Podcasts about advancing diversity

Advancing Diversity and Inclusion: Insights from Mark Lomas of Lloyd's of LondonJoin us on Inclusive Leaders as we sit down with Mark Lomas, Head of Culture at Lloyd's of London, to explore his inspiring journey and the impactful strategies he employs to foster diversity and inclusion across the organization. From meeting ambitious targets in leadership diversity to innovative initiatives like the Inclusive Futures program, Mark provides actionable insights grounded in evidence-led approaches. Tune in to learn how authentic leadership and a commitment to equitable opportunities drive cultural transformation and success.Continue the conversation on LinkedIn

Stéphanie Daudier is a specialist in workplace diversity and the founder of The Inspiration Lab. As an entrepreneur, she is dedicated to promoting senior inclusion in society and advancing gender equality in the workplace. With 30 years of experience in the corporate world across Europe and Asia, Stéphanie spent over 8 years living and working in Asia, including 4 years as an expatriate in Tokyo, Japan. A trained mathematician, she brings precision to her work and makes complex data both tangible and engaging. Stéphanie stands against ageism and stereotypes, advocating for a rebellious life full of joy and energy.In this episode, we talk with Stéphanie about her career journey and the values that have shaped her path. She shares her transition from marketing and leadership roles to entrepreneurship and executive coaching after her time at L'Oréal. She discusses how she navigated career changes, including her shift to building a public presence, underscored by her TEDx speech. Stéphanie reflects on the importance of simplicity in career management, her commitment to promoting equality and career opportunities for seniors, her advice to her younger self and her plans for the future.Links from the episode: The Inspiration Lab homepageStéphanie TEDxBlois ‘Exister pleinement jusqu'à 100 ans' (in French)Stéphanie's LinkedIn profileThanks for listening!Visit our homepage at https://disrupt-your-career.comIf you like the podcast, please take a moment to rate it and leave a review in Apple Podcast

Brought to you by: Mayo Clinic Talks Host: Nicole Nfonoyim-Hara Guests: Semirra L. Bayan, M.D., and Katie M. Van Abel, M.D. On this episode of the RISE for Equity podcast, host Nicole Nfonoyim-Hara is joined by Semirra L. Bayan, M.D., and Katie M. Van Abel, M.D., to discuss diversifying the physician workforce. Dr. Van Abel and Dr. Bayan share about the important role of pathway programs to lift up marginalized and underserved communities, and innovative strategies for cultivating diversity, equity, and inclusion in medical training and careers.   Learn more at https://mcpress.mayoclinic.org/rise-for-equity/    Connect with the Mayo Clinic's School of Continuous Professional Development online at https://ce.mayo.edu/ or on Twitter @MayoMedEd.    “Equity is about pulling up more chairs at a table.  There's just more chairs at the table. We're not taking chairs away from other people. And the importance of lifting everybody up and creating community truly makes all of us better people.” – Dr. Bayan “One thought has been really important for me throughout this process, and that is to remain curious; to not just assume you know everything about a problem, to learn as we go, and to allow the people that we're working with to teach us so that we can do better for the next group of students or individuals.”  -Dr. Van Abel

In this conversation, we bring together key female experts from the global HVAC & refrigeration industries to discuss diversity, equality, and mentorship. Brandi Ferenc (Fair-Trades Toolbox), Colleen Keyworth (International Network of Women in Cooling), Jessica Bannister (HVACJess) and Ashley Fuller (Hussmann) share their individual journeys, successes and challenges as women in the skilled trades, including the importance of top-down cultural change, mentorship, and innovation in order to further drive HVACR forward. We also get into new tools and technological advancements in refrigeration. This episode was recorded in celebration of World Refrigeration Day (June 26th). In this conversation, we discuss: -How diversity & equality has driven growth and innovation in refrigeration -HVAC-R influencers on social media -How technology is making it easier for women in HVACR -Inventions by women in HVACR -Addressing the labour shortage in the skilled trades -The importance of mentorship  -Challenges women face in the HVAC & refrigeration industries -Diversity and inclusion in the workplace -Field experiences and microaggressions -Opportunities for women in HVACR -Decarbonization in refrigeation Helpful Links & Resources: Brandi Ferenc on Instagram Fair-Trades Toolbox: https://fairtradestoolbox.com/  Colleen Keyworth on LinkedIn International Network of Women in Cooling: https://www.inwic.org/  Jessica Bannister (HVACJess): https://www.hvacjess.com/  HVACJess - The HVAC Diaries on YouTube Women in HVAC: https://www.womeninhvac.ca/  Women in HVAC-R Canada: https://www.womeninhvac.ca/  Ashley Fuller on LinkedIn Episode 185: Refrigeration is a Journey: Ashley Fuller's Refrigeration Roadmap Book: Rebel Ideas: The Power of Diverse Thinking by Matthew Syed Book: Lean In: Women, Work, and the Will to Lead by Nell Scovell and Sheryl Sandberg BOOK A CALL with Trevor to learn more about coaching & mentorship programs Upcoming Servicing Compressors, Supermarket and CO2 Trainings: Learn More Here Learn More About Refrigeration Mentor: https://refrigerationmentor.com/ Get your FREE Service & Compressor Troubleshooting Guide: Access Here Refrigeration Mentor on Instagram Refrigeration Mentor YouTube Channel

Data Bytes listeners get an exclusive discount to join Women in Data. ⁠View discount here. (00:00:30 - 00:01:52) Welcome and Introduction (00:01:52 - 00:04:07) Democratizing Data (00:04:07 - 00:06:59) Balancing Architecture and Flexibility (00:06:59 - 00:10:08) Internal vs. Consulting Support (00:10:08 - 00:13:09) Measuring ROI in Data Projects (00:13:09 - 00:16:26) Improving Business and Technical Team Collaboration (00:16:26 - 00:20:20) In-Person vs. Virtual Collaboration (00:20:20 - 00:22:21) Importance of Networking and Personal Growth (00:22:21 - 00:27:31) Sandy's Career Turning Points (00:27:31 - 00:29:33) Mentorship: Being a Great Mentor and Mentee (00:29:33 - 00:32:38) Advancing Diversity and Equity in Tech Careers (00:32:38 - 00:33:25) Closing Remarks (00:33:25 - End) Outro and Membership Invitation --- Support this podcast: https://podcasters.spotify.com/pod/show/women-in-data/support

This is the third episode of the, "Psoriasis in Skin of Color Unplugged" series, hosted by expert dermatologist Dr. Mona Shahriari who will be discussing the gaps in care for psoriasis patients with skin of color. This episode, “Advancing Diversity and Inclusion in Clinical Trials”, featuring expert dermatologists Dr. Andrew Alexis and Dr. Jennifer Soung, discusses the following topics: Underrepresentation of diverse patients, investigators, and trial sites in clinical studies FDA efforts to improve clinical trial diversity and education The impact that current clinical trials focusing on SOC are having on patient care High-level findings from the VISIBLE trial studying psoriasis patients of color   www.LiVDerm.org

As technology revolutionizes industries worldwide, education is no exception. Integrating technology in classrooms has brought about significant changes, offering new opportunities and challenges for students and educators. However, the lack of women in tech leadership often creates hurdles unique to implementing technology in education. In this special episode of the Learning Through Technology podcast, we are joined by Denise Musselwhite, Founder, Leadership and Executive Coach and Consultant at Tech & Thrive, a company focused on leadership and coaching across diverse industries with an emphasis on women in Tech. Join us as we connect with Denise, a trailblazing Latina in the technology industry. Denise shares her personal journey and offers advice on how women can advance to leadership positions. Learn about the importance of diversity and inclusion in tech and how you can forge your own path to leadership by articulating your value to managers.

As we continue to seek more diverse voices in the corporate world and demand more representation for women and People of Color, we see experienced women leaders leading the demand for change. Robin L. Washington, who joins us on the podcast today, is the Co-founder of Black Women on Boards, an organization that removes obstacles that the world's top Black female executives can face when pursuing board of director appointments. We talk about authenticity in the workplace, diversity of thought and representation at the board and C-suite level, and so much more. This week's episode 102 of How Women Inspire Podcast is about advancing diversity in the boardroom and c-suite!In this episode of How Women Inspire Podcast, Robin Washington is sharing the importance of diversity of thought and inclusivity in business and actionable steps you can take right now to create space for authenticity through your leadership. Robin L. Washington is a Fortune 100 board member and operating executive, currently serving on the boards of Alphabet, Honeywell, and Salesforce, where she is the Lead Independent Director. A CFO with significant expertise in Life Sciences and Enterprise Software, Robin is passionate about human capital management and deeply committed to accelerating the next generation of innovative leaders and entrepreneurs. Robins is the Co-founder of Black Women on Boards, and the recipient of the Get on Board Week Fearless Leader Award through How Women Lead.Some of the talking points Julie and Robin go over in this episode include:Robin's top ten words of wisdom for women everywhere.The importance of creating space for your employees and team members to be their authentic selves.Using leadership to inspire and set direction, not task management.The importance of diversity of thought and increasing representation in business.Thank you for listening! If you enjoyed this episode, take a screenshot of the episode to post in your stories and tag me!  And don't forget to follow, rate, and review the podcast and tell me your key takeaways!Learn more about How Women Inspire at https://www.howwomenlead.com/podcast CONNECT WITH ROBIN L. WASHINGTON:LinkedInBlack Women on BoardsCONNECT WITH JULIE CASTRO ABRAMS:LinkedIn - JulieHow Women LeadHow Women InvestHow Women GiveInstagram - HWLLinkedIn - HWLFacebook - HWLJoin us for Get On Board Week from October 16-20, 2023. Registration is now open at https://www.howwomenlead.com/getonboard

In this Tech Talks Daily Podcast episode, we are privileged to host Milena Berry, Co-Founder and CEO of PowerToFly, the groundbreaking platform at the forefront of accelerating economic equity by upskilling and connecting underrepresented talent with significant roles in visible sectors. Our discussion delves into Milena's visionary mission, striving to partner with the top 100 brands to offer a range of diversity solutions through PowerToFly. We explore the human element of success, seeking insights into the influential figures who have shaped Milena's journey. A focal point of our conversation is PowerToFly's innovative feature within their PowerPro product, 'Candidate Search.' This transformative tool redefines talent acquisition, enabling companies to identify and recruit candidates from underrepresented backgrounds with unprecedented inclusivity and efficiency. We discuss how this tool uses Enhanced Search to identify candidates based on diversity parameters like gender and ethnicity, revolutionizing the hiring landscape. We confront sobering statistics, such as the disproportionate job losses among DEIB workers in 2021 and the persistent issue of racial discrimination in the tech industry. PowerToFly's response, through their Diversity Filters and beyond, offers a comprehensive suite of solutions addressing these challenges. Our discussion with Milena also ventures into strategies for implementing effective and enduring DEIB policies, encompassing leadership accountability, regular training, and integrating DEIB into every hiring phase. We examine how these strategies can weave DEIB into a company's DNA, fostering ethical practices and business success.

