In this session, allyship subject matter expert Julie Kratz will share stories, ideas, and research from her book, Lead Like an Ally: A Journey Through Corporate America with Strategies to Facilitate Inclusion. This talk includes data and case studies to demonstrate the ""why"" for leading with allyship, and strategies to foster a more inclusive workplace.
To succeed together, we will discuss:
Psychological safety is a critical component of an inclusive workplace. Psychological safety means to be able to freely express yourself without the fear of retaliation. People from historically marginalized groups often report feeling less psychologically safe at work.
By providing a psychologically safe workplace where people can feel seen, heard, and belonging, inclusive leaders set the tone for diverse talent to thrive.
In this workshop we’ll discuss:
Being an ally is a journey. That is why it is important to start the journey intentionally. Knowing your role and the experience you want to create as an ally is key. The roles canvas mentorship, sponsorship, coaching and more. In this workshop, we will help you map out your ally role and decide the ally you want to be.
Together, we will learn how to:
Leaders walk away with actionable tools to lead like an ally.
When I tell people I do diversity, equity and inclusion (DEI) work, I'm usually met with an instant smile or a confused frown. The responses range from “that's actually a job?” to “the work you do is so important.” Rarely is there a middle ground. The challenge with the term DEI is in its perceived divisiveness; it’s often seen as something that divides us rather than bridges us.
New McKinsey research reconfirms past studies on the strong business case for diversity and inclusion.
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