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6 episodes with corporate diversity
6 episodes with corporate diversity
2 episodes with corporate diversity
2 episodes with corporate diversity
4 episodes with corporate diversity
5 Things In 15 Minutes The Podcast: Bringing Good Vibes to DEI
James Felton Keith, CEO at InclusionScore and I recap the latest 5 Things (good vibes in DEI) in just 15 minutes. This week, we're talking about groundbreaking firsts at the Oscars, the rise of women-led boardrooms, Peppa Pig, and more!Here are this week's good vibes:Oscar Gold for Emerald City ThreadsBanking on Women, Leading with ImpactPeppa Pig Gets Accessibility RightAll Paths to Parenthood Deserve SupportCrowning a New Era of InclusionGood Vibes to Go: Bernadette's GVTG: This Women's History Month, a shout out to Karen Catlin who will send you actionable tips to be a better ally at work—straight to your inbox. Subscribe now at BetterAllies.comJames's GVTG: Find the joyful moments every day, not just "work through it" but "joy through it", like the late John Lewis did. Read the Stories.Connect with James Felton KeithSubscribe to the 5 Things newsletter.Watch the show on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes in DEI every Saturday morning. https://5thingsdei.com/
Join us and be inspired in this replay episode from Women Acquiring Assets, featuring Asheli Atkins, a PhD in race and ethnic relations and an MBA who focuses on the intersection of growing wealth among women, particularly women of color, and the implications for legacy and financial empowerment. She highlights the rapid growth of women's wealth, emphasizing the importance of providing access to financial education, coaching, and products tailored to their needs. This growing wealth has the potential to reshape how legacy is built, but Asheli stresses that businesses must recognize and engage authentically with women and Black communities to support this transformation. A key aspect of Asheli's work is her critique of performative allyship in corporate diversity initiatives. She argues that many organizations make surface-level statements about diversity and inclusion without implementing meaningful, long-term changes. Asheli calls for companies to go beyond symbolic actions and ensure consistent engagement with marginalized communities, particularly Black businesses, and to build genuine, ongoing relationships. She emphasizes the importance of diversity across various aspects, including race, gender, and sexuality, and believes that companies must reflect the communities they serve in their leadership and practices. Asheli is also deeply involved in supporting Black entrepreneurs and marginalized groups, including through initiatives like Black Restaurant Week, which connects Black farmers and restaurateurs to promote economic empowerment. She advocates for intentional efforts to expand networks and engage with diverse individuals, encouraging organizations to invest in long-term, authentic relationships. Ultimately, Asheli's work is driven by the belief that true diversity and inclusivity require sustained commitment, self-reflection, and the willingness to foster real change across communities and industries. We're happy you're here! Like the pod? Visit our website! Start your trial on Simplified. Schedule a consult, get on the mailing list, and learn more about my favorite tools and programs via https://www.yourbrandamplified.com
In this powerful episode, we sit down with TaChelle Lawson, author of Black Is Not a Credential, to discuss the evolving dynamics of leadership, diversity, and inclusion in today's complex world. TaChelle shares her transformative insights on why identity should never overshadow qualifications and how effective leadership can drive meaningful change. You'll learn:Why traditional DEI strategies often fall short and how to implement impactful initiatives.How respect, meritocracy, and emotional intelligence shape modern leadership.The fine line between "woke culture" and authentic diversity efforts in business.Join us for an eye-opening conversation that challenges assumptions and empowers leaders to create more inclusive and effective workplaces.Watch episodes on YouTube and subscribe to our channel!https://www.youtube.com/@letsgowin
What do you love about the show? Let us know! In this episode of Discover Daily, we explore South Africa's groundbreaking decision to become the first country to explicitly permit heritable human genome editing. This controversial move has sparked intense debate within the global scientific community, as it contrasts sharply with the prohibitive policies of over 70 nations. We examine the implications of these new guidelines, which focus on preventing genetic disorders and enhancing disease resistance.We then turn to Paris, where Notre Dame Cathedral marks a significant milestone in its restoration journey. The cathedral's historic bells rang out together for the first time since the devastating 2019 fire, alongside three new additions including a bell from the 2024 Olympics. This emotional moment comes just weeks before the cathedral's scheduled December reopening, representing the culmination of an 800-million-dollar restoration project funded by 340,000 donors worldwide.Finally, we delve into the fascinating Law of the Magic Third, exploring how reaching approximately one-third representation in any group can trigger significant social change. From corporate boardrooms to social movements, this principle has shown remarkable influence in transforming group dynamics and decision-making processes, offering insights into how meaningful change can occur without requiring an absolute majority.From Perplexity's Discover Feed: https://www.perplexity.ai/page/south-africa-allows-human-geno-oPwtLkKYRPaH3OVtooFj6whttps://www.perplexity.ai/page/notre-dame-s-bells-ring-again-MHC3flBXTO2n_lGe7kgH6whttps://www.perplexity.ai/page/the-law-of-the-magic-third-IBB1uZTSSRqe27sWDLrJSAPerplexity is the fastest and most powerful way to search the web. Perplexity crawls the web and curates the most relevant and up-to-date sources (from academic papers to Reddit threads) to create the perfect response to any question or topic you're interested in. Take the world's knowledge with you anywhere. Available on iOS and Android Join our growing Discord community for the latest updates and exclusive content. Follow us on: Instagram Threads X (Twitter) YouTube Linkedin
As an emerging global voice, Melissa advocates for a new generation of millennial leaders in the workplace and the community. This especially includes work to bridge the generational communication and leadership gaps in corporate spaces and civic leadership. She is a multi-hyphenate leader who specializes in inclusion, leadership, program development, and cultivating corporate and community relationships to create change.Watch her TEDxBuckhead talk Can I Bring My Faith To Work?Find more at Melissadwhite.com and on LinkedIn at linkedin.com/in/melissadwhite. ----- John Bates provides 1:1 Executive Communications Coaching, both in-person and online, as well as large and small group training. Sign up for his free weekly micro-trainings at https://johnbates.com/mini-trainings and create a great leadership communications habit that makes you the kind of leader who inspires trust, loyalty and connection.
Send us a Text Message.What does it mean to truly advocate for accessibility and inclusivity? Join us on AXSChat as we spotlight Sweta Mantrii, a dynamic advocate and stand-up comedian, who has navigated the complexities of living with spina bifida while challenging societal norms. From childhood struggles and school restrictions to her parents' unwavering support, Sweta shares her deeply personal journey. Her story is one of resilience and determination as she faces societal ableism and emerges stronger, turning her life's hurdles into powerful advocacy and comedy.Sweta's comedy isn't just about laughs; it's a platform for thoughtful storytelling and social change. Learn how she masterfully balances humor to address and dismantle prejudices, ensuring her jokes "punch up" at power structures rather than down at marginalized groups. She opens up about the unique challenges of being a disabled woman in comedy, especially in a society still learning the ropes of inclusivity. Sweta's strategies for making audiences comfortable before diving into more impactful topics demonstrate the nuanced way humor can spotlight biases and drive meaningful conversations.In a digital age, Sweta's insights into leveraging social media platforms are invaluable for aspiring comedians. She discusses the intricacies of balancing online content creation with live performances and emphasizes the importance of representation in corporate gigs. As we wrap up, we reflect on the necessity of authentic storytelling by disabled individuals and express our gratitude to Sweta for sharing her inspiring journey and transformative humor. Tune in for an episode filled with laughter, reflection, and a deeper understanding of the power of comedy in advocacy.Support the Show.Follow axschat on social mediaTwitter:https://twitter.com/axschathttps://twitter.com/AkwyZhttps://twitter.com/neilmillikenhttps://twitter.com/debraruhLinkedInhttps://www.linkedin.com/in/antoniovieirasantos/ https://www.linkedin.com/company/axschat/Vimeohttps://vimeo.com/akwyz
Send us a Text Message.Join us on AXSChat as we sit down with the inspiring Praise Akobo, a Programme Associate and Disability Advocate from Abuja, Nigeria. Praise's personal journey as a person with a disability who overcame immense odds to pursue education is nothing short of remarkable. She shares her impactful work with Yield Up Development Initiative, where innovative educational programs are combating bullying and discrimination in Benue State. Praise also talks about Dougalove Women's Support Initiative, which employs animal-assisted services to aid children with disabilities. This episode is a testament to how creative activities and local resources can foster a nurturing and inclusive learning environment.We also explore the power of community-driven solutions and the significance of understanding local contexts in fostering disability inclusion. Praise recounts a touching story of assisting a young girl facing challenges similar to those she encountered in her youth, highlighting the transformative potential of localized efforts. Her experiences with international opportunities, such as the Mandela Washington Fellowship, underscore the value of adapting global insights to local challenges. Finally, Praise discusses the contributions of social networks in raising disability awareness, blending local insights with international practices, and the ongoing battle against cultural stigmas. This episode is a must-listen for anyone passionate about creating inclusive, resilient communities.Support the Show.Follow axschat on social mediaTwitter:https://twitter.com/axschathttps://twitter.com/AkwyZhttps://twitter.com/neilmillikenhttps://twitter.com/debraruhLinkedInhttps://www.linkedin.com/in/antoniovieirasantos/ https://www.linkedin.com/company/axschat/Vimeohttps://vimeo.com/akwyz
Send us a Text Message.What does it take to shift from a visually-driven career in media to becoming a fervent advocate for disability rights? Meet Shruti Pushkarna, our inspiring guest who made this transition and is now a prominent voice in disability advocacy from Delhi, India. Shruti shares her enlightening journey from a mainstream media producer to working directly with individuals with blindness and vision impairment. She recounts the obstacles she faced and the critical need for mutual understanding between media professionals and the disability community. Through her narrative, Shruti emphasizes the collective effort required to push for true inclusion.This episode also shines a spotlight on the role of media representation and the strategic importance of making content accessible for all, especially those using screen readers. Shruti explains how visual storytelling and social media can capture attention while conveying important messages about disability rights. Her insights reveal the power of presenting data in relatable ways, fostering collaboration across various advocacy groups. We underscore the importance of a united approach to disability inclusion, exploring how to communicate effectively about diverse experiences and perspectives.Breaking societal stereotypes and understanding the technological advancements for students with disabilities are additional focal points of our conversation. Shruti discusses the cultural barriers in India, the fear associated with caregiving leave, and the misrepresentation of people with disabilities in media. Through compelling stories of individuals overcoming systemic obstacles, we illustrate the potential for a more inclusive society. The episode closes with a discussion on the significant role of radio and other media technologies, showcasing their potential to offer opportunities and drive continued dialogue and representation in both media and technology sectors. Tune in for an episode that promises to broaden your perspective on disability advocacy and media inclusion.Support the Show.Follow axschat on social mediaTwitter:https://twitter.com/axschathttps://twitter.com/AkwyZhttps://twitter.com/neilmillikenhttps://twitter.com/debraruhLinkedInhttps://www.linkedin.com/in/antoniovieirasantos/ https://www.linkedin.com/company/axschat/Vimeohttps://vimeo.com/akwyz
What if there was an object so cursed that it was never even made? This week we are joined by culture studies don Prof Anamik Saha to discuss anti-racism, racism and corporate diversity in pop culture - via Agatha Christie, Yellowface, American Fiction and One Day - woke agendas and cultural elites, colourblind casting, sensitivity readers and cultural consultants. What does diversity and anti-racism really mean in publishing, TV, film and music – and when is it just for show, or to assuage white guilt? What happens when a long-dominant culture is dramatically challenged, as happened in the aftermath of the 2020 Black Lives Matter protests? ALSO: What does an authentic depiction of a space cowboy look like? Is it ‘race-bending' when Anne Hathaway plays someone from Leeds? Is culture studies an entirely vibes-based discipline? You can get stuck into Anamik's brilliant, enlightening work here: https://ahc.leeds.ac.uk/media/staff/4390/professor-anamik-saha. His most recent book is Race, Culture and Media (SAGE, 2021). And if you enjoyed this episode please join our Patreon!! ** ONLY £4 A MONTH TO SUPPORT YOUR FAVOURITE CULTURAL HISTORIANS - AND GET 25+ FULL BONUS EPISODES AND A CURSED OBJECTS STICKER PACK** Theme music and production: Mr Beatnick Artwork: Archie Bashford
Embark on an enlightening journey with us as we join forces with Debra Ruh, a trailblazer in the disability and accessibility sectors, to dissect the nuances of community building and the art of maintaining diplomatic ties. We promise valuable insights into the strategies that will unite a diverse array of voices and experiences to champion impactful change. Delving into the challenges of advocacy, we lay bare the harsh realities of job insecurity and funding scarcities that threaten initiatives like Billions Strong, while also showcasing the resilience needed to sustain momentum and foster accountability without sparking conflict. This episode is a celebration of collaborative spirit and the shared quest for disability inclusion. We analyze the precarious balance between survival and solidarity within organizations, challenging corporate brands and business entities to redefine their roles in this narrative. There's also an optimistic look forward to the power of inclusive events, where individuals with disabilities lead the charge in shaping conversations about their needs. So, join us and Debra as we navigate the complexities of today's accessibility landscape, shedding light on the obstacles, triumphs, and the undying hope for a more inclusive tomorrow.Support the Show.Follow axschat on social mediaTwitter:https://twitter.com/axschathttps://twitter.com/AkwyZhttps://twitter.com/neilmillikenhttps://twitter.com/debraruhLinkedInhttps://www.linkedin.com/in/antoniovieirasantos/ https://www.linkedin.com/company/axschat/Vimeohttps://vimeo.com/akwyz
In this episode of Dr. B Show, Dr. B is joined by Refugio Atilano, the driving force behind the groundbreaking Latino Leadership Playbook. From Refugio's personal journey to insights on navigating corporate landscapes, this episode delves into the essential strategies for Latino professionals to thrive in leadership roles. Discover the power of mentorship, strategic networking, and embracing cultural identity as key components of career advancementKEY TAKEAWAYSEmbrace Extreme Ownership: Take charge of your career trajectory by actively seeking opportunities for growth and development.Fill the Middle Management Pipeline: Address the lack of representation in middle management as a crucial step towards diversifying executive leadership.Put the Playbook into Action: Just like in sports, the playbook is only effective when applied on the field—implement strategies, learn from failures, and share your progress with mentors and sponsors.Elevate Others: Success isn't just about personal achievement; it's about lifting others along the way and creating pathways for collective advancement.QUOTES"Success is putting the playbook into play—practice, execute, and score points.""Embrace extreme ownership of your career and our collective careers."You can learn more about Refugio Atilano in the links below.Website: https://refugioatilano.com/If you're listening to the Dr. B Show Podcast, please subscribe, share, and we're listening for your feedback. You can also learn more about Dr. Jairo Borja at http://borjaconsultinggroup.com/.