NCUA Chairman Todd M. Harper's Written Testimony Before the House Financial Services CommitteeNCUA Chairman Todd M. Harper testifying before the House Financial Services Committee in 2023.Chairman McHenry, Ranking Member Waters, and members of the committee, thank you for inviting me to discuss the work of the National Credit Union Administration (NCUA).The NCUA insures deposits at federally insured credit unions, protects credit union members, and charters and regulates federal credit unions. The NCUA also protects the safety and soundness of the credit union system by identifying, monitoring, and managing risks to the National Credit Union Share Insurance Fund (Share Insurance Fund). In my testimony today, I will discuss the state of the credit union system, recent efforts by the agency to strengthen the system, and several legislative requests.State of the Credit Union SystemThe credit union system over the last year has remained largely stable in its performance and relatively resilient against economic disruptions. However, during the last few quarters, the NCUA has seen growing signs of financial strain on credit union balance sheets and in household budgets. Economists are also forecasting an economic slowdown as the lagged effects of elevated interest rates take hold. Each of these developments could affect credit union performance in the coming quarters.Over the same period, the NCUA has also seen growing stress within the system because of a rise in interest rate and liquidity risks. In fact, this financial stress is reflected in the increasing number of composite CAMELS code 3, 4, and 5 credit unions.1 Assets in composite CAMELS code 3 institutions increased sizably in the second quarter, especially among those complex credit unions with more than $500 million in assets. Such increases may well continue in future quarters. We have additionally seen more credit unions fall into the composite CAMELS code 4 and 5 ratings during the second quarter.Credit Union System PerformanceAs of June 30, 2023, the system's net worth ratio stood at 10.63 percent. There was continued year-over-year growth in assets and lending, with system assets surpassing $2.2 trillion and outstanding loans at more than $1.5 trillion. Although insured shares and deposits decreased slightly compared to the previous quarter, they stood almost 2 percent higher than one year earlier.Second quarter data also demonstrate some indications of growing consumer financial stress. The delinquency rate for loans rose slightly to 63 basis points, although it remains below historic averages. Credit cards and automobile loans, however, show increased delinquency levels at 154 and 67 basis points, respectively. Additionally, net charge-off levels have risen over the last year, returning to pre-pandemic averages.Additionally, funding costs for credit unions have increased significantly in the rising interest rate environment. Credit unions have increased their issuances of time deposits, leading to total interest expenses growing substantially over the year. However, the industry's return on average assets remains sound at 79 basis points. Together, these numbers show the credit union system continues to rest on a solid footing.External Factors Affecting the SystemThe NCUA is closely monitoring the financial markets and the economy as the current environment has created challenges for some consumers and credit unions. Inflation and interest rates are affecting household budgets, which could lead to an increase in credit risk in future quarters. In addition, the prevalence of hybrid work environments has placed pressure on commercial real estate lending. While the credit union system overall has modest exposure to this type of lending, the NCUA is closely monitoring individual credit unions with material exposure to commercial real estate.The rise in interest rates has also increased liquidity and interest rate risks in the credit union system, including at several of the 421 federally insured credit unions with more than $1 billion in assets. Accordingly, the NCUA has emphasized the importance of liquidity risk management and contingency planning in its industry communications and will continue to ensure credit unions conduct liquidity and asset-liability management planning to address current challenges and future uncertainties.With respect to all these risks and to protect the Share Insurance Fund against potential losses, the NCUA will continue to vigilantly monitor credit union performance through the examination process, offsite monitoring, and tailored supervision. The NCUA will also, when appropriate, take action to protect credit union members and their deposits.Share Insurance Fund PerformanceBacked by the full faith and credit of the United States, the Share Insurance Fund provides insurance coverage for individual accounts at federally insured credit unions up to $250,000.2 As of June 30, 2023, the Share Insurance Fund insured $1.7 trillion in deposits and shares. Notably, the Share Insurance Fund protects nearly 92 percent of total share deposits in the credit union system. In comparison, uninsured shares and deposits equaled approximately $160 billion in the second quarter or 8 percent of total share deposits.The Share Insurance Fund continues to perform well, with no premiums currently expected. As of June 30, 2023, the Share Insurance Fund reported a year-to-date net income of $79 million, a net position of $20.3 billion, and an equity ratio of 1.27 percent.3 The NCUA projects that the equity ratio of the Share Insurance Fund will end the year at 1.27 percent, which is sufficient but below the 1.33 percent normal operating level target set by the NCUA Board.Given the liquidity events in 2023, economic conditions, and the growing stress in the credit union system from liquidity and interest rate risks, the NCUA Board decided to build up the liquidity position of the Share Insurance Fund to a targeted amount of $4 billion. The Share Insurance Fund reached that target in September. The NCUA Board continues to monitor liquidity in the Share Insurance Fund.State of the Central Liquidity FacilityThe COVID-19 pandemic, inflationary pressures, interest rate volatility, and liquidity risk have all underscored the importance of the NCUA's Central Liquidity Facility (CLF).4 The CLF is an important tool and acts as a shock absorber when unexpected liquidity events occur.Under the NCUA's regulations, credit unions with assets more than $250 million must have access to a federal emergency liquidity source as part of their contingency funding plans. This federal emergency liquidity backstop can be the CLF, the Federal Reserve's Discount Window, or both. Credit unions with less than $250 million in assets are not required to have membership with a contingent federal liquidity source; however, they must identify external sources as part of their liquidity policy.5As of September 30, 2023, the CLF had 399 consumer credit union members, providing $19.8 billion in lending capacity. These credit unions range in asset size from less than $50 million to more than $10 billion. Their access to the CLF helps protect approximately $360 billion in credit union members' assets.The more members the CLF has, the more effective it is as a liquidity facility. As of December 2022, the CLF had a much greater total membership of 3,673 consumer credit unions with a combined $537 billion in member assets and a lending capacity of $27.5 billion. This rapid decline in membership assets followed the expiration of the temporary statutory enhancements that: Increased the CLF's maximum legal borrowing authority; Permitted access for corporate credit unions, as agent members, to borrow for their own needs; Provided greater flexibility and affordability to agent members to join the CLF to serve smaller groups of their covered institutions; and Gave the NCUA Board the clarity and flexibility about the loans it can approve by removing the phrase, “the Board shall not approve an application for credit the intent of which is to expand credit union portfolios.” Among other benefits, these statutory provisions facilitated agent membership of corporate credit unions. These enhancements, however, ended on January 1, 2023, resulting in 3,322 credit unions with less than $250 million in assets losing access to the CLF. Consequently, the CLF's borrowing capacity has decreased by almost $10 billion.To address this expiration and growing liquidity risks, the NCUA Board has unanimously requested that Congress allow corporate credit unions to purchase capital stock in the CLF to help smaller credit unions access to the facility. This change would make the CLF more affordable for corporate credit unions subscribing for a subset of their members. The Congressional Budget Office has scored the CLF reforms at no cost to taxpayers.6NCUA's Efforts to Protect and Strengthen the Credit Union SystemIn recent months, the NCUA has undertaken several actions to respond to cybersecurity risk; support minority depository institutions; enhance the credit union system's and the NCUA's diversity, equity, and inclusion efforts; and consider and adopt new rules to strengthen the system.Enhancing CybersecurityCybersecurity threats within the financial services industry are high and expected to remain so for the foreseeable future. To maintain vigilance against these threats, the NCUA is committed to ensuring consistency, transparency, and accountability in its cybersecurity examination program and related activities.Earlier this year, the NCUA deployed its updated, scalable, and risk-focused Information Security Examination (ISE) procedures. The ISE examination initiative offers flexibility for credit unions while providing examiners with standardized review steps to facilitate advanced data collection and analysis. Together with the agency's voluntary Automated Cybersecurity Evaluation Toolbox maturity assessment, the new ISE procedures will assist the NCUA in protecting the credit union system from cyberattacks.In addition, the NCUA's recently implemented cyber incident reporting rule has proven to be helpful to the agency and credit union industry.7 The final rule requires a federally insured credit union to report a substantial cyber incident to the NCUA as soon as possible but no later than 72 hours after the credit union reasonably believes a reportable cyber incident has occurred. In the first 30 days after the rule became effective, the NCUA received 146 incident reports, more than it had received in total in the previous year. More than 60 percent of these incident reports involve third-party service providers and credit union service organizations (CUSOs).The NCUA also actively communicates with credit unions about the increased likelihood of cyberattacks resulting from geopolitical and other cyber events. Credit unions of all sizes are a part of the U.S. critical infrastructure and should implement appropriate controls in the technology they use to deliver member services.Maintaining Consumer Financial ProtectionAn important part of the NCUA's mission is to examine credit unions with less than $10 billion in assets for compliance with consumer financial protection laws. The agency's consumer compliance efforts are integral to maintaining a safe-and-sound credit union system.In 2023, the agency's consumer financial protection supervisory priorities have included overdraft protection, fair lending, residential real estate appraisal bias, and Truth in Lending Act and Fair Credit Reporting Act compliance. The NCUA also prioritized examining credit union compliance with the Flood Disaster Protection Act, including disclosure requirements.In addition, the agency increased its review of overdraft programs and non-sufficient funds fee practices at credit unions to assess whether providing those services and charging the fees are potentially unfair practices. The NCUA's supervision of the services aims to create a more equitable system that supports financial stability for credit union members, improves transparency, and advances the statutory mission of credit unions to meet the credit and savings needs of their members, especially those of modest means.8Furthermore, the NCUA conducts targeted fair lending examinations and supervision at federal credit unions to assess compliance with federal fair lending laws and regulations. These reviews are critical to identifying discrimination and fostering financial inclusion. In August 2023, the NCUA encouraged the industry to review and comply with previously issued guidance addressing prohibited discriminatory practices in automated underwriting systems. Specifically, the agency encouraged credit unions to review system parameters to ensure compliance with the Equal Credit Opportunity Act and its implementing regulation.In addition to appraisal bias oversight examinations, the NCUA joined with the other Federal Financial Institution Examination Council agencies in June to issue proposed guidance for reconsideration of value for residential real estate valuations. The proposed guidance advises on policies that financial institutions may implement to allow consumers to provide information that may not have been considered during an appraisal or if deficiencies are identified in the original appraisal.As part of its consumer financial protection efforts, the NCUA's Consumer Assistance Center also resolves consumer complaints against federal credit unions with total assets up to $10 billion and, in certain instances, federally insured, state-chartered credit unions. In 2022, the Consumer Assistance Center responded to 10,589 written complaints, 1,842 inquiries, and 30,232 telephone calls from consumers and credit unions concerning consumer financial protection regulations.Finally, the NCUA regularly presents webinars promoting financial literacy and financial inclusion. Over the past year, the agency has hosted webinars on appraisal bias, elder financial abuse, and minority depository institutions. In addition, the agency participates in national financial literacy initiatives, including the interagency Financial Literacy and Education Commission.Supporting Minority Depository InstitutionsSupporting minority depository institution (MDI) credit unions is a longstanding priority for the NCUA. MDI credit unions represent approximately 10 percent of federally insured credit unions, and there are presently 498 such credit unions. These MDIs have more than five million members and exceed $66 billion in assets.In 2015, the NCUA established its MDI Preservation Program and has since sought new ways to assist MDI credit unions, their members, and the communities they serve. In 2022, the NCUA launched the Small Credit Union and MDI Support Program, allocating resources to assist MDIs in addressing operational challenges such as staff training, examinations, and improving earnings. In 2023, the NCUA allocated 10,000 staff hours across its three regional offices for the program.This year, the