Podcasts about equity and inclusion

Dave asks if the country is winning yet, with the many controversial decisions, barely over a month into the new administration, and discusses the importance of ERGs (Employee Resource Groups) and multicultural perspectives in the workplace with Guest Lola Adeyemo (Author, TEDx Speaker and ERG Expert). His signature GRIN wraps up this episode with a conversation on what it takes to be a successful leader.

Earlier this month, the city of Bend announced it is seeking applicants to fill three vacancies on its Human Rights and Equity Commission. Its goals include advocating for historically marginalized or underrepresented groups, evaluating city policies or regulations for potential barriers they may create and recommending how to remove them.  The commission is one of two community advisory groups convened by Bend’s Accessibility and Equity Department, which also provides linguistic services to non-native English speakers, and an array of other programs and training on diversity, equity, inclusion and accessibility. Meanwhile, Deschutes County commissioners recently voted to end the county’s DEIA committee. Andrés Portela, Bend’s equity and inclusion director, joins us to talk about his efforts amid the Trump administration’s backlash against DEI initiatives in government agencies, institutions and workplaces

Tomorrow, we'll be wishing our loved ones “akemashite omedetou gozaimasu” - or, Happy New Year, in Japanese.  If you're a long-time listener, you know that DEI work (or whatever we'll be calling it going forward) is personal to us.  We're both the daughters of a Japanese immigrant parent and a white American parent each; the ideas of multiculturalism and difference are embedded in our DNA, and we were raised to have respect not only for our own diverse histories, but those of all others in the world - after all, we're each only one of 8 billion people in the world, and you bet that everyone has their own story, their own way of living, thinking, and being in our society. On top of that, let's be clear about our chosen families.  Misasha is married to a Black man and has two very multiethnic sons who are Black Japanese, and white.  We've spent years laying the groundwork to help you understand anti-Black racism, deconstruct the model minority myth, and more. Let us be clear - we do this work because if even one person reading, has an a-ha moment and changes their actions, or talks to someone about something they learned here which changes *their* actions - so Misasha's boys can come home safe at night, or so you make decisions that might potentially improve or even save the lives of children who look like them - then we will have been successful. Sara is married to a white Canadian man and has two teenage girls the world presumes to be white. Doing the work to challenge our own assumptions about other people matters to us because not everybody is what they seem.  Standing against anti-immigration sentiment matters to us; understanding the link between systems of oppression that hurt not only Black people, but neurodivergent people, females, and so many others is critically important to us as well. So far, we have hosted 262 episodes of the Dear White Women podcast because helping people listen, learn, and act differently to help uproot systemic racism is what we need to make the world truly equitable for ALL of us - this is the foundation, the work starts here.  And we cannot do it without your help. In 2025, we'll be speaking to organizations - schools, companies, ERGs, and more - about two topics we think are critically important at this point in history:  Why equity and inclusion matters now more than ever - the psychology of belonging How to have difficult conversations. If you have groups you think would benefit, or know people who could hire us in their organizations, please connect us.  You can reach us at hello@dearwhitewomen.com anytime.  What else to listen for:  Reflecting on the most surprising and memorable parts of 2024 Our thoughts on the kakistocracy - the Economist's word of the year meaning, the rule of the worst. And where we go from here in 2025…  

In this episode Dino Cattaneo presents a selection from his previous interviews with Lily Zheng and Claudia Scott on the topic of Equity and Inclusion.Today's guest is Contact Dino at: dino@al4ep.comWebsites:al4ep.comAdditional Guest Links:Contact at: LinkedIn: Instagram:Twitter: Authentic Leadership For Everyday People / Dino CattaneoDino on LinkedIn: linkedin.com/in/dinocattaneoPodcast Instagram – @al4edp Podcast Twitter – @al4edp Podcast Facebook: facebook.com/al4edpMusicSusan Cattaneo: susancattaneo.bandcamp.com

About Timshel Tarbet:Timshel Tarbet is the Chief Healthcare Experience and Equity Officer at Providence Health Plan. She leads initiatives focused on healthcare equity, diversity, and inclusion, fostering a culture that puts members and caregivers at the center of the healthcare experience. With her extensive background in health equity, Timshel champions efforts to ensure that community partnerships and social determinants of health are prioritized, enabling Providence to deliver more accessible, empathetic, and effective care.Things You'll Learn:Providence Health Plan integrates equity, diversity, and inclusion to build a more supportive culture.Community partnerships are crucial in advancing health equity.Addressing social determinants of health can create more equitable healthcare outcomes.Healthcare providers must break down internal silos to improve community health.Providence's Health for All Initiative is reshaping healthcare access in underserved communities.Resources:Connect with and follow Timshel Tarbet on LinkedIn.Follow Providence Health Plan on LinkedIn and Instagram and visit their website!

