Podcasts about deib

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this conversation, Adam Posner and Claude Silver discuss the importance of heart-first leadership and the need for workplaces to prioritize emotional intelligence, authenticity, and self-awareness. Claude shares insights from her upcoming book, 'Be Yourself at Work,' emphasizing the role of kindness and empathy in fostering a positive workplace culture. They explore the impact of COVID on employee dynamics, the significance of mentorship, and practical tools for building trust and collaboration within teams. The discussion highlights the ROI of kindness in business and the necessity of creating environments where employees feel valued and engaged.Takeaways- Claude Silver is the world's first Chief Heart Officer at VaynerX.- COVID prompted Claude to write her book, 'Be Yourself at Work.'- Self-awareness is crucial for personal and professional development.- Authenticity in the workplace enhances connection and performance.- Workplace culture is defined by the vibe and energy of interactions.- Emotional optimism is the belief that things can improve.- Empathy is essential for effective leadership and team dynamics.- Kindness in the workplace leads to higher employee retention.- Practical tools like appreciation circles can enhance team morale.- Leaders should focus on creating a culture of trust and collaboration.Chapters00:00 Introduction to Heart-First Leadership03:06 The Impact of COVID on Work Culture06:00 Self-Awareness as a Leadership Superpower08:54 The Role of Authenticity in the Workplace11:54 Scaling Heart-Centered Leadership14:52 Defining Company Culture17:45 Emotional Optimism and Bravery20:53 Empathy and Care in Leadership23:46 The ROI of Kindness in Business25:28 Emotional Intelligence in the Workplace26:34 Tactical Empathy and Practical Tools28:21 Overcoming Imposter Syndrome30:37 Running on Calm: Frameworks for Leaders32:57 Assessing Human Skills in Recruitment34:36 The Seven Rules of Team Citizenship37:30 Leading with Authenticity39:18 The Target Audience for 'Be Yourself at Work'39:53 Optimism in Workplace Culture42:03 Defining Success Through Generosity  

川普2024年11月再次當選總統，近一年來世界天翻地覆。川普2.0重用非建制派推薦的政治新人，一手對抗深層政府、一手打左派DEI政策，下令900多位將軍離開崗位來開會，原來是為了宣示清洗DEI？川普擺平以哈衝突，用B-2轟炸機處理伊朗核設施，也能搞定俄烏戰爭？若和普丁談不攏，就賣更多武器給烏克蘭、讓烏克蘭打到莫斯科？印度買便宜俄國石油惹惱川普，南韓總統李在明親中，能全靠關稅施壓逼他們低頭？連關稅都還沒談完的台灣又該如何面對川普？用關稅重塑世界秩序，聯合國、世界銀行等國際組織都要重整，歐盟北約大改造，川普關稅出神入化、創意無限？川普逼外國廠商赴美設廠，能增加美國就業機會，復興藍領階級？要台積電赴美設廠，對台灣也是有益無害、利大於弊？台美關係在川普2.0是否倒退？川普總是朝夕令改，不是TACO而是談判技術？如此趕進度，是想在任內結束中俄專制政權，完成歷史大業？精彩訪談內容，請鎖定@華視三國演議！ 本集來賓：#吳嘉隆 #黃澎孝 主持人：#矢板明夫 以上言論不代表本台立場 #世界秩序 #關稅 #台美關係 #美中角力 電視播出時間

Send us a textA longtime employee of Hennepin Healthcare—who wished to remain anonymous—joined Liz Collin on her podcast and talked about how a DEIB training aims to make the organization “anti-racist,” but is more like a “slap in the face.”Support the show

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this episode of the #thePOZcast, Adam Posner interviews Alison Baum Gates, an early-stage tech investor and author of 'Breaking Into Venture.' They discuss Alison's journey from the trading floor to venture capital, the importance of a global perspective, and the evolving landscape of entrepreneurship and employee well-being. Alison shares insights on the VC mindset, the challenges of writing a book, and the impact of AI on business and the writing process. The conversation culminates in a discussion about defining success and the importance of creating opportunities for others.Takeaways- Alison's parents' careers were disrupted by technology, influencing her career choices.- She transitioned from finance to venture capital to be on the disrupting side.- The trading floor experience taught her about opportunity spotting and creativity in finance.- Living globally has given her a competitive advantage in evaluating investments.- A VC mindset is essential for navigating today's abundant career opportunities.- Writing her book was a way to save time and share knowledge about venture capital.- Venture capital is not just glamorous; it requires hard work and patience.- Measuring progress in venture capital is crucial to avoid FOMO.- Success is defined by the number of successful people one creates.- AI is changing the landscape of entry-level jobs, making it essential for new graduates to adapt.Chapters00:00 Introduction to Alison Baum Gates and Her Journey01:17 The Impact of Technology on Career Paths02:43 Lessons from the Trading Floor06:34 Global Perspective and Competitive Advantage10:59 The VC Mindset: Thinking for Abundance13:21 Writing 'Breaking Into Venture' and Its Purpose15:14 The Reality of Venture Capital16:50 Self-Discovery Through Writing19:44 AI's Role in Writing and Business21:02 The Dual Nature of Entrepreneurship Today21:53 Navigating the Entrepreneurial Landscape25:08 The Role of Semper Virens29:52 The Impact of AI on Entry-Level Jobs32:34 Evaluating Founders and Building Relationships35:00 FOMO in Venture Capital36:51 Defining Success in Career and Life   

What does it really mean to bring your full, authentic self into your coaching practice and how can embracing your unique background help transform the experience for your clients?In this episode of The Coaching Catalysts Podcast, hosts Sarah Bramall and Rebecca Daniel have a passionate and inspiring conversation with leadership coach Ray Pifferrer. From Ray's multicultural roots and dynamic career journey across continents, to his dedicated work decolonising leadership development and centering DEIB (Diversity, Equity, Inclusion, and Belonging), this discussion is packed with wisdom and practical takeaways. Together, they explore the power of normalising diverse experiences in coaching. Plus the importance of supervision, self-care and restorative practice, and how coaches can weave their own lived wisdom into their practice for deeper client impact. Get ready for honest insights, laughter, and actionable ideas to help you elevate your coaching game.Here are the highlights:00:00 Introduction: met guest Ray at EMCC conference06:08 Based in Ireland focused on decolonising leadership 07:59 Ray's journey reflects a consistent focus on supporting, educating, and developing people10:22 DEIB work is tough but conversations on decolonising leadership bring hope and inclusivity15:28 Coaches must recognise and normalise underlying systems16:59 Visibility fosters vital conversations about representation19:47 Group supervision fosters confidential and safe insights25:15 Consultative coaching versus traditional coaching27:50 Started with ICF competencies, moved to EMCC blending mentoring and coaching29:32 Two-word takeaway tradition.Connect with us here:​Website:https://www.thecoachingcatalysts.com​Work with us:To register your interest in becoming a qualified coach supervisor, head here: https://docs.google.com/forms/d/e/1FAIpQLSerJa1lJG0Lwf2W6JChU1prXxYS4Jz302ft24t0VYt8FfL3fQ/viewform?usp=headerTo become a professional coach supervisor with The Coaching Catalysts, head here: https://www.thecoachingcatalysts.com/supervisiondiplomaFor ICF mentoring see here: https://bit.ly/catalystsmentorcoaching​Our roundtable discussions for internal coaches here:https://www.thecoachingcatalysts.com/organisationalcoaches​Find out more about our supervision service here: http://bit.ly/coaching-collective​To book a call: https://tidycal.com/coachingcatalysts/explorationcall​FREE Supervision Experience for Coaches: Listening Partnerships, register here: https://bit.ly/supervisionexperience​Social Media:https://www.facebook.com/thecoachingcatalysts​

How can neuroinclusion transform leadership and workplace culture?Creating truly neuroinclusive workplaces requires a fundamental shift in mindset, from seeing neurodivergence as a deficit to embracing it as a form of diversity. This means moving beyond a purely extractive business case, practicing cultural humility, and rethinking communication, onboarding, workflow, and even the physical environment. By focusing on the needs of neurodivergent employees – the “canaries in the coal mine” – leaders can create healthier, more dignified, and more productive workplaces for everyone.On this episode of Just One Q, Dominique chats with Dr. Ludmila Praslova, author of The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work. They explore how a neuroinclusive approach can fundamentally reshape leadership and workplace culture and why leaders must move beyond a narrow, extractive business case towards a model of “inclusive thriving.” They discuss practical ways to create more dignified and flexible workplaces that support neurodivergent employees, ultimately making them better and healthier for everyone.Keep Up with Ludmila:https://www.linkedin.com/in/ludmila-praslova/Try Learning Snippets:https://dialectic.solutions/signupContact Us to Be a Guest on Just One Q:https://dialectic.solutions/podcast-guest

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  SummaryIn this episode of #thePOZcast, Adam Posner interviews Amira Barger, an executive VP at Edelman Communications and author of 'The Price of Nice.' They discuss Amira's upbringing, her journey into healthcare communications, and the importance of empathy in leadership. Amira shares insights from her book, emphasizing the dangers of being too nice in professional settings and advocating for the need to disrupt the status quo. The conversation also explores the power of storytelling, the importance of building foundations in leadership, and the significance of shared values in driving impactful change.Takeaways- Amira's upbringing as a minister's child shaped her empathetic approach to healthcare.- Healthcare is a human right, and access to it is crucial.- The book 'The Price of Nice' challenges the notion of being overly nice in professional settings.- Being too nice can protect existing power structures and hinder progress.- Nerve is necessary for effective leadership and communication.- Storytelling is a powerful tool for transformation in organizations.- True leadership involves building other leaders and fostering collaboration.- Shared values are essential for effective teamwork and community building.- Niceness often prioritizes comfort over necessary confrontation.- Personal growth is a continuous journey of unlearning and relearning. 

Want to build inclusive teams where people can show up authentically? You'll love this episode of The Future of Teamwork. Dane Groeneveld chats with Rocki Howard, Founder and Chief Diversologist at Diversiology.IO, Chief People and Equity Officer at Textio, and host of Grown Woman Wednesday. Together, Dane and Rocki look at the challenges and opportunities facing diversity, equity, inclusion, and belonging (DEIB) today, including how the work has been politicized, why sustainable practices matter more than performative gestures, and how leaders at every level can help build trust, belonging, and high-performing teams.

In this episode, we dive into the core themes of our season by directly addressing the current backlash against Diversity, Equity, Inclusion, and Belonging (DEIB) and the often-ironic arguments used to oppose it. We explore the tension between conformity and freedom in education and the importance of creating spaces where students and teachers can thrive authentically.Key TakeawaysThe Irony of Backlash: We discuss how some who oppose DEIB work are driven by their own cultural beliefs, demonstrating a key hypocrisy at the heart of the current "culture wars."All Instruction is Culturally Responsive: We explore the powerful truth that culture is always present in the classroom. The real question isn't whether or not to include culture, but rather, whose culture is being centered.Personal vs. Political: We explore the powerful shift that happens when the political becomes personal, forcing individuals to re-evaluate their stance on DEIB when it affects them or their loved ones directly.Conformity vs. Freedom: We use Paulo Freire's quote to frame the purpose of education, challenging listeners to reflect on whether their actions are fostering a space of conformity or one of courageous freedom.The Power of Words and Action: We reframe the debate around words, emphasizing that their true power lies in the actions that accompany them. Words can be a bridge or a wall, and their meaning is found in our commitment to live out the values they represent.Creating a Space for Safety: We talk about how educators have the power to create an environment where students and teachers are free to be authentic, curious, and collaborative without fear.Quotes“Education either functions as an instrument to bring about conformity or freedom.” — Paulo Freire“All instruction is culturally responsive. The question is to whose culture is it responding?” — Zaretta HammondReflection Questions:For Teachers:When you hear these words, "Education either functions as an instrument to bring about conformity or freedom," how do they make you feel?Does the idea of conformity feel safe or scary? Does the idea of freedom feel chaotic or courageous? Why?Really ask yourself what you feel the purpose of education is and why you feel this way.What messages have you been receiving from childhood?What experiences did you have in education as a child and an adult that have shaped your understanding of why we go to school, not why we learn, but why we go to school.For Instructional Coaches and School Leaders:What conversations are you having with your teams about the difference between conformity and freedom in the classroom?How are you creating a space where teachers can be vulnerable about their fears and questions about DEIB work without feeling judged?Resources MentionedThe work of Paulo FreireThe book Unearthing Joy by Dr. Gholdy MuhammadThe book Choosing to See: A Framework for Math Equity in the Classroom by Dr. Pamela Seda and Kyndal BrownThe book Culturally Responsive Teaching & the Brain by Zaretta HammondIf you're looking for support to continue this work in your own school or classroom, I invite you to explore my Equity Audit Tools, Student Data Dive Tool, and Coaching services. You can find all of these resources at https://customteachingsolutions.com/equitytools

