Podcasts about diversity leadership

In this powerful episode, Xavier Reed and Dr. Sharon Porter engage in a candid and thought-provoking conversation on anti-racist and inclusive leadership in education. Joined by NAESP President Kevin Armstrong and leadership expert Madeline McNeely, they explore strategies for fostering equitable school environments, dismantling systemic barriers, and leading with intentional inclusivity. This episode is a must-listen for educators, administrators, and leaders committed to transforming schools into spaces of belonging and empowerment for all students. Kevin Armstrong, Ed.D. is executive principal at DuPont Hadley Middle School in Old Hickory, Tennessee, and 2024-2025 NAESP President. Madeline McNeely, M.Ed. is an author, speaker, executive coach, and founder and CEO of Conditioning Leaders. Sharon Porter is principal of Rose Valley Elementary School in Fort Washington, Maryland, and has just started her inaugural year as fellow at the NAESP Center for Diversity Leadership. Xavier Reed is principal of Central Middle School in Wayzata, Minnesota, and is continuing his second year as fellow at the center.

Join the Center for Diversity Leadership fellows for a powerful conversation with Dr. Trudi Lebron, DEI expert and author, as we explore the transformative impact of equity-centered practices on schools, students, and communities. Sharon Porter is principal of Rose Valley Elementary School in Fort Washington, Maryland, and has just started her inaugural year as fellow at the NAESP Center for Diversity Leadership. Xavier Reed is principal of Central Middle School in Wayzata, Minnesota, and is continuing his second year as fellow at the center.

Where are you on your leadership journey? How has equity informed that journey? What is your "why" as a school leader? In this episode of the NAESP Principal Podcast, Xavier Reed discusses these questions and more with Sharon Porter, the newest fellow at the NAESP Center for Diversity Leadership. Sharon Porter is principal of Rose Valley Elementary School in Fort Washington, Maryland, and has just started her inaugural year as fellow at the NAESP Center for Diversity Leadership. Xavier Reed is principal of Central Middle School in Wayzata, Minnesota, and is continuing his second year as fellow at the center.

Did you know that corporations that have diverse Board members have been shown to be more profitable and successful than those with less diverse Boards? So how do you get more women on these Boards?In this episode of Associations Thrive, host Joanna Pineda interviews Shawn Kaminski, Executive Director of DirectWomen. Shawn discusses:DirectWomen's mission to increase the representation of women lawyers on corporate boards.How DirectWomen prepares women lawyers for board service through an annual board institute.How DirectWomen serves as a resource for companies looking for diverse candidates for their Boards.How companies with more diverse boards are shown to be more profitable and successful than those without.How there's both a moral and business case for having diverse voices and representation in corporate boardrooms.Her personal journey, going from the American Bar Association, a large well supported organization, to DirectWomen, a smaller nonprofit.DirectWomen's selective Board Institute program, which only accepts a small number of applicants each year. The small cohort size is intentional, so that DirectWomen can provide personalized attention to ensure participants' success.DirectWomen's international expansion, starting with high attendance events in London.How DirectWomen will ring the New York Stock Exchange Bell on October 18th to celebrate reaching their 200th board seat milestone.References:DirectWomen's websiteMusic from #Uppbeat (free for Creators!):https://uppbeat.io/t/tobias-voigt/nexusLicense code: M2POPMBVFCE0RIPZ

As the academic year starts back up, principals have an opportunity to hone in on their school's unique identity. Taking time to truly reflect on the culture and demographics of a school and its community can help leaders set the tone, vision, and direction for their students. Join us today as we discuss strategies that center student voice and agency, and how principals can leverage their school's identity to foster a strong and positive learning environment. Quennel Cooper, Ed.D. is principal of Prairie View Elementary School in Eden Prairie, Minnesota. Harold McCray, Ed.D. is founding principal of MacArthur High School in Washington, D.C. Xavier Reed is principal of Central Middle School in Wayzata, Minnesota, and serves as fellow at the NAESP Center for Diversity Leadership. Dr. Ryan Daniel is principal of Fort Foote Elementary School in Fort Washington, Maryland, and previously also served as fellow at the NAESP Center for Diversity Leadership.

E&I Hosts: Titus Martin, Executive Director, Supplier Diversity; Casey Laurienzo, Vice President, Community Engagement & Strategy & Culture Guest: Reginald Layton, Former Vice President, Supplier Diversity & Supply Chain Sustainability at Johnson Controls International Plc; Ralph G. Moore, Founder & President of Ralph G. Moore & AssociatesJoin Reginald Layton and Ralph Moore from RGMA as we explore the nuanced differences between supplier diversity and DEI (Diversity, Equity, and Inclusion). Gain valuable insights into strategies for effectively integrating both supplier diversity and DEI initiatives to foster a more inclusive and equitable business environment at your institution. The conversation sheds light on the distinct yet complementary roles each plays in driving meaningful change.Relevant Links:National Minority Supplier Development Council (NMSDC)Women's Business Enterprise National Council (WBENC)E&I's commitment to Supplier DiversityE&I RGMA contractRGMA websiteRGMA Digital Suite for Higher Ed VideoCooperatively Speaking is hosted by E&I Cooperative Services, the only member-owned, non-profit procurement cooperative exclusively focused on serving the needs of education. Visit our website at www.eandi.org/podcast.Contact UsHave questions, comments, or ideas for a future episode? We'd love to hear from you! Contact Cooperatively Speaking at podcast@eandi.org. This podcast is for informational purposes only. The views expressed in this podcast may not be those of the host(s) or E&I Cooperative Services.

Verena Weber, a Chief AI Officer on Demand and founder of the 'Women in AI' newsletter shares her insights on being a woman in AI and the challenges of gender diversity in the industry. She emphasises the need for women to advocate for themselves, be proactive in promoting their achievements, and overcome imposter syndrome. Verena also discusses the importance of embracing feminine qualities in the workplace and creating a supportive community for women in tech. She advises caution when using AI tools, highlighting the need to be aware of bias and provide specific feedback to improve the output. Verena also expresses her optimism about the future of AI, and its potential to automate tasks and free up time for more meaningful work.

Part 4 of 4. My guest for this week's episode is Shekhar Mitra, former Senior Vice President of Global Innovation and Chief of Innovation at Procter & Gamble and current President and Founder of InnoPreneur, a strategic advisory firm that enables development of innovation capabilities, ideation, and organizational development for Fortune 500 corporations and new ventures. Prior to InnoPreneur, Shekhar spent 29 years at Procter & Gamble where he worked his way up from staff scientist to Senior Vice President of Global Innovation and Chief of Innovation, becoming a part of P&G's top leadership team and a member of the CEO's Global Leadership Council. Shekhar's time at P&G paints a successful entrepreneurial road map for those looking to learn, grow, and innovate within large corporations.

Hiring can be a challenging process for any principal, but getting it right is crucial to the success of your school. Today we discuss why being intentional in our hiring practices is so important. We explore strategies for evaluating needs, fostering inclusivity, and navigating the dual nature of hiring: mourning departures while seizing opportunities to fill vital roles within the team. Dr. Ryan Daniel is principal of Fort Foote Elementary School in Fort Washington, Maryland, and serves as fellow at the NAESP Center for Diversity Leadership. Xavier Reed is principal of Central Middle School in Wayzata, Minnesota, and also serves as a fellow at the NAESP Center for Diversity Leadership.

As summer approaches, principals will no doubt be reflecting on their schools' progress, and what it means heading into the school year. And as with any process, equity should be a key area of consideration by school leaders. In this episode, we discuss how personal experiences influence equity approaches, how to establish common definitions, creating supportive systems, and building capacity for equitable leadership within schools and districts. Dr. Ryan Daniel is principal of Fort Foote Elementary School in Fort Washington, Maryland, and serves as fellow at the NAESP Center for Diversity Leadership. Xavier Reed is principal of Central Middle School in Wayzata, Minnesota, and also serves as a fellow at the NAESP Center for Diversity Leadership.

E&I Hosts: Titus Martin, Executive Director, Supplier Diversity and David Manz, Business Partnerships Manager, Facilities & InteriorsGuest: Reginald Layton, Former Vice President, Supplier Diversity & Supply Chain Sustainability at Johnson Controls International PlcIn part four of our Supplier Diversity Leadership Series, Titus and David welcome Reginald Layton, a renowned expert and Supplier Diversity thought leader.  Reginald provides a comprehensive guide for organizations on implementing supplier diversity best practices. He highlights the value proposition of supplier diversity for educational institutions, detailing five key reasons to adopt these practices. He also explores the strong alignment between supplier diversity and sustainability, explaining how both ecosystems support each other. Relevant Links:National Minority Supplier Development Council (NMSDC)Women's Business Enterprise National Council (WBENC)Billion Dollar Roundtable E&I's commitment to Supplier DiversityE&I RGMA contractRGMA websiteRGMA Digital Suite for Higher Ed VideoCooperatively Speaking is hosted by E&I Cooperative Services, the only member-owned, non-profit procurement cooperative exclusively focused on serving the needs of education. Visit our website at www.eandi.org/podcast.Our E&I Hosts David Manz, Business Partnerships Manager, Facilities & Interiors Saul Alvarado, Vice President, Business Partnerships Manager Joe Castelluccio, Director, Business Development Titus Martin, Executive Director, Supplier Diversity Contact UsHave questions, comments, or ideas for a future episode? We'd love to hear from you! Contact Cooperatively Speaking at podcast@eandi.org. This podcast is for informational purposes only. The views expressed in this podcast may not be those of the host(s) or E&I Cooperative Services.

In this week's Scale Your Sales Podcast episode, my guest is Hang Black. From refugee to revenue leader, Hang Black's career spans engineering, marketing, and sales, earning her the nickname “Black Ops”. A multi-national keynote speaker on sales, leadership, and a passionate advocate for women in the workplace, she is the author of a Wall Street Journal best-selling book. In this episode, Hang discussed the impact of AI, cultural disparities in the treatment of women in sales, and the evolving demographics of buyers. Highlighting the importance of diversity at all levels of an organization, Hang emphasized the need for intentional inclusion to avoid unintended exclusion in the workplace. She also delved into the potential of AI in optimizing tools to represent all buyers' needs and emphasized the necessity for sales leadership principles to adapt to digital advancements and technological changes. Moreover, Hang shared insights on the changing role of outbound SDRs and AEs and discussed the importance of programmatic diversity, equity, and inclusion (DEI) strategies, emphasizing the need for genuine action to address unconscious bias and accelerate overlooked talent within organizations. Welcome to Scale Your Sales Podcast, Hang Black. Timestamps: 00:00 – Diversity, Leadership, and Adaptation in a Digital Age.   04:19 – Plan for the future. Invest in leadership and technology.   12:10 – Influencing hiring decisions for diversity and fairness.   13:59 – Struggle with expanding tool stack, use AI wisely.   17:03 – Challenge in leadership training for relevant and effective coaching.   23:26 – Improving retention: role models, inclusion, psychological safety, and equal access.   28:29 – Opportunities for overlooked individuals through sponsorship.   31:30 – Support leaders to be digitally savvy and empathetic.   https://hangwithhang.com/ https://www.linkedin.com/in/hangwithhang/   Janice B Gordon is the award-winning Customer Growth Expert and Scale Your Sales Framework founder. She is by LinkedIn Sales 15 Innovating Sales Influencers to Follow 2021, the Top 50 Global Thought Leaders and Influencers on Customer Experience Nov 2020 and 150 Women B2B Thought Leaders You Should Follow in 2021. Janice helps companies worldwide to reimagine revenue growth through customer experience and sales.   Book Janice to speak virtually at your next event: https://janicebgordon.com    LinkedIn: https://www.linkedin.com/in/janice-b-gordon/       Twitter: https://twitter.com/JaniceBGordon    Scale Your Sales Podcast: https://scaleyoursales.co.uk/podcast      More on the blog: https://scaleyoursales.co.uk/blog    Instagram: https://www.instagram.com/janicebgordon       Facebook: https://www.facebook.com/ScaleYourSal...        

Send us a Text Message.In this episode, we get candid with Elizabeth Miller, GM for Manassen Foods as she shares some amazing insights on life and career, including: Life in Scotland and what brought her to Australia Her start in Chemical Engineering and how she decided it wasn't for her Taking opportunities as they come and stepping up into leadership roles Importance of taking jobs that are fulfilling and where she is adding value  Why it's okay not to know everything It's a chat not to be missed. Tune in now! 

