The INCLUSIVE ENTERPRISE Podcast

Q: What positions are critical to the long-term health of your organization?Regardless of the type of organization (corporate, government, non-profit) these roles are essential for them to thrive and are typically hard to fill.Q: Who's included in the talent pool with the ability to advance to key positions?Q: How are they prepared to meet the business need?When leadership teams are diverse in thought, skill and culture, the organization is better prepared to innovate new products and services, dominate their competitive landscape, and reinvigorate organizational talent to exceed performance expectations.Join this candid conversation on the Inclusive Enterprise Conversation Podcast with  Dr. John Greene, Senior Vice President and CHRO of TDS® Telephone and Data Systems, a diversified telecommunications company serving over six million customers nationwide.We discussed the opportunity to think differently and enhance current talent processes by making DEI part of succession planning with real-world actionable, coachable success practices to grow the business.It doesn't take longer to build your leadership pipeline, instead it takes concerted effort and intention to challenge the status quo, to make your teams and organization stronger.  Achieve even higher levels of performance by realizing everyones' full potential.John's leadership experience provides a solid foundation for a pragmatic and inclusive approach to succession with real-world application. He draws from leadership roles in the military and in corporations with Johnson Controls, RHR International Consulting including his first TDS role as Vice President, Enterprise Diversity, Equity & Inclusion where he led the development and implementation of the enterprise DEI strategy across the TDS family of companies and advanced to Senior Vice President, Human Resources Officer for the firm.As organizations continue to establish a new norm for recruiting, retaining, and engaging talent, the best companies are mindful of the benefits of intentional succession planning.These organizations understand that while their counterparts are busy facilitating replacement planning processes, their most competitive advantage stems from strategic talent management that supports both the current and future needs of the business. Creating Workplace Cultures of Belonging....

Listen Carefully and Continuously for Better Results and Competitive Advantage.That may seem obvious and simple, yet in today's tumultuous business environment, leaders can occasionally lose their focus along with low self-awareness. That's where asking questions and gaining answers from others with unique perspectives drives improvement to achieve better outcomes.One extraordinary leader who demonstrates these positive attributes of listening intently, authentically, and responsively is Sanja Licina, PhD, President of QuestionPro Workforce.She takes listening to a higher level by building bridges, connecting people, uncovering concerns, with empathy to co-create, sustainable solutions for mutual benefit. How? By cultivating an inclusion and belonging mindset. She is a citizen of the world, a person 'who never met a stranger.'  Is easy to get to know, and eager to know the points of view of others, to learn from and grow people, organizations, and communities.It was an absolute honor to sit down with my special guest, Sanja Licina, to discuss her life, work, passion and the power of listening when embedded in organizations' processes, as a priority to support an inclusive and belonging culture.Sanja Licina, Ph.D. is an Organizational Psychologist and President at QuestionPro Workforce, a global leader in online survey and research services. In this role she has overall responsibility for driving growth, product development and client satisfaction for Workforce Experience division. Sanja has 20 years of experience as an executive and senior leader in high-growth organizations. For nine years she held multiple strategic roles at CareerBuilder, including product management, talent intelligence and workforce analytics. Prior to joining QuestionPro she led the Future of Organizations unit at Globant, a company that leverages digital-cognitive technologies to help companies transform. Early in her career she was a researcher for Ipsos and a consultant for Harvard Business School.   She is also a member of the distinguished Forbes Human Resource Council.In this episode of the Inclusive Enterprise Conversations Podcast,  Listening Continuously, talks about maximizing benefits.Don't miss this revealing conversation and key takeaways:How continuous listening can establish or invigorate effective DEI Strategy and business growthRecognize personal values and beliefs evolve over time for leaders and employeesLeaders engaging more employees in decision-making can lead to faster and more meaningful changeBuilding exceptional experiences and workplace cultures begins with Leaders' human connection, reflection, observation, innovation, and retentionActively and consistently listening to employees demonstrates a commitment to inclusivity, making them feel valued and heard. When employees believe their voices matter, they are more likely to stay with the organization, leading to higher talent retention rates, which is an important concern for DEI, HR, and senior leaders!As Sanja says 'Most of us spend so much of our lives working, and there is still a tremendous opportunity to help people feel better connected to their companies, to their colleagues, and to feel passionate to make a difference with their work. So, I dedicated my career to helping companies create a culture that employees love to be a part of.'   Who better than Sanja and her team to lead the way, modeling the behaviors, actions and shared knowledge with resources to empower organizations and individuals to reach their full potential. Creating Workplace Cultures of Belonging....

While a lot has changed this year.. . at the same time, a lot remains 'in a holding pattern' or worse, in the reverse.Q: How do you stay focused and push for positive change with persistent obstacles in your path to progress?In this episode of the Inclusive Enterprise Conversation Podcast, I sat down with two dynamic Black women, warriors of DEIB, to hear their perspectives and shared purpose, empowering all people, needing access to care to reach the highest quality of life, in these challenging times.My special guests include, a leader with an accomplished career in Government and Healthcare, most recently as Executive Vice President, Chief Social Justice & Accountability Officer of the largest, most comprehensive health system and provider in NJ, DeAnna Minus-Vincent.  The other distinguished leader, was the first officer, Senior Director of Health Equity and Community Equity for a national healthcare payor, insurance company in NJ, Tracy Parris-Benjamin.  We discussed their life changing experiences, how their careers intersect and inspired their path forward.DeAnna is Founder and Managing Director with Tracy serving as Managing Partner of The Outcomes Architect-- a strategic advisory firm that executes across sectors to optimize leadership; leverage relationships; and gather insights to improve organizational results. Their aim is to develop efficient and cost-effective solutions that are integrated, equitable, and sustainable to empower companies and communities they serve. They proactively equip organizations with the tools necessary to architect their own successful outcomes!Understanding systemic racism and how to eliminate it, requires a wholistic approach and key steps to advance health equity for real visible impact. It requires policy and practice review, before addressing drivers of health.  It's essential that this work moves beyond programs and training, and is grounded in data analysis of current mindsets and human behavior, with clearly articulated outcomes for sustained change.Together they create solutions that demand honest feedback, dealing with current reality, recognizing the daily lives of employees and communities they serve and barriers to living a quality life. Both are driven to dismantling policies and practices that get in the way of healthy living and rebuilding equitable organizations' to achieve their vision and mission.Join the conversation. Listen to this enlightening episode. It's a must for leaders to recognize and empower employees, improve productivity and understand what your greatest assets need for greater impact in their professional and personal lives, and provide a stronger sense of purpose and prosperity.  Creating Workplace Cultures of Belonging....

