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While there’s no one-size-fits-all solution for long-term career fulfillment, self-advocacy and wellness are crucial pieces of the puzzle.

From navigating male-dominated boardrooms to leading dynamic teams, women professionals do it all. Maintaining balance is key to keeping your tank full, especially as you learn to make empowerment tangible.

That said, no one is meant to fight this uphill

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battle alone. Whether you’re working to foster an inclusive culture or prioritize women’s health in the workplace, you deserve resources that help you make a difference. In this insights stack, we offer expert anecdotes from industry professionals and actionable takeaways to guide your journey.

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How 3 Leaders Prioritize Equity in the Workplace for Empowered Employees

13 We Need Male Allyship in the Workplace. Here’s Why it Matters. Level Up Your Voice and Career How to Practice Advocacy in the Workplace

How 3 Leaders

Prioritize Equity in the Workplace for Empowered Employees

It’s simple. When companies support their employees with transparency, opportunity, and empathy, people perform better, stay longer, and are generally happier.

Equity in the workplace ensures everyone has access to tailored opportunities. When businesses prioritize allocating different resources based on unique needs, employees receive the empowerment they need to succeed. Regardless of background or starting point, everyone is equipped to achieve their full potential.

Here, we spotlight three leaders who’ve experienced workplace equity firsthand—and remain committed to putting DEIA at the forefront of their company culture.

Greta Maiocchi Head of Marketing and Recruitment, Open Institute of Technology

As the Head of Marketing and Recruitment at OPIT, an online Higher Education Institution focusing on tech-related disciplines, I’ve had the privilege of being a part of an institution that strives hard to promote inclusivity and equity in the workplace.

In an attempt to foster an equitable work environment, OPIT implemented several strategies. Firstly, we practice flexible work arrangements, respecting not only different time zones but also personal commitments and individual work rhythms.

We also ensure equal opportunities for all by employing a transparent and merit-based recruitment process.

Secondly, despite being an online institution, we work on providing a supportive environment for our staff. Beyond healthcare benefits, we’ve also integrated a strong mental health support ramework.

Regular wellbeing check-ins, access to online counseling, and importance given to worklife balance make our employees feel supported and valued.

Personally, as a leader, these practices have empowered me by providing a platform where my contributions are acknowledged and offering me flexibility in managing my work and personal life effectively. Thus, such equity-focused policies foster a sense of belonging and boost productivity amongst the team.

Joni Ogle CEO, Transcend

At Transcend Recovery Community, we cultivate an equitable work environment by emphasizing inclusivity, transparency, and ongoing education. We offer regular diversity and inclusion workshops, ensuring all team members can contribute to an inclusive culture. We also maintain clear and open channels for feedback, allowing employees to voice their concerns and suggestions without fear.

Feeling empowered and supported in such an environment is crucial. For me, empowerment came from knowing my voice was valued. Implementing a mentorship program wasn’t just about top-down guidance; junior staff members were also given a platform to share their innovative ideas.

This mutual respect and exchange of ideas created a dynamic and supportive atmosphere.

One strategy we used was flexible work policies. Understanding that a one-size-fits-all approach doesn’t work, we allowed employees to adjust their work schedules to fit their personal needs. This flexibility boosted morale and enhanced productivity, as employees felt trusted and valued.

One of our team members, who had previously felt marginalized in another organization, expressed how our inclusive practices helped them regain confidence. This individual thrived under our mentorship program and eventually took on a leadership role, showcasing the power of a fair work environment.

Creating equity at work isn’t just about policies; it’s about fostering a culture where everyone feels seen, heard, and valued. At Transcend, we believe in lifting each other, ultimately driving our collective success.

Bryan Wright CEO/Owner, Wright Physical Therapy

As the founder of Wright Physical Therapy, we offer flexible work schedules, generous PTO, and comprehensive benefits so our team can support work-life balance and their health. For example, we have a great maternity leave policy and options for telecommuting. Personally, as someone with chronic knee pain, I understand the importance of healthcare benefits. We budget for continuing education and professional development, which builds confidence in our employees’ abilities and career paths.

“By supporting my team, they’re better able to help our clients.”

We focus on community impact and patient education. For example, we offer free injury screenings, workshops on injury prevention, and sports performance coaching for local schools and teams. Giving back to our community fosters goodwill and brings in new clients, which boosts our revenue. Last year, after providing pro bono services to a nearby high school, we saw a 15% increase in athletes coming to us for physical therapy.

Equity and excellence go hand in hand. When employees feel empowered and supported, they do their best work. We aim to create an uplifting environment where people are motivated to grow personally and professionally. By investing in the wellbeing and development of our team, they’re able to provide world-class care and service. In the end, equity is good business.

We Need Male Allyship in the Workplace.

Here’s Why it Matters.

