Diversity Matters with Oscar Holmes IV Season 5, Episode 2 Episode Title: Effective Allyship Guest: Julie Kratz Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “True allyship stems from genuine, sustained efforts to support marginalized groups, amplify their voices, and remove obstacles without seeking personal credit or fame. It requires intentional, consistent actions in both personal and professional spheres.” — Julie Kratz In the ongoing pursuit of a more equitable and inclusive world, the concept of allyship has emerged as a powerful force for change. But what does it truly mean to be an ally? And how can we move beyond performative gestures to create lasting, meaningful impact? This episode dives deep into these questions with our guest Julie Kratz. Julie has dedicated her career to empowering people to become better allies. After her own experiences in corporate America, she founded her own speaking business to help organizations foster inclusive environments. Julie is an accomplished Forbes contributor, podcast co-host, TEDx speaker, and author of six books, one of which we will go in-depth today: Allyship in Action. Join us for a thought-provoking discussion with Julie Kratz. Through honest conversations and practical examples, she challenges us to confront our own biases and explore actionable strategies for building genuine allyship. 3 Exceptional Highlights: One of the biggest challenges with DEI work is that many people don't fully understand what it means, and there are false narratives and misconceptions around terms like "diversity hire" circulating. Subconscious biases can perpetuate inequities within existing systems. We must evaluate all individuals based on demonstrable performance rather than perceived potential. Sustainable change in DEI requires a series of smaller, consistent actions rather than overwhelming initiatives, which proves more effective in fostering long-term shifts. Show Highlights: Was there a specific event or experience that spurred you to write Allyship in Action? 06:45 Julie Kratz The book was inspired by my own journey. But seeing my daughter experience microaggressions and witnessing them herself truly drove the point home. We need more tools to be better allies. Your book references the concept of "white guilt." Can you elaborate on this idea? 10:32 Julie Kratz It refers to the discomfort and guilt white people feel when having to confront or think about their whiteness and privilege in a white supremacist culture. White privilege enables the ability to move freely and avoid repercussions for certain behaviors that would not be acceptable for people of color. Moving from apathy/denial to awareness about white privilege is a crucial step, but education is still needed to help more people reach that awareness. Moving beyond awareness to action is a significant hurdle. What strategies can bridge this gap and dismantle systems of advantage? 14:51 Julie Kratz The systems were designed by and for certain groups to succeed, making systemic change challenging but necessary work. Corporations need to examine processes like hiring, job descriptions, and promotion criteria to remove biases perpetuating homogeneity. The surge of allyship witnessed in 2020 seems to be tapering off. What are your insights on this current trend? 18:47 Julie Kratz The biggest gap hampering DEI progress is the lack of lived experiences with microaggressions, harassment, and belittling that underrepresented groups face, which is hard for others to grasp fully. Engaging people with curiosity and prompting them to explain their understanding can often lead them to realize their stance is flawed. Your book mentions the myth of meritocracy alongside the challenge of limited lived experiences. Can you elaborate on how these ideas intertwine to hinder progress? 26:11 Julie Kratz The myth of meritocracy is the belief that success is solely based on hard work and individual merit, disregarding systemic barriers faced by marginalized groups. We need to reframe the idea of "privilege" as an opportunity to be an ally and leverage one's advantages to support others rather than view it negatively. A prevailing notion suggests that DEI is a zero-sum game. Can you share your thoughts on this perspective? 30:58 Julie Kratz The zero-sum game is such a harmful mentality. It isn't an ”I lose, you win.” When we share resources, we all benefit. Having diverse teams and inclusive environments expands opportunities and benefits for everyone rather than redistributing a fixed amount o