This episode of the Inclusive Enterprise Podcast features a Conversation with Fields Jackson Jr., CEO of Racing Toward Diversity Magazine.  We help leaders create safe, inclusive spaces that elevate employee engagement and performance to improve the business results and the communities they serve.

This episode of the Inclusive Enterprise Podcast features a conversation with Josette Gbemudu, Executive Director of Health Equity and Social Determinants of Health at Merck.  Merck & Company, Inc, is an American multinational pharmaceutical company, headquartered in Rahway, New Jersey and is recognized as Merck sharp and Dohme or MSD outside of the United States and Canada. It's one of the largest pharmaceutical companies in the world, generally ranking in the global top five by revenue.  Merck & Co. aspires to be the premier research-intensive biopharmaceutical company in the world and today is at the forefront of research to deliver innovative health solutions that advance the prevention and treatment of diseases in people and animals.With 15 years of experience, Josette thrives at the intersection of commercial strategy, innovation, and policy. She has brought this expertise to key sectors including the Pharmaceutical Industry, Federal and State Health Agencies, Health Plans and Providers. She has a strong understanding of the macro and micro healthcare ecosystem and the interdependencies across critical stakeholders.Join the ConversationListen to this episode of The Inclusive Enterprise Podcast: “Taking Health Equity from Concept to Practice: Driving Transformational and Sustainable Change - A Conversation with Josette Gbemudu" as we explore workplace health equity strategy with Josette including:The rationale for hospitals, health systems, and other health providers for making health equity an even greater priority after Covid-19Why all other industries should be seriously concerned and take action to reduce disparities and advance health equityHow healthcare and non-healthcare organizations can positively impact community health and close gaps in care by leveraging new and innovative partnershipsJosette also shares the key pillars for improving health equity long term results. How do you engage everyone to contribute to better outcomes?Listen to an effective approach to motivate every leader and employee across all industries to participate in achieving health equity within communities.REMEMBER - To inspire individual and collective action key enablers are needed: leadership commitment, shared vision and scope linked to business objectives, measurement framework linked to short and long-term impact metrics, and sustained focus.At Inclusive Leaders Group, we help leaders create safe, inclusive spaces that elevate employee engagement and performance to improve the business results and the communities they serve.You can find information about Inclusive Leaders Group's consulting, training, and assessment services at inclusiveleadersgroup.com. And while there, please subscribe to the Inclusive Enterprise Podcast for this and other informative and enlightening episodes.We help leaders create safe, inclusive spaces that elevate employee engagement and performance to improve the business results and the communities they serve.

This episode of the Inclusive Enterprise Podcast features a conversation with Giovanna Giuliani Executive Director, California Health Care Safety Net Institute (SNI) and Dr. Minako Watabe, Chief Medical Officer, Ventura County Medical Center about the innovative and effective Racial Equity Community of Practice program led by The California Health Care Safety Net Institute (SNI) that is providing new strategies for health equity in California.Health care organizations are on the front-lines of addressing health equity. They play key roles in delivering care, offering products to access care, as employers, and as social safety nets in their communities. Leaders from hospitals, health systems, and health plans are searching for ways to address health equity within their organizations and the communities they serve. They are seeking to understand how they can confront systemic racism and bias and reduce health disparities.In 2022, the Safety Net Institute (SNI) launched the Racial Equity Community of Practice in partnership with the National Equity Project (NEP) and with funding from the California Health Care Foundation (CHCF). The Racial Equity Community of Practice has been instrumental in fostering public health care system collaboration and driving progress in the realm of health equity through a systemic approach. Over 18 months, public health care systems worked collaboratively to pave the way to strengthen anti-racism strategies and integrate equity into the fabric of their institutional culture, practices, and policies. California's safety net provides both hospital and outpatient care to anyone who needs it, regardless of insurance status, immigration status, ability to pay, or any other circumstance.Listen to this episode "Advancing Racial Equity Across California's Public Health Systems." Co-hosts Charlotte and Brian Hughes enjoy a thoughtful conversation with Giovanna Giuliani Executive Director, California Health Care Safety Net Institute (SNI) who oversees the Racial Equity Community of Practice, and Dr. Minako Watabe, Chief Medical Officer, Ventura County Medical Center representing one of the twelve community of practice member health providers.Key Insights Shared Include:-The mission and inspiration for the SNI Racial Equity Community of Practice (CoP)-Expectations and key takeaways during the CoP experience-Phase Two focus of the Racial Equity CoP-What makes this CoP approach so successfulSee Dr. Minako Watabe share her perspective  and more!This initiative serves as a role model for hospitals and health systems across the country to emulate, which is why the Inclusive Enterprise Podcast wanted to communicate and celebrate the effort.At Inclusive Leaders Group, we help leaders create safe, inclusive spaces that elevate employee engagement and performance to improve the business results and the communities they serve.You can find infWe help leaders create safe, inclusive spaces that elevate employee engagement and performance to improve the business results and the communities they serve.

Deloitte Driving Health Equity in the Workplace: A Conversation with Deloitte's Dr. Jay Bhatt and Dr. Elizabeth Baca  Organizations need to develop an executable roadmap to drive towards their vision. What are some of the questions, organizational leaders should ask themselves about their workplace to develop their health equity vision?1.      How are you going to measure success?2.      What will you prioritize to get to success?3.      What activities will help move the initiative forward?4.      Are you getting the results you want to see?  If not, be open to using real time data, listen, experiment and change to get better results.The Opportunity:Inequity, discrimination, and bias have no place in the workplace. Yet, unfortunately, they remain, and these problems have been proven to take a heavy toll on the health and well-being of employees, organizations, and their community. Significant improvement in the health of employees should be expected when workplaces focus on equity. And conversely, stressors from discriminatory practices can negatively affect employees emotional, psychological, and physical health. Some employers are taking action to eliminate health inequities and will continue to do so. However, progress should be made on a broader scale to help truly achieve health equity.Inequities in the US health system cost approximately 320 billion today and could eclipse to 1 trillion in annual spending by 2040. If left unaddressed, inequities across the US health system limit underserved people's access to high quality care, create avoidable costs and financial waste that spans society and can impact every individual's potential to achieve health and wellbeing. Listen to the Inclusive Enterprise Podcast ‘Driving Health Equity in the Workplace: A conversation with Deloitte's Dr. Jay Bhatt & Dr. Elizabeth Baca' to learn best practices organizations can execute to build toward health equity.Inclusive Leaders Group encourages its listeners to access the public facing resources available at the Deloitte Health Equity Institute, including multiple playbooks and research reports @deloitte.com. Please visit Inclusive Leaders Group.com for the best and next practices regarding workplace diversity, equity and inclusion.We help leaders create safe, inclusive spaces that elevate employee engagement and performance to improve the business results and the communities they serve.

