Your Voice Matters: Inclusive Leadership in Action with Julie Kratz
What does it truly mean to belong at work—and how do leaders move from intention to impact? In this episode of I Know I Belong When, host Christopher Bylone welcomes expert Julie Kratz to explore building belonging beyond buzzwords. Having navigated male-dominated industries and experienced being “the only one in the room,” Julie shares how exclusion and allies shaped her mission to foster cultures of belonging. Her work with Next Pivot Point guides leaders from performative statements to authentic leadership and allyship, making workplace belonging a reality.
Listeners will learn that inclusive culture is more than policy—it’s a daily practice reflected in how we communicate, hold accountability, and measure success. Julie highlights the difference between “belonging vs inclusion,” emphasizing that belonging results from strategic, human-centered innovation. She provides language and frameworks for leaders—especially in remote and hybrid settings—to turn values into action, so everyone can say, “I know I belong when my voice matters.”
This episode invites HR leaders, DEI practitioners, managers, and those interested in creating belonging at work to reflect, reimagine, and recommit. Julie’s insights offer practical steps and mindset shifts to build workplaces where everyone is seen, heard, and valued.
Watch the full episode :
Must-hear insights & key moments
Allyship is a journey: why intentional, consistent actions—and engaged senior leaders—turn inclusion into workplace belonging.
Names as belonging’s baseline: the “curb-cut effect” of getting names right and practicing daily allyship.
Mentorship & sponsorship: how strategic allies mirror strengths, open doors, and elevate your people experience.
Accountability with empathy: owning mistakes, apologizing, and moving forward without making it about you.
From fatigue to focus: Julie’s tools for sustaining human-centered innovation (values, boundaries, therapy, movement).
Embed + measure: policy, process, and metrics that show ROI—creating belonging at work beyond one-and-done training.
Belonging vs inclusion: framing belonging as the outcome of IDEA (Inclusion, Diversity, Equity, Accessibility) work.
Julie’s words of wisdom:
“When you're in that psychologically safe place, it is such a fulfilling feeling.”
“It has to be intentional… it has to be consistent.”
“A good first step of allyship is: let’s get people’s names correct.”
“Can you take it out? If you can, it’s not embedded.”
“Allies are often too humble for their own good.”
Why this episode matters
Organizations need strategic inclusion reflected in daily behaviors, policies, and decisions, not just statements. Julie’s story offers language for belonging—from allyship roles to practical ways leaders foster belonging and measure progress. It covers creating a sense of belonging for on-site, remote, and hybrid teams by applying IDEA principles to improve retention, performance, and trust.
Who should listen
Senior leaders and managers ready to turn values into inclusive culture.
HR/People, DEI & ERG leaders seeking measurable approaches to workplace belonging.
Team leads of remote/hybrid teams looking for practical ways to strengthen connection.
Anyone searching for the right words—“synonyms of belonging,” “another word for belong,” and love & belonging needs—to describe what “I know I belong when…” feels like in action.