Podcasts about diversity officer

In this episode of Work in Progress, Dr. Sally Saba, vice president and global chief inclusion and diversity officer for Medtronic and president of Medtronic Foundation, joins me to discuss the organization's Medtronic Spark initiative, a ten-year global committment to introduce one million students from low-income households into high-paying health tech careers. Technology has transformed the health care sector for the past few decades, from robotics to wearable technology, to telemedicine, and, of course, artificial intelligence. This is creating a huge and growing talent gap in health tech, both in the U.S. and around the world. And the way you do those jobs is also changing. "They say between around 11 million of shortages just within the next four to five years. You add onto that how AI is going to transform and evolve the landscape of education faster than people can keep up," says Dr. Saba. The Medtronic Spark initiative intends to prepare one million workers for those jobs today and in the future. "They say that 65% of students in schools today will work in jobs that don't even exist yet, and 45% of the workforce today will need new reskilling to even be able to keep up with that future." Saba adds. In the podcast, she explains that initiative will focus on students through high school, right before they start looking at their careers. 'We don't want to touch lives, we want to change the trajectory of lives,' Saba says. Medtronic Spark will be a combination of online and hands-on training, with a focus on making it accessible for low-incoming families. It will include three main components: innovation labs for students to tinker with technology, scholarships to help students graduate, and job-ready credential programs in high-demand health care technology roles like clinical mapping and pacemakers. Medtronic employees will be able to get involve by sponsoring students, providing mentorship, and helping designing credentialling programs. Medtronic is in 150 countries and 40% of the initial programing will be in the U.S. Find out more details of the initiative in the podcast, which you can listen to here or wherever you get your podcasts. You can also find our podcasts on the Work in Progress YouTube channel. Episode 360: Dr. Sally Saba, VP Chief Global Inclusion and Diversity Officer, Medtronic; President, Medtronic FoundationHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

Ball4All Initiative at Castletown

While companies reject DEI, Sound Transit to waste nearly $500K on Chief Diversity Officer. We got our first White House press briefing from someone competent. Costco is switching from Pepsi products to Coke in its food court. // WSDOT has delayed “critical preservation work” on I-5 until next year because apparently it wasn’t that critical. California is proposing a bill that would hold oil companies responsible for natural disasters. // Sean Hannity got into another debate with a PETA spokesperson. This time about the ethics of Groundhog Day.  

In this episode of A Seat at the Table, we dive deep into the world of Diversity, Equity, and Inclusion (DEI) with Veronica Calderon, Chief Inclusion and Diversity Officer at DeVry University. Calderon shares invaluable insights on how HR leaders can leverage education and training to drive meaningful DEI change, the importance of embedding DEI into an organization's DNA, and the power of authentic leadership. We also explore the critical role of belonging in a successful DEI strategy and much more.

Dr. Jessica Kriegel speaks with Tara Ataya, Chief People and Diversity Officer at Hootsuite, to explore the innovative and people-first strategies that Tara has implemented at Hootsuite to foster a culture of belonging, engagement, and empowerment. Tara shares her approach to navigating the balance between business goals and people-focused leadership, offering insights into the importance of listening, the power of servant leadership, and how Hootsuite has scaled a strong, inclusive culture across a global workforce. This conversation dives deep into the tactics that have made Hootsuite a leader in employee experience and how these strategies can be applied to other organizations. What Is Your Why: Tara Ataya reveals her professional and personal "why," which revolves around leaving every company and the world better than she found it, emphasizing the ripple effect of positive impact through strong human relationships. Balancing Business and People: Tara discusses the tension between achieving business objectives and fostering a culture of belonging and wellness. She highlights the importance of ensuring that employees feel valued, safe, and engaged to drive business success. Scaling Culture Globally: Jessica and Tara explore the challenges and strategies involved in scaling a company culture across a global workforce of 1,500 employees, emphasizing the importance of listening and adapting to regional needs. Listening as Leadership: Tara emphasizes the significance of listening in leadership, sharing how Hootsuite employs surveys, focus groups, and culturally appropriate listening sessions to understand and meet the needs of their diverse workforce. Innovative Culture Strategies: Tara details some of the unique strategies at Hootsuite, such as Perch Days and Hoot Pulse surveys, which foster collaboration, belonging, and continuous engagement among employees. Overcoming Resistance and Building Leadership: Tara talks about the initial resistance to people-focused leadership at Hootsuite and how the leadership team overcame it by hiring and developing leaders aligned with a servant leadership model. Walking the Walk: Jessica highlights the diversity and inclusiveness of Hootsuite's leadership team and board, discussing how this reflects the company's genuine commitment to DEI. Mental Health and Employee Well-being: Tara shares the comprehensive mental health and wellness initiatives at Hootsuite, including increased mental health benefits, company-wide wellness weeks, and leadership training focused on empathy and support. Future of People and Culture Leadership: Tara reflects on the future of people and culture leadership, considering how these roles can evolve beyond traditional HR and DEI functions to become integral to business strategy. Personal Reflections: Tara offers her thoughts on what's next for people and culture leaders, encouraging a shift towards more business-focused roles that lead from a people-centric perspective. Tara Ataya is the Chief People and Diversity Officer at Hootsuite, known for her servant leadership style and dedication to creating inclusive, employee-centered workplaces. Tara has been instrumental in developing Hootsuite's innovative culture strategies, making the company a leader in employee experience. LinkedIn: linkedin.com/in/taraataya Jessica Kriegel: Website: jessicakriegel.com LinkedIn: linkedin.com/in/jessicakriegel Instagram: instagram.com/jess_kriegel Culture Partners: Website: culturepartners.com LinkedIn: linkedin.com/company/culturepartners/

Celebrate Pride Month with us on the Elder Law Report as we promise to equip you with vital estate planning insights tailored for LGBTQ+ individuals and families. Joined by attorneys Samantha Gordon and Jane Dearwester, along with our Marketing Director and Diversity Officer, Morgan Woody, we tackle the unique challenges of non-traditional family structures. Discover the importance of selecting the right agents, incorporating chosen family, and potentially distancing from unsupportive relatives. Hear Morgan's compelling story about starting her estate plan at just 24, overcoming hurdles like disinheritance, and ensuring her partner is recognized as a beneficiary. This episode is packed with essential information, from understanding intestate succession to the crucial role of agents in healthcare decisions, especially for trans individuals.Our discussion doesn't stop at legal intricacies. We highlight the critical need for community outreach and support for LGBTQ+ individuals, emphasizing a safe and welcoming environment at McIntyre Elder Law. Whether you're in Uptown Charlotte, Hendersonville, or Shelby, North Carolina, take advantage of our offer for a free consultation. Reach out to us to ensure your estate plan truly reflects your wishes and supports your chosen family. Don't miss this insightful episode aimed at empowering you with the knowledge to navigate complex estate planning issues with confidence and care.

In this episode of the Culture First Podcast, we take you on the road with us to give you a front-row seat to an incredible conversation that took place at SXSW Austin this year.In this episode, Didier Elzinga, CEO and Co-founder of Culture Amp, will moderate a discussion on achieving and sustaining a high-performance culture by drawing upon lessons learned from the world of high-performance sports.He was joined by Lindsay Verstegen, Chief People & Diversity Officer at the Detroit Lions, John Ferguson, Chief HR Officer at NASCAR, and Ben Crowe, former global Nike executive and one of the world's most in-demand professional mentors and mindset coaches, working with CEO's, teams, executive teams and athletes.They discuss the importance of intentional pauses, building relationships, and the need to fix the environment rather than the individual. The conversation provides valuable perspectives on leadership, team dynamics, and the power of data in understanding and supporting employees.Show notes and timestamps: 03:21 - Creating a Culture of Belonging and Inclusion12:20 - Navigating Uncertainty: From 'Me' to 'We' Mindset32:29 - Fixing the Environment, Not the Individual33:51- Data-Driven Insights for Organizational Improvement34:09 - The Power of Vulnerability and Trust in Leadership36:31 - Connecting with Intrinsic Motivations for Success41:18 - Feedback as a Catalyst for Growth and Development49:48 - Bridging the Gap in Multi-Generational TeamsClick here to download the State of the Manager Report mentioned during this interview. If you've enjoyed this episode, please subscribe, follow and leave a review.Learn more about Culture Amp at www.cultureamp.com or @cultureamp on InstagramSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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In this episode, tune in to discover the dynamic realm of HR leadership amid a backdrop of automation and technological progress.Our esteemed guests will explore the challenges and opportunities facing HR professionals as they navigate the impact of automation on workforce management and organizational culture. From harnessing AI-powered solutions for enriched employee engagement to nurturing inclusive environments amidst tech transformations, this episode promises valuable insights for effective leadership in the automated age.Listen in to discover how to …Leverage AI for Strategic Talent ManagementAdvance Diversity, Equity, and Inclusion (DE&I) Initiatives in an Automated WorkforceMaximize the use of technology for HR Efficiency and EffectivenessPanelists:Deven Downey, VP of HR, Nerd UnitedLars Minns, CHRO, Mercedes-Benz USAWilliam Rolack, Chief Inclusion and Diversity Officer, KrollDeven is a seasoned HR professional with over 15 years of experience and a master's degree in Human Resources. As the founder of Nerd Labs, a company dedicated to providing innovative solutions for early-stage startups, he brings a wealth of expertise in HR management and organizational development. Deven's leadership style is centered on best practices rather than a rote list of policies and procedures. Believing that teaching managers how to lead their teams effectively is key, he fosters an environment where performance naturally follows. Beyond the boardroom, Deven finds joy in staying active through workouts, cherishing moments with family, and sharing playful moments with their mini schnauzer. Above all, Deven values the connections with loved ones as the cornerstone of a fulfilling life.Lars N. Minns is currently the Chief HR Officer for Mercedes-Benz, North America with responsibility for the US and Canada serving the organization since March 2015. He currently leads the organization in designing, implementing, and executing HR strategies that directly align with the company's strategic objectives for the Sales, Marketing, and Distribution of Passenger Cars, Vans and parts in the United States and Canada. Under his leadership, the organization is undergoing one of the largest transformations in the automotive industry in its pursuit to be the most desired electric luxury brand in North America. Prior to joining Mercedes-Benz, he served as the Sr. Mgr. of Talent Acquisition for The Home Depot.William Rolack Sr. is Kroll's Chief Inclusion and Diversity Officer, based in New York. He has over 20 years of experience leading diversity and inclusion strategies, human capital management and mobility management. William works closely with the Kroll leadership team and other stakeholders to develop strategic programs aimed at accelerating inclusion and diversity in the workplace and the commercial impact those programs have on high performing teams that drive economic value, innovation and business integration. William has been named Savoy Magazine's 2023 Most Influential Executives in Diversity & Inclusion, the National Association of African Americans in Human Resource's Human Resource Trailblazer of the Year for 2021 and he is listed in the Staffing Industry Analysts (SIA) 2021 inaugural list of DE&I influencers. He has received a proclamation from the New York City Council for his work as a mentor and professional coach and for his contributions in the human resources field.Follow Deven on LI → https://www.linkedin.com/in/deven-downey-0694891a3/Follow Lars on LI → https://www.linkedin.com/in/larsnminns/Follow William on LI → https://www.linkedin.com/in/william-t-rolack-sr-8a59062/

