Diversity Matters with Oscar Holmes IV

Diversity Matters with Oscar Holmes IV Season 5, Episode 5 Episode Title: Legacy: Racism in Medicine Guest: Dr. Uché Blackstock   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  "The under 6% representation of Black physicians stems from policies like the Flexner Report, which closed many HBCU medical schools, reducing Black doctors and care quality in underserved communities. We must correct these injustices by improving access to education and support in medical training." — Dr. Uché Blackstock Black physicians have shown resilience, but systemic barriers persist across generations. In this episode, we speak with Dr. Uché Blackstock, a physician, health equity advocate, and author of Legacy: A Black Physician Reckons with Racism in Medicine. She's focused on breaking down these barriers to improve care for marginalized communities. We explore the history of Black representation in medicine, the impact of systemic racism, and urgent reforms for equitable healthcare. Dr. Blackstock offers actionable steps for change, making this a vital listen for anyone committed to health equity. 3 Exceptional Highlights: Even with Harvard degrees, Black individuals still face major health disparities due to systemic and interpersonal racism. Socioeconomic status helps, but Black families still have fewer resources than white families, limiting access to education and opportunities. AAMC data shows wealthier students perform better on the MCAT and are more represented in medical schools due to better access to resources, not intelligence.   Show Highlights:    Can you discuss your mother's journey as a black woman in medicine and the lessons you learned from her?   02:35 - Dr. Uché Blackstock   My mother overcame tough challenges growing up. As the first in her family to attend college, she went on to Harvard Medical School. Her journey taught me the value of returning to serve your community, no matter your education.   What are some urgent reforms needed in our healthcare system to address disparities?   13:07 -  Dr. Uché Blackstock   Opening new medical schools is a step in the right direction, but we need federally and privately funded pipeline programs from early education and more equitable learning environments.   How does the wealth gap contribute to the opportunity gap in education, particularly in medical school?   14:51 -  Dr. Oscar Holmes IV   Unlike fully funded PhD programs, law and medical schools require a full-time commitment and significant financial resources, disadvantaging those without support.   What advice would you give to patients who feel they are not receiving the best health care, and how can they advocate for themselves?   24:47 -  Dr. Uché Blackstock   Prepare questions, bring support, ask about your diagnosis and treatment, and don't hesitate to get second opinions if unsure about your care. Can you share some insights about your mentors and any critical advice that helped you through tough times? 29:15 -  Dr. Uché Blackstock Cross-racial mentoring is essential. Seek out mentors, and offer mentorship when you can. Important Links:   Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 5, Episode 4 Episode Title: Raising Native American Voices Guest: Dr. Joe Gladstone   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  "For any Native American advocate, be who you are, find what you're passionate about, and do your best not to let people talk you out of it. Things won't change instantly, but in the grand scheme of things, good work done diligently will ultimately prevail.” — Dr. Joe Gladstone   Too often, the vibrant tapestry of Native American cultures gets flattened into a single, oversimplified narrative. But their powerful voices demand to be heard in all their diversity.    In this episode, we're joined by Dr. Joe Gladstone, whose roots span the Blackfeet Tribe of Montana and Nez Perce. As an esteemed educator, he's on a mission to bridge the worlds of modern management principles and the rich wisdom of Native and Indigenous cultures. Currently, he is an Associate Professor of Management at Washington State University's Carson College of Business.    From exploring the deep symbolism of land acknowledgment ceremonies to preserving Indigenous languages, his insights will challenge you to reflect on the profound respect owed to Native communities. We also touch upon transplanar wisdom, a foundational Native American and Indigenous philosophy, and its influences on organization management and business ethics.   3 Exceptional Highlights:   Over 500 federally recognized Native American tribes in the U.S. retain sovereignty, as enshrined in the Constitution defining them as sovereign nations alongside foreign states. Land acknowledgments should be accompanied by tangible efforts to recognize, honor, and give back to the Native communities that have historically been connected to that land.  Rather than deeming any Native tradition or culture obsolete, we must examine which ones are genuinely authentic to pre-reservation times and which are more recent adaptations.   Show Highlights:    Can you share how your cultural heritage has influenced your personal and professional journey?    02:31 - Dr. Joe Gladstone   Working with tribes has given me a deep understanding of how different cultures perceive and navigate the world. This understanding has influenced my focus as an educator on respecting and helping others draw from their own experiences.   What does it mean to be enrolled into a particular tribe, and what does life look like for people on reservations?   08:39 - Dr. Joe Gladstone   Each tribe has its own rules around enrollment, which is essentially citizenship. For many tribes like the Blackfeet, you need a certain 'blood quantum' or degree of ancestry to enroll. Your enrollment is usually decided by your parents when you're young based on the tribe's rules. Reservation life ranges from isolated rural communities to urban existences, depending on the tribe's geography and enterprises.   What does The PhD Project mean to you?    14:37 - Dr. Joe Gladstone   I'm grateful to the PhD Project for connecting me to schools like New Mexico State that were interested in my background with American Indian communities.  For minorities to build strong economies, we need business skills around making, managing, and accounting for money. Having professors who look like the students and can make business real for them keeps them engaged to graduate.   One of the things that I often get asked is about the practice of Land Acknowledgments and whether or not people should do them. What is your take on it?   21:46 -  Dr. Joe Gladstone   Land acknowledgments have a deep spiritual tradition among Native peoples. When entering someone else's land, we acknowledge that we are guests, honor past inhabitants, respect the current stewards and their rules, and commit to protecting the land for future generations.   How can organizations show authentic respect alongside land acknowledgment ceremonies?    25:15 -  Dr. Joe Gladstone   Simply saying the words of a land acknowledgment is not enough. Organizations should pair the acknowledgment with concrete actions to give back to the tribal communities whose land they occupy, like building a park, rehabilitating land, holding an annual ceremony/event, etc. Another way would be to educate themselves about the specific Indigenous people who originally lived on and knew that land intimately.   We know there are difficulties in preserving Native American culture and art plays an important role in doing that. One of my favorite The Moth episodes is a story that Manuelito Wheeler shared wherein he spearheaded dubbing Star Wars in the Navajo language. What is the importance of projects preserving Native languages?   29:25 -  Dr. Joe Gladstone   Language and faith are deeply intertwined—preserving language preserves how we understand and view the world through our cultural lens. Dubbing Star Wars into Navajo helps keep the language alive, which is valuable. However, I wonder if translating a deeply philosophical film like Star Wars fully conveyed the metaphysical and spiritual meanings embedded in the original English version. We must explore the question of whether dubbing English films captures the full nuanced meaning, versus creating original Navajo-language content from the start.   What advice do you give to other Natives on navigating the challenges of maintaining traditional cultural values while also living in contemporary society?   35:32 -  Dr. Joe Gladstone   There is this concept of "transmotion" from Native philosopher Gerald Vizenor. It's the ability to fluidly code-switch between cultural identities, drawing from the useful values and innovations of each world to navigate life's journey seamlessly and carry out our purpose. Transmotion allows you to stay grounded in your traditions while also adapting compatible parts of the mainstream, enabling you to thrive in all spheres of your life's journey.   I'm just curious, are there any Native American cultures or traditions that you feel perhaps need to change?   40:06 -  Dr. Joe Gladstone   It's hard for me to speak on every tribe's customs since there are over 500 different tribes. But I can reflect more broadly on this idea of cultural resilience and how we preserve traditions. The "traditions" practiced today descend from post-reservation elders, so we should examine their deeper ancestral roots. ​​ How do you see the future of Native American activism and advocacy evolving in the coming years? Are there any particular initiatives or projects that you want to shout out that involve uplifting Native American voices?    47:06 -  Dr. Joe Gladstone   One area I've advocated for is getting Native and Indigenous representation recognized in business academia. I founded the Native and Indigenous Peoples Caucus to give more Native voices authority by defining what Indigenous research means, guiding scholarship in this area, and providing editorial oversight. Another powerful form of activism is getting authentic Native stories and characters represented in media, like the work Lily Gladstone does in uplifting those narratives on screen as more than just background roles. Important Links:   Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 5, Episode 3 Episode Title: DEI Backlash Guest: Dr. Enobong “Anna” Branch   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “Despite efforts to dismantle DEI, our inherent differences remain. These differences will continue to shape our neighborhoods, school systems, and nation. Will we accept inequity and division or invest in an inclusive future for all?” — Anna Branch   America's strength lies in its diversity. But as Diversity, Equity, and Inclusion (DEI) efforts face scrutiny, how can we ensure the American Dream remains achievable for everyone?    In this episode, we're privileged to have Dr. Enobong "Anna" Branch join us for an insightful discussion around this timely topic. Dr. Branch is the esteemed Senior Vice President for Equity at Rutgers University, where she provides strategic leadership to ensure equity is embedded across research, education, and public engagement for faculty, staff, and students.   Drawing from her extensive expertise in confronting DEI challenges, Dr. Branch offers invaluable perspectives on navigating the evolving DEI landscape. Her insights illuminate pathways to overcome systemic barriers and build a more equitable future where opportunity knows no boundaries.   3 Exceptional Highlights:   True progress in diversity and inclusion requires not only representation but also actively addressing the unique challenges faced by underrepresented groups in leadership roles. Schools must champion equity, not just equality. This means dismantling racial bias and fostering a truly inclusive environment for all students. The promise and myth of the "American Dream" being achievable through hard work resonates across racial/ethnic groups. However, this myth overlooks broader systemic factors, which can lead other minority groups to question why Black Americans haven't succeeded. Show Highlights:    What lessons have you learned as a leader for equity at this moment?   08:15 - Anna Branch   Embracing directionality and progress, even during challenging times like the COVID-19 pandemic, is crucial for effective leadership.  If we aren't intentional about creating environments that allow people of diverse backgrounds to thrive in higher education, we will be in trouble.    What inspired you to write the book "Work in Black and White," and what should readers gain from it?   15:34 -  Anna Branch   The book aims to explore how workers themselves understand and experience labor market inequality, moving beyond trends and data. Changing labor dynamics challenged the job stability and American Dream notion of hard work alone leading to success, prompting the re-examining of these concepts through racial experiences.   How can we address racial inequalities without conflating first-generation status?   19:41 -  Anna Branch   Being a first-generation student means navigating unspoken academic rules and norms that can pose challenges if not properly supported. Assumptions, stereotypes, and lack of representation can undermine the sense of belonging for students of color, regardless of their generational status.   Is education alone enough to achieve the American Dream?   27:32 - Anna Branch   Distressingly, Black women with terminal degrees can earn similar incomes as white men with only some college education, highlighting educational attainment not translating to equal economic opportunities across races.   How can we approach the current level of backlash against DEI efforts today?   38:24 - Anna Branch   Early DEI efforts (post-2020) prioritized hiring over tackling systemic issues within institutions. The real work is dismantling these ingrained patterns of inequity.   What is your advice for finding joy?   53:11 - Anna Branch   Black joy is a powerful act of resistance. It defies the narrative of suffering and celebrates the beauty of simply existing. We are human beings, not just human doings. Taking time to simply "be" can bring peace in a chaotic world. Important Links:   Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 5, Episode 2 Episode Title: Effective Allyship Guest: Julie Kratz   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “True allyship stems from genuine, sustained efforts to support marginalized groups, amplify their voices, and remove obstacles without seeking personal credit or fame. It requires intentional, consistent actions in both personal and professional spheres.”  — Julie Kratz   In the ongoing pursuit of a more equitable and inclusive world, the concept of allyship has emerged as a powerful force for change.    But what does it truly mean to be an ally? And how can we move beyond performative gestures to create lasting, meaningful impact? This episode dives deep into these questions with our guest Julie Kratz. Julie has dedicated her career to empowering people to become better allies. After her own experiences in corporate America, she founded her own speaking business to help organizations foster inclusive environments. Julie is an accomplished Forbes contributor, podcast co-host, TEDx speaker, and author of six books, one of which we will go in-depth today: Allyship in Action. Join us for a thought-provoking discussion with Julie Kratz. Through honest conversations and practical examples, she challenges us to confront our own biases and explore actionable strategies for building genuine allyship. 3 Exceptional Highlights:   One of the biggest challenges with DEI work is that many people don't fully understand what it means, and there are false narratives and misconceptions around terms like "diversity hire" circulating. Subconscious biases can perpetuate inequities within existing systems. We must evaluate all individuals based on demonstrable performance rather than perceived potential. Sustainable change in DEI requires a series of smaller, consistent actions rather than overwhelming initiatives, which proves more effective in fostering long-term shifts.   Show Highlights:    Was there a specific event or experience that spurred you to write Allyship in Action?   06:45 Julie Kratz   The book was inspired by my own journey. But seeing my daughter experience microaggressions and witnessing them herself truly drove the point home. We need more tools to be better allies.   Your book references the concept of "white guilt." Can you elaborate on this idea?   10:32 Julie Kratz   It refers to the discomfort and guilt white people feel when having to confront or think about their whiteness and privilege in a white supremacist culture. White privilege enables the ability to move freely and avoid repercussions for certain behaviors that would not be acceptable for people of color. Moving from apathy/denial to awareness about white privilege is a crucial step, but education is still needed to help more people reach that awareness.   Moving beyond awareness to action is a significant hurdle. What strategies can bridge this gap and dismantle systems of advantage?   14:51 Julie Kratz   The systems were designed by and for certain groups to succeed, making systemic change challenging but necessary work. Corporations need to examine processes like hiring, job descriptions, and promotion criteria to remove biases perpetuating homogeneity.   The surge of allyship witnessed in 2020 seems to be tapering off. What are your insights on this current trend?   18:47 Julie Kratz   The biggest gap hampering DEI progress is the lack of lived experiences with microaggressions, harassment, and belittling that underrepresented groups face, which is hard for others to grasp fully. Engaging people with curiosity and prompting them to explain their understanding can often lead them to realize their stance is flawed.   Your book mentions the myth of meritocracy alongside the challenge of limited lived experiences. Can you elaborate on how these ideas intertwine to hinder progress?   26:11 Julie Kratz   The myth of meritocracy is the belief that success is solely based on hard work and individual merit, disregarding systemic barriers faced by marginalized groups. We need to reframe the idea of "privilege" as an opportunity to be an ally and leverage one's advantages to support others rather than view it negatively. A prevailing notion suggests that DEI is a zero-sum game. Can you share your thoughts on this perspective?   30:58 Julie Kratz   The zero-sum game is such a harmful mentality. It isn't an ”I lose, you win.” When we share resources, we all benefit. Having diverse teams and inclusive environments expands opportunities and benefits for everyone rather than redistributing a fixed amount of resources.   What advice do you have for those considering a career in the DEI space?    37:55 Julie Kratz   DEI work can be taxing, with many emotional ups and downs. Get clarity on what activities truly energize and give you purpose, and then strategically focus your DEI efforts there to avoid burnout.   One misconception we often hear is that DEI initiatives are excessively expensive. Let's explore the cost implications of fostering a diverse and inclusive workplace.   40:13 Oscar Holmes IV   Organizations often pay much more for consulting/training on other business topics like leadership compared to DEI. Most DEI professionals are not highly paid and often do the work on top of their regular job duties voluntarily. Important Links:   Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 5, Episode 1 Episode Title: TransLivesMatter N.O.W. Guest: Angelica Ross   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  "Society's messaging devaluing LGBTQ+ lives, especially Black trans people, perpetuates tragic cycles of oppression and suicide. We must dismantle these systems alongside the community, fostering spaces to heal so all humans can be truly valued."  — Angelica Ross   The fight for diversity, equality, and inclusion has raged across streets, schools, and workplaces.   However, Angelica Ross, an Emmy-nominated actress and activist, took that fight further by bringing authentic transgender characters to life on groundbreaking shows like Pose and American Horror Story. Yet her multi-talented impact extends beyond Hollywood. Through her TransTech incubator and podcast N.O.W. (No Opportunity Wasted), Ross empowers marginalized LGBTQIA+ voices. In this episode, Ross opens up about her iconic "Candy" role, her reasons behind leaving Hollywood, and how Buddhism provided clarity amid turbulence - inspiring her advocacy work. She also shares her vision for political office and the transformative policies she aims to enact to help transgender people of color not just survive but thrive.   Join us for this powerful yet refreshingly candid conversation with Angelica Ross, celebrating authenticity, resilience, and effecting change.   3 Exceptional Highlights:   Pose showcased the unwavering courage of trans people who fight for authenticity, even when it means facing violence, discrimination, and rejection. Black trans women, despite their immense contributions to art, fashion, and social Despite the enormous contributions Black trans women make to art, fashion, and activism, they continue to face marginalization and exploitation. One should look inward for a deep sense of self-worth and choose moment-by-moment to overcome darker impulses and live authentically.   Show Highlights:    01:44 - Angelica Ross discusses her role in "Pose" and its cultural significance for transgender women of color   04:04 - Her experience as an undervalued, marginalized Black transgender woman in Hollywood   10:24 - Behind-the-scenes look at Angelica's iconic "Candy" lipsync performance.   11:31 - How Angelica healed her relationship with her mother despite a rocky period   18:23 - Why Buddhism resonated strongly with Ross and why she wants to introduce it to others   27:28 - The vision of the No Opportunity Wasted Podcast as a larger cultural movement   31:39 - Decriminalizing sex work, addressing oppression, fighting for transgender rights   37:05 - Unique challenges faced by Black transgender women in tech industry   42:57 - What to expect from Angelica Ross's political run and campaign platform   47:43 - Overview of Angelica's upcoming exciting new projects and initiatives   Important Links: - -   Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 4 Episode 6 Episode Title: Social Class Mobility Guest: Dr. Sean Martin   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “Society often overlooks people who have been upwardly mobile despite having valuable qualities like persistence, grit, and initiative. To truly create a diversity of experiences, backgrounds, and perspectives, it is crucial to recognize and value those from less privileged backgrounds.” – Dr. Sean Martin   Social mobility is a cornerstone of the American Dream, a beacon of hope that promises anyone can rise above their starting point and achieve success through hard work and determination. Yet, the reality is far more complicated, and social class can have a profound impact on a person's life trajectory.   To shed light on this topic, we have the privilege of welcoming Dr. Sean Martin as the guest chair. With his award-winning research on leadership, organizational culture, and societal contexts' effect on leaders and followers, Dr. Martin is a leading authority on the topic.   In this episode, we'll explore the concept of social class and mobility, the challenges faced by people in different social strata, and the implications for diversity, equity, and inclusion efforts.   Join us on this journey as we delve into the fascinating world of social class and its influence on our society.   3 Exceptional Highlights:   Social class is a position of advantage or disadvantage you have compared to others based on factors like income, education, and occupation, which determine your access to valued resources in society and your ability to succeed. Coming from a less privileged background requires building strong community relationships, which are valuable forms of currency for social support. This mindset can lead to good leadership and teamwork skills in the workplace. Despite society's positive bias towards individuals who have achieved upward mobility, there still seems to be a hesitancy to hire them.   Show Highlights:    02:51 - What is social class and how Dr. Martin found interest in this research area   07:56 - Understanding the importance of social class and mobility from a DEI perspective   14:43 - The cultural contradiction of valuing upward mobility and the American Dream while stigmatizing those who achieve it   22:28 - Dr. Martin's views on the Varsity Blues scandal and how those with privilege can use it to game the system   23:55 - Various ways in which different systems allow individuals to circumvent rules and regulations, including those that are formalized and encouraged   25:53 - Why labeling the United States as a classless society is a fallacy   27:20 - Is it possible for prestigious institutions or elite organizations to co-exist in a fair and equitable world?   31:17 - Strategies for countervailing the data that suggests growing up in privileged environments leads to a more independent mindset   35:22 - Challenges faced by those in the upper class and their impact on shaping society   39:23 - Further social class research Dr. Martin hopes to investigate   —--   Important Links: - https://www.darden.virginia.edu/faculty-research/directory/sean-martin Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Diversity Matters with Oscar Holmes IV Season 4 Episode 4 Episode Title: Advancing DEI: The Necessary Journey Guest: Dr. Ella F. Washington   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “Passion does not create more hours in the day. It's unfair to expect those most impacted by the lack of diversity, equity, and inclusion to fix the problem without compensation. Organizations with limited budgets should find creative solutions.” – Dr. Ella Washington.   Many organizations today recognize the importance of workplace diversity, equity, and inclusion. However, many struggle to implement effective strategies that promote diverse perspectives, create equitable opportunities, and foster an inclusive workplace culture.   As a result of this struggle, organizations may experience a lack of innovation, reduced employee engagement, and exclusion of underrepresented groups, negatively impacting both their employees and the entire organization. Thus, there is a need to explore practical solutions and insights to help these companies reach meaningful and sustainable outcomes and achieve their DEI goals.    In this episode, we have a fantastic scholar and consultant, Dr. Ella Washington, who shares her insights and expertise on the topic of DEI, which is also the subject of her new book, The Necessary Journey. Dr. Washington has extensive experience in the human capital space, impacting clients across various industries, including finance, entertainment, and higher education. She is a professor of practice at Georgetown University's McDonough School of Business and the Founder and CEO of Ellavate Solutions.   Whether you're a leader, employee, or academic, Dr. Washington's unique perspective will inspire you to think outside the box and build a truly diverse, equitable, and inclusive workplace.   3 Exceptional Highlights:   The journey toward diversity, equity, and inclusion is a gradual process that requires sustained effort and time to achieve structural and systemic change. Diversity of thought should not replace demographic diversity, which should remain a foundational goal until representation goals are achieved at every level. A workplace utopia is a space where bias and exclusion are dismantled, and individuals are valued for their strengths, allowing everyone to thrive.   Show Highlights:    03:18 - What inspired Dr. Ella Washington to write The Necessary Journey?   09:29 - Discover the five stages of the DEI Maturity Model   13:54 - Hesitations most companies face when being classified in early stages, such as Awareness or Compliance   15:38 - How to foster diversity of thought and allow for constructive discourse to achieve optimal business outcomes   18:53 - The most common pitfalls organizations encounter on their DEI journey   23:14 - The impact of inadequate DEI support and lack of real commitment from organizations   24:54 - The emotional and visceral toll employees face when DEI initiatives are not supported in the workplace   27:18 - Senior leadership can improve their understanding of DEI through cost-effective strategies   29:19 - When to hire a Chief Diversity Officer and how to prepare for the hiring process   33:38 - Foster innovation to build a truly diverse, equitable, and inclusive workplace   35:23 - How can organizations ensure that their employee resource groups (ERGs) are not used to exploit the labor of their members?   —--   Important Links: - - - Episode Sponsor Links:  Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Diversity Matters with Oscar Holmes IV Season 4 Episode 3 Episode Title: Corporate DEI Initiatives   Guest: Dr. Anthony C. Hood   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “If you're looking for somebody to do diversity recruiting or put on panel discussions, Women's History Month, Black History Month, go find somebody else. But if you want to impact and drive workplace change, I'm interested - Dr. Anthony C. Hood”   In today's rapidly changing world, diversity, equity, and inclusion have become essential elements for organizations looking to succeed and stay competitive.   More and more organizations in corporate America recognize the value of creating a diverse workforce. However, achieving true diversity, equity, and inclusion goes beyond addressing race. It commits to building an environment where everyone is treated equitably and given equal opportunities, regardless of background, ethnicity, or other personal characteristics.   My guest today is Dr. Anthony Hood, an exceptional academic and corporate executive who is deeply involved and entrenched in diversity, equity, and inclusion activity within Alabama and beyond. In this episode, we talk about his experiences as a Chief DEI officer in corporate America and how he leads with evidence-based data when presenting strategies for progress and measuring success through KPIs, metrics, goals, and visions.   Join us as we delve into the challenges and opportunities of promoting real, meaningful change that goes beyond mere performance.   3 Exceptional Highlights:   The holy grail in diversity, equity, and inclusion (DEI) work is when it ties up with all areas of the organization, impacting compensation and performance evaluation. Anti-black racism still exists in corporate America, and most companies are not ready to  discuss it. It's essential to approach diversity research and literature nuanced and complexly to grasp its full implications for organizations.   Show Highlights:    03:09 - Why Dr. Anthony Hood made the bold decision to leave academia and return to corporate America   05:36 - Is the Chief DEI Officer role more performative than effective following the tragic death of George Floyd?   11:25 - How to collaborate with respected colleagues without giving off perceptions of superiority or stepping on their expertise   13:15 - Why Dr. Hood wants to create a safe environment as a Chief DEI officer where people feel psychologically safe with him   15:02 - Lessons learned from some of the most challenging initiatives in the workplace encountered by Dr. Hood   17:27 - The importance of speaking corporate slang to gain traction in DEI initiatives   19:25 - Why are DEI metrics so crucial, and which ones should companies focus on?   28:45 - If it's not equitable for one, it's not equitable for everyone   30:32 - Leaders often hoard talent to the point of sabotaging their mobility   34:31 - Several community DEI initiatives Dr. Anthony Hood is most involved in Important Links:     Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Diversity Matters with Oscar Holmes IV Season 4 Episode 2 Episode Title: Critical Race Theory  Guest: Dr. Victor Ray   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “It's frustrating when people who know nothing about racism in American history misrepresent critical race theory, ban books, and target scholars genuinely reckoning America's racial order.”   Although civil rights movements and social justice movements have made significant progress over the years, systemic racism and discrimination continue to plague American society to this day. Critical race theory reveals the underlying causes of racial inequality and the ways in which power, privilege, and oppression can contribute to progress as well as undermine it.    And in this episode, Dr. Victor Ray, a renowned public scholar whose work has been featured in outlets such as the Washington Post, Harvard Business Review, and Boston Review, and author of the book, On Critical Race Theory: Why It Matters and Why You Should Care, shares his expertise on what critical race theory entails, how it is being misrepresented in ongoing debates in education and society, and its impact on the ongoing fight for racial equality in the United States.    3 Exceptional Highlights:   Growing up as a mixed-race individual and witnessing differential treatment between his family members opened Dr. Victor's eyes to the social construction of race.  Organizations are already infused with racial processes, from access to education and legal protection to capital. It is crucial to organize as groups and resist those who are waging a war against critical race theory, diversity, equity, and inclusion.  Show Highlights:    What is the history behind Critical Race Theory and how is it being viewed in this time period?   02:49  Dr. Victor Ray   Critical race theory was pioneered by scholars such as Derrick Bell, Kimberlé Crenshaw, and Richard Delgado that originated from the backlash of the civil rights movement in the 60s and early 70s.  Ideas from this theory spread beyond the law to explain why racial inequality is so deeply entrenched in American society and why progress toward equality is often temporary and fiercely opposed.   How Dr. Victor Ray's personal experience deeply shaped his research and pivotal moments in his understanding of race    09:15 Dr. Victor Ray   My experiences differed greatly from my dad and brother growing up, who would get stopped by cops or called on security. However, as a professor in a predominantly white space, folks would attempt to bond with me through racist jokes or assumptions about black people.   Can you explain the concept of whiteness as a property?   15:00 Dr. Victor Ray   Whiteness as a credential allows white people to move into and up organizations in a way that often appears neutral but is deeply shaped by their racial identity.   How do we grapple with the rise of authoritarianism, fascism, and racism as a society?   19:05 Dr. Victor Ray   The rise of authoritarianism, fascism, and racism can be countered by organizing ourselves to regain control of school boards, legislatures, and voting.   How do you view folks attempting to delegitimize the term ‘woke' in relation to critical race theory?   24:15 Dr. Victor Ray   Wokeness is a term that originated in the black vernacular to describe awareness of social inequalities in the United States. Criticizing the concept of "woke" is similar to criticizing equal opportunity.   Will we ever get to a point where we can make our own racial progress without having to suffer backlash?   27:22 Dr. Victor Ray   Many believe that the fight against racial inequality has an endpoint, but history doesn't work that way. Ongoing collective action and scholarship are needed to come up with real lasting solutions.   Important Links:     Episode Sponsor Links:  Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Diversity Matters with Oscar Holmes IV Season 4 Episode 1 Episode Title: Understanding Microaggressions Guest: Dr. Kevin Nadal   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “All forms of discrimination are hurtful, all forms of bias are harmful, and we should all be doing the work to demonstrate that this needs to stop.”   Microaggressions are often subtle but harmful acts that convey negative messages toward people of color, the LGBTQ+ community, and other historically marginalized groups. Despite being subtle, they can have a devastating effect on individuals and communities. Research shows that these experiences can lead to a range of adverse outcomes, such as decreased self-esteem, anxiety, depression, and even physical health problems.   This is why we have professor, author, psychologist, and activist Dr. Kevin Nadal on the show, one of the leading researchers in understanding the impacts of microaggressions. In this episode, he shares the research surrounding microaggressions, their effects on mental and physical health in marginalized communities, the various forms they take, and how we all can work towards creating a more inclusive society.    3 Exceptional Highlights:   Microaggressions are covert acts that may not be intentional or perceived as harmful by the perpetrator. The focus is on the manifestation of the act rather than the impact.  Leaders can model accountability by creating a culture where people feel comfortable discussing issues of race and diversity and by holding themselves responsible for any harm they may cause or microaggressions they may commit.  The normalization of microaggressions within marginalized communities, particularly those with intersectional identities, is a systemic issue that causes significant harm and suffering. Show Highlights:    The history of microaggressions and how the research began   2:28  Dr. Kevin Nadal   Microaggressions were first coined in the 1970s by a black American psychiatrist named Chester Pierce, and the term was revived in 2007 by Dr. Derald Wing Sue at Columbia University to study subtle forms of discrimination, specifically towards people of color. Research has since grown to include other historically marginalized groups and the term has spread into mainstream vernacular.   How he addresses the accusations of bias in the scholarly work which may dismiss his research as unscientific   15:52 Dr. Kevin Nadal   I feel more connected and passionate about topics that are relevant to me personally, and it shows in my work. When others criticize my research or accuse me of bias, it often reveals more about them than about me. It demonstrates that they may not feel connected to certain communities or issues, and they may hold colorblind ideologies or even white supremacist beliefs.   His advice to people who experience and deal with microaggressions constantly   20:47 Dr. Kevin Nadal   While it is not our responsibility as targets of these microaggressions to educate others, it can be helpful to call out the behavior, personalize the harm caused, and walk away. I encourage externalizing racism by naming it and recognizing that it's a systemic issue, not a personal one.   His advice to scholars, and people in general, on how they can do rigorous work, while keeping the importance of activism at the forefront of their efforts   31:58 Dr. Kevin Nadal   My advice would be to ignore negative voices and focus on externalizing messages of self-doubt by talking about them and finding a supportive community.   