On a spring evening at The Providence Swedish Performance Center & Clubhouse, WISE Seattle brought together members, partners, and community leaders for a timely and transformational event: Building a Culture of Allyship. Against the backdrop of this stunning venue generously hosted by Reign FC and Sounders FC, the evening was more than a conversation; it was a call to action.
A Powerhouse Panel on Inclusive Leadership
We were honored to welcome three dynamic leaders to the stage:
- Emily Kang Cantrell, President and CEO, Seafair
- Ashley Fosberg, Chief Impact & Fan Engagement Officer, Seattle Sounders FC and Seattle Reign FC
- Oscar Gonzales, Senior Vice President, Business Banking Market Leader, U.S. Bank
Their insights were heartfelt, practical, and deeply rooted in experience. Here are some of the biggest takeaways (and how each of us can act on them):
Allyship Begins with Listening and Action
Oscar reminded us that being an ally starts by truly getting to know someone. Understanding their goals, strengths, and stories (and then using your influence, however big or small, to help clear a path for them).
Tactical tip: Start with one-on-one conversations. Ask, “What are you working toward, and how can I support you?” Then, follow through. Recommend them for a project, connect them with a contact, or simply amplify their work.
Move from Mentorship to Sponsorship
Emily emphasized the importance of sponsorship as the act of advocating for someone, especially when they're not in the room. While mentorship is about guidance, sponsorship is about action.
Tactical tip: Think of someone whose potential you believe in. Can you nominate them for a leadership opportunity? Offer them visibility in a meeting? Advocacy doesn’t have to wait until you’re in the C-suite, it can start right now.
Build Belonging by Listening, Not Assuming
Ashley Fosberg shared a profound truth: belonging isn’t something you declare, it’s something you design. At the Sounders and Reign FC, inclusion is woven into every detail, but it starts with listening first. “We don’t assume what people need to feel seen,” she said. “We ask, and we listen.” This distinction matters. Well-intentioned inclusion efforts fall short when they’re built around assumptions. True allyship means creating space for others to voice what they need, listening to this feedback, and then taking action. This mindset has helped shape thoughtful strategies that reflect the true needs of our communities, ensuring that everyone, from the stands to the front office, feels they truly belong. A great example of this philosophy in action is the work being done through the RAVE Foundation. RAVE envisions a region abundant with free play, where communities come together to use soccer to inspire youth and uplift brilliant, often underserved neighborhoods. Their mission is rooted in equity, access, and joy, and it reflects how allyship can take shape far beyond the boardroom.
Tactical tip: Ask, don’t assume. In your own workplace or community, consider sending out a short anonymous survey, hosting a listening session, or simply having a one-on-one coffee chat. Allyship begins when people feel safe and heard. Let your strategies be shaped by real voices and unique experiences.
Intersectionality Requires Intentional Allyship
Emily brought the conversation to a deeper level by introducing intersectionality, the idea that people carry multiple, overlapping identities that affect how they experience the world. Citing scholar Kimberlé Crenshaw, she challenged us to remember that allyship looks different depending on someone’s specific combination of identities.
For example, the workplace tools that can amplify the contributions of a woman of color might differ significantly from those of a white woman, a nonbinary colleague, or someone navigating a visible or invisible disability. Inclusive leadership must account for these differences.
Tactical tip: When supporting others, ask questions like: “What barriers have you faced in your role?” or “How can I support you in a way that works for you?” Tailor your allyship. What works for one person may not work for another. The goal is to show up in the way they need. Maybe they are not looking for more speaking opportunities because they don't like public speaking. Allyship is most effective when the opportunities it provides work for each individual.
Unlocking Potential Is Good for Business
Oscar made it clear that allyship isn’t just assistance, it’s about unleashing talent. When people feel truly supported, they show up more confidently, think more creatively, and lead more powerfully. The return on that kind of investment? Immeasurable.
Oscar shared, “We manage numbers, but we lead people.” And when you lead with allyship, (when you believe in someone’s potential and back that belief with action), you create the conditions for them to thrive. That’s when individuals contribute at their highest level, and when companies benefit in ways like innovation, retention, culture, and impact.
Tactical tip: Think about who in your orbit has untapped potential. Maybe it’s a colleague who’s never spoken in a meeting or a peer who’s consistently overlooked. See them. Nominate them. Invite them in. Your support could be the unlock that leads to their next breakthrough, (and your team’s next big win).
Model the Behavior You Want to See
Ashley closed the panel with a powerful message about authenticity and consistency in leadership. For her, allyship is a daily practice. A cornerstone of Ashley’s leadership is clear communication: she hopes her team knows she will always show up for them. She doesn’t just say it, but tries to demonstrate it in the way she advocates, supports, and listens. Her goal is to create a culture where people feel safe, valued, and empowered to do their best work.
Tactical tip: Lead by example. Let your team or colleagues know you’re in their corner, and then prove it. Whether it’s speaking up on their behalf, checking in regularly, or just being a steady presence in times of change, consistency builds trust, and trust builds impact.
A Community Committed to Growth
The audience Q&A session revealed just how invested our members and community are in this work. Questions ranged from how small organizations can initiate DEI efforts, to how to act as an ally to colleagues in authentic, non-performative ways. One theme was clear: we all want to do better, and we’re willing to do the work.
Two-way mentorship was another standout theme. As one attendee shared, learning isn’t a one-way street, it’s a mutual exchange. Whether you’re a seasoned professional or just starting out, there’s wisdom in every direction.
Moving Forward Together
We closed the evening with deep gratitude to our speakers for their candor, to our attendees for their energy, and to our community for showing up and leaning in.
As we continue to build a culture of allyship in our industries and our lives, we invite you to reflect on this: What’s one way you can be a better ally, mentor, or sponsor this week? Then, take action. When we choose to show up for each other, we are all better for it.
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