A mind is a terrible thing to waste -   UNCF Slogan  It's a missed opportunity... Unrealized growth potential .....That's what happens when DEI is not connected to the business strategy or culture of  continuous learning in an organization.How can we stop missing opportunities?  How can individuals and organizations reach their full potential?Join me and my special guest, Dr. Theoria  M. Cason as we discuss these challenges, the root cause, and a path forward. Taking a serious approach to cultivating a strategy, with measurable goals is fundamental to DEI.  Learning and Development is part of this intentional and holistic approach.Dr. Cason, is a fellow Cornellian and Inclusive Leaders Group Senior Consultant.  She is a talented Certified Diversity Professional, Transformational Coach, Global Citizen, Author, Speaker, and Strategic Disrupter.Taking the next step from unconscious bias awareness to a strategic DEI plan is essential.  Evolving from a fixed mindset to a growth mindset is a culture shift that takes time and yields results.A commitment to continuous learning increases your knowledge, supports every  employee's ability to contribute to actionable strategies to solve problems and maximize potential!Effectively communicating with people from different cultures, can be the difference between success and failure in business, healthcare, education, and beyond.For valuable resources on Cultural Competence from Theoria click this link "Cultural Competence: What it is, Why it's important, and How to Develop it" by Dr. Theoria Cason is a book that guides leaders in enhancing their cultural sensitivity, emphasizing the importance of open-mindedness, active listening, and acceptance of diverse perspectives. With a focus on inclusivity, readers gain insight into cultural competence, learning to understand their own cultural identity and respect other cultures without judgment."Cultural Competence: The Playbook" by Dr. Theoria Cason is a companion book to "Cultural Competence: What it is, Why it's important, and How to Develop it." It offers practical guidance for individuals seeking to actively improve their cultural competence, featuring self-assessments, actionable tips, and affirmative statements to foster self-understanding and challenge implicit biases. The playbook covers topics such as cultural humility, color bravery, empathy, and active listening, providing readers with a comprehensive resource for personal growth in this area." For additional value-added resources on DEI Strategy and Cultural Competence, visit Inclusive Leaders Group.

"The table is long, and there are plenty of seats" says Mayra Morales, Senior Director of the Office of Global Health & Societies at Texas Tech University Health Science Center in El Paso, Texas, as she refers to the welcoming and culturally responsive campus and El Paso  community.  "We open up seats for individuals to be inclusive. That's how we learn. That's how we provide better understanding for everyone."We celebrate the 12th Annual Cultural Competence Conference on August 4th. This EDUCATIONAL EVENT is designed for all health care professionals and community organization staff. Students, staff, and faculty from all four schools, as well as physicians and residents from the clinics are welcome to attend. Members from the local general academic university and sister university in Lubbock are also invited.The OBJECTIVE is to enhance interpersonal interactions within our health care system and ensure that services are delivered to the community in a culturally humane manner.This EPISODE of the Inclusive Enterprise Podcast, Mayra is my guest. She shares the conference history, its impact over the years and progress of the Diversity and Inclusion Council led by Dr. Charmaine A. Martin who is Chair on the Council.Dr. Martin is also Associate Professor of Family Medicine and Interim Dean of Student Affairs with the Foster School of Medicine and has received the prestigious Profiles in Diversity Journal 2022 Black Leadership Award.Mayra also highlights the theme of Allyship with her advice on cultural competence, inclusive leadership and what makes the university and El Paso Community so special. A unique place to live, learn, grow, and contribute to a vibrant community.I am honored to be invited to be the Keynote Speaker as we build on cultural competence to explore inclusive leadership; redefining leadership through the lens of inclusion, innovation, creativity and belonging.I am exicted and look forward to this important educational event supporting lifelong learning and quality patient care.To LEARN more and register click this link.https://www.techtalkelpaso.com/events/12th-annual-cultural-competence-conferenceVisit the TTUHSC's El Paso instagram site and bio link for additional informationhttps://www.instagram.com/ttuhscep/  https://lnk.bio/ttuhscepWith Gratitude and Thanks to the Planning Committee for the Opportunitiy to Make a Contribution, to Share, Learn, and Grow.Inclusive Leaders Group

What does it mean to be an employer of choice TODAY? One that continues to transform and evolve. An Employer with goals to create and sustain a positive work environment, build an outstanding brand, with a welcoming, inclusive, and productive culture.   Employers of Choice today, commit to supporting equity in the workplace. While companies declared their position in 2020 to support racial equity, current focus now wanes.  I often find in my work that company leaders and employees are reluctant to talk about racial inequality in the workplace, because they fear saying the wrong thing. But these conversations are critical and can't be ignored, with a goal of positive inclusive culture.  An Employer of Choice, rises to the occasion to learn and unlearn what is needed to address inequity.   I had a wonderful conversation with my distinguished guest and friend Lindsey T.H. Jackson, CEO at LTHJ Global and North American based leader.She is a trailblazer, a pioneer, and ambassador of disruption. She invites everyone to her “learn and unlearn” discussions about the issue of race and becoming an anti-racist organization.Join our conversation about overcoming fears, acknowledging tough questions, seizing growth opportunities,  and the courage to evolve, to be a Employer of Choice –that believes in racial equity and knows that it is a journey that continuous seeks to  improve. In this episode Lindsey  &  I discussed Why people are uncomfortable with conversations about race and racism  What it means to be anti-racistThe continuum of Multiculturalism vs sexism, racism, ableism, homophobia, classismInnovation to build structures and systems supporting anti-racism  What leaders need to do to disrupt anti-blacknessIntent vs Impact - learning and unlearning with and from each otherIsabel Wilkerson's book CasteLanguage and the power of wordsNext Generation Imagines a New Future You may already know that Lindsey is known as 'America's DEI Teacher,'  a Researcher, Facilitator, and Speaker.  She is also Co-Founder of Sojourn, a software platform to bring DEI to small and midsize organizations.   Sojourn DEI is a revolutionary platform with the step-by-step plans, tools and guidance made for those leading a small or midsize organization's DEI Journey. Sojourn takes you from overthinking DEI, to moving on it.Lindsey reminds us, DEI work is a journey of humility, forgiveness, courage and a discipline of daily practice ...to do no harm.Race is a construct - Privilege (when you don't have to think about the experience of being excluded), Equality, Equity, and Justice are united.She Tells it like it is...with history lessons and today's context and terminology.Take time to Reflect, Renew and Explore  this episode and learn what you can do to support Employers of Choice TODAY that sustain racial equity and a culture of anti-racism.  The work.... never ends...It begins with you....To learn more check out about inclusion  InclusiveLeadersGroup.com 