Important Links:     Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 3 Episode 7 Episode Title: Shared Sisterhood Guest: Dr. Tina Opie   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “This is what Black women know: When push comes to shove, white women choose race over gender - every single time.” - Kim McLarin   Whether we admit it or not, gender and racial bias is still present in the organizations and in society. And though the past few decades have shown progress, there's so much improvement to be done, especially with black and other colored women experiencing more disadvantages compared to their white counterparts.   Dr. Tina Opie is an award-winning researcher, professor  and management consultant who combines theory and practice on the power of authenticity and how to create a more diverse, inclusive and equitable workplace in several industries.    In this episode, she shares about her upcoming book ”Shared Sisterhood”, co-authored with Dr. Beth Ann Livingston. Dissecting through the lens of history, research and real-life examples of the white women privilege, the racial stereotypes that even accomplished black women experience, overcoming racial trauma, and the vision of all linking arms towards equality in the workplace and the world. Exceptional Highlights:   White women choose race over gender because of the way power structures our society. Being white women gives proximity to white men, who are the power brokers and holders throughout the history of the world.    The central focus and philosophy behind Shared Sisterhood is the value of equity and power in the workplace, which is quite distinct from friendship. For systemic change to happen for all women, it also needs to translate across races.   In capitalist society, people are greedy and power is structured as a zero sum game. Everything gained by others is a loss for them.   Show Highlights: Definition of Shared Sisterhood   06:06 Dr. Tina Opie   Shared sisterhood is when you work together across differences, develop authentic connections, and then link arms and work to dismantle systemic inequity.   The Dig and Bridge Framework forming authentic workplace relationships   07:38 Dr. Tina Opie   Dig is about surfacing the assumptions that you have about identity. How did you come to think about your own race, your ethnicity, the ethnicity of other people? Bridge is about authentically connecting with people and keeping that connection authentic.    What is an ally, accomplice, and co-conspirator   20:06 Dr. Tina Opie   An ally believes in equity in theory but they're not about to sacrifice anything. The next level is an accomplice who believes in equity and is willing to make a sacrifice and do something, but it tends to be on their own terms and not aligned with the needs of the group that they are fighting for. A co-conspirator pursues collective action by using his social, financial and political capital to make change. Men's role in this movement   37:38 Dr. Tina Opie   Masculine traits like assertiveness, being tall, and stomping your fist are seen as necessary to get ahead. Adopting feminine values like empathy, authenticity, vulnerability, and risk-taking for the common good produces the kind of leaders that are needed more in the workplace.   Important Links:   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Diversity Matters with Oscar Holmes IV Season 3 Episode 6 Episode Title: The Acting White Phenomenon Guest: Dr. Myles Durkee   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “When individuals don't fit that very strategic, limited profile of how we expect each racial group to behave, that can leave them vulnerable to being accused of acting white.”   Forming your identity and achieving successful academic status has become a significant factor in discrimination and stereotyping in America. We see this issue primarily in middle school up until college and even in a professional setting. To be discriminated against by other races is one thing, but to be pointed out by your community has become a phenomenon that we now call Acting White.   Dr. Myles Durkee, an Assistant Professor of Psychology at The University of Michigan, joins us in this episode. He has won numerous awards for his research, where he examines cultural invalidations perpetrated by in-group and out-group members to determine how these experiences are associated with critical psychosocial results.    We deep dive into different scenarios and people's backgrounds, where these accusations are often involved, and what circumstances we often link to this behaviour. Does Acting White only accuse people who speak a particular accent besides their race and how you dress? Does it go beyond academic accomplishments?    Dr. Durkee sheds light on the intensity of this experience and how it affects the people involved in these incidents of invalidation. Learn self-protective strategies to help mitigate adverse outcomes when dealing with the Acting White phenomenon.   3 Exceptional Highlights:   Essentially, by behaving in a way that doesn't fit with the societal stereotypes associated with a racial group, they can be vulnerable to being accused of acting white by their peers, family members, strangers, and sometimes even teachers.  If you're behaving in a way that goes against the cultural norms, or the cultural tendencies, then your peers likely have the same racial group. They will judge you now as an individual and less so as an ambassador of the racial group.  These cultural validations, and the acting white accusations, tend to emerge around elementary school for most individuals, pick up the pace at middle school, and hit a peak during high school. Show Highlights:    The importance of context in Acting White labels   5:05 Dr. Myles Durkee   Within that context, the school setting's cultural climate and racial composition have significant influence. So we think about the racial composition when you're in a school and are in the majority group, even if you are a person of colour; you're much more likely to be perceived and judged as an individual because you're in the majority group.   6:13 Dr. Myles Durkee   When these groups are in the extreme minority, the stakes are higher to represent the group in a positive light. And any of you who come from a marginalised group, it's now to protect the group's reputation from trying not to confirm some of these negative stereotypes.   The profiles of students who experience Acting White accusations   12:29 Dr. Myles Durkee   The research literature has heavily focused on black folks with this dynamic, but it happens to most groups of colour in teenagers. So when we measure data, most of our data has been with black and Latinx. Late adolescence and young adults.    13:01 Dr. Myles Durkee   In terms of the single trait in which people are most likely to be accused of acting white, it's hands down their style of speech. So above and beyond everything else, based on how you talk, it will leave you the most vulnerable to being accused of acting white.   Are females more targeted with the act of white label than male?   27:23 Dr. Myles Durkee   If women of colour defy a racial stereotype, regardless of the attribute, then they're much more likely to be accused of acting white for defying that racial stereotype.   29:03 Dr. Myles Durkee   But for men of colour, the same behaviour, speaking correctly, can now be accused based on their race, their gender, and their sexuality.  The psychology of the perpetrators   29:03 Dr. Myles Durkee   It's not necessarily how frequently they have victimized themselves by acting white in the past. But more so, how disturbing and distressful those accusations compel them to perpetrate more frequently in the future.    Important Links:   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Diversity Matters with Oscar Holmes IV Season 3 Episode 5 Episode Title: Policing in America Guest: Dr. Rashawn Ray   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “If we solve the statistics, we will solve what is happening with policing the scene. To do that, we have to determine the cultural manifestations of racism and of the black threat.”   People don't realize that when we talk about policing in America, it goes beyond protecting specific turfs and areas. To understand what it truly meant, you must go deep into the history, origin, and background of law enforcement.    And in this episode, we welcome Dr. Rashawn Ray to the guest chair as he discusses the culture and law enforcement practices that lead to police brutality. Dr. Rashawn earned all his sociology degrees and has published over 50 books, articles, chapters, and nearly 20 op-eds.    He also shares his extensive research and work on liberation for oppressed people, particularly for Black and Brown people, and the criminalization effect. Listen closely as we talk about the in-depth analysis of the efficacy of body cameras, the determinants of police brutality, and police misconduct payouts to understand better the current state of America's policing.    There are so many factors we need to address when it comes to the structure and improvement of policing institutions. Learn what we need to solve racism in connection to civilian payout and police misconduct in the words of Dr. Rashawn.  3 Exceptional Highlights:   The roots of law enforcement in the United States go back to slave patrols, groups of people who would round up black people fleeing plantations who were escaping their enslavement.  Overwhelmingly, it is white people who created the social institution and maintained and enforced the social institution. And so when we think about those origins, that's important.  There were 87% enslaved black people. And even the free black people didn't mean they were free. Even today, it is still valid that black people haven't fully reached liberation.  Show Highlights:    The history of convict leasing   3:55 Dr. Rashawn Ray   Convict Leasing was what happened after slavery formally ended. So we're talking about the late 1800s and early 1900s. It became prominent and known as Slavery by Another Name, where black people were arrested and accosted for minor infractions. Interestingly, some of the same sorts of things that we hear today.    The efficacy of body cameras  and the determinants of police brutality   21:03 Dr. Rashawn Ray   There's overwhelming agreement on body-worn cameras, implicit bias training, the importance of police officers being held accountable for their behaviour, and the need to deal with the law enforcement Bill of Rights. It gives police officers the ability to commit crimes in their personal or professional lives and not be held accountable for them like the general public.   The prominent movement of police defunding   28:12 Dr. Rashawn Ray   So two points here, defunding the police means reallocating funding, and it does not mean obliterating the system. You know, it does not mean ending law enforcement, as we know, and some people think we should abolish policing.   33:20 Dr. Rashawn Ray   I think all of those matter; when we take an evidence-based, market-driven approach, we get to the best solution for a city or a police department and then help them to move forward in a way that is healthy and beneficial for everyone. Important Links:   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Diversity Matters with Oscar Holmes IV Season 3 Episode 3 Episode Title: The Imposter Phenomenon  Guest: Dr. Angélica Gutiérrez   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “We need to start changing the narrative, stop thinking about the individual as the issue, and start examining how these environments are triggering the impostorization of individuals..”   In any field or industry, people commonly experience insecurity, the perception of being a fraud and undeserving of all their triumphs and accomplishments. They genuinely doubt their achievements. It has become an ordinary reality to most of us, especially those who have successfully attained their goals or desired profession. We call this the Imposter Syndrome.    To Dr. Angélica Gutiérrez, an Associate Professor of Management at Loyola Marymount University, and a contributor for Inc. Magazine, while working on her research, she refers to it as The Imposter Phenomenon to avoid the stigma and create a safe space for people to express their experience with it.    In her research, she realized that most articles and discussions on this topic tend to focus on the individual viewed solely as the issue. Thus the strategies that they promote to counter this phenomenon are often fixed to an individual approach. Hence, she coined the term ‘Impostorization', which means considering the role of the environment and how it triggers the imposter feeling.    Dr. Gutiérrez talks more about the policies and practices of organizations that can lead to people questioning their intelligence, competence, and sense of belonging in the spaces they occupy. She also talks about the critical importance of how these institutions can help in avoiding impostorization among their people.  3 Exceptional Highlights:   Relationships are so meaningful. And the intentions that you have behind the feedback are so essential for people in organizations, particularly the Latinx and African American communities, because you need to be aware of the stereotypes that are out there that create this impostorization for us. Extensive research finds that in many organizations, these standards of professionalism tend to be very narrowly defined. A lot of organizations are encouraging employees to bring their authentic selves to work. But when they show up as our true selves, they're asked to modify who they are. Some studies find that low self-esteem is highly correlated with the imposter phenomenon. But they're distinct constructs.   Show Highlights:    The importance of changing the narrative in impostorization   13:38 Dr. Angélica Gutiérrez   Strategies and effectiveness may be minimal if you're feeling like an impostor because of your environment and the organizations you belong to.    14:40 Dr. Angélica Gutiérrez   It's crucial to change the narrative and stop thinking about an individual as the main issue and start examining how these environments are triggering the impostorization of a person and how we can work around that.   How to give critical constructive feedback without triggering impostorization   17:26 Dr. Angélica Gutiérrez   You can express what you think is essential in the person's work and let them know that there are different ways that they can strengthen it. You deliver the message in a more effective developmental way than using atrocious words. 18:44 Dr. Angélica Gutiérrez   You can start establishing a good relationship with your students or employees to feel comfortable with you, and they can trust that you have their best interest at heart. The irony and connection of authenticity and impostorization   20:51 Dr. Angélica Gutiérrez   Impostorization comes in when the organization is not receptive to an employee's authenticity.    22:30  Dr. Angélica Gutiérrez   Most organizations don't recognize that how we pronounce our name is connected with our identity and sense of authenticity. By asking us to use a nickname or anglicizing our name can lead to impostorization.    Eliminating impostorization in organizations   30:10 Dr. Angélica Gutiérrez   Carefully examine how their existing policies and practices and how they do business may be inadvertently causing employees to feel like they don't belong in that environment.    30:58 Dr. Angélica Gutiérrez   Pay disparity. Suppose an employee performs the same work as somebody else in the organization, and they discover that they're getting paid less than their counterpart. In that case, that can lead that employee to question their value to the company.   Important Links:   Dr. Angélica Gutiérrez Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 3 Episode 2 Episode Title: Black Faces in High Places Guest: Dr. Jeffrey A. Robinson   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “The Black Faces in High Places book is not just about getting your success; it's undoubtedly a matter of seeking significance and impact on our community, the black community.”   People of color sometimes find it challenging to succeed in corporations or institutions led mainly by white people because of systems and culture. The black community has so much talent, but discrimination and being outnumbered by white people can make it more difficult to climb the corporate ladder, which adds multiple barriers to dominating the competitive world.   And that's how the book was written twelve years ago by Jeffrey Robinson, the Prudential Chair in Business at Rutgers Business School & Randal Pinkett. It is where they shared 10 revolutionary strategies for playing & changing the game to transform the system not only for them but the whole community.   And in this episode, they talk about the new book, , which aims to help the black professionals reach the top and stay there. Listen until the end of the episode and be more confident in breaking down the barriers that prevent you from having a real opportunity to make it to high places. Know what's the importance of having a mentor, a great network, and how you can find meaning in what you do to attain success.   3 Exceptional Highlights:   Mentors help develop great entrepreneurs, great business leaders, and great community leaders. Ikigai is developing self-mastery and finding meaning in what you do. In entrepreneurship, the type of network you need to be successful is the entrepreneurial network: the sparse network that takes advantage of borrowing networks from other folks. Show Highlights:    How is your previous book, Black Faces in White Places, connected to your new book, Black Faces in High Places?   2:44 Jeffrey Robinson   Black Faces in White Places was level one. It's what happens when you enter the workforce & how do you deal with it. There are certainly some parallels between the two books because we had a lot of things we wrote the first time around that we didn't use and weren't able to use.    So we had already thought to ourselves, some of those things we couldn't write in the first book one day, we'll write in the second book. Finally, that day came. And that's how we got to the new book, Black Faces in High Places. Why is it important to have a game changer's mindset?   8:00 Jeffrey Robinson   You're playing a series of games whether we are in a corporation or academic institution. When you have achieved success in that game, you have to think if that's the right game to play for you & other people like you. The game changes when you start rethinking the system & how it's played to make it more equitable.    And if you can transform the system for the communities, corporations, and institutions to make the game better for those who are coming behind you, you have the game changer mindset.   What are the top three strategies that you'd suggest people focus on?   12:50 Jeffrey Robinson   Ikigai Networking  Mentorship   Is it possible that black people can do all the strategies and still not make it to the top?   37:29 Jeffrey Robinson   Some people change careers; they either start their businesses or hit certain ceilings in their companies. In contrast, some decide to focus on their families. But don't assume that when we say high places, it's only in the corporation because there are many ways to make an impact, be successful, and be significant. Technically, some people could do all of these things and still not make it. But the question is, did they see all the opportunities in front of them? Do they think about where they could make the most impact and use their skills best?  Important Links:     Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  | Google | |    