CCWomen is a community platform for women and allies to empower one another. While women are at the frontlines, our male allies provide us with the resources to amplify our voices and drive tangible change. Without them, our attempts to close the gender gap would be significantly more difficult.

Here, we highlight several of our CCWomen male allies committed to revolutionizing the customer contact space and business world. Their stories demonstrate a deep and wholehearted commitment to inclusivity—and how nurturing DEIA is a collective effort placed on all our shoulders as we pave a more equitable future for everyone, everywhere.

Adam McCreery

Director of

Customer Service DraftKings

There are two key moments in my life that really helped increase my awareness of being an ally for women.

The first was when I was a teenager, and my mother was ill with epilepsy. We didn’t know at the time the root cause or even diagnosis of her illness, but she never missed a day of work nor did she ever miss taking care of our family. I was truly inspired by her love for her work and for her family, all while dealing with an undiagnosed condition.

The second experience was in my first job out of college at a major financial investment institution. This was in the late 80’s and it was a typical, Wall Street look and feel environment, and lacked diversity. I remember seeing only men in leadership positions and mostly females in administrative assistant roles. I was disappointed, even at an early age and

stage of my professional career to see such a lack of diversity in that company.

It caused me to commit to change and become an ally throughout my career.

I have a post-it on my desk with me at all times reminding me of how fortunate I’ve been throughout my career, and how important it is to give back to those less fortunate or those who might be disadvantaged.

I strive to inspire those around me, especially the women I work with. I focus on how I can continue to be a good role model and ally for them, and help mentor them towards achieving their professional goals.

I always promote diversity and inclusion in

conversations regularly with my colleagues, and have specific discussions with the women I work with regularly on how to promote equality in the workplace. I believe these actions, in addition to the words, help uplift the women I work with.

Allyship is a movement that’s critical to success in our society. From the moment the first woman voted, to now seeing women in prominent positions like CEO is incredible. But we recognize there’s still a lack of equality in society, so, as an ally, I believe it’s important to be a vocal advocate for this movement. Until we achieve 100% equality in society’s workplace, I will continue to advocate for this movement.

Geoffrey Burbridge EVP, Head of the

Truist Care Centers

I work in banking, and during the early years of my career I was fortunate enough to work for some amazing women. That was over 30 years ago now, and what I’ve come to realize is that my career would not be what it is today if it weren’t for their formative influences. They taught me the business, taught me the RIGHT way to do business—and as a result I was able to build a decades-long career in my industry of choice.

But it goes beyond this. I am also a member of the LGBTQ+ community. These strong women leaders I worked for created a space where I could be my authentic self—at a time where that was not a part of the business model in the 90’s.

There were little to no diversity business groups,

there was little advocacy—everything was word of mouth and one-to-one. Your boss held your future in their hands.

This became so apparent to me during one particular episode—a woman who I completely admire chose to leave our company and blaze her own trail instead of seeing a less qualified male take a role she truly deserved. She had helped me move into my very first management position, and here she was lacking similar advocacy. In fact, if you looked at the leadership pyramid, while women were prevalent in local leadership roles at the time, there were in fact very few women in the senior ranks of the company. I realized then that in order to retain the best talent, this needed to change. I had to be the change that I wanted to see—at the very least a part of it!

First and foremost, I advocate for them via visibility. I make sure the leaders on my team tell their own stories vs. having them told for them. Whenever I can, I create an environment of inclusivity. This inclusive culture helps them build broad networks of support. It creates learning opportunities for them to develop new skills and to enhance existing ones. I make sure that we participate in the various affinity groups that are available—whether it be diversity business groups at our company, or through external groups like CCWomen.

Out of my six primary direct reports, five of them are women—and four of them have spoken at CCWomen events! I’m proud of their contribution to the CCWomen community! I also ensure that all have mentorship opportunities. We all have our strengths and we all have our developmental items we are perfecting—mentors play a key role in this.

I think there are a number of reasons I’ve touched on here—allyship is important to promote inclusion, to amplify the voices of those that all too often go unheard. It supports equality and builds cohesive teams. Allyship drives innovation. It fosters empathy and compassion, which makes our workplace a better place to be. All that said—at the end of the day, we were all hired to do a job. We all are accountable for results. Being a great ally is, in my experience, one of the best ways to promote accountability and to drive better outcomes. Allyship fuels our mutual success.

Jason Hiland EVP of Sales and Marketing CollaborationRoom.ai

I was born the day after my mother turned 16 years old. Two years later, my sister was born. We all three grew up together. With my mother, I watched her struggle in life. There really wasn’t a community, outside of family, that helped young women in the 70s and 80s. She had to choose: work to provide for us or accept welfare to raise us. She lived a hard life, but I would like to think her final 15 years were made a bit easier because I was able to be the help she never received from others. With her passing in 2023, it left a hole in my life.