agency also issued customized guidance to examiners to provide insights into MDIs' unique business models and members' needs. The guidance assists examiners in understanding MDIs' distinct business model compared to other mainstream financial institutions by providing instruction on how to use MDI peer metrics instead of traditional peer metrics.Notably, while MDIs tend to be smaller institutions, they have relatively strong financial performance. As of the end of the second quarter of this year, MDIs averaged about $133 million in total assets, yet their return on average assets and net worth ratios were higher than federally insured credit unions overall and equal to credit unions with assets exceeding $1 billion. Meanwhile, their charge-off levels were consistent with the levels reported for both larger credit unions and credit unions overall.Congress recently authorized all MDIs to be eligible for Community Development Revolving Loan Fund grants and loans. Previously, MDIs required the low-income credit union designation to qualify. In the 2023 grant round, 42 MDIs received more than $1.4 million in technical assistance grants. The amount of funding MDIs received was a five-fold increase from the level of funding provided in 2022.Finally, the NCUA in October hosted an MDI Symposium that discussed how the agency can better serve these institutions. The MDI Symposium brought together MDI credit unions and industry stakeholders to learn about the challenges faced by MDIs. Sessions included case studies of successful MDI business models for replication. The NCUA plans to leverage this information to further support its MDI Preservation Program. And, as part of the NCUA's Diversity, Equity, and Inclusion Summit for credit unions in early November, the NCUA held a session that discussed MDI challenges and strategies for success.Advancing Diversity, Equity, and InclusionThe NCUA is fully committed to fostering diversity, equity, and inclusion (DEI) within the agency and the credit union system.The agency uses data from the Federal Employee Viewpoint Survey, including the Office of Personnel Management's Diversity, Equity, Inclusion, and Accessibility index, to inform its data-driven DEI strategies and activities.9 The agency's internal practices to promote DEI are also wide-ranging. For example, the NCUA's employee resource groups serve more than 30 percent of agency staff, surpassing the industry standard membership goal of 10 percent. Further, the NCUA's special emphasis program educates staff on cultural diversity and provides dedicated support for employees and managers with disabilities.In addition, the NCUA routinely recruits employees with diverse backgrounds and seeks to ensure broad applicant pools for vacancies. These diversity recruitment efforts are aimed at attracting and retaining highly qualified individuals from underrepresented groups, including Hispanics and candidates with disabilities. In 2023, the NCUA conducted a targeted barrier analysis to identify hiring and retention challenges for women and Hispanic employees. In addition, the agency has consistently exceeded the federal employment rate goals for employees with disabilities and targeted disabilities since 2017.10 Slightly more than 59 percent of the NCUA's managers are women.The NCUA has additionally built a diverse supplier network to obtain innovative solutions and the best value, particularly in technology and IT solutions. During 2022, the agency awarded $32.8 million of reportable contract dollars to minority and women-owned businesses. That figure represents 45 percent of the agency's contracting dollars, an increase of 8 percentage points from the prior year.Credit unions may also assess their DEI policies and programs through a voluntary credit union diversity self-assessment offered annually.11 Credit union submissions of their self-assessment have no bearing on their CAMELS rating, and examiners cannot access the data. The NCUA reports credit union diversity data only in the aggregate. The agency encourages credit unions to use this tool to support their DEI efforts.In 2022, 481, or 10 percent of all credit unions, submitted a self-assessment. The figure represents an all-time high for submissions to the NCUA. Of those submissions, 302 were federally chartered credit unions, 178 were federally insured and state-chartered, and one was a non-federally insured, state-chartered credit union. The number of CUDSA responses in 2022 is twice as much as the 240 self-assessments submitted in 2021.Finally, to support credit union accomplishments in DEI and provide further guidance, the NCUA hosted its fourth DEI Summit in Washington, D.C., in early November. This now annual event provided a forum for hundreds of credit union stakeholders to network, share best practices, and meet with thought leaders on ways to expand their DEI efforts. The event also highlighted the importance of allyship in helping to achieve the NCUA's and credit unions' DEI goals and improve the financial prospects and futures of families across the country.Rulemaking ActivitiesSince May, the NCUA Board has engaged in several rulemakings on topics like MDI preservation, member expulsion, financial innovation, fair hiring, and charitable donations. These rulemakings have aimed to implement laws required by Congress and strengthen the credit union system.In May, the NCUA Board approved a proposed rule that would add “war veterans' organizations” to the definition of a “qualified charity” that a federal credit union may contribute to using a charitable donation account. The NCUA Board approved the proposed rule noting the attributes of “veterans' organizations” as defined by section 501(c)(19) of the Internal Revenue Code are aligned with the purposes of the current charitable donation account rule. A “qualified charity” is a section 501(c)(3) entity defined by the Internal Revenue Code and must be both a non-profit and be organized for a charitable purpose. The final rule will be considered on November 16.In June, the NCUA Board approved proposed changes to the interpretive ruling and policy statement on the agency's Minority Depository Institution Preservation Program. The proposal would amend an existing interpretive ruling and policy statement to update the program's features, clarify the requirements for a credit union to receive and maintain an MDI designation, and reflect the transfer of the MDI Preservation Program administration from the agency's Office of Minority and Women Inclusion to its Office of Credit Union Resources and Expansion. Proposed amendments to the interpretive ruling and policy statement also include incorporating recent program initiatives, providing examples of technical assistance an MDI may receive, establishing a new standard for MDIs to assess their designation periodically, and updating how the NCUA will review an MDI's designation status, among other changes. This rule is pending.Additionally, the Board finalized a rule in July to implement requirements of the Credit Union Governance Modernization Act of 2022.12 This regulation streamlines procedures for credit unions to expel a member in cases of serious misconduct.In September, the NCUA Board approved a financial innovation final rule that provides flexibility for federally insured credit unions to utilize advanced technologies and opportunities offered by the financial technology sector. The final rule specifically provides credit unions with options to participate in loans acquired through indirect lending arrangements and financial technology. With the adoption of this final rule, the limits previously found in the NCUA's regulations are replaced with policy, due diligence, and risk-management requirements that can be tailored to match each credit union's risk levels and activities.Lastly, the NCUA Board in October approved a proposed rule that would incorporate the NCUA's Second Chance Interpretive Ruling and Policy Statement, and statutory prohibitions imposed by Section 205(d) of the Federal Credit Union Act into the agency's regulations. This proposed rule would allow people convicted of certain minor offenses to work in the credit union industry without applying for the NCUA Board's approval. It would also amend requirements governing the conditions under which newly chartered or troubled federally insured credit unions must notify the NCUA of proposed changes to their board of directors, committee members, or senior executive staff. The comment period closes on January 8, 2024.Legislative RequestsWhile the credit union system continues to perform well overall, several amendments to the Federal Credit Union Act would provide the NCUA with greater flexibility to effectively regulate the credit union system and protect the Share Insurance Fund in light of an evolving economic environment, a changing marketplace, and technological advancements.Central Liquidity Facility ReformsAs noted previously, the NCUA Board unanimously supports a statutory change to restore the ability of corporate credit unions to serve as CLF agents on behalf of a subset of their member credit unions. Such legislation would better allow the CLF to serve as a shock absorber for liquidity events within the credit union system.On February 28, 2023, lawmakers introduced bipartisan legislation that would allow corporate credit unions to purchase CLF capital stock on behalf of a subset of their members.13 This legislation would permit corporate credit unions to contribute capital to provide coverage for smaller members with less than $250 million in assets. Liquidity risks within the credit union system are rising, and timely consideration of this bill would better protect the credit union system from future liquidity events.Restoration of Third-Party Vendor AuthorityThe risks resulting from the NCUA's lack of vendor authority are real, expanding, and potentially dangerous for the nation's financial infrastructure. Other independent entities, including the Government Accountability Office, the Financial Stability Oversight Council, and the NCUA's Office of Inspector General, have identified this deficiency as inhibiting the NCUA from fulfilling its mission to safeguard credit union members and the financial system. And, it is the NCUA Board's continuing policy to seek third-party vendor authority from Congress.14The agency is working within its current authority to address this growing regulatory blind spot, but it is evident that additional authority is needed. There has also been a shift in credit union leaders' understanding of the value of the NCUA having the same vendor authority as the federal banking agencies. The benefits include credit union access to NCUA examination information when conducting due diligence of vendors, fewer requests from the NCUA to credit unions to intervene with vendors experiencing problems, and fewer losses to the Share Insurance Fund.The potential for such resulting losses to the Share Insurance Fund is real. The NCUA's Office of Inspector General stated that between 2008 and 2015, nine CUSOs contributed to material losses to the Share Insurance Fund. The report noted one of the CUSOs caused losses in 24 credit unions, some of which failed. According to NCUA staff calculations, at least 73 credit unions incurred losses between 2007 and 2020 as losses at CUSOs roll onto credit union ledgers and lead to liquidations.15The absence of third-party vendor examination authority limits the NCUA's ability to assess and mitigate potential risks associated with these vendors. Vendors typically decline these requests or refuse to implement recommended actions. This limitation exacerbates any exposure credit unions have to the operational, cybersecurity, and compliance risks that can arise from these relationships. Without the authority to enforce recommended corrective actions, the NCUA is unable to effectively protect credit unions and their members.Furthermore, the growing reliance on third-party services in the credit union industry poses a systemic risk to the credit union system. Five core banking processors, for example, handle more than 90 percent of the credit union system's assets. A failure of one of these critical third parties could cause hundreds of credit unions and potentially tens of millions of their members to lose access to their funds simultaneously. Such a vendor failure, in turn, may result in a loss of confidence in the financial sector. Ensuring proper oversight is imperative, as CUSOs and third-party vendors are poised to capitalize on financial institutions' growing appetite for artificial intelligence and real-time payment services.If granted third-party vendor authority, the NCUA would implement a risk-based examination program focusing on services that relate to safety and soundness, cybersecurity, Bank Secrecy Act and Anti-Money Laundering Act compliance, consumer financial protection, and areas posing significant financial risk for the Share Insurance Fund.Additional Flexibility for Administering the Share Insurance FundThe recent turmoil in the banking sector, growing liquidity risks within the credit union system, and rising interest rate risk all highlight the need for the NCUA to have additional flexibility for administering the Share Insurance Fund.Specifically, the NCUA requests amending the Federal Credit Union Act to remove the 1.50 percent ceiling for the Share Insurance Fund's equity ratio from the current statutory definition of “normal operating level,” which limits the ability of the Board to establish a higher normal operating level for the Share Insurance Fund. A statutory change should also remove the limitations on assessing Share Insurance Fund premiums when the equity ratio of the Share Insurance Fund is greater than 1.30 percent and if the premium charged exceeds the amount necessary to restore the equity ratio to 1.30 percent.16Together, these amendments would bring the NCUA's statutory authority over the Share Insurance Fund more in line with the FDIC's authority as it relates to administering the Deposit Insurance Fund. These amendments would also better enable the NCUA Board to proactively manage the Share Insurance Fund by building reserves during economic upturns so that sufficient money is available during economic downturns. This more counter-cyclical approach to managing the Share Insurance Fund would better ensure that credit unions will not need to impair their one percent contributed capital deposit or pay premiums during times of economic stress, when they can least afford it.ConclusionThe NCUA stands ready to address the impact of the evolving economic and business cycles within the credit union system. The NCUA will continue to monitor credit union performance and coordinate with other federal financial institution regulators, as appropriate, to ensure the overall resiliency and stability of our nation's financial services system and economy.Thank you again for the invitation to testify about the NCUA's programs and operations. 