Diversity Matters with Oscar Holmes IV Season 3 Episode 1 Episode Title: The Standardized Testing Problem Guest: Mr. Akil Bello   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “Even if the score has improved, it's the same kid; it's the same person with almost the same knowledge.”   Test or exam preparation is what students go through to increase their performance on standardized tests, usually for college university admissions. While the fair test is an advocacy organization that advocates for more limited, more reasonable & transparent use of standardized assessments, from K10 through 16. The movement supports the push not to administer standardized tests during a pandemic, to help students get better results on their exams.   As we all know, the test measures performance under intense pressure, influenced by some sampling of the things learned from K 10. Sadly, the test isn't decoupling one's actual knowledge and abilities from the secondary elements, which are time pressure & societal pressure. And that negatively affects someone's performance during the test.   That's why Mr. Akil Bello, an educator, entrepreneur, and testing expert, deep dives into why he is a big critic of the test preparation industry while being a test consultant & a fair test advocate at the same time. In this episode, he talks to us about the most significant issues with standardized testing, specifically for college university admissions. And he shares what institutions can do in higher education to make admissions more equitable.   3 Exceptional Highlights:   If you isolated any particular part of basketball, let's say free throw shooting, would you use free throw statistics as the way to choose your NBA franchise? That's what essentially everyone who puts significant weight on the test is doing. All highly speeded high pressure, high stakes, standardized tests have something in common & that is there is a signal-to-noise ratio, which is unclear at best. And I would argue there's more noise than signal for many constituencies. Varsity blues is a representative of where we've reached in higher education. And it's part of the problem. Every day, families are doing variations of Varsity blues on different scales. Show Highlights:   How Mr. Akil Bello got into the test prep consulting industry   2:27 Mr. Akil Bello   My entry into test prep was motivated by poverty & supported by nepotism. As a poor college kid, I needed money. I was studying architecture, but I wanted a part-time gig. So I went to my aunt and asked her if she could help me out. She pointed me to the Princeton Review and told me to use her name, and I got a job. That led to a total of 17 years working with them.   You are known for calling elite, highly selective schools like Harvard and Stanford “highly rejective.” Can you explain why using this language and new framing is important to you?   19:13 Mr. Akil Bello   One of the biggest problems in education is conflating historical advantage and wealth with educational quality. Just like your casual use of the word elite right now, I never use the word elite because it yields the position of power and respect to these institutions.     You were an expert contributor on Netflix's Operation Varsity Blues, a documentary highlighting the elite college admissions scam. Please help us understand why and how something like this can occur.   28:31 Mr. Akil Bello   CAPITALISM and AMERICA. To me, the entire scam is interesting. Because you have families who have a disposable X, hundreds of 1000s of dollars, this was money available for bribes. This is disposable income that was somehow, rather than giving it to the child to invest or giving it to them in a trust fund, it was worth spending this money to get this particular university sticker on the back of your car.   Why should the general public care about not getting into their top-choice school or some highly rejective school they wanted to go to?   21:16 Mr. Akil Bello   Oh, they shouldn't care. I think that the Stanfords of the world command far too much attention and brand recognition. I think that far too much attention these places receive is the country club effect. It's the exclusion that creates the aura of "Oh, we want to join." And I think that that's the problem. And I would never join a country club.   What should we do in higher education to make admissions more equitable?    35:07 Mr. Akil Bello   Interrogate your policies for historical bias.   Are the policies and the requirements of my admissions process those that advantage students with wealth and access?   Is it a necessary component of the process that helps select the most prepared students?   And I would argue that in most cases, these policies aren't.   Legacy admissions are problematic. How about we just get rid of that?   Important Links:     Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.   Episode Sponsor Links:     Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher  