A principal's job involves a broad variety of roles, responsibilities, and communities. So it stands to reason that any school leader seeking to improve their practice should seek to grow in multiple ways. Dr. Ryan Daniel and Liz Garden, both of whom work within the NAESP Centers for Advancing Leadership, sit down with host Andy Jacks to discuss how this work has helped themselves and their peers grow. Dr. Ryan Daniel is principal of Fort Foote Elementary School in Fort Washington, Maryland, and serves as fellow at the NAESP Center for Diversity Leadership. Liz Garden is principal of Henry P. Clough Elementary school in Mendon Massachusetts, and serves as fellow at the NAESP Center for Innovative Leadership. Andy Jacks, Ed.D. is principal at The Nokesville School in Nokesville, Virginia, and senior fellow at the NAESP Centers for Advancing Leadership. Learn more about the NAESP Centers for Advancing Leadership at naesp.org/CAL

This week Jeff's guest is Shan Cooper. She is the Founder and CEO of Journey Forward Strategies. Shan's impressive background includes being the first Black Woman to be VP and General Manager of a division of Lockheed Martin, overseeing 8,000 employees. She also served as the executive director for the Atlanta Committee for Progress, and is the former Chief Transformation Officer at West Rock. Shan and Jeff delve into the nuanced challenges of fostering diversity and inclusion while navigating organizational change. Shan's insights underscore the necessity of understanding long-term business cycles and addressing incidents of discrimination head-on. She shares the sobering experience of grappling with racially motivated violence within the company, highlighting the importance of creating a safe environment for dialogue and swift action against discriminatory behavior. Shan and Jeff underscore the significance of cultural competency in business interactions, emphasizing the need for leaders to invest in understanding diverse perspectives, and the pivotal role of effective leadership alignment and communication in driving organizational transformation. This insightful conversation advocates for clear communication, robust training, and modeling of desired behaviors to facilitate meaningful change within the workplace, ultimately fostering a culture of inclusion and driving organizational success.

His high school resume includes membership in the Honors Society, Fellowship of Christian Athletes, and Future Farmers of America. To wind down, he spends time reading, or camping in the woods with his wife. And he loves his tiny toy breed puppy.  These are some unexpected revelations from our interview with the Zachary Police Department's trailblazing first African American police chief,  Daryl "Schuster" Lawrence. A ZHS graduate, Chief Lawrence was born and raised in our community. Chief Lawrence has committed 36 years of his life to serving and protecting the people of our city, as well as served in the Marine Corps for six years. From his humble beginnings as a volunteer officer to ascending to his current role, Chief Lawrence has demonstrated exceptional leadership, integrity, and a deep-rooted commitment to our city. His historic election as Zachary's first African American Police Chief in December of 2022 and taking the Oath of Office January 9, 2023 is a milestone for him and our community.Join us for this enlightening journey behind the badge—a story of change, unity, and the power of a shared vision for a better tomorrow.Chief Lawrence's leadership represents progress and inclusivity in law enforcement, showcasing that qualification knows no bounds and that diversity strengthens our institutions. His dedication to upholding the values of justice, fairness, and community engagement embodies the spirit of Black History Month.Thank you, Chief Lawrence, for your service to our country, and our community. Support the show

One of a school leader's most important roles is to build connections with their entire school community. In particular, it's essential to ensure that engagement is culturally responsive and includes all students, families, and stakeholders. In this episode, we discuss strategies for fostering inclusive partnerships, and how crucial it is for students' holistic development, success, and well-being. Dr. Ryan Daniel is principal of Fort Foote Elementary School in Fort Washington, Maryland, and serves as fellow at the NAESP Center for Diversity Leadership. Xavier Reed is principal of Central Middle School in Wayzata, Minnesota, and also serves as a fellow at the NAESP Center for Diversity Leadership.

When a lack of belonging is felt, it can have a huge impact on our personal lives. Today's episode centers on how a culture of belongingness and inclusion can be fostered at their schools. We discuss why it is important to create a sense of acceptance, inclusion, and identity, and what it means to allow students, staff, and families to come to school as their authentic selves. Dr. Ryan Daniel is principal of Fort Foote Elementary School in Fort Washington, Maryland, and serves as fellow at the NAESP Center for Diversity Leadership. Xavier Reed is principal of Central Middle School in Wayzata, Minnesota, and also serves as a fellow at the NAESP Center for Diversity Leadership.

E&I Hosts: Titus Martin, Executive Director, Supplier Diversity and David Manz, Business Partnerships Manager, Facilities & InteriorsGuest: Ralph G. Moore, Founder & President of Ralph G. Moore & Associates Join us for Part Three of our Supplier Diversity Series as Titus and David welcome Ralph G Moore, a veteran with over 40 years of experience and the founder of Ralph G Moore and Associates – a Chicago-based consulting firm recognized globally for supply diversity strategies and minority business development. Listen as Ralph provides a comprehensive exploration of the historical context of supplier diversity while sharing  his unique perspectives, personal experiences, and success stories. Relevant Links:E&I RGMA contractE&I's commitment to Supplier DiversityRGMA websiteRGMA Digital Suite for Higher Ed VideoCooperatively Speaking is hosted by E&I Cooperative Services, the only member-owned, non-profit procurement cooperative exclusively focused on serving the needs of education. Visit our website at www.eandi.org/podcast.Our E&I Hosts David Manz, Business Partnerships Manager, Facilities & Interiors Saul Alvarado, Vice President, Business Partnerships Manager Joe Castelluccio, Director, Business Development Titus Martin, Executive Director, Supplier Diversity Contact UsHave questions, comments, or ideas for a future episode? We'd love to hear from you! Contact Cooperatively Speaking at podcast@eandi.org. This podcast is for informational purposes only. The views expressed in this podcast may not be those of the host(s) or E&I Cooperative Services.

By creating a shared voice, you can gain a deeper understanding and appreciation of your school communities' different cultural, economic, and geographic circumstances to ultimately better serve your school. In their first episode together, Center for Diversity leadership fellows Dr. Ryan Daniel and Xavier Reed team up to discuss what shared voice means to them, and how they implement it through their leadership. Dr. Ryan Daniel is principal of Fort Foote Elementary School in Fort Washington, Maryland, and serves as fellow at the NAESP Center for Diversity Leadership. Xavier Reed is principal of Central Middle School in Wayzata, Minnesota, and also serves as a fellow at the NAESP Center for Diversity Leadership.

Join us as we sit down with Church Planter Joumeel Mclaurine for an inspiring discussion on church planting, team leadership, and embracing diversity. Joumeel opens up about his transformative journey as a church planter, sharing the pivotal moments that ignited his passion for building a vibrant community of believers. Discover how he cultivates a first-class team and empowers them for impactful ministry. Delve into the power of diversity in leadership, as Joumeel shares practical strategies for fostering inclusion and creating a sense of belonging within a multicultural team. Prepare to be inspired by his success stories and insights, as we explore the dynamics of planting seeds of diversity in the realm of church leadership.Connect with Joumeel Mclaurine:Website: https://ascendchurch.co Personal Instagram: @JoumeelMclaurineChurch Instagram: @AscendChurchmiPurchase The Christian Leader Blueprint book today: https://www.ryanfranklin.org/blueprintbook Download The Christian Leader Blueprint – Short Guide (Free): https://www.ryanfranklin.org/blueprint YouTube and Audio Podcast: https://www.ryanfranklin.org/leaderpodcast Connect with Ryan: Email: info@ryanfranklin.org Facebook: https://www.facebook.com/rnfranklin/ Instagram: https://www.instagram.com/rnfranklin/ Linkedin: https://www.linkedin.com/in/rnfranklin/ #christianleadermadesimple, #ryanfranklin, #leadershippodcast, #leadershipyoutube, #christianleader, #leadership, #thoughtleadership, #ministry, #pastor, #pastors, #churches, #leadershiptraining, #churchleader, #churchleaders, #influence, #leadershipdevelopment, #coaching, #executivecoach, #leadershipcoaching, #productivitycoach, #productivity, #growthmindset, #theproductiveleader, #emotions, #thechristianleaderblueprint, #socialintelligence, #discipline, #studentministry, #personalgrowth

In this episode of The Heidrick & Struggles Leadership Podcast, Heidrick & Struggles' Jennifer Streitwieser speaks to Ying McGuire, the CEO and president of the National Minority Supplier Development Council (NMSDC). The NMSDC is the longest-operating business growth engine for the broadest group of systematically excluded communities of color in the United States. In this interview, McGuire discusses the untapped potential of minority business enterprises and shares her perspective on leading through the significant transformations within organizations brought about by technology, data, emerging markets, and economic dynamics. She also discusses how critical culture and change management are in navigating transformations and what specific leadership skill sets and capabilities will be most important to help the National Minority Supplier Development Council meet its strategic goals, and offers advice for other aspiring, underrepresented leaders. Hosted on Acast. See acast.com/privacy for more information.

In a profound discussion on leadership, diversity, and social change, Juana Bordas, an accomplished author and advocate, delves into the evolving dynamics of activism, particularly highlighting the role of young digital activists and their global perspectives. Through anecdotes about influential figures like Christina Jimenez, the co-founder of DACA, and the speaker's own personal experiences, the conversation touches upon the powerful intersection of culture, technology, and generational shifts. Addressing the crucial concept of "leadership by the many," Juana underscores the importance of collective action and shared values, such as respect, hard work, and collaboration, which are rooted deeply within communities of color. The dialogue culminates with a pressing contemplation on the challenges of materialism and the need for genuine societal participation, calling for a renewed focus on servant leadership and community well-being.

E&I Hosts: Titus Martin, Executive Director, Supplier Diversity and David Manz, Business Partnerships Manager, Facilities & InteriorsGuest: Reggie Williams, CEO of Procurement Resources, Inc."The tent is getting larger, and the tent doesn't have a door that is closed to anyone. The more we are all aligned in this process called stakeholder capitalism, the greater the benefits to all of us. I don't want to exclude anyone."Titus and David are joined by special guest Reggie Williams, CEO of Procurement Resources and the leader who coined the phrase supplier diversity. In this episode, we discuss the history of supplier diversity, including stakeholder capitalism, investing back into your community, the numbers behind why this is important, and what it truly means to have a real supplier diversity program.Relevant Links:Procurement Resources, Inc. websiteJUST Capital: an independent nonprofit dedicated to building an economy that works for all Americans by measuring and improving corporate stakeholder performance at America's largest companiesNASDAQ Board Diversity Rule: what companies should knowNASDAQ Entrepreneurial Center: to improve inclusion, access, and knowledge in entrepreneurship Herndon Directors Institute: prepares minorities and women for participation on a broad range of governing boardsWatch Video: What is implicit bias? 2 experts on how to spot it.E&I's commitment to Supplier DiversityCooperatively Speaking is hosted by E&I Cooperative Services, the only member-owned, non-profit procurement cooperative exclusively focused on serving the needs of education. Visit our website at www.eandi.org/podcast.Our E&I Hosts David Manz, Business Partnerships Manager, Facilities & Interiors Saul Alvarado, Vice President, Business Partnerships Manager Joe Castelluccio, Director, Business Development Titus Martin, Executive Director, Supplier Diversity Contact UsHave questions, comments, or ideas for a future episode? We'd love to hear from you! Contact Cooperatively Speaking at podcast@eandi.org. This podcast is for informational purposes only. The views expressed in this podcast may not be those of the host(s) or E&I Cooperative Services.