Mayo Clinic Stands OutDespite rising labor costs fueled by staffing shortages as some of the biggest challenges straining most hospital budgets Mayo Clinic, a nonprofit healthcare system stands out in its results as they've come at a time when many nonprofit hospitals have faced pressure on their operations from a surge in COVID 19 cases in the second half of the past year. And through it all, Mayo has been recognized by DiversityInc, as one of the Top 3 Health systems for its inclusive efforts and best practices.  For the seventh consecutive year, Mayo Clinic also earned the top spot in the U.S. News & World Report best hospitals rankings.In 2020, the Rochester Minnesota-based institution committed to racial equity. Our distinguished guest, Dr. Anjali Bhagra, Chief Medical Director at Mayo Clinic of Equity, Inclusion, and Diversity (EID) joins us to share insights on Mayo's journey, and the path forward in 2022, and beyond.  We explore three key areas relevant to successful organizational change and equity, which requires 1) Commitment from the top, 2) Development of shared language and capability for all employees, and 3) Partnership with impacted communities.  Mayo Clinic's local, national, and global EID initiatives are also featured with organizations including the World Economic Forum and the NAACP.In August 2020, Dr. Bhagra was designated as the new medical director of Mayo Clinic's office of equity, inclusion, and diversity. A clinical investigative internist and professor of medicine at Mayo Clinic's campus in Rochester, Minnesota, Dr. Bhagra also leads an active research program focused on enhancing resilience, decreasing stress and anxiety, healthy aging, through optimism and happiness, leadership and resilience, work-life balance and stress reduction in women, health care professionals and trainees.Please listen and subscribe.

If you want to go quickly, go alone. If you want to go far, go together— I am inspired by this well-known African proverb as it reflects what our guest and I discussed in this episode of the Inclusive Enterprise Podcast ---the importance of working together. Learning and moving forward. We all can contribute to an equitable culture in the workplace and in the communities where we live. It's a process.As we marked the second anniversary of the murder of George Floyd and approach another year of anniversaries for the murders of Breonna Taylor, Philando Castile, and so many more - the question begging to be asked is what real change has occurred? Or have we lost momentum?Our distinguished guest is Dr. Judy Lubin an analyst, equity strategist, and President of CURE (the Center for Urban and Racial Equity). CURE is a strategic research and consulting firm that partners with people and organizations to advance equity through policy, systems, institutional, and community change. Dr. Lubin is also a researcher and adjunct professor in the Howard University Department of Sociology and Criminology where her research focuses on race, gentrification, health, and social policy.She recently published the  Racial Equity Report to provide organizational leaders with a clear plan to help them make measurable improvements in their racial equity transformational efforts.  It serves as a tangible resource for Nonprofit Leaders to Deliver on Anti-racist Pledges Made in 2020.Our insightful conversation is an important reminder of the value of race equity within the nonprofit sector and that all sectors can learn from. We discussed several tangible steps for framing the issue within your organization and working to move towards greater equity. Doing so can make your organization's workplace and community where you live, more effective and impactful.Professor Lubin regularly writes about the intersection of race, politics, and media on her site and as a contributor to the Huffington Post.  She has also been featured on national and local media including The Wall Street Journal, PBS.org, Baltimore Sun, Ebony Magazine, theRoot.com, Chicago Sun-Times, Reuters, XM Satellite Radio, Diverse Issues in Higher Education, among others.To learn more about building a racial equity business strategy and culture, contact us on Calendly or this Contact Form. 

On this episode of  The Inclusive Enterprise Podcast, Inclusive Leaders Group Senior Consultant,  Dr. Courtney L. McCluney discusses the ways leaders and organizations can effectively create a racial equity culture and develop inclusive leaders.Courtney McCluney is an Assistant Professor of Organizational Behavior in the ILR School at Cornell University.  Courtney uses multiple methods to examine DEI and Racial Equity. Her research deepens the study of race, gender, and intersectionality in organizations by examining practices that create and reinforce marginalized groups' experiences at work. Courtney's research has been published in Harvard Business Review, MIT Sloan Management Review and Forbes.She continues to be recognized for her deep expertise with numerous awards including, Ideas Worth Teaching Award, Aspen Institute Business & Society Program for “Advancing Racial Equity at Work” one of eight chosen among nominees representing 90 schools from 19 countries.Please listen to this dynamic conversation, subscribe to hear future episodes and leave us a review.

Keith Wyche is a Seasoned Executive, Board Director, Best Selling Author & Speaker, Diversity, Equity & Inclusion (DEI) Thought Leader, and Change Accelerator. He has risen through the ranks. With more than 30 years of experience, earning significant results for some of America's best-known corporations including Walmart, Ameritech, Convergys, AT&T, IBM, Pitney Bowes, and SuperValu, Keith has become a successful corporate president and one of the highest-ranking African-American executives in the U.S.Keith understands the rules for success, and shares his insights as an author of the recent book Diversity is not Enough A Roadmap to Recruit Develop and promote Black Leaders in America.  He has appeared on the Today Show, Fox Business News, and media outlets such as TIME, USA Today and Black Enterprise. He has received several awards including The MLK Jr. International Board of Renaissance Leaders by Morehouse College for his dedication to developing young talent.In this episode, Keith shares his perspective on why Black Professionals have lost faith in DE&I programs, what is contributing to the situation, and how to correct it.  A strong inclusive leadership culture and commitment with accountability are key elements of success. For more information see our blog Why Workplace DEI Programs are Failing Black Employees and other thought leadership resources. 