Welcome to RIMScast. Your host is Justin Smulison, Business Content Manager at RIMS, the Risk and Insurance Management Society.   Justin divides this episode into three segments. He first interviews Eddie Tettevi, Sandbox Mutual Insurance CRO and RIMS Canada Council Chair — DEI and Comms, about his risk career and his service on the RIMS Canada Council. In the second segment, Justin interviews Janiece Savien-Brown, Metro Vancouver, and Shaun Sinclair, BCIT, about the C2C Challenge and the winning student team. The third segment is a recording of "Intentional Mentorship," an improvised session from the DEI Studio, featuring Dionne Bowers, Co-Founder & Chair of the Canadian Association of Black Insurance Professionals (CABIP), Ray Chaaya, Head of talent for Zurich Canada, and Natalia Szubbocsev, Executive Vice President at Appraisals International Inc.   Listen to learn about some exciting events of the RIMS Canada Conference 2025.   Key Takeaways: [:01] About RIMS and RIMScast. [:17] About this episode of RIMScast. This episode was recorded live on September 15th, 16th, and 17th at the RIMS Canada Conference 2025, at the Telus Convention Center in Calgary. We had a blast! We will relive the glory of the RIMS Canada Conference in just a moment, but first: [:50] RIMS Virtual Workshops! RIMS has launched a new course, “Intro to ERM for Senior Leaders.” It will be held again on November 4th and 5th and will be led by Elise Farnham. [1:07] On November 11th and 12th, my good friend Chris Hansen will lead “Fundamentals of Insurance”. It features everything you've always wanted to know about insurance but were afraid to ask. Fear not; ask Chris Hansen! RIMS members enjoy deep discounts on virtual workshops! [1:26] The full schedule of virtual workshops can be found on the RIMS.org/education and RIMS.org/education/online-learning pages. A link is also in this episode's notes. [1:37] Several RIMS Webinars are being hosted this Fall. On October 9th, Global Risk Consultants returns to deliver “Natural Hazards: A Data-Driven Guide to Improving Resilience and Risk Financing Outcomes”. [1:50] On October 16th, Zurich returns to deliver “Jury Dynamics: How Juries Shape Today's Legal Landscape”. On October 30th, Swiss Re will present “Parametric Insurance: Providing Financial Certainty in Uncertain Times”. [2:07] On November 6th, Hub will present “Geopolitical Whiplash — Building Resilient Global Risk Programs in an Unstable World”. Register at RIMS.org/Webinars. [2:20] On with the show! It was such a pleasure to attend the RIMS Canada Conference 2025 in Calgary. There's always electricity in the air at RIMS Canada, and I wanted to capture some of it!  [2:33] We've got two interviews, and then an improvised session I recorded at the DE&I Studio. The sound came out great, and I used it here with the panelists' permission. [2:49] We've got excellent education and insight for you today on RIMScast! My first guest is Eddie Tettevi. He is the Chief Risk Officer at Sandbox Mutual. He's a very active member of the Saskatchewan RIMS Chapter and a member of the RIMS Canada Council. [3:11] We're going to talk about his risk management career, his RIMS involvement, and how his insights from one of his RIMS DE&I sessions led to this discussion. [3:24] First Interview! Eddie Tettevi, welcome to RIMScast! [3:38] Eddie is the Chief Risk and Compliance Officer at Sandbox Mutual Insurance. He's also the Corporate Secretary, which means he helps the organization navigate strategic initiatives within the boundaries of risk appetite and regulatory compliance. [4:12] Eddie has been at Sandbox for approximately two years. When he joined the company, Sandbox was going through a period of rapid growth and taking the right risks. That was something Eddie looked forward to being involved in. [4:54] The CRO role was not an independent role at Sandbox before Eddie started. It was held by the Chief Financial Officer. The CCO role was held by HR. The Corporate Secretary role was held by the CEO. Eddie fills the three roles in his new position. His background fits all three roles. [6:06] Eddie normally leads a risk group of three. Eddie was previously in cyber for 13 or 14 years. His background is in electrical engineering and computer science. He helped organizations secure their software and network. [7:02] Eddie doesn't think risk management is any different. He's helping organizations make the right decisions. The difference is that the portfolio is much larger. Cybersecurity is one aspect of Eddie's risk management work. [7:33] Eddie says cyber attacks are growing. Individuals who may not be skilled are using AI tools to perpetrate cyber attacks. The attacks are increasing exponentially in skill and sophistication. [8:09] Eddie co-hosted a session in the DE&I Studio with Aaron Lukoni and Tara Lessard-Webb, focused on understanding how mental health plays a part in risk management and how organizations should think about mental health as part of a risk management framework. [8:31] The session was “Building Resilient Workplaces, the Role of Mental Health in Risk Management.” In it, Eddie revealed he is skilled in multiple languages, but an expert in none, including English. He grew up with influences from English, French, Malay, and Creole Patois. [9:38] Eddie loves learning about new cultures. That has influenced his accent. In every language he speaks, he has an accent, which makes it interesting. He has worked in French and English organizations. He learns languages in six months. He picks them up quickly. [10:50] Eddie, Aaron, and Tara emphasized making sure we are thinking about and embedding mental health in our risk framework. [11:02] When designing any strategies and initiatives, risk professionals should consider what's happening in the organization. An organization going through a lot of change is already a stressed organization. You have to consider that as you introduce more change. [11:40] Eddie says the award-winning Saskatchewan RIMS Chapter is exciting. It's great to work with people who are interested, dedicated, and committed. He says the chapter is doing some incredible things, such as introducing risk courses into the universities in the province.  [12:15] Eddie was a RIMS member before joining Sandbox. You can be a RIMS member without joining a chapter. Moving to Saskatoon created the opportunity for Eddie to join the Saskatchewan RIMS Chapter, which he had been looking forward to, to connect with people. [12:36] Justin gives shoutouts to various Saskatchewan Chapter members. [13:03] Eddie serves on the RIMS Canada Council as Chair of the Communications, External Affairs, and DEI Committee. [13:22] The committee is responsible for making sure that all RIMS communications have a DEI lens and advocate for the risk community, partnering with other advocacy groups around Canada. [13:52] Justin says it's been such a pleasure to meet you and hang out with you! I look forward to seeing you at more RIMS Canada and RIMS events. [14:02] Our next guests organized the 2025 C2C Coast to Coast Challenge. This is a competition for risk management students based in Canada. We'll learn about the case studies and what it took to produce their presentations, and also have a chance to acknowledge the winners. [14:19] We will hear from Shaun Sinclair, the Program Head of General Insurance and the Risk Management Program at British Columbia Institute of Technology, and Janiece Savien-Brown, the Manager for Risk and Claims Management at Metro Vancouver. [14:35] We're going to learn about their various roles, as well. Let's get to it! [14:39] Second Interview! Shaun Sinclair and Janiece Savien-Brown, welcome to RIMScast!  [14:47] Janiece Savien-Brown is the Manager of Risk and Claims Services with Metro Vancouver by day. She has been involved with BCRIMA for 17 or 18 years. BCRIMA started the Coast 2 Coast Legacy Challenge three years ago. Last year was its first year in Vancouver. [15:07] Shaun Sinclair is the Program Head of the General Insurance and Risk Management Program at BCIT, an institute of technology in Vancouver and Burnaby, B.C. [15:17] They teach students insurance and risk management courses. Students graduate with a CRM and a Chartered Insurance Professional designation. [15:26] Shaun is also the President of BCRIMA this year. He has been a BCRIMA member for a long time. This C2C Legacy Challenge was awesome for Shaun because two teams from BCIT got into the finals. Shaun had to recuse himself.  [15:51] Janiece says the RIMS Canada Conference 2025 was fantastic! Shaun was there with seven students, and it was awesome to see what they were learning. The students told Shaun they loved everything about it. [16:45] The two finalist teams were The Deductibles and Insure and Conquer. This year's submissions were highly creative and impactful. [17:10] Shaun has been involved in Risk Management Challenges for years and has been to the nationals several times with groups. Shaun stays pretty hands-off. The students get the challenge, and Shaun discusses it with them. He figures out what they need from him to do it. [17:42] In this case, a root cause analysis wasn't needed. They learned how to do a Failure Mode and Effects Analysis (FMEA), a heat map, and gather general knowledge. Then he let them go. They came up with the 10-page report. He didn't watch their presentation until they went live. [18:14] Their champion for the challenge was Ken Letander. The challenge was a procurement question. If your organization's ownership is 51% Indigenous, and you keep your staff 33% Indigenous, money comes your way for contracts. [18:48] When the contract is over and it's time to get the money, but the organization refuses to give that information, how do you make sure they have the 33% Indigenous staff and 51% Indigenous ownership? Do you need pictures, or can you use Elders to say it's enough? [19:12] The students had to read a lot about risk and the rules and regulations regarding this question. They had to read the Canadian government's language on what the rules are. It was an interesting case. [19:38] Janiece didn't envy them at all. The students came up with some solutions for Ken Letander, and he was thrilled with what came from all of the reports. [20:33] Janiece says the presentations were phenomenal from both teams, as well as the written submissions. The collaboration came through and showed they owned the essence of the project. You could see the desire of the top team to make it work. [21:12] Shaun says the cases used in C2C are pretty much real cases. Janiece says last year's case competition had to come up with an equitable access tool to use in the system. After Janiece had surgery, she was given a survey, and she recognized it from the case study. [22:26] Justin says it's great that the students collaborate. You need teamwork. [22:54] Shaun says you hear a lot about isolation. He says BCIT is sometimes called “Being Crammed Into Teams.” Shaun and the other teachers assign projects where students are forced to work with at least three or four people. [23:13] After two years of group projects, collaboration is relatively easy. Shaun also makes the students hand-write their exams. They learn how to think through a problem and put it down on paper. Afterward, they go outside and talk about what they did. [24:52] Shaun's advice to academics and students entering a C2C challenge is to follow the rules. If they say 8-point font, 10-page maximum, don't send 14 pages. The instructor should help students understand the material and then step back. Let the students do it. It's on them. [25:42] Janiece says it is key to engage at the conference. While the Challenge is the key feature, the experience at the RIMS Canada Conference is a large part of it. Be present. Don't be on your phones the whole time. Attend sessions. Come to the events, have fun, and network. [26:07] Janiece was at an event, and five people came up to her and asked if she had brought the BCIT students (Shaun had). [26:22] People were absolutely amazed at how engaging the students were, willing to put themselves out there, and setting meetings with people in BC for opportunities when they come back. That's part of the experience. [26:40] Shaun points out that a couple of the students are quite shy and have come out of their shells because they've had to talk to people. The more you do it, the better you get at it. [27:01] Janiece reports that at one of the events, the students who were in Vancouver from Calgary came out and met with her students. RIMS, RIMS Canada, and the local chapter promote engagement. [27:31] The 2025 C2C Challenge Calgary winner is The Deductibles, 1.95 points ahead of Insure and Conquer. Insure and Conquer did an awesome job as well. [28:11] The Deductibles team is: Rabia Thind, Triston Nelson, and Ryan Qiu. [28:32] Parting advice for risk students as they step into their careers: Shaun says, if you're going to be an accountant or finance student, think about insurance risk management. Amazing career opportunities in fields that cover everything are all within your grasp. Put it on your radar. [29:26] Janiece says she is living proof of that. She was going to be an accountant. After a car accident, she switched to insurance and risk. It's a lifestyle. She has gained many friends, colleagues, and mentors. She started as an adjustor and after 31 years, she's still in the industry. [29:54] Shaun says you can swap jobs from broker to underwriter, to claims, to risk manager, to education, and not start again at the bottom. It's an amazing career. [30:26] Justin says Thank you so much, it's been such a pleasure to reconnect with you here at the Telus Convention Center in Calgary, for RIMS Canada Conference 2025. Shaun and Janiece are already thinking about the C2C Challenge in 2026. We'll see you there! [30:51] As I said at the top, we're going to close things out with an improvised session called “Intentional Mentorship,” which was produced at the DE&I Studio. [31:19] Improvised Session, “Intentional Mentorship,” at the DE&I Studio! With the insights of Dionne Bowers, the Cofounder and Chair of CABIP, Ray Chaaya, the Head of Talent at Zurich Canada, and Natalia Szubbocsev of Appraisals, International. Please enjoy! [31:40] Natalia Szubbocsev introduces the panel. Natalia is the Executive Vice President at Appraisals, International, an insurance appraisal company, global but small, with a diverse, inclusive team. Natalia has been a mentee and a mentor and is glad to contribute her insights. [32:38] Dionne Bowers is the Co-founder and Chair of the Canadian Association of Black Insurance Professionals, a nonprofit organization, and has recently joined Markel Canada as one of their business development Colleagues. [32:57] Ray Chaaya is head of talent for Zurich Canada. Ray oversees talent acquisition, talent development, and talent management, as well as the culture portfolio for the company, DEIB, and community impact. [33:15] Natalia asks What does mentorship, particularly inclusive or intentional mentorship, mean for you? Dionne says that it is a strong commitment by both the mentor and the mentee to work together for growth opportunities. [33:38] Intentional mentorship is the dedication that each party has to bring to the table, and fulfilling any sort of mandates that have been asked by both. Depending on the program, it's making sure that everyone is on the same page in terms of what they want from each other. [34:04] Ray agrees with Dionne. There has to be a mutual benefit. Ray has been a mentee and a mentor, and finds that the most valuable mentorship relationships are where the mentor and the mentee walk away feeling like they're learning something every day, having a conversation. [34:30] Ray says it's a two-way street and a relationship that can often last for years, because it is a relationship where the value is long-term. Ray talks to young people, and they ask, You're my mentor, what do I do? It doesn't work that way. It's a long-term investment. [34:56] Natalia says that traditional mentorship, besides being one of the best ways of professional development, is also to transfer knowledge from someone who has the experience to someone junior in his or her role. What other purpose does mentorship serve? [35:19] Dionne says it's also recognizing that it's an opportunity for learning from one another. A mentor is a seasoned insurance professional who is working with someone who is a new entrant to the industry. [35:37] It's recognizing that a mentor and a mentee are learning from each other. Strength in development is making sure that you are taking away something from each other, each time you meet, connecting and learning trends and thoughts, and diversity of thought. [36:10] Dionne asks, How can we do things differently? She has learned a lot from young people. Dionne thought she was cool, but apparently, she's not. And she's just taking away a lot of that into her own world, professionally and personally. [36:23] Natalia says her experiences are not just intergenerational, but in Canada and beyond, intercultural. She says what needs to be respected and adapted to, both by the mentor and the mentee, is that you're coming from different backgrounds. [36:45] In a global setting, that will affect communication, that will affect the thought processes, that will affect everything; the way we do things. Because Natalia leads a global team, she has to be adaptable, sensible, and respectful of the cultural nuances. [37:07] At the same time, she asks her mentees or team to do the same for her, because she comes from a very specific background. She has an Eastern European background. It doesn't matter that she's lived in Canada for 25 years. [37:25] Her background defines the way she communicates, thinks, and handles things. Every culture communicates differently. That's an overall mutual understanding, knowing that we all come from different backgrounds. [37:47] Dionne says there has to be a willingness to learn. There's no point in having a mentor-mentee relationship where it's just going to be closed off, and this is what we're going to talk about. There has to be a willingness to learn. [38:07] Ray says there's a learning agility piece. You have to be flexible in how the relationship is going to go. Every mentorship relationship is different, too. There are no steps on how to be a good mentor or a good mentee. [38:25] It's the chemistry between the two, the value that you bring to each other, and the conversations. The maturity of a mentorship can also go into sponsorship. [38:37] When Ray has a conversation with somebody, and they get to know each other, and feel what they want to get out of this, he can be a voice for that person. It goes back to the conversation of lifting others when you can. [38:54] When Ray thinks back to his mentors who stick out in his mind. He has a lot of respect for them. They are the people who spoke about him when he was not in the room, and had his back in that room when he was not there. [39:15] Those are the people, as Ray matures in his career, he doesn't know that he would be here today if it weren't for those mentors. And that is what he hopes he can bring to somebody else as a mentor. [39:29] Natalia says, in a global setting where she works, boosting confidence is very important. In a multicultural global setting, it's important to encourage someone in a different country, who communicates differently, that it doesn't matter, they can do it. [39:50] We are working on a common goal. That's part of the sponsorship/mentorship/training. [40:08] Ray says you have to be honest as a mentor. The toughest times for Ray were when he realized he was trying to make this work for a person, but to be honest with himself, as a mentor, he should be encouraging this person to look somewhere else, at what their passions are. [40:33] He went into it thinking he wanted this person to be the best they could be at this job. And he realized that's not his job as a mentor. [40:43] His job is to understand what they want out of their career, where they bring value, where their passion is, and guide them to make sure that they ultimately are happy with their career, and they're bringing value to society, and they're contributing to the community. [41:06] One specific person Ray was mentoring, he was desperate to fit them into the insurance industry, because that's how he was programmed. He was thinking, Why is this not working? And he realized it's not working because they don't want to do this. [41:25] And as a mentor, Ray's job now is to say, What do you want to do, and let's help you get there. And when he made that mind shift, it just clicked. That was a little bit of a learning opportunity. Now he's a better mentor for learning that. [41:42] Dionne agrees with that. She had one mentor who told her, If you plan to give back as a mentor, don't have any expectations, or you're setting yourself up for failure. [42:05] A lot of mentors have a similar approach, because we don't know. We want it so badly. We want to be able to say, I did that. I helped them get to wherever. If you have a mentee who is not in the mindset, and you're not sure that this is for them, have that conversation. [42:38] It's important to recognize that you're going to impact their lives differently. Even though you have that mentor-mentee relationship, you may be asking them to reconsider dipping their foot into the industry. [42:55] Natalia says not making assumptions about the other person and having that curiosity, openness, and mutual communication is very important. [43:05] How do you build in mentorship or inclusive or intentional mentorship into your organization? Ray says mentorship programs should be part of any industry, any corporation, or any organization. If you expect people to learn and grow, they need mentors. [43:30] Ray says Zurich has baked in mentorship programs into a lot of its development programs. Your development means you get a mentor, and you learn from that mentor. They bake it into the development strategy that's already there, and don't make it an off-site thing. [43:57] It shouldn't be another thing; it should just be part of your growth and development. And so, whenever they can bake it in, that's what Zurich does. [44:04] Zurich also has amazing employee resource groups that champion a lot of its programs, and the Zurich African and Caribbean Alliance, ZACA, which has worked with KBIP, is a massive champion of its mentorship program. [44:19] Just two or three months ago, Zurich held a mentorship day and increased the mentors on its mentorship platform by 48%. It was just another thing that was out there that nobody was talking about, and another thing people had to sign up for. [44:39] Zurich's employee resource group put a spotlight on it, and they showed the value, and they made it part of the ERG's culture to participate in mentorship. Then all of those ERG participants signed up to be mentors, and now are actively mentoring. [45:00] You really need to look at it from a strategy perspective. It can't just be an extracurricular activity that you add on. [45:08] Dionne agrees. KBIP works with organizations like Zurich, and with the ZACA program and the team, but also does the work for organizations that are not there yet or not willing to put the extra effort in to embed it into the DNA of the organization. [45:33] Part of KBIP's mandate is to create a mentorship program specific to Black insurance professionals. It doesn't matter where you're from, international or domestic student, or anyone who wants to be part of the organization and get extra support to build on their career trajectory. [46:02] What do mentors get out of mentorship? Dionne says as a mentor, she gets satisfaction from seeing someone excel, not necessarily from start to finish. You could be at the tail end of their journey, you could be at the beginning, or you could be in the middle. [46:36] If there is a desired outcome for both parties, and there's success, when someone calls you or texts you and says, You know what, I got that job, or I was recognized for doing XYZ, that is satisfaction. That is success. [47:00] Ray says his passion is helping people grow and develop. He started his HR career in learning and development, because he used to be intrinsically rewarded when he saw somebody learn something he taught them, or he trained them on. That felt like a superpower. [47:21] When Ray can do that with the programs Zurich runs, and he interviews people and watches their growth, and they are so grateful; to Ray, that is worth it all. You don't even have to pay him for that. He will volunteer and do that his entire life because of what he gets out of it. [47:47] Natalia agrees. There are obvious advantages from an organizational point of view, but from an individual point of view, Natalia feels that she has arrived at a point where there's no ego anymore. She wants to transfer her knowledge to someone. [48:04] Natalia wants to tell someone that they can do it. Because she did it, they can do it as well. And that's a very important aspect of mentorship. [48:15] How do you make mentorship intentional and inclusive? Ray says it means they have to see the value. It has to be part of the business strategy. Anything that is not intentional, people think, Why do I have to do this, on top of everything else that I need to do? [48:36] The second we are making it intentional, it has to make sense. This is why I'm doing this, because it's going to benefit me, it's going to benefit the company, and it's going to benefit the people I'm impacting. [48:47] They have to see the strategic business value, and with mentorship, it's easy. Because there's massive value for the organization, there is a massive competitive edge if you're doing it properly, and there is massive learning and development for your workforce. [49:05] You just need to sit down with professionals like KBIP, with people who have thought through it, and understand how to help you bake it into the strategy. Just do the work. Anything intentional has to make sense. If it does not make sense, it can't really be that intentional. [49:28] Dionne says that in every organization, when you are constructing your missions and your value statements, it's sitting down as an executive team, and asking, How can we execute on this? What does that mean? Mentorship is something that bleeds into your brand. [49:57] The brand recognition from a competitive edge standpoint is huge. Dionne says she can walk into a school for outreach programs and say, Zurich is a market of choice. You would want to work with Zurich because of this, this, and this. [50:14] If you can tell them that they're going to be supported along the way with their career, that's added value. That is something that will definitely differentiate Zurich in the marketplace. [50:26] Dionne adds that being intentional is huge because when you are not, people can see right through that. That is where you create toxic cultures. [50:39] It's not in a company's best interest to ignore the opportunities that stem from mentorship programs. [50:47] Natalia says she's not an HR professional, but she imagines that mentorship has a great role in not just attracting the right talent, but in retention as well. [50:58] Ray affirms, 100%. It's part of your growth and development. Sure, you can use it as a competitive edge to attract people, but if you're not doing it right, then they're not going to develop and grow, and that competitive edge is really just smoke and mirrors. It's not real. [51:15] So, if you're going to do it right, you have to develop people and grow people through your mentorship programs, and you have to show the results for it. [51:26] Dionne adds, That speaks to the inclusivity part of diversity, equity, and inclusion. If you can build a strategy that equates to inclusion, it equates to retention. It's not rocket science.  [51:49] Ray says Zurich is really good at that. [51:52] Final thoughts on intentional mentorship. Dionne says, “Just do it. I'm a Nike gal. Just do it.” [51:59] Ray says, “I wouldn't be where I am in my career if it weren't for my mentors and my sponsors. And so, if you see potential, mentor the heck out of that potential, because they will thrive.” [52:15] Dionne says, “And acknowledge it. I think that's a big part of that strategy.” [52:21] Natalia thanks Ray, Dionne, and the RIMS DE&I Studio for picking up this topic, a very important topic, and she hopes you enjoyed the session. [52:38] Justin says special thanks again to all of our guests here at the RIMS Canada Conference 2025. Be sure to mark your calendars for October 18th through the 21st, 2026, for RIMS Canada, which will be held in Quebec City. [52:55] Shout out to the RIMS Canada Council for producing another fantastic conference and to the RIMS Events Team and all my RIMS colleagues who worked tirelessly to make the last three days so smooth. It's such a pleasure to work with you all. I look forward to seeing you next year. [53:14] Plug Time! You can sponsor a RIMScast episode for this, our weekly show, or a dedicated episode. Links to sponsored episodes are in the show notes. [53:43] RIMScast has a global audience of risk and insurance professionals, legal professionals, students, business leaders, C-Suite executives, and more. Let's collaborate and help you reach them! Contact pd@rims.org for more information. [54:02] Become a RIMS member and get access to the tools, thought leadership, and network you need to succeed. Visit RIMS.org/membership or email membershipdept@RIMS.org for more information. [54:19] Risk Knowledge is the RIMS searchable content library that provides relevant information for today's risk professionals. Materials include RIMS executive reports, survey findings, contributed articles, industry research, benchmarking data, and more. [54:35] For the best reporting on the profession of risk management, read Risk Management Magazine at RMMagazine.com. It is written and published by the best minds in risk management. [54:50] Justin Smulison is the Business Content Manager at RIMS. Please remember to subscribe to RIMScast on your favorite podcasting app. You can email us at Content@RIMS.org. [55:02] Practice good risk management, stay safe, and thank you again for your continuous support!   Links: From RIMS Canada: “RIMS Ontario Chapter Honours Bombardier's Daniel Desjardins with the 2025 Donald M. Stuart Award” RIMS ERM Conference 2025 — Nov. 17‒18 Spencer Internship Program — Registration Open Through Oct. 15. RIMS Western Regional — Oct 1‒3 | Bay Area, California | Registration open! RISKWORLD 2026 — Members-only early registration through Sept 30! RIMS-Certified Risk Management Professional (RIMS-CRMP) The Strategic and Enterprise Risk Center RIMS-CRO Certificate in Advanced Enterprise Risk Management — Featuring Instructor James Lam! Next bi-weekly course begins Oct 9. 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See the full calendar of RIMS Virtual Workshops RIMS-CRMP Prep Workshops   Related RIMScast Episodes with 2025 RIMS Canada keynotes: “Distilling Risk and Resilience with Manjit K. 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RIMS Virtual Workshops On-Demand Webinars RIMS-Certified Risk Management Professional (RIMS-CRMP) RISK PAC | RIMS Advocacy RIMS Strategic & Enterprise Risk Center RIMS-CRMP Stories — Featuring RIMS President Kristen Peed!   RIMS Events, Education, and Services: RIMS Risk Maturity Model®   Sponsor RIMScast: Contact sales@rims.org or pd@rims.org for more information.   Want to Learn More? Keep up with the podcast on RIMS.org, and listen on Spotify and Apple Podcasts.   Have a question or suggestion? Email: Content@rims.org.   Join the Conversation! Follow @RIMSorg on Facebook, Twitter, and LinkedIn.   About our guests: Eddie Tettevi, Sandbox Mutual Insurance CRO RIMS Canada Council Chair — DEI and Comms Janiece Savien-Brown, Metro Vancouver Shaun Sinclair, BCIT "Intentional Mentorship" improvised session from the DE&I Studio, featuring: Dionne Bowers, Co-Founder & Chair of the Canadian Association of Black Insurance Professionals (CABIP); Ray Chaaya, Head of talent for Zurich Canada; Natalia Szubbocsev, Executive Vice President at Appraisals International Inc.    Production and engineering provided by Podfly.  