E&I Hosts: Titus Martin, Executive Director, Supplier Diversity and David Manz, Business Partnerships Manager, Facilities & InteriorsGuest: Reggie Williams, CEO of Procurement Resources, Inc.Tune into the second part of Titus and David's conversation with Reggie Williams, CEO of Procurement Resources and the individual who coined the phrase supplier diversity. Here, we cover what supplier diversity really means, best practices for growing your program with real-life examples, and why it's critical to include diverse suppliers in your purchasing processes.Relevant Links:Procurement Resources, Inc. websiteJUST Capital: an independent nonprofit dedicated to building an economy that works for all Americans by measuring and improving corporate stakeholder performance at America's largest companiesNASDAQ Board Diversity Rule: what companies should knowNASDAQ Entrepreneurial Center: to improve inclusion, access, and knowledge in entrepreneurship Herndon Directors Institute: prepares minorities and women for participation on a broad range of governing boardsWatch Video: What is implicit bias? 2 experts on how to spot it.E&I's commitment to Supplier DiversityCooperatively Speaking is hosted by E&I Cooperative Services, the only member-owned, non-profit procurement cooperative exclusively focused on serving the needs of education. Visit our website at www.eandi.org/podcast.Our E&I Hosts David Manz, Business Partnerships Manager, Facilities & Interiors Saul Alvarado, Vice President, Business Partnerships Manager Joe Castelluccio, Director, Business Development Titus Martin, Executive Director, Supplier Diversity Contact UsHave questions, comments, or ideas for a future episode? We'd love to hear from you! Contact Cooperatively Speaking at podcast@eandi.org. This podcast is for informational purposes only. The views expressed in this podcast may not be those of the host(s) or E&I Cooperative Services.

Summer is typically the ideal time for schools to begin to fill vacancies and plan for the upcoming year. For principals, it is important to be utilizing equitable hiring practices when identifying the best teachers for our students. Ryan Daniel shares some of her experiences and strategies when it comes to ensuring your school is hiring with an eye for equity. Dr. Ryan Daniel is principal of Fort Foote Elementary School in Fort Washington, Maryland, and fellow at the NAESP Center for Diversity Leadership.

A fun and fascinating conversation with Eric M. Bailey, bestselling author of The Cure for Stupidity: Using Brain Science to Explain Irrational Behavior and President of Bailey Strategic Innovation Group, one of the fastest-growing human communication consulting firms in the United States.Eric was recently named Diversity Leader of the Year by the Diversity Leadership Alliance. In this episode of Coaches on Zoom Drinking Coffee, Coaching.com CEO Alex Pascal asks him to debunk some myths about what bias means and explain how people who confront their biases have greater opportunities for control and creativity.As an expert on human behavior, connection, and communication, Eric had insights to share on how we can interrupt our thought cycles and move beyond our initial unhelpful reactions to stressful situations. Using road rage as an example, he provides practical tips you can apply right away to avoid holding onto the frustration you feel at the behavior of others. One of the major conversations currently taking place in our culture is around political correctness and a perceived increase in the general population's sensitivity levels. During their discussion, Eric and Alex consider whether beloved shows like Seinfeld could be shown today - and whether it's really a negative thing if we've evolved past certain media.To learn how to help people move beyond defensiveness into an open, curious mindset where they're able to embrace diversity, listen to the full conversation. 

Provost Eddy Rojas from The University of St. Thomas tells us about an exciting program starting this fall. 

2-20 Adam and Jordana 9a hour

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School leaders must understand that in order to build a positive school culture they must prioritize understanding the experiences and perspectives of others. Empathetic leadership is an essential component of school leadership. Today, Dr. Ryan Daniel and Dr. Edgardo Castro discuss ways principals can build and sustain a culture of empathy at their schools. Dr. Ryan Daniel is principal of Fort Foote Elementary School in Fort Washington, Maryland, and fellow at the NAESP Center for Diversity Leadership. Dr. Edgardo Castro is Director of Learning Services at Truth or Consequences Municipal Schools in New Mexico, and fellow at the NAESP Center for Diversity Leadership.

Ensuring a fair and equitable education for students is essential to their success and well-being, which is why it is so important for principals to understand implicit bias. Whether it manifests in students, staff, or importantly themselves, school leaders should be aware of the impact of bias and how to address it. In this episode, Center for Diversity Leadership fellow Dr. Ryan Daniel talks with Dr. William Blake about what implicit bias means to them, and strategies to both acknowledge and address these biases in their work and lives. Dr. William Blake, a former teacher and principal, currently serves as director of redesign in the District of Columbia Public Schools.

Every student in my classroom deserves an equal chance despite their differences, what can we do as school leaders to ensure that? Equity in education is the process of reforming practices, policies, and procedures at the school and district levels to support academic fairness and inclusion. This ensures every child has everything they need to be successful, like resources, teachers, and interventions. Today we are pleased to feature NAESP Center for Diversity Leadership fellows Ryan Daniel and Edgardo Castro as they discuss how school leaders can create a common language of what equity looks and feels like. Dr. Ryan Daniel is principal of Fort Foote Elementary School in Fort Washington, Maryland, and fellow at the Center for Diversity Leadership. Dr. Edgardo Castro is Director of Learning Services at Truth or Consequences Municipal Schools in New Mexico, and fellow at the Center for Diversity Leadership.

It's great when schools do good work, but even better when principals are able to talk about it. Good communication is essential for stakeholder engagement, and the overall success of your students and school. Adam Welcome and Rachael George are joined by Centers for Advancing Leadership fellows Dr. Ryan Daniel and Jessica Gomez, to talk about communication. In this episode we discuss: Why communication matters Using traditional means like newsletters Newer forms such as podcasts and YouTube How to adjust and adapt as needed Dr. Ryan Daniel is principal of Fort Foote Elementary School in Hyattsville, Maryland, and a fellow at the NAESP Center for Diversity Leadership. Jessica Gomez is principal of Alice Birney Elementary School in Colton, California, and a fellow at the NAESP Center for Women in Leadership.

Was darf ich heute noch sagen? Worauf muss ich noch alles achten? In diesem Podcast werden endlich alle Fragen beantwortet, welche die Stammtische der Welt seit einigen Jahren umtreibt. Diversity-, Equity- und Inclusion-Consultant Ellen Wagner erklärt, wie du dein Unternehmen inklusiver machen kannst, wieso Menschen mit einem privilegiertem Hintergrund oft Probleme übersehen und wieso ein Fokus auf Inklusion letztendlich das Leben für alle Mitarbeiter*innen - ungeachtet von Geschlecht, Hautfarbe, sexueller Orientierung, etc. - besser macht. Du erfährst... • …warum eine inklusivere Sprache das Unternehmensklima verbessert • …mit welcher Strategie Ellen Unternehmen sensibilisiert • …auf welche Art man ein Bewusstsein für Diversity schafft • …wie man mit Mikroaggressionen umgehen sollte

This webinar lines up and reveals the inspiring personal journeys from a panel of accomplished women who have embraced technology and going beyond; As the world innovates and technology advances, the opportunity for businesses and society to advance women in STEM careers has never been greater. Speakers: Sheikha Alanoud Al-Thani, Deputy CEO and Chief Business officer, QFC Marwa Adawy, Head of Delivery, Vesuvio Labs Dr Saeeda Jaffar, Senior Vice President & Group Country Manager for the Gulf Cooperation Council region, Visa Stefanie Schachtschabel, Founder & CEO, Welcome to the World Tamara Rida, General Counsel at the University of Doha for Science and Technology Moderator: Maysoon R. Zayed, Chief Advisor to the President for Commercialization and Global Strategic Partnerships, University of Doha for Science and Technology Webinar hosted on May 24th 2022 by the Qatar Financial Centre in partnership with Vesuvio Labs.

The 6th annual Diversity Leadership Day occurred on February 2, 2022. Many unforgettable, spectacular and extraordinary things happened on that day. Our presenters, listeners and workshop sponsors have much to say. This episode is brought to you by Rachel, and the VPod, a production of Viewpoint's Zero Period Podcasting Class. Transcript coming soon.

Nicole J. Walker brings far more diversity than just her race and gender to her role as managing partner at Arboretum Ventures. Her background was in operations and engineering, and she knows her perspective has given her valuable insight into the businesses she works with. Walker also credits her team with asking hard questions, applying different experiences, and bringing an historical perspective—together keeping each other disciplined and objective. Walker knows that “fullness of diversity” will be equally successful for the healthcare venture space as a whole. “It's really important that we keep pushing the envelope on the people around the table,” she says, having honest conversations about who are the decision-makers, how we compensate people for their work, and how our pools and pipelines may be influencing our candidate choice.  

Jayzen is thrilled to welcome Renée Baker to the show. Renée has had an incredible career journey in the financial industry as an advisor, CMO and now Head of Private Client Group Advisor Inclusion Networks for Raymond James. Renée shares a wealth of experience in how to be an effective leader and versus just being a manager of people and things. Her mantra of “never playing small” is a lesson for anyone's career. Guest Bio Renée Baker Head of Private Client Group Advisor Inclusion Networks Raymond James In her role, Renée provides corporate support and leadership for the Women Financial Advisors Network, Black Financial Advisors Network and Pride Financial Advisors Network. Renée and her team are focused on the recruitment, retention and advancement of diverse financial advisors to help them achieve long-term success. She collaborates with the Raymond James PCG Education & Practice Management team to provide solutions, tools and resources to help advisors grow their businesses. Renée also works closely with internal and external partners including the firm's head of diversity and inclusion in support of the firm's commitment to diversity and inclusion. Previously, Renée served as chief marketing officer for Carillon Tower Advisers, a subsidiary of Raymond James. She was responsible for the global marketing strategy for seven affiliate brands, while leading a team of marketing professionals across several departments. Renée is a seasoned marketing executive with extensive experience across various channels and geographies. Before joining Raymond James, she held senior-level marketing roles at several financial services firms, most recently at Aberdeen Standard Investments. She was also an adjunct instructor at the University of South Florida, where she taught advertising management. Renée is a member of the Raymond James Diversity and Inclusion Advisory Council, having previously served as the firm's national co-leader for the Mosaic Multicultural Inclusion Network; and serves as a mentor for several Raymond James' associates programs and American Corporate Partners, which are focused on helping veterans and active-duty spouses find meaningful employment opportunities and develop long-term careers. Active in the community, she is also a trustee for American Stage Theatre Company, where she serves as the co-chair for the equity, diversity and inclusion committee and is a member of the board of directors for the Susan G. Komen Breast Cancer Foundation. She holds a Bachelor of Science degree in finance from Rutgers University, a Master of Business Administration degree from The Pennsylvania State University and a doctorate in business administration from Wilmington University. Renée also completed executive education at the Securities Industry Institute, hosted by SIFMA and Wharton, and holds several securities licenses. She has been the recipient of several industry awards and was recognized by The Pennsylvania State University, as the 2021 Smeal Alumni Award Recipient for Diversity Leadership and Financial Planning magazine as one of the “20 People Who Will Change Wealth Management in 2020.” Links To learn more about Lead With Your Brand and the Career Breakthrough Mentoring program, please visit: LeadWithyYourBrand.com To book Jayzen for a speaking engagement or workshop at your company, visit: JayzenPatria.com

Pursue systemic equality with Adrian Taylor as he teaches how he “accepted the challenge to be a just leader.” Adrian discusses the value of maintaining strong faith and fostering love even in an office environment. In pursuing workplace equality and diversity, Adrian emphasizes that it's essential for leaders to be “human” and accept their own vulnerability as well. Adrian is the current Director of Diversity for Premier Health in Dayton, Ohio, where he works to enforce workforce, patient and supplier diversity.“It's okay as a leader to be vulnerable and human” - Adrian TaylorMore about Adrian Taylor:Adrian Taylor started his professional career as a Support Representative at Ontario Systems before becoming a Supervisor for EDS (Electronic Data Systems). Adrian stayed at EDS for three and a half years before moving to NCR Corporation as an Assistant Project Manager. He then worked as a Unit Manager for The Berry Company, and became Program Operations Coordinator for MEDC (Minority Economic Development Council).In 2010, Adrian worked at the Dayton Area Chamber of Commerce within the Manager, Minority Business Retention & Expansion (MBP - Minority Business Partnership) department. In 2014, he became the Director of Diversity at Premier Health Partners, where he has made strides for diversity within healthcare. More about Adrian Taylor from his bio:“Adrian Taylor is the Director of Diversity for Premier Health in Dayton, Ohio. He serves as the key advisor on the research, development and/or modification of diversity programs that support Premier's business objectives with an emphasis on workforce diversity, supplier diversity and community engagement. He engages the community through various functions and events that reflect Premier's values and promote healthier living throughout the Dayton region. Some of the events include: Premier Health's African-American Wellness Walk, serving on the Dayton & Montgomery County's Public Health LGBTQ Initiative, sponsoring and participating in the annual Hispanic Heritage Celebration, participating on the Dayton Business Journal's Diversity Committee, and serving on the UD West Dayton Conversation Steering Committee.At the 2017 Southwest Ohio Supplier Diversity Healthcare symposium Adrian received the prestigious Spirit of Diversity Individual Champion Award for the work they've achieved in the Dayton area though their supplier diversity program. Premier relentlessly pursues diversity supplier within the southwest Ohio region through outreaches and forums held throughout the year. He also received the Leadership Excellence Award at the 2017 Diversity & Leadership conference for the work Premier is doing in Inclusion & Diversity. He also won the 2018 Asian American Commerce's Group Supplier Diversity Leadership Award. Through his leadership, Premier Health also won the Vizient Supplier Diversity Excellent Award and the Ohio Minority Supplier Development Council's Class-1 Corporation of the Year Award in 2017.In 2020, he won the Dayton Business Journal Outstanding Diversity Champion award for showing outstanding initiative in promoting diversity and inclusion at Premier and the community and making a positive difference in others' lives through contributions to social justice, equality and diversity and this year he was acknowledged as one of the Top 100 under 50 by DiversityMBA and acknowledged as a DEIB Champion by the National Diversity Council. Premier tracks and reports out on demographic information, strategies for retention and recruitment for diverse employees, and executing best practices for their over 12,000 they manage throughout southwest Ohio on a quarterly basis. https://www.linkedin.com/in/adrian-taylor-cdp-a157b313/

