Podcasts about diversity matters

In this impactful episode of "Twenty Seven Degrees," hosts Dr. Christopher Joncas and Nancy Medeiros, RN, MBA, sit down with Helena Moronta and Evelyn Ranone from BayCoast Bank to explore the bank's dedication to uplifting local communities through a variety of outreach initiatives. As key leaders in community development and financial literacy, Helena and Evelyn provide valuable insights into how BayCoast Bank is driving positive change through its programs focused on diversity, equity, inclusion, and financial education.Join us as Helena and Evelyn discuss the bank's initiatives, including financial literacy workshops, support for underserved communities, and partnerships with local organizations to promote equitable opportunities. They share stories of how these programs have made a meaningful impact, helping individuals and families achieve financial stability, fostering inclusion, and supporting overall community well-being.Whether you're interested in community service, financial education, or learning about corporate social responsibility, this episode offers inspiring examples of how local organizations can create a positive ripple effect. Tune in to "Twenty Seven Degrees" for an engaging conversation with Helena Moronta and Evelyn Ranone, and discover how BayCoast Bank's outreach programs are helping to strengthen and enrich their local community.

Diversity Matters with Oscar Holmes IV Season 5, Episode 5 Episode Title: Legacy: Racism in Medicine Guest: Dr. Uché Blackstock   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  "The under 6% representation of Black physicians stems from policies like the Flexner Report, which closed many HBCU medical schools, reducing Black doctors and care quality in underserved communities. We must correct these injustices by improving access to education and support in medical training." — Dr. Uché Blackstock Black physicians have shown resilience, but systemic barriers persist across generations. In this episode, we speak with Dr. Uché Blackstock, a physician, health equity advocate, and author of Legacy: A Black Physician Reckons with Racism in Medicine. She's focused on breaking down these barriers to improve care for marginalized communities. We explore the history of Black representation in medicine, the impact of systemic racism, and urgent reforms for equitable healthcare. Dr. Blackstock offers actionable steps for change, making this a vital listen for anyone committed to health equity. 3 Exceptional Highlights: Even with Harvard degrees, Black individuals still face major health disparities due to systemic and interpersonal racism. Socioeconomic status helps, but Black families still have fewer resources than white families, limiting access to education and opportunities. AAMC data shows wealthier students perform better on the MCAT and are more represented in medical schools due to better access to resources, not intelligence.   Show Highlights:    Can you discuss your mother's journey as a black woman in medicine and the lessons you learned from her?   02:35 - Dr. Uché Blackstock   My mother overcame tough challenges growing up. As the first in her family to attend college, she went on to Harvard Medical School. Her journey taught me the value of returning to serve your community, no matter your education.   What are some urgent reforms needed in our healthcare system to address disparities?   13:07 -  Dr. Uché Blackstock   Opening new medical schools is a step in the right direction, but we need federally and privately funded pipeline programs from early education and more equitable learning environments.   How does the wealth gap contribute to the opportunity gap in education, particularly in medical school?   14:51 -  Dr. Oscar Holmes IV   Unlike fully funded PhD programs, law and medical schools require a full-time commitment and significant financial resources, disadvantaging those without support.   What advice would you give to patients who feel they are not receiving the best health care, and how can they advocate for themselves?   24:47 -  Dr. Uché Blackstock   Prepare questions, bring support, ask about your diagnosis and treatment, and don't hesitate to get second opinions if unsure about your care. Can you share some insights about your mentors and any critical advice that helped you through tough times? 29:15 -  Dr. Uché Blackstock Cross-racial mentoring is essential. Seek out mentors, and offer mentorship when you can. Important Links:   Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

This episode of Diversity Matters dives into the world of motorsports, a space not often associated with diversity, yet one that's gradually shifting gears. Dawn Rosemond, Firm Diversity Partner, chats with Myles Rowe, a trailblazer on the track, about his inspiring journey into racing. They discuss the challenges he's faced in pursuing a career in a predominantly non-diverse environment, what drives him to keep going, and why representation matters in breaking down barriers. Whether you're a fan of racing or passionate about creating a more inclusive world, this episode is for you. So, buckle up and join us for a conversation that's as fast-paced and exhilarating as the races themselves. 

James is a General Partner at Airtree Ventures and this is a very rare public interview with him, we understand his first since 2018. James has a particular interest in software, infrastructure and fintech and led Airtree's investments in A Cloud Guru, Constantinople, DroneDeploy, Zepto, Buildkite and Secure Code Warrior.Prior to joining Airtree, James spent 15 years working in the US, UK and Asia. He was Vice President at Accel Partners, the VC fund behind Slack, Dropbox, Facebook and Spotify.James was born in Canberra and now lives in Sydney, Australia.Hosted by Vidit Agarwal, Founder of Curiosity Center and The High Flyers Podcast.It's now time to explore your curiosity. If you're keen to discuss sponsorship and partnering with us, email us at vidit@thehighflyerspodcast.com today! ***CLICK HERE to read show notes from this conversation. Please enjoy!***Follow us on Instagram, LinkedIn or TwitterGet in touch with our Founder and Host, Vidit Agarwal directly hereContact us via our website to discuss sponsorship opportunities, recommend future guests or share feedback, we love hearing how to improve! Thank you for rating / reviewing this podcast on Apple Podcasts and Spotify, it helps others find us and convince guests to come on the show! ***The High Flyers Podcast re-imagines the traditional notion of a "high flyer" and is a premier product of the Curiosity Center. The podcast showcases the journeys of relatable role models from their sunrise (childhood) to today. Listeners love the unique and direct inside access to these relatable role models, companies and industries in every walk of life to help us all be 1% better everyday, together.170+ guests have joined Vidit Agarwal on the show from around the world including Heads of state, Olympians, Business and cultural leaders, Social Advocates, Investors, Entrepreneurs and more. Past guests include: Anil Sabharwal, Mark Suster, Ahmed Fahour, Holly Ransom, Daniel Petre, Paul Bassat, Simon Holmes a Court, Michael Traill, Osher Gunsberg, Ed Cowan, Carol Schwartz, Wyatt Roy, Jack Zhang, Martijn Wilder, Holly Kramer and more.The Curiosity Center is your on-demand intelligence hub for knowledge, connections and growth to achieve your potential, everyday. Join 200,000+ Investors, Founders, Decision Makers and Emerging Leaders. Learn with the world's best at www.curiositycenter.xyz***

How can universities continue to build diversity in their student populations in a post-affirmative action world? How can we ensure successful outcomes for college entrants from historically underserved populations? How can we restore confidence in the value of higher education? To help answer these questions, we have Nancy Lee Sanchez-Badillo joining us today on The Balancing Act Podcast. Nancy is VP for Institutional Advancement at Kingsborough Community College and is the former executive director of the Kaplan Educational Foundation, so her perspectives on this important subject are invaluable. Tune into episode 153 to hear Nancy's story, her "rocket-booster" moment, and her thoughts on enhancing diversity on college campuses. https://www.andrewtemte.com/

Today, I am delighted to welcome Alex Edmans to the show. You may have heard of him or you may have come across him. He is a Professor of Finance at London Business School. He was voted professor of the year by Poets and Quants. He is also a prominent speaker and an author, including of his most recent and fabulous book, May Contain Lies -  How Stories, Statistics and Studies Exploit Our Biases.  He joined me to talk about the book. The book is excellent because it emphasises a number of things crucial to good decision-making, including things like why a fact is not data, data is not evidence, and evidence is not proof. Alex shares his work on things like football results and their impact on stock market performance, biases, evaluating research, ESG investing, trade-offs, cognitive diversity, dissenting viewpoints, and much more related to decision-making. Show notes: Alex's website May Contain Lies – How Stores, Statistics and Studies Exploit Our Biases Alex on football results and stock market sentiment McKinsey's “Diversity Matters” results revisited by Jeremiah Green and John Hand _ _ _ _ _ Like what you heard? Subscribe to The Decision-Making Studio Podcast Sign up for our Decision Navigators Course Join our Aug 13th Webinar      

