakness. 5. **Political and Social Dynamics:** - The duo touches on the slow pace of political change in the US, the difficulties of constitutional amendments, and the societal impact of movements like MeToo and Black Lives Matter. 6. **Personal Journeys and Collaboration:** - Joanne shares her transformative journey of gender transition and how collaboration and allyship became key to her success. ### Featured Thought Leaders - **Lily Zhang:** Her new book centres on the fundamental human desire for fairness, which the speakers highlight as essential for simplifying DEI language. - **Loretta Ross:** Noted for her work on "calling in" strategies, encouraging educational and inclusive discussions over shaming. ### Listen Now Tune in to the latest episode of Inclusion Bites and discover how allyship can be a powerful tool for creating more inclusive and fair communities. Don't miss this engaging discussion with Julie Kratz, filled with insights that could reshape your approach to DEI. 🎧 [Listen to "Allyship in Action" Now](https://seechangehappen.co.uk/inclusion-bites-listen) ### Connect with Us - Visit Julie’s website, [Next Pivot Point](https://www.nextpivotpoint.com) for more resources on DEI and to contact her directly. - Have suggestions for our next interview or topic? Email Joanne Lockwood at [jo.lockwood@seechangehappen.co.uk](mailto:jo.lockwood@seechangehappen.co.uk). Thank you for being part of our inclusive community. Together, let's continue to challenge the status quo and drive meaningful change. Warm regards, Joanne Lockwood Host, Inclusion Bites Podcast SEE Change Happen *[Subscribe to the Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen)* to never miss an episode! *Follow us on LinkedIn, Twitter, and Facebook for the latest updates and more inspiring content.* --- #InclusionBites #PositivePeopleExperiences #DEI #Allyship #Fairness #Inclusion --- Feel free to reach out with any questions, feedback, or ideas. We appreciate your support!

🧵 Tweet thread

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THREAD 🧵: Let's talk about the buzz around DEI (Diversity, Equity, & Inclusion) and why it's not just jargon but a real game-changer for workplace culture 🌟 #InclusionBites #DEI 1/ 🚀 Warner & American Airlines are forging ahead with DEI, even when some shareholders grumble. Why? Because aligning with their values isn't just good PR—it’s savvy business. #Leadership 2/ 🌍 But what ARE DEI concepts? Julie Kratz and Joanne Lockwood point out that terms might change due to political shifts, but the essence—creating inclusive cultures—remains crucial. #FutureOfWork 3/ 💪 Julie emphasises: Don’t just focus on diversity, which is a fact. Zero in on inclusion—training, nurturing leadership, and cultures where everyone feels they belong. #Inclusion #Leadership 4/ 💵 On equity: Despite gains in structural improvements, issues like pay equality still plague companies. But equitable systems offering fair access are on the rise. #PayEquality #Equity 5/ 🌈 Simplifying DEI language could help reduce fear and misunderstanding. Think fairness & inclusion—terms everyone can get behind, cutting through the jargon. #Communication 6/ 🤝 According to thought leader Lily Zhang, fairness taps into our deepest human need for equity. Moving to common ground terms can make DEI efforts more effective and less intimidating. #Fairness #Equity 7/ 🛠️ Julie & Joanne argue: Focus on outcomes like respect & trust, not just buzzwords or meritocracy myths. A fair, inclusive environment breeds success. #CorporateCulture #Trust 8/ 📚 On allyship: Genuine support transcends performative actions. Julie shares her journey from corporate America to driving inclusion through @NextPivotPoint. #Allyship #Journey 9/ 🏰 But let's not sugarcoat it. Political climates and change resistance are real. The slim majority in the US House shows how slow political systems can throttle progress. #Politics #Change 10/ 🏛️ Constitutional amendments are tough, like the unpassed Equal Rights Amendment for women. It’s a marathon, not a sprint. #EqualRights #Constitution 11/ ✈️ On immigration: The demonisation of immigrants amidst labour shortages is illogical. Fear-mongering creates an 'other,' making it harder for everyone. #Immigration #Labour 12/ 🧬 Societal shifts require collaboration. Allyship and mentorship benefit both the helper and the helped, building a resilient community. #Collaboration #Resilience 13/ 🤖 Transformation: George Floyd’s incident & COVID-19 spurred key conversations. Events drive societal change, but the negativity bias often overshadows positive DEI strides. #Transformation #Change 14/ 💬 Julie praises platforms like @Forbes for shedding light on positive DEI stories. Media focus on constructive narratives can reshape public opinion. #Media #Positivity 15/ 🛡️ Using examples like Costco, Julie illustrates how a committed DEI strategy—promoting from within & competitive wages—ensures company success and employee loyalty. #Leadership #Success 16/ 🦸🏽 Joanne reflects on the importance of calling in—creating educational conversations over shaming. Thought leader Loretta Ross's work can guide inclusive activism. #InclusiveActivism 17/ 🎙️ Plug in to @SEEChangeHappen’s Inclusion Bites Podcast for more insights and to stay inspired. Transforming society isn't easy, but every step counts. 🌟#InclusionBitesPodcast #StayInspired 18/ 📧 Got ideas or want to dive deeper? Reach out to Joanne at jo.lockwood@seechangehappen.co.uk or explore more at https://seechangehappen.co.uk/inclusion-bites-listen. Let's keep the conversation going! #Email #Engage 19/ 🎧 Stay tuned, spread the word, and be part of the change. Subscribe to Inclusion Bites for fresh, inspiring content every week. 🌍 #Subscribe #Inclusion Together, we can create a fairer, more inclusive world. Let's challenge the status quo and drive positive change. 🌈 #Fairness #DEI #InclusionBites

Guest's content for their marketing

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### Allyship in Action: Julie Kratz Joins The Inclusion Bites Podcast I am thrilled to share that I recently had the honour of joining Joanne Lockwood on The Inclusion Bites Podcast for a compelling episode titled "Allyship in Action." This episode allowed me to delve into the concepts of Diversity, Equity, and Inclusion (DEI) and explore how these crucial terms are utilised and understood in modern workplaces. During our conversation, we discussed a range of topics, from the shifting political and legal landscapes affecting DEI to the emphasised need for a focus on inclusion, training, and inclusive leadership. These components, I believe, are essential for fostering an environment where everyone feels valued and respected. One of the standout moments for me was critiquing how some organisations, despite facing opposition from shareholders, continue to champion DEI initiatives that align with their core values. For instance, Warner and American Airlines were mentioned as exemplary in this regard. It’s encouraging to see such dedication to DEI, proving that companies can thrive while committing to fair and inclusive practices. Our dialogue also highlighted the importance of simplifying DEI language. By shifting towards terms like fairness and inclusion, we can reduce fear and misunderstanding, making these concepts more accessible and less intimidating. In line with this, thought leader Lily Zhang’s new book on fairness was discussed, underscoring the universal human desire for equity and how focusing on fairness can streamline DEI efforts. Equity, too, was a critical focus. While some structural improvements are evident, many companies continue to grapple with issues of pay equality and other inequalities. It's a reminder that while systems have become more equitable, there is still much work to be done to ensure fairness across the board. Additionally, we touched upon the significant impact of societal events, such as the George Floyd incident, and how these moments spur public consciousness and drive the need for change. The conversation naturally extended to the political climate, including the challenges of amending the US Constitution and the resistance against immigration policies. As a professional passionately advocating for workplace inclusion, this opportunity to share insights and experiences on such a well-regarded platform was incredibly valuable. It’s a conversation that extends beyond DEI buzzwords, focusing instead on actionable steps towards creating a culture where everyone can thrive. I am particularly grateful to Joanne for her engaging questions and for creating a space where meaningful and productive dialogue can occur. If you’re interested in learning more about my work or exploring free resources on allyship and inclusion, please visit my website at [nextpivotpoint.com](https://www.nextpivotpoint.com). For those of you eager to dive deeper into these essential conversations, I highly recommend subscribing to The Inclusion Bites Podcast. It’s a treasure trove of insights for anyone committed to driving lasting change in their organisations. I look forward to continuing this vital discussion and invite you to join me on this journey towards a more inclusive and equitable world. Warm regards, Julie Kratz

Pain Points and Challenges

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Certainly! Let's highlight the specific pain points and challenges discussed during the episode "Allyship in Action" and create tailored content to address each issue. ### Pain Points and Challenges: 1. **Misunderstanding of DEI Concepts**: - **Content Focus**: Simplifying DEI Terminology - **Action Steps**: - Clarify the essential definitions of Diversity, Equity, and Inclusion. - Offer examples of practical DEI initiatives and their outcomes. - Introduce simpler terms like fairness and inclusion to make DEI less intimidating. 2. **Resistance from Shareholders towards DEI Hiring**: - **Content Focus**: Building the Business Case for DEI - **Action Steps**: - Present data on the positive business impacts of DEI initiatives. - Share success stories from companies like Warner and American Airlines. - Highlight long-term benefits over short-term resistance. 3. **Focus on Diversity versus Inclusion**: - **Content Focus**: Emphasising Inclusive Leadership and Cultures - **Action Steps**: - Conduct workshops and training on inclusive leadership. - Showcase best practices from companies excelling in creating inclusive cultures. - Provide tools and resources for leaders to foster inclusivity within teams. 4. **Equity Issues, such as Pay Equality**: - **Content Focus**: Systemic Changes for Pay Equity - **Action Steps**: - Educate on creating transparent pay structures. - Highlight companies making strides in achieving pay equity. - Discuss strategies for advocating for pay equity in your organisation. 5. **Complex and Intimidating DEI Language**: - **Content Focus**: Accessible Communication in DEI - **Action Steps**: - Develop guidelines for DEI communication that everyone can understand. - Share tips on reducing jargon and using relatable language. - Engage in community discussions to gather feedback on DEI terms. 6. **Allyship as Performative vs Active**: - **Content Focus**: Moving from Performative to Genuine Allyship - **Action Steps**: - Define and distinguish between performative and active allyship. - Share actionable steps to become a genuine ally in the workplace. - Provide case studies of effective allyship. ### Detailed Content Creation: ### Simplifying DEI Terminology **Title**: Demystifying DEI: Making Diversity, Equity, and Inclusion Understandable **Description**: Explore the fundamental definitions of DEI concepts. Highlight working examples and case studies where DEI effectively transformed workplace culture. Provide simplified terminologies such as fairness and inclusion to ease understanding. ### Building the Business Case for DEI **Title**: DEI and Business Success: The Unbreakable Link **Description**: Present compelling statistical data demonstrating the positive impacts of DEI on business outcomes. Share success stories from industry leaders like Warner and American Airlines. Discuss strategies to overcome shareholder resistance by focusing on the long-term gains of DEI. ### Emphasising Inclusive Leadership and Cultures **Title**: Leading Inclusively: Building Cultures of Belonging **Description**: Conduct engaging workshops on inclusive leadership practices. Highlight best practices from top companies known for their inclusive cultures. Provide a toolkit for leaders to foster a culture of inclusivity within their teams. ### Systemic Changes for Pay Equity **Title**: Achieving Pay Equity: Strategies for a Fairer Workplace **Description**: Educate on creating and implementing transparent pay structures ensuring equity. Highlight companies leading in achieving pay equity. Discuss actionable strategies for advocating for fair pay within your organisation. ### Accessible Communication in DEI **Title**: Speaking DEI: Communicating Diversity, Equity, and Inclusion Effectively **Description**: Develop and share guidelines for effective DEI communication. Offer tips on reducing jargon and using more relatable language. Engage the community to gather feedback and continuously improve DEI terminologies. ### Moving from Performative to Genuine Allyship **Title**: From Words to Actions: Becoming a Genuine Ally **Description**: Define and distinguish between performative and genuine allyship. Share actionable steps on how to be an effective ally in the workplace. Provide real-world case studies illustrating impactful allyship. --- ### Sample Social Media Post: **Twitter/Facebook/LinkedIn**: "💡 **From Performative to Genuine Allyship**: It’s time to turn words into action. Discover the steps to become a real ally in your workplace and create a culture of support and inclusion. Learn more on our latest episode of Inclusion Bites! #AllyshipInAction #InclusionBites #DEI" --- ### Engagement Tip: Encourage listeners to share their experiences and insights on implementing these strategies in their workplaces. Use these discussions as a basis for future episodes, creating a continuous feedback loop and fostering a community of practice. By addressing these pain points with targeted, actionable content, the Inclusion Bites Podcast can provide valuable insights and practical solutions to its audience, driving meaningful change in organisations and societies.