Since 2014, Rev'd Elyse Brouwer has served at the Community Engagement Pastor at Westwinds Community Church. With the people and resources at WCC, she has been able to bless the Surrey community through school lunch programs, outreach, and community connections. Rev'd Elyse graduated from Summit Pacific College in 2013 with a bachelor's degree in Pastoral Theology. She grew up in Vancouver, B.C., where she accepted Christ as a teenager and felt called to vocational ministry shortly after. Today, she is pursuing her M.A in Theological Studies from Regent College. Away from the classroom and the her vocational commitments, Rev'd Elyse loves reading, thrift shopping, and eating any kind of food, but especially sushi and Vietnamese. Moreover, she loves the church and is passionate about helping people develop an authentic and maturing relationship with Jesus Christ. Take a listen to our conversation together.Connect with Rev'd Elyse Instagram Facebook Twitter ________________________________________________________________________________________________________________________________Connect with TWU Student MinistriesFollow us on Instagram 

One Knight In Product Podcast Host Jason Knight Said About His Podcast It Is About Product Management, Tech, Diversity, Leadership), He Is From London. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Innovation. Transformational leadership. Joan Williams, Associate Vice President for Diversity and Chief Diversity Officer at Salisbury University talks about these  important subjects and how we can bring about change. She also lays out the landscape for diversity education development and facilitation. Don't miss this open, transparent and informed conversation.  Find all episodes on my website: Apple, Spotify, Amazon Music, or my website: Dr. Pat Sanders Support this podcast on Buy Me a Coffee  You are appreciated! Please leave a positive review. Email me at hellodrpat@gmail.com    

We are honored to have Lenora Billings-Harris join us for this special episode on diversity, equity, and inclusion. Lenora comes from the corporate world and for over 25 years she has been a diversity, equity, and inclusion speaker, trainer, and consultant. She is the President and CEO of UbuntuGlobal and the author of The Diversity Advantage. She is also a past president of both the National Speakers Association and the Global Speakers Federation.Embracing diversity and inclusion in the workplace is one of the hottest topics right now in leadership. Lenora explains how to become a workplace leader in diversity and inclusion. Our conversation dives into: The important differences between diversity and inclusion How more diverse companies are also more successful companies Why there is nothing political about “political correctness” Her four-part Cultural Compass to become a diversity and inclusion leader And so much more… Leaders create the space that allows people to feel valued, or not. And the more they feel valued the more they are able to contribute. Develop the habits of successful diversity leadership starting with this episode. Listen now!

Have you ever been intrigued by someone and the work they do?  I'm constantly wanting to know more about people and so when I read the book by Michael Welp, Four Days To Change I wanted to know more.  Michael and I live in the same small yet progressive town in North Idaho and have never really met…so what did I do, I reached out and asked him if we could meet for coffee because I was curious.    We sat across from each other discussing the usual – How did you get to Sandpoint, what is your life like, etc.  And then he spoke of his time in South Africa in the years when Mandela was released from prison, how he found his voice as a white male through work in diversity. How he found the freedom to jump out of his cultural box that he wasn't even aware of.  There are not many times I'm speechless however, speaking with Michael both that day and as I interviewed him, I found myself deeply listening to his story, how he co-created White Men as Full Diversity Partners (https://wmfdp.com), and his thoughts and experiences on multiple topics we explored.   This episode is jam packed with important and life changing reflections that you don't want to miss!  Listen in to our conversation of exploration! Michael Welp, PhD. is a co-founder of White Men as Full Diversity Partners (WMFDP).  For 20 years, Welp has led pioneering workshops engaging white male leaders to create cultures of full inclusion.  He focuses on how to engage white men to become more passionate advocates for inclusion and how they can partner better with people of color and white women.  Welp has facilitated interracial team building with over a dozen South African corporations in his work with Outward Bound. His research on how white men learn about diversity led to founding WMFDP.  Welp is the author of the book, Four Days to Change: 12 Radical Habits to Overcome Bias and Thrive in a Diverse World. It's important to find someone - maybe multiple someone's - you trust to begin down the road of leadership growth. At the end of the day, you owe it to your team and counterparts to embrace your role as a leader. Listen now to learn how you can begin to take stock of your goals and visit https://www.threevconsulting.com/ and request a free consultation.

Now the Vice President for Diversity and Inclusion at The Philadelphia Inquirer, Days spent 10 years as editor of the Philadelphia Daily News, which won a Pulitzer Prize under his leadership. He began his career as a reporter, working in Minneapolis; in Rochester, N.Y.; and at the Louisville Courier-Journal. He worked in the Philadelphia bureau of the Wall Street Journal before joining the Daily News.   In 2014, Days was awarded the prestigious Robert G. McGruder Award for Diversity Leadership. The McGruder Award is given annually to individuals, news organizations or teams of journalists who embody the spirit of McGruder, a former newsroom leader of the Detroit Free Press and Cleveland Plain Dealer. McGruder, who died in 2002, was considered one of the most relentless diversity champions in the industry.  In 2017, Days was inducted into the NABJ Hall of Fame. 

Executive Editor Michael Roy speaks with Ayana Jordan, M.D., Ph.D., and Christina Mangurian, M.D., M.A.S., about their article on psychiatry diversity leadership in academic medicine. Dr. Ayana Jordan is an associate program director of the adult psychiatry training program and an assistant professor of psychiatry at the Yale University School of Medicine. She is a member of the APA Board of Trustees, and she serves on the Early-Career Psychiatrist Advisory Committee for the journal Psychiatric Services. Her research is concentrated on increasing access to care for minoritized populations with substance use problems. Dr. Christina Mangurian is a professor of psychiatry, epidemiology, and biostatistics in the School of Medicine at the University of California, San Francisco (UCSF). She is also vice chair for diversity and health equity at the UCSF Department of Psychiatry and Behavioral Sciences and a former chair of the APA Council on Minority Mental Health and Health Disparities. Her primary research program focuses on promoting mental health equity for patients and the workforce. The authors’ background and how they became involved in their work [2:50] How the authors’ roles in the workplace and in the community changed over the course of the past few years [7:51] Description of the case vignette presented in the article [14:23] The overall landscape for diversity leaders at psychiatry departments [18:40] Comparisons with other fields of medicine and academia [22:20] Three unique challenges faced by individuals who hold diversity, equity, and inclusion (DEI) roles [24:44] Initial steps that can help leaders in DEI positions [28:42] What people with institutional power can do to make sure that the experiences of BIPOC individuals are not ignored [34:40] Best practices to effectively support DEI leadership efforts in psychiatry [37:18] How scholarly research can adapt to help advance these efforts [42:39] Are the authors optimistic that we can overcome barriers and make real progress in efforts to expand diversity, equity, and inclusion throughout our community and workplaces? [46:11] Photo (from top): Helena Hansen, M.D., Ph.D., Christina Mangurian, M.D., M.A.S., Carolyn I. Rodriguez, M.D., Ph.D., Ayana Jordan, M.D., Ph.D., Ruth S. Shim, M.D., M.P.H., Altha J. Stewart, M.D. (Image courtesy of Dr. Mary Kay Smith.) Full author list of the article: Ayana Jordan, M.D., Ph.D. (Department of Psychiatry, Yale University School of Medicine, New Haven, Conn.) Ruth S. Shim, M.D., M.P.H. (Department of Psychiatry, University of California, Davis) Carolyn I. Rodriguez, M.D., Ph.D. (Department of Psychiatry and Behavioral Sciences, Stanford University, Stanford, Calif., and Veterans Affairs Palo Alto Health Care System, Palo Alto, Calif.) Eraka Bath, M.D. (Department of Psychiatry, Division of Child and Adolescent Psychiatry, University of California, Los Angeles) Jean-Marie Alves-Bradford, M.D. (Department of Psychiatry, Columbia University, and New York State Psychiatric Institute, New York) Lisa Eyler, Ph.D. (Department of Psychiatry, University of California, San Diego, and Desert-Pacific Mental Illness Research, Education, and Clinical Center, VA San Diego Healthcare Center, San Diego) Nhi-Ha Trinh, M.D. (Department of Psychiatry, Massachusetts General Hospital and Harvard University School of Medicine, Boston) Helena Hansen, M.D., Ph.D. (Departments of Psychiatry and Anthropology, New York University, New York) Christina Mangurian, M.D., M.A.S. (Department of Psychiatry and Behavioral Sciences and Department of Biostatistics and Epidemiology, University of California, San Francisco (UCSF), UCSF Center for Vulnerable Populations at Zuckerberg San Francisco General, and UCSF Philip R. Lee Institute for Health Policy Studies, San Francisco) Be sure to let your colleagues know about the podcast, and please rate and review it on Apple Podcasts, Google Podcasts, Stitcher, Spotify, or wherever you listen to it. Subscribe to the podcast here. Listen to other podcasts produced by the American Psychiatric Association. Browse articles online. Watch Deputy Editor Daniel S. Pine, M.D., present highlights from the March 2021 issue. Follow the journals of APA Publishing on Twitter. E-mail us at ajp@psych.org

Leon Thomas, President of Leon Thomas & Associates, said to us there's not enough black people helping other black people achieve executive positions in the hotel business. That shocked me. We discuss why this is the case and learn other ways to help people rise up to success. Also joining are Thomas Penny, President of Donohoe Hospitality Services, and Professor Miranda Kitterlin-Lynch, PhD, Florida International University. This conversation is raw, real and a must watch. PLEASE SHARE THIS!!!!

Leon Thomas, President of Leon Thomas & Associates, said to me there's not enough black people helping other black people achieve executive positions in the hotel business. That shocked me. We discuss why this is the case and learn other ways to help people rise up to success. Also joining are Thomas Penny, President of Donohoe Hospitality Services, and Professor Miranda Kitterlin-Lynch, PhD, Florida International University. This conversation is raw, real and a must watch. PLEASE SHARE THIS!!!!

