356: How to Build a Gender Fair Workplace with Brad Johnson and David Smith

I was so thrilled to sit down again with my dear friends and true allies, Dave Smith and Brad Johnson. Every time we connect, it feels like a warm reminder of what sustained, meaningful allyship really looks like—not just showing up when it's trending, but doing the steady, daily work that actually moves the needle.

 Listening to them walk through their allyship trilogy, from Athena Rising to The Good Guys and now their latest book, Fair Share, brought back so many memories of my own journey navigating corporate America as a new mom. (Trust me, I've shed my fair share of tears over spilled milk in a workplace closet!)

What I love most about Brad and Dave is how they balance deep research with practical, real-world solutions that lift everyone up. They remind us that creating gender fairness isn't just about asking individual allies to do more. It's about fixing the broken systems so doing the right thing becomes the default.

Key Themes

• Caregiving Skills Build Better Workplace Leaders

  Active caregiving and fatherhood develop crucial human skills like empathy and emotional intelligence, which directly transfer into effective leadership at work.

  "Dad's brains begin to shift and change, too. We're developing these skills around empathy that translates right back into the workplace when we go back to work." — David Smith

• Moving from Individual Allyship to Systemic Change

  Relying solely on individual (s)heroics isn't enough to achieve true equity. Organizations must embed allyship and gender fairness directly into company policies, metrics, and manager training.

  "All of these ally efforts are gonna be sort of one by one by one forever. Until the workplace changes, you see all the estimates that we have about a century to go to get to real gender parity." — Brad Johnson

• Supporting Paid Leave and Caregiving Transitions

  Creating a culture that normalizes and actively plans for parental and caregiving leave for both mothers and fathers improves employee retention and strengthens managerial capabilities.

  "Think about the work that's gotta be done when he or she leaves the workforce for this paid leave period, the transition back into the workforce with a plan. The minute you can do that, you're making better managers." — David Smith

• Unlocking Hidden Talent Through Returnships

  Organizations facing talent shortages can tap into a massive, highly qualified pool of candidates by creating clear pathways for individuals returning to the workforce after extended caregiving breaks.

  "Organizations aren't looking at those women, and they're forgetting that. Half the people at the top of the curve on IQ, EQ, creativity, they're out there if you would only create a glide path to return to your organization." — Brad Johnson

Actionable Takeaway for Listeners

Audit and support your managerial capabilities: To move from individual efforts to systemic fairness, organizations must carefully select managers based on competencies and actively train them to execute flexible work policies, support parental leave transitions, and lead inclusively.

Follow Brad and Dave's work at https://workplaceallies.com/