Diversity Matters with Oscar Holmes IV Season 5, Episode 4 Episode Title: Raising Native American Voices Guest: Dr. Joe Gladstone   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  "For any Native American advocate, be who you are, find what you're passionate about, and do your best not to let people talk you out of it. Things won't change instantly, but in the grand scheme of things, good work done diligently will ultimately prevail.” — Dr. Joe Gladstone   Too often, the vibrant tapestry of Native American cultures gets flattened into a single, oversimplified narrative. But their powerful voices demand to be heard in all their diversity.    In this episode, we're joined by Dr. Joe Gladstone, whose roots span the Blackfeet Tribe of Montana and Nez Perce. As an esteemed educator, he's on a mission to bridge the worlds of modern management principles and the rich wisdom of Native and Indigenous cultures. Currently, he is an Associate Professor of Management at Washington State University's Carson College of Business.    From exploring the deep symbolism of land acknowledgment ceremonies to preserving Indigenous languages, his insights will challenge you to reflect on the profound respect owed to Native communities. We also touch upon transplanar wisdom, a foundational Native American and Indigenous philosophy, and its influences on organization management and business ethics.   3 Exceptional Highlights:   Over 500 federally recognized Native American tribes in the U.S. retain sovereignty, as enshrined in the Constitution defining them as sovereign nations alongside foreign states. Land acknowledgments should be accompanied by tangible efforts to recognize, honor, and give back to the Native communities that have historically been connected to that land.  Rather than deeming any Native tradition or culture obsolete, we must examine which ones are genuinely authentic to pre-reservation times and which are more recent adaptations.   Show Highlights:    Can you share how your cultural heritage has influenced your personal and professional journey?    02:31 - Dr. Joe Gladstone   Working with tribes has given me a deep understanding of how different cultures perceive and navigate the world. This understanding has influenced my focus as an educator on respecting and helping others draw from their own experiences.   What does it mean to be enrolled into a particular tribe, and what does life look like for people on reservations?   08:39 - Dr. Joe Gladstone   Each tribe has its own rules around enrollment, which is essentially citizenship. For many tribes like the Blackfeet, you need a certain 'blood quantum' or degree of ancestry to enroll. Your enrollment is usually decided by your parents when you're young based on the tribe's rules. Reservation life ranges from isolated rural communities to urban existences, depending on the tribe's geography and enterprises.   What does The PhD Project mean to you?    14:37 - Dr. Joe Gladstone   I'm grateful to the PhD Project for connecting me to schools like New Mexico State that were interested in my background with American Indian communities.  For minorities to build strong economies, we need business skills around making, managing, and accounting for money. Having professors who look like the students and can make business real for them keeps them engaged to graduate.   One of the things that I often get asked is about the practice of Land Acknowledgments and whether or not people should do them. What is your take on it?   21:46 -  Dr. Joe Gladstone   Land acknowledgments have a deep spiritual tradition among Native peoples. When entering someone else's land, we acknowledge that we are guests, honor past inhabitants, respect the current stewards and their rules, and commit to protecting the land for future generations.   How can organizations show authentic respect alongside land acknowledgment ceremonies?    25:15 -  Dr. Joe Gladstone   Simply saying the words of a land acknowledgment is not enough. Organizations should pair the acknowledgment with concrete actions to give back to the tribal communities whose land they occupy, like building a park, rehabilitating land, holding an annual ceremony/event, etc. Another way would be to educate themselves about the specific Indigenous people who originally lived on and knew that land intimately.   We know there are difficulties in preserving Native American culture and art plays an important role in doing that. One of my favorite The Moth episodes is a story that Manuelito Wheeler shared wherein he spearheaded dubbing Star Wars in the Navajo language. What is the importance of projects preserving Native languages?   29:25 -  Dr. Joe Gladstone   Language and faith are deeply intertwined—preserving language preserves how we understand and view the world through our cultural lens. Dubbing Star Wars into Navajo helps keep the language alive, which is valuable. However, I wonder if translating a deeply philosophical film like Star Wars fully conveyed the metaphysical and spiritual meanings embedded in the original English version. We must explore the question of whether dubbing English films captures the full nuanced meaning, versus creating original Navajo-language content from the start.   What advice do you give to other Natives on navigating the challenges of maintaining traditional cultural values while also living in contemporary society?   35:32 -  Dr. Joe Gladstone   There is this concept of "transmotion" from Native philosopher Gerald Vizenor. It's the ability to fluidly code-switch between cultural identities, drawing from the useful values and innovations of each world to navigate life's journey seamlessly and carry out our purpose. Transmotion allows you to stay grounded in your traditions while also adapting compatible parts of the mainstream, enabling you to thrive in all spheres of your life's journey.   I'm just curious, are there any Native American cultures or traditions that you feel perhaps need to change?   40:06 -  Dr. Joe Gladstone   It's hard for me to speak on every tribe's customs since there are over 500 different tribes. But I can reflect more broadly on this idea of cultural resilience and how we preserve traditions. The "traditions" practiced today descend from post-reservation elders, so we should examine their deeper ancestral roots. ​​ How do you see the future of Native American activism and advocacy evolving in the coming years? Are there any particular initiatives or projects that you want to shout out that involve uplifting Native American voices?    47:06 -  Dr. Joe Gladstone   One area I've advocated for is getting Native and Indigenous representation recognized in business academia. I founded the Native and Indigenous Peoples Caucus to give more Native voices authority by defining what Indigenous research means, guiding scholarship in this area, and providing editorial oversight. Another powerful form of activism is getting authentic Native stories and characters represented in media, like the work Lily Gladstone does in uplifting those narratives on screen as more than just background roles. Important Links:   Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 5, Episode 3 Episode Title: DEI Backlash Guest: Dr. Enobong “Anna” Branch   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “Despite efforts to dismantle DEI, our inherent differences remain. These differences will continue to shape our neighborhoods, school systems, and nation. Will we accept inequity and division or invest in an inclusive future for all?” — Anna Branch   America's strength lies in its diversity. But as Diversity, Equity, and Inclusion (DEI) efforts face scrutiny, how can we ensure the American Dream remains achievable for everyone?    In this episode, we're privileged to have Dr. Enobong "Anna" Branch join us for an insightful discussion around this timely topic. Dr. Branch is the esteemed Senior Vice President for Equity at Rutgers University, where she provides strategic leadership to ensure equity is embedded across research, education, and public engagement for faculty, staff, and students.   Drawing from her extensive expertise in confronting DEI challenges, Dr. Branch offers invaluable perspectives on navigating the evolving DEI landscape. Her insights illuminate pathways to overcome systemic barriers and build a more equitable future where opportunity knows no boundaries.   3 Exceptional Highlights:   True progress in diversity and inclusion requires not only representation but also actively addressing the unique challenges faced by underrepresented groups in leadership roles. Schools must champion equity, not just equality. This means dismantling racial bias and fostering a truly inclusive environment for all students. The promise and myth of the "American Dream" being achievable through hard work resonates across racial/ethnic groups. However, this myth overlooks broader systemic factors, which can lead other minority groups to question why Black Americans haven't succeeded. Show Highlights:    What lessons have you learned as a leader for equity at this moment?   08:15 - Anna Branch   Embracing directionality and progress, even during challenging times like the COVID-19 pandemic, is crucial for effective leadership.  If we aren't intentional about creating environments that allow people of diverse backgrounds to thrive in higher education, we will be in trouble.    What inspired you to write the book "Work in Black and White," and what should readers gain from it?   15:34 -  Anna Branch   The book aims to explore how workers themselves understand and experience labor market inequality, moving beyond trends and data. Changing labor dynamics challenged the job stability and American Dream notion of hard work alone leading to success, prompting the re-examining of these concepts through racial experiences.   How can we address racial inequalities without conflating first-generation status?   19:41 -  Anna Branch   Being a first-generation student means navigating unspoken academic rules and norms that can pose challenges if not properly supported. Assumptions, stereotypes, and lack of representation can undermine the sense of belonging for students of color, regardless of their generational status.   Is education alone enough to achieve the American Dream?   27:32 - Anna Branch   Distressingly, Black women with terminal degrees can earn similar incomes as white men with only some college education, highlighting educational attainment not translating to equal economic opportunities across races.   How can we approach the current level of backlash against DEI efforts today?   38:24 - Anna Branch   Early DEI efforts (post-2020) prioritized hiring over tackling systemic issues within institutions. The real work is dismantling these ingrained patterns of inequity.   What is your advice for finding joy?   53:11 - Anna Branch   Black joy is a powerful act of resistance. It defies the narrative of suffering and celebrates the beauty of simply existing. We are human beings, not just human doings. Taking time to simply "be" can bring peace in a chaotic world. Important Links:   Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Unless you have been under a pile of retention hyperkeratosis, it would be hard to say one has not heard the call to purposefully diversify clinical trial programs to ensure... The post From Cutaneous Microbiota to Clinical Trial Recruitment… Diversity Matters appeared first on JDDonline - Journal of Drugs in Dermatology.

