The Allyship Podcast
The Allyship Podcast
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The Allyship Podcast
Episodes Streaming Now!
Episodes Streaming Now!
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Select a speaker to listen in on their conversation:
Al DuPree
Al DuPree
Born and raised in Pittsburgh, PA, and a graduate of Carnegie Mellon University, Al spent over 25 years in information technology, both nationally and internationally, in the public and private sectors.
Today, Leila Rao and Al DuPree discuss the long and complicated history of allyship in the workplace, including the sometimes push-and-pull of intersectionality. As the first-black CIO of the Congressional Budget Office and a pioneer in virtually every step of his career, Al shares his insight into what has worked and what hasn’t in his experience. He shares specific advice for leaders on creating a culture of inclusivity based on his own work and that of his mentors. We also address the always challenging question of “are things changing for the better?”Takeaways from Al:
-An Allyship Action: Prepare for the change you want to see. Creating a diverse and/or inclusive workplace takes intentionality.
-An Allyship Action: Be prepared to invest your political capital as a leader if you want a sustainable cultural outcome in terms of behavior change both individually and organizationally.
-An Allyship Action: Learn about our shared history, and what is and what isn’t covered in the history books. Our current systems often reinforce stereotypes, so prioritize reading, listening and hearing from minority perspectives.
George Hoffmann
George Hoffmann
George Hoffmann is the Deputy Director of the Office of Information Technology (OIT) and Deputy Chief Information Officer for the Centers for Medicare & Medicaid Services (CMS). George has over 30 years of experience working in the commercial and public healthcare IT market with a focus in the areas of software development, system integration, data warehousing, and customer service.
In this episode, Leila talks to George Hoffmann about allyship from a leadership perspective. As both a senior executive leader within information technology and as the sponsor of an impactful DEI initiative within a federal government agency, George shares his experience of how to shape a workplace of inclusion and belonging and why that matters. They discuss the need for and the sequencing of activities to address inequity before aiming for equality.
Rob Gorrie
Rob Gorrie
As a graduate from NYU's Film & Television program, Rob Gorrie is a professional actor with over 17 years of experience in the industry. He is a proud member of SAG-AFTRA and has appeared in leading roles in daytime and primetime television, as well as film.He has many notable television credits such as FOX’s Gotham, CBS’ Bull, Law & Order SVU, The Good Wife, One Life to Live, and As the World Turns. His most recent film, The Preppie Connection, is currently streaming on AMC. In January 2020, he assumed the role of Director of Enrollment at AMDA College of the Performing Arts where he counsels aspiring artists as they begin their professional careers.
In this episode, Leila’s guest is Rob Gorrie. Rob spent 15 years working as a lead actor in film and television for major networks and production studios. Currently, he consults for a premiere performing arts college where he advises leadership and students. His unique experiences have allowed him to feel and perceive the effects of allyship across the complex ecosystem that is the entertainment industry. Let’s listen in!
Takeaways from Rob:-An Allyship Action: Share salary and other compensation information.
Very important to actors especially because this is an industry with varied compensation structure and history of marginalizing women and people of color. Women often have informal whisper networks to share salary, as I know from my own experience, which are helpful. And men can create great impact by normalizing this single action.-An Allyship Action: Recognize that addressing historical inequity may mean that you have fewer opportunities. This is not “reverse discrimination”; it is abour fairer distribution of opportunities.-An Allyship Action: Leverage the power of being a consumer to advocate for inclusivity and diversity. Seek out media that centers the voice and perspectives of people who don’t necessarily share facets of your identity. Outsmart the industry algorithms that show you more of what you already see; seeking out diversity requires intentionality.
Takeaways from Rob:-An Allyship Action: Share salary and other compensation information.
Very important to actors especially because this is an industry with varied compensation structure and history of marginalizing women and people of color. Women often have informal whisper networks to share salary, as I know from my own experience, which are helpful. And men can create great impact by normalizing this single action.-An Allyship Action: Recognize that addressing historical inequity may mean that you have fewer opportunities. This is not “reverse discrimination”; it is abour fairer distribution of opportunities.-An Allyship Action: Leverage the power of being a consumer to advocate for inclusivity and diversity. Seek out media that centers the voice and perspectives of people who don’t necessarily share facets of your identity. Outsmart the industry algorithms that show you more of what you already see; seeking out diversity requires intentionality.