Growing up, Valoria Armstrong wanted to be an attorney. She never imagined that she would have a career in HR or Diversity, Equity, and Inclusion.   In this episode, Valoria shares how she was elected President of the NAACP board at the age of 26, how she evaluates opportunities before committing to them, and why inclusion comes before diversity at Unum.   Valoria Armstrong is the Chief Global Inclusion & Diversity Officer at Unum. You can connect with her on LinkedIn here.   My Morning Cup is hosted by Mike Costa of Costa Media Advisors and produced by SpeakEasy Productions. Subscribe to our new weekly newsletter here.   If you liked this episode, we think you'll also like: Wade Hinton's Morning Cup (E09) Tom Cupo's Morning Cup (E32) Candy Johnson's Morning Cup (E48)

Have you ever not felt safe at work?Maybe you've dealt with microaggressions, gaslighting, and bullying…And even if you have a senior title, you've also questioned yourself if you are even experiencing any of this.In my recent podcast episode, I am joined by a friend who I was honored to coach, and Starbucks' new VP Global Chief Inclusion & Diversity Office, Chéla Gage, where we talk about how to create psychological safety so you don't feel like this…6 years from now, 2030 will be a big year for Americans. According to the US Census Bureau, the majority of the population will be the minority.An important question for companies to start strategizing is:What procedures and systems are you putting in place with this demographic shift?And how can you ensure your employees feel safe?Because here's the reality that you've probably experienced:A lot of companies are doing performative things like hosting workshops, but is it really solving the deep-rooted problem?Companies brag about having an increase in diversity, but that's with their rank and file. How about C-Suite? Why are companies C-Suite still NOT diverse?In today's podcast, I have Starbucks' new VP Global Chief Inclusion and Diversity Officer, Chéla Gage, joining me. Chéla is not only a former client but also a good friend. Her greatest achievements include being an amazing wife for 20 years and a mother to 3 wonderful boys.Chela has extensive talent and DEIB experience spanning over 25 years. She has successfully led global teams in various industries, such as high technology, automotive, and aerospace. Her leadership roles have taken her to different countries, including the U.S., Brazil, China, France, Japan, Mexico, Poland, Singapore, and the U.K.What We Cover in This Episode:Challenges for Women of Color in Corporate rolesThe Importance of Creating Diversity Changes in Processes and Systems (a workshop won't solve your diversity problems)Understanding The Role of External Coaches and MentorsIf you would like to see how to work with me to create a more sustainable life where you can be more present with yourself and create your own checklist of success that's not created by society and loved ones, then schedule a complimentary legacy business and career review at elainelou.com/callRelated Podcast EpisodesEpisode 28. The Importance of Trauma Informed SpacesEpisode 31. How to Advocate For Yourself asa WOC in Corporate America with Lindsey IngramEpisode 47. Scripts and Strategies for Boundaries and Negotiation for WOC Leaders with Accion Opportunity FundEpisode 40. Why Difficult Conversations Improve Our Life + Work Relationships with Erica Courdae and India JacksonResources Mentioned:Subscribe to the Business & Career Diaries Newsletter: elainelou.com/joinConnect and follow Chela: https://www.linkedin.com/in/chelagage/Where We Can Connect:Apply to the Business & Career Mastermind: elainelou.com/mastermind

DETAILS | What is a Modern People Leader, and what traits define them? There are 6! Join Daniel and Steven Huerta–the hosts of the fantastic Modern People Leader podcast–in an evolutionary discussion on HR Leadership in today's dynamic business landscape. After 155 episodes with HR leaders, they have distilled their research and insights for our show. We engage in a candid discussion on the following megatrends: The traits of a Modern People Leader, Generative AI in HR, does HR finally have a seat at the C-Suite table, the idea of running HR as a product team, and what HR will look like in 2030. This episode is an essential listen for all leaders, including CHROs, CPOs, HR Leaders, HR professionals, and business leaders seeking to evolve their leadership approach and adapt to the rapidly changing workforce. GUESTS | Daniel Huerta | Driven by the belief that people are a company's most vital asset, Daniel is on a mission to help organizations maximize their human capital potential. He co-hosts The Modern People Leader podcast, where he explores the latest trends, insights, and best practices in the HR industry. Prior to going full-time at The Modern People Leader, he spent over 8 years driving marketing strategies for some of the most influential companies in the field, including Humu and Udacity. Outside of work, he's an avid golfer, basketball player, and husband. Stephen Huerta | Stephen is an accomplished entrepreneur and former corporate HR executive passionate about making the world a better place to work. He co-hosts The Modern People Leader podcast. Stephen is also the co-founder of 'Workify,' a recently acquired employee feedback platform. Before Workify, Stephen spent five years at Goldman Sachs as Vice President, Diversity Officer, and Director of HR Technology. Outside of work, he's a proud dad of two daughters, a fitness enthusiast, and a pitmaster.   OVERVIEW | Are you ready to ADAPT and REINVENT YOURSELF for the most disrupted and digital workforce in history? It is estimated over 1 billion people will need reskilling by 2030, and more than 300 million jobs will be impacted by AI  — work, identity, and what it means to be human are rapidly changing. Join hosts Nate Thompson and Alex Schwartz and the TOP VOICES in the Future of Work to uncover how to meet this dynamic new reality driven by AI, hybrid work, societal shifts, and our increasingly digital world. Discover why a Future of Work Mindset is your key to prepare, navigate and thrive! We are grateful you are here, and welcome to the TDW Tribe! www.thedisruptedworkforce.com

On this episode of Dimensions of Diversity, host Lloyd Freeman hosts Terry Roberts, Chief Inclusion and Diversity Officer at American Eagle Outfitters (AEO), for a live, in-person discussion on how to run a D&I program at a large, international retailer. Prior to his seven years at AEO, Terry spent time with FedEx in the company's employment law group and also as a senior associate at Buchanan.  During the episode, the two talk about the challenges of bringing about change in a large company and what the roadmap looks like for operationalizing a D&I program. Lloyd and Terry also discuss the importance of finding advocates, creating trust, and how to overcome roadblocks.  Dimensions of Diversity is a podcast created by Buchanan Ingersoll & Rooney, highlighting diversity in the workplace. Hosted by Lloyd Freeman, Chief Diversity & Inclusion Officer, the podcast features meaningful conversations with industry and community leaders working to advance D&I.  

Matilde Roman, SVP and Chief Equity, Inclusion and Diversity Officer at Westchester Medical Center joins the podcast to discuss her transition into healthcare, trends in diversity, equity & inclusion she is keeping an eye on, advice for leaders looking to have impactful careers, and more.

Matilde Roman, SVP and Chief Equity, Inclusion and Diversity Officer at Westchester Medical Center joins the podcast to discuss her transition into healthcare, trends in diversity, equity & inclusion she is keeping an eye on, advice for leaders looking to have impactful careers, and more.

