Diversity, equity and inclusion (DEI) and allyship, terms often discussed in the same conversation, are very different in practice. DEI is about issues of representation, dismantling bias in systems and creating spaces where everyone feels they belong. Julie unpacks the 3 key distinctions in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.

Dr. Suzanne Wertheim is a former professor of linguistic anthropology and a national expert on inclusive language. After faculty positions at Northwestern, University of Maryland, and UCLA, she left academia to start her own consultancy. Dr. Wertheim applies social science to real-world problems, and gives people access to useful concepts that were once stuck behind academic walls. Her book, The Inclusive Language Field Guide. She joins us to share: Six principles of inclusive languageThe importance of acknowledging flavors of languageHow to identify language patterns and use language heuristics Follow Suzanne at https://www.suzannewertheim.com/.

Given the recent pushback on diversity, equity and inclusion (DEI) efforts, many organizations are retreating from the conversation on inclusion at the very time we need it the most. Yet, what is inspiring is the organizations that were already authentically committed are deepening their commitments to DEI as a long-term competitive advantage. Rather than one-and-done training or performative cultural celebrations, organizations authentically committed to DEI are trying a different approach. This year, I've seen organizations increasingly celebrating inclusion months (along with year-round activities). The themes vary from centering on allyship to intersectionality to teaching human skills to create more inclusive cultures like vulnerability and empathy.  Learn more from Julie Kratz in this episode and at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ .

Tis the season for annual budgeting. For active diversity, equity and inclusion (DEI) leaders, this is the time when you know if your organization is truly committed to inclusion. Investment is necessary for true commitment. Budgets are essential to drive positive change. For those leaders putting together their budgets and plans for the upcoming year, consider these strategies: Calculate the ROI of activitiesGet feedback on what employees want mostDevelop an allyship programSpend time 1:1 with senior leaders to cultivate buy-inKnow your why and share it loudly and broadly Learn more at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/

If you think diversity, equity and inclusion (DEI) is just a fad, or you're not “diverse,” so you shouldn't do the work, you're mistaken. DEI is for everyone, especially today's emerging leader. DEI work is important for your career to: Stay relevantConnect with purposeBe more innovative Learn more from Julie Kratz in this episode and at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/ .

In diversity work, it is critical that allyship focuses on the most marginalized communities first. When we focus on issues that affect people with one dimension of diversity, we can help all marginalized communities, yet the impact is far less.  When we start with an intersectional approach to allyship, we likely make it better for a larger collection of people. Starting with the most marginalized is pivotal to effective allyship as evidenced by: The curb-cut effectChallenges with centeringThe positive impact of inclusive language Learn more at https://www.forbes.com/sites/juliekratz and at https://www.linkedin.com/in/juliekratz/

Gen Z has an unwavering commitment to diversity and inclusion. Did you know that… 83% said that a company’s commitment to diversity and inclusion is important when choosing an employer74% have taken some form of action in the past year to support social and political causes31% identify as LGBTQ+ (lesbian, gay, bisexual, transgender, queer or other gender identities or sexual orientations)48% are from racially and ethnically diverse backgrounds (non-white) Learn more at https://www.forbes.com/sites/juliekratz and at https://www.linkedin.com/in/juliekratz/

With diversity and inclusion issues dominating the news cycle, many parents, caregivers and educators are wondering how to create inclusive spaces and continue inclusive conversations with young people this back-to-school season. From the removal of AP African American Studies in some school districts, anti-LGBTQ+ legislation, book bans, and drag queen performance restrictions to looming threats of gun violence in schools, young people are growing up in unprecedented times. They also are highly likely to support issues on inclusion. Learn 10 key practices to make back-to-school time inclusion with Julie Kratz. Learn more at https://www.forbes.com/sites/juliekratz/ and at https://www.linkedin.com/in/juliekratz/

With this summer’s SCOTUS ruling against affirmative action, it is predicted that enrollment of students of color will decline at universities, leading ultimately to declines in workforce participation. This is problematic because younger generations are increasingly more diverse. The lack of representation in the workforce creates a disconnect between the population and employment where organizations will struggle to reflect the very communities that they are trying to serve. Despite this concern, only 36% of Americans perceive affirmative action positively. There are some common misunderstandings about affirmative action that people need to understand for these perceptions to shift. Learn what misunderstandings can help narrow the gap in this episode with Julie Kratz. Learn more at https://www.forbes.com/sites/juliekratz and at https://www.linkedin.com/in/juliekratz/

Political division and anti-woke legislation have backed many C-suite leaders into a corner related to DEI efforts: forcing them to walk a fine line between accommodating employee expectations and addressing customer needs while still avoiding controversy.  Yet, ESG (Environmental, Social, Governance) mandates will further establish a need for DEI strategies and metrics. Learn more at https://www.forbes.com/sites/juliekratz/ or at https://www.linkedin.com/in/juliekratz/

Chéla Gage is back on the Diversity Pivot Podcast by popular demand. Chéla is responsible for developing and creating the strategic long-term hiring plan and initiatives to advance diversity, equity, inclusion & belonging for Reformation. Together on this episode, we discuss how: Industry and organization size influences DEI work and how to pivot to changing needs Changing 2030 demographics are a reality and what to do now to prepare for a much more diverse workforce in the future  To set up a robust DEIB certification program and hold all leaders accountable Meet Chela at https://www.linkedin.com/in/chelagage/.

