DEI After 5 with Sacha

Artificial Intelligence (AI) is transforming how we work, hire, and even how we define success—but it's also quietly reshaping conversations around diversity, equity, and inclusion (DEI). While AI promises efficiency and data-driven insights, it also poses serious risks when bias goes unchecked. On a recent episode of DEI After 5, I sat down with Dr. Alexandra Zelin to unpack what this means for today's workplaces—and for the future of inclusive leadership.The Promise and Peril of AI in the WorkplaceAI's rise has brought undeniable innovation. From streamlining hiring processes to identifying performance trends, organizations are using AI tools to make quicker, more “objective” decisions. But as Dr. Zelin pointed out, objectivity is an illusion if the data behind these systems isn't diverse or equitable.AI learns from the data it's fed. When that data reflects historical inequities—like the underrepresentation of women and people of color in leadership roles—it doesn't correct the problem; it reinforces it. We've seen this play out in hiring algorithms that favor men's resumes or in medical research where AI models fail to recognize symptoms in women or nonwhite patients because the training data lacked diversity.Simply put: if the inputs are biased, the outputs will be too.Why Diverse Data MattersDiverse data isn't just a technical issue—it's an ethical one. When data reflects only a narrow slice of the population, it limits opportunity for everyone else. Dr. Zelin used Amazon's hiring experiment as a cautionary tale: when the company trained an algorithm on resumes from existing employees (mostly white men), the system learned to favor similar candidates. Instead of broadening opportunity, it replicated exclusion.This is why diversity in AI data sets is critical. It's not enough for technology to be innovative—it must also be inclusive. That means bringing in voices from underrepresented groups not just as subjects of the data, but as creators, testers, and decision-makers in the design process.The Role of History in Modern DataData doesn't exist in a vacuum. Historical context shapes it—and ignoring that context can lead to devastating blind spots. Consider how redlining continues to influence school funding and neighborhood investment, or how standardized tests like the SAT privilege certain cultural experiences. These systemic biases become baked into the data that AI learns from, creating a self-reinforcing cycle.If we don't account for those historical inequities, AI will simply digitize discrimination under the guise of neutrality. That's why inclusive design and critical data review are so important—because fairness isn't automatic. It has to be built.Laws Are Catching UpSome progress is being made. New York City, for example, has passed legislation requiring companies to disclose when they use AI in hiring and to conduct equity audits of their systems. These laws are a step toward greater transparency and accountability, helping ensure that technology doesn't operate unchecked behind closed doors.While these regulations don't yet capture the full complexity of intersectional discrimination, they open the door to necessary scrutiny. They challenge organizations to look beyond surface-level diversity numbers and confront systemic barriers that limit access and opportunity.AI and Workplace Equity AnalysisBeyond hiring, AI can also be used for good—to uncover inequities within organizations. When trained responsibly, AI can analyze patterns in promotions, pay, and engagement to reveal where disparities exist. It can help organizations ask better questions: Who gets access to stretch assignments? Whose feedback is taken seriously? Who's being left behind?But again, AI is a tool, not a cure. It requires human oversight, context, and ethical interpretation. Numbers alone can't tell the full story of someone's experience at work. Humans must interpret what the data means—and decide what to do about it.Human Oversight Is Non-NegotiableOne of the most important takeaways from my conversation with Dr. Zelin is that AI needs human interpretation. Technology can process information at lightning speed, but it can't understand nuance, empathy, or lived experience. Both humans and AI are capable of bias—the difference is that humans can reflect, adjust, and make meaning.That's why the future of inclusive workplaces isn't about replacing human judgment with algorithms—it's about using AI to support it. AI can flag patterns and inconsistencies, but humans must provide the context and compassion to respond appropriately.Building an Inclusive AI FutureAI can either amplify inequality or accelerate inclusion—it depends on how we build and use it. The key lies in:* Diversifying data sources to ensure AI reflects a wide range of experiences and identities.* Embedding transparency through regular audits, equity impact assessments, and open reporting.* Keeping humans in the loop, especially those who understand the social and cultural dimensions of bias.* Acknowledging history and the systems that shaped today's inequities.If we get this right, AI can be a powerful partner in advancing equity and belonging at work. But that starts with leadership that values inclusion as much as innovation.The goal isn't just smarter technology—it's fairer outcomes. This is a public episode. 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Artificial intelligence is changing everything.How we work, how we make decisions, and how we connect with one another. But as powerful as AI is, it also carries the risk of reinforcing the very inequities many of us have spent years trying to dismantle.Inclusion in AI isn't just a technical issue — it's a human one. As we continue to integrate AI into everyday life — from hiring and lending to healthcare and education — we must ensure these systems reflect the full diversity of the people they serve.The Problem with Biased DataAI systems are only as good as the data we feed them. When that data is incomplete or biased, the results can be harmful.A facial recognition system trained primarily on lighter skin tones struggles to identify darker ones.A healthcare algorithm trained on white patients misdiagnoses patients of color.These aren't “what if” scenarios — they're real-world examples of what happens when inclusion isn't built in from the start.Bias in AI happens when development teams lack diversity, when datasets don't represent real populations, and when ethical concerns are treated as add-ons instead of fundamentals.Valuing Diversity in AI DevelopmentInclusion starts with who's at the table.When teams are diverse across race, gender, culture, and lived experience, they bring perspectives that identify blind spots others might miss.This isn't just about fairness — it's about better outcomes. Diverse teams design more adaptive, ethical, and market-ready tools.Organizations must embed values, equity, and accountability into their AI strategies — not as PR afterthoughts but as guiding principles. A truly inclusive culture listens to those most impacted, prioritizes accessibility, and makes ethical conversations part of how innovation happens.Empowering Communities to Lead SolutionsCommunities know their own needs best. When we empower them with the tools and data to solve problems, solutions become more sustainable and relevant.In AI, this means involving communities in design, not just testing.When farmers use AI to predict droughts based on local data — or healthcare systems integrate community health data into diagnostics — the outcomes are more accurate, fair, and impactful.Consumers also play a role by being conscious of how our data is used and advocating for transparency and fairness. Inclusion in AI is a collective effort — not just a corporate one.Inclusive Culture = Responsible AIResponsible AI starts with culture. Psychological safety within organizations allows people to raise concerns about bias or harm without fear. That's how innovation and accountability grow together.True AI governance requires more than just engineers — it needs ethicists, sociologists, and community voices. Responsible AI isn't just about algorithms; it's about aligning technology with human values like fairness, trust, and equity.Inclusion Drives Business SuccessLet's be clear — inclusion isn't just a moral imperative. It's a strategic advantage.Inclusive organizations make better decisions, innovate faster, and attract top talent. In AI and data science, diversity of thought leads to better products and fewer ethical pitfalls.When technical and non-technical teams collaborate effectively, they build tools that serve broader audiences and strengthen brand trust — the foundation for sustainable growth.The Power of Community ConnectionAt the heart of all innovation is connection.AI may be powered by data, but its impact is deeply human. Strong communities — within organizations and across sectors — are what make inclusive, ethical technology possible.When people feel connected, supported, and valued, they bring the creativity and courage needed to build tools that reflect the world we want, not just the one we have.Community isn't just about belonging; it's about resilience — aligning purpose with progress.Final ThoughtInclusion in AI is not optional — it's essential.It's how we ensure technology serves humanity, not the other way around.By valuing diversity, empowering communities, and building inclusive cultures, we can create AI systems that are ethical, responsible, and reflective of the best of who we are.Innovation and inclusion must move forward together.What's your take?Have you seen examples — good or bad — of how AI is impacting inclusion in your industry? Share your thoughts in the comments or reply to this week's DEI After 5 episode featuring Catherine Goetz. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In today's diverse and interconnected world, effective marketing requires more than clever slogans or broad demographic data—it requires understanding people. That was the heart of my conversation with Hernan Tagliani, who emphasized why representation and cultural relevance are critical to building authentic connections with consumers.Too often, brands rely on general market research and assume it will apply to multicultural audiences. The result? Campaigns that fall flat because they treat groups like the Hispanic community, for example, as one-dimensional. The reality is far more complex—language, culture, regional differences, and generational dynamics all influence consumer behavior.Why Cultural Nuance MattersA common misstep brands make is translating a campaign into another language and calling it multicultural marketing. But language alone isn't enough. Culture outweighs translation. A campaign that resonates in Mexico may not land the same way in Miami or Los Angeles, even though the audience may all identify as Hispanic. Similarly, Caribbean, American-born Black, and African immigrants each bring unique lived experiences that shape their consumer behavior. To ignore these nuances is to miss the heart of what truly connects with people.Research Beyond the BasicsReal engagement begins with research that goes deeper than age, income, or education levels. Hernan shared how understanding that many Hispanic consumers live in multigenerational households can shape campaigns that speak to both younger and older family members. Or how knowing that Hispanic consumers are highly active online informs where and how brands should show up. When companies commit to uncovering the “DNA” of their consumers—what drives them, what matters most, what builds loyalty—they uncover opportunities that generic data will never reveal.Representation at the TableRepresentation isn't just about the people in ads—it's about who makes the decisions. Diverse voices in marketing teams and leadership are essential to asking the right questions and challenging assumptions. Without them, brands risk missing cultural signals, alienating customers, and leaving revenue on the table. The data is clear: diverse communities, especially Latino and Black consumers, are not niche markets. They represent trillions in spending power and are driving much of the population and workforce growth in the U.S.Multicultural Marketing Drives GrowthBetween 2010 and 2030, Latinos alone are expected to account for more than half of new homeowners in the U.S. By 2045, White consumers will no longer be the majority. These demographic shifts aren't projections to consider “someday.” They are happening now. Brands that fail to reallocate budgets and strategies to align with multicultural growth are actively missing opportunities to build long-term loyalty and market share.And let's not forget: we live in a global economy. Consumers don't only compare brands locally—they compare experiences worldwide. A marketing campaign must resonate not just across borders of language, but across borders of culture and identity.Moving Beyond QuotasThis isn't about checking a diversity box. It's about building campaigns and teams that reflect the audiences we want to reach. It's about making cultural relevance and representation part of the core business strategy, not an afterthought. Hernan put it plainly: if you're not prioritizing multicultural marketing, you're already behind your competition.Final ThoughtsMarketing is, at its core, about connection. That connection comes from understanding people not as statistics, but as individuals with unique stories, cultures, and preferences. By investing in research, elevating diverse voices, and tailoring strategies to cultural realities, brands can create campaigns that don't just sell products but foster trust, loyalty, and meaningful relationships.Representation isn't just powerful—it's profitable. And in today's marketplace, it's no longer optional. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In today's marketplace, the role of multicultural consumers isn't just important—it's essential. During this week's DEI After 5 episode, I sat down with Hernan Tagliani, an expert in multicultural marketing, to unpack why brands must stop treating cultural celebrations like Hispanic Heritage Month as optional or seasonal gestures.We started by calling out something many of us notice: some companies go all out for certain commemorative months but remain silent during others. That silence is not neutral. It sends a message about who and what a brand values. Hernan pointed to companies like E.L.F. Beauty that have made multicultural marketing a core part of their DNA—and the results show in their growth. Contrast that with brands that shy away or do nothing, and you see the difference between thriving and being left behind.The data is clear. Forty-four percent of consumers today identify as multicultural, and that number will reach 48% by 2027. Among Millennials and Gen Z—the generations already shaping culture and purchasing power—over half identify as multicultural. That's not a niche market; that's the market. Ignoring it isn't just a missed opportunity, it's a risk to your brand's relevance.Hernan also highlighted the growth within the Hispanic community in particular. Sixty-seven percent of Hispanics in the U.S. are U.S.-born, and more than half live in middle and upper-class households. Eleven percent are considered affluent. This is a demographic with spending power, influence, and an expectation that brands will see them, respect them, and engage authentically.And here's the key word: authenticity. Consumers today are savvy. They know when a brand is simply checking a box versus making a real commitment. The Target backlash we discussed is a good reminder: you can't claim to support diverse communities in your marketing and then pull back when there's pushback. That erodes trust quickly.So what does authenticity look like? It's about weaving diversity into your strategy year-round, not just during heritage months. It's about investing in diverse businesses, elevating diverse voices, and building marketing campaigns that reflect the lived realities of your consumers. It's about being bold—loud and proud, as Hernan says—because your consumers are watching, and they want to know if you're willing to stand by your values.The bottom line is this: engaging multicultural consumers isn't just a marketing tactic; it's a business imperative. The brands that embrace inclusivity and cultural relevance authentically will not only deepen loyalty but also drive long-term growth. The ones that don't will find themselves struggling to keep up in a marketplace that's moving on without them.As Hernan reminds us, the time for action is now. Cultural celebrations are not checkboxes on a calendar—they are opportunities to connect, to engage, and to grow. Brands that take them seriously, with authenticity and courage, will thrive in the diverse future that's already here. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