The guest this time is Tara Ataya, Chief People & Diversity Officer at Hootsuite.  Tara joined Hootsuite in 2020 as VP People, and was announced as Hootsuite's first Chief People and Diversity Officer later the same year. Tara leads Hootsuite's employee experience and Diversity, Equity and Inclusion initiatives across the organization globally. Tara has more than 15 years of experience working in all aspects of Human resources in SaaS, technology and services companies.Questions for Tara include:Can you describe a specific initiative or program you've implemented at Hootsuite to foster a sense of belonging among employees? What were the key components of its success, and what challenges did you encounter along the way?Is the rise of AI good or bad for DEI? In a diverse workforce, individuals may come from various backgrounds, cultures, and identities. How do you ensure that your initiatives address the unique needs and perspectives of all employees, and how do you measure their impact on different groups within the organization?Creating a culture of inclusion and belonging involves both top-down leadership and grassroots efforts. How do you collaborate with senior leadership to integrate diversity and inclusion principles into the overall organizational strategy, while also empowering employees at all levels to contribute to a more inclusive workplace? How do you prove it out?Based on your experience and successes, what actionable advice would you give to organizations that are just starting or looking to improve their initiatives for fostering a sense of belonging? Are there any best practices or pitfalls to avoid that you could share?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   This episode is supported by Right Management North America and ManpowerGroup. For 40+ years, Right Management has transformed organizations across more than 75 countries by evaluating, developing, and transitioning their talent. Their strong pool of coaches and leadership experts works closely with candidates to help them identify their strengths, develop new capabilities, or transition to new careers.Feature Your Brand on the HRchat PodcastThe HRchat show has had 100,000s of downloads and is frequently listed as one of the most popular global podcasts for HR pros, Talent execs and leaders. It is ranked in the top ten in the world based on traffic, social media followers, domain authority & freshness. The podcast is also ranked as the Best Canadian HR Podcast by FeedSpot and one of the top 10% most popular shows by Listen Score. Want to share the story of how your business is helping to shape the world of work? We offer sponsored episodes, audio adverts, email campaigns, and a host of other options. Check out packages here and contact sales@hr-gazette.com. Follow us on LinkedIn Subscribe to our newsletter Check out our in-person events

Today's workspaces function very differently than they did even a year ago. Post-COVID era accommodations fundamentally shifted how we do work. A different kind of effort must be made to maintain our human connections that form as we work alongside each other. An important aspect of these connections that contribute to company culture is benefitting from inclusive and diverse workspaces. In this episode of REACH, we have the pleasure of speaking with Candace Deanes, who has had an illustrious career performing in roles that have uniquely qualified her to navigate this shift in how we work. Having been the Executive Business Partner to the Chief People and Diversity Officer at Twitter, and shifted to the Human Resources Business Partner role post-acquisition, Candace had super exclusive access and contribution to how DEI is approached and implemented in a large, dynamic organization.  

This episode was originally recorded as a DEI Community call, and features a conversation between Jennifer, Shalynne Jackson, Chief Inclusion and Diversity Officer at The City of Oklahoma City, and Jim Massey, Chief Sustainability Officer at Zai Lab, as they discuss the power of vulnerable and authentic storytelling. Tune in as Jennifer, Shalynne, and Jim share stories and insights and reveal how our unique identities and personal experiences can serve as the foundation for trust, empathy, and a true sense of belonging. Discover how struggles and disabilities can provide unexpected gifts. 

Meine heutige Gesprächspartnerin ist Mirijam Trunk. Mirijam hat das gemacht, was man gemeinhin eine ganz schön steile Karriere nennt. Sie ist eine der jüngsten Führungskräfte Deutschlands, sie ist Chief Crossmedia Officer und Chief Sustainability & Diversity Officer von RTL – und im Podcast erklären wir euch auch gleich, was das genau ist. Mirijam hat aber nicht nur Erfolg, sondern sie spricht auch über Erfolg. Und vor allen Dingen auch darüber, warum es keine Chancengleichheit gibt, wenn es darum geht, in Positionen relevanter Mitbestimmung zu gelangen. Wir sprechen über alte weiße Männer, die durchaus auch ganz schön jung oder auch weiblich sein können. Wir sprechen über die weibliche Angst vor dem Scheitern und über den weiblichen Mangel an Ehrgeiz. Ich wünsche euch viele Erkenntnisse und viel Vergnügen!Mehr zu Mirijam Trunk:Mirijam bei Instagram: @miritrunkDinge, die ich am Anfang meiner Karriere gerne gewusst hätte – Warum im Berufsleben nicht alle die gleichen Chancen haben, und wie wir uns trotzdem durchsetzen (Buch und Hörbuch)Mehr zu Ildikó von Kürthy:www.ildikovonkuerthy.deIldikó von Kürthy bei Facebook und Instagram(Hör-)Bücher von Ildikó von Kürthy:Morgen kann kommen (Buch und Hörbuch)Es wird Zeit (Buch und Hörbuch)Es wird Zeit – Das Tagebuch zum Klagen, Lachen, Klügerwerden (Buch)Hier gibt es weitere Bücher und Hörbücher von Ildikó von Kürthy.Frauenstimmen ist eine Produktion von argon podcast. Hosted on Acast. See acast.com/privacy for more information.

Laura Brock, the Chief Inclusion & Diversity Officer at nVent and ESG People pillar lead where she is responsible for leading Inclusion & Diversity, Employee Resource Groups, the nVent Foundation and nVent in Action joins Enterprise Radio. The post Best Practices to Foster Inclusive Work Environments that Benefit Business appeared first on Enterprise Podcast Network - EPN.

Laura Brock, the Chief Inclusion & Diversity Officer at nVent and ESG People pillar lead where she is responsible for leading Inclusion & Diversity, Employee Resource Groups, the nVent Foundation and nVent in Action joins Enterprise Radio. The post Best Practices to Foster Inclusive Work Environments that Benefit Business appeared first on Top Entrepreneurs Podcast | Enterprise Podcast Network.

This episode features Amy Linsin, EVP & Chief Human Resources and Diversity Officer at Prisma Health. Here, she discusses her background, her focus on inspiring health at her organization and in her community, the importance of modeling self care, and much more!

How can DEI withstand changes to Affirmative Action?While the legal challenges to Affirmative Action are bad news, they're not the end of the road for DEI. As DEI practitioners, we can overcome this wave of political resistance and stick to the path. We can continue to build inclusive organizational cultures. Our toolbelt includes the visible commitment of leaders, support for employee resource groups, sector-wide outreach, education, and more.On this episode of Just One Q, Dominique chats with guest Dr. Shirley Knowles, Chief Inclusion and Diversity Officer at Progress, a customer-centred tech company based in Massachusetts. They discuss the importance of maintaining DEI commitments despite the recent changes to Affirmative Action in the U.S. and some simple, actionable tips for DEI practitioners facing resistance.Keep Up with Dr. Shirley Knowles:https://www.linkedin.com/in/dr-shirley-j-knowles-2391058/Become a Learning Snippets Partner: https://dialectic.solutions/learning-snippets/become-a-partner/Try Learning Snippets:https://dialectic.solutions/signup

Just imagine stepping into a leadership role where you don't tick all the boxes. Quite daunting, right? Well, Natalia Oropreza did just that, stepping into her role as the Chief Cybersecurity and Diversity Officer at Siemens, and in this chat, she shares her journey and the importance of taking risks. Alongside Natalia, we have Rita Nkuhlu, the Executive Director for Sub-Saharan Africa at Siemens, who sheds light on the unique diversity within Siemens in South Africa, a place where 11 different languages are spoken and many cultures coexist to enrich the organization.As we advance, Natalia and Rita guide us through the commendable initiatives they're spearheading to promote gender equity on a global scale, such as the Girls Can Code initiative. This initiative empowers young girls with quality education in coding and cybersecurity, and is a testament to the power of diversity. We also delve into the critical role mentoring plays in fostering diversity and inclusivity in organizations, and how it can yield substantial returns. Finally, we get a sneak peek into the world of cybersecurity, the job opportunities it presents, and why it is crucial to back organizations that are making a difference. Buckle up and join us in exploring the transformative power of diversity and inclusivity in the corporate world.Support the showFollow axschat on social mediaTwitterhttps://twitter.com/AkwyZhttps://twitter.com/axschatLinkedInhttps://www.linkedin.com/in/antoniovieirasantos/ https://www.linkedin.com/company/axschat/Vimeohttps://vimeo.com/akwyz

Want to slay your next work meeting? Monique Lanaux, Chief Talent & Diversity Officer at Albertsons Companies, shares what you can do before, during and after a meeting to be seen and be heard—and get ahead. “Meetings are like a sport,” says Monique, who's Caribbean American. “So, you have to start strong and finish strong.”We also chat about the rubber balls vs glass balls we all juggle with our career. And Monique reveals her secret weapon to getting what she wants in life. Hint: You'll need some sticky notes! Theme: Know What You WantEpisode Highlights:Importance of the “meeting before the meeting”Having agency over your careerFiguring out what you want and don't wantThe power of writing things downSeeing life as juggling rubber balls vs glass ballsReverse engineering your career based on your intentionsSaying out loud what you want so that people can help youMentoring others – asking questions and letting them be themselvesMeetings as a sporting eventWhat you can do before, during and after a meeting to advance your careerBook Mentioned:Drop the Ball: Achieving More by Doing Less by Tiffany DufuRegister Now!The What Rules!? Leadership Conference is on 10/25/23. Learn more and register at Eventbrite.Connect with us on our social media: Instagram and LinkedInJoin our LinkedIn community where we discuss rule-breaking strategies for multicultural women.More from Alisa Manjarrez: Instagram and LinkedInMore from Courtney Copelin: Instagram and LinkedInMore from Dr. Merary Simeon: Instagram and LinkedInLearn more at www.whatrulespodcast.com.

Voice of the People: Journey To Growth & Excellence Holli Harrington – Sr. Director of Equity and Opportunity, Indianapolis Airport Authority   Holli Harrington is the Sr. Director of Equity and Opportunity for the Indianapolis Airport Authority. Holli joined the IAA in 2013, and in 2018 she was appointed as IAA's first Diversity Officer and joined the executive team in 2020. Holli partners with leadership to promote equity and equality in IAA operations, processes, and systems, working to ensure all passengers, visitors, vendors, and employees are met with respect and feel both welcome and included.  The Mojo Up Live Diverse + Talented is a podcast dedicated to sharing the stories of the most successful black and brown executives who have navigated their ways through corporate America to build their success stories! Hosted by the Founder + CEO of Mojo Up Marketing + Media, Travis Brown asks the tough questions, digs deep for their individual lessons from failure, and puts them on the Mojo Up hot seat! Don't miss this group of diverse and talented executives on this new podcast! 