“I believe that I have more to learn from women, and that I can bring a unique experience to them as well.”

My wife, Lindsay, helped me get involved in a charity called Fresh Start Women’s Foundation. I truly enjoyed being an ally to them.

I guess, to make a long story short, I was raised by a strong woman. I married a strong woman. I believe that I have more to learn from women, and that I can bring a unique experience to them as well.

I am involved in Fresh Start for Women’s Foundation which is very rewarding. I have also mentored for Helping Hands for Single Moms. I am extremely supportive of my wife who recently wrote a book for Women in Real Estate and runs a mastermind for women in real estate as well. I think what I do best to uplift women is I just try to listen. My mom once told me, “You do not have to solve all my problems. Most of the time, I just need you to listen to them.” I call it “comfort versus counsel.”

None of us have gotten where we are by ourselves. We’ve all had “allies” to get us where we are. My allies have more often than not been women. As far as being an ally for CCWomen, I believe I can be a sounding board with a different point of view. I am here to help AND to learn.

Wes Dudley VP of Customer Experience

Broad River Retail

Allyship is crucial in creating an inclusive and equitable environment where everyone, regardless of gender, can thrive. Allyship involves recognizing the barriers that others face and actively working to remove these obstacles. When men become allies to women, they support and amplify women’s voices, contributing to a more balanced and fair society.

I’ve been attending CCW for many years. I’ve witnessed Sandy’s passion as an activist promoting women in this industry. Her enthusiasm is contagious, which one day led me to ask her, “How can I help?” I feel I have always been inclusive of everyone, but that day was a game-changer for me. I shifted from being inclusive to becoming an ally.

Some meaningful steps I try to take to uplift women around me are:

- I try to create a space for women to speak and have others genuinely listen to their experiences, using my own voice to help support them.

- I promote work-life juggling. I picked up that term from a local newscaster in the Charlotte area who spoke at our company last year. She talked about having a demanding career and a large family. It isn’t a balance of work and life, as you will likely dedicate more waking hours to your job than your family. But, it is about having the flexibility to juggle your work and life schedule so you can be successful in both.

- I provide mentorship. Find a mentor who can enhance your personal and professional growth and provide you with the guidance and support you need to achieve your goals. This needs to be someone with whom you have personal chemistry and who can both support and challenge you.

- I encourage others to meet new people who don’t necessarily look or act like them. It is important to get out of your comfort zone. Last year, I started randomly picking five people I didn’t get to meet at a conference (most conferences have a list of attendees). I reach out on LinkedIn and ask if we could connect about our learnings from the conference. I’ve met some new friends with very eclectic backgrounds. This has helped me open my mind even more to others.

- I encourage everyone to find their passion. Is your current job fulfilling you both personally and professionally? If not, what do you want to do? How can I help support you in this drive?

Allyship is important because it fosters an environment of mutual respect and collaboration. When men actively support gender equality, it breaks down stereotypes, creates equitable opportunities, enhances innovation and performance, and builds a better society.

Male allies play a crucial role in advancing gender equality. By educating themselves, amplifying women’s voices, challenging inequities, and promoting inclusive policies, men can help create a a more balanced and fair environment for all.

They state that, in fact, you were the first put into your proposal and urge others able to contribute more of your perspective,

Advocacy in the workplace is essential heard. It benefits everyone involved, whether

To truly drive change within your organization, push for a promotion, secure a title change, and inspires impact. Empowerment doesn’t culture where everyone feels valued.

After all, none of us can truly break the pendently. But with others soaring alongside challenges and setbacks, won’t feel so

Here, we provide tangible tips on cultivating

Level Up Your Voice and Career

How to Practice Advocacy in the Workplace

You’re in a meeting and finally get to pitch a solution for an issue that’s been impacting your team. But when you share your thoughts, people respond halfheartedly, seemingly not won over by any of your suggestions.

To make matters worse, a male colleague later parrots you and your coworkers’ reactions are startlingly different. They approach the conversation with renewed vigor, and you wonder where your communication went wrong—or if you didn’t stand your ground enough.

Then, your manager raises their attention.

first to bring up the idea and therefore deserve the recognition. They point out the thought and hard work you to follow your action steps more attentively. Because of their advocacy, there’s a shift in the room. You’re perspective, and people listen.

essential for personal and collective success. It’s about speaking up for yourself and for others so all voices are whether you’re vouching for yourself or supporting a colleague.

organization, you must practice self and community advocacy. Self-advocacy grows your influence. It helps you change, or freely pursue opportunities that propel your career. Community advocacy takes it a step further doesn’t stop with one person; it’s meant to be a ripple effect that enables you to champion others and instill a

glass ceiling or repair the broken rung alone. We’re bound to hit a limit if we try to fly toward success indealongside us, we’ll find that the path to our north star is all the more clearer—and our journey, rife with its own isolated.

cultivating advocacy in the workplace and transforming your culture from the ground up.