Empowering Leaders. Transforming Organizations. Inspiring Change. Visionary leaders who lead by building healthy connections and providing generous compassion,  are highly influential. They inspire individuals and teams, they drive meaningful change, and they break through where complacency otherwise predominates. That's because the mind alone, without input from the heart and soul often leads to burnout, apathy, and fear. Approaching inevitable change in our world engaging the intellect alone can often be cold, unfeeling and even brutal. But when change is based in a systemic consciousness of the whole person and includes empathy, compassion and a commitment to help everyone in a workforce feel connected and significant, they feel seen, safe, and they fully engage. Then people invest themselves in their work, in their teammates, in their leaders and in the success of their organizations.   This is a time when the world is waking up to the importance of moving from Industry 4.0 where we focused on technology-based automation and efficiency, to Industry 5.0 where we focus on human-centric collaboration while using such automation. In Industry 5.0, the emphasis is on sustainability, worker wellbeing, and purpose-driven innovation.   While Industry 4.0 brought us AI, the Internet of all Things, and Robotics, Industry 5.0 builds on this by focusing on how to use technology to complement and support human capabilities, promote ethical integration, and achieve many greater social goals, beyond just productivity.   In order to meet today's complexity, speed of change, diversity, globalization and new technologies, we MUST develop people so they are highly free AND highly responsible. They must be able to lead AND follow as needs dictate no matter their title, gender, tenure or role. They must be capable of heuristic thinking so they can solve challenges never seen before “on the fly” rather than passively waiting for someone to feed them often outdated answers and direction. They are developed to be critical thinkers and to attend to new concepts, terms, and tools aligned with expanding their authenticity and potential.   In order for this kind of person to be trained and supported, leaders must understand how to build trust, create psychologically safe, inclusive and equitable conditions and conversations that align with purpose and values-based ways of running organizations. The priority is people, purpose, and principles before profit to ensure the broadest expression of profit becomes possible.   Questions for today's interview may include:   1. You once wrote that “there is an increased need at the C-Suite level for upgraded leadership skills development, to challenge complacent mindsets and beliefs, and to pour compassion more intentionally into their own personal evolution” Can you tell our audience why and how you see that this increase is needed, what are the complacent mindsets and beliefs and how do you help them pour compassion intentionally into their own personal evolution?   2. You also said, “It makes sense to build skills, embrace DEI knowledge, Allyship, Reasonable Accommodation strategies, and learn how to realign policies with the inclusion of the voices of your HR teams and your people.” Many people do not always think of inclusion as people having a voice and being heard. They think of inclusion as being hired but not having shared recognition and agency. Can you share stories about how you came to this idea of helping people at every level have a voice? Can you also share some stories about what it's been like when you've helped this happen?   3. You integrate African Principles of Leadership into your work. Can you share with our audience what those principles are and how you integrate them into your work?   4. Arthie, I feel such kinship with you because you to believe in challenging the current narratives around Men and Women Empowerment. Like me, you also believe we need men AND women to share expertise, wisdom and knowledge, including conversations around equity. You help this process by using Reverse Mentoring. We use the same. Would you share some of what you've seen happen, shift, and become empowering for men AND women as you introduce, oversee, and support this process?    5. You are a Board Member of SAIMC (the Society for Automation Instrumentation Mechatronics and Computer Engineering) where you have been a frontline champion in the Fourth Industrial Revolution (4IR) and clearly a bright intellect in that evolution. Tell our audience why 4IR is not enough and why it's important that the mind is complemented by the energy of the loving heart as promote in 5IR (the 5th Industrial Revolution) and why this is vital for the achievement of our broadest idea of success?   6. You are a specialist in DEIB. Many people know DEI stands for Diversity, Equity and Inclusion but are not familiar with the B which stands for Belonging. This belonging includes fostering a deep sense of connection, psychological safety, and acceptance, ensuring that every employee feels understood, valued, and like an indispensable part of the team. This is central to my work too because when people feel belonging and that they matter and have significance, that is when they move out of what's called “inferiority complex” the limiting and fearful self-beliefs under every struggle within and between people. It's also what's needed for them to feel empowered, lovable, connected and contributing. How has the B – the Belonging component made a powerful life-changing difference in your work, for the people you help, and how do you see its value in making a difference in the world? Can you also share any stories around this?   7. I read that when you were a fresh, enthusiastic but somewhat insecure 18-year-old, you met business owner, author and motivational speaker Jim Rohn and were forever changed when you heard him speak deeply about the love of People First, and about impact and Influence. He spoke about being kind and gracious and being of value and you were so moved that you said it was the seed that set your life and work intention from that day forward. Can you share what that experience was like for you and what you have found to be helpful as you look back on it?   8. Arthie, you and I both teach about Psychological Safety. Not everyone is fully sure what that is and why is it so important for the growth, development and the strategic impact on the well-being of an organization. Can you share what psychological safety is for you and how you help leaders align with creating it? What difference has it made in organizations?   9. You believe in the power of 3 E's Embrace: “your past” Evaluate: “your present” and Evolve: “your future” You wrote a book called the Compassionate Leader of Influence in which you shared about the role of the 3Es and how compassion plays a part. Can you tell our audience more about this and your book - why you wrote it and what you want people to takeaway from reading it?   10. How can people get in touch with you and is there anything you want to share with our audience about your book, your work, or any events you have coming up?   11. As we close this time together, what words of wisdom would like to leave with our audience?  

