Podcasts about belonging deib

While most clinicians are seeking effective clinical skills to bring back to their clients, NARM® therapists are often surprised to experience such profound personal transformation for themselves through training in NARM. In learning more about themselves and their own healing process, the result is a better understanding of their client's healing process. Self-discovery can be a vehicle toward personal and relational change. On this episode of Transforming Trauma, host Emily Ruth invites NARM Master Therapists Alex White and Sabrena Ness to share their professional experiences as members of the NARM training community and personal journeys of self-discovery. The trio also discusses the mentorship programs that support ongoing professional development and personal growth hosted by the Complex Trauma Training Center, as well as opportunities for stronger community engagement and support. About Sabrena Ness: Sabrena Ness is a Clinical Mental Health Counselor (CMHC) in Utah and a Licensed Professional Counselor (LPC) in Colorado. She earned her Master of Science in Clinical Mental Health Counseling from the University of Wyoming. Sabrena is the Clinical Director at LifeStance Health in Utah and has been with LifeStance since 2021. She also serves as a Co-Chair for the Pacific Northwest region of LifeStance's Diversity, Equity, Inclusion, and Belonging (DEIB) chapter, where she focuses on fostering an inclusive and supportive workplace culture.  Sabrena specializes in complex developmental trauma and complex PTSD, working with individuals and couples across the lifespan. She is particularly dedicated to supporting LGBTQ+ and neurodivergent populations, creating affirming and effective therapeutic spaces. She is a NARM Therapist and participates as a Training Assistant in NARM Trainings, reinforcing her commitment to advancing trauma-informed care. Her work emphasizes innovative leadership, continuous improvement, and a deep dedication to mental health advocacy. Learn More: Lifestance Health About Alex White: Alex White's career spans more than 15 years in the mental health field, throughout which he has been continually inspired by the transformative power of the therapeutic process. A NARM Master Therapist, Alex first joined the NARM community in 2020 and has served as a Training Assistant in NARM Trainings since 2022. Alex has worked with diverse populations across various settings, with a particular focus on the unique complexities of trauma work with adults (18+). He currently runs a private practice in Salt Lake City, Utah, focusing on issues such as religious trauma, LGBTQ+ issues, compassion fatigue, burnout, shame, relationship difficulties, and masculinity. He is also an adjunct faculty in the MS Counseling Program at Westminster University. Learn More: Alex White Counseling & Consulting To read the full show notes and discover more resources, visit https://complextraumatrainingcenter.com/transformingtrauma SPACE: SPACE is an Inner Development Program of Support and Self-Discovery for Therapists on the Personal, Interpersonal, and Transpersonal Levels offered by the Complex Trauma Training Center. This experiential learning program offers an immersive group experience designed to cultivate space for self-care, community support, and deepening vitality in our professional role as therapists. Learn more about how to join. *** The Complex Trauma Training Center: https://complextraumatrainingcenter.com View upcoming trainings: https://complextraumatrainingcenter.com/schedule/ *** The Complex Trauma Training Center (CTTC) is a professional organization providing clinical training, education, consultation, and mentorship for psychotherapists and mental health professionals working with individuals and communities impacted by Adverse Childhood Experiences (ACEs) and Complex Trauma (C-PTSD). CTTC provides NARM® Therapist and NARM® Master Therapist Training programs, as well as ongoing monthly groups in support of those learning NARM. CTTC offers a depth-oriented professional community for those seeking a supportive network of therapists focused on three levels of shared human experience: personal, interpersonal & transpersonal. The Transforming Trauma podcast embodies the spirit of CTTC – best described by its three keywords: depth, connection, and heart - and offers guidance to those interested in effective, transformational trauma-informed care. We want to connect with you! Facebook @complextraumatrainingcenter Instagram @complextraumatrainingcenter LinkedIn YouTube  

Of all the components in the Diversity, Equity, Inclusion and Belonging (DEIB) umbrella, inclusion is rapidly gaining a prominence of its own.But why favour one above the rest? And why are people so excited about inclusion's potential for business?To answer these questions, we invited Aggie Mutuma, CEO and lead consulting director of Mahogany Inclusion Partners onto the podcast. Ranking fifth on our HR Most Influential practitioners list 2024, Mutuma is a trusted advisor for the CIPD and passionate advocate for inclusion.

In this episode of the Teach Outdoors podcast, we explore how outdoor education can foster Diversity, Equity, Inclusion, and Belonging (DEIB) with two incredible guests. Camille Simone Edwards, a DEI practitioner with over 14 years of experience, and Dan Kriesberg, a veteran environmental educator and co-creator of Diversity Education in Nature, join us to discuss how nature can be a powerful space for building community and inclusivity.Together, we dive into why DEIN is essential in education today, the biggest challenges educators face in integrating these principles into outdoor learning, and creative activities that help students engage with diversity and belonging in nature. We also explore how fostering a connection with nature supports a sense of place, stewardship, and community.Tune in for practical strategies, inspiring stories, and actionable steps to make outdoor learning more inclusive for all students.Connect with Our Guests:

As the Director of Talent Operations and Culture and a pivotal leader in talent and marketing at ZRG Partners and Founder of Do Better Consulting, Desiree Goldey stands at the forefront of revolutionizing workplace dynamics. With a career steeped in advancing Diversity, Equity, Inclusion, and Belonging (DEIB), Desiree leverages a rich tapestry of experience in talent acquisition, leadership training, and organizational culture enhancement to challenge and reshape the corporate landscape.     CONNECT WITH Desiree Goldey LinkedIn: LinkedIn: https://www.linkedin.com/in/desireegoldey/ Facebook: https://www.facebook.com/profile.php?id=61559164317906 Website: https://www.dobetterconsulting.net/     JOIN THE FIGHT AGAINST FOOD INSECURITY   Join the fight against food insecurity here in the U.S. with an online donation. $25 will provide food and life essentials for 10 vulnerable families. DONATE TODAY at Meet the Streets Outreach, INC. to fight hunger!    Meet the Streets Outreach provides essential support to Houston's food-insecure communities by offering over 2,000 hot meals each month. With your help, we can continue to serve those in need. Your support ensures that we can continue to make a meaningful difference in the lives of Houston's most vulnerable residents. Thank you for considering this opportunity to invest in the well-being of our community.   Food Insecure Households For many families in the U.S., the past several years have been difficult. Higher food prices, economic instability, and other factors have made providing for a family even harder. 1 in 8 households in the U.S. is food insecure. That means these families don't have enough money or resources to buy enough food for everyone in their household. As recently as 2022, 7.3 million children lived in food insecure households. Also, 16.9% of children live in poverty.   SNAP Benefits More than 22 million U.S. households use SNAP benefits to help with food costs, as of April 2023. Sometimes known as “food stamps,” SNAP is the federal Supplemental Nutrition Assistance Program. People who receive SNAP benefits can use it to buy groceries, seeds, and plants for food. SNAP cannot be used to purchase hot food or household items like cleaning supplies, vitamins, or diapers.   CONNECT WITH Cedric Francis Website: https://www.lead2greatness.com/ Facebook: https://www.facebook.com/cedricbfrancis X (twitter): https://twitter.com/cedricbfrancis Instagram: https://www.instagram.com/leadtogreatness/ LinkedIn: https://www.linkedin.com/in/cedric-b-francis-a0544037/

Welcome to the show! Today, we have an exceptional guest, Dr. Bonnie Wilson, a dynamic leader in executive coaching and leadership development. She is the CEO of Xceeding the Mark Executive Coaching & Consulting, where she helps emerging healthcare and tech executives move from succession-ready to succession-selected.With over two decades of experience, Bonnie has held executive roles in healthcare, served as a trusted advisor for leaders at top organizations, and currently coaches executives through Velocity Advisory Group, Heidrick & Struggles, BetterUp, and Waldron CPI. She's a sought-after expert in Diversity, Equity, Inclusion, and Belonging (DEIB), leadership development, and career acceleration.Beyond her professional success, Bonnie is passionate about helping tech leaders get promoted without sacrificing their health, sanity, or family life. Her no-nonsense yet humorous approach has helped countless executives rise through the ranks faster than the industry standard—often with salary increases beyond expectations.1:40 - Handling Emergencies as a Leader13:21 - Skill vs. Will – Identifying Leadership Potential19:18 - Empowering Your Team for Greater Success 22:00 - Misconceptions About Women in Tech & Leadership32:00 - Approaching Mentorship & Paying It Forward45:00 - Family, Leadership, & Finding Balance✉️ Connect with Dr. Bonnie on LinkedIn: https://www.linkedin.com/in/drbonniewilson/

Remastered Edition of episode 3! Jala is joined by Desirée Neyens to discuss Diversity, Equity, Inclusion & Belonging (DEIB): what it is, why it's important for everyone, how to approach it, what to do when you make a mistake, and more. Some of the resources mentioned in this episode: Harvard Implicit Bias Test (https://implicit.harvard.edu/implicit/takeatest.html) A series of tests related to a number of different biases. You can select a quiz based on what type of bias you would like to examine. DEIB Libguide (https://libguides.library.umkc.edu/DEI_Reading_List) Jala's personal favorite. This is a list of works ranging from textbooks to entertainment media which broach various DEIB topics. It is divided by subject matter so you can easily locate your topic of interest. You can find the full list of resources on this blog post (https://www.jalachan.com/articles/deib-list). Support this show via Ko-fi! Just like Patreon, there are subscription tiers (with bonus content!) in addition to the ability to drop us a one-time donation. Every little bit helps us put out better quality content and keep the lights on, and gets a shout out in a future episode. Check out ko-fi.com/fireheartmedia (https://ko-fi.com/fireheartmedia) for the details! Don't forget to rate & review us on your podcasting platform of choice~ Jala Prendes Bluesky - @jalachan (https://bsky.app/profile/jalachan.bsky.social), Bluesky - @fireheartmedia (https://bsky.app/profile/fireheartmedia.bsky.social) The Level (https://thelevelpodcast.com/hosts/jala) Desirée Neyens Bluesky (https://bsky.app/profile/dneyens.bsky.social) Twitter (https://twitter.com/dneyens) Special Guest: Desirée Neyens.

Matt Corbett has over three decades of refined expertise in talent acquisition, spanning technology consulting, executive search, and Recruitment Process Outsourcing (RPO) He stands as the President and co-founder of of the Embedded Recruiting division of ZRG Partners, LLC.Matt's professional narrative is deeply intertwined with his passion for Diversity, Equity, Inclusion, and Belonging (DEIB) and the transformative power of technology. He is an ardent advocate for leveraging the unique insights and perspectives that diversity brings to the table, ensuring they are recognized and celebrated across various sectors. Matt's expertise and enthusiasm extend beyond just advocating for DEIB; he is also vocal about the ethical and responsible use of technology to enhance human lives, standing at the forefront of championing technology as a force for good and understanding the impact of AI on labor markets.Elevate Your Brand is the #1 marketing podcast for entrepreneurs and “wantrepreneurs” looking for insider tips and secrets from the most exciting new and growing brands in Los Angeles and the US at large. Each week, entrepreneurial special guests join Laurel Mintz, founder and CEO of award-winning marketing agency Elevate My Brand, to discuss the marketing failures and successes that have brought their brands to the next level. Learn from real-life experiences and be inspired by leaders in your industry about how smart digital and experiential marketing can elevate your brand.Contact us: https://www.elevatemybrand.com/contact Stay connected & DM us feedback on the podcast:Instagram: https://www.instagram.com/elevatemybrandla/ LinkedIn: https://www.linkedin.com/company/elevatemybrandla/ TikTok: https://www.tiktok.com/@elevatemybrand

Welcome back to our ‘Deconstructing DEIB” series. DEI is under disruption like never before. The question is, what can HR leaders do about it? What do they tell their teams? That's why the HR Works podcast has rolled out "Deconstructing DEIB," a series designed to cut through the confusion. In this series, we take a deep dive into the often-misunderstood concepts of Diversity, Equity, Inclusion, and Belonging (DEIB), going beyond the buzzwords, exploring the nuances of each element and examining how they intersect to truly impact the employee experience. In the third part of our four-part series, we're Deconstructing Inclusion. Inclusion is more than just representation. It's about creating a workplace where everyone feels seen, valued, and heard. But how do we get there? This episode of HR Works explores what inclusion truly means in practice. Kristine Santa-Coloma Rohls, Chief People Officer and Chief Inclusion, Diversity & Equity Officer at Slalom Consulting, shares her invaluable insights.

In this episode, we sit down with Sunita R. Cherian, Senior Vice President – Group Human Resources at Wipro Limited, to explore how the company is leading the way in Diversity, Equity, Inclusion, and Belonging (DEIB) in the tech industry.  With over two decades of expertise in Human Capital Strategy, Sustainability, and Diversity & Inclusion, Sunita has played a key role in shaping Wipro's DEI initiatives, including the Women of Wipro platform. As a former Chair of NASSCOM's National D&I Council, she has been a driving force behind inclusion efforts at Wipro and beyond.  Wipro is recognized as a DEI Lighthouse by the World Economic Forum, setting industry benchmarks through impactful policies, leadership programs, and gender diversity initiatives. In this conversation, we discuss:  - What it means to be a DEI Lighthouse and how Wipro has set itself apart in advancing diversity in tech  - How Wipro integrates DEI into its core business strategy, ensuring it goes beyond corporate rhetoric  - The company's efforts to accelerate women's leadership in tech through mentorship, sponsorship, and leadership programs  - How Wipro designs inclusive hiring and talent development programs to support women and underrepresented groups  - The policies and programs that have driven intersectionality, supporting cultural, socio-economic, and neurodiverse inclusion  - How Wipro is leveraging AI and technology to advance diversity and inclusion  - Key lessons for Nordic companies and how they can adopt best practices from Wipro's DEI journey  - Sunita's top action for individuals and organizations to create sustainable gender diversity in the workplace  Tune in to gain valuable insights from one of the leading voices in DEI in tech and learn how companies can build more inclusive and equitable workplaces.  Listen now.

Abbie and Adrian discuss the backlash against Diversity, Equity, Inclusion, and Belonging (DEIB) programs amidst changing federal policies and ongoing cultural debates. They explore the tension between maintaining an inclusive workplace and the pushback against such initiatives, emphasizing the importance of open dialogue, factual evidence, and continuous learning. The conversation touches on "merit," the value of diverse voices, and the responsibility of businesses to foster inclusive environments and equitable practices. This episode offers a nuanced exploration of the challenges and opportunities in working together to create a better world. Read the transcript and notes for this episode on our website. Key Takeaways Diversity is a fact of nature and should be mirrored within workplace environments to promote inclusivity and equity. Policy shifts have impacted the traditional DEI landscape, raising questions about meritocracy and representation. Systemic biases are pervasive, and acknowledging personal biases is essential for fostering more inclusive spaces. Real progress requires open, honest, and sometimes tough conversations about race, equity, and inclusion in society. Leaders of companies and non-profit organizations should authentically communicate their stance on DEI issues, reflecting these values in their operations and cultures. Follow the podcastIf you enjoyed this episode, please follow Copper State of Mind in Apple Podcasts, Spotify, or any other podcast app. We publish new episodes every other Friday. Just pick your preferred podcast player from this link, open the app, and click the button to “Follow” the show: https://www.copperstateofmind.show/listen Need to hire a PR firm? We demystify the process and give you some helpful advice in Episode 19: "How to Hire a Public Relations Agency in Arizona: Insider Tips for Executives and Marketing Directors" CreditsCopper State of Mind, hosted by Abbie Fink and Dr. Adrian McIntyre, is a project of HMA Public Relations, a full-service public relations and marketing communications firm in Phoenix. The show is recorded and produced by the team at Speed of Story, a B2B communications firm, and distributed by PHX.fm, the leading independent B2B podcast network in Arizona. If you enjoyed this episode, you might also like the PRGN Presents podcast, hosted by Abbie Fink, featuring conversations about PR, marketing, and communications with members of the Public Relations Global Network, "the world's local public relations agency.”

Dr. Aikyna Finch is a dynamic leader and advocate for Diversity, Equity, Inclusion, and Belonging (DEIB). With a deep commitment to fostering inclusive environments, she servesas the ICF Director of DEIB, where she leads initiatives to create equitable spaces for coaches worldwide. Dr. Finch's approach to DEIB is informed by her extensive background in education, leadership, and technology, making her a versatile and impactful voice in the DEIB community.Her academic achievements include a Doctorate of Management and multiple advanced degrees in technology management, marketing, and information systems. Thesequalifications provide Dr. Finch with a unique perspective on how education, technology and management intersect with DEIB principles. As a former Campus and Faculty Dean, she has championed inclusive practices that promote diversityand support the professional growth of individuals from all backgrounds. Beyond her role at ICF, Dr. Finch is a TEDx speaker, coach, and social media influencer. Her work in DEIB is also reflected in her contributions as an author and thought leader, where she frequently addresses the importance of inclusive practices in various industries. Dr. Finch's dedication to DEIB is rooted in her belief that everyone deserves to belong, thrive, and succeed personally and professionally. Her work continues to inspire and empower others to embrace diversity and create inclusive environments that foster true belonging.Link CoachfederationAikyna Finch LinkedIn

DEI. It's a hot topic, but it's also a complex one—and it's under disruption like never before. We're seeing a lot of confusion, and frankly, some backsliding when it comes to diversity, equity, and inclusion. The question is, what can HR leaders do about it? What do they tell their teams? That's why the HR Works podcast has rolled out “Deconstructing DEIB,” a series designed to cut through the confusion. In this series, we'll take a deep dive into the often-misunderstood concepts of Diversity, Equity, Inclusion, and Belonging (DEIB), going beyond the buzzwords, exploring the nuances of each element and examining how they intersect to truly impact the employee experience. In the second episode of our four-part series, we deconstruct equity, which often gets misunderstood. What does it really mean in the workplace? How can HR leaders move beyond good intentions and create a truly level playing field? Jennifer Martinez, Chief Diversity, Equity and Inclusion Officer and Partner at Hanson Bridgett joins to discuss. Jennifer leads the firm's DEI consulting practice to assist other businesses with DEI initiatives, helping them navigate how to continue to promote and support equality efforts in the current climate.

Gerry Crispin returned to speak to his thoughts on the recent DEI executive order. Gerry wrote an article, Signals Amidst the Noise, that gives some important context for everyone. The weather vane seems to be swinging wildly these days, and offering some thoughtful perspective on where and how this fits into our historical timeline will be helpful for people. One step forward, two steps back, maybe three steps forward another day.We also pulled in Jackye Clayton, Founder of PeoplePuzzles to share her perspective and to spill the beans on her year-long secret: She is on the next season of Amazing Race?!

Jala is joined by Desirée to discuss types of trauma, methods of coping and more. They also discuss the book The Body Keeps the Score by Bessel van der Kolk, M.D. This episode is primarily a book report of: The Body Keeps the Score by Bessel van der Kolk, M.D. (https://www.penguinrandomhouse.com/books/313183/the-body-keeps-the-score-by-bessel-van-der-kolk-md/) Links & Articles * Desirée recommends the works of Oliver Sacks (https://www.oliversacks.com/books-by-oliver-sacks/) * Trauma | Psychology Today (https://www.psychologytoday.com/us/basics/trauma) Related episodes: * Episode 3: Diversity, Equity, Inclusion & Belonging (DEIB) (https://www.jalachan.place/3) - discussion of Diversity, Equity, Inclusion & Belonging (DEIB): what it is, why it's important for everyone, how to approach it, what to do when you make a mistake, and more. * Episode 27: Death Positivity (https://www.jalachan.place/27) - discussion of the death positive movement, The Order of the Good Death, and that one time Cameron faceplanted directly into the chest cavity of an embalmed corpse. * Episode 42: Empathy & Emotional Intelligence (https://www.jalachan.place/42) - discussion of empathy, emotional intelligence, and why they are so crucial especially in these constantly-connected times. * Episode 58: Burnout (https://www.jalachan.place/58) - discussion of burnout, current work culture and the economy through the lens of history. Support this show via Ko-fi! Just like Patreon, there are subscription tiers (with bonus content!) in addition to the ability to drop us a one-time donation. Every little bit helps us put out better quality content and keep the lights on, and gets a shout out in a future episode. Check out ko-fi.com/fireheartmedia (https://ko-fi.com/fireheartmedia) for the details! Don't forget to rate & review us on your podcasting platform of choice~ Jala Prendes Bluesky - @jalachan (https://bsky.app/profile/jalachan.bsky.social), Bluesky - @fireheartmedia (https://bsky.app/profile/fireheartmedia.bsky.social) The Level (https://thelevelpodcast.com/hosts/jala) Desirée Neyens Bluesky (https://bsky.app/profile/dneyens.bsky.social) Twitter (https://twitter.com/dneyens) Special Guest: Desirée Neyens.