Alex Ebanks, Vice President of Communications for ESSENCE Ventures, shares some exciting milestones for the brands she works with. Alex describes how organizations can effectively lead the next generation in their internship and mentorship programs. Alex explains the important factors she considers before choosing to partner with an agency. Alex also shares valuable advice to students about how to make a lasting impression while networking.  Click here to watch the “Time of Essence” documentary series. 

Since the U.S. Supreme Court largely outlawed affirmative action in higher education earlier this year, there's been discussion about what the decision could mean for the future of DEI practices in employment. Taonga Leslie speaks with Marcus Childress about the chilling effect that SFFA v. Harvard has had and how employers can continue to advance DEI in the wake of the decision.  Join the Progressive Legal Movement Today: ACSLaw.org Today's Host: Taonga Leslie, ACS Director of Policy and Program for Racial Justice Guest: Marcus Childress, Special Counsel, Jenner & Block Link: Supreme Court decision in SFFA v. Harvard Link: Report and Recommendations of the New York State Bar Association Task Force on Advancing Diversity Link: Video of ACS's  program,  "Advancing Diversity, Equity, and Inclusion at Work in the Wake of SFFA" Visit the Podcast Website: Broken Law Podcast Email the Show: Podcast@ACSLaw.org Follow ACS on Social Media: Facebook | Instagram | Twitter | LinkedIn | YouTube ----------------- Production House: Flint Stone Media Copyright of American Constitution Society 2023.

Heneka Watkis-Porter here, your host from The Entrepreneurial You podcast and TV show. A warm welcome to all our new listeners and a big shoutout to our dedicated followers – you're truly the heart and soul of our community! Last week was about Unlocking Prosperity: Investing in the Future of the Caribbean with Damie Sinanan. Damie is in the position of Manager of competitiveness and Export Promotion with the Caribbean Export Development Agency. Today, we're talking about all things advancing diversity.  My guest today is Andria Barrett. Andria Barrett is the Founder of The Diversity Agency and is an award-winning Entrepreneur. Her business offers coaching, speaking, training, and consulting services to business owners and non-profit organizations. She is also a Co-Founder of The Banker Ladies Council, which focuses on helping women-led entrepreneurs through mutual aid and teaching cultural sensitivity. She serves as a board member of the Culinary Tourism Alliance, PACE (Project for the Advancement of Childhood Education), and Help A Girl Out (HAGO) and has been appointed as a member of Humber College's Program Advisory Committee (PAC). Andria is a member of the Anti-Racism Advisory Committee with the Peel Regional Police and a famous Judge for awards, including the Canadian SME Awards and Canadian Mortgage Awards. She also leads the SheaMoisture DreamFund Grant program, awarding $50,000 to Black female entrepreneurs in Canada. The Canadian SME named her one of the Most Inspiring Women Entrepreneurs & Business Leaders two years in a row, and she was the 2022 Rotman Family Entrepreneur of the Year. Connect with Andria: https://www.linkedin.com/in/andriabarrett/; https://twitter.com/msandriabarrett; https://instagram.com/msandriabarrett Give Away: One copy of the book written by Dr. Caroline Hossein Thank you for joining us today for this enlightening conversation with the incredible Andria Barrett, a true champion of entrepreneurship, diversity, and community empowerment. We hope you found her journey and insights as inspiring as we did.  If you enjoyed today's discussion, please consider subscribing to our podcast and leaving a review. Your feedback is invaluable and helps us continue to bring you meaningful content. Stay tuned for our upcoming episodes, where we will continue to explore diverse topics and feature exceptional individuals who are making a difference. Until next time, remember that your unique journey can create positive change. I am wishing you a prosperous and purpose-driven path ahead. Take care, and we'll catch you in the next episode! For more information, visit our website at henekawatkisporter.com. You'll find show notes and links related to today's episode. Connect with us on social media too! We're active on Heneka Watkis-Porter, sharing behind-the-scenes content, updates, and sneak peeks of what's coming next. Thank you for being a part of our podcast community. Your support fuels my passion, and we can't wait to bring you more exciting guests and discussions in the future. Affirm with me: I am an unstoppable force of entrepreneurship and empowerment. My journey is filled with purpose, and I embrace each challenge as an opportunity to grow and make a positive impact. I am guided by my passion, driven by my vision, and empowered by my actions. With determination and resilience, I create a world where diversity thrives and opportunities abound. I am a catalyst for change, and my journey leaves a legacy of inspiration and transformation. Until next time, stay curious, healthy, and tuned to The Entrepreneurial You podcast. --- Send in a voice message: https://podcasters.spotify.com/pod/show/the-entrepreneurial-you/message

Tina Loarte-Rodriguez is dedicated to leaving the world a little better than she finds it. She is an eternal optimist who believes in the power of community, kindness, and growth.    Her professional experience includes teaching and over seventeen years of nursing in various healthcare settings and specialties. She is the Associate Director of Health Equity Measures at the Yale Center for Outcomes Research and Evaluation (CORE). Tina works with talented clinical investigators, statisticians, analysts, computer scientists, economists, epidemiologists, management experts, and administrative staff, actively collaborating with national and international experts in health equity measures and outcomes research.    A first-generation college graduate, she is a graduate of Cornell University, UCONN, and Quinnipiac University. A perpetual learner passionate about innovation, health equity, and advocacy, she participates in the American Nurses Association's Innovation Accelerator Program and will be a fellow of the American Nurses Advocacy Institute in the fall.   Tina is a Hartford Business Journal Healthcare Hero Award and the Ct Nursing Association Excellence in Team Award winner. She is active with the National Association of Hispanic Nurses- Hartford Chapter, the CT Nursing Association, and DNPs of Color. Tina is a featured author in Hispanic Stars Rising Vol. III and is extremely proud of her most recent work, Latinas in Nursing, a collection of stories of determination, inspiration, and trust.  Check out the website: Latinasinnursing.com Tina works hard, and she plays even harder. She loves dancing, traveling, and reading. An Afro-Latina Boricua, born and raised in the Bronx, NY, she now resides in CT with her incredibly supportive husband, their three phenomenal children, her father, and two rescue dogs.Connect with Tina on:Website: www.Latinasinnursing.com Join the conversation by sending comments or questions to hello@stressblueprint.com. 1. Subscribe to the Nurse Wellness Podcast2. Download your FREE resource 3 Questions to Ask When You're Stressed3. Join the Wellness Hub for Stress Solutions community4. Email Nurse Wellness Podcast at hello@stressblueprint.comIntro and outro music produced by DNMbeats