Our guest this time, Danielle Marshall, is an executive coach especially in the nonprofit sector. As she tells us she also works with small businesses to help them build a stronger foundation for working within their organizations as well as with customers and elsewhere. Danielle grew up in Queens and describes her childhood as living in an apartment building among many and diverse cultures. This experience helps her even today to understand and embrace the differences between all of us.   Danielle attended Howard University where she received her Bachelor's degree in Speech Pathology. However, she never got a job in that field. She went on in her studies and received a Master's degree in industrial organizational psychology.   After working in Americorp and other nonprofit agencies for many years, the pandemic forced her to open her own full-time coaching business in March of 2020. She still coaches nonprofit leaders as well as others to help them better understand and actively support people no matter their cultural and other differences.   I get to have a GREAT discussion with Danielle about how all of us, no matter our differences are all part of the same environment. While Danielle mainly concentrates on racial differences she clearly recognizes and understands that race is not the only issue she must address. She is quick to point out, for example, that persons with disabilities are just as part of the racial makeup of society as race itself. As she says, while she is not an expert on disabilities, when she encounters in her work someone with a disability she seeks out a partner more knowledgeable on disabilities to help her.   I found Danielle to be very open minded, curious and very willing to help create a more inclusive world for all. I think you will be inspired by her and hopefully some of you will reach out to her.       About the Guest:   A dedicated advocate for equity and inclusion, Danielle is the founder of Culture Principles and a Certified Diversity Professional. Her career is focused on guiding organizations to integrate Racial Equity, Diversity, and Inclusion into their operational frameworks. With an insightful understanding of industry trends and a commitment to collaborative growth, Danielle develops tailored strategies that enhance team dynamics and problem-solving skills. Her influential work includes a partnership with the Conscious Collaboratory, where she co-created the program Reimagining Racial Equity, aimed at helping business leaders incorporate racial equity into their organizations.   Danielle also excels in coaching senior leaders to develop their cultural competencies, equipping them with the knowledge and skills to lead inclusively in diverse environments. Her approach involves personalized coaching sessions and workshops that focus on understanding and appreciating cultural differences, fostering empathy, and enhancing communication skills within multicultural contexts. As a compelling speaker and ICF-certified Executive Coach, Danielle's engaging presence inspires audiences globally. Holding a Master's degree in Industrial-Organizational Psychology, her deep commitment to equity and inclusion has established her as a respected thought leader and agent for meaningful change.   Ways to connect with Danielle:   Website: https://www.culture-principles.com/  Linkedin: https://www.linkedin.com/in/danimarshall/  Instagram: https://www.instagram.com/cultureprinciples/       About the Host:   Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog.   Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards.   https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/   accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/   https://www.facebook.com/accessibe/       Thanks for listening!   Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below!   Subscribe to the podcast   If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well, hi and welcome to another edition of unstoppable mindset. We are really, I think, blessed today, I have a person who is our guest. Her name is Danielle Marshall, and Danielle has a background in industrial organization psychology, not sure about the organization. You're going to have to help with that, but that's okay. She's been involved with dealing with nonprofits and concerning children for 20 years, and she saw a disconnect between narratives about children and her actual on the ground experiences, and I'm really fascinated to learn about that she does a lot in the world of diversity, equity and inclusion, dealing with race and so on. So we'll have to see how much she does with disabilities. Just to pick on her a little bit, that'll be fun. But we don't really like to pick on people too much unless they're politicians, and then the rule is you got to pick on everybody. You can't just pick on a few. So we don't deal with politicians because it's just way too much fun to pick on politicians anyway. Well, Danielle, welcome to unstoppable mindset. We're glad you're here. Michael,   Danielle Marshall ** 02:35 thank you. I'm not sure I've ever had an introduction quite like that.   Michael Hingson ** 02:40 Don't you think it's true, though, that we ought to just pick on all politicians,   Danielle Marshall ** 02:43 sure what they pick on themselves.   Michael Hingson ** 02:46 They do a good job, and then they leave all these openings for the rest of us. Right? Absolutely, and it's true of all of them. So as I tell people, I'm an equal opportunity abuser, so it's really better to just stay away from it. We have too much fun doing other kinds of things anyway, which is exactly what unstoppable mindset is all about. But I'm really glad that you're here. Then seriously, it'll be fun to hear some of the stories and to hear about the things that you have done and why you do what you do, and the observations that you've made. I think it's really pretty fascinating. But why don't we start, if we can, and if you will, why don't you tell us kind of about the early Danielle growing up, and some of that stuff always good to start that process.   Danielle Marshall ** 03:33 Sure. Well, I grew up as a 70s child in New York City, so that was my, sort of, my origin story. And I think it lends itself, quite frankly, to where I've ended up today. New York is one of the most diverse cities in the US, and definitely was true when I was growing up, also large, you know, large metropolitan area. And so where in New York I grew up in Queens, predominantly in Queens city. And, you know, when I think about the exposure I had to things as as a child, it really is telling that I would end up doing this work. You know, I grew up in an apartment building, and literally, everyone lived in the apartment building with us. You know, we had people from different racial groups and ethnic ethnicities, and there was Spanish music playing and Indian food cooking. And so, you know, my childhood really was a a broad opportunity to just dive in and talk to people and learn about their cultures and just really get familiar. And so I think it was interesting for me, because I don't feel like I ever grew up tolerating people. It was just we accepted each other, we lived amongst each other,   Michael Hingson ** 04:44 yeah. And was kind of an environment where, well, a very heterogeneous environment by any standard. And you, you learned up front, I would presume, pretty much how to get along,   Danielle Marshall ** 04:55 yeah, for the most part, yeah. I mean, no different, though, and I will put this caveat out. Out there that as kids, you know, we, no matter if it is a heterogeneous group or homogeneous, we're still going to have conflict, right? That's people. That's human nature. And the difference, though, and I'm really excited that I had this opportunity at such an early age, is that we learn to navigate the conflict within those groups early on. So, you know, it was never isolated to we only deal with our own community literally. And I know this is not true for everyone that grew up in New York, but it was definitely my experience. Well,   Michael Hingson ** 05:28 your community was everyone, everyone and all sorts of different kinds of people, which was so cool and something that it'd be nice to see a whole lot more of, and people really learn to understand the whole lot more of all sorts of different kinds of   05:43 people, for sure.   Michael Hingson ** 05:45 So when you were in New York, did you ever eat at Peter Lucas?   Danielle Marshall ** 05:50 I actually did not have a memory of it, perhaps, but I don't remember that.   Michael Hingson ** 05:57 I always liked Ruth's Chris steakhouse better than Peter Lucas, but I've been to Peter Lucas on a couple of sales presentations, so I've eaten there twice. And I don't know was it's, I wonder if it's still there, just with everything that happened during the pandemic. You know, who knows? I know. Tavern on the green after September 11 closed for a while, and then it finally reopened. But it's just really too bad, and Hurley's saloon had to relocate because their lease went way up. Hurley's was one of those restaurants that started well, when it started, the Hurley brothers leased the space, and then the Rockefellers wanted to put up NBC and Rockefeller Center, and they put it up, but they wanted to buy out Hurley's, and Hurley said, No, we're going to keep it. And they had a 99 year lease. But unfortunately, when the 99 year lease was over, the rent quadrupled, and they ended up relocating over to a place on what was it? It was on 48th between I think it was Broadway and eighth, or eighth and ninth, right in that area, but I was always liked Hurley's, that was a fun place. So many stories because NBC, when they did build the facility in Rockefeller Center, some of the reporters ran a phone line from some of the places in NBC to Hurley. So they hung out in Hurley's and stayed at the bar, and then if something came in, their phone rang under the bar, and they grabbed the phone and went off and did what they did. Sure, sure, lovely history, only in New York.   Danielle Marshall ** 07:36 Many things happen in New York and nowhere else.   Michael Hingson ** 07:39 Well, so what got you? So you went to college, and where did you do that?   Danielle Marshall ** 07:45 Where I went to Howard University. So I came down to Washington, DC, okay? And while I was there, I ended up serving as a AmeriCorps member for two years with a program called jump start for young children. And it was, I think, really the beginning, if you will, of this journey as I understand it today, at least, it started to come to the forefront for me. Because what happened while I was in service is we were working in a number of Head Start schools around the District of Columbia, and I was serving primarily black and brown children in in the schools. And it was the first time I had really heard this narrative that would then follow me, regardless of where I live throughout the country. And the narrative was very much centered on who the children and families were that we serve. So, you know, there were often stories about the outcomes that they would achieve in life, what what levels of success they would be able to to get to who their families were, etc. But what I distinctly remember is that many of those narratives that I was hearing were not coming from people that were representative of that community. They didn't live there. They didn't represent the cultural groups we were serving, so they sort of had an outside perspective about who these community members were. And what was really disheartening for me at the time is that the narratives were very negative and, you know, and again, they didn't serve this community, but also misguided in the sense that they came from outsiders. And so I remember, even at that time, wanting to spend more of my efforts around narrative shifting, which is a big feature in the work that I do right now, because it began to dawn on me, though I yet, I yet to have, like the words at that moment, that it was never about the the children or the families. It was it was really about the systems. It was something broader that was leading to the outcomes that these kids were experiencing, not any default or deficit within them.   Michael Hingson ** 09:49 You know, it's interesting, because I can equate that to disabilities and specifically blindness, the same sort of thing, the narrative all the time is what blind people can. And can't do. Mostly can't, and it comes from people who are not blind, who have never tried being blind, and unfortunately, all too often, the so called professionals in the industry who have no real clue nor expectations about what people who happen to be blind can and cannot do. And the reality is, mostly we can do anything that we choose to, if given the opportunity. And so we end up finding the same narrative. I remember one person telling me about a story where they were at a meeting. He happened to be blind and was the CEO of a blindness organization, and somehow they got on to a discussion of the names of the organizations and that they really needed to somehow figure out how to get blind out of the names of their organizations. And this guy said, Wait a minute, what are you talking about? Your blindness organizations? You know, let's let's see. How many of you would really like to take the word blind out of your organization names. And there were, I think, 25 people in the room, and 24 out of 25 raised their hands. And of course, most all of them were not blind, but they wanted to take blind out of their organization name, just because of the view that they had. And as this person pointed out, you are serving and dealing with blind people. How could you ever consider taking blind out of the name of your organization? Blind isn't the problem. It's your attitudes and your perceptions. Yeah, so it seems exact same sort of thing? Yeah,   Danielle Marshall ** 11:34 absolutely. It's funny that even as you say that I'm having a I had a little bit of a reaction, because I hear that so much when people say, Well, why do you have to talk about race, or why did you have to say that this was a black person or a white person or an Asian person? Well, that's because that's who they are, right there. It doesn't change because you are uncomfortable having that conversation. It's still representative of that individual.   Michael Hingson ** 11:59 And it also doesn't mean that any of them are less capable than anyone else. Well, 100%   Danielle Marshall ** 12:04 like that. That goes without saying for me, but I think I am appreciating your point right now, because it needs discussion, because some people still believe that an association with a particular group, whether it be cultural ability level, etc, means that that narrative that exists in their mind that's negative is true, and   Michael Hingson ** 12:23 unfortunately, when we talk a lot about diversity and inclusion, especially the whole area of diversity, diversity usually centers around race, gender, sexual orientation and so on, and it Never centers or really brings in disabilities, even though we as a minority are much larger than all of the other minority groups that you can talk about. And yet we don't see disabilities being brought in. And it reminds me of a story. There's a book called all on fire by Henry Mayer. Have you ever read it?   Danielle Marshall ** 12:56 I haven't read that one.   