When Jamie Shields joined us from Northern Ireland, little did we know just how much his journey through the labyrinth of disability rights would both educate and inspire us. His personal transformation from battling disability to leading global advocacy efforts, and co-founding Unlearning Ableism, sets the stage for a profound discussion on the intricacies of ableism and the silent barriers it creates. Jamie's story is one of triumph and tenacity, and it lays bare the impact of ableism on mental health and social inclusion, revealing why our understanding of this issue needs to evolve.The word 'ableism' might seem straightforward, but as Jamie eloquently uncovers, the layers are many and the implications far-reaching. This dialogue takes you through the complexities of a world where pity and stereotypes have constructed systemic barriers, often invisible to the unaffected eye. We tackle the sensitive subject of ableism as a global issue, where language and cultural nuances can lead to misunderstandings, and emphasize the power of patience and the critical role of intent to navigate these waters. It's an eye-opening revelation about the psychological toll of ableism on individuals and the collective responsibility to unlearn and address these behaviors.Communication, the cornerstone of advocacy, is a delicate dance, especially within the disability community. Through personal anecdotes, Jamie and I contemplate the fear that often accompanies the potential for misspeaking and the resulting stilted progress in diversity and inclusion efforts. We underscore the significance of empathetic communication, the readiness to ask questions, and the importance of focusing on actions and intentions over words. By bridging the gap with education about ableism and the social model of disability, we aim to foster a more inclusive environment, encouraging listeners to join the conversation and contribute to dismantling ableism in all its forms.Support the showFollow axschat on social mediaTwitter:https://twitter.com/axschathttps://twitter.com/AkwyZhttps://twitter.com/neilmillikenhttps://twitter.com/debraruhLinkedInhttps://www.linkedin.com/in/antoniovieirasantos/ https://www.linkedin.com/company/axschat/Vimeohttps://vimeo.com/akwyz
Introduction to live streaming and a guest who operates a jet simulator. Debate on the importance of diversity vs. experience on corporate boards. Critique of political representatives' lack of real-world experience. Discussion on electric vehicle policies and skepticism about their benefits. Issues with smart meters and time-of-day electricity billing. Personal anecdotes about childhood and opinions on breastfeeding. See omnystudio.com/listener for privacy information.
Alex speaks with Akshaya Kamalnath about her work on Corporate Diversity, the social pressures and cultural trends that corporations are facing, as well as the jurisdictional realities of handling diversity, amongst other issues. Episode Notes: Akshaya's page at ANU: https://researchers.anu.edu.au/researchers/kamalnath-a Akshaya's blog: corporatelawacademic.wordpress.com "Legal and Market Initiatives to Increase Diversity in Corporations—A Cross-Jurisdictional Analysis" by Akshaya Kamalnath https://digitalcommons.law.seattleu.edu/sulr/vol46/iss1/5/
This Day in Legal History: Congress Permits Voting Machines in Federal ElectionsOn this day in legal history, February 14, 1899, Congress marked a significant technological leap in the electoral process by approving the use of voting machines for federal elections. This decision opened a new chapter in how votes were cast and counted, moving away from the traditional paper ballots towards a more efficient and potentially more reliable mechanical method. The introduction of voting machines was seen as a revolutionary step forward, aimed at reducing fraud and errors that marred earlier elections. Like swapping a horse-drawn carriage for an automobile, this shift promised to propel the American electoral system into a new era of speed and precision, ensuring that the will of the people was registered and reported with unprecedented accuracy. This legislation not only reflected the innovative spirit of the age but also underscored a commitment to refining and advancing democratic processes.In a Bloomberg Law exclusive, Fenwick & West is laying off nearly 10% of its attorneys and staff amid challenges in the tech-focused legal market. The decision, communicated by firm chair Richard Dickson, comes after an evaluation of both current and anticipated future demands, affecting just under 10% of the firm's professionals. Fenwick & West, a key player in Silicon Valley legal circles with clients like Apple, Oracle, and Meta Platforms, is responding to a downturn in transactional markets that has similarly impacted other tech-centric law firms such as Cooley and Goodwin Procter. The firm had ramped up hiring from 2020 to early 2022 to meet a surge in demand, but the subsequent slowdown in transactional activity has led to misalignment between the firm's talent levels and client needs. Despite the layoffs, legal recruiter Summer Eberhard remains cautiously optimistic about the future of corporate transactional practices. Affected employees will receive a minimum of 13 weeks of base pay and health benefits, with the longest-tenured staff eligible for up to 40 weeks of compensation. Fenwick & West Laying Off Nearly 10% of Attorneys, Staff (2)A recent judicial decision has created significant ripples within the litigation financing sector, particularly impacting Burford Capital Ltd and its involvement in price-fixing lawsuits alongside plaintiff Sysco Corp. Magistrate Judge John F. Docherty ruled against the substitution of a Burford Capital affiliate as the plaintiff in pork and beef price-fixing cases, a move that challenged the firm's $140 million funding arrangement with Sysco. This decision underscores the tension between the objectives of litigation funders and the public policy against financial speculation on legal claims. The case has drawn attention to the broader litigation financing industry, valued at $13.5 billion, especially in the realm of antitrust claims, where the costs of litigation are notoriously high and outcomes uncertain.The clash between Sysco and Burford has ignited debate over the influence of third-party funders in litigation and prompted calls for increased transparency within the industry. Critics, including the US Chamber of Commerce, argue that such funding arrangements can unduly influence the course and outcomes of legal proceedings, pushing for legislation that would require disclosure of financing agreements in legal cases. Meanwhile, proponents of litigation finance see the judge's decision as a specific instance rather than a systemic problem within the industry, emphasizing its role in enabling costly antitrust litigation to proceed.The ruling, pending review, has not only put a spotlight on the practices and impacts of litigation finance but also sparked discussions on potential regulatory responses. As the industry navigates this challenging landscape, the case between Sysco and Burford may serve as a catalyst for reevaluating the balance between the needs of litigants for financial support and the integrity of the judicial process.Judge's Order Deals Blow to Sysco, Burford Capital in Pork SuitsAlphabet and Microsoft have diverged from the Nasdaq's recommended format for reporting board diversity, opting instead for a more visual representation using dots and check marks, while Tesla and Amazon have adhered more closely to the suggested templates. Since Nasdaq's rules requiring annual diversity disclosure took effect in 2022, companies listed on the exchange have adopted varied approaches to reporting, complicating direct comparisons between them. The regulations also mandate Nasdaq-listed companies to maintain diverse boards or explain the absence of diversity, a requirement that has withstood legal challenges from conservative groups. Despite the differences in reporting styles, experts like Amy Augustine of Boston Trust Walden Co. view the overall trend towards disclosure as progress, providing investors with crucial information previously unavailable. The use of symbols for disclosure, as seen in Alphabet and Microsoft's reports, is defended by some as offering more detail than Nasdaq's templates, though it presents challenges for analysis, particularly by computers. The Securities and Exchange Commission (SEC)'s move towards machine-readable data in proxy statements, such as requiring XBRL for pay-versus-performance data, contrasts with the less standardized board diversity information, which is not required to be XBRL-compliant. This discrepancy highlights the ongoing challenge of making diverse corporate disclosures more accessible for automated analysis. By way of very brief background XBRL, or eXtensible Business Reporting Language, is a global standard for digitally sharing financial and business information. Think of it as a translator, turning human-readable reports like financial statements into machine-readable data. This data is tagged with specific meanings, allowing computers to easily understand and analyze it. XBRL benefits everyone: companies save time and effort, investors gain deeper insights, and regulators get better data for analysis. It's revolutionizing the way business information is shared and used.As the SEC contemplates broader board diversity disclosure requirements for all public companies, the landscape of corporate reporting on board composition is poised for further evolution. This movement reflects a growing recognition of the importance of diversity in corporate governance and the need for transparency to support investors' decision-making processes.Alphabet, Microsoft Pivot From Nasdaq Diversity Reporting FormatElon Musk has vocalized concerns that Delaware, a jurisdiction chosen by a majority of large public companies for incorporation due to its predictable legal system, is attempting to thwart companies from relocating, particularly in light of a court decision that invalidated his $56 billion Tesla compensation package. Musk's reaction, notably on social media, suggests an urge for companies to consider moving their incorporations out of Delaware, citing the state's alleged efforts to "lock the doors," as exemplified by the Tripadvisor case.The TripAdvisor case revolves around the company's desire to relocate its incorporation from Delaware to Nevada, a move that reflects broader corporate discontent with Delaware's legal environment, despite its reputation for business-friendliness. TripAdvisor's move, endorsed primarily by chairman Greg Maffei despite opposition from a majority of minority shareholders, aims to benefit from Nevada's more lenient laws on self-dealing, where directors face fewer legal challenges. This case not only underscores the tension between corporate interests and shareholder protections but also signals a potential shift in the landscape of corporate registrations, with states like Nevada and Texas vying to attract businesses away from Delaware. The outcome of TripAdvisor's attempt to move could set a precedent affecting Tesla's and other companies' relocation plans, amidst ongoing debates about the balance between corporate governance and shareholder rights.Delaware's legal framework, historically favored for its specialized Chancery Court and non-jury trials, has been perceived as facilitating rather than obstructing corporate moves to other states. Recent legislative adjustments in 2022 have simplified the process for companies wishing to reincorporate elsewhere, allowing such moves with majority shareholder approval, a shift from the previous requirement for unanimous consent. This modification ostensibly makes Delaware more accommodating for companies contemplating relocation.However, the Delaware Court of Chancery's ongoing examination of reincorporation efforts, especially those potentially advantageous to controlling shareholders, introduces a layer of complexity. The Tripadvisor litigation highlights this scrutiny, with allegations that a planned move to Nevada could enable easier self-dealing by significant stakeholders, suggesting Delaware's courts may critically evaluate such transitions to ensure they do not undermine minority shareholder interests.The situation with Tesla underscores a broader dialogue on corporate governance, shareholder rights, and the legal mechanisms in place to safeguard these interests. While Musk's significant influence at Tesla has been acknowledged by Delaware courts, the specific dynamics of Tesla's proposed shift to Texas—where legal protections differ from Nevada—might not directly align with the concerns raised in the Tripadvisor case.The impending ruling in the Tripadvisor case is anticipated with interest, as it will offer further clarity on Delaware's stance towards companies seeking to relocate, especially those with intricate shareholder structures. This decision will be pivotal, potentially setting precedents on the degree of judicial oversight Delaware will exercise over such moves, and elucidating the balance between corporate autonomy and the protection of shareholder interests.In summary, while Delaware has been characterized by Musk as obstructive, the state's legal amendments and judicial attitudes suggest a more nuanced approach, aiming to balance the flexibility for companies to reincorporate with the need to protect minority shareholders. The outcomes of ongoing legal deliberations, including the TripAdvisor and Tesla situations, will likely contribute significant insights into the evolving landscape of corporate governance and relocation.Explainer: Did Delaware 'lock the doors' to stop companies from leaving, as Musk claims? | Reuters Get full access to Minimum Competence - Daily Legal News Podcast at www.minimumcomp.com/subscribe