Join host Christina as she interviews Martin Mason, a talent and diversity and inclusion specialist. Martin shares how he helps organisations improve their recruitment, talent, and D&I practices. They discuss the difference between diversity initiatives that are tokenistic versus intentional. Martin explains important but not yet mainstream concepts like social mobility and how organizations can remove unnecessary barriers to create more equity. He provides insights on how businesses can foster inclusive cultures through education, seeking diverse perspectives, and focusing on desired outputs. Martin talks about trends like neurodiversity and leveraging different talent pools. He also introduces his company's new tech platform, Talent Mapper, which helps businesses understand their existing workforce capabilities. KEY TAKEAWAYS Don't just do tokenistic activities for diversity - have the intent to create impact. Social mobility is about removing unnecessary hurdles for people from lower socioeconomic backgrounds. Broaden recruitment outreach beyond top universities to increase diversity. Discuss desired outputs first, then work backwards to build an inclusive recruitment process. Seek perspectives from people different from you when making big decisions. Emerging trends are neurodiversity and tapping into wider talent pools through social mobility. BEST MOMENTS "It's not in the mainstream because people don't realize that they need to take some responsibility to fix this." "You've got to go to the right advisors." "The smart businesses are the ones that are seeing it as a long term investment, because if you can outthink your competition and innovate, then your business is sustainable." "Stay curious and educated. The more that you can keep your mind open and learn, the better it will be." VALUABLE RESOURCES Christina Talks Podcast https://www.green-umbrella.biz/how-to-launch-anything-using-social-media/ ABOUT THE HOST Christina has been working with SME's since 2013 to launch, develop and perfect their online presence. In 2019 Christina made the move from employee to business owner of a successful digital marketing agency focused on educating business owners in the use of social media. Christina is driven by the fact that in today's world, it doesn't matter how big or small your marketing budget is, you can be a major player. For small businesses, the tools are just as accessible – you just need to know how to use them! LinkedIn Twitter WebsiteThis show was brought to you by Progressive Media

Danny Guerrero, the vice president of North America Strategy at MMGY Global, always knew he was different. But despite facing tremendous odds in his childhood — including years spent watching his father struggle with substance abuse and feeling out of place as a Latino at an all-white school in San Diego — Guerrero pushed forward on his journey of self-discovery and has since turned many of life's lemons into lemonade.  Guerrero's interests and experiences in public relations, multicultural marketing and brand strategy have propelled him to prominence in the travel industry. He's active in the Diversity, Inclusion and Equity (DEI) space, (winning an Outstanding Achievement Award from the World Travel & Tourism Council for Advancing Diversity and Inclusion in the Travel Industry earlier this year), and he's pioneered research for MMGY that places a lens on the needs of underrepresented groups — most recently, Black and Latinx travelers.  In this episode of Humans of Travel, Guerrero dives into his journey of cultural connection and self-acceptance. He opens up about being the first person in his family to go to a four-year university, the moment he confronted his sexuality, and how he used his interests in politics and tourism to propel his career forward.  He also talks about what's needed in the travel industry to make it a more welcoming and inclusive environment for all.  RESOURCES MENTIONED IN THIS EPISODE Inroads: inroads.org MMGY Travel Intelligence: www.mmgyglobal.com  Future Leaders in Travel Retreat: www.futureleadersintravel.com Latinx Study: www.mmgyintel.com Danny's LinkedIn: www.linkedin.com  ABOUT YOUR HOST  Emma Weissmann is the Digital Managing Editor of TravelAge West, a print and online magazine for travel advisors based in the Western U.S. She is also the co-host of Trade Secrets, a podcast created with sister publication Travel Weekly. TravelAge West also produces national trade publications Explorer and Family Getaways, as well as events including the Future Leaders in Travel Retreat, Global Travel Marketplace West, the WAVE Awards gala and the Napa Valley Leadership Forum.  ABOUT THE SHOW  TravelAge West's podcast, “Humans of Travel,” features conversations with exceptional people who have compelling stories to tell. Listeners will hear from the travel industry's notable authorities, high-profile executives, travel advisors and rising stars as they share the experiences — the highs and the lows — that make them human. See omnystudio.com/listener for privacy information.

In this episode of The Scope of Things, Deb Borfitz speaks with Murray Aitken, Executive Director of the IQVIA Institute, about diversity in clinical development, DEI methods that are and are not working, and the impact diversity has on clinical trials. Aitken also discusses FDA-issued policies to advance diversity and efforts to reduce disparities between subpopulations. He also talks about factors that contribute to those disparities, such as socio-economic backgrounds, genetics, and trust in the system. Finally, he delves into the importance of having diverse groups of participants—particularly Black and Hispanic Americans—in clinical trials to ensure that patients receive the best treatment options and healthcare access. Links from this episode:  Clinical Research News Scope Summit IQVIA Institute 

This episode features a conversation with Diversity, Equity and Inclusion (DEI) expert Jeri Perkins as she talks about the importance of DEI efforts for organizations. Jeri talks about how workforce organizations can keep a focus on DEI year-round and how to move beyond "check the box" inclusion. Discover how to create a work environment where all employees feel valued. 

Conscious Lee joins The Great Battlefield podcast to talk about his career as a debate coach, public speaker and content creator on TikTok where he uses his influence to advance diversity and inclusion.

Jonathan Zur is president and CEO of the Virginia Center for Inclusive Communities (VCIC), a nonprofit organization that works with schools, businesses, and communities to promote inclusion. VEDP President and CEO Jason El Koubi spoke with Zur about VCIC's mission, its activities, and the importance of pairing diversity with inclusion.

On this episode of The Shape of Work, our guest discusses diversity, equity, and inclusion in the workplace and the future of recruitment."Creating a culture of inclusion must be a consistent effort. If we hire someone but don't include them in important decisions or give them a role where their contributions won't be meaningful, it is ineffective and pointless."We welcome Prashant Sahay, Lead Campus Engagement at U GRO Capital, a BSE-listed, small business lending fintech platform. The company is focused on addressing the capital needs of small businesses operating in select eight sectors by providing customized loan solutions.Prashant has close to 7 years of experience in Talent Acquisition. Currently working with a start-up, he has also worked as a consultant dealing with specific responsibilities and targets.Episode Highlights:Changes in strategies for recruitmentViews on diversity, equity, and inclusionThe future of recruitmentAdvice for students entering the corporate worldFollow Prashant on LinkedinProduced by: Priya BhattPodcast Host: Archit SethiAbout Springworks:Springworks is a fully-distributed HR technology organisation building tools and products to simplify recruitment, onboarding, employee engagement, and retention. The product stack from Springworks includes:SpringVerify— B2B verification platformEngageWith— employee recognition and rewards platform that enriches company cultureTrivia — a suite of real-time, fun, and interactive games platforms for remote/hybrid team-buildingSpringRole — verified professional-profile platform backed by blockchain, andSpringRecruit — a forever-free applicant tracking system.Springworks prides itself on being an organisation focused on employee well-being and workplace culture, leading to a 4.8 rating on Glassdoor for the 200+ employee strength company.

In Episode #01 of NAPFA Nation, “Talent Pool: Advancing Diversity in the Financial Planning Profession,” we hear from Luis Rosa, CFP®, EA. Rosa came to the U.S. at age 11 from the Dominican Republic. Growing up in New York City, he noticed the lack of financial literacy in his community and was inspired by his parents to work hard and pursue an education. He founded Build a Better Financial Future LLC and is the host of the On My Way to Wealth podcast. In 2019, Rosa was named to the InvestmentNews “40 Under 40” list, Financial Advisor magazine's “10 Young Advisors to Watch” list, and as Investopedia's “Top 100 Advisors” list. From participating as an FPA NexGen Ambassador & Host, to speaking at the CFP Board's Diversity Summit, Rosa uses his platform to help spread financial literacy as well as encourage younger and diverse planners to join and thrive in the industry. He joined NAPFA in May 2020. Rosa tells us: How he got started in this profession and why he made the business decisions he did Some of the biggest money mistakes he made when younger How learning about cultural competencies helped him to better serve his clients Why being an advocate for DEIB in financial planning is critical to the profession and the communities that advisors serve What advisors starting their DEIB journeys might consider Why he and three other co-founders established the BLX Internship program for aspiring Black and Latinx financial planners to obtain an internship at a fee-only financial planning firm Key point: The financial planning industry is woefully underrepresented from a diversity standpoint. In fact, 73% of Certified Financial Planners are white males. Rosa believes that in order to move the financial planning profession forward, the profession must be more representative of the population of our country. Special Note: In 2023, we rebranded the NAPFA podcast with a new album cover and series title: NAPFA Nation. We are shifting our monthly episodes to bring you inspiring conversations and key insights from leaders in the Fee-Only financial planning profession. Marie Swift, Founder and CEO of Impact Communications, will continue on as host, interviewing a variety of NAPFA members and professionals. You will still be able to find on this channel the 32 Mindset Mastery episodes with respected fiduciary financial planners and allied advocates who are committed to accomplishing great things as they master their own mindset and continue to serve their clients in the best ways possible.

Danielle Mitchell, CEO and Founder of Black Women in Clinical Research, shares why she started her organization and how they are working to advance diversity in the clinical research industry. Tune in to hear about the panel session she will be participating in at the 2022 Global Site Solutions Summit and why she feels SCRS Summits are different from other industry conferences.

In 2013, after many years working in large law firms and co-founding one of the first legal metrics start-ups, Caren Ulrich Stacy took time out to reflect on how she could bring together what she had done with what she had experienced to solve a problem that keeps knocking at her door – how do women who had left legal practice for a variety of different reasons, find their way back to it? The answer was the OnRamp Fellowship, the first returnship program for law firms that later extended to legal departments. It grew into the Diversity Lab, an incubator for innovative ways of boosting diversity and inclusion in the legal profession. The Lab ran a series of Women in Law Hackathons from 2016 – The Mansfield Rule was an idea from the first Hackathon that grew wings in US, Canadian and UK law firms and legal departments too. Named after the first woman lawyer in the US, Arabella Mansfield, its focus is on boosting and sustaining diversity in leadership and the pipeline to leadership. The Lab also subsequently established the Move the Needle initiative, a wonderful collaborative experiment between the Lab and four founding law firms, resourced over 5 years, the outcome being to produce empirical data (which will include a Report) about diversity and inclusion in hiring, retention and advancement. The Report, when released, promises to provide a tried and tested blueprint for advancing diversity and inclusion in the legal industry. What Caren has accomplished with the Diversity Lab and these two amazing initiatives (of many) we discussed, is remarkable and outstanding! What's also critically important is that the work and outcomes are supported, every step of the way, with data, data analysis, and metrics – they provide an empirical and quantifiable foundation that differentiates these initiatives from others and, tells a story that is both deeply personal but also objectively verifiable!  Caren is the Founder & CEO of the Diversity Lab; the Founder of its On Ramp Fellowship; was recently appointed as the Lead Diversity, Equity, Inclusion & Accessibility Advisor to the USPTO; holds roles with the UN Women initiative, and holds Fellowships at The College of Law Practice Management and the Tory Burch Foundation. If you would prefer to watch rather than listen to this podcast, you'll find the video here. About the Future 50 Series In the Future 50 Series we're chatting with legalpreneurs who, through their ideas and actions, are challenging and transforming legal BAU all around the world. If you would like to recommend people for this Series, please contact us at: CLI@collaw.edu.au.