There's a phrase 'Sports imitates life."  What happens in sports is often a reflection of life and society. In 1947 Jackie Robinson broke the color barrier in Baseball, 75 years ago. How far have we come since then?There are people who excel and bring their 'A' game each day AND are true game changers, true role models inspiring people as inclusive leaders, for teams to deliver transformative change in the workplace and the community.Be sure to listen to this thought provoking episode with Nona Lee, Executive Vice President & Chief Legal Officer & Chair of D-backs for Change Justice. Equity. Diversity. Inclusion. (J.E.D.I. Council) at Arizona Diamondbacks. Nona is also a member of Chief, a  membership network focused on connecting and supporting women executive leaders. She reveals insightful tips and stories about DEI as a core value, its impact on the business, the communities the organization entertains and serves from a C-Suite perspective. She reflects on her childhood, career, DEI strategic planning and action, overcoming barriers to inclusion and equity, and the legacy of building a better work environment for all people to contribute and thrive, now and for generations to come.We are so glad to have Nona share as a Diversity, Equity & Inclusion champion and Black, gay woman who applies her expertise and lived experience to make a difference in others' lives, in the sports world and beyond.For more information on Allyship, Intersectionality, Employee Resources Groups and Race in the Workplace visit our Thought Leadership resources section of our site for these e-guides.Follow us on Linkedin and Instagram @inclusiveleadersgroupllc

A Boston Consulting Group survey about the global insurance workforce revealed for the first time, insurance industry talent included company values as one of the ten workplace attributes that they care about most in 2020.  The vast majority, 71%—and 78% of employees age 30 or younger—said that issues related to diversity and inclusion have become more important to them over the past year.Equity issues are significant enough that 55% of all insurance talent and 60% of younger employees would exclude from a job search companies whose positions on diversity and inclusion do not match their own.Eloiza Domingo is the Vice President of Human Resources and Chief Inclusive, Diversity & Equity Officer for The Allstate Corporate. She assumed this role in 2021 with responsibility for building on Allstate's strong foundation and culture of Inclusive Diversity & Equity by shaping the multi-year Inclusive Diversity & Equity plan to create an enduring impact inside and outside of the company. As she partners with colleagues and teams across Allstate, Eloiza furthers the company's goal of being the most diverse protection solutions company.Her experience across industries at the executive level in HR and Diversity offers a unique perspective and great insights regarding Talent, Inclusion, Diversity, Equity, and the future of work.  Her business acumen and ability to forge strong relationships are key to delivering evidence-based results.Eloiza's background spans sectors including academia, law enforcement, academic medicine at Johns Hopkins, and pharmaceuticals. She has been recognized as a Female Disrupter by Medium in 2020, one of the 100 Most Influential Filipina Women in the World by the Filipina Women's Network, received the 2017 Senior Executive award from the National Association of Healthcare Executives and was featured on the Maryland Daily Record's Very Important Professionals Success by 40 list.Eloiza holds an M.S. in Higher Education and Student Affairs with a minor in Counseling and concentration in Diversity Education, and a B.A. in Psychology and Sociology with a minor in Spanish from Indiana University in Bloomington, IN.She draws on her depth of experience and shares practical advice to positively influence and sustain a valuable impact on the culture of all the organizations where she leads Inclusion, Diversity, and Equity.

Rocki Howard is Chief People and Equity Officer of a fantastic startup titled the Mom Project. She's been recognized as a leader with an extensive background in HR and a member of the distinguished Forbes Human Resources Council.Chandra Sanders is the Director of an innovative non-profit initiative at the MomProject titled RISE and is a Fortune 100 Tech Consultant that further supports the projects' mission. Both will tell us about their own stories and their impact on lives for the better.The Mom Project is committed to helping women remain active in the workforce in every stage of their journey, and proud to work with employers who are committed to designing and supporting a better workplace.   It connects talented professionals with world-class employers who understand that no one should have to choose between family and career.RISE is a scholarship program committed to accelerating equity for moms and women of color by providing access to upskill tech certifications, while harnessing the power of community, support, and job placement—in six months or less, and at no cost to participants!Rocki and Chandra are Diversity, Equity & Inclusion champions and Black women of action, who apply their expertise and lived experience to make a difference in the lives of working mothers every day.    For more details visit The MomProject.com or MomProject.org.For more information from ILG on Allyship, Intersectionality, Employee Resources Groups and Race in the Workplace visit our Thought Leadership resources section of our site InclusiveLeadersGroup.com  for these e-guides.

DeShaun Wise Porter, Global Head, VP of Diversity and Inclusion and Engagement for Hilton International and team at Hilton have earned countless awards year over year, ranked number one Fortune 100 Best Places to Work for two years in a row. And number one on Diversity Inc, Top 50 Companies 2021 ranking, just to name a few. And our listeners are eager to hear how your organization plans, executes, adapts, and thrives in these challenging and highly rewarding times. DeShaun and I met at Kimberly Clark years ago as colleagues, and to this day we continue to share the passion for growing talent and a belief in the importance of everyone achieving their full potential in an environment that is inclusive, supportive, where we can all bring our best selves to work with a true sense of belonging, and purpose.This episode, we'll discuss strategy, progress and culture. The hospitality industry is unique in that it represents talent from all walks of life. You could consider it a microcosm of society with diverse dimensions, identities, and intersectionality. A diverse talent community demands a flexible structure and commitment to inclusion and belonging at every level with accountability. DeShaun is innovating and setting the standard for over 360,000 team members with DEI through the lifecycle as Hilton attracts, advances, retains talent now and in the future.For more information on Allyship, Intersectionality, Employee Resources Groups and Race in the Workplace visit our Thought Leadership resources section of our site for these e-guides. 

Speak up? Take a stand –even if it's unpopular?  Our special guest did just that and you'll find his story inspiring.  Fighting for what's right is in his DNA. His ‘wakeup call' to innovate became apparent as an entrepreneur in 2020.  His solution is making waves in the technology sector and recruiting field by enabling better recruiting and hiring decisions for inclusive workplaces to thrive.Research has found that 75% of all resumes submitted through Applicant Tracking Systems are never even seen by human eyes. Jobseekers using Rhett's software application platform will be able to apply for positions with peace of mind, knowing their profiles are being seen by people and they are being considered for their talent rather than the kind of personal characteristics that often lead to non-diverse, non-inclusive workplaces that often lead to non-diverse, non-inclusive workplaces. Rhett Lindsey is the founder and CEO of Siimee (pronounced see me), a social impact company whose mission is to reduce bias in hiring and transform the way employers connect with job seekers. Prior to launching Siimee, Rhett spent over seven years leading and collaborating with teams at prominent companies including Facebook, Tinder, Microsoft, and The Walt Disney Company, sourcing and hiring talent in the technology and software development sectors. Founded on the premise that diversity and inclusion can support a company's bottom line, Siimee believes that a fair, unbiased hiring process is the starting point to a healthy, equitable workplace. Lindsey's story and experiences in recruiting have been nationally featured in media outlets including The Washington Post, CNBC, and CBS News This Morning.This episode  will explore his  life experiences and how his discovery and focus on systemic change has led to a new approach to recruiting. 