Diversity Matters with Oscar Holmes IV Season 5, Episode 2 Episode Title: Effective Allyship Guest: Julie Kratz   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “True allyship stems from genuine, sustained efforts to support marginalized groups, amplify their voices, and remove obstacles without seeking personal credit or fame. It requires intentional, consistent actions in both personal and professional spheres.”  — Julie Kratz   In the ongoing pursuit of a more equitable and inclusive world, the concept of allyship has emerged as a powerful force for change.    But what does it truly mean to be an ally? And how can we move beyond performative gestures to create lasting, meaningful impact? This episode dives deep into these questions with our guest Julie Kratz. Julie has dedicated her career to empowering people to become better allies. After her own experiences in corporate America, she founded her own speaking business to help organizations foster inclusive environments. Julie is an accomplished Forbes contributor, podcast co-host, TEDx speaker, and author of six books, one of which we will go in-depth today: Allyship in Action. Join us for a thought-provoking discussion with Julie Kratz. Through honest conversations and practical examples, she challenges us to confront our own biases and explore actionable strategies for building genuine allyship. 3 Exceptional Highlights:   One of the biggest challenges with DEI work is that many people don't fully understand what it means, and there are false narratives and misconceptions around terms like "diversity hire" circulating. Subconscious biases can perpetuate inequities within existing systems. We must evaluate all individuals based on demonstrable performance rather than perceived potential. Sustainable change in DEI requires a series of smaller, consistent actions rather than overwhelming initiatives, which proves more effective in fostering long-term shifts.   Show Highlights:    Was there a specific event or experience that spurred you to write Allyship in Action?   06:45 Julie Kratz   The book was inspired by my own journey. But seeing my daughter experience microaggressions and witnessing them herself truly drove the point home. We need more tools to be better allies.   Your book references the concept of "white guilt." Can you elaborate on this idea?   10:32 Julie Kratz   It refers to the discomfort and guilt white people feel when having to confront or think about their whiteness and privilege in a white supremacist culture. White privilege enables the ability to move freely and avoid repercussions for certain behaviors that would not be acceptable for people of color. Moving from apathy/denial to awareness about white privilege is a crucial step, but education is still needed to help more people reach that awareness.   Moving beyond awareness to action is a significant hurdle. What strategies can bridge this gap and dismantle systems of advantage?   14:51 Julie Kratz   The systems were designed by and for certain groups to succeed, making systemic change challenging but necessary work. Corporations need to examine processes like hiring, job descriptions, and promotion criteria to remove biases perpetuating homogeneity.   The surge of allyship witnessed in 2020 seems to be tapering off. What are your insights on this current trend?   18:47 Julie Kratz   The biggest gap hampering DEI progress is the lack of lived experiences with microaggressions, harassment, and belittling that underrepresented groups face, which is hard for others to grasp fully. Engaging people with curiosity and prompting them to explain their understanding can often lead them to realize their stance is flawed.   Your book mentions the myth of meritocracy alongside the challenge of limited lived experiences. Can you elaborate on how these ideas intertwine to hinder progress?   26:11 Julie Kratz   The myth of meritocracy is the belief that success is solely based on hard work and individual merit, disregarding systemic barriers faced by marginalized groups. We need to reframe the idea of "privilege" as an opportunity to be an ally and leverage one's advantages to support others rather than view it negatively. A prevailing notion suggests that DEI is a zero-sum game. Can you share your thoughts on this perspective?   30:58 Julie Kratz   The zero-sum game is such a harmful mentality. It isn't an ”I lose, you win.” When we share resources, we all benefit. Having diverse teams and inclusive environments expands opportunities and benefits for everyone rather than redistributing a fixed amount of resources.   What advice do you have for those considering a career in the DEI space?    37:55 Julie Kratz   DEI work can be taxing, with many emotional ups and downs. Get clarity on what activities truly energize and give you purpose, and then strategically focus your DEI efforts there to avoid burnout.   One misconception we often hear is that DEI initiatives are excessively expensive. Let's explore the cost implications of fostering a diverse and inclusive workplace.   40:13 Oscar Holmes IV   Organizations often pay much more for consulting/training on other business topics like leadership compared to DEI. Most DEI professionals are not highly paid and often do the work on top of their regular job duties voluntarily. Important Links:   Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Diversity Matters with Oscar Holmes IV Season 5, Episode 1 Episode Title: TransLivesMatter N.O.W. Guest: Angelica Ross   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  "Society's messaging devaluing LGBTQ+ lives, especially Black trans people, perpetuates tragic cycles of oppression and suicide. We must dismantle these systems alongside the community, fostering spaces to heal so all humans can be truly valued."  — Angelica Ross   The fight for diversity, equality, and inclusion has raged across streets, schools, and workplaces.   However, Angelica Ross, an Emmy-nominated actress and activist, took that fight further by bringing authentic transgender characters to life on groundbreaking shows like Pose and American Horror Story. Yet her multi-talented impact extends beyond Hollywood. Through her TransTech incubator and podcast N.O.W. (No Opportunity Wasted), Ross empowers marginalized LGBTQIA+ voices. In this episode, Ross opens up about her iconic "Candy" role, her reasons behind leaving Hollywood, and how Buddhism provided clarity amid turbulence - inspiring her advocacy work. She also shares her vision for political office and the transformative policies she aims to enact to help transgender people of color not just survive but thrive.   Join us for this powerful yet refreshingly candid conversation with Angelica Ross, celebrating authenticity, resilience, and effecting change.   3 Exceptional Highlights:   Pose showcased the unwavering courage of trans people who fight for authenticity, even when it means facing violence, discrimination, and rejection. Black trans women, despite their immense contributions to art, fashion, and social Despite the enormous contributions Black trans women make to art, fashion, and activism, they continue to face marginalization and exploitation. One should look inward for a deep sense of self-worth and choose moment-by-moment to overcome darker impulses and live authentically.   Show Highlights:    01:44 - Angelica Ross discusses her role in "Pose" and its cultural significance for transgender women of color   04:04 - Her experience as an undervalued, marginalized Black transgender woman in Hollywood   10:24 - Behind-the-scenes look at Angelica's iconic "Candy" lipsync performance.   11:31 - How Angelica healed her relationship with her mother despite a rocky period   18:23 - Why Buddhism resonated strongly with Ross and why she wants to introduce it to others   27:28 - The vision of the No Opportunity Wasted Podcast as a larger cultural movement   31:39 - Decriminalizing sex work, addressing oppression, fighting for transgender rights   37:05 - Unique challenges faced by Black transgender women in tech industry   42:57 - What to expect from Angelica Ross's political run and campaign platform   47:43 - Overview of Angelica's upcoming exciting new projects and initiatives   Important Links: - -   Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Join us for an insightful discussion on why diversity matters in cybersecurity roles with Joshua Copeland, Director of Enterprise Security with Bose Corporation! Have you ever wondered why diversity is crucial in the cybersecurity sector? Curious about the tangible benefits it brings to your organization? Look no further! Josh Copeland, a seasoned expert in cybersecurity and diversity advocate, will be sharing his invaluable insights, strategies, and real-world experiences in our upcoming recording session. In a rapidly evolving digital landscape, diversity isn't just a buzzword; it's a game-changer. Discover how diverse teams bolster innovation, problem-solving, and overall resilience in the face of cyber threats. Don't miss out on this opportunity to gain actionable knowledge and perspectives that can revolutionize your approach to hiring in cybersecurity! Stay tuned for updates and sneak peeks leading up to the event. Spread the word and let's make strides together towards a more inclusive and secure future! hashtag#Cybersecurity hashtag#DiversityMatters hashtag#Innovation hashtag#InfoSec hashtag#Tech hashtag#Empowerment hashtag#CyberAware hashtag#InclusiveTech hashtag#JoshCopeland hashtag#ExpertInsights

A congressional committee meeting last week on biotech and national security provided a glimmer of hope that lawmakers could be persuaded to consider taking steps to bolster the U.S. bioeconomy, BioCentury Washington Editor Steve Usdin explains why the at times cartoonish spectacle of lawmakers pushing anti-China biotech bills highlights the need for scientists and entrepreneurs to build relationships in Washington.Plus: Editor in Chief Simone Fishburn argues that the future of diversity should not be bound up in the fate of DEI. And BioCentury's editors discuss the pivotal trial setback for Amylyx in ALS and what may be on FDA's agenda as is schedules an advisory meeting for Lilly's Alzheimer's therapy donanemab.

McKinsey Research reconfirms what past studies have already shown, that focusing on diversity and inclusion in business pays, according to the latest diversity matters report, there's a 39% increased likelihood of business success if you make diversity and inclusion a focus at your business.

The words diversity, equity and inclusion have become political flashpoints -- but the science and evidence on why diversity matters is often ignored. Robert Sellers, PhD, of the University of Michigan, talks about why diverse groups lead to better outcomes and how psychologists' research has informed our understanding of diversity in our schools, workplaces and other institutions. For transcripts, links and more information, please visit the Speaking of Psychology Homepage.

Why diversity matters with Karen Pflug Have you ever wondered how you could take on a role that you knew not-too-much about and absolutely succeed? Karen Pflug is an incredible person who shared her experience with doing just this.Karen Pflug is the Chief Sustainability Officer at Ingka Group. Ingka Group is the largest IKEA retailer and represents about 90% of IKEA retail sales. It is a strategic partner to develop and innovate the IKEA business and help define common IKEA strategies. Ingka Group owns and operates IKEA sales channels under franchise agreements with Inter IKEA Systems B.V. It has three business areas: IKEA Retail, Ingka Investments and Ingka Centres.Karen Pflug was open and honest about not being prepared for, or even feeling ready to step into the roles she has stepped into throughout her career. She stepped into these roles anyway and has made an incredible success of them.  Karen is an inspiration for a lot of people who want to take on certain roles, but might not feel ready yet. Notice that fear and then do it anyway. This is a conversation that I thoroughly enjoyed and I know it is the first of many. Learn more about the Ingka Group here - https://www.ingka.comLearn more about their sustainability initiatives here - https://www.ingka.com/sustainability/sustainability-initiatives/----Click here to Become a VIP supporter of Lead On Purpose: https://www.buzzsprout.com/1583287/supportIf you would like to help James continue to bring on world-class guests, please consider making a small recurring donation to cover the back end, admin and editing costs. For many years, James has dedicated countless hours to the show and would LOVE to continue bringing you global thought leaders.Thank you for your support. It is greatly appreciated.With much gratitude.Full Transcript, Quote Cards, and a Show Summary are available here:https://www.jjlaughlin.com/blog-----Website: https://www.jjlaughlin.com YouTube: https://www.youtube.com/channel/UC6GETJbxpgulYcYc6QAKLHA Facebook: https://www.facebook.com/JamesLaughlinOfficial Instagram: https://www.instagram.com/jameslaughlinofficial/ Apple Podcast: https://podcasts.apple.com/nz/podcast/life-on-purpose-with-james-laughlin/id1547874035 Spotify: https://open.spotify.com/show/3WBElxcvhCHtJWBac3nOlF?si=hotcGzHVRACeAx4GvybVOQ LinkedIn: https://www.linkedin.com/in/jameslaughlincoaching/James Laughlin is a High Performance Leadership Coach, Former 7-Time World Champion, Host of the Lead On Purpose Podcast and an Executive Coach to high performers and leaders. James is based in Christchurch, New Zealand.Support the show

Katrina Swift is a Director and Agronomist for her family's farming operation, "Kebby and Watson", which runs farms at Nelungaloo and Tichborne, near Parkes. Katrina and her family run a dryland farming operation, with a variety of crop types, including regional staples like wheat and canola, and summer crops like mung beans and sorghum. In this episode, Katrina explains why crop diversity helps mitigate risk on the farm, but keeps the operation busy all year round. She also shares how this system has helped reduce casual labour and maximise productivity with their machinery and permanent state. Katrina also shares her tips for growing summer crops in the Central West and notes that their profitability isn't without its challenges. Local Land Services Mixed Farming Advisor Rohan Leach caught up with Katrina for a chat around the kitchen table at “Parkes Plains”.   Connect: Central West LLS website Central West LLS on Facebook Central West LLS on Twitter Central West LLS on YouTube   The views contained in this podcast series are not necessarily endorsed by Central West Local Land Services. Listeners are advised to contact their local office to discuss their individual situation. This show is produced in collaboration with Wavelength Creative. Visit wavelengthcreative.com for more information.