Zenica Chatman is a certified personal and executive coach, helping women rediscover their inner strength and confidence in the aftermath of workplace-related trauma. On this episode, Julie and Zenica discuss: Zenica's own personal story of trauma that led her to DEI work What bullying behaviors to look out for and how to intervene as an ally How to set up an anti-bullying policy to prevent it, respecting all leadership styles Connect with Zenica at https://www.zenicachatman.com/.

Catarina Rivera is a public speaker and DEI consultant with over 14 years of experience in the public sector. Catarina works with companies to improve accessibility and inclusion, retain employees, and design better products. She is the founder of Blindish Latina. On this episode, Julie and Catarina discuss: Why captions are critical to accessibility Non-obvious ways to be more inclusive Tropes to watch out for about inspiration or victim  Connect with her at https://www.catarinarivera.com/ and get her free e-book, watch her TedTalk and get tips in your inbox!

Celebrating the LGBTQ+ community needs to happen year-round. Turquoise Peart joins the podcast to share: How religious beliefs shape DEI work and how to respond to different spiritual perceptionsIntersectionality and how it builds opportunities for allyshipFinding your path as an ally to communities you are not a part of Connect with Turquoise at https://www.linkedin.com/in/turquoisepeart/.  Join our Pride program at https://www.eventbrite.com/o/julie-kratz-8595765091

For the last 15 years, Chris Clarke has provided inclusive leadership expertise to organizations in the public and private sectors. He is passionate about issues related to belonging and is skilled in the areas of organizational assessment and evaluation. Chris has been recognized twice as a 40 Under 40 by the Congressional Black Caucus Health Braintrust and Legacy Magainze South Florida. Chris has a Bachelor's degree in Educational Studies and Justice and Public Policy and a Master of Public Administration degree with a concentration in nonprofit management. He recently completed his Doctor of Education in Higher Education Leadership from the University of Miami. On this episode, Julie and Chris discuss: Why young people will not retreat on the conversation about diversityHow to ensure your organization is not performative with diversityA key question to ask about any DEI initiative - How do you know that works? Connect with Chris at https://www.allenclarkeconsulting.com/.

Dr. Parker is the Co-Owner of Epic Leisure Management LLC., the Owner of Parker Personal Training LLC., and the co-founder of a podcast host and guest connector platform, F.EM. Dr. Parker is a featured writer and presenter for national fitness organizations. Dr. Parker is also the host/creator of Dr. D's Social Network, a podcast devoted to genuine, open, and honest conversations with people from all over the world. He shares: When to use the tailing method of building off of what others are sayingWhy the words “how” and “what” lead to more inclusive conversationsHow to save your anger for when it matters the most Connect with Dr. Darian Parker at https://doctordarianparker.com/.

Staci Hegarty is the VP of Equity and Inclusion for Envision RISE. Envision RISE creates paths and programs for lasting inclusive and equitable workplace cultures. On the show we discuss: Why intentions are not enough, DEI execution is what mattersWhat woke really means and how to address backlash associated with the termHow to reward organizations for their inclusive behavior Connect with Staci at https://envisionrise.com/ and here is the article Staci mentioned: https://www.rollingstone.com/culture/culture-features/woke-companies-broke-profits-1234710724/.

Carice Anderson has been doing diversity work for over two decades and is the author of Intelligence Isn't Enough. She shares how the conversation has changed in DEI over the decades of her career, including: 3 practical strategies to elevate your DEI effortsHow to proactively engage with underrepresented groups before they quit and questions to askWhy it is important to ensure your sponsee base mirrors the population you hope to serve and attract Connect with Carice at https://cariceanderson.com/ and on LinkedIn.

Kenji Yoshino is the Chief Justice Earl Warren Professor of Constitutional Law at the NYU School of Law and the Director of the Meltzer Center for Diversity, Inclusion and Belonging.  He is the author of the new book Say the Right Thing. We discuss how to: Shift from a cancel culture to a coaching cultureApologize in a productive, respectful way when you make a mistakePrevent identity threat when calling someone in on non-inclusive behavior  Connect with Kenji at http://kenjiyoshino.com/KY/books/ and  https://www.law.nyu.edu/centers/belonging.

Eman Rimawi-Doster is a DEI thought leader in intersectionality. She is a good troublemaker bringing multidimensional social justice and humor to every conversation. We discuss how to: Effectively use humor and anger in DEI workSpeak up with allies to advocate for change beyond ADA compliance Believe the lived experiences of folks with intersectional identities   Connect with Eman at Hilc.org or on LinkedIn.