Tim Ash is an acknowledged authority on evolutionary psychology and digital marketing. He is a sought-after international keynote speaker, and the bestselling author of Unleash Your Primal Brain and Landing Page Optimization (with over 50,000 copies sold worldwide, and translated into six languages). In this episode you'll learn: Catch up Tim's social media: Facebook: https://www.facebook.com/tim.ash1/ LinkedIn: https://www.linkedin.com/in/timash/ GoBundance LHI Assesment: www.gobundance.com/lhi Want to listen to Tribe of Millionaires? Spotify: https://podcasts.apple.com/us/podcast/tribe-of-millionaires-podcast/id1110145229 Apple: https://open.spotify.com/show/47lZ1BcVeRs1C4D8b7kbGI Learn More About Our Tribe! https://www.gobundance.com/ Watch How To Profit From Your Brand | Mark Lack Ep 241 https://www.youtube.com/watch?v=OLYFjltV69s Want to connect with our community? Instagram: https://www.instagram.com/gobundance Facebook: https://www.facebook.com/gobundance Twitter: https://twitter.com/GoBundance Tribe of Millionaires Podcast by GoBundance is the podcast for healthy wealthy generous people who choose to live epic lives. Each week, we connect with featured guests and GoBundance members to bring you the best in our community. #gobundance #tribeofmillionaires #grablifebig
In the latest episode of the 'Lead with Levity' podcast, our host, Dr. Heather Walker, had a delightful conversation with Watchen Nyanue Hampton. Watchen is a talent management strategist, founder, and CEO of 'I Choose the Ladder.' She's widely recognized for her work with Fortune 500 companies such as Nike, McDonald's, and Best Buy, empowering them to better understand, grow, and retain black female talent.Unmasking Professional Authenticity Early on, Heather and Watchen explored the concept of "authentic excellence." This idea focuses on enabling individuals to bring the best version of themselves to the workplace without feeling the need to wear a metaphorical "mask." They discussed Watchen's inspiring journey, how the 'I Choose the Ladder' initiative came to life, and why striving for professional honesty is paramount in an organization. The Evolution of 'I Choose the Ladder' Watchen shared how 'I Choose the Ladder' transitioned from a podcast into a successful business. Initially, the podcast provided a stage to interview black female executives and present their unique leadership journeys. However, as the initiative gained attention, organizations began to approach Watchen for expert advice. This unexpected turn of events led to the evolution of 'I Choose the Ladder' into a fully-fledged business aimed at empowering black women in corporate spaces.Discovering Professional Alignment As the discussion ensued, Watchen spoke about how her corporate training played a vital role in her successful entrepreneurial journey. She emphasized the importance of both personal and professional relationships in fueling her career growth. Moreover, she shared how a leap of faith led her to discover professional alignment and make "magical things happen.”Promoting Transparency and Vulnerability in Leadership Dr. Heather noted an emerging trend in today's corporate world - a call for increased transparency and vulnerability from leaders. She highlighted Watchen's suggestion for leaders to humanize corporate experiences and live up to their stated values to build a strong, diverse workforce. Addressing the Challenge and Cultivating Balance Closing the conversation, Watchen addressed the specific scenario of a manager who struggles to express vulnerability at work. She advised that launching small, safe techniques to build connections with their team could make a significant difference. On a personal note, Watchen shared how she maintains balance amidst her responsibilities as an entrepreneur and a mother. For her, prioritizing things important to her, giving herself grace during challenging times, and ensuring she is on her list of priorities are the key elements of achieving personal balance.Conclusion The candid conversation with Watchen Nyanue provided insightful perspectives about nurturing authentic leadership and fostering diversity in corporate spaces. Her journey is a testament to how resilience, faith, and a healthy grasp on work-life balance can make all the difference as one ascends the ladders of personal and professional success.To learn more about Watchen and her initiative, visit the 'Choose the Ladder' website, follow 'I Choose the Ladder' on Instagram, or connect with Watchen Nyanue Hampton on LinkedIn.Support the showDid you have any lightbulb moments while listening? Share it with us on Instagram @leadwithlevity or visit our website leadwithlevity.com so we can talk about it!
Angela Harrell, Chief Diversity and Corporate Impact Officer at Voya Financial, joins to talk about corporate diversity initiatives and challenges to goals in recent years. Chris Whalen, Chairman at Whalen Global Advisors, discusses bank health in the US amid earnings season. Brad Bernstein, Managing Director at UBS Private Wealth Management, joins to give his market outlook and the view of inflation in 2024. Mike Mullaney, Director of Global Markets Research for Boston Partners, joins to give his outlook on markets and the Fed. Hosts: John Tucker and Jennifer RyanSee omnystudio.com/listener for privacy information.
Christopher Holmes, co-founder of RiskVersity, brings over 15 years of risk management expertise to the forefront of the insurance industry. In this episode, Christopher shares his journey from being an intern at Arthur J. Gallagher & Co. to becoming the CEO of RiskVersity, a company dedicated to changing the insurance landscape by creating opportunities for minorities. He discusses the unique challenges and progress in diversity within the industry, his commitment to fostering an inclusive environment, and his vision for the future. Key Takeaways: A little bit about Chris and his role at RiskVersity. How did Chris come up with the name RiskVersity? How did Chris get into insurance? It certainly wasn't on his vision board! Chris recently went through a physical transformation and shares some of his secrets to keeping fit. Chris's motivation to stay healthy stems from his son as well as his father, whom he lost when he was 13. When Chris got his start as an intern at Arthur J. Gallagher & Co., what was that experience like? Chris didn't want to make a bunch of money and just be miserable in his position. He needed joy and passion in whatever career field he was in. How did Chris transition to Wells Fargo? Chris was the Vice President of the Corporate Diversity board at Wells Fargo. Chris shares the type of conversations they were having back then. There's been a lot of progress that's been made in the last 15 years, and Chris educates his son on how much work and how far so many minorities have come. Chris gives an example that he heard about a lynching in 2002 near his hometown in South Carolina. There's progress, but there's still deep racism and we can't forget that. Have things gotten better in the insurance industry when it comes to diversity and making it more friendly for future generations? It's so hard to be yourself when you're the only one in the room. You are very conscious about avoiding becoming a “beacon” of a certain stereotype. Chris is also a marriage counselor, what made him pursue this certification? If you really love your partner, you have to go to the gym to maintain a happy and healthy relationship. So many of us, though, don't even know what types of weights to lift to achieve that. Chris talks about Legacy Investment Funds, an initiative that helps African Americans discover and pool their capital to reach better investment opportunities. Mentioned in This Episode: Riskversity.com Chris on LinkedIn
Imagine having a front-row seat in an enlightening conversation about accessibility and inclusive design. That's exactly what we offer you in our latest episode with our guest, Daniella Decker. Drawing from her unique experiences as a caretaker for her aunt with schizophrenia, Daniella brings the world of disability inclusion into sharp focus. We ponder over the importance of aligning internal systems, culture, and the need for authentic representation and human-centric design in promoting inclusive products or employment. Daniella's metaphor of the octopus, describing the transversal nature of accessibility work within organizations, is a standout moment you won't want to miss.As we advance into the episode, we delve into the invaluable role of employee feedback. We discuss how global listening can drive change, and the power it holds in understanding the experiences of employees with disabilities. Don't miss our discussions on the role of brand stories and language in shaping a company's approach to inclusivity. We share valuable strategies and examples from companies that have successfully championed inclusivity. We caution against the pitfalls of relying on just one person to drive disability inclusion and stress the importance of asking the right questions. This episode is a treasure of insights for anyone with an interest in promoting disability inclusion and accessibility in the workplace. Tune in for an enlightening, thought-provoking journey into the world of disability inclusion.Support the showFollow axschat on social mediaTwitter:https://twitter.com/axschathttps://twitter.com/AkwyZhttps://twitter.com/neilmillikenhttps://twitter.com/debraruhLinkedInhttps://www.linkedin.com/in/antoniovieirasantos/ https://www.linkedin.com/company/axschat/Vimeohttps://vimeo.com/akwyz
In this enlightening episode, we meet Shea, a Boston resident navigating the corporate world while embracing their autism and neurodivergence. The conversation dives into the intricacies of their journey in a traditional nine-to-five job, tackling subjects such as decoding sarcasm, fostering respectful communication, and addressing workplace biases. It sheds light on the often overlooked potential of neurodivergent individuals, particularly within the engineering industry, challenging stereotypes and misconceptions. The episode serves as a call to action, advocating for understanding and accommodation. https://www.linkedin.com/in/sheabelsky/Welcome to Season 2, where we embark on authentic and unfiltered conversations about life, relationships, society, and more. Our opinions are solely our own and don't represent professional advice. It's just our perspective, so form your conclusions. Heads up, this podcast may contain adult content and explicit language. Let's dive in! Buzzsprout refer a friend! Grab a $20 off when you sign up! With SiteGround's Click-and-Install WordPress, we're leaving manual setup in the past. Our podcast is powered by the seamless one-click installation and WordPress Starter wizard. Choose from pro designs, add contact forms, online stores, portfolios – all automated, no tech stress. Say goodbye to mundane setups and hello to a stunning podcast platform. Dive into impactful discussions without the technical hassle. Launch your podcast website effortlessly.