Michael Hingson ** 12:58 So it's about William Lloyd Garrison, the abolitionist in the 1840s and he was looking for people to really join the movement and help in the abolition movement. And there were some two sisters, the grim K sisters, who were very much involved in women's suffrage. And he told his people, we really need to get them to come and be involved in what we're doing. And they said, Well, why would we do that? They're not interested in this. They're all interested in women's efforts and so on. Why would they even be interested in in in what we're doing? It would just kind of really divide off, and it would completely separate from what what we're about. And and Garrison said, you really don't get it. It's all the same thing. And it's unfortunate that we don't see that. So even the people who are involved in diversity, all too often decide they're going to specialize in one thing, but in reality, it's all the same thing.   Danielle Marshall ** 13:58 Yeah, I, you know, I I think that there are certain people who have niched down so like, my focus is racial equity, but I will tell you this, I don't miss disability or ability levels in my conversation, either, because what I'm more focused on is I pick a central part to start, which, for me, happens to be race, right? But what I would say to anyone who brings into the conversation, well, we have to talk about, we have to talk about gender, and we have to talk about, you know, I, you know, I'm a gay person, or I am in a wheelchair, all of these things start to come in for people in the conversation. And what I would say is that if I were to center on race, and even more specifically, let's say I picked a particular racial group that I'm centering on. If I centered the conversation on blackness, please understand and this is really, I think, important for listeners, viewers, today, for every racial group or any cultural group that you deal with the intersections that are out. For them cross every other identity. So if I chose a black person or a blackness as a racial group, there are going to be people who are, you know, they have different sexualities, they have different ability levels, they have different religions. And so, you know, as I'm thinking, different genders, you name it, different social, economic status. So no group is a monolith on its own. So if you are doing this work with intentionality, you are bringing in the other identities. And I understand it's not everyone out there that's doing it, but to me, there is very much a there's a place in this conversation for all of us, because I have chosen to center on one thing, and for me, I center on race first, because it's one of the conversations we have a very difficult time having in this country. Yeah, but we do build that muscle, but it is not to the exclusion of every identity other than a racial identity, because we all exist within, you know, a particular race.   Michael Hingson ** 15:55 And, you know, I've had a number of people come on the podcast who talk about diversity and so on. And very, very seldom do people say exactly what you just said, which makes perfect sense. I mean, there's nothing wrong with the fact that you focus mainly on race and particularly niches, but you would not do it to the exclusion of other things, and that's the important part. I've had some people who came on and they, and I've asked them to define diversity, and they say, oh, it's all about sexual orientation, race and gender and so on. And I said, What about disabilities? Oh, that's, that's social justice. No, it's not. It's not social justice. It's a completely different sort of thing. And that's, that's what's so unfortunate that we really don't understand that there's so many aspects of it. I mean, from that standpoint, in parts of the world, you could say the same thing about Caucasian people who happen to be a minority, and probably in other areas, are just as misunderstood in some ways.   Danielle Marshall ** 17:00 Sure, sure, you know, I would add something I think that's valuable, you know, if we're to think about expanding this conversation. So I don't think it's enough to simply say, I'm going to include information about, you know, disability and in this, in this discussion. But what I would say, as someone who focuses on racial equity, my expertise in disability isn't as strong. Sure, that's not my area. However, if done well, I can bring in a partner who does focus on that exactly. So now we have a stronger opportunity to really dig in and to do the work I have an opportunity right now that I'm working on where there's another gentleman in as part of the group who has a visual impairment, and he was teaching me a little bit about the technology. So if we're using zoom, what he has access to, what he doesn't have access to, access to. And so that's been really important to me, because these are things that I could very easily overlook. I tried to stay up to up to date on making sure that all the technology I personally use is accessible. But because technology changes so quickly, and this is not my area of specialties, literally, I need someone else who focuses on this to be like, Hey, have you heard this new update? Are you aware this thing is happening? Here's a new technology you can build into your own practice.   Michael Hingson ** 18:19 Sure, and that is exactly the way it ought to be. And, oh, by the way, just, just to point out, visual impairment is is a horrible term. It's like deaf people being called hearing impaired. You know, they they would execute you on the spot if they could, if you said hearing impaired. And the reason that visual impairment is bad, and it was created by the experts, the so called experts. First of all, visually, we're not different. You don't look different simply because you're blind. But the big issue is impaired, because immediately you're equating a person who doesn't see or doesn't see as well. You're equating their level of eyesight to people who have perfect eyesight. So the better term is blind and low vision, as opposed to visually impaired, for the obvious grammatical and logical reasons. But again, you wouldn't know that unless somebody talked to you about it, and other people wouldn't. But we really need to grow and recognize that all too often, words matter in so many ways, which is why we don't say Indians anymore. We say Native Americans or something like that. And, you know, in so many different ways, but, but the reality is, of course, you wouldn't know all about zoom you wouldn't know about screen readers and those, those kinds of technologies. And I'll tell you right now, if I can never help, all you have to do is yell.   Danielle Marshall ** 19:43 I will most certainly reach out. So Michael, you know what you did is you just offered me a gift in this moment. So I appreciate the feedback and the reframing of the language, because I think that is what this work is about. I am not bothered that you have just corrected me in this moment. I'm welcoming, welcoming in this session. An opportunity to learn.   Michael Hingson ** 20:00 It's not so much a correction, isn't Yeah, I'm sorry, go ahead, but to me, it   Danielle Marshall ** 20:04 is a correction, and that's okay, right? Like we have to get comfortable with the fact that sometimes, even as a professional in this space, I am going to mistake misspeak at times, and that is okay because I can own it and then really incorporate that into my work. And so the reason I am even focusing on this right now is one. I am offering this back as gratitude to you. But the second is, for all of us out there that are afraid to lean into this work, one of the reasons people tend to be so afraid and shy away from it is that there, there's a fear of getting it wrong. All too Go ahead, please.   Michael Hingson ** 20:39 All too often today, there's still lots of blind folks who say, I'm visually impaired, and no, you're not, because we haven't, as as a group, really totally learned and understand it. Some people because they had eyesight and they lost it, and they regard themselves as being impaired, but they're not, and then the fact that they think they're impaired is the problem. But even totally blind people from birth sometimes think, well, I'm visually impaired, because they've learned that it's all about how much eyesight you have or don't have. So let's, let's do this a different way. Do you have a disability?   Danielle Marshall ** 21:18 I do? I have a hidden disability, okay,   Michael Hingson ** 21:20 which is,   Danielle Marshall ** 21:22 I am a diabetic. Okay,   Michael Hingson ** 21:25 now let's talk about your non hidden disability. And this is my belief, and I talk about it fairly often on the podcast when I get the chance preaching again, in 1878 Thomas Edison invented the electric light bulb. Why he invented the electric light bulb so light dependent people would have a way to be able to function in the dark. It doesn't mean that you don't still have the disability that we have spent so much time making light on demand, available so frequently and so ubiquitously, if you will. I'm not sure that's a good word, but the reality is, one of your disabilities is your light dependents. If the lights go out and you can't grab a flashlight or a smartphone right away, you're in a world of hurt. It doesn't cover it doesn't change your disability. It covers it up, but it's still there. And now getting people to understand and accept that is is a lot harder. But the whole point of it is, we all have challenges. And the reality is disability is not a lack of ability. And I've had some diversity. People say to me, well, but this starts out disability, so of course, it means a lack of ability. Yeah. Well, what do you do with the word disciple, then, or discern or discrete? Let's you know, the reality is, dis has nothing to do with it. It's what we decided is, and we've been so good, especially in the last 30 years, about changing language, it's time to really reframe it. But disability is a characteristic in one way or another that we all have. It just manifests itself differently, and getting people to to recognize that is a different story, but it is still what we really need to do so that people understand we all have challenges, and our challenges may very well be different than most every other person. Then that's okay, but we need to accept people and understand that usually they can help us just as much as we can help them.   Danielle Marshall ** 23:26 Of course, I absolutely agree with that.   Michael Hingson ** 23:30 Well, so you went off to Howard, and what did you What degree did you get at Howard?   Danielle Marshall ** 23:36 I am a speech pathologist. By my degree at Howard, I never actually used the degree. It was not something that I was I was interested in pursuing beyond the the undergraduate level, but I did minor in psychology, and so I went on to get a degree in industrial organizational psychology.   Michael Hingson ** 23:53 Now tell me about this organizational part. I told you I'd have to ask that. It's a great term. It's like an oxymoron, you know, Army intelligence. But tell me about industrial organization psychology.   Danielle Marshall ** 24:03 I think you can just look at it as you know it is, the psychology of organizations like I joke with people often that I think about the world, and in many ways as a case study. And so there are a variety of things that people that are in i o psychology do? They may be, you know, working on hiring and retention. They may be working on culture surveys, how we streamline our workforce, like there's a number of things that they do. What I have done, though, is pull on this thread of culture Well, being in organizations and really thinking about equity. For in particular, bipoc leaders, staff members, etc.   Michael Hingson ** 24:46 So how have your experiences made you kind of uniquely able to deal with what you do? Because clearly our experiences will usually lead us to do what we do. And so in your case, how. Did experience really make that happen?   Danielle Marshall ** 25:03 Yeah, I mean, that's a big question. I feel like everything that I have done over the course of my life sort of led me to this place, but I did not know that this was the destination. And to be fair, this may not be the final destination, right? There's still time, hopefully, that I have to arrive at said destination. But I had a flashback the other day because I was actually reading a book where someone had talked about being an anthropologist, and I remembered, and I hadn't thought about this in years, when I was in high school, and maybe this is Junior year or senior year, I went to my guidance counselor, and I told her, you know, we were we were talking about what we wanted to major in and what we want it to be when we grew up. And I said to the individual, I want to be an anthropologist. And she looked at me and she kind of scoffed, and she's like, No one's going to want to talk about culture and histories like that. That's past it. You'll never get paid for it. And that's crazy. Yeah, yeah. It knocked the wind out of me in that moment, because I'm like, I'm here in the capacity of, like, sharing my dreams, my aspirations with you. You're my guidance counselor. You're supposed to be guiding me. But in that moment, I felt really shut down. And so as a result of that, I made a change when it came to to going to college, right? I changed what I was thinking about. I was looking at this person as you know, someone literally because you're the guidance counselor, you have more wisdom than I do in this area, and so I let that affect how I move forward at the undergraduate level, only to find myself somewhat years later, like I may not be a anthropologist, but I certainly am someone who loves to study culture. I love to understand how people think, why they move, the way they do, what their values and their norms are. And so as I think about that, like they're all of these little touch points along my journey that I would say have brought me to this place, working, you know, in DC, in AmeriCorps program, and hearing the narrative shifts, and again, people talking about the cultural norms and values and getting it wrong about those communities. And so my my goal was like, how do we set the record right? How do we empower people to to not only survive, but to to thrive? And I was like, we have to address the systems. Yeah,   Michael Hingson ** 27:21 I've always been a believer in that all the experiences that we have help build and help us wherever we go. So how does speech pathology help you? Well,   Danielle Marshall ** 27:36 it has certainly taught me to slow down. You know, one of the things in speech pathology that we did a lot of was repetitive because the people that are coming into the program either they are working on developing speech like if it was a young child, or maybe it's someone who has had an accident or a stroke, and they're they're learning to speak again. There was so much around the repetitive nature of it. There was so much around slowing down, being patient, meeting the client, where they were, that I feel like in a strange way, I suppose. And I had never really thought about that like it does lend itself to where I find myself today. Because when I think about the work that I'm doing, if I'm teaching racial equity principles, if I'm helping groups to understand how to apply an equity lens in their thinking. A lot of this is repetition, making sure that you fundamentally understand the concepts that we've repeated it, that you can see how it might apply in different contexts. The slowing down meeting people at their level, you can't just jump into the conversation and assume people are starting from the same knowledge base that you are. Right? So how do I level set in the moment for that client.   