Dr. Sheila Dugan M.D. A board certified Physiatrist and the current medical director of PM&R at Rush University, Dr. Dugan is not just a physician but a huge advocate for many causes including healthcare disparities and women's health. She currently serves as the chair of the Rush Women's Leadership Council and is on both the Americans with Disabilities Act and Diversity Leadership committees. Through her work on projects such as the WISHFIT and SWAN projects among other research initiatives, Dr. Dugan has made a tremendous impact on addressing disparities within healthcare.  In this episode Dr. Dugan discusses her path into medicine from physical therapy, and how that path led to being a leader in the field of women's health and her interest in healthcare disparities. We discuss common misconceptions within women's health as well as how we can combat them with regards to preventive care. Dr. Dugan discusses her experiences working with underserved communities in Chicago and the barriers to preventive medicine that these communities encounter. Listen on to discover why not everyone can access or practice preventive medicine and how we don't all live the same life experiences in this episode! Show Notes (1:00 - 6:30) - Introductions Question 1: What part of your journey has been the most impactful thus far? Has there been a shining moment? (6:30 - 14:00) Question 2: What does preventive medicine mean to you? Question 3: What made you go into physical therapy initially and why did you switch to medicine after that? Question 4: Where does your interest and advocacy for women's health come from? (14:00 - 19:00) Question 5: Have you noticed any specific biases against women within the current medical paradigm? Question 6: Why is addressing women's health so important? Question 7: How do you prevent atherosclerosis in women given that it has a rapid onset and progression after menopause? Question 8: Is there a specific age that women should start implementing preventive interventions? (19:00 - 22:30) Question 9: What are some of the biggest misconceptions regarding women's health? Question 10: Are there any large misconceptions for women going through menopause or during middle age? (22:30 - 33:30) Question 11: How does preventive medicine relate to issues of the pelvic floor that many women experience? Question 12: How do you combat the many misconceptions about the pelvic floor such as the one-stop prescription of performing Kegels? Question 13: What do you tell females at the various stages of life if they ask your for advice on how to be healthy? Young females? Middle-aged females? Older females? (33:30 - 42:00) Question 14: Where is the starting point for the many communities that don't have access to the same resources as others and are under served? Question 15: Can you talk specifically about what some of the barriers are that some of these communities face? Question 16: Do you have any potential solutions other than what you have already done for addressing the healthcare barriers seen by communities in Chicago? (42:00 - 45:00) Question 17: What do you tell someone in two minutes that is asking you how to get healthy?

Stuart und René sind Gründer und Projektleiter der Firma UHLALA Group. Die Organisation setzt sich mit zahlreichen LGBT+ Projekten und Marken weltweit für LGBT+ Menschen ein. In dieser Folge von “FeMale Leadership” sprechen wir mit den beiden darüber, was Arbeitgeber machen können, um LGBT+ MitarbeiterInnen zu unterstützen. Du erfährst… 1)… was LGBT+ ist und warum das separat betrachtet werden sollte 2)… welche Skills vielseitige LeaderInnen brauchen 3)… warum Du in Deinem Unternehmen Diversity brauchst 4)… wie Du Dich als Mensch verbessern kannst

Ryan Harris talks about why diversity is so important, thinking outside the box when hiring, and how the world is changing.

I was SO excited (but also nervous) when I had first approached Kevin to vulnerably ask if he would chat with me about race and diversity during these times. However, we ended up having such a RICH conversation, and the content in this episode is SO valuable! In this episode, I ask Kevin Henry ALL about diversity and how we can (& should be) supportive. Kevin manages diversity, equity and inclusion (DE&I) and has been involved in this work for over 30+ years. Our episode helps to unpack some of the following: How leaders and businesses can do a better job being inclusive How we can be supportive and support movements such as BLM with authenticity How emotional intelligence helps us manage during uncomfortable times or conversations This episode is a little bit longer than usual and slightly different style, but this information is so current and important. This is something that I know is on the forefront of our minds today and that we are all seeking to become more educated around. Although it might not always be comfortable to dive into topics such as these, sometimes having the discussion we need to have is where the GROWTH happens. I LOVE how Kevin articulates himself, shares his own personal experience, and helps us understand how we can be a truly supportive. Kevin is so authentic and easy going, that he easily explains and simplifies the questions that I had for him and makes it understandable. I also know that what he shares are things that large organizations and businesses would honestly BENEFIT from implementing. My hope is that the more that we share information like this, the more that we can all, collectively, become increasingly connected, educated and takes steps forward towards making positive changes for the greater good! Have a listen, and share your feedback! Resources: Have we connected yet? If not, we need to! Jump on over to: www.valerielynnconsulting.com and let's get in touch! I love hearing from YOU so please also come hang out on LinkedIN: https://www.linkedin.com/in/valerie-lynn-5aa73b1b/ or on Instagram at: www.instagram.com/valerielynnconsulting Topic or Guest Speaker suggestions? Send me an idea or let me know if you'd like to be a guest on the show by emailing me: valerielynnconsulting@gmail.com. --- Send in a voice message: https://anchor.fm/valerielynnconsulting/message Support this podcast: https://anchor.fm/valerielynnconsulting/support

When schools start up again, we do not have to go back to business as usual in our educational system. Instead, the disruption caused by COVID-19 provides an opportunity for us all to see, engage and act differently to produce success for all students in the system, not just some. That's the call to action brought forward in this episode by our special guest Hugh Vasquez, senior associate with the National Equity Project. He says, "The crucial question confronting us at the moment, is not can we prepare to come back differently, but will we?"Hugh illuminates key points from his recent article, “What If We…Don’t Return To Business As Usual,” including strategies for encouraging collaborative inquiry across the district, and practical tips for pumping up those strategic equity leadership muscles. Who or what exactly is the “system” and how does it perpetuate inequities among students? Can the disturbance caused by COVID-19 actually push us to innovate and make change? And what are the biggest challenges to bringing about the monumental culture shift to a more equitable system? We also explore more deeply what business NOT as usual might look like in a classroom or in a district, including a shift to organizing around how students engage and project based learning.About Our GuestHugh Vasquez joined the National Equity Project as a Senior Associate in 2010 with responsibility for developing and expanding their Leading for Equity projects. He works with a range of school district and nonprofit partners to plan and implement racial equity initiatives. Previously, Hugh served as Executive Director of the San Francisco Education Fund, a non-profit working to bring educational equity to public schools. Hugh is also a partner with the Center for Diversity Leadership and the founder of the Todos Institute in Oakland, whose mission is to help individuals and groups heal from the effects of oppression, build cross-cultural alliances, and create environments where youths and adults from all cultures are honored, valued, and respected. Hugh has worked with hundreds of organizations to establish diversity initiatives and has provided training to thousands of individuals. He is a presenter with Speak Out, a national organization providing top speakers on social justice topics, and a primary cast member in the award-winning film The Color of Fear. He has co-authored the books No Boundaries: Unlearning Oppression and Building Multicultural Alliances and Making Allies Making Friends: A Curriculum For Middle Schools, as well as published various articles on strengthening cultural roots and eliminating privileged systems. Hugh has a Master’s Degree in Social Work from the University of Wisconsin-Milwaukee. hvasquez@nationalequityproject.org; @hughjvasquez.About CASBOThe California Association of School Business Officials (CASBO) is the premier resource for professional development and business best practices for California's school business leaders. Follow at @CASBO and @CASBOGRAbout your series guide Paul Richman is a public education advocate and consultant. Contact him at edfundingca@gmail.com. We value your feedback! Follow him at @pjr100

In today's "Success Interview," I was privileged to interview Inclusion and Diversity expert, Jennifer Brown. Jennifer Brown is the author of the leadership book, titled: "How to Be An Inclusive Leader." The interview is thought-provoking, informational, and inspirational. Jennifer and I talked frankly about gender orientation, respect, kindness for all people, and how leaders can create Inclusive Cultures where EVERYONE THRIVES! Watch on Youtube: https://youtu.be/nZcIRuLIVTM

Erika Nicole Howard native of Dallas, Texas, was born into a family of strong driven women. Growing up she watched both her mother Sherry Howard and grandmother Effie serve their communities and local churches faithfully while balancing careers. From an early age Erika found a love for God, church, people, music and debate. In 2003 she graduated from Pepperdine University, where she earned her Bachelors of Science in Business Administration. Later that year Erika began her career with Enterprise Holdings Inc. She sat on a Diversity Leadership committee, not seeing any Black females in management positions she was determined to become the example for others. Erika relocated to Las Vegas in 2007 to assist a friend in ministry. Shortly after her arrival she began helping in the community, planning events and feeding the homeless. She started assisting battered women with makeovers for job interviews. Her professional career in the industry began as a production assistant for BET. In 2012 she launched Ambiance lounge which has now evolved into the Ambiance Group a management and production firm. Erika successfully manages recording artist, small business owners and motivational speakers. Erika manages to balance artist management, event production, and a demanding family as a motivational speaker, philanthropist and visionary. --- Send in a voice message: https://anchor.fm/preachlafleur/message Support this podcast: https://anchor.fm/preachlafleur/support