Why diversity matters with Karen Pflug Have you ever wondered how you could take on a role that you knew not-too-much about and absolutely succeed? Karen Pflug is an incredible person who shared her experience with doing just this.Karen Pflug is the Chief Sustainability Officer at Ingka Group. Ingka Group is the largest IKEA retailer and represents about 90% of IKEA retail sales. It is a strategic partner to develop and innovate the IKEA business and help define common IKEA strategies. Ingka Group owns and operates IKEA sales channels under franchise agreements with Inter IKEA Systems B.V. It has three business areas: IKEA Retail, Ingka Investments and Ingka Centres.Karen Pflug was open and honest about not being prepared for, or even feeling ready to step into the roles she has stepped into throughout her career. She stepped into these roles anyway and has made an incredible success of them.  Karen is an inspiration for a lot of people who want to take on certain roles, but might not feel ready yet. Notice that fear and then do it anyway. This is a conversation that I thoroughly enjoyed and I know it is the first of many. Learn more about the Ingka Group here - https://www.ingka.comLearn more about their sustainability initiatives here - https://www.ingka.com/sustainability/sustainability-initiatives/----Click here to Become a VIP supporter of Lead On Purpose: https://www.buzzsprout.com/1583287/supportIf you would like to help James continue to bring on world-class guests, please consider making a small recurring donation to cover the back end, admin and editing costs. For many years, James has dedicated countless hours to the show and would LOVE to continue bringing you global thought leaders.Thank you for your support. It is greatly appreciated.With much gratitude.Full Transcript, Quote Cards, and a Show Summary are available here:https://www.jjlaughlin.com/blog-----Website: https://www.jjlaughlin.com YouTube: https://www.youtube.com/channel/UC6GETJbxpgulYcYc6QAKLHA Facebook: https://www.facebook.com/JamesLaughlinOfficial Instagram: https://www.instagram.com/jameslaughlinofficial/ Apple Podcast: https://podcasts.apple.com/nz/podcast/life-on-purpose-with-james-laughlin/id1547874035 Spotify: https://open.spotify.com/show/3WBElxcvhCHtJWBac3nOlF?si=hotcGzHVRACeAx4GvybVOQ LinkedIn: https://www.linkedin.com/in/jameslaughlincoaching/James Laughlin is a High Performance Leadership Coach, Former 7-Time World Champion, Host of the Lead On Purpose Podcast and an Executive Coach to high performers and leaders. James is based in Christchurch, New Zealand.Support the show

Diversity Matters with Oscar Holmes IV Season 4 Episode 6 Episode Title: Social Class Mobility Guest: Dr. Sean Martin   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “Society often overlooks people who have been upwardly mobile despite having valuable qualities like persistence, grit, and initiative. To truly create a diversity of experiences, backgrounds, and perspectives, it is crucial to recognize and value those from less privileged backgrounds.” – Dr. Sean Martin   Social mobility is a cornerstone of the American Dream, a beacon of hope that promises anyone can rise above their starting point and achieve success through hard work and determination. Yet, the reality is far more complicated, and social class can have a profound impact on a person's life trajectory.   To shed light on this topic, we have the privilege of welcoming Dr. Sean Martin as the guest chair. With his award-winning research on leadership, organizational culture, and societal contexts' effect on leaders and followers, Dr. Martin is a leading authority on the topic.   In this episode, we'll explore the concept of social class and mobility, the challenges faced by people in different social strata, and the implications for diversity, equity, and inclusion efforts.   Join us on this journey as we delve into the fascinating world of social class and its influence on our society.   3 Exceptional Highlights:   Social class is a position of advantage or disadvantage you have compared to others based on factors like income, education, and occupation, which determine your access to valued resources in society and your ability to succeed. Coming from a less privileged background requires building strong community relationships, which are valuable forms of currency for social support. This mindset can lead to good leadership and teamwork skills in the workplace. Despite society's positive bias towards individuals who have achieved upward mobility, there still seems to be a hesitancy to hire them.   Show Highlights:    02:51 - What is social class and how Dr. Martin found interest in this research area   07:56 - Understanding the importance of social class and mobility from a DEI perspective   14:43 - The cultural contradiction of valuing upward mobility and the American Dream while stigmatizing those who achieve it   22:28 - Dr. Martin's views on the Varsity Blues scandal and how those with privilege can use it to game the system   23:55 - Various ways in which different systems allow individuals to circumvent rules and regulations, including those that are formalized and encouraged   25:53 - Why labeling the United States as a classless society is a fallacy   27:20 - Is it possible for prestigious institutions or elite organizations to co-exist in a fair and equitable world?   31:17 - Strategies for countervailing the data that suggests growing up in privileged environments leads to a more independent mindset   35:22 - Challenges faced by those in the upper class and their impact on shaping society   39:23 - Further social class research Dr. Martin hopes to investigate   —--   Important Links: - https://www.darden.virginia.edu/faculty-research/directory/sean-martin Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Tim Elmore is a Leadership and Next Generation Expert. He is the founder and CEO of Growing Leaders. His work grew out of 20 years of working along side Dr. John Maxwell. Dr Elmore has appeared in the Wall Street Journal, Psychology Today, USA Today, Washington Post and CNN Headline News. He is author of 35 books and in this podcast we discuss why the topic of generational diversity is important in our professional and personal lives. "A New Kind of Diversity: Making the Different Generations on Your Team a Competitive Advantage" by Dr. Tim Elmore   Website to Order – www.newdiversitybook.com Website Includes Bonus Content from Tim and FREE Generational Intelligence Assessment

Diversity Matters with Oscar Holmes IV Season 4 Episode 4 Episode Title: Advancing DEI: The Necessary Journey Guest: Dr. Ella F. Washington   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “Passion does not create more hours in the day. It's unfair to expect those most impacted by the lack of diversity, equity, and inclusion to fix the problem without compensation. Organizations with limited budgets should find creative solutions.” – Dr. Ella Washington.   Many organizations today recognize the importance of workplace diversity, equity, and inclusion. However, many struggle to implement effective strategies that promote diverse perspectives, create equitable opportunities, and foster an inclusive workplace culture.   As a result of this struggle, organizations may experience a lack of innovation, reduced employee engagement, and exclusion of underrepresented groups, negatively impacting both their employees and the entire organization. Thus, there is a need to explore practical solutions and insights to help these companies reach meaningful and sustainable outcomes and achieve their DEI goals.    In this episode, we have a fantastic scholar and consultant, Dr. Ella Washington, who shares her insights and expertise on the topic of DEI, which is also the subject of her new book, The Necessary Journey. Dr. Washington has extensive experience in the human capital space, impacting clients across various industries, including finance, entertainment, and higher education. She is a professor of practice at Georgetown University's McDonough School of Business and the Founder and CEO of Ellavate Solutions.   Whether you're a leader, employee, or academic, Dr. Washington's unique perspective will inspire you to think outside the box and build a truly diverse, equitable, and inclusive workplace.   3 Exceptional Highlights:   The journey toward diversity, equity, and inclusion is a gradual process that requires sustained effort and time to achieve structural and systemic change. Diversity of thought should not replace demographic diversity, which should remain a foundational goal until representation goals are achieved at every level. A workplace utopia is a space where bias and exclusion are dismantled, and individuals are valued for their strengths, allowing everyone to thrive.   Show Highlights:    03:18 - What inspired Dr. Ella Washington to write The Necessary Journey?   09:29 - Discover the five stages of the DEI Maturity Model   13:54 - Hesitations most companies face when being classified in early stages, such as Awareness or Compliance   15:38 - How to foster diversity of thought and allow for constructive discourse to achieve optimal business outcomes   18:53 - The most common pitfalls organizations encounter on their DEI journey   23:14 - The impact of inadequate DEI support and lack of real commitment from organizations   24:54 - The emotional and visceral toll employees face when DEI initiatives are not supported in the workplace   27:18 - Senior leadership can improve their understanding of DEI through cost-effective strategies   29:19 - When to hire a Chief Diversity Officer and how to prepare for the hiring process   33:38 - Foster innovation to build a truly diverse, equitable, and inclusive workplace   35:23 - How can organizations ensure that their employee resource groups (ERGs) are not used to exploit the labor of their members?   —--   Important Links: - - - Episode Sponsor Links:  Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Diversity Matters with Oscar Holmes IV Season 4 Episode 3 Episode Title: Corporate DEI Initiatives   Guest: Dr. Anthony C. Hood   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “If you're looking for somebody to do diversity recruiting or put on panel discussions, Women's History Month, Black History Month, go find somebody else. But if you want to impact and drive workplace change, I'm interested - Dr. Anthony C. Hood”   In today's rapidly changing world, diversity, equity, and inclusion have become essential elements for organizations looking to succeed and stay competitive.   More and more organizations in corporate America recognize the value of creating a diverse workforce. However, achieving true diversity, equity, and inclusion goes beyond addressing race. It commits to building an environment where everyone is treated equitably and given equal opportunities, regardless of background, ethnicity, or other personal characteristics.   My guest today is Dr. Anthony Hood, an exceptional academic and corporate executive who is deeply involved and entrenched in diversity, equity, and inclusion activity within Alabama and beyond. In this episode, we talk about his experiences as a Chief DEI officer in corporate America and how he leads with evidence-based data when presenting strategies for progress and measuring success through KPIs, metrics, goals, and visions.   Join us as we delve into the challenges and opportunities of promoting real, meaningful change that goes beyond mere performance.   3 Exceptional Highlights:   The holy grail in diversity, equity, and inclusion (DEI) work is when it ties up with all areas of the organization, impacting compensation and performance evaluation. Anti-black racism still exists in corporate America, and most companies are not ready to  discuss it. It's essential to approach diversity research and literature nuanced and complexly to grasp its full implications for organizations.   Show Highlights:    03:09 - Why Dr. Anthony Hood made the bold decision to leave academia and return to corporate America   05:36 - Is the Chief DEI Officer role more performative than effective following the tragic death of George Floyd?   11:25 - How to collaborate with respected colleagues without giving off perceptions of superiority or stepping on their expertise   13:15 - Why Dr. Hood wants to create a safe environment as a Chief DEI officer where people feel psychologically safe with him   15:02 - Lessons learned from some of the most challenging initiatives in the workplace encountered by Dr. Hood   17:27 - The importance of speaking corporate slang to gain traction in DEI initiatives   19:25 - Why are DEI metrics so crucial, and which ones should companies focus on?   28:45 - If it's not equitable for one, it's not equitable for everyone   30:32 - Leaders often hoard talent to the point of sabotaging their mobility   34:31 - Several community DEI initiatives Dr. Anthony Hood is most involved in Important Links:     Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Peter & Phil sit down and have a courageous conversation with Chief Diversity Officer and Senior Director for Institutional Research, Dr. Lisa Greenhill. Joining the AAVMC in 1996 her work primarily focuses on the ongoing development and implementation of the DiVersity Matters initiative at the national and local levels and promoting the veterinary medical profession within underrepresented and marginalized communities. Join us to discuss diversity within the Vet Med community and other social injustice initiatives! It's a conversation you won't want to miss. --- Send in a voice message: https://podcasters.spotify.com/pod/show/ppcourageousconversation/message