Diversity Matters with Oscar Holmes IV Season 2 Episode 5 Season Finale Episode Title: HBCUs & The Morehouse Mystique Guest:   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: Historically Black Colleges and Universities like Morehouse help young Black men search for excellence to understand who they are and their capabilities. Through the assistance of the former, Black men explore their potential without the shadow of being a person of color or oppression that lowers their confidence and self-esteem. Furthermore, it takes them away from being forced to answer other people's questions about who they are and pushes them to focus on discovering themselves.   Young Black men come to Morehouse College, a private historically Black men's liberal arts college in Atlanta, Georgia, in the most crucial period of their adult development. Its impact on the community is vast because it represents something that the country needs. In addition, it serves as the Good Housekeeping Seal of male excellence as college degrees are increasingly becoming a currency in society.   In this episode with Dr. David Thomas, the 12th President of Morehouse College in January 2018, you'll learn more about the journey and challenges of HBCUs and how they open huge opportunities to Black men. Discover what other plans they have to expand the growth of Morehouse College for their students.     3 Exceptional Highlights:   Don't just research what you are passionate about. Instead, understand what the minefields are that will be in front of you. Then ask yourself if you are committed to pursuing excellence in the context of those frictions. You can't achieve the American idea without achieving the Morehouse idea. If we can create a joint offering, we can satisfy many of the needs of our students at a level that we could not afford to do by ourselves. Show Highlights:    What is the Morehouse Mystique?   11:51 Dr. Thomas   I don't believe in the Morehouse Mystique. Morehouse is an idea in the same way that America is an idea that we have decided is worth waking up every day and attempting to perfect.   What are the biggest challenges that HBCUs, including Morehouse College, face?   26:22 Dr. Thomas   Affordability is the biggest issue that we face, followed by the way that for the last thirty years, many historically Black colleges have managed the pressure on their finances is to defer work on physical and technological infrastructure.   The challenges for us are developing the full array of resources needed to make our students viable for the opportunities in the 21st century. What is the path forward that you see for HBCUs and Morehouse College?   29:22 Dr. Thomas   The future for HBCUs is finding ways while preserving our distinctive brands to collaborate, to multiply the effect of our individual resources. What are the accomplishments that you are most proud of that you've been able to do in such a short time?   31:36 Dr. Thomas   I think that we've done a good job of putting Morehouse back in the imagination of our community, and our constituency, as a college.   People see Morehouse as a force in shaping the 21st century, and our students, our alumni, and our faculties feel that. What's next for Morehouse College?   32:24 Dr. Thomas   We are launching the first Morehouse online degree program targeting men with some college credit, but have never finished.    Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 2 Episode 4 Episode Title: Codeswitching 101 Guest: Dr. Courtney McCluney   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: Human beings crave belongingness. It is part of our basic needs. But due to differences in race, gender, beliefs, and characteristics, discrimination exists. To protect oneself from becoming a victim of hurt, some prefer to hide behind code-switching.   Code-switching is when people shift their behavior, appearance, speech, and how they present themselves in various social contexts. Dr. Courtney McCluney, an assistant professor of organizational behavior in the School of Industrial and Labor Relations at Cornell University, does research to understand people's motivation in these shifting behaviors. She mentioned that one of the triggers is being a member of a marginalized, oppressed group.   Learn more about the different types of code-switching and understand if it’s the right thing to do when you feel discriminated against. Listen until the end as Dr. Courtney shares her personal stories that can help you get out of the pressure and help you do things at your maximum potential amidst social differences.     3 Exceptional Highlights:     Code-switching is a mechanism that allows people to emulate the norms and behaviors of a group that they are trying to achieve an outcome from it.   We have a million different definitions of what it means to be professional. Having everyone "Speak The Same", it limits ourselves as humans. Show Highlights:    Who is Dr. Courtney McCluney beyond the professional bio?   3:27 Dr. Courtney   I would pretend that I was a teacher. In front of my stuffed animals, I had a little chalkboard in my room. And I would be teaching them random subjects or topics. I'm sure it had something to do with a children's book I was reading at the time.   What is code switching?   7:59 Dr. Courtney   The term itself comes from linguistics studies, and it meant switching between languages. But over time, as social scientists started to explore many of the behaviors that anthropologists noticed amongst people in different groups worldwide, they saw that it was more than just language switching; it was demeanor, social interactions.   Dr. Courtney McCluney’s memorable code stories   25:22 Dr. Courtney   Some of the ones that I remember, we had a lot of people in healthcare take our survey. Whenever I'm going into a patient's room, this is coming from most physicians and nurses; the patient identifies as white. "I feel that I, as a physician, have to adjust my normal way of speaking and demeanor even though I have authority in that room." There's this immediate power difference there. What is blackccent? 34:08 Dr. Courtney   That came to my mind, like when I see a black person, and I presume I have to change my speech to relate to them better.   What is Dr. Courtney working on now?   42:33 Dr. Courtney   One of my current large ongoing projects in Detroit, Michigan, is understanding how organizations operate with the knowledge that they exist in a predominantly black space?   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 2 Episode 3 Episode Title: Politics in the 21st Century Guest: Honorable Representative Malcolm Kenyatta    Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: Pain can either make you or break you. It helps you become the better or worse version of yourself. But in most cases, pain is a driving force for a person to be who he wants to be, embody his aspirations in life, and become an instrument of change.   Malcolm Kenyatta, a Democratic member of the Pennsylvania House of Representatives representing the great District 181,  sincerely believes that people who experience pain and failures because of the system are the ones who should be in politics to drive the change that everybody deserves.   His childhood experiences serve as his motivation to get involved in politics, serve truthfully and create a better government for the present and future generation. Listen until the end to get to know him more and understand why he's deserving of your support.     3 Exceptional Highlights:     Here's the problem with our primary system. Most of the districts are solidly blue or solidly red. That means that most elected officials only have to be responsive to the most extreme voices in their particular party.   I think when you spend the whole time focused on just climbing a ladder, the altitude does something to your brain. I think in the Senate, we need people who are closest to the pain. We need to value lived experience, we need to have people who are experiencing the failures of our government, to be the ones who are going to drive the change. Show Highlights:    Who is Malcolm Kenyatta beyond a professional bio?   3:14 Malcolm   I grew up in an incredibly working poor family and I was really upset about it. My parents got divorced when I was pretty young. And my mom took kids and I watched her work all the time, she was a home health care aide for most of her career.   Have you always been interested in politics at a young age?   6:58 Malcolm   I was eleven and I was living on this block, Woodstock Street. And I came home and I was complaining about stuff that I saw on the block. And without skipping a beat, my mom said, "If you care so much, go do something about it." So I ran for junior black captain.   What advice would you give to people wanting to be a good person in politics?   23:30 Malcolm   Well just tell the truth. It's really that simple. If you tell the truth all the time, then you never have to come up with some lie or recalibrate what you believe based on the moment. What would you say to the voters who may think your senate run is a bit premature at this stage?   26:20 Malcolm   I don't have much to say other than I think that what we need right now is not folks who are committed to spending their lives in politics climbing the ladder. But what we need are good people who understand the issues on the ground, in the highest positions in our country.   What is your assessment of our politics, on a state and national level?   40:22 Malcolm   We are at a fundamental crossroads. What we do next, I believe, is for all the marbles. We did what we needed to do in terms of electing a new president winning both chambers by slim majorities. But there's a real movement that is underway on the non positive side, led by lies and disinformation and misinformation that wants to tear the country apart.   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 2 Episode 2 Episode Title:  Anti-Asian Bias & Effective Allyship Guest: Ed Ng   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: Fighting for a cause is never easy. It requires courage and sacrifice amid pain, tears, and sometimes, betrayal. To make it a success, you have to be with the right people who have the same heart as you. But how would you know if you're fighting with the right ones?   In this episode, Dr. Ed Ng, the James, and Elizabeth Freeman Professor of Management at Bucknell University, tells us about Allyship's three parts; Personal Responsibility, Volunteerism, and True Intentions. For him, authentic Allyship gives you purpose in life and should not be done as a hobby or egoistic acts.   Showing up and listening to those who experience stress, trauma, and toxicity because of the emotional damage racism brings, e.g., the murder of George Floyd and the mass shootings, shows empathy for others and cultural humility, which is essential in being a sincere ally.   Important Links:     3 Exceptional Highlights:     I hope my allyship makes people feel worthy of all the things that I've been fortunate to enjoy and have access to education, economic opportunities, and a happy life. That's what allyship means to me.   Being an ally requires personal sacrifice, not something we do out of ego or makes us feel good because we stood up for someone or something. It takes someone with power and influence, in other words, leaders, to do something that can make things better for others. We need more allies in leaders.   Show Highlights:    What does being an ally mean to Ed Ng and why is it so important?   3:54 Dr. Ed Ng   To me, allyship has three parts. First, of course, is taking on personal responsibility to help someone or a group of individuals who experience systemic discrimination so that they can be treated fairly and equitably, just like everybody else.   What skills or some qualities a person needs to be an effective ally?   8:20 Dr. Ed Ng   There are no qualifications or skills you need to be an ally. Anybody can be an ally, as long as you have good intent. But I feel that there are certain qualities or attributes, or values that one should have to be a good ally.   The time he's been best at being an ally, and when he's fallen short of being one   20:57 Dr. Ed Ng   I think this occurred last year when someone accused me of using my positional power to provide a voice to a group of scholars for a community who experienced intense trauma. Has he experienced an increase in bias or violence?   34:12 Dr. Ed Ng   Fortunately, because I'm in central PA, it's a very small community. I have not personally experienced any violence directed at me. But my parents live in Vancouver, and they have. I have Asian students who are fearful on campus; they don't want to go off-campus. What can you do to be fair to the students who experience different stresses?   38: Dr. Ed Ng   I sent an email to all the students in my college after the shootings. My message was really simple: I was available to speak to anyone that day, the next day, the next week, and so on. I wanted them to know that they can turn to someone, even if all they needed was somebody to talk to.   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 2 Episode 1 Episode Title: Anti-Asian Bias & Edge Book Discussion Guest: Dr. Laura Huang   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: The racism virus sadly continues. During the offseason of The Diversity Matters Podcast, a lot has happened, like the murders of George Floyd, Ahmaud Arbery, and Breonna Taylor. Anti-Asian bias and violence are rising while the deadly pandemic is still ongoing (also known as COVID19). Stereotyping has also been one of several painful struggles of many because others see them as incompetent due to their accent and color.   In this episode, Dr. Laura Huang, the author of EDGE: Turning Adversity into Advantage, an award-winning professor at Harvard business school and the creator and co-founder of Project Emplify, shares her knowledge and experiences about disadvantage, bias, and disparities. She says that there are deeper issues behind racism and discrimination that not all people understand. But despite all the draining problems people of color experience, she sees something that's inherently powerful, and that is deep solidarity.   Listen as Dr. Laura Huang tells her story about how she met Elon Musk and what she did when he wanted her out of his office. She shares and breaks down the four ways to have an "EDGE" and get an appointment with a very important person you want to meet, like Elon Musk.     3 Exceptional Highlights: When we understand the unique ways in which we can delight our customers, that is the equivalent of being able to have them pause for a second and consider us in a slightly different way so that we can have the opportunity to show them how we enrich and provide value. I appreciate that there's something very inherently powerful, especially around the increasing concerns that we have about race in America, that there is so much deep solidarity. They didn't talk about their accent, but because they were addressing these underlying perceptions and stereotypes, they were able to flip it in their favor and redirect people to their advantages, and positively impact these outcomes.   Show Highlights:    Why did Dr. Huang decide to write the book EDGE?   3:26 Dr. Huang   I had been doing all this research on disadvantages and disparities and people who are underestimated in the workplace and entrepreneurship for the last decade and finding out that these disparities and disadvantages were based on things like subtle signals, cues, and perceptions.   If you are a person whose identity group has negative stereotypes, how can you use that stereotype to your advantage?   6:40 Dr. Huang    One of the first studies that I ran when I became a researcher was looking at the role of accent or how people communicate. Growing up as a child, I saw both my parents getting turned down for promotion after promotion after promotion.   How does one get a meeting with Elon Musk?   22:02 Dr. Huang   This meeting was very serendipitous, where a friend of mine was talking about the emergence of the private space industry and thought that I had some things that I could add. And so we showed up at his office to kind of talk about this.    What are the four ways to gain the “EDGE”?   27:11 Dr. Huang   The title of the book is EDGE but EDGE actually stands for the components of this framework that I developed through my research. The E stands for enrich, the D stands for delight, the G stands for guide and the final E stands for effort.   How to eradicate White Supremacy and address Asian American and Pacific Islander violence and bias?   32:20 Dr. Huang   It's so easy for the intent to get misconstrued, which is inherently part of the problem. Racism and bias happen because of the intentions of those who are being racist or discriminatory, those trying to be allies but don't necessarily understand the deeper issues; there's so much nuance, and I will never be able to capture all of those nuances in 160 characters.   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 1 Episode 6 Season Finale Episode Title: Black LGBTQ Narratives Guest: James Earl Hardy Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: In this episode, James Earl Hardy, the author of the groundbreaking B-Boy Blues series, an honors graduate of Columbia University’s Graduate School of Journalism and an entertainment feature writer and cultural critic for a number of well-known outlets like Entertainment Weekly, Essence, the Advocate, and the Washington Post, shares his coming out story and his motivation to write Black gay and bi narratives.   He was still a journalist when the B-Boy Blues series was published in 1994. But he saw the unexpected response in 1995 where he figured that it wasn’t just a one-off thing. He knew back then that it was really about them; the community.   According to him, artistic expression can move and change the world if used properly. It is one’s responsibility to speak and stand up against the injustices that we experience daily. And he’s blessed to witness that in his community which supports him and helps spread the message.   Description: This episode teaches self-acceptance and courage to speak up and defend the rights of each community that exists all over the world. It explains how writing serves as an instrument to hear different narratives from the lives of the people we think doesn’t exist.   Don’t be afraid to let people know who you really are. You deserve to be heard, loved, and accepted.   Guest Contact & Promos:  3 Value Bombs:     Be fearless not only in your craft but also in your purpose.   Is it important to have a community of artisans who do artistic expressions and you're not doing this alone. I don't know what tomorrow brings but I'm doing everything in my power to fight injustices. Show Highlights:    Are there ways that you would describe yourself that might not show up in a formal bio but that are important to your sense of self? 3:00 James   Well, that's pretty much an open book most to the public. And that's probably because most people assume that the B- Boy Blues series is my story. Which is, which it is, naturally. It definitely is an extension of me.   Who and what inspired you to become a writer and to specifically write Black gay and bi narratives?   11:47 James   Well, writing to me has always been like breathing. I've always done it. I don't remember ever not doing it. I can't think what would happen if I couldn't. So it's always been a part of me. So, I was doing my thing and having a lot of fun doing it. But it wasn't until B-Boy Blues that I really understood the power of the pen.   What is the origin of jood and why do you feel it necessary to keep it alive in your work?    23:41 James   Well, actually, the word has been a creation of a very Jewish friend of mine. He's been saying it forever when I was constructing Raheim as a character. I wanted him to have a language that was all his own and so Jood just fits him, perfectly. In the book, Raheim identifies as bisexual. What it important to you to make him bisexual and not just gay? 32:28 James    I guess first of all, Raheim doesn't really identify as bisexual is kind of like a convenient marker for other people to tag him as that, as you see with you know, with the world. When they have a conversation about Raheim and Mitchell being a couple. He's a man who has clearly had sex with both sexes, and who finds both sexes attractive.   38:14 James   Well, we still have so many from A to Z. I can't really say that those weren't told, because I know many SGL writers who have written stories that very much illuminate other aspects of our lives. So, it's not that they haven't been written, it's just that they really haven't seen the light of day.   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  , , , , , , , and