Zach sits down with Michelle Gadsden-Williams, the managing director and North American inclusion & diversity lead at Accenture, to discuss her role at work and why inclusion is placed first in her job title. They also talk about her book, Climb, and how she sees organizations shifting in the next decade to be more inclusive to trans people.Read Michelle's full bio on AIT, and check out her book on Amazon! Connect with her on Twitter!Search open positions at Accenture.com!Check out Accenture's Inclusion and Diversity Index!Connect with Accenture on the following platforms: LinkedIn, Twitter, IG, Facebook, YouTubeTRANSCRIPTZach: What’s up, y’all? It’s Zach with Living Corporate, and I’m really excited to share something with y’all, okay? Now, I shared this last week, but just in case you missed it last week I’ma share it again. Living Corporate has partnered with Accenture to feature some of their most experienced North American black and brown managing directors and share their journeys, okay? My hope is you check out this and you peep the links in the show notes to learn more about each of them, including our next guest, Michelle Gadsden-Williams. Michelle Gadsden-Williams is the managing director [and] inclusion and diversity lead for North America at Accenture. Previously, she was the co-founder and chief operating officer of women’s empowerment initiatives and diverse entertainment investments, based in New York City. Michelle Gadsden-Williams has acquired a number of community service awards and accolades for her work as a diversity practitioner. More recently, she has been recognized as a 2015 Ebony Magazine Power 100 Honoree. Over the span of her career, Gadsden-Williams has been profiled in Black Enterprise Magazine, Diversity Inc., Diversity Executive, Ebony, Essence, Fortune, History Makers, Heart & Soul, Jet, New Vision—listen, y’all. Y’all get it, right? Okay, I’ma put the whole bio in the show notes. The point is Michelle has it going on. She’s killing it, okay? Beast. Straight up. [straight up sfx] And you know what? Also put one of those “owww”. [owww sfx] Like, this is crazy. I’m just so, so impressed. Her other notable tributes include being named the 2010 recipient of the Maya Way Award for Diversity Leadership by the incomparable Dr. Maya Angelou, receiving the 2008 recipient of the Harvard Black Men’s Forum Businesswoman of the Year Award, accepting the Rainbow Push Coalition’s Bridge Builder Award by the honorable Rev Jesse L. Jackson, and being recognized with an honorary Doctorate of Humane Letters Degree from Kean University for her outstanding personal and professional accomplishments in the field of diversity and inclusion. In 2013, Gadsden-Williams was appointed as a member of the Global Advisory Council on Gender Parity for the World Economic Forum in Davos, Switzerland. Y’all… do y’all understand—like, come on. Give me the air horns right here. [air horns sfx] Like, this is incredible. I am just impressed. I mean, look, man, I’m over here—we grindin’. Like, like, like… [what more do you want from me?] Look, with that being said, the next thing you’re gonna hear is my interview with Michelle Gadsden-Williams. Check it out.Zach: Michelle, welcome to the show. How are you doing?Michelle: I am doing very well. How are you?Zach: [applause sfx] Doing really well, really excited to have you on the show. For those of us who don't know you, would you mind sharing a little bit about yourself?Michelle: Sure. My name is Michelle Gadsden-Williams, and I am the managing director and lead for inclusion and diversity in North America with Accenture and the author of the award-winning book "Climb."Zach: Come on, now. [both laugh] Now--I love it. I love it from the jump. We'll be talking about Climb--we're gonna get there a little bit later in this conversation. Let's talk a little bit about the first thing you said, about the fact that you're the North American lead for I&D. And your title is I&D and not D&I. Can we talk a little bit about why inclusion has been placed firstMichelle: And this is a phenomena that's been happening, I'd say, over the past few years, where a lot of organization and diversity practitioners are starting to think of this notion of diversity as being--being a standalone entity is no longer enough, that inclusion is extremely paramount as having a culture of inclusion. So diversity is the invitation to the party, and inclusion is being asked to dance, as we say. So in my view, I&D is an essential component of everything that Accenture does, and we aim to be the most inclusive organization in the world, and so we recognize that inclusion and diversity foster greater creativity and innovation. So that's one of the reasons why we've decided to reverse it and have big I and big D.Zach: I love it, I love it. You know, and it's interesting, because a piece from Take the Lead, where you were featured, starts like this. It says, quote, "When Michelle Gadsden-Williams started working in human resources in 1990, the mission in her field was called affirmative action." And, I mean, that's really interesting, right? 'Cause we talked a little bit before we started the show--we talked a little bit about your tenure, right, and the breadth and depth of your experience, and, you know--so you started in 1990. Despite it being almost 2020, there are still folks who believe I&D efforts are some version of affirmative action. So, like, how do you, as an executive leader, navigate the fears and frustrations of those who look at I&D as a zero-sum game?Michelle: Yeah, that's an interesting question, and I'm going to go back to a piece of research that Accenture conducted a short time ago. And one of the things that we've done, earlier this year, is to take a step back and think about, you know, what is this impact of I&D in the workplace, and so we conducted a survey of about 18,000 employees of companies around the world, and we asked two very important questions, one of which was "How inclusive is your culture?" The other was "How willing are you to innovate?" And so while diversity factors very much into--and has a significant impact on--the innovation mindset, a culture of equality is the multiplier, and that's what's really going to help companies maximize innovation. So when I started doing this work many years ago, and actually it was just before 1990--yes, it was called affirmative action, and the strategy was really more about "So how many individuals of difference do you have?" So it was basically a headcount exercise. It had nothing to do with culture. It had nothing to do with inclusion. It had nothing to do about what we're talking about today. So fast forward to current day. This notion of inclusion and diversity has evolved, and now many organizations are really starting to see the true power of what this work represents, that it's not just about counting heads. It's about making those heads count and ensuring that every single individual, regardless of their difference, has an opportunity to realize their potential, realize their ambition, have a seat at the table, and to reach their career aspiration, whatever that may be.Zach: That's a really powerful point, because--it's interesting. I've been having conversations with folks who talk about inclusion, and I've asked individuals and leaders of organizations, like, "Look, how do you actually define inclusion?" And people will say, "Well, making sure everybody feels included." And I was like, "Okay..." [both laugh]Michelle: Well, that's interesting.Zach: And I'm like, "Okay..." But what I think is paramount when we talk about inclusion is the fact that inclusion from my perspective--and this may sound--maybe I'm framing it radically, but there's some type of distribution of power, right, to individuals so that they actually have a true voice. Like, I don't--I don't see a voice at the table absent some level of authority or power. And so when you talk about, like, career development and making sure that they're growing and that folks are progressing and things of that nature, what I'm hearing is--and I'm not trying to put words in your mouth, so help me, keep me honest--what I'm hearing is is that part of that inclusion definition also comes with some level of--if it's, like, promotion or positioning them, positioning folks, so their voice can actually be heard in ways that make sense, right? It's not just about, you know, nodding and smiling, but making sure that they're actually empowered.Michelle: That's exactly right. We all--like, we're all sitting around a table, that it's allowing individuals the place and the space to allow their perspective or their point of view to be voiced. So we all have a responsibility to ensure that that happens, whether or not people recognize that or not. I believe that's what true inclusion is all about, ensuring that people who have a seat at that table, they believe that they matter, that their perspectives and opinions and points of view--that they matter.Zach: No, I love that. I love that, and it's so--I really do believe--and I recognize your point in that where Accenture is in their journey, in their I&D journey, but I would challenge that--as I've had multiple conversations with other leaders, HR practitioners, other folks who ascribe themselves as I&D leaders or D&I leaders--that definition of inclusion, it always falls a little bit short to me. And maybe my bar is a little too high, but I'm like, "Okay, at what point are we actually empowering these folks who have been historically disenfranchised and under-represented in these spaces with actual power and, like, authority, so that they can actually, to your point, have the space and the breadth at the table to speak and actually actualize something?"Michelle: Exactly. And I think to your point, organizations are just simply not seeing inclusion as the right thing to do anymore. It just makes all the sense in the world, especially when you're talking about creating a culture of equity and empowerment where every voice counts and all of those kinds of things. This is the action that's behind all of that.Zach: Absolutely. And speaking of action, this year marks the 50th anniversary of Pride, and our workplaces are increasingly diverse, and in that diversity, trans individuals are working in the corporate space at larger numbers than ever before, along with black and brown professionals and, of course, intersect--we can't ignore the reality of intersectionality, that we have black and brown trans professionals also in the workplace. And so how do you see organizations shifting in the next decade to be more inclusive to trans individuals, particularly trans women of color?Michelle: I believe it all goes back to culture first and for organizations to look at building cultures where every single individual feels included and where they can bring their whole selves to work. Things like the Pride celebration--we had a week-long celebration here in New York, which was amazing, and I'm still recovering from all of the celebrations--Zach: Yeah! I had some friends out there.Michelle: Exactly. I just think that it's really about focusing on the individual, their needs and wants and desires, and a lot of us have very different lived experiences outside of the workplace, and a lot of societal burdens, we bring those things into the workplace unfortunately. And so when we talk about inclusion, when we talk about intersectionality and all of those things, none of this works unless the culture is such that it encourages and fosters an environment where authenticity, where being your true, authentic self in ways that invites others to be curious about your lived experience, all of this helps an individual to be a lot more innovative, productive. They will, by nature, feel included. I just think that all of this resonates, and all of this will ensure that, you know, individuals, they will feel truly valued for their differences and to be--and feel free to be exactly who they are, that they're not just there to check a box and that they're empowered to contribute in many ways. So I just think that the underpin of all of this is around culture. It's around innovation mindset. It's about the appreciation of the differences that we all bring to the table and the understanding and awareness that we all don't experience the world, our workplaces, in the same way, and that's what intersectionality is all about.Zach: 100%. You're spot on, Michelle. It's interesting, because what your point reminds me of--we just had a conversation with Tamara, the MD out of Austin--Michelle: Oh, Tamara Fields? Yes.Zach: That's right, Tamara Fields.Michelle: [?] a friend of mine, yes.Zach: Yes, and we were talking to Tamara about the reality of emotional labor. Like, there's a level of emotional labor involved in just existing as a non-white person in a majority-white space, right? So, you know, you see something in the news--like, because we were talking about seeing whatever atrocity you want to choose from--and not to sound flippant or dismissive, but if you're looking at the border crisis or you're looking at a police shooting or whatever the case may be, absorbing that type of content and then coming into a space that is uniquely alien to you can be exhausting. And to your whole point around, like, culture, what I'm reading--and I'm not saying you're saying this. What I read that as is that organizations will--organizational culture will change as the majority allows it to change, right? Meaning that if the majority of a space are adaptive to a particular culture, then the organization will shift, but if there is collective push-back against whatever the initiative may be, then things will slow down, right? And I think we see that, not just at a macro level--or at a micro level in our working perspective, but we also see it, like--we've seen it in the history of America, and so I think that really leads me to ask, like, when you think about--when you talk about culture and culture shifting, what advice or--what are things that you've seen executives do, organizational executives do, to facilitate cultural change for more inclusive workplaces?Michelle: Well, I think there are several things that leaders must do, the first of which is they have to make I&D, inclusion and diversity, a priority. There needs to be established diversity objectives and priorities, equal pay, advancement goals. Like, all of that needs to be established in order to shift the culture to the desired state. The second thing I would say is making leaders accountable, holding individuals' feet to the fire, and we have to track progress and really have some tangible consequences where if a leader does not--is not on board, then there needs to be some sort of--and maybe it's not a consequence. Maybe that is a strong word, but there needs to be some accountability in terms of ensuring that diversity and inclusion is priority #1 if we are to create the ideal culture that we're talking about here. I also think encouraging risk taking and ensuring that employees know that they have the freedom to experiment, to ideate, to innovate, and that's what helps us all learn and grow as professionals. So I just think all of these things will help us get to that ideal state and also create a culture--you talked about the freedom to fail. I think all of this helps in that regard.Zach: No, you're absolutely right, you're absolutely right. So, you know, earlier this season we had Chris Moreland. Chris Moreland is the chief inclusion officer at Vizient, and he was on the show. He talked a bit about covering and the actions that non-majority folks in the corporate space participate in to feel safe. I think the concept of covering--I know that you're fairly, if not deeply, familiar with it, as it's been--it's a fairly established concept. We see it in a lot of whitepapers from McKinsey to Deloitte. I believe Accenture's even talked about the concept of covering within the topic of D*I or I&D. What are some of the key covering activities you believe non-majority members commit in the workplace?Michelle: Let's see--okay, so say that again. So what are some of the--Zach: What are some of the key covering activities--what are some of the key ways that you see black and brown folks covering themselves in the workplace?Michelle: Oh. I would say things like not being active or involved in workplace activities like employee resource groups and things that can be perceived as polarizing. Sometimes people of color tend to opt out of things that might look or--at least from their perception--might look [like it's] nonsensical. So for example, I'm sure you're familiar with the employee resource groups or business resource groups depending upon which company you work for, and I've had individuals not engaged because they're like, "I don't need to be a part of that. I would much rather spend my time being part of the majority population." So that's a form of covering. I've worked with Hispanic colleagues who will change their name so that it's more Anglo-Saxon-sounding versus Latino-sounding. So for example, I worked with a gentleman named Juan Guzman, and he changed his name to John Guzman, because in his view it sounded less ethnic. That's a form of covering. So, you know, the list can go on and on, but I just think that when people cover--I don't think it serves anyone well. I don't believe in pretending. I don't believe in being something that you're not. You are who you are. Be proud of who you are. We are all individuals that have a gift and talent to bring to the table, regardless of what youre last name is, regardless of if you're wearing natural hair, regardless of if you are--if you have a thick accent and you're trying to get rid of that. I just think that the more in which these environments that we're working in are receptive and appreciative of the differences that we all bring, the better off we all are and the more productive we will be.Zach: No, absolutely. I love it, I love it. And it's interesting too because I think--so I was having a conversation with--I was having a conversation, just about some strategy pieces, with a colleague, and we were talking about "How do you determine, like, the members of your D&I space?" And the conversation was around "Well, we've got to make sure they actually go to events, right? They need to go to events." And I was like--and I was trying to explain to them. I said, "Look, I would not boot people out of a group, of an ERG or whatever you call it, right, in your respective organization--I would not boot them out of something because they don't physically attend an event." I said, "Some folks genuinely don't feel safe," right?Michelle: Right. That's true. And sometimes we just have to meet people where they are, right? Because everyone is not going to be on the I&D train, majority or not. So I just think sometimes you have to meet people where they are, explain to them what the benefits are of being part of these what I think are extremely beneficial infrastructures and organizations. It's support systems. It's infrastructures. It's, you know, an informal network of individuals who look like you, and you can talk about things that are unique and specific to your lived experience. So I think the more of which we can educate the non-majority members who don't feel safe being a part of these infrastructures--we just need to continue to work on them, but some people are not gonna get on board. I mean, at the end of the day, everyone is not going to be on the I&D train.Zach: No, 100%, and, like, I think the thing is--like, my point is I've been to some--so even when I worked at Accenture, right, like, there were happy hours and things, and the events--the events were great and people showed up and things like that, but I didn't always just--maybe I had a long day, maybe I felt like it was gonna be something else I was gonna have to kind of perform at. Maybe I was just nervous. Who knows whatever reason? That doesn't mean that I didn't want to be included in the group. It's just that that is not, at that point in time, something I felt like I had the emotional bandwidth to engage in. That doesn't mean that I might still not want to talk to somebody in that group or read whatever emails y'all send out. I just--it's different, and I think it's that--I think it's really considering that--especially when you have folks who are not black or brown or whatever that, you know, depending on that diversity dimension, overseeing the group. Like, sometimes there can just be some gaps because you just have genuine blind spots, right? And just understanding, like, "Hey, this is a different space," right? You know, this is not a technology implementation where you're coming to learn about the project or coming to learn about how this software, this SAP implementation, impacts your job. This is a space that's really meant to foster empathy, authenticity, and trust, and that's a different--to me a different level of measurement, right? And you can't just be so, you know, binary with it.Michelle: Yep, fully agree.Zach: [laughs] Okay, so let's do this. Now, you already kinda--you already kinda let a little bit of the dip on the chip, but can we talk about your book Climb? I'd love to hear about the inspiration behind it and why it should be something that professionals of color--and just really anybody, frankly--should have on their reading list.Michelle: Absolutely. So the inspiration behind the book was--I've always had the intention at some point in time in my career to write a book, and it wasn't until I was at Newark Airport in the United Airlines club lounge and a young woman walked up to me and she said, "Are you Michelle Gadsden-Williams?" And I said yes, and she said, "We used to work together many years ago at Novartis, and I've followed your career and all of the wonderful things that you've done. You know, have you ever thought about writing a book like Sheryl Sandberg or Carly Fiorina or Carla Harris at Morgan Stanley?" And I said, "Yes, but I just didn't have the time to do it." And she said, "You know, you should really make the time to do it, because you have an exceptional story to tell." So it wasn't until that young woman gave me that nugget, that idea to really take the time to do it, that's when I really thought seriously about putting pen to paper and telling my story. And so the act of climbing has been defined as the act of rising, to ascend, to go upward with gradual or continuous progress, and it's a term that I've used to describe my career over the years as a woman, as a woman of color, and as a diversity practitioner, and as you and I were talking about earlier, there's some individuals who have an easy go of it and can take the proverbial elevator up to the C-Suite, and then others not so much. They have to take the stairs with a backpack and no air conditioning. There's no smooth ride to the top for any of us, and so no matter how you ascend there is a journey that we each experience which, you know, ebbs and flows and it twists and turns, but with every step you get that much closer to achieving your highest aspiration, your North Star, whatever that might be. So my book Climb speaks volumes about my professional journey, and one of the things that I'm extremely passionate about--and this hasn't changed over the years--is helping people of color to maximize their full potential in corporate America, no matter where they are, no matter what profession or industry they're in or wherever they're employed. I've used myself as the subject, the protagonist, to candidly describe my jorney, and that would be the good, the bad, the ugly, and everything else in-between. And what I wanted to do was to focus on tackling some of today's most pressing workplace issues that people of color typically run into, but more importantly I wanted to offer some pragmatic solutions. So that's why I decided to write the book. It's my version of "Lean In" through my lens, the lens of a woman of color.Zach: I love that. So you talked about some of the challenges--and again, I'm not asking you to give the sauce away for free, right, but when you talk about some of the most common challenges that you're seeing black and brown folks face in the workplace, like, can you give us an example of one of those challenges?Michelle: Oh, sure. You know, working twice--being twice as smart, twice as good, but getting half as far. You know, that's the old adage that most of us, at least those of us of color, we've heard that growing up in our households. You know, this is not, you know, just jargon that we hear on television. It's our lived reality. And so, you know, the bar is simply at a higher level for those of us of color, and most of us know that.[straight up sfx]Zach: No, you're absolutely right.Michelle: Exactly, and most people of color are over-mentored and under-sponsored.Zach: Hold on. Wait a minute, wait a minute. Whoa, whoa, whoa. [record scratch sfx] Say that again.Michelle: Most people of color are over-mentored and under-sponsored.Zach: We gotta break that down. Unpack that.Michelle: We can have mentors all day long, people to show us the lay of the land and how to navigate and all of those things. We don't need that. We have a lot of that. We have plenty of that. We need individuals who are going to have a seat at the table, who are gonna be our advocates and champions and our, you know, sports agents sitting at that table, negotiating for us, putting our names up for promotion and for those stretch assignments where it counts. That's what we need.Zach: That is--that is so true. I've never heard it framed that way, but you're 100% right, because frankly I do believe--and in my work experience this has been the case, right? So this was the case when I was at Accenture. It was the case when I went to Capgemini as well and as I've progressed onto my current firm. There are black and brown folks around me--there are minorities around me who would show me how to do something, right, or give me the real from time to time. I was blessed with that, but what I didn't always have--and I had it more than others, to be clear. ['Cause] I have gotten promoted. Like, I've been able to progress in my career a few times, but the people fighting for me, right, the people who are really advocating for me in the same way or just even in a percentage of the way that they may advocate for someone who doesn't look like me who's doing half as much as I'm doing, right? And that's just a really good point. And it's so interesting, because when I talk to--when I talk to black and brown folks, particularly black women, the conversation often comes with a point of like, "Look, I'm working this hard, and I'm doing--I'm going above and beyond every day, and the response when I'm doing all this work is "Well, that's what you're supposed to do," but then if someone who doesn't look like me is doing, like, half of that--" To the point you talked about earlier, the old adage, which is based on history and reality. They do half of what I'm doing. They're getting their praises sung from the highest rafters, right?Michelle: Exactly. And so I think most of us who have been working in corporate spaces and places, we just understand that there's just more scrutiny on our performance, and a lot of this can lead to, you know, just lower performance, you know? Our self-esteem goes down. You know, lower ratings, lower wages, and sometimes job loss, because you're just not happy. So I just say all of this to say that yeah, the bar is simply at a different level for mostly women, but moreover [more] people of color.Zach: And you know what? So that last little point of distinction you made--and I promise I'm not trying to keep you forever, but it reminds me about the fact that you also--in the book you talk about intersectionality, and I feel like that point you just made just now was kind of an example of that. Could you unpack why you broke that out and you said "women," then you paused and you said, "Well, people of color."? Like, what was the--what caused that pause?Michelle: Well, that was just in my research for the book. Women and/or people of color, we do have similar challenges. Not quite the same, and this intersectionality that we're talking about--and this is such a topic that I have a lot of passion around, you know? I was just having a conversation with a majority female colleague of mine yesterday who just happens to be a peer, and she said to me, you know, "Michelle, we as women, we have the same challenges and we have the same barriers, don't you think?" And I had to pause for a second, and I looked at her--and I can't play poker, so I probably gave her, you know, a "Are you crazy?" kind of look. You know, as a woman and as a woman of color, my lived experience is vastly different than yours. So basically [what I said] to her is that, you know, "When I stand in my drive-way in Somerset County, New Jersey--that's not diverse at all and one of the most affluent counties in the state--but I'm standing in my drive-way and I'm holding my neighbor's child, who happens to be of the majority population, and the FedEx guy pulls up and wants to deliver a package to my home, that he automatically assumes that I'm the help and that she owns the house." You know, how often does that happen to you, colleague? How often is it when I walk into an elevator that the purse clutch scenario happens? And it happens to men of color too. So I could break it down for you in a lot of different ways, but, you know, my lived experience as a woman and as a woman of color, there's the double bind. So it's an interesting dichotomy, but it's real.Zach: [Flex bomb sfx] It is an interesting dichotomy, but it is real. Absolutely, and that's why I had to give you the Flex bomb, 'cause you're dropping straight facts. [both laugh] Okay. So look, this has been a great conversation. I'm honored and just very excited about the fact that you're here and that you joined us today. Before we go, any parting words or shout-outs?Michelle: Oh. This has been a terrific conversation, so I thank you for inviting me to be a guest on your podcast. Any parting words? You know, one of the things that my father would say to my two sisters and I growing up is, you know, "You are not here on this earth to take up space. You're here to make a difference, and it's up to you to determine what that difference is. All that I've given you is the tools, the education, and the rest is up to you." So all I will say to your listeners is you have to figure out what your passion is, what your purpose is, and determining how you plan to exert your power. You know, what are some of the kinds of things that give you fulfillment? You know, what feels natural to you? What qualities or attributes do you enjoy expressing to the world? And then just go for it. Anything is possible. Anything is. We just need sponsors, mentors, and others, other allies, who are gonna help us get to that next level. And if there's anyone out there who thinks that they can do it alone, I believe that they're sadly mistaken.Zach: And that's absolutely right, 'cause if you think--if you really think that in this space, as a black or brown person, that you're gonna navigate these historically-white spaces by yourself? Hey, I'm looking at you--Michelle: Exactly. I mean, we're working in institutions that weren't historically built for us.Zach: Absolutely.Michelle: We were not welcome, so therefore we have to be twice as good, twice as smart, Ivy League-educated or whatever the case is. We know that we need to do alllll the extras in order to get to where we want to be.Zach: No doubt. And I was just trying to say that if you really think you can do it by yourself, I'm looking at you like [haha sfx].Michelle: Exactly. Exactly.Zach: Well, Michelle, I just want to thank you again, you know? At some point in the episode we typically drop some Jamaican air horns, because--[Michelle laughs, Zach laughs] Out of thanks or out of exuberance, and I'm just gonna say I'm gonna drop these out of thankful exuberance right here... [air horns sfx] because this has been a dope, dope episode, and I look forward to having you back. Thank you so much.Michelle: Absolutely. I look forward to coming back and wishing you all of the success in the world.Zach: Thank you. Peace.Michelle: Peace.