When we talk about psychological safety, most people immediately think about the workplace. But if we're being honest, psychological safety has always extended far beyond the office walls. It's about how safe we feel in our neighborhoods, in our homes, and in our communities—and how those experiences shape how we show up everywhere else.In this week's episode of DEI After 5, I share a very real moment that brought this into focus for me. I've lived in the D.C. area for over twenty years, but when I had to drive into the city recently for a client session on psychological safety, my anxiety was high. Not because of crime—crime in D.C. is actually down—but because of the heightened military and police presence across certain parts of the city. That presence, built on the false narrative of rising violence, has been used to intimidate rather than to protect.For me, it wasn't just about traffic or parking. It was about being watched. It was about the Barbados sticker on my car, and the quiet worry that ICE or another agency could decide to pull me over for no reason other than who I am and what I represent. Friends of mine who live in the city have already experienced this—being stopped for broken taillights or small infractions that seem less about safety and more about control.And there I was, driving into the city to lead a session on psychological safety at a leadership institute. The irony wasn't lost on me. How could I talk about the importance of people feeling safe to speak up at work, when outside the office, entire communities are being made to feel unsafe just for existing?That's the tension I unpack in this episode. Psychological safety doesn't stop when the workday ends. It's affected by where we live, who we are, and what systems are in place around us. If the environment we move through every day is filled with intimidation or fear, that reality follows us into our workplaces, into our relationships, into the ways we see ourselves.So, how do we care for ourselves when the environment around us doesn't feel safe? For me, it meant leaning into emotional intelligence—recognizing my anxiety, then doing what I could to regulate it. On the drive, I played music that brought me joy. Before my session, I dimmed the lights in the waiting room and sat quietly with some water to calm my system. These may sound like small things, but they were the self-care practices I needed in that moment to create a sense of safety for myself.And just as importantly, how do we stay attuned to the experiences of others? In a conversation with the president of the organization I was visiting, he admitted he hadn't noticed any military or police presence in his neighborhood. That was telling. For some, this isn't part of their daily experience. For others, it's an unavoidable reality. Psychological safety is not equally distributed, and that disparity matters.That's why our responsibility goes beyond the workplace. Are we paying attention to what's happening in our communities? Are we asking if our neighbors feel safe? Are we stepping in when someone needs help—or are we letting the bystander effect take over?The truth is, not everyone can take to the streets or show up in big visible ways. But as one Howard University student reminded me, there are many ways to contribute. You can donate to a food pantry, volunteer at a local shelter, or support organizations working with unhoused communities. These actions, big or small, are part of creating psychological safety—because they send the message: you are seen, you are supported, you belong.At The Equity Equation, I talk often about how psychological safety is tied to inclusion and belonging at work. But this episode is a reminder that the work doesn't stop at the office door. Creating safety—both physical and psychological—is community work. It's neighbor work. It's global citizen work.As you listen, I invite you to reflect:* How are you creating psychological safety for yourself?* How are you helping create it for others—in your workplace, your neighborhood, or your community?* And where might you be overlooking the people most impacted by unsafe systems?Because embracing change for growth isn't just about personal resilience. It's about collective responsibility. It's about refusing to accept fear and intimidation as the norm. It's about building environments where people can thrive—at work, at home, and everywhere in between. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