Diversity Matters with Oscar Holmes IV Season 4 Episode 2 Episode Title: Critical Race Theory  Guest: Dr. Victor Ray   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary:  “It's frustrating when people who know nothing about racism in American history misrepresent critical race theory, ban books, and target scholars genuinely reckoning America's racial order.”   Although civil rights movements and social justice movements have made significant progress over the years, systemic racism and discrimination continue to plague American society to this day. Critical race theory reveals the underlying causes of racial inequality and the ways in which power, privilege, and oppression can contribute to progress as well as undermine it.    And in this episode, Dr. Victor Ray, a renowned public scholar whose work has been featured in outlets such as the Washington Post, Harvard Business Review, and Boston Review, and author of the book, On Critical Race Theory: Why It Matters and Why You Should Care, shares his expertise on what critical race theory entails, how it is being misrepresented in ongoing debates in education and society, and its impact on the ongoing fight for racial equality in the United States.    3 Exceptional Highlights:   Growing up as a mixed-race individual and witnessing differential treatment between his family members opened Dr. Victor's eyes to the social construction of race.  Organizations are already infused with racial processes, from access to education and legal protection to capital. It is crucial to organize as groups and resist those who are waging a war against critical race theory, diversity, equity, and inclusion.  Show Highlights:    What is the history behind Critical Race Theory and how is it being viewed in this time period?   02:49  Dr. Victor Ray   Critical race theory was pioneered by scholars such as Derrick Bell, Kimberlé Crenshaw, and Richard Delgado that originated from the backlash of the civil rights movement in the 60s and early 70s.  Ideas from this theory spread beyond the law to explain why racial inequality is so deeply entrenched in American society and why progress toward equality is often temporary and fiercely opposed.   How Dr. Victor Ray's personal experience deeply shaped his research and pivotal moments in his understanding of race    09:15 Dr. Victor Ray   My experiences differed greatly from my dad and brother growing up, who would get stopped by cops or called on security. However, as a professor in a predominantly white space, folks would attempt to bond with me through racist jokes or assumptions about black people.   Can you explain the concept of whiteness as a property?   15:00 Dr. Victor Ray   Whiteness as a credential allows white people to move into and up organizations in a way that often appears neutral but is deeply shaped by their racial identity.   How do we grapple with the rise of authoritarianism, fascism, and racism as a society?   19:05 Dr. Victor Ray   The rise of authoritarianism, fascism, and racism can be countered by organizing ourselves to regain control of school boards, legislatures, and voting.   How do you view folks attempting to delegitimize the term ‘woke' in relation to critical race theory?   24:15 Dr. Victor Ray   Wokeness is a term that originated in the black vernacular to describe awareness of social inequalities in the United States. Criticizing the concept of "woke" is similar to criticizing equal opportunity.   Will we ever get to a point where we can make our own racial progress without having to suffer backlash?   27:22 Dr. Victor Ray   Many believe that the fight against racial inequality has an endpoint, but history doesn't work that way. Ongoing collective action and scholarship are needed to come up with real lasting solutions.   Important Links:     Episode Sponsor Links:  Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Diversity Matters with Oscar Holmes IV Season 4 Episode 1 Episode Title: Understanding Microaggressions Guest: Dr. Kevin Nadal   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “All forms of discrimination are hurtful, all forms of bias are harmful, and we should all be doing the work to demonstrate that this needs to stop.”   Microaggressions are often subtle but harmful acts that convey negative messages toward people of color, the LGBTQ+ community, and other historically marginalized groups. Despite being subtle, they can have a devastating effect on individuals and communities. Research shows that these experiences can lead to a range of adverse outcomes, such as decreased self-esteem, anxiety, depression, and even physical health problems.   This is why we have professor, author, psychologist, and activist Dr. Kevin Nadal on the show, one of the leading researchers in understanding the impacts of microaggressions. In this episode, he shares the research surrounding microaggressions, their effects on mental and physical health in marginalized communities, the various forms they take, and how we all can work towards creating a more inclusive society.    3 Exceptional Highlights:   Microaggressions are covert acts that may not be intentional or perceived as harmful by the perpetrator. The focus is on the manifestation of the act rather than the impact.  Leaders can model accountability by creating a culture where people feel comfortable discussing issues of race and diversity and by holding themselves responsible for any harm they may cause or microaggressions they may commit.  The normalization of microaggressions within marginalized communities, particularly those with intersectional identities, is a systemic issue that causes significant harm and suffering. Show Highlights:    The history of microaggressions and how the research began   2:28  Dr. Kevin Nadal   Microaggressions were first coined in the 1970s by a black American psychiatrist named Chester Pierce, and the term was revived in 2007 by Dr. Derald Wing Sue at Columbia University to study subtle forms of discrimination, specifically towards people of color. Research has since grown to include other historically marginalized groups and the term has spread into mainstream vernacular.   How he addresses the accusations of bias in the scholarly work which may dismiss his research as unscientific   15:52 Dr. Kevin Nadal   I feel more connected and passionate about topics that are relevant to me personally, and it shows in my work. When others criticize my research or accuse me of bias, it often reveals more about them than about me. It demonstrates that they may not feel connected to certain communities or issues, and they may hold colorblind ideologies or even white supremacist beliefs.   His advice to people who experience and deal with microaggressions constantly   20:47 Dr. Kevin Nadal   While it is not our responsibility as targets of these microaggressions to educate others, it can be helpful to call out the behavior, personalize the harm caused, and walk away. I encourage externalizing racism by naming it and recognizing that it's a systemic issue, not a personal one.   His advice to scholars, and people in general, on how they can do rigorous work, while keeping the importance of activism at the forefront of their efforts   31:58 Dr. Kevin Nadal   My advice would be to ignore negative voices and focus on externalizing messages of self-doubt by talking about them and finding a supportive community.   Important Links:     Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

Episode description/intro: Derrick Jenkins is the Head of Marketing at Owler and is very passionate about Diversity in the Sales Industry.Earlier this month he and his team at Owler tagged me and several other people of color in a post on LinkedIn where they were promoting the advantages of a diverse sales team so in honor of black history month I thought it would be a good idea to bring him on the show.#salesconsultantpodcast #diversity dei #sales #neurodiversityEpisode Show Notes:[0:15] We jump right into how Jenkins was an Owler user before joining the company. Explains how he used it to help him drive sales but he also used it to gather insights on companies for the purposes of trading stocks.[2:38] Walks us through the inflection points of when he joined Owler and then later being promoted to Head of Marketing[4:44] Details for me what a day in the life as Head of Marketing is like.[7:08] Talks about how diverse his team is at Owler and not just in terms of race but all types of diversity.[8:52] Jenkins explains the post him and his team tagged me on on LinkedIn at the start of February where he says, "Diversity is beneficial and critical to the long-term success of any business. It's even more critical for sales teams to be diverse because as the workplace evolves, so will your customer… This doesn't mean that sales executives should exclusively work with customers who are aligned with their diversity or 'otherness'. However, a diverse sales team has experience navigating their careers amongst others with varying backgrounds." - Derrick Jenkins, Head of Marketing at Owler[10:14] Diversity is more than race. Discussed diversity of thought and expanding your talent pool to people who did not go to an IVY league school.[11:24] We discuss a Forrester Report that was commissioned by LinkedIn that shows companies with diverse sales orgs have a higher lead to convert ratio. 28% higher! (link below)[13:31] We get into the idea that because minorities have to navigate life and careers much differently that they offer unique perspectives and bring different skills to the table.[14:18] Jenkins talks about living abroad, studying different languages and the differences he has seen in terms of diversity comparing the US to the UK. He lived in London for 9 years and didn't see as many black people in leadership roles.[17:22] Getting comfortable in your skin as a minority in corporate America is key to taking your career to the next level. Don't get hung up on trying to ‘fit in' and ‘conforming'. Be yourself.[18:52] Jenkins talks about how growing up with very young parents who “defied the odds” inspired his career.[25:15] He talks about what sales was like when he started his career compared to now.Mentions:Owler - https://www.owler.com/The LinkedIn Post that quotes Jenkins re: Diversity in Sales. The post that initiated this discussion - https://www.linkedin.com/posts/owler_why-diversity-matters-in-the-sales-industry-activity-7019697098367381506-fyfk?utm_source=share&utm_medium=member_desktopForrester report on the positive impacts of diversity in sales - https://business.linkedin.com/sales-solutions/b2b-sales-strategy-guides/forrester-diversity-report-2021Connect with us:Derrick Jenkins' LinkedIn Page -

For Sara Zulkosky, diversity is key to the strategy when it comes to investing in emerging managers. When she and her partner Courtney McCrea founded their LP, Recast Capital, they knew they wanted to center diverse emerging managers to give both LPs and diverse GPs better access to that market.Recast Capital is not just an LP; its enablement program teaches emerging managers about fundraising, allowing Recast to support more of the emerging manager community than just those funds they can invest in. Not only has it serviced 65 funds — 82 percent of which are female-led, with 57 percent including at least one GP of color — it has also reaped benefits for Recast as an LP.“It's turned out to be, obviously, a very strong complement to our fund investment strategy,” Sara says. “The opportunity to support so many managers in market and really help accelerate their success has really been transformational for us too.”Of course, smart investing is not just about diversity. Matching investors with general managers who hold similar values and can follow through on their promises are factors that can make or break the success of an emerging manager fund, Sara says.In this episode of Fund Flow, host Jon Finger sits down with Sara for a conversation on why diversity is so important in the emerging manager space. They also discuss important factors that both LPs and GPs need to consider when entering partnerships, and expected trends for emerging managers in 2023.

Segment 5 of 5: In this two-minute segment, Dr. Karen Hardy was featured on 95+ National Public Radio (NPR) stations nationwide discussing her new book series, what it is like being an indie publisher, and how her books are adding diverse thought leaders to the industry literature.