What is Diversity Leadership? We need to learn more grace in understanding each other and decrease so much judgement. People want to be valued, respected, challenged, treated fairly and included. What are your thoughts? Feel free to join our Mastermind Group on Facebook: It is all about the KoolAid in relationships today or message me on Facebook.

+++ DIVERSITY - THE NEW NORM +++ Diversity leadership is a hot topic in the 21st Century and rightly so. Not all leaders are skilled at diversity leadership. The sad part is that some don't even know that diversity leadership requires certain skills that they may not have. Others are trying to "force" everyone to fit into the mold they've created. And there's a small group of leaders who don't even know they are in the 21st Century. The need for diversity awareness has always been around. It's just that it wasn't mainstream. Now it is and we have to adjust our leadership style. But how do we do that? In this episode you will discover how to get started and what it is the one most important skill you need to have. The book mentioned, The Emotelligent Leader, is now available on Amazon. Here is the link to the book: https://amzn.to/2PFY0MH Please share this episode with one other person and leave a comment on the platform through which you listen to this show and/or on social media. Thanks so much. And remember, you are ONE SKILL AWAY... P.S. The new Facebook Group is opened for leaders who want to succeed where others failed and become the leader everyone loves and wants to follow. Here's the link: facebook.com/groups/emotelligentleaders --- Send in a voice message: https://anchor.fm/kingsleygrant/message

360Karma’s Live Live Thrive Show Host Catherine Gray interviews special guest Sahar Andrade, MB. BCh. Sahar is a Diversity, Global Leadership & Culture Competence Speaker/Consultant and is certified as a Social Media Strategist. She has lived, worked and has been educated in 7 countries and 3 continents; speaks 5 languages, holds a Double Bachelor’s of Medicine and Surgery, a Major in Psychiatry from Cairo University; and successfully completed a Mastery of HR Studies Certificate Program.   Don’t miss a single episode of these women’s amazing true stories. Subscribe today to our YouTube channel! https://www.youtube.com/channel/UCHNkdAYxBkWI0L2aak1xcMQ   You can also subscribe to our iTunes podcast: https://itunes.apple.com/us/podcast/live-love-thrive-with-catherine-gray/id1134670723?mt=2 Follow 360Karma Facebook: https://www.facebook.com/360Karma/ Twitter: https://twitter.com/my360Karma Instagram: https://www.instagram.com/my360karma/?hl=en

Join us today as we speak with James Page from Johns Hopkins Medicine about cultural and diversity leadership.

The Diva Tech Talk team was grateful to have the amazing experience of attending Grace Hopper Conference 2018. We highlighted many conference details, discussed the Abie awards, and shared the voice of attendees on the Episode 73 Podcast. If you didn’t get a chance to listen, please check it out here: http://www.divatechtalk.com/blog/ep73 There was so much material and insight that we had to create another article and episode for our listeners to stay with us on this journey. This podcast has a special announcement for our listeners. One incredibly worthy outcome of the Grace Hopper Conference and the AnitaB.org effort is the Top Companies report for women in technology. This is a national program that identifies key trends around the representation of women in the workforce. First launched in 2011, it pairs wonderfully with the conference “vibes.” Although there are many other female technologist benchmarking programs, this is the only one that measures technical employees using a rigorous, standardized definition of the technical workforce. The 2018 Top Companies report was compiled with participation by 80 companies, 628,000 + technologists with 150,000 + women technologists in that group. Congratulations to the companies who took top honors for female tech diversity for 2018. Special Diva Tech Talks “shout-out” to Tarsha McCormick and Shuchi Sharma, two leaders in that cohort we were fortunate to interview. Check out the full Grace Hopper Conference 2018 Press Release on Top Companies here: https://anitab.org/news/press-release/2018-top-companies-report/ In addition to the keynotes, and breakouts on topics ranging in complexity from exploratory data analysis to mentoring, there were also some amazing women with whom we spent time to capture their experiences for our Diva Tech Talk audience. After reviewing their insights, the Diva Tech Talk team is proud to announce a new Diversity Leadership Series, following this event. The series will feature senior level leaders from a variety of organizations, who lead diversity and inclusion programs in their respective organizations. In this Grace Hopper Event Recap podcast, we include audio teasers for these full-length episodes, rolling out over the coming weeks and months. Here are some of the women we will include in our upcoming Diversity Leadership Series: In this episode, we feature short clips from the following amazing women in technology that we interviewed.  Later, we will publish their full stories in our newly announced Diversity Leadership Series: Monica Bailey, Chief People Officer at GoDaddy   Sonja Gittens Ottley, Head of Diversity and Inclusion at Asana Tarsha McCormick, Head of Diversity and Inclusion, North America for Thoughtworks   Rebekah Bastian, Vice President of Community and Culture at Zillow Group   Shuchi Sharma, Global Lead for Gender Intelligence at SAP Paulette R. Gerkovich, PhD, Senior Director, Diversity and Inclusion, Micron   We hope you enjoy this teaser and look forward to the upcoming series as much as we do. Make sure to subscribe today so you don’t miss an episode. Make sure to check us out on online at www.divatechtalk.com on Twitter @divatechtalks, on Facebook at https://www.facebook.com/divatechalk.