The commonwealth's Chief Diversity, Opportunity & Inclusion Officer spoke last week to faculty and staff during a Virginia Military Institute training on "inclusive excellence"; George Wythe High School was put on lockdown Thursday, after two students were shot near campus; The Newport News School Board is requesting the dismissal of a civil lawsuit filed by the elementary school teacher who was shot in a classroom; and other local news stories.

Pamay Bassey is the Chief Learning and Diversity Officer at the Kraft Heinz Company, and author of My 52 Weeks of Worship. She's a first generation Nigerian-American, and she has a B.S. in Symbolic Systems with a concentration in AI from Stanford. Pamay joins Emily to discuss the power of being a lifelong learner, and inserting joy into your day to make it “delicious.”

Jerry updates us on his annual DEI (Diversity-Equity-Inclusion) training; Chris completes his mandatory harassment training, although he wonders why he was the only one on his team who got the notice about the training. This sparks a discussion about Chris's early days as a manager where he had to manage an associate out of the organization for sexual harassment who then turned around and sued the company for racial discrimination. A couple of years later, Chris finds out that the same employee sued Pizza Hut for the same reason. We discuss the sharp rise and fall of Diversity Officer positions over the past few years. BBC Tech Reporter James Clayton is completed owned by Elon Musk during an interview where the reporter asked Musk about the rise in hate speech on the Twitter platform since taking over the company. Yet when pressed to cite even a single example of a tweet that qualified as hate speech, the reporter could not. Baba Gonesh is back after a lengthy hiatus with another installment of Breaking Baba News: Mumbai Medical Mishaps: Surgical Scissors Found in Woman's Stomach Bottle of Vodka Found Inside Man Deodorant Found in Man's Stomach Feature Topic: To Tip or Not To Tip? It seems like everywhere you go now, you are expected to tip. Have we reached the tipping point? What is the proper tipping etiquette in 2023?

Guess what?!?! We are back for the much-anticipated part two. Part one was too good, and I got carried away and lost in Brenda's journey. It was too good to stop and switch gears in the moment. We had to run it back! Brenda currently serves as the Director of Inclusive Excellence and Diversity Officer of Athletics at Southern Methodist University. On this episode, I chat with Brenda about her experience at the NCAA Women's Basketball Final Four and the incredible work she is doing in the DEI space. I hope you enjoy the conversation. Author Higher Education Leader DEI Director/Coordinator Coach Mentor You can connect with Brenda via LinkedIn or your favorite media platform. Brenda's LinkedIn Profile

“To really build in supplier diversity, you have to hit all levels within an organization.” – Cecelia Bolden Cecelia Bolden is an IT executive, business strategist, client relationship expert, and Diversity, Equity, & Inclusion advocate with over 34 years of experience in the information systems industry. She serves as the Chief Development and Diversity Officer of SDI Presence, an IT consultancy and managed services provider that leverages its strong team presence to advance its clients to a secure digital enterprise. In her role, Cecilia leads the development of new, large strategic accounts for SDI Presence. She oversees the organization's financial stability, growth, vision, and direction while working to implement a business strategy that foregrounds DE&I efforts. She worked for Accenture and Oracle prior to joining SDI Presence and holds an Executive MBA from the University of Notre Dame – Mendoza College of Business. Cecilia joins us today to discuss cultivating an ecosystem of diverse suppliers. She describes her professional journey in consulting and her role and responsibilities as SDI Presence's Chief Development & Diversity Officer. She reveals the deficiencies in IT that she sees as an African American woman. She outlines how SDI Presence empowers diverse suppliers and how they work with organizations like Chicago United to build a supplier diversity ecosystem in Chicago. Cecilia also highlights how it's possible to turn business competitors into collaborators and partners and underscores how the integration of commitment, education, and corporate America can create a thriving ecosystem of diverse suppliers. “To really build in supplier diversity, you have to hit all levels within an organization.” – Cecelia Bolden This week on Breaking Barriers: Why Diversity, Equity, & Inclusion is all about intentionality and focus Cecelia's professional journey in consulting and her career at SDI Presence How her work in designing and implementing information systems has informed her leadership in Diversity, Equity, & Inclusion, and supplier diversity Chicago United: its creation and mission Chicago United's “Five Forward” program and how it builds supplier diversity The role of mentorship and apprenticeship programs in cultivating a supplier diversity ecosystem The factors that encourage an ecosystem of diverse suppliers to flourish in the Chicago area SDI Presence's “Three Cs” ethos Collaboration over competition and growth versus fixed mindset in business Enabling diverse suppliers to grow Connect with Cecelia Bolden: SDI Presence LLC SDI Presence on LinkedIn SDI Presence on Instagram SDI Presence on Facebook SDI Presence on Twitter SDI Presence on Vimeo Cecelia Bolden on LinkedIn This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started, please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

This episode features a conversation between Jennifer, Shalynne Jackson, City of Oklahoma City's Chief Inclusion and Diversity Officer, and Jim Massey, author and Chief Sustainability Officer for Zai Lab, as they discuss the current state of allyship and what allyship should look like in 2023. Discover the importance of strategic allyship and the need to move from empathy into action. Shalynne and Jim also reveal the role that their faith plays in their DEI journey and how love can help us bring humanity back to work.  

This episode of the RETHINK Retail Podcast was recorded live at eTail West 2023. In this episode of the RETHINK Retail Podcast, host Gabriella Bock sits down with Terry Roberts, Chief Inclusion & Diversity Officer at American Eagle Outfitters. Together they discuss how he started the company's diversity and inclusion department and implemented sustainable change throughout the organization. Roberts shares his insights on creating authentic, from-the-ground-up efforts to promote inclusivity and diversity within the company, while also navigating the challenges of implementing new tactics within an already successful business. Throughout the conversation, Roberts highlights the positive impact that these efforts have had on the company and its employees, as well as the overwhelmingly positive feedback that American Eagle Outfitters has received from its customers. Listen to this thought-provoking episode to learn more about the importance of prioritizing diversity and inclusion within retail organizations, and how American Eagle Outfitters is leading the way in creating a more inclusive industry. If you enjoyed this episode, please let us know by subscribing to our channel and giving us a 5 star rating us on Spotify and Apple Podcasts. - - - - - - Host: Gabriella Bock Produced by Gabriella Bock

We're back with a new season of How Government Built This! This year, our theme is "Strengthening and Empowering our People and Culture", and we'll be looking at how applying the principles of Diversity, Equity, Inclusion and Accessibility (DEIA) can promote innovation within an organization. In this episode, we're joined by Javier Inclán and Glorimar Maldonado to discuss the concept of "psychological safety" in the workplace and how it paves the way for employee empowerment. Javier is the Assistant Inspector General for Management and CIO in the Office of Inspector General of the National Science Foundation. Glorimar is a Diversity Officer at the United States Patent and Trademark Office.Thank you to the National Council of Hispanic Employment Program Managers for co-sponsoring this episode. Resources:The Four Stages of Psychological Safety - Tim ClarkPsychological Safety - Amy EdmonsonStay tuned for more HGBT by subscribing on your favorite podcast platform! For more from ACT-IAC, follow us on Twitter @ACTIAC or visit http://www.actiac.org.

"The opportunity I feel in being the power of the Only is extending agency to those that should be in the room, but aren't." - Alicin Reidy Williamson What are you trying to shift and what is holding you back? What is agency? Today I discuss this question with Alicin Reidy Williamson, Yahoo's Chief Culture and Diversity Officer. Alicin says it's all too easy for many of us to forget the power we already have and says it is important to remember and celebrate who we are. "I didn't know where I wasn't supposed to be." - Alicin Reidy Williamson Listen in to the lessons learned as she navigated a career in the entertainment, sports, fashion, political, and non-profit fields.  Her ambition took her from MTV Networks to Managing Principal at the national public policy firm Raben Group and then the Chief Inclusion Officer at Endeavor.  We talk about her vision for her current role at Yahoo and how to harness our agency. We also discuss how to navigate difficult conversations, share advice for our younger selves, and explain how the diversity and inclusion sector is changing. "I focus on relieving that burden in others." - Alicin Reidy Williamson Show Notes: What is some advice for people who haven't owned their agency How to harness your agency What is Alicin's power of The Only When did Alicin embrace her power What are the pros and cons of being an only How is the diversity and inclusion sector changing Advice for our younger selves "It's easy to forget how often people feel othered." - Alicin Reidy Williamson 3 Pieces of Advice or Action Steps: Remind yourself that you've worked hard to be where you are Recognize that your agency is important to others too There is so much opportunity to reach back "In order to feel like we can, it is important to feel a sense of agency." - Angela Chee Connect with Alicin Reidy Williamson: LinkedIn | Columbia | Yahoo Thanks for being a part of this bold and powerful conversation on The Power of The Only! Whether you feel like the only one in your company, industry, or community or the only woman in the room, we're here to support you in stepping up, speaking up through power, presence, and representation, and to make an impact in your personal and professional life. Want even more insider tips, resources, and training to help you own your voice and power and step into your leadership.  Join me in my free, invite-only YOU, Amplified!™ community! You can also join the conversation on Facebook, Instagram, YouTube and Twitter.