One thing that's become crystal clear in the past few years is this: leadership, as we knew it, doesn't work anymore.The post-pandemic workplace is asking something different of us. And while some leaders are clinging to old playbooks—those rooted in control, hierarchy, and performance at all costs—others are leaning into something more sustainable and human: inclusive leadership.But let's be honest. “Inclusive leadership” is one of those terms that's gotten a lot of airtime but very little depth. It's not just about hiring a diverse team or checking the right boxes during a quarterly review. It's intentional. It's introspective. And it requires action.On a recent episode of the DEI After 5 podcast, I spoke with two powerful voices in this space: Dr. Alex and Diane Finn. What I appreciated most was that neither of them treated inclusive leadership like a title you slap on your LinkedIn profile. For them, and for the leaders I work with, it's something you practice. Daily.It Starts With IntentionalityDr. Alex reminded us that there's no one-size-fits-all definition of inclusive leadership. But there are behaviors that show up consistently—like humility, active listening, curiosity, and the ability to create space for hard conversations.She emphasized that leaders must be willing to challenge the norms, ask why, and reflect on their own advantages—not with guilt, but with purpose. That's the difference between performative allyship and real, lasting change.Diane's journey into this work began with helping women re-enter the workforce through her company Reboot XL. Her scope expanded, but her goal stayed the same: to build cultures where people—especially those from underrepresented backgrounds—can thrive, not just survive.It Requires Self-ReflectionInclusive leadership is personal. It forces you to look in the mirror. Diane and Dr. Alex were aligned on this: the work starts within. It's about unpacking our own biases, understanding how our identities shape our experiences, and committing to ongoing self-awareness.You can't lead inclusively if you're disconnected from the people you lead.That's why belonging is such a critical benchmark. It's not just about how leaders feel they're doing—it's about how the people around them experience their leadership. Do they feel seen? Heard? Respected? Safe?When we ask those questions, we uncover patterns. Maybe engagement scores for women, Black employees, or other marginalized groups are significantly lower. That's a signal—not just to HR, but to leadership. Inclusive leadership is about naming those disparities and doing the work to understand and address them.It's a Leadership Practice, Not a CheckboxThe truth is: inclusive leadership can't just live at the middle management level. It must be modeled at the top. When senior leaders dismiss it as “not a priority” or treat it like a diversity checkbox, the rest of the organization follows suit. Culture change doesn't happen through lip service. It happens through consistent action.That action might look like:* Actively sponsoring emerging leaders from underrepresented groups.* Creating psychologically safe spaces where dissent is welcomed—not punished.* Holding other leaders accountable for behaviors that harm team dynamics or reinforce bias.And it also looks like listening deeply—to the voices in the room, but also to the ones that haven't been invited yet.It's Not Just About Saying the Right ThingLet's also name this: inclusive leadership is not about saying the perfect thing on a company-wide Zoom. It's about what you do when nobody's watching. It's about how you navigate microaggressions, how you respond when you get something wrong, and how you repair trust when harm has occurred.We live in a world where people are scared of being “canceled.” But fear shouldn't stop us from growth. As Dr. Alex said, “Have the conversation. Make the mistake. Learn. Then try again.” That's how trust is built.So What Now?If you're listening to this and wondering where to start, here's what I'll offer:* Get honest with yourself. Where are your blind spots? What are you afraid to confront?* Choose one action. Whether it's sponsoring someone, reviewing engagement data by demographics, or creating space for feedback—start somewhere.* Commit to the long haul. Inclusive leadership is a practice, not a performance. And the people you lead can tell the difference.