Without

advocacy, people suffer—and companies take a hit, too.

Improper advocacy isn’t just harmful to the individual; it’s detrimental to the organization. Imagine constantly feeling invisible, your needs not met, and your accomplishments ignored. Symptoms like burnout, disengagement, and even turnover are inevitable if your company fails to foster healthier workplace belonging.

According to a 2024 SHRM survey, nearly half of workers state experiencing burnout for various reasons, several of which are a lack of belonging. When people are in a constant state of mental exhaustion, doubt, and irritability, they’re significantly more likely to seek other roles that promise better treatment.

Advocacy in the workplace strengthens belonging and solidarity. When people know they actively help their company meet its goals and their colleagues fully laud their efforts, they don’t just feel like another cog in the machine—they’re a vital piece of a larger puzzle.

It’s simple. The more employees feel valued, the higher their engagement and productivity. Advocacy clarifies purpose, helping to create a supportive environment where the entire work community thrives.

How do companies advocate for their employees?

They state that, in fact, you were the first to bring up the idea and therefore deserve the recognition. They point out the thought and hard work you put into your proposal and urge others to follow your action steps more attentively. Because of their advocacy, there’s a shift in the room. You’re able to contribute more of your perspective, and people listen.

Advocacy in the workplace takes many forms. Simply put, it’s a multifaceted opportunity for companies to embody empowerment and set the standard for others to follow. There are several ways for organizations to prioritize their employees:

- Make DEIA a top priority: There’s no denying that DEIA is a win for everyone, not just the underrepresented and undervalued. For one, higher diversity increases the likelihood of financial outperformance. From implementing inclusive policies to providing regular educational discussions, DEIA requires action on all levels for all parties to see positive outcomes.

-Offer mentorship opportunities: An HR Research Institute survey reveals that more than half of its respondents have access to a mentorship program within their organization. People recognize the value of maintaining mutually beneficial connections where mentors teach and guide their mentees while mentees help mentors sharpen their leadership and gain new perspectives.

- Provide relevant and tangible benefits: More than ever, people expect incentives that go beyond monetary compensation or resources to climb the corporate ladder. In fact, 40% of employers believe employees quit their jobs for companies with better perks, while one in 10 employees are willing to reduce their pay for improved benefits. To properly advocate for high-quality talent, leaders must provide rewards that matter, such as flexible work, ample time off,

How can I advocate for myself in the workplace?

As companies learn to advocate on a macro level, you must know how to advocate for yourself. At the end of the day, you tell your story the best—and if you don’t know how to control your narrative, others will take the reins. Here are three simple ways to get started:

- Build confidence: Gone are the days when women were expected to be modest and unassuming. Advocacy starts when you believe in your capabilities and speak up about your needs, whether for professional development or recognition of our achievements. It takes patience, but honing self-confidence is essential for strengthening your voice.

“As companies learn to advocate on a macro level, you must know how to advocate for yourself.”

Find your people: Surround yourself with a diverse community that will show up for you. It can be your manager, a mentor in another industry, or even a colleague. Your support system is there to help you navigate unique career challenges that require you to be firm and unapologetic.

Practice, practice, practice: Need to facilitate a difficult conversation? Are you still unaccustomed to boasting? Even the strongest leaders need time to gather their thoughts and share authentically. Prepare and practice, and remember you’re in a safe place to fall. You’ll be guaranteed to learn how to climb back up.

How do I advocate for others in my community?

Advocacy begins with inner transformation, but it doesn’t stop there. If self-advocacy is your foundation, community advocacy is the larger vision that makes equity possible. Standing in the gap for others ensures that mutual respect and empowerment become the norm.

- When in doubt, ask: Some appreciate real-time public praise, while others prefer you to celebrate them more privately. If you need more clarification, ask for their input and tailor your support to their preferences. Advocacy isn’t one-size-fits-all.

- Be a mentor or sponsor: Mentorship and sponsorship can sound daunting to anyone without prior experience. However, if you have a passion for speaking on others’ behalf and raising awareness of their needs, you can play

an active role in nurturing another person’s success.

- Deepen your relationships: Everyone needs allies to build well-rounded career confidence. More often than not, your connections will enable you to share your experiences, help you process your thoughts, and be a reliable source of support when you need mutual accountability.

Want more CCWomen?

At CCWomen, a membership platform for women and allies, we believe empowerment must be a lifelong commitment to meaningful and tangible action. By becoming a CCWomen+ Member, you’ll have access to all of the below plus a plethora of networking opportunities with like-minded peers.

Let’s shape a brighter, more equitable future together. Join the waitlist to receive our first official edition of Stronger, Together!