Arthur Woods is a social entrepreneur and LGBTQ+ leader, as well as the Co-founder of Mathison, a venture-backed technology platform that describes itself as all-inclusive for diversity hiring and ret

Arthur Woods is a social entrepreneur and LGBTQ+ leader, as well as the Co-founder of Mathison, a venture-backed technology platform that describes itself as all-inclusive for diversity hiring and ret

Healthcare workers are also human beings with feelings and emotions that must be looked after. It's a call for everyone to step out for a moment and be compassionate, give them a listening ear and appreciate their services. Join me in this episode with Michelle Brooks as we dive into ways in which we can help healthcare workers and others navigate the next steps of their lives in a mentally healthy way.Michelle is a certified life coach and a medical residency coordinator at Stanford. She is passionate about mentoring, equity and inclusion, wellness and resilience among trainees, and breaking stigmas associated with mental health in medical education. She has a special interest in supporting the needs of poor kids, queer folks, and Latinx communities, having come from all three spaces.Michelle has had the honour of helping guide the careers of scores of physicians in their careers and has worked to promote mentorship and equity in medical education for over a decade and a half. As residency coordinator, she created a leadership curriculum for administrative medical educators. She was part of the founding of the Leadership Education in Advancing Diversity program, a longitudinal leadership program that teaches tenets of justice, equity, diversity, and inclusion alongside leadership skills to medical trainees.  Tune in!In This Episode, You Will Learn: [00:01] Episode intro and a quick bio of the guest[03:07] Who are the biggest losers in the Covid pandemic[05:34] What Healthcare workers really want to be addressed[06:48] Healthcare workers are also human beings who need our help[09:21] Why they will likely make more mistakes when we stress them[14:00] Overview of the mental health issues prevalent in the general population[20:17] A societal shift that is needed for a Higher consciousness to kick in[23:47] Understanding different population demographics and their mental needs[34:05] The need for health care programs for physicians in training[35:37] How and why should healthcare providers emotionally detach from the work [39:47] Coaching tips when helping people navigate through mental health issues[43:26] The greatest gifts you can give to somebody in a world full of stress & anxiety[46:18] How to get in touch and connect with Michelle[46:45] Episode wrap-up and calls to action Notable QuotesThe more stress we impose on the healthcare workers, the more likely they will make mistakes.Mental health stress is, to a large extent, created by the verbalization of our truth. Dialogue creates more thought and a greater ability to think critically as well.Connect With Us! Michelle Brooks Website: https://mbrookscoaching.com/Instagram: https://www.instagram.com/mbrookscoaching/Twitter: https://twitter.com/mbrookscoachingFacebook: https://web.facebook.com/michbrooks13/LinkedIn: https://www.linkedin.com/in/mbrookscoaching/Susan Hum, The LoveHackerWebsite: https://www.susanhum.comLinkedIn: https://www.linkedin.com/in/susanhum/Instagram: https://www.instagram.com/susanthelovehacker/Facebook:  https://web.facebook.com/groups/steelrosemovementYouTube:  https://www.youtube.com/channel/UCjh9Wy0Wdi7_Wuh0LFFMvhQ

In this episode, Sanchia Alasia shares her insights about advancing diversity and inclusion in the higher education sector and how to engage staff and students with EDI strategies and initiatives. In this episode, Sanchia shares some insights about advancing diversity and inclusion in the Higher education sector and how to engage staff and students with EDI strategies and initiatives. Sanchia is a multi-award-winning specialist in equality, diversity, and human resources and has over 15 years experience working in this field across the public sector. She has worked across the public sector to help move organisations towards being truly inclusive, valuing their staff, and creating a culture where staff feels supported, appreciated, and respected. She currently works as the Acting Director of Equality, Diversity, and Inclusion at London Southbank University. She is a member of the CIPD and a fellow of the Chartered Management Institute. Sanchia has won numerous awards including, being highly commended as a political figure in the Baton awards in 2020 and winner as an outstanding public sector figure at the Precious awards in 2020. She was also named as one of 50 most inspirational Black women in the UK during Black history month in 2019.

Rachel DeVries, Vice President - Human Resources for HSHS Illinois, joins Learning Line to share how HSHS is advancing Diversity, Equity, and Inclusion. Rachel's role as co-chair of the HSHS Executive Diversity, Equity, and Inclusion Steering Committee provides her with a unique perspective on how HSHS is ensuring  a sense of belonging for all. Also, learn the tips Rachel shares for leaders interested in advancing Diversity, Equity, and Inclusion among their circle of control.

Throughout our region, organizations are undertaking the important work of advancing diversity, equity and inclusion. Joining WUWM General Manager John Hess and UWM Chancellor Mark Mone are guests Corry Joe Biddle, vice president of community affairs at the Metropolitan Milwaukee Association of Commerce; Amy Pechacek, secretary designee at the Department of Workforce Development; and Chia Vang, UWM's vice chancellor for diversity, equity and inclusion.

Diversity, Equity, and Inclusion. These three are an often overlooked yet crucial component in any company or organization. That is why Arthur Woods created Mathison, the first tech platform offering tools for companies to increase, measure, and manage Diversity, Equity, or Inclusion in a whopping 12 different dimensions. With the likes of Accenture, 23andMe, TripAdvisor, and many more companies using their product, the path to a more inclusive and diverse workforce is hopefully getting clearer with the help of Mathison.Driven by his own experience of not feeling safe in his workplace, Arthur founded Mathison with the goal of helping employees feel included, safe, and empowered. In this episode, Arthur shares his entrepreneurial journey, the ups, the downs, and the in-betweens, and how he powers through, including a neat tip on how to end everyday on a good note and his perspective as both an experienced founder and investor. Listen to this episode to find out more.Arthur's key lessons and quotes from this episode were:“That sense of urgency and that sense of rush and impatience as entrepreneurs is sometimes really a strength, and other times, you have to eat your own medicine in terms of knowing when to slow down.” (24:29)“As entrepreneurs, we're constantly charting a new path. We're going into territory no one's explored before. And by the nature of doing that, we're making progress.” (28:02)“Even in the days where it feels like we're going three steps forward and four steps backward, those three steps, we still need to celebrate.” (30:27)In this episode, we also talked about:A rundown on DEI in the workplace (6:02)Arthur's advice for founders hoping to build a culture of DEI in their company (17:15)The most painful lesson Arthur learned (24:12)The role of investors in promoting DEI (35:25)Support the show (https://www.buymeacoffee.com/impacthustlers)

The COVID-19 crisis has created barriers to workplace diversity, equity, and inclusion [DEI]. Women in particular are facing great challenges as they struggle to unplug in work-from-home environments. Because of this, burnout is a growing problem. Read more > Listen to the podcast (duration: 21:05) >

Read more > Listen to the podcast (duration: 21:05) > The COVID-19 crisis has created barriers to workplace diversity, equity, and inclusion [DEI]. Women in particular are facing great challenges as they struggle to unplug in work-from-home environments. Because of this, burnout is a growing problem.See www.mckinsey.com/privacy-policy for privacy information

Having a diverse workplace is what most of us want to achieve, either in an organization or even in small businesses. And now, it's all possible by putting the right person to help the entire workplace.We are joined today by Diana Vasquez, Founder and Consultant at Beyond Diversity and speaker at the National Diversity in Aquatics Convention, The Young Women of Color Symposium at Loyola Academy, working with United Way of Massachusetts Bay and Merrimack Valley, and the Hispanic Affinity Group at Gillette. She has obtained her certificate in nonprofit management from the Institute for Nonprofit Practice and a certificate in Organizational Leadership from Northwestern.Episode Highlights01:52 - Diana's childhood experiences that inspired her to build Beyond Diversity04:14 - Diana's process in helping entrepreneurs and organizations in achieving diversity and at the same time create a loyal workforce10:34 - Tips on how to start creating a diverse workplace13:21 - How to promote a positive and inclusive working environment20:17 - Advise on how to show up 100% yourself upon returning to the office About DianaDiana is an Afrolatinx Dominican and carries her intersecting identities proudly and enjoys learning from other cultures and life experiences. Growing up in the urban community of Lynn, MA, Diana believes in equal access and opportunity for all regardless of economic or educational status. Diana is passionate about closing the opportunity divide for the most vulnerable people. With several years of experience in diversity, equity, inclusion strategy, organizing, and advocacy, Diana embodies what it means to be a social justice advocate. You can also check her and her services at www.beyonddv.comOr connect with her on Instagram @beyond_diversity More About Your HostJacinta Gandy is passionate about small business and a champion of women's entrepreneurship. She's the founder of Social Circle, a full-service creative studio specializing in bold, beautiful branding and web design for driven women entrepreneurs. Are you ready to harness the power of brand strategy for your brand? Download our FREE Brand Strategy workbook. You can learn more about Jacinta at– socialcircleinc.com– Follow on IG at jacinta_gandyThank you for listening! Please subscribe, rate, and review the Hustle With Purpose Podcast on Apple Podcast, Spotify, iHeartRadio, Stitcher and other podcast platforms available to you. Ratings and reviews are extremely helpful and greatly appreciated.For detailed show notes please go to socialcircleinc.com/podcast.

Advancing Diversity, Equity and Inclusion (DEI) is one of the toughest challenges facing the marketing and advertising industries. It's also an ample opportunity for brands and organizations to shed antiquated thinking and shift their mindset when it comes to how they engage multiple stakeholders, ranging from employees to suppliers to partners. In our latest episode of ANA Champions of Growth, host Matthew Schwartz talks with Natasha Miller Williams, head of diversity and inclusion at food company Ferrara, and Bill Duggan, group executive VP at the ANA, about how CMOs and brand managers create a strategic framework for DEI and develop a keener sense of belonging throughout the enterprise.