If there's one thing I've learned in my work, it's that inclusive workplaces don't just happen. They're built—with intention, consistency, and a clear commitment to amplifying voices that too often get left out of the conversation.In a recent episode of DEI After 5, I had the chance to talk with Dr. Nika White, someone who has built her career at the intersection of marketing, leadership, and inclusion. Her journey—from marketing communications into the work of building inclusive environments—reminded me of something I say often: inclusion isn't a vibe. It's a practice. And intentionality is the engine that drives it.Let's break that down.Inclusion Doesn't Work Without IntentionThere's a big difference between wanting to be inclusive and choosing to be. The latter requires planning, foresight, and daily action. Dr. White calls this being an intentional inclusionist—someone who actively looks for ways to make space for others and doesn't wait for permission or a job title to do it.That kind of inclusion isn't passive. It doesn't show up because you added a statement to your website or dropped a few new stock photos into your next marketing campaign. It shows up when you build habits, ask better questions, and create systems that make people feel like they truly belong—not just like they're being accommodated.And it's not just the responsibility of DEI leaders or HR. Anyone can be an intentional inclusionist. In fact, it's most powerful when it's embedded into the day-to-day work of people across roles and departments. Think of it as inclusive leadership in action—whether you're managing people or not.Storytelling Gets Better When More Voices Are HeardHere's where Dr. White's background in marketing really shines. She knows that storytelling isn't just fluff—it's strategy. And when stories are shaped by narrow perspectives, the result is often exclusion, even if unintentional.When you intentionally bring in underrepresented voices, your narratives don't just become more diverse—they become more authentic, more resonant, and more powerful. That's not just good for business. It's essential for trust, connection, and credibility.Whether you're creating a campaign, writing an internal memo, or running a team meeting, ask yourself: Whose perspective is missing? That one question can change the entire tone and impact of your message.The Real Impact: Belonging, Innovation, and ChangeWhen intentional inclusion becomes part of your workplace culture, the ripple effects are huge. People feel seen. Teams perform better. Innovation increases. And storytelling becomes a tool for transformation instead of just promotion.I've seen it in my own work and in the organizations I partner with: when people feel safe to share, they bring their best ideas forward. But that kind of safety and openness doesn't come from surface-level statements—it comes from the daily practices of leaders, team members, and communicators who've made the choice to include on purpose.What It Looks Like in PracticeBeing an intentional inclusionist might look like:* Interrupting patterns—noticing who always gets the mic, the opportunity, or the benefit of the doubt.* Asking better questions—especially in meetings, interviews, and hiring panels.* Designing with real people in mind—not assumptions.* Telling stories with, not about, communities you want to reach.None of this requires a new department or a massive budget. It starts with clarity and commitment.We All Have a RoleDr. Nika's story is a great reminder that inclusion work can be born out of noticing gaps—and then doing something about them. You don't have to be a “DEI expert” to notice who's missing from the room or whose ideas are constantly overlooked.Being an intentional inclusionist is about recognizing your influence—wherever you are in the organization—and choosing to use it to build something better.Because when we do, everyone benefits. The stories we tell become richer. The culture becomes more connected. And the workplace becomes a place where more people can thrive.✳️ Want to share how you're practicing intentional inclusion? Drop a comment or hit reply—I'd love to hear what this looks like for you.✳️ If this resonated with you, share the post with someone else who's working to build a better workplace, one intentional act at a time.Thanks for reading DEI After 5! This post is public so feel free to share it. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

New DEI After 5 episode live nowWe've all heard the terms: psychological safety, belonging, trust. They get tossed around in company town halls, folded into DEI statements, and dropped into leadership training decks. But let's be real — most of what gets said about them barely scratches the surface.In this week's episode of DEI After 5, I go beneath the buzzwords.Psychological safety isn't about being “nice.” It's not just about making people feel good. It's about creating the kind of culture where people aren't punished — directly or indirectly — for being honest, asking questions, making mistakes, or challenging the status quo. It's the fertile ground where belonging and trust actually have a chance to grow.And yet, too often I see organizations trying to build belonging without doing the hard work of fostering safety. Or trying to build trust while still leading with secrecy and control. (Let's talk about those “secret squirrel conversations.”)Here's what I unpack in this episode:* Why psychological safety must come before belonging or trust can take root* How micro-moments — like who gets cut off in meetings or whose ideas get traction — shape the culture more than any policy ever could* What it looks like when psychological safety becomes performative* How leaders can begin to repair trust and model the safety they want their teams to feel* Why ongoing, real-time feedback (not just surveys) mattersIf you're a people leader, a change agent, or just someone who wants to help shape a healthier workplace culture — this episode is for you.We also explore what it means to slow down, assess the health of your team, and ask the right questions about how your people are really doing. Because the truth is, safety doesn't live in the mission statement. It lives in the day-to-day experiences of your team.As always, I'd love to hear what resonates — drop your thoughts in the comments or share how psychological safety is (or isn't) showing up in your workplace.Until next time,~Sacha This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

It's clear people are looking for ways to protect their peace. And if the comments, DMs, and emails are any indication, they're also looking for permission to do so.That's exactly why this conversation with Katrina Jones on DEI After 5 hit such a nerve. It's one of our most-watched episodes, and it makes sense—this is the stuff so many of us have been trying to name. That quiet unraveling you feel when you're committed to the work, but the workplace doesn't care. That guilt for wanting to step back when the weight of everything is on your shoulders. That slow erosion of your well-being in places that claim to value you but rarely show it.Katrina and I talked candidly about the emotional toll of toxic work environments—especially for those of us doing work that is rooted in justice, inclusion, or lived experience. There's a unique pain that comes with trying to create change in systems that don't want to be changed.But here's what we explored that I think we all need to hear:

When most people think about workplace safety, they imagine hard hats, ergonomic chairs, or maybe active shooter drills. What rarely comes up—but absolutely should—is how people feel at work. And that's where psychosocial hazards come in.These aren't just buzzwords or boxes to check. Psychosocial hazards are the silent threats that show up in how power is distributed, how people are treated, and what's tolerated in the day-to-day culture of an organization. And yet, too often, they go unacknowledged—until someone breaks down, quits, or worse.Dr. I David Daniels joined me on DEI After 5 to dig into this topic, and what he shared should have every workplace paying attention.What Are Psychosocial Hazards, Really?Psychosocial hazards are the workplace conditions that can mess with your mental and emotional well-being. Things like:* Bullying or harassment (yep, still happening in 2025)* Excessive workload and unrealistic expectations* Micromanagement and lack of control over your own work* Isolation, exclusion, or lack of social support* Microaggressions (subtle, but cumulative and harmful)* Discrimination—overt or covertThese aren't just "bad vibes." These are real risk factors that impact how people think, engage, and show up at work. And if we're being honest, they're often written off as personal problems or interpersonal drama instead of being seen as organizational liabilities.Microaggressions: The “Small” Thing That Adds Up FastLet's talk about microaggressions—those quick jabs people might not even realize they're throwing. A joke about someone's name. A comment about someone's tone. A backhanded compliment about someone's hair or clothes. These small moments are heavy for the person on the receiving end, especially when they pile up over time.If people are spending energy trying to decode whether they're safe in a meeting or if it's “worth it” to speak up, that's not a thriving culture. That's a hazard.Toxic Workplaces Don't Just Happen. They're Built.A toxic work environment is often the result of unchecked psychosocial hazards. Maybe it's a culture of fear. Maybe it's leadership looking the other way when inappropriate behavior happens. Maybe it's the team dynamic that subtly punishes people for being “too different” or “too direct.”Whatever the case, the result is the same: employees disengage, mental health declines, and performance suffers. Burnout isn't always about doing too much—it's often about being in an environment that takes too much out of you, with too little support in return.So, What Can Organizations Actually Do?Addressing psychosocial hazards takes more than a wellness webinar or a ping pong table in the break room. Here's where to start:* Take a real look at the culture. What's being allowed? What's being ignored?* Train leaders to recognize and respond to harmful behavior. Silence is complicity.* Reinforce policies with action—not just paperwork. If people don't trust the system, it doesn't work.* Create real feedback channels. And act on what you hear.* Prioritize psychological safety. Not just for show—but because it matters.Leadership Sets the ToneThis isn't just an HR issue—it's a leadership responsibility. Leaders shape culture, whether intentionally or not. If they're not actively creating safety, then they might be passively reinforcing harm. Listening, transparency, and accountability are all leadership behaviors that reduce psychosocial hazards. It's time we stop thinking of those things as "soft skills" and start calling them what they are: critical safety tools.If your team is struggling, your retention is dipping, or people are showing signs of burnout—don't just look at the workload. Look at the environment. Psychosocial hazards may be the root cause.If you're ready to dig into what's really going on in your workplace and want support assessing and addressing psychosocial hazards, schedule a call with our team. We'll help you build a culture that's not just productive—but safe, sustainable, and truly inclusive. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