In this latest episode, we dive deep into the challenges and changes happening in the corporate world regarding Diversity, Equity, and Inclusion (DEI) initiatives. Key Takeaways from the episode: 1️⃣ Different Tactics for Different Situations: As advocates for DEI, it's essential to develop a diverse set of skills and approaches. Direct communication, questioning, reasoning, or even demanding may be needed based on the context. Remember, different situations require different tactics! 2️⃣ Mindful Communication is Key: How we communicate our ideas and opinions matters. It's vital to be aware of our language and approach to gain support and have a positive impact. Avoid aggression or alienating others. Let's nurture a space for constructive dialogue. 3️⃣ Patience and Persistence: Building a diverse, equitable, and inclusive culture is not an overnight job. It requires ongoing effort, resources, and conversations. We must be patient and persistent, even when faced with short-term expectations. Let's advocate for long-lasting change. Share your perspective on the changes in Corporate Diversity Programs in the comments below! Pick up my first book, Advocacy In Action, here: https://raymondwhite.net/shop/aiabook ___________________ How can I help you? Do you need a speaker who can help your team sustain a robust organizational culture or equip student leaders to be prepared to lead in the real world? Visit Ray's website to book Ray to speak! raymondwhite.net/raywhitespeaks Cop your Community Gear! Wear a message that inspires us to come together to design inclusive communities where every identity belongs and thrives! raymondwhite.net/shop Don't forget to: Subscribe, Rate, and Review on your favorite podcast platform! Apple Podcasts | Anchor.FM | Stitcher | Spotify | Google Podcast Check out the podcast on YouTube! Share this episode on Social Media and keep the discussion going with the people in your circles! Stay Connected! Follow Ray White on Instagram, Twitter, and LinkedIn! Follow On The Mic Podcast on Instagram! --- Send in a voice message: https://podcasters.spotify.com/pod/show/raymond-d-white/message
Welcome back to "On the Mic with Ray White," the podcast where we dive deep into the world of equity, inclusion, and organizational development. In today's episode, we're tackling an important and timely topic: the challenges faced by Chief Diversity Officers in today's corporate landscape. We're living in a time where business decisions often seem to take priority over human-centric positions. It's disheartening to see CDOs being cut, programs being slashed, and commitments being walked back, all because they're not producing immediate results. But as we discuss today, patience, understanding, and long-term commitment are crucial when working towards cultural change. As an equity inclusion strategist and organizational development strategist, I've been observing the changing landscape and the struggles faced by those who advocate for inclusive and valued spaces within institutions. From the overturning of laws associated with identity to the rising prominence of Chief Diversity Officers, the conversation around diversity and inclusion has taken center stage. But with the financial challenges brought about by the COVID-19 pandemic, some CEOs are quick to see diversity and inclusion departments as non-revenue generating and opt to cut them. What they fail to recognize is that these strategies take time and constant resources to bear fruit. It's a short-sighted view that can have detrimental effects on the progress we've made thus far. Additionally, we'll explore the overwhelming responsibilities shouldered by Chief Diversity Officers in their attempts to understand business goals, individual employee needs, and the overall path toward success. Is it fair to expect one person to single-handedly address systemic racism and oppression within an institution? We'll dive into this thought-provoking question today. This episode will also examine the surge in demand for Chief Diversity Officers following the events of 2020 when the urgent need for change in systemic oppression and racism became apparent. Join me as we delve into the fast-paced nature of the diversity, equity, and inclusion space, where staying informed and navigating deeply rooted discriminatory ideologies is an everyday challenge. We'll explore the difficulties of leading organizations through strategic change to combat limiting beliefs, biases, and oppressive behaviors. Would like to hear from you! What are your perspectives on the recent DEI program and roles cut in the Corporate sector? What impact do you think that will have on DEI as a whole? Pick up my first book, Advocacy In Action, here: https://raymondwhite.net/shop/aiabook ___________________ How can I help you? Do you need a speaker who can help your team sustain a robust organizational culture or equip student leaders to be prepared to lead in the real world? Visit Ray's website to book Ray to speak! raymondwhite.net/raywhitespeaks Cop your Community Gear! Wear a message that inspires us to come together to design inclusive communities where every identity belongs and thrives! raymondwhite.net/shop Don't forget to: Subscribe, Rate, and Review on your favorite podcast platform! Apple Podcasts | Anchor.FM | Stitcher | Spotify | Google Podcast Check out the podcast on YouTube! Share this episode on Social Media and keep the discussion going with the people in your circles! Stay Connected! Follow Ray White on Instagram, Twitter, and LinkedIn! Follow On The Mic Podcast on Instagram! --- Send in a voice message: https://podcasters.spotify.com/pod/show/raymond-d-white/message
Have you ever wondered how the trajectory of a company is shaped and influenced? Join us as we sit down with the dynamic Roosevelt Giles, Chairman of the Stakeholder Impact Foundation, for an enlightening conversation on the power of boardrooms and the road to creating more opportunities for future generations. Our dialogue takes a deep dive into the concept of Black Philanthropy, the intersection of entrepreneurship and philanthropy, and Roosevelt's personal journey from humble beginnings to corporate America and entrepreneurship.Board diversity and stakeholder governance form the backbone of our discussion. We exchange views on the importance of transforming boards' compositions to address the transactional relationship between companies and employees also takes center stage in our discourse. In a candid discussion on the challenges faced by people of color in securing board opportunities, we underline the pressing need for a change in the recruitment process of board members. Our final segment paints a vivid picture of the importance of board governance and diversity. Roosevelt generously shares invaluable advice for anyone aspiring to secure a seat at the corporate board table. We also delve into the necessity for generation diversity on corporate boards, the need for a tech-focused CEO and board, and the art of selecting an organization to be a part of the board. So, please tune in and let this episode serve as your guiding beacon as we navigate the intricate world of board governance, diversity, and corporate sustainability together.Support the show
California prisons have a problem. A strip search policy takes aim at visitors. The legal assault on corporate diversity efforts has begun. A simple law is doing the impossible; it's making the online porn industry retreat. Find out the best places in America.
Guests: Jim Fielding, AuthorOn Linkedin | https://linkedin.com/in/jamesdfieldingOn Twitter | https://twitter.com/AllprideNoegoOn Instagram | https://www.instagram.com/allpridenoego/On YouTube | https://www.youtube.com/@allpridenoegoWebsite | https://www.allpridenoego.com/_____________________________Hosts: Marco Ciappelli, Co-Founder at ITSPmagazine [@ITSPmagazine] and Host of Redefining Society Podcast & Audio Signals PodcastOn ITSPmagazine | https://www.itspmagazine.com/itspmagazine-podcast-radio-hosts/marco-ciappelli_____________________________This Episode's SponsorsAre you interested in sponsoring an ITSPmagazine Channel?
Guests: Jim Fielding, AuthorOn Linkedin | https://linkedin.com/in/jamesdfieldingOn Twitter | https://twitter.com/AllprideNoegoOn Instagram | https://www.instagram.com/allpridenoego/On YouTube | https://www.youtube.com/@allpridenoegoWebsite | https://www.allpridenoego.com/_____________________________Hosts: Marco Ciappelli, Co-Founder at ITSPmagazine [@ITSPmagazine] and Host of Redefining Society PodcastOn ITSPmagazine | https://www.itspmagazine.com/itspmagazine-podcast-radio-hosts/marco-ciappelli_____________________________This Episode's SponsorsAre you interested in sponsoring an ITSPmagazine Channel?
The Fortune 100 is between a rock and a hard place, as Democratic state Attorneys General write a letter to defend diversity hiring targets, which Republican AGs suggest are illegal. Plus, government contracts for disadvantaged businesses also face scrutiny after the Supreme Court's decision in Students for Fair Admissions v. Harvard. Learn more about your ad choices. Visit megaphone.fm/adchoices
Tamika Mallory Calls Out Panini's Lack Of Black Leadership, Talks Corporate Diversity + MoreSee omnystudio.com/listener for privacy information.
Nachhaltige Führung - Der Leadership Podcast mit Niels Brabandt / NB Networks
Am 1. Juni beginnt der Pride Month. Corporate Diversity steht seit längerer Zeit in der Kritik. Die Kernfrage hierbei bleibt: wie ehrlich sind die vorgenommenen bzw. versprochenen Ansätze? Niels Brabandt bespricht das Thema im dieswöchigen Podcast. Ihr Gastgeber: Niels Brabandt / NB@NB-Networks.com
On June 1st, Pride Month begins. Corporations are frequently engaged in activities which support the LGBTQIA+ community. However, frequent criticism about the honesty of Corporate Diversity became part of Pride Month as well. The most important question remains: how much honesty is in Corporate Diversity? Niels Brabandt discusses the issue in this week's episode. Your host: Niels Brabandt / NB@NB-Networks.com
Das Schlagwort "Diversität" ist bereits seit längerem Gegenstand kontrovers geführter gesellschaftspolitischer Debatten. In der aktuellen Folge von "Perspectives on..." wollen wir auf den Begriff aus Sicht von Unternehmen und – insbesondere – aus der des Marketings blicken. Hierfür haben wir die Wirtschaftspsychologin und Marketing-Expertin Prof. Dr. Meike Terstiege geladen, die jüngst den Sammelband „Diversität in Marketing & Sales“ herausgegeben hat. Worin liegen die Potentiale einer heterogenen Belegschaft? Wie sehen Best-Practice-Beispiele des sogenannten „Diversity Managements“ aus? Um diese und viele Fragen mehr soll es in unserem Gespräch mit ihr gehen.
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In this Market Report go over how small businesses can benefit from corporate diversity programs. #diversity #smallbusiness #sba EYL University: https://www.eyluniversity.comSupport this podcast at — https://redcircle.com/marketmondays/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy
Rhythm & News interview with Sheila Winston, a senior business consultant with Chase Bank, about Black History Month and about corporate Diversity, Equity and Inclusion. Interview by Chris B. Bennett.