Northwell Health sets the standard of excellence in Healthcare DEI with numerous awards and several years of experience building sustainable solutions. As New York State's largest health care provider and private employer, Northwell Health has been named, the best health system for diversity in the United States, for the second year in a row, and made the list for the ninth straight year, while remaining in the top spot in the 2021 DiversityInc rankings for Hospitals and Health Systems. Aligning and embedding DEI in your mission and culture is key to success.  Many leaders are embarking on their DEI journey with a focus on the talent lifecycle in their organizations.  Building a comprehensive talent strategy to maximize DEI, requires thought leadership, tools and techniques based on proven best practices and next practices.With 23 hospitals and 800 outpatient centers across New York City, Long Island, Westchester, and Connecticut—areas hard hit by COVID-19 early on—and a workforce in the trenches of the pandemic every day, keeping employees safe, motivated and engaged is an ongoing challenge.In this episode we'll discuss strategy, culture, influence, and explore four key phases of the talent life cycle: Attract, Engage, Develop and Advance to optimize DEI in organizations in these unique times and realize positive results.   Maxine Carrington is Northwell Health's senior vice president and chief human resources officer.  She shares deep expertise, practical advice, and inspiring vision on this topic. The talent life cycle offers a framework to measure DEI success with real-world perspective for all listeners on their DEI journey---meeting you where you are, as you strive to be an Employer of Choice and the Best Place to Work for All.Maxine has served in progressively responsible leadership roles and has successfully driven team member engagement and development at every layer of the health system. Most recently, she served as deputy chief human resources officer where she was responsible for the design and implementation of strategic initiatives related to the team member experience, career and performance development, change management, workforce diversity, equity and inclusion, corporate social responsibility and compensation. Prior to joining Northwell, Carrington was a manager and attorney with the New York City Mayor's Office of Labor Relations.

Diversity is critical to a company's success, but inclusion highlights the strengths and abilities that ALL employees bring to the workplace. With employers launching or implementing diversity inclusion initiatives, it is apparent that diversity and inclusion are important for businesses and essential to develop a robust talent pipeline. Including veterans as a part of the talent pipeline is a measure of championing diversity of thought, experience and perspectives. As nearly 200,000 servicemen and women returned to civilian life each year, Inclusive Enterprise podcast wanted to know what organizations are doing to proactively embrace, attract, hire, and retain veteran employees.Three organizations enabling veterans to successfully transition from uniform to the workplace include The United States Department of Veterans Affairs – the VA, USVETS - a national advocacy organization, and  Logicalis - an information and communications technology infrastructure and service provider and a significant employer of Veterans.  All three are in different stages of their diversity equity and inclusion strategic journeys with efforts that positively impact veterans, businesses and the communities they serve.Our guests include Mr. Harvey W. Johnson, Deputy Assistant Secretary, Resolution Management, Diversity and inclusion for the U.S. Department of Veterans Affairs. Mr. Darryl J. Vincent, Chief Operating Officer at USVets, United States Veterans initiative, and Captain Ed Graves of the US Air Force, Manager at Logicalis, US and President of the Logicalis' largest employee resource group, the Military Personnel Employee Resource Group (MPERG) which includes those who currently serve or who have ever served in the United States Army, Navy, Air Force, Marine Corps, or Coast Guard, and now Spaceforce, whether on active duty, or in the National Guard, or military reserves.The global protests over the unjust killing of George Floyd in 2020, as well as other black citizens, forced a reckoning among American businesses that more had to be done to take on systemic racism. Following his death, corporate america spoke out against racism, police brutality, and many companies made promises to reform their practices or to invest in efforts to fight racism in the community.We asked our three distinguished leaders who are dedicated to veterans inclusion in the workplace, to share their experiences and insights.

After a year where diversity, equity, and inclusion (DEI) became a hot topic in the workplace, advocates for workers with disabilities express cautious optimism about the nation's movement toward a more inclusive workplace. There has been progress, they say, but disabled workers—many of whom have no outward sign of disability—can still feel overlooked or undervalued by the companies they work for.Part of the problem, advocates say, is that “disability” covers such a wide range of conditions, many of them not apparent to people who may be co-workers or managers. And workers who start a career free of disabilities may acquire one or more as they grow older.Discussions in the media are a testament to how the dial has shifted when it comes to conversations around disability inclusion in business, we are not there yet, but change is happening. However, there must be a concerted effort to drive progress forward at a greater pace – only 3% of articles on diversity and inclusion in 2020 referenced disability.The American Association of People with Disabilities and Disability:IN are responsible for establishing the annual Disability Equality Index® (DEI®) Best Places to Work.™  Two leading companies that regularly appear on the Best Places To Work for Persons with Disabilities are JP Morgan Chase and Royal Caribbean Group.Our distinguished guests are Jim Sinocchi, Head of Disability Inclusion for JPMorganChase and Ron Pettit, Director, Disability Inclusion & ADA Compliance Officer for Royal Caribbean Group share their experiences driving change  across industries throughout their careers with vision for a more inclusive world.Why Your DEI Strategy Should Include DisabilityFor more Information about Building a Business Case for Disability Inclusion please see our e-guide in the Thought Leadership section and Disability Essentials in the Training section of our site.

Every year, National Employee Wellness month is celebrated in June. Once again, it provides an opportunity for employers and organizations to enhance existing wellness programs and encourage their employees to adopt proactive strategies for improved physical, mental and emotional wellbeing in the workplace. Diverse workplaces call for equally diverse wellness programs. This episode features First Coast Worksite Wellness Council's  Ebony Schumake Berry Co-Chair Events and Cassie Bruce Chair to learn about the coveted Healthy Companies Awards, the Annual Conference, year-round initiatives and a development program on Inclusive Workplace Wellness.COVID19 pandemic has highlighted long standing health and wellness inequities in the US on both a societal and workplace level. Whether it's due to culture, social economic opportunities, or other factors, employees have differing perspectives and knowledge when it comes to health and wellness. In order to be successful, wellness committees must cater to that need to create employee wellbeing through corporate wellness programs. 'Cookie cutter' programs don't work for different demographics. It requires making employees from all walks of life feel like they are considered and included. It means being inclusive by asking and incorporating feedback from all interested employees. And that also starts with a diverse wellness committee and providing appropriate training to those who spearhead such company health campaigns.