Listeners of Diversity Matters can also enjoy episodes of Beyond the Mill which is a live diversity dialogues show created and hosted by Oscar Holmes IV at Rutgers University-Camden with generous support from the Office of Diversity and Inclusion and the Office of Student Affairs. Beyond the Mill Season 2 Episode 5 Guests: Dr. Nyeema Watson and Dr. N. Maria Serra Summary: In this episode, I interview Nyeema and Maria as we celebrate and discuss Women's History Month 2020. 

Listeners of Diversity Matters can also enjoy episodes of Beyond the Mill which is a live diversity dialogues show created and hosted by Oscar Holmes IV at Rutgers University-Camden with generous support from the Office of Diversity and Inclusion and the Office of Student Affairs. Beyond the Mill Season 2 Episode 4 Guests: Dr. Keith Green & Dean Rhasheda Douglas, Esq.  Summary: In this episode, I interview Keith and Rhasheda as we celebrate and discuss Black History Month 2020. 

Listeners of Diversity Matters can also enjoy episodes of Beyond the Mill which is a live diversity dialogues show created and hosted by Oscar Holmes IV at Rutgers University-Camden with generous support from the Office of Diversity and Inclusion and the Office of Student Affairs. Beyond the Mill Season 2 Episode 3 Guests: Ms. Mary Beth Daisey and Mr. Patrick Wallace Summary: In this episode, I interview Mary Beth and Patrick as we discuss how people can be effective allies. 

Diversity Matters with Oscar Holmes IV Season 1 Episode 5 Episode Title: Eliminating Bias and Discrimination  Guest: Dr. Dolly Chugh   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: In this episode, Dolly Chugh, an award-winning tenured professor at the New York University Stern School of Business & the author of the book The Person You Mean to Be, shares why she decided to write a book & the challenging process behind it. As a big book fan, it has always been her dream to be an author.   She also explains why being a good-ish person helps not only herself but also the people around her. It protects other people by preventing her behavior from affecting them negatively which is discussed in her book. Being perfect is impossible but owning your mistakes makes you a better person.    She explains how psychological processes are relevant to the biases of gender, race, sexual orientation & gender identity. Her TED talk showed relevance to people from different parts of the world as she discussed this. She received various comments & emails expressing their empathy, which surprised her.   Description: Nobody is perfect. Perfection in your ethical character is a myth but you can always improve. Owning your mistakes is difficult but it helps you be a better person than you were yesterday.   Always be kind. You never know what the person in front of you is going through. Be the bigger person and do the right thing.   Guest Contact & Promos:    3 Value Bombs:     Shift your attention from always trying to protect yourself and think about what you can do to protect others by getting better.   I'm setting a high standard for myself that I'm going to always try to do better and learn from my mistakes. I think that with organizations right now, it's like the house is on fire, but we're just trying to put the fire out and figure out where the fire started and why it keeps burning. Show Highlights:    Can you tell us a bit about the journey from the idea phase to the actual published book. What was that like?   2:33 Dolly    Yeah, well, you know, I think I'm just a big book fan like fangirl authors and books ever since I was a little girl. So it's always been a dream to contribute to the world of books in some way. But as researchers, as you know, we publish in peer reviewed journals, and we do work that other scholars can consume and build on and create sort of additional knowledge based on what the work we do is incremental, but we don't speak to general audiences as much.   One of the phrases that I love from your book is this idea of being a “Good-ish” person. Explain to us what you mean by that.   5:17 Dolly    Well, I think it comes from a place of frustration with myself, honestly, like, you know, I was raised in a home where it was emphasized to be a good person and do the right thing. And I would try to do that. And time and time again, I would notice myself doing things like why did I just cut that person off in traffic? Or, you know, why am I hoarding supplies during a pandemic, like you see behaviors in yourself?   What would be some of your responses in terms of what's typically been studied in terms of diversity from an international perspective and any thoughts that you have on some of that research?   21:39  Dolly   Absolutely. Yeah. Maybe I should have prefaced my last answer to say, I think what I study is the psychology of these things as opposed to any specific bias. And so like my book is actually surprising to me because I thought it kind of had a US focus in the examples. But the psychology of it does have a more universal applicability. And in the book, I talk about all sorts of biases from a gender, we talk about race, we talk about sexual orientation, we talk about gender identity, we talk about a lot of different biases.   That isn't to say that there aren't cross cultural phenomena at work as well that I'm not deeply fluent in, but I've been surprised to know, get emails from emails or reviews online of the book. I have a TED talk that's related to the book and the TED Talk. As you know, Ted Talks sort of just that's like its own global phenomena, comments in the views are definitely coming from all over the world.   What advice can you give people who are the only one in an organization and who often feel invisible or misunderstood?   23:51 Dolly   Yeah, absolutely. Well, I mean, so glad Leslie is naming that, you know, I think that is actually the first piece of advice I would give Is to, to not internalize what it must feel like at times in those roles because you could internalize a feeling of somehow, you know, being the only one means I don't belong or I, because I don't match the prototype. That means I don't meet the standard that could easily happen.   She has a wonderful little five minute video clip that I use when I teach, where she talks about sponsors versus mentors. And I think one of the things when you're the only one in an organization, you want to start looking for who those sponsors are going to be people who she says when you're not in the room or arguing on your behalf are sort of opening doors for you. Not everybody's going to be that person.   How would you recommend people confront microaggressions when they are in positions of unequal or lesser power?   26:41 Dolly   Well, so that's such an individual question. First, it's not your job to do it. So you shouldn't feel you have to is I think the first thing I think there's this sort of double whammy that comes with when you're on the receiving end of a microaggression so already Whammy number one receiving & the microaggression.   Do you think that the increased use of militarization against immigrants by the current administration has impacted Americans' views of diversity, particularly with respect to people of color in the US?   30:17 Dolly   I suspect Yes, I haven't seen data on that. But my gut says it's probably created two effects in opposite directions, like the increased militarization, I think, has a real dehumanizing component to it. I think on the one hand, it's sort of maybe creating this, like a sense of diversity is the problem somehow, as opposed to the opportunity and that the systems are the problem and the bias is the problem. Call to Action: Subscribe to and rate Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  , , , , , , , and  

