Lead Like An Ally

Inclusive teams make better business decisions


of the time

Firms with more diverse management teams have


higher revenue

Make 2020 the Year of the Ally

From my 20 years of experience working with organizations striving to attract and engage diverse talent, and my own experience as leader in Corporate America, I have come to accept that no organization is where they want to be with diversity.

For this reason, I developed a new virtual program.  It teaches the 12 key attributes of being an inclusive leader on a web-based platform where leaders go at their own pace and choose the topics they want to learn the most.

What is it, you ask?

Lead Like an Ally is a virtual program targeted at managers and all employees inside organizations that value diversity and inclusion, yet lack the tools and time to dedicate to the cultural shifts necessary for inclusion.
Why is it needed?
Managers and all employees alike struggle with how to talk about diversity and inclusion, and often shut down in candid conversations. Senior leadership and newer employees are often well-versed and the murky middle of the organization is silent. This is important because managers are responsible for the employee experience of inclusion through daily actions, hiring, promotion, and separation decisions. They need actionable, intentional tools to be inclusive and lead like an ally.
How does it work?
The program is designed for leaders to choose their own adventure. While there are 12 key attributes of inclusive leaders as modules, leaders may go at their own pace and choose the modules most important to them. Each module has a set of quick 5-minute video lessons accompanied by a workbook activity. The modules canvas the hallmarks of inclusive leaders from Self-Awareness, Self-Management, Knowing your Ally Role, Comfort with Discomfort, Candid Conversations, Space for Others, Diversity Storytelling, Unconscious Bias with deep dives into Gender, Race, and Sexual Orientation, concluding with Sustainable Systems for Positive Change. 
Progress is tracked in the system, and leaders may earn badges and are recognized for their achievements.  Leaders are able to learn inclusive leadership behaviors collaboratively with peers and openly in the program discussion boards.  
Pricing is tiered based on number of learners and there is unlimited access for the full year and includes a robust workbook to take action right away.  Content may be customized and co-branded.


What are you doing to embed diversity, equality, and inclusion throughout your organization? Talking about it is not enough. We have to practice these skills to influence real behavior shifts.

Today’s middle manager has many competing priorities vying for their time.  While many want to lead inclusively, they do not have the tools or time to practice it.  They often feel excluded in diversity initiatives, especially if they are cisgender white males.  I believe we have an opportunity for these managers to be allies for those that are underrepresented.  Being an ally takes time and leaders do not have to learn to be inclusive on their own.

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Teams of All Sizes Can Lead Like Allies

Small Team

  • Up to 50 learners

Medium TEAM

  • Up to 100 learners


  • Unlimited learners


Be the first to get a copy of the Lead Like an Ally book. It is a tale of a woman’s journey through Corporate America with proven strategies to facilitate inclusion. 

Get the team discussion guide!

Listen to the Pivot Point podcast sharing proven techniques, strategies, and tools for each of the 12 of the key attributes of being an inclusive leader.

Get a sneak peak of program!

Watch Julie’s latest two-minute videos to learn the skills of inclusive leaders that lead like allies.  She teaches proven tools and strategies to be an ally and engage allies.

Get to know Julie! 

Learn what industry leaders and gender equality alike think of the new book Lead Like an Ally.  Julie’s latest thought leadership on allyship is getting attention from the experts.

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