Michael Hingson ** 28:42 There you go. You know, my master's degree is in physics. I never thought that I would be a full time public speaker and doing a podcast and so on. But I also from physics went my first job was doing something not directly related to physics, but it was involving high tech. And the reason physics helped me there is that it really taught me all the values of technology and to be curious about technology. And then, after starting that job, three years later, I ended up going into sales. And one of the things that physics really taught me was, professors always said, you really have to pay attention to all details. Don't make assumptions. That helped me a great deal in sales and then with sales and doing sales for 22 years, until September 11, and I still sale sell, but now it's not technology sales, but still, it was all about being curious, all about paying attention to the details and learning to communicate with people and hello that led to public speaking. So I really do believe that all the things that we do help us build toward whatever it is that we do now and whatever is. Next, whatever that is,   Danielle Marshall ** 30:03 certainly, and it   Michael Hingson ** 30:04 makes perfect sense that I'm, you know, so that's why I was really curious about speech pathology. And I had never thought about the fact that, yes, that you have to really slow down, and that's a very important thing in all the things that you're doing today, because it also helps you be a better listener   Danielle Marshall ** 30:22 that is critical to the work that I do. And you know, Michael, I'm also an executive coach, and so listening feels like it falls into the very essence of my work. I am there to ask people questions and obviously listen to their responses, or maybe not so obviously, but that is what I am I'm doing is I'm listening to hear maybe the things that go unsaid as well. What am I noticing in the conversation that might be helpful for the client to ultimately get to this place of greater understanding by just listening back to their own words   Michael Hingson ** 30:56 and maybe echoing them back and making them listen to them?   Danielle Marshall ** 30:59 Yes, so sometimes I have to stop and just say, I want to, I want to offer a noticing with your permission, right? And I'd like to repeat back to you something that you said, like, how does that land on you? So when we're having those conversations, you know, we we talk so much as people that we don't often listen to ourselves as we're saying that, you know. And I kind of joke with people in that game show that was around years ago. And people would say, like, Is that your final answer? Yeah, because I want you to really make sure that you've had time to think about what you've said. And yeah, and make modifications if you need to.   Michael Hingson ** 31:34 The more it seems to me that you think about what you say, then the better you are at saying what you really want to say more quickly because you've really thought about it. And you, you develop that mind muscle, which is so important,   Danielle Marshall ** 31:49 yeah, I hadn't thought about it that way, but it does lead to a different level of efficiency, for sure, yeah, for sure.   Michael Hingson ** 31:55 But still, even even so, sometimes you say things and you, you didn't think them through, and it's a mind muscle that a lot of times we don't really develop very well, or not nearly as well as we could, but it makes a lot of sense to do it. Yeah,   Danielle Marshall ** 32:12 I think it speaks to our ability to really dive into introspection, right? And to self reflect as a normal practice in our world. Very few people that I talk to spend much time on it, like they will do some self reflection, but it's not a normal practice for them. And the thing is, when I consider, for instance, for me, it's writing, when I need to get clear on something I write, and the Writing helps me. It helps for my my business, because I'm able to publish lots of articles and blogs so forth. But the reason that they're coming out at the speed that they are is because I'll be gnawing on a question, right? Or I'll have had a conversation as as I'm digesting that I'm like, I just need to get it on paper so I can get out of my head and then look back at the notes that I've taken and say, does this actually jive with how you feel in this moment? Is there something that you might adjust to your way of thinking? And so regardless of whether you're doing the thinking in your head or on paper or, you know, out loud in conversation, there needs to be an opportunity to really sort of digest what your experiences are, to process them, because to the point that you made like you can call on the words a lot faster, because you're clear on your position, right? I know what my position is. I don't actually have to sit back and say, Hmm, I wonder about that, because I've thought about it already. Yeah,   Michael Hingson ** 33:32 I am a firm believer in introspection. I'm writing, well, I've written, and later in August of this year, my new book, live like a guide dog. True Stories from a blind man and his dogs about being brave, overcoming adversity and walking in faith, will be published. And one of the things that I talk about a lot is the whole concept of introspection, because I believe, and I've learned not to say I'm my own worst critic anymore, because I think that's so negative, but rather, I'm my own best teacher, and I only can teach myself when I really sit down and think about it. I've never been a great journalist, but typically I can do it by thinking about it, and then eventually, when I write something down, I'm writing it down because I'm creating an article or preparing for a podcast or whatever, and I'll look at it, and I might tweak it even then, but I do like to spend a lot of time thinking and looking at what I do and thinking about what I do, because I think it's so important, and I wish more of us would do more of that.   Danielle Marshall ** 34:38 Yeah, absolutely. I think there's just so much potential for growth. You know, when we're spending that time reflecting, how did I show up in the moment? You know, am I walking in alignment with my own values right now? Is there something I want to learn? There's just so many spaces that we could enter in when we quiet our minds long enough to just be present with what feels real for us   Michael Hingson ** 34:59 and. Is always time to do that. So many people I've heard say, but I don't really have time. Of course, you do. It's a matter of priority. Yeah,   Danielle Marshall ** 35:08 I'm laughing because I just talked about this earlier. I am in my world when people say they don't have time, it is often related to whether it is dei or leaning into cultural competencies and learning more about different cultures. And I would say to them, like, Hey, you develop these goals. Tell me a little bit about where you are. And oh, well, you know, I got busy, and so it didn't happen. But as a coach, my job is to probe a little bit deeper. And so as I'm listening to them say I got busy, I'm like, Well, what does that mean? And the reality is, we start to uncover some other things, and they're like, Well, you know, I have to have this really difficult conversation with someone at work, and that makes me uncomfortable. You know what? I'm too busy to handle this, right? Or they, they may default to something else where they're like, hey, you know, to learn more about cultural awareness, I actually have to examine my own culture and some of the elements that I may not like as much about my own cultural group. I don't want to do that. I'm really just too busy to dedicate the time, and so at the end of the day, it's kind of amusing, because I'm like, busyness is the default statement, but it is often the excuse, not the actuality of what's happening. Yeah,   Michael Hingson ** 36:16 that makes sense, and I buy that 100% makes perfect sense. How does cultural competency play into all that you do in terms of developing teams and working with organizations and so on?   Danielle Marshall ** 36:31 Yeah, cultural competency is is really core to the work at the end of the day. Because when we talk about this, and just for a pretty simple definition, for people who have not heard this before, is when we're talking about cultural competency. It's our ability to communicate, to interact, to work across cultural difference, you know? So if we're talking about culture again, it could be everything from disability. I will start with that now. Thank you, Michael,   Michael Hingson ** 36:55 you know, no pressure. You don't have to. That's okay. No, no   Danielle Marshall ** 36:59 pressure at all. But I, the thing is, I want people to see themselves in this, right? So any group, cultural group, where there are shared norms, patterns, values, right? How do you work across difference when you you're not a member of that group? How do you interact with people effectively? How do you communicate with them? And so cultural competence, competency is the ability to do just that. So when, when I think about the work that we're doing, that's really important, because people often will come in to the work and they believe that there is a particular right way to do things, and the fastest way to sort of negate that is, I'm like, I want you to actually think about your own culture. What's your background, what are the beliefs, the patterns, the norms that you grew up with, and also to be able to hear from other people, what are the you know, the norms, the values, the patterns that they grew up with? It's not that one is right or wrong, it's just the one that's familiar to you, thus is often your preference. Yeah,   Michael Hingson ** 37:55 yeah. And, and the the reality is that you're not the only game in town,   Danielle Marshall ** 38:01 exactly, and we are to work across difference. To be able to collaborate together, I must be able to recognize in you, okay, maybe we do move differently through the world, and even though it is a different choice than I personally might make based on my cultural background, it isn't right or wrong, it's simply different, different   Michael Hingson ** 38:19 I've thought a lot about disabilities, and one of the things that I felt was a challenge for people with disabilities, and you just made me think differently about it, is that the problem with with disabilities is that, in reality, the needs and most all of the issues regarding, let's say people who are blind are different from people who are in a wheelchair or different from people who are deaf or who may be on the who may be autistic or whatever. But the reality is, what I really just figured out, and should have figured out a long time ago, I have to hit myself upside the head later, is it's just as true for race, for for black or for Asian or whatever, it's the same thing. So it really isn't any more of a weakness for disabilities, other than maybe in some senses, physically, there are a lot more things that appear different, but the but the fact of the matter is, we all have differences in what we do, and that's the cultural differences,   Danielle Marshall ** 39:20 absolutely, and it's important, I think, for people to understand that no group of people is a monolith. Yeah, there are always going to be differences within us, you know. And I often for people that really can't see their way out of that, I will ask them to consider for a second, you know, if I said to you, Michael, are all blind, and I'm going to be very specific men the same, your answer would be, what? No, absolutely not, right? And yet we Yeah, make an assumption about other groups, like, well, you know, that's just how they are. And I'm like, Who's Who's they?   Michael Hingson ** 39:57 Who's they? Yeah, and. The reality is, a lot of people would say, well, all blind men are the same, and they're not,   Danielle Marshall ** 40:03 but, and that's exactly the problem. If we would not say within our own cultural group that everyone is exactly the same, we're familiar with it, right? We know we are not the same. I am not the same as every other black woman. You are not the same as every other white man. Like there are differences about us, and yet we are so quick to ascribe similarity to people that are different from us. I   Michael Hingson ** 40:26 know I'm a real oddity in things, but having never seen colors, personally, intellectually, I've never understood why people have a problem with race based on color. And I mean, I can really say that about myself, having never seen it and having not grown up. It's a really, I know, a strange feeling, but I know for me, it is strange to to see so many people looking down on people of a different color. I mean, I understand color. I understand the concept of it. Hey, I can talk about it in terms of wavelengths and Angstroms and all that all day long, but it's never been something that I really understand. Why do we even pay attention to it?   Danielle Marshall ** 41:11 Yeah, this is about dominance. I mean that. Yeah, that's true. Simple of it, yeah, when you think about race, race is a social construct, there is nothing that divides us. We may physically look different, but genetically, people are people. We are all the same in that way. But when we talk about the social construct of race, a person created this. People created this construct of race to establish dominance of certain groups over others. But here's the thing. So, you know, people will say really quickly to me, if it's socially constructed, why does it matter? And I'm like, it is a social construct that has real world implications, yes. And that is why we must continue to have this conversation about race in this country. Yeah.   Michael Hingson ** 42:01 And the operative part of that is have the discussion. There are those who don't want to have any discussion. They want to just ignore it, because they think they're the only ones who are right.   Danielle Marshall ** 42:14 That is, unfortunately, an ongoing challenge. And I wouldn't even say that just about race. I think there are some think they're right period. Well,   Michael Hingson ** 42:22 I mean, look at, look at different religious organizations. Um, so I'm glad I'm not God, because I'm, I'm with Mark Twain. I wonder if God had been in man because he was disappointed in the monkeys. But I, you know, I It's, it's, it's a challenge, because religiously, so many different religions say, Well, I'm the only one that's really right, yeah. But you know, if you say you believe in God and all that, why do you think that God thinks you're the only one that's right? Show us the proof.   