In this episode, Ishreen reflects on the key insights and developments in Diversity, Equity, Inclusion, and Belonging 3.0 (DEIB 3.0) from 2024. She emphasises the transition from awareness to practical implementation of DEIB principles within organizations, highlighting the strong correlation between DEIB practices and employee well-being. Ishreen explores the importance of neurodiversity, the role of artificial intelligence in promoting fairness in recruitment, and the potential pitfalls of biased AI systems. She also addresses the challenges faced by companies in maintaining DEIB initiatives amidst changing legislation and stresses the necessity of integrating DEIB into core business strategies. Looking ahead, Ishreen shares exciting trends and encourages business leaders to embrace DEIB 3.0 as a fundamental driver for organizational success and innovation. KEY TAKEAWAYS The focus has shifted from merely raising awareness about Diversity, Equity, Inclusion, and Belonging (DEIB) to practical, everyday implementation within organizational structures and processes. There is a strong correlation between DEIB practices and employee well-being, with authentic self-expression leading to improved job satisfaction and performance. Recognizing and valuing different cognitive styles enhances problem-solving and innovation within organizations, demonstrating that diverse thinking can drive productivity and product development. Artificial intelligence can play a significant role in promoting fairness and inclusion in hiring processes, but it must be implemented carefully to avoid biases, as seen in the case of Amazon's recruitment practices. Embracing DEIB 3.0 is essential for organizational success, innovation, and talent acquisition, positioning companies to thrive in a diverse global marketplace rather than treating DEIB as a compliance or public relations issue. BEST MOMENTS "It's not just about talking the talk anymore. It's about walking the walk and making real changes in how our organizations operate day to day." "When folks can be themselves without pretending, they're much happier and they do better work." "DEIB needs to be a part of everything a company does all the time." "Embracing these principles is not merely a matter of compliance or public relations. It's a fundamental driver for organizational success, for innovation, and for talent acquisition." "It's not just about being nice. It's about building seriously successful, innovative companies." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this special holiday episode, Ishreen introduces a festive miniseries titled "A Christmas Carol for the Future of Work." Drawing inspiration from Charles Dickens' classic tale, Ishreen invites listeners to explore the transformative landscape of the industry through the lens of diversity, equity, inclusion, and belonging (DEIB 3.0). The episode reflects on a recent panel discussion at the Thought Leadership Forum, where experts discussed the future of work and the necessary governance, learning, and innovation to prepare the workforce for upcoming changes. KEY TAKEAWAYS Ishreen emphasises a research-led approach to Diversity, Equity, Inclusion, and Belonging (DEIB) that aims to create inclusive workplace cultures where all employees feel valued and connected to a shared purpose. Industry 5.0 is presented as a significant update in the world of work, highlighting the collaboration between humans and machines to create efficient and sustainable workplaces that benefit both people and the planet. Ishreen is inspired by a panel discussion at the 4th Thought Leadership Forum, focusing on preparing the workforce for the future through governance, learning, and innovation. The podcast is designed for a diverse audience, including students, workers adapting to new technologies, and anyone interested in understanding the evolving landscape of work. Listeners are encouraged to engage with the podcast by sharing it within their networks, leaving reviews, and submitting questions for future discussions, fostering a community around the themes of DEIB and the future of work. BEST MOMENTS "This podcast is where progressive, forward-thinking business leaders come together and start shaping a better future for diversity, equity, inclusion, and belonging in the workplace." "Industry 5.0 is all about humans and machines working together in harmony, creating a workplace that's not just efficient, but also good for people and the planet." "We talked about the kind of governance, learning and innovation that we need to get ready in order to maximize the value and make Industry 5.0 workable for everybody." "We're diving into DEIB 3.0, a visionary research-led approach that will create and deliver inclusive cultures where employees feel valued as individuals." "This podcast is for you, whether you're a student wondering about your future career or just someone curious about how our world is changing." VALUABLE RESOURCES Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

Wie können Unternehmen Vielfalt und Chancengerechtigkeit in der Praxis wirklich leben? Und warum ist "Diversity, Equity, Inclusion und Belonging (DEIB)" ein Gamechanger für Deinen Unternehmenserfolg? In seiner neuesten Podcastfolge begrüßt Henrik die inspirierende Andisheh Ebrahimnejad – Beraterin für People & Culture und Gründerin von DASTAN Consulting. Mit einer beeindruckenden Karriere im HR und ihren persönlichen Erfahrungen als Migrantin erklärt Andisheh, warum Inklusion nicht nur ein Trend, sondern ein Muss für die Zukunft ist! Die Highlights der Folge: Diversity greifbar machen: Praktische Ansätze, wie Unternehmen echte Vielfalt schaffen und Chancengleichheit sicherstellen können. Inklusion als Wettbewerbsvorteil: Wie Zugehörigkeit die Bindung stärkt und Unternehmen langfristig erfolgreicher macht. Lösungen für Fachkräftemangel: Wieso DEIB eine Antwort auf den Fachkräftemangel ist und warum Unternehmen jetzt handeln müssen. Diese Folge steckt voller konkreter Tipps und zeigt Dir, wie DEIB mehr als ein HR-Konzept sein kann – nämlich ein Weg zu mehr Innovation und Erfolg. Jetzt reinhören! Hier findest Du mehr Infos über unsere Personalberatung: Webseite LinkedIn YouTube

Join Wendy Sellers, the HR Lady, and co-host JC as they delve into the crucial topic of creating inclusive and equitable workplaces and societies. In this episode, they are joined by Desiree Goldey, founder of Do Better Consulting, to explore the significance of Diversity, Equity, Inclusion, and Belonging (DEIB) in modern organizations. Discover why belonging is a vital component often overlooked in DEI initiatives and how it impacts employee productivity and retention. Desiree shares insights on integrating DEIB into human resource strategies and the importance of fostering an environment where employees feel genuinely accepted and respected. With engaging discussions on practical DEIB strategies, such as recognizing diverse holidays and creating safe spaces, this episode offers valuable perspectives on leading with empathy and understanding. Don't miss out on learning how to attract and retain diverse talent while enhancing workplace culture. Desiree M. Goldey Founder, Do Better Consulting desiree@dobetterconsulting,et www.dobetterconsulting.net

Thank you for returning for the last in our series of Real Conversations from the C-Suite with Ms. Terri Wilson, founder and CEO of Doing HR Differently.  I hope you have found our journey in exploring ways to discuss hot topics without torching relationships to have been valuable.  When talking about reframing the Diversity, Equity, Inclusion, and Belonging (DEIB) discussion from difficult to different, here's the framework I like to use: Diversity is a fact, Equity is a choice, Inclusion is an action, and Belonging is the outcome. Each of these elements requires a distinct approach, and none of them happen by accident.  When engaging in these conversations, remember that the goal might not always be to reach agreement, but rather to raise awareness. Sometimes, it's about planting seeds of thought that will grow over time. And don't forget the work YOU need to do to ensure you're achieving your discussion goals. Self-reflection is a powerful tool for navigating complex conversations.Connect with me!Web - https://www.doctoranita.com/YouTube - https://bit.ly/DrAnitaYouTubeLinkedIn - https://www.linkedin.com/in/anita-polite-wilson-ph-d-77695b/

Whether you're a DEIB professional, an advocate, or someone looking to foster deeper connections within your community, this episode offers valuable insights and practical strategies to help you create a more inclusive world. In this enlightening episode of Beyond Chronic Burnout, host Carole Jean Whittington sits down with Dr. Scott Frasard, an experienced educator and autism advocate.  Together, they explore the vital role of curiosity and dialogue in fostering understanding and connection within communities, especially for those in Diversity, Equity, Inclusion, and Belonging (DEIB) roles. Dr. Frasard shares insights from his book, A Reflective Question to Ponder, which features over 1,200 questions designed to promote non-judgmental conversations and explore diverse perspectives on autism.  He emphasizes the importance of engaging in genuine dialogue rather than making assertions, highlighting how this approach can lead to more inclusive and supportive environments. Listeners will learn about the Autistic Bill of Rights and why it's crucial to respect and support the identities and communication methods of autistic individuals.  Scott's advocacy work demonstrates how reflective questioning can spark meaningful discussions, paving the way for greater understanding and collaboration. Tune in to discover how curiosity can lead to empowerment and connection!

In this episode, Ishreen continues to discuss the Belonging Pioneers Framework for Diversity, Equity, Inclusion, and Belonging (DEIB 3.0). Ishreen discusses the evolution of DEIB practices, highlighting the transition from compliance-focused initiatives to a more strategic and holistic approach that fosters innovation and collaboration within organizations. Ishreen emphasizes the importance of creating psychologically safe environments where all employees feel valued and connected to a shared purpose.   KEY TAKEAWAYS The podcast discusses the progression of Diversity, Equity, Inclusion, and Belonging (DEIB) from a compliance-focused approach (1.0) to a more strategic and goal-oriented phase (2.0), and now towards a holistic and adaptable framework (3.0). Creating a psychologically safe environment is crucial for employees to feel accepted and to foster a sense of belonging within the organization. Leaders should align their purpose with the organization's purpose, promoting a culture where individual and collective goals are congruent. The DEIB 3.0 framework emphasizes the importance of cultivating a culture of emergence, where the focus is on creating an environment that allows for innovation and collaboration. Business leaders are encouraged to take an active role in driving change within their organizations by implementing the Belonging Pioneers Framework.   BEST MOMENTS "The legacy of change needs to be driven by you." "When you're in compliance, the maximum benefit you can get is some form of stability." "We need to take a holistic approach... everybody has an experience of winning." "You're starting to build your reputation in this area, and you've got certain minimum standards that are being met." "When you're up here, you're agile, you're innovative, ideas are coming out, and they're being implemented."   VALUABLE RESOURCES Privilege Survey  https://intelligentlinking261447.typeform.com/to/SNkQvD0v Website: https://belongingpioneers.com/privilege-research-and-podcast Email: equitychampions@belongingpioneers.com   ABOUT THE HOSTS Ishreen Bradley, a Strategic Pioneer, excels in guiding Professional Leaders through complex challenges with clarity, confidence, and courage. She focuses on cultivating inclusive cultures and authentic leadership, offering senior leaders advice, consultancy, training, and coaching. https://www.linkedin.com/in/ishreenbradley-diversity-equity-inclusion-advisorPrivilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com

In this episode, we sit down with Tim Mullaney, VP & Editorial Director of WTWH Media, to discuss the launch of the Prism Awards and what this new initiative means for the senior living industry. Tim shares the inspiration behind creating these awards and how they aim to recognize outstanding achievements in Diversity, Equity, Inclusion, Belonging (DEIB), environmental sustainability, and social stewardship. We delve into the criteria for evaluating communities, the impact these awards are expected to have, and what it means for the future of senior living. Tune in to learn how senior living providers can lead the way in creating more inclusive, sustainable, and forward-thinking communities. Link: https://agingmedia.com/2024-prism-awards/

Jala is joined by Ollie (Media-Eval, Judging Book Covers) and Tom to discuss nonspeaking autism and their experiences parenting a nonspeaking child. Articles * What to Know About Nonspeaking Autism (https://psychcentral.com/autism/autism-nonverbal) * Nonverbal Autism (https://psychcentral.com/autism/autism-nonverbal#support-options) If you enjoy this episode, here are some additional JCP eps you may enjoy: * Episode 3: Diversity, Equity, Inclusion and Belonging (DEIB) (http://www.jalachan.place/3) * Episode 7: Diversity and the Next Generation (http://www.jalachan.place/7) * Episode 17: Disability & Ableism (http://www.jalachan.place/17) Check out the Swag Shop (https://www.teepublic.com/user/fireheartmedia) to share your love with the world! Support this show via Ko-fi! Just like Patreon, there are subscription tiers (with bonus content!) in addition to the ability to drop us a one-time donation. Every little bit helps us put out better quality content and keep the lights on, and gets a shout out in a future episode. Check out ko-fi.com/fireheartmedia (https://ko-fi.com/fireheartmedia) for the details! Don't forget to rate & review us on your podcasting platform of choice~ Episode is marked "explicit" due to cursing. Jala Prendes Bluesky - @jalachan (https://bsky.app/profile/jalachan.bsky.social), Bluesky - @fireheartmedia (https://bsky.app/profile/fireheartmedia.bsky.social) Twitter (https://twitter.com/jalachan) Instagram (https://instagram.com/jalachan) The Level (https://thelevelpodcast.com/hosts/jala) Ollie Brady Media-eval: A Medieval Pop Culture Podcast (https://soundcloud.com/user-834389367) Judging Book Covers (https://podcasts.apple.com/us/podcast/judging-book-covers/id1223781534) Best Acquaintances (Archived) (https://podcasts.apple.com/us/podcast/best-acquaintances-podcast/id1177124375) Facebook (https://www.facebook.com/ollie.brady.1) Tom Rajan Instagram (https://instagram.com/tomrajan712) Special Guests: Ollie and Tom Rajan.

How do you weave your values into your business? How do you market effectively within your own area of focus while still examining and acknowledging power and privilege, which are always at play? How do you stand out in 2024 and beyond, with the ever-changing landscape of online business and the state of the world? These are all questions I had for Tristan Katz and I know you will so appreciate this conversation.  Tristan Katz (they/he) is a writer, educator, business consultant, and equity-inclusion facilitator specializing in culturally competent marketing strategies and LGBTQ+ Diversity, Equity, Inclusion, & Belonging (DEIB) training and consulting. As a longtime student of social movements and social justice, Tristan's work centers on values-focused content development, the exploration of power, privilege, and oppression, and the intersection between solidarity and marketing. Tristan's Instagram: @tristankatzcreative Reimagining Online Business podcast: https://www.reimaginingonlinebusiness.com/   Tristan's free webinar on repurposing is actually called Meaningful, effective content w/ more ease and is currently available on the joinfruition.com platform—this link will take you there (after signing up). Here's the link to BIZ CAMP and Creating Safer Spaces,two of Tristan's incredible offerings. Apply for Steward of Wealth: www.emilyannebrant.com/sow

In Act 1, we explored Betsaleel (Bets) Charmelus's insights on transforming learning spaces, the importance of introducing novelty in education, and the critical role of trauma-informed practices. Bets challenged us to rethink how we prepare young people for a world that isn't trauma-informed, emphasizing that the real impact comes when educators model resilience and adaptability. These foundational ideas set the stage for a deeper conversation in Act 2, where we shift focus from the classroom to Bets's personal journey and the systemic challenges he's faced. In this episode, Bets shares his trajectory into his current role as CEO of ArtistYear, offering a candid reflection on the racism he has witnessed within the arts education field and in society at large. He discusses the difficulties of owning his hard-won position and title in a world that often seeks to either undervalue Black leaders. Bets also tackles the complexities of being a Black leader in a time when Diversity, Equity, Inclusion, and Belonging (DEIB) work is gaining prominence yet facing pushback from those resistant to change. This conversation delves into the intersection of personal experience and broader societal issues, providing our listeners with a powerful perspective on leadership, identity, and the ongoing fight for equity.

The Connected Yoga Teacher Podcast 375: Why Marketing is Different Now with Tristan Katz & Brooke Monaghan   Description: How do we market our work in times of collective distress and unrest? How can we show up for our business, our audience, and ourselves in a way that is aligned with our values? Two incredible entrepreneurs in the online space share more about how to navigate being a business owner in our current context - Brooke Monaghan and Tristan Katz.   Brooke Monaghan is the founder of Fruition Growth Network, a collaborative platform providing accessible, quality support to self-employed folks and bringing people together to find power in community. Brooke acts as a trusted advisor to founders and leaders who value impact, integrity, and relationships and are on a mission to set things straight in their industry. Her work focuses on the intersection of wellbeing and bottom line, guiding do-gooder lifestyle business owners to intentionally design profitable businesses around their values and their desired lifestyle.   Tristan Katz is a writer, educator, digital strategist, and equity-inclusion facilitator. They specialize in content marketing strategies for justice-focused leaders and queer-trans Diversity, Equity, Inclusion, & Belonging (DEIB) training and consulting. Tristan's intention is to share this work with an anti-oppression and intersectional lens. Tristan was named one of Yoga Journal's 2021 Game Changers and he is proud to have spent several years serving on the Board of Directors at Accessible Yoga before the non-profit dissolved in early 2024.   Brooke and Tristan explain how marketing has changed since the early days of online business and why values matter so much to customers now. They also address using AI in marketing, how to change our strategies when it comes to marketing, and why following a cookie-cutter marketing plan probably isn't going to work for your yoga business – as well as what you can do instead.   Key Takeaways: [3:04] Shannon gives a shout-out of thanks to sponsors OfferingTree, Summer Biz Camp, and Pelvic Health Professionals. [7:05] Shannon introduces her guests for this episode - Tristan Katz and Brooke Monaghan. [10:54] What do Tristan and Brooke do and who do they do it for? [14:44] Tristan and Brooke have a podcast together - be sure to check out Reimagining Online Business. [15:58] A lot of yoga teachers are feeling like they don't know how to market to students in the current environment. Brooke shares some of the trends in marketing in 2024. [20:44] Tristan reflects on how new the internet is in the human experience and how that influences and impacts us as business owners and humans. [28:06] Brooke explains that many of us in the online business space have lost sight of doing business with people. Strategies that work for more established business owners may not work for us. [31:50] Tristan contextualizes Brooke's perspective for how it could apply to yoga teachers. [36:00] Shannon pops in with a message about OfferingTree. [37:46] What are some ways to really connect with people in our audience? Brooke suggests experimenting with being real with your audience and tuning into your intuition. [42:02] Tristan brings up the fact that all businesses are struggling right now, and marketing to people is simply not as easy as it used to be. [45:51] It's a lot easier to be consistent when you're not trying to force yourself to do it the right way and you're allowing yourself to show up and be real. [46:47] We can pay attention to trends, but in a loose, non-attached way, and instead try to make them our own or put our own spin on them. [48:31] Shannon and Brooke reflect on how they feel being marketed to, as consumers. [49:49] Tristan highlights how important it is now for yoga teachers to find their niche - find what really sets them apart from others [52:47] Shannon talks about how she is showing up in her business, talking both about topics related to running a yoga business but also what is currently going on in the world. [54:09] Marketing assets can be useful, but we also need content that has a finger on the pulse on how your audience is feeling or what they are experiencing.. [56:01] What advice do Brooke and Tristan have for yoga teachers when it feels like they just can't show up? [62:00] Don't gaslight yourself into thinking you should figure out a way to do something when you don't have the capacity to do it or have the money to invest. [64:46] Learn more about how to repurpose content and get access to other trainings and workshops on the Fruition Growth Network. [65:57] When people are trying to sell you strategies or pathways to success, we have to be discerning. [70:14] Brooke and Tristan share some final closing thoughts. [72:12] Shannon shares her reflections from this conversation with Brooke and Tristan. [80:13] Shannon talks about the latest call in the Pelvic Health Professionals membership site that you can listen to and some upcoming calls.   Links: Brooke Monaghan Brooke Monaghan on Instagram Tristan Katz Tristan Katz on Instagram Reimagining Online Business Podcast by Brooke Monaghan and Tristan Katz Michelle Cassandra Johnson Fruition Growth Network Summer Biz Camp Guest Speakers in Pelvic Health Professionals Shannon Crow on Instagram The Connected Yoga Teacher Facebook Group Pelvic Health Professionals   Gratitude to our Sponsors, OfferingTree, Summer Biz Camp, and Pelvic Health Professionals.   Quotes from this episode: "Consumers right now are looking to see companies' values to make their buying decisions." - Brooke   "For those of us who are values-led business owners, right now is an opportunity to lead with that more than ever." - Brooke   "We have to overcome the fear of speaking because we have to show up as humans in our work to reach humans who are tired of the internet." - Tristan   "The most strategic thing that you can do right now is think critically about who your people are." - Brooke   "If I'm grieving and angry or whatever it is, I'm sure other people are probably too. How can we bring that approach into our businesses and our marketing?" - Tristan   "We are in a moment of experimentation and trying to figure things out." - Brooke   "It's a lot easier to be consistent when you're not trying to force yourself to do it the right way and you're allowing yourself to show up and be real." - Brooke   "What I'm saying is we do need marketing assets. We also need so much more than marketing assets." - Tristan  

Dr. Lisette Sanchez is a bilingual and bicultural licensed psychologist, speaker, and writer, renowned for her commitment to supporting BIPOC (Black, Indigenous, and People of Color) individuals and first-generation professionals. As the founder of Calathea Wellness, a comprehensive virtual practice, she provides individual therapy and engaging speaking services. Born to immigrant parents from El Salvador and Mexico and raised in Southern California, Dr. Lisette's own experiences have profoundly shaped her dedication to addressing intergenerational trauma and combating the impostor phenomenon. In addition to her clinical endeavors, Dr. Lisette is the creator of the YouTube channel, The First Gen Psychologist, where she offers content aimed at destigmatizing mental health issues and promoting personal development and empowerment, particularly for those with a first-gen background. Dr. Lisette is a prolific writer, contributing regularly to publications such as Hip Latina, Well + Good, and Wondermind, where she shares valuable insights into mental health and well-being. Furthermore, she is a sought-after speaker, conducting mental health workshops for Fortune 500 companies worldwide. In these workshops, she bolsters their Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives and enhances employee resource group programming with her expert guidance. In this episode, Dr. Sanchez shares her experience as a first-generation professional. We discuss the topics of parentification, growing up in a collectivist culture, pressure to be a "good daughter," gaps within the psychology field, and more. FOLLOW DR. LISETTE:WEBSITE: https://www.calatheawellness.com/INSTAGRAM: @thefirstgenpsychologistSTAY CONNECTED:INSTA: @trustandthriveTIKOK:@trustandthriveTWITTER: @trustandthriveFACEBOOK: bit.ly/FBtaramontWEBSITE: www.tara-mont.com EMAIL: trustandthrive@gmail.com

Oftentimes we feel once we reach our dream life that things will be perfect, that there won't be challenges anymore. But the truth is, even on the other side of our dream lives, there are still some things we have to navigate and figure out. In this interview, we get to know Tristan Katz, a powerful voice in the online space who shares their journey of transformations with refreshing honesty. Tristan Katz (they/he) is a writer, educator, digital strategist, and equity-inclusion facilitator. They specialize in content marketing strategies for justice-focused leaders and queer-trans Diversity, Equity, Inclusion, & Belonging (DEIB) training and consulting. Tristan's intention is to share this work with an anti-oppression and intersectional lens. Find the full show notes at www.wholehearted-coaching.com/podcast/what-comes-after-the-dream-life-tristan-katz Applications for the September 2024 cohort of the Wholehearted Coaching Certification are now open! This 6-month journey shows you how to become an impactful life coach who creates healing instead of harm while also creating the foundations of a sustainable coaching practice. If you've ever dreamed of becoming a life coach, creating an impact in the world, being of service to your community, and creating a career where you can thrive, then I really hope you'll join us in our next cohort.  **Apply here: https://www.wholeheartedcertification.com Connect with today's guest, Tristan Katz: Instagram: @tristankatzcreative Website: katz-creative.com Podcast: Reimagining Online Business Upcoming Events: katz-creative.com/events This October, I'm facilitating a retreat at the Omega Institute – my very own dream come true! With my colleague and friend Liana Naima, we're leading a weekend-long retreat where you will learn how to let go of fear and worry to step into your fullest self (and there are scholarships available for early applicants!). Learn more at eomega.org/workshops/joy-life Take a moment to rate, review, and subscribe to the show! This helps others discover a show that you also love and if you know that someone will enjoy an episode, share it with them! Ready to transform your life? Sign up here to get my FREE 7-day guided journal with 45 prompts! wholehearted-coaching.lpages.co/reclamation Join the Wholehearted Community on Instagram: Wholehearted Coaching: @wholeheartedcoaching The Wholehearted Life Coaching Certification Program: @wholeheartedcertification