We talk a lot about burnout, disconnection, and disengagement at work—but we don't talk enough about how community can be the antidote.In this episode of DEI After 5, I share some reflections on how easy it is—especially for middle managers—to feel like you're carrying the load alone. You're expected to show up for everyone else, but who's holding space for you? That's where community comes in. And I'm not just talking about team bonding or a happy hour after work. I'm talking about the people who see you. The people who remind you that you're not crazy. The ones who tell you the truth, even when it's hard—and love you through it.Community isn't just one thing. It might be your team, your friend group, your family, your group chat, or even your sorority sisters. Each circle gives us something different—sometimes it's laughter, sometimes it's accountability, and sometimes it's the silence we need to breathe. But here's the catch: we have to nurture it. Community doesn't just happen. We have to choose to show up and be honest, even when it's uncomfortable.In one of my recent trainings, folks from different departments came together for the first time—and they were shocked to realize how much they had in common. That moment reminded me how often we operate in silos, even within the same organization. We're so focused on the work that we forget to connect as people. But when we make time for real conversations, we start to see that we're not alone. And that changes everything.So I'll ask you what I asked the group:Who's in your corner right now?Where do you feel safe enough to be real?And what communities have you maybe drifted away from, that it might be time to revisit?This is about survival. Especially in times like these, we need spaces that refill our cup. And when we tend to those spaces, we become better teammates, better leaders, and better humans.We don't have to do this alone.Let's stop pretending we do. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this re-release of my conversation with Amy Waninger, we're revisiting a topic that's even more urgent today than when we first recorded it: the vital role middle managers play in building inclusive, psychologically safe workplaces—and the real cost when they're left out of the conversation.The Reality Behind the RhetoricIt's easy to talk about inclusion at the top. Executive teams set strategic priorities, launch statements, and announce new initiatives. But the real test of whether those values translate into everyday action? That falls to middle managers.They're the ones leading the one-on-ones, navigating interpersonal tensions, and trying to keep teams engaged—all while fielding pressure from above and burnout from within. And when they aren't equipped or supported to lead inclusively, the gap between what's said and what's done starts to widen.The Disconnect We're Not Talking AboutAs Amy and I discussed, the DEI goals that sound good in the boardroom often miss the mark on the ground. Middle managers are expected to deliver results, keep their teams motivated, and somehow embody organizational values—without a clear roadmap or the breathing room to figure it out. No wonder so many feel overwhelmed, unclear, or caught in the middle.And now, with formal DEI programs under scrutiny or disappearing entirely, many organizations are quietly shifting the burden of inclusion to people who are already stretched thin. That's not a strategy. It's a setup.Empowerment ≠ Expectations Without SupportIf we want DEI—or more broadly, inclusion, safety, and belonging—to take root, we have to stop treating middle managers like afterthoughts. Instead, we need to empower them with:* Practical, action-focused training that helps them build inclusive habits into how they lead—not just what they know.* Clear expectations and aligned incentives so inclusion isn't treated as "extra" work.* Ongoing coaching and peer learning to normalize the messiness of leading people through real-life challenges.* Resources and tools that take the guesswork out of hard conversations.* Recognition that reinforces that people leadership is culture work—and it matters.This isn't about turning middle managers into DEI experts. It's about helping them become the kind of leaders people trust. That's what psychological safety looks like in practice.What This Means for the Work AheadThe middle manager burnout I've been speaking about lately? It's tied directly to this gap. We keep asking managers to do more without giving them the conditions to do it well. If we want accountability, we need alignment. If we want impact, we need investment. And if we want culture change, we need to start with the people holding the line.Amy's insights remain incredibly relevant—and if anything, the stakes have gotten higher. Let's not keep putting the weight of inclusion on the shoulders of people we aren't willing to support.✨ Want to dig deeper into this conversation and learn how to support your middle managers? This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

Let's be real—what's happening in the world doesn't stop at the office door. We don't get to hang our worries on a hook next to our coats and step into a perfectly insulated work bubble. And yet, too often, that's exactly what workplaces expect us to do.In this week's episode of DEI After 5, I'm talking about the impact of external events—whether they're global, national, or deeply personal—and how they show up in our work lives. Because they do show up. In our energy levels. In how we communicate. In the tension that's just under the surface of our meetings. In our ability to lead, manage, or just make it through the day.If we've learned anything over the last few years—from the pandemic to political shifts to ongoing violence and injustice—it's that there is no clean line separating our professional and personal lives. And pretending that line exists only makes things worse.Workplaces that recognize this reality—and respond with empathy, flexibility, and support—are the ones that build trust and loyalty. The ones that ignore it? They risk burnout, disengagement, and quiet quitting long before anyone sends in a resignation email.DEI After 5 is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber.Here's what I break down in the episode:Leaders, Check In—And Mean ItAsking “how are you?” can't just be a formality. It has to be an invitation. One that people trust won't be used against them later. Leaders don't have to solve everything—but they do need to create space for honesty and support.Stop Romanticizing the GrindTaking a break isn't weakness. It's wisdom. We all need time to reset, especially when the world feels heavy. Encourage your team—and yourself—to slow down when needed. A rested team is a resilient team.Don't Wait for the AskSometimes the people who are struggling the most won't say a word. That's why it's so important to proactively share resources, support systems, and flexible options. Don't make care conditional on a formal request.Inclusion Is More Than a PolicyIt's about recognizing that we all carry different burdens—and that what's happening outside of work impacts each of us in unique ways. Let's lead with curiosity, not assumptions.This episode is a reminder that our humanity doesn't pause during work hours. And that acknowledging what people are carrying—without judgment—might be the most powerful leadership move we make all week.Give it a listen. Reflect. Then ask yourself: how am I showing up for others… and for myself? This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