Danielle Marshall ** 42:54 Yeah, it's complicated and but it's another example of why people haven't wanted to lean into these discussions for so long, it was not considered polite conversation to talk about politics, religion, money, those types of things, and yet, I would say the lack of having those conversations have led us to some severe consequences today. Yeah,   Michael Hingson ** 43:13 and part of it is that we've also forgotten how to really have a good conversation. It doesn't mean that we should take it personally. It doesn't mean that one side is right and the other side is wrong, and that shouldn't be about proving one side right the other side wrong. Should be about understanding. Yeah,   Danielle Marshall ** 43:30 you know, I think it's an opportunity to examine one's motives in the moment. Right listeners, I think it is. But for us to individually do it. What am I hoping to get out of this conversation? You know, for some people, they might want to prove a point. For others, they're going to enter the space, you know, desiring to learn. Others are just, you know, they're they're just filling time. Like, what is your motivation in this? And for me, you know, and I've told many people this at this point, especially doing the work that I do in dei they're like, Oh, don't you get tired of having to convince people about, you know, the different merits of diversity, equity and inclusion. And I'm like, Well, I understood a long time ago that diverse, excuse me, that convincing people is not my ministry. Yeah, I am here to walk alongside of people who want to be on this journey, who want to learn, who want to have curiosity towards the world, towards other groups, to self exploration. And so I think just knowing sort of what the purpose is in the conversation, even if I walk into something like my goal is always to just to learn, to listen, to learn something, even if I have something that I have something that I want to contribute and I have a very strong perspective on it, I still would like to understand what the other person's bringing to the table. And   Michael Hingson ** 44:47 you might change your perspective when you sit down and dwell on what was discussed   Danielle Marshall ** 44:51 absolutely and that that happens every day. Yeah,   Michael Hingson ** 44:55 I mentioned I have a master's degree in physics. I also, at the same time, got a secondary. Teaching Credential, and I used, and still use that knowledge of being a teacher every day. I use it in sales, because I learned through lessons, I was able to take in learning to be a good salesperson through the Dale Carnegie sales course that the best salespeople aren't really trying to convince you, oh, that may be their motivation. But what they're really trying to do is to teach you and guide you, and at the same time, deciding, is my product the best product for you or not? And the really good salespeople, if their product isn't the one that's going to work for you, will be honest enough to tell you that? Yeah,   Danielle Marshall ** 45:41 absolutely. And as we see with salespeople, there are many different approaches people take. And so, you know, you're if it's not my particular way, there's someone else out there that may offer a different perspective, a different philosophy on these things, and I think that's okay, that we have multiple sort of entry points into this work. I   Michael Hingson ** 46:01 love watching other sales people in action. I've learned every time I do. And as you said, it's all about learning. It's my motivation as well. I love being on these podcasts because, as I've told many people, if I'm not learning at least as much as everyone else, I'm not doing my job very well. And it's so fun to be able to have meaningful discussions and learn so much from so many people who come from different perspectives and have their own knowledge bases which are different than mine, and I get to at least be allowed to share in that with them, which is so cool,   46:38 absolutely.   Michael Hingson ** 46:41 So one of the things that and I mentioned, live like a guide dog, and live like a guide dog really is motivated as a book to teach people that they can control fear and that that fear doesn't need to blind you, as I put it, or paralyze you or overwhelm you. You know, September 11 happened, and I wasn't afraid. And I wasn't afraid because of the fact that I learned in advance how to deal with emergencies at the World Trade Center, because I moved into the to the complex, and we opened our office in August of 2000 but even before then, while we were setting it up, I knew that there had been a bombing in 1993 and I decided early on, you know, if there's a gonna be another attack on the World Trade Center, I better know all I can about this year place. And so I learned where everything was, but I also spent a lot of time talking to the emergency preparedness people, the fire people, the Port Authority, police and so on, and I learned what to do. And it wasn't until much later that I realized that all that knowledge helped me develop a mindset that said you know what to do in the case of an emergency. So I really advocate very strongly when I get a chance to talk about being safe and emergency preparedness, don't rely on signs. Learn the information so that you really know what to do, which most people you know, don't they, they figure, I'm just going to be able to see the sign, and that works until you can't because you're in a smoke filled room, but, but fear is, is all around us, and we don't really learn to control it. And I think society, all too often, really, in a lot of ways, encourages us to be afraid, way too much. But fear is is something that people just hate to talk about, like in professional growth and so on. How do you deal with that?   Danielle Marshall ** 48:30 I definitely appreciate that. You know when I when I think about fear? For me, it can be either a catalyst or an inhibitor, sort of a choose your own adventure concept, because you get to decide how you're going to approach it. But you know, when I think about fear, and I'm going to, you know, back this up to the work that I do around Dei, around cultural, culture in general, I think fear has the potential to raise our self awareness. If I walk into something and I'm I'm fearful, all of a sudden, there's someone who's different from me, right? They're a different religion, they speak a different language, they look different. Why am I experiencing that fear in that moment? Right? So I'm raising my self awareness by being able, again, to introspect on this, to really dig a little bit deeper. So that's that's one piece of it, like it points to the things that can help us then to grow we're the places that we need to focus on, you know? And I'll use just an example again, like a common fear is public speaking. And so is that something that you should really be fearful of, or is it simply a acknowledgement that, hey, I could work on my public speaking skills, right? I could practice in the mirror as a starting point. I could talk to a group of friends, you know, and just have a presentation in my living room. It is pointing us to skills we're not necessarily saying you have to get on a stage and deliver a TED talk as an. Example, right? Like, what are the small steps one can take to start to be able to build up those competencies more and so, like, when I think about fear, I think there's, it's, it's an opportunity to grow.   Michael Hingson ** 50:12 I believe that's absolutely correct. Fear is a is a very powerful tool that we can use in so many things that we do in our lives, and that it doesn't need to be the thing that overwhelms us and prevents us from making intelligent decisions. It's a it's a great motivator, it's a great tool, and it's a wonderful gift that if we would embrace it and use it properly, would help us a great deal in all that we do. Yeah, and unfortunately, again, I see in our world, with all the political things going on and so on, so many people are just fomenting and promoting fear. And too many people are buying into it rather than being able to step back from it, because we just haven't ever learned to do that. Yeah, there's   Danielle Marshall ** 51:00 a fear economy. There are people who legitimately profit from fear tactics. So whether that be in our politics, whether it be how we're looking at different medicines that, you know, just remember, yes, exactly, we're still there, you know, by now, because it's the last one, you're not going to put that fear in you, or you're not going to be able to make it through life if you don't own one of these things. And so I don't know there's so many things that come to mind as I make that statement, but I   Michael Hingson ** 51:31 was watching, I watched some old TV in the morning, and I love to watch the commercials, because at least half of them, they say you got to buy this now, because due to supply chain shortage, this is maybe the last time that you can get it, and the commercial has been going on for a year. So, you know, yeah, exactly. It's interesting.   Danielle Marshall ** 51:50 There's one of my favorite department stores that's been having a one day sale every day for as long as I can remember. Yeah, I just kind of think that is ironic. If I should ever come back again into this world, maybe I'm coming back as an advertising psychologist, because I find it quite fascinating. Um, but yeah, fear. Fear, to me, is one of those things that I think that if we are willing to embrace it, if we are willing to be able to think a little bit about what is driving our fear, there's so much potential there, because even in my coaching work, what I see with clients really quickly is like, if you can name the fear, right, give it a name, say exactly what it is, you can start to develop techniques to mitigate that fear, if you will. It goes unnamed. It's really hard to address, yeah,   Michael Hingson ** 52:40 because then you're, you don't know what it is you're really dealing with, but if you can think about it, then you can go back and oh, okay, now let's figure out how we deal with that,   Danielle Marshall ** 52:49 yeah, or how I get support in dealing with it. Not everything is going to be within our wheelhouse, yeah? And I was,   Michael Hingson ** 52:55 I was including it all of one lump sing, one lump sum thing. But you're right. There's nothing wrong. And too many people are afraid of this. There's nothing wrong with looking for support, eliciting support from other people. And all too often, we think that, Oh, I got to do this on my own. I wouldn't be as big a person, especially a macho man, if I have to go off and ask for support, that's funk. Yeah, I love teamwork. I have written all of my books in a teaming relationship, and other people have been involved, and I love that. It's so much fun to do, because I learn other perspectives along the way, and I think it makes for better books.   Danielle Marshall ** 53:40 Yeah, I can definitely appreciate that. I mean, so much of my work is centered around including multiple voices and perspectives on things. We cannot be effective in this work if we center it only on a singular voice or a singular group. Yeah,   Michael Hingson ** 53:55 you've said that pre one precursor to building confidence is being courageous. Where have you had an example of really being courageous or dealing with fear love? A story. Stories are always fun,   Danielle Marshall ** 54:08 you know? I There's so many things that come to mind, like when I, when I hear that question, because it is, you know, and actually, I'm going to go back to high school again. I'll give you, I'll give you two stories here, when I was in high school, I also had that fear of public speaking, right? It terrified me to think that I'd have to get on a, you know, in front of an audience, of whether that would be in front of a classroom or on a stage, etc. And I remember, and this is so interesting, because it's telling of like how I've sort of arrived again to where I am today, but I have this memory of just saying to myself one time, their student government was going to be opening up some positions for the senior class in the upcoming year, and I said, I want to run for my high school treasurer. In order to run for a treasurer, I had to get on a stage. Age, I had to give a speech, I had to talk to the entire student body of our senior class. And I was like, This is the worst idea ever, right? Like, I'm having that moment. I was like, Why did you think this was okay? And I said, you know, I don't know what's going to happen in this moment, but I certainly know this is the one thing I do know about fear. If you do not address it, it is not going anywhere. And so for me, the strategy, even from my high school days, was to lean into things. The issue wasn't that I wasn't able to speak to people, right? I was fine in smaller groups, but it was terrifying to think about getting on a stage and taking, like, a public position on a particular thing. But over the years, I just did a little bit more and a little bit more, you know. So when I started my first job in the in the nonprofit sector, you know, I was a program coordinator, and so I had to train a small team of volunteers on something. And so now I'm taking material that I didn't even create at the time, and I'm making sure I understand them so that I can train these people. And then I went on to, you know, start doing more training at a much larger scale, where I'm I'm traveling around the country, and then it is all of a sudden, oh, I'm standing on stages, and there are 500 people. There are 1000 people in the audience. I'm doing podcasts, and lo and behold, the very thing that I was most fearful of when I was in high school is the thing I've become. I am now a public speaker.   Michael Hingson ** 56:29 Yeah, I remember speaking in small groups or selling. You never know where you're going to be selling on any given day, whether it's to a board of a financial organization or to IT people or whatever, and that taught me to be comfortable in groups. But the first time I was asked to speak about September 11 was when I was called by Minister two weeks afterwards. So it was like on Monday the Well, probably the 23rd or maybe it was even a couple of days before then. And he said, we're holding a service for all the people who we lost in New Jersey, and we'd like you to come. And I said, Okay, well, where? And he said, it's going to be an outdoor service. And I said, Great. And then I I asked the question, how many people are going to be there? Probably about 6000 and you know what didn't bother me, of it, I said, Great. So that was my first speech to 6000 people. And you know, it was fun for a lot of reasons. It was, was very enjoyable. You know, I shouldn't say enjoyable, because it was a sense of sad occasion, but I was able to do it, and hopefully inspired some people, and and my wife and I went down and I did it, and it worked out really well, but 6000 people wasn't bad. It's a good start.   Danielle Marshall ** 57:58 That is a fantastic start. Welcome.   Michael Hingson ** 58:02 So can you tell us a story where you really saw in an organization or some people, just a real transformation, and the success of what you teach about dei and the principles and so on?   Danielle Marshall ** 58:18 Sure, you know, I was, I was thinking a little bit about dei and specifically coaching leaders. I I think what is really important when I think about some of the clients that I've served, is is this idea that talk about fear again, right? What stops them from moving forward, in a lot of cases, has been the fear of the unknown, right? These big issues feeling like they have to fix the world. And so where I've seen success with with certain clients in particular, is that they've been able to figure out how the application of Dei, how the application of cultural competencies, can be contextualized for their organization, their mission, the thing that they are most focused on. And so in in that, whether you are an arts based organization or you are, you know, teaching children how to read, how do the principles of racial equity, of cultural norms and values, how do they apply to the realm of work that you're doin

