Podcasts about advancing diversity

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

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.

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

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) >

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)

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.

Public accounting Diversity, Equity, and Inclusion (DEI) initiatives are gaining momentum. Oftentimes, it can be the larger firms making the headlines, but small firms need not be overlooked. Listen to this episode of the Small Firm Philosophy podcast as Orume Hays, CPA, managing director of Hays CPA LLC, shares her first-hand experiences promoting diversity in a small firm. Resources mentioned in this episode: PCPS Diversity and Inclusion Toolkit Establish the next generation of diverse CPAs Advancing diversity, equity, and inclusion in small firms McKinsey & Company: Delivering through Diversity This episode is brought to you by the AICPA's Private Companies Practice Section (PCPS), the home of small firms. To learn more about PCPS, check out our membership information or sign up for a free web tour. Note: If your podcast app does not hyperlink to resources, visit https://aicpasmallfirm.libsyn.com to access show notes with direct links.

After a fascinating career at Goldman Sachs, Lisa Shalett “retired” in 2015 - and two years later started what has become Extraordinary Women on Boards, EWOB, a peer-to-peer community of hundreds of women directors from the US and around the world, focused on advancing board excellence, modernizing governance and increasing board diversity. In this episode Lisa talks about how Extraordinary Women on Boards started, how its membership exploded and how it has become an extraordinary force in advancing diversity and excellence on boards.   Thanks for listening! We love our listeners! Drop us a line or give us guest suggestions here.   Links   Extraordinary Women on Boards (ewobnetwork.com)   Lisa Shalett LinkedIn   Quotes   When I look back on my somewhat eclectic career, twenty years of which were at Goldman Sachs, there were a lot of things that I did that ended up preparing me for what has become Extraordinary Women on Boards…it's funny how my background danced in and out of risk-related topics and content-related topics and suddenly here I am spending a lot of time on those issues.   How Extraordinary Women on Boards came about Extraordinary Women on Boards was unplanned, and after a career of paying attention to pain points and wish lists and identifying opportunities that largely comes from covering really important and smart clients, I found myself in a situation where having "left the building," so to speak, wandering the streets of New York, I was meeting a number of women who were at the same life stage that I was then at: having stepped away from an accomplished career and trying to put together, I think what we call portfolio careers or portfolio lives. I was very lucky to, quite unintentionally, end up on two boards, a public and a VC-backed board, and the women that I was meeting were also starting to serve on boards as part of their portfolios, and I found it quite amusing that the most interesting thing that these women would relate to in my background was that we were all on boards and we were all starting our board careers. That led to 15 coffees in a row on the topic of boards, and in particular, a few needs and pain points that just kept emerging that led me to believe that I should bring this group of women who were all board directors together to meet each other. What I was hearing during was as follows; number one, women board directors wanted to meet more women who were already on boards. Often they were the only woman on their board at that time. That was in 2016, not that long ago, and the first meeting of what became Extraordinary Women on Boards, even though intended as a one-off event was in the beginning of 2017. These women wanted to talk about their board work. It's not enough to have to claw your way into the board room, you want to be excellent in the boardroom. You want your board to be excellent. And there was something so inspiring about women who wanted to talk with other women board directors in order to just crush it in the boardroom. One of the other things that I was hearing was that despite there being many excellent forums, there was often a situation in which women felt talked over. There's been a lot of research about how that sometimes can happen, no offense to men, but sometimes that happens, and therefore these forums weren't really allowing a dialogue in the way that these women wanted.   Impact of the Pandemic When the pandemic hit, and anyone in this audience serving on any kind of board and certainly I'm sure the two of you remember vividly, it became a serious firehose experience. There was chaos. Boards were meeting 24/7. There were risks that folks were aware of, but that suddenly were all happening at the same time, and no one had really thought about the convergence of all those risks. And then there were completely new risks and issues on the table that no one had ever really discussed before, and so there was a tremendous need to get together and have discussions and really curate those discussions.   I remember one of the things from those days was there was suddenly so much information available. Your board was meeting all the time. You wanted to stay on top of everything. You only had kind of a tunnel vision of what your board was focused on, so it seemed like a compelling opportunity to bring people together, to compare notes, to get a horizontal view, and focus on all of these new risks.   It's funny, I've sat in the same room, for now it feels like two years, and met through Zoom hundreds of truly extraordinary women, and we all would get together and have fantastic discussions. The goal was to leave the Zoom even smarter, go back to your boards and be even more influential, bring really good insights and figure out what the emerging best practices were going to be.     What Extraordinary Women on Boards Offers We offer educational sessions that are really interactive, engaging Zoom sessions on important topics for board directors, and they're not topics that are discussed everywhere in the same way. We really try to come up with an interesting angle, always yielding, per my Goldman training, “actionable insights,” and what are the questions that you can bring back to your boardroom.   We also curate a newsletter every week, which really scans the environment quite eclectically for articles that ought to be relevant for board directors and why. We have meet-and-greets so that people can still meet each other in Zoom, and we came up with a great format.   We also try to find our members board opportunities because one of the pain points that we've heard emerge is that, despite what you're told- which is once you get on your first board, it's easy to get on subsequent boards  - that is just not true. We love when people looking for diverse candidates reach out to tap our community of experienced directors.     Creating an environment to really learn I mean, my gosh, you've had a successful career, but sometimes in the context of board work, especially if you're new to boards, there are some super basic questions. You shouldn't feel embarrassed to ask those questions. Everybody has those questions. And so creating an environment where there's immediate respect, you feel included, you feel welcomed, and there's an assumption that we're all going to learn from each other, I think that's what helps the magic to happen.   One of the things that happens with Extraordinary Women on Boards is that we feel as if there are these really smart questions that need to be asked. There's new information or best practices in this world of emerging best practices that the boardrooms need to hear. You can then go back to your boardroom and feel confident that you've got an insight that maybe the rest of the board might not have.     Big Ideas/Thoughts I often think there's so much effort put into finding a board director and not enough effort put into onboarding, as you mentioned. There needs to be much more intentionality around that because that's going to make or break the success of that board director. And especially when they're diverse, you want them to be successful, but to make someone feel like an only and just say, "Great, here's your seat," is not enough. Boards have cultures, and it's so interesting to think about the dynamics in the room -- so how are you setting the board up for success by bringing on any new member? It's incredibly important.   It's so interesting because when someone joins a board as a new board director they might be a very experienced board member on other boards, but they have joined a new board and there's this weird dance that happens where someone doesn't want to be so presumptuous as to immediately start asking questions, even though they might be incredibly thoughtful.  There's a whole “beginner's mind” thing that you don't want to ruin the newness of somebody's observations. You want to solicit it. So few times do boards solicit that from new board directors, "What are your impressions? How do you think about that?" There's such an opportunity for feedback that's missed - what a waste!

