Allyship in Action

Chantelle Lewis and Jason Arday, co-authors of the book We See Things They'll Never See, join the show to discuss their work. Arday, a professor of sociology of education at the University of Cambridge, and Lewis, an Andrew W. Mellon Postdoctoral Research Fellow in Black British Studies at Pembroke College, the University of Oxford, delve into how their experiences as Black, neurodivergent academics influenced their book. Together, they share the motivation behind their work, highlighting the importance of challenging societal infringements and advocating for marginalized communities. Here are my favorite takeaways: * We discuss the importance of showing compassion and empathy, especially to those who seem to deserve it the least. As Arday states, "sometimes when people least deserve it, that's when they deserve the most compassion". * Lewis explains the book's critical look at the workplace, where neurodivergent individuals are sometimes seen as "superhumans" who can produce more for a capitalist system. This creates a system in which their marginalization is used to uphold a system of oppression. "The way we are marginalized can also be used as a way to keep this system in place," Lewis says. * Arday and Lewis propose that to improve society, there must be a move away from the current educational model. This includes the abolition of exams, as they are not necessarily correlated with future success or positive academic outcomes. Lewis argues that "we need to stop measuring education outcomes by just test scores." Follow Dr Chantelle Jessica Lewis' research at Pembroke College, University of Oxford [https://www.pmb.ox.ac.uk/person/chantelle-jessica-lewis], podcast Surviving [https://survivingsociety.co.uk/] Society [https://survivingsociety.co.uk/]

Nancy Levine Stearns, founder of ImpactDevise, a nonprofit journalism project, discusses the corporate response to the DEI (Diversity, Equity, and Inclusion) backlash. Stearns' project covers DEI initiatives in the private sector, and her reporting on corporate social responsibility has been cited by publications like The New York Times, NBC News, and Forbes. Stearns, a former executive recruiter, began focusing on the DEI space after the "heated" backlash following a recent election. She was initially intrigued by a story about Costco taking a public stance on DEI. This led her to discover that other companies were also standing firm on their commitments. Key Findings from Impactivize * Corporate Commitment: Stearns and Impactivise track approximately 400 companies, including publicly traded, private, and large nonprofit organizations, that have made public commitments to DEI. A recent audit found that only two of these companies have completely removed their DEI statements. Stearns believes that a stated commitment is a bold and courageous decision, as it can make a company a target for anti-DEI groups. * Shareholder Support: Stearns reports that in 2025, 30 anti-DEI proposals were put forth for shareholder voting at various corporations. Shareholders overwhelmingly rejected these proposals, typically by a margin of 98% to 99% of voting shares. Stearns notes that while shareholder rejection of outside proposals is common, the overwhelming margin of these votes is unusual. * The Business Imperative: Stearns states that the primary reason companies are maintaining their DEI initiatives is because they recognize it as a "strategic imperative" and a "business imperative". She cites a statement from Rob Davis, the CEO of Merck, who called diversity and inclusion a strategic imperative. Stearns emphasizes that the data and metrics show that these initiatives positively impact a company's performance and bottom line. * Shifting Language: Stearns acknowledges that some companies are changing the language they use to describe their initiatives, perhaps using terms like "belonging and inclusion" or "culture and engagement". However, she notes that adversarial groups, such as the Heritage Foundation, are aware of this change in terminology and still view these efforts as DEI. * Consumer Influence: Stearns believes that consumers, particularly younger generations, are a powerful force in this movement. She suggests that consumers are "voting with their wallet" and supporting companies that have strong DEI commitments. This consumer support provides a "strength in numbers" for corporations, reinforcing their commitment. Stearns argues that while the media often focuses on the narrative that DEI is "dead," the data show that it is very much alive and supported by both corporations and consumers. She maintains that the business case for diversity and inclusion is a powerful and objective force, stating, "It's not political, it's not ideological, it's not personal, it's just, it's just business". Follow Nancy's research and reporting at: https://www.impactivize.org/

Developing a strong talent pipeline is no longer just a good idea—it's a business imperative. But how can companies be more proactive and intentional about building the workforce of tomorrow? In this episode, we explore innovative strategies for proactive talent pipeline development. We'll discuss the importance of starting earlier to engage with potential talent long before they're looking for a job, and how to create relationships that last. We'll also break down what it means to be ready for Gen Z, a generation with unique expectations around purpose, flexibility, and communication. Finally, we'll talk about a surprisingly critical factor: sparking the conversation at home. We'll delve into the powerful role parents and guardians play in shaping career choices and how companies can better equip them to be allies in the talent journey. Tune in to learn how to shift from reactive hiring to proactive talent cultivation, building a more resilient and dynamic workforce for the future.

Building an impactful allyship program requires a strategic and thoughtful approach. This video breaks down the key steps to creating a program that goes beyond good intentions and drives real change within your organization. In this episode, I will guide you through the process, covering: * Research: How to conduct a needs assessment to understand your organization's unique challenges and where to focus your efforts. * Format: The different program structures you can use, from workshops and training modules to mentorship and sponsorship programs. * Audience: How to identify and engage the right participants, and why it's crucial to create safe spaces for both allies and members of marginalized groups. * Measurement: The key metrics to track to ensure your program is effective and creating a measurable impact on culture and employee well-being. * Repeatability: The importance of a long-term strategy for embedding allyship into your company's DNA, so it becomes a sustainable part of your culture, not a one-off initiative. Whether you're an HR leader, a DEI professional, or an employee looking to champion change, this video provides a practical roadmap for building a successful allyship program that fosters a more inclusive and equitable workplace.

Join us for a powerful conversation about building a truly inclusive workplace. In this episode, we're moving beyond buzzwords to discuss the concrete policies and practices that make a difference. We'll dive into the vital role of inclusive caregiving leave policies and how they support all employees, not just parents. We'll also unpack what inclusive hiring practices really look like—from writing unbiased job descriptions to creating a fair and equitable interview process. Finally, we'll explore how to embed inclusion into your company's culture so it's not just a set of rules, but a living, breathing part of your organization's DNA. Tune in to learn how to create an environment where everyone feels they belong and can thrive.