Dr. Jeanine Staples-Dixon is the CEO and Founder of coaching company Literacy for Life and a Professor of Literacy and Language, African American Studies, and Women's, Gender, and Sexuality Studies at the Pennsylvania State University. She focuses on dismantling supremacist patriarchies through research, teaching, and coaching. Jeanine recently started The Supreme Love Project movement to support marginalized people, mainly women and people of color, to heal the relational and social terrors in their souls and launch revolutions in their lives.

On this episode, podcast host George Thomas catches up with Maggie Loring who is the chair of the Women's Council for Equity and Inclusion (WCEI). Maggie talks about the history of the women's council and what their goals and objectives are. Maggie talks about one of the main focal points is finding and they are working to improve the pipeline for women in snowsports to achieve career goals within the industry. George and Maggie talk about how the WCEI is a member resource that anyone can tap into to help progress their own initiatives within the industry. Tune in to hear more or head to thesnowpros.org.

Mon, 09 Sep 2024 06:00:00 +0000 https://efm-industry-insights.podigee.io/62-pathways-to-equity-the-special-edition-seminar-podcast 53b2d69fc562df209e5fba9d4fd266ed Industry Insights – The EFM Podcast is presented by the European Film Market of the Berlinale. Hosted by Curator and Impact Producer Nadia Denton, it delves deep into the rapidly evolving film industry. Funded by Creative Europe MEDIA and taking place yearly at the EFM 2023, 2024 and 2025, the Equity & Inclusion Pathways Seminar is an industry-wide consultation forum that brings together European decision-makers, advocacy groups, stakeholders and change-makers with the aim of shifting the needle regarding equity, inclusion and accessibility in terms of policymaking, strategy, measures and actions. The change and advances that this Seminar aims to bring about for the European film industry are resolutely structural, and involve not only integrating marginalised groups into a European film sector that is free of biases, barriers and exclusions but also valuing the hitherto unrealised potential of the contributions of marginalised film professionals to the industry as well as redistributing resources and decision-making power more equitably. Featuring the Seminar's 3 moderators (Nadia Denton, Yolanda Rother and Sailesh Naidu), one of the Ambassadors, Tina Trapp (EAVE), the leadership of OMNI Inclusion Data, Helge Albers (MOIN Film Fund) and a speaker and representative of an advocacy group, Julian Carrington (REMC - Racial Equity Media Collective), this episode will explore the mission, vision, objectives and challenges to implementing effective, long-lasting and sustainable DEI and accessibility policies at institutional level across the European screen industries. OMNI Inclusion Data aims to underpin the diversity of the media and culture sector and the people working in it with factual data. At the same time, OMNI Inclusion Data aims to close the blank spots due to a lack of data. OMNI also intends to collect data that is compliant with data protection legislation from cast and crew on a voluntary basis and provide the industry with the most up-to-date analysis on inclusion statistics. With the OMNI project, the initiator MOIN Film Fund, in co-operation with Australia's The Everyone Project, is taking on this important task for the European film industry and, more importantly, taking a leadership role in promoting diversity in the industry. The host Nadia Denton (she/her) has worked in the UK film industry for over a decade as an Impact Producer, Curator and Author. She specialises in Nigerian Cinema and coined the term BEYOND NOLLYWOOD. She has worked with the BFI London Film Festival, Berlinale EFM, British Film Institute, British Council, Doc Society, London Film School, Sundance Film Festival, Tribeca Film Festival and Comic Relief. Her books include The Nigerian Filmmaker's Guide to Success: Beyond Nollywood and The Black British Filmmaker's Guide to Success: Finance, Market and Distribute Your Film. She is an Honorary Research Fellow with the University of Exeter. Yolanda Rother (she/her) is co-founder of "The Impact Company", a diversity, audience and culture consultancy. She moderates and speaks on topics related to digital society, politics and open government, diversity and sustainability. The Berlin native is a graduate (Master of Public Policy) of the Hertie School and has lived in Brazil, France and the United States. Sailesh Naidu (they/them) is a writer, researcher, and performance artist working in the sphere of migration, gender, and education. Their work interrogates the queer body as territory, ancestral knowledge, and building of queer personal narratives as archive. Tina or Kristina Trapp (she/her) has worked in the international film industry for over 20 years, amongst others at the German regional film fund MFG-Filmförderung Baden-Württemberg, with the European culture channel ARTE, heading the Film Commission Strasbourg and with the European training programme “Atelier Ludwigsburg Paris”. She joined EAVE in 2004 as Programme Manager. In 2007, she became Deputy Chief CEO and was appointed CEO in 2009. Kristina has been closely working with several European festivals and production companies in her career. She was part of various selection committees and juries for film funds and co-production markets and is member of the European Film Academy and ARTEF (Anti-Racism Taskforce European Film). She was co-director and board member of the umbrella organisation for European training providers, ATC (audiovisual training coalition), as well as member of the advisory board of the CEE Animation Workshop and board member of EWA (European Women's Audiovisual Network). Helge Albers (he/him) Helge Albers, born in 1973, has been CEO of MOIN Film Fund Hamburg Schleswig-Holstein since April 2019. As a producer, he won the German Film Award in 2001 for ‘Havana, Mi Amor' and in 2016 for ‘Above and Below'. His other successes include ‘Full Metal Village' about the Wacken Festival as the most successful documentary film in 2007, as well as the Oscar-nominated short film ‘Ave Maria'. His experience as a producer, managing director of the VDFP (now Producers' Association), as a member of the FFA's awards committee and advisor to the World Cinema Fund ultimately led him to Germany's northernmost film funding organisation. Julian Carrington (he/him) is Managing Director of the Toronto-based Racial Equity Media Collective, a national not-for-profit research and advocacy organization dedicated to equity for equity for Black, Indigenous, and People of Colour (BIPOC) creators in Canada's film, television, and digital media industries. This episode also features short soundbite contributions from Valerie Creighton (Canada Media Fund), Regina Mosch (ARTEF) and Lissa Deonarain (BGDM). The Berlinale's European Film Market is the first international film market of the year, where the film industry starts its business. Industry Insights - The EFM Podcast puts a spotlight on highly topical and trendsetting industry issues, thereby creating a compass for the forthcoming film year. The year-round podcast is produced in cooperation with Goethe-Institut and co-funded by Creative Europe MEDIA. full no Film Business,Entertainment Industry,Future Trends,Berlinale,European Film Market,Collaboration Film Industry,Media Industry,Equity and Inclusion,Representation European Film Market 3083