 CEOs around the country for the last year and a half now have been seeking to have their employees talk about race and the kind of adjustments that can be made in the workplace.  This episode focuses on that.  Dr. Enrica Ruggs, Associate Professor of Management at the University of Houston and Dr. Derek Avery, C.T. Bauer Chair of Inclusive Leadership at the University of Houston will explore how to discuss the complex and urgent issues of race while in the workplace.  Although we'll speak explicitly about black and white race relations, the ideas can apply when considering other groups that experienced discrimination. Their BRAVE framework highlights the importance of explicitly talking about race and provides advice on how to begin productive workplace conversations. Tips include the rationale for building conversational competence with an approach that illustrates what inclusion really looks like in committed organizations. 

Last summer, in response to the resurgence of the Black Lives Matter movement, Vanderbilt University business faculty hosted a series of virtual talks to help the community understand racial discrimination, biases, and learn about ways to mitigate racism in the United States. Tim Vogus Professor of Management at Vanderbilt University, contributed with a talk on biases in the workplace, and remedies for systemic racism.   This was done in partnership with students hungering for this content. They played a key role in organizing and catalyzing it. In describing his talk, he states "systemic racism is about social structures that are embedded in public policies, institutional practices, cultural representations, and other norms that reinforce and perpetuate racial group inequity. So I want to think more about the cognitive, interpersonal, and the organizational processes that surround that." Reginald H. White, HR Director for the Research Division at Cornell University offers a different perspective in his role, managing the delivery of Human Resources services for the division, and the research centers that report to the Office of the Vice Provost for research. Reginald is a strategic partner to the vice provost, and in that role, he helps to influence the future of research at the University. In addition, he serves as an executive coach to faculty and staff, and conducts presentations across campus on a wide range of topics. Reginald also serves as the chair of the Men of Color Colleague Network Group, and is the newest member of the Cornell University Board of Trustees, and is currently serving a four year term as the employee elected trustee at roughly the same date last summer that Tim delivered his talk at Vanderbilt University. Reginald led a diversity and inclusion seminar at Cornell University entitled, "Born This Way, My Journey of Difference" where he stated  "Early in my professional life, I was asked to work on issues of diversity and inclusion. At first, I resisted, feeling ill equipped for the tasks at hand. Later, it seemed imperative.  As I have reflected on my life, I realized I was born into this conversation. Today, I am proud to be an agent for change. In this presentation, I will share lessons from the journey and my hope for the future."

In our last episode of The INCLUSIVE ENTERPRISE Podcast, “Neurodiversity: Driving Innovation from Unexpected Places" we interviewed Hiren Shukla, Automation & Innovation / Neuro-Diverse Center of Excellence Leader at EY, Ernst & Young.Hiren shared information on EY's successful Neurodiversity talent strategy, including the innovation and organizational development benefits from hiring neurodivergent talent.  Hiren also described EY's collaboration with other companies executing neurodiversity recruiting initiatives such as Wells Fargo, Proctor & Gamble, and several other firms.We at Inclusive Enterprise Podcast wanted to know the challenges and the triumphs that college students these employers are recruiting upon their transition from high school to college, then upon graduation, into the workplace.Our special podcast guest is Emily Raclaw Director of "On Your Marq" at Marquette University, a program that provides support to Marquette University students on the autism spectrum.In her role she oversees multiple aspects of the program, including recruitment, screening, and monitoring of On Your Marq student participants; training and supervision of staff and volunteers; overseeing budget matters; developing coursework, student supports, and trainings for students and the community. "It is about changing the culture of an institution of higher education to include neurodiversity in its definition of diversity" says Emily.  She is passionate about equity and access to education. She is neurodivergent herself.She is a lifelong Milwaukee resident and brings 15 years of disability in education expertise to the program. She has presented at several conferences and trained other college success programs on the topics of disability as diversity, neurodiversity, and programming.Learn more about common misconceptions about students and the program as well as ways to contribute to this initiative through Time to Rise.  Emily.Raclaw@marquette.edu

If you're interested in workplace diversity and inclusion, you've probably been hearing a lot about neurodiversity lately. But what exactly is neurodiversity, and how can hiring neurodiverse employees benefit your organization? Neurodiversity is an aspect of diversity that enhances the workplace in numerous ways.To drive sustainable growth in the 21st century, businesses need to continually innovate and identify new sources of talent. Leading companies are finding that people on the autism spectrum and other neurodivergent people can spur innovation and often have the very skills they're looking for. Companies are also discovering new benefits for their brands, customer relationships, employee engagement, and more.Despite this fact, fewer than one in six autistic adults is in full-time employment. Only 32% are in some kind of paid work. More than three-quarters (77%) who are unemployed say they want to work.Possibly no company in the world is doing a better job at attracting neurodivergent talent to drive innovation than Ernst & Young, EY. Our guest Hiren Shukla, Automation & Innovation/Neuro-Diverse Center of Excellence Leader at EY, is one of the world's foremost experts on our topic.Hiren is an inclusive leader driving innovation across emerging digital technologies and unlocking talent as the founder of EYs Neuro-Diverse Centers of Excellence.He also appeared on CBS 60 Minutes in July featuring EY initiatives for the second year in a row. Partners in this talent innovation include Proctor and Gamble, Wells Fargo, and others. Join us! to learn about:The EY NCoE Pilot in 2016 and expansion to seven and growingThe impact on innovation by neurodivergent talent and on corporate cultureHiren's recommendations to companies considering neurodiversity initiatives Check out our blogs and e-guide on Neurodiversity.   

In this two-part episode, our guests Andrea De Loney of Northwell Health and Michael Streffery of Anthem, both experienced ERG program leaders, share insights on what it takes to foster ERGs and ensure success in the eyes of employees and business leaders. Part 1, we discussed perceptions of Employee Resource Groups, current and future priority focus areas, organizational structure, and proper alignment to execute and achieve business goals including allyship, and success metrics.As you listen to Part 2 of this episode, we learn about ERGs' impact on the business, community, and workplace culture, from the perspective of two high-performing diversity and inclusion organizations.Both leaders have much to be proud of.  Stories about engaging allies and making a difference along with the demands and rewards of these roles highlight how challenging this work is.  Hear tips for keeping the momentum going and making it all worthwhile.  The importance of self-care and strong relationships to support others are keys to long-term success. 

