Podcasts about employee resource group erg

Women@PayFit : Changer les codes de la tech.Dans cet épisode, j'ai l'honneur d'accueillir Joséphine Charmoz, Sales & CS Director, et Marie-Alice Tantardini, DRH de PayFit.Ensemble, nous avons exploré comment un Employee Resource Group (ERG) comme Women@PayFit peut transformer une entreprise et inspirer tout un écosystème, tout en réinventant les codes de la diversité et de l'inclusion dans la tech.Ce que vous découvrirez :

In this episode of the Unscripted podcast, host Sarah Nicastro welcomes Tristan Lavender, Neurodiversity Speaker, Founder and Chair of the Philips Neurodiversity Network (Employee Resource Group), Senior Content Strategist, Writer, and Editor at Philips Communications Center of Excellence, for an open and honest conversation about navigating work life with a neurodivergence and why/how companies could benefit from giving this area of diversity more thought and action. As a neurodiversity advocate and educator, Tristan combines personal experience with over 15 years of expertise as a communicator in leading global companies like Philips, where he founded the Philips Neurodiversity Network, a global Employee Resource Group (ERG) with over 1000 members, committed to creating an environment where every mind can thrive. Tristan's mission is to build a world where every mind is empowered to succeed by educating individuals and organizations on the transformative potential of neurodiversity. If you enjoyed this episode, make sure to subscribe, rate, and review on Apple Podcasts, Spotify, and Google Podcasts. Also, subscribe to our newsletter right here: https://www.futureoffieldservice.com/the-insider

Ep #230: How to Advocate For More Diversity in Leadership with Hady MéndezMany organizations and leaders understand the importance of diversity and inclusion in the workplace. So why are we still so far behind? Why do women, People of Color, and other underrepresented employees continue to struggle to advance to higher levels of leadership? And what can leaders and organizations do to solve this issue once and for all? Joining me to tackle these questions is the brilliant, bold, and badass Hady Mendez on this episode of Women Changing Leadership with Stacy Mayer. Hady Mendez is a dynamic Latina speaker and Employee Resource Group (ERG) coach, and the founder and CEO of Boldly Speaking LLC – a company that empowers underrepresented employees with the skills to self-advocate, self-promote, and land the leadership roles they deserve. In this episode, we discuss practical solutions for leaders who want to support diversity and inclusion at their organizations, tap into the diverse talent right in front of them, and create environments where everyone can thrive.Unlock the missing piece in your leadership development. Take the quiz: www.ReadytoBePromoted.com

In today's episode, you'll learn about the critical aspects of managing and scaling Employee Resource Group (ERG) programs. We chat with Maceo Owens, ERG Homegirl, CEO and founder of ERG Movement, and discuss the most common challenges encountered in ERG programs. Then, we dive into the pitfalls ERG program leaders often fall into. Finally discover that one game-changing tip for setting up your ERG programs effectively.  Timestamp of our discussion: 1:00 - Most common challenges across ERG programs 4:23 - Pitfalls ERG program leaders fall into 5:41 - How to structure successful ERG programs 9:21 - The ERG Movement 10:48 - One thing ERG programs leaders could do when setting up their programs  Learn more about the ERG Movement:  theergmovement.com  Connect with Maceo Owens:  https://www.linkedin.com/in/maceoowens/   Music by https://youtube.com/ikson @iksonmusic

How Neurodiversity plays an important role at work and gives companies the edge   As part of our inclusion mini series I have an incredible woman on the show today - Laura or Loz Shallcross is on a mission  for more people to understand what it means to be Neurodiverse and to make workplaces more accessible. She is a Support Team Supervisor at WDH and has worked there since 2008. Loz has both Tourette Syndrome and ADHD and I have invited her to talk and educate me and you on what life's like and how this can impact career progression and how women especially feel about themselves. She has taught me so much in this single conversation that I know she will be going on to do so much more to raise the awareness of neurodiversity so that everyone can be treated with the understanding and respect.  We talk tics, language, misdiagnosis, misunderstanding and how workplaces can do so much more to make sure that all their employees feel included and are using their strengths to their advantage! Employers are missing a trick and missing out on having the best people in their teams! Thank you Laura for such an open and honest conversation - you rock!    How to celebrate Inclusion Week with interactive workshops / sessions If you are a leader in your organisation or maybe part of an internal network or Employee Resource Group (ERG) we are taking bookings for Inclusion week at the end of September.  We are particularly focusing on the importance of networking and making sure ALL employees have access to building those all important stakeholder relationships for career progression! So get in touch sooner rather than later if you fancy chatting about what would benefit your organisation and its people the best!  Let's get more diversity around those decision making tables and more importantly let's create inclusive workplaces that recognise everyone for who they are and the value they bring.   #Resources for YOU and your team! Click HERE to get the monthly 'Visibility Matters' Newsletter > that shares the latest around the gender pay gap, visibility, allyship, self promotion  and good practice that is happening all over the place that support more women to step up and companies to recognise the value they bring.     5 Steps to being more visible at work - Your HOW to guide!    Take the Test > How good is your visibility and personal branding quiz?    Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ Twitter: https://twitter.com/gemmastow Instagram: https://www.instagram.com/nomorehidingco

How companies need to recognise the importance of flexible working   On the show today we have an incredible inspiring woman and that is Isobel Gunn Brown.  Isobel is ACCA qualified and has over 30 years' experience in financial services. She is a Partner at Triple Point Investment Management and heads up the Fund Finance team acting as CFO for their Listed Funds with £2bn Assets Under Management. Listen in to hear more about her career journey that started off in a male dominated industry in the days when it was not only common practice but more acceptable for sexism and gender bias to happen in the workplace. She shares with us her own experiences of imposter syndrome and we chat about the can we have it all - raising a family whilst building a career and how she believes a little bit of imposter syndrome can go a long way - she is basically living proof that this is true! Keep listening and then let us know about your own experiences and how you can relate.   How to celebrate Inclusion Week with interactive workshops / sessions If you are a leader in your organisation or maybe part of an internal network or Employee Resource Group (ERG) we are taking bookings for Inclusion week at the end of September.  We are particularly focusing on the importance of networking and making sure ALL employees have access to building those all important stakeholder relationships for career progression! So get in touch sooner rather than later if you fancy chatting about what would benefit your organisation and its people the best!  Let's get more diversity around those decision making tables and more importantly let's create inclusive workplaces that recognise everyone for who they are and the value they bring.   #Resources for YOU and your team! Click HERE to get the monthly 'Visibility Matters' Newsletter > that shares the latest around the gender pay gap, visibility, allyship, self promotion  and good practice that is happening all over the place that support more women to step up and companies to recognise the value they bring.     5 Steps to being more visible at work - Your HOW to guide!    Take the Test > How good is your visibility and personal branding quiz?    Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ Twitter: https://twitter.com/gemmastow Instagram: https://www.instagram.com/nomorehidingco

How to be better and work towards full inclusion in the workplace   Today's guest is the fabulous Mulima Muyunda - who is the Race & Diversity Lead at South Yorkshire Housing Association. She oversees the delivery of their Race Action Plan, working in an intersectional way to support SYHA to deliver on their overall commitment to equality and Diversity. She specialises in driving change at a structural level by collaborating with leaders to understand how inequalities are upheld through everyday decision making.  What a conversation this and In am so excited for you to join us where we discuss how there is always work to do when it comes to inclusion - even when incredible steps have been taken and needles have been moved it's important to keep working hard and driving for change.   How to celebrate Inclusion Week with interactive workshops / sessions If you are a leader in your organisation or maybe part of an internal network or Employee Resource Group (ERG) we are taking bookings for Inclusion week at the end of September.  We are particularly focusing on the importance of networking and making sure ALL employees have access to building those all important stakeholder relationships for career progression! So get in touch sooner rather than later if you fancy chatting about what would benefit your organisation and its people the best!  Let's get more diversity around those decision making tables and more importantly let's create inclusive workplaces that recognise everyone for who they are and the value they bring.   #Resources for YOU and your team! Click HERE to get the monthly 'Visibility Matters' Newsletter > that shares the latest around the gender pay gap, visibility, allyship, self promotion  and good practice that is happening all over the place that support more women to step up and companies to recognise the value they bring.     5 Steps to being more visible at work - Your HOW to guide!    Take the Test > How good is your visibility and personal branding quiz?    Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ Twitter: https://twitter.com/gemmastow Instagram: https://www.instagram.com/nomorehidingco

Why employees feeling safe to be themselves at work benefits companies too   Today on the show as part of our inclusion at work mini series we have the fabulous Ali Bowen, who describes herself as a wife, cat mother, holiday lover, hedgehog fosterer and general wildlife enthusiast…. She recently embraced country living and her role as a Sector Commercial Manager for VINCI Facilities funds all the above!  She has Over 20 years experience working in Construction and the Built Environment and her wife says she used to read contracts for a living and now manages a team that does!  She was recently appointed as a Trustee for the Staffordshire Wildlife Trust and the trustee lead for D&I. Ali would say “I'm a gay woman and made by dyslexia” and I love that.  We chat about the launch of the LGBTQ+ network, where her ideas came from and the importance about feeling included and being able to bring your whole self to work.  This isn't just about performance its about mental health. Listen in to hear about her experiences and golden nuggets she shares about how companies can be better allies.   How to celebrate Inclusion Week with interactive workshops / sessions If you are a leader in your organisation or maybe part of an internal network or Employee Resource Group (ERG) we are taking bookings for Inclusion week at the end of September.  We are particularly focusing on the importance of networking and making sure ALL employees have access to building those all important stakeholder relationships for career progression! So get in touch sooner rather than later if you fancy chatting about what would benefit your organisation and its people the best!  Let's get more diversity around those decision making tables and more importantly let's create inclusive workplaces that recognise everyone for who they are and the value they bring.   #Resources for YOU and your team! Click HERE to get the monthly 'Visibility Matters' Newsletter > that shares the latest around the gender pay gap, visibility, allyship, self promotion  and good practice that is happening all over the place that support more women to step up and companies to recognise the value they bring.     5 Steps to being more visible at work - Your HOW to guide!    Take the Test > How good is your visibility and personal branding quiz?    Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ Twitter: https://twitter.com/gemmastow Instagram: https://www.instagram.com/nomorehidingco

How your company can and should make everyone feel recognised and included   I am back with an exciting mini series especially for Inclusion Week this year which runs from 25th Sept - 1st October.  The theme this year is all about Taking Action and Making Impact, a call to action for everyone in the organisations to do what they can to make a difference for and positive impact for their colleagues. I talk alot about gender and more specifically the importance of visibility for women's career progression - and I wanted to create something that not only gave me the chance to learn more from incredible women but also to highlight the importance of intersectionality when it comes to inclusion.   How to celebrate Inclusion Week with interactive workshops / sessions If you are a leader in your organisation or maybe part of an internal network or Employee Resource Group (ERG) we are taking bookings for Inclusion week at the end of September.  We are particularly focusing on the importance of networking and making sure ALL employees have access to building those all important stakeholder relationships for career progression! So get in touch sooner rather than later if you fancy chatting about what would benefit your organisation and its people the best!  Let's get more diversity around those decision making tables and more importantly let's create inclusive workplaces that recognise everyone for who they are and the value they bring.   #Resources for YOU and your team! Click HERE to get the monthly 'Visibility Matters' Newsletter > that shares the latest around the gender pay gap, visibility, allyship, self promotion  and good practice that is happening all over the place that support more women to step up and companies to recognise the value they bring.     5 Steps to being more visible at work - Your HOW to guide!    Take the Test > How good is your visibility and personal branding quiz?    Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ Twitter: https://twitter.com/gemmastow Instagram: https://www.instagram.com/nomorehidingco  

In celebration of June being Pride month, The Testing Show is doing a special program focusing on “Qualipride”, which is the Employee Resource Group (ERG) for LGBTQ+ identifying employees and their allies.   To discuss this, our guest host Fiona Dawson joins Bleighton Eppard, Jessica Hose, Miguel Urdinola, Mafalda Chambel, and Elizabeth Argall to discuss how Qualipride champions diversity and that diversity benefits Qualitest in its entirety.

The goal is to provide support for the workforce. The pandemic really forced this to the forefront from a mental health and employee retention standpoint. We were taking care of everything and everyone and there was no way to hide that anymore. You can sustain a healthy work/life balance and we shouldn't have to hide that. ~ Margaret Guerette, Reliance Matrix Co-Chair of the Women's Employee Resource Group (ERG) Have you ever felt the need to put on your "happy hat" at work to convince colleagues and bosses that you've got everything under control, despite being overwhelmed and utterly stressed out? Did you ever hear the term "work/life balance" and want to scream--just a little?  Prior to the pandemic, work/life balance was touted as something workers could achieve just by talking about it–and it was on them to make it happen. Support for employees from within the corporate structure to help them achieve that balance was rare, as workers hesitated to share their challenges while on the job. As Margaret Guerrette from Reliance Matrix tells us, Covid changed all of that. As employees “zoomed” to work from home, the world saw in real time just how difficult a work/life balance was to achieve. Workers' mental health was under attack like never before, and companies recognized the desperate need to provide their workforce with support, for the good of the worker as well as the organization. Enter the Employee Resource Group (ERG), a now formal umbrella term for corporate associations within an organization specifically designed to provide support for employees. The groups are often populated by workers sharing a specific identifier–women, LGBTQ, Hispanic, etc.–and bring together workers from across the company to share challenges, solutions and mentorship. Margaret notes, “The diversity of thought from women at all corporate levels and from different backgrounds makes us this power group; it's wonderful to see!” Here at Brilliantly Resilient, we know the value of a tribe. When companies recognize the need to support their employees in their entirety as people, everyone benefits, both with employee as well as consumer retention. Plus, it's just the right thing to do. Kudos to Reliance Matrix and all organizations that support their workforce with ERGs or BRGs. To hear more from Margaret about how to start an ERG within your organization, tune into this episode of the Brilliantly Resilient podcast, and be sure to listen in for these additional bits of brilliance: We should be, as companies, supporting  workforces in the efforts to be seen, stay healthy, and to have a healthy balance because you can do both. You can caretake, you can do well in your job, and it doesn't have to be one or the other. One of the true values of ERGs is that connectivity piece…we do have this community at work and your direct team might not understand everything that you're going through, but somebody at your company does and somebody can be a support for you. It really has to come from the top down. You have to see your senior leaders, your CEO and senior leadership team support that because employees at more entry level positions aren't going to feel able to participate fully in that type of work unless they know that leadership supports it. We're really lucky at Reliance Matrix to have that kind of leadership. The things you learn in an ERG transcend to other pieces of work. You feel that community and remember that human connection and everything works better. To learn more about Reliance Matrix, visit www.reliancematrix.com or Reliance Matrix on LinkedIn. Let's be Brilliantly Resilient together! XO, Mary Fran & Kristin  

In this compelling episode, we sit down with Adriana Dawson, Director of Community Engagement and a trailblazer in creating impact, representing her identity, and ensuring corporate social responsibility. Adriana shares her inspiring journey as a first-generation Latina. Her story sheds light on the importance of diversity and the need for people of color to be decision-makers at the table. One of the key themes explored in this episode is the power of empowering communities and changing spaces. Adriana discusses the significance of creating opportunities for people of color to have a seat at the table and make influential decisions.  Adriana emphasizes the role of businesses in becoming better corporate citizens. She delves into the concept of operating at the intersection of business, profit, people, and purpose. By aligning these elements, businesses can not only thrive but also contribute to the betterment of society.  Lastly, Adriana highlights the importance of building strong relationships and working collaboratively with partners. She shares her experiences of working arm-in-arm with various organizations and stakeholders to create meaningful change.  Key takeaways from this episode include: Cross-sector coalition building is key Allow yourself to learn and then jump in Leverage community strengths Tune in to this thought-provoking episode as Adriana Dawson shares her wisdom, experiences, and insights on empowering communities, corporate social responsibility, and building relationships for impactful change.  About Our Guest Adriana Dawson Adriana Dawson is a nationally recognized social impact leader who has been driving results at the intersection of Purpose + People + Profit for over 20 years.  Her multi-sector career led her to the telecommunications industry in 2019 when she joined Verizon as Community Engagement Director, where she currently oversees the Verizon Foundation and social impact programming efforts for her markets. In this role she leads and expands Verizon's partnership network, strategic investments, and collaborates up and across the enterprise supporting regional and national initiatives. In addition, she serves as a Global Lead for SOMOS, an enterprise-wide Employee Resource Group (ERG) giving voice to Verizon's 5K+ Hispanic/Latinx employees. Adriana, a first generation-professional, earned a Bachelor of Arts in Communication Studies from Northeastern University and holds a Master of Arts in Management Communication from Emerson College.   Contact Adriana Dawson LinkedIn: ⁠https://www.linkedin.com/in/adrianadawson/⁠Email: adriana.dawson@verizon.com REQUEST A CONSULTATION WITH WENDIE Request a free 15-minute consultation to discuss your social enterprise fill out this form at https://wendieveloz.com/contact  SHOP OUR MERCHANDISE Get your sustainability is a vibe shirt. JOIN THE SOCIAL IMPACT LEVEL UP COLLECTIVE ON SOCIAL MEDIA:  Visit the podcast website to check out all the episodes. Subscribe to the Social Impact Level Up on Apple Podcasts or Spotify Subscribe to our YouTube channel. Join the Social Impact Level Up Collective on Clubhouse Get our newsletter on LinkedIn CONNECT WITH WENDIE Visit this page to learn about my upcoming social impact masterclasses and events. Follow Wendie on Instagram, her Handle is @WendieVeloz Follow Wendie on LinkedIn Follow Wendie on Twitter Follow Wendie on Clubhouse Follow Wendie on Facebook Follow Wendie on YouTube Email: info@wendieveloz.com (Email me to request a social impact consultation or podcast guest requests) RESOURCES FOR SOCIAL ENTREPRENEURS We recommend these digital solutions to help grow your social enterprise.  Website hosting through Site Ground.  Record or livestream with StreamYard. Podcast, video, and audio editing with Descript. Manage your email list with Flodesk. Solopreneur and small business banking with Novo. Create courses and communities with LearnWorlds *Some of these may be affiliate links. --- Support this podcast: https://podcasters.spotify.com/pod/show/social-impact-level-up/support

Sign-up for my free 20-day devotional, The Word Before Work Foundations, at http://TWBWFoundations.com--Series: Working in ExileDevotional: 2 of 5And let us consider how we may spur one another on toward love and good deeds, not giving up meeting together, as some are in the habit of doing, but encouraging one another—and all the more as you see the Day approaching. (Hebrews 10:24-25)Last week, we saw the first of five biblical principles for working in exile—namely that a Christian's default position should be to rush into dark workplaces, not retreat from them. This is in line with Jesus's prayer in John 17:15-18 when he asked the Father to send his followers “into the world.” But in the same breath, Jesus also asked the Father to “protect them from the evil one.” You see, while Jesus never intended for his followers to isolate themselves from the world, he has called us to insulate ourselves before going into our dark workplaces and communities.How? Through study of God's Word (see John 17:17) and Christian community. That's what the writer of Hebrews is urging in today's passage: that we insulate ourselves by “not giving up meeting together” with other believers. That brings us to our second biblical principle for working in exile:Principle #2: Christians are not called to isolate from unbelievers, but we are called to insulate ourselves through God's Word and Christian community.I'm going to assume you're already in the Word on a regular basis. But if you're like many modern Christians, the community piece doesn't come as easily. I'd argue that every Christian professional needs two types of Christian communities.First, a local church. There has been a lot of debate about the importance of the local church in recent years. Personally, I can't get around the strong biblical case for committing to a local body of believers.Second, you need a community of believers who understands your specific work and can help you answer highly situational questions such as:Should I agree to my client's request to use pictures of homosexual couples in our marketing campaigns?How can I push back on my boss's vision for a new product that will exploit the poor?How do I go about firing a client for the way they treat my team?Where can you find a group to help you answer questions like these? If you work at a large company, consider joining or starting a Christian or interfaith Employee Resource Group (ERG). If you're curious to learn more about how these groups work and why they're so effective, listen to my interviews with the leaders of Amazon's and PayPal's faith-based ERGs. If you don't work at a large company, but still long to insulate yourself with a community of Christians who share your vocation, consider joining The Word Before Work Community led by yours truly.If you want to serve as a faithful ambassador for Christ in your post-Christian workplace, being in Christian community is not optional. Find one to get plugged into today!

The Bridgestone Women's Initiative Network, or BWIN for short, was created in 2016 as the company's first Employee Resource Group (ERG). With a mission to position women to thrive and lead at Bridgestone, BWIN has since expanded its membership into the thousands across borders and business units. Additionally, the group has provided a foundational framework for the creation of other ERGs and played a pivotal role in championing the company's broader DE&I initiatives. In celebration of International Women's Day, THRIVE host Keith Cawley welcomes BWIN President, Sarah Daley, and Vice President, Taz Kalolwala, to discuss BWIN's focus on attracting, retaining and developing female teammates and promoting gender diversity at Bridgestone.

Does your work environment practice diversity, equity and inclusion? To talk more about this, I can't imagine two better people for this: Guylaine Saint Juste and Matthew Coons, who are here for this episode recorded at XeroCon, where we take a deep dive into this topic and how practicing it can help our community.Guylaine Saint Juste serves as President and Chief Executive Officer of the National Association of Black Accountants, Inc. (NABA), a nonprofit membership association that represents more than 200,000 Black professionals in accounting, finance, and related business professions.Matthew Coons as the Diversity & Inclusion (D&I) Program Manager for Xero, is responsible for the D&I efforts in the Northern Hemisphere; including the US, Canada, the UK, and EMEA. Matthew is focused on driving a culture of inclusion through standing up Xero's Employee Resource Group (ERG) program, developing organizational capability, and implementing data-driven approaches to drive systemic change within Xero.What you will hear the following in today's episode: What diversity, equity, and inclusion means to Matthey Coons and Guylaine Saint Juste on a personal level. As well as what it means to Xero and NABA (The National Association of Black Accountants). Their perspective on how to bring diversity, equity, and inclusion has evolved during the past few years in their respective companies. Their take on how diversity, equity and inclusion in an ideal work environment can shift the current wealth gap. For a quick recap of this episode go to http://www.jenhemphill.com/326 Want to get social? Let's connect more on Instagram @jenhemphill Grab your copy of My Daily Dinero Ritual and increase your money confidence here: https://jenhemphill.com/dinero The post, Diversity, Equity and Inclusion, The Three Keys to Shift the Wealth Gap in Our Community | HDM 326 appeared first on the Her Dinero Matters Podcast. This episode has been brought to you by First Republic Bank 

Brian Douglas was “the Beyoncé of GitHub.” He jokingly crowned himself with that title during his years at that company, where he advocated for open source and a more inclusive community supporting it. His work there eventually led to his new startup, Open Sauced. Like the Queen Bey, Douglas' mission is to empower a community. In his case, he's seeking to support the open source community. With his former employer, GitHub, serving 4 million developers worldwide, the potential size of that audience is huge. In this episode of The Tech Founder Odyssey podcast, he shared why empowerment and breaking down barriers to make anyone “awesome” in open source was the motivation behind his startup journey. Beyoncé “has a superfan group, the Beyhive, that will go to bat for her,” Douglas pointed out. “So if Beyoncé makes a country song, the Beyhive is there supporting her country song. If she starts doing the house music, which is her latest album, [they] are there to the point where like, you cannot say bad stuff about, he pointed out,. So what I'm focused on is having a strong community and having strong ties.” Open Sauced, which launched in June, seeks to build open source intelligence platform to help companies to stay competitive. Its aim is to help give more potential open source contributors the information they need to get started with projects, and help maintain them over time The conversation was co-hosted by Colleen Coll and Heather Joslyn of The New Stack.Web 2.0 ‘Opened the World'Douglas' introduction to tech started as a kid “cutting his teeth” on a Packard Bell and a shared computer at the community center inside his apartment complex, where he grew up outside of Tampa, Florida. “I don't know what computer was in there, but it ran DOS,” he said. “And I got to play, like, Wolfenstein and eventually Duke Nukem and stuff like that. So that was my first sort of like, touch of a computer and I actually knew what I was doing.” With his MBA in finance, the last recession in 2008 left only sales jobs available. But Douglas always knew he wanted to “build stuff.” “I've always been like a copy and paste [person] and loved playing DOS games,” he told The New Stack. “I eventually [created] a pretty nice MySpace profile. then someone told me ‘Hey, you know, you could actually build apps now.' “And post Web 2.0. people have frameworks and rails and Django. You just have to run a couple scripts, and you've got a web page live and put that in Heroku, or another server, and you're good. And that opened the world.” Open Sauced began as a side project when he was director of developer advocacy at GitHub; He started working on the project full time in June, after about two years of tinkering with it. Douglas didn't grow up with money, he said, so moving from as an employee to the risky life of a CEO seeking funding prompted him to create his own comprehensive strategy. This included content creation (including a podcast, The Secret Sauce), other marketing, and shipping frontend code. GitHub was very supportive of him spinning off Open Sauced as an independent startup, with colleagues assisting in refining his pitches to venture capital investors to raise funds. “At GitHub, they have inside of their employee employment contract a moonlight clause,” Douglas said. Which means, he noted, because the company is powered by open source, “basically, whatever you work on, as long as you're not competing directly against GitHub, rebuilding it from the ground up, feel free to do whatever you need to do moonlight.”Support for Blacks in TechOpen Sauced will also continue Douglas' efforts to increase representation of Blacks in tech and open pathways to level up their skills, similar to his work at GitHub with the Employee Resource Group (ERG) the Blacktocats. “The focus there was to make sure that people had a home, like a community of belonging,” he said. “If you're a black employee at GitHub, you have a space and it was very helpful with things like 2020, during George Floyd. lt was the community [in which] we all supported each other during that situation.” Douglas' mission to rid the effects of imposter syndrome and champion anyone interested in open source makes him sound more like an open source ”whisperer”' than a Beyoncé. Whatever the title, his iconic pizza brand — the company's web address is “opensauced.pizza” — was his version, he said, of creating album cover art before forming the band. His podcast's tagline urges listeners to “stay saucy.” His plan for doing that at Open Sauced is to encourage new open source contributors. “It's nice to know that projects can now opt in … but as a first-time contributor, where do I start? We can show you, ‘Hey, this project had five contributions, they're doing a great job. Why don't you start here?'

In this episode, part 2 of our discussion on ERG software, you'll learn where to begin when implementing Employee Resource Group (ERG) Software for the workplace including how to get company buy-in integrating with CSR software. We chat with Stephanie Moe, Social Impact Lead with AAA, and explore how to get company buy-in, implementation challenges and advice on getting started with ERGs. Timestamp of our discussion: 0:44 - Where to begin when implementing ERG software? 2:21 - How would you get company buy-in for ERG software? 3:25 - Greatest challenges to overcome during the implementation process 4:12- Advice on getting started with ERG Software 5:04 - Importance of ERG and CSR platform integration 6:17 - Most positive impact since implementing ERG software

In this episode, you'll learn what is employee resource group (ERG) software, why it can improve employee engagement, and when  it's time to invest. We chat with Stephanie Moe, Social Impact Lead with AAA (Northern California Nevada Utah), and discuss the benefits of ERG software, resource implications and advice on getting started. Timestamp of our discussion: 0:54 - What is ERG software and how it solves employee engagement challenges? 2:48 - What are advantages or benefits of ERG software 5:10 - How do you know it's time to invest? 6:12 - How many people are needed to manage? 6:51 - How did you get involved in Employee Resource Groups? 8:17 - Prior to adopting ERG software, how was ERGs managed? 9:27 - Advice when getting started with ERG software

In this episode of Taking Stock, I'm joined by PK Sundar, consultant and DEI analyst, as we chat about why they started the Pride Network at Clarkston, the challenges they faced along the way, and lessons learned for establishing an ERG in a corporate setting. When it comes to Diversity, Equity, and Inclusion (DE+I), there's always room for progress and growth. There are lessons to be learned, mindsets to be challenged, and goals to work toward. For many organizations, establishing an Employee Resource Group (ERG) is an internal initiative that can contribute to DE+I progress and growth while also creating a safe space for employees to be their true, authentic selves. 

Creating and maintaining community is hard, especially when you don't bump into each other in the hallways on the regular. And community is vital, especially when it advocates for you and helps create a safe space to bring your whole self to work. Todd and Melissa share their experiences with Puppet's Pride ERG and how they're using it to work towards systemic change.Learn More:Join our community at https://slack.puppet.comFind Melissa on Twitter as @mcasburn or on LinkedInFind Todd on Twitter as @ShawnTErvin or on LinkedIn

In celebration of June being Pride month, The Testing Show is doing a special program focusing on "Qualipride", which is the Employee Resource Group (ERG) for LGBTQ+ identifying employees and their allies. To discuss this, guest host Fiona Dawson joins James Barret, Audry, Maulana, Brandon McGuire, Chandra Nair, and Lacy Norris to discuss how Qualipride champions diversity and that diversity benefits Qualitest in its entirety.

First Onsite is committed to creating a culture of belonging and inclusion.  A big part of this is getting comfortable with the fact that we don't always get things right and there is always more to learn.  When we embrace that there are things we don't know, we allow for crucial conversations to take place in a safe way. In this episode, we'll hear from Ally O'Dell, General Manager of our San Francisco office.  Ally shares about her experience as a female leader at First Onsite, how we can be mindful of the unconscious biases that we all carry, and her plans to contribute to a more inclusive workspace with the launch of our first Employee Resource Group (ERG).

Authentic Relationships: The New Currency I've been waiting to release this podcast episode for over two months. Have you ever experienced the blessing of meeting someone for the first time and feel you have known each other for a long time?  That's exactly what I experienced with Adriana. We were friends without knowing each other.  To me that's the meaning behind the new currency —> Authentic Relationships. Adriana Dawson (she, her, hers, ella) is a nationally recognized leader with over 20 years of demonstrated impact at the intersection of community and business development. She leads the Verizon Foundation and social impact programming efforts in her markets. Adriana is also the Partnerships and Volunteer Global Committee Lead for SOMOS, an enterprise-wide Employee Resource Group (ERG) giving voice to Verizon's 4K+ Hispanic/Latinx employees. We discussed two main subjects:  How we can develop true relationships with the community when performative diversity, performative allyship is rampant across industries The importance of cultural intelligence when building authentic relationships https://www.linkedin.com/in/adrianadawson/ 

Creating an Employee Resource Group (ERG) for young professionals at Bridgestone looking to grow and develop seemed straightforward when BNEXTGEN was formed in 2018, but the group soon realized there was significant appetite and opportunity to continuously learn and network across all age groups in our company. Now renamed BNEXT, the group is embracing a broader focus on cultivating Bridgestone leaders throughout our multi-generational workforce. In this episode, host Keith Cawley sits down with two its leaders – Derryl Collett, Inclusion Business Specialist in BSAM's Diversity, Equity & Inclusion Center of Excellence, and Matthew Trautman, Finance Director for Firestone Industrial Products – to learn more about how BNEXT is promoting connection, mentorship and support for teammates young and old in their careers at Bridgestone.

HushLoudly’s Jeri Bingham speaks with iTopia Founder Ryan Showalter and co-founder Meagan Connley regarding their Employee Resource Group at 8451, a data science, insights and media company. Hear about how Ryan came up with the idea, and founded this group. Together with Meagan and others, they are educating, making inroads, and gaining understanding for introverts. […]

"Diversity, inclusion and belonging is, I think, just as important, if not more important to get right first. I think the company, when they look at revenues and make that connection, there is an opportunity to really kind of generate a lot more revenues...if that's the target. Or generate and find a lot more customers through having a much wider, diverse and inclusive organisation” We have one more Black History Month special where we catch up again with Mike Sealy, Customer Experience Director at Informa Markets. Mike is also one of the regional coordinators for "All Informa Nations", a colleague run network representing Black and Ethnic Minority employees. In this episode we talk about: Establishing a cross group Employee Resource Group (ERG) and potential challenges How to you get buy in for your ERG Why leadership must crowd source internally and specifically with their ERG to decide on diversity and inclusion initiatives Is there really not enough POC in the industry talent pool or should we be looking farther afield? Why we have to do a much better job of attracting a much more diverse set of colleagues and employees into the industry Trailer: Then you bring it into corporate, there's a lot that needs to be done there. And I think that whilst we've got these pillars within our company, and they're all colleague led networks and they're doing a great deal of work of raising awareness, driving education, with a huge groundswell equally from our top management downwards, whilst we have a lot of that, you know, I will openly say that though they are supporting everything that's being done, and it's the right thing to be doing, there is not enough commitment behind it... And I don't know whether that's because when you have people who think about business, the first thing they will think about first and foremost is, revenues, our customers.

Carissa Begonia is a first-generation Filipina-American who is committed to centering Asian American and Pacific Islander (AAPI) voices. She is the founder of CONSCIOUSXCHANGE and serves as an executive, leadership, and business coach helping BIPOC leaders and entrepreneurs pursue meaningful careers, build their own values-driven businesses, and design a life of purpose. Carissa is a certified Emotional Intelligence coach and the former head of Diversity, Equity, and Inclusion (DEI) of Zappos. As a fractional COO and equity consultant with over 15 years of experience working on both the operations and the human side of business, Carissa helps organizations develop and operationalize their DEI strategy with an anti-racist, anti-oppression lens. Carissa is the co-founder of Green Mango International, a 501 (c)(3) non-profit supporting educational opportunities for underserved school children in the Philippines. She is also the co-founder of AARISE – Asian American Racialized Identity and Social Empowerment for AAPIs, a holistic program centering Asian American experiences, emotional processing, and somatic healing in pursuit of justice and liberation for all. Carissa and I met half a decade ago when she had just started a women's Employee Resource Group (ERG), before that was really a “thing”, during her time at Zappos. It's been a privilege and a joy to watch Carissa find her voice and grow her thought leadership in the DEI space. In episode 406 of Moxielicious®, Carissa and I discuss her work as a coach for BIPOC leaders and the importance of centering AAPI voices, plus: How the lack of AAPI (and immigrant) business coaches motivated Carissa to pave a path in coaching (and DEI) for those who look like her How Carissa created her position at Zappos as the head of DEI – and her sage advice for other entrepreneurs and intrapreneurs who want to do something similar How being an independent contractor first enabled Carissa to merge her experiences in operations & DEI while she began to grow a coaching business Why somatic healing is a core part of Carissa's AARISE program and community, and why it belongs in racial and social justice and leadership development conversations, coaching, and training Resources Mentioned in This Episode: Learn more about centering AAPI voices and connect with Carissa on LinkedIn. Learn more about Carissa's three ventures: CONSCIOUSXCHANGE, AARISE, and Green Mango International. Get Step into Your Moxie® certified and support your clients (or employees) to amplify their voices, visibility, and influence (while you do the same). Apply here. Please leave a review and subscribe to Moxielicious® via Apple Podcasts, Stitcher, Google Play, or Spotify so you never miss an episode!

This is the second episode of our diversity and inclusion series, which is aimed at sharing experiences and ideas from people within the tech community to help them advocate for change within the industry. The goal of this series is to help our audience expand their perspectives by hearing stories from people from all walks of life. By sharing this content we hope to pave a path towards better allyship and increased understanding among diverse groups of people. In this episode we speak with Eric Magee, Regional Sales Manager, SLED Mid-Atlantic, and Aspen Lindblom, Threat Analyst III - R&D, members of CrowdStrike's Team BELIEVE (Black Employees Leading in Inclusion Excellence, Vision and Education), an Employee Resource Group (ERG) for Black and Brown employees and their allies, that aspires to expand, empower, and elevate Black professionals at CrowdStrike and in the community. Eric and Aspen share about their experience working in the tech/security industry, working at CrowdStrike, thoughts on overcoming obstacles or adversity, and advocating for change. 

Angelina (she/her/hers) is currently a Senior Product Manager (PM) at Amazon where she drives product features and roadmap prioritization for Digital Software & Video Games (DSV). She owns the domain/roadmap for customer discovery which includes the customer shopping journey from search, product detail page, and checkout. Angelina transitioned into product management in 2015 and has been passionate about not only increase accessibility in all products, but also increasing the knowledge and representation of product management. Outside of her PM role, she is the President of the Black Employee Network (BEN), an Employee Resource Group (ERG) at Amazon. She focuses on being an advocate for inclusion and diversity, driving different initiatives and advising Amazon's senior leaders, providing impactful programming, and growing a community inside and outside of Amazon. In addition to her work at Amazon, she is a freelance instructor, adjunct professor at the University of Arkansas, speaker, and business and corporate diversity consultant. _____________________________________ Stay in touch with Angelina Howard: Instagram: @angelinahoward.x LinkedIn: https://www.linkedin.com/in/angelinal... Website: https://www.angelinahoward.com/ _____________________________________ Stay in Touch with HueCapitalPod: Instagram: @huecapitalpod LinkedIn: https://www.linkedin.com/company/hue-capital-podcast/ Youtube: https://www.youtube.com/channel/UCa69jtxXFFFRa2C1iiDr22Q/videos Site (Coming Soon): https://huecapitalpod.com/ Email: info@huecapitalpod.com _____________________________________

My guest from last week Brittany Ray and I have in common being Employee Resource Group`(ERG) leaders at our respective company. In the light of events in the last few months that ignited the fight against racism, a lot of people of color who did not have these spaces in their companies have been thinking about how to activate on this topic. Brittany shared some brilliant advice on the podcast episode last week and in this episode I share my experiences as well from starting and running a successful ERG at my current company, Philips. Two and a half years ago, I founded a women's network in my company called Philips Women Lead(PWL). It is a bottom up movement that is empowering women for their personal and professional growth. With now over 1000 people signed up to our mailing list across the company and new chapters activating across Philips offices globally each month, PWL is more than just a platform. It's a movement that is emboldening women to challenge the status quo of male leadership in the corporate world and meeting our leadership in the middle, in the work to make our company more inclusive. My top three learning from this journey: 1. Never underestimate the power of one 2. Have a clear mission and value proposition for your ERG 3. Secure executive sponsorship for your ERG Have a listen to the episode and read up on the importance of ERGS in the article that I reference from the organization Catalyst below. https://www.catalyst.org/2015/11/19/busting-myths-about-ergs-one-resource-at-a-time/ If you loved this episode, buy me a coffee on here https://www.buymeacoffee.com/BsquaredC Also follow BsquaredC on: Instagram: https://www.instagram.com/b_squaredcpodcast/ Linkedin: https://www.linkedin.com/company/bsquaredc --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/bsquaredc/support