Questions Asked that were insightful

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Absolutely! During the interview with Julie Kratz on "Allyship in Action," several key questions elicited insightful and thought-provoking responses. These can indeed be turned into a series of FAQs for our audience. Here are a few examples: ### FAQs from "Allyship in Action" Episode **1. What does true allyship in the workplace look like?** **Julie Kratz's Insightful Response:** True allyship is about active engagement and support, not just performative actions. It requires a commitment to understanding the unique challenges faced by marginalised groups and taking concrete steps to address these issues. This includes advocating for inclusive policies, creating safe spaces for dialogue, and continuously educating oneself about DEI matters. **2. Why is focusing on inclusion and equity more impactful than focusing solely on diversity in DEI efforts?** **Julie Kratz's Insightful Response:** Diversity is often seen as a metric, a fact of existence that encompasses the various identities within an organisation. However, inclusion and equity are about actions and systems that ensure everyone feels valued and has equal access to opportunities. By cultivating inclusive leadership and equitable structures, we create environments where diverse talents can thrive, thus driving true organisational success. **3. How do companies like Warner and American Airlines stay committed to DEI despite opposition from some shareholders?** **Julie Kratz's Insightful Response:** These companies align their DEI efforts with their core values and long-term strategies. By prioritising a culture of inclusion over short-term opposition, they demonstrate that fostering an inclusive workforce is integral to their identity and mission. This not only enhances employee morale but also positions them as leaders in the evolving marketplace. **4. How can DEI language be simplified to reduce fear and misunderstanding?** **Joanne Lockwood's Insightful Response:** It's crucial to shift towards terms that are more universally understood and less intimidating, such as fairness and inclusion. Focusing on outcomes like respect, fairness, and trust helps to demystify DEI concepts and fosters a more inclusive and supportive work environment. This approach reduces resistance and encourages broader acceptance and engagement. **5. How can individuals navigate the challenge of understanding identities they don't share while still being supportive allies?** **Julie Kratz's Insightful Response:** Understanding every aspect of another person's identity is not necessary to be a good ally. What’s essential is awareness and empathy. Being open to learning and listening without the pressure of fully understanding can build a supportive environment. Emphasising educational conversations over confrontation (i.e., "calling in" rather than "calling out") fosters a more inclusive and constructive dialogue. **6. What role does vulnerability play in effective allyship and leadership?** **Joanne Lockwood's Insightful Response:** Embracing vulnerability allows leaders and allies to connect more deeply with others’ experiences. This openness can dismantle power imbalances and create a culture where people feel safe to express themselves and seek support. Recognising that asking for help is a sign of strength, not weakness, can transform workplace culture and enhance collaborative efforts. **7. Why is maintaining a long-term perspective crucial in DEI work?** **Julie Kratz's Insightful Response:** DEI efforts often face immediate resistance and may not show visible results quickly. However, adopting a long-term perspective ensures that the underlying changes towards inclusivity and equity are ingrained within the organisation. These efforts may take 10 to 20 years to manifest fully, but they lay the groundwork for lasting cultural and systemic transformation. These FAQs not only provide a snapshot of the engaging discussions from the episode but also serve as valuable touchpoints for listeners seeking to deepen their understanding of DEI and allyship.

Blog article based on the episode

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**Allyship in Action: Breaking Down DEI Barriers for a More Inclusive Future** **“How do we create a world where diversity, equity, and inclusion aren’t just buzzwords but the very essence of our workplaces and communities?”** This question is at the heart of our latest episode of "Inclusion Bites," titled "Allyship in Action," where host Joanne Lockwood engages in a poignant conversation with Julie Kratz, a renowned speaker on allyship and inclusion. Together, they delve into the evolving landscape of DEI (Diversity, Equity, and Inclusion), dissecting the buzzwords and focusing on actionable strategies that can drive meaningful progress. ### The Problem: Misunderstanding and Misutilisation of DEI The episode opens with a critical exploration of how DEI terminology is often misunderstood and misutilised. Julie Kratz points out that some shareholders oppose DEI hiring policies, though neither she nor Joanne can entirely fathom why. Despite the opposition, major companies such as Warner and American Airlines stand firm in their DEI commitments, aligning these principles with their core values. This segment underscores a pressing issue: the superficial implementation of DEI. Many organisations proudly advertise their focus on diversity without genuinely understanding or investing in equity and inclusion. This approach can perpetuate inequality rather than dismantle it. Julie emphasises the importance of shifting the focus from diversity, which is a factual and untrainable aspect, to inclusion, training, and creating nurturing cultures. ### Breaking Down DEI: Simplifying the Language A significant portion of the discussion is dedicated to revamping the language of DEI to foster understanding and reduce fear or resistance. Joanne Lockwood and Julie Kratz advocate for a shift towards terms like fairness and inclusion, which are more universally understood and less daunting. The ultimate aim is to simplify the language of DEI, making the concepts more accessible and less likely to cause misunderstandings. Julie Kratz echoes the thoughts of thought leader Lily Zhang, whose new book emphasises fairness, aligning it with the fundamental human desire for equity. By focusing on fairness, the discourse becomes less about tick-box exercises and more about genuine human interactions based on respect, trust, and mutual growth. ### Actionable Steps: Cultivating Inclusive Leadership One of the key takeaways from this episode is the actionable guidance on cultivating inclusive leadership. Julie Kratz stresses the importance of training leaders to foster an inclusive environment actively. Here are several actionable steps discussed: 1. **Leadership Training**: Implement comprehensive training programmes that focus on inclusive leadership strategies. Leaders should learn how to create environments where all employees feel valued and empowered. 2. **Focus on Outcomes**: Ensure that DEI initiatives are outcome-driven. Instead of merely touting diversity numbers, focus on how these efforts translate into tangible improvements in workplace culture, employee satisfaction, and business performance. 3. **Simplify DEI Initiatives**: Reframe your DEI policies in simpler terms. Use language like fairness and inclusion to make the objectives clearer and more approachable. 4. **Equity Over Equality**: Strive for fairness by providing equitable resources and opportunities. Understand that equity differs from equality and that it’s about giving everyone what they need to succeed. ### Tackling Systemic Issues A considerable portion of the episode is dedicated to systemic issues that hinder equity. Companies often face challenges like pay disparity and unequal access to opportunities despite structural improvements. Julie Kratz acknowledges that while systems have become more equitable in terms of access, there is still a long way to go. The conversation also touches on societal issues, including the slow pace of political and constitutional change in the US, the marginalisation of certain groups, and the fear-mongering against immigrants. An important point raised by Joanne is that altruism in DEI work calls for consideration of the needs of the many over the needs of the few. ### Normalising Support and Allyship A transformative aspect of the discussion is the need to normalise seeking help and offering support. In many cultures, asking for help is seen as a weakness—a sentiment Julie Kratz vehemently opposes. Instead, she highlights the evolutionary importance of collaboration and mutual support. Joanne Lockwood shares her journey through gender transition, transforming vulnerability into strength through collaboration and support. This personal narrative underlines the profound impact that inclusive practices and genuine allyship can have on individuals' lives. ### The Human Aspect: Stories of Positive Change Julie Kratz shares inspiring stories of individuals and organisations successfully implementing DEI practices. For example, Costco’s commitment to inclusion and diversity is highlighted as a model of how promoting talent from within and paying competitive wages can create a healthy and equitable workplace. Moreover, the episode reflects on societal changes spurred by events like George Floyd’s murder and the COVID-19 pandemic. These moments have catalysed deeper conversations on inclusion and wellbeing, underscoring the importance of maintaining a long-term perspective in DEI work. ### Call to Action: Join the Movement As the episode draws to a close, both Joanne and Julie emphasise the future of DEI work. With optimism for demographic shifts and younger generations entering the workforce, the potential for a more inclusive society seems more attainable than ever. So, what can you do? Here are some immediate actions you can take: 1. **Educate Yourself and Others**: Immerse yourself in DEI literature, like Lily Zhang’s book on fairness, and share these resources within your community. 2. **Engage in Constructive Dialogue**: Practice "calling in" rather than "calling out". Focus on educational and inclusive discussions to build empathy and understanding. 3. **Participate Actively**: Get involved in DEI initiatives at work or in your community. Champion fairness and inclusion in every interaction. 4. **Subscribe and Get Involved**: Subscribe to "Inclusion Bites" for more enlightening conversations on DEI. Share your thoughts and experiences by reaching out to Joanne at jo.lockwood@seechangehappen.co.uk. The journey towards a world where DEI principles are not just aspirational but operational requires collective effort. By focusing on fairness and inclusion, supporting vulnerable groups, initiating meaningful conversations, and constantly educating ourselves, we can drive the change we wish to see. Together, let's transform our workplaces and communities into spaces where everyone feels respected, valued, and included. Tune into "Inclusion Bites," and join Joanne Lockwood and Julie Kratz on this incredible journey of allyship in action. For more details, visit Joanne's podcast at [https://seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen). #JoinTheConversation #Inclusion #DEIWork #FairnessAndInclusion #InclusionBites #PositivePeopleExperiences

The standout line from this episode

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In this episode of "The Inclusion Bites Podcast," the standout line is: "Focusing on fairness and inclusion simplifies our DEI approach and bridges gaps, because if someone opposes fairness and inclusion, it's a lost cause."

❓ Questions

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1. How do you interpret the terms Diversity, Equity, and Inclusion (DEI), and do you feel they are sometimes misunderstood or misapplied in organisations? 2. What are the implications of some shareholders opposing DEI hiring practices, and how should companies navigate these challenges while staying true to their values? 3. Considering Warner and American Airlines' commitment to DEI despite opposing shareholder views, how can other companies balance shareholder interests with their DEI goals? 4. Julie Kratz suggests that the DEI terminology might change due to political and legal shifts but the essence of the work remains the same. How do you foresee the evolution of DEI terminology affecting its practice? 5. Julie Kratz emphasises focusing on inclusion, training, and creating inclusive leadership and cultures rather than solely on diversity. How effective do you think this approach is in promoting long-term organisational change? 6. Despite structural improvements in equity, companies still struggle with issues like pay equality. What are some practical steps organisations can take to address these ongoing equity issues? 7. Why do Joanne Lockwood and Julie Kratz believe simplifying DEI language to terms like fairness and inclusion can reduce fear and misunderstanding? Do you agree with this approach? 8. How does Julie Kratz's perspective on the social nature of humans and normalising help challenge cultural perceptions of asking for help as a weakness? Can this perspective be integrated into organisational culture? 9. In the discussion, they touch upon the US political climate, including the challenges of passing constitutional amendments and the influence of social movements. How do political and social dynamics impact DEI work within organisations? 10. Reflecting on Joanne Lockwood's point that focusing on outcomes like fairness, respect, and trust is more important than buzzwords or the illusion of meritocracy, how can companies practically implement this mindset into their DEI strategies?