For the second year, Yvonne and Rafael identify ten issues to frame their conversations with guests as they kick off a new season. Here we go with Season 4! Are you ready? Our issues are...Provider Shortages - Healthcare jobs are growing faster than any other industry, yet there is a shortage of experienced doctors and clinicians to fill the openings. This is straining the entire healthcare system; we certainly feel it in workers' compensation. https://kffhealthnews.org/news/article/health-202-primary-care-shortage-data/https://fortune.com/2024/02/14/america-shortage-primary-care-doctors-work-ai-physician-burnout-crisis/Chronicity - definition: the fact or quality of being long-lasting, as a disease, condition, or symptom; psychological influences, such as stress, can significantly affect the severity and chronicity of the illness (or injury).  Is workers' compensation contributing to chronicity? We are going to discuss it.  Economics of Inflation - we carried this one over from last year as inflation persists.  There is talk that we may be at a tipping point regarding how inflated medical costs impact healthcare, particularly with hospitals and other facilities.   Mental health and well-being - this is a favorite topic of ours. We are happy to see this issue becoming more commonplace at conferences and events in the workers' compensation industry.  Embracing AI - the future is here, and it is time to embrace how workers' compensation can benefit from artificial intelligence. How is AI already being used in WC, and how can it help us do the work smarter, faster, and more efficiently? Need for good education - this is hands down one of our favorite topics to discuss. It's not to say there isn't any good education out there, but we need more. We aim to uncover resources and encourage more good education.  Acknowledging bias - we all have it.  Are you aware of your unconscious bias? How does your bias impact your day-to-day decisions in WC, regardless of your role? How do your decisions affect a person's life (and the family attached to that person)?Federal benefits in workers' compensation - this will be one of Rafael's favorite issues because it is where he spends his time every single day! Here, we will discuss federal laws and processes that crossover into workers' compensation: Medicare, Medicaid, Social Security, ERISA, Veteran's Admin, tri-care, the Affordable Care Act, and more. Expanding workplace issues - there are so many! Starting with the ongoing talent shortage, workplace violence, our changing workforce - telecommuters, gig workers, aging workforce, high-stress levels, lack of leadership, need for hybrid work strategies (work at home vs. office), rules and regs + expanding presumptions, safety issues, inexperienced workers and so much more! https://www.uschamber.com/workforce/understanding-americas-labor-shortageDiversity, Equity, Inclusion and Belonging (DEIB) - one of our favorite topics to explore together. DEIB conversations have fizzled; some refer to diversity "fatigue," but we will not let it go. Rest assured, we will have several guests on to talk about DEIB. In Texas and Florida, DEI is under attack, and it is in other states as well. https://www.axios.com/2024/01/04/dei-jobs-diversity-corporateBONUS! Presidential election year. There is much to discuss as we enter the election year cycle. Who wants to talk politics?¡Muchas Gracias! Thank you for listening. We would appreciate you sharing our podcast with your friends on social media. Find Yvonne and Rafael on Linked In or follow us on Twitter @deconstructcomp

In this mini-episode, we're setting the stage for a deep dive into the transformative shifts happening in strategic planning across the higher education landscape.  Amidst a period of significant change and adaptation, following the global pandemic and pivotal social justice movements of 2020, we're exploring how institutions are not just navigating but thriving through these challenges.  Join us as we sit down with the presenters of the webinar, Dr. Rob Zinkan and Dr. Aimee Hosemann, who will share a sneak peek into the groundbreaking research conducted by the nationally renowned marketing firm, RHB. This study analyzes 54 strategic plans launched in the crucial years of 2022 and 2023, a time marked by a return to "normal" operations on campuses across the globe. Our discussion will highlight the enduring emphasis on Diversity, Equity, Inclusion, and Belonging (DEIB), illustrating its critical role in strategic planning despite a complex political and judicial landscape.  What can you expect from this enlightening webinar? Insights into some critically important trends shaping higher education, strategies to maintain momentum in DEIB initiatives, and practical advice on aligning DEIB efforts with institutional strategic goals. This episode is not just an introduction; it's an invitation to be part of a conversation that promises to equip attendees with the knowledge and tools to lead with innovation and inclusivity.  Whether you're an educator, administrator, or stakeholder in the future of higher education, this webinar—and our mini-episode preview conversation—offers a unique opportunity to engage with leading-edge thinking. Discover how to navigate the evolving dynamics of higher education, and learn which DEIB approaches might best fit your institution.  This mini-episode is just the beginning of what promises to be an enlightening and inspiring journey.   The webinar is scheduled for February 28th at 12 noon. Register here.   --- Send in a voice message: https://podcasters.spotify.com/pod/show/chelip/message

Teekz ธีกซ์ (he/him/siya) is a passionate cancer survivor and community advocate from Oakland, California. With a focus in Dermatology and Diversity, Equity, Inclusion, & Belonging (DEIB), he is dedicated to uplifting marginalized communities & addressing social determinants of health. Teekz's nontraditional journey began as he battled Lymphoma while attending community college, later transferring to the University of California San Diego to study neuroscience & physiology. At UC San Diego, he ran a free health clinic in Tijuana, Mexico, providing care to medically underserved communities. Teekz earned a master's degree in Medical Health Sciences and attended medical school at Touro University in Vallejo, California—an area known for its diversity & limited medical resources. Alongside his academic journey, Teekz made significant contributions to the medical community. He organized summer internships tailored to underrepresented youth, served as a mentor for pre-med and medical students, & offered dermatologic education specifically catering to individuals with skin of color and gender diverse identities. His unwavering dedication & outstanding achievements in these realms earned him the prestigious recognition of being named National Student Doctor of the Year. During his intern year Teekz returned to his home and worked at Highland Hospital in East Oakland, where he thrived serving underrepresented communities. Teekz continues his mission of educating future healthcare professionals through speaking engagements and evidence-based dermatology videos on social media (@DermDrTeekz). As an aspiring academic Dermatologist, he is committed to empowering his patients and advocating for skin of color in dermatology. Teekz is also an advocate for the QTBIPOC (Queer and Trans, Black, Indigenous, and People of Color) communities, actively addressing their unique healthcare challenges and promoting inclusivity.With varying fluency in Thai (

In most countries, there are strict laws against discrimination but it is fair to say that embracing Diversity, Equity, Inclusion and Belonging (DEIB) in its fullest sense is still largely voluntary. A raft of studies have shown how adopting the many facets of DEIB can dramatically impact job performance, job turnover and work absences and, as importantly, the positive effect it has on a company's strategy and decision making process as well as on individuals themselves. In this podcast we explore DEIB within the marine insurance community and to do that we are joined by three senior IUMI representatives who are Anneke Kooiman, Patrizia Kern-Ferretti and Sean Dalton.

This is a conversation every designer should be listening to as Jessica Bantom and I address the elephant in the room, designing inclusively for a more equitable world in which culture, identity and humanity is honoured. But how may you start that conversation at work or with your client? Jessica speaks from her own experience and research when she says, listen and just ask the questions to that person that indeed is so different from you.  What role does color play in honouring identity? Jessica Bantom is a Diversity, Equity, Inclusion & Belonging (DEIB) practitioner and workplace strategist whose mission is to enable individuals to take immediate actions that create meaningful outcomes for historically excluded people. A graduate of the University of Virginia and Marymount University, Bantom is a skilled management consultant with over 20 years of experience, a compelling speaker, and a certified facilitator and coach with a passion for helping people and organizations activate the values of DEIB to become more culturally competent and thrive in our increasingly connected global economy. Bantom is also active in the interior design industry as an interior design and color consultant and as an engaged advocate committed to promoting DEIB in the industry and in practice. You can learn more about Jessica and her book, Design for Identity: How to Design Authentically for a Diverse World, at JessicaBantom.com.Thank you for listening! Follow us through our website or social media!https://www.thecolorauthority.com/podcasthttps://www.instagram.com/the_color_authority_/https://www.linkedin.com/company/78120219/admin/

In this episode of Success from Anywhere, Karen sits down with Ahva Sadeghi, co-founder and CEO of Symba, a revolutionary platform that is transforming the landscape of internships and apprenticeships. Ahva's journey takes us through her experience as a John Lewis Fellow for Civil and Human Rights, which sparked her passion for creating more diverse and equitable workforces and workplaces. The discussion explores why paid internships and apprenticeships are a basic human right and how to cultivate talent anywhere. Ahva reveals effective strategies to build more diverse talent pipelines and the role technology plays in creating better workforce experiences. She also shares compelling statistics on the impact of paid internships and apprenticeships on employee retention as well as Diversity, Equity, Inclusion and Belonging (DEIB) efforts. Join the conversation about how to use technology to reshape your workforce landscape and to create lasting change!  Powered by Robin  #SuccessFromAnywhere #Entrepreneurs #Symba #Internships #HiringStrategy #WorkplaceWellbeing #Entrepreneurship #InspirationAndInsights #RemoteWorkExpert #EarlyCareerDevelopment #JoinTheConversation #CareerExploration #PersonalAutonomy #DreamBig #EmpowerTeams #TransformYourWorkLife  

October is Breast Cancer Awareness Month. In this episode of Financially Naked: Stories from The Financial Gym, we discuss the intersection of Breast Cancer Awareness Month and the principles of Diversity, Equity, Inclusion, and Belonging (DEIB). Rachel Adaline, HR Manager at The Financial Gym, is joined by Jessica Whorton, a breast cancer survivor. Today, as a Director of Business Development, Jessica champions workplace inclusivity, particularly regarding disabilities and cancer survivors. She draws from her experiences to advocate for a more equitable and compassionate professional world. Jessica recognizes humor's incredible healing power. She shows us that even in the most challenging moments, laughter can be a powerful tool, reducing stress and creating connections that bridge the gap between patients, families, and caregivers. Her positivity, humor, and unwavering determination make her a beacon of light. Join us as we explore her remarkable journey, the history and importance of Breast Cancer Awareness Month, and how we can create a more welcoming workplace for all. For more details check out our show notes here with loads of links and resources (thank you Jessica)$ If you want to work with a Certified Financial Trainer to help navigate your finances, schedule a free warm-up call today! If you have any ideas or questions for the show, send an email to trainerpodcast@fingyms.com.    

About Our Guest: Wahab Owolabi is a Nigerian-American entrepreneur and the Head of Diversity, Equity, Inclusion, and Belonging (DEIB) at Duolingo. He has a background in admissions counseling and has worked at prestigious institutions such as Carnegie Mellon University and Stanford University. Wahab is also the founder of a successful conference and community-focused business that brings together tech-based university recruiters and professionals in the education industry. Summary: In this episode, Wahab discusses the importance of having multiple streams of income and how it can lead to financial security and freedom. He shares personal stories and experiences of balancing a nine-to-five job with side hustles and entrepreneurial ventures. Wahab emphasizes the need to be good at your day job and build trust with your employer before exploring other income-generating opportunities. Wahab also highlights the significance of investing in time management and building a supportive team to achieve success in multiple areas. Key Takeaways: Having multiple streams of income provides financial security and the ability to support future generations. Balancing a nine-to-five job with side hustles requires dedication, time management, and prioritization. Being good at your day job is crucial to maintain trust and credibility with your employer. Investing in time management and hiring a virtual assistant can help optimize productivity and efficiency. Building a supportive team and surrounding yourself with inspiring individuals can lead to scaled success. Quotes: "I want to build generational wealth for my family and have a choice in how I spend my time." - Wahab Owolabi "If you do have the nine-to-five, nothing else really works if you are not being focused in that role and doing a great job." - Wahab Owolabi "Invest in your time management and build a supportive team to achieve success in multiple areas." - Wahab Owolabi Further Learnings:  OneReq  Transcriptions --- Send in a voice message: https://podcasters.spotify.com/pod/show/lexib/message

Diversity Ditching is On the Rise! ☕ Get ready for another thought-provoking episode of The Coffee with Rhonda Show! ☕ In Episode 102, we're diving headfirst into a concept that's both timely and critical: "Diversity Ditching." But what exactly is "Diversity Ditching," you ask? In our increasingly diverse world, there's a growing concern about organizations that claim to have "fixed" their Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives, but have they really? Corporations are slashing budgets and decreasing conversations around DEIB. Are they genuinely committed to change, or are we witnessing a phenomenon where surface-level efforts mask a deeper issue? We'll explore the dangers of falling into the trap of checking boxes without truly embracing the spirit of DEIB. We'll discuss the importance of authentic inclusion, meaningful representation, being a change agent and sustaining efforts to create environments where diversity thrives naturally. Mark your calendars for the upcoming episode. You may need something a little stronger than coffee as we unravel the intricacies of "Diversity Ditching." ☕

Join The of Inclusion as we continue pushing forward diversity, inclusion, and equity through growth and learning. This week, we are discussing the importance of increasing representation of Latinas in the tech industry with guest Hady Mendez. Hady is the founder and CEO of Boldly Speaking LLC, a company that aspires to expand the conversation around Diversity, Equity, Inclusion and Belonging (DEIB). Through her role as a speaker and facilitator, Hady encourages employees and leaders to play an active role in creating more inclusive workplaces. Hady previously served as Head of Equality for a major tech firm, held multiple customer-facing roles in high tech and financial services, served as a leader across various Employee Resource Groups (ERGs), volunteered abroad with incarcerated and formerly incarcerated women, and served as Community School Director at an elementary school in the South Bronx. Hady's additional advocacy work has her serving as a member of the NY Advisory Board at Room to Grow, a nonprofit organization based in the South Bronx. Hady also serves on the Board of Pan Peru USA, an organization whose mission is to empower low income women in rural Peru. In her free time, Hady is an amateur street art photographer. LinkedIn: https://www.linkedin.com/in/hadymendez Instagram: @hadyontheweb

DETAILS | Nick Bloom is the leading expert on hybrid work, a LinkedIn Top Voice, and “the prophet of remote work,” according to Fortune. In this spirited dialogue, Nick emerges as a lively narrator firmly anchored in rigorous data: productivity, work-life balance, job satisfaction, inclusion, and happiness are the highest when we are working 2-3 days per week from home. Did you know that when employees are granted the flexibility of remote work just twice a week, companies witness a staggering 35% decrease in their quit rate, a bump in their Diversity Equity, Inclusion, and Belonging (DEIB) scores, and avoid the painful pitfalls of a botched return to the office (RTO)? Further, Nick introduces us to the 4 strategies for a successful 4-day workweek and shares his secrets on how he and his team rigorously survey and capture high-quality responses from 10,000+ responders per month. If you need data proving that hybrid work is here to stay, this episode is for you! GUEST | Nicholas (Nick, he/his/him) Bloom is the William Eberle Professor of Economics at Stanford University. His research focuses on working from home, management practices, and uncertainty. He previously worked at the UK Treasury, McKinsey & Company, and the IFS. He has a BA from Cambridge, an MPhil from Oxford, and a PhD from University College London. He is a Fellow of the American Academy of Arts and Sciences, and the recipient of the Guggenheim and Sloan Fellowships, the Frisch Medal, and a National Science Foundation Career Award. He was elected to Bloomberg50 for his advice on working from home.  OVERVIEW | Are you ready to ADAPT and REINVENT YOURSELF for the most disrupted and digital workforce in history? What would it feel like to belong and not get stuck? It is estimated over 1 billion people will need reskilling by 2030, and more than 300 million jobs will be impacted by AI  — work, identity, and what it means to be human are rapidly changing. Join hosts Nate Thompson and Alex Schwartz and the TOP VOICES in the Future of Work to uncover how to meet this dynamic new reality driven by AI, hybrid work, societal shifts, and our increasingly digital world. Discover why a Future of Work Mindset is your key to prepare, navigate and thrive! We are grateful you are here, and welcome to the TDW Tribe! www.thedisruptedworkforce.com

Have you ever experienced a transformational time in your workplace that demanded agile thinking, new combinations of skills, a higher level of collaboration, and a growth mindset? This week I have Anuradha Mayer of Wind River on the podcast to discuss the importance of Diversity, Equity, Inclusion, and Belonging (DEIB) for any company looking to thrive as we move into the future of work. In this episode Anuradha and I discuss:

In this thought-provoking episode, join us as we bring together Raymond (Recovery Ray) Achille, Angela R. Howard, an accomplished CEO, and LaTonya Wilkins, the visionary Founder of Change Coaches and author of "Leading Below the Surface." Together, they delve into the current state of Diversity, Equity, Inclusion, and Belonging (DEIB) through a profound lens of culture and leadership. In this engaging session, Angela and LaTonya dissect the intricate fabric of DEIB, sharing four prominent trends that are shaping the landscape today. From Angela's perspective, they explore the myth that success necessitates constant addition, unveiling the lack of strategy and operational focus that hinders progress. Angela's second theme, the gaps in commitment around behavioral change, sheds light on the vital need for consistent dedication to DEIB principles. LaTonya, drawing from her expertise, shines a light on two pivotal leadership themes. The first, the "DEIB Backlash," addresses the absence of solid structures around leadership development, underscoring the importance of creating frameworks that sustain growth. Her second theme, the scarcity of psychological safety and growth, emphasizes the crucial role leaders play in fostering environments where every individual feels secure enough to flourish. In this dynamic dialogue, Angela and LaTonya share actionable insights on how to navigate these trends within your organization, providing guidance for building a more inclusive and equitable culture. Don't miss this opportunity to gain a deeper understanding of the intricacies of DEIB, from both culture and leadership perspectives. This session, brimming with invaluable wisdom, will be recorded for your convenience, and a link to the recording will be provided to all registrants. Tune in to gain exclusive access to the profound insights of Angela R. Howard and LaTonya Wilkins, as they pave the way for a more inclusive and empowered future. Please note that this is a fictional podcast episode created based on the provided information about the dialogue between Angela R. Howard and LaTonya Wilkins. The purpose is to create a compelling podcast description, and no actual podcast or episode with this specific content exists. Connect with Latonya: https://www.linkedin.com/in/latonyawilkins/ Connect with Ray: https://www.linkedin.com/in/raymondachille/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/socialresponsibilityatwork/message Support this podcast: https://podcasters.spotify.com/pod/show/socialresponsibilityatwork/support

In this episode, join host Amanda Hsieh as she sits down with the dynamic Jonathan Hall, the Director of Belonging for Neiman Marcus Group. Get ready to be inspired as Jonathan takes us on a journey through the organization's rich history, deeply rooted in Diversity, Equity, Inclusion, and Belonging (DEIB) since its inception, and infused with an unwavering pioneering spirit. Belonging, as Jonathan eloquently explains, centers around Maslow's Hierarchy of Needs, resonating with our innate desire for genuine connections, visibility, and appreciation. As part of his role, he is actively spearheading NMG's strategies to foster a culture of belonging and drive workforce diversity, workplace equity, and marketplace inclusion. One of their corporate goals is to increase racial diversity in leadership roles, aiming for 21% by 2025 and 28% by 2030. To achieve this, Jonathan has implemented inclusive hiring best practices, which involve diverse interview panels, candidate slates, and partnerships with professional organizations to expand the pool of talent. But the impact doesn't stop there! Jonathan also collaborates with merchandising and spend management teams to increase support for diverse-owned brands and businesses. Through their supplier diversity program, they track progress and continuously enhance their commitment to inclusivity. Throughout the episode, Amanda and Jonathan explore the essence of 'leading with love' in the DEIB space. They delve into the three key stakeholders driving their efforts: associates, customers, and brand partners, unveiling best practices tailored to each group. In a thought-provoking discussion, they debunk concerns about establishing DEIB metrics and benchmarks, emphasizing how these measurements are essential for driving meaningful change. Let the wisdom of Amanda and Jonathan ignite your passion for making a positive impact in the world. Happy listening! Unlock the world of sustainability and join the ESG Decoded Podcast community! Make sure to subscribe to be notified of new episodes on your favorite streaming platforms, YouTube, and our social channels (linked below). Get ready for thrilling new episodes that will ignite your passion for positive change. Tune in, engage, and let's decode ESG together! If you're eager to learn more and empower your organization with valuable resources, don't miss these resource links: Neiman Marcus Group Power of One People Report - Gain insights into NMG's dedication to DEIB through their comprehensive report: https://www.neimanmarcusgroup.com/People-report-2022 Neiman Marcus Group 2022 ESG Report - Explore NMG's 2022 ESG journey, highlighting their commitment to sustainability and inclusivity: https://www.neimanmarcusgroup.com/ESG-report-2022 "Bias Interrupted: Creating Inclusion for Real and for Good" by Joan C. Williams - A must-read book that sheds light on creating a truly inclusive environment: https://biasinterrupters.org/book/

Dr. Fadia Nordtveit's industry and academic projects are at the intersections of Diversity, Equity, Inclusion and Belonging (DEIB). Fadia is the Founder of collaborative-ly, a consulting company that provides services based on a model of DEIB that she has created after years of research and prototyping in an academic and industry setting. Fadia created the Inclusive Business Model Canvas, which is a tool that helps businesses and organizations build an inclusive foundational structure. Fadia is also the producer of a public-access television show called Talking Out Of Line that highlights DEIB trailblazers from diverse industries. Fadia is an Intercultural Development Inventory (IDI) administrator. Fadia has served in numerous Environment, Sustainability & Diversity, Equity, Inclusion and Belonging committees in a variety of universities and organizations.  Connect further here   To learn more about the Women Leaders Association click here to find a chapter near you.