Walé Elegbede, M.B.A., PMP President, Rochester NAACP and Director, Mayo Clinic RISE for YouthFaizza Omar RISE Up Youth ScholarSafa Sheikhibraihim RISE Up Youth ScholarWe are all born with potential, but not all of us are given the opportunity to realize it. This is particularly true of young people of color. The RISE for Youth program seeks to bridge the gap, with a first-of-its-kind collaboration between Mayo Clinic and the NAACP (Rochester), designed to help underrepresented students find power against those odds. Featuring RISE for Youth program leader Walé Elegbede, and two rising star students, Host Lee Hawkins leads this candid conversation on the impact of representation on our youth's success.“The beauty about this is, we're not going to decide; they're going to decide what they want to do. So, if they want to work in the healthcare field, that's perfectly fine. We are going to support them. But if you want to, for example, become a restaurant owner or a small business, we're going to support you along that journey.”— Walé Elegbede"When you think about social determinants of health, education plays a critical role."— Walé Elegbede"I would say my biggest highlight is when I first started to put it on my institution, I noticed I could count all the black students on one hand. So in contrast to this program, the seeing, the diversity and people of color and having the same shared lived experiences with them, I feel seen and heard and empowered to grow as an individual just because there's a sense of...there's a sense of belonging."— Faizza Omar“Now I feel like I can truly be myself and thrive.”—Safa Sheikhibraihim
Fadi Adel, M.D. Clinician-Investigator Fellow, Mayo Clinic Jennifer Koehler Research Technologist, Mayo Clinic Patrick Decker-Tonnesen Equity, Inclusion, and Diversity Advisor, Mayo ClinicUncertainty over which pronouns to use with gender-diverse patients can spark anxiety for medical professionals and new acquaintances alike. But that anxiety is no match for the trauma felt by transgender, intersex, and other gender-diverse patients who deal with being misgendered every day. Host Lee Hawkins is joined by a panel of Mayo Clinic experts to unpack the medical importance of pronouns and why best practices in equity, inclusion, and diversity cannot be honored without using them properly.“To be honest, if I didn't have chronic health conditions where I do have to go to the doctor's office very often, I would probably avoid it, because no one likes to be misgendered. No one likes to feel that anxiety. I really don't like feeling that anxiety, especially since now that I'm farther along in doing things that do affect my gender, like wearing clothing that I feel affirms my gender, like surgery, my haircut in ways that affirm my gender. And then still being misgendered in a doctor's office really negates all that validation that I do have, even in my queer community, even within myself.”--Jennifer Koehler“My medical chart has my pronouns. I have only been correctly gendered twice, where my pronouns are actually used in the medical setting. And this includes my doctor's notes because as a patient, I do read my doctor's notes, and it usually feels like I'm not generally being seen.”--Jennifer Koehler“And when I was growing up, I was very much pushed towards being my assigned gender at birth. And so, for me, it was just feeling this deep incongruence with that and also with my body and how I was being perceived by other people.”--Jennifer Koehler
We've all heard the buzzwords: Equity, diversity, inclusion.For some, these terms evoke social change but for others, they conjure empty promises on a glossy corporate brochure or a workplace's ineffective policy statement at the bottom of a job listing.In 2020, when Minneapolis police officer Derek Chauvin murdered George Floyd, worldwide protests against anti-Black police brutality and racism prompted corporations across the world to rush to address anti-Black racism with statements of solidarity and, in many cases, affirmations of their commitment to anti-racism in the workplace.But University of Toronto Professor Sonia Kang says that without action plans to back up those ideas, those statements can actually lead to greater blocks to success for racialized employees and job seekers.Join us and listen to Don't Call Me Resilient as we speak with Prof. Kang to discuss tokenism and how institutions uphold institutional racism. Kang is a Canada Research Chair in Identity, Diversity and Inclusion and host of the podcast For the Love of Work.From performative allyship in the workplace to resume whitening practices in job applications to the grey area between being a diversity hire or the first racialized employee, explore the many facets of tokenism and how we can challenge and reshape the institutional practices that keep racialized employees from succeeding in the workplace.Follow and ListenYou can listen to or follow Don't Call Me Resilient on Apple Podcasts, Google Podcasts, Spotify or wherever you listen to your favourite podcasts. We'd love to hear from you, including any ideas for future episodes. Join The Conversation on Twitter, Facebook, Instagram and TikTok and use #DontCallMeResilient.TranscriptThe unedited version of the transcript is available here.
Maia Hightower, M.D., M.B.A., MPH Chief Digital Technology officer of the University of Chicago MedicineIvor Horn, M.D. MPH Director, Health Equity & Social Determinants of Health, Google Artificial Intelligence is full of technological and economic promise, but just like its creators, AI isn't free from subconscious discrimination. As AI becomes more commonplace in the medical field, questions of whether racial bias will be mitigated or expanded in the future are omnipresent. The solution will depend on how much effort is put into making AI more equitable. Join Lee Hawkins, Drs. Maia Hightower and Ivor Horne as they delve into this new frontier.“Algorithmic bias is part of our history. It is part of the history of medicine, part of the history of the United States, and part of the history of our world, for many reasons.”--Dr. Maia Hightower“The real-world bias is in the real-world data.”--Dr. Maia Hightower“I literally went into medicine to transform the way people behave in, the way physicians behave in health care.”— Ivor Horn, M.D. MPH“And when I think about technology, it's all about, ‘how am I giving people more information, more access,' so that when they walk through the doors of a health care system, like, they have the tools to say, ‘I know this, I understand this, this is my question for you, and this is what I expect of this health care system for me and for my family.'”— Ivor Horn, M.D. MPH“We know that data shows that more diverse teams have better outcomes. They're more, businesses are more profitable when they have more diverse teams sitting around the table. And it's really important not just to have the team but also give the team space to speak and confidence to have their voice and bring and be their full selves when they come to the room.”— Ivor Horn, M.D. MPH
Eddie Greene, M.D. Associate Professor of Medicine, Mayo Clinic Lewis Roberts, M.B., Ch.B., Ph.D. Peter and Frances Georgeson Professor in Gastroenterology and Hepatology, Mayo ClinicCorey Shy, M.D. Instructor in Medicine, Washington University School of Medicine St. Louis Only about three percent of the nation's doctors are Black men, which lives in stark contrast to the overall Black population. In this episode, Lee Hawkins gathers a panel of Black men to examine this disparity and the unquestionable ripple effect of representation—or lack thereof. Listen as three accomplished Black men in white coats dissect the hurdles to medical school and representation in healthcare—from opportunity and mentorship to the power of seeing a doctor in Jordans. “What we really need to do is expand that pool. And how we expand that pool is starting much earlier. So, getting to kids in elementary school, middle school."— Corey Shy, M.D. "The big challenge is that (medical school) costs so much money. It's an investment that's going to take a lot of time to see results from.”—Corey Shy, M.D.
Felicity Enders, Ph.D. Professor of Biostatistics, Mayo Clinic As a biostatistician, Dr. Felicity Enders spends much of her time analyzing medical research and crunching the numbers we read about in newspapers and medical journals. In this interview, Dr. Enders reveals how this behind-the-scenes work is actually the frontline in addressing racism in healthcare. Join Lee Hawkins as he learns about the new data-collection approaches being used to track patient health over time and how they reveal the devastating “accelerated aging” effects of racism and chronic stress. “We're getting better and better data all the time. We're really seeing improved measurement. We have amazing imaging. But while we have more clarity of the problem, we're not seeing that in terms of solutions for health equity. And we are seeing really tremendous differences in health, primarily by race, but also by other factors.”—Felicity Enders, Ph.D. “We have a lot of data in the now, but we're not looking back over someone's lifetime to see what may be impacting what's happening in their health today. And that's really important because we see in research that people who have a lot of stress over their lifetime can have accelerated biological aging, meaning that their bodies at the cellular level are aging faster. And that leads to chronic health diseases that really can impact lives and experiences and bring about premature death. And it's very problematic.”—Felicity Enders, Ph.D. “If you have a physician who has the time, they're trying to get a medical history, but that may not include the history of things that have happened outside of the person's medical experiences that could impact their stress over their lifetime.”--Felicity Enders, Ph.D.
Sharonne Hayes, M.D., Cardiologist and Professor of Cardiovascular Medicine, Mayo Clinic Michele Halyard, M.D., Vice Dean Mayo Clinic School of Medicine, Mayo Clinic Facebook @cbbaz As the healthcare industry works to address disparities in clinical trial participation, some Mayo Clinic doctors are trying new approaches. In this episode, Drs. Sharonne Hayes and Michele Halyard detail the deliberate exclusion of women from these studies and the dramatic effects on health outcomes for women, from decades of misdiagnosis of heart attacks and heart disease to delayed detection of breast cancer. Encouraging more researchers to diversify their patient pool is not enough; the most successful efforts around gender equity in research and treatment have relied upon community partnerships with groups like Coalition of Blacks Against Breast Cancer. “The number one reason that women do not participate in clinical trials is they were never asked.” —Sharonne Hayes, M.D.
My new book LOSERTHINK, available now on Amazon https://tinyurl.com/rqmjc2a Find my "extra" content on Locals: https://ScottAdams.Locals.com Content: Iranian protests, the real deal? democrats push abortion...vaguely AI will change everything within 5 years Igor Danchenko acquitted Floyd family plans $250 million suit against Ye Green product subsidies INCREASE inflation ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ If you would like to enjoy this same content plus bonus content from Scott Adams, including micro-lessons on lots of useful topics to build your talent stack, please see scottadams.locals.com for full access to that secret treasure. --- Support this podcast: https://anchor.fm/scott-adams00/support
In this episode of the Revenue Builders podcast, John Kaplan and John McMahon talk to Hollie Castro. The Chief Human Resources Officer & SVP, ESG for Yeti, talks about how the company overcame the incredible challenges that they faced during the height of the COVID-19 pandemic.Hollie shares her perspective on how workforce needs have changed post-COVID, as well as how the increasing need to attract Millennial and Gen Z hires calls for a new approach to culture and expectations. She offers her winning tips for how hiring managers can rise to the challenge in order to hire and retain great talent from Millennial, Gen Z, and diverse groups.Additional Resources:Connect With Hollie Castro on LinkedIn | https://www.linkedin.com/in/hollie-castro-mba-nacd-dc-6526452/Help displaced minorities achieve self-sufficiency | https://www.casamarianella.org/More about Force Management | https://forc.mx/3waMDDSWeather Recruitment Challenges: Make Your Talent an Advantage | https://forc.mx/3zaLLAz3 Tactics to Help Managers Retain Top Talent During the Great Resignation | https://forc.mx/3MkbeL6HIGHLIGHTSHow Yeti fared during the height of the COVID-19 pandemicThe truth about having Gen Z and Millennials in the workforceHow companies can improve their hiring process A diverse workplace requires intentional hiring effortCareer paths aren't always linearBe mindful of your ambition vs your constitutionQUOTESHollie: "What we're learning is people want the flexibility but they also like to come back together from time to time to connect and be social. It's a very social culture."Hollie: "How you leave is more important than actually everything you did. Because it's the only thing people will remember about you. So are you honest and transparent? Are you having authentic conversations, are you putting a good plan in place that leaves your team and the organization in the best possible state?" Hollie: "The more clear you are about the thing you're going toward, the better probability you'll have of landing that. In my experience, careers aren't linear. Sometimes things show up and you're like, oh I don't know, this is kinda risky. Do the assessment of your calculated risk but sometimes the most unorthodox thing that shows up will be the thing that is the best growth for you."Hollie: "What happens with people that are really good is an organization will tend to want to give them more, whether it's in their job description or not. If that's not happening for you and you want that, make it known. I always say, nobody cares about your career as much as you do." Check out John McMahon's book here: https://www.amazon.com/Qualified-Sales-Leader-Proven-Lessons/dp/0578895064