Welcome to this week's episode of DEI After 5. Today, I decided to shift our focus slightly while still staying within the realm of diversity, equity, and inclusion (DEI). Specifically, I want to delve into the inclusion aspect and address a pressing issue I've been noticing: burnout among first-line and middle managers.Through my recent webinars, client conversations, and surveys, I've identified that burnout is less about the workload and more about the organizational culture. Middle managers, in particular, are feeling emotionally exhausted and unsupported. They are tasked with creating environments of psychological safety and inclusion but often don't receive the same support from their higher-ups.Three key themes have emerged:* Emotional Exhaustion and Lack of Support: Many middle managers feel they are not getting the support they need, which adds to their emotional burden.* Misalignment Between Actions and Words: There's a disconnect between what organizations say and what they do, leading to a lack of trust and increased burnout.* Need for Connection: Middle managers crave opportunities to connect, brainstorm, and realize they are not alone in their struggles.To address these issues, I suggest the following actionable steps:* Model the Pause: Leaders should demonstrate the importance of taking breaks and reflecting, setting an example for their teams.* Two-Way Feedback Loops: Create environments where feedback is encouraged and valued, and ensure it's not just top-down but also bottom-up.* Shift from Wellness Perks to a Culture of Wellness: Move beyond superficial wellness perks and foster a genuine culture of wellness within the organization.Additionally, always ask your team members, "What can I do to help you be successful here?" This shows that you value them as individuals and are committed to their growth and well-being.I hope these insights and tips help you build a more inclusive and psychologically safe environment within your organization. We'll continue to explore these topics in future episodes. Feel free to leave us a message with any topics you'd like us to cover. DEI After 5 is a reader-supported publication and podcast. To receive new posts and support my work, consider becoming a free or paid subscriber. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

The Evolution of DEI Roles and the Importance of Skills AlignmentIn recent years, Diversity, Equity, and Inclusion (DEI) roles have experienced significant transformations, largely in response to shifting organizational priorities and economic conditions. As discussed in this episode, many organizations are reevaluating their DEI initiatives, with some even scaling back due to external pressures, such as anti-DEI legislation. However, this evolution presents a unique opportunity for individuals to focus on how their existing skills can contribute to organizational goals, regardless of whether their job title explicitly includes DEI.Understanding the LandscapeSacha and guest, Andrea G. Tatum, highlight that the current economic climate has prompted many companies to scrutinize their bottom lines, resulting in layoffs and a reevaluation of roles across various departments. This reassessment has created a divide: some organizations are abandoning DEI efforts altogether, while others recognize the importance of embedding DEI principles into their core operations. For those looking to enter or transition within the DEI space, it is crucial to understand this landscape and how their skills can align with organizational needs.Skills Over TitlesOne of the key takeaways from the conversation is that DEI is not confined to a singular job title or department. Instead, it is an ecosystem that spans various functions within an organization. Individuals should recognize that their roles—whether in HR, marketing, product management, or any other area—can incorporate DEI principles. For example, a talent acquisition professional can influence diversity in hiring practices, while a product manager can ensure that products are developed with an inclusive lens.They emphasize the importance of moving beyond a narrow focus on DEI job titles. Instead, individuals should consider how their skills and experiences can contribute to creating a more equitable and inclusive workplace. This means being able to articulate how their work impacts DEI outcomes, even if their official title does not reflect that focus.The Importance of ResultsAs Andrea points out, it is essential for individuals to frame their experiences in terms of results. When applying for jobs or discussing their career narratives, candidates should highlight not just what they have done, but also the outcomes of their actions. For instance, rather than simply stating that they managed an Employee Resource Group (ERG), they should explain how that management led to increased engagement or improved retention rates among underrepresented groups.This results-oriented approach is particularly important in a competitive job market, where organizations are looking for candidates who can demonstrate their value in tangible ways. By focusing on how their skills can drive organizational goals—such as enhancing employee engagement, improving customer satisfaction, or fostering innovation—individuals can position themselves as valuable assets, regardless of their formal job titles.ConclusionIn conclusion, as DEI roles continue to evolve, individuals should embrace the idea that they can contribute to DEI efforts from any position within an organization. By understanding the broader ecosystem of DEI, focusing on their transferable skills, and articulating the results of their work, they can effectively align themselves with organizational goals. This proactive approach not only enhances their career prospects but also supports the ongoing need for diversity, equity, and inclusion in the workplace. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this episode of DEI After 5, we celebrate the return of the podcast after a brief hiatus. Sacha reflects on the importance of continuing discussions around diversity, equity, and inclusion (DEI) in the workplace and beyond. While the podcast name remains the same, the focus has expanded to encompass how DEI practices influence our lives, communities, and organizational cultures beyond 5 PM. Listeners can expect to see more solo episodes from Sacha, alongside guest appearances, fostering deeper conversations. The episode invites audience engagement, encouraging listeners to submit questions or topics for discussion, and highlights the new Substack platform for ongoing connection and content. Join us as we explore how to authentically incorporate DEI into every aspect of our lives. New episodes begin on June 3rd! This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

What does it mean to embody inclusion and belonging in your everyday life? How can community shape our success? By exploring these questions, Nancy and I uncover the importance of intentionally living out our beliefs, not just displaying them. It's about setting the standard for behavior and modeling a culture that nurtures understanding and acceptance. The journey to success is rarely solo; it thrives in the richness of community, especially in places like Minneapolis, surrounded by innovation and Fortune 500 companies. Let's dive into what it truly means to embody our values and foster an inclusive environment that celebrates our unique differences.Find the full episode below:DEI After 5 is a reader-supported publication. To receive new posts and support my work, consider becoming a free or paid subscriber. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this episode of DEI After 5, host Sacha Thompson welcomes Dr. Daniel Jolles, a behavioral scientist and research officer at the London School of Economics. They explore the often-overlooked topic of age diversity in the workplace, discussing the generational miscommunications and differing values that can arise in diverse work environments. Dr. Jolles shares insights from his background in corporate project management, highlighting how redundancies disproportionately affect older employees. Tune in for an enlightening conversation on the importance of recognizing and addressing age diversity as part of a broader approach to diversity, equity, and inclusion. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson welcomes Sarah Taylor from Deep Sea Consulting to discuss the impact of election season on workplace dynamics, particularly regarding diversity, equity, and inclusion (DEI). As the political landscape becomes contentious, DEI initiatives are increasingly under attack, leading to a critical examination of how these issues infiltrate the workplace. With 35 years of experience in the DEI field, Sarah shares insights on managing and navigating the intersection of politics and workplace culture. Tune in to explore strategies for addressing anti-DEI sentiments and fostering an inclusive environment amidst external pressures. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson welcomes Nancy Lyons, the CEO and co-founder of Clockwork, a technology consultancy focused on solving complex enterprise problems. They discuss the current climate of uncertainty and unrest, exploring how leaders can navigate these challenges to create inclusive environments where everyone feels a sense of belonging. Nancy shares her insights on the importance of strategy, technology, and people engagement in fostering inclusive cultures, as well as her journey into the DEI space. Join Sacha and Nancy as they unpack actionable steps for leaders to move forward in these unpredictable times. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson dives into the evolving dynamics of the workplace as different generations interact. Joined by Dr. Michelle Quist-Ryder, a social psychologist specializing in Generation Z, they discuss the misconceptions surrounding Gen Z's work ethic and contributions. Dr. Quist-Ryder shares her journey into this area of expertise, which began during her time teaching at Penn State. Together, they explore the importance of understanding each generation's unique strengths and challenges in fostering an inclusive and psychologically safe work environment. Tune in for insights that can help organizations better engage with their multigenerational teams. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson engages in a meaningful conversation with Dr. Shelly Holt, president and CEO of several organizations. They explore the importance of practicing diversity, equity, and inclusion (DEI) beyond the workplace, emphasizing how individuals can embody these principles in their everyday lives—after work hours. Dr. Holt shares insights into her work and the significance of continuing DEI efforts in our homes, communities, and organizations. This episode highlights the transformative power of integrating DEI practices into all aspects of life, encouraging listeners to reflect on their own contributions to fostering inclusive environments. Tune in for an inspiring discussion on making DEI a way of life, not just a 9-to-5 endeavor. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