Cheryl DeSantis is a mom, a speaker, the Chief People & Diversity Officer at Smile Direct Club, and the author of “Steel Backbone Strong Heart.” We talk with her about leadership, parenting, grief and how leading from the heart changes the way you live, love and lead.Connect with Cheryl: Website: https://www.cheryldesantis.com/Instagram: https://www.instagram.com/cheryldesantisofficial/CONNECT WITH THRIVALIST:Website: http://thrivalistcollective.com/The Thrivalist Handbook: http://thethrivalisthandbook.com/Jamie George: https://jamiegeorge.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

A major determinant of company culture comes down to how you value your people leaders — those who develop the talent within your company.Cheryl Desantis is the Chief People & Diversity Officer at the Smile Direct Club, a company disrupting the 120-year-old, $20 billion dollar orthodontics industry. She holds more than 20 years of experience in strategic people and organizational development. She enables the growth of a business through its team members, striving to maintain a strong company culture through values-based leadership.Her purpose is to inspire and empower courageous transformation in leaders to bring more empathy, love, and kindness to the world. Her new book “Steel Backbone, Soft Heart: How Heart-Centered Leadership Changes the Way You Live, Love & Lead” is out now. We discuss what it means to have a soft heart and a steel backbone, why human-centered leadership is a must for the future, and how to find the balance between productivity, profit, and purpose.If you want to be a strong leader, bringing a full sense of who you are to the table is essential. If you want to dive deeper into your own self-knowledge, visit the1thing.com/corevalues and pick up our Core Values Deck.To learn more, and for the complete show notes, visit: the1thing.com/pods.We talk about:What attracted Cherly to people development and coachingLeading with courageThe inspiration behind “Steel Backbone, Soft Heart” and what those things truly meanReclaiming humanity in the workplaceTurning empathy for your customer into empathy for your employeesThe ten principles of “Steel Backbone, Soft Heart”The courage of asking for feedbackFinding and achieving balance in the workplaceLinks & Tools from This EpisodeLearn more at cheryldesantis.comRead: Steel Backbone, Soft HeartConnect with Cheryl on LinkedIn: linkedin.com/in/cheryl-desantis-813259a/Free ResourcesWant to be a guest or share feedback? Email podcast@the1thing.com***Ensuring your team uses the same consistent brand language is an important part of marketing your business.It can be a challenge to get everyone on the same page, though. That's where TextExpander comes in. It can ensure your team's communication is consistent, current, and accurate. It also allows them to communicate faster so that they can focus on what's most important.Visit TextExpander.com/podcast to learn more and get 20% off your first year.

In December 2016, 36 year-old Chester resident Sara Jane Harvey started producing educational, yet entertaining videos about what it's like to be autistic. She is a proud parent to her eleven year-old son, who is also autistic. With lively interviews, video essays, weekly vlogs and live streams; Agony Autie aims to share and foster autistic pride and culture, raising not just awareness but true understanding of autism, whilst advocating for autistic people's rights and identity. Sara holds a Media & Culture honors degree and was Sabbatical Women's & Diversity Officer at Lancaster University. A self-employed photographer for many years with noted creative projects like Admiring Autism. Her achievements include speaking at the Crown Prosecution Service, Civil Service, The Autism Shows & with leading recruiters to discuss autistic inclusion in the workplace Current projects include working with • Nuffield Health to bring Neurodivergent awareness to the gym •Panel speaker for the disability Exposition in 2023 •appearing at the Peoples History Museum exhibition on Disability Activism

Cara Hunter and Teresa Santana discuss the value and importance of mentoring for geoscientists. In this conversation with host Andrew Geary, Cara and Teresa highlight Mentoring365, a program that matches students and early career professionals with Earth and space sciences experts. They explain the need for this program, explore networking in 2023, and offer tips for first-time mentors and mentees. Cara and Teresa also elaborate on the two-way aspect of mentorship and how any professional can build their network. The conversation concludes with a reflection on how mentorship has influenced their career and the value of engaging as a mentor. Cara Hunter is the Technical Community Engagement Manager at SLB and SEG Women's Network Chair. Teresa Santana is the Chief Geophysicist, Diversity Officer, and Advisor in Geophysics at YPF S.A. and vice-chair of the SEG Women's Network. Listen to the full archive at https://seg.org/podcast. ABOUT MENTORING365 Mentoring365 matches students and early career professionals with experts in the Earth and space sciences (ESS) to exchange ideas, create connections and build a more inclusive ESS community. Effective mentorship benefits everyone involved. Mentoring365 allows mentees to connect with more than 400 mentors with a wealth of knowledge to help them thrive as ESS professionals. Mentors develop leadership skills while lifting up a younger generation. To learn more and get started on your mentoring journey, visit https://mentoring365.chronus.com/. CREDITS SEG produces Seismic Soundoff to benefit its members and the scientific community and to inform the public about the value of geophysics. Please leave a 5-star rating on Apple Podcasts and Spotify to show your support for the show. It takes less than five seconds to leave a 5-star rating and is the number one action you can take to show appreciation for this free resource. And follow the podcast on the app to be notified when each new episode is released. Original music created by Zach Bridges. Andrew Geary hosted, edited, edited, and produced this episode at 51 features, LLC. Thank you to the SEG podcast team: Jennifer Cobb, Kathy Gamble, and Ally McGinnis.

This week we are joined by LexisNexis' Chief Inclusion and Diversity Officer and Head of Global Talent Development, Ronda Bazley Moore. Ronda and a team of LexisNexis leadership in the LexisNexis African Ancestry Network & LexisNexis Rule of Law Foundation Fellowship tasked 18 Fellows from Historically Black Colleges & Universities (HBCU) Law Schools with one very complex task: Uncover how LexisNexis products could be used to address and eliminate systemic racism in the legal system. The 2022 LexisNexis Equity in the Law Symposium was held in Washington, DC, where the 18 Fellows presented the results of their findings on how to reduce/eliminate system racism. The results were split into six separate clusters: Equity for Youth in the Legal System Diversity, Equity, and Inclusion in Legal Education Diversity in Leadership of Legal Profession Diversity and Equity in the Courts Equity in the Criminal Justice System Racial Equity in Wealth and Ownership Ronda describes some of the novel ways that the Fellows proposed to leverage the data, resources, and power held by LexisNexis to achieve the audacious goal set before them. Links: 2022 LexisNexis Fellowship Publication.pdf During Symposium, Law Students Tackle Racial Inequity in Legal System - The Washington Informer Crystal Ball Question - Legal Value Network Conference Amanda Norris, Senior Operations Manager at Integreon steps up this week to answer our Crystal Ball question. Amanda has a very interesting expectation on how support staff at law firms, specifically Legal Assistants and Legal Secretaries, provide support both in-person and remotely over the next few years. Contact Us: Twitter: @gebauerm or @glambert Voicemail: 713-487-7821 (note the NEW NUMBER!) Email: geekinreviewpodcast@gmail.com Music: Jerry David DeCicca Transcript available on 3 Geeks