Today Leila is joined by Magda N Yrizarry, Chief Diversity, Equity & Inclusion Officer SVP - Global DEI & Employee Engagement at VerizonLEARN MORE ABOUT:Magda Yrizarry has been a force for change at Verizon for over three decades. As the Senior Vice President and Chief Diversity, Equity and Inclusion Officer, she is tasked with developing strategies and programs that infuse greater equity to ensure that all employees have equal access and opportunity to advance and thrive in their careers. Core to her role as Chief Diversity, Equity and Inclusion Officer, Magda helps to ensure Verizon's DE&I strategies care for all four stakeholders — employees, customers, society and shareholders. - Magda has been twice recognized as one of the 50 Most Powerful Latinas in America by the Association of Latino Professionals for America (ALPFA), named to People en Español's- 25 Most Powerful Women, a Top Executive in Corporate Diversity by Black Enterprise- Magda is an ardent champion of increasing the presence of women and people of color across the technology sector and at all levels- The importance of ERGs and recognising the needs of each generationSupport the show (https://www.mckenziedelisfoundation.com/donate)
Dr. Eric A.W. Kelly III is an acclaimed business leader, entrepreneur, artist, author, poet, and community activist who lives in Durham, North Carolina. Born in Washington, DC, Dr. Eric Kelly III is the CEO of the Black Business Expo USA for more than 40 years. The Black Business Expo USA is one of the largest business showcases in the history of Black America in North America! Dr. Kelly is also the founder of The Black Business Olympics, one the largest virtual global business showcasing events for Black Businesses Owners, Entrepreneurs, and Thought Leaders. Last year the Black Business Virtual Olympics showcased its 145 speakers to over 600,000 attendees during their quarterly Black Business Expo events. BBO's mission is to raise scholarships and laptops for high school students going to college. This year the Black Business Olympics plans to empower business by doing six events, one every other month. Jan. 17-23, March 21-27, May 16-22, July 18-24, Sept 19-25, and Nov. 14-20th. Kelly's purpose for the Black Business Expo is to raise scholarships for students graduating from High school to attend college. Kelly has awarded more than twenty-five deserving students laptop computers and scholarship funds for over 30 years. The event's success opened the door for him to become a widely respected host of local Radio & Television Shows. Kelly has since produced such notable on-air shows as The James Stephens III Comedy Show, Business Worldwide, Games People Play, Young Gifted and Facts, and The Man on the Spot, as well as launched the North Carolina Central University Sports Network. Additionally, Kelly has used his media platforms to work with young people on how to be a part of the television and radio industry; provided training for students requiring communication skills to succeed in Radio & TV; shared his knowledge with students on how to create Radio and TV shows, along with, provided scholarships for high school students pursuing college. Dr. Kelly is the recipient of numerous awards and recognitions including the Standard of Excellence Award for Corporate Trade Shows, Gold Award for Corporate Diversity and Inclusion, Southwestern Sales School Lifetime Master Salesman Award, and The Raleigh/Durham Minority Business and Development Center Award for Minority Advocate of the Year. Kelly's Photo Journalist career includes such clients as Black Enterprise Magazine, The Million Man March, Delta Airlines, The Urban Journal, Black Business Magazine, and The Carolina Times. He is the author of five DVDs and art books, Art Anthology Human Landscapes, Barack Obama -The Face of Change, Michael Jackson - The Man in the Mirror, Amazing Lights, Then, Color Spots, Cyclone, and On A Hot, Hot Day. His Master Salesman book, The 8 Steps to the Road to the Sale, is the textbook used in the course he teaches at Durham Tech Community College. Dr. Eric Kelly III is a widely sought-after speaker for conferences, corporate workshops, and school events to promote self-esteem, business strategies, art, and entrepreneurship. His dedication to Community Engagement and Service is unwavering as he often mentors minority business owners on business strategies, business plan writing, sales winning methods, and other key elements vital for entrepreneurs. Kelly also contributes his time and energy volunteering to help local businesses and nonprofits organizations with their branding, advertising, public relations, marketing, and revenue-generating initiatives.Let's Welcome Dr. Kelly to the Follow The Brand Podcast Where We are Building a 5 TSAR Brand That You Can Follow!https://blackbusinessexpousa.com/www.5strbdm.com
Our guest is Kathleen Navarro - Senior Vice President, Head of Talent Management, and Chief Diversity Officer at New York Life. At New York Life, Kathleen has held a variety of roles across finance, strategy, operations, and now HR, DEI, and Culture. She has been recognized as Top 10 Champion of Global Diversity by DiversityGlobal, Top Executive in Corporate Diversity by Black Enterprise, Top 50 Chief Diversity Officer by the National Diversity Council, and included on the Most Powerful & Influential Women list by the National Diversity Council. In this episode of Scaling Culture, Ron and Kathleen discuss: Kathleen's 28 years journey at New York Life How a 176-year-old company transitioned from full staff on-site to 96% work from home during the pandemic New York Life's strategies to maintain strong culture and relationships remotely How New York Life adapted its traditions to the new reality and how they help people to stay connected Return to work, 2-3 strategy, and other 2022 opportunities for New York Life For more information about Kathleen, please follow her on LinkedIn. To learn more or purchase the Scaling Culture Masterclass online course, please go to ScalingCulture.Org If you're enjoying the Scaling Culture podcast, please subscribe and share. We'll be back soon with another incredible guest!
In this conversation we talk shop with Wil Shelton, barbershop that is. Will is a former barber and he describes the critical role barbershops play in African American communities. His experience led him to found Wil Power Integrated Marketing, a company he has grown into a global marketing agency which has helped over 100,000 business across the United States. We dive even deeper while discussing his book, The Silent Agreement: An illusion of inclusion where Will shares about the silent agreement African American leaders make in order to move up in biased corporate environments. A powerful episode.
Seasoned professional advising companies from Fortune 500 to start-ups on the best Human Resources and Talent acquisition solutions. Specialization in assisting organizations in need of establishing and maintaining a culture where employees thrive and therefore the company does too. Operating as a “Concierge of HR,” Jasen serves a coach and liaison between managers and the millennial work force. Because of his successes in this arena, he has been referred to by some as the “Millennial Alchemist”. Jasen is also a proud US Air Force Veteran, and attributes his foundation in relationship building, negotiations, influencing others, and complex strategies to his experience serving our country. Jasen is passionate about sharing his knowledge and experiences. That is why he volunteers his time working with at-risk individuals, and frequently speaks to students at Colleges/Universities about personal career paths, professionalism and importance of branding. Client Roster: Hexaware technologies, Career Education Corporation, Bank of America, Adecco Group, McKesson, Eagles Healthcare, SunTrust Bank, Zycus Software, and more.
Molly Price is an old friend, supply chain manager in Minnesota and new actor!This conversation was really great and we start off by reminiscing on our time at a christian summer camp and she shares a story about being fired essentially, which leads us to discuss how we balance grace along with consequences. Then we chat about why failing is so important in life and creatively and how mental health isn't a linear thing. Minnesota is super white, like in terms of people, and Molly opens up about her struggles and desire to form genuine relationships with people of color. We talk about ways to do that sincerely but how there's no one perfect answer to that problem. We talk about diversity in the corporate world and companies and how we can truly create a more equitable society. From here we wrap up with a little insight on her jumping into the acting world during the pandemic and what that journey has been like.New product drop: beanies! Grab one here. Your purchase helps "keep the lights on" this podcast.Shop: hardlytomorrow.comGive: please join my team :)Host: @stevenboydwallace
In this episode of Fairygodboss Radio, Romy is joined by Wanda Hope, Chief Diversity, Equity & Inclusion Officer at Johnson & Johnson. Wanda shares her experiences (and advice!) of her flourishing 30-year career at J&J – from being the first in many roles as a young sales professional to advancing DEI as a thought leader. Wanda Bryant Hope is an accomplished business executive with significant experience in general management, marketing, sales, commercial operations, and human resources. She currently serves as Chief Diversity, Equity & Inclusion Officer at Johnson & Johnson, and is responsible for globally advancing the company's diversity, equity and inclusion (DEI) outcomes, strengthening DEI capabilities, and driving growth through innovation. Prior to this role, Wanda held a variety of leadership positions across Johnson & Johnson including Vice President, Sales & Marketing; Vice President, Commercial Analytics, Development & Operations; and Vice President, Global Performance & Development. She has been recognized for her ability to exceed business results, deliver innovative solutions to complex challenges, lead global change, develop people for optimal results and DEI global outcomes. Wanda is a sought-after speaker and thought leader on advancing DEI to drive business performance and results. Her passion and performance have been recognized with several awards including the Elite 100 of Black Women leaders by Diverse Women Media, Penn State Smeal Diversity Award, and the Most Powerful Women in Corporate Diversity by Black Enterprise Magazine. Wanda received her Bachelor of Science degree in Marketing from The Pennsylvania State University. She and her husband Bobby are the proud parents of Tyler, their 14-year-old son.
What was the diversity tipping point in corporate America? In this episode we hear from Dee C. Marshall, an award winning national leader in the area of diversity and inclusion. Dee shares the evolution of her own Voice of Influence from her experience on September 11th, 2001 on Wall Street to a large ministry Girlfriends Pray, to the role she plays now as CEO of the consulting firm Diverse and Engaged. This conversation delves into important topics around the cultural context and psychological trauma involved in issues of race and diversity. Learn about how our Team Performance System and Personal Brand Strategy can Help You Serve Well and Sell More at www.voiceofinfluence.net Read the transcript here: https://www.voiceofinfluence.net/211 Give and receive feedback that makes a difference! Register for our 20 minute Deep Impact Method video course here: www.voiceofinfluence.net/deepimpact
Diversity and Inclusion is not only a hallmark of good business. It's also one of the biggest indicators of that organization's ability to grow, diversify and create impact in the market. But if you ask our special guest on this week's episode of Women Who Own It to create Diversity and Inclusion that is an intrinsic, authentic, and powerful part of the company culture -- you'll need to get comfortable with being uncomfortable. Dee Marshall is a renowned international speaker, certified coach, leadership trainer, diversity consultant, published author, and the CEO at Diverse & Engaged LLC. This WBENC-Certified company is dedicated to providing strategy, programs and initiatives to engage, support and develop diverse populations not limited to multicultural women, African-Americans, and millennials. Check out the episode to discover key insights, strategies and tools you can use to build and support a diverse workforce to create greater impact, accelerate business growth and unleash your company's potential.
Diversity and Inclusion is not only a hallmark of good business. It's also one of the biggest indicators of that organization's ability to grow, diversify and create impact in the market. But if you ask our special guest on this week's episode of Women Who Own It to create Diversity and Inclusion that is an intrinsic, authentic, and powerful part of the company culture -- you'll need to get comfortable with being uncomfortable. Dee Marshall is a renowned international speaker, certified coach, leadership trainer, diversity consultant, published author, and the CEO at Diverse & Engaged LLC. This WBENC-Certified company is dedicated to providing strategy, programs and initiatives to engage, support and develop diverse populations not limited to multicultural women, African-Americans, and millennials. Check out the episode to discover key insights, strategies and tools you can use to build and support a diverse workforce to create greater impact, accelerate business growth and unleash your company's potential.