FAQs from the Episode

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### FAQ: Allyship in Action – Episode Insights from The Inclusion Bites Podcast #### 1. What is the core focus of this episode? This episode mainly discusses Diversity, Equity, and Inclusion (DEI) concepts, specifically critiquing how these terms are utilised and understood in the workplace. The conversation explores actional allyship, the importance of inclusion over just diversity, and the evolution of language within the DEI discourse. #### 2. Why is there opposition to DEI hiring among some shareholders? Julie Kratz mentions that some shareholders oppose DEI hiring, possibly due to misconceptions about its implications and benefits. Despite this opposition, companies like Warner and American Airlines continue to champion DEI commitments, aligning them with their core values. #### 3. How important is focusing on inclusion in DEI work? Julie Kratz emphasises that while diversity is a fact, inclusion is actionable and trainable. She believes creating inclusive leadership and cultures is crucial to meaningful DEI efforts, as it ensures all employees feel valued and respected. #### 4. What does the episode suggest about the future of DEI terminology? The episode discusses the likelihood of DEI terminology evolving due to political and legal shifts. However, the fundamental essence of DEI work—promoting fairness and inclusion—will remain the same, irrespective of terminological changes. #### 5. What challenges do companies face regarding equity, particularly pay equality? Despite structural improvements in workplaces, equity issues such as pay equality persist. The episode highlights the need for more equitable systems that provide fair access to opportunities without conferring special rights. #### 6. How can simplifying DEI language help reduce resistance? By using more universally understood terms like fairness and inclusion, rather than complex DEI jargon, companies can minimise fear and misunderstandings, making it easier to gain broader acceptance and support. #### 7. What are some effective strategies for promoting DEI in workplaces? The episode highlights the importance of focusing on measurable outcomes like fairness, respect, and trust. It also suggests leveraging the curb cut effect, where measures benefiting marginalised groups ultimately improve conditions for everyone. #### 8. How does allyship benefit both the helper and the person being helped? Allyship and mentorship benefit both parties—providing the helper with a fulfilling experience while offering support and opportunities to the person being helped. The episode underscores that helping others is a fundamental element of human collaboration and evolution. #### 9. How does the episode address vulnerability and collaboration? Joanne Lockwood shares her transition journey as an example of embracing vulnerability, arguing that collaboration is essential for marginalised groups to build resilience and success. The speakers encourage normalising the act of asking for help. #### 10. Who is Lily Zhang, and what is her contribution to the DEI discourse? Lily Zhang is a thought leader whose recent book focuses on fairness, a theme considered crucial due to its alignment with the fundamental human desire for equity. Her work is aimed at simplifying DEI concepts and making them more universally relatable. #### 11. What is the significance of Loretta Ross's concept of "calling in"? "Calling in" is a strategy advocated by thought leader Loretta Ross, promoting educational and inclusive discussions over confrontational activism. The episode champions this approach for fostering more productive and respectful dialogues. #### 12. How do historical and socio-political contexts influence the discussion on DEI? The episode delves into the slow pace of political change, issues surrounding power holders, social resistance movements, and the impact of events like George Floyd's murder. These contexts provide insight into the challenges and motivations behind current DEI efforts. #### 13. What's the impact of media portrayal on DEI work? Julie Kratz discusses the negative bias in media that overshadows positive DEI efforts. The episode suggests promoting positive stories and standing firm in DEI values can be effective marketing strategies, despite potential backlash. #### 14. How do younger generations influence the future of DEI? Julie Kratz expresses optimism that younger generations, entering the workforce with diverse expectations, will drive a more inclusive society. Maintaining a long-term perspective is crucial, with current efforts potentially manifesting their impact in the decades to come. #### 15. What resources and further engagement opportunities are mentioned in the episode? Julie Kratz invites listeners to explore her website, nextpivotpoint.com, which offers free resources and her Forbes column where suggestions for interview ideas are welcome. Joanne Lockwood encourages listeners to subscribe to "Inclusion Bites," share their ideas, and reach out via email at jo.lockwood@seechangehappen.co.uk. For a detailed exploration of these topics, please listen to the full episode of The Inclusion Bites Podcast, available at [seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen).

Tell me more about the guest and their views

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Certainly! In this episode of "The Inclusion Bites Podcast," titled "Allyship in Action," Joanne Lockwood welcomes Julie Kratz as the guest. Julie Kratz is an accomplished allyship and inclusion speaker, consultant, and author. She has a background of 12 years in corporate America before founding her own business, "Next Pivot Point," which is dedicated to addressing challenges in workplace inclusion. ### Julie Kratz's Perspective and Expertise: #### On DEI (Diversity, Equity, and Inclusion): Julie Kratz expresses a nuanced view on DEI, recognising both its potential and its limitations. While some shareholders oppose DEI hiring initiatives, Julie and Joanne both acknowledge a lack of full understanding of these opposition points. Julie is critical of how DEI terminology can be misunderstood or miscommunicated. She suggests that the essence of the work—focusing on fairness and inclusion—is more important than the specific terms used, which might evolve due to political and legal influences. #### Inclusion and Training: One of Julie's key emphases is on the importance of inclusion and training, especially cultivating inclusive leadership and cultures. She asserts that while diversity is a factual, untrainable aspect, inclusion can be actively nurtured and developed within organisations. #### Equity: Julie acknowledges structural improvements in companies regarding equity but notes ongoing challenges, such as pay equality. She highlights the importance of creating equitable systems that provide fair access and opportunities rather than special rights. #### Simplifying Language: To mitigate fear and misunderstanding around DEI, Julie advocates for simplifying the language. She prefers terms like "fairness" and "inclusion," which are universally understood and less intimidating. ### Views on Current Societal and Political Climate: #### US Politics: Julie touches on the slim margin in the US House of Representatives and the complexity of achieving constitutional changes, using the unpassed Equal Rights Amendment as an example. This discussion extends to the pace of change in the US political system, referencing both upcoming midterms and the intentions of the founding fathers. #### Executive Orders and Immigration: Julie expresses concern for immigrants, especially those not fully legalised, and criticises the negative narrative against them despite labour shortages. She observes the detrimental impact of creating an 'other' in society. #### Social Movements and Resistance: Julie celebrates the US's history of social movements and underscores the importance of supporting resistance efforts, particularly those championing marginalised groups. #### Gun Ownership and Violence: Julie contrasts British and American views on gun ownership and criticises the political power of the NRA, which hinders legislative changes. This is similar to the resistance faced in climate change actions due to economic interests. ### Personal Insights and Reflections: #### Allyship and Mentorship: Julie underscores the mutual benefits of allyship, likening it to mentorship where the helper often gains as much as, if not more than, the person being helped. She emphasises the fulfilling nature of helping others and fostering a collaborative environment. #### Gender and Collaboration: Julie believes that women tend to be more collaborative than men, especially in DEI work. She attributes this to the historical necessity for marginalised groups to rely on collaboration for resilience and success. #### Vulnerability and Fear: Julie acknowledges how societal 'isms' like ageism and ableism relate to fear and vulnerability. She reflects on how these fears can be transformative when openly addressed and managed within inclusive spaces. ### Positive Future Outlook: #### Long-term Impact: Julie is optimistic about the future, driven by the diverse expectations of younger generations entering the workforce. She suggests that the work being done in DEI today will manifest its impacts in the long term, possibly over the next 10 to 20 years. #### Misconception of Zero-Sum Game: Julie challenges the perception that inclusivity and fairness must result in someone else's loss. By improving conditions for marginalised groups, everyone benefits—a concept she illustrates with the "curb cut effect." These insights from Julie Kratz highlight a comprehensive, thoughtful approach to creating inclusive and equitable environments, both in the workplace and broader society. Her reflections provide actionable strategies for listeners to engage in meaningful allyship and contribute to lasting societal change.

Ideas for Future Training and Workshops based on this Episode

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Absolutely! Here are some training and workshop ideas inspired by the episode "Allyship in Action" of the Inclusion Bites Podcast with Joanne Lockwood and Julie Kratz. 1. **From Buzzwords to Action: Simplifying DEI Language** - **Objective:** Help companies and individuals understand and implement DEI concepts beyond jargon, focusing on fairness, respect, and trust. - **Activities:** Interactive sessions breaking down DEI terms, role-playing scenarios, and group discussions on translating these concepts into everyday workplace actions. 2. **Creating Inclusive Leadership** - **Objective:** Equip leaders with the tools and mindset to foster inclusive cultures within their teams. - **Activities:** Leadership exercises, case studies of companies like Warner and American Airlines, and guest talks from successful inclusive leaders. 3. **Building Equitable Systems: From Pay Equality to Career Progression** - **Objective:** Address structural equity issues within organisations, focusing on pay equality and fair career progression. - **Activities:** Workshops on auditing and improving existing HR practices, creating equitable policies, and simulations of equitable promotion pathways. 4. **The Power of Allyship: Moving Beyond Performative Actions** - **Objective:** Foster genuine, active allyship within the workplace. - **Activities:** Training on recognising and addressing performative behaviours, shared experiences from marginalised communities, and creating allyship action plans. 5. **Addressing Vulnerability and Collaboration in the Workplace** - **Objective:** Normalise asking for help and collaborating across all levels of staff, particularly focusing on the challenges faced by ageing and disabled employees. - **Activities:** Empathy-building exercises, panel discussions on ageism and ableism, and collaborative team-building activities. 6. **Building Resilience: Understanding and Combating Backlash to DEI Efforts** - **Objective:** Prepare DEI initiatives for potential resistance and backlash. - **Activities:** Crisis management simulations, discussions on historical and contemporary resistance movements, and framing positive DEI narratives. 7. **Understanding Intersectionality and Inclusive Practices** - **Objective:** Delve into the nuances of intersectionality in the workplace. - **Activities:** Workshops on understanding multiple marginalised identities, case studies on intersectional inclusivity, and practical steps for creating intersectional policies. 8. **Fairness and Inclusion: Core Values of Modern Workplaces** - **Objective:** Reframe DEI efforts around universally understood values like fairness and inclusion. - **Activities:** Visioning exercises, fairness audits, and storytelling sessions focusing on building inclusive workplaces. 9. **Effective 'Calling In' Practices** - **Objective:** Train employees on the concept of "calling in" for a less confrontational approach to addressing misunderstandings and biases. - **Activities:** Role-playing exercises, problem-solving workshops, and discussions on Loretta Ross's strategies for inclusive activism. 10. **Transformative Conversations on Race and Privilege** - **Objective:** Catalyse deeper understanding and proactive efforts in addressing racial privilege and systemic issues within organisations. - **Activities:** Guided discussions, historical context sessions, and practical steps for addressing privilege in workplace policies and culture. These ideas offer a range of entry points for different levels of understanding and commitment to DEI, focusing on actionable insights and fostering a truly inclusive and equitable work environment.

🪡 Threads by Instagram

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1. Today on #InclusionBites, we explore allyship in action with Julie Kratz. Discover how shifting the focus from diversity to inclusion can create truly transformative cultures. Listen as we unpack what genuine leadership and inclusive practices can achieve. 2. DEI isn't just buzzwords – it's about real outcomes. On this episode, Joanne Lockwood and Julie Kratz delve into simplifying DEI language into fairness and inclusion. Transform fear and misunderstandings into respect and trust. Tune in for actionable insights. 3. Understanding isn’t essential to allyship. Jo Lockwood and Julie Kratz discuss how empathy and support can bridge gaps. Learn how to practice “calling in” for inclusive activism and nurture constructive conversations. Don’t miss this enlightening session on #InclusionBites. 4. DEI faces political and societal backlash, but progress doesn't halt. Julie Kratz shares how companies like Costco successfully navigate challenges, focusing on internal talent promotion and equitable pay. Join us as we champion resilient, committed DEI approaches. 5. Vulnerability isn't a weakness. On #InclusionBites, Joanne Lockwood’s own journey of gender transition exemplifies the power of collaboration and empathy in inclusion. Listen to how understanding and supporting diverse identities is the foundation of inclusive cultures.

Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address

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[Title Card: Leadership Insights Channel] Welcome to Leadership Insights! Today, we're diving into a pressing issue many leaders face: navigating the murky waters of Diversity, Equity, and Inclusion. A common problem for leaders is the misunderstanding and misappropriation of DEI concepts. Many shy away due to fear of saying the wrong thing or facing opposition from stakeholders. Let's break this down into clear actions and behaviours that will lead you to a positive outcome. 1. **Educate Yourself**: Before driving DEI initiatives, ensure you understand what Diversity, Equity, and Inclusion truly mean. It's not just about numbers but about meaningful integration of diverse perspectives and equitable treatment. 2. **Focus on Inclusion**: Instead of just ticking boxes for diversity, create an inclusive culture. This means training your team on inclusive leadership and fostering an environment where everyone feels they belong. 3. **Promote Fairness**: Simplify the DEI language. Use terms like fairness and respect, which are universally understood and appreciated. When everyone grasps the importance of fairness, it reduces fear and opposition. 4. **Equitable Systems**: Implement systems that are equitable. This is about providing fair access to resources and opportunities, not special treatment. Ensure pay equality and transparent career progression paths. 5. **Lead by Example**: Demonstrate the behaviour you want to see. Show respect, inclusivity, and fairness in your daily interactions. Your team will mirror your actions, fostering a positive culture. 6. **Encourage Open Conversations**: Create safe spaces for dialogue. Encourage your team to share their thoughts and experiences without fear of judgement or retribution. This builds trust and respect. 7. **Address Misunderstandings**: Use the “calling in” strategy for educating rather than shaming. This makes feedback more constructive and less confrontational, leading to productive outcomes. 8. **Align with Company Values**: As examples, companies like Warner and American Airlines have shown success by committing to DEI despite opposition. Align your DEI efforts with your core values for a cohesive approach. 9. **Support from the Top**: Ensure that leadership is fully onboard. DEI initiatives are most successful when supported from the top down. Make it clear that diversity and inclusion are strategic priorities. In summary, by educating yourself, focusing on inclusion, promoting fairness, implementing equitable systems, and leading by example, you can foster a genuinely inclusive workplace. Thank you for joining us today on Leadership Insights. Stay tuned for more actionable tips on becoming an effective leader. [End Card: Subscribe for More Leadership Insights]

SEO Optimised Titles

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1. 5 Strategies to Transform DEI: Insights from Warner and American Airlines | Julie @ Next Pivot Point 2. Unlocking Fairness and Inclusion: Julie Kratz Discusses the Future of DEI | Julie @ Next Pivot Point 3. Inclusive Leadership and Cultures: Essential DEI Training Techniques | Julie @ Next Pivot Point