Welcome to the 13th episode of The CX Tipping Point Podcast!In this episode, Martha Dorris and a panel of customer experience (CX) experts consisting of former government and industry officials, discussed the progress the federal government has made over the past year and a half in delivering services to the public and their employees. We are at a perfect storm for transforming government services - the drive for digital services to meet the expectations of the public, resources provided through The American Recovery Act to the Technology Modernization Fund (TMF), and the Presidential priorities, specifically COVID-19 and Advancing Diversity, Equity, Inclusion and Accessibility (DEIA).  With the Federal CIOs priorities including cybersecurity, modernizing information technology and delivering a good customer experience, there is also support from the Office of Management and Budget and the CIO community. The panel of CX experts discussed the importance of Section 280, of OMB Circular A-11, Managing Customer Experience and Improving Service Delivery, and how the nuances and relevance of recent updates have impacted CX across the federal government and the high impact service providers (HISPs).  Customers of government services include individuals, businesses, the public, other government agencies, employees or public servants, and citizens. The CX panel highlighted the importance of employee experience and engagement to an agency's CX strategy. In this conversation, the panel leaned into the discussion about the challenges or barriers to adoption of CX practices and strategies and made recommendations for a path forward.The panel includes: Lee Becker, MedalliaAmanda Chavez, NuAxis InnovationsHeather Decker, ASI GovernmentMaryAnn Monroe, Maximus FederalMary Schwarz, ICF

Despite recent gains in gender, ethnic and cultural diversity, the orthopaedic community still remains relatively homogenous. Ruth Jackson Orthopaedic Society President Julie Samora, MD, FAAOS and J. Robert Gladden Orthopaedic Society Liaison Angelo Rashard Dacus, MD, FAAOS explain the barriers to inclusion, the importance of increasing diversity early in training, as well as how sponsors and mentors can foster the next generation of compassionate orthopaedic surgeons. Learn more about AAOS and Diversity including its Diversity Advisory Board (DAB): https://www.aaos.org/about/diversity-in-orthopaedics/ Guests: Julie Samora, MD, FAAOS, President, Ruth Jackson Orthopaedic Society and Member, AAOS Diversity Advisory Board; A. Rashard Dacus, MD, FAAOS, Member, AAOS Diversity Advisory Board and liaison to J. Robert Gladden Orthopaedic Society Host: Austin Beason, MD, Chair, AAOS Resident Assembly

Individuals with disabilities in New York State have an astounding 67% unemployment rate, yet those who are employed report a high rate of job satisfaction with lower rates absenteeism and turnover, and make sizable impacts on both state and federal tax rolls.In this episode, Maureen discusses barriers to employment for individuals with disabilities, their essential roles during the COVID pandemic and beyond, the necessity of considering individuals with disabilities in all DEI discussions, and the role NYSID has in creating jobs and driving the economy of NY.Maureen's approach to leadership, her experience as a parent advocate, and her dedication to her community and NYSID make for an authentic, informative and heartfelt conversation.www.nysid.orghttps://www.nysid.org/news/363/Rockefeller-Institute-Unveils-NYSID-s-Impact-on-NYS-Economy/https://nystateassembly.granicus.com/MediaPlayer.php?view_id=8&clip_id=6401​www.thearcolc.orghttps://www.thearcolc.org/business-enterprises/

Shelley Zalis is the Founder and CEO of The Female Quotient, an organization dedicated to the business of equality and advancing diversity and inclusion. As CEO of The Female Quotient, Shelley strives to unite leaders to advance equality across industries and close the gaps that continue to impede women in parity, pathway, pipeline, and policy. She is also the Co-Founder of #SeeHer, a movement led by the Association of National Advertisers to increase the accurate representation of women and girls in advertising and media. Prior to her work with The Female Quotient, Shelley was the Founder and CEO of the research company, OTX, until she sold it to Ipsos OTX in 2010, where she also served as CEO from 2010 to 2015. Shelley joins me today to discuss how she and The Female Quotient are making an impact every day in the business of equality and advancing diversity in the workplace. She shares what inspired her to launch The Female Quotient and explains why she consciously decided not to raise funds for the organization. She describes how she pivoted her business during the pandemic, leading to over 700 virtual events. She also underscores the values that make the best leaders, highlights the #SeeHer movement and what it means to her, and discusses why equality never sleeps. “If we want to create true change, we can't just change the equation with the visibility of women. We also need to close the gaps. And to close those gaps, we need to be conscious leaders.” - Shelley Zalis “The best leaders of today are those that have the feminine values of empathy, compassion, and nurturing.” - Shelley Zalis This week on SocialFly's Entreprenista Podcast: The beginnings of Shelley's journey as an Entreprenista The exit process and how Shelley sold her first company, OTX, to Ipsos in 2010 How she supported her son's hockey game while in the middle of selling her company Shelley's advice for women selling their companies The importance of knowing your worth Hiring for lifestyle, culture, and life “stage” Feminine values and the qualities of the best business leaders today The founding of The Girls' Lounge and how it transformed to The Equality Lounge and eventually The Female Quotient The power of the pack and the value of women collaborating with other women What it takes to close the gender gap and create change The Female Quotient's initial business model and how it evolved over time Why Shelley consciously decided not to raise money for The Girls' Lounge What the Female Quotient offers for women all over the world How the organization virtually migrated amid COVID-19 The #SeeHer Movement and advocating for womens' visibility in media, entertainment, and advertising Shelley's remote working and Zoom best practices Creating the perfect business pitch and getting the “Yes!” Our Favorite Quotes: “If your employees can have a full life where work is just one element, you'll see that your business will be more successful on so many levels.” - Shelley Zalis “Never underestimate the power of emotion. Lead with authenticity.” - Shelley Zalis “Stay you and be you. Don't conform to legacy and leadership, for they only perpetuate the status quo.” - Shelley Zalis Connect with Shelley Zalis: The Female Quotient The Female Quotient on LinkedIn The Female Quotient on Instagram The Female Quotient on Facebook The Female Quotient on Twitter The Female Quotient on YouTube Shelley Zalis on LinkedIn Join the Entreprenista League! Hey Entreprenistas! We're launching the Entreprenista League, our very own members platform and community just for you! We listened to your feedback and the support you're looking for to start and build your business, and we're here to provide you with all of the resources you'll need! As part of the Entreprenista League, you'll have access to a private community of like-minded Entreprenistas who are making an impact in business every day. You'll find special discounts on business products and solutions, exclusive content, private events, and the opportunity to have your story featured on our website and social channels! Whether you're looking to scale your existing business and want to make the right connections, or you're thinking about finally taking the leap to launch your business, we're here to give you access to a community of women who will celebrate your every step, and with whom you can share the candid reality of building a business from scratch. Join the Entreprenista league today at entreprenista.com/join. We can't wait to welcome you, support you, and be part of your business journey! Free Virtual Event Series with Shopify Do you have an e-commerce business or are you thinking about launching one? We are excited to announce that we're launching a free virtual event series with Shopify to give small business owners the tools and motivation they need to get their e-commerce store up and running. By joining us at Entreprenista on Shopify, you will learn… How to launch your Shopify store The best tips for SEO Digital marketing strategies to grow your customer base Hear real case studies from successful entrepreneurs using Shopify And much, much more... The virtual events will be hosted by experts that range from marketing, sourcing, merchandising, shipping, and procurement to help you connect all of the dots to start a successful online business, Shopify is also giving entreprenistas a 30-day free trial to launch your online store. When you attend the events, you'll also be entered to win a free website store build valued at over $2,500! Head over to www.entreprenista.com/shopify to get your free trial and join the Entreprenista on Shopify community. Say “Hello!” To DigiCards™  Are you ready to take your virtual team meetings to the next level? Are you tired of yelling “You're on mute!” at your computer screen and letting the important points you were trying to make get lost? If you're tired of leading unproductive, distraction-filled team meetings, then it's time for you to say “Hello!” to DigiCards. Each pack of virtual meeting cards include 20 color-coded professional cards designed to streamline your meeting communications while allowing each meeting to create an opportunity for collaboration and fun. Say “Goodbye!” to waving your arms, being ignored, and frantically typing in the chat. Start your next virtual meeting with DigiCards - the virtual meeting cards for entreprenistas. To grab your deck of DigiCards and bring fun, engagement, and collaboration back into your team meetings, visit www.hellodigicards.com. Use the coupon code: Entreprenista10 to receive 10% off your first order. Become An Entreprenista! Thanks for tuning into this week's episode of The Entreprenista Podcast - the most fun business meeting for female founders, by female founders. If you enjoyed this episode, please subscribe to the show and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | Spotify | Stitcher | iHeart Radio | GooglePlay Be sure to share your favorite episodes across social media to help us reach more amazing female founders, like you. Don't forget to follow us on Facebook, Twitter, Instagram, and LinkedIn and for more exclusive content, tips, and insight, join the Entreprenistas Facebook group and visit the SocialFly website.  

Shelley Zalis is the Founder and CEO of The Female Quotient, an organization dedicated to the business of equality and advancing diversity and inclusion. As CEO of The Female Quotient, Shelley strives to unite leaders to advance equality across industries and close the gaps that continue to impede women in parity, pathway, pipeline, and policy. She is also the Co-Founder of #SeeHer, a movement led by the Association of National Advertisers to increase the accurate representation of women and girls in advertising and media. Prior to her work with The Female Quotient, Shelley was the Founder and CEO of the research company, OTX, until she sold it to Ipsos OTX in 2010, where she also served as CEO from 2010 to 2015. Shelley joins me today to discuss how she and The Female Quotient are making an impact every day in the business of equality and advancing diversity in the workplace. She shares what inspired her to launch The Female Quotient and explains why she consciously decided not to raise funds for the organization. She describes how she pivoted her business during the pandemic, leading to over 700 virtual events. She also underscores the values that make the best leaders, highlights the #SeeHer movement and what it means to her, and discusses why equality never sleeps. “If we want to create true change, we can't just change the equation with the visibility of women. We also need to close the gaps. And to close those gaps, we need to be conscious leaders.” - Shelley Zalis “The best leaders of today are those that have the feminine values of empathy, compassion, and nurturing.” - Shelley Zalis This week on SocialFly's Entreprenista Podcast: The beginnings of Shelley's journey as an EntreprenistaThe exit process and how Shelley sold her first company, OTX, to Ipsos in 2010How she supported her son's hockey game while in the middle of selling her companyShelley's advice for women selling their companiesThe importance of knowing your worthHiring for lifestyle, culture, and life “stage”Feminine values and the qualities of the best business leaders todayThe founding of The Girls' Lounge and how it transformed to The Equality Lounge and eventually The Female QuotientThe power of the pack and the value of women collaborating with other womenWhat it takes to close the gender gap and create changeThe Female Quotient's initial business model and how it evolved over timeWhy Shelley consciously decided not to raise money for The Girls' LoungeWhat the Female Quotient offers for women all over the worldHow the organization virtually migrated amid COVID-19The #SeeHer Movement and advocating for womens' visibility in media, entertainment, and advertisingShelley's remote working and Zoom best practicesCreating the perfect business pitch and getting the “Yes!” Our Favorite Quotes: “If your employees can have a full life where work is just one element, you'll see that your business will be more successful on so many levels.” - Shelley Zalis“Never underestimate the power of emotion. Lead with authenticity.” - Shelley Zalis“Stay you and be you. Don't conform to legacy and leadership, for they only perpetuate the status quo.” - Shelley Zalis Connect with Shelley Zalis: The Female QuotientThe Female Quotient on LinkedInThe Female Quotient on InstagramThe Female Quotient on FacebookThe Female Quotient on TwitterThe Female Quotient on YouTubeShelley Zalis on LinkedIn Join the Entreprenista League! Hey Entreprenistas! We're launching the Entreprenista League, our very own members platform and community just for you! We listened to your feedback and the support you're looking for to start and build your business,