"What exactly is implicit racial bias? How does it manifest in physician-patient interactions and what is the potential impact of such bias on oncology patient outcomes? In this ASCO Education Podcast episode, Dr. Lauren M. Hamel (Wayne State University) and Dr. Nimish Mohile (University of Rochester) share their insights and perspectives on these topics with host Alissa A. Thomas (University of Vermont). If you liked this episode, please subscribe. Learn more at https://education.asco.org, or email us at education@asco.org. Resources: Blindspot: The Hidden Biases of Good People by Mahzarin R. R. Banaji and Anthony G. Greenwald Implicit Associations Test 21-Day Racial Equity Challenge   TRANSCRIPT Dr. Nimish Mohile: We had a patient a few years ago who had presented to our clinic, who ended up having a diagnosis of primary central nervous system lymphoma, and she was a young black woman, and it took about nine months for her to get that diagnosis. She had gone into multiple emergency rooms, she was only 22, had not had prior interaction with the medical system, but based on some of her socioeconomic demographics, her skin color, she was never given the kinds of testing that any other patient I think should have gotten at that time.   Dr. Alissa Thomas: Hello, and welcome to another episode of ASCO Education podcast. Today's topic is, 'Implicit racial bias and its impact on patient care.' My name is Alissa Thomas, and I'm a Neurologist and Neuro-Oncologist at the University of Vermont College of Medicine. I'm delighted to introduce our two guest speakers; Dr. Lauren Hamel, who is an Associate Professor of Communication and Behavioral Oncology at Wayne State University, and the Co-program Leader of the Population Studies and Disparities Research Program of the Karmanos Cancer Institute. Her ongoing research explores racial attitudes in non-verbal behavior of oncology patients and physicians, and how those behaviors influence treatment decisions. Dr. Nimish Mohile is a Professor of Neurology and Oncology at The University of Rochester. He also serves as the Diversity Officer, Associate Chair for Career Development and Leadership, and Neuro-Oncology Division Chief. I'll get us started with the first question, really a definition. What do we mean by the term, ‘implicit racial bias'? Dr. Lauren Hamel: I'm happy to go first. I think understanding what the definition of what implicit racial bias is is really important. You know, for good or for ill, over the last few years, it's gotten a lot more attention. And I think what's important to remember about it is that it's not a cognizant or a conscious bias, and it really is implicit, and it really is more of an association than it is anything else. It's sort of like the built-up associations that we have for anything. You know, could be race, could be gender, any number of demographics, or other factors that make our lives as humans. So, you know, associating certain aspects of people with positive or negative valuations. I think when we're talking about implicit racial bias, it's kind of like the gut associations we have for members of different racial groups. So often, it's kind of paired with "white is good, black is bad." It's a very rudimentary description of it, but that's a real kind of basic association that this kind of definition is built around. Dr. Nimish Mohile: Yeah, I would agree with that. I think that's a great discussion of what this is. I think it's really important for us to remember that these are really ingrained behaviors. It's, based on, you know, how we've been socialized and conditioned. And I think it's helpful to also put it in the framework of knowing that we all have some biases, we all probably have racial biases, and age biases, and other kinds of biases, and there's no sort of good or bad about having these biases. And the important part of this is, how do we recognize some of the biases that we have so that we can be more conscious about how we might fix those or think differently about the patients that we're seeing so that it doesn't result in actions that can be harmful. Dr. Lauren Hamel: Yeah, I agree with everything that Dr. Mohile just added. It is these ingrained associations. Really, it isn't about blaming ourselves for them because it's kind of the result of how our brains are structured. But to his point, it's once we know that we have them, and you know, we have data showing how they affect our behavior, it's then on us to identify them and then work to mitigate them. Dr. Alissa Thomas: Thank you. How do racial biases in patients and physicians influence treatment decisions or ultimately, how does this affect patient outcomes in Oncology? Dr. Lauren Hamel: You know, I think the direct relationship between certain biases and outcomes is still kind of being uncovered and investigated. But there are some interesting patterns that have been uncovered in data, specifically in the Oncology context too, because as you can imagine, a variety of professional organizations and groups examine the influence of bias. But just within Oncology, we see physicians who have higher levels of implicit bias who tend to see their patients who are black as less trustworthy, less educated, and less adherent to treatment recommendations. We also know that higher levels of implicit bias may be associated with less aggressive treatment programs recommended for black patients. We see some associations between levels of implicit bias and verbal dominance. But what was I think, especially interesting, is that we also see patterns of kind of perceptions from the patients that these physicians are communicating with. So, we see some manifestations in behavior, but we also see patients kind of “picking up” on some of these, whether or not they can identify them as bias necessarily. But for example, we see that patients who are seeing a physician with higher levels of implicit bias tend to see their physicians as less patient-centered, and less trustworthy. And I think that's a really important piece to identify because these biases are by definition kind of operating outside of our own consciousness, but they're manifesting themselves in a way that the people that we're communicating with are noticing. Dr. Nimish Mohile: We had a patient a few years ago who had presented to our clinic, who ended up having a diagnosis of primary central nervous system lymphoma, and she was a young black woman, and it took about nine months for her to get that diagnosis. She had gone into multiple emergency rooms, she was only 22, had not had prior interaction with the medical system, but based on some of her socioeconomic demographics, her skin color, she was never given the kinds of testing that any other patient I think should have gotten at that time. That was a real sort of wake-up call for our clinic, because as some of you know, this is a disease that we can really treat, especially in younger patients. So, there's real consequences to these kinds of biases. And some of them are personal, the ways they're ingrained in us, but some of them are built into our systems, and it's based on; what our ERs are designed like, where our hospital systems are, what kind of relationships we have with primary care physicians in different communities, what kind of access some of our patients have to primary care physicians. This patient in particular didn't have great access to primary care, so she didn't have this other team of people to advocate for her and to say, "Hey, you know, this is something really different in this patient, and we need to take this seriously." So, I think it can get complicated as we think about biases in ourselves, in other people, in the whole health system, and then also as we get out of our health system, some of these things are so influenced by what's going on in our communities. Dr. Lauren Hamel: Yeah, I think that's a really important point. At least with my work, I examine kind of at the interpersonal level, but these biases, as Dr. Mohile points out, exist in all levels of our society, and they interact, and they're-- I don't want to say additive, it's probably much more exponential. But yeah, it's a layer, on top of layer, on top of layer problem. Dr. Alissa Thomas: So, Dr. Mohile, you commented earlier that part of it is recognizing these biases in ourselves. Can you discuss how we might approach this with the impact of an anti-racism education program has been in your department and applications for that? Dr. Nimish Mohile: So, we've worked on anti-racism in our department on a couple of levels. One of the main levels is just building awareness for individuals to understand that they have biases, that they have racial biases, and starting to understand why they have those. So, we've gone through exercises like book clubs and talks, for people to really do some of that self-reflective work to understand how they've been conditioned as they grew up. I've personally done that and have found it very revealing and understood some of the biases that I grew up with based on people I was around, and based on my schools, and based on segregation within my school systems. So, I think that that's one piece of it. I think another piece is we don't often get taught about the history of racism in the United States, and how widespread it is. It's a very small part of our curriculums, and I think we have to take it upon ourselves now in our medical systems to go through that education. Education that we probably should have had all through elementary school, high school, college, we have to do that learning now because then we can really start seeing that impact of race on our society. And I think for physicians specifically, what is that impact of racism on patient care in our medical systems and how it's been ingrained in US healthcare. Understanding that we had segregated hospitals right until the 1960s, those are all things that were in the lifetimes of still practicing Oncologists. One of the things we did for our other professional society that I belong to, The American Academy of Neurology, is we did develop an anti-racism education program that focused on understanding this history and this historical lens in healthcare, reviewing the impact that anti-racism has on our colleagues. So, what does that mean for black physicians or physicians from other underrepresented groups and how they interact with our health systems, how they're treated, what does it mean for their roles in academic departments? Then talking about how we can connect being anti-racist with the goals of health equity. So, how can we change the systems that we have control of to have healthcare that's more fair? And then finally, how do we engage trainees and physicians in really developing anti-racism action plans? One of the important things about anti-racism is that you really have to be active, it's not a passive experience. You have to take action to change all these systems around us that are embedded with racism. Dr. Alissa Thomas: Thank you. Along the same line, Dr. Hamel, you recently co-authored a study of a longitudinal implicit bias training curriculum. And can you tell us something about this project and what's come of it? Dr. Lauren Hamel: Yeah, so it came about a little more than a year ago and kind of coincided happily with an executive directive made by our state's governor requiring implicit bias training, so we were able to kind of design it so it met those requirements. But really what the goal is, is to approach implicit bias with a 360 view. So, what are all of the issues related to it? What are the scientific underpinnings? What are the measurements? What are the pros and cons of those measurements and what we've used, and what they've shown in terms of influence on our individual behavior, our decision-making, kind of how we relate to people who might be different than us. And certainly, expanding beyond racial groups — we've looked at gender, we're looking at age, things like structural racism. So, we're trying to kind of have a comprehensive view of it. And I think, you know, one thing, and it sounds like Dr. Mohile and his group have done a really nice job of tracking what happens after those. Because, you know, I think one-off sessions are better than nothing, certainly. Awareness is critical, but also, tracking like, what does this do for our attitudes, perceptions, and behavior? And that's not easy. And so really, you know, trying to invest in tracking how things change. So, we've had a full year of assessments, we've seen some improvements in people's attitudes and perceptions. But now what we really need to start doing is tracking certain behavioral aspects, and I think that's where the next step needs to be. Our next year is just about to kick off in a couple of weeks. So, I think that that's where we need to start putting our effort where it's—okay, we've gotten kind of institutional support, the leaders of both the University's School of Medicine and also the Cancer Institute have been encouraging this, which I think is really critical, because even though it's a lot of individual work if you want these changes, you really have to have the support and buy-in from the leaders of the institution. So, we've got that, we have interest, you know, we've established a really consistent and impressive participation in terms of each session. We've had upwards of 200 people attending each session, so people want this information. Now, according to the state, they also are required to have it. So, I think building up on that now, we've established a lot of good pieces of it, but now let's start doing a better job of tracking how does this affect long-term perceptions, attitudes, and behavior. Dr. Nimish Mohile: Every cancer center and department should be doing what Dr. Hamel is doing. The risk of the one-off trainings is that people come out of an implicit bias workshop and think, “Well, I'm fixed. I don't need this anymore, now I can go on and take care of patients without bias.” And you really need that time to really work on those things and start to fix some of those attitudes that we have. Dr. Lauren Hamel: Yeah. Because the associations get built up over a lifetime. You know, that's not something you're going to