Ashley Kelly is the CEO and co-founder of CultureAlly, a forward-thinking diversity, equity, and inclusion (DEI) company based in Canada. Founded in 2021 alongside her co-founder Hannah Stegen, CultureAlly emerged from their recognition of a significant gap in DEI solutions delivery.
Many companies were juggling multiple vendors to implement their DEI programs, a challenge Ashley and Hannah aimed to address by offering a comprehensive, all-in-one DEI solution.
Unique in their approach, CultureAlly has been bootstrapped, reflecting the founders’ commitment to sustainable growth. Ashley, as a woman of mixed race, has personally navigated discrimination in the workplace, while Hannah has navigated the male-dominated world of Physics. These experiences have deeply informed their understanding of the necessity for diverse and inclusive workplaces. They are particularly attuned to the broader issue of underrepresentation, especially for women and women of colour, in leadership and entrepreneurial realms.
Driven by a passion for fostering change, they envision a future where organizations prioritize progress over perfection and cultivate inclusive environments. Through CultureAlly, Ashley and Hannah are dedicated to being catalysts for positive change, advocating for diverse and inclusive workforces that promote growth, empowerment, and equal opportunities for all.
What do you think are the main challenges faced by organisations when it comes to embracing and implementing DEI initiatives?
One of the main challenges organizations face in embracing and implementing DEI initiatives is overcoming the fear of making mistakes. Other challenges we’ve seen stem from a lack of resources, insufficient buy-in, or uncertainty about where to start.
Many companies struggle with the misconception that DEI efforts are an all-or-nothing proposition, which can lead to inaction or half-hearted attempts that don’t yield meaningful results. Another significant hurdle is the absence of a DEI strategy that aligns with the business’s core objectives and values.
Without this alignment, DEI initiatives risk being perceived as peripheral or secondary, rather than integral to the organization’s overall success. This highlights the importance of weaving DEI into the very fabric of the organization, ensuring that it becomes a fundamental and enduring aspect of its culture and operations.
How do you think the pandemic has influenced workplace culture with the shift and acceptance towards more flexibility in the workplace?
The pandemic has definitely accelerated the shift towards greater flexibility. This change has been marked by a widespread acceptance of remote and hybrid work models, which has altered traditional office dynamics. Organizations have had to adapt and re-evaluate work-life balance, communication methods, and employee engagement strategies.
This shift has also highlighted the importance of mental health and well-being in the workplace, encouraging companies to be more attentive to their employees’ needs. Not only has the physical landscape of work changed but some organizations are fostering a more empathetic and adaptable work culture, where the focus has expanded from just productivity to also include employee satisfaction and well-being.
Do you feel that there is more openness towards DEI initiatives and how/what else can organisations do more to create a positive impact in this space?
There is a growing openness towards DEI initiatives in the modern workplace. Organizations are increasingly recognizing the importance of DEI initiatives, and this awareness is the first step towards meaningful change.
To create a positive impact in the DEI space, it’s important for organizations to push through the fear they might have surrounding DEI. Starting somewhere, even with small steps, is better than not starting at all. Implementing even seemingly minor DEI initiatives can spark significant progress.
These efforts, cumulatively, can lead to a more inclusive and equitable work environment, demonstrating that every action, no matter its size, contributes to the larger goal of fostering diversity and inclusivity.
What impact are you looking to make with the work that you’re doing with CultureAlly?
CultureAlly envisions itself as a global one-stop shop for all DEI needs, playing a pivotal role in shaping the future of this field.
Our aim is to be the go-to resource for organizations worldwide, providing a comprehensive range of services from consulting and training to e-learning and coaching. By offering these diverse, scalable solutions, we plan to address the full spectrum of DEI challenges faced by various sectors.
Our goal is not just to contribute to the DEI conversation but to lead it, driving innovation and progress that resonates across cultures and borders. In doing so, CultureAlly aspires to be synonymous with DEI excellence, helping organizations transform their cultures into more inclusive, equitable, and diverse environments.
If you can paint a picture of an ideal organisation when it comes to inclusivity, what would it look like?
An ideal organization in terms of inclusivity would be a place that has a continuous learning mind-set and where diversity is not just acknowledged, but celebrated and woven into the very fabric of its culture.
In this organization, employees from all backgrounds would feel valued, heard, and empowered to bring their whole selves to work. Inclusive policies and practices would be evident at every level, from recruitment and career development to decision-making processes, ensuring equitable opportunities for all.
This environment would also foster open communication and continuous learning about different cultures, perspectives, and experiences.
Leadership would actively champion DEI initiatives, demonstrating their commitment through transparent, consistent actions. Such an organization would not only excel in employee satisfaction and engagement but also in innovation and performance, as diverse teams bring a wealth of ideas and problem-solving abilities, truly embodying the strength in diversity.
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