Today, companies know that helping employees feel their best benefits the overall health of the organization. A sense of belonging allows people to feel connected in the workplace. This episode of the “On Aon Insights” podcast series features host Sheena Singh, senior vice president in Aon's healthcare industry vertical, and expert Suzanne Courtney, associate partner for Aon's Talent Solutions in EMEA. Together, they highlight the critical role that a sense of belonging plays in individual health and wellbeing and how an increased focus on belonging benefits both workforce resilience and business performance. [1:13] How a sense of belonging increases connectivity in the workplace[2:25] Research highlights the importance of a strong sense of belonging[2:55] Overcoming the challenges of building belonging into company culture[3:55] Inclusive recruiting and eliminating bias can be supported with AI assistance[5:01] First steps for cultivating a culture of belonging[5:55] A summary of building greater belonging in the workplace Additional Resources:Aon Insights: Belonging at Work: How Employers can Strengthen DE&I Aon Insights: Workforce Resilience Diversity, Equity, Inclusion and Belonging (DEIB) in the Workplace On Aon Insights Ep 1: Workforce Resilience as a Concept On Aon Insights Ep 2: Reskilling and Upskilling Talent On Aon Insights Ep 3: Training the Manager for the Future of Work Aon's websiteTweetables:“Belonging is all about the individual, that no matter who you are, your characteristics, your life stage, that you feel included, that you feel valued, that you feel like people are listening to you, that you are important.” — Suzanne Courtney“Culture is often the hardest thing to change in a business, so they need time to implement it and also look at any cultural obstacles or accelerators to make it as successful as possible.” — Suzanne Courtney“With staffing challenges, a focus on belonging can also help companies with retaining current talent and recruiting new.” — Sheena Singh“If we know whether people are wired for belonging, it can actually help us build more resilience in the workplace.” — Suzanne Courtney

ESG Decoded is a podcast powered by ClimeCo to share updates related to business innovation and sustainability in a clear and actionable manner. This episode of our podcast honors Pride Month, celebrating the achievements of the LGBTQ+ community and recognizing the call for unity, greater visibility, and equity. ClimeCo, which powers this podcast, believes that supporting Pride Month aligns with its core values, particularly that of Stewardship. Diversity, Equity, and Inclusion (DEI) is integral to our culture and we encourage all employees to use their unique perspectives, experiences, and ideas to help advance business outcomes and foster a space where everyone feels their viewpoint is valued. In this episode,  Yvonne Harris talks with Miriam Lopez, Founder of SeEQmore Consulting Group. Miriam is a strategic leader with over 20 years of visible achievements in business transformation, human resources, and performance management. Her passion for providing accelerated transformation, empowering individuals, and developing top-performing teams allows them to reach their highest potential. She is a lifelong learner trained in LEAN, Six Sigma, and Dare to Lead™. Born in Mexico City, Miriam holds a Bachelor of Science in Professional Writing and Technical Communications from the University of Houston. Listen as Yvonne and Miriam discuss the investments that companies are making in Diversity, Equity, Inclusion, and Belonging (DEIB).. Miriam discusses why pronoun usage is essential and how leaders and organizations can facilitate this topic. Addressing someone by their correct pronouns is not just a formality but an acknowledgment that drives a more profound sense of inclusion and belonging to the individual and "people culture." How can corporations show greater support for the LGBTQ+ community during Pride Month and beyond? Tune in to find out!Subscribe to the ESG Decoded Podcast on your favorite streaming platform, YouTube, and social media so that you're notified of new episodes. Enjoy tuning in!

Somewhere in the Middle welcomes 'Tine Zekis, Founder and CEO of Getting Black Women Paid Christine ('Tine) Zekis is an educator turned software engineer, international speaker, and Diversity, Equity, Inclusion, and Belonging (DEIB) advocate. She is the Founder and CEO of Getting Black Women Paid, which empowers Black women professionals to change the trajectory of their careers, dramatically increase their lifetime earning potential, and build generational wealth. 'Tine is a sought-after speaker on panels and at tech conferences where she discusses salary negotiation, career changers, imposter syndrome, and DEIB in the industry. Connect with 'Tine Zekis Facebook: https://www.facebook.com/christinezekis Twitter: https://twitter.com/tinezekis  Instagram: https://www.instagram.com/tinezekis/  LinkedIn: https://www.linkedin.com/company/gettingblackwomenpaid/  Website: https://www.gettingblackwomenpaid.com/ 

In this episode, host Julia Streets is joined by Billie Simmons, co-founder and Chief Operating Officer of Daylight, a queer-owned and queer-run members-only neobank and Geffrye Parsons, Founder and CEO (‘Chief Empathy Officer') of The Inclusion Imperative, a best-practice Diversity, Equity, Inclusion & Belonging (DEIB) consultancy. They explore how financial services can create a sense of belonging for LGBTQ+ people. They look at the importance of focusing on the intersectionality of the LGBTQ+ community. With the changes in the social and political climate, they discuss the compelling need for psychological safety, with a sharp focus on the mental health and the wellbeing of the community. They discuss how this includes employees working within the industry globally, as well extending this consideration beyond to its customers.

This podcast honors Juneteenth, which recognizes emancipation from slavery and celebrates the spirit of freedom. ClimeCo, which powers this podcast, believes that supporting Juneteenth aligns with its core values, particularly that of Stewardship. Diversity, Equity, and Inclusion (D.E.I.) is integral to our culture. Encouraging all employees to use their unique perspectives, experiences, and ideas to help advance business outcomes and foster a culture where everyone feels their viewpoint is valued. While many in the United States may be familiar with Juneteenth, this holiday has become more prominent over the past few years. Fueled by social justice issues in 2020, Juneteenth's enactment as a U.S. Federal holiday occurred in 2021. In this episode, Yvonne Harris talks with Jason Edwards, the President & C.E.O. of Juneteenth U.S.A., the oldest Juneteenth nonprofit advocacy organization in the United States.  Founded by his late Father, State Representative Al Edwards Sr., in 1985, Jason's purpose is to raise awareness of the Juneteenth Holiday, support events, the arts, and education for that purpose, and encourage state legislative bodies around the U.S. to take up the law in their state legislatures and pass it as a state holiday. In addition to his "passion work," Jason founded Providence Realty Investors and P.R.I. Asset Management, where he is responsible for the development, asset management, and capital markets for several high-net-worth and family office real estate portfolios in the Southeast. He is a founding board member of the Atlanta-based Grove Park Foundation and President of Northwestern University's Kellogg School of Management Alumni Club of Atlanta. Jason holds a Bachelor of Arts in Finance from Morehouse College and a Master of Business Administration from Kellogg School of Management at Northwestern University.  Jason's vantage point on the evolution of the Juneteenth holiday is unique and personal, as his Dad is considered the "Father of Juneteenth." He was present with his family as a toddler on the steps of the Texas State Capitol when Governor Bill Clements signed the law making Juneteenth a state holiday in 1980. Listen as Yvonne and Jason discuss the meaning of the holiday and its renewed importance to many businesses and individuals. Jason also gives sound advice on how corporations can leverage Juneteenth to further their Diversity, Equity, Inclusion & Belonging (DEIB) efforts and their need for courageous conversations about racial equity in the workplace. To support this episode, check out the Black Equity Index - Coqual, and share it with senior leaders and diversity officers. Linked below! Subscribe to the ESG Decoded Podcast on your favorite streaming platform, YouTube, and social media so that you're notified of new episodes. Enjoy tuning in! Episode Resource Links: Jason's LinkedIn: https://www.linkedin.com/in/jasonkedwards/ About Juneteenth: https://www.juneteenthusa.org/ Black Equity Index: https://coqual.org/black-equity-index/ Harvard Implicit Bias Test: https://implicit.harvard.edu/implicit/user/agg/blindspot/indexrk.htm

In our very first CITE Byte episode, Jamie and Jamal, along with Touda Bentatou of CITE, and Dan Ramirez of Kern County chat about the importance, and different aspects of Diversity, Equity, Inclusion, and Belonging (DEIB) in the tech team work space.

In this episode, Rachel and special co-host filling in for Felicia, Fatima Dainkeh, is joined by Zulema Bennett, DEIB Program Specialist for 1Password! Zulema shares her journey in Diversity, Equity, Inclusion, and Belonging (DEIB) and how she got involved in this field and her journey to 1Password. Zulema also shares her insights on how to take care of yourself when doing this work and how she balances her passion, resilience, and belief in this work to keep the fire blazing. Join us as we explore Zulema's story and insights on DEIB, self-care, and the future! At the top of the episode, Felicia and Rachel spend some time talking about burnout and what we do to combat it. Pro tip: it helps to have people in your corner!Visit us at shegeeksout.com to stay up to date on all the ways you can make the workplace work for everyone!

With the rising demand around employee expectations, leaders will be challenged like never before to provide authentic, tailored workforce experiences that empower people to do their best work. Innovative solutions are gaining greater momentum, as employee experience emerges as a defining priority.Listen to hear why the heightened focus on employee experience is influencing the way employers approach talent challenges in real-time, making the future of work even more fluid.Panelists:Colleen Mitchell, DEIB and Culture Leader, NordstromDonald Knight, CPO, Greenhouse SoftwareTracy Layney, EVP and CHRO, Levi Strauss & Co.Moderated by: Derek Lundsten, President & Chief Culture Officer, LifeGuidesBIOS:Colleen Mitchell is the Diversity, Equity, Inclusion, Belonging (DEIB) and Culture leader at Nordstrom where she is focused on operationalizing DEIB strategies to achieve equitable outcomes in the workplace, marketplace, and community. Prior to joining Nordstrom, Colleen was the Head of Diversity, Equity, and Inclusion (DEI) at Petco where she was responsible for establishing the multi-year DEI vision, strategy and goals for the company. Colleen also served as the DEI leader for Amazon's global customer fulfillment organization. In this role, Colleen provided leadership and direction to DEI Business Partners as they developed and executed DEI strategies and accountability mechanisms to deliver on key initiatives for more than 700,000 employees globally. She has more than 15 years working across DEIB, HR, and Operations to create inclusive and equitable workplaces for all employees.Donald Knight is the CPO at Greenhouse Software. He leads with a people-first mentality hoping to unlock the potential of Greenhouse talent globally. With a laser focus on the connection between people and the processes that serve them, Donald and his team create proximity by building bridges focusing on enhanced experiences that nurture culture and develop people. He is responsible for providing global strategy and leadership in developing, overseeing, and administering people programs. Before Greenhouse, Donald served as Senior Vice President of Global Talent for Edelman, where he helped shape the HR brand as a proactive, insightful, and collaborative solution provider.Tracy Layney is Executive Vice President and Chief Human Resources Officer at Levi Strauss & Co.  Tracy is responsible for LS&Co.'s people strategy on a global scale, including diversity, equity & inclusion, recruiting, employee engagement, talent management, compensation and benefits, HR technology and HR communications. Tracy brings more than 20 years of experience in human resources and organization strategy to her role. Prior to joining LS&Co., she served as senior vice president and chief human resources officer for Shutterfly, Inc., the leading retailer of personalized photo-based products. Before Shutterfly, Tracy spent 10 years at Gap Inc., where she held numerous senior leadership roles in HR, most recently serving as the senior vice president of Global Human Resources and Communications for Old Navy. Prior to Gap Inc., Tracy held positions at LS&Co. and PricewaterhouseCoopers/IBM Business Consulting Services where she worked with Fortune 500 clients in the high tech, financial services, retail and healthcare industries on projects ranging from organization design and development to strategic change management.Follow Colleen on LinkedIn → https://www.linkedin.com/in/colleenmitchell/Follow Donald on LinkedIn → https://www.linkedin.com/in/proximityknight/Follow Tracy on LinkedIn → https://www.linkedin.com/in/tracylayney/

Diversity, equity, inclusion, and belonging (DEIB) are extremely important for workplace morale and business success. Companies are not only more successful when they embrace diversity of thought, experience, and ideas, but they are also more attractive to job seekers. Join us as we discuss how DEIB should be a top priority for employers.

We are speaking with Rosa Antonia Carrillo and Gary Wong discussing Rosa's new book discussing Health and Safety Leadership Strategy: How Authentically Inclusive Leaders Inspire Employees to Achieve Extraordinary ResultsThe book builds on ideas to further understand why relationships are the venue through which leaders bring about change in organizations. On our show we'll discuss:- Why employers must pay attention to their organization's mental, physical and psychological well-being data to keep their top talent and essential workers- Why challenges presented by the data will not be resolved by technology nor traditional change management practices- How “authentically inclusive” leadership can embed Diversity, Equity, Inclusion, Belonging (DEIB) into everyday work of the organizationView book: https://amzn.to/3GLWnsJJoin us for our next live session by registering here: https://lnkd.in/gJ_jSXDOur Guest:Rosa Antonia Carrillo, MSOD is an author and leadership and culture expert with an emphasis in environment. Her new book, The Relationship Factor in Safety Leadership, published by Routledge has been called required reading to understand the foundations of "safety culture" by Edgar Schein. Her ground breaking articles on relationship centered leadership, safety culture, mindful conversations, trust and open communication have gained the attention of of leaders world-wide. In recognition of her contributions, the Safety Institute of Australia invited her as the Wigglesworth Memorial Lecturer in 2015.She is president of Carrillo & Associates, Inc. a provider for employee engagement, leadership development, and coaching services for leaders of companies that want to achieve high performance in EHS while delivering business results. The C&A team delivers engaging leadership development workshops to executives, managers, supervisors and employees to help them transform into leaders who build collaborative, trusting, and motivating work environments. At the same time, given the unique challenges of operating a high- hazard facility, the training focuses on managing and enhancing employee performance as well as effective decision-making.Ms. Carrillo holds a Masters of Science in Organizational Development and is former adjunct faculty for the Presidential Key Executive MBA program at Pepperdine University.

The data show that diverse leadership teams and inclusive cultures deliver better performance and engagement. So why are so many diversity, equity, inclusion, and belonging (DEIB) initiatives stalling out? My guest today, Cynthia Owyoung, shares where mistakes are being made and whether public pledges of anti-racism support and proposed changes to corporate culture have made a difference. We discuss what brought Cynthia to this work and how her experiences as a Chinese-American shaped her perspective. We also talk about the real-world challenges of DEI initiatives she outlines in her book, why change is hard even with good intentions, and the backlash certain company leaders have publicly had against DEI initiatives. We also explore whether the public commitments made after George Floyd's 2020 murder have really made a difference to corporate culture To access the episode transcript, please click on the episode title at www.TheEmpathyEdge.comKey Takeaways:Be the person who opens the doors to opportunities for others. We are all human. Most humans are not able to compartmentalize life events from work. Leaders need to acknowledge that and not be afraid to have the tough conversations. You need to keep your DEIB long-term goals in mind as you make the smaller, everyday goals. Without that, you will sabotage your DEIB goals without meaning to.  "It takes commitment and discipline. A lot of people can be committed, but they don't necessarily follow through with the discipline to implement. That's where it all can fall down because strategies are nothing without action." —  Cynthia Owyoung References Mentioned:The Empathy Edge podcast: Rodney Hutton: Authentic Leadership, Honest Dialogue, and Taking a Brand StandThe Empathy Edge podcast: Melina Palmer: What Your Employees Need But Can't Tell YouAbout Cynthia Owyoung, Founder, Breaking Glass Forums, Author of All are WelcomeCynthia Owyoung is the author of All Are Welcome: How to Build a Real Workplace Culture of Inclusion that Delivers Results, a playbook for driving progress in Diversity, Equity, Inclusion, and Belonging (DEIB) inside organizations. She has established and led DEIB initiatives for 20 years as an executive at organizations across tech, media and financial services, including Robinhood, Charles Schwab and Yahoo!. In addition, Cynthia founded Breaking Glass Forums, a boutique agency developing strategies to accelerate diverse leadership and inclusive organizations. Entrepreneur Magazine recognized Cynthia as a 100 Women of Impact in 2021. Prior to her work in human resources, Cynthia built a decade-long career as a Brand Strategist for leading global brands and advertising agencies, developing campaigns for Microsoft, Levi Strauss, and Apple. She currently serves on the Board of Directors for AbilityPath, a nonprofit dedicated to empowering people with special needs to achieve their full potential. She earned an MBA in organizational behavior from UCLA's Anderson School of Management, and Bachelor's degrees in marketing, finance and psychology from UC Berkeley.Connect with Cynthia OwyoungBreaking Glass Forums: https://www.breaking.glass/Twitter: https://twitter.com/CindyOwyoungLinkedIn: https://www.linkedin.com/in/cowyoung/Facebook: https://www.facebook.com/breakingglassforums/Her book: All Are Welcome: How to Build a Real Workplace Culture of Inclusion that Delivers Results, available on Amazon, Barnes & Noble, IndieBound, and Bookshop.org Don't forget to download your free guide! Discover The 5 Business Benefits of Empathy: http://red-slice.com/business-benefits-empathy Connect with Maria: Get the podcast and book: TheEmpathyEdge.comLearn more about Maria and her work: Red-Slice.comHire Maria to speak at your next event: Red-Slice.com/Speaker-Maria-RossTake my LinkedIn Learning Course! Leading with EmpathyLinkedIn: Maria RossInstagram: @redslicemariaTwitter: @redsliceFacebook: Red Slice

The data show that diverse leadership teams and inclusive cultures deliver better performance and engagement. So why are so many diversity, equity, inclusion, and belonging (DEIB) initiatives stalling out? My guest today, Cynthia Owyoung, shares where mistakes are being made and whether public pledges of anti-racism support and proposed changes to corporate culture have made a difference. We discuss what brought Cynthia to this work and how her experiences as a Chinese-American shaped her perspective. We also talk about the real-world challenges of DEI initiatives she outlines in her book, why change is hard even with good intentions, and the backlash certain company leaders have publicly had against DEI initiatives. We also explore whether the public commitments made after George Floyd's 2020 murder have really made a difference to corporate culture To access the episode transcript, please click on the episode title at www.TheEmpathyEdge.comKey Takeaways:Be the person who opens the doors to opportunities for others. We are all human. Most humans are not able to compartmentalize life events from work. Leaders need to acknowledge that and not be afraid to have the tough conversations. You need to keep your DEIB long-term goals in mind as you make the smaller, everyday goals. Without that, you will sabotage your DEIB goals without meaning to.  "It takes commitment and discipline. A lot of people can be committed, but they don't necessarily follow through with the discipline to implement. That's where it all can fall down because strategies are nothing without action." —  Cynthia Owyoung References Mentioned:The Empathy Edge podcast: Rodney Hutton: Authentic Leadership, Honest Dialogue, and Taking a Brand StandThe Empathy Edge podcast: Melina Palmer: What Your Employees Need But Can't Tell YouAbout Cynthia Owyoung, Founder, Breaking Glass Forums, Author of All are WelcomeCynthia Owyoung is the author of All Are Welcome: How to Build a Real Workplace Culture of Inclusion that Delivers Results, a playbook for driving progress in Diversity, Equity, Inclusion, and Belonging (DEIB) inside organizations. She has established and led DEIB initiatives for 20 years as an executive at organizations across tech, media and financial services, including Robinhood, Charles Schwab and Yahoo!. In addition, Cynthia founded Breaking Glass Forums, a boutique agency developing strategies to accelerate diverse leadership and inclusive organizations. Entrepreneur Magazine recognized Cynthia as a 100 Women of Impact in 2021. Prior to her work in human resources, Cynthia built a decade-long career as a Brand Strategist for leading global brands and advertising agencies, developing campaigns for Microsoft, Levi Strauss, and Apple. She currently serves on the Board of Directors for AbilityPath, a nonprofit dedicated to empowering people with special needs to achieve their full potential. She earned an MBA in organizational behavior from UCLA's Anderson School of Management, and Bachelor's degrees in marketing, finance and psychology from UC Berkeley.Connect with Cynthia OwyoungBreaking Glass Forums: https://www.breaking.glass/Twitter: https://twitter.com/CindyOwyoungLinkedIn: https://www.linkedin.com/in/cowyoung/Facebook: https://www.facebook.com/breakingglassforums/Her book: All Are Welcome: How to Build a Real Workplace Culture of Inclusion that Delivers Results, available on Amazon, Barnes & Noble, IndieBound, and Bookshop.org Don't forget to download your free guide! Discover The 5 Business Benefits of Empathy: http://red-slice.com/business-benefits-empathy Connect with Maria: Get the podcast and book: TheEmpathyEdge.comLearn more about Maria and her work: Red-Slice.comHire Maria to speak at your next event: Red-Slice.com/Speaker-Maria-RossTake my LinkedIn Learning Course! Leading with EmpathyLinkedIn: Maria RossInstagram: @redslicemariaTwitter: @redsliceFacebook: Red Slice