fix in an hour. It's a campaign, it's a marathon, to be sure. Dr. Alissa Thomas: So, you've both touched on something that a lot of this is about perception, and it's not just what we say verbally, but non-verbal behavior. It plays into implicit racial bias. Dr. Hamel, can you talk a little about your study of non-verbal synchrony, and can you describe differences between non-verbal behavior with doctors and patients of the same race compared to those of different races? Dr. Lauren Hamel: Yeah, absolutely. And you know, a lot of my work focuses on nonverbal behaviors. On the study you referenced, we were looking at something a little bit more kind of in line with how implicit bias acts. It sort of manifested unconsciously. So, this whole idea of non-verbal synchrony is kind of this non-conscious coordination of movement that happens between two people. And this is a construct that's been studied for decades in a number of settings, but we were the first to be able to examine it in an oncology setting, and also comparing diads of different racial makeup. We were able to take like real video-recorded data of naturally-occurring treatment discussions. We had a set of videos that included black patients in a similar set with white patients. And we used automated software to track their behavior and determine how coordinated they were over time. We actually observed more coordinated behavior between black patients and their physicians compared to white patients and their physicians. Some literature is non-verbal synchrony is sort of seen as always good, and there's also some new data showing that maybe it could be evidence of trying to repair a relationship. We're very early phases, I'm not in a position to offer kind of a best practice with this, but I think the point is, is that we do see differences. There is a coordinated behavioral difference between dyads. We're also starting to look at how that level of coordination is influenced by attitudes including implicit bias. So, I think identifying a difference is important, but now I think it's on us to now figure it out. Like, what is that the result of? And then, what does that do for the patient in terms of short and long-term outcomes? So, does that affect their perceptions of their physician? Does it affect their perceptions of the recommended treatment? Does it affect adherence to that treatment? Dr. Alissa Thomas: How can we do better? How can doctors improve non-verbal and verbal communication methods with our patients? Dr. Nimish Mohile: I can speak a little bit about verbal communication. I think this work on non-verbal communication is fascinating. I'd love to hear where that comes out because it's something I think we're not really thinking about very much, and I'm not surprised that there's differences there. I think sometimes with communication, just having an awareness in that you might be communicating differently with someone can be helpful. In many of our institutions, we sometimes go through coaching with our communication, particularly with Oncology patients, where you have someone witnessing how you're interacting with that patient, and what kind of verbal and non-verbal cues you're giving, how you make eye contact. I think there's models there that we could really be thinking about, not just focused on some of the stuff that oncology has been focused on, like, delivering bad news or end-of-life discussions, but also on these issues of racial bias or age bias, and see what we could do differently in those areas. Dr. Lauren Hamel: Yeah, I completely agree. And I think decades of research have shown that patient-centered communication skills are something that can be taught, learned, and improved upon. Maybe not just regarding the issues related to racial bias and other racial attitudes, but you know, for helping to improve a number of outcomes for patients. So, I think, that kind of focus, I mean there are very clear, well-established frameworks and methods around that, I think that was just, you know, something we already have in our toolbox that we can use. But I think also things like building up trust within a community, I think is critical, for really any kind of medical institution that operates within a community should be, you know, trusted by the community it's in. And there's a number of strategies that can be implemented to build up that level of trust. So, you're kind of looking at like the outside going in. A lot of these the data that I'm referring to right now are coming out of the primary care setting. But I think people like us that are in an Oncology setting are certainly well poised to start testing these in Outpatient Oncology clinics. And I think just like what we're doing right now, making the topic of race, racism, implicit bias, something that we can have in a number of settings. And I think Dr. Mohile made a really good point. Like, we're not taught this like we're taught like grammar, and, you know, math. This is a part of our lives too, and you know, it's having big effects on huge swaths of our population. So, I think normalizing these conversations is a really important step, too. Dr. Nimish Mohile: In the United States, we're particularly uncomfortable talking about racism. Even within our medical teams, we don't know how to do that. So, what do you do if you're on rounds and you see another provider have some kind of verbal or non-verbal communication that, you know, might not be appropriate, or you think that there's a racial bias in the way we're treating or talking to a patient? That's not something we know how to deal with. We don't know how to bring that up. And so, I think that that's something that within health systems, we need to start working on. We have great models for this. When we think about the transitions we've made over the last 20 years in patient safety, we have elevated these conversations about patient safety. If there's a medical error by anyone on a team, it's something we're open to discussing, not blaming, and then really having a conversation about how can we fix this next time. You know, can we work towards doing that with something like racial bias? One of the things we've started doing in our department is that one of our mortality and morbidity conferences each year is focused on racism. So, a scenario where we think that there might have been differing treatment to a patient based on race, and then having an open discussion about that, going through some of the literature about that, and just practicing some of those conversations with each other as faculty, and medical providers, physicians, nurses, advanced practice providers, of being able to name racism as one of these problems. And then we really try to model that behavior on teaching rounds, so that with our medical students and residents, and fellows, we're also having these conversations about how could racism be at play in this patient's story, and how they got to their diagnosis, and in their outcomes, and an acknowledgement that racism is having some effect on this patient's ability to get screened for cancer, and potentially, their ability to have the same survival as another patient. Dr. Alissa Thomas: Thank you. That's so helpful to think about how to elevate this through departments and people who may be less aware of the issue and raising awareness. You both have touched a lot on communication between patients and providers, and there's a theme here that it's not just the doctor-patient relationship, but also the patient's community, and the medical team, that support that physician. Can you elaborate a little bit more about that, about how we communicate to the patient and the community they represent, and the provider and the team that they represent? Dr. Lauren Hamel: Having active, mature, genuine involvement of community members within a cancer hospital or cancer institute, I think is really important. I know my work has benefited from those who have come before me that established really strong connections with people who are, either survivors, care caregivers, advocates, you know, people who are very devoted to their particular neighborhood, community, that work really closely with us and provide feedback on a lot of the interventions that we design. So, one thing that I work in with all of my research is, as I'm developing an intervention that I think will improve either communication with a physician or another care provider, I certainly would never implement that without getting that thoroughly vetted by the people who it's going to affect. My clinician colleagues are always really generous with their time. It's a little bit more challenging to get community member feedback, but I do believe that it is, I mean, not just worth it for my own research success, but also for the mission and the purpose of what we're trying to do here. So, if you seek out feedback from a community group or community members who are willing to give you their honest opinion, and you know, you have to be in a position to receive that feedback with grace and professionalism, I think that's an important piece of it. Like, you want to have that connection, you don't want to just kind of have a checkbox. You know, you really want them involved in what you're doing. I'm using my own personal experience, but I'm sure there's far greater levels of, you know, system-level issues where something similar could be implemented. Dr. Nimish Mohile: I agree with that. I think this is really hard, and I think our medical systems are just starting to learn how to do some of this work. So, I'd echo what Dr. Hamel said about really getting input from members of those communities. I think many cancer centers are trying to do more outreach into communities, and that's not that easy. We have to really start by kind of building that trust, and building a philosophy where it's really about helping that community, as opposed to getting more patients from that community, or getting more trial participants from that community, or being able to check off boxes for our NIH grants from those communities. It really needs to be a genuine approach of, what does this community need? Because we don't often know that answer. And so, we have to start with that curiosity, and then determine how can we help those communities with the resources that we have. And I think cancer centers can do this optimally if the entire health system does that, that's where you can really start building some of that trust. Dr. Alissa Thomas: Thank you. For those of us that want to know more, would you be able to share some practical tools or resources that are available for healthcare professionals who want to learn more about implicit racial bias, either on an individual or institutional level? Dr. Lauren Hamel: I think one of the first things someone can do is take an Implicit Association Test, or an IAT, as it's often referred to. They're all housed at Project Implicit, at Harvard's website - google IAT, it'll take you right there. No identifiable data are collected from the individual test taker, but it gives people a sense of what's being measured. You know, it's not a character assessment, it's a measure that's designed to test your associations. And I think just having that experience makes you a much more informed consumer of this kind of science because I think it's important to keep a critical eye. You know, if we're scientists, we have to be critical. And I think this really helps people kind of get to a point where they can understand the science a little bit more effectively, but maybe also can reduce a little defensiveness that inevitably comes up when these kinds of data are discussed. So, I would do that. And then the second thing would be, there's a wonderful book called, Blindspot: Hidden Biases of Good People, it's written by Doctors Greenwald and Banaji, and they are basically credited for creating the Implicit Association Test, as we know it. It's a relatively easy read, and it can really give you a sense of how these kinds of associations affect our decision-making and communications. I would take those two, as a way to start. Dr. Nimish Mohile: I agree with both of those. I'd say that many of our health systems have implicit bias workshops and trainings, and sometimes they're online, sometimes they're in person. They do have varying sort of quality. I encourage people to just look at those trainings a little bit differently than they look at all of the other trainings that we're forced to do. To go into those with a little bit of an open mind and a learning experience, rather than one to just sort of check boxes and move on. I think you can learn some things about yourself from them. One of the things I encourage folks to do if they're interested in more information about anti-racism is to do something like the 21-day Racial Equity Challenge - you can Google that. Kind of small bite-size openings, and then there's talks about biases, but also helps you sort of understand some of the foundations of racial inequity in this country. Dr. Alissa Thomas: Thank you so much. That's all the time we have for today. I really want to say thank you to Dr. Hamel, and Dr. Mohile for sharing your perspectives on addressing implicit racial bias in oncology, and tips for improving communication with patients and providing culturally-sensitive care. And thank you to ASCO for providing this platform for us to discuss. Thank you to all of our listeners, we appreciate you turning into this episode of ASCO Education podcast.   Thank you for listening to the ASCO Education podcast. To stay up to date with the latest episodes, please click," Subscribe." Let us know what you think by leaving a review. For more information, visit the Comprehensive Education Center, at: education.asco.org. The purpose of this podcast is to educate and to inform. This is not a substitute for professional medical care and is not intended for use in the diagnosis or treatment of individual conditions. Guests on this podcast express their own opinions, experience, and conclusions. Guest statements on the podcast do not express the opinions of ASCO. The mention of any product, service, organization, activity, or therapy, should not be construed as an ASCO endorsement.  