We are seeing the politicization of DEIB across higher education. Join Rev. Sam Offer, dr. becky martinez, and Rev. Dr. Jamie Washington discuss how campus leaders can lead through this shifting landscape with integrity and effectiveness. They touch on the context of culture change progress and pushback, performativity and sustainability, well-being for DEIB professionals, responding to students, and coalition building for us all.

How does lived experience inform DEI facilitation, connections, and dialogues?While requiring DEI facilitators and educators to have lived experience can correct historical wrongs and build connections, it also puts them at personal and professional risk. This work involves significant, often invisible emotional labour, which falls disproportionately on those with diverse identities and can lead to burnout. To mitigate harm, organizations must provide structural support like co-facilitation and equitable workload distribution, while facilitators can use personal strategies like strategic self-disclosure to protect themselves.On this episode of Just One Q, Dominique chats with applied social psychologist Dr. Sara Kafashan about the practice of "identity as curriculum." They discuss the professional risks and emotional labour involved when facilitators use their lived experience in DEI work or to teach sensitive topics, and explore how organizations can better support those doing this vulnerable and essential work.Keep Up with Sara:https://www.linkedin.com/in/drsarakafashan/Try Learning Snippets:https://dialectic.solutions/signupContact Us to Be a Guest on Just One Q:https://dialectic.solutions/podcast-guest

Diversity, Equity, and Inclusion has become a critical framework for organisations striving to create more supportive environments for both current and prospective employees. As the competition for talent intensifies, firms are recognising the importance of addressing gaps in representation. Today's guest on CMO Series REPRESENTS is someone well-versed in driving meaningful change and is here to discuss why building a culture of belonging matters. Olivia Backon is joined by Paul Modley, AMS's Managing Director of Diversity, Equity, Inclusion, and Belonging.  Paul's journey has been powerful and inspiring, taking him from his working-class roots in Wales to the London 2012 Olympic and Paralympic Games, and now leading the charge at AMS where he has created a global Diversity, Equity, Inclusion, and Belonging Centre of Excellence to ensure that existing and emerging talent get the support, resources and recognition they deserve.  Paul and Olivia explore: The influence of Paul's upbringing in shaping his commitment to social mobility throughout his career How AMS has advanced its DEIB initiatives in response to global pivotal moments  The strategies AMS is implementing to elevate disability inclusion and neurodiversity within workplace conversations How AMS supports clients in navigating their own DEIB journeys while maintaining clarity and consistency in its internal strategy What genuine buy-in for DEIB looks like in practice Practical advice for organisations seeking to strengthen and embed a more impactful DEIB strategy

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com SummaryIn this episode of the #thePOZcast, Adam Posner interviews Jahmaal Marshall, a corporate wellness advocate and founder of Listen Then Speak. They discuss Jamal's journey from a challenging childhood to a successful career in coaching, emphasizing the importance of mental health, the impact of social media on workplace culture, and the misconceptions surrounding incarcerated individuals. Jamal shares insights on the significance of vulnerability in leadership, the role of AI in the workplace, and how to redesign corporate culture for better employee well-being. The conversation concludes with Jamal's definition of success and the importance of authenticity in both personal and professional life.Takeaways- Jahmaal Marshall is on a mission to transform how we work.- The journey from childhood influences to career choices is significant.- Social media can create unrealistic expectations about work culture.- Vulnerability in leadership is essential for authentic connections.- Work-life balance is a myth; focus on work-life rhythms instead.- AI should enhance human capabilities, not replace them.- Success is defined by authenticity and being true to oneself.- It's important to have a support system of trusted individuals.- Burnout is a real issue that needs to be addressed in corporate culture.- You can only do what you can; it's okay to say no.Chapters00:00 Introduction to Jahmaal Marshall and His Mission02:56 Jahmaal's Journey: From Childhood to Career05:58 Transitioning from Justice to Coaching08:44 The Impact of Social Media on Work Culture12:03 The Role of the Church in Jahmaal's Life14:50 Finding Purpose in Coaching17:57 Misconceptions About Incarcerated Individuals20:44 The Importance of Offline Time23:49 The Birth of Listen Then Speak27:02 Navigating Corporate Culture and Burnout29:48 The Role of AI in the Workplace32:52 Redesigning Corporate Culture35:54 Vulnerability in Leadership38:39 Defining Success and Authenticity41:48 Closing Thoughts and Future Plans 

Fundraisers Friday cohosts Julia C. Patrick and Tony Beall dive into a thought-provoking conversation about the future of corporate sponsorships, the changing dynamics of nonprofit partnerships, and the launch of their new book, The Architecture of Fundraising.The show kicks off with Julia setting the tone for a discussion that is anything but light—because corporate sponsorships in 2026 will demand more strategy, accountability, and creativity than ever before.Tony adds his perspective, explaining how employee engagement has overtaken gala tables as the centerpiece of sponsorship. He explains: “When structured well, employee engagement helps a corporation develop emerging leaders through volunteerism, while strengthening teams through shared service experiences.”Julia expands the conversation by connecting sponsorships to employee retention, HR priorities, and brand loyalty. She shares real stories from her career, including the tough calls nonprofits face when lucrative corporate dollars come from companies with misaligned values. Together, the cohosts explore how consumer behavior and corporate reputation intersect with philanthropy, reminding us that today's donors and customers expect alignment of values, not just a logo on a program.The episode doesn't shy away from controversy. DEIB funding withdrawals, politically charged sponsorships, and “cancel culture” pressure on corporations have already reshaped the landscape. Julia tells of an advisory board that lost funding simply for using DEIB language, while Tony points to Pride organizations nationwide that saw longtime sponsors retreat. Yet both emphasize that diversification of revenue, transparent policies, and mission alignment are essential for weathering these storms.Technology and data are also at the forefront. Sponsors are no longer satisfied with anecdotes or temporary goodwill; they want measurable outcomes. Julia and Tony challenge nonprofits to track impact rigorously, report frequently, and integrate sponsor ROI into community stories. The conversation makes clear: numbers, stories, and values all matter—and nonprofits that can weave them together will win long-term partnerships.This episode motivates nonprofits to rethink how they approach corporate sponsors. The message is unmistakable: the future of sponsorships is about long-term vision, measurable impact, and authentic alignment.Find us Live daily on YouTube!Find us Live daily on LinkedIn!Find us Live daily on X: @Nonprofit_ShowOur national co-hosts and amazing guests discuss management, money and missions of nonprofits! 12:30pm ET 11:30am CT 10:30am MT 9:30am PTSend us your ideas for Show Guests or Topics: HelpDesk@AmericanNonprofitAcademy.comVisit us on the web:The Nonprofit Show

#thePOZcast is proudly brought to you by Fountain - the leading enterprise platform for workforce management. Our platform enables companies to support their frontline workers from job application to departure. Fountain elevates the hiring, management, and retention of frontline workers at scale.To learn more, please visit: https://www.fountain.com/?utm_source=shrm-2024&utm_medium=event&utm_campaign=shrm-2024-podcast-adam-posner.Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  SummaryIn this episode, Adam Posner interviews Charlotte Dales, co-founder and CEO of Inclusively, a platform dedicated to creating equitable workplaces. Charlotte shares her journey from finance to founding Inclusively, inspired by her cousin Cameron's achievements despite challenges. The conversation delves into the importance of workplace accommodations, the role of anonymity in fostering inclusion, and the need for data-driven insights to bridge gaps in employee support. Charlotte discusses the pivot from a hiring platform to a focus on retention and the future of work, emphasizing skills-based hiring and authentic DEI practices. She also offers advice for aspiring founders on balancing personal and professional life while defining success beyond financial metrics.Takeaways: - Inclusively aims to create equitable workplaces through technology.- Charlotte's inspiration came from her cousin Cameron's journey.- Accommodations in the workplace can significantly impact employee success.- Anonymity in requesting support is crucial for employee comfort.- Data-driven insights help align employee needs with company offerings.- The business model pivoted from hiring to retaining talent.- Skills-based hiring complements the need for accommodations.- Authenticity in DEI practices is essential for real impact.- Balancing work and personal life can enhance productivity.- Success is defined by the positive impact on future generations.Chapters00:00 Introduction to Inclusively and Its Mission02:59 Charlotte's Journey: From Finance to Founding Inclusively06:03 Inspiration from Family: Cameron's Story08:55 The Importance of Accommodations in the Workplace11:51 The Role of Anonymity in Workplace Inclusion14:47 Bridging the Gap: Data-Driven Insights for Employers17:57 Pivoting the Business Model: From Hiring to Retaining Talent20:54 The Future of Work: Skills-Based Hiring and Inclusion24:00 Navigating the DEI Landscape: Authenticity vs. Performative Actions26:58 Advice for Aspiring Founders: Balancing Life and Work29:42 Defining Success: Beyond Numbers and Exits 

Send us a textWhat does true fairness look like in professional certification? Carrie Abner, Vice President of ICF Credentialing, pulls back the curtain on a groundbreaking initiative that's transforming how coaches around the world become certified.Four years ago, amid growing social conversations about equity, ICF leadership asked themselves a challenging question: were they truly living their values when it came to fairness in their credentialing process? This moment of reflection sparked a comprehensive equity assessment that would examine every aspect of how coaches earn their ICF credentials. The project, completed in October 2024, reveals both courage and commitment from an organization willing to look critically at its own practices.Working collaboratively with ICF's DEIB team and an academic researcher specializing in diversity, Abner's team developed sophisticated methods to collect data, listen to stakeholders, and identify potential barriers in their processes. What they discovered led to meaningful changes: expanded assessor diversity to match growth in global markets, enhanced exam accommodations that benefit all candidates, and free exam tutorials that demystify the testing experience. Perhaps most importantly, they established ongoing feedback mechanisms that ensure continuous improvement."Most things that matter take courage," Abner notes, reflecting on the vulnerability required to examine established systems for hidden biases. The assessment represents more than just procedural tweaks—it's a fundamental shift in how ICF approaches credentialing, balancing rigorous standards with accessibility and cultural awareness.For coaches preparing for ICF credentials, these changes mean a more equitable path to certification. For the coaching profession as a whole, ICF's work demonstrates how organizations can move beyond good intentions to create measurable improvements in fairness and inclusion.Share your experience with ICF's credentialing process—they're listening and using your feedback to drive positive change. Connect with Carrie Abner at carrieabner@coachingfederation.org or explore ICF's resources at coachingfederation.org.Watch the full interview by clicking here. Find the full article here.Learn more about Carrie Abner here.Pearson Vue and ICF Testing Resources here. Grab your free issue of choice Magazine here - https://choice-online.com/

Welcome to another episode of The Inclusive AF Podcast with your hosts Jackye Clayton and Katee Van Horn! In this insightful and candid conversation, we welcome back Eric M. Bailey—author of "The Cure for Stupidity"—to dig deep into the ever-evolving world of diversity, equity, inclusion, and belonging (DEIB) at work. Things are shifting fast: DEI language is being weaponized, organizations are changing their approach (or just changing the name), and real change often feels stuck. Eric shares what he's seeing in the field, how companies are struggling (or doubling down!) on inclusion, and why masking DEIB work with “safer” words doesn't actually change what matters most—creating spaces where everyone feels they belong. We get real about: - Why changing terminology (like removing “diversity” or “equity”) misses the point - The cultural backlash against DEI and how it affects workplaces and nonprofits - How fear, discomfort, and misunderstood language create roadblocks (and why that discomfort is part of growth!) - The power of curiosity and active listening to actually move inclusion forward - Hilarious, relatable stories about idioms, travel, and what happens when cultural worlds collide Whether you're leading DEIB work, feeling discouraged by social and political barriers, or simply looking to grow and understand others better, this episode offers hope, wisdom, and a gentle push to stay curious, open, and kind. ➡️ Don't forget to subscribe, like, and drop your thoughts in the comments! Grab Eric's book "The Cure for Stupidity": https://thecureforstupidity.com #InclusiveAF #DEI #Belonging #DiversityAndInclusion #WorkplaceCulture #EricMBailey #CureForStupidity #Leadership #Curiosity #GrowthMindset #Podcast #WorkHuman #InclusionMattersIf you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

Dr. Serena Goncalves-Firsh, the Global Head of Talent at SoftwareOne, shares her refreshingly candid perspective on the evolving role of Learning and Development (L&D) in today's organizations.You'll hear her challenge traditional approaches to employee learning, advocate for seamless integration between learning, talent, DEIB, and performance, and call out industry complacency.Serena also shares how her small but mighty team serves 14,000 employees across the globe by staying closely attuned to actual business needs and leveraging the power of data and AI—not just for content creation, but for true predictive insights.Listen in for a fascinating discussion that covers everything from the purpose of L&D, how technology is reshaping talent strategies, to the importance of connecting learning directly to organizational impact.  You will want to hear this episode if you are interested in...[00:00] Integrated learning & talent strategy.[09:10] Rethinking organizational learning approaches.[21:47] Defining HR's role in automation.[29:04] Streamlining your learning and development team.[31:23] Creating GCP learning journeys.[34:49] Diversity, equity, and inclusion (DEI) in workplace policy.[40:34] AI's Role in boosting efficiency and elevating humanity.[47:08] Organizations as continuous learners.Resources & People MentionedCurious Advantage by Paul Ashcroft, Simon Brown and Garrick JonesThe 70:20:10 InstituteLori Niles-Hofmann on LinkedInJay Wetterau on LinkedIn Nigel Paine Learning Technologies Awards Connect with Dr. Serena Gonsalves-FerschDr. Serena Gonsalves-Fersch, FLPI on LinkedIn Connect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

How can we build strong intergenerational teams in the workplace?Instead of viewing generational differences through the lens of stereotypes or a “competition of pain,” we can approach them as a form of cultural diversity. By fostering cultural competence, validating each generation's unique experiences, and leveraging friction for growth, organizations can build stronger, more innovative teams. Strategies like two-way mentoring, having open conversations about values, and being curious about different perspectives can help organizations “future-proof” their culture, ensuring it is resilient and inclusive for everyone.On this episode of Just One Q, Dominique chats with guest Natasha Sharma, a DEI professional and the founder and CEO of Power in Progress. They explore how to move beyond common generational stereotypes by treating intergenerational differences as a form of cultural diversity. Natasha shares practical strategies to foster empathy, leverage friction for growth, and build stronger, more innovative teams that are inclusive for all ages.Keep Up with Natasha:https://powerinprogressinc.com/Try Learning Snippets:https://dialectic.solutions/signupContact Us to Be a Guest on Just One Q:https://dialectic.solutions/podcast-guest

Welcome to the Inclusive AF Podcast! In our most recent episode, hosts Jackye Clayton and Katee Van Horn get real about what's happening in workplaces and in the world right now. From HR ethics scandals and employee morale drops to the impact of DEIB cuts and the increasing role of AI at work, we dive deep into the stories making headlines—and the ones that should be. We talk about: - Why recent public scandals (think high-profile affairs at work!) shake company culture - How the rollback of DEIB efforts and politicians' choices impact employees - The truth behind return-to-office mandates, layoffs, and plummeting morale scores (like Dell's ENPS!) - How AI is changing daily work, what we're missing in upskilling, and tools you should actually be using - The real-life effects of legislative attacks on LGBTQ+ and other marginalized communities - Why it's so hard to feel good about your job when leadership's values don't match your own - Plus: Using fear, distraction, and power plays to keep people disengaged—and what we can do to push back We keep it honest, sometimes sassy, and always focused on how inclusivity, authenticity, and transparency can help us get through this wild year. Hit like, subscribe, and be part of the conversation by commenting below. We want to know: What are you seeing at work? How are current events impacting your morale? #InclusiveAF #WorkplaceCulture #DiversityAndInclusion #DEIB #HRpodcast #EmployeeMorale #AIEthics #LGBTQ #CurrentEvents #TeamCulture #ReturnToOffice #MentalHealthAtWork #AuthenticityAtWork Don't forget to check out our recent episode with Lindiwe for serious self-care tips! If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

How does growing up in foster care shape you as a leader? Chéla Gage is the former Vice President Global Chief Inclusion & Diversity Officer, workforce mental health advocate, inclusion expert, and host of the 1 Million Fosters podcast. Gage joins Morra to share how her childhood in foster care shaped her strengths as a leader, her reflections on anxiety and hypervigilance as an asset, and how she's transforming trauma into purpose. Chéla's journey from foster homes and group homes to senior leadership roles at Nissan, Raytheon, and Starbucks is a testament to the power of claiming your story. She shares how her upbringing honed her ability to read a room, anticipate challenges, and build belonging, skills that have made her invaluable in corporate spaces. Learn more about Chéla Gage: https://www.linkedin.com/in/chelagage/ Key Themes: ✅ Hypervigilance as Leadership Strength: Growing up navigating new homes and caregivers taught Chéla to read the room quickly, identify influencers, and trust her intuition—skills she now uses to drive business impact. ✅ Reframing Trauma into Purpose: Chéla discusses how she once felt shame about her foster care past but now sees it as her superpower, providing her with empathy and perspective leaders need. ✅ Parenting as Reparenting: Motherhood allowed Chéla to give the love she didn't receive as a child back to herself. ✅ The Role of Anxiety: Anxiety kept Chéla alert and prepared, but she learned to manage in therapy, to reduce constant threat scanning and burnout while embracing her “hypervigilance” as a leadership tool. ✅ Creating Belonging in Corporate Spaces: Through her career in recruiting and DEIB leadership, Chéla discovered the importance of recognizing and honoring people's whole stories, not just their resumes, to create true inclusion. Timestamps: 07:09 Hypervigilance as a Superpower 12:59 Transforming Pain into Purpose 18:40 The Role of Anxiety: A Double-Edged Sword 24:14 Inclusion and Belonging 29:51 The Impact of Personal Stories 34:50 Empowering the Foster Community

How do we create truly inclusive coaching spaces where everyone feels a sense of belonging? In this episode we reflect on the role of coaches in fostering environments rooted in diversity, equity, inclusion, and belonging (DEIB). As we prepared for our upcoming Coaching Summit, it felt important to open this conversation up to share our own insights and challenges around this essential topic. When we think about DEIB in coaching, we are reminded that this is not about achieving perfection or ticking boxes. Instead, it's about holding curiosity and awareness for the lived experiences and identities our clients bring into the coaching space. We discuss how our own identities, privileges, and unconscious biases influence not only who we are as coaches but also how we create the coaching environment. Throughout the episode, we I reflect on why this work matters so deeply to us personally. Our own motivation comes from recognising the privilege we have experienced throughout our lives. We are driven by a desire to create spaces where people feel seen, valued, and able to be their whole selves. We break down what diversity, equity, inclusion and belonging mean within a coaching context: Diversity: Acknowledging the broad range of identities and lived experiences. Equity: Recognising not everyone starts from the same place and ensuring fair access. Inclusion: Intentionally creating spaces where people feel respected and heard. Belonging: Moving beyond inclusion to that felt sense of connection and acceptance. These are not abstract concepts for us, they sit at the heart of how we approach coaching, particularly in group or team settings where systemic influences are more pronounced. We also explore the discomfort coaches may feel: the fear of ‘getting it wrong' or unintentionally causing harm. But avoiding these conversations entirely is not the answer. We encourage leaning into bravery, curiosity, and reflective practice. We discuss: How to navigate conversations about identity, privilege, and systems with sensitivity and openness. The role of supervision in supporting us to notice when our biases show up. The importance of language and accessibility in creating inclusive spaces. The ethical tensions that can arise when coaching within organisations still rooted in inequality. Ultimately, this episode is about growth over perfection. DEIB is a lifelong commitment, one where our openness to learning will shape the impact we have as coaches. We hope this conversation invites you to reflect on your own practice and inspires you to take small, meaningful steps towards deeper inclusion. If this resonates with you, you are warmly invited to join us for our upcoming Coaching Summit on 29th July, where we will be exploring DEIB in coaching even further. You can register here: igcompany.co.uk/summit25   Timestamps: 00:00 Introduction to DEIB in coaching 01:00 Why this topic matters to us 03:20 Defining diversity, equity, inclusion and belonging 05:00 How our identities shape the coaching space 06:40 Systemic influences in coaching conversations 09:00 Asking powerful, inclusive questions 12:00 Navigating judgement and bias as a coach 14:30 The role of supervision in DEIB practice 16:00 Permission, language, and accessibility 18:00 Moving from performative allyship to authentic action 20:30 Ethical tensions in organisational coaching 22:00 Why coaching is not always neutral 23:00 Invitation to continue the conversation at the Summit   Key Lessons Learned: DEIB is not about perfection but about intentional, ongoing learning. Our identities and biases influence the coaching space, whether we are conscious of it or not. Inclusive coaching requires bravery, curiosity, and reflective practice. Asking thoughtful, open questions can invite deeper reflection on identity and systemic influences. Supervision is a vital tool for exploring blind spots and deepening our DEIB practice.   Keywords: Diversity in coaching, Equity in coaching, Inclusion coaching conversations, Belonging in coaching, Inclusive coaching spaces, Coaching and unconscious bias, Coaching and privilege, Brave spaces in coaching, Systemic influences in coaching, Coaching summit on DEIB,   Links & Resources Coaching Summit 2025: https://igcompany.co.uk/summit25

In this episode of Convos from the Couch, we explore how Diversity, Equity, Inclusion, and Belonging (DEIB) shape a thriving workplace culture at LifeStance with guests KeYunna Taylor, Stephanie Winfree and Stacey Aiton. KeYunna Taylor, National Credentialing Coordinator and Director of the DEIB Committee, shares how DEIB initiatives help build psychological safety and strengthen employee engagement. Licensed professional counselor Stephanie Winfree emphasizes the importance of cultural competence in fostering meaningful connections with clients and improving treatment outcomes. Stacy Aiton, also a licensed professional counselor and Midwest Regional DEIB Chair, highlights how diverse teams lead to more creative solutions and stronger decision-making. Together, they discuss LifeStance Health's DEIB efforts — from Diverse Voices spotlights and book clubs to community engagement activities — and underline the critical role of culturally competent care in mental health, helping prevent misdiagnoses and better support patients' unique needs.

In Episode 199, Marsha discusses the final episode in her three-part series on diversity, equity, inclusion, and belonging. She emphasizes the importance of inclusion as an action, referencing Arthur Chan's quote: "Diversity is a fact, equity is a choice, inclusion is an action, and belonging is an outcome." To access a full transcript of this episode, please visit http://www.marshaclarkandassociates.com/transcripts/recast-inclusion-is-an-actionTo find out more about Marsha or to purchase a copy of her book, "Embracing Your Power: A Woman's Path to Authentic Leadership & Meaningful Relationships," visit her website at www.marshaclarkandassociates.com.

For Episode 198, Marsha shares the importance of equity as a choice, referencing Arthur Chan's quote: "Diversity is a fact. Equity is a choice. Inclusion is an action. Belonging is an outcome." She delves into stereotypes and biases, emphasizing the need for leaders to be aware and intentional in their decisions. To access a full transcript of this episode, please visit http://www.marshaclarkandassociates.com/transcripts/recast-equity-is-a-choiceTo find out more about Marsha or to purchase a copy of her book, "Embracing Your Power: A Woman's Path to Authentic Leadership & Meaningful Relationships," visit her website at www.marshaclarkandassociates.com.

In today's climate, where DEIB efforts are under attack, smart organizations know that embracing diverse perspectives leads to better decisions, stronger innovation, and thriving teams. Today, I'm thrilled to talk with Asheli Mann-Lofthouse about how to build and sustain impactful DEIB efforts—whether you're just starting or already well along the journey.We dive into how DEIB differs between nonprofits and for-profits, why the ultimate goal is to make DEIB programs obsolete, and what's needed at every stage—budget, buy-in, ROI, and more. Asheli also breaks down the difference between sponsors and allies, how cis white individuals can spark change in spaces where representation is low, and why your team's culture matters more than their job responsibilities.To access the episode transcript, please search for the episode title at www.TheEmpathyEdge.comKey Takeaways:DEIB isn't going anywhere, no matter what the politics say. People are just getting creative in how they describe it, talk about it, and structure it.While allyship is important, sponsorship is equally important. The more diverse voices you have, the better business decisions you're going to make. "We shouldn't need these elaborate structures and all these different ways to make sure we're being inclusive, because we should already be doing it. It should be holistically built into our system." — Asheli Mann-LofthouseFrom Our Partner:SparkEffect partners with organizations to unlock the full potential of their greatest asset: their people. Through their tailored assessments and expert coaching at every level, SparkEffect helps organizations manage change, sustain growth, and chart a path to a brighter future.Go to sparkeffect.com/edge now and download your complimentary Professional and Organizational Alignment Review today.About Asheli Mann-Lofthouse, President & CEO, Cultural Outreach and Racial Equity CollectiveAsheli Mann-Lofthouse is an Organizational Anthropologist who draws collectively from her afro-indigenous background and 15 years of DEI, human resources, and organizational development experience to lead the design and implementation of strategies that foster a culture of belonging and inclusion aligned with entity imperatives. With expertise in the development and execution of structured initiatives, Asheli empowers communities and organizations to break down systemic barriers, heal divisions, align value-driven priorities, and support diverse populations, allowing each individual to thrive. Her unique anthropological approach promotes awareness, allyship, and social justice by understanding holistic and diverse human experiences.Asheli is actively committed to contributing to social and organizational impact efforts in partnership with local, state, and federal organizations, educational institutions, non-profits, communities, and businesses from all sectors in need and has a proven track record of delivering results in equitable [and efficient] process and program management, research, evaluation, and organizational improvement through learning and leadership development. Asheli is a servant leader and lifelong learner, committed to understanding individuals from all perspectives, using anthropological and ethnographic methodologies to overcome barriers for those facing adversity.Connect with Asheli:Cultural Outreach and Racial Equity Collective NFP: core-collective.orgLinkedIn: linkedin.com/in/asheli-mann-lofthouseInstagram: instagram.com/core_collectivenfp Connect with Maria:Get Maria's books on empathy: Red-Slice.com/booksLearn more about Maria's work: Red-Slice.comHire Maria to speak: Red-Slice.com/Speaker-Maria-RossTake the LinkedIn Learning Course! Leading with EmpathyLinkedIn: Maria RossInstagram: @redslicemariaFacebook: Red SliceThreads: @redslicemariaWe would love to get your thoughts on the show! Please click https://bit.ly/edge-feedback to take this 5-minute survey, thanks!

Can ‘civility' bridge polarized perspectives at work?In our increasingly polarized world, many workplaces are turning to "civility" as a solution, but this approach often falls short by promoting a surface-level harmony that ignores the root of our divisions. Civility alone isn't the answer, it's only halfway there on the road to cultural competence. True progress requires developing skills that allow us to move beyond judgment and defensiveness. By understanding the developmental stages of how we interact with difference, we can navigate difficult conversations, reduce harm, and build the capacity to create genuinely inclusive and effective teams.On this episode of Just One Q, Dominique chats with guest Sara Taylor, a Cultural Competence expert and author of Filter Shift and Thinking at the Speed of Bias. They examine why civility initiatives often fail to bridge deep workplace divides and explore the five-stage model for developing cultural competence. They also discuss the real harm of politicizing identity and why true effectiveness requires moving beyond mere civility to genuinely understand and adapt to difference.Keep Up with Sara:https://www.sarataylor.com/Try Learning Snippets:https://dialectic.solutions/signupContact Us to Be a Guest on Just One Q:https://dialectic.solutions/podcast-guest

In Episode 197, Marsha discusses the challenges and importance of diversity, equity, and inclusion (DEI) in 2025. She reflects on how DEI has become politicized and polarized since her 2023 episode, noting the decline in corporate support.To access a full transcript of this episode, please visit http://www.marshaclarkandassociates.com/transcripts/recast-diversity-is-a-factTo find out more about Marsha or to purchase a copy of her book, "Embracing Your Power: A Woman's Path to Authentic Leadership & Meaningful Relationships," visit her website at www.marshaclarkandassociates.com.

In this new era, organizations in the United States and worldwide are navigating a complex and ever-changing landscape that impacts their global strategies. This includes a growing emphasis on intersectional approaches to DEI, integrating AI ethics into fairness initiatives, and developing more robust, data-driven accountability frameworks for inclusion efforts. Tune into this episode with Managing Director & Chief Program Officer for Out & Equal, Deena Fidas, for insights on reaffirming workplace commitments to building spaces of belonging as we navigate this uncertain future. Deena is a globally recognized expert on LGBTQ+ workforce inclusion, corporate social responsibility and corporate public policy advocacy. She is a leader in devising and implementing corporate benchmarking standards for global businesses. Her work has been featured in numerous global outlets including USA Today, Washington Post, and CNN. Deena shares her perspective and underscores why partnering with external organizations like Out & Equal offers a source of support for leaders eager to defend and double down on advancing their DEIB goals. Together, we explore: Political & Cultural Landscape. How has this fear & uncertainty impacted workplace diversity, equity, & inclusion commitments? Better Messaging. What messaging will support your leadership team reaffirm your workplace commitments to belonging? Courageous Leadership. How can you activate these commitments into material changes that will build more spaces of belonging? This interview was designed to support people like you - visionary leaders, and those on their way to joining us. Savor this insightful talk, and if you're looking for more ways to connect with inspiring leaders like Deena, be sure to join our Belonging Membership Community - a community of practice committed to putting our values of belonging, community, and collaboration into action. Members have the unique opportunity to connect with guests like Deena for 1:1 laser coaching sessions. Imagine belonging with our community when you join the Belonging Movement Newsletter: www.rhodesperry.com/subscribe. Interested in learning more about Out & Equal and the benefits of an Out & Equal Partnership? Visit Become a Partner | Out & Equal. Out & Equal: https://outandequal.org/

In this episode of the Two Piers Podcast, host Erica D'Eramo is joined by James Felton Keith, Chairperson of the ISO-30415:DISM standard for Diversity, Equity, Inclusion, and Belonging (DEIB) and CEO of Inclusion Score Companies. Together, they explore why insurance is a leading indicator of people management risks—and how DEIB is becoming a critical component of risk strategy across industries.James shares the journey behind developing the ISO standard for DEIB, the impact of employment practices liability on insurance markets, and the practical ways organizations can use DEIB standards to improve compliance, reduce litigation risk, and build resilient teams. From the roles of brokers and underwriters to the pitfalls of ad hoc inclusion efforts, this episode breaks down what leaders need to know now.What We Cover in This Episode:James Felton Keith's career path from engineering and politics to global DEIB leadershipThe development of the ISO-30415:DISM DEIB standardHow DEIB intersects with insurance, risk management, and complianceThe rise of Employment Practices Liability Insurance (EPLI) and its implicationsUnderstanding the roles of brokers and underwriters in DEIB riskLeadership's role in creating feedback loops and belongingReal-world examples of DEIB missteps—and how to avoid themResources & Links:Learn more at InclusionScore.orgExplore the ISO-30415:DISM standard on ISO.orgCheck out this article in Insurance JournalConnect with James Felton Keith on LinkedInDEIB Resources + tools in the show notes at Two Piers ConsultingConnect with Us:Follow Two Piers Consulting on LinkedInLearn more about our work at twopiersconsulting.comSubscribe & Share: If you found this episode valuable, please subscribe, leave us a review, and share it with your network. Every listen helps us build a more inclusive, equitable future of work.

SummaryIn this episode of the POZcast, host Rhona Pierce engages with George Rogers, Chief Strategy Officer at Lighthouse Research, discussing the importance of purpose-driven leadership, employee engagement, and the evolving workplace culture. George shares his journey of discovering his leadership principles rooted in love, grace, and trust, and emphasizes empathy and understanding in leadership roles. The conversation also explores how data can be utilized to measure the connection between organizational culture and performance, and the significance of creating a sense of belonging among employees. Throughout the discussion, George provides valuable insights and practical advice for leaders looking to inspire and empower their teams. Takeaways:- Leadership is about love, grace, and trust.- Employee engagement has evolved into employee fulfillment.- Understanding your people is crucial for effective leadership.- Peace in leadership means helping teams find rhythm through chaos.- A purpose-driven culture enhances employee fulfillment.- Empathetic leadership is about understanding and connecting with others.- Data can measure the connection between culture and performance.- Culture is defined by how employees feel and behave.- Self-leadership is essential for effective leadership.- Daring to do the impossible can lead to personal growth. Chapters 00:00 Introduction to the POScast and Guest Introduction02:20 Discovering Purpose and Leadership Principles04:37 The Importance of Empathy in Leadership07:00 Defining Peace in Leadership09:38 Using Data to Measure Culture and Performance12:11 Understanding and Defining Organizational Culture13:43 Quickfire Questions and Personal Insights18:20 Encouragement to Dare and Connect     

Can neurodivergent adults heal our relationship with “productivity”?Healing our relationship with productivity is the key to finding satisfaction and self-efficacy at work. By understanding diverse productivity styles and the emotional factors that affect productivity, we can break free from negative cycles of guilt and shame. Reframing productivity can give us the self-knowledge and vocabulary we need to better self-advocate, to collaborate, and to work in ways that work for us.On this episode of Just One Q, Dominique chats with guest Kerry Ann King, a wellbeing and productivity expert and CEO of Eluminate Labs. They examine our relationship with “productivity” and how we can rethink it through self-compassion, understanding our productivity styles, and addressing the emotional factors that impact how we work. They also explore strategies for supporting neurodivergent individuals and building inclusive workplaces.Keep Up with Kerry Ann:https://eluminatelabs.com/Try Learning Snippets:https://dialectic.solutions/signupContact Us to Be a Guest on Just One Q:https://dialectic.solutions/podcast-guest

SummaryIn this episode of the POZcast, Adam Posner interviews Tara Turk Haynes, a leader in diversity, equity, and inclusion. Tara shares her journey from a first-generation college graduate to a solopreneur, discussing the lessons learned from her parents about work ethic and money management. The conversation delves into the changing nature of jobs, the importance of mentorship, and the need for leaders to understand their people. Tara emphasizes the significance of creating a workplace culture that values individual contributions and the role of effective leadership in fostering talent. In this conversation, T. Tara Turk-Haynes discusses the complexities of diversity, equity, and inclusion (DIB) in the workplace, emphasizing the need for both top-down and grassroots approaches. She highlights the importance of collective education and understanding the various identities encompassed by DIB. The discussion also touches on the historical context of workplace inequities, the significance of data-driven solutions, and the challenges posed by the current political climate. Tara shares her optimism for the next generation and her personal definition of success, which focuses on abundance rather than hustle. Takeaways Tara emphasizes the importance of embedding diversity, equity, and inclusion into business strategy.The conversation highlights the impact of family background on career choices and work ethic.Tara discusses the challenges faced by first-generation college graduates in navigating corporate environments.The importance of mentorship in career development is underscored through Tara's experiences.Tara reflects on the changing nature of jobs and the need for multiple income streams in today's economy.The discussion touches on the significance of self-awareness in leadership roles.Tara shares insights on the value of understanding people in business for effective leadership.The conversation highlights the need for leaders to model the behavior they wish to see in their teams.Tara discusses her transition to solopreneurship and the founding of Equity Activations.The episode emphasizes the importance of recognizing individual strengths in team dynamics.  Diversity, equity, and inclusion must be clearly defined.Both leadership and grassroots movements are essential for effective DIB initiatives.Miscommunication often arises from differing definitions of DIB concepts.Collective education is crucial for understanding diverse experiences.Fairness in the workplace can be measured through data.Diversity encompasses a wide range of identities beyond race.Historical context is vital in understanding workplace inequities.Data-driven solutions can help identify and solve equity issues.Authentic action is more effective than performative gestures in DIB work.The next generation is poised to disrupt traditional workplace normsChapters00:00 Introduction to Tara Tarkhains and Her Mission06:58 Navigating Identity and Career as a First-Gen College Graduate10:59 The Journey into Talent and Culture14:54 The Importance of Mentorship and Leadership18:41 Understanding People in Business21:48 Transitioning to Solopreneurship and Equity Activations23:12 Defining Diversity, Equity, and Inclusion24:24 Top-Down vs. Grassroots Approaches25:38 Misunderstandings in DIB Conversations26:43 The Importance of Collective Education28:06 Measuring Fairness in the Workplace29:22 The Complexity of Diversity Definitions30:45 Historical Context of Workplace Inequities32:03 Data-Driven Solutions for Equity33:37 Finding the Right Partnerships34:51 Navigating Political Climate in Corporate America35:43 The Importance of Authentic Action38:25 Inspiring the Next Generation39:55 Embracing Agility in Leadership40:49 Defining Success Beyond Titles

Traditional L&D strategies rely too much on hope. Hope that training will stick, hope that stakeholders will engage, and hope that impact will follow. But as Dani Johnson of RedThread Research explains in this episode, hope isn’t a plan. Drawing on insights from the latest report, Dani outlines why L&D’s influence in strategic business discussions is declining - and what leaders must do to reverse the trend. She breaks down the five essential elements of a progressive L&D strategy, from organisational alignment and stakeholder engagement to tech, data, and operational discipline. Dani also explores the tension between consistency and adaptability, how to move beyond training requests to real business conversations, and why outdated approaches to learning persist despite their lack of impact. For L&D professionals ready to move from reactive to strategic, this episode offers a clear, research-backed blueprint for building a modern, credible, and business-aligned L&D function. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS Hope is not a strategy – intentionality is essential. Don´t just drift, create a business need driven strategy, follow it and measure progress. Dani´s study shows that L&D is increasingly losing strategic influence. L&D needs to shift from being order-takers to being business partners. Get out from behind your desk. Use the same language as stakeholders. L&D needs to provide stability but also be flexible enough to quickly meet emerging needs. Tech and data are strategic levers, not just tools. Buy the right tech. BEST MOMENTS "What has gotten us here is not going to get us into the future." "Be intentional about making that strategy and then delivering on that strategy." "It is time to quit looking at old models and traditional ways of doing things." "We are here for a planned, demonstrable impact." "Two big things are driving this integration of technology and data: the first is skills... the second is AI." Dani Johnson Bio Dani is Co-founder and Principal Analyst at RedThread Research, where she explores the intersection of people, practices, and technology. Prior to RedThread, Dani led the Learning and Career research practice at Bersin, Deloitte. Her work has appeared in publications like The Wall Street Journal, CLO Magazine, Employment Relations and HR Magazine. Dani holds an MBA and dual degrees in Mechanical Engineering from Brigham Young University. RedThread is known for its bold, unbiased research on topics like DEIB, learning, performance, and people analytics—helping leaders rethink how work gets done. You can follow or contact Dani at: LinkedIn: https://www.linkedin.com/in/dani-johnson/ Direct link to infographic: https://members.redthreadresearch.com/posts/infographic-the-building-blocks-of-a-future-ready-ld-strategy (free membership required) - Membership Link: https://redthreadresearch.com/pricing VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

Chapters00:00 Introduction to Talent Acquisition and Steve White's Background01:46 Transition from Sports Agent to Talent Acquisition08:40 The Emotional Journey of Leaving Sports Management16:37 Transferable Skills from Sports to Talent Acquisition19:50 Transformative Leadership in Talent Acquisition21:12 Defining and Cultivating Organizational Culture25:20 Strategic Hiring and Interviewing Practices27:52 Metrics in Talent Acquisition: Time to Fill and Cost per Hire28:22 Understanding Time to Hire Metrics30:35 The Importance of Time of Vacancy and Productivity32:03 The Three Rs: Relationships, Results, and Readiness40:02 The Role of AI in Talent Acquisition43:57 Unconventional Hiring Strategies and Career Advice  

Today the City Bar Podcast brings you an episode from its sister show, Building Belonging, a podcast of the City Bar's Office for Diversity, Equity, Inclusion and Belonging. Building Belonging is launching a new season that brings listeners into the heartfelt, uncertain, messy, hopeful discussions that capture the work of DEIB on the ground as the landscape shifts and changes. In the first episode of Building Belonging season two, ODIEB dives deep into the fundamental question: What is DEI really? With the haters circling and pushback in full force, a lot of people are returning to this question to understand how to move justice forward. The team explores their individual journeys into DEI and what it means to them. As Eli puts it, this conversation seeks to address 'what DEI is, what it is not, where it is going, and who our allies are,' clearing up misconceptions and providing a nuanced understanding of essential concepts. Tanya highlights the innate human essence of DEI, saying, 'At its core, it is one of the most innate and human things that we have.' Angie drives home the practical importance of DEI: 'It's everything that makes the world more accessible to everyone.' By offering their personal insights and discussing the broader significance of DEI, the team aims to inspire listeners to open their eyes to new opportunities and get involved in this transformative work. PLEASE SUBSCRIBE TO THE BUILDING BELONGING PODCAST IF YOU ENJOYED THIS EPISODE!!!!

Chapters 00:00 Introduction to the Future of Work01:26 The Impact of Family Background on Career03:05 Career Journey and Work-Life Integration05:48 The Shift in Workplace Culture Post-Pandemic10:56 The Importance of Intentional Office Presence14:39 Future of Work Grand Challenge and Reskilling19:15 AI's Role in the Future of Work21:26 Empowering Employees in the Age of AI22:00 Investing in Talent: Measuring Success23:05 Reimagining Workplace Relationships24:45 Creating Open Feedback Loops26:23 Equity as a Profit Driver29:09 Measuring Equity and Employee Engagement30:47 Insights from Writing 'The Win-Win Workplace'32:36 The Concept of Shared Value34:04 Building Community in the Workplace35:26 Who Should Read 'The Win-Win Workplace'?36:54 The Future of Work: Avoiding Old Mistakes37:54 Defining Success Beyond Career Achievements 

Sona Khosla, Chief Impact Officer at Benevity, has worked with mission-driven organizations for over 15 years. As Chief Impact Officer, she is responsible for infusing impact into Benevity's business and culture and overseeing the company's own impact and inclusion initiatives. At the helm of Benevity Impact Labs, an incubator and resource hub, Sona and her team bring cutting-edge data, research, insights and best practices to help organizations and individuals maximize their impact and authentically live their purpose. As the host of Benevity's podcast, Speaking of Purpose, she interviews top ESG, impact, culture, DEI&B leaders who are focused on using business as a force for good. This episode is sponsored by the coaching company of the host, Paul Zelizer. Consider a Strategy Session if you can use support growing your impact business. Resources mentioned in this episode include: Benevity site Speaking of Purpose podcast Positive Energy Solar interview Target boycott article Paul's Strategy Sessions Pitch an Awarepreneurs episode

This week on the KORE Women Podcast, Dr. Summer Watson welcomes Kerry Ann King, who is the founder and CEO of Eluminate Labs, a software development company focused on inclusive tech for human wellbeing. Kerry Ann's journey into the tech world, starting in her 50s, is a powerful example of resilience, reinvention, and purpose-driven leadership. With a background in philosophy, psychology, and corporate wellness, she challenges the narrative around who belongs in tech and inspires women to redefine what's possible at any stage in life. Tune in as she shares her bold path into tech, her insights on DEIB, and how wellbeing and innovation can go hand-in-hand. You can follow Kerry Ann King on LinkedIn and at: https://eluminatelabs.com Thank you for taking the time to listen to the KORE Women podcast and being a part of the KORE Women experience. You can listen to The KORE Women podcast on your favorite podcast directory - Pandora, iHeartRadio, Apple Podcast, Google Podcast, YouTube, Spotify, Stitcher, Podbean, JioSaavn, Amazon and at: www.KOREWomen.com/podcast.  Please leave your comments and reviews about the podcast and check out KORE Women on Instagram, Twitter, and Facebook. You can also learn more about the host, Dr. Summer Watson and KORE Women at: www.korewomen.com You can also learn more about Dr. Summer Watson, MHS, PhD, KORE Women, LLC, the KORE Women podcast, and her Community Empowerment and Cross-Generational Consultation Services by going to: www.korewomen.com. Thank you for listening! Please share this podcast with your family and friends. #KOREWomenPodcast #KerryAnn #EluminateLabs #WomenInTech #InclusiveInnovation #PurposeDrivenLeadership #TechFounderStory #WellbeingInTech

Live from Transform 2025! Sarah Reynolds (they/them) is a creative, award-winning marketing executive and advocate for diversity, equity, inclusion, and belonging (DEIB). A veteran of the HR software market, Sarah is currently Chief Marketing Officer at Hibob, where they bring their deep industry knowledge, passion for storytelling, and keen eye for performance insights to bear in scaling HiBob's global reach. Prior to joining HiBob, Sarah was Chief Marketing Officer at Udacity, Head of Commercial Marketing at APTC, and Vice President of Marketing at Salary.com. An openly non-binary executive, Sarah writes and speaks widely about diversity and inclusion, pay equity, the future of work, and the intersection of bias, ethics, and technology. They have contributed to Forbes, Campaign US, Yahoo Finance, Training Industry Magazine, and the Society for Human Resources blog, and frequently speak at live and virtual events hosted by the National Association of Manufacturers, the Manufacturing Leadership Council, the Manufacturing Institute, WorldatWork, SHRM, HR Dive, AICPA, and more. Learn more about HiBob: https://www.hibob.com/ Connect with Sarah: https://www.linkedin.com/in/sarahlizreynolds/ In this fantastic covo, we dig into: - The state of the TA landscape - How pay transparency supports recruitment and retention efforts - Strategies and technology that can help implement pay transparency policies - Addressing gender, racial, and other pay disparities through benchmarking And so much more! Live from Transform 2025, we're bringing you an exclusive podcast series packed with insights from some of the brightest minds in hiring, talent strategy, and workforce transformation! In this series, we've got incredible guests from Okta, Tubi, Edelman, Greenhouse, Findem, and more, sharing how top organizations are rethinking hiring, culture, and talent acquisition in today's fast-changing world. Greenhouse combines a structured, data-driven hiring approach with AI-embedded workflows that empower recruiters to focus on strategic, high-impact work. From sourcing top talent to personalizing the candidate experience, Greenhouse streamlines and optimizes the entire hiring process. This ensures that every hire is the right hire—eliminating bias, creating fairness, and helping teams make smarter, faster decisions. Over 7,500 companies, including HubSpot, Duolingo, and J.D. Power, trust Greenhouse to build better teams and turn talent into a strategic advantage. Want to learn how today's top companies are winning the talent game? Tune in now and visit Greenhouse.com to transform the way you hire. Thanks for listening. Please follow us on Instagram @NHPTalent and X @AdamJPosner. Visit www.thePOZcast.com for all episodes

Hey guys hey! In this episode of Adulting with Autism, we're embracing our “neurospicy” superpowers with the hilarious, brilliant, and wildly relatable Dr. Kristen Williamson—licensed professional counselor, DEIB speaker, and proud ringleader of a wonderfully chaotic neurodivergent family. Whether you're navigating sensory overload, dodging burnout in a neurotypical workplace, or trying not to lose your mind parenting your own spicy little humans—Dr. K is here to help you laugh, breathe, and realize your brain was never broken, just untranslated.

What can your workplace do to celebrate holidays like Women's History Month the “right” way? Whether you're proud of how your organization shows support for marginalized groups in the workplace or feel like it could be doing more, my conversation with DEI educator and Ampersand Workspace founder Veronique Porter is just as (if not more) relevant today as when it first aired in May of 2023. Veronique shares what her experience as a Black American woman, her education in international development and American studies and culture, and her work as a facilitator has taught her about the best way to approach this often fraught topic—a way to create company events and initiatives for heritage holidays that uphold both company and employee values and stand to make a real difference.Learn how your organization can host outstanding and inclusive cultural events:Why workplace wokeness doesn't detract from the financial bottom line (and actually does the opposite);The significance of spending money and resources on heritage events;Why it's vital to give every employee the chance to get involved;The importance of getting clear on the company's values before diving in.Related Links:McKinsey: These Women Experience the Highest Levels of Microaggressions - https://www.mckinsey.com/featured-insights/sustainable-inclusive-growth/chart-of-the-day/these-women-experience-the-highest-levels-of-workplace-microaggressionsNew York Times, “Google Calendar Deletes Women's History Month and Other Cultural Events” - https://www.nytimes.com/2025/02/12/technology/google-black-history-womens-history.htmlThe Art of Gathering by Priya Parker - https://bookshop.org/p/books/the-art-of-gathering-how-we-meet-and-why-it-matters-priya-parker/588739?ean=9781594634932&next=tThe Bossed Up Sports Reference case study - https://www.bossedup.org/forteamsMorgan Freeman on why he doesn't want a 'Black History Month' - https://www.youtube.com/watch?v=MpnpIhqSLtoEpisode 304, White Fragility, White Women's Tears, and Dismantling White Supremacy - https://www.bossedup.org/podcast/episode304Connect with Veronique Porter on LinkedIn - https://www.linkedin.com/in/veroniqueporter/Learn more about Ampersand Workspace - https://ampersand-workspace.com/LEVEL UP: a Leadership Accelerator for Women on the Rise - https://www.bossedup.org/levelupBossed Up Courage Community - https://www.facebook.com/groups/927776673968737/Bossed Up LinkedIn Group - https://www.linkedin.com/groups/7071888/

DEI isn't just a moral stance... it's a business imperative.In this powerful conversation, Dr. V Boykin breaks down the real cost of being Black in business and how diversity, equity, and inclusion (DEI) directly impact revenue, market opportunities, and leadership dynamics. From overcoming systemic barriers to navigating corporate spaces, Dr. V shares hard truths about the modern workplace, allyship, and the underestimated power of Black buying power.In this episode, we cover:Why all products are inherently “woke” and what that means for businessHow to measure DEI impact and create sustainable, profitable changeRecognizing privilege and injustice and accepting accountability while embracing changeHow to maintain individuality, light, and confidence while navigating injustice in the workplace The business case for DEI and why ignoring it is a costly mistakeHow allyship goes beyond good intentions to real action And much moreIf you're ready for a raw, unfiltered look at DEI, leadership, and the future of equity in business, this is the masterclass episode you need to hear.Want to experience even more? Watch the video version of this interview.Follow Dr. V Boykin On LinkedIn For Equity Thought Leadership, GTM Enablement, Culture Impact, & MoreInterested In Working With Or Booking Dr. V To Speak? Visit Dr V's WebsiteBuy Dr. V's Book "Fix Your Face & Watch Your Tone"Subscribe To My New Weekly LinkedIn Newsletter: Strategize. Market. Grow.Buy My Book, Strategize Up: The Blueprint To Scale Your Business: StrategizeUpBook.comDiscover All Podcasts On The HubSpot Podcast NetworkTry GetResponse For FREE On Me To Monetize Your Content: GetResopnse Content Monetization Plan Support The Podcast & Connect With Troy: Rate & Review iDigress: iDigress.fm/ReviewsFollow Troy's LinkedIn @FindTroyNeed Growth Strategy, A Keynote Speaker, Or Want To Sponsor The Podcast? Go To FindTroy.comFollow Troy's Instagram @FindTroySubscribe to Troy's YouTube Channel 

From hoodies to hip-hop, from cultural influence to corporate boardrooms—your identity is your brand's greatest asset. In this Masterclass episode, Evante Daniels returns to unpack the power of authenticity in branding and how embracing your unique identity can translate into profitability. We explore the psychology behind brand confidence, the impact of personal style in professional spaces, and why cultural IP is one of the most undervalued assets in business.But here's the truth—if you don't tie your branding and positioning to ROI, the market won't either. Evante breaks down why companies cut diversity initiatives, why cultural branding often gets overlooked, and how Black entrepreneurs can strategically position themselves to not just be seen, but to drive revenue and business growth. It's not just about showing up—it's about making sure your presence is tied to measurable impact, market share, and long-term brand equity.We also break down real-world examples of cultural branding done right—from hip-hop moguls to streetwear legends—and how businesses can leverage their narratives to elevate influence, establish credibility, and turn cultural capital into actual capital.Whether you're a creator, executive, or entrepreneur, this conversation will challenge you to rethink your brand positioning, embrace your full identity, and ensure your brand isn't just culturally relevant—but financially powerful.Tap in for Part 3 of this powerful Masterclass with Evante Daniels! Listen to Part 1 of our conversation here.Listen to Part 2 of our conversation here.Beyond The Episode Gems:Follow Evante Daniels On LinkedIn For Creative & Brand Insights, Strategy, Content, & MemesInterested In Working With Evante and Seeqer? Visit Seeqer Website For Services, Case Studies, & Getting StartedBuy Evante's Book "Power, Beats, & Rhymes: Reclaiming Our Cultural Voice"Subscribe To My New Weekly LinkedIn Newsletter: Strategize. Market. Grow.Buy My Book, Strategize Up: The Blueprint To Scale Your Business: StrategizeUpBook.comDiscover All Podcasts On The HubSpot Podcast NetworkTry GetResponse For FREE On Me To Monetize Your Content: GetResopnse Content Monetization Plan Support The Podcast & Connect With Troy: Rate & Review iDigress: iDigress.fm/ReviewsFollow Troy's LinkedIn @FindTroyNeed Growth Strategy, A Keynote Speaker, Or Want To Sponsor The Podcast? Go To FindTroy.comFollow Troy's Instagram @FindTroySubscribe to Troy's YouTube Channel

How your blindspots hurt your decision-making— and how to fix it.Anu Gupta is an educator, lawyer, scientist, and the founder and CEO of BE MORE with Anu, an education technology benefit corporation that trains professionals across corporate, nonprofit, and government sectors to advance DEIB and wellness by breaking bias. His work has reached 300+ organizations training more than 80,000 professionals impacting over 30 million lives. Gupta holds a JD from NYU Law, MPhil in Development Studies from Cambridge University, and BA in International Relations and Middle Eastern & Islamic Studies from NYU. As a gay immigrant of color, he came to the work of breaking bias after almost ending his life due to lifelong experiences with racism, homophobia, and Islamophobia. The realization that bias can be unlearned helped lead him out of that dark point and inspired a lifelong mission to build a global movement for social healing based on principles of mindfulness and compassion. A peer-reviewed author, he has written and spoken extensively, including on the TED stage, the Oprah Conversation, Fast Company, Newsweek, and Vogue Business. He is the author of Breaking Bias: Where Stereotypes and Prejudices Come From—and the Science-Backed Method to Unravel Them.In this episode we talk about:The 5 causes of biasThe dis-utility of shameWhat has – and hasn't – been working in DEI trainingsContemplative practices, on and off the cushion, for breaking biasAnd his response to skeptics Related Episodes:Why You‘re Not Seeing the World Clearly— and How to Fix It | Jessica NordellThe Self-Interested Case for Examining Your Biases | John BiewenDolly Chugh, How Good People Fight BiasRhonda Magee, Law Professor Using Mindfulness to Defeat BiasHow to Call People In (Instead of Calling Them Out) | Loretta RossSign up for Dan's newsletter hereFollow Dan on social: Instagram, TikTokTen Percent Happier online bookstoreSubscribe to our YouTube ChannelOur favorite playlists on: Anxiety, Sleep, Relationships, Most Popular EpisodesFull Shownotes: https://happierapp.com/podcast/tph/anu-gupta-877See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.