Email Newsletter about this Podcast Episode

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Subject: 🎧 Dive into Allyship in Action! | Inclusion Bites Podcast Hey Inclusion Bites Fam, We’re back with another insightful episode of *Inclusion Bites*—and trust us, you won’t want to miss this one. Join our host, the brilliant Joanne Lockwood, as she chats with the fabulous Julie Kratz about putting allyship into action. ### 5 Key Takeaways from this Episode: 1. **Understanding DEI**: Julie and Joanne dive deep into DEI, critiquing its usage and widespread misunderstandings. They break down why it's more than just a corporate buzzword. 2. **Focus on Inclusion**: Julie emphasises that while diversity is a fact, inclusion is actionable and trainable. Learn how to embed inclusive practices into your workplace culture. 3. **Simplifying Language**: Discover why simplifying DEI language to terms like 'fairness' and 'inclusion' can reduce fear and misunderstanding. 4. **Equity Challenges**: Even with structural improvements, companies still wrestle with equity issues like pay equality. Uncover practical advice on making systems more equitable. 5. **Resilience through Vulnerability**: Joanne shares her personal journey of transition, highlighting how embracing vulnerability fosters resilience and collaboration. ### Unique Fact Shared: Did you know that focusing on fairness taps into a fundamental human desire for equity? Julie references the thought leader Lily Zhang, who argues this in her latest book. Fairness is universally resonant and less intimidating—let’s normalise it in our inclusion conversations. ### Call to Action: Engage with this episode that promises to shed light on actionable allyship. Head over to [Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen) to listen now. Feeling inspired? Subscribe, share your ideas, and reach out to Joanne at jo.lockwood@seechangehappen.co.uk. Let's create a more inclusive world together! ### Strong Finish: Listeners, your continued support and engagement keep *Inclusion Bites* going strong. Let's keep the conversation vibrant, challenging norms, and driving change. Tune in for more inspiring content, and remember: fostering inclusivity starts with each one of us. Catch you in the next episode! Warm regards, The *Inclusion Bites* Team P.S. Keep an eye out for Julie’s Forbes column and visit her website, [Next Pivot Point](http://nextpivotpoint.com), for free resources and more DEI goodness! 🌟

Potted Summary

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**Intro** In this episode of The Inclusion Bites Podcast, Joanne Lockwood and Julie Kratz delve into allyship within the realm of Diversity, Equity, and Inclusion (DEI). They critique current terminologies, discuss equity's ongoing struggles, and advocate for a focus on fairness and inclusion. They also explore how societal changes and leadership strategies can foster genuine, inclusive cultures. **In this conversation we discuss** 👉 DEI Terminology 👉 Equity Challenges 👉 Inclusive Leadership **Here are a few of our favourite quotable moments** 1. "Focusing on inclusion, training, and creating inclusive leadership cultures is more impactful than just chasing diversity statistics." 2. "If someone is opposed to fairness and inclusion, it's a lost cause—let’s simplify the language to reduce fear." 3. "Understanding isn’t necessary to show support; awareness, empathy, and action are key." **Summary** Join Joanne Lockwood and Julie Kratz as they unravel the complexities of allyship in DEI. Discover how a shift towards fairness and inclusion can drive palpable change. This episode is a must-listen for anyone passionate about creating inclusive, equitable workplaces. Listen now at https://seechangehappen.co.uk/inclusion-bites-listen.

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### LinkedIn Poll Summary and Framing In our latest episode of The Inclusion Bites Podcast, "Allyship in Action," Joanne Lockwood and Julie Kratz explore diverse topics around Diversity, Equity, and Inclusion (DEI). They touch on everything from the simplification of DEI language to emphasising fairness and inclusion, to the critical role of inclusive leadership. As we delve deeper into creating more inclusive workplaces, we would love your insights. ### Poll Question What aspect of DEI should companies focus on most? 🤔 1. Inclusion Training 🌈 2. Pay Equality 💷 3. Fair Leadership 🏆 4. Support Systems 🛠️ ### Context and Closing Your votes will help shed light on the community’s perspective on prioritising aspects of DEI initiatives. Are inclusive training programmes the key to sustainable change, or does the priority lie in tackling pay inequality? Maybe it's fostering fair and consistent leadership, or even developing robust support systems. Have your say and contribute to this vital discussion! Why does this matter to you? #InclusionBites #PositivePeopleExperiences #DEI #Allyship ### URL Vote and listen here: [Podcast Link](https://seechangehappen.co.uk/inclusion-bites-listen)

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🌟 Just finished listening to the latest episode of "Inclusion Bites" with Joanne Lockwood and Julie Kratz titled "Allyship in Action". This conversation was a powerful reminder of why DEI (Diversity, Equity, and Inclusion) is critical to our industry and profession. Here are my key takeaways: - 🔍 Simplifying DEI language to terms like fairness and inclusion makes these concepts more approachable and universally understood. - 📚 Focusing on inclusion, inclusive leadership, and equity can truly transform workplace cultures. - 🚪 The commitment of companies like Warner and American Airlines to DEI, despite opposing shareholder views, reinforces the strategic alignment with organisational values. - 📈 Young generations entering the workforce with diverse expectations are driving us towards a more inclusive future. - 🤝 Engaging in active and genuine allyship rather than performative actions is essential for meaningful progress. In the complex landscape of today’s workplace, this episode highlights the need for clear, actionable DEI strategies that foster trust, respect, and fairness. 🌈 Don't miss out—let’s continue the conversation on how we can drive positive change and make our workplaces more inclusive for all. 💬 #InclusionBites #AllyshipInAction #DEI #WorkplaceInclusion #HR #LeadWithFairness #PositiveChange

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### Key Insights for Senior Leaders, HR, and EDI Professionals from "Allyship in Action" on The Inclusion Bites Podcast **🎧 Episode Overview:** Joanne Lockwood interviews Julie Kratz on *The Inclusion Bites Podcast*, exploring the intricacies of DEI (Diversity, Equity, and Inclusion) initiatives and their real-world implications. Their dialogue critically examines the usage of DEI terminology, while presenting actionable strategies to foster truly inclusive workplace environments. **Key Takeaways:** **1. Prioritising Inclusion Over Diversity:** Julie Kratz argues that focusing on inclusion and creating inclusive leadership and cultures is paramount since diversity itself is factual and untrainable. *This challenges the traditional DEI emphasis just on 'checking the boxes' for diversity quotas.* **2. Simplifying DEI Language:** Both speakers advocate for reducing fear and misunderstanding by simplifying DEI language. Transitioning terms to ‘fairness’ and ‘inclusion’ can resonate universally and dismantle barriers. **3. Equity Over Special Rights:** They discuss the shift towards equity in workplace practices, pointing out that equity ensures fair access to opportunities rather than granting special rights, addressing structural inequalities like pay disparity. **4. Altruism and Collaboration:** The episode highlights the altruistic aspect of DEI, stressing the importance of considering everyone’s needs. Joanne Lockwood shares personal insights on societal infrastructure benefitting her as she ages, underscoring that improved conditions for marginalised groups benefit society collectively. **5. Positive Narratives in DEI Work:** Julie Kratz advocates for a shift towards positive storytelling in DEI efforts, enhancing people's understanding and acceptance through the power of positive media narratives. **Aha Moments:** **🔍 Simplifying DEI Terminology:** The idea of depersonalising DEI language into more universally understood concepts like 'fairness' can be revolutionary in reducing resistance and promoting wider acceptance in workplace cultures. **🔍 The Curb Cut Effect:** Highlighting that improving accessibility for marginalised groups benefits everyone can be a game-changer. The analogy of curb cuts being advantageous for all, not just those with disabilities, can help EDI professionals frame equity discussions in a universally beneficial light. **🔍 Allyship as Mutual Benefit:** Understanding that allyship benefits both the helper and the recipient can reshape how DEI training and mentorship programs are structured, fostering a more collaborative work environment. **🔍 Vulnerability and Human Nature:** Normalising the need for help and support, and shifting the cultural perception of asking for help as a weakness to a strength, can contribute to a more inclusive and empathetic workplace. **Actionable Steps:** 1. **Reframe DEI Language:** Transition your DEI vocabulary towards terms like 'fairness' and 'inclusion' to reduce barriers and foster a more inclusive environment. 2. **Focus on Outcomes:** Prioritise outcomes such as respect, trust, and fairness over traditional metrics of diversity. This can drive genuine cultural change. 3. **Champion Altruism:** Embed the principle of altruism in your DEI strategy by ensuring that policies and practices benefit the broader group, not just specific individuals. 4. **Promote Positive Narratives:** Encourage media and internal communication strategies that highlight success stories in DEI, shifting the focus from negative biases to positive outcomes. 5. **Support Collaborative Leadership:** Foster a culture of collaboration and mutual support, normalising the value of asking for and offering help. **Social Media Hashtags:** #InclusionBites #AllyshipInAction #FairnessInWork #CollaborativeCultures #PositiveDEI By leveraging these insights and actionable steps, Senior Leaders, HR, and EDI professionals can drive meaningful change within their organisations, ensuring DEI efforts are both impactful and enduring.

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### Social Media Post Title Breaking Down Allyship: Why Fairness and Inclusion Matter #DEI #InclusionRevolution #FairnessFirst #InclusiveLeadership #TogetherWeThrive ### Text on Screen Titles with Emojis 1. 🌍 Understanding DEI in Today's World 2. 💡 Simplifying DEI Language 3. ⚖️ Focusing on Fairness and Inclusion 4. 👥 Human Connection and Vulnerability 5. 💬 Constructive Conversations Over Confrontation 6. 🎙️ Key Takeaways on Inclusive Leadership ### Script [Text on screen: 🌍 Understanding DEI in Today's World] Hey everyone! Are you curious about diversity, equity, and inclusion but find yourself scratching your head over what these terms really mean? Let's break it down! [Text on screen: 💡 Simplifying DEI Language] First off, let's simplify things. Instead of getting tangled up in buzzwords, focus on fairness and inclusion. These are universally understood and less intimidating terms. [Text on screen: ⚖️ Focusing on Fairness and Inclusion] It's essential to shift our mindset towards creating inclusive environments and equitable systems. Remember, diversity is a fact, but inclusion and equity are practices we must actively work on. [Text on screen: 👥 Human Connection and Vulnerability] Let's normalise asking for help. We are social beings, and there’s strength in vulnerability. Collaboration is key to thriving as a community. [Text on screen: 💬 Constructive Conversations Over Confrontation] Instead of ‘calling out’ problematic behaviours, try ‘calling in’. It’s about fostering educational and inclusive discussions rather than shaming others. [Text on screen: 🎙️ Key Takeaways on Inclusive Leadership] Key takeaway? Fairness, respect, and trust are outcomes we should aim for. An inclusive leadership approach not only benefits marginalised groups but uplifts everyone. Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨

Glossary of Terms and Phrases

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Certainly! Here are some of the less frequently used concepts and their implied definitions as presented in the episode "Allyship in Action" of The Inclusion Bites Podcast: 1. **DEI (Diversity, Equity, and Inclusion)** - **Implied Definition:** Refers to initiatives and practices aimed at creating diverse workplaces where all individuals have equitable opportunities to thrive, and where everyone feels included and valued. 2. **Shareholder Opposition to DEI** - **Implied Definition:** Some shareholders may oppose DEI initiatives, likely due to perceived financial costs or ideological disagreements, despite the strategic alignment of DEI with company values. 3. **Inclusive Leadership** - **Implied Definition:** Leadership that actively seeks to involve diverse perspectives, ensuring that all team members feel respected, valued, and motivated to contribute their best work. 4. **Equity Issues** - **Implied Definition:** Challenges within companies related to fair treatment, opportunities, and pay, especially across different demographic groups. 5. **Meritocracy Illusions** - **Implied Definition:** The mistaken belief that success is solely based on merit, ignoring systemic disadvantages and inequalities that affect different groups. 6. **Curb Cut Effect** - **Implied Definition:** The phenomenon where changes designed to assist a vulnerable group (like curb cuts for wheelchair users) create benefits that extend to everyone (e.g., prams, trolleys). 7. **'Calling In' Strategy** - **Implied Definition:** An approach to address misunderstandings or hurtful behaviours through educational, supportive, and inclusive dialogue, rather than through shaming or confrontation. 8. **Fairness** - **Implied Definition:** A DEI principle focused on ensuring that all individuals are treated with justice and impartiality, making it more universally understandable and less intimidating. 9. **Social Systems** - **Implied Definition:** Structured frameworks within society that provide essential services and support, such as healthcare, education, and social security, which benefit the community at large. 10. **Zero-Sum Game** - **Implied Definition:** The belief that in capitalism, any gain by one group results in a loss by another, which is challenged by the idea that improving conditions for marginalised groups benefits everyone. 11. **Performative Allyship** - **Implied Definition:** Superficial or symbolic efforts of support towards marginalized groups meant to publicly show solidarity without meaningful action or commitment. 12. **Desensitisation to Violence** - **Implied Definition:** The phenomenon where frequent exposure to violence, especially in media, reduces emotional responsiveness and generates apathy towards such events. These concepts are crucial in the discussion of allyship and DEI efforts, providing a deeper understanding of the complexities involved in creating inclusive and fair workplaces and societies.