Sanjiv Augustine
Sanjiv Augustine
Sanjiv Augustine is the Founder and CEO of LitheSpeed, LLC and the Agile Leadership Academy. Sanjiv is an entrepreneur, industry-leading Agile and Lean expert, author, speaker, management consultant, and trainer. With 30 years in the industry, Sanjiv has served as a trusted advisor to executives and management at leading firms, including Capital One, The Capital Group, CNBC, Comcast, Freddie Mac, Fannie Mae, General Dynamics, HCA Healthcare, Huntington Bank, The Motley Fool, National Geographic, Nationwide Insurance, Royal Bank of Canada, Samsung, and Walmart. Sanjiv is the host of the Agile Caravanserai podcast and the author of the books From PMO to VMO: Managing for Value Delivery, Managing Agile Projects, Scaling Agile: A Lean JumpStart, as well as several publications including, Transitioning to Agile Project Management, The Lean-Agile PMO: Using Lean Thinking to Accelerate Agile Project Delivery and Transformational Leadership for Business Agility.
This week, Leila and Sanjiv Augustine make the case for why DEI is an effective business strategy as well as a human(e) value proposition. They also discuss instances where collaboration and partnerships can happen through being open to allyship. They also remember Roland Cuellar, a dear friend to Sanjiv and an impactful ally for Leila.
-An Allyship Action: DEI is an optimal strategy for business success. Pursuing monetary and strategic goals and building a diverse culture are not trade-offs; they go together rather well!
-An Allyship Action: Your business relationships are an opportunity to be an ally. Businesses exist in ecosystems, so look around in yours. All the research indicates that diversity in the creation process results in better products for a diverse customer base. If your customer or target audience is diverse, then try to reflect that diversity in the creation or production process.
-An Allyship Action: Say yes when possible. Be open to partnerships and collaborations within someone you don’t know yet. Invest in a promising idea from someone outside of your typical cohort.
Derek W. Wade
Derek W. Wade
Derek is the founder of Kumido Adaptive Strategies, an organizational performance consultancy that untangles complex problems in human/technological systems. With his guidance, Kumido has measurably improved hundreds of collaborative efforts across a broad range of industries.
Derek evolves the state of human interactions -- both professional and personal -- by shining light into dark corners and helping heal whatever is found there. Those he works with seem pleased by the results.
Derek evolves the state of human interactions -- both professional and personal -- by shining light into dark corners and helping heal whatever is found there. Those he works with seem pleased by the results.
In this episode, Leila and Derek W. Wade discuss another facet of allyship: men raising the bar for each other. Derek also explains how allyship was the norm for him from an early understanding of personhood, which then led him to recognize patterns of people, concepts, and systems that try to diminish others’ personhood.
We explore the human ability to create and recognize patterns that can both be an asset in shifting to allyship behavior or can be used to reinforce existing biases. We also talk about the “yes, and” nature of helping others as individuals and systemic allyship. Derek makes the persuasive case for a systemic approach to removing barriers is actually most valuable.
Joe W. Wiley
Joe W. Wiley
Dr. Joe W. Wiley’s consulting company—Xamining Diversity—enables him to keynote, consult, facilitate cultural competency workshops and day/weekend retreats or present his interactive workshop “Diversity Enlightenment."
Dr. Wiley’s leadership experiences include serving as Chief Diversity Officer at SUNY– Plattsburgh/Lecturer in Philosophy/Interdisciplinary Studies from 2000-2018. From 1993-2000 he served Claremont Graduate University as a Multicultural Admissions Counselor; Special Asst. for Diversity; and Asst. Dean of Academic Affairs).
Today, Leila’s discussion with Dr. J.W. Wiley covers a wide range of topics, as you’d expect with a conversational partner who is a professor of philosophy, a published author with one book being made into a movie, and a lifelong DEI activist, educator and trainer. Joe shares his pivotal moment that catalyzed his career as an ally as well as what it means to have allies and to be an ally.