It's not just the ‘right' thing to do; it's good for business. The Freda Johnson Award winners, Massachusetts Treasurer Deborah Goldberg and Ballard Spahr's Emilie Ninan, discuss how diversifying the industry is key to growth and success. Lynne Funk hosts. 

Nic Hyl is a fashion designer and cancer thriver. After being diagnosed with breast cancer in March 2022, she along with her husband, set out to help others by creating a foundation that donates funds from the sale of selected products, to help women, men, and families battling the daily costs of breast cancer. Live Beautiful Nation Foundation launched on October 1, 2022. ✨A few highlights from the show: 1. Nic shared that the one thing she would have done differently was getting a second opinion. Some reasons to get a second opinion are a) To prevent a misdiagnosis. b) A diagnosis is not definitive. c) There can be more than one "right" treatment. 2. Black patients treated by Black doctors tend to fare better, and overall minority patients benefit from having minority doctors. (https://ro.co/health-guide/black-doctors/) 3. If you have doubts or concerns, never be afraid to ask how your race will affect the quality of care that you will receive.

In November, Sikh Nation will be running donation events across Ontario to combat blood shortage. Experts say there's a pressing need for diverse donors. TVO.org's diversity reporter Vicky Mochama discusses barriers to blood donation, why specialized matching is important, and how similar initiatives are needed.See omnystudio.com/listener for privacy information.

In this episode of the Breaking Changes podcast, Kin Lane is joined by Mamta Suri, Former Senior Manager Software Development for Time Tracking at Workday, talking about the importance of diversity and business alignment across API operations, but halfway through our interview Mamta turned the tables and began interviewing Kin Lane about what he has learned about APIs doing the show.

A big first day at CREtech NYC as thousands from around the globe made their way to Pier 36 on the Hudson River to talk tech, climate, investment and the big issues facing the industry. In this special podcast, recorded live from the show, EG editor Samantha McClary shares insights from CREtech chief executive Michael Beckerman as he kicks off proceedings and some big thoughts on the market and the importance of diversity from Hines' Laura Hines-Pierce and BentallGreenOak's Sonny Kalsi. Recordings were done onsite, not in the usual EG studio so listeners may need to lean in a little. But, as always, we promise it is worth it.

This episode of Diversity Matters celebrates Hispanic Heritage Month with Katrina Thompson and Ladene Mendoza, both of whom co-chair BTLatinx, Barnes & Thornburg's Talent Resource Group for our Hispanic and Latinx teammates and allies.  Listen in as Ladene and Katrina share their personal journey with host and Firm Diversity Partner, Dawn Rosemond,  and how it led to them becoming a co-lead of BTLatinx. The group also discusses the uniqueness of the Latinx experience as well as the intersectionality with other historically underrepresented groups.

Diversity Matters with Oscar Holmes IV Season 3 Episode 7 Episode Title: Shared Sisterhood Guest: Dr. Tina Opie   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “This is what Black women know: When push comes to shove, white women choose race over gender - every single time.” - Kim McLarin   Whether we admit it or not, gender and racial bias is still present in the organizations and in society. And though the past few decades have shown progress, there's so much improvement to be done, especially with black and other colored women experiencing more disadvantages compared to their white counterparts.   Dr. Tina Opie is an award-winning researcher, professor  and management consultant who combines theory and practice on the power of authenticity and how to create a more diverse, inclusive and equitable workplace in several industries.    In this episode, she shares about her upcoming book ”Shared Sisterhood”, co-authored with Dr. Beth Ann Livingston. Dissecting through the lens of history, research and real-life examples of the white women privilege, the racial stereotypes that even accomplished black women experience, overcoming racial trauma, and the vision of all linking arms towards equality in the workplace and the world. Exceptional Highlights:   White women choose race over gender because of the way power structures our society. Being white women gives proximity to white men, who are the power brokers and holders throughout the history of the world.    The central focus and philosophy behind Shared Sisterhood is the value of equity and power in the workplace, which is quite distinct from friendship. For systemic change to happen for all women, it also needs to translate across races.   In capitalist society, people are greedy and power is structured as a zero sum game. Everything gained by others is a loss for them.   Show Highlights: Definition of Shared Sisterhood   06:06 Dr. Tina Opie   Shared sisterhood is when you work together across differences, develop authentic connections, and then link arms and work to dismantle systemic inequity.   The Dig and Bridge Framework forming authentic workplace relationships   07:38 Dr. Tina Opie   Dig is about surfacing the assumptions that you have about identity. How did you come to think about your own race, your ethnicity, the ethnicity of other people? Bridge is about authentically connecting with people and keeping that connection authentic.    What is an ally, accomplice, and co-conspirator   20:06 Dr. Tina Opie   An ally believes in equity in theory but they're not about to sacrifice anything. The next level is an accomplice who believes in equity and is willing to make a sacrifice and do something, but it tends to be on their own terms and not aligned with the needs of the group that they are fighting for. A co-conspirator pursues collective action by using his social, financial and political capital to make change. Men's role in this movement   37:38 Dr. Tina Opie   Masculine traits like assertiveness, being tall, and stomping your fist are seen as necessary to get ahead. Adopting feminine values like empathy, authenticity, vulnerability, and risk-taking for the common good produces the kind of leaders that are needed more in the workplace.   Important Links:   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

This special edition of Diversity Matters was recorded at the inaugural Barnes & Thornburg Atlanta Women's Summit. Featuring Suzanne Alcocer,  general counsel and senior vice president of human resources at Granges Americas, Inc., Robin Dunson, chief legal officer and general counsel at Segra and Yasmine Murray, chief operating officer and general counsel at H.J. Russell & Co., this episode focuses on the experience of women and women of color as general counsel. Dawn Rosemond, host and firm diversity partner, discusses the group's career journey, the importance of representation, advice on ways to accelerate your career and how to overcome imposter syndrome, among other topics. 

Do you suspect that you have an unconscious bias that is limiting your network or your career opportunities? On this career development episode of The Digital Enterprise Society podcast, Thom Singer sits down with Deborah Biddle for a conversation about why diversity matters and the importance of understanding unconscious bias in the workplace and in the world. Whether you're the boss who makes hiring decisions or the employee who is looking to increase your understanding of the role that DEI plays in successful businesses, this conversation is filled with points to ponder and action items that apply to everyone.    On today's podcast, you will learn:   Defining DEI  Diversity, equity, and inclusion is a widely used term that refers to the unique and different experiences and identities that people bring to the table.  Diversity defines who is in the room and what kind of support, service, and promotions do they get? Consider who engages in your circles that is different from you.  Inclusion is the goal of creating an environment of connection and acceptance- who is valued and feels a sense of belonging?    Overcoming barriers in the workplace There is still an incredible amount of inequality to be overcome.  Pay equity is still grossly unequal, from men to women, and also within women employees.  There are barriers based on perception of abilities and disabilities.  Access to information is not always widely distributed to everyone who needs it.    Increasing feelings of connection and respect Examine practices and procedures to determine if any one type of background, identity or life experience is being excluded.  Eliminate barriers that keep people from being successful, including scheduling and the utilization of technology. Ensure that you are practicing what you preach- DEI only works when it is put to work.  Consider ways that you can look beyond your immediate sphere of influence to make a difference in your organization. Flexibility is a key factor to equity and giving as many people as possible access to work.    What is unconscious bias and why does it matter? Unconscious bias is the stereotyping that can be affecting our actions and decisions in an unconscious way.  Consider popular slogans and how they influence the decisions we make from exposure to them.  A negative indoctrination can also have a negative influence on your decisions.    First steps to making positive change Start by simply recognizing that some of what you have learned about others is true, and some of it isn't.  Commit to operating out of the best place rather than from your negative unconscious biases.  Slow down in your interactions and assumptions of others.  Ask others for feedback on identifying your biases.  Take Harvard's Implicit Association test to learn more about your biases.  Pause long enough to process what you're thinking and feeling about people who are different from you.  Question the assumptions that you have about others and logically analyze your thoughts.  Intentionally act in an unbiased manner and increase your exposure to a wide diversity of people.    Continue the conversation with us within the Digital Enterprise Society Community at DigitalEnterpriseSociety.org.   Digital Download: Virtual Round-Table Series

Join us this week as we discuss diversity and representation in media. Why talk why is it so important for representation. Special thanks to Cara for joining us. Welcome to the League   Twitter @TheLMGpodcast YouTube: League of Melanted Gentlemen Podcast