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**Focus Keyword:** Allyship in Action --- **Title:** Allyship in Action | #InclusionBitesPodcast --- **Tags:** Inclusion, Diversity, Equity, Allyship, Joanne Lockwood, Julie Kratz, Positive People Experiences, Culture Change, DEI Strategies, Workplace Inclusion, Inclusive Leadership, Fairness, Trust, Warner, American Airlines, Constitutional Change, Executive Orders, Social Movements, Gun Violence, Climate Change, Gender Equality, Loretta Ross, Empathy, Collaboration, Emotional Intelligence --- **Killer Quote:** "By focusing on fairness and inclusion, we can cut through the confusion and genuinely advance DEI work." - Julie Kratz --- **Hashtags:** #InclusionBitesPodcast, #PositivePeopleExperiences, #CultureChange, #Allyship, #Diversity, #Equity, #Inclusion, #DEI, #JoanneLockwood, #JulieKratz, #WorkplaceInclusion, #Fairness, #InclusiveLeadership, #Trust, #Equality, #Collaboration, #Empathy, #SocialMovements, #ChangeAgents, #TransformativeConversations --- **Why Listen** Welcome to another compelling episode of the Inclusion Bites Podcast, where we deep dive into "Allyship in Action." I'm Joanne Lockwood, your host from SEE Change Happen, and join me as I engage with Julie Kratz. In this episode, we tackle the intricate and critical topic of allyship in the context of Diversity, Equity, and Inclusion (DEI). Together, we challenge some prevailing misconceptions and explore what true allyship looks like within organisations today. Today's conversation pivots around the evolving terminology of DEI and its impact on workplace culture. Julie and I critique how terms like diversity and equity are often misunderstood, leading to resistance from some quarters. Julie mentions shareholders who oppose DEI hiring but are unaware of the holistic benefits such initiatives bring. We spotlight Warner and American Airlines, showcasing their commitment to DEI despite opposition, underlining their strategic alignment with company values. Julie argues for a shift in focus towards inclusion, training, and the cultivation of inclusive leadership and cultures. She believes diversity is a static fact, not something you can train for, whereas inclusion and equity are dynamic processes that require continuous effort and education. It’s here we introduce the essence of Positive People Experiences. By concentrating on fairness, respect, and trust, companies can create environments that nurture employee satisfaction and enhance overall productivity. A relevant point is the discussion about equity. Despite structural improvements, many companies still grapple with pay equality and equitable access to opportunities. Julie asserts—a shift towards simplified DEI language can mitigate fear and misconceptions. Terms like 'fairness' and 'inclusion' naturally resonate more with people and are less intimidating. This change not only makes DEI work more accessible but also foregrounds the outcomes that matter most: fairness and inclusion. Regarding external influences, the episode dissects the fluidity of DEI terminology due to political and legal shifts. Despite these potential changes, Julie and I agree that the core essence of DEI work remains unchanged. Thought leader Lily Zhang’s new book about fairness aligns with our discussion, reinforcing the notion that everyone inherently desires equity, simplifying the DEI discourse to resonate broadly. Julie offers a fascinating reflection on the societal impacts of major events like George Floyd's murder and the COVID-19 pandemic. These incidents have accelerated conversations around inclusion and wellbeing, compelling more individuals and organisations to embrace DEI initiatives consciously. Furthermore, Julie provides a critical perspective on the sociopolitical landscape, mentioning the slim margin in the US House of Representatives and the challenge inherit in instituting constitutional changes, such as the stalled Equal Rights Amendment for women. She also touches on executive orders and immigration issues, stressing the detrimental impact fear-mongering can have on the immigrant community. We delve into social resistance movements, celebrating their historical significance and anticipating their future roles in challenging the status quo. From MeToo to Black Lives Matter, these movements highlight the necessity of collective action to dismantle entrenched inequities. Our conversation transitions into creating Positive People Experiences as a byproduct of inclusive cultures. Julie and I discuss that successful DEI strategies inherently weave fairness into company practices, benefiting everyone, not just historically marginalised groups. The example of Costco illustrates this point vividly. By promoting talent from within and ensuring competitive wages, they exemplify the advantages of comprehensive DEI commitment. In essence, this episode of the Inclusion Bites Podcast is a clarion call for action, rooted in empathy and collaboration, advocating for culture change through inclusive practices. --- **Closing Summary and Call to Action** In this sequence-rich episode, our discussion leads to several actionable insights, beneficial for individuals and organisations striving for impactful DEI initiatives: 1. **Clarify DEI Language**: Simplify terms to minimize fear and misunderstandings. Use universally comprehensible language such as ‘fairness’ and ‘inclusion.’ 2. **Focus on Inclusion**: Prioritise training and cultivating inclusive leadership over merely increasing diversity statistics. 3. **Equity Over Equality**: Ensure structural fairness and equal access to opportunities within the workplace, moving beyond symbolic gestures toward tangible outcomes. 4. **Strategic Commitment**: Follow the lead of firms like Warner and American Airlines, which align DEI initiatives with their core values, despite resistance. 5. **Holistic Improvements**: Broaden the DEI focus by considering the whole workforce’s needs, essential for creating Positive People Experiences. 6. **Address Pay Inequality**: Elevate towards pay equity by developing transparent and fair compensation structures. 7. **Power of Narrative**: Encourage positive, constructive dialogues around DEI work and its benefits, enhancing organisational culture and community welfare. 8. **Allyship**: Foster genuine allyship with actionable support and empathy. Avoid performative activism; instead, engage in long-term, meaningful allyship. 9. **Sustain Long-Term Vision**: Consider the long-term impacts of DEI efforts, understanding that substantial cultural shifts may take years to materialise. 10. **Learn from Exemplars**: Implement best practices demonstrated by successful companies like Costco to create thriving and inclusive environments. By summing up these insights, it becomes apparent how crucial it is to take a strategic and empathetic approach to DEI work. This episode of the Inclusion Bites Podcast advocates for practical steps to become effective allies and foster a culture change within our workplaces and communities. --- **Outro** Thank you for tuning into this episode of the Inclusion Bites Podcast. If you found our discussion on "Allyship in Action" enlightening, please hit the like button, subscribe to our channel, and share this episode with your network. For more information on cultivating inclusive cultures and Positive People Experiences, visit SEE Change Happen at [https://seechangehappen.co.uk](https://seechangehappen.co.uk). Additionally, explore more episodes of the Inclusion Bites Podcast at [https://seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen). Stay curious, stay kind, and stay inclusive - Joanne Lockwood

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### Root Cause Analysis of Topics from "Allyship in Action" #### Key Problem 1: Misunderstanding and Resistance to DEI Initiatives ##### Why? 1. **Why is there a misunderstanding and resistance to DEI initiatives?** - Some shareholders and individuals lack a clear understanding of what DEI entails and its benefits. 2. **Why do they lack a clear understanding?** - DEI terminology is often complex, jargon-heavy, and politically charged. 3. **Why is the terminology complex and politically charged?** - The language and concepts of DEI have evolved rapidly to address nuanced social issues, but haven't been effectively communicated to all stakeholders. 4. **Why hasn't it been effectively communicated?** - Education and training on DEI aren't standardized or universally accessible. 5. **Why aren't education and training on DEI standardized?** - There lacks a central authoritative framework or cohesive initiative endorsed by all sectors to guide DEI implementation and education. ##### Root Cause Summary: The root cause of misunderstanding and resistance to DEI initiatives is the lack of clear, accessible, and standardised education and communication about DEI concepts and their practical benefits. ##### Potential Solutions: 1. **Simplify Language**: Develop and promote the use of straightforward and universally understood terms like fairness and inclusion. 2. **Standardised Training**: Advocate for the introduction of standardised DEI training programs across industries. 3. **Authoritative Framework**: Establish or support a central authoritative body to create and endorse DEI educational frameworks. 4. **Public Awareness Campaigns**: Launch public campaigns to educate and inform about the benefits of DEI in a simplified manner. #### Key Problem 2: Persistent Equity Issues Despite Structural Changes ##### Why? 1. **Why do companies still struggle with equity issues like pay equality?** - Structural changes are often not fully implemented or enforced at all levels. 2. **Why aren’t these changes fully implemented or enforced?** - There is a lack of accountability and monitoring mechanisms in place. 3. **Why is there a lack of accountability and monitoring mechanisms?** - Companies may not prioritise or allocate sufficient resources to continuous DEI audits and compliance checks. 4. **Why don’t companies prioritise these resources?** - Short-term profit motives often overshadow the long-term benefits of equity-focused practices. 5. **Why are short-term profit motives prioritised?** - Shareholder pressure and traditional business models emphasise immediate financial performance over sustainable and inclusive growth. ##### Root Cause Summary: The root cause of persistent equity issues, like pay equality, is the lack of robust accountability and monitoring mechanisms, which stems from prioritising short-term profits over long-term inclusive practices. ##### Potential Solutions: 1. **Strengthen Accountability**: Implement regular DEI audits and compliance checks. 2. **Resource Allocation**: Ensure dedicated resources and teams are focussed on equity issues. 3. **Shift Business Models**: Promote sustainable business models that integrate DEI goals with long-term financial performance. 4. **Stakeholder Education**: Educate shareholders on the long-term financial and cultural benefits of strong equity practices. #### Key Problem 3: Fear and Stigma Surrounding Asking for Help ##### Why? 1. **Why is there fear and stigma surrounding asking for help?** - Cultural norms equate asking for help with weakness and reliance. 2. **Why are these cultural norms prevalent?** - Societal values historically prize individualism and self-reliance. 3. **Why do societal values prize individualism and self-reliance?** - Historical narratives and success stories often portray 'self-made' individuals without showing the network of support they had. 4. **Why are these narratives one-sided?** - Media and traditional education systems rarely highlight collaborative success stories. 5. **Why doesn’t the media or education system highlight these stories?** - Sensational and individualist stories tend to capture more attention and are perceived as more compelling for audiences. ##### Root Cause Summary: The root cause of fear and stigma surrounding asking for help is the cultural valorisation of individualism and self-reliance, perpetuated by media and educational narratives. ##### Potential Solutions: 1. **Promote Collaborative Stories**: Media and education systems should be encouraged to share more collaborative success narratives. 2. **Cultural Shift Campaigns**: Initiate cultural campaigns to normalise and celebrate asking for help and offering support. 3. **Leadership Examples**: Leaders and influencers should publicly share their own experiences of seeking help to destigmatise the act. 4. **Educational Reforms**: Incorporate collaborative success stories into educational curricula at all levels. By undertaking comprehensive measures across these key areas, we can address the underlying causes of resistance to DEI initiatives, persistent equity issues, and the fear of seeking help, moving towards a more inclusive and supportive society.