In this two-part episode, our guests Andrea De Loney of Northwell Health and Michael Streffery of Anthem, both experienced ERG program leaders, share insights on what it takes to foster ERGs and ensure success in the eyes of employees and business leaders. As you listen to Part 1 of this episode, we discuss perceptions of Employee Resource Groups, current and future priority focus areas, organizational structure, and proper alignment to execute and achieve business goals including allyship, and success metrics.Part 2, we will learn about ERGs' impact on the business, community, and workplace culture, from the perspective of two high-performing diversity and inclusion organizations.Both leaders have much to be proud of.  Stories about engaging allies and making a difference along with the demands and rewards of these roles highlight how challenging this work is.  Hear tips for keeping the momentum going and making it all worthwhile.  The importance of self-care and strong relationships to support others are keys to long-term success.

Allison Waymyers has had successful leadership experience with The NFL, NBA, and Augusta National Golf Club, Home of the Masters Golf Tournament.  Allison discusses her career path as a Black woman in the sports industry.  Despite her career success, she encountered unconscious bias, microaggressions, and the intersectionality of being both Black and female in a traditionally male-dominant industry.  She also provides her insights into what we all can learn from college and pro athletes about racial justice advocacy and action.  Allison was the first female hired in a leadership role as Director of Football and Career Development at Clemson University Football by National Championship coach Dabo Swinney.She presently is Owner & Founder at Spry Players Group, LLC an athlete development and career management firm that empowers collegiate and professional athletes, as well as non-athletes in all professions. 

Generation Z or Gen Z is the newest generation, born between 1997 and 2012/15. They are currently between 6 and 24 years old (nearly 68 million in the U.S.)Gen Z Is the Queerest Generation Ever, According to New Survey…An unprecedented 15% of Gen Zers are LGBTQ+, according to a new Gallup poll.In a random sampling of 15,349 American adults conducted last year, nearly 1 in 6 Gen Z respondents (or 15.9%) said they are queer or transgender. This group represents the New and Recent entrants into the labor force, these new eyes and new perspectives of recent grads who have just entered the workforce can help us see work and work experience in new ways. At The Inclusive Enterprise Podcast, we were curious about the experience of LGBTQ new entrants to the workplace and their transitions from college to the workforce. We wanted to know, which were the elements that were most challenging?  What LGBTQ Gen Zers want their future bosses — and where they want to work?  We're pleased to be joined by Manny Velásquez-Paredes, the Director of The University of North Florida LGBTQ Center located in Jacksonville, Florida to share insights  on the topic.-- , WHAT GEN Z LGBTQ TALENT WANTS FROM THEIR BOSSES AND EMPLOYERS.  

In this episode, Craig Kramer explores Johnson & Johnson's history, strategy, and the incredible success the organization has had in addressing Mental Health as Diversity and Inclusion matter. Kramer serves as the Mental Health Ambassador and Chair, Global Campaign on Mental Health for Johnson & Johnson, the leading American multinational corporation founded in 1886.  Johnson and Johnson is consistently recognized the list of Best Companies For Diversity and Inclusion. Racial/ethnic, gender, and sexual minorities often suffer from poor mental health outcomes due to multiple factors including inaccessibility of high quality mental health care services, cultural stigma surrounding mental health care, discrimination, and overall lack of awareness about mental health. Mental health and diversity and inclusion (D&I) are closely connected. As employers deepen their focus on D&I and racial justice, they should ensure employees from diverse backgrounds have the mental health support they need, from employee resource groups to counseling services to mental health screening tools.It's impressive that in just a few short years Johnson and Johnson's Mental Health Diplomats Employee Resource Group (ERG) has membership growth of over 1000 employees in 32 countries and aligns to support a strategy to attract and retain diverse talent.        

 Judge Hatchett, shares her insights on Finding Your Purposeful Path: Dare to Take Charge, Motivating and Inspiring the Workforce to Expect and Work Toward Greatness, and The Corporate Challenge to Lead and Serve Inclusively.  She discusses how corporate and non-profit board members have an important role in building an inclusive workplace that drives people performance and financial results for organizations.  In 2016 Judge Glenda Hatchett represented the family of Philando Castile, a 32-year-old Black American man, who was fatally shot during a traffic stop by police officer Jeronimo Yanez of the St. Anthony police department, in a suburb of Saint Paul Minnesota that gained national and international news.  At the time Judge Glenda Hatchett and many others also believe the violent death of Philando Castile was simply wrong. “I am deeply concerned about what seems to be an epidemic of African-American men being killed by police,” Hatchett said.  Glenda Hatchett has served as an American judge, attorney, founder of The Hatchett Firm, P.C. a national firm located in Atlanta, GA., and star of the former Sony Television court show, Judge Hatchett, and current-day, The Verdict with Judge Hatchett. She has served on the Boards of three Fortune 500 companies - HCA, The Gap Inc. and ServiceMaster Company. In this episode listeners hear her perspective, as well as perseverance and passion for litigation, racial justice, and diversity & inclusion. 

Welcome!We're so excited to finally launch The Inclusive Enterprise Podcast and depart for the journey of growing our community… connecting with listeners and guests… and inspiring YOU to drive your personal and organizational growth through diversity, equity, and inclusion.If you're tuning in and wondering what this podcast is going to be all about, and what we intend to provide you throughout this podcast, then continue to listen. We all want to play a role in helping our workplace and society to improve diversity, equity, and inclusion (DEI). But that can be a difficult task. How do you create an environment where our differences are celebrated? How do you change long-held beliefs and biases? It requires a level of honesty that can make people uncomfortable and cause many to worry that it will lead to unnecessary confrontation. To get there, we have to be willing to have brave conversations that change hearts and minds.The Inclusive Enterprise Podcast is intended to be that safe space for brave conversations to connect, share, and grow together.Our intent is that we inform, educate, learn and develop from this community with content that is relevant and applicable in your work and life – we encourage you to provide feedback from time to time so we can produce future episodes that you'll value and enjoy! Why we're doing the Podcast and why it's so important right now.What we want to give you, what you can expect from the show.Who are Brian and Charlotte?Why becoming an Inclusive Leader is essential for YOU to advance DEI at your Enterprise.Preview of Season 1 Episodes – starting with Episode 1 featuring interview guest Judge Glenda Hatchett!This certainly feels like a time like no other. If we do this season right, we will be able to help and encourage every single listener to become clear on their ‘why DEI now', as well as the path forward to become a more inclusive leader.   We'd be honored to be with you, and hope you'll continue to join us as a community member on a biweekly basis as we leap into season 1.  “We need more inclusive leaders and enterprise cultures to drive belonging, innovation and profitable growth...let's build them.”   - Brian & Charlotte Hughes