We’ve diluted the word ally into oblivion. It’s become a trendy label, like slapping “gluten-free” on something that never had wheat to begin with. Everyone wants the badge, but few want the responsibility. Because actual allyship—the kind that changes systems, not just profile pictures—is work. And surprise: it’s not about you.

Several years ago, I worked with a client who was very proud of their recruitment efforts, specifically in attracting people of color to their organization. Yet, upon investigation, we identified that more people of color were going out the back door than were coming in the front.

How much is one life worth? Have you ever considered the price you would put on a person’s life?

With Pride Month in the rear-view mirror, as LinkedIn logos are wiped clean of rainbows, it’s time to take stock of the current state of the #LGBTQ+ community.

Arguably the words "inclusion," "diversity," "equity" and "accessibility" (or "IDEA") have become part of the zeitgeist.

When I started working in diversity and inclusion (D&I) in 2006, only a handful of consultants worked in this area. Hardly any of the major consulting firms were playing in the space, and if they were, it was an afterthought that lived in the human capital practice.

If the people in an organization are not committed to inclusion then the policy will not matter.

My goal in helping organizations make IDEA (inclusion, diversity, equity, accessibility) part of the DNA of their business practices is to move away from the mindset of it being a “program” to making an actual culture shift.