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| Slide Type | Content | |-----------------------|-------------------------------------------------------------------------------------------------| | Opening Slide | **Top 5 Best Practices for Effective DEI Strategy** These best practices will help HR, DEI, TA, and OD senior leaders to foster inclusion, create equitable workplaces, and address the evolving challenges in diversity and equity efforts.| | Content Slide 1 | **Focus on Inclusion Over Diversity** Inclusion is trainable and cultivates positive work cultures. Prioritise inclusive leadership and training programmes that enhance emotional intelligence and teamwork. Diversity is a fact, but inclusion is an act. | | Content Slide 2 | **Simplify DEI Language** Use terms like 'fairness' and 'respect' to make DEI initiatives less intimidating. Plain language fosters better understanding and reduces resistance. Aim to build trust and respect rather than leaning on complex jargon. | | Content Slide 3 | **Equity Over Equality** Develop systems that ensure equitable access rather than special rights. Address pay disparities and structural biases to create a fairer workplace where everyone’s needs are met without special privileges. | | Content Slide 4 | **Active Allyship** Allyship requires ongoing action and commitment. Encourage leaders and employees to stand up against injustices, support marginalised groups, and foster a culture of proactive engagement and empathy. | | Content Slide 5 | **Collaborative and Inclusive Cultures** Emphasise collaboration and support within your organisation. Create environments where asking for help is normalised and valued. Marginalised groups thrive in collaborative settings, and diversity brings resilience and innovation. | | Closing Call to Action| **Empower Your Organisation with Inclusion** Contact Joanne Lockwood at SEE Change Happen to learn more about fostering inclusive cultures. Visit us at [https://seechangehappen.co.uk](https://seechangehappen.co.uk) to access tools and resources. Let's drive change together! |

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**Slide 1: Provoking Question (Engaging Visual Background)** --- **Text:** 🌟 Have you ever wondered whether your company’s DEI efforts are meaningful or just a marketing gimmick? 🌟 --- **Slide 2: Impactful Statistic or Quote** --- **Text:** "Some shareholders are still opposing DEI hiring practices. Yet, companies like Warner and American Airlines stand firm in their commitment to true inclusion." - Julie Kratz **Visual:** Use an image showing diverse individuals working together. --- **Slide 3: Important Insight** --- **Text:** 🔍 **Insight:** DEI isn't just about diversity; it's about creating cultures of **fairness, respect, and trust**. Simplified language reduces fear and misunderstanding, making inclusion accessible to all. **Visual:** A simple infographic highlighting "Fairness," "Respect," and "Trust." --- **Slide 4: Thought-Provoking Discussion Point** --- **Text:** Did you know that despite structural improvements, many companies still struggle with equity issues like pay equality? Yet, fairness and inclusion can break barriers and drive true change. **Visual:** A balance scale symbolising equity with diverse workers on either side. --- **Slide 5: Call to Action** --- **Text:** 🎧 **Ready to dive deeper?** Listen to the latest episode of the Inclusion Bites Podcast where Joanne Lockwood chats with Julie Kratz about "***Allyship in Action***". Tune in for transformative insights and actionable takeaways. Click the link in our bio! 🚀 **Visual:** Podcast cover art and platform icons (Spotify, Apple Podcasts, etc.). --- **Additional Text for Post Caption:** Join Joanne Lockwood and Julie Kratz as they unravel the complexities of DEI, share compelling stories, and offer practical strategies for cultivating inclusive cultures. 🌟 #InclusionBites #Fairness #Inclusion #DEI #AllyshipInAction Listen now 🎧: [Podcast URL]

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**Allyship in Action: A Conversation on DEI** In my latest conversation with Julie Kratz, I had the pleasure of diving into the intricate layers of Diversity, Equity, and Inclusion (DEI) alongside the crux of allyship. Julie, a renowned allyship and inclusion speaker, brought her insights and experiences to the forefront, illuminating the pressing issues and future directions for creating inclusive cultures in the workplace. Throughout our dialogue, several key themes emerged, each shedding light on different facets of our collective journey towards a more inclusive society. ### Rethinking DEI: Beyond the Buzzwords One area Julie and I explored was the critique of how DEI terms are utilised and perceived. Often, DEI becomes merely a series of buzzwords rather than a genuine mission within organisations. Julie suggests focusing on inclusion and training rather than just diversity, which she argues is a factual state rather than a skill to be taught. This shift is crucial for addressing deeper systemic issues. How do we make inclusion and equity more than just a tick-box exercise? This question lingered as Julie and I pondered the motivations behind organisational commitments to DEI. ### Equity: A Move Toward Fairness Equity in the workplace remains a challenging terrain. Despite progress, Julie highlighted persistent problems like pay inequality. An intriguing revelation was how systems are becoming more equitable, aiming to provide fair access rather than special rights. We discussed the notion of fairness as a way to simplify DEI language—making it more accessible and less intimidating. Can focusing on terms like fairness and respect help us break down barriers of misunderstanding? Julie believes that this linguistic pivot can help companies stay true to DEI’s core objective: ensuring fair treatment for all. ### The Power of Inclusive Cultures Julie’s approach to inclusion emphasises leadership and organisational culture. We delved into strategies for cultivating an environment where everyone feels respected and trusted. By shifting away from the illusion of meritocracy and towards tangible outcomes of fairness and respect, Julie illustrated how powerful inclusive cultures can be. Could simplifying our approach to DEI be the key to sustainable progress? Through inclusive leadership, she argues, we can foster workplaces that are genuinely welcoming and supportive. ### Societal Resistance and Social Movements Our conversation naturally transitioned to societal resistance and the power of social movements. The slow pace of political change, the challenges of amending the constitution, and the impact of social movements like Black Lives Matter were hot topics. Julie appreciated the US's history of resistance and social activism, noting how these efforts continue to shape our collective consciousness. What can we learn from these movements, and how can we support ongoing efforts against marginalisation? Julie’s reflections reaffirmed the importance of continued resistance and the role of allies in these movements. ### Gun Ownership and Desensitisation A particularly heavy subject was the desensitisation to violence, especially regarding gun ownership in the US. This is where Julie and I discussed contrasting perspectives, notably the zero-sum view prevalent among some American groups. Julie pointed out the ingrained political power of the NRA and the challenge this poses to changing gun laws, likening it to resistance against actions on climate change. How does the negativity bias in media impact DEI efforts? Julie advocates for highlighting positive stories and successes in DEI work to counteract the prevailing negativity. ### Human Nature and the Need for Help Julie eloquently touched upon the social nature of humans and the importance of normalising help and support. We discussed how cultural perceptions often paint asking for help as a weakness, yet historically, survival and success hinged on collaboration. Could normalising vulnerability and assistance be integral to advancing inclusivity? I shared my own experiences of gender transition, emphasising how collaboration and community support are pillars for success, particularly for marginalised groups. Our dialogue was not just another conversation on DEI; it was a call to action, an invitation to reframe our approach and commit to genuine change. Julie’s optimism about future demographic shifts presents a hopeful lens through which to view our shared efforts. Together, we concluded that genuine allyship and inclusion are not just ideals but actionable strategies that can redefine our workplaces and society. If you’ve enjoyed this deep dive into inclusion and allyship, don’t miss future conversations that continue to push the boundaries of understanding and action. For more insights and resources, head over to my website and be sure to subscribe for more thought-provoking discussions. Remember, fostering an inclusive community starts with each of us—let’s lead the charge together.

TikTok Summary

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🎙️ Ever wondered how true allyship can transform workplaces and communities? Join Joanne Lockwood and Julie Kratz on the latest episode of *Inclusion Bites*! 🌟 Dive into real talk about Diversity, Equity, and Inclusion, and discover how focusing on fairness and inclusion can make a lasting impact. Curious? 🌍✨ Don't miss out on this eye-opening convo. Listen now 👉 [Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen) 🚀 #InclusionBites #Allyship #DEI #PositiveChange #InclusionRevolution

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Absolutely! Here are some impactful slogans, soundbites, and quotes from this episode of "Inclusion Bites" that would make great merchandise or hashtags, along with detailed AI image generation prompts for each: ### Slogans, Soundbites, and Quotes 1. **"Fairness Over Fear"** - **Image Prompt**: Generate an image of the words "Fairness Over Fear" in bold, stylish typography. Use an inspiring background that includes abstract patterns symbolising unity and inclusion, with colours that evoke a sense of calm and justice like blues and greens. 2. **"Inclusive Leadership Matters"** - **Image Prompt**: Render a powerful image that includes diverse silhouettes coming together around a globe or circle. The words "Inclusive Leadership Matters" should be prominently displayed in a modern, bold font. Use a colour palette of purples and golds to indicate leadership and inclusivity. 3. **"Allyship in Action"** - **Image Prompt**: Create an image of hands in various skin tones coming together in a supportive grasp. The text "Allyship in Action" should be in an elegant, readable font. The background could be a subtle gradient to keep the focus on the hands and message. 4. **"Fostering Inclusive Cultures"** - **Image Prompt**: Design an image that symbolises a flourishing, diverse community - perhaps a tree with diverse leaves or a crowd of diverse faces. The text "Fostering Inclusive Cultures" should be a part of the tree or crowd, integrated smoothly with warm, inviting colours. 5. **"Simplify to Unite"** - **Image Prompt**: Visualise this phrase with simple, clean design elements such as interconnected circles or Venn diagrams. The text "Simplify to Unite" should be displayed with minimalistic text in blacks, whites, and greys to emphasise simplicity and unity. 6. **"Empathy Equals Strength"** - **Image Prompt**: Create an image where a heart symbol is incorporated into a strong, muscular arm to depict the connection between empathy and strength. Use a bold yet soft colour palette, such as reds, pinks, and soft blacks, to evoke a powerful yet compassionate tone. 7. **"Break Down Barriers"** - **Image Prompt**: Produce an image where walls or barriers are breaking down, revealing diverse groups of people connecting and smiling. The text "Break Down Barriers" should be dynamic and prominent using impact fonts in contrasting colours like white text on a dark, shattered wall background. 8. **"Fair Access for All"** - **Image Prompt**: Illustrate an image of pathways leading to open, inclusive spaces, with diverse people walking towards it. The phrase "Fair Access for All" should be positioned above or below these pathways in a welcoming font and inclusive colour scheme of greens and blues. ### Hashtags - **#FairnessOverFear** - **Image Prompt**: Artistic depiction of #FairnessOverFear in dynamic, trendy typography on a background of geometric patterns symbolising unity and breaking barriers. - **#InclusiveLeadership** - **Image Prompt**: Create a digital design where #InclusiveLeadership stands out through a majestic banner held by a diverse group of people. Use deep, royal tones to indicate leadership. - **#AllyshipAction** - **Image Prompt**: Design a vibrant and dynamic image where #AllyshipAction is integrated into a scene of diverse individuals actively supporting and uplifting each other. Use bright, motivating colours. - **#SimplifyUnite** - **Image Prompt**: Generate a modern, minimalist digital image with #SimplifyUnite featured prominently. Use clean lines and drawings of interconnected symbols or circles in monochrome. - **#EmpathyStrength** - **Image Prompt**: Render an uplifting and inspiring image where #EmpathyStrength is the focal point. Include thematic elements like hearts and strong arms in a balance of strong and soft colours. - **#FosterInclusion** - **Image Prompt**: Create an inclusive community scene with #FosterInclusion prominently displayed. The design should include diverse elements and people, using a harmonious colour palette like diverse and warm pastels. These slogans and hashtags, complemented by the described image prompts, would be highly effective in catching eyes and spreading the message of inclusion, fairness, and empathy. Use these designs on mugs, t-shirts, stickers, and other merchandise to make statements that resonate and inspire.

Inclusion Bites Spotlight

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Julie Kratz, our guest on Allyship in Action, this episode of The Inclusion Bites Podcast, brings a profound perspective on the nuances of Diversity, Equity, and Inclusion (DEI). As an accomplished speaker, consultant, and author, Julie focuses on transforming the workplace into an inclusive haven for all. With vast experience spanning over a decade in corporate America, she turned her insights into actionable strategies through her business, "Next Pivot Point." Julie believes that inclusion, rather than mere diversity, is the cornerstone of a truly equitable workplace. She highlights the importance of training inclusive leaders, fostering a culture where everyone feels valued and respected. Through her work, Julie aims to demystify DEI jargon, shedding light on the tangible outcomes of fairness, respect, and trust, which are universally understood and less intimidating than complex terminologies. In this episode, Julie shares her thoughts on the evolving landscape of DEI, especially in light of political and societal shifts. She discusses how companies like Warner and American Airlines exemplify leadership in DEI, standing firm against opposing shareholder views to align with their core values. Julie's conversation with Joanne Lockwood also delves into the challenges of pay equity, the simplification of DEI language, and the ongoing resistance against marginalisation of non-dominant groups. Julie emphasises the power of allyship and the need for a long-term perspective in DEI efforts, suggesting that true change often takes decades to manifest. She dispels the zero-sum game myth, advocating for a collaborative approach where improvements for marginalised groups elevate everyone. Julie underscores the transformative impact of personal vulnerability and collaboration, illustrated by her experiences and reflections. Join us as Julie Kratz illuminates the path towards an inclusive future, one where fairness and inclusion are the bedrock of our societal and corporate structures. Her insights promise to equip us with the knowledge and inspiration needed to champion DEI in our own spheres. Tune in for a deep, insightful conversation that encourages us to rethink, reframe, and re-engage with the principles of inclusion. Remember, this isn't just another DEI discussion—it's a roadmap to action and change. #InclusionBites #AllyshipInAction