Diversity Matters with Oscar Holmes IV Season 1 Episode 4 Episode Title: Creating Effective Diversity Initiatives: The PhD Project Story Guest: Bernie Milano   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: In this episode, Bernie Milano, the former president of the KPMG Foundation and the founder of The PhD Project. A CPA, shares the reason behind this project and what challenges he faced while building the organization. Despite the struggles, he still managed to build a legacy because his purpose was not only for himself but for the people who needed his help.   When they were starting, they didn’t have a clear action plan but knew what they wanted to accomplish. Partnering up with organizations like National Association of Black Accountants, National Black MBA Association, Association of Hispanic MBAs and 10 more organizations allowed them to bring their message to the right people and that took them one step ahead of the game.   This helped them broaden their network and encourage people to get their PHDs. Their mission to wholeheartedly support employees of colors to become professors & leaders has been their fuel & achievement for many years of their project’s existence.   Description: This episode shows a unique kind of experience. It proves that people of different colors can come together to achieve a common goal. Helping each other genuinely creates a great impact not only to an individual but to the whole society.   Be driven by your purpose. Listen to the stories of the people you meet. Create a legacy that will leave a mark in the history and the hearts of the people you serve.   Guest Contact & Promos:  3 Value Bombs:     We are all products of our life experiences.   I think it's true of almost anything you try to do with your life or with your career you have to have, you have to be authentic. You have to have a genuine interest and passion for what it is you're trying to do. It's important to get up in the morning to know you have a reason to get up and you have a purpose for that day. Show Highlights:    Why did you feel the need to start The PhD Project and why were you the right person to start it? 4:16 Bernie   Well, you know, it's interesting. I ran recruiting for KPMG for a couple decades as the National department in charge of University Relations. And from a professional standpoint and the firm's standpoint and our goals and our values, as well as my own personal interest, I'm very frustrated about not being able to find we'll call them students of color. I don't want to offend anyone, but the focus in the PhD project is really on African, Hispanic and Native American so I am very frustrated about not being able to find the students of color no matter where we went unless we went to an HBCU.   Can you share with us some of the biggest challenges you’ve faced in founding this organization and specific strategies and alliances you employed in order to overcome those challenges?   6:20 Bernie   When we started, we didn't have a clue what we were doing but we knew we wanted to accomplish. We tried to harness some talent around the table, reached out to some organizations like advertising firms and others. And, you know, what we were told was the most effective thing to do in order to get our message out, was to use direct mail. What portion of your success in founding The PhD Project would you attribute to your being a cis-heterosexual White man?   8:39 Bernie   Well, I've never really thought of it that way. You know, we are all people. We are all products of our life experiences. And even though I would be categorized as a white male, heterosexual my life experiences starting all the way back when I was working in my dad's dry cleaning store where we had employees Employees of color and we only had four employees, including me and three of them were African American.   I thought we went to a diverse High School. But as I look back on that high school, I realized that all of the African American students and their families, we're living in one little section of our town, which was called match down, which was a horrible, horrible reference to it. So it just accumulates and accumulates it so you know, I have a passion for what we were doing.   What advice can you give others who want to be good allies   15:28 Bernie    I think it's true of almost anything you try to do with your life or with your career you have to have, you have to be authentic. You have to have a genuine interest and passion for what it is you're trying to do. Because if you're not genuine, if you're not authentic, if passion doesn't drip through every conversation, every interaction you have, you're just not going to be successful.   When I I was asked to be the speaker at a presidential inauguration and years ago, it was really wonderful. I flew out to California to do it. She told me I was the third choice, but that's okay. I didn't mind that at all. And she said, you know, Bernie, tell me, tell me how you got to where you are in this incredible interest and passion and energy you have around diversity and new words that come up like inclusion and belonging, but it's all the same thing.   What specific advice can you give executives who are at these large companies like KPMG who want to start effective, DEI initiatives & what steps should they take?   19:24 Bernie   We know some executives were around the table thinking about their product line, thinking about their competitors, thinking about the economy, thinking about their R&D, they would be having really serious conversations. People who were significant players in the organization would be assigned to a task force to figure out well, I know how, what can we do?   Within an alumni community that is so much larger than the current doctoral students in a PhD project, how is the emphasis evolving to serve this increasingly larger segment of the PhD project family?   29:42 Bernie   I think Oscar you know this that we've now formed alumni organizations so that when our doctoral students come together at their conferences, of which we have five, by academic discipline, when they come together at their conference, usually in the summer, the leading day of that conference is devoted to the Alumni coming back, trying to represent so that they, they continue to know they're supported, they talk about how to get tenure. Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  , , , , , , , and  

Diversity Matters with Oscar Holmes IV Season 1 Episode 3 Episode Title: Minority Business Development & Advocacy Guest: John Harmon, IOM   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: In this episode, John Harmon, the President, and CEO of the African American Chamber of Commerce in New Jersey & the former president and CEO of the Metropolitan Trenton African American Chamber of Commerce, shares why identity-group specific chambers need to thrive & develop a relationship with the government & greatest society to have some mutual exchange & partnership. This allows them to have access to opportunity-information resources where the business deals flow for income generation.   As a leader, he also experienced different challenges as he focused on his vision. Raising money to build infrastructures was part of it but through the brave hearts of the volunteers, they were able to build and get it up into the air.   He also explains how the African American Chamber of Commerce in New Jersey helps business owners and organizational leaders deal with the pandemic by maintaining events like webinars & conference calls for a chance to present their products or services to potential clients while they wait for things to get back to normal.   Description: This episode talks about the importance of Chambers of Commerce. It shows how the Black Community Leaders dedicate their time & effort to provide business & work-related opportunities to each of their members most especially in the toughest time.   You are not alone. There is always a community that’s willing to help & support you. Don’t hesitate to ask for help. Look for like-minded people that have gone down the path you want to take before you ask for advice. You’ll never run out of guidance and support.   Guest Contact & Promos:  3 Value Bombs:     It all starts with the business plan, you got to have a plan, you got to have a road map, which will outline your vision, your mission.   We got to really command and demand a greater level of accountability on the other side of this and a greater level of forthrightness. Supplying Diversity and Inclusion is not about that mosaic but it is about really leveraging the talent to get the best value. Show Highlights:    Why was it necessary to start the African American Chamber of Commerce New Jersey and why is it so important for this Chamber and other identity-group specific Chambers to not only exist, but also thrive?   2:35 John   In New Jersey, there's 140 chambers of commerce and the US Chamber of Commerce which is based in Washington, DC, the largest business Federation in the country has about 7000 members 7000 chamber members across the country. In addition to a multitude of major corporations and I realized that there has to be some significance there.   What is COVID-19 stopping you from doing or working on that you would have been working on? 7:34 John   We have had a number of events playing you know, that'd be an advocate for the demographic of people who have innate talent, abilities, willingness and desire to be a part of contributing to the overall competitiveness of the state, and not being able to have those engagements to programs and events that we have also opportunities for these men and women who have real capital at risk. They've put their blood sweat and tears in their business enterprises. What are some other barriers that you think we have to face and some ways to remove some of those other barriers? 15:09 John   I gotta get back to your question about where businesses where growth is for businesses or whatever. Right, but the barriers are hindering that, right? So we have a number of very talented engineers in New Jersey. So in the professional service route, as we stay with the government or the public sector, there's a procurement process where you don't really have to go out to bid in the professional services. So that means engineers, architects, your environmentalist, your fund management firms, people who manage money, who do bond underwriting, who do accounting services, and even in New Jersey, there's a certain You can be a seasoned CPA, and you have to have a certain designation, to audit municipal records.   And although you're paying tax dollars, they're excluded for my opportunity, because he's in here barriers, juniors are funding our elected officials campaigns, or they're given preference but blacks are voting for them.   What does the role of company boards mean ensuring equitable participation and supplier diversity?   20:51  John   Well, one guy that I really was more than one but I mentioned John Rogers and Melanie Hobson. I ask your listeners to Google them and see what they're doing around the country. They sit on boards, and they're not spooked by the door when they're on the board. They're they're fighting and championing the value proposition that diversity brings that black men and women could bring to some of these boards to get them more accountable and getting them to understand that I'm supplying diversity and inclusion is not about that mosaic is about really leveraging the talent to get the best value   We are a diverse nation, New Jersey is one of the most diverse states in America. And we're not leveraging diversity, for our overall benefit and our competitiveness is the haves and have nots. Who are some leaders who seem to be getting it right?   25:06 John   We have people like Kevin Cummings, Domenick A Cama of Investors Bank, who not only is their heart in the right place, but they're people executing former president of Wells Fargo, Brenda Ross Dulan here in New Jersey, phenomenal job.    What advice do you have for minorities who want to start a business and it doesn't have to be necessarily in this context of pandemic but just starting in business in general, and then for those who want to move up until leadership ranks in their organization?   31:06 John   Well, take the leadership part first, there's a number of things, it's going to enable you to be effective in a leadership role. One, you got to be a good listener. 2 you have to have an understanding of the job that's above you, and understand this below you and definitely have a full understanding of your ability to execute the job at hand. Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  , , , , , , , and  

Listeners of Diversity Matters can also enjoy episodes of Beyond the Mill which is a live diversity dialogues show created and hosted by Oscar Holmes IV at Rutgers University-Camden with generous support from the Office of Diversity and Inclusion and the Office of Student Affairs. Beyond the Mill Season 2 Episode 2 Guests: David Cheatham & Patricia Kline Summary: In this episode, I interview Rutgers part-time lecturers and communication experts, Prof. David Cheatham and Prof. Patricia Kline as we discuss tips and strategies on how people can have effective hard conversations.     

Listeners of Diversity Matters can also enjoy episodes of Beyond the Mill which is a live diversity dialogues show created and hosted by Oscar Holmes IV at Rutgers University-Camden with generous support from the Office of Diversity and Inclusion and the Office of Student Affairs. Beyond the Mill Season 2 Episode 1 Guests: Jason Hernandez, Esq. & Trisha Trinidad Summary: In this episode, I interview Rutgers Director of the Rutgers Immigrant Community Assistance Project and Rutgers-Camden student and LASO president, Trisha Trinidad as we celebrate Hispanic Heritage Month and talk about issues surrounding immigration.   , Esq.