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

Chamber partner and community hospital, Capital Regional Medical Center has an exciting year ahead. Throughout their 40 years in Tallahassee, they have invested in students interested in the healthcare industry. Next year will be even bigger. In this week's episode of the Tallahassee Business Podcast, presented by The Health Network, CRMC CEO, Alan Keesee joins us to talk about new programs being launched and a major partnership with Florida A&M University. Capital Regional Medical Center affiliate, HCA Healthcare has partnered with HBCUs all over the country to foster a new generation of healthcare professionals. This opportunity will help advance diversity, support scholarships and make the road to a lifelong career in healthcare more feasible for individuals at any age. Learn more about Capital Regional Medical Center and HCA Healthcare at www.capitalregionalmedicalcenter.com. 

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/

In this episode, Sarah Larson goes on record with Antoinette Hubbard, diversity and inclusion director at the national law firm Maron Marvel Bradley Anderson & Tardy and a senior member of the firm's Delaware Asbestos Litigation Team. About Antoinette Hubbard You could say that Antoinette has been around the world and back. She is the second child of four and was raised by parents who lacked many educational opportunities. They instilled in her a love of learning and the belief that with hard work, she could achieve the goals that she set for herself. She was born and raised in Philadelphia and attended college and law school in the Greater Philadelphia area. She married her college sweetheart and moved to Boston, where they lived for 12 years. Both of their daughters were born in Boston, so although she is from Philly, she has a special place in her heart for Boston. She and her family moved to Ghana where her husband is from and lived there for five years. When they returned to the U.S., they moved to the Philadelphia area to be near her family. At Maron Marvel, Antoinette has extensive experience in the defense of complex product liability and toxic tort matters and has successfully defended personal injury cases, including wrongful death and severe impairment claims, and numerous commercial cases in both federal and state courts.

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.

Mark Pedowitz, a longtime television executive who has helmed The CW for the past decade, credits the staff from actors to show-runners, ad execs to directors for making the network so inclusive. Despite winning recognition for making such strides, Pedowitz is not about to rest on his laurels. He sees much room for improvement and talks with MediaVillage's Jacqueline Cutler about how he has always thought inclusively.

On this episode of the Farm Credit AgVocates podcast, Katie Ward chats with Stephon Fitzpatrick, Executive Director of the Pennsylvania Commission for Agriculture Education Excellence and the National MANRRS Graduate Student President, to talk about minorities in agriculture and educational opportunities for those wanting to pursue a career in the industry. We also dive into how to make use of connections through networking and joining organizations in school to enhance leadership and job opportunities in agriculture.   Episode Notes: https://www.mafc.com/blog/advancing-diversity-agriculture-stephon-fitzpatrickAll Podcast Notes: https://www.mafc.com/podcast

Philip L. McKenzie is an anthropologist who uses his expertise in culture to advise organizations on how best to thrive in an increasingly challenging and uncertain environment. Philip uses his quantitative background and Wall Street experience in combination with a qualitative understanding of social, economic and cultural movements to unmask complex opportunities and identify significant trends that impact and uncover viable futures. Philip's work has placed him at the center of understanding the significance of culture as a reflection of shared values. As a result he is a sought after strategist working with a myriad of global organizations. He is a content creator and writer. He is the current Executive Director of Advancing Diversity and a columnist for MediaVillage. He is the creator and host of The Deep Dive, a leading culture and insights podcast. In the past, he has manifested his creative vision as co-host/co-creator of 2 Dope Boys & a Podcast. Philip is a global speaker, having provided keynotes and workshops in London, Moscow, Sao Paulo, Istanbul, Amsterdam, Mexico City and more. Prior, he was the Managing Partner of FREE DMC, a multicultural and influencer-marketing agency that specialized in integrated marketing strategy, digital content creation, and experiential events. In his roles with FREE DMC, Philip created strategic experiential campaigns for Jaguar, Sprite, Remy Martin, Belvedere Vodka and others. He was also the Global Curator of Influencer Conference, a global content platform that exists at the intersection of values, creativity, culture, and commerce. From its beginnings in 2010 in NYC, InfluencerCon has been held in some of the most dynamic cities in the world including London, Berlin, Detroit, Sao Paulo, Mumbai and Amsterdam. After completing his MBA at Duke University's Fuqua School of Business, Philip joined Goldman, Sachs & Co where he worked in Domestic Equity Trading. He has had extensive trading experience in both the Healthcare and Consumer Product sectors. Philip is a passionate supporter of the arts. He has been a Supporting Partner of the Alvin Ailey American Dance Theatre since 1999. He is formerly a Junior Associate of the Museum of Modern Art and a member of the Apollo Circle of the Metropolitan Museum of Art. He is a rabid music fan and accomplished DJ under the name 9 Is Water. Prior to his Duke MBA, Philip earned a bachelor of business administration from Howard University majoring in finance with a minor concentration in philosophy and African-American studies. Philip is born and bred in what he terms “Real Brooklyn” but travels extensively wherever the wind takes him. He is completing his first book titled No Shortcuts! The Revolutionaries Guide To The Future.

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

Listen to the latest inspiring episode of the #21for21 podcast

From Philadelphia Works Podcast: Sheila Boornazian, Vice President of Human Resources and Administration at Philadelphia Works and Uva Coles, Founder and CEO of Inclusiva, join the program to discuss the exciting efforts that have been underway around advancing diversity, equity and inclusion at Philadelphia Works. Discover the differences between diversity, equity and inclusion, the biggest challenges and opportunities in DE&I work, and what it takes to create a positive impact. 

Sheila Boornazian, Vice President of Human Resources and Administration at Philadelphia Works and Uva Coles, Founder and CEO of Inclusiva, join the program to discuss the exciting efforts that have been underway around advancing diversity, equity and inclusion at Philadelphia Works. Discover the differences between diversity, equity and inclusion, the biggest challenges and opportunities in DE&I work, and what it takes to create a positive impact. 

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/.

Do you want to promote Diversity, Equity, and Inclusion (DEI) efforts in your firm but don’t know where to start? Listen as Crystal Cooke, Director of the Association’s member-facing Diversity & Inclusion team shares tips, resources, and experiences to help firms advance their DEI efforts. Resources mentioned in this episode: AICPA Diversity and Inclusion Initiatives PCPS Diversity and Inclusion Toolkit The Business Case for Diversity and Inclusion Firm Competency Model Establish the next generation of diverse CPAs In celebration of women’s history month – supporting women’s initiatives in ALL firms Note: If your podcast app does not hyperlink to resources, visit https://aicpasmallfirm.libsyn.com to access show notes with direct links. This episode is brought to you by the AICPA’s Private Companies Practice Section (PCPS), the home of small firms. To learn more about PCPS, check out our membership information or sign up for a free web tour.

May 12, 2021 Megan Yoo-Schneider is Vice President of the Board of Directors of the Municipal Water District of Orange … More

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!

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!

In this episode Rianka speaks with John McCarthy, founder of McCarthy Tax Preparation, about his experience increasing diversity in the workplace as a Midwest-based white male small business owner. John shares how his focus on making incremental impacts in his industry is paying dividends for his employees, and previews the work ahead. https://www.2050trailblazers.com/episode/s05e02

The murder of George Floyd in Minneapolis last May reignited the Black Lives Matter movement and catalyzed a long-overdue, nationwide conversation about racism, social justice, biases, and privilege. Animal sheltering and animal welfare have long suffered from a lack of diversity, and we know that has negatively impacted both the people and pets in the communities we serve. Change starts from within, so Best Friends, like many others, set out to understand how to prioritize diversity, equity, and inclusion (DE&I) efforts. DE&I are foundations of building a strong company culture, one that empowers everyone to do the work and allows us to reach every animal lover—especially those who have historically gone unrepresented in our movement. Best Friends is committed to continuing to work to acknowledge and dismantle the deep-rooted systems in animal welfare that prevent our movement from being truly and deeply diverse, equitable, or inclusive. This week's episode shares conversations from two recent Best Friends Network Town Halls where we shared our approach to DE&I work and provided actionable next steps you can use for your organization. 

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/

We continue to strive for equality in several different areas of our societal conversation of acceptance. This continues to be the case, as it relates to advancing forward opportunities for African American Actors to advance in today's entertainment industry. How far have we come and how far do we still need to go? I posed this question to Jordan Stafford. He's a black actor based in Kansas City. He joined me this week to share his spirited views of the current state of the entertainment industry for black actors everywhere. Visit: https://exposureinc.co/ Facebook: @RealJordee: Email: jordan.stafford2016@gmail.com Twitter: @RealJordee Instagram: @realjordee

Alan Johnson, President of the International Federation of Accountants (IFAC), joins Count Me In to talk with Loreal Jiles, IMA Director of Research, about the importance of taking action to improve diversity, equity, and inclusion (DE&I) in the accounting profession. On the heels of an IMA and CalCPA-sponsored research study supported by IFAC and 13 other organizations, Loreal shares relevant findings from the research study and Alan recounts personal experiences and offers actionable insights on steps accounting and finance professionals can take to play leading roles in DE&I improvement. Download and listen in for inspiration to act now!

HR Labs is back! In season 3, new hosts Duane La Bom and Jeff Miller explore how to turn your diversity, equity, and inclusion strategies into meaningful actions and outcomes. Subscribe today to never miss an episode.   Duane, chief diversity officer at Cornerstone, and Jeff, chief learning officer and VP of organizational effectiveness at Cornerstone, aren’t shying away from discussing the challenging, uncomfortable topics facing businesses today. Season 3 is dedicated to building an informed understanding of what it takes to build a better organization for everyone through meaningful diversity, equity, inclusion – and belonging – practices.   According to Jeff, “We aren’t saying we have all the answers here. But if there’s one thing we know at Cornerstone, it’s that learning is a critical part of growing and driving change.”   Duane and Jeff aren’t undertaking this DEI conversation on their own, though. They brought a few friends, industry experts, activists, and thought leaders on this journey too. Friends like:   Torin Ellis — human capital strategist speaker, author, radio and podcast host — talking about recognizing and defeating unconscious bias.  Ella Washington Ph.D. — organizational psychologist at Georgetown University’s McDonough School of Business — talking about responding to micro- (and not so micro-) aggressions.  Lilly Ledbetter — equal pay activist and inspiration for the Lilly Ledbetter Fair Pay Act of 2009 — talking about ensuring equal pay for all.  Lorraine Vargas Townsend — chief people guru at A Cloud Guru — talking about building a culture of DEI 24/7/365. And many more!   Join Duane and Jeff every other week for meaningful conversations on how to move your DEI strategies forward.   Duane put it best when he said, “No matter where you and your company are on the DEI journey, we hope you’ll join us for stories and insights as we look to take this work from intention to impact.”  SUBSCRIBE HERE:  https://podcasts.apple.com/us/podcast/hr-labs/id1482283780   Follow Duane:  https://www.linkedin.com/in/duane-la-bom/   Follow Jeff: https://www.linkedin.com/in/drjmiller/   Follow Cornerstone: https://www.instagram.com/cornerstoneondemand/   https://www.linkedin.com/company/cornerstone-ondemand/   https://www.facebook.com/csodcommunity/   https://twitter.com/CornerstoneInc  

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

Todd Corley is an accomplished corporate officer, board member, and independent consultant with more than 20 years of experience in culture, equity, employee engagement, and diversity and inclusion. Throughout his executive career, Todd has provided strategic counsel to business unit leaders on how to reach under-served communities and interpret cultural patterns around the world, while holding C-suite leadership positions with OhioHealth, Abercrombie & Fitch, Starwood Hotels & Resorts, and The TAPO Institute. He is also the author of two books and a recipient of the Claes Nobel “World Betterment” award, in recognition of his diversity leadership and ability to engage individuals in building strong corporate social responsibility platforms that promote societal change.He joins BTG Client Success Principal Elaine Leff to discuss his unique experience in building and advancing diversity and inclusion initiatives and share his advice on how leading companies can implement transformational change that improves the well-being of all people. See acast.com/privacy for privacy and opt-out information.

Mariah Davis is Policy and Campaigns Manager at the Choose Clean Water Coalition. In this episode Mariah talks about her journey as a Black woman in the environmental field and how she feels about the intense focus on equity the past several months. She discusses the efforts and roles of the Choose Clean Water Coalition, Chesapeake Bay Program, and funders in advancing diversity, equity, and inclusion. Mariah explains how environmental organizations can use recommendations and a checklist in an action guide to make progress on DE&I. The waterloop podcast is brought to you by High Sierra Showerheads, the smart and stylish way to save water, energy, and money while enjoying a powerful shower. Use promo code waterloop for 20 percent off at https://www.highsierrashowerheads.com/

In this episode of ThinkCast, host Kasey Panetta interviews Dion Love, a Vice President of Advisory Services at Gartner.  In order to deliver on diversity, equity and inclusion initiatives, leaders must take a look at how the traditional hiring process needs to change for organizations to create diverse digital workforces.

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

In part 2 of the Gartner ThinkCast special series on the Executives Role in Advancing Diversity, Equity and Inclusion, Kasey Panetta interviews Christie Struckman, VP Analyst to talk about confronting behaviors that marginalize underrepresented employees. Christie explains that any employee can marginalize or be the target of marginalization and once these behaviors are recognized, they must be confronted.

Inspire DEI experts Dave Ciliberto, Sandra Garcia, and Rickey Jasper came together again with CEO Jaime Klein to continue the insightful conversation on advancing diversity, equity + inclusion throughout the employee experience that they began in our last session. See full show notes at: https://inspirehumanresources.com/advancing-dei-for-the-employee-experience-part-2/

In this Gartner ThinkCast special series on the Executives Role in Advancing Diversity, Equity and Inclusion, Kasey Panetta interviews Lauren Romansky, Managing VP of Gartner’s HR practice. Lauren explains how the summer of 2020 has presented a real opportunity for change. Employees across the globe are engaging in discussions of racial justice, leaders are seizing this moment to consider their role and opportunities to advance diversity, equity and inclusion at their organizations.  Related Links Learn More: Gartner Diversity, Equity and Inclusion Resource Center Read More: Making the Case for Diversity, Equity and Inclusion During Disruption Attend Webinar: How HR Can Sustain Diversity & Inclusion to Create Change in Moments of Unrest

CEO Jaime Klein is joined by three of Inspire’s experts in Diversity, Equity + Inclusion: Dave Ciliberto, Sandra Garcia and Rickey Jasper, to share how business leaders can promote DEI throughout the employee life cycle. See full show notes at: https://inspirehumanresources.com/redesigning-the-future-of-work-advancing-diversity-equity-inclusion-throughout-the-employee-experience/

Charlie made history this week when he joined Edison Research’s first Ask Me Anything on Digital Audio webinar! Top podcast findings were shared, along with a shout out to Tom Webster. Jeff talked about another PRSA Maryland webinar, this one on “The Role of PR in Advancing Diversity, Equity and Inclusion” moderated by executive coaches and senior PR professionals Tracy Imm, APR and Cathy Nyce. 

In this episode, we speak with Diversity Lab’s Chief Intelligence & Knowledge Sharing Officer, Lisa Kirby, and Lelia Hock, Director, Legal Department Partnerships & Inclusion Initiatives to find out how Pricing, Innovation, Client Value, and Legal Project Management teams can help to prevent the potential negative impact of the current crisis on all the advances that have been made in diversity in the legal industry. Lisa Kirby, Chief Intelligence & Knowledge Sharing Officer at Diversity Lab. Lisa brings 20 years of experience in the legal profession to Diversity Lab. She has served as a practicing attorney, talent management professional, and law firm consultant. Lisa began her career as a litigator, practicing at two large law firms. She then spent several years as a professional development manager at Goodwin Procter LLP, where her contributions included helping to launch and lead the firm’s Women’s Initiative and developing a new parent coaching program. As a consultant with Edge International, Lisa advised a wide range of domestic and international law firms on strategic and talent management issues. At Diversity Lab, among many other duties, Lisa has led the creation and implementation of the needle-moving Mansfield Rule, now in its second certification year. She is a sought-after speaker who has been featured as a keynote speaker, presenter, and panelist on a variety of topics related to diversity & inclusion in the legal profession. Lisa also is a prolific author, having contributed articles on innovative ideas in diversity and professional development to publications like The American Lawyer, Law Practice, and Professional Development Quarterly.Leila Hock, Director, Legal Department Partnerships & Inclusion Initiatives, Diversity Lab. Leila joined Diversity Lab with over 10 years of experience in the legal field, as a law firm associate, in-house counsel, and coach and consultant to law firms and associates. Leila began her career in the corporate practice at Mayer Brown’s Chicago office. She then spent three years practicing in the in-house legal department at Kraft Foods, supporting the global contracting needs of Kraft’s procurement and outsourcing teams. When the call of the mountains hit, Leila took a role as the first and only US in-house counsel for a global oil field services company in Denver, supporting all of the company’s US legal needs. Throughout her legal career, Leila supported a diverse legal workforce by creating and managing internship programs for diverse candidates and taking an active role in affinity groups for women and diverse counsel.In 2015, Leila completed her professional coaching certification with the Institute for Professional Excellence in Coaching and began a successful private coaching practice. Leila worked with several law firms and legal groups to develop professional development curricula geared toward business development and enhancing the “softer” skills required to advance in today’s professional world. KEY TAKEAWAYSClients are doubling down on Diversity. Legal Departments are being more deliberate in the diversity data and metrics that they require from their legal service providers.Spotlight on Work Allocation. Ensure that diverse lawyers are doing career-advancing work and that during this crisis cutting edge work is spread evenly across the firmYou Can Make a Difference: From scoping, staffing to matter management you can keep diversity front of mind and play a role in advancing diversity in your firm or legal department.To find out more about Digitory Legal please visit our website at www.digitorylegal.com.

In this episode, the co-chairs of Cerner’s Association Business Resource Group for women have a roundtable discussion about diversity, inclusion and equity in health care and tech. Read the show notes here: https://www.cerner.com/blog/advancing-diversity-inclusion-and-equity-for-women-in-health-and-tech

This Technologist Talk mini-series features three conversations with Ulysses Smith, Founder & CEO of Archetype D&I consulting, a featured speaker at CompTIA’s Communities & Councils Forum (CCF) and an advisor to CompTIA’s Advancing Diversity in Technology Community (ADIT). Original Technologist Talk Radio theme music by C. Ezra Lange

What are the specific steps we can take to increase diversity and inclusion in the media and advertising industry? What is "intersectionality"? How are some of the biggest content producers and organizations - Intel, Twitter and the 4As - making strides with employees and the communities they create at work, and around their brands? E.B. Moss captured the voices and ideas of a dozen esteemed attendees - ranging from Dalana Brand of Twitter to Julie Coppernoll, corporate vice president, global marketing strategy at Intel, to Publicis Americas CEO, Tim Jones, and the legendary Kay Koplovitz of Springboard Enterprises. As you’ll hear in the coming weeks when we roll out more episodes of the Advancing Diversity podcast created during the MediaVillage Advancing Diversity Honors event held at CES, these leaders share recommendations and points of view about what impacts them the most both personally and professionally.  

Some sobering statistics emerged from the recent #Inclusive100 survey of the media/marketing industry: Women and people of color are actually declining in the executive ranks. In this conversation with survey creators, Lynn Branigan, president and CEO of She Runs It, and Carol Watson, senior director at Diversity Best Practices, tell MediaVillage how we can do better and get it right - starting with the need to benchmark where we're at now.  Learn about the three goals of "100" that inspired their #Inclusive100 survey. “Companies really want to know how to  move forward. ... You can't just say you've been doing a lot, you have to measure, and understand what's happening with LGBTQ shifts, disability, veterans...all of those things. It's a very holistic, data-based approach which has been really missing in the marketplace. ...It’s like going to the doctor for your annual checkup. It's not a five-minute visit, it’s a great diagnostic scan and we all have to take our medicine,” Watson says. Learn why marketing + measurement are the biggest drivers of success through this podcast, and through MediaVillage’s Advancing Diversity initiative. In fact listen to the previous interviews with all of this year’s inductees to the Advancing Diversity Hall of Honors. There will be more coverage on MediaVillage of the forthcoming Honors, Council meeting, the Diversity Job Meet-Up and the Creative Tensions® experience all taking place during CES on January 8th in Las Vegas.

In this podcast, Conway Ekpo, an in-house lawyer at a Wall Street bank, and Erika Stallings, an entertainment lawyer, discuss how they and 20 other seasoned black lawyers — consisting of partners, mid-level and senior associates, and in-house attorneys — realized they needed to use their knowledge and expertise to address the dearth of black lawyers in the legal industry.  To address this gap, Ekpo and Stallings and a few others founded the Black BigLaw Pipeline (BBP) to provide younger attorneys with the skills and training needed to navigate Big Law and develop meaningful relationships that will benefit them in the long-term.

In this episode of the Advancing Diversity podcast, Air Force veteran J. Michael Haynie, Ph.D., speaks with MediaVillage's Ginger Conlon and E.B. Moss about how our military community is especially well-equipped to enter the workforce — they are trained to be entrepreneurial, diverse and resilient. Haynie encourages us invest in the future of our military veterans. He discusses successful new ways of delivering education and economic opportunities to this vital community.  Listen to understand all the reasons he is being inducted into the Advancing Diversity Hall of Honors for members of the media, marketing, advertising and educational area who are moving the needle on a more inclusive workforce. For information on attending the event, held on Jan 8th at CES in Las Vegas, visit www.ces20.com . And, if you're seeking to network for a new job by those HIRING a diverse workforce, register for the Advance a Diverse Workforce MEET UP, listed on the same site. 

At the upcoming Consumer Electronics Show Shelley Zalis and 7 others will be inducted into the Advancing Diversity Hall of Honors for helping drive more diversity and inclusion in the media and marketing communities. How did this pioneer of online research become the founder of The Female Quotient - famous for building up a pack of women to face down the "boys club" of CES years ago?  Zalis tells MediaVillage why not only do words matter -- and we need to move beyond "diversity" to "proximity" -- but why even the right words are not enough and action is required to thrive as a company today. Hear why Zalis is contracted by scores of major organizations to build understanding and tear down fences in hiring and content creation...and and how helps the bottom line.  Learn why Zalis says, "use your voice."  And listen to all our Advancing Diversity podcasts to be inspired by each of these inspiring inductees to the Hall of Honors. 

As someone who immigrated to the United States and became a citizen, Publicis Media, Americas, chief executive officer Tim Jones has a personal connection to the diversity and inclusion (D&I) issues making headlines today. That connection, and his belief in our founding doctrine of embracing all people, are clear through his participation in organizations such as Autism Speaks, for which he’s a member of its board, and myriad programs instituted at Publicis. Jones, will be inducted in to the Advancing Diversity Hall of Honors conducted by MediaVillage on January 8 at CES, along with seven others who have stood out by accelerating the move from advocacy to activism. Jones, who serves as a conduit for many of diverse voices at the agency group, aims to ensure he amplifies their messages throughout the organization to drive real action. He loaned his voice to this Advancing Diversity podcast episode with E.B. Moss, head of content strategy for MediaVillage, discussing both his origins and the origins of some of Publicis Media initiatives created to help diverse talent get hired by our industry and be heard – and why they strive to even take that message to Washington, DC, as well. 

Sue Obeidi has been encouraging content creators to break stereotypes and rethink portrayals of the Islamic community and Muslim characters in entertainment content. In the face of world events, the director of the Muslim Public Affairs Council's Hollywood Bureau is committed to improving the quality and number of authentic and inclusive representations in media, so audiences see this community as vital contributors to culture worldwide. She is a vibrant, fresh, and persuasive voice who is producing results. In this Advancing Diversity podcast episode with E.B. Moss, head of content strategy for MediaVillage, Obeidi fully explains the case for why the entertainment industry is more influential than the government in impacting societal and cultural change. And that explains why, in 2017, Obeidi was one of 60 change-makers named to Variety's Inclusion Impact Report and why in January 2020, along with her friend Tim McNeal, she and six others will be inducted in the MediaVillage Advancing Diversity Hall of Honors. 

Need proof that weaving diversity and inclusion into the fabric of a  company is good for business? We have it. In this Advancing Diversity podcast interview series, the 2020 Hall of Honors inductees discuss the many ways their organizations champion and embed diversity, equality, and inclusion, as well as examine the benefits to their company, constituents, and community. In this installment, E.B. Moss, head of content strategy for MediaVillage, talks with Tony Rogers, senior vice president and chief member officer for Sam's Club. Rogers discusses the company’s commitment to diversity and inclusion (D&I), the areas he’s worked on specifically, and the contributions those D&I efforts have had on the company and within the advertising, marketing, and media industry. Listen to the full interview for insight into Walmart’s culture, Rogers’ background and how that has influenced his D&I perspectives and work, and the importance of broadening your own worldview. As he says, "One of the things you realize when you work at a giant company like Walmart … is you have this opportunity not only to do your job and to achieve your financial objectives, but you [also] can leverage the platform that you've been given to make a positive change in the world around you."

The Advancing Diversity Podcast asks and answers the questions: How does the media and marketing industry hire more diverse talent? How can brands produce TV, video and ads that are more inclusive...more representative of the real world? MediaVillage honors -- and interviews -- top leaders in media, marketing, advertising and education who've advanced diversity and shares how they help make the world a little better. Listen here as hosts E.B. Moss and Ginger Conlon interview eight luminaries, like Tony Rogers, Chief Member Officer of Sam's Club, Tiffany R. Warren, Chief Diversity Officer of Omnicom Media Group and founder of AdColor... Shelley Zalis of the Female Quotient, and Jill Baskin, CMO of The Hershey Company. Please share - and subscribe wherever you download your favorite podcasts. And join us on January 8th, 2020 at CES for the Advancing Diversity Honors to meet each of these interviewees in person! www.ces20.com

Lisa VanHoose, PT, PhD talks about advancing DEI in the profession. http://www.apta.org/Xchangesa/

In this edition of Technologist Talk Radio, Host Bob Dirkes speaks with three panelists from the fifth annual IT-Ready employers breakfast in Minneapolis. These experts share insights on how the smallest changes in behavior make a major impact for current employees, future talent, and the success of their organizations.   Learn more about creating work environments inclusive of all people from CompTIA’s Advancing Diversity in Technology (ADIT) community -https://www.comptia.org/communities/advancing-diversity-in-technology.

Host Bob Dirkes talks with Ulysses Smith, Founder & CEO of Archetype D&I Consulting, who explains the benefits tech organizations earn from pursuing a culture of “Diversity & Inclusion.” Learn more about creating work environments inclusive of all people from CompTIA’s Advancing Diversity in Technology (ADIT) community -https://www.comptia.org/communities/advancing-diversity-in-technology.

Host Bob Dirkes talks with Ulysses Smith, Founder & CEO of Archetype D&I Consulting, to learn the importance of “belonging” when developing a culture of “Diversity & Inclusion.” Learn more about creating work environments inclusive of all people from CompTIA’s Advancing Diversity in Technology (ADIT) community -https://www.comptia.org/communities/advancing-diversity-in-technology.

Host Bob Dirkes talks with Ulysses Smith, Founder & CEO of Archetype D&I Consulting, to define two critical keys for successful tech careers: Diversity & Inclusion. Learn more about creating work environments inclusive of all people from CompTIA’s Advancing Diversity in Technology (ADIT) community - https://www.comptia.org/communities/advancing-diversity-in-technology.

Firms that have figured out how to retain, champion, develop and advance women partners are solving three significant problems – they are closing the gender gap in law firm partner compensation, they are winning top talent and they are meeting their clients’ demands for diversity. Baker Botts LLP is an excellent example of a firm that has taken a focused approach to solving these problems.          Christa Brown-Sanford, Deputy Department Chair - Intellectual Property and Bridget Moore, Deputy Department Chair – Litigation discuss how the firm is striving to create, and preserve an organization committed to diversity while also generating more business, hiring the best talent and institutionalizing equity in pay,

E.B. Moss: I'm E.B. Moss, managing editor of MediaVillage, and this is episode lucky 11 because I'm here with my boss: I'm lucky to work with the erudite and elegant media ecologist, Jack Myers. E.B. Moss: Welcome to, well, your Insider InSites! Jack Myers: Congratulations on such a successful podcast and for taking MediaVillage in to a whole new audio domain. E.B. Moss: To those listening, it might've sounded like I was trying to flatter you, but when you hear a little bit more from Jack -- the founder of MediaVillage -- you'll understand my appreciation. So, let's get some insights.... E.B. Moss: Let me read more of your bio: “Jack Myers is an author, media ecologist, and visionary whose years of leadership in the media industry has garnered immense respect and admiration. Jack has studied, reported and consulted on the impact of technological advances on culture, society, business, education, politics, entertainment, and relationships. He's produced multiple award-winning films and has become a leading expert and speaker on a societal transformation being driven by technology and led by a post-millennial generation that he considers to be the next great generation.” Wow, Jack. I have known you for maybe half of those many years in the industry, and I know you've done even more than that. You've even authored five books. Let's talk about one of those books that's getting a lot of press now. And not just MediaVillage press, although we definitely give you some props there. The book is called The Future of Men. That, in and of itself, is an intriguing title, but can you first fill in some of the blanks about your personal history? Jack Myers: Well, you know, I did not have a television in my home until I was seven years old. My parents really didn't believe in TV; they believed in reading, but they also had a radio, which I remember as being a really big floor model radio. I actually remember sitting there as a kid and listening to radio programs and being completely engaged, and it came alive. But then, as soon as that television came in to the home, the mistake my parents made was putting it in their bedroom, which meant that I was in their bedroom far more than I should've been. I binge watched. I just became passionate about television. I loved it. I loved everything about it. I would watch it from first thing in the morning until I went to school, and then when I came home, it'd go on. And it still does. I still love television, and when I went to Syracuse, I majored in radio/television. I wanted to be a disc jockey or an announcer. I wanted to do documentaries. I produced a few documentaries, which I'm very proud of; nominated for an Academy Award as best documentary in 1996 for Hank Aaron: Chasing the Dream. E.B. Moss: Oh, your other passion, which I know. Baseball. Jack Myers: Yeah, baseball. I partnered with Denzel Washington on that, and Hank Aaron, of course, and Turner Broadcasting. And I still have a passion for making documentaries, but in a lot of ways that passion has segued over to a lot of the work I do now in the area of diversity and the focus on young men and protecting ... protecting is the wrong word... defending them, in terms of helping them make the transition from a very feminist society in which they've quite comfortably grown up, to a society in the workplace where we're now seeing the reaction to the realities of the negative patriarchy that are now coming to the forefront, and appropriately so. E.B. Moss: Yes. So, let me actually read one more written piece, here. This is from the intro of The Future of Men. Just these couple of sentences to me, I think, are very telling about what you can glean from this book: "The last generation of traditional males is now in their late 20s. The first wave of internet natives is just entering their adult years, heralding a new age of gender relationships that have different role models, a history born with the internet, and new guidelines for behavior." Jack Myers: That was written almost two years ago, just before the book was published. It's a very honest and forthright book about the realities of the negative patriarchy and the challenges that women have been confronting for decades, if not centuries, of a culture that has really permeated society of male dominance...whether that dominance is financial, regulatory or physical. Like Chapter Five - "Deny, Deny, Deny: Men's Destructive Instinct To Lie." Women are appropriately fighting back and rebelling, and it's overdue in a lot of ways. The book was published a year and a half ago so we've added a new subtitle: The Future of Men: Men on Trial, because men are on trial and many men are being found guilty. In my first chapter ["Men: Are Even the Good Ones Bad?"], I point out that, in many ways, there are very few men - when you go from that generation that's older than 27, 28 - who aren't guilty of objectification, of misogyny, of sexism. Because it has been a part of the culture, and in too many instances, that has gone overboard into harassment and rape and a culture that's also been accepted in society that has held the women responsible. We are in the midst of an appropriate backlash against that that I think is going to continue.  But my focus in the book and in my conversations are to make sure that we recognize there is this younger generation of men who have grown up in a feminist society, in households where more than 50% of them grew up in homes where their mothers were either single moms or primary wage-earners or equal wage-earners in the home. And that's a growing percentage ...where their teachers are 80% women, where their classmates are 60% female. That's what they're comfortable with, and they -- for the large part -- should not be held guilty or responsible for the sins of their fathers or their older brothers or their grandfathers. So, we need to make sure we have systems, organizations, processes in place that support them just as the women's movement has put systems, organizations and processes in place to support women. Other cultural groups have support groups; the young men do not have an organized support group unless it's an angry men's group, and that's the danger we're facing today. E.B. Moss: It's interesting because, as I've said, I've known you for quite a few years and I know you to have your finger on the pulse. I'm very interested in how this area of interest came about. I suspect that some of it was through your renown research and some of your marketplace assessments of what was going on in the media industry. But I also know personally -- we were talking about this the other day -- that 20 years ago, you built in for anyone who worked with you some guidelines about what to do if you're feeling uncomfortable in the work environment. Jack, I guess this has been a thing for you for a long time. How did this first come to light for you? Jack Myers: I'm asking that question myself all the time. I'm sure it goes back to something in my childhood, but no matter how much therapy I do, I can only go so deep. But realistically, the focus on men and the focus on diversity, the focus on recognition of equality -- whether it be pay equality, women's equality in the workplace, at home -- was really inborn because my mother started working when I was two years old. Got her bachelor's degree and then her master's degree - going nights at the school when I was young. She became, as a civilian, a senior accountant in the Air Force and was doing computer programming in the Air Force in the 1980s and 90s, and became one of the lead computer programmers. And I never really saw my father as necessarily a role model until I wrote the book on the Future Of Men and realized that he was doing housework. He was always supportive of my mom. We always had a different kind of home than my friends growing up, and I didn't realize how different it was. So a lot of these passions are inborn. In terms of the evolution, it came from my passion and interest in looking at the impact of technology on society, culture and business, and several years ago thinking we should really be looking at this first generation to grow up with the internet and mobile, born '95 and after. Those are the younger Millennials; they're a bridge generation between the Millennials and what we now call Gen Z. Then I began researching Gen Z, who are now 22 and younger, who are really on steroids: taking the best qualities of the younger millennials, and they're now exhibiting many of those qualities. And looking at what impact they were having, who they were, what they were like, how media impacted on them, what their influences were and are, and studying them and realizing that it's a female-dominant, female-led generation that's increasing. Then, getting questions: “Well, what's happening to the men? Why are the men underperforming? Why do we have lean out generation of young men and a lean in generation of young women?” ...and wanting to answer some of those questions. E.B. Moss: You've also mentored and done your part to help other women along. My recent podcast was with Arlene Manos, and I know that you gave her a pretty significant boost in her career. The two of you forged new ground together. Talk to me about how you hire and what you look for in men or women. Jack Myers: That's a really difficult question, 'cause there's no clear answer to it. I don't look for any particular qualities. I look at the person and I've not always been right in my choices and selections. I've found, more often than not, the women have outperformed my expectations. In many instances, men who I've hired have underperformed in my expectations. But there's also been the flip of that, so I really don't have a set hiring formula or strategy. I think I look foremost at their interrelationships with others, and how they're perceived, and what their passions are, and see where the passions connect with the interests that they'll have in their job. And, to try to make them make sure that intersection between their passions and their careers are ... I'm able to help bring those together. E.B. Moss: Yes, I've actually seen that in action. I've seen you support interns, the fellows that you've brought in through the IRTS and their foundation, and even with hiring some -- as you call them -- "first fivers," for the first five years in the media industry. I've seen you throw them in the deep end and help them swim, so it's a great approach. We've talked about The Future of Men, so is there hope, Jack? Jack Myers: There's great hope for this next generation of young men and for future generations if we pay attention to them right now. This is the moment in time when media and others are so heavily focused on the problems of the older generations of men. The challenges, the outings. The media loves the negatives. Well, let's start focusing on the positives, 'cause this next generation of young men who are just in college, coming out of college, coming out of high school, looking at their future are very confused. They're very conflicted by the mixed messages they're getting of what is a real man and the strength and being the authority, being the provider versus the new definitions of men. Being more authentic, being more emotionally open, being more vulnerable. And they're confronted by a society that's not embracing men in general right now, and they're saying, "Wait a second. This is not me." But yet a lot of those realities are being foisted upon them as well. So we have to start focusing on this next generation. If we do that, then yes, there's a lot of hope for young people. Not just young men. [Young people] don't look at male/female. They look at a spectrum of gender, and they're not looking at the differences between men and women because they've grown up in a culture where those differences have been crossed over. Those lines are being crossed over uniformly. If we start saying, "Men over here, women over here" ... 90 plus percent of all corporations have women's groups. The young men come in and they say, "What about me?" The young women come in and they say, "Wait a second. We've been together in high school and college. Why are you taking the women over here and saying we get special treatment?" I'm not saying take that away, and nor am I saying, "Create groups for men." I'm saying the women's groups that have built the structures and organization need to start becoming gender-neutral, themselves, and stop looking at "Women, over here. Men, sorry." It needs to be, "What can we do to build a better workforce and a better culture within our organization and recognize that we can learn from the young people who look at themselves as one, and not male/female." E.B. Moss: Yes, and so the words "better culture" and the environment overall seem to be really key right now. That's where the needle is so far to the right as we try to course correct. Hopefully we'll find our true north -- our center -- where that environment does treat people equally and does give all people a voice. Jack Myers: E.B., I'm afraid we're a couple decades away of having that nirvana, but I do think that what's happening today in society and business ... In many ways, I think we're just beginning to see the negative output that has resulted from the harassment that's taken place over the last decades and forever. It's going to continue and it's going to get worse. More and more men are going to be exposed, rightfully so. I think that's going to create a lot of opportunities and openings for women to move in to more senior roles. And they are staying in their careers longer because they are being well-paid. They are primary wage-earners more and more. There are more and more single moms. But I do think we have to take responsibility for making sure that the stay-at-home dads are not considered out-of-work dads but are also honored and respected. 15 years ago, I said we're at the beginning of a major transformation that the internet is bringing on us. I think we're only about halfway through that. We have another 15, 20 years to go. E.B. Moss: When the whole Harvey Weinstein scandal was just breaking, you wrote a terrific piece in MediaVillage. It was sad and terrific, but you said the same thing then - that many, many more dominoes are about to fall. You called it, yeah. Jack Myers: I think we're, again, they're going to continue to fall. We need to begin bringing more and more solutions in to the conversation- E.B. Moss: Not just finger pointing. Jack Myers: ... and also highlight those men and women who are doing positive things for- E.B. Moss: So, replace the role models? Jack Myers: Replace the role models. E.B. Moss: Got it. Jack Myers: And that's why I've created Advancing Diversity - to honor those organizations, people and companies that are doing good things. E.B. Moss: Well, thank you for teeing that up. Let's talk about Advancing Diversity, because I know beyond just your words you're actually taking action. You're honoring people coming up at the Consumer Electronics Show in January. Tell us about that. Jack Myers: Well, that's the beginning. The Advancing Diversity Honors, the Diversity Hall of Honors induction taking place at CES is the beginning of what I hope and expect will be a long-term focus and initiative in the industry on the positives and what is being done positively to provide best practices, to create recognition that there is a strong business model for advancing diversity in organizations and making organizations look more like society. And diversity is not just gender. It's not just culture. Ernst & Young has a Neurodiversity initiative that brings autistic people in and gives them a meaning and an opportunity because they are very good at certain things in data and analytics. There's diversity of experience; there's diversity by bringing people in from community colleges as opposed to the four-year schools --even people who have chosen not to go to college and have certain types of experience. We're expanding out the depth and breadth of diversity, and I think when we go in to a lot of the tech companies, we criticize them appropriately for lack of gender diversity, lack of pay equality, lack of cultural diversity, but yet you walk their halls and you see a myriad of different ... You see goth, you see people with purple hair... E.B. Moss: ...So, cultural inclusion. Jack Myers: Yeah, so inclusion takes many forms, shapes. Our goal is to really create an organization that identifies, recognizes and honors those individuals who are taking positive steps to support diversity. And we're going to be expanding that out pretty dramatically not just across the diversity spectrum, but in focusing on young people and our 1st Five. Focusing out with our Legends & Leaders organization on those who are either retired or not able to find work and honor their experience and connect the generations, because there's value to learn and teach at both ends of the spectrum. E.B. Moss: Like the De Niro film, The Intern. I think we could all learn from that. Jack Myers: That's exactly right. And there are a lot of other films out there that I think we can look back at that will be done and are being done about our culture that we'll look at and say, "Oh, my God, do you believe that they could even make that movie?" Then we'll look back at other films and say, "Oh, my God, they really had their finger on the pulse of things." E.B. Moss: Yes. So it's nice to see the evolution, because I've seen how you have focused on supporting young people. How you've focused on supporting women, how you're instructive and try to be a role model to men. I think your wife is amazing, and she must really appreciate you. You've even spoken at TEDWomen, so you have all of that evolution- Jack Myers: Well, and my wife, Ronda Carnegie, was a co-founder of TEDWomen and spent many years at TED building that organization. Her co-founder of TEDWomen, Pat Mitchell, was my co-producer on Hank Aaron: Chasing the Dream when she was at Turner Broadcasting. E.B. Moss: Oh, I see how this works. Got it. Powerful women support you. Jack Myers: But my application to speak at TEDWomen was a blind application. They were not in the decision-making process... E.B. Moss: Did she at least coach you a little? Jack Myers: She did. E.B. Moss: Well, I want to spend just the last few minutes ... We've talked again about The Future of Men, we've talked about hopefully our future as a society. Let's talk a little bit about the future of media. Clearly, those are your core chops where you are best known. Now that we're entering 2018, which I can't believe, where do we see the media world going, Jack? And I know that you don't exactly rely on a crystal ball; you're pretty smart, but you also have a history of research and marketplace assessment. So, between that and all the people you know and your insights, what can you tell us? Jack Myers: Well, E.B., as you know, I started working on the concept of MediaVillage ... It was 2002. It was very early and Ed Martin was involved... E.B. Moss: Our Editor. Jack Myers: ...Our editor. And Maryann Teller, who's our Chief Administrative Officer at MediaVillage, was involved. But MediaVillage does, in many ways, reflect what I believe is the future of media, which is as data and analytics become more and more prominent, as the business of media buying/selling/planning moves more and more toward programmatic and toward automated models, as we move more in to the internet, more in to digital, and we move further and further away from relationships, maintaining the village -- the media village -- will really be the solution for a lot of companies to maintain their relationships. So, the idea of MediaVillage was to give everyone in the industry an equal opportunity to have a voice and to have a voice of thought leadership. Not just to have a voice of what are their numbers, what does the data say, but what do they think? What do they feel? What are their realities? What are the opportunities? And to put it in a context where they each control their own environment, but yet they're a part of a village. So I look at MediaVillage as a community. And at the center of the community is a town square, and in that town square is our [journalists] like you - You're in the town square. Stuart Elliott's in the town square. Charlene Weisler, Simon Applebaum, Brian Jacobs, Bill Harvey. Our thought leaders, and then their homes. ABC has its own home. YouTube has its home. Every company has its home. And in that home is where their executives and their others can share their thoughts and then we, at MediaVillage, can spread their thoughts out to the rest of the community and all the other homes. So GroupM, and Mindshare, and Omnicom, and IPG, and Publicis have their homes within MediaVillage. It's the place where the industry can connect on thinking, on thought, on ideas, on creativity, and on relationships. We then pull them together into different events and communities and activities. So, I believe that the biggest challenge we have in terms of our future is that we become so data-centric and so analytic and algorithmic in our focus that we lose sight of what's really built our community, which is relationships. E.B. Moss: So, we have to humanize, we have to add personality to every media brand, let's say, and sounds like we have to be one to one at scale in a way. Yes? Jack Myers: Yeah. One to one at scale and I also think everyone wants to be a part of our community or any community needs to have a voice, and they need that voice to be amplified. That's what we do at MediaVillage. And we do a lot of research to help them understand what the perceptions are. We look at MediaVillage as being a perceptions engine. What I've discovered through this process is almost every major industry spends a tremendous amount of money on self-awareness...on market research both in the consumer and in their B2B community. Almost every other industry spends a tremendous amount invested in thought leadership content and communicating their executive point of view, whether it's through social media or through long form communication. Then they spend a lot on advertising to get that message out there. Well, the advertising part of it has collapsed because B2B media has declined at a rate faster than newspapers. The opportunities for community through conferences ... It's like the old Yogi Berra line. "No one goes there anymore." It's too crowded. Talking about CES, of course. Then on the research side, our industry incredibly under-invests on the B2B side. B2B needs to be reinvented, and that's what we've done at MediaVillage. We've reinvented B2B, and I believe the model we've created at MediaVillage will be expanded out to many other industries. We've put the market research and insights, together with the content strategy, together with the content creation, which you lead, E.B.. Then what our real secret sauce is is the actual village that we've built where each of our member companies has their own home, their own place where their thought leadership is archived, centered, and becomes a destination. E.B. Moss: Last question, Jack. Do you think that we are contraction-proof? How's the industry going to fare with all of this consolidation? Jack Myers: No one is contraction-proof. The expansion that's happened over the last two decades is slowing. The consolidation with Scripps and Discovery, the consolidation with Fox and Disney, and the consolidation in the adtech and mar-tech side, we're going to go from about 15,000 companies down to about 500 in the next decade. E.B. Moss: Wow. Jack Myers: Of those 500, about 50 will actually be meaningful and relevant to the industry. So, the winners and losers from the VC side are going to be significant and challenging over the next several years. Picking the winners and the losers on the martech and adtech side is going to be a really interesting process. And of course, Google, Facebook, Amazon are the three-legged stool that is supporting the industry. When you look at those three companies, almost individually they equal or surpass the combined value of Disney/ABC, of Fox, of CBS, of NBCU/Comcast ... So the legacy media players and the digital media players are going to have to have some kind of reckoning on Wall Street in terms of where the power really is, and what the value of the legacy media distribution models are...and which are working, and which are not in the future. E.B. Moss: Well, a couple of years ago, when you first invited me to write for you and last year when you gave me this position, you said, "Hitch your wagon to this star. We're going places." I think that I picked the man who knows how to pick the winners. So if we're going through that consolidation, Jack Myers, I'm sticking with you. Thank you for joining me today on your podcast for MediaVillage. Jack Myers: And if I can get the last word, the colleagues that you work with, here, at MediaVillage are really a small and very exceptional and hardworking team. It's really you and they who are driving it forward now. I just step back and watch with joy and pleasure and excitement. E.B. Moss: Aww, this is why he's a great boss, too. Thank you, Jack Myers. Jack Myers: Thank you, E.B.  

A conversation with U.S. Navy Lieutenant Commander Leedjia Svec, Director of Military Programs at NASA’s Ames Research Center in Silicon Valley.

To implement successful diversity initiatives, colleges and universities must first understand the benefits, challenges and strategies that matter most. Edward Wilson Jr., Ph.D., director of strategic partnerships and former director of academic affairs at the University of Kansas Medical Center, provides insight into those key topics.

Sheila O'Rourke was appointed assistant provost for academic affairs at University of California at Berkeley in 2008. Her responsibilities include policies, practices and programs enhancing faculty recruitment and advancement with an emphasis on equity and diversity. O'Rourke also is the director of the University of California President's Postdoctoral Fellowship Program, a faculty pipeline program designed to enhance the diversity of the academic community at the University of California. She previously worked at the University of California Office of the President as assistant vice provost for equity and diversity, where she served since 1999. Prior to joining the Office of the President, she was an assistant vice provost at University of California, Berkeley. She also previously served as a civil rights attorney for the U.S. Department of Education Office for Civil Rights and as a teaching fellow at Stanford Law School. She has a J.D. from Boalt Law School and an A.B. from Stanford University.

Question and answer session following Dr. O'Rourke's presentation.