YouTube Description

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**Title:** Allyship in Action | The Inclusion Bites Podcast **Description:** "Are we truly understanding what it means to practice Allyship in today's socio-political climate?" 🤔 Join host Joanne Lockwood and special guest Julie Kratz in this riveting episode of The Inclusion Bites Podcast as they unravel the complexities of Diversity, Equity, and Inclusion (DEI). From the evolving terminologies to the crucial role of inclusive leadership, this episode promises to challenge preconceived notions and offer actionable insights into fostering genuine allyship. 🔍 **Key Insights:** - **DEI Critique**: Unpack the misconceptions surrounding DEI and shareholder opposition. - **Strategic Commitments**: Learn from Warner and American Airlines about staying true to company values despite pushback. - **Simplifying DEI Language**: Understand the shift towards terms like fairness and inclusion to reduce fear and misconceptions. - **Equity Without Illusions**: Discover the ongoing struggles with equity issues like pay equality while recognising structural improvements. - **Power Dynamics**: Reflect on how the perception of vulnerability and fear shapes societal 'isms'. - **Impact of George Floyd**: Explore the societal catalyst for change and allyship following George Floyd's murder. - **Positivity in DEI**: Hear about Julie's successful approach in promoting positive DEI narratives despite backlash. 💡 **Takeaways and Actions:** 1. **Focus on Outcomes**: Strive for fairness, respect, and trust rather than getting lost in buzzwords. 2. **Inclusive Leadership**: Foster leadership styles that prioritise inclusion and training over mere diversity statistics. 3. **Collaborate and Support**: Normalise asking for help and offering support to strengthen communal bonds. 4. **Engage in Constructive Dialogue**: Embrace "calling in" strategies over confrontational activism for deeper understanding and empathy. Listen now and see how these insights can transform your approach to allyship, making a tangible difference in your community and workplace. **Join the Conversation!** Don't forget to subscribe, share your thoughts, and reach out to Joanne Lockwood at jo.lockwood@seechangehappen.co.uk with your ideas for future episodes. 🔗 **Listen here:** [The Inclusion Bites Podcast](https://seechangehappen.co.uk/inclusion-bites-listen) #InclusionBites #AllyshipInAction #DEI #InclusiveLeadership #FairnessAndInclusion #PositiveDEINarratives #SupportAndCollaborate #ConstructiveDialogue #CallInNotOut #TransformativeConversations Immerse yourself in discussions that will leave you thinking, feeling, and acting with a renewed commitment to a more inclusive world. 🌍✨

10 Question Quiz

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### Quiz: Allyship in Action - Episode Highlights 1. **What concept does Julie Kratz stress as fundamental to inclusive leadership and cultures?** A. Diversity B. Training C. Equity D. Pay Equality 2. **According to the podcast, what are American Airlines and Warner praised for?** A. Reducing flight emissions B. Ignoring shareholder opposition to DEI C. Increasing ticket prices D. Reducing staff workload 3. **What is a major reason for simplifying DEI language, according to the conversation?** A. To make it sound more sophisticated B. To avoid repetitive vocabulary C. To reduce fear and misunderstanding D. To make it more marketable 4. **Which term does Julie Kratz suggest focusing on, rather than just 'diversity'?** A. Hiring quotas B. Financial performance C. Inclusion D. Shareholder value 5. **What key outcome does Joanne Lockwood say should be the focus instead of meritocracy buzzwords?** A. Wealth accumulation B. Job creation C. Fairness, respect, and trust D. Technological advancement 6. **Julie Kratz discusses the positive effects of focusing on which narrative in DEI work?** A. Environmental sustainability B. Negative news stories C. Positive stories and successes D. Historical events 7. **What book by thought leader Lily Zhang is mentioned in the episode, and what key desire does it tap into?** A. The Power of Equity; ambition for success B. Inclusion by Design; creative innovation C. Fairness; fundamental human desire for equity D. Transparent Leadership; desire for clear communication 8. **What societal attitude towards asking for help do Joanne and Julie aim to counter?** A. It's a sign of strength B. It's neutral C. It's a weakness D. It's only for the privileged 9. **What unique approach does Julie suggest using in activist dialogue instead of 'calling out'?** A. Ignoring negative actions B. Public shaming C. Calling in D. Rioting 10. **Which service offered by Julie Kratz’s website, nextpivotpoint.com, is highlighted at the end of the episode?** A. Paid consultancy services B. Free resources and contact information C. Webinar subscriptions D. Merchandise ### Answer Key and Rationale: 1. **B. Training** - Julie Kratz emphasises the importance of inclusion training in building inclusive leadership and cultures, noting that diversity alone is an untrainable aspect. 2. **B. Ignoring shareholder opposition to DEI** - The podcast praises American Airlines and Warner for their commitment to DEI, even when faced with opposing views from shareholders. 3. **C. To reduce fear and misunderstanding** - Simplifying DEI language is suggested to help make the terms less intimidating and more universally understood, thereby reducing fear and misunderstanding. 4. **C. Inclusion** - In the discussion, Julie Kratz points out the significance of focusing on inclusion, which is more actionable and impactful in a workplace setting than simply focusing on diversity. 5. **C. Fairness, respect, and trust** - Joanne Lockwood highlights the importance of focusing on outcomes such as fairness, respect, and trust over the illusion of meritocracy. 6. **C. Positive stories and successes** - Julie Kratz puts emphasis on the need to highlight positive DEI stories and successes to counteract negativity and negativity bias in the media. 7. **C. Fairness; fundamental human desire for equity** - Lily Zhang's book centres on the concept of fairness, tapping into the basic human desire for equity, which is a powerful motivator in DEI work. 8. **C. It's a weakness** - The podcast aims to normalise asking for help, countering the cultural perception that seeking assistance is a sign of weakness. 9. **C. Calling in** - Julie advocates for 'calling in' as an alternative to 'calling out', encouraging educational and inclusive dialogue rather than confrontational activism. 10. **B. Free resources and contact information** - Julie Kratz highlights her website, nextpivotpoint.com, as a place to find free resources and get in contact for support and guidance. ### Summary Paragraph In the episode of "The Inclusion Bites Podcast" titled "Allyship in Action," Julie Kratz and host Joanne Lockwood explore the essential concepts integral to advancing DEI (Diversity, Equity, and Inclusion). Julie Kratz champions the importance of shifting the focus from mere diversity to comprehensive inclusion and effective training to foster true inclusive leadership and workplace cultures. Both Warner and American Airlines are commended for their steadfast DEI commitments, even in the face of shareholder opposition. Simplifying DEI language to reduce fear and misunderstanding is discussed, highlighting an approach of fairness, respect, and trust as core outcomes. They underscore the importance of positive narratives in DEI work, featuring Lily Zhang’s new book on fairness. They address the detrimental societal view that seeking help is a weakness, advocating for normalising support. Julie introduces the concept of 'calling in' as a constructive alternative to 'calling out' in accountability dialogues. Lastly, Julie invites listeners to explore free resources on her website, nextpivotpoint.com, to further their DEI journey.

Rhyme Scheme and Rhythm Podcast Poetry

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**Allyship in Action** In a world that’s full of hues diverse, We strive for fairness, not for terse. To shape the space where all can thrive, DEI helps us keep alive. Warner and the airlines rare, Stand strong despite the shareholder’s glare. DEI’s essence, ever strong, Shapes the cultures where we belong. Inequity, a daunting fight, With pay scales skewed and fairness slight. Yet steps we take, though slow and few, Build bridges where respect shines through. Simplify the words we use, For fear and doubt they often fuse. Fairness, trust, and outcomes clear, Make inclusion less austere. Apartheid’s end or Floyd’s appeal, Show the shifts, the scars that heal. Vulnerable we must become, To lead with heart and never numb. Mind the zero-sum mistake, What one gains, no loss to stake. Allyship through empathy's lens, Transforms foes into best friends. Training leaders, shaping norms, Fighting fears with gentle storms. Collaboration, group’s grand ply, Human history’s secret why. Understand we need not must, To act with love and earn the trust. “Calling in” not “calling out,” Builds the change we dream about. Subscribe to unity's song so sweet, For wisdom lies on every seat. With thanks to Julie Kratz for a fascinating podcast episode.

Key Learnings

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**Key Learning and Takeaways:** The episode "Allyship in Action" underscores the necessity of moving beyond mere DEI buzzwords to focus on the core values of fairness, respect, and trust. Julie Kratz and Joanne Lockwood advocate for simplifying DEI language to foster greater understanding and inclusion, highlighting the significance of creating inclusive cultures, equitable systems, and the profound societal impact of allyship. --- **Point #1: Simplifying DEI Language** Julie Kratz emphasises the importance of demystifying DEI language to make it more accessible and less intimidating. Renaming concepts such as fairness and inclusion can reduce fear and misunderstanding, paving the way for more effective and widespread adoption of DEI practices. **Point #2: Focus on Inclusion and Training** Rather than dwelling solely on diversity, which Julie considers untrainable and purely factual, the episode advocates for prioritising inclusion and training. Creating inclusive leadership and cultures is essential for realising the true potential of DEI efforts within organisations. **Point #3: Equity and Fairness in Systems** Both speakers discuss the critical concept of equity, acknowledging existing structural improvements while recognising persistent challenges like pay equality. They stress the importance of fair access over special rights, with equity defined as fairness that meets everyone's basic needs. **Point #4: Allyship Beyond Performative Actions** The discussion contrasts genuine allyship with performative gestures, urging a shift towards active, supportive involvement in DEI initiatives. By engaging in meaningful acts of allyship and mentorship, the episode underscores how these efforts foster a culture of collaboration and mutual growth.

Book Outline

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# Book Outline Derived from "Allyship in Action" Podcast Transcript ## Title: Beyond Buzzwords: Transforming DEI into Tangible Action ### Chapter 1: Understanding DEI - Beyond the Surface - **Introduction to Diversity, Equity, and Inclusion (DEI)** - Defining DEI and its importance in a corporate setting. - Critique of the common misunderstandings and misuses of DEI terminology. - **The Role of Shareholders in DEI Hiring Practices** - Discussing opposition from some shareholders. - Case studies of Warner and American Airlines disregarding opposing views. ### Chapter 2: Evolution of Terminology - Political and Legal Influences - **Impact of Political and Legal Shifts on DEI** - Potential changes in DEI terminology due to political climate. - Emphasis on the enduring essence of DEI work beyond the terminological changes. - **Focusing on Inclusion Over Diversity** - Inclusion as an actionable, trainable concept compared to diversity. - Strategies for training inclusive leadership and fostering inclusive cultures. ### Chapter 3: Equity in the Workplace - Achievements and Ongoing Challenges - **Structural Improvements Versus Persistent Equity Issues** - Examination of pay equality and equitable systems. - Challenges in achieving true equity within organisations. - **Simplifying DEI Language** - Proposal to use terms like fairness and inclusion to reduce fear and misunderstanding. ### Chapter 4: Fairness, Respect, and Trust - Core Tenets of DEI - **Focusing on Outcomes Rather than Buzzwords** - Importance of fairness, respect, and trust. - Analysis of meritocracy illusions and their impact on DEI efforts. - **Thought Leader Insights: Lily Zhang on Fairness** - Exploration of fairness as a fundamental human desire and its role in DEI. ### Chapter 5: The Social and Human Aspect of DEI - **Normalising Support and Help** - The misconception of asking for help as a weakness. - The social nature of humans and the necessity of mutual support. - **The Impact of Social Movements** - Reflection on movements like Black Lives Matter and MeToo. - The ongoing resistance against the marginalisation of non-dominant groups. ### Chapter 6: Collaborating for Equity - The Curb Cut Effect - **Challenging the Zero-Sum Game Mentality** - Misconceptions in capitalist societies regarding power and privilege. - Benefits of improving conditions for marginalised groups. - **Historical and Comparative Insights** - Examples from post-apartheid South Africa. - Discussion on the potential backlash and fears of historical "revenge." ### Chapter 7: The Role of Government and Policy - **Political Influences on DEI Efforts** - The implications of political shifts in the US House of Representatives. - The slow pace of constitutional change and its impact on DEI. - **Immigration Policies and DEI** - Addressing the challenges faced by immigrants. - Critique of fear-mongering narratives against immigrants despite labour shortages. ### Chapter 8: The Personal Journey - Vulnerability and Collaboration - **Personal Reflections on DEI and Allyship** - Insights from the guest's corporate journey and founding "Next Pivot Point." - Embracing vulnerability and collaboration as strengths in DEI efforts. - **Gender and Collaboration** - Women’s collaborative nature in DEI efforts. - Historical necessity of collaboration among marginalised groups. ### Chapter 9: Constructive Conversations - Moving Beyond Confrontation - **From Calling Out to Calling In** - Introduction to "calling in" strategies as advocated by Loretta Ross. - The importance of productive dialogue over confrontational activism. - **Implementing Productive Strategies** - Practical steps and examples of effective "calling in" techniques. ### Chapter 10: Future Perspectives on DEI - **Long-term Vision for DEI Work** - Maintaining a long-term perspective and understanding future impacts. - Demographic shifts and a hopeful outlook towards an inclusive society. - **Protections Against Regressive Policies** - Strategies to safeguard against the rollback of progressive rights. ### Conclusion: The Path Forward - Engaging and Applying Insights - **Summary of Main Insights** - Recap of key points discussed throughout the book. - **Call to Action** - Encouragement for readers to apply the insights and engage further with DEI efforts. ### Supplementary Content: - **Quotes and Anecdotes** - Direct quotes from the podcast to illustrate key points. - Real-life examples and case studies discussed by the guest. - **Visual Aids and Interactive Elements** - Suggestions for diagrams and charts to aid understanding. - Reflection questions and exercises at the end of each chapter for deeper engagement. ### Final Touches: - **Potential Titles** - "Beyond Buzzwords: Transforming DEI into Tangible Action" - "Allyship in Action: Building Inclusive Workplaces for the Future" - **Chapter Summaries** - Concise summaries highlighting the main focus and content of each chapter.