Markus Heidenreich is a global diversity trainer & his perspective on the benefits of diversity is unexpected. Listen as he explains why diversity creates economic, social & stress resilience. He also shares how to enhance your perspective while using social media & some cultural nuances between American & German cultures.Click here to save a spot at my next ZOOM Room Mingle to meet other listeners & chat with me: https://forms.gle/rAHypH4NjAr9VuJE9 Guest: https://www.facebook.com/markus.heidenreich | https://www.instagram.com/markus_colonius/ | https://www.linkedin.com/in/heidenreich/Host: https://www.meredithforreal.com/ | https://www.instagram.com/meredithforreal/ | meredith@meredithforreal.com | https://www.youtube.com/meredithforreal | https://www.facebook.com/meredithforrealthecuriousintrovertSponsors: https://uwf.edu/university-advancement/departments/historic-trust/ | https://www.ensec.net/ | https://empathicpractice.us/
In this episode we discuss how to address some of the gaps in compensation. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app
We discuss some situations diversity candidates can face with the promotion process that leaders should be aware of. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app
We will talk about the importance as well as Do's and Don'ts of Diversity Training --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app
In the first episode of this series we talk about the why corporate diversity is important and some hiring practices that should be avoided. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app
Jane Rosenzweig and I had a beautiful, vulnerable, courageous conversation about her experiences as a white DEI practitioner, wrestling with helping majority white organizations integrate their DEI values into the daily behaviors of all associates. Jane has spent her career developing corporate DEI strategies anchored in social justice foundations. Through her 20+ years experience in this industry, Jane formulated a support and racial literacy program for white leaders and corporate stakeholders loosely framed 'make better white people'. This program grew out of her own experiences as a practitioner, noticing that white associates in corporations needed a different type of education and accountability than their BIPOC counterparts and these differences must be identified within the DEI implementation plan. Listen as we talk through a specific intervention that Jane participated in and what she leaned as a result. If you want to your values infused into every aspect of your team's work, let's have a virtual coffee (schedule at FaithClarke.com) to brainstorm some strategies specific to your team. About Jane Rosenzweig: As the first Head of DEI (CDO) at W.L. Gore & Associates (www.gore.com), Jane developed a philosophy and strategy that built on Gore's humanistic values and innovative business model. Relying on culture change and social movement methodologies, Jane galvanized the involvement of thousands of Associates from around the world. Using curiosity and conversation, teams deepened their understanding of identity differences and committed to disrupting bias in day-to-day life. Jane's approach is rooted in her belief that empathy and dialogue can solve most things. (Along with a strong focus on systems and structures!) Prior to Gore, Jane spent 11 years at J.P. Morgan Chase in NYC. As part of the Corporate Diversity team, she was responsible for the employee engagement and communication strategy. She began her career at the US Attorney's Office in Washington, DC, where she had her fist formal DEI role: EEO Investigator. Contact Jane by email: janerosenzweig1@gmail.com
Former Xerox Chair and CEO Ursula Burns and Ford Foundation President Darren Walker on the tough conversations that make companies stronger, more resilient, and future-ready. As board directors of companies including Uber, Exxon and Square, they are working to change corporate culture from the top down.
From Wall Street to Main Street to Washington, everyone is talking about inflation, which is having a real-life impact on all of our wallets. CNBC's Kristina Partsinevelos reports on the increasing cost of daily life. Meanwhile, the billionaires in the ProPublica report, on the shocking low taxes paid by the wealthiest individuals, didn't use complicated strategies to shrink their tax bills. For the most part, they used plain, vanilla deductions. CNBC's Robert Frank discusses why any attempt to reform the system won't be easy. Plus, It's been a year since corporate America pledged to focus on diversity and make institutional changes. A recent analysis shows some progress is being made in boardrooms, though the level of Black directors on corporate boards remains low. Sherrilyn Ifill, president and director-counsel of the NAACP Legal Defense and Educational Fund, discussed what she would like to see from corporate America when it comes to speaking out about diversity, equity and inclusion.
Companies are using a new approach to push their executives to prioritize diversity: Tying it to their pay. WSJ's Emily Glazer explains how this tactic came about, and former executive Steven Davis talks about the role boards can play in improving diversity.
In this "Inspiring TED Talks" HCI Podcast episode, Dr. Jonathan H. Westover (https://www.linkedin.com/in/jonathanhwestover/) explores Joan C. Williams recent TED Talk, "Why Corporate Diversity Programs Fail & What to do Instead." See the video here: https://youtu.be/U8UyOE10Y1s. Video Overview: "In the wake of George Floyd's death, companies are finally feeling the pressure to do something about diversity, equity, and inclusion. We've spent over $1 billion on our diversity efforts with remarkably little to show for it. Why? The basic tools of the diversity-industrial complex haven't worked. In this persuasive talk, Joan C. Williams explains a better, data-driven approach to interrupt bias at work. Over the past 25 years, Joan C. Williams has played a central role in reshaping the conversation about work, gender, and class. She is a Distinguished Professor of Law, Hastings Foundation Chair, and Founding Director of the Center for WorkLife Law at the University of California, Hastings Law. She is one of the 10 most cited scholars in her field and is the author or co-author of 11 books including “What Works for Women at Work” and “White Working Class.” She developed “bias interrupters,” an evidence-based metrics-driven approach to eradicating implicit bias." Check out Dr. Westover's new book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy. Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine. Ranked in the Top 10 Performance Management Podcasts: https://blog.feedspot.com/performance_management_podcasts/ ; Ranked in the Top 10 Workplace Podcasts: https://blog.feedspot.com/workplace_podcasts/ ; Ranked in the Top 15 HR Podcasts: https://blog.feedspot.com/hr_podcasts/ ; Ranked in the Top 15 Talent Management Podcasts: https://blog.feedspot.com/talent_management_podcasts/ ; Ranked in the Top 15 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/ ; Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/
What gets measured gets managed But what if this creates Diversity that Destroys Inclusion? Get your pen and paper ready because we’re talking about when corporate diversity targets destroy inclusion In today’s show we discuss several things including: A common Inclusion destroying Diversity approach Why perverse incentives should be avoided Why you should avoid the … When Corporate Diversity Targets Destroy Inclusion Read More » The post When Corporate Diversity Targets Destroy Inclusion appeared first on Element of Inclusion.
In this episode, Christine Shaw speaks with Corie Pauling, senior vice president, chief inclusion diversity and equity officer, head of corporate social responsibility at TIAA. Corie describes her career path, sharing how she made the move from civil rights law to her role at TIAA. Corie also discusses her passion for empowering women and members of the Black community to Be the Change.We discuss: How growing up in Detroit shaped Corie’s professional careerThe impact that Corie’s first law firm had on her throughout her career and how they helped her build her confidenceThe importance of pushing yourself outside your comfort zoneWhat makes Corie so passionate about her work in the diversity, inclusion and equity spaceWhat led TIAA to launch the Be the Change initiativeAnd more!Tune in to learn about Corie Pauling’s passion for working in the diversity, inclusion and equity space for women and members of the Black community!Resources: InvestmentNews | Christine Shaw | TIAA | Corie Pauling | Be the ChangeGuest bio: At TIAA since 2006, Corie Pauling became the organization’s senior vice president, chief inclusion & diversity (I&D) officer and head of corporate social responsibility in 2018. Corie was instrumental in the launch of the I&D function at TIAA over 12 years ago and served as a primary legal and business advisor and thought leader in this area. In her prior role, Corie held the position of senior director and associate general counsel in the Employment, Benefits & Labor Law Group, providing trusted counsel to TIAA’s executives, its prior I&D leaders and other human resources leaders and also business managers on a broad range of workforce issues, and she also managed employment litigation nationally. In the I&D space, she offers extensive experience in strategy development, board interface, EEO policy/training, social justice platforms, I&D data analytics/metrics, supplier diversity, pay and performance equity, talent acquisition and engagement, employee/business resource groups, federal contractor compliance and workplace investigations. She also leads TIAA’s enterprise corporate social responsibility (CSR) function, which last year led over 230 volunteer projects, 10K employee volunteers and $11 million in corporate and workforce giving globally, including progressive pandemic outreach initiatives. Through her groundbreaking leadership and strong enterprise collaborations, TIAA has achieved powerful indicators of workforce and business innovation through I&D and CSR strategies, and the organization has garnered lauded employer of choice recognition by renowned organizations such as DiversityInc, Forbes and others. A former shareholder with the international employment law firm Littler Mendelson and also a former partner with the legendary civil rights law firm Ferguson Stein Chambers, Corie’s experience includes counseling financial services institutions and other Fortune 500 companies as well as representing individual employees in employment and education rights litigation. She has significant trial and appellate experience on civil rights matters. Having presented before the American Bar Association, the National Bar Association, the North Carolina Bar Association, the Practicing Law Institute, the Society of Human Resources Management and other organizations, Corie frequently speaks at programs on emerging employment law, diversity, equity and inclusion topics. An engaged civic leader and 13-time competitive marathoner, Corie was incredibly honored to be listed among the 2021 Elite 100 Black Women leaders by Diversity Woman magazine, on the 2020 list of North America’s Most Influential D&I Leaders by Hive Learning and also a 2019 Black Enterprise Most Powerful Women in Corporate Diversity and, very meaningfully, the 2012 TIAA Working Mother of the Year in conjunction with the national publication Working Mother and a 2011 recipient of the Young Civic Leader Award by the Thurgood Marshall College Fund. Corie also served on the Board of Governors of the North Carolina Bar Association and as chairperson of the NCBA’s 500-attorney Labor and Employment Law Section. Among other leadership posts, she served on the Board of Directors for the Levine Museum of the New South and Charlotte’s Arts & Science Council Advisory Committee, and co-chaired the Mecklenburg County Bar’s Diversity and Inclusion Committee. An avid “late bloomer” runner, she is also thrilled to have qualified for and run the 2018 Boston Marathon, with training underway now for another shot in 2022. Corie holds a Bachelor of Science degree in Industrial and Operations Engineering from the University of Michigan and also a Juris Doctor from Northwestern University School of Law.
In this episode, Christine Shaw speaks with Corie Pauling, senior vice president, chief inclusion diversity and equity officer, head of corporate social responsibility at TIAA. Corie describes her career path, sharing how she made the move from civil rights law to her role at TIAA. Corie also discusses her passion for empowering women and members of the Black community to Be the Change.We discuss: How growing up in Detroit shaped Corie’s professional careerThe impact that Corie’s first law firm had on her throughout her career and how they helped her build her confidenceThe importance of pushing yourself outside your comfort zoneWhat makes Corie so passionate about her work in the diversity, inclusion and equity spaceWhat led TIAA to launch the Be the Change initiativeAnd more!Tune in to learn about Corie Pauling’s passion for working in the diversity, inclusion and equity space for women and members of the Black community!Resources: InvestmentNews | Christine Shaw | TIAA | Corie Pauling | Be the ChangeGuest bio: At TIAA since 2006, Corie Pauling became the organization’s senior vice president, chief inclusion & diversity (I&D) officer and head of corporate social responsibility in 2018. Corie was instrumental in the launch of the I&D function at TIAA over 12 years ago and served as a primary legal and business advisor and thought leader in this area. In her prior role, Corie held the position of senior director and associate general counsel in the Employment, Benefits & Labor Law Group, providing trusted counsel to TIAA’s executives, its prior I&D leaders and other human resources leaders and also business managers on a broad range of workforce issues, and she also managed employment litigation nationally. In the I&D space, she offers extensive experience in strategy development, board interface, EEO policy/training, social justice platforms, I&D data analytics/metrics, supplier diversity, pay and performance equity, talent acquisition and engagement, employee/business resource groups, federal contractor compliance and workplace investigations. She also leads TIAA’s enterprise corporate social responsibility (CSR) function, which last year led over 230 volunteer projects, 10K employee volunteers and $11 million in corporate and workforce giving globally, including progressive pandemic outreach initiatives. Through her groundbreaking leadership and strong enterprise collaborations, TIAA has achieved powerful indicators of workforce and business innovation through I&D and CSR strategies, and the organization has garnered lauded employer of choice recognition by renowned organizations such as DiversityInc, Forbes and others. A former shareholder with the international employment law firm Littler Mendelson and also a former partner with the legendary civil rights law firm Ferguson Stein Chambers, Corie’s experience includes counseling financial services institutions and other Fortune 500 companies as well as representing individual employees in employment and education rights litigation. She has significant trial and appellate experience on civil rights matters. Having presented before the American Bar Association, the National Bar Association, the North Carolina Bar Association, the Practicing Law Institute, the Society of Human Resources Management and other organizations, Corie frequently speaks at programs on emerging employment law, diversity, equity and inclusion topics. An engaged civic leader and 13-time competitive marathoner, Corie was incredibly honored to be listed among the 2021 Elite 100 Black Women leaders by Diversity Woman magazine, on the 2020 list of North America’s Most Influential D&I Leaders by Hive Learning and also a 2019 Black Enterprise Most Powerful Women in Corporate Diversity and, very meaningfully, the 2012 TIAA Working Mother of the Year in conjunction with the national publication Working Mother and a 2011 recipient of the Young Civic Leader Award by the Thurgood Marshall College Fund. Corie also served on the Board of Governors of the North Carolina Bar Association and as chairperson of the NCBA’s 500-attorney Labor and Employment Law Section. Among other leadership posts, she served on the Board of Directors for the Levine Museum of the New South and Charlotte’s Arts & Science Council Advisory Committee, and co-chaired the Mecklenburg County Bar’s Diversity and Inclusion Committee. An avid “late bloomer” runner, she is also thrilled to have qualified for and run the 2018 Boston Marathon, with training underway now for another shot in 2022. Corie holds a Bachelor of Science degree in Industrial and Operations Engineering from the University of Michigan and also a Juris Doctor from Northwestern University School of Law.