You read it right, DEIB, not just DEI. The “B” is for belonging. Rhett will tell us all about that during our time together in this episode. Rhett was born with a condition known as craniosynostosis. This is a condition where the skull is malformed. Without treatment, the malformity can lead to Down's Syndrome. He was one of the first children to benefit from surgery to correct this condition. After a successful time at college obtaining a Bachelor's and Master's degree Rhett went into then years working in College Administration. While working toward his Master's degree at Salisbury University he met his wife which he would tell you was the most important event in his life. Eight years ago he relocated from Maryland, where he grew up, to San Francisco where he is now part of a nonprofit organization dedicated to eliminating homelessness in San Francisco. Along the way, he also has authored two self-help books and five children's picture books. Unstoppable by any definition. He will inspire you I am sure and he will give you some life lessons you will find useful. About the Guest: Rhett Burden is a Diversity, Equity, Inclusion, and Belonging (DEIB) practitioner, author, and speaker from San Francisco, California. Rhett partners with high schools, colleges, and universities to develop the personal and professional consciousness of their students, faculty, and staff. After spending nearly a decade working in college administration, and writing books to empower, and uplift students, Rhett has learned what it takes to be successful. It's how well you connect with the people you're trying to help and communicate your understanding back to them. Rhett is a life member of the UMES National Alumni Association and a 2019 inductee into the UMES National Alumni Association Hall of Excellence. Additionally, Rhett is a member of Alpha Phi Alpha Fraternity, Inc and a Prince Hall Mason. Rhett holds a MA in conflict analysis and dispute resolution from Salisbury University (SU), BA in sociology from the University of Maryland Eastern Shore (UMES), and AA in real estate from City College San Francisco (CCSF). He has also authored seven (7) books; 2 professional development and 5 children's picture books. Rhett is a proud father, son, and husband who is on a mission to leave a legacy Social Media & Website Link LinkedIn: https://www.linkedin.com/in/rhettburden/ Website: rhettburden.com About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards. https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/ accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. Transcription Notes Michael Hingson  00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i  capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson  01:16 Welcome once again to unstoppable mindset. Glad you're with us. Hope you can stay around for the whole hour. We have Rhett Burden today, who is our guest and he is an author. He's a diversity, equity, inclusion and belonging person. I'm really excited to hear about that. And I know he has some other stories to tell us so we're gonna get right into it, Rhett Welcome to unstoppable mindset.   Rhett Burden  01:50 Michael, good afternoon. Thank you for welcoming me. I'm excited to chat with you about diversity, equity, inclusion and belonging and so much more.   Michael Hingson  02:00 Yeah. And we'll have to definitely deal with so much more whatever it turns out to be right.   Rhett Burden  02:04 Absolutely.   Michael Hingson  02:07 Well, let's start. Like I love to do kind of more at the beginning. And tell us a little bit about you growing up and some of all the things that happened along the way there that probably helped kind of make you what you are today, or maybe not for all I know.   Rhett Burden  02:21 Absolutely. Well, to start at the beginning, I don't think I can tell my story without mentioning to you in your audience that I was born with a rare birth defect known as cranial synostosis. craniosynostosis is a birth defect that causes the skull not to fuse properly. And the incision. So I guess if I were to give it its full name is I have sagittal, cranial synostosis, which means that I have an incision and running from the top of my head to about three quarters of the way back. That shaped who I am. Because as I grew older and learn more about craniosynostosis, it impacted the empathy that I had for others. It impacted the way I look and feel about myself. And it made me more interested in perennial synostosis craniosynostosis folks that are inflicted with it, and those that weren't as fortunate as I was to have a successful surgery at GW Hospital in Washington, DC.   Michael Hingson  03:30 So you had surgery to deal with that? When did that happen? What year was that?   Rhett Burden  03:35 I would have had surgery early on. So this is early, mid 1980s, somewhere between 1987 and 1988. When I was a very, very young child,   Michael Hingson  03:47 is there still kind of visible evidence of the surgery and so on for you today?   Rhett Burden  03:54 There is I must say I'm a fairly tall guy. So for those that are taller than me, and that could look down and see the top of my head, then yes, you can visibly see it.   Michael Hingson  04:06 So did did it kind of affect you with other kids and so on growing up, or were they were they not too abusive and mean to you because you had something that looked a little different than most of them?   Rhett Burden  04:19 Well, in fairness, I would say most children are teased or picked on by their peers. I was no different. I was no exception to that rule for me. Growing up I remember folks being really interested in when they heard the story and wanting to touch the incision or touch the scar because I have what appears to be like a lump or a small indent. So once you know the teasing is over and you're just having conversation with folks even from middle school in high school, they were very interested to touch into feel because I've always been very open about it. I had the surgery not been successful, I would have had Down syndrome, my life would have taken an entirely different path. So I've always been open in chatting about it.   Michael Hingson  05:13 Well, but you obviously survived growing up and you went to high school into college. Did you do any thing unusual in high school or college or anything like that? Were you in sports or any of those things? Or, or any? Or were you just sort of what most kids were?   Rhett Burden  05:31 I would say I had a great high school and college experience. I tried out for sports teams in high school. And fortunately, I didn't make the sports team. But I was friends with the athletes. It was a different time back then. So a lot of time was spent outside building relationships, biking, running, exploring. Video games were popular, but not to the height of their popularity as they are now video games weren't considered a sport. So there were no eSports in my day. And then in college, I had a great collegiate experience also.   Michael Hingson  06:07 Yeah, video games have now become quite a big thing. Most of them don't talk. So I don't get to do much in the way of video games, but I can appreciate the art form.   Rhett Burden  06:19 Absolutely. Absolutely.   Michael Hingson  06:21 So you went to college? What'd you major in?   Rhett Burden  06:25 Yeah, so went to the University of Maryland, Eastern Shore, historically black college and university on the eastern shore of Maryland. So near Ocean City, not too far from Delaware. And I studied sociology got a minor in public policy. And you and me yes. Is, has been will always be one of the best decisions I've ever made. The friendships that I've made the relationships that were built the social experience that I had, at historically black colleges and universities, less like most schools, they are things like student government association. So I got my first job working as an RA a Resident Assistant. In the residential communities. I was fortunate enough to be voted as the face of the sophomore class, the junior class and even the face of the university. So it's called Mr. Sophomore, and Mr. Jr. and Mr. University of Maryland, Eastern Shore, I went on to compete in the National Black College Hall of Fame contest, where I came in third. And oddly enough, my roommate at the time at that experience that happened, and in Missouri, he won, and he was from Tennessee State. So if you'll meet us has given me so much. And I will forever be indebted to that institution and the experience that he gave me.   Michael Hingson  08:00 So tell me about the competition. What did you have to do? How did you all compete?   Rhett Burden  08:05 Yeah, so it's an annual competition that takes place and particular HBCU around the country, and all of the faces of the HBCU. So all of the misters, whatever the name of the university is, they go and compete. And it's something similar to a pageant where you have to showcase a talent, you do a monologue, there's a opening number, you are voted on by a panel of judges. And it is all to see who will be crowned Mr. Historically Black College and University for that year. So I was very fortunate I competed in 2009. It again, didn't win, but did come in third place and will again forever be grateful for that opportunity. I have made some lifelong friends from being a part of it, that contest.   Michael Hingson  08:56 That is really pretty cool. And obviously you did learn some speaking up speaking things along the way. You certainly seem to be pretty articulate in that regard as well. And you are a public speaker, aren't you?   Rhett Burden  09:08 I am very, oddly enough, going back to my time a Umes. That's when I really got interested in training and facilitation started off being a resident assistant. Oddly, I was the university's first freshman alrea. When I started in 2005, I was there for a semester, and just networked and worked my way into getting the position which had not been done before you had to normally be a sophomore or a junior, so you could have some more collegiate experience so you could give back to the freshman class. And I just became enamored with personal and professional development, designing training, presentations, facilitating public speaking. And then because I was fortunate enough to be the face of these classes, sophomore junior class and then the face of the university. I was an ambassador for the university. Oh, always speaking on behalf whether it dealt with recruitment retention, the social experience and it was really a part of my journey that has shaped me to the man I am today.   Michael Hingson  10:11 When you speak or when you were doing speeches and are doing speeches, do you like to write everything out and read or do you tend to be more extemporaneous and, and modify according to the situation or whatever is happening,   Rhett Burden  10:29 I would say a little bit of both contingent upon the audience. If I am giving a keynote, that I like to have my thoughts flushed out, especially if the audience's a C suite or group of professionals, when I'm working with colleges and universities, you can be a bit more free, a bit more fun, you can work in some audience engagement in a way that you just can't do when you're working with a group of professionals. So I would say a little bit of both based on the audience.   Michael Hingson  10:58 Well, how did you get into speaking, I would imagine and partly came from the Umes and the other experiences that you've talked about, but how did you get into doing that kind of as part of what you do?   Rhett Burden  11:12 Absolutely. Well, I was a member of the Student Government Association, my was a residential assistant. And there would often be opportunities to knowledge share, whether it was working with first year communities, or, you know, helping new staff learn processes and procedures. And I would always volunteer, I really felt comfortable being on stage, I've always felt comfortable being in front of people, I've never mind minded making a fool of myself if that's what was required, but also standing firm and speaking boldly about issues that are important to me, and trying to bring people along. So that's really where it started.   Michael Hingson  11:58 I find it interesting that so many people fear public speaking or fear being up on a stage, I guess they don't want to think that they might look dumb, or it's all about appearances, and so on. But being up on stage has never, for example, bothered me. I've just never been bothered by doing that. I'm used to it. And I guess it's been that way my whole life.   Rhett Burden  12:25 That's awesome. And I know that you do it. Well, considering your history. So yeah, I've always enjoyed it. It is a lot of fun, especially when you really connect with an audience. How do you know when you've really connected with an audience? You know, I'm really big on energy. And you can probably appreciate this as a speaker, you can feel when the energy shifts when you first get on stage. And again, contingent upon the audience, people are feeling you out. They want to know, Are you a subject matter expert? Are you excited to be there? What's your level of enthusiasm to present to the audience. And for me, a lot of it was being able to open myself up to be vulnerable to share messages. And you can sense when the energy swings in your favor. And it's like nothing I've ever experienced before.   Michael Hingson  13:20 Yeah, when you really establish that connection, you know it, the trick is you learn what the audience reacts to or doesn't react to. And when you get those reactions, and you get what you expect to happen based on what you're saying. And know you're connected. It just enhances what you do. And it makes it all the better. And it grows on both   Rhett Burden  13:42 sides. Absolutely. Absolutely.   Michael Hingson  13:45 It is so much fun to have that kind of really good connection with an audience. Well, so when you got out of well, let me ask you this first craniosynostosis Yeah, is something that you had? Is it something that affects you yet today? Or is there any kind of issue with it? Or is it just kind of you have it, it's in your past, but it isn't something that you need to deal with on on a daily basis or any kind of basis today?   Rhett Burden  14:12 You know, that's a great question. I would say that it is forever a part of me. I am not in any physical pain because of the procedure because of the the incision or the scar that's been left. But it is interesting when I touch my head when I get like a hair cut, and you have to be very mindful. For me, if I'm telling a barber that you'll notice that my head is not necessarily round or flat and, you know, just please be mindful of my incision. This is maybe a little odd, but sometimes I find myself knocking on the lump or bump that's on my head where the incision starts, just because it makes a hollow sound. So But I'm very fortunate that I am not in any physical pain. But it's definitely there. I notice it. But I'm also very proud of it. Because if the doctors were not successful again, I don't know how my life would have turned out.   Michael Hingson  15:15 Well, have you ever said whenever the discussion has come up? Yeah, but you should see the other guy.   Rhett Burden  15:22 You know what I'll have to incorporate that I have not thought to do that. I'll have to incorporate that in there.   Michael Hingson  15:29 Yeah, you see the other guy. But oh, you know, it is so easy to get so frustrated just because in one way or another, some of us look different. But it is so important to have a sense of humor and not let it get in the way. So I'm really excited that you're you're dealing with something that clearly is a little bit of a difference for you. Absolutely. But you deal with it, and it is just part of your life, and you move forward.   Rhett Burden  15:59 Absolutely. Now, when I was younger, in school, I was othered a bit because of it. But I must say growing up during that timeframe in the 80s. In just knowing that even though things may have been a little hurtful, I don't think the teasing was meant to be mean spirited. It was just the nature of the beast when you were in middle school or in high school. But you could always laugh about it afterwards. And if you were playing the dozens with someone, if you were laughing and joking, it didn't escalate. Sometimes someone had a funnier joke than you. And then it sort of died down from there. So I'm very, very fortunate because it helps you develop thick skin. And to let you know that things really aren't that serious. Most things in life. You are in control of how you respond, not necessarily what happened to you. And the way in which you respond dictates how people will treat you and interact with you afterwards. So I've been very, very fortunate to have enough self confidence and enough self love to know that sometimes jokes are funny. I don't mind being the butt of say a joke, because I've never felt it was mean spirited with the intent to do real harm. It was just a part of the culture at that time.   Michael Hingson  17:22 You bring up a really good point, there are things that we don't have control over. And I talk a lot about, of course, the World Trade Center. And I've learned along the way that we didn't, of course have control over the World Trade Center. No matter what happens you we didn't have control over that. And we don't have control over how other people deal with what happened on September 11. And we don't have control necessarily over what happened to us that day. But we have absolute control over how we choose to deal with it. It's all a matter of choice.   Rhett Burden  17:58 You're absolutely, absolutely I mean, you have such an incredible story. And knowing that you were part of something that involves a national tragedy, and that you have sort of flipped the script, or the story on its head, I think is a beautiful thing. And I'm sure it has served you extremely well as you've shared your story, and even coached others that may not feel the same way you do.   Michael Hingson  18:22 Well, and in so many ways things come up being blind having happening to be blind my entire life. I didn't have control over that happening. But again, I have control over how I deal with it. I have control over how I choose to learn or not. And I hope that I do choose to learn and to progress and move forward and not let that be a negative factor in my life just as as you're talking about.   Rhett Burden  18:52 Absolutely. Absolutely.   Michael Hingson  18:56 So what did you do after college?   Rhett Burden  19:00 So after college, after graduating from University of Maryland, Eastern Shore, I was very fortunate that the university offered me my first professional role. I had been in pair of professional roles or, you know, odd jobs here and there through high school. It was a different time when you needed a workers permit and you can only work a certain amount of hours. I started off working in for the university and the Division of Student Affairs and I was working in residential communities. I was wanting a dorm. It was a great experience. And then I immediately started grad school in conflict analysis and dispute resolution at a neighboring institution, Saulsbury University.   Michael Hingson  19:47 And so what else did you do there?   Rhett Burden  19:50 So I one of the interesting things is we were a part of I believe the beta cohort. The institution had just got its accreditation to have the program the conflict analysis and dispute resolution program known as cater. And we were part of that second cohort. And it was, it was an amazing experience to be a part of that cohort model, where there were about 30 of us that started and I think 28 or 29 of us finished, to build community with folks to share in an experience where we were so new, and to be a part of a program that was new to the university that has since made amazing strides. And at one point, I thought that before I became a dei practitioner, I really had ambitions to be a sex and marriage therapist. That was odd. My sort of the genesis of that story is I used to watch the show Masters of Sex. I think it came on Showtime. And I was always intrigued with the history with a science behind it. And I've always been fascinated by relationship and relationship dynamics. My life obviously took a different turn. But Salisbury University was was a great academic experience. And it was one of the most important experiences of my life because I met my partner, my wife of umpteenth years, we met being a part of the same cohort at Salisbury University. So that place will always hold a special place in my heart for who would allow me to meet.   Michael Hingson  21:32 So how long have y'all been married? Now?   Rhett Burden  21:34 You know, what if my mental math serves me correctly, about eight years, we have been together for over a decade, but married for eight. So I would not have found my wife had I not been at Saulsbury. And had I not been part of that cater program. Any children? We do we have one beautiful, amazing, talented, special little girl, she will be to later this year. And having the privilege to be a father. To be a girl dad, and to share that responsibility with my best friend is is truly special, and something that I don't take for granted.   Michael Hingson  22:27 Well, sounds like you'll bring bring her up well, and of course, there'll be all sorts of challenges along the way.   Rhett Burden  22:35 I'm sure.   Michael Hingson  22:39 But again, those are those are things that one has to deal with, and you can but again, it's interesting what came to mind when you said that you met your wife? And at the at the job? Again, it's all about choices, isn't it?   Rhett Burden  22:56 Absolutely best choice I ever made going to Solsbury who would have thought that not only would I leave with a degree, but I would leave with my life partner. Amazing, amazing decision.   Michael Hingson  23:09 I love to think from time to time about what I've done in my life, what's happened in my life and can trace everything back to choices. Absolutely. And it could have gone so many different ways at so many different times. Even after September 11. The next day, my wife said, you want to contact Guide Dogs for the Blind where you've gotten your dogs, and let them know that you were in the World Trade Center made it up because some people have visited you from there. And I never would have thought of that. But the result of that was that that's just me. And I wouldn't have necessarily thought of it. But she did. And the result was that they said gee, can we put a little article out about you? And that just broke the whole dam of getting all sorts of visibility in the media and all sorts of other things happened. But all the way in, in what we do, and in my life, all the choices that I made, I can trace what I've done back, are there things I could have done differently? Sure. That maybe I should have done differently, probably. But you know, you can't go back after the fact and just beat yourself up over things. I love to say I used to say I'm my worst my I'm my worst critic, and I realized that's the wrong thing to say. I'm my best teacher, because because I'm the one that has to teach me. And when I look at choices and evaluate and make a choice. Hopefully it's the right one. But either way, I made the choice and I can't be ashamed of that.   Rhett Burden  24:44 Absolutely. It's amazing to hear you tell that story, not just for the revelation that you had but to think the catalyst for you and the success that you had started off with a conversation from your wife and this suggestion He absolutely beautiful. And I'm sure you are very grateful for that conversation with that suggestion.   Michael Hingson  25:08 Sure. Well, of course, it goes back further because we decided to move from California to New Jersey in the first place in 1996, and so many other choices along the way. And I think it's great to be able to think back of all the things that I've done, and the choices that I made, because I then eventually get to the point of saying, Now, what do I do and what can I learn? And what have I learned that I can use going forward? And I think that all too often, we never take the time to be that introspective and something that we all should do, because it will help us and guide us to with what we should do next.   Rhett Burden  25:50 Absolutely. I'm in full agreement.   Michael Hingson  25:54 So here's something that we really need to do more of. So anyway, from Solsbury, what did you do? So from Saulsbury,   Rhett Burden  26:01 I got to the master's degree, met my partner. And we decided that we were both working for separate universities. And my wife got bit by the textbook very early on, and had an opportunity to work at Facebook. And it would cause it required us to leave Maryland and to come out to California. This happened shortly after we got married and came back from our honeymoon. And we've been in California for the past seven years, all because my wife decided to take a chance on herself. She believed in herself. And she invested in herself, which is why she got the role at Facebook. And for me wanting to follow her lead to support her to champion the things that she was doing and to say, You know what, it's time for a different experience. We are taking on a new level in life. And I'd love for us to do that in California.   Michael Hingson  27:06 So how's that going?   Rhett Burden  27:08 It's going extremely well, you know, the initial sticker shock of San Francisco was a lot coming from Maryland to the bay. You know, everything from the cost of milk to gas was exponentially higher. And that was a little shocking at first when, you know, I had lived in the Maryland, DC Virginia area my whole life and things were expensive, but not that expensive. And having worked at a couple of universities while I've been in California to where I am now. It has it's been such an amazing journey. And I'm so glad that we took that leap of faith to come this way to come westward.   Michael Hingson  27:52 So what universities in California, yeah,   Rhett Burden  27:55 I spent some time at Menlo College and Palo Alto. also spend time at Academy of Art University. I've done a lot of dei work with several different associations, sort of under the umbrella of this college of the university system. And now I work in a nonprofit. So you know, I'm forever grateful I was a higher ed practitioner, for almost 15 years loved my time there. There's something energizing about being around college students about being in that environment. And now I work for a nonprofit, and I'm excited. I'm just so thrilled and excited with the opportunity I have for you to lead our dei be initiatives and to work collaboratively with our board and our CEO, to ensure that we have an equitable workplace, where we are diverse, we leverage our diversity so that we are inclusive, and that we create an environment where everyone belongs. So big job, but I'm definitely up for the challenge.   Michael Hingson  29:00 And what is your wife doing these days?   Rhett Burden  29:03 Well, my wife has one of the most important jobs and that is caretaker, Matt Yeah, my my wife helps to take care of our daughter. She also has a podcast. And she is an entrepreneur. So in supporting her entrepreneurial efforts, seeing her podcast thrive and of course, the most important job of mothering and being of our child and being the best partner that   Michael Hingson  29:30 she can be. So she has left Facebook. She has   Rhett Burden  29:34 she is no longer at Facebook or meta by that journey has ended. Yeah, but it's it was a great opportunity and experience.   Michael Hingson  29:45 So what is her podcast about?   Rhett Burden  29:47 Yeah, so my wife's podcast is entitled cultivating her space. She is the co host and co founder of the podcast with a clinician Her name is Dr. Donna And the podcast is all about uplifting women of color, to share experiences, to, to lift up voices and to tell stories that are not widely known or needs, or have never been told, and to provide community for women of color. So very proud of her and those efforts.   Michael Hingson  30:23 That's pretty exciting. So I probably wouldn't be a good volunteer to be on it. But I'm very excited about it. It's, it's great that she's doing that and that she and the doctor are making a very successful podcast. That's cool.   Rhett Burden  30:37 Absolutely. Thank you so much.   Michael Hingson  30:41 And we can hardly wait to hear about your daughter going on the podcast, you know, that should happen soon.   Rhett Burden  30:47 Yeah, you know, very early on. She was a guest that, you know, she was a she wasn't internal guests. But my wife was recording during the pregnancy. And then there were a few episodes where she had to record and you can hear my daughter in the background, making sure that she got her five minutes of fame and stardom. So yeah, I can't wait for her to be her own independent guests   Michael Hingson  31:13 have to have opinions. You know,   Rhett Burden  31:14 that's true. Very, very true.   