With recent election outcomes bringing renewed attention to Project 2025, HR leaders and organizational decision-makers need to understand its potential influence on workplace policies, employee rights, and the broader organizational culture. This session will explore the key items HR leaders need to be mindful of as Project 2025 unfolds and the significant implications it may have on inclusion, diversity, and equitable practices in the workplace. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson welcomes Yvonne Alston, CEO of Indelible Impressions Consulting, for a thought-provoking discussion on the concept of grace in the context of diversity, equity, and inclusion. They explore what it means to give ourselves and others grace and space, emphasizing the importance of authenticity and capacity building in various organizations. Yvonne shares her journey as a culturist and the significance of unapologetic self-expression in creating inclusive environments. Tune in for insights on fostering leadership skills and embracing one's true self in the DEI landscape. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson engages in a thought-provoking conversation with Coach Fred, CEO of OneBlood Movement of Unity. They delve into the importance of introspective work in the journey of diversity, equity, and inclusion. Coach Fred shares his mission to eradicate racism by mentoring youth and guiding them to become the best versions of themselves. He emphasizes that self-love and self-understanding are crucial for fostering love and understanding towards others. Tune in to explore how personal growth lays the foundation for positive change in the community. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson reflects on her journey into the field of psychological safety, inspired by her own experiences in unsupportive environments. She welcomes guest Alida Miranda-Wolff, CEO of Ethos Talent, to discuss actionable steps employees can take when they feel powerless in their workplaces. Alida shares her diverse background in higher education, nonprofit work, and venture capital, highlighting her commitment to diversity, equity, inclusion, and belonging. Together, they explore the importance of fostering psychological safety in organizations and empowering individuals to find their voice. Tune in for valuable insights and strategies to navigate challenging work environments. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson engages in a thought-provoking conversation with Patrice Lumumba Jones, co-founder and chief creative officer at Enlightened Media. They discuss the recent targeted attacks on the diversity, equity, and inclusion (DEI) industry and explore the historical context that shapes current DEI practices. Patrice introduces her innovative product, DEI in Context, a video-based educational tool designed to enhance traditional DEI training by providing essential historical background. The episode emphasizes the importance of understanding how we arrived at our current DEI landscape and offers insights on how to navigate the challenges ahead. Tune in for a deep dive into the intersection of history and DEI training. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson dives into the importance of creating inclusive workplaces and the challenges employees face in corporate environments. She shares her own experiences with gaslighting and retaliation, highlighting the need for resources that support employees. The episode features a conversation with Kristen Bell, co-founder and COO of ReviewTailor, who discusses her journey and the mission behind her organization. Together, they explore actionable strategies that employees can implement to protect themselves in challenging workplace situations, emphasizing the significance of psychological safety and cultural change in organizations. Tune in for valuable insights on navigating workplace dynamics and advocating for a more equitable environment. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After Five, host Sacha Thompson welcomes Amri Johnson, founder of Inclusion Wins, to discuss the evolving landscape of diversity, equity, and inclusion (DEI) efforts in organizations. They explore the current shifts in DEI practices, the challenges faced in sustaining these initiatives, and the importance of integrating DEI into organizational systems and structures. With 25 years of experience rooted in public health, Amri shares insights on creating a strong foundation for DEI work that can adapt and thrive over time. Tune in to learn how to make DEI efforts more sustainable and impactful in the workplace. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After Five, host Sacha Thompson welcomes Natalie Alberta Dusey, co-founder of Meet the People, to discuss leveraging strengths in the DEI industry amid challenging times. They explore the impact of recent anti-DEI legislation on corporations and communities, and how to foster a people-centric approach in advertising and marketing. Natalie shares insights on building strong relationships with clients, employees, and partners to navigate flux and promote inclusivity. Tune in for valuable strategies to enhance collaboration and drive positive change in diversity, equity, and inclusion efforts. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson dives into the recent pushback against diversity, equity, and inclusion (DEI) initiatives, particularly focusing on the impact of anti-DEI legislation in higher education. Joined by guest Briaunna Embrey-Banks, CEO and founder of Owning My Blackness Consulting, they discuss the importance of DEI for the future generation of students and the expectations they hold. Briaunna shares her background and her work aimed at educating and uplifting Black and Brown students while addressing systemic racism across various sectors, including education, the workforce, and healthcare. Tune in for insights on the evolving landscape of DEI and its significance in empowering marginalized communities. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson is joined by emotional intelligence specialist and spirit chiropractor, Candace Tuck. They delve into the importance of emotional intelligence beyond the workplace and discuss how understanding and tapping into emotions can impact all aspects of life. Candace shares her background in education and explains how the title "spirit chiropractor" came about. Tune in for insightful conversations on self-awareness and effective communication in navigating emotions. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This episode of DEI After Five dives into the practical aspects of inclusive leadership, especially in the absence of a dedicated DEI professional. Host Sasha Thompson welcomes Dr. Eddie Pate, a seasoned consultant in diversity, equity, and inclusion, to share insights from his 25 years of experience in the field. Together, they explore the importance of continuing DEI efforts even without a chief diversity officer, emphasizing the positive impacts of inclusive practices in today's challenging times. Tune in for a conversation on real-world inclusive leadership strategies and the power of driving diversity initiatives forward. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This episode of DEI After 5 delves into the impact of toxic positivity in the workplace, highlighting the importance of addressing negative issues rather than sweeping them under the rug. Host Sacha Thompson shares her experience and journey into focusing on psychological safety. Dr. Calago Hipps, an educator specializing in workplace and classroom issues, joins the discussion. They explore the effects of toxic positivity on how individuals show up at work. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