On this episode of the Sterling College Chapel Podcast, Estephany Moncada—Interim Associate Chaplain and Diversity Officer of Sterling College in Sterling, KS—preaches a one-off message of her choice. Sterling College is a private, Christian, four-year liberal arts college located in Sterling, Kansas, with a mission "to develop creative and thoughtful leaders who understand a maturing Christian faith." For more information, please visit us at www.sterling.edu.

In this episode we welcome Ann Seeney, Chief People and Diversity Officer for the US Soccer Federation. Ann shares her incredible career path that kicked off after graduating from Hampton University. Ann has worked in various organizations in many capacities in Human Resources. She broke into the sports industry, grew her network, built trusted relationships, and invested in her growth that led her to be the game changer she is today.

Ronald Copeland, Senior Vice President of National Diversity and Inclusion Strategy and Policy & Chief Equity, Inclusion, and Diversity Officer at Kaiser Foundation Health Plan and Hospitals discusses his past experience & what led him to Kaiser, what he's currently focused on, how he's thinking about investments, and more.

Cheryl DeSantis is the Chief People and Diversity Officer at the SmileDirectClub based in Nashville, Tennessee, USA. Cheryl describes herself as a purpose, and values-based leader and her values are courage, compassion, integrity and learning. She believes her purpose is to inspire and empower courageous transformation in leaders and to bring more empathy, love and kindness to the world. In this episode, Cheryl and I unpack what it means to have a coaching mindset in HR and how to be a more heart-centric professional. While many leaders may think that leading with empathy and focussing on creating meaningful moments that matter at work is "soft HR", Cheryl explains why this type of leadership is the future of leadership in the workplace. Cheryl is also a published author of the book "Steel Backbones Soft Heart", where she shares the story behind the turnaround in her HR career to heart-centric leadership and why all HR professionals and leaders should lead this way. We also discuss why her team value of "better is better" should be adopted across HR, what she does for self-care and the advice she would give to her younger self. This was a truly inspiring conversation, and I hope you enjoy it.  Follow Cheryl on LinkedIn and check out her new book on Amazon.  

Kori Carew is the Chief Inclusion and Diversity Officer at Seyfarth, an international Am Law 100 firm with more than 900 attorneys. In this role, she leads efforts to expand the firm's culture of inclusion and advance diversity within their partnership.  Using advocacy and organizational strategy to address structural barriers to diversity in the workplace, Kori brings an incisive voice, unapologetic questioning of the status quo, and a lifelong fascination with human potential to her work. She's a nationally sought-after speaker on topics of diversity, inclusion, belonging, inclusive leadership, talent engagement and development, authenticity, and leveraging power. On top of that, Kori is a self-described disrupter, womanist, and social justice advocate.  Kori has a powerful TEDx Talk, “Just Belonging: Finding the Courage to Interrupt Bias.” According to Kori, the path to racial healing, justice, diversity, and inclusion requires courage. And choosing courage to create belonging is not an easy task — it's a practice and process.  In this episode… A firm's team is likely comprised of people with diverse backgrounds, experiences, races, genders, and classes. But we often fail to recognize that the differences between people don't necessarily indicate different needs — it just means that the way we create a sense of inclusion might be different. So, as a leader, how do you create an inclusive environment?  Kori Carew says that inclusive leadership requires courageous conversations. It calls upon leaders to be in a constant state of curiosity and learning, understanding that we won't always know everything and we'll often make mistakes. Inclusive leadership is also about being vulnerable, listening to your people, and seeking to understand their perspectives. By choosing courage over comfort, leaders can address obstacles and create high-performing, well-cared-for teams. In this episode of The Lawyer's Edge Podcast, Elise Holtzman is joined by Kori Carew, the Chief Diversity and Inclusion Officer at Seyfarth, to talk about having courageous conversations around diversity, equity, and inclusion. Kori discusses the trends and challenges she sees in the space, the important traits of inclusive leadership, and why it's crucial to have conversations about race, differences, and inclusion. 

Dawn Griffin is the Chief Human Resources and Diversity Officer at TRIMEDX where she leads by staying true to her authentic self. As she navigates all aspects of her life, Dawn has identified decompressing strategies that keep her grounded and remain consistent with who she is. Listen in as she shares her perspective on taking risks, finding someone who believes in you, and the importance of having some big laughs along the way. Quick Links: Connect with Dawn: https://www.linkedin.com/in/dawn-reuter-griffin-4978995/ Learn more about TRIMEDX: https://www.trimedx.com/ Connect with Andrea: https://www.linkedin.com/in/leaderdevelopmentcoach Learn more about HRD: https://hrdleadership.com/ 

Fee Gentry is an entrepreneur who has owned nine different companies in different industries over the past five years. She currently specializes in new home construction as a real estate salesperson and owns an Events Company. Fee is also the Diversity Officer for EXP Realty. After transitioning from a career in Physical Therapy, she got her MBA in Marketing and later moved into real estate. She now runs the Black EXP Network aimed at growth, expansion, and retention, to support a black community of agents, while dedicating herself to improving professionalism in the real estate industry. In this episode, we discuss: · Leaving Sports Medicine for Real Estate: About Fee's backstory starting real estate, and how her natural flair for marketing was discovered to be very useful in real estate, as she realized she had no interest in becoming a Physical therapist. · Fee's thoughts on the Real Estate Industry: The lack of respect for members of the industry is caused by low standards and gross unprofessionalism of agents. Fee's work to solve the problem and groom outstanding real estate professionals. · Support for Commercial Real Estate for People of Color: The University of Southern California is running a program directly aimed at encouraging people of color to engage in commercial real estate. Fee's current work in new home construction and on the board of Directors of EXP World Holdings. · Cultivating Leadership Relationships in an Unfamiliar Setting: Fee's experience as the first black woman in US history to be on the board of Directors of EXP World Holdings. Walking the fine line between representing the black community in leadership and being valued based on actual qualification or performance. · About Black EXP Network: An affinity group of black agents at EXP, who come together for educational programs and offer referrals to the company. The largest black real estate organization in the US with an end goal of 100,000 black gents and allies with 1 billion dollars of economic impact to the company. · Fee's Exit Strategy: Building wealth by advocating for women and people of color, focusing on building the next generation of leaders, as well as continuously growing assets. "A lot of us in our community are product-rich, asset-poor". And many other topics! Connect with Black EXP Network YouTube: https://m.youtube.com/c/BlackeXpNetwork Instagram: https://instagram.com/blackexpnetwork?igshid=YmMyMTA2M2Y= Facebook: https://m.facebook.com/groups/blackexpnet/about/ Connect with Fee on Instagram: https://instagram.com/feegentry?igshid=YmMyMTA2M2Y= Website: www.meet.feegentry.com Contact me at: Kevin.Jefferson@summitfunding.net Available on Youtube: https://www.youtube.com/c/KevinJeffersonThePeoplesLender We can connect here: https://www.instagram.com/thepeopleslender/

How do you best showcase your organization's depth of expertise?  Have you ever thought about the way thought leadership intersects with the executive search? Many organizations encourage broad diversity, and during executive search periods, they want to showcase and bolster that practice. But how do you demonstrate it to your target audience? Today, I've invited Louis Montgomery Jr., Partner, Practice Leader Human Resources and Diversity Officers at JM Search, a firm that (through rigorous assessment) provides the right candidates for open positions to private equity firms, venture capital firms, and select corporate clients. Louis understands what it takes to be successful in demanding fields. He discusses his path as an HR leader and Diversity Officer, and how he assists candidates seeking opportunity and growth. When he changed course during his career, he quickly realized, as many others do, that his reputation as an expert in HR didn't follow him to his new position. He discusses his experiences with networking and creating thought leadership, and explains how he established himself as an expert in the new field — and how others can do the same. Having worked with both large and small firms, Louis understands what it takes to get thought leadership into the world. He's built an established thought leadership engine that carries his name and reputation forward. In our discussion, he shares tips for building your firm's reputation (and your own!) by leveraging established thought leadership or marketing roles. Developing smart thought leadership content is about providing answers to your audience's questions, and as Louis says, a listening ear is the best tool. Learn how to tune into what others are saying, and to notice the questions that come up time and time again. These are prime topics for thought leadership! If you are considering starting a journey into thought leadership, start now! The sooner you delve into the field, the more rapidly you will master it. Three Key Takeaways: * Networking provides an advantage in the job search, when the time comes to seek a new role. * Thought Leadership allows you to share your expertise and establish credibility, and differentiate yourself from others in the market. * Being a thought leader and active practitioner of your field of expertise can give you a greater credibility with clients. That makes you stand out!

In this episode, Deanna Singh sits with guest Teedra Bernard, the Chief Talent and Diversity Officer of TransUnion. Teedra is passionate about diversity, inclusion, & equality and understands how critical it is to provide career advancement opportunities and create platforms that influence long-lasting DEI change. They discuss the value of diversity among decision-makers, how to set goals for your DEI implementation strategies, and the best diversity practices for talent acquisition. TOPICS IN THIS EPISODE: How to build a sustainable DEI strategy Understand that DEI implementation takes time The benefits of setting goals for your DEI strategy Learning to have honest conversations with your team members Why it's important to have diversity and inclusion among decision-makers How to lead diversity and inclusion with action, not words How to implement a DEI strategy at all levels of an organization The dos and don'ts of diversity talent acquisition  Diversity and inclusion should be about making lasting change RESOURCES: Teedra's LinkedIn: https://www.linkedin.com/in/teedrabernard/  Teedra's Website: https://teedrabernard.com/  Deanna's LinkedIn: https://www.linkedin.com/in/deannasingh/ Justin's LinkedIn: https://www.linkedin.com/in/justin-ponder-1200b72b/ Facebook: https://www.facebook.com/purposefulhustle/?ref=page_internal Instagram: https://www.instagram.com/deannasingh1/ Uplifting Impact Website: https://www.upliftingimpact.com/?hsLang=en WHAT'S NEW: Uplifting Impact is excited to announce Actions Speak Louder, the latest book by author and DEI expert, our very own, Deanna Singh. This book, available starting May 31st, 2022, is a step-by-step guide on how to create change and inclusivity both in the workplace and beyond. In this book, Deanna seeks to answer questions for organizations and teams of all sizes on how to create more inclusivity. Actions Speak Louder creates a blueprint for those who are ready to read, take action now, and build a better tomorrow.   Order Actions Speak Louder NOW: https://www.upliftingimpact.com/actions-speak-louder-book Learn more about your ad choices. Visit megaphone.fm/adchoices