Maxims to live by…

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### Maximising Impact: Principles for DEI Success 1. **Prioritise Inclusion Over Diversity**: Focus on creating inclusive cultures and leadership. Diversity is a demographic fact; inclusion is an actionable goal. 2. **Simplify and Humanise DEI Language**: Use terms like fairness and inclusion to make DEI concepts more approachable and reduce fear and misunderstanding. 3. **Champion Equity**: Ensure equitable systems that provide fair access, instead of special privileges, particularly in areas like pay equality. 4. **Value Outcomes Over Buzzwords**: Concentrate on achieving fairness, respect, and trust rather than succumbing to the illusion of meritocracy or relying on jargon. 5. **Embrace Positive Narratives**: Shift the focus to positive stories in DEI work to counter negativity bias and foster a more supportive environment. 6. **Model Active Allyship**: Move beyond performative actions to genuine support for marginalised groups. Allyship involves continuous learning and active support. 7. **Cultivate Resilience through Collaboration**: Recognise the power of mutual aid and community, especially in marginalised groups who often rely on collaboration for survival. 8. **Focus on Fairness**: Align efforts around the principle of fairness as it touches on a fundamental human desire for equity. 9. **Engage in Constructive Dialogue**: Opt for "calling in" over "calling out" to foster educational discussions and build understanding rather than shame. 10. **Stay Rooted in Long-term Vision**: Understand that DEI efforts may not bear immediate results but are essential for future societal benefits. 11. **Challenge Power Dynamics**: Acknowledge and address historical and structural inequities without assuming that gains for one group mean losses for another. 12. **Be Open to Evolution**: Recognise that DEI terminologies and practices will evolve with political and societal changes, but the core mission remains unaltered. 13. **Create Inclusive Leadership**: Train leaders to foster inclusive environments, understanding that effective leadership is critical to successful DEI initiatives. 14. **Support Vulnerability and Growth**: Normalise asking for help and showing vulnerability as strengths, promoting a culture of mutual support. 15. **Promote Positive Change**: Stand firm in DEI values as a strategic advantage, even when faced with backlash, and highlight successful models of inclusion and equity. 16. **Resist Zero-Sum Thinking**: Advocate the "curb cut effect"—improving conditions for marginalised groups ultimately benefits society as a whole. 17. **Address Societal ‘Isms’ Directly**: Confront racism, sexism, and other forms of discrimination head-on, fostering an environment that's inclusive and just. 18. **Learn and Adapt**: Continuously educate yourself and adapt strategies to remain effective in DEI work, recognising the sociopolitical landscape's fluid nature. 19. **Engage Broadly and Deeply**: Keep conversations on inclusion expansive, involving diverse perspectives beyond limited demographic issues. 20. **Celebrate and Amplify Success**: Highlight positive examples of effective DEI practices to inspire and motivate further action. These maxims are your guide to cultivating a more inclusive, equitable, and just society. Embrace them in your personal and professional life to make a meaningful impact.

Extended YouTube Description

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**Video Description: "Allyship in Action | The Inclusion Bites Podcast with Julie Kratz"** Welcome to another insightful episode of The Inclusion Bites Podcast! Join our host, Joanne Lockwood (she/her), as she engages in a thought-provoking conversation with Julie Kratz (she/her), a renowned allyship and inclusion speaker, consultant, and author. Dive deep into Diversity, Equity, and Inclusion (DEI) as they explore the nuances, challenges, and transformative power of genuine allyship. **Timestamps:** 0:00 - Introduction 1:45 - Understanding DEI: Definitions and Misconceptions 7:10 - Shareholder Opposition to DEI Hiring 11:22 - Commitments of Warner and American Airlines 15:03 - The Future of DEI Terminology 18:14 - Focus on Inclusion and Training 24:30 - Equity Challenges in Pay and Access 30:15 - Simplifying DEI Language 35:40 - Role of Fairness in DEI 42:10 - Social Nature and Normalising Help 48:30 - Julie’s Forbes Column and Website 53:20 - Potential Podcast Collaboration 56:45 - Political Climate and DEI Work 1:04:50 - Julie on Amending the US Constitution 1:10:05 - Impact of Executive Orders and Immigration 1:16:33 - History of Social Movements and Resistance 1:20:55 - Interplay of Social Systems and Benefits 1:25:15 - Ageing, Disability, and Infrastructure 1:30:00 - Fear, Vulnerability, and Societal ‘Isms’ 1:34:18 - George Floyd's Influence on Public Consciousness 1:40:22 - Gun Violence and Political Climate in America 1:46:55 - Effective DEI Marketing Strategies 1:51:30 - Closing Thoughts on Fairness and Inclusion --- ## Key Takeaways: ### Understanding DEI: Definitions and Misconceptions Discover how Joanne and Julie unravel the complexities of DEI, highlighting common misunderstandings and how terms like ‘diversity’ and ‘equity’ are often misapplied. ### Shareholder Opposition to DEI Hiring Julie Kratz addresses the opposition to DEI hiring from some shareholders and emphasizes the bold stance of companies like Warner and American Airlines in aligning DEI with their core values. ### Future of DEI Terminology Political and legal shifts might change DEI language, but the essence of the work remains steadfast. Learn why focusing on inclusion and training is key to fostering productive, inclusive cultures. ### Simplifying DEI Language to Promote Fairness Julie and Joanne advocate for simplifying DEI jargon to mitigate fear and misunderstanding. Emphasizing fairness and respect resonates across diverse audiences, moving beyond intimidating buzzwords. ### Social Nature and Normalising Help Humans thrive in social beings - let's normalise asking for and providing help. Redefine vulnerability as strength, enhancing resilience and collaboration in our communities. ### Political Climate and DEI Work Julie offers a poignant critique of the slow pace of change within the U.S. political systems, touching on constitutional amendments and the impact of executive orders on immigration and social justice. ## How These Insights Can Benefit You - **Enhance Workplace Culture:** Implement actionable strategies for inclusive leadership to create a more supportive, equitable environment. - **Improve DEI Communication:** Simplify DEI language to foster more meaningful and less intimidating conversations. - **Engage with Social Movements:** Understand the historical context of resistance and social movements to better align your initiatives with broader societal changes. --- **Call to Action:** 👇 **Stay Updated with More Inclusive Insights!** 🔔 Subscribe for more episodes: [Your Subscription Link] 🌐 Visit our website for resources: [https://seechangehappen.co.uk/inclusion-bites-listen](https://seechangehappen.co.uk/inclusion-bites-listen) 📧 Share your thoughts with Joanne at [jo.lockwood@seechangehappen.co.uk](mailto:jo.lockwood@seechangehappen.co.uk) 📘 Check out Julie Kratz's Forbes column and resources at [Next Pivot Point](https://nextpivotpoint.com) --- **Hashtags:** #InclusionBites #DEI #AllyshipInAction #Inclusion #Fairness #Leadership #Equity #SocialChange #Diversity #InclusiveLeadership **[Watch Another Related Video link]** Don't miss out on our engaging discussions that challenge the status quo and empower you with actionable insights. Expect more inspiring content in future episodes of Inclusion Bites!

Substack Post

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# The Essence of Allyship: Unveiling True Inclusion Have you ever felt that your efforts to cultivate an inclusive culture are met with resistance or scepticism? These hurdles can often feel insurmountable, but they underscore the crucial nature of Diversity, Equity, and Inclusion (DEI) work. This week on the *Inclusion Bites Podcast*, I had the distinct pleasure of conversing with Julie Kratz, a distinguished speaker, consultant, and fervent advocate for inclusion and allyship. ## Breaking Down DEI: More Than Just Definitions In this episode, titled **"Allyship in Action"**, Julie and I delve into the core of DEI work, moving beyond superficial jargon to discover the true essence of inclusion and equity in our professional environments. We examine the misuse and misunderstanding of DEI terms and their implications for HR professionals, D&I leaders, Talent and Recruitment officers, and Organisational and Learning Development teams. We also shine a spotlight on organisations like Warner Bros. and American Airlines, applauding their steadfast commitment to DEI, illustrating how aligning company values with inclusive practices can prevail, even in the face of dissent from shareholders. ## Julie Kratz's Treasure Trove of Insights Julie brings a treasure trove of experience to our discussion, encouraging us to transcend the notion of diversity as a mere statistic and instead, to concentrate on creating inclusive and equitable systems. Together, we highlight the importance of making DEI language comprehensible and relatable for all. --- ## Actionable Insights from an Inclusive Perspective Here are some actionable insights from our enriching conversation that you can start implementing today: 1. **Build Inclusive Cultures** Diversity is the foundation, but inclusion is the structure that supports it. Invest in training your leaders to create environments where every individual feels they belong. A diverse workforce thrives within a culture of inclusivity. 2. **Emphasise Equity Over Equality** Equity means furnishing individuals with the resources and opportunities they need to succeed, acknowledging that everyone's needs are distinct. As Julie aptly put it, equity isn't about equal treatment—it's about fair treatment. 3. **Simplify DEI Language** Minimise fear and misunderstanding by adopting universally understandable terms such as fairness, respect, and trust. Simplifying the language can make DEI principles more approachable and actionable. 4. **Focus on Outcomes** Transition the focus from jargon to tangible results: fairness, trust, and respect. These universal values resonate with everyone, unifying efforts towards inclusion. 5. **Engage in Authentic Allyship** Genuine allyship goes beyond symbolic gestures. Engage in meaningful dialogues, support marginalised colleagues, and take deliberate, consistent actions to foster a more inclusive environment. --- ## Sneak Peek of the Episode Curious to hear a snippet of our enriching conversation? Watch this one-minute audiogram, which encapsulates some of the most compelling moments of my dialogue with Julie. [Click here to watch](insert-video-link) and catch a powerful excerpt that captures the essence of our discussion. --- ## Tune into the Full Conversation Don’t miss out on this enlightening episode—listen now to unlock even more valuable insights on active allyship and meaningful inclusion. [Tune in here](https://url.seech.uk/ibs148) for an insightful discussion that will inspire and equip you to take impactful action within your organisation. --- ## Reflect and Implement Before you leave, ponder this: How can you, within your unique role, embody fairness and inclusion in your organisation? Reflect on the insights from this episode and consider the small, intentional steps you can take daily to build a workplace where every individual feels acknowledged, heard, and valued. Let’s move beyond the buzzwords. Let’s make inclusion a genuine reality. --- ## Stay Connected I’d love to continue this journey with you. Here’s how you can stay engaged and updated: - [YouTube](https://www.youtube.com/channel/UCyQ8PhzTPfZOBvCBzwCo-hg) – Watch episode highlights and more. - [TikTok](https://www.tiktok.com/@seechangehappen) – Engage with short, insightful content. - [LinkedIn](https://www.linkedin.com/in/jolockwood/) – Join regular discussions and stay informed. - [Website](https://seechangehappen.co.uk) – Dive into articles, blogs, and discover how we can support your organisation. Feel free to reach out if you'd like to discuss how I can assist your organisation with speaking, training, and fostering inclusion. Let’s work together to create workplaces where everyone feels they belong. What step will you take today to nurture an inclusive culture? Until next time, **Joanne Lockwood** *Host of the Inclusion Bites Podcast* The Inclusive Culture Expert at SEE Change Happen

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