Tune in for a conversation with Dr. Stacy Hobson, Director of the Responsible Technologies Research group at IBM Research, as we delve into the critical intersection of ethics and artificial intelligence. In this eye-opening episode, Dr. Hobson shares her journey from rural South Carolina to leading cutting-edge research in responsible AI development, illuminating the challenges and paramount importance of creating ethical, unbiased AI systems. Discover how IBM Research is tackling the complex task of balancing rapid technological advancement with careful consideration of AI's societal impacts. Dr. Hobson also discusses the need for diverse perspectives in AI development, the global nature of AI ethics, and the power shifts that AI can create in society.

In this episode of DEI After 5, host Sacha Thompson delves into the recent decision by the Society for Human Resource Management (SHRM) to remove equity from the diversity, equity, and inclusion equation. Joined by guest Denise Wells, a consultant in the DEI space, they discuss the critical role of equity in creating opportunities, removing barriers, and providing support. The episode explores why equity is essential and how it differs from diversity and inclusion. Tune in for an insightful discussion on the importance of equity in DEI work. --- Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

In this episode, Scott Becker sits down with Michelle Wimes, Senior Vice President & Chief Equity and Inclusion Officer at Children's Mercy Hospital. Michelle shares her career journey, the pivotal role of equity and inclusion in healthcare, and offers valuable advice for emerging leaders. Discover her strategies for fostering a diverse and inclusive environment and the innovative approaches Children's Mercy is taking to address health disparities and promote cultural competence.

Join Brian Smith on today's episode of the Daily Influence as he delves into the power of fostering a growth mindset within your teams by defining and implementing equity and inclusion. Discover how promoting diversity and creating an inclusive culture can enhance continuous learning, resilience, adaptability, and psychological safety in your organization. Brian shares insights on how these principles align with organizational values, boost motivation, and engagement, and ultimately drive success for both individuals and the company. Tune in to learn how to uplift your team and create a balanced environment where everyone feels valued and empowered. #GrowthMindset #EquityInclusion #DailyInfluence #TheIinTeamSeries

In this special 100th episode of DEI After 5, Sacha Thompson reflects on her background in inclusive marketing within the tech industry and dives into the importance of addressing bias in AI and machine learning algorithms. She welcomes expert Catherine Gutes to discuss how to integrate equity and inclusion into the development of AI technologies. Congratulations to Sacha on this milestone episode! --- Send in a voice message: https://podcasters.spotify.com/pod/show/deiafter5/message Support this podcast: https://podcasters.spotify.com/pod/show/deiafter5/support

We lost a very dear friend in the industry this week, Edouard Jean.  He was the owner of Massive Travels and was very active with ASTA having served as Chapter President, and was getting ready to start a campaign for the Board.He was a champion for minorities in the industry, as well, having served as a Board Member of the Association of Black Travel Professionals, and many other organizations.This episode is a tribute to him and his legacy of service.  I'm sharing his full interview from last August's Ascending in your Travel Business Audio Summit where he shares lots of gems on how he grew his business through cultivating relationships.In this episode, we share:·     Hold Ed sold hundreds of people onto group trips before becoming a travel advisor·     Some of his guerrilla marketing tactics·     The benefits of nurturing genuine relationships outside of business transactions·     and so much more!Enjoy (and take action)!Register for the 2nd Annual Travel Tech Audio Summit!https://takethehelm.thrivecart.com/travel-tech-audio-summit/Marketing Power Hour BOGO Flash Sale through 4/21/2024! https://calendly.com/ritaventures/take-the-helm-marketing-consulting-flash-sale-bogoJoin the Cruise Content Library:  https://programs.steeryourmarketing.com/products/courses/view/1166776---------------------------------------------------------------JOIN the Marketing Business School Community:https://programs.steeryourmarketing.com/products/courses/view/1117728Say HI on Social:Facebook: http://www.facebook.com/takethehelmvbsInstagram: http://www.instagram.com/takethehelmvbsGroup: https://www.facebook.com/groups/529490048073622 Direct EMAIL:rita@steeryourmarketing.com