Why are there so few Black and women CEOs? Activist investors. Or so says James White, the former CEO of Jamba, and Thomas Lynch, senior managing director of the private equity firm Mill Road Capital. White recently joined Lynch's firm to be part of its newly created Progressive Governance Fund, which seeks to improve diversity at smaller companies through targeted investments. White and Lynch argue that activist investors ultimately hurt the long-term value of the restaurant companies they target. But they also argue that activists hurt diversity, frequently by pushing out Black or women CEOs or board members and then nominating mostly white men.
The Work in Sports Podcast - Insider Advice for Sports Careers
Hey everybody, I'm Brian Clapp, VP of Content and Engaged Learning at WorkInSports.com and this is the Work In Sports podcast… Some big news before we get into the stat line and today's question... As some of you may have read -- WorkInSports has been acquired by iHire. Now, before panic ensues, this was not a hostile takeover like in the movies. We wanted this, we angled for this, we pushed for this! iHire is an awesome company one we have long admired, In fact, our CEO and their CEO are good friends even before this deal. I'll cut to the chase and oversimplify this whole process -- they have way, way, way more resources than we do, which means we can and will do more to help sports job seekers and sports employers. The tools and advantages of this deal will be explained in the months to come as we work through the integration process. I'll be adding some quick segments to future shows to introduce you to new iHire/WIS tools aimed to help you land your dream job or hire your next great employee. If your organization wants help with their hiring -- call me. We will be set up to help you dominate more efficiently. If you have questions about stuff like this or for the Monday podcasts -- hit me up. I'm available in all sorts of ways --- there is LinkedIn, connect with me there. We have a private Facebook group for this here podcast -- you can connect with me there. And my email still works and will forever. FYI -- this podcast will grow. Our new team is highly committed to its growth and reach, which fires me up, so don't worry about that. I'm still here. In fact, I'm already strategizing another career advice related podcast -- so if you have ideas on what you'd like from another career focused podcast. Speak! Time for the Stat Line! This is a massive week. Get excited. 1: 23,018 total jobs on WorkInSports.com--- I saw a competitor in the sports job board space brag all over social about how they bested 2,000 sports jobs. Who hoo pat yourselves on the back. We have 23,000. Reminder: sports jobs aren't just with teams. Red Bull, Entercom, NBC Sports, Fanatics -- we have them all. 2: 3562 -- I started tracking this data for the stat line back in September of 2020 -- this is the highest number of weekly ads to the job board since I started tracking. 3,562 new opportunities added this week alone. Not every one will be a match for you -- but chances are you can find your match one WorkInSports.com. 3: Little quick math -- that is 509 sports jobs, fresh opportunities, added every day of the week, on average. First time over 500 jobs daily -- that's awesome. Jobs, jobs, jobs! Here are three cool jobs added this week to the job board Job #1 Head of Corporate DEI - The Athletic The Athletic is searching for a Head of Corporate Diversity, Equity, and Inclusion to develop and execute on The Athletic's efforts towards diversifying our corporate team. The ideal candidate is a strategic, operations-oriented thinker that can successfully execute on existing strategies, as well as recommend, advocate for, and implement new solutions that support the company's DEI goals. This individual will work alongside the Newsroom DEI Director and will partner closely with the People, Talent, and Finance Teams, as well as liaise with Executive Leadership and employee-led groups to achieve a broad scope of objectives. Job #2 https://www.workinsports.com/search-jobs/view/3step-sports,-llc?id=538289 Marketing Coordinator - 3STEP Sports 3STEP Sports in Wilmington, MA is the largest youth sport event and club operator in the nation. Established in 2001, 3STEP operates more than 1,100 events and dozens of club programs for athletes ages 8-18 spanning 40+ states and across seven sports. We are looking for a Marketing Coordinator with prior sports content creation and marketing experience. A candidate who can have professional communication with clients while...
My next guest is Sharon Smith-Akinsanya. She is the CEO of the Rae Mackenzie Group, an award-winning diversity, equity, and inclusion marketing firm. Sharon works with Fortune 500 companies, nonprofits and in October 2016 founded the People Of Color Career Fair™ as a way of closing the gap between Professionals of Color and hiring managers. Sharon is all about diversity, equity, and inclusion marketing strategies that attract, recruit, and retain Talent of Color. Her new book, "Colorfull: Competitive Strategies to Attract and Retain Top Talent of Color" releases on February 9th and it's available for pre-order now. Please welcome to Money Making Conversations Sharon Smith Akinsanya.https://www.moneymakingconversations.comhttps://www.youtube.com/MoneyMakingConversationshttps://www.facebook.com/MoneyMakingConversations/https://twitter.com/moneymakingconvhttps://www.instagram.com/moneymakingconversations/Learn more about your ad-choices at https://www.iheartpodcastnetwork.comSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.
In today's Daily Download episode, Trina Scott, the chief diversity officer at Rock Ventures and 2020 HousingWire Woman of Influence, joins HousingWire to discuss what she'll be speaking on during her panel at HousingWire Annual on Oct. 8.For some background on the interview, here's a brief snippet of what Scott will discuss on her panel entitled: Business Strategy During Social Upheaval:HW: What's one piece of advice you would give to mortgage executives about starting the conversation on how to create a business strategy during social upheaval?Trina Scott: It starts with the culture of your organization. We're very proud of our culture, which is built off of our philosophies called “ISMs.” We are also very conscious that, even though we have a rich culture, we need to be able to make sure that our culture has continued to evolve and that we're continuing to challenge the status quo of where we are as an organization. I'd say the first place to start is to ask: who are you as an organization? Do you know that? If you don't, you need to establish that.The second thing is to understand the business imperative around diversity, equity, belonging and inclusion. If it's looked at as a programmatic, separate thing you will never incorporate it to systemic overall changes that need to be made to processes that exist. It's important to understand the “why” behind this effort, not just for this moment but where it's really driving the bottom-line impact.I challenge all of us to think about who we are as an organization, establish who we are and use that as our bedrock. Most importantly, understanding our opportunity to be able to influence the outcome by incorporating equity, inclusion, belonging and diversity in every decision we make and, therefore, those two things build on a solid foundation of creating a program that's sustainable.The Daily Download examines the most compelling articles reported from the HousingWire newsroom. Each afternoon, we provide our listeners with a deeper look into the stories coming across our newsroom that are helping Move Markets Forward. Hosted by the HW team and produced by Alcynna Lloyd and Victoria Wickham.HousingWire articles covered in this episode:· Rock Venture's Trina Scott on adjusting business strategy during social upheaval· The Great Acceleration- HousingWire Annual 2020· Business Strategy During Social Upheaval
Today's guests are Colene Elridge, Nozomi Morgan, and Cornelia Shipley. Three CEO's who have dedicated their lives to showing organizations how they can take meaningful steps that truly bring about long-lasting change towards inclusion and diversity.They're on the show today to discuss with Angelique Rewers what companies should, and shouldn't do in light of recent events happening around the globe. This is LEAD YOUR MOVEMENT™
TechGC WebsiteChris Sands TwitterTechGC LinkedInTechGC Twitter ABOUT THE GUESTPaolo Gaudiano is the CEO of Aleria, President of Aleria Research, and Executive Director of Quantitative Studies of Diversity and Inclusion at the City College of New York. Paolo is a Forbes contributor on Diversity & Inclusion and holds degrees in Applied Mathematics, Aerospace Engineering and Computational Neuroscience. ABOUT HOSTChris Sands leads content and communications for TechGC. Prior to joining TechGC in 2018, Chris was an executive legal and compliance recruiter in Silicon Valley, specializing in high-growth FinTech firms. Chris runs the Jobs by TechGC newsletter and job board which connects legal professionals with today's top startups and venture funds. He also spends around half the year working and living in various parts of the world.
Read more > Listen to the podcast (duration: 24:13) > At our CFO Forum in London, senior partners Celia Huber and Vivian Hunt led a discussion on corporate diversity, sharing insights from McKinsey's ongoing research and answering questions from attendees. This episode is an edited recording of the session. Celia begins with an introduction of McKinsey's work with LeanIn.org and theWall Street Journal surveying the state of diversity in the corporate world.Join 90,000 other members of our LinkedIn community: https://www.linkedin.com/showcase/mckinsey-strategy-&-corporate-finance/See www.mckinsey.com/privacy-policy for privacy information
Read more > Listen to the podcast (duration: 24:13) > At our CFO Forum in London, senior partners Celia Huber and Vivian Hunt led a discussion on corporate diversity, sharing insights from McKinsey's ongoing research and answering questions from attendees. This episode is an edited recording of the session. Celia begins with an introduction of McKinsey's work with LeanIn.org and theWall Street Journal surveying the state of diversity in the corporate world.Join 90,000 other members of our LinkedIn community: https://www.linkedin.com/showcase/mckinsey-strategy-&-corporate-finance/See www.mckinsey.com/privacy-policy for privacy information
At our CFO Forum in London, senior partners Celia Huber and Vivian Hunt led a discussion on corporate diversity, sharing insights from McKinsey’s ongoing research and answering questions from attendees. This episode is an edited recording of the session. Celia begins with an introduction of McKinsey’s work with LeanIn.org and theWall Street Journal surveying the state of diversity in the corporate world. Read more > Listen to the podcast (duration: 24:13) >
1. World Economic Forum - Disrupting the Status Quo of Gender Roles - 18 January 2017 https://www.weforum.org/events/world-economic-forum-annual-meeting-2017/sessions/disrupting-the-status-quo-of-gender-roles Alternative link - https://www.youtube.com/watch?v=-MoaKjOTTY4 2. Wonderful YouTuber - Amanda Parnell Amanda & Amanda - https://www.youtube.com/playlist?list=PLt4jWmOFa3VdwkP4O2ezu4_QMTyaZ0TsN Mystery Cities - https://www.youtube.com/playlist?list=PLt4jWmOFa3Vf8dt4CT4FnUi-TkosAJAxi 3. Hanne Gaby Odiele reveals she is intersex http://www.usatoday.com/story/news/nation/2017/01/23/model-hanne-gaby-odiele-reveals-she-intersex/96622908/ http://lifestylehunters.com/style-icon-hanne-gaby-odiele/
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