Diversity Matters with Oscar Holmes IV Season 3 Episode 6 Episode Title: The Acting White Phenomenon Guest: Dr. Myles Durkee   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “When individuals don't fit that very strategic, limited profile of how we expect each racial group to behave, that can leave them vulnerable to being accused of acting white.”   Forming your identity and achieving successful academic status has become a significant factor in discrimination and stereotyping in America. We see this issue primarily in middle school up until college and even in a professional setting. To be discriminated against by other races is one thing, but to be pointed out by your community has become a phenomenon that we now call Acting White.   Dr. Myles Durkee, an Assistant Professor of Psychology at The University of Michigan, joins us in this episode. He has won numerous awards for his research, where he examines cultural invalidations perpetrated by in-group and out-group members to determine how these experiences are associated with critical psychosocial results.    We deep dive into different scenarios and people's backgrounds, where these accusations are often involved, and what circumstances we often link to this behaviour. Does Acting White only accuse people who speak a particular accent besides their race and how you dress? Does it go beyond academic accomplishments?    Dr. Durkee sheds light on the intensity of this experience and how it affects the people involved in these incidents of invalidation. Learn self-protective strategies to help mitigate adverse outcomes when dealing with the Acting White phenomenon.   3 Exceptional Highlights:   Essentially, by behaving in a way that doesn't fit with the societal stereotypes associated with a racial group, they can be vulnerable to being accused of acting white by their peers, family members, strangers, and sometimes even teachers.  If you're behaving in a way that goes against the cultural norms, or the cultural tendencies, then your peers likely have the same racial group. They will judge you now as an individual and less so as an ambassador of the racial group.  These cultural validations, and the acting white accusations, tend to emerge around elementary school for most individuals, pick up the pace at middle school, and hit a peak during high school. Show Highlights:    The importance of context in Acting White labels   5:05 Dr. Myles Durkee   Within that context, the school setting's cultural climate and racial composition have significant influence. So we think about the racial composition when you're in a school and are in the majority group, even if you are a person of colour; you're much more likely to be perceived and judged as an individual because you're in the majority group.   6:13 Dr. Myles Durkee   When these groups are in the extreme minority, the stakes are higher to represent the group in a positive light. And any of you who come from a marginalised group, it's now to protect the group's reputation from trying not to confirm some of these negative stereotypes.   The profiles of students who experience Acting White accusations   12:29 Dr. Myles Durkee   The research literature has heavily focused on black folks with this dynamic, but it happens to most groups of colour in teenagers. So when we measure data, most of our data has been with black and Latinx. Late adolescence and young adults.    13:01 Dr. Myles Durkee   In terms of the single trait in which people are most likely to be accused of acting white, it's hands down their style of speech. So above and beyond everything else, based on how you talk, it will leave you the most vulnerable to being accused of acting white.   Are females more targeted with the act of white label than male?   27:23 Dr. Myles Durkee   If women of colour defy a racial stereotype, regardless of the attribute, then they're much more likely to be accused of acting white for defying that racial stereotype.   29:03 Dr. Myles Durkee   But for men of colour, the same behaviour, speaking correctly, can now be accused based on their race, their gender, and their sexuality.  The psychology of the perpetrators   29:03 Dr. Myles Durkee   It's not necessarily how frequently they have victimized themselves by acting white in the past. But more so, how disturbing and distressful those accusations compel them to perpetrate more frequently in the future.    Important Links:   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Diversity Matters with Oscar Holmes IV Season 3 Episode 5 Episode Title: Policing in America Guest: Dr. Rashawn Ray   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “If we solve the statistics, we will solve what is happening with policing the scene. To do that, we have to determine the cultural manifestations of racism and of the black threat.”   People don't realize that when we talk about policing in America, it goes beyond protecting specific turfs and areas. To understand what it truly meant, you must go deep into the history, origin, and background of law enforcement.    And in this episode, we welcome Dr. Rashawn Ray to the guest chair as he discusses the culture and law enforcement practices that lead to police brutality. Dr. Rashawn earned all his sociology degrees and has published over 50 books, articles, chapters, and nearly 20 op-eds.    He also shares his extensive research and work on liberation for oppressed people, particularly for Black and Brown people, and the criminalization effect. Listen closely as we talk about the in-depth analysis of the efficacy of body cameras, the determinants of police brutality, and police misconduct payouts to understand better the current state of America's policing.    There are so many factors we need to address when it comes to the structure and improvement of policing institutions. Learn what we need to solve racism in connection to civilian payout and police misconduct in the words of Dr. Rashawn.  3 Exceptional Highlights:   The roots of law enforcement in the United States go back to slave patrols, groups of people who would round up black people fleeing plantations who were escaping their enslavement.  Overwhelmingly, it is white people who created the social institution and maintained and enforced the social institution. And so when we think about those origins, that's important.  There were 87% enslaved black people. And even the free black people didn't mean they were free. Even today, it is still valid that black people haven't fully reached liberation.  Show Highlights:    The history of convict leasing   3:55 Dr. Rashawn Ray   Convict Leasing was what happened after slavery formally ended. So we're talking about the late 1800s and early 1900s. It became prominent and known as Slavery by Another Name, where black people were arrested and accosted for minor infractions. Interestingly, some of the same sorts of things that we hear today.    The efficacy of body cameras  and the determinants of police brutality   21:03 Dr. Rashawn Ray   There's overwhelming agreement on body-worn cameras, implicit bias training, the importance of police officers being held accountable for their behaviour, and the need to deal with the law enforcement Bill of Rights. It gives police officers the ability to commit crimes in their personal or professional lives and not be held accountable for them like the general public.   The prominent movement of police defunding   28:12 Dr. Rashawn Ray   So two points here, defunding the police means reallocating funding, and it does not mean obliterating the system. You know, it does not mean ending law enforcement, as we know, and some people think we should abolish policing.   33:20 Dr. Rashawn Ray   I think all of those matter; when we take an evidence-based, market-driven approach, we get to the best solution for a city or a police department and then help them to move forward in a way that is healthy and beneficial for everyone. Important Links:   Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:    Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher 

Diversity Matters with Oscar Holmes IV Season 3 Episode 3 Episode Title: The Imposter Phenomenon  Guest: Dr. Angélica Gutiérrez   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “We need to start changing the narrative, stop thinking about the individual as the issue, and start examining how these environments are triggering the impostorization of individuals..”   In any field or industry, people commonly experience insecurity, the perception of being a fraud and undeserving of all their triumphs and accomplishments. They genuinely doubt their achievements. It has become an ordinary reality to most of us, especially those who have successfully attained their goals or desired profession. We call this the Imposter Syndrome.    To Dr. Angélica Gutiérrez, an Associate Professor of Management at Loyola Marymount University, and a contributor for Inc. Magazine, while working on her research, she refers to it as The Imposter Phenomenon to avoid the stigma and create a safe space for people to express their experience with it.    In her research, she realized that most articles and discussions on this topic tend to focus on the individual viewed solely as the issue. Thus the strategies that they promote to counter this phenomenon are often fixed to an individual approach. Hence, she coined the term ‘Impostorization', which means considering the role of the environment and how it triggers the imposter feeling.    Dr. Gutiérrez talks more about the policies and practices of organizations that can lead to people questioning their intelligence, competence, and sense of belonging in the spaces they occupy. She also talks about the critical importance of how these institutions can help in avoiding impostorization among their people.  3 Exceptional Highlights:   Relationships are so meaningful. And the intentions that you have behind the feedback are so essential for people in organizations, particularly the Latinx and African American communities, because you need to be aware of the stereotypes that are out there that create this impostorization for us. Extensive research finds that in many organizations, these standards of professionalism tend to be very narrowly defined. A lot of organizations are encouraging employees to bring their authentic selves to work. But when they show up as our true selves, they're asked to modify who they are. Some studies find that low self-esteem is highly correlated with the imposter phenomenon. But they're distinct constructs.   Show Highlights:    The importance of changing the narrative in impostorization   13:38 Dr. Angélica Gutiérrez   Strategies and effectiveness may be minimal if you're feeling like an impostor because of your environment and the organizations you belong to.    14:40 Dr. Angélica Gutiérrez   It's crucial to change the narrative and stop thinking about an individual as the main issue and start examining how these environments are triggering the impostorization of a person and how we can work around that.   How to give critical constructive feedback without triggering impostorization   17:26 Dr. Angélica Gutiérrez   You can express what you think is essential in the person's work and let them know that there are different ways that they can strengthen it. You deliver the message in a more effective developmental way than using atrocious words. 18:44 Dr. Angélica Gutiérrez   You can start establishing a good relationship with your students or employees to feel comfortable with you, and they can trust that you have their best interest at heart. The irony and connection of authenticity and impostorization   20:51 Dr. Angélica Gutiérrez   Impostorization comes in when the organization is not receptive to an employee's authenticity.    22:30  Dr. Angélica Gutiérrez   Most organizations don't recognize that how we pronounce our name is connected with our identity and sense of authenticity. By asking us to use a nickname or anglicizing our name can lead to impostorization.    Eliminating impostorization in organizations   30:10 Dr. Angélica Gutiérrez   Carefully examine how their existing policies and practices and how they do business may be inadvertently causing employees to feel like they don't belong in that environment.    30:58 Dr. Angélica Gutiérrez   Pay disparity. Suppose an employee performs the same work as somebody else in the organization, and they discover that they're getting paid less than their counterpart. In that case, that can lead that employee to question their value to the company.   Important Links:   Dr. Angélica Gutiérrez Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  Apple | Google | Spotify | Stitcher   

If you've ever wondered why diversity matters, especially in newsrooms, this week's guest has some answers for you. And then some.Pauline Chiou is a media executive who cut her journalism teeth as a reporter in local TV and network newsrooms across the U.S.From there, it was on to Hong Kong and 6 years as an anchor at CNN International. CNBC then lured her to Singapore for 3 years, before she returned to the U.S. and moved into news managementA Mentor to Young JournalistsAs a mentor to young journalists, Pauline's message is simple: be intentional and show up.And bring your whole self to the workplace.That diversity of experience and thought is needed more than ever to provide context and accuracy to the range of stories reflecting our complex culture.Case in point — coverage of the recent wave of hate-fueled violence against Asian-Americans, Jews, Black Americans, members of the LGBTQ+ community and more.As Pauline explains, reporters who reflect these communities can offer nuanced coverage and perspective others might miss. Perspective that is seminal to our understanding of each other's way of life.She shares many examples of this, as well as the challenges she has faced and overcome as an Asian-American woman.The Impact of Sharing Our StoriesPauline knows full well how sharing our stories can impact those watching and listening.In fact, it was the story of a holocaust survivor that changed her life when she was an undergraduate at Yale.That sent her on a trajectory which took her to Northwestern's Medill School of Journalism and her resulting career.A career where she helps develop the next generation of journalists and newsrooms — showing them, by example, that diversity matters.www.ourvoicesmatterpodcast.comwww.lorellemedia.comThis podcast is devoted to empowering us all to better understand each other's differences...one story at a time.  Emmy Award-winning journalist, Linda Lorelle, guides guests through insightful, unexpected conversations that reveal our common humanity.  This show is not about politics per se; it is about finding a way to reclaim civility in the context of the contentious times in which we live, by sharing our personal and professional stories, in hopes that others might find a glimpse of themselves.Support the show