Diversity in our rural areas is going to continue to increase. Through this episode, leaders learn actions they can take to make this transition positive for themselves, their communities and those who they are welcoming. Featured guest is Helen Fagan, Ph.D., a U.S. immigrant whose experiences in three countries and five U.S. states shaped her perspective and informed her future. Dr. Fagan shares personal stories about her time in the U.S., navigating who she truly is as an Iranian immigrant while striving to be accepted. Difficult times and encounters inspired her to pursue research, teaching and consulting in the areas of diversity and leadership. Through her work she explores the definition of inclusive leadership and what actionable steps leaders can take to shed their implicit biases to create teams of people from various backgrounds and experiences for the sake of innovation and genuine personal growth. 

How build an inclusive environment?

DONELLE BLUBAUGH OF ETIN AND MARK QUINTANA WHO HELPED ORGANIZE THE SURVEY ARE OUR GUESTS.

If you experience any technical difficulties with this video or would like to make an accessibility-related request, please send a message to digicomm@uchicago.edu. The 2015 Diversity Leadership Awards recognize Chair of Political Science Cathy Cohen with the inaugural Faculty Award; Associate Director of College Admissions Veronica Hauad with the Staff Award; and civil rights leader Timuel Black with the Alumni Award.

If you experience any technical difficulties with this video or would like to make an accessibility-related request, please send a message to digicomm@uchicago.edu. The 2015 Diversity Leadership Awards recognize Chair of Political Science Cathy Cohen with the inaugural Faculty Award; Associate Director of College Admissions Veronica Hauad with the Staff Award; and civil rights leader Timuel Black with the Alumni Award.

If you experience any technical difficulties with this video or would like to make an accessibility-related request, please send a message to digicomm@uchicago.edu. The 2015 Diversity Leadership Awards recognize Chair of Political Science Cathy Cohen with the inaugural Faculty Award; Associate Director of College Admissions Veronica Hauad with the Staff Award; and civil rights leader Timuel Black, AM'54, with the Alumni Award.

If you experience any technical difficulties with this video or would like to make an accessibility-related request, please send a message to digicomm@uchicago.edu. The 2015 Diversity Leadership Awards recognize Chair of Political Science Cathy Cohen with the inaugural Faculty Award; Associate Director of College Admissions Veronica Hauad with the Staff Award; and civil rights leader Timuel Black, AM'54, with the Alumni Award.

If you experience any technical difficulties with this video or would like to make an accessibility-related request, please send a message to digicomm@uchicago.edu. The Diversity Leadership Awards seek to recognize University staff members who display leadership in fostering diversity both on campus and within the surrounding community and to highlight, in concert with the University of Chicago Board of Governors, the contributions of alumni who advance the cause of justice and equality in our community and society. 2014 Diversity Leadership Award Recipients Staff Award: Kathleen A. Forde, Assistant Dean of Students in the College, and Theaster Gates, Director of the Arts and Public Life Initiative Alumni Award: Aida Giachello, PhD’88, Professor, Department of Preventative Medicine, Northwestern University   

Join Nicky Dare's exclusive new episode "WE Talk" on "WE Women Empowerment" Diversity, Leadership, Business.  Guest Speaker: Ms. Erica Bristol, Esq. Ms. Bristol, an attorney and commercial mediator specializing in Intellectual Property (copyright, trademark, trade secret, patent), Business Contracts/Transactions and Commercial/Residential Real Estate-related disputes.  She received her law degree from the UCLA School of Law in 1999, and served as corporate in-house counsel for over 11 years. She has been a commercial mediator for over 7 years.  www.ebmediate.com

Join Nicky Dare's exclusive new episode "WE Talk" on "WE Women Empowerment" Diversity, Leadership, Business. www.iDAREworld.com    

Join Nicky Dare's exclusive new episode "WE Talk" on "WE Women Empowerment" Diversity, Leadership, Business.  Guest Speaker: Ms. Ann "Heiress" Ross. Founder of Back Me Up Entertainment, LLC.  For over 15 years in entertainment industry, Ms. Ross is a singer, actress, creator, director and producer. Performing with various upcoming vocal artist as well as major gospel artist.

What do recent legal decision say about the status of minorities in our country? Discussants consider Supreme Court rulings on the Voting Rights Act and Affirmative Action, the federal court decision against the "Stop-Question-Frisk" program in NYC, and the acquittal of George Zimmerman. They also weigh in on the overturning of the provisions in the Defense of Marriage Act and the legalization of same-sex marriage in many new jurisdictions. Issues of immigration and undocumented aliens also arise. Featured participants are Selina Gallo-Cruz, assistant professor of sociology; Greta Kenney, coordinator of Diversity Leadership & Education; Jacob Love '14, who worked on civil rights during his Washington Semester; and Chuck Stanley, associate director for Residence Life & Housing. Thomas M. Landy, director of the McFarland Center, moderates.

If you experience any technical difficulties with this video or would like to make an accessibility-related request, please send a message to digicomm@uchicago.edu. The Diversity Leadership Awards seek to recognize University staff members who display leadership in fostering diversity both on campus and within the surrounding community and to highlight, in concert with the University of Chicago Board of Governors, the contributions of alumni who advance the cause of justice and equality in our community and society.

If you experience any technical difficulties with this video or would like to make an accessibility-related request, please send a message to digicomm@uchicago.edu. The Diversity Leadership Awards seek to recognize University staff members who display leadership in fostering diversity both on campus and within the surrounding community and to highlight, in concert with the University of Chicago Board of Governors, the contributions of alumni who advance the cause of justice and equality in our community and society.

If you experience any technical difficulties with this video or would like to make an accessibility-related request, please send a message to digicomm@uchicago.edu. The Diversity Leadership Awards seek to recognize University staff members who display leadership in fostering diversity both on campus and within the surrounding community and to highlight, in concert with the University of Chicago Board of Governors, the contributions of alumni who advance the cause of justice and equality in our community and society. 2013 Award Recipients Diversity Leadership Staff Award: Kim Ransom, Director, Collegiate Scholars Program Diversity Leadership Alumni Award: Michael Bennett, PhD’88, Associate Professor, Department of Sociology, DePaul University – More info: http://diversity.uchicago.edu/dla/

If you experience any technical difficulties with this video or would like to make an accessibility-related request, please send a message to digicomm@uchicago.edu. The Diversity Leadership Awards seek to recognize University staff members who display leadership in fostering diversity both on campus and within the surrounding community and to highlight, in concert with the University of Chicago Board of Governors, the contributions of alumni who advance the cause of justice and equality in our community and society. 2013 Award Recipients Diversity Leadership Staff Award: Kim Ransom, Director, Collegiate Scholars Program Diversity Leadership Alumni Award: Michael Bennett, PhD’88, Associate Professor, Department of Sociology, DePaul University

Internationale Mobilität ist kein neues Phänomen in der Hochschulbildung. Dass Studierende, ForscherInnen und WissenschafterInnen aus Afrika, Asien, Lateinamerika oder dem Nahen Osten nach Österreich kommen, ist unter anderem eine Folge der aktiven Bewerbung von studentischer Mobilität seitens der Universitäten. Bildung für Entwicklung ist eine Verpflichtung auf internationaler Ebene und hat auch einen besonderen Stellenwert in der Entwicklungszusammenarbeit. Was bringt kulturelle Diversität den österreichischen Hochschulen und muss "Andersartigkeit" gemanagt werden?Hören Sie dazu ein Interview mit Beatrice Achaleke, Geschäftsführerin von "Diversity Leadership", und Statements von TeilnehmerInnen der Tagung "Gelebte Internationalität an österreichischen Hochschulen - entwicklungspolitische Relevanz" (26. bis 27. April 2012), die von dem Runden Tisch Bildungszusammenarbeit (BZA), organisiert wurde. Die KEF ist Mitglied des Runden Tisches BZA und eine Dokumentation der Tagungsbeiträge findet sich auch hier auf der Webseite.Über die Implementierung von Diversity-Konzepten in der Praxis diskutieren in der anschließenden Live-Sendung Ulrike Alker, Leiterin Gender&Diversity Management FH-Campus Wien, David Baldinger, Beauftragter für Internationales bei der Österreichischen Universitätenkonferenz (UNIKO) und Katharina Mallich von der Stabstelle Personalentwicklung für Lehre, Gender und Diversity an der Med-Uni Wien.Gestaltung und Moderation: Maiada G. Hadaia (Verantwortlich für den Sendungsinhalt.)Gäste:Ulrike AlkerDavid BaldingerKatharina MallichSendetermin: Freitag, 01.06.2012, 20:00-21.00 UhrMusik: Jamendo, FMA freemusicarchive

If you experience any technical difficulties with this video or would like to make an accessibility-related request, please send a message to digicomm@uchicago.edu. University of Chicago President Robert J. Zimmer reiterates Martin Luther King Jr.'s message of equality through education and introduces the recipients of the University's annual Diversity Leadership Awards, Shayne Evans (managing director of the Urban Education Institute and director of the University of Chicago Charter School) and Sylvia Puente (executive director of the Latino Policy Forum). Their work exemplifies a commitment to freedom and equality in serving diverse populations in Chicago. Also speaking is Geoffrey Canada, President and CEO of the Harlem Children's Zone in New York, which pledges to provide children with better schools and education.

If you experience any technical difficulties with this video or would like to make an accessibility-related request, please send a message to digicomm@uchicago.edu. University of Chicago President Robert J. Zimmer reiterates Martin Luther King Jr.'s message of equality through education and introduces the recipients of the University's annual Diversity Leadership Awards, Shayne Evans (managing director of the Urban Education Institute and director of the University of Chicago Charter School) and Sylvia Puente (executive director of the Latino Policy Forum). Their work exemplifies a commitment to freedom and equality in serving diverse populations in Chicago. Also speaking is Geoffrey Canada, President and CEO of the Harlem Children's Zone in New York, which pledges to provide children with better schools and education.

Edie Fraser is Senior Consultant to Diversified Search, is a philanthropist and serves on many women and Diversity Leadership boards. Edie is a leader with the firm’s Diversity Practice. She is a leader nationally for women and recognized for her work and her contributions for women and minorities for decades. Edie is proud to have worked with more than 200 Fortune companies, organizations and government agencies on their women and diversity leadership. During the nearly four years with Diversified Search, she has worked with some nine defense companies for both search and consulting. Women’s Board and Advisory Boards: Edie serves on the Women’s Advisory Board of Office Depot and she built the Women’s Advisory Board of Inter-Continental Hotels. She has served on a bank Advisory board. She supports women’s advancement and has worked with numerous organizations to advance women on boards. Edie has won 42 major awards in Diversity and Women’s Leadership, Entrepreneurship and Communications. She sits on numerous boards and advisory boards including: World Affairs Council of Washington where she chairs the Development Committee and the SCORE Association national board. Edie is a founding member of the Committee of 200. Edie was on the founding Board of Count-Me-In and Make Mine a $Million She is the co-author “Do Your Giving While you are Living.” A best –seller book, along with Robyn Spizman and The author “Risk to Riches in America.” Her motto: “We make a living by what we get, but we make a life by what we give.” Winston Churchill