Episode 78 - Julie Kratz | Lead Like an Ally: What It Takes to Be an Intentionally Inclusive Leader

Are you struggling with diversity and inclusion in your business or life? Are you wondering what it means to be an ally? Are you looking for strategies to help you be a more inclusive person and leader? Our special guest Julie Kratz answers these and other questions about diversity, inclusion and allyship.

Julie Kratz is a highly-acclaimed TEDx speaker, a certified unconscious bias trainer, and inclusive leadership trainer who led teams and produced results in corporate America. After experiencing many career “pivot points” of her own, she started her own speaking business focused on helping leaders be more inclusive. Promoting diversity and inclusion in the workplace, Julie is a frequent keynote speaker, podcast host, and executive coach.

Julie’s books include Pivot Point: How to Build a Winning Career Game Plan, ONE: How Male Allies Support Women for Gender Equality and Lead Like an Ally: A Journey Through Corporate America with Strategies to Facilitate Inclusion.

Listen in as Julie shares her wisdom and experience on being an intentionally inclusive leader.

The Impact Leadership Podcast is brought to you by Cardivera, the leadership development eco-system that helps you grow your people, grow your business and grow your life.

Show Notes

Episode highlights…

What’s the level of your “ally radar”?
The importance of those in power speaking up to create more diversity and inclusion
Why collaboration and allyship are essential for change
What it means to be diverse and inclusive in the workplace
Diversity requires a different approach to attraction, recruiting and hiring – if you look for people where you always have, you’ll get people like you’ve always go
Avoiding being the rescuer of people of difference
Differently navigating the “privilege” conversation and understanding
Allyship starts at home and in your personal life – you can’t just do it at work
The importance of being intentional with diversity in your personal life
Understanding affinity bias as an unconscious bias that limits the diversity and inclusiveness in our lives
The pros and cons of diversity targets (but make sure to measure it even without goals)
Overcoming the reality that our communities are designed to keep people separate
Diversity and inclusion requires intentionality
Balancing hiring quotas against a diverse applicant pool
Pursuing the goal of having a critical mass of people of difference so that they don’t feel isolated and unsafe
Walking the gender tightrope as a women in the business world
Using the flip it to test it when it comes to our biases
The ways that our language and differing expectations of men versus women support gender bias
Becoming more aware of gendered language
Using inclusive language signals to let others know that you’re safe to be open with
Getting clear on how you want other people to feel being around you and under your leadership
What will be your diversity and inclusion intention for 2021?