Michael Hingson  31:17 So what's the nonprofit that you're working at? Tell me about that, if you would,   Rhett Burden  31:21 yeah. So the name of the nonprofit is compass Family Services. It's been in existence over 100 years in San Francisco. And the goal of the nonprofit is to end family homelessness and to help families achieve self sufficiency. I've been there for about seven months, it's been a really great experience. I've really enjoyed having the opportunity to work at the nonprofit, there are amazing people there doing trauma informed work every day, and giving back to the community trying to help the unhoused population in San Francisco, which is all in the 1000s about 8000 folks and doing what we can along with another without, along with so many other amazing organizations trying to help in the homelessness crisis in our city.   Michael Hingson  32:11 So what do you do? How does all that work?   Rhett Burden  32:15 Yeah, well, you know, I, as the director of diversity, equity, inclusion and belonging at the job, I always like to center the folks that I work with, I may have a fancy title, I may be considered a senior leader, but the organization is nothing and I am nothing without the people that are on the ground doing the hard work. We have case, workers, we have case managers, therapists, childcare professionals, they are truly the heroes at Compass. Working with folks that have experienced trauma that are experiencing homelessness, that have mental health challenges that have substance abuse challenges, and the work they do every single day to help find housing, to help get folks set up with jobs, to take care of children is is truly remarkable. And again, though I lead our D E IB efforts, for me, I am nothing without them. Because they are the heart of the organization.   Michael Hingson  33:19 So in the the things that you do, I kind of imagined the answer to this. But is there a faith component? Well,   Rhett Burden  33:30 I would say faith is sure, yes, I mean, there is the faith that the organization has put in me to lead our efforts to be the tip of the spear or they handed the ship. But everything needs to be collaborative. I'd like to bring ideas to the table and to co design them with the folks that I work with whether they're in the C suite or their frontline personnel. Because I see myself as one cog in the wheel of compass that makes the organization go.   Michael Hingson  34:02 Well, and it should be a team effort by any definition. The fact is that anytime someone thinks they're it, it's so unfortunate that yeah, you you know what I'm saying? Absolutely not the way to do it. And so it should be collaborative. And it's great to really discover the whole concept of teamwork, isn't it?   Rhett Burden  34:26 Absolutely. Absolutely. I'd like to consider myself a culture add. Folks have been very kind again, I'm in my organizational infancy. But I'd like to think that we are having an impact. And again, I never want to miss an opportunity to uplift of the folks that have preceded me. The folks that have had a longer Jeopardy than I have and that are doing the work of serving our clients every day.   Michael Hingson  34:54 So dealing with dei B, especially the whole idea of diversity inclusion and so on, I would probably be a little remiss not to at least ask the concept of conceptual question about a lot of us who happen to have a disability, whether it be physical or not, tend to tend to feel that diversity has left disabilities completely out of the scheme of things. If you ask the average person, what does diversity mean? Or what's a diverse environment, they'll talk about race, they'll talk about gender or sexual orientation, so on. And even the experts don't tend to talk about disabilities as part of that. How do you deal with that? Or how do we learn? And as a more general question, how do we change that conversation? So that the 25% of all people who are left out because they have a disability get included in the conversation and truly have seats at the table?   Rhett Burden  35:57 Well, I think you're absolutely right. So let me uplift what you said. And as a practitioner and speaking on behalf of the community of practitioners, you're right, we all have to do a better job and centering, disability accessibility and ensuring that we are inclusive in all of our efforts. I think that far too often. When you are dealing with folks that have physical, visible disabilities, it is a little easier to ensure that they're included. And it is drawn to your attention more. But a lot of that deals with the fact that we are not centering our practice around ensuring that all communities that have been marginalized, all communities that have no voice or a small voice at the table are centered. So I think it begins with educating ourselves a bit more on the disability community, the disabled community, making sure we understand the compliance component of accessibility, working with our HR teams or people in culture teams, and ensuring that we are hearing from those with lived experiences and that are the subject matter experts in this area, centering their voices asking what their needs are, and how we can acquiesce to build an inclusive environment where they are centering, they are helping us center and focus on policies and practices and procedures that make them feel included or make them feel like they belong. So I am with you 100%. As someone that it's interesting when we think about disability, because this is something that even if you are an able bodied person now, you never know what could lead or what could happen that may lead you to having a disability. And as someone that was on the precipice of having Down syndrome, that at any point in time, they're still being researched on all cranial synostosis. I'd like to be mindful of that in not just the way I interact in my practice at the nonprofit, but also in the concerted effort I do or have in my learning. For those listeners of yours that are familiar with San Francisco or I know you're familiar. I am taking classes at City College of San Francisco and I recently completed a disability course that was taught by two amazing women, one of which that had a physical disability. That would, she was just so cute mane and her teaching and helping us understand to become not just better practitioners, but better humans. So I think it begins with education, that's the educator in me, and ensuring that we are centering voices of said community.   Michael Hingson  38:44 He said something that's really interesting, unfortunately, all too often goes the other way, when you said that it's a lot easier when it's a physical disability. And usually that's true because you you can see it too slow to include. The problem is that's not usually what happens because the fear immediately comes out. Oh my gosh, as you pointed out, that could happen to me. And so we ignore it. And we tend to leave out disabilities because we don't recognize that disability doesn't mean a lack of ability. Absolutely. I don't know that there. I don't have a better term than disability. But if we can change the definition of diversity like we have, then we also want to be able to change the definition of disability. It's a characteristic and as I love to point out to people in that I've said it many times on this podcast The reality is we all have disabilities, your disability leaving cranio synostosis or the the the things that other people with eyesight have your biggest disability is that you can see and the reason that's a disability is because as soon as there's a power failure if you don't have your phone or a flashlight or a candle around, you don't know what to do in the dark. Light dependency is not a problem for me. Yeah, we all have disabilities except that technology is covered it up. Yeah, we haven't grown to recognize that in reality, it shouldn't matter. Because disability is not a lack of ability, disability is a characteristic. And we all ought to figure out ways to start to deal with that. And recognize that there's nothing wrong with doing something, using alternatives to what other people use.   Rhett Burden  40:34 Absolutely. And you hit the nail on the head, we all have varying levels of ability. And I think that's where you get this big movement now with folks being more cognizant of neuro divergence, and making sure that they are delineating folks that may be neurotypical or neurodivergent. And again, just centering on the fact that just because we do things differently, just because our abilities vary, does that mean that there is not value that can be added does not mean that folks should be treated differently, but that each of us are capable of making meaningful contributions to any workforce, to any relationship and to society at large. So I am an entrepreneur in agreement with you,   Michael Hingson  41:15 we really need to learn to understand what equality means. And that's part of the issue that equality doesn't mean that just because you provide everybody the exact same thing that it's equal, because providing me with a computer monitor, or a pen and paper, or a calculator that doesn't talk isn't equal. And at the same time, it should be appropriate to say, if you don't know, what do we need to do to give you access to the computer system? Or what do we need to do to give you a calculator, or a lot of companies have coffee machines, they have these fancy machines where you go up and you touch the screen, and you can get anything from espresso to hot tea, or hot chocolate, but they're totally inaccessible to some of us. And the problem in part is that not enough technology is being made that makes sure that there are buttons to do those things as well. So it gets to be a real challenge. But we tend to not be inclusive, in ways that we should. And I recognize that it's not about people hating, in this case, at least hating people. But there is a lot of fear. And it's a lack of education, as you said, but we do need to change that conversation.   Rhett Burden  42:37 I agree. We need both equity and equality, you need both to make sure that everyone has equal opportunities and the chance that they deserve to succeed. So I am in 100% agree with you. And I think it's important that we just like we demystify other terms that disability is not a dirty word, it is not a bad thing is something that we have to unlearn some of the harmful stances and practices that we have been taught whether it's been to our family or the media, and be more accepting, more tolerant, more loving, but most importantly, more informed about what we can do to make the world a better place where all of us have access and opportunities to make the kind of difference that I know that we can make   Michael Hingson  43:25 sure it's a characteristic. Absolutely, and totally and only it's a characteristic. Absolutely. And the reality is, although it's hard to get people to accept it, it's a characteristic that we all have in one way or another. Oh, great. So you know, it is one of those things that one has to deal with, but, but we'll get there. And I expect your daughter to lead the way.   Rhett Burden  43:50 I appreciate that. I will do my best.   Michael Hingson  43:53 Yeah. Tell her it's her job. Yes. So you are also an author? Yeah, yeah. To learn more about that.   Rhett Burden  44:04 Absolutely. So early, early on. In my career, I had an opportunity to go to latonia, Georgia, to the Allen entrepreneurial Institute, which is owned by Lester, Bill Allen, an extremely wealthy and successful black man in Georgia. And being at that entrepreneurial Institute was really insightful and life changing for me. Because far too often what we are taught about money or wealth, is that you need to accumulate it and it's you know, things are better when you have more money, but not just but not as much about the impact you can have not just on your life or that or your family but of your community and the the entrepreneurial Institute into it was his way of giving back to the community to show folks What you can do, and how you can weaponize money and wealth for good. And being at that institute having had the opportunity to sit through several different leadership seminars and meeting community leaders in that area. It got me inspired because one gentleman spoke about telling your story and the power of storytelling in using books to do that. And talking through whether you are self published or you are published through one of the major publishing distribution systems like Penguin or scholastic or Simon and Schuster, that you have a story to tell, and you should do so. So early on, I believe I was 22 or 23, I wrote my first book entitled Brother please, a life book to life and relationships. And that was my introduction into finding my voice and telling my story that led to me co authoring a book with the co author that I've paid for the other five books, entitled mistakes, my life. My pencils don't come with erasers just life lessons. Um, so I was in the professional development world, the self help space. Then when my co author had his son or my nephew, we got into writing children's picture books. So written five children's picture books. One is a trilogy series called when I grow up, so it's called the Super Series when I grow up, I want to be super healthy, super smart, super rich. I that led to the last two children's books, I've written one called My melanated munchkin. And lastly, Dentist Debbie. So I've been very fortunate to tell some stories in the self help sphere, and to do some children's picture books.   Michael Hingson  46:49 So what is Dennis Debbie all about? So dentist, to say,   Rhett Burden  46:54 is about a little black girl named Debbie who is infatuated with dentistry. I think it's amazing that we have so many creative stories, there are witches and dragons and princesses and monsters in so many amazing, different works. But I wanted to send her something that dealt with occupations, things that you can be proud of things that our society and people need. And hence was the birth of dentist Debbie.   Michael Hingson  47:25 Yeah, that's cool.   Rhett Burden  47:27 Yeah, thank you.   Michael Hingson  47:28 And so when she grows up, she'll probably want to be a dentist.   Rhett Burden  47:32 You have it right.   Michael Hingson  47:36 So, will there be sequels?   Rhett Burden  47:39 Well, you know what I am thinking about writing another one. I must say, I have a few ideas. swirling through my brain. I want to write something I want to tell a specific story about my daughter, my wife and I. And I'm still flushing that out. But yes, there is some more coming. I just haven't got that far yet still flushing the story out.   Michael Hingson  48:03 Well, you got to continue Debbie.   Rhett Burden  48:05 Yeah. Well, if not, Debbie, I'm not sure if I'm gonna do a sequel to dentists Debbie or my melanated munchkin. But I am definitely not done writing children's picture books.   Michael Hingson  48:17 Tell me about the melanated munchkin.   Rhett Burden  48:20 So oddly enough, I was on the BART headed to Oakland. And I don't really remember what for. And this was a late night. And the BART wasn't packed with people which is a rarity. And I saw a mother and daughter sitting on the train in the same car as me. We were spread apart but I just saw the mother pouring in to her daughter. They were reading they were laughing they were having a good time. And this was before I had children. And my melanated Munchkin just popped in my head. So I literally wrote 80 to 90% of the book in my phone on the train ride because I was inspired by what I saw. So what's the book about? So my melanated Munchkin is all about a little girl named Kira. And it is telling the history of why she should be proud of her diverse skin of her complexion of who she sees in the mirror. And it relates back to leaders and and women that have had great success and a great impact in history. And it is told from the viewpoint of me being a parent because this is my melanated Munchkin and I am telling her a story that is articulated through her eyes but is in my voice.   Michael Hingson  49:56 Sounds really a lot of fun.   Rhett Burden  50:00 Thank you, I really appreciate that.   Michael Hingson  50:02 Well, I think we're going to have to hunt them down. I'll have to get somebody to read them out loud and describe the pictures, but we'll get there. Absolutely. Well, like other authors, of course, I have to ask this kind of a question. Do you have any kind of a favorite character or story or anything that helps shape you in the author world and just your life in general?   Rhett Burden  50:25 Wow. Well, I would say yes, I would say early on before I had a child, my inspiration was my nephew. This was the first little person that I had a chance to interact with on a regular basis, because he was my co author, son. And now because I have my daughter, she is my source of inspiration. She is my why. And I can't wait to tell more stories that involve her.   Michael Hingson  50:52 You have a favorite author?   Rhett Burden  50:55 Wow, you know, that's a great question. Do I have a favorite author? You know, what if I had to pick an author? That was my favorite, I would probably say it's Dale Carnegie. Because prior to getting into the children, pictures, book space, I was doing personal professional development books, How to Win Friends and Influence People really did change my life. It changed my outlook. And I am a student of Dale Carnegie. So I would say it has to be Dale Carnegie.   Michael Hingson  51:26 I am also a student No, Dale Carnegie. And I think that, although a lot of people say all but it's old, the language is all stilted, and so on. The concepts aren't folks. Yeah, the concepts are absolutely as relevant today as they ever were. And I don't care that the language is a little bit different than what we're used to. That's not the part to pay attention to.   Rhett Burden  51:48 Agreed. I agree with you. If for your listeners, if you've never read How to Win Friends and Influence People pick it up. It's an amazing read. And it is truly transformational. If you take heed to the lessons that he imparts,   Michael Hingson  52:08 the very fact that a guy can advertise to the world come to a meeting and we will show you how to, as you put it win friends and influence people and he fills up a major New York hotel ballroom, just on the basis of that a 1937. And of course it went from there. Yeah. And his his lessons are absolutely as relevant today as they ever were. And I wish more people would recognize the value of reaching out and being open to friendship. I've had a lot of conversations with people about dogs, for example, and people talk about how dogs love unconditionally. And I absolutely think that's true. But dogs don't trust unconditionally. Dogs, however, unlike humans are more open to trust. And unless there is something that comes along that absolutely causes a dog not to have a trusting environment, like they're extremely abused or whatever, they will be open to developing a trusting relationship because it's what they want. And even the most distressful dogs can learn to trust again, we're not as open to trust and we could take lessons from dogs to do that. And certainly, it's the same concepts as to what Dale Carnegie talks about.   Rhett Burden  53:29 Absolutely, I am. Even though I have puppies. For your listeners, my Zoom background is full of puppies because I like puppies. I like dogs who kind of hard not to like them. I haven't necessarily had a lot of dogs in my life. So you know, Michael, I have to ask, Do you have a favorite breed of dog? Is there an adult that you just you feel connected with?   Michael Hingson  53:50 Well, I have had a guide dogs. The first three were golden retrievers. The next four were yellow labs. And now the guide dog I have today Alamo is a black lab. It's the first black lab. Nice I like large, larger dogs. But I really think that all dogs are open develop to develop relationships. So fun. I'm not to prejudice. I like a lot of different breeds of dogs. I appreciate that. But I love labs and I love Golden's especially of course,   Rhett Burden  54:25 absolutely. I have a colleague or a former colleague that has a golden retriever and they just love Golden Retrievers that is the bee's knees to them. Golden Retrievers,   Michael Hingson  54:37 and we have a Kimble well I have a cat it's only I know my wife passed away in November so I keep saying we so she's still here somewhere. But we have a cat and I'm not sure that well maybe stitches is trusting as a dog. It's a different kind of a personality though.   Rhett Burden  54:54 Well, I again I want to share my condolences and we talked about this off camera about to your wife passing, and you don't want to leave your cat out, you don't want to the field,   Michael Hingson  55:06 she loves to be carried around. So whenever I carry her I say, Alright, it's time to activate toda Tabby service. And we, we have a lot of fun with it. She really loves to get carried around and and doesn't seem to complain about that very much. Thank you very much. Oh. So do you have a favorite quote or mantra that you live by? Or think about?   Rhett Burden  55:30 Well, you know, I would say a favorite is is tough. But I do have I am a New Year's resolution asked type of person not sure if you are. And for the listening audience, even if you're not, I know some people think they may be a bit cliche. I'd like to create a yearly mission statements or yearly mantras. And I am guided by this mantra and one question. So I'd love to share that with you in the audience, the question that tends to guide my 2023 is, as of 1220, as of 1231 2023, I want to have accomplished what, and the mantra that goes along with that is, I am going to be focused on solutions, not problems. So that's what it is, for me, especially for 2023, I am going to be singularly focused on solutions and not problems. And I want to hold myself to the standard when I am manifesting what I want for my life, what I want for my family, and in all areas of wellness, as of December 31 2023, what do I want to have accomplished?   Michael Hingson  56:44 What was your 2022 New Year's resolution?   Rhett Burden  56:47 What my 2022 New Year's resolution was pretty simple. It was to sit back, relax, and enjoy. 2021 was a little tumultuous for my family, dealing with some personal issues and some family issues. And I felt that I was always on edge. And that I was not taking time to sit back. Because I felt I had to be in constant motion to relax because I found it very difficult to relax almost as if it pained me to do so. Because maybe my energy should be put somewhere else. And to enjoy and enjoy the smaller things in life and to practice self care and to bring to invest in things that brought me joy.   Michael Hingson  57:37 And that's, that's cool. You've obviously each year, given a lot of thought to what you want for your mission statement and your goal for the next year. Apps in the difference between what you're saying and what a lot of new year's resolutions tend to be all about is that you are providing yourself a general goal, you're not providing you something that you can't keep, and that you can't make happen. Absolutely, absolutely. And the other part about that is you also understand about making choices. So when you adopt that it's great, because then you can look every day even and say, well, am I working toward my goal or my mission this year?   Rhett Burden  58:22 You're ever 100%? Correct? i That's the way I feel. And that's sort of why it's structured in that way.   Michael Hingson  58:28 Yeah. If you wouldn't be able to go back and talk to your 18 year old self or somewhere around that age, what what would you teach them that maybe you didn't know, then that you have learned? That's a lot of answers?   Rhett Burden  58:44 I know that's a that's a great question. I would say if I could impart any wisdom to my 18 year old self, I would say take chances take risk. That high risk, high reward. And that ultimately, I want to make sure that as you are going through these formative years that you are not just experiencing what life has to offer, but you're living it. You are living and breathing, the kind of lifestyle that you want to manifest. So take risks. Go places that you wouldn't normally go experience things that you're not sure if you're interested in, read books that you wouldn't normally pick up, develop friendships and relationships with folks that are not necessarily in your friend group to take chances to be bold to take risk.   Michael Hingson  59:41 You think you weren't as much of a risk taker when you were 18 because you certainly over the years have stepped out a lot of times,   Rhett Burden  59:48 definitely was not this way at 18 a bit more conservative and growing up in a single parent household wanting to do everything I could to be the best Son, to my mom, and to make her proud. So in doing that, you find yourself being a bit more conservative and walking the straight and narrow more than you would if you're in a two parent household if the financial circumstance of your home is set, and wonderful, if you're not dealing with, you know, food insecurity or being on house. So yeah, I was very fortunate to have an amazing upbringing with a truly Godsend of a mother. But I would tell myself to go back and take more risks. And these risks don't have to be, you know, as lavish as, hey, you should jump out of an airplane. But it could be, hey, you should expand your friends circle read different books. So things like that.   Michael Hingson  1:00:52 Do you think your mom would approve? Very much? So? Yeah. It's, it's not a bad thing, to be willing to be adventurous and to step out. And you're right, it isn't all about jumping out of an airplane. That's not the risk taking thing. But it is important to not limit yourself just because you're afraid of doing something even though you know, it's something that you're capable of doing. But I don't want to do that.   Rhett Burden  1:01:21 Yeah, absolutely.   Michael Hingson  1:01:24 So what do you think is the most important lesson you've learned in life? Because you, you, you wax philosophical. So I figured that something worth asking   Rhett Burden  1:01:34 what the most important lesson that I think I've learned, is, probably to love myself and to love myself completely. To understand that I am an ever evolving being, that what is important to me, who is important to me, is going to change. And that I need to trust my instincts and trust myself. So to love myself in a way that makes me lovable from others. But to provide myself everything that I want to give to someone else. So I would say to love myself, and to love myself radically and boldly would be that would be there would be that, that that very thing.   Michael Hingson  1:02:28 And that's not being a conceited kind of thing. We should learn to love who we are and what we are and, and if we don't like what we do, then we choose to make a difference and fix that. But if we like and believe that we're making good choices, then we should love   Rhett Burden  1:02:46 that too. Yeah, absolutely.   Michael Hingson  1:02:48 I agree. We really need to have better respect for ourselves, and kind of go on from there. Well, right. This has been really wonderful. And I'm glad that we got to spend all this time. But I would like to end by asking you if people want to reach out and maybe contact you learn more about you learn about compass and so on. How do they do that?   Rhett Burden  1:03:14 Yeah, well, for your listeners, if you want to stay connected to me, you can go to LinkedIn if you have a LinkedIn profile and just type in my name Rhett Burden, please. Absolutely. That's R H E T T. And then my last name is Burden, B U R D as in David E N. please connect with me on LinkedIn. I would love to learn more about you. I'd love to learn more about your story and find ways for us to collaborate. You can also visit Rhett Burden. That's my first and last name, R H E T T B U R D E N. Rhettburden.com. If you're interested in purchasing your copy of my children's book,   Michael Hingson  1:04:00 that was gonna be my next question. Because I think that people will want to learn more about that. And I'm going to start a campaign to advocate for finding out what happens to Debbie but that's another story. Well, Rhett, we really appreciate you being here and I appreciate you listening to us today. I hope you enjoyed it. And that you will give us a five star review especially if you go to iTunes or whatever, but we'd love a five star rating so please do that. If you'd like to suggest podcast guests and rent you as well. Please feel free. You can reach me at Michaelhi M I C H A E L H I at accessibe A C C E S S I B E.com. You can also find the podcasts at Michael hingson.com/podcasts and hingson is h i n g s o n so Michael hinkson.com/podcast. And as we've talked about it I talked a lot about on podcast. I I am a keynote speaker and do a lot of traveling to speak. So if anybody knows of any speaking opportunities, reach out, I'd love to hear from you for Rhett one more time. Thank you very much for being here. And we'd love to have you come back on again in the future.   Rhett Burden  1:05:14 Absolutely. It'd be my honor. Thank you, Michael.   Michael Hingson  1:05:21 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com. accessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for listening. Please come back and visit us again next week.