Diversity Matters with Oscar Holmes IV Season 1 Episode 2 Episode Title: The Work of Chief Diversity Officers  Guest: Lloyd Freeman   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: In this episode, Lloyd Freeman, a partner, and Chief Diversity Officer at Archer Law Firm shares how he started his journey on diversity and inclusion programming & how he ended up being a Chief Diversity Officer. He tells what roles his position entails & qualities one must possess to be a Diversity Professional.   As a successful attorney, he explains how challenging this role is. Being an impatient person tested him but he knew that CHANGE TAKES TIME. He tells how decisions won't give you favorable results in a short period.   He emphasizes how important it is to write your job description & goals as CEOs because your strategic plan starts from there and it helps you deal with significant role changes.   Description: This episode talks about the story of a Chief Diversity Officer. It will give you a preview of what’s a day like for a Diversity Professional and what mindset & attitude you should have in handling changes and different roles in an organization.   Change doesn't happen overnight. It takes time. If you want to be successful in your chosen career, you have to work hard for it day in and out. Be willing and patient to wait for the right time to reap the fruits of your labor.   Guest Contact & Promos:  3 Value Bombs:     You can be the person who sits back and observes or you can be the person who drives that change.   You're in this for the long term, you're in this for the long run, you cannot think that you're going to be able to make some decisions today and that you're going to be able to see that change tomorrow, it is going to take some time. You need to gain the respect of the others around the table. You are the new face at the table, so you need to show that you deserve to be there. Show Highlights:    What is Lloyd’s journey as a Chief Diversity Officer? What does his role entail? What is a typical day like for Lloyd?   2:41 Lloyd    Sure. So the role of chief diversity officer is not one that I was actually seeking. It came to me and it's because there had been a trend in law firm for about the last three to five years in naming chief diversity officers and our firm president, he literally just came to my office one day & talk to me about wanting to kind of reorganize the firm and to create this new position and I was the man for the job.   Do CDOs have real latitude to make changes or are there boundaries within which they have to operate, thus significantly limiting their effectiveness in organizations?   11:34 Lloyd   Well, of course, there are boundaries. Number one, you have to remember, of course, again, that it is a business and that there may be budgetary restrictions. So with this being a new role for many organizations, or even a new line item, not having any kind of past performance for how these diversity programs do may impact whether or not you're written into the budget and so you may have all these grandiose ideas as to programs you want to launch and things like You want to do or speakers you want to bring in, but you're constrained financially. What is his advice to those people who are not in a law firm setting & not necessarily at the C-suite level in their organizations but are the Chief Diversity Officer to navigate those roles?   15:20 Lloyd   Well, I wouldn't really, you know, I wouldn't quibble about the actual title, unless you are noticing that there's not the level of respect that you are being able to attain from the individuals in your organization, I would really look at the interplay that you already have, because you likely already have a set of directors, right, you likely have a director of HR or you have a director of marketing and really see how people take direction from those individuals.   We're all trying to go out and get our own clients and work on our book of business, you don't really have this huge hierarchical setup in the organization. And so it's kind of like you've got the management and then you've just got everybody else. And so I think it's really important for you to examine kind of how your organization is structured to find out whether the other people who are driving change in the way that the organization is managed, are they C suite level, or are they directors,   What is his advice to CDOs in terms of creating the D&I strategic plan for their organizations and dealing with the significant role changes that many of them stated occurred after they took on the job?   24:40  Lloyd   I would say to really push for writing your own job description. As if you can write your own job description that really that's your goal for what you're going to do and what you need to accomplish in your job. And then your strategic plan, I believe can flow from that. So yes, it has to be fluid.   I think that it can be tied directly into what it is that you're supposed to be responsible for every single day. And how you carry out that job description is just exactly into what the bullets are in your strategic plan.   When should a CDO be fired?   42:04 Lloyd    I don't know, I don't know if I know how to answer that. I do know how to hold them accountable through. You know, the chief diversity officer should be held in front of the organization that they are leading. And they should have to talk about how we are improving, how have the new ideas, these innovative ideas that we've come up with, how have they helped our organization?   How does he deal with the argument that diversity initiatives themselves are racist, separatist, or segregationist?   45:03 Lloyd   It's flawed reasoning. I am a proud graduate of a historically black college. And I've heard that before even in talking about HBCUs. Right? My gosh, you know, de facto HBCUs. You know, our segregation is so because you're just putting all the black people over one corner, racism and segregation, they make the playing field uneven. Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links: Host Social Media Links:   Subscribe to Diversity Matters  , , , , , , , and  

Listeners of Diversity Matters can also enjoy episodes of Beyond the Mill which is a live diversity dialogues show created and hosted by Oscar Holmes IV at Rutgers University-Camden with generous support from the Office of Diversity and Inclusion and the Office of Student Affairs. Beyond the Mill Season 1 Episode 6 Season Finale Summary: In this episode, I interview Dr. Chinyere Osuji as we discuss her new book, Boundaries of Love, which details her research on interracial relationships.  Please Rate, Review, & Subscribe on , , , , , , and  

Listeners of Diversity Matters can also enjoy episodes of Beyond the Mill which is a live diversity dialogues show created and hosted by Oscar Holmes IV at Rutgers University-Camden with generous support from the Office of Diversity and Inclusion and the Office of Student Affairs. Beyond the Mill Season 1 Episode 5 Guests: Dr. Gail Caputo & TiAira Neal Summary: In this episode, I interview Dr. Gail Caputo and TiAira Neal as we celebrate and discuss Women's History Month and their experiences as strong, independent women.  Please Rate, Review, & Subscribe on , , , , , , and  

Listeners of Diversity Matters can also enjoy episodes of Beyond the Mill which is a live diversity dialogues show created and hosted by Oscar Holmes IV at Rutgers University-Camden with generous support from the Office of Diversity and Inclusion and the Office of Student Affairs. Beyond the Mill Season 1 Episode 4 Guests: Dr. Eliezer Marcellus & Marla Blunt-Carter Summary: In this episode, I interview Dr. Eliezer Marcellus and Marla Blunt-Carter as we celebrate and discuss the significance of Black History Month and the African Diaspora. Please Rate, Review, & Subscribe on , , , , , , and  

Listeners of Diversity Matters can also enjoy episodes of Beyond the Mill which is a live diversity dialogues show created and hosted by Oscar Holmes IV at Rutgers University-Camden with generous support from the Office of Diversity and Inclusion and the Office of Student Affairs. Beyond the Mill Season 1 Episode 3 Guests: Laura Luciano and Dr. Courtenay Cavanaugh Summary: In this episode, I interview Laura Luciano and Dr. Courtenay Cavanaugh as we discuss the #MeToo movement, research on sexual violence and assault, and ways to protect women.  Please Rate, Review, & Subscribe on , , , , , , and  

Listeners of Diversity Matters can also enjoy episodes of Beyond the Mill which is a live diversity dialogues show created and hosted by Oscar Holmes IV at Rutgers University-Camden with generous support from the Office of Diversity and Inclusion and the Office of Student Affairs. Beyond the Mill Season 1 Episode 2 Guests: Dr. Jason Rivera & Dr. Cameron Whitley Summary: In this episode, I interview Dr. Jason Rivera and Dr. Cameron Whitley as we discuss LGBTQ research, issues, and experiences.  Please Rate, Review, & Subscribe on , , , , , , and  

Listeners of Diversity Matters can also enjoy episodes of Beyond the Mill which is a live diversity dialogues show created and hosted by Oscar Holmes IV at Rutgers University-Camden with generous support from the Office of Diversity and Inclusion and the Office of Student Affairs. Beyond the Mill Season 1 Episode 1 Guest: Prof. Stacy Hawkins Summary: In this episode, I interview Rutgers Law Professor, Stacy Hawkins, as we discuss her research on Affirmative Action rulings, educational opportunity hoarding, and using race in college admissions.  Please Rate, Review, & Subscribe on , , , , , , and

Diversity Matters with Oscar Holmes IV Season 1 Episode 1 Episode Title: Black Theology, Faith, & Feminism  Guest: Candice Marie Benbow   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: In this episode, Candice Marie Benbow, a Theologian, Essayist, Creative & the host of The Red Lip Theology Podcast shares about her story of living in 2 different worlds that's not congruent; Hip-hop & Church, which helped in shaping her as an individual with the guidance & love of her mom.   Her goal is to bring the theological concepts into a mainstream conversation where anyone can have access to. She tells how it is possible to be a feminist and still be biblically aligned. As a Black feminist Christian, she wants to create a community where there’s safety and honor for everyone.   She urges churches to think differently about sexuality and gender identity & speak from an informed place that honors the reality of people's experiences. She states that if God gives grace to the human race, so can the people he created. Description: This episode is about Black Theology, Feminism, Faith, Sexuality/Gender Identity & the experiences of people within Black communities and churches from past to present.    If you are suffering from any kind of discrimination or abuse, always know that there are people & communities that you can count on. Don’t be afraid to speak up and don’t let the abuse or bias torment & silence YOU because your voice is important.  Guest Contact & Promos:    3 Value Bombs:     “You never get education simply for education sake. You always get education to do something with it .”   Embrace the way on how God created YOU and show up in this world. Pastors should learn to collaborate with the train professionals in their cities and communities that are trained to deal with sexual trauma and sexual violence and speak to the resources that people need. Show Highlights:    What is Candice's story & why is it important for people to tell their stories?   3:03 Candice     I tell people that at the core of me, I am a Black girl raised in the South and in the church at this moment where hip hop is growing up. And so I am both a child of the Black church and a child of hip hop culture.   What is Red Lip Theology?   6:09 Candice    What's funny is red lip theology came out of this moment where I was being really snarky with one of my white seminary classmates, because I got my MDiv from Duke and Duke required before you graduated that you take a Black church studies course.   Red Lip Theology is giving the permission again to be intentionally transgressive and honoring that all of these different spaces like the ones that I said, helps to make mean I'm not inherently sinful and evil, you know things   What does being a "Black Feminist Christian" mean & is it important for people to understand?   13:07 Candice    Because first and foremost I said to people that God made me Black that made me a Black woman like that was the way that God decided that I would show up in this world. That was the lens through which I am to see the world and that I'm to be seen.   A world that affirms Black girls and Black women and keeps us safe, to me is a world that God wants, right? Being a Black feminist Christian to me is a no brainer. That like I bet to be in a space and in a world where I live, move and have my being as a Black woman, and that you know, we are all supposed to push to create safety and to honor each other. What advice do you have for other people who may feel inferior?   19:10 Candice    I think the first thing that I would say is the beauty now of social media and of the digital phase is that we have global access to different thinkers. It's hard to evolve. If everyone in your community thinks that you're too crazy.   The second thing that I will say is that you have to give yourself permission for absolutely every single thing that you believe to be challenged.   Do you have any disappointments in the Black church?   26:00 Candice    This notion that above anybody, Black men, Black cisgender heterosexual men, are to lead and to be protected. And we understand historically that during the height of Jim Crow, reconstruction and the civil rights movements, when they were not when Black men were not respected in society, they could go to the church and the pastor and the deacon.   What are some of the key issues that are in the Black church that we need to speak more openly about, and how should we publicly deal with it?   39:44 Candice    I definitely think that the first one comes to mind is just a sexual trauma and sexual assault.   And I encourage pastors, to collaborate with the train professionals in their cities and in their communities that are trained to deal with sexual trauma and sexual violence and speak to the resources that people need.   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.  Please Rate, Review, & Subscribe on , , , , , , and Episode Sponsor Links:    Producer Links:   Host Social Media Links: