Podcasts about diversity director

Ever felt that spark of pure happiness, that feeling you wish you could bottle? This week on the Happiness Index Podcast, Matt chats with the brilliant Andrea Callender, Inclusion & Diversity Director at Alexander McQueen, about chasing and recreating those very moments.What if happiness isn't just fleeting? What if understanding those peak experiences could unlock a more engaged and thriving workforce? Andrea shares a truly insightful moment that sparked a profound thought: happiness often resides in the simple act of being present with people you care about.Could focusing on these human connections be the key to a happier, more productive organisation? Join us for a thought-provoking conversation that might just shift how you think about happiness at work.Curious about the happiness levels of your people? Let's explore how understanding their experiences can drive real performance.Happy to help,The Team at The Happiness Index - Let's make work happier!

ShownotesNelson Mandela famously said, “Sport has the power to change the world. It has the power to inspire. It has the power to unite people in a way that little else does”. There are examples the world over whether it is Cricket, Football, Athletics, Tennis ……. It brings together fans and inspires current and future generations. However, like the rest of our society and business racism and exclusion is rife in sports. The good news is that there has been a concerted effort by sportspersons, sports bodies, regulators address systemic issues in the past couple of years. Recently, I had a wonderful opportunity to engage with Jatin Patel, to learn more about what is being done by Rugby England to bring about change. We spoke at length about the four areas of focus including i) embedding inclusion in the life cycle of employees in the org; ii) gameplay; iii) game leadership and iv) fan, followers and partners. A huge and challenging remit by any standards. We spoke about the importance of data for building a business case in organisations; his thoughts on whether DEIB/A is really slowing down/stalling; Social mobility as one of the biggest challenges facing English Rugby; Racism at the institutional level and steps being taken to tackle the behaviour of fans and influencers; Role models; accountability and much more…….Like to learn more, head to the links in the comments

Shownotes: A couple of months back I spoke with Marcia La Rose, Group People and Diversity Director, Four Agency Worldwide. Her story is uplifting - she has been at the agency for over 2 decades with over a decade in leadership roles and has been heavily involved in the agency's acquisition of B-Corp status. In our freewheeling conversation we spoke about her journey as a woman leader from the global majority, her learnings from the journey. We also spoke about

“It was something that I had always wanted to do, because I always felt this inclination to stand up for folks who didn't have a voice,” explains Michelle Patterson Wimes, SVP Chief Equity and Inclusion Officer at Children's Mercy Kansas City. Michelle began her professional journey as a teacher and then as a lawyer, thinking that was the best route to being able to help people. Along the way, she gathered experiences that made her the perfect candidate for working in DEI. Today, Michelle discusses her journey to becoming a Chief DEI Officer.  Michelle never let fear of trying something new stop her and has made several challenging career transitions throughout her journey. Her foreign language experience and proficiency in Spanish made her an excellent candidate for working with an international community. Then, as a lawyer, she found herself working in immigration law. Transitioning into DEI was a very natural progression with her experiences and goals, especially because a position for Diversity Director opened up at one of the firms she had previously practiced at. Wanting to be able to have a greater impact, she transitioned again, moving to another firm where she'd be able to create a professional development program in addition to the diversity and inclusion work. Then, the pandemic hit and another opportunity came around, this time with Children's Mercy in Kansas City. Attracted to the challenge and the opportunity to work in her local community, Michelle took a leap and began learning about equity and equality in healthcare.  Transitioning careers can be scary and very difficult, but also extremely rewarding. If you are in a position that no longer aligns with your values or does not offer opportunities for growth, it is useful to start planning an exit strategy. As Michelle says, life is too short to not enjoy what you are doing. Quotes “It was something that I had always wanted to do because I always felt this inclination to stand up for folks who didn't have a voice.” (7:56-8:05 | Michelle) “If it's not meaningful, if it doesn't align with my values, and I'm just exhausted where I don't even have time or energy to do anything else, then to me, it's time to start planning your exit strategy.” (29:40-29:52 | Michelle) “What they don't understand is that diversity should be interwoven into everything that you do.” (36:36-36:41 | Michelle)  “What happens a lot of times is that the existing leaders that are there feel like their territory is being encroached upon.” (36:57-37:06 | Michelle) “What we're seeing in healthcare is a lot of accrediting bodies putting standards around health equity that before now did not exist.” (46:43-46:53 | Michelle)   Links   Connect with Michelle Patterson Wimes: LinkedIn Profile: https://www.linkedin.com/in/michellepattersonwimes/ Connect with Chris Batz: LinkedIn: https://www.linkedin.com/in/chrisbatz/  Facebook: https://www.facebook.com/theliongroupkc  Instagram: @theliongroupllc Podcast production and show notes provided by HiveCast.fm  

DEI training for businesses, schools, and organizations has proven to an abject failure. So why are we seeing more and more of it as well as Diversity Director positions. Could it be that DEI is a multi-billion dollar industry? --- Send in a voice message: https://podcasters.spotify.com/pod/show/foruncommonsense/message

As humans being having this human body experience means we will face adversity and hardships. Any adversity is really an opportunity but how do you have faith in the face of that adversity? In today's episode we have the special honor of having David Cooks, a T-6 paraplegic, is a Speaker, a Podcast Host, a Certified Business Coach and an award -winning Author of the book “Getting Undressed – From Paralysis to Purpose”, to dive in deep on how to do this. Listen along so you can learn: The importance of having faith The importance of of counting your wins The importance of gratitude And so much more! If you just do what's in front of you and take advantage of the opportunity in front of you, before you start reaching for something else. You never know whose watching how you've been handling what you've been given. If no one else sees it, God will always see it. If you would love to learn more about David or connect with him, you will find him on the following platforms: Website: Davidcooksspeaks.com Twitter: @dcespeaks Instagram: @dcespeaks Podcast: Paralysis to Purpose - https://paralysis2purpose.com Happy listening :) Bio: David Cooks, a T-6 paraplegic, is a Speaker, a Podcast Host, a Certified Business Coach and an award -winning Author of the book “Getting Undressed – From Paralysis to Purpose”. In his book, David encourages the reader to keep moving forward regardless of life's challenges and to put Purpose into action by helping others. David suffered a spinal aneurysm at the age of 15. David earned a Bachelor of Business Administration in Finance from the University of Wisconsin-Whitewater and an MBA in Finance from Duke University After leaving the corporate world (Banking & Finance), David spent nearly 25 years in Education, including 17 years at his alma mater, Marquette University High school, teaching Economics, and serving as the Diversity Director. David's basketball coaching career is distinguished. Highlights of his coaching career include serving under Coach Mike Krzyzewski at Duke University, representing the United States in Estonia and Finland with Coaches Frank Martin and Guy Rancourt (USA East Coast Basketball), and serving as the Head Coach at Marquette University High School. Most recently, David has served as an assistant coach at Concordia University in Mequon, Wisconsin. As a Speaker, David has shared the stage with Elizabeth Smart, Jordan Montgomery, Ron White and many others, providing inspiration and insights with audiences throughout the United States. David and his wife MariPat reside in Wauwatosa, Wisconsin

Vanessa Nazario is Corporate Director, Chief Diversity Officer of Memorial Healthcare System. Vanessa was born in Puerto Rico and raised in Trenton, NJ. She has worked in the field of Community Development, Diversity, Equity, and Inclusion for over 27 years. In 1996, she joined PNC Bank's Community Development Department where championed equity and inclusion in throughout her 20-year career, concluding her tenure as VP, CDB Operations. In 2017, she began her role as Diversity Director with RWJ University Hospital, where she was responsible for diversity and inclusion and healthcare equity initiatives. Vanessa launched the Hospital's first Diversity & Inclusion Council and provided oversight for seven Business Resource Groups. She was also a key leader in the creation of the PROUD Gender Medical Center Program. In 2021, she joined Memorial Healthcare System as Director of DEI to create and lead the System's inaugural diversity, health equity, and inclusion strategy. In June 2022, she was promoted to Corporate Director, Chief Diversity Officer to further MHS's commitment to DEI. Vanessa serves on several committees including Florida Diversity Council's Advisory Council; Human Resources Association of Broward County's (HRABC) DEI Committee; Rider University's Women in Leadership Council; HISPA's South Florida Advisory Council; and ARC of Broward's Business Advisory Council. She has been recognized by several organizations for her leadership including South Florida Business Wealth's Diversity Executive Leadership award; DEIB Health Consortium's Top Healthcare Diversity Officer; Diversity Global Magazine 2022 Top 15 Champions of Diversity; and Hallandale Beach Chamber of Commerce's 2022 Excellence in Diversity and Inclusion Award. Vanessa received her MBA from Rider University and has a master's in science degree from Southern New Hampshire University. Learn more: LinkedIn: https://www.linkedin.com/in/vanessa-nazario-ms-mba-9473735a/ MHS website: https://www.mhs.net Shout-out: Today's Diversity Leader Shout-out goes to Brenda E. Snipes at Jefferson Health and Monica Diaz, at Royal Caribbean Music: Vente by Mamá Patxanga is licensed under a Attribution-Noncommercial-Share Alike 3.0 United States License Amor Y Felicidad by SONGO 21 is licensed under a Attribution-NonCommercial-ShareAlike 3.0 International License --- Send in a voice message: https://anchor.fm/si-suite/message

Vanessa Nazario is Corporate Director, Chief Diversity Officer of Memorial Healthcare System. Vanessa was born in Puerto Rico and raised in Trenton, NJ. She has worked in the field of Community Development, Diversity, Equity, and Inclusion for over 27 years. In 1996, she joined PNC Bank's Community Development Department where championed equity and inclusion in throughout her 20-year career, concluding her tenure as VP, CDB Operations. In 2017, she began her role as Diversity Director with RWJ University Hospital, where she was responsible for diversity and inclusion and healthcare equity initiatives. Vanessa launched the Hospital's first Diversity & Inclusion Council and provided oversight for seven Business Resource Groups. She was also a key leader in the creation of the PROUD Gender Medical Center Program. In 2021, she joined Memorial Healthcare System as Director of DEI to create and lead the System's inaugural diversity, health equity, and inclusion strategy. In June 2022, she was promoted to Corporate Director, Chief Diversity Officer to further MHS's commitment to DEI. Vanessa serves on several committees including Florida Diversity Council's Advisory Council; Human Resources Association of Broward County's (HRABC) DEI Committee; Rider University's Women in Leadership Council; HISPA's South Florida Advisory Council; and ARC of Broward's Business Advisory Council. She has been recognized by several organizations for her leadership including South Florida Business Wealth's Diversity Executive Leadership award; DEIB Health Consortium's Top Healthcare Diversity Officer; Diversity Global Magazine 2022 Top 15 Champions of Diversity; and Hallandale Beach Chamber of Commerce's 2022 Excellence in Diversity and Inclusion Award. Vanessa received her MBA from Rider University and has a master's in science degree from Southern New Hampshire University. Learn more: LinkedIn: https://www.linkedin.com/in/vanessa-nazario-ms-mba-9473735a/ MHS website: https://www.mhs.net Shout-out: Today's Diversity Leader Shout-out goes to Brenda E. Snipes at Jefferson Health and Monica Diaz, at Royal Caribbean Music: Vente by Mamá Patxanga is licensed under a Attribution-Noncommercial-Share Alike 3.0 United States License Amor Y Felicidad by SONGO 21 is licensed under a Attribution-NonCommercial-ShareAlike 3.0 International License --- Send in a voice message: https://anchor.fm/si-suite/message

Underrepresented students (while we acknowledge that the term includes a wide swath, for this podcast, we're referring to race and ethnicity) entering predominantly white campuses have not only the rigors of higher education to adjust to, but often, also a cultural shift that can leave them feeling lost and alone. While predominantly white institutions (PWI) try their best to diversify there campuses and admit more underrepresented students, what work is being done to retain and graduate these students? This is where the role of a Diversity Director or Coordinator comes into play. Often these individuals are charged with programming for the wider campus, but also mentoring and creating safe authentic places for these students to have on campus. Throw in recruitment duties, trainings, and assisting with strategic planning and you have a recipe for burnout. In this episode, our host Dan Kimbrough speaks with Erica Acosta, the Director of Diversity Initiatives at Wilkes University. She holds a BA in Spanish, a MS in Organizational Management and a MBA. She's created diversity awareness and programming at two different universities as well as a Diversity and Inclusion Student Conference. We'll discuss the importance and impact of these positions as well as the difficulties faced in wearing so many hats.

Our guest is Ken Barrett - Global Chief of Diversity at General Motors. As General Motors' first Global Chief of Diversity, Ken Barrett leads GM's diversity and inclusion portfolio, which includes workforce diversity strategy, empowering employee resource groups, and fostering an inclusive culture that promotes diversity of thought to help GM compete and win in the marketplace. Prior to joining GM, Barrett, a retired Navy Captain, served as the Under Secretary of Defense's acting director of the Office of Diversity Management and Equal Opportunity in Washington, D.C. He also served five years of award-winning performance as the U.S. Navy's Diversity Director, where he achieved historic levels of minority and female officer additions - a challenging shift from a previous dont ask dont tell mentality around LGBTQ+ in the forces. He also led transformational work-life balance initiatives.  In this episode of Scaling Culture, Ron and Ken discuss: GM's mission to become the most inclusive company in the world and some practices that keep them accountable  How to measure inclusion and GM's 8 metrics Some hiring practices to attract from a diverse candidate pool   For more information about Ken Barrett, please connect with him on LinkedIn. For more information about the Scaling Culture Podcast or the Scaling Culture Masterclass, go to scalingculture.org.

⚡Un vrai plaisir de partir à la rencontre d'une self made woman, Morgane Vidal, à la tête du Learning de SUEZ. Une self-made woman, engagée qui n'a pas peur des challenges ni de mettre les mains dans le cambouis… Un épisode au top avec : ✔ Les coulisses d'un carrière rythmée entre startups, Consulting et grand groupe ✔ Un retour d'expérience sur un projet de sensibilisation green : la fresque ✔ Comment lancer une formation LGBTQI+ ? ✔ De l'agile, du well being et.. de la danse !

Afrika Afeni Mills is the Director of Diversity, Equity, and Inclusion with BetterLesson and an Education Consultant. She is the author of 'Letter to White Teachers of My Black Children' a blog on Teaching While White that went viral, and an upcoming book. Afrika works with colleagues, teachers, coaches, and administrators to transform practices. She has been featured on podcasts, blogs, delivered keynote addresses, and facilitated sessions at conferences across the United States. She will also be publishing a book with Corwin Press in 2022. Afrika believes that all educators can be motivated, engaged, dynamic practitioners and leaders when provided with the support needed to create student-centered, culturally responsive learning environments that inspire wonder and creativity and nurture diversity, equity, and inclusion.

In today’s Substack-fueled shout-out, Code for Charlottesville is seeking volunteers with tech, data, design, and research skills to work on community service projects. Founded in September 2019, Code for Charlottesville has worked on projects with the Legal Aid Justice Center, the Charlottesville Fire Department, and the Charlottesville Office of Human Rights. Visit the Code for Charlottesville website to learn more, including details on projects that are underway.In this installment: The TJPDC will try again to get grant to plan for future of Charlottesville Union Station, and other regional updatesElection updates for outlying Greene, Nelson and Louisa The comment period is over for the Cville Plans Together initiativeAlbemarle County’s diversity chief is heading to the UVA School of Data Science Fashion Square Mall owner files for Chapter 11 The public comment period has now closed for the latest round of the Cville Plans Together initiative, two weeks after the initial deadline for people to submit feedback on the Future Land Use Map. Staff with Rhodeside & Harwell will now comb through the responses and will present that information to the Charlottesville Planning Commission on June 29. On Wednesday, the Housing Advisory Committee will discuss at noon changes being suggested by the executive directors of Habitat for Humanity and the Piedmont Housing Alliance. (meeting info)“They shared their early general concept/proposal with us,” said project manager Jennifer Koch. “However, the Cville Plans Together team is currently focused on summarizing the feedback we have received over the last six weeks and we are not yet proposing any [Future Land Use Map] revisions.” More on the future land use use plan in a future installment of the newsletter. *While there are no contested races for Albemarle’s legislative body, that’s not the case in surrounding counties. In Louisa County, two of the magisterial districts have contested races and another two have candidates who are running opposed. In the Green Springs district, incumbent Robert Babyok Jr. faces challenger Rachel Jones. In the Patrick Henry district, incumbent Fitzgerald Barnes faces William Woody Jr. Duane Adams is unopposed in the Mineral District and Tommy J. Barlow is unopposed in the Mountain Road District. In Greene County, Bill Martin will not seek another term representing the Stanardsville District. Abbey Heflin and Tina Deane are running to replace him. Marie Durrer is unopposed in the Midway District. Let’s move on to Nelson County. In the North District, incumbent Tommy Harvey will face Democrat Mary Cunningham. Harvey is an independent. In the Central District, incumbent Ernie Reed will face Republican Pamela Brice. Reed is a Democrat. Republican Jesse Rutherford faces no opposition in the East District. The top official for diversity and equity in Albemarle County is moving on, but not going far. Siri Russell is the new Associate Dean of Diversity, Equity and Inclusion at the School of Data Science at the University of Virginia. Russell has been the Director of Equity and Inclusion for Albemarle since 2018 and helped oversee removal of a Confederate statue in front of the court house last summer.  She’s already a member of President Jim Ryan’s Council on UVA-Community Partnerships. In a press release on the School of Data Science’s website, Russell said she is excited about working to put theory into practice.“I’m interested in exploring how data science can empower communities, individuals, and policy-makers to improve outcomes and maximize societal benefits,” Russell said.Siri RussellThe company that owns Fashion Square Mall has filed for bankruptcy to protect its assets and attempt to stay in business. Many media outlets are reporting that Washington Prime Group filed for Chapter 11 on Sunday in the U.S. Bankruptcy Court of the Southern District of Texas. You’re listening to Charlottesville Community Engagement. What are some of the factors that support, or inhibit, efforts to increase equity in our communities and housing developments? That’s the topic of an upcoming panel discussion held by the Central Virginia Regional Housing Partnership. Guests include Kathryn Howell of the RVA Eviction Lab, Hamilton Lombard of the Weldon Cooper Center, Andrew Mondschein at the UVA School of Architecture, and Stacy Pethia, Albemarle’s housing manager. The event begins at 12 p.m. on June 17, 2021. Register today! Today’s newsletter ends with a recap of the June 3 meeting of the Thomas Jefferson Planning District Commission. The group will try again to get a federal grant for a planning study for the future of the Amtrak station on West Main Street. The agency applied last year when the grant program was known as a BUILD. Now it’s known as RAISE, for Rebuilding American Infrastructure with Sustainability and Equity. Jessica Hersh-Ballering is a transportation planner for the TJPDC. “We applied for BUILD the last time it was available,” Hersh-Ballering said. “We requested $711,000 to create a Charlottesville regional multimodal transportation station master plan to meet the capacity, accessibility, and safety demands of Charlottesville’s union station.”The application was not successful, but there’s still a need to expand the station in order to prepare for a future with more passenger service through the region. A second daily train between Roanoke and points north is expected in the near future. “The station doesn’t have the infrastructure of the amenities to adequately serve the existing ridership, let alone the increased ridership projected for 2045,” Hersh-Ballering said. It’s not just trains, though. The Virginia Breeze bus service between Danville and D.C. is expanding, and MegaBus also expects more service. Both currently stop at Arlington Boulevard at Barracks Road Shopping Center. Hersh-Ballering said the goal is to come up with a shared community vision for the station site, which is privately owned. The station is currently not compliant with the Americans with Disabilities Act. “The station [is] missing a lot of important things, such as lighting, canopies to protect people from the weather, appropriate and useful signage, among other things,” Hersh-Ballering said. “There was also a lot of pooling of water on the platforms.”The money being sought now is for planning, and other funds will have to be found to pay for the upgrades. Charlottesville’s Union Station in 2009. What have your experiences been here?Hersh-Ballering made her comments at the June 3 edition of the Thomas Jefferson Planning District Commission. The TJPDC agreed to a resolution to move forward with the grant application. Charlottesville’s representatives on the Commission were not present at the meeting. At that meeting, new officers were elected. Nelson County Supervisor Jesse Rutherford is the new chair. Greene County Supervisor Dale Herring is the new vice chair and Keith Smith of Fluvanna County is the treasurer. Nelson County will use the services of the TJPDC to apply for a pair of several transportation grants. Interim executive director Christine Jacobs explains. “One of them is for sidewalk infrastructure in downtown Lovingston and the other is for a potential application for the Gladstone Train Depot relocation of the old building,” Jacobs said. Work also continues to implement a regional tax on cigarettes.“At this time, we’ve had seven counties in our broader region endorsing resolutions and expressing interest in participating in the regional cigarette tax administration,” Jacobs said. After a closed session, the Commissioner opted to extend Jacobs service as interim executive director until the end of the calendar year. A search for a permanent executive director to replace Chip Boyles will begin on July 1. At a roundtable on happenings in each jurisdiction, Dylan Bishop of Nelson County had more information about the Gladstone project. “The Friends of Gladstone Depot is a non-profit agency that purchased this property from the railway, from CSX,” Bishop said. “They’re going to be moving that train station, converting it to a community center and transportation museum for the community there.” The Nelson County Board of Supervisors approved a rezoning for the project at its meeting last week. On Wednesday, the Fluvanna Board of Supervisors will have a public hearing on rezoning of land adjacent to the Bremo Power Station from agricultural to industrial to allow for a lined landfill to store coal ash. Here’s Supervisor Tony O’Brien.“They will retain their coal ash ponds tapped and sealed and covered in Fluvanna and they are proffering close to $50 million for that so that’s a big bonus for Fluvanna in terms of being able to ensure that the water quality in the Fork Union area remains stable and is not affected by any of their efforts,” O’Brien said.  The proffered funding includes $47.1 million for water supply improvements, $2 million for transportation improvements, and half a million for Green Infrastructure to mitigate the impacts of the landfill. (meeting info)Greene Supervisor Dale Herring provided an update on the ongoing efforts of the county to leave the Rapidan Service Authority in order to build a reservoir that the entity has opted not to build. “Madison and Orange County did vote to allow us to leave the authority so we should be out of the Rapidan Service Authority in the near future and what that means for us is that we can actually begin to build the reservoir that we’ve already spent between $11 million to $13 million on,” The TJPDC will next meet on August 5 and will be in-person. Before you go, if you’d like to help continued research into government in the community, please consider a donation through Patreon. Your monthly support through Patreon allows me to budget for the basics required to be self-sufficient. Go take a look and let me and know if you have any questions! This is a public episode. Get access to private episodes at communityengagement.substack.com/subscribe

In a special program co-presented with the Climate Reality Project Bay Area Chapter, join us for an up-close and personal talk with Jim Warne of the Oglala Lakota (Sioux) Nation about the history of Native Americans and the work of building relationships with native communities to produce effective climate progress. The multitalented Warne is a motivational speaker, president of Warrior Society Development, WSD Productions; the community engagement & diversity director for the USD Center for Disabilities Oyata' Circle; and creator of the award-winning documentary "7th Generation" and the NFL Social Justice Series' "Oyate' un Ito'wapi–Pictures of My People," which was featured on Fox.  In Warne's own words: "In talking to people from other countries, I have found that Asians and Europeans know more about our Indian history than Americans do. . . . In America, we get one narrow and uniform tribal perspective when there are over 550 tribes here that are recognized and 200 languages still today. "It's important to have an understanding that some of the history that has been taught may not be correct, and in many cases it's not even addressed. . . . It's an ignorance by design, but how could we expect our non-Indian brothers to know when they're not being taught? If we taught the truth from the beginning we wouldn't be dealing with the ignorance and intolerance we're dealing with today." NOTES Co-presented by the Climate Reality Project Bay Area Chapter. SPEAKERS Jim Warne President, Warrior Society Development, WSD Productions; Community Engagement & Diversity Director, USD Center for Disabilities, Oyata' Circle; Creator, "7th Generation" and "Oyate' un Ito'wapi–Pictures of My People" Jill Sherman-Warne Director, Native American Environmental Protection Coalition Alma Soongi Beck Climate Justice Co-Chair, Climate Reality Project Bay Area Chapter—Introduction Sarah Diefendorf Director, Environmental Finance Center West, Earth Island Institute—Moderator In response to the COVID-19 pandemic, we are currently hosting all of our live programming via YouTube live stream. This program was recorded via video conference on May 17th, 2021 by the Commonwealth Club of California. Learn more about your ad choices. Visit megaphone.fm/adchoices

In a special program co-presented with the Climate Reality Project Bay Area Chapter, join us for an up-close and personal talk with Jim Warne of the Oglala Lakota (Sioux) Nation about the history of Native Americans and the work of building relationships with native communities to produce effective climate progress. The multitalented Warne is a motivational speaker, president of Warrior Society Development, WSD Productions; the community engagement & diversity director for the USD Center for Disabilities Oyata' Circle; and creator of the award-winning documentary "7th Generation" and the NFL Social Justice Series' "Oyate' un Ito'wapi–Pictures of My People," which was featured on Fox.  In Warne's own words: "In talking to people from other countries, I have found that Asians and Europeans know more about our Indian history than Americans do. . . . In America, we get one narrow and uniform tribal perspective when there are over 550 tribes here that are recognized and 200 languages still today. "It's important to have an understanding that some of the history that has been taught may not be correct, and in many cases it's not even addressed. . . . It's an ignorance by design, but how could we expect our non-Indian brothers to know when they're not being taught? If we taught the truth from the beginning we wouldn't be dealing with the ignorance and intolerance we're dealing with today." NOTES Co-presented by the Climate Reality Project Bay Area Chapter. SPEAKERS Jim Warne President, Warrior Society Development, WSD Productions; Community Engagement & Diversity Director, USD Center for Disabilities, Oyata' Circle; Creator, "7th Generation" and "Oyate' un Ito'wapi–Pictures of My People" Jill Sherman-Warne Director, Native American Environmental Protection Coalition Alma Soongi Beck Climate Justice Co-Chair, Climate Reality Project Bay Area Chapter—Introduction Sarah Diefendorf Director, Environmental Finance Center West, Earth Island Institute—Moderator In response to the COVID-19 pandemic, we are currently hosting all of our live programming via YouTube live stream. This program was recorded via video conference on May 17th, 2021 by the Commonwealth Club of California. Learn more about your ad choices. Visit megaphone.fm/adchoices

Amy C. Waninger welcomes Safiya Reid, the Director of Diversity & Inclusion at PURE Insurance, to the podcast to share her career journey and more. Check the links in the show notes to connect with Safiya! You can find Safiya on LinkedIn. Check out our website.

Librettist & Singer Aiden K. Feltkamp, who serves as the Emerging Composers and Diversity Director at the American Composers Orchestra, shares how they work with large institutions to identify & dismantle internal discriminatory practices & address unconscious biases. Aiden speaks openly about their personal experience transitioning, the impact that Gender Dysphoria (experiencing discord between one's gender identity & one's assigned sex at birth) had on their mental health, & how writing helped their healing process. We discuss our shared experiences of mental illness, or what Aiden & fellow diversity educators call Neurodivergence, & the benefits of therapy & medication in treating Anxiety, Depression, & ADHD   www.AidenKimFeltkamp.com   Questions or comments may be shared on Julia Adolphe's YouTube Channel

McDonalds gives in… Diversity Director is good gig… Kamala is not the first… Virgin Hyperloop, the train gave its first ride.. “Zoomdemic” “Zoomfatigue” “Zoombombing” Subscribe to the Podcast… Subscribe to the YouTube Channel… Subscribe www.blazetv.com/jeffy Promo code jeffy Email to Chewingthefat@theblaze.com The Silent Will Be Heard Dot Com… Possible Trucker strike tomorrow… StopTheTires2020 Operation Varsity Blues update… Full(er) house just sold… Who’s number three? Trebek/Crosby/? Depp will get money even though he’s gone… Gerard as Mike Banning will be back and gotta see Fatman Everybody wants credit for Pfizer vaccine… Covid-19 cause mental illness in some… ESPN letting go 10% of workforce I promise to do better… Remember your mic is on… Nicknames they don’t want you to know… Email Chewingthefat@theblaze.com for help… Learn more about your ad choices. Visit megaphone.fm/adchoices

Episode 4 features Bill Bauer, the Education and Diversity Director at Hauptman Woodward Medical Research Institute located in Buffalo, NY. Bill talks about advice for networking and starting a data analysis career in the biomedical field.   Links shared during interview:Alaina Levine Networking Seminar - Networking for Nerds: Create Your Dream Career-Alaina G. Levine-Keynote Speaker National Research mentoring network -https://nrmnet.net/#undergradPopup The Coder School - https://www.thecoderschool.com/locations/buffalo/ Hauptman Woodward Internships - https://hwi.buffalo.edu/education/  Interested in a career in data science? Visit https://dataanalytics.buffalostate.edu/ to learn more.

In this episode, we will be sitting down with Belkis Lehmann and talking about the importance and practices of striving for diversity in small groups. Belkis serves as the Diversity Director for Chi Alpha Campus Ministries. She drives diversity by helping to create initiatives that equip staff and student leaders. She has spent almost 30 years discipling and reaching college students and has some great wisdom to share with us on diversity in discipleship. Resources Chi Alpha Diversity Website: https://www.drivingdiversity.org/  Chi Alpha Website Resources: https://chialpha.com/get-involved/diversity/ https://chialpha.com/get-involved/diversity/racial-reconciliation/ Kingdom Diversity Online Course https://xadiversity.thinkific.com/courses/kingdom-diversity

Diva Tech Talk interviewed Amelia Ransom, Senior Director, Diversity and Engagement at Avalara, a tech company that ensures global tax compliance is done right.  Amelia is dedicated to “trying to solve a problem that the world has not solved.  It is not for the faint of heart.”  “I didn’t plan to be in diversity and inclusion,” Amelia said. She started in sales, moved to management and eventually was tapped to be the regional Diversity Director. “That role was pivotal for me. I felt like I was using my skills, knowledge and background to help make the company better.” After seven years in that role she moved into store management and later lead all the diversity initiatives for the company.   Amelia emphasized that it takes the full gamut of business proficiencies to tackle employee engagement, diversity and inclusion. Her diversity and inclusion skills have been self-taught, through reading, face-to-face management challenges, and trial and error. “You have to learn when to use your own voice, and when to pull back and amplify everyone else’s.” The role demands that she be “constantly willing to learn, shift and change as the community needs shift and change.” Amelia believes a key component of successful programs depend on noticing repetitive patterns coupled with “knowing what’s going on outside of the walls, in the world,” according to Amelia. “You have to be part of society.  You have to be asking constant questions.” To gain top-level support, Amelia critiques her own proposals and then goes to her “naysayers” to shoot holes in an idea. By the time she gets to ultimate decision-makers, she has bullet-proofed any concept.  Amelia joined Avalara in 2018, where she supports ERG’s (Employee Resource Groups) who she sees as “a conduit to deeper engagement, a tool to drive more community,”  beginning with a prototype woman-oriented global ERG, to “show everyone what could be.” . This was quickly followed by three other groups:  Ujima (for African Americans), Veterans of Avalara, and the Prism Group, geared toward LGBTQIA individuals. “They have been very instrumental in driving more inclusion, more voices, and more ‘safe space’ for those voices,” said Amelia.   Avalara measures the success of its inclusion programs through raw data, anecdotal feedback, the level of engagement of various populations, as well as metrics around recruiting pools and populations.  Amelia’s goal is that diversity and inclusion are “deep and rooted in the DNA” of Avalara, connected to “Avalara’s goal -- to be involved in every tax transaction in the world.” That implies reaching and engaging every possible permutation of population in the world, too.  Amelia’s personal practices for developing as a leader include 30 minutes each day to read about something she knows nothing about, and retaining mentors “who will tell me the absolute truth.” For her last birthday, she asked people to give her the link to a book that changed their life, so that she could “drive deeper relationships.” She loves to travel and bring those experiences back to others.  In her community life, she serves on the boards of Seattle’s Goodwill Foundation, Seattle’s Metropolitan Chamber of Commerce, homeless advocacy nonprofit Building Changes,  the Institute for Sustainable Diversity and Inclusion, and the advisory board of the Seattle chapter of ALPFA (Association of Latino Professionals For America). “My job is to amplify the voices of the marginalized, and underrepresented.” In Amelia’s view, “the biggest threat to the planet, and business, is the untapped potential in people’s minds.”  She believes in plumbing that potential deeply. “I don’t have time to make people comfortable,” Amelia said. Instead she wants to inspire everyone to think, engage, evolve into their greatest potential, and “have seats at the table, which makes all of us better.”  Amelia noted that diversity and inclusion leadership can feel lonely, at times. When Amelia feels that, this quote of Presidential Medal of Honor recipient, famed poet Maya Angelou,  gives her strength: “I go forth alone.  I stand as ten thousand.” Make sure to check us out on online at www.divatechtalk.com, on Twitter @divatechtalks, and on Facebook at https://www.facebook.com/divatechtalk. And please listen to us on iTunes, SoundCloud, and Stitcher and provide an online review.

On today's episode Good Moms are joined by social activist, journalist, and father, Shaun King. They also have the pleasure of sitting down with Rai King, a Diversity Director, educator, mama of 5, and Shaun's incredible wife. Shaun shares his experience growing up in rural Kentucky where he didn't see many POC including in his household. He also discusses how race was explained to him as a child and how him and Rai discuss it and prepare their black children for the world. Amanda Seales, Rodney Reed, Colin Kaepernick, Kim K are topics of discussion including how he and Rai try and balance family and activism. Rai gets candid about her experience as an activists wife and whether or not Shaun's self care routine is effective or existent. She also shares her biggest regret and they both examine Shaun's business failures, lessons, misconceptions (woah that rhymes) and the elephant in the room....money, money, money.There isn't enough room in this description box to touch on everything so just listen!This episode was such a pleasure and we want to thank the King's for opening up their space to us and being as raw and unfiltered as....well...us.@shaunking@mrsraiking@goodmoms_badchoicesJoin our Newsletter!www.goodmomsbadchoices.comIf like what you hear RATE US on Apple Podcast and leave a REVIEW!For information regarding your data privacy, visit Acast.com/privacy See acast.com/privacy for privacy and opt-out information.

On today's episode Good Moms are joined by social activist, journalist, and father, Shaun King. They also have the pleasure of sitting down with Rai King, a Diversity Director, educator, mama of 5, and Shaun's incredible wife. Shaun shares his experience growing up in rural Kentucky where he didn't see many POC including in his household. He also discusses how race was explained to him as a child and how him and Rai discuss it and prepare their black children for the world. Amanda Seales, Rodney Reed, Colin Kaepernick, Kim K are topics of discussion including how he and Rai try and balance family and activism. Rai gets candid about her experience as an activists wife and whether or not Shaun's self care routine is effective or existent. She also shares her biggest regret and they both examine Shaun's business failures, lessons, misconceptions (woah that rhymes) and the elephant in the room....money, money, money.There isn't enough room in this description box to touch on everything so just listen!This episode was such a pleasure and we want to thank the King's for opening up their space to us and being as raw and unfiltered as....well...us.@shaunking@mrsraiking@goodmoms_badchoicesLooking for the perfect holiday gift? Check out Puzzle Huddle!A black owned business that creates puzzles that showcases inclusive images that your children and others will love!www.puzzlehuddle.comMake Sure to join our Newsletter!www.goodmomsbadchoices.comFor information regarding your data privacy, visit Acast.com/privacy See acast.com/privacy for privacy and opt-out information.

Nic James serves Delaware Valley Friends School as the Director of Diversity, Equity and Inclusion and is a member of the Educational and Operational Administrative Teams. Nic began his career teaching English and Social Studies at the Middle School level and serving as a diversity coordinator before entering the realm of school leadership in several independent schools in the Philadelphia area. Nic is trained in racial literacy and DEI project management services. He received his B.S. in Speech Communication and Cultural Studies from Millersville University, holds an M.A. in English from Arcadia University, and an MS.Ed. in School Leadership from the University of Pennsylvania.

Building a Diverse Construction Community with Monica Bailey, Diversity Director for the central region of McCarthy Building CompaniesSupport the show (http://www.agcmo.org)

Brendon promotes equity and inclusion as Director of Diversity & Inclusion at the Haverford School for Boys. A veteran educator of the Philadelphia School District, Brendon has taught for over 12 years. His development as an educator has been largely self-directed, but indelibly shaped by experiences as a James Madison Fellow, Lehrman Fellow, a National Constitution Center Annenberg Fellow, an Education Pioneer with the SEED Foundation in Washington D.C., and an active member of Philadelphia’s teacher leader community via work with Teacher Action Group (TAG). Ongoing training with Penn GSE's Racial Empowerment Collaborative and the Race Institute informs his approach to imagining and building inclusive communities.

Dr. Lana Asuncion-Bates is an experienced and enthusiastic cultural proficiency and diversity practitioner, consultant, and advocate with over 20 years of experience in the field of education. She has a demonstrated history of work in the public, private, and higher education school settings, as well as with local, state, and community agencies. Currently, Dr. Bates is the Director of Equity and Inclusion at an independent school in Maryland.

As the president of Top Tier Leadership, Rita Barreto Craig has an impressive career as a human resources consultant, coach and speaker. Prior to founding her own company, Rita was a human resources executive for twenty--three years with a Florida Power & Light Company. She served as the company’s first female Division Human Resources Manager, the first Diversity Director winning top honors within two years among utilities of like size throughout the United States and first Senior Affairs Advisor responsible for developing and implementing programs for seniors. She also served as the corporate EEO (Equal Employment Opportunity) officer for the company, which had 15,000 employees. As the Director of Development and Performance she led a team charged with developing and delivering innovative learning options aimed at building a high--performance culture. Rita played an integral role when the company applied for and ultimately won the Deming Prize for Quality – the first company outside of Japan to earn this coveted award. Dealing with all levels internally and externally, she quickly excelled and climbed the corporate ladder to become one of the leaders of the organization. One of the ways I help Corporate America defend against disruption - anti-discrimination consulting and training.  As you can imagine, I’m quite busy as I also conduct investigations. My mobile is:  561-601-4489 http://www.toptierleadership.com   Learn more about your ad choices. Visit megaphone.fm/adchoices

Joe Gerstandt isn’t just a straight white dad with tons of tattoos. He’s also an expert on diversity and inclusion who has trained leaders at Fortune 500 companies, non-profits, the government, and more. He also speaks on how each of us can become conscious champions for diversity and inclusion in our work and in our lives. Jennifer and Joe talk about his journey from small-town America to where he is today, and what he teaches that changes so many people. Joe grew up on a farm in a small town in a class of 26 kids. From there he went into the Marine Corps for four years, a transformational experience in terms of diversity. Then Joe went from sales to working in a non-profit, and finally into corporate life before becoming the thought leader he is today. But when Joe talks about how he got from there to here, his guiding principle was that he was a person who made mistakes and LEARNED from them. As a young adult, Joe didn’t believe things like racism, sexism, and other forms of discrimination really existed. Joe shares how those feelings changed radically over his professional career. One of the things that ‘lit him on fire’ in the Marine Corps was, despite the terrible pay and living conditions, Joe believed in what he was doing. He had strong leadership and a chance to advance through meritocracy. Why does this matter? Because Joe believes in bringing the same passion to get people to rally around becoming champions for diversity and inclusion. He explains the lessons he learned in the Marines and how he’s applied them to his current endeavors. After he worked in a sales job – a very dark time in his life – Joe became part of a non-profit for AIDS. He had long since left his homophobic beliefs behind, but he didn’t leave behind the need for purpose like he felt in the military. Joe shares the shocking revelations he had while working for the non-profit that reshaped the way he looked at the world and his place in it. The next stop in Joe’s journey landed him as the Diversity Director at a healthcare facility, where he built the diversity program from the ground up. Neither the company nor Joe had a clear idea of what he should be doing, and Joe reveals the worst thing the company did when it came to its attitude about diversity and inclusion: they considered themselves ‘good people.’ After that last work experience, Joe finally found his purpose, and he decided to work for himself. But the way it happened wasn’t what he expected, nor did he expect to be as such peace about it. Joe had some rough times as he stepped out as a speaker and consultant, and he shares one of the most pivotal moments in his early days of self-employment. From that experience, Joe gained the confidence to have a Fortune 500 client within months. Joe didn’t always make enough to pay the bills in the beginning, but he shares how he leverages social media, the Internet, his network, and even local Chambers of Commerce to grow his speaking career. He also shares one of the biggest mistake new speaker make with their plans and dreams. You might wonder what kind of reception a straight white guy from Omaha gets when his topic is diversity and inclusion when he doesn’t necessarily have the same insights as others. Surprisingly, Joe only dealt with a little of that early on, and here’s why: Joe will be the first to admit that he still benefits from gender and racial privilege. He explains what it’s like working from a place of privilege in a field like diversity and inclusion. What makes Joe’s diversity and inclusion message different? For one, his message is jarring. It’s not ‘kumbaya.’ He talks about how the corporate culture has taken control of the words and made them mean something else, and Joe explains why that keeps us ‘behind the times.’ He shares what diversity and inclusion really mean, and it’s not the number of different people you have in a department. Joe likens diversity to gravity: it exists. Will you work with it or against it? Want a little help creating your personal brand? Jennifer has a free resource for you. The Personal Brand Workbook will help you figure out what your personal brand is today and what you want to be known for in the future, as well as how you want to impact the world. Download it today! Where To Find Joe: Joe Gerstandt Website Joe Gerstandt LinkedIn Joe Gerstandt Twitter Written by Joe Gerstandt: Social Gravity: Harnessing the Natural Laws of Relationships by Joe Gerstandt & Jason Lauritsen Joe Gerstandt Medium blog post – I Am 21 A by Joe Gerstandt Joe Gerstandt Videos: Joe Gerstandt YouTube Inclusion. You Keep Using That Word. I Don’t Think It Means What You Think It Means. | Joe Gerstandt | DisruptHR Talks [video] Joe Gerstandt: freak flag-flying (what, why and how) [video] Other Resources: Joe Gerstandt & Jason Lauritsen – Talent Anarchy Jason Lauritsen

  Live Like an Olympian Dr. Judi Brown Clarke – Episode 629 Why should I listen to this show- A five time National Champion A Silver Medalist in the 84 Olympics A PhD holder and Diversity Director for BEACON at MSU A person with a magical life story +++ Please listen to Tom Matt’s ‘Boomers […] The post Dr. Judi Brown Clarke Finding Meaningful Purpose appeared first on Boomers Rock.

Crisis has been averted it seems as Cooperative Program giving has regained the momentum we saw in much of 2016. Total CP gifts are now 3.11% above budget for FY 2017.

Dr. Thomas R. Easley is a native of Birmingham, Alabama. He has held positions with the US Forest Service and other non-profits. Easley serves as CEO of his business The Easley Branch, LLC and the Director of Community for Diversity in the College of Natural Resources at North Carolina State University from 2004 to now. Easley earned his undergraduate degree in forest science from Alabama A&M University and his master’s degree in Forest Genetics from Iowa State University, and his doctorate in Adult Education from NC State University, where his research focus was STEM Faculty Perceptions of Matters of Diversity. In his role as the Diversity Director he teaches courses, counsels students, consults with faculty and staff on programming ensuring they are inclusive to all populations. With his background in forestry and diversity he has co-taught courses in Sweden on forest practices, and Landscapes in Ecotourism in Ghana, West Africa. Lastly, Dr. Easley is also a musician and is known by RaShad in the world of music.Listen and Enjoy!