Matias Nino
Matias Nino
Matias Niño is an Agile Practice Lead and Project Manager at REI Systems in Washington DC supporting the US Federal Government. With over 20 years of experience in government software development teams, Matias works to advance the agility of government through the cultivation of empowered, self-organized, and high-performing agile teams.
Matias is also an active participant in the global agile community, a facilitator and writer for the Business Agility Institute, an organizer of the Agile Professionals Meetup in DC, and a supporter of Agile Alliance’s Emerging Economies initiative. He has also spoken at various events, including the Business agility Conference and the 2019 ACIS Agile Working Day in Bogota Colombia.
Leila and Matias Niño explore their shared interests in advancing agility in the federal government, building diverse high-performing teams and organizing meet-ups.
Matias connects his experience of growing up with sisters and with noticing the frequent disproportionate absence of women in many tech teams. He then set out to address this gap by intentionally cultivating relationships and highlighting opportunities for women to become speakers and subject matter experts.
John Mark Williams
John Mark Williams
John Williams was appointed CEO of The Institute of Leadership & Management in September 2020, having previously held a number of CEO and Director positions in the UK, Middle East and Far East.
John is an Advisory Board member for the Commonwealth Enterprise & Investment Council, and has been a consultant to the UN International Trade Centre. He has been a Diversity Champion for the Foreign & Commonwealth Office, and an adviser to the Cabinet Office on strategy and leadership.
He is a member of the All-Party Parliamentary Group on International Trade & Investment, and Chaired the SME Trade & Investment Forum alongside the 2018 Commonwealth Heads of Government Meeting (CHOGM).
John has been a guest lecturer on Strategy and International Business at universities in the UK and Europe for many years, and occasionally writes about business for online publications.
In this episode, Leila’s conversation with John Mark Williams highlights both the value of being an ally and what it can mean in terms of investing in people and in their learning curve.
Creating opportunities is just the start; allyship also includes providing feedback and support while people develop new competencies which often comes with making mistakes. How we as individuals and as leaders in an organization react during this process makes the difference in creating an equitable organization.
Dr. Joshua T. Anderson
Dr. Joshua T. Anderson
Dr. Joshua T. Anderson is a writer from the Red River Valley of rural North Dakota, where he was raised by a big extended family of storytellers. Long before he was a literature and writing professor, Josh worked as a bulldozer operator, truck driver, dishwasher, farmhand, and electrician’s apprentice, among many other odd jobs throughout the rural West. He draws upon this work experience when he teaches classes in American literature, Native American literature, environmental literature, and creative writing.
His recent creative work has appeared in North American Review, Sonora Review, Bourbon Penn, and Essay Daily. His recent scholarship appears in Weird Westerns: Race, Gender, Genre, and The Routledge Companion to Gender and the American West. He is currently working on a number of projects related to language and rivers, including creative projects that link his hometown of Park River, North Dakota, to his current work site near the Park River in Hartford/West Hartford.
In this episode, Leila’s conversation with John Mark Williams highlights both the value of being an ally and what it can mean in terms of investing in people and in their learning curve.
Creating opportunities is just the start; allyship also includes providing feedback and support while people develop new competencies which often comes with making mistakes. How we as individuals and as leaders in an organization react during this process makes the difference in creating an equitable organization.
Reed Racette
Reed Racette
Reed is a father, husband, and dog owner living in Columbia, Maryland. He spends work hours leading high-performing teams on Federal IT programs.
He began his career as an officer in the U.S. Air Force and has spent the past 30 years working in a diverse range of fields including management consulting, agile coaching, non-profit management, mechanical engineering, and financial services. He will soon be joining AgileXtended as an Organizational Change Consultant and Chief Operating Officer.
He is not a skilled multi-tasker but he is passionate about team building, dad jokes, and mixology – and often tries to do all three at the same time.
Today, Leila and Reed Racette discuss neurodivergence as a facet of diversity, and how his experience in this area lead to his allyship in other facets. They talk about Reed’s experience in building diverse teams and in creating psychological safety for them. They reflect on their shared work over the past two years and unexpected opportunities from this collaboration.
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