Victoria Butt is the Founder and CEO at Parity Consulting, Board Member for the Entrepreneurs Organisation (Sydney) and Angel Investor for BIPOC women. A passionate serial entrepreneur, feminist, mother of two and self-confessed wine sob, Victoria cannot be shut up when it comes to Diversity, Equity, Inclusion and Belonging (DEIB).  In 2012 Victoria founded Parity Consulting to reshape how the recruitment industry views candidates and fulfil her life's purpose to level the playing field for those who are unseen and unheard. Connect with Victoria on LinkedIn and visit Parity Consulting to accelerate your career growth. Ignite Your Passion, Grow Your Influence and Amplify the Impact you have in the world - Book a call with the host Kylee Stone and ask about The Foundations of Leadership for Emerging Leaders. Follow Kylee Stone - The Uncharted Leader on LinkedIn, Instagram ,YouTube, Twitter and Facebook.    Podcast proudly sponsored by The Performance Code 

In this episode, Yvonne and Rafael talk with Faith Mason, Industry Speaker, DEI Consultant, and Vice President of Strategic Analytics at Arch Insurance. Find out what Faith studied in college, the path she took that brought her into the insurance and workers' compensation industry, and how she has shaped her career since she got here. Discover Faith's fascinating journey that underscores our theme: no matter your background, there is a spot for you in the workers' compensation industry!We take a pretty deep dive (way past 30 minutes!) in our conversation with Faith. Our discussion focuses on Diversity, Equity, Inclusion, and Belonging (DEIB), something we are all passionate about.  We also chat about food, traveling, and so much more!Come along with us and let's get to know Faith. She is a brilliant star in our insurance and workers' comp universe!Articles about DEIB:Marsh study on DEIB https://www.marsh.com/us/risks/global-risk/insights/excellence-in-risk-management-xviii.htmlhttps://hbr.org/2022/06/stop-making-the-business-case-for-diversity#https://www.natlawreview.com/article/6-key-practices-advancing-diversity-equity-and-inclusion¡Muchas Gracias! Thank you for listening. We would appreciate you sharing our podcast with your friends on social media. Find Yvonne and Rafael on Linked In or follow us on Twitter @deconstructcomp

Listen to this episode to hear: • Why DEI isn't just about race • How perfectionism can stop us from creating braver, safer spaces • The power of imperfect, small actions • Why so many today are jaded by traditional DEI work • Why embracing nuance and letting go of grand gestures is key • The work takes time and is never done, and why that's a good thing • How to work to create braver, safer spaces for everyone ABOUT ABBIOLA: Abbiola Ballah (she/her) is an Equity & Inclusion Consultant, Mentor & Speaker, and Founder of Phern Education Studios. She founded Phern Education Studios to be a catalyst for change in the Diversity, Equity, Inclusion and Belonging (DEIB) space by prioritizing not just learning but taking action. Originally from Trinidad and Tobago, Abbiola has lived internationally in Japan, the USA, and Belize for 20+ years and worked as an educator and program designer for 17+ years, giving her a unique lens through which she approaches equity and inclusion. Abbiola provides Equity & Inclusion coaching and consulting services to values driven professionals, leaders and organizations who work beyond borders making an impact. She is also currently a part of the National Aeronautics and Space Administration (NASA) Database of DEI Practitioners. Abbiola is a dynamic speaker and has been featured on several podcasts and spoken at conferences and summits including the CMX Summit: Thrive. She is an avid reader, travel nerd, theatre buff, and Japanese karaoke queen. Book a free clarity call with Abbiola here: https://calendly.com/abbiolaballah/tia-clarity-call Sign up for Abbi's newsletter here: https://www.subscribepage.com/takinginclusiveactionnewsletter View Abbila's Website & offerings here: https://www.pherneducationstudios.com/ And lastly, her Instagram here: https://www.instagram.com/pherneducationstudios/ ••• Conference tickets are now on sale, prices increase April 15th! Head here for more info: https://yellow2023.com/ Follow, subscribe and leave a review! Find out more about Yellow Co.'s community of women creaeting meaningful work: yellowco.co | @yellowco.co • Connect with Joanna at joannawaterfall.com and on IG @joannawaterfall :) Music Written by Jonny Pickett (check out his music on spotify) Thanks for listening!

As a designer, Jessica Bantom pays attention to details. Details matter particularly when it comes to connecting to different identities and how customers see themselves. Her newly released book, Design for Identity, aims at influencing design decisions that either bring people in or leave them out resulting in a loss of customers. After all, as Bruce Mau stated, it is not about the world of design, but about the design of the world we live in.Jessica Bantom is a Diversity, Equity, Inclusion & Belonging (DEIB) practitioner and workplace strategist whose mission is to enable individuals to take immediate actions that create meaningful outcomes for historically excluded people. A graduate of the University of Virginia and Marymount University, Bantom is a skilled management consultant with over 20 years of experience, a compelling speaker, and a certified facilitator and coach with a passion for helping people and organizations activate the values of DEIB to become more culturally competent and thrive in our increasingly global economy. Bantom is also active in the interior design industry as an interior design and color consultant and as an engaged advocate committed to promoting DEIB in the industry and in practice. You can learn more about Jessica and her upcoming book, Design for Identity: How to Design Authentically for a Diverse World, at JessicaBantom.com.Support the podcast! Donate via PaypalContact or Follow Dawna Jones on any one of these channels:Linkedin: https://www.linkedin.com/in/dawnahjones/Twitter: EPDawna_JonesInstagram: https://www.instagram.com/insightful_dawna/Navigating Uncertainty Newsletter: https://dawnajones.substack.com/Medium: @dawnajonesWebsite: dawnajones.comThanks to Mark Romero Music for the intro track, Alignment.Support this show http://supporter.acast.com/insight-to-action-inspirational-insights-podcast. Hosted on Acast. See acast.com/privacy for more information.

This month the guys sit down with climber, caver, mom of twins, ski instructor, realtor, and entrepreneur (among other things), Bree Jameson. After a short introduction and our catch up, we dive right into how Bree was introduced to the outdoors by her father as a child and how she rediscovered her need for it after being diagnosed with treatment resistant depression. From that point on she delved head first into the outdoors, going above and beyond to find a accepting space for herself and her partner. Our main topic was Diversity, Equity, Inclusion, and BELONGING (DEIB) in the outdoors. We talk about how important belonging is to DEI efforts and how creating belonging and inclusion in outdoor spaces is actually something that should be started before people invite others into the outdoors. This relates to the equity aspect of DEIB because everyone doesn't need the exact same thing to be comfortable and feel that they belong in the outdoors or really any setting. Bree introduced us to the great work that the Access Fund has been doing to create opportunities for people that have historically been left out of climbing route development in Texas and other places in the US. Through that initiative Bree became the first woman of color to bolt and climb a first ascent in Texas which was captured in a film titled, J.E.D.I. Training which should be publicly available soon. This was a great episode and it really gave us a better grasp on what we can do to make the outdoors a more inclusive place for everyone. "The real work of DEI starts with putting yourself in the shoes of others and not dismissing experiences just because you cannot fathom them" - Bree Jameson Links to Check out! Access Fund & JEDI initiative Equity vs. Equality Baseball Game Picture Texas Lady Crushers Vitamin N Book American Alpine Club Get in touch with Bree Insta: @Bree_Jameson TikTok: @theoutdoorsyrealtor Contact the Podcast: Email: adventuringformeremortals@gmail.com Insta: @meremortalpod  Discord: https://discord.gg/RkvwxAeyVF Trev's Insta: @trevorbollmann

"Creating Inclusive Workplaces For Everyone" Diversity, Equity, Inclusion, and Belonging (DEIB) is a formula that makes organizations whole when intentional work is commonplace and consistent. Having the right person at the helm of work is critical to achieve lasting change and success. Today's guest is the woman for the job! Pamela Wheeler, Chief Diversity And Inclusion Officer at NFP, joins host Tommi A. Vincent to discuss: •Connecting the dots of diversity, equity, inclusion, and belonging in everyday life. •Clarifying if DEIB work is about work culture and/or environment. •The jobs before the career. •How DEIB work would have benefited work environments before the work was prioritized. •Words of wisdom for people taking on the tall task of shifting and impacting DEIB. Host: Tommi A. Vincent / @ChefTommiV / www.TommiV.com Guest: Pamela Wheeler / linkedin.com/in/pamela-wheeler-b114185/ Produced by: Tommi A. Vincent and Up On Game Network Music By: Stichiz - Big T. Music / Roj & TwinkieSupport the show: https://www.upongame.network/See omnystudio.com/listener for privacy information.

Dr. Jim discussed the topic of diversity, equity, inclusion and belonging (DEIB) on his podcast . He noted that progress for the Black community has been slow and questioned whether this slow progress is a design feature or a bug. He has had conversations with members of the Black community about civil rights, representation and advancement, and how DEIB was brought forward to create a more equitable world of work and opportunity for the Black community. The conversation highlights the need to consider this slow progress and the importance of DEIB in creating a more equitable world. Dr. Jim talks about the level of frustration that comes up when discussing D E I B initiatives, and how they often don't do what they're designed to do. He references James Baldwin's debate with William F. Buckley and his later quote from 1980, which reflects the struggles of the Black community over the past 60 years. Dr. Jim concludes that if a fair-minded person looks at the slow progress of D E I B initiatives, they must conclude that the slow progress is a design feature. He encourages people to think about what other conclusion can be drawn from this.Timestamps00:00:00Exploring the Slow Pace of Progress for Diversity, Equity, Inclusion, and Belonging (DEIB)00:00:58"Exploring the Impact of Diversity, Equity, Inclusion, and Belonging (DEIB) Initiatives on the Black Community"00:02:46 Examining the Effectiveness of Diversity, Equity, and Inclusion Initiatives00:04:59Conversation on Oppression and Initiatives to Address Injustice00:07:44Examining the Need for Sustained Focus on DEIB Music Credit: Maarten Schellekens - Riviera Follow us at: www.cascadingleadership.comlinkedin.com/in/drjimklinkedin.com/in/1lawrenceobrown

It has not been long since the PR/Comms Industry started to be conscious about the impact of inherent racism, prejudice and discrimination on employees from black, and ethnic minority groups. Moving from talk to taking action for change has been painfully slow. It is important to acknowledge that organisations in the industry are at different stages of the journey. Some have been quicker to authentically address issues to reflect their values and also recognise it as a business resilience and sustainability challenge. To get a sense of the work being done by agencies, I recently spoke with Ricky Forde, Senior Director, EMEA Diversity, Inclusion and Belonging (DEIB). Interestingly Ricky is also FTI's first DEIB lead and has a track record as a culture change expert. Key topics covered in this podcast include:

In this podcast, Chris interviews Marisette Hasan, CEO with Lifesprings Consulting Group.  In honor of Black History month, Chris and Marisette start with why it is important for all Americans and hospice and palliative care team members to know and reflect upon Black History.  Marisette then shares some of her heroes from Black History.  What she shared was inspiring!Chris and Marisette discussed Diversity, Equity, Inclusivity, and Belonging (DEIB) and why hospice and palliative care organizations need to have this on their top priority list.  Marisette also shared some thoughts regarding some longer-term strategies hospices should be considering for their DEIB journey.  There is an eight to ten minute segment here that you will want to listen to over and over again especially for your own organization's DEIB strategy pathway.  This is a great discussion chock-full of great wisdom and practical steps hospice and palliative care teams and DEIB committees can utilize to focus and accelerate their organizations' journey.  Join us.Guest: Marisette Hasan, CEO with Lifesprings Consulting GroupHost: Chris Comeaux, President and CEO of TCNThis episodes quote: "Let us realize the arc of the moral universe is long but it bends toward justice."  -  Dr. Martin Luther King, Jr.Teleios Collaborative Network / https://www.teleioscn.org/tcntalkspodcast

ESG Decoded is a podcast powered by ClimeCo to share updates related to business innovation and sustainability in a clear and actionable manner. In this episode, Yvonne N. Harris talks with Rachel Schneider, founder and CEO of Canary. Canary is a company helping the 21st-century social net evolve to reflect the future of work by providing technology and services that enable its clients to give individuals money at pivotal moments in their lives with dignity and efficiency. She's led the development of Grant Circle, a high-impact solution for challenges she uncovered as co-author of The Financial Diaries. Grant Circle exists so employees can access emergency support in times of financial need and enable them to recover quickly. Rachel has experience from Merrill Lynch, Financial Health Network, and The Aspen Institute as their entrepreneur-in-residence. She credits her commitment to the potential for innovative finance to solve major social problems from her days as a VISTA Volunteer. Standing for Social, the 'S' in ESG relates to the people elements impacting business and organizations, including employee relations, organizational health, people culture, Diversity, Equity, Inclusion and Belonging (DEIB), community outreach, and health and wellness. Rachel's expertise intersects with people culture and employee relations. Listen as Yvonne and Rachel share their perspectives on how companies can be more effective in their Social efforts. Rachel describes Canary's service model and how their emergency fund is critical for employers to provide support for stressful life events that employees experience. Make sure to subscribe to ESG Decoded on your favorite streaming platforms and our new YouTube Channel so that you're notified of our vodcast episodes! Don't forget to connect with us on our social media channels. Enjoy this episode! Episode Resource Links Website: https://workwithcanary.com/ LinkedIn: https://www.linkedin.com/company/workwithcanary/

As the expectation for representation has continued to rise, advertisers are turning to Diversity, Equity, Inclusion, and Belonging (DEIB) efforts to ensure everyone feels seen. NAD recognizes the significance of authenticity in these diverse depictions and will be enforcing new standards to hold companies accountable when they endorse harmful stereotypes in their advertisements.   Hosts Eric and … Continue reading How Can You Ensure Your DEI Efforts Are Authentic? →

In this HRchat episode, we ask: why is the business case for Diversity, Equity, Inclusion and Belonging (DEIB) more important than ever and how can HR pros and leaders get it right? Our guest today is Jennifer Morris, an expert in the fields of Diversity, Inclusion, Leadership, and Talent Development.  She works with a wide range of clients, helping them understand the value of diverse talent and then designing and implementing strategies to achieve it.  Jen's research and writing have been published by Forbes, HR Magazine, HR Director magazine, the International Labour Organization, Business Disability Forum, Fairplay Talks, and Diversity Q.Questions Include:You're a Chartered Fellow of the CIPD. For our audience in the US and Canada, can you talk a little about CIPD and the work it does to improve the HR field in the UK and elsewhere? Tell us about Hult EF and how it helps HR pros and leadersWhy add the B (belonging) to DEI? You have recently worked with Hult EF on creating a new report, DEIB In Action. Can you tell us a little about the report?Why is the business case for DEIB more vital than ever?Why is DEIB so challenging?What common pitfalls do you see coming up when organizations are getting started on their DEIB journey?What practical actions can organizations take?Role of Employee Resource Groups (ERGs) in strategizing and implementing DEIB initiatives? How can we connect with you and learn more about Hult EF and the DEIB in Action Report?More About Jennifer MorrisThroughout her corporate career, Jen worked in a breadth of industries, both in the UK and globally.  She has held senior roles and worked in complex environments, so is attuned to the challenges her clients face.  Jen is a Chartered Fellow of the CIPD, has an MA in People Development and a BA Dual Hons in Business and Human Resources. She holds a Diploma in Executive Coaching, is a registered member of the British Psychological Society and is a qualified practitioner in a range of psychometric tools.Jen is an advocate of intersectional inclusion and is passionate about creating a working world that is free from barriers, for all. She has a specialist interest in the lived experience of employees with disabilities and lives with three non-visible disabilities herself.We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

In this episode of the Impostor Syndrome Files, we talk about having a conversation about race in the workplace. For many of us, talking about race is uncomfortable because it makes us feel vulnerable or insecure. But as my guests this week point out, avoiding these conversations and shying away from real opportunities for greater inclusion and belonging can ruin people's lives. This week, I talk with Suman Kapur and Tiffany Castagno, consultants who collaborated in 2020, after the murder of George Floyd, to create a conversation series about race that offers people a safe space to explore deeper questions and better understand each other. Here we talk about how to think about bringing these conversations to the workplace and why it's so important that we do so.About My GuestsTiffany Castagno is CEO & Founder of CEPHR, LLC, a Human Resources Consulting Firm that supports Small to Mid-sized Businesses to build their infrastructures-to-scale, strong teams, and a strong Employer Brand and Culture. Throughout her 14-year HR career, Tiffany has supported organizations of all sizes and industries and is passionate about creating safe workplaces and Communities under DEI principles. Her Why is building more psychologically safe organizations and Cultures to support the people and processes within organizations. Tiffany is Co-Author of a Children's Book, “Can a Zebra Change Its Stripes?” that teaches children about embracing difference and uncovers the importance of acceptance and what it means to make diversity our strength.Suman Kapur is a Professional Development Consultant, dedicated to supporting individuals and organizations through conflict management and culture change initiatives with a distinct focus on the values of Diversity, Equity, Inclusion, and Belonging (DEIB).Suman approaches her work with attention toward self-care, compassion, empathy, collaboration, and awareness, all of which she recognizes as essential for transformation to a more just and inclusive society.  Suman works strategically and inclusively from data gathering to strategic planning, from designing and implementing workshops to facilitating Courageous Conversations.  Suman holds an MS in Conflict Analysis and Resolution from George Mason University and the Jimmy and Rosalynn Carter Institute of Peace and Conflict Resolution. In addition, she has a professional certification in Diversity, Equity and Inclusion from the University of Southern Florida and she is a facilitator for the Google sponsored #IamRemarkable workshops.~Connect with Kim and The Impostor Syndrome Files:Join the free Impostor Syndrome Challenge:https://yourcareersuccess.com/impostor-syndrome-challenge/ Learn more about the Leading Humans discussion group:https://yourcareersuccess.com/leading-humans-discussion-group/Join the Slack channel to learn from, connect with and support other professionals: https://forms.gle/Ts4Vg4Nx4HDnTVUC6 Join the Facebook group:https://www.facebook.com/groups/leadinghumansSchedule time to speak with Kim Meninger directly about your questions/challenges: https://bookme.name/ExecCareer/strategy-session Connect on LinkedIn:https://www.linkedin.com/in/kimmeninger/ Websites:https://yourcareersuccess.comhttps://impostorsyndromefiles.com 

Join Yvonne and Rafael as they talk with Sabrina Taylor Mitchell, AVP Southeast Region of PMA Companies. Sabrina is full of surprises in this episode. Sharing about herself, her family, how she worked her way through school as a young mom, she charted a course for herself, and guess what? The course wasn't always traveling in a straight line. She chats about navigating loop-de-loops and curly q's. Sabrina is an amazing servant leader.  In addition to her very demanding full-time job, she mentors others in a variety of ways. Not only is she currently working to develop a Diversity, Equity, Inclusion, and Belonging (DEIB) program at PMA Companies, she has also been an integral player in several programs at the Workers' Compensation Institute's annual conference in Orlando: Annual Prayer Breakfast, Diversity, DEIB and more. Grab your earphones and listen up as we really lean in to get to know Sabrina, she is a powerhouse WC leader. She really sets an amazing example of how you can chart your own course, regardless of your starting place. What gives her strength? Her Faith. She also talks about her church, Designer's Way in Tampa, FL. ¿Quieres hablar con Sabrina, entonces? ¡Vamanos pronto!¡Muchas Gracias! Thank you for listening. We would appreciate you sharing our podcast with your friends on social media. Find Yvonne and Rafael on Linked In or follow us on Twitter @deconstructcomp

People without children, as a collective community, have yet to be recognized as a marginalized group, within the framework of Diversity, Equity, Inclusion and Belonging (DEIB). How do we begin to imagine the experience of truly belonging in the environments we work, and beyond? What does it mean when organizations focus on only specific aspects within the spectrum of DEIB frameworks? ‘Diversity' and ‘Inclusion' seem to be most often used in naming such initiatives, leaving ‘Equity' and “Belonging' out of the equation, which is both curious and perhaps telling of organizational culture, from the start. ‘Belonging' appears to be most often excluded from this framework. And if not for belonging and equity, what is the true underpinning of the DEIB framework? Today's guest is an expert on belonging in the workplace, and is nationally recognized as a diversity, equity, and inclusion thought leader. Rhodes Perry has written two incredible books on this topic, ‘Belonging at Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization' (2018), and ‘Imagine Belonging: Your Inclusive Leadership Guide to Building an Equitable Workplace' (2022). We will discuss what is key to creating a culture of belonging, and what this means for people without children. We will also examine the experience of social exclusion and the related individual and organizational impact of not choosing to create a culture of belonging, in the workplace.