“You are the best storyteller of your business.” This is a mantra that has guided Shelley Zalis, founder and CEO of The Female Quotient, from her early days of being a chief troublemaker to planning the largest virtual conference in the world. You're about to hear how Shelley is making an impact everyday in the business of equality, and how she is advancing diversity in the workplace. Key takeaways this week include: Shelley shares why you need to be the first, second, and third to think of something to really make a difference. The importance of knowing your value and worth. What inspired her to launch The Female Quotient. Her reasoning behind choosing not to raise money. How Shelley pivoted her business during the pandemic, which led to over 700 virtual events. And finally, Shelley talks about the #SeeHer mission, and what it means to her.

Leonardo Vazquez is a national award-winning planner, creative placemaker, community economic development planner, leadership coach and author who founded The National Consortium for Creative Placemaking and Creative Placemaking Communities. He was born in Argentina and came to the US in 1970 with his family when he was three years old. Leo has been involved with social justice issues for more than 30 years as a journalist, planner, coach and placemaker. He is the co-editor of Dialogos: Placemaking in Latino Communities and author of Leading from the Middle: Strategic Thinking for Urban Planning and Community Development professionals. He is the 2012 winner of the APA's National Planning Leadership Award for Advancing Diversity and Social Justice in Honor of Paul Davidoff, and was a lead or key contributor to two statewide award-winning plans in New Jersey. He is a co-founder of the Latinos and Planning division. Hosts: Leonor Vanik and Grecia White Producer and editor: James Castañeda Contact us at plandulcepodcast@gmail.com --- Send in a voice message: https://podcasters.spotify.com/pod/show/plandulcepodcast/message

Paula McClain: Be mindful of “Diversity Theater” —  As a result of the “awakening” on racial injustice and disparities sparked by last year's murder of George Floyd, companies and organizations are evaluating themselves internally to assess their diversity, equity, and inclusion (DE&I) initiatives. Many have announced their monetary and organizational commitments, but are they just illusions? What should be considered to ensure that these efforts are real and authentic? Listen today as Ramona and Paula explore these issues in their discussion about DE&I. Paula McClain is a marketing inclusion strategist and principal of BPM Global, to be rebranded as Conscious Consulting Group, a cause marketing consulting company with a focus on crafting strategies for the greater good. Originally from Denver, Colorado, Paula continues to make the city her home. To learn more about Paula McClain, visit https://www.linkedin.com/in/paula-mcclain-53939311/.

From in-depth courses and technical mentorship, to interview prep and career fairs, nonprofit CodePath seeks to eliminate educational inequity in technical careers. Our Alteryx BIPOC employee resource group sat down with CodePath CEO Michael Ellison, and CodePath graduate Omar Valenzuela to hear how CodePath resources can serve as a catalyst for landing a career in tech. Check out the full show notes on the Alteryx Community, where you can comment and join in on the conversation, or use #AlterEverythingPodcast on social media.Want more from Alteryx? Follow @Alteryx on Twitter, Facebook, and LinkedIn. You can also join us on the Alteryx Community, and download a free Alteryx trial to begin breaking through your analytic and business challenges.

Lessons Learned Living and Advancing Diversity, Equity & Inclusion (DEI) in the Workplace Join host, Dr. Sheryl White, a cultural psychologist with Neighborhood House Association, in San Diego, CA and guests Damon Carson, J.D., General Manager, Education, Instruction, and Operations and Chair of the Board for the National Head Start Association; and Dr. Donald E. Chick, President and CEO of New Synergist Consulting, also based in San Diego, as they discuss lessons learned while living and advancing diversity, equity, and inclusion (DEI) in the workplace. Tune in to Leadership Matters: Informing Leaders. Inspiring Solutions!

Lessons Learned Living and Advancing Diversity, Equity & Inclusion (DEI) in the Workplace Join host, Dr. Sheryl White, a cultural psychologist with Neighborhood House Association, in San Diego, CA and guests Damon Carson, J.D., General Manager, Education, Instruction, and Operations and Chair of the Board for the National Head Start Association; and Dr. Donald E. Chick, President and CEO of New Synergist Consulting, also based in San Diego, as they discuss lessons learned while living and advancing diversity, equity, and inclusion (DEI) in the workplace. Tune in to Leadership Matters: Informing Leaders. Inspiring Solutions!

VNN's Katelyn Kasella sits down with Tony Fisher, District Athletics Director, Minneapolis Public Schools and Co-founder of NOMAD, the National Organization of Minority Athletics Directors, and Emily Zimmerman, Athletic Director at Evergreen High School (WA) and Co-founder of KSALT, the King County Student Athlete Leadership Team to talk about issues underrepresented students face, how to be a better ally, and the value in giving athletes a platform for important conversations. Read more about KSALT: https://vnnsports.net/blog/stronger-t...​ Learn more about NOMAD: https://thenomadassociation.org/

In this episode we sit down with Nikoo and Pallavi, the creators of Project Empower Circle. They share the story of how they met, how Project Empower circle came to be and the jarring lack of diversity they have observed as trainees in the world of academia, and barriers to access in education.You can find them at: IG: @empower_circleWebsite: https://projectempowercircle.wixsite.com/mysite Thank you for listening! Please rate, review and subscribe to the podcast. Purchase our “Forgotten Black women writers & storytellers” PDF hereFollow us on InstagramPurchase our  30-day JournalCheck us out on Twitter

In this virtual panel discussion, Dr. Ernest Grant (President of the American Nurses Association), Dr. Jan Jones-Schenk (Senior Vice President – College of Health Professions, WGU), and Jason Thompson (Vice President - Diversity, Equity and Inclusion, WGU) will discuss how we must eliminate barriers to equity in access and learning in order to reduce racial disparities in care. Progress in advancing diversity in the US health care workforce has been slow. This is evidenced by the low numbers of people from historically underrepresented populations joining the health professions workforce, ongoing reports of bias and discrimination in health professions learning environments, and a continuing dearth of proven and replicable best practices to advance diversity. Many of our health professions schools and clinical practice sites are taking some action on diversity and the more contemporary concepts of equity and inclusion, but without making the necessary commitment to comprehensive, system-wide approaches that create meaningful culture change. As a result, addressing harmful bias and eliminating discrimination remain critical challenges to achieving excellence in health care and health professions education. Within the registered nurse (RN) workforce, according to the National Council of State Boards of Nursing (NCSBN), 81% are White/Caucasian (vs 60% of the US population), while 19% of nurses are from underrepresented racial/ethnic populations. The Accountable Care Learning Collaborative believes that nursing programs must address bias and reduce discrimination in health professions learning environments because, in not doing so, racial disparities in care will persist. In our Accountable Care Atlas, we identified a specific competency to “understand the unique cultural characteristics of the population served to implement changes in the organization to provide high-value care”. This cultural competency failure is reinforced by research that shows that care. If you would like to watch a video recording of this webinar, you can do so here. Bookmarks: 1:40 ACLC Leadership takes a stance on institutional racism and how BLM movement is a public health issue 4:00 Introduction to panelists: Dr. Ernest Grant, Dr. Jan Jones-Schenk, and Jason Thompson 4:50 Reference to population health research that shows us that the American health care system is not immune to institutional racial discrimination 8:05 Jason Thompson on how we can engage in a societal conversation to foster a better understanding about the presence of racism 8:26 “I can't make you racist in 45-minutes…and I can't undo it in 45-minutes.  It takes multiple conversations and constant engagement.” 9:51 “There has never been any period in American history where the health of blacks was equal to that of whites. Disparity is built into the system.” 10:19  “Advancing health equity will require a justice-oriented framework that identifies structural racism's manifestation in medical care.” 10:50 Reference to Don Berwick's recent article, “The Moral Determinants of Health“ 12:05 Dr. Ernest Grant on how our country can reorient value-based care and public health policies around racial and health justice 13:30 Dr. Ernest Grant on how the nursing profession can mobilize around the issue of institutional racism and health inequity 13:50 Dr. Ernest Grant references his testimony to the House Ways and Means Committee on the disparate impact of COVID-19 in the African American community 14:37 “As nurses we have the responsibility to use our voice to call for change.  Our code of ethics obligates us as nurses to be allies and to speak up against racism, discrimination, and injustice.” 16:00 Dr. Jones-Schenk speaks to how we need to “go upstream to the source” to address seek solutions in reforming society 17:05 “As a profession, we make a promise to society that we will address the health needs of society.

Today Molly and I honored to be speaking with Beverly Amico, the Executive Director of Advancement for the Association of Waldorf Schools of North America. AWSNA is a non-profit membership organization focused on strengthening and nurturing Waldorf education by advancing Waldorf principles. It supports 160 member schools and 14 teacher education institutes in North America. AWSNA works to support schools and institutes with a vision to strengthen and nurture Waldorf education and advance Waldorf principles worldwide.In her role at AWSNA, Beverly represents Waldorf education to the broader community, executing public relations, outreach, marketing, and advocacy related strategies, and guides AWSNA's fund development efforts.Join us for this in-depth conversation to hear how AWSNA, as the leading organization for Waldorf education, is deepening their work with diversity, equity and inclusion.You can read the Advancing Diversity, Equity, and Inclusion in Waldorf Education statement and learn more about at waldorfeducation.org/awsna