On this episode of DEI After 5, host Sacha Thompson delves into the importance of integrating diversity, equity, and inclusion (DEI) into organizational culture with guest Karishma Patel Buford, Chief People Officer at Spring Health. Karishma shares her journey from clinical psychology to her current role and emphasizes the necessity of making DEI a core part of business operations. Tune in to learn about the practical steps organizations can take to actualize DEI and create a more inclusive workplace. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This episode of DEI After 5 features host Sacha Thompson and guest Marika Messager discussing the importance of connecting diversity, equity, and inclusion work in organizations with everyday life. Marika, a consciousness researcher and teacher, shares insights on supporting individuals and organizations to reach their full potential through conscious practices. Tune in to learn how to bridge the gap between organizational change and personal growth in this insightful conversation. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson delves into the importance of continuing DEI work even when faced with discomfort. She is joined by guest Nadia Nagamootoo, a consultant specializing in helping leaders and organizations navigate through discomfort in the DEI space. Together, they explore strategies to move past discomfort and create more inclusive and psychologically safe workplaces. Tune in to gain valuable insights on pushing through discomfort in the journey towards building more inclusive environments. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This episode of DEI After 5 with host Sacha Thompson delves into the challenges faced by diversity, equity, and inclusion professionals amidst increasing attacks on this work. Sacha discusses the impact on practitioners' well-being and livelihoods, expressing the need for self-care during times of uncertainty. La'Vista Jones, a consultant in the DEI space, joins the conversation to explore strategies for maintaining peace and resilience. La'Vista shares her background as a former corporate executive turned entrepreneur, offering insights on navigating the complexities of the industry. Together, Sacha and La'Vista provide valuable perspectives on the importance of self-care and support in the face of adversity. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This week on DEI After 5, host Sacha Thompson delves into the intersection of diversity, equity, and inclusion with learning and development in the workplace. Joined by consultant and coach Mariana Ortega, they explore the impact of DEI on various aspects of professional growth. Mariana shares her 20-year journey in learning and development, highlighting her shift from sales to instructional design. Tune in to gain insights into how DEI is shaping the landscape of workplace learning. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson delves into the recent decision by the Society for Human Resource Management (SHRM) to remove equity from the diversity, equity, and inclusion equation. Joined by guest Denise Wells, a consultant in the DEI space, they discuss the critical role of equity in creating opportunities, removing barriers, and providing support. The episode explores why equity is essential and how it differs from diversity and inclusion. Tune in for an insightful discussion on the importance of equity in DEI work. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After Five, host Sacha Thompson explores the pressing question of whether Diversity, Equity, and Inclusion (DEI) initiatives require a communications plan or crisis management strategy. Joined by guest Toni Harrison, CEO of Etched Communications, the discussion delves into the current challenges facing DEI efforts in the midst of societal shifts. They examine the need to reposition DEI work and consider the role of crisis management in navigating these turbulent times. Tune in for insights on the intersection of DEI, culture, and crisis management. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This episode of DEI After 5 explores the importance of valuing diversity and inclusion, especially in a world where people are constantly moving across borders. Host Sacha Thompson invites author and immigrant Ukeme Awakessien Jeter to discuss the unique perspective and grit that immigrants bring to the table. They delve into the significance of embracing diversity without expecting assimilation and tapping into the valuable skills that individuals from different backgrounds offer. Tune in to gain insights on creating a truly inclusive environment that celebrates diversity. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This episode of DEI After 5 delves into the current state of diversity, equity, and inclusion efforts, addressing recent developments like the Society for Human Resource Management's decision to focus solely on inclusion and diversity. Host Sacha Thompson discusses the global impact of DEI initiatives with guest Jermaine Stanley, CEO of the Stanley Consulting Group, who shares insights on the industry and the future of this crucial work. Tune in to gain a deeper understanding of the challenges and opportunities in the DEI landscape. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This episode of DEI After 5 shifts focuses on women of color in leadership roles, addressing the challenges they face amidst scrutiny and bias. Host Sacha Thompson engages with guest Analiza Quiroz-Wolf, a seasoned leader, to discuss the importance of supporting women of color in leadership. Analiza shares her experiences from the Air Force and as a past CEO, highlighting the need for empowerment and solidarity in the face of adversity. Tune in to gain insights on navigating leadership roles as a woman of color in today's landscape. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This episode of DEI After 5 delves into the crucial responsibility of leaders and executives in upholding diversity, equity, and inclusion efforts within organizations. Host Sacha Thompson discusses with guest DeWayne Allen, an executive at RTX Corporation in the aerospace and defense industry, about the significance of weaving DEI into leadership roles. The conversation highlights the necessity for all leaders, regardless of background, to take on this responsibility to drive impactful change. Join them as they explore the role of executives in driving DEI initiatives forward. --- Send in a voice message: https://podcasters.spotify.com/pod/show/deiafter5/message Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This episode of DEI After Five features Bala Muthiah, head of engineering at a large tech company, discussing the importance of diversity, equity, and inclusion (DEI) efforts in the tech industry. Bala shares his journey from India to Silicon Valley and highlights the value of investing in DEI initiatives. Tune in to gain insights on how DEI plays a crucial role in tech leadership and organizational development. --- Send in a voice message: https://podcasters.spotify.com/pod/show/deiafter5/message Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This episode of DEI After 5 features Sacha Thompson in conversation with Kristen Smiley, the DEI publicist. Kristen shares her journey from PR to DEI work and discusses the importance of having a communications plan for DEI initiatives. Tune in to learn more about the critical intersection of DEI, communications, and PR in this insightful discussion. --- Send in a voice message: https://podcasters.spotify.com/pod/show/deiafter5/message Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After 5, host Sacha Thompson delves into the topic of sustaining DEI efforts within organizations even amidst challenges like leadership changes. Joined by guest Toby Mildon, a diversity and inclusion consultant with extensive experience, they explore strategies for maintaining momentum and progress in diversity and inclusion initiatives. Toby shares insights from his work with various clients and emphasizes the importance of inclusive leadership development. Tune in for valuable nuggets of wisdom on navigating DEI work in ever-evolving organizational landscapes. --- Send in a voice message: https://podcasters.spotify.com/pod/show/deiafter5/message Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

This episode of DEI After Five delves into the current challenges faced by DEI teams and employees in the corporate world, with layoffs and reductions in DEI efforts becoming common. Host Sacha Thompson discusses the importance of bringing one's whole self to work and staying authentic during these turbulent times. Guest Kaumudi Goda, founder of The Human Conversation, joins the conversation to share insights on building ethical and equitable workplaces. The episode explores what organizations and leaders can do to navigate these challenges while maintaining trust and moving forward positively. --- Send in a voice message: https://podcasters.spotify.com/pod/show/deiafter5/message Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode of DEI After Five, host Sacha Thompson dives into the troubling rise of anti-DEI rhetoric and legislation across the country. Joined by guest Dr. Melissa Crum, a diversity equity practitioner, they explore this phenomenon's root causes and implications. Dr. Crum shares insights from her background in education and work with mission-driven organizations to help create inclusive workplace cultures. Together, they unpack the fear and misconceptions driving opposition to diversity, equity, and inclusion efforts. You can connect with Dr. Crum on LinkedIn or visit mosaiceducationnetwork.com for more resources and information. Let's continue the conversation and work towards a more inclusive and equitable future together! --- Send in a voice message: https://podcasters.spotify.com/pod/show/deiafter5/message Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this special 100th episode of DEI After 5, Sacha Thompson reflects on her background in inclusive marketing within the tech industry and dives into the importance of addressing bias in AI and machine learning algorithms. She welcomes expert Catherine Gutes to discuss how to integrate equity and inclusion into the development of AI technologies. Congratulations to Sacha on this milestone episode! --- Send in a voice message: https://podcasters.spotify.com/pod/show/deiafter5/message Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support