Hasan Rafiq has worked as a senior Diversity, Equity, Inclusion, and Belonging (DEIB) leader at some of the world's largest companies, including EY (Ernst and Young) and Facebook.Join Hasan and Marco as they explore how to create a culture of belonging in organizations both large and small. Currently, Hasan Rafiq is the Vice President of Diversity, Equity, Inclusion, and Belonging of Newsela, where he drives the company's strategies for the integration of diverse perspectives and experiences into the building of an inclusive culture, and development of equitable policies.In this episode you will learn: - How to build a listening organization where people feel seen, heard, and valued. - How to be a culturally agile leader and build a global DEIB strategy for your organization. - How belonging and the language around it look different around the world.If you would like to start a conversation with Hasan about the incredible work that he does reach out at: coachesforinclusion@gmail.com Articles: - Defining values and value behaviors that resonate across cultures (http://kwx.fyi/values) - The 10 Most Common Organizational Values, An Intercultural Examination (http://kwx.fyi/10-most-common-values) - Four Keys for Building Trust on Teams (http://kwx.fyi/building-trust-teams)-- Brought to you by KnowledgeWorkx.com

Suman is a Professional Development Consultant, dedicated to supporting individuals and organizations through conflict management and culture change initiatives with a distinct focus on the values of Diversity, Equity, Inclusion, and Belonging (DEIB). She approaches her work with attention toward self-care, compassion, empathy, collaboration, and awareness, all of which she recognizes as essential for transformation to a more just and inclusive society. Website: SumanKapur Facebook: WellBalancedSolutions

Crystal Whiteaker intrinsically understands the importance of inclusion. As a leadership development and DEIB consultant, she specializes in inclusive coaching and consulting for brands and leaders that care deeply about Diversity, Equity, Inclusion, and Belonging (DEIB).  Join Heather and Crystal as they talk about Crystal's motivation to reaffirm a brand's core values, create a “Brave Space” within yourself, and create a positive, nourishing, nurturing, and healing connection with people.  Do not miss these highlights: 03:32 - Helping leaders get rooted in their core values so that they can create a clear, streamlined message and experience within their business  08:33 - Becoming aware of the beliefs you hold and whether they are truly yours or if they are ‘absorbed' from others 13:08 - Using trauma-informed training in order to create not just a safe space but also a “brave space” 18:07 - Dealing with the sensitive nature of discussing parenting skills with others  23:19 - Formulating your message by getting very clear on your role and values whether for business, parenting or anything else in life 32:03 - The value of listening to your children and having love and compassion for them can change the world for them when faced with adversity Resources Mentioned Free Guides https://crystal-lily-creative.mykajabi.com/core-values-guide (Core Values Guide) https://crystal-lily-creative.mykajabi.com/free-guide-inclusive-empowered-brand-statement (Inclusive Brand Statement Guide) https://crystal-lily-creative.mykajabi.com/to-speak-or-not-to-speak (Speaking Guide) https://crystal-lily-creative.mykajabi.com/personal-philosophy-statement (Personal Philosophy Statement Guide) Introductory Offers https://crystal-lily-creative.mykajabi.com/core-values-challenge (Core Values Challenge) https://crystal-lily-creative.mykajabi.com/empowered-environments-guided-workbook (Empowered Environments Workbook) (Guided Workbook for Inclusive Leaders) https://crystal-lily-creative.mykajabi.com/2022%20Winter/Spring%20Masterclasses (Inclusive Masterclasses) About our Guest: Crystal Whiteaker (pronouns: she/her/hers) is a Leadership Development and DEIB* Consultant specializing in inclusive coaching and consulting for brands and leaders that care deeply about diversity, equity, inclusion, and belonging.  Crystal brings over 15 years of creative, relational, process driven experience across multiple industries.  She is a self-described "corporate trained, creative hippie” who puts a strong focus on core values to help people elevate their community connections to communicate and lead with clarity and confidence. Crystal is an advocate for leaders and organizations that provide resources and support for healing, particularly in relation to trauma. When she's not working, Crystal enjoys spending time at the beach, connecting with people, and exploring new places. Fun fact: Crystal LOVES animals and will stop to show them affection any chance she gets. She is that person who will always ask to pet your fur-baby. When you choose to work with Crystal Lily Creative, you're helping to support organizations that provide resources for women and the LGBTQ+ community, as a portion of profits and services are donated annually. (*DEIB: Diversity, Equity, Inclusion, and Belonging) Connect with Crystal https://crystal-lily-creative.mykajabi.com/ (Crystal Lily Creative)  https://www.instagram.com/crystallilycreative/ (Instagram) https://www.linkedin.com/in/crystalwhiteaker/ (LinkedIn profile) https://www.linkedin.com/company/crystallilycreative/ (LinkedIn business page)

Michael Becher ist seit 15 Jahren Personaler. Aktuell ist er der CPO von Wefox, ein Insurtech-Unternehmen mit mehr als 1200 Mitarbeitern. Hier ist er Teil der Geschäftsführung. Zuvor hat Michael für Firmen wie N26, Booking.com, Amazon und DHL gearbeitet. Er begleitet alle Themen von “hire to retire”. Zuvor hat er ein Diplomstudium der Geographie an der Uni Leipzig abgeschlossen. Für ihn spielen die Themenstellungen rund um Diversity, Equity, Inclusion und Belonging (DEIB) eine besonders gewichtige Rolle.

Jala is joined by Desirée Neyens to discuss Diversity, Equity, Inclusion & Belonging (DEIB): what it is, why it's important for everyone, how to approach it, what to do when you make a mistake, and more. This is an introductory episode for a recurring topic. Some of the resources mentioned in this episode: Harvard Implicit Bias Test (https://implicit.harvard.edu/implicit/takeatest.html) A series of tests related to a number of different biases. You can select a quiz based on what type of bias you would like to examine. DEIB Libguide (https://libguides.library.umkc.edu/DEI_Reading_List) Jala's personal favorite. This is a list of works ranging from textbooks to entertainment media which broach various DEIB topics. It is divided by subject matter so you can easily locate your topic of interest. You can find the full list of resources on this blog post (https://www.jalachan.com/articles/deib-list). Support this show via Ko-fi! Just like Patreon, there are subscription tiers (with bonus content!) in addition to the ability to drop us a one-time donation. Every little bit helps us put out better quality content and keep the lights on, and gets a shout out in a future episode. Check out ko-fi.com/fireheartmedia (https://ko-fi.com/fireheartmedia) for the details! Don't forget to rate & review us on your podcasting platform of choice~ Jala Prendes - @jalachan (https://twitter.com/jalachan) The Level (https://thelevelpodcast.com/hosts/jala) Desirée Neyens - @dneyens (https://twitter.com/dneyens) Special Guest: Desirée Neyens.

People without children, as a collective community, have yet to be recognized as a marginalized group, within the framework of Diversity, Equity, Inclusion and Belonging (DEIB). How do we begin to imagine the experience of truly belonging in the environments we work, and beyond? What does it mean when organizations focus on only specific aspects within the spectrum of DEIB frameworks? ‘Diversity' and ‘Inclusion' seem to be most often used in naming such initiatives, leaving ‘Equity' and “Belonging' out of the equation, which is both curious and perhaps telling of organizational culture, from the start. ‘Belonging' appears to be most often excluded from this framework. And if not for belonging and equity, what is the true underpinning of the DEIB framework? Today's guest is an expert on belonging in the workplace, and is nationally recognized as a diversity, equity, and inclusion thought leader. Rhodes Perry has written two incredible books on this topic, ‘Belonging at Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization' (2018), and ‘Imagine Belonging: Your Inclusive Leadership Guide to Building an Equitable Workplace' (2022). We will discuss what is key to creating a culture of belonging, and what this means for people without children. We will also examine the experience of social exclusion and the related individual and organizational impact of not choosing to create a culture of belonging, in the workplace.

Hi ya'll, I'm Chely - host of Groundbreakers and Chief Diversity Officer at Unispace. I'm on a mission to pass the mic and get voices heard - from all industries and walks of life. I want to hear your stories, highlight your moments of transformation, and learn from one another the power and importance of Diversity, Equity, Inclusion, and Belonging (DEIB) in our workspaces - whatever and wherever those might be.

In this episode of HR Work Break, I'm happy to be joined by Ivori Johnson, Director of Diversity, Equity, Inclusion, and Belonging (DEIB) at ChartHop, a data analytics company that specializes in people data—from payroll & demographic to performance and engagement. Listen in as we discuss how DEIB is essential to career growth, company culture, and organizational success.

Elisa Charters is a passionate advocate for Diversity, Equity, Inclusion and Belonging (DEIB) and the BIPOC community of women. She is a First generation college student, first generation in this country born and raised here.  In 2014, Elisa co-founded Latina Surge National non-profit, an extension of her community work at several organizations for 20+ years.  LSN's mission is charitable and educational in advancing DEIB; its vision is to achieve parity for women across government, corporate America, and higher education and greater access for small business growth.  In this episode we talk about what it means to be self empowered and to be IN POWER, cultural expectations that can impact how we move through the world particularly in our careers especially as Latinas, women of color, or if you're first gen – this feeling of not being good enough, the constant push for upward mobility and how sitting still can feel uncomfortable because we are so used to pushing through and trying to achieve that upward mobility for so many reasons (many of which are embedded in our own upbringings and culture and community).  We also delve into the systemic barriers we face and what can be done to address them.  Elisa has her own personal view of what we can do and where our power really lies in breaking down barriers.     Find Elisa here:-   https://latinasurge.org/leaders/   https://www.linkedin.com/in/elisacharterslatina   Get your template for setting your intention for the year: https://artisanal-architect-3959.ck.page/09523bba59   Get your guide to creating a career you love in this season of life: https://artisanal-architect-3959.ck.page/f9bec70877    

Natasha Kehimkar has spent over 25 years leading HR, Talent Acquisition, and Diversity, Equity, Inclusion, and Belonging (DEIB) in multiple industries. She started out at Pfizer and Johnson & Johnson, and made the move into hyper-growth at OpenTable, App Annie, and Fandom. She brings that experience to her work now as CEO & Founder of Malida Advisors.In this episode, Natasha talks about growing up in Toronto and the values her parents instilled in her early on. We'll hear her thoughts on building (and rebuilding) people functions from the ground up, how to take advantage of the desire to build a more equitable workplace, and the story of the time she got laid off and how it influences how she thinks about HR.

Composer, conductor, equity coach and nonprofit strategist committed to diversity, equity, inclusion and belonging, meet this month's Advocacy and Collaboration Curated Episode, Arreon A. Harley-Emerson. Mr. Harley-Emerson is the Director of Music and Operations of the Choir School of Delaware where he is responsible for the musical components of the renowned Choir School program as well as the day-to-day operations of the organization.Committed to the principles of Diversity, Equity, Inclusion, and Belonging (DEIB), Mr. Harley-Emerson has established a thriving consultancy to assist arts and culture nonprofit organizations in remaining relevant in the 21st century. His work includes longitudinal studies, strategic planning, board governance, resource and asset development, and board diversification - and we talk about it all in this incredible conversation! Cultural Scaffolding The Gang Mentality of Choir (a prior TedxTalk)  Maslow, Kirk Franklin, and the "Peabody voice" The history that lead to ADEIBR and how to define and use it as a tool for change and action Joy in all the things! Learn more about and connect with Mr. Harley-Emerson https://equitysings.com and choirschoolofdelaware.org.  Watch this episode on YouTube: https://youtu.be/KHF649tk-rQ Join us over at Patreon.com/MusicEdMatters for monthly meet ups, monthly bonus episodes, special pre-release book content and more!Support the companies that make The Music (ed) Matters Podcast possible: —Kaleidoscope Adventures - find your adventure today, kaleidoscopeadventures.com/. — The Kinnison Choral Company - check out their quality resources - or get your tracks made today - at KinnisonChoralCo.com. **Show music originally written by Mr. Todd Monsell**Show photography provided by Dr. Dan Biggerstaff

In episode 127 Erik and Kerel chat with Di Ciruolo, Head of Inclusion at Jambb. Di is a Boston-based Diversity, Equity, Inclusion, and Belonging (DEIB) leader in tech with 10 years experience in People Ops and 5+ years in DEIB specifically. We had a fascinating conversation with Di covering her personal journey which includes growing up in foster care, Di's time in Atlanta which sparked her career, her book (Ally Up), the state of DEIB, and why it's important for companies to measure and solve. Follow Us: Newsletter: http://bitly.com/2QLEY8U Linkedin: http://bit.ly/2ZZUBxG Twitter: http://bit.ly/2Qp0SzK Instagram: http://bit.ly/2QLfEQc

Last night was the first Boston School Committee meeting of 2022, and it began with the introduction of a new School Committee member, Dr. Stephen Alkins, who is a Boston parent, a scientist, and a leader in Diversity, Equity, Inclusion, and Belonging (DEIB). Dr. Hardin Coleman and Ernani DeAraujo are no longer on the committee, and there is one open seat for Mayor Wu to fill. The Superintendent's report last night focused on the current COVID-19 surge and the ways in which the district is working to keep schools open while keeping students and staff safe. The Superintendent announced that school sports, which have been on hold since winter break, will be resuming next week – a topic brought up often during public comment last night. She also announced that, in compliance with a citywide mandate, all Boston Public Schools staff will be required to provide proof of vaccination by January 15. We also heard an update on COVID-19 case data in Boston, as well as detail on how the district will make decisions regarding when to quarantine classrooms or close schools. The meeting continued with public comment, in which many parents spoke about their concerns with schools remaining fully in-person, in addition to comments about school sports, the proposed Charlestown innovation high school prospectus, and calls for expansion of the P.A. Shaw Elementary School. The School Committee then voted to approve grants, including $400 million in federal relief funds from ESSER II and ESSER III. There were two presentations last night: the first on the services being provided to the 4,000 unhoused BPS students, and the second on an updated approach to school safety. Learn more about your ad choices. Visit podcastchoices.com/adchoices

To continue our conversation on the importance of Diversity, Equity, Inclusion, and Belonging (DEIB), we met with two folks from the Great Place to Work Institute—the consultancy and research institute behind Fortune's 100 Best Places to Work. Executive Vice President and Chief Diversity Officer, Tony Bond, and their Head of Data Science and Innovation, Marcus Erb, shed light on the connection between DEIB (what they call 4ALL culture) and companies that are more innovative, creative, and are more likely to thrive during economic recessions. FPP is brought to you by Key Step Media, a media publisher of Emotional Intelligence, Mindfulness & Leadership content. If you're drawn to learning more about emotional intelligence, you might be interested in the Building Blocks of Emotional Intelligence. This set of primers offers the what, why, and how for each of the 12 competencies in Daniel Goleman's EI model. To learn more visit our shop at keystepmedia.com/shop. Support the show (https://www.patreon.com/firstpersonplural)

Chantée is joined by Samantha Armstrong to what doing good in the world looks and feels like!________________________Samantha (Sam) Armstrong enables government leaders to transform their organizations by empowering their teams and translating their strategy into action and measurable outcomes. Her expertise in strategic investment management, benefits and value realization, and executive coaching enables organizations to establish effective strategies, prioritize scarce resources, unlock their teams' potential and ultimately improve their outcomes. Sam also invests in driving Diversity, Equity, Inclusion & Belonging (DEIB) efforts within her organization and beyond.Sam is passionate about mobilizing communities through the arts and has supported local artists in the DC metro area since 2014. She also serves as a board member for Words, Beats & Life, and the Arlington County Fair.________________________SHOW NOTES + LINKS:We are grateful to Sam for joining us. You can find her online via LinkedIn, https://www.linkedin.com/in/samanthajaarmstrong/.Please show your support for the show in the form of a review, rating, like, follow and/or subscribe. It makes a huge difference with the algorithmic overlords!________________________INSPIRED ACTIONS/THOUGHTS FOR THIS EPISODE:How are you defining diversity, equity, and inclusion?What comes up for you when you think about belonging, at work?What is your secret sauce?Remember...you have everything you need inside of you!________________________SUPPORT US BY SUPPORTING OUR PARTNER(S)Buzzsprout – Following this link let's Buzzsprout know we sent you, gets you a $20 Amazon gift card if you sign up for a paid plan, and helps support our show https://www.buzzsprout.com/?referrer_id=1381600.Headliner – Following this link let's Headliner know we sent you https://make.headliner.app/referral/info_AwIgqs. Rosen Skincare – Following this link let's Rosen Skincare know we sent you, get 20% off your order, https://www.rosenskincare.com/chantee-christian. ________________________THE DREAM TEAM -- CREDITSAudio Engineering & Music Composition: Dennis D. Johnson with Hitz Muzic Group, LLC (hitzmuzicgroup@gmail.com)Custom Art Work: Gibran K. McNeal with Mc. + Co. Creative, LLC (logos@gibran.design)Photography: R.J. with Peculiar Images by R.J. Paulk (rj@peculiarimages.us)Hair: Rob Fooks with Rob Fooks Hair Salon (rob@robfooks.com)Creative Director: Janae D. Johnson with Janae Danielle Consulting and Design (janaedanielleco@gmail.com)________________________If you take any of these actions, share them with us -- info@mybestshift.com. Mention My Best SHIFT Podcast in the subject line. AND brag online about your inspired actions/thoughts on social media using #MyBestSHIFT. We love feedback from our listeners -- info@mybestshift.com. 

This week we're joined by Noel McKenzie, Board Director, Founder, and Executive Director of Represented Foundation. He has worked in leadership development and human resources for ten years, developing operating procedures and building community networks at New York's top mission-driven nonprofits. We discuss his career and what drove him into this line of work closing the diversity gap in social impact leadership. A super insightful conversation as we endeavor to peel back the layers on Diversity, Inclusion, Equity, and Belonging (DEIB). Website: https://www.representedfoundation.org/ IG: https://www.instagram.com/representedfoundation/ FB: https://www.facebook.com/RepresentedFoundation/ LinkedIn: https://www.linkedin.com/company/represented-foundation/ YouTube: https://www.youtube.com/channel/UC77tuoIp6Hh6BJpSeiHf4_Q/videos Connect with Noel McKenzie LinkedIn: https://www.linkedin.com/in/nmckenzie10888/ 2nd Annual Mentors & Mimosas 2021 get Virtual Tickets: Virtual Tickets: https://fb.me/e/DYWxiQGS About Us The Ashe Academy empowers students and families of color with the knowledge and resources to successfully complete higher education while providing parental engagement, scholarships, mentorships, and support services to aspiring scholars at the helm of excellence pursuing the Arts & STEM fields. Website: https://www.theasheacademy.org Donate: https://www.theasheacademy.org/donate Facebook: https://www.facebook.com/theasheacademy Instagram: https://www.instagram.com/theasheacademy --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/theasheacademy/support

To launch our new podcast season on Diversity, Equity, Inclusion, and Belonging (DEIB), Building Culture invited Cornell Verdeja-Woodson, Director of Diversity, Equity, and Inclusion at Headspace, to the show to establish the fundamentals of unconscious bias - and what to do about it. Also discussed are systemic barriers that prevent success in DEI initiatives, the impact of microaggressions or identity-related aggressions, and DEI readiness. Learn more about Brave Trainings Consulting and Headspace here. Resources: https://builtin.com/diversity-inclusion/unconscious-bias-examples https://hbr.org/2020/07/when-and-how-to-respond-to-microaggressions https://www.ted.com/talks/verna_myers_how_to_overcome_our_biases_walk_boldly_toward_them?language=en 

Joining me on this episode of the podcast is the fantastic Sean Page, discussing how marketing companies can improve their recruitment processes. Sean is a non-traditional Recruiter who works in the tech space. He was born and raised in Washington, DC in the United States. His passion is all things recruiting, people ops, and Diversity, Equity, Inclusion, and Belonging (DEIB) - which we touch upon in the episode in relation to recruitment. In the episode we discuss: Where the recruitment process is broken for marketing companies. What differences he's noticed when working with POC talent and non POC candidates. His response to the comment "we don't need more POC at this company, we need more talented people?" Why he thinks companies are so reluctant to change their processes. What changes does he think the industry needs to make to be better. Thoughts on interview processes that are several stages long. Advice for companies considering changing their processes. ...and so much more! ** FULL EPISODE TRANSCRIPT AVAILABLE AT https://www.iamazeemdigital.com/blog/sean-page-podcast-interview/** As always, if you enjoyed this, and previous episodes, please like, rate, share, and subscribe to the podcast - it all helps! Useful Links: Podcast Anchor Page: https://anchor.fm/azeemdigitalasks My Twitter page: https://twitter.com/AzeemDigital My website: https://www.iamazeemdigital.com/ Sean's Twitter: https://twitter.com/SeanTalentW Sean's LinkedIn: https://www.linkedin.com/in/sean-page-capm/ You can find previous episodes of the podcast below: Spotify: Click here Apple Podcasts: Click here Use a different listening platform? Choose it here.

Are we kidding ourselves when it comes to Diversity, Equity, Inclusion and Belonging (DEIB)? There's been a LOT of talk about it, after all: is it being matched by any real action? Is the action that's happening even being driven by leadership, or is it somehow something we're getting ground-level folks to do, kind of for free, along with everything else we need off them in the COVID crisis? Are there any numbers, what do they tell us—and are they any good? What does DEIB success look like… and what can I do to move the needle here? These are good, maybe even critical questions, for society in 2021. But we don't know the answers—which is why we're inviting you to come along with us on a journey to find them together. Welcome to Season 2 of ‘Workplace Stories' from RedThread Research, which we have entitled, with some optimism, perhaps, ‘Integrating Inclusion:' a series of conversations on this core HR and HR tech issue. And like Season 1, along the way we think we're going to be hearing maybe just one or two stories from people on the DEIB front line that will inspire, inform and energize you, too, including from amazing guests like PTC's Hallie Bregman and S&P Global's Rachel Fichter. Because DEIB really is everyone's problem—and everyone's job.

It's not enough to run through a regulatory checklist when you're establishing or expanding your company's diversity, equity, inclusivity and sense of belonging initiatives. Diversity and inclusion is not about checking boxes on a list; it's about creating a space of belonging through shared intent, individual empowerment, and proactive listening. Our leadership teams should continually be striving to create such space for a positive and equitable employee experience. This episode is a feature from the HR Superstars Summit. In it, David Hassel, CEO of 15Five, Santi Jaramillo, CEO and Co-Founder of Emplify, and Milena Berry, CEO and Co-Founder of PowerToFly, discuss facilitating Diversity, Equity, Inclusion, and Belonging (DEIB) in the workplace. We also talked about: -Emplify's role in achieving a ‘true' sense of community. -Vulnerability and feedback as authentic signals of your employees' experience of the company. Check out these resources we mentioned during the podcast: Emplify PowerToFly Agile Engagement (book by Santi) For the entire interview, subscribe to HR Superstars on Spotify, Apple Podcasts, or Stitcher. Or tune in on our website. Listening on a desktop & can't see the links? Just search for HR Superstars in your favorite podcast player.

In this episode, Rianka speaks with Walter Booker, Chief Operating Officer of MarketCounsel, about how firms can improve their Diversity, Equity, Inclusion and Belonging (DEIB) efforts. Wealth, itself, is getting more diverse in terms of clientele and talent. If you want to create a great external client experience, you have to start with a great internal workplace experience.  https://www.2050trailblazers.com/episode/s05e01