Diversity Matters with Oscar Holmes IV Season 3 Episode 2 Episode Title: Black Faces in High Places Guest: Dr. Jeffrey A. Robinson   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “The Black Faces in High Places book is not just about getting your success; it's undoubtedly a matter of seeking significance and impact on our community, the black community.”   People of color sometimes find it challenging to succeed in corporations or institutions led mainly by white people because of systems and culture. The black community has so much talent, but discrimination and being outnumbered by white people can make it more difficult to climb the corporate ladder, which adds multiple barriers to dominating the competitive world.   And that's how the book was written twelve years ago by Jeffrey Robinson, the Prudential Chair in Business at Rutgers Business School & Randal Pinkett. It is where they shared 10 revolutionary strategies for playing & changing the game to transform the system not only for them but the whole community.   And in this episode, they talk about the new book, , which aims to help the black professionals reach the top and stay there. Listen until the end of the episode and be more confident in breaking down the barriers that prevent you from having a real opportunity to make it to high places. Know what's the importance of having a mentor, a great network, and how you can find meaning in what you do to attain success.   3 Exceptional Highlights:   Mentors help develop great entrepreneurs, great business leaders, and great community leaders. Ikigai is developing self-mastery and finding meaning in what you do. In entrepreneurship, the type of network you need to be successful is the entrepreneurial network: the sparse network that takes advantage of borrowing networks from other folks. Show Highlights:    How is your previous book, Black Faces in White Places, connected to your new book, Black Faces in High Places?   2:44 Jeffrey Robinson   Black Faces in White Places was level one. It's what happens when you enter the workforce & how do you deal with it. There are certainly some parallels between the two books because we had a lot of things we wrote the first time around that we didn't use and weren't able to use.    So we had already thought to ourselves, some of those things we couldn't write in the first book one day, we'll write in the second book. Finally, that day came. And that's how we got to the new book, Black Faces in High Places. Why is it important to have a game changer's mindset?   8:00 Jeffrey Robinson   You're playing a series of games whether we are in a corporation or academic institution. When you have achieved success in that game, you have to think if that's the right game to play for you & other people like you. The game changes when you start rethinking the system & how it's played to make it more equitable.    And if you can transform the system for the communities, corporations, and institutions to make the game better for those who are coming behind you, you have the game changer mindset.   What are the top three strategies that you'd suggest people focus on?   12:50 Jeffrey Robinson   Ikigai Networking  Mentorship   Is it possible that black people can do all the strategies and still not make it to the top?   37:29 Jeffrey Robinson   Some people change careers; they either start their businesses or hit certain ceilings in their companies. In contrast, some decide to focus on their families. But don't assume that when we say high places, it's only in the corporation because there are many ways to make an impact, be successful, and be significant. Technically, some people could do all of these things and still not make it. But the question is, did they see all the opportunities in front of them? Do they think about where they could make the most impact and use their skills best?  Important Links:     Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.    Episode Sponsor Links:      Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters  | Google | |    

Diversity Matters with Oscar Holmes IV Season 3 Episode 1 Episode Title: The Standardized Testing Problem Guest: Mr. Akil Bello   Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.   Show Summary: “Even if the score has improved, it's the same kid; it's the same person with almost the same knowledge.”   Test or exam preparation is what students go through to increase their performance on standardized tests, usually for college university admissions. While the fair test is an advocacy organization that advocates for more limited, more reasonable & transparent use of standardized assessments, from K10 through 16. The movement supports the push not to administer standardized tests during a pandemic, to help students get better results on their exams.   As we all know, the test measures performance under intense pressure, influenced by some sampling of the things learned from K 10. Sadly, the test isn't decoupling one's actual knowledge and abilities from the secondary elements, which are time pressure & societal pressure. And that negatively affects someone's performance during the test.   That's why Mr. Akil Bello, an educator, entrepreneur, and testing expert, deep dives into why he is a big critic of the test preparation industry while being a test consultant & a fair test advocate at the same time. In this episode, he talks to us about the most significant issues with standardized testing, specifically for college university admissions. And he shares what institutions can do in higher education to make admissions more equitable.   3 Exceptional Highlights:   If you isolated any particular part of basketball, let's say free throw shooting, would you use free throw statistics as the way to choose your NBA franchise? That's what essentially everyone who puts significant weight on the test is doing. All highly speeded high pressure, high stakes, standardized tests have something in common & that is there is a signal-to-noise ratio, which is unclear at best. And I would argue there's more noise than signal for many constituencies. Varsity blues is a representative of where we've reached in higher education. And it's part of the problem. Every day, families are doing variations of Varsity blues on different scales. Show Highlights:   How Mr. Akil Bello got into the test prep consulting industry   2:27 Mr. Akil Bello   My entry into test prep was motivated by poverty & supported by nepotism. As a poor college kid, I needed money. I was studying architecture, but I wanted a part-time gig. So I went to my aunt and asked her if she could help me out. She pointed me to the Princeton Review and told me to use her name, and I got a job. That led to a total of 17 years working with them.   You are known for calling elite, highly selective schools like Harvard and Stanford “highly rejective.” Can you explain why using this language and new framing is important to you?   19:13 Mr. Akil Bello   One of the biggest problems in education is conflating historical advantage and wealth with educational quality. Just like your casual use of the word elite right now, I never use the word elite because it yields the position of power and respect to these institutions.     You were an expert contributor on Netflix's Operation Varsity Blues, a documentary highlighting the elite college admissions scam. Please help us understand why and how something like this can occur.   28:31 Mr. Akil Bello   CAPITALISM and AMERICA. To me, the entire scam is interesting. Because you have families who have a disposable X, hundreds of 1000s of dollars, this was money available for bribes. This is disposable income that was somehow, rather than giving it to the child to invest or giving it to them in a trust fund, it was worth spending this money to get this particular university sticker on the back of your car.   Why should the general public care about not getting into their top-choice school or some highly rejective school they wanted to go to?   21:16 Mr. Akil Bello   Oh, they shouldn't care. I think that the Stanfords of the world command far too much attention and brand recognition. I think that far too much attention these places receive is the country club effect. It's the exclusion that creates the aura of "Oh, we want to join." And I think that that's the problem. And I would never join a country club.   What should we do in higher education to make admissions more equitable?    35:07 Mr. Akil Bello   Interrogate your policies for historical bias.   Are the policies and the requirements of my admissions process those that advantage students with wealth and access?   Is it a necessary component of the process that helps select the most prepared students?   And I would argue that in most cases, these policies aren't.   Legacy admissions are problematic. How about we just get rid of that?   Important Links:     Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden.   Episode Sponsor Links:     Producer Links:   Host Social Media Links:   Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher  

As the Destination Marketing sector began to seriously address inequality and diversity after the Summer of 2020, SearchWide Global helped develop an organization that would go beyond "committee work" to actually address the challenge before us head on, 24/7. That organization is Tourism Diversity Matters and CEO Greg DeShields returns to DMOU to share the genesis story, their successes with DMOs to date and where the organization intends to be by 2023, providing the tools and expertise for DMOs to be their best. It's an inspiring (and fun) conversation. Join us.

In this episode of On Record PR, Sarah Larson goes on record with Efua Obeng, associate professor and department chair of marketing at Howard University. Learn More Efua Obeng recently spoke at HubSpot's annual conference Inbound 2021 discussing mentorship and advocacy in black business leadership and appeared on a podcast interview entitled Why Marketers Need to Listen to Black Voices. In addition to earning a bachelor's degree in business from UNC Chapel Hill and a master's degree from Duke University, Efua earned a PhD in business administration with a marketing concentration from the Katz Graduate School of Business at the University of Pittsburgh. Her experience at Katz helped sharpen her thought process, leadership, and research skills and highlighted the importance of making decisions based on data.

Think about a time you have witnessed the positive impact of diversity. What difference did diversity make and what lessons do you carry with you from that realization?Text me at 972-426-2640 so we can stay connected!Twitter:  @elliottspeaksInstagram: @elliottspeaks

On this week's episode of Business Class from the Tourism Academy, Steve Ekstrom sits down to interview Greg DeShields, a member of The Tourism Academy's Advisory Panel, from Tourism Diversity Matters. Greg describes how he launched his career in tourism, he talks about a mentor who inspired him greatly, and he discusses the benefits of having diverse leadership.RELATED: Take a D.E.I. Course NowThe Business Class Podcast is powered by Group Travel Odyssey.Support the show (https://patreon.com/tourismbusinessclass)

In this special Pride Edition episode, Pearlyn Wong, Head of Investment Promotion & Solutions Asia, Dame Inga Beale, former CEO of Lloyd's of London and women and LGBTQ+ champion, and Dr. Damien Ng, Research Analyst at Julius Baer have an open and thoughtful discussion about Diversity and Inclusion. Why does D&I matter more than ever today? Do D&I investments lead to higher financial and shareholder returns? Is it measurable? Why is leadership so critical to success? Listen now to find out.

In this episode of Tech Done Different, you'll hear from two special guests: Jacquie Loustau, Founder of the Australian Women in Security Network and Aby Swabey, Publisher of Women in Magazine.You'll hear from not one but two (!) special guests: Jacquie Loustau, Founder of the Australian Women in Security Network and Aby Swabey, Publisher of Women in Security Magazine. You'll hear us explore the diversity and inclusion challenges in security and how to improve in this critical area.You'll learn:why it can be daunting to feel differentwhy diversity isn't just the right thing to do, it makes powerful business sensewhat attributes women bring to the team dynamicwhy gender diversity isn't just an infosec problem, it's across all techwhen the attrition of quality candidates begins to happen and how to combat thatwhy the barriers exist, and how to combat themwhy most job ads are an issue, and what to do about itwhy companies need to be more flexibleGuestsJacqui Loustau, Founder of Australian Women in Security Network (@Source2C on Twitter)Aby Swabey, Co-Founder Source2Create and Publisher of Women in Security Magazine (@CSO_Australia on Twitter)HostTed HarringtonResourcesLearn more about what Jacqui is up to at: https://www.awsn.org.au/Learn more about what Aby is up to at: https://source2create.com.au/This Episode's SponsorsIf you'd like to sponsor this or any other podcast episode on ITSPmagazine, you can learn more here: https://www.itspmagazine.com/podcast-series-sponsorshipsFor more podcast stories from Tech Done Different With Ted Harrington: https://www.itspmagazine.com/tech-done-different-podcastAre you interested in sponsoring an ITSPmagazine Channel?https://www.itspmagazine.com/podcast-series-sponsorshipsLearn more about Ted at https://tedharrington.com/podcast and his book at https://hackablebook.com