In dieser Episode spricht Corinna Pommerening mit der erfahrenen Gender- und Diversityexpertin Dr. Gabriele Schambach über die wachsende Bedeutung von Diversität, Gleichberechtigung und Inklusion am Arbeitsplatz. Dr. Schambach erläutert, was unter "Diversity, Equity and Inclusion" (DEI) konkret zu verstehen ist und warum diese Aspekte für moderne Organisationen unverzichtbar sind. Sie bietet Einblicke in wirksame Maßnahmen für vielfältige Rekrutierungspraktiken und die Förderung einer offenen Unternehmenskultur. Zudem wird ein spannender Blick auf die Thomas-Studie der AllBright-Stiftung und deren Einflüsse auf aktuelle Diversity-Strategien geworfen. Erfahren Sie, wie Führungsebenen divers gestaltet werden können und wie Unternehmen die interkulturelle Kompetenz ihrer Teams stärken. Ein informatives Gespräch, das aufzeigt, wie Diversität zu einer stärkeren und inklusiveren Arbeitswelt beiträgt. - Mehr über die Arbeit von Dr. Gabriele Schambach: https://www.genderworks.de - Weitere Impulse rund um unsere neue Arbeitswelt, Führung & Employer Branding auf dem Blog von Corinna Pommerening: https://corinna-pommerening.de/blog/

Empowering Student Voices:  The Digital Transformation The use of social media in higher education has evolved from a platform for personal expression to a crucial tool for professional development and student engagement. Dr. Josie Ahlquist shared her expertise on digital leadership, emphasizing how social media gives students and educators alike the power to craft their own narratives. Gone are the days when online behavior was solely interpreted through a lens of fear; instead, we must encourage responsible and purposeful digital engagement. Revolutionizing Campus Culture: From Traditional to Trailblazing The episode highlighted the need to transcend traditional roles and embrace the flexible, interconnected nature of campus culture. The drive to humanize the workplace converges with the desire to inspire meaningful mentorship and collaboration, both within student affairs and across various campus departments.  A Visionary Approach to Student Engagement Dr. Alquist's curriculum, based on the social change model, teaches students to harness social media's potential for advocacy, community building, and change. Meanwhile, Dr. Jill Creighton's research brings to light the positive impact of social media on academic success, further advocating for its inclusion in student support strategies. Leading by Example: The Entrepreneurial Leap in Higher Education Chronicling her journey from campus professional to CEO, Dr. Alquist offers a candid look at the challenges and mental health tolls of entrepreneurial endeavors. Her experience underscores the importance of self-reflection, support systems, and the willingness to take risks - foundational elements that redefine professional growth in student affairs. An Invitation to Shape the Future Dr. Ahlquist and Dr. Creighton invite you to reflect on their own relationship with social media and its integration into higher education, encouraging continuous adaptation to the digital habits of a new generation of students. This conversation not only serves as a call to action for today's educators but a bridge to the untapped potential of tomorrow's student affairs landscape.   TRANSCRIPT Dr. Jill Creighton [00:00:01]: Welcome to student affairs voices from the field, the podcast where we share your student affairs stories from fresh perspectives to seasoned experts. This is season 10, continuing our season 9 theme of on transitions in student affairs. This podcast is brought to you by NASPA, and I'm doctor Jill Creighton. She, her, hers, your essay voices from the field host. Hey, essay voices. Welcome back for our next episode, and I'm going to be bringing back something that we haven't done in a little while, which is a crossover episode with another podcast. You'll hear us talk about this in the heart of the show, but we are doing a crossover today with doctor Josie Alquist's podcast called Josie and the podcast. So the part one of this conversation drops on her show feed, and this is part 2 of that conversation. Dr. Jill Creighton [00:00:48]: But first, let me introduce you to Josie. Dr. Josie Alquist guides educational leaders, organizations, and students to practice purpose full digital leadership through speaking, coaching, and consulting. Her practical evidence based frameworks empower clients to build and implement a digital engagement strategy that fits their life, audience, and purpose. Josie's work is grounded in the grant funded and award winning research that has allowed her to train 1,000 around the globe as a speaker, providing consulting services to institutions and companies, and coach professionals in branding, voice, and positioning. Josie's work has appeared in the Handbook Student Affairs Dialogues on Equity, Civility, and Safety. She also served as a co editor and author of The New Directions in Student Services volume, Engaging the Digital Generation and the New Directions in Student Leadership Volume, Going Digital in Student Leadership. In 2023, Dr. Alquist was selected as a NASPA pillar of the profession, one of the highest honors in our field in student affairs. She's a 3 time LinkedIn top voice in education and has been recognized by EdTech Magazine as one of the top 50 must read higher education technology blogs for 5 years. Dr. Jill Creighton [00:02:02]: Her podcast, Josie and the Podcast, has been featured by the Chronicle of Higher Education and Inside Higher Ed. Her new book, Digital Leadership in Higher Education, Purposeful Social Media in a Connected World, was listed as number 1 on Amazon's new release list for college and university student life. She received her EDD in education from Cal Lutheran and an MED in counseling from Northern Arizona with a BA in psychology and human development and family studies from South Dakota State University. Prior to her independent path, Josie spent nearly 15 years on college campuses in areas of student leadership, student activities, residence life, and student affairs communications and marketing. She previously served as a research associate and instructor at Florida State University Leadership Learning Research Center, where her curriculum builds digital literacy and leadership skills for undergraduates to doctoral students. For more information about Josie's research, speaking, coaching, and consulting, you can find her at www.josiealquist.com. That's josiea hlquist.com. You can also connect with Josie on Instagram, LinkedIn, X, and Facebook. Dr. Jill Creighton [00:03:07]: Josie, I'm so excited to continue our conversation. Dr. Josie Ahlquist [00:03:10]: I get, like, a half day with you today. It is so delightful. I need this every month. Dr. Jill Creighton [00:03:15]: And this is a double episode because Josie just interviewed me on her show, which dropped yesterday. Do you wanna plug that real quick? Dr. Josie Ahlquist [00:03:24]: So my podcast is Josie and the podcast, and I get to interview amazing guests like Jill and talk about the intersection of marketing, communication, social media, and how to be a human on and offline. Dr. Jill Creighton [00:03:37]: How to be a human. That is a lesson that we are all continually relearning, I think. It's hard. It's hard. But it's a joy to have you on the show today because you have such an incredible breadth of experience in higher education both as an on campus professional and as a campus partner. As I mentioned in your bio, you recently received the Pillar of the Profession award, which is tremendous. You've authored a book. You've built an entire business that works directly with higher education. Dr. Jill Creighton [00:04:05]: But it didn't all start there. And so looking forward to hearing more about all of your transitions in career and the choices that you've made along the way to stay connected and anchored into the student affairs profession while serving a gap, that definitely exists in our profession. Let's start at the beginning. How did you find your way onto campus? Dr. Josie Ahlquist [00:04:27]: Well, the minute I step foot on a campus, whether if it was a tour or where I ended up going to college at South Dakota State, I was hooked. The talents were in and I was one of those freshmen probably on a coffee table yelling, I love college. And, I don't go on coffee tables anymore because that could really hurt my knees. But I just absolutely loved it. The energy, the exploration, the exploration, the involvement, and had really great mentors that were like, well, Chelsea, it's not all the fun stuff of being an orientation leader. There's there's actually a lot of, you know, operations, but I found my way through that too. And also found my way as social media arrived on our campuses that I was really comfortable playing in the sandbox along with a lot of a lot of change. So from my roots in student affairs over 12 years at different campuses, I'm based in Los Angeles. Dr. Josie Ahlquist [00:05:23]: My last institution was Loyola Marymount and I also have always education is such a core identity of who I am and, values. Early on, my mom or my grandma and grandpa saying you gotta get your education, kid. And I just always knew I wanted to get my doctorate. And so the doctorate was kind of a spark that started a fire. Dr. Josie Ahlquist [00:05:48]: I didn't ever realize. I can pause there. I can keep going. I don't know. Dr. Jill Creighton [00:05:53]: Well, your dissertation I think we share this in our stories that our dissertations really led to career changes, which is fascinating. Your dissertation was on social media behavior with undergraduate students. What did you learn from that? Dr. Josie Ahlquist [00:06:06]: I still feel like I am a interpreter of culture and generations and the internet And around 2013 is when I started my program, and then it was a very it was packed a diminished view of students' use of technology and especially for student leaders, I would hear a lot of talk about assuming students were doing the worst things possible online and I wasn't seeing that with my students. It went against, I feel like, who we are as practitioners that we're putting all this work into empowering them and giving them the tools and we know developmentally and you worked in conduct, you get it, you see that process, but we were making a lot of assumptions out of fear and so I wanted to know what were they really doing online, if it was as bad as we thought or not, because this also was the time where it was super black and white. Do not even look at your student stuff, don't let them connect with you. Some places, you still couldn't even have accounts as departments. It was it was very much scare tactics. And, honestly, that was one of the discoveries in my focus groups. Students would talk about their whole lives that they were educated about social media with fear. To catch a predator came up. Dr. Jill Creighton [00:07:41]: Oh, yeah. Dr. Josie Ahlquist [00:07:42]: Like, literally. And what was also so fascinating was they learned lessons based upon how the people in their lives older than them were making mistakes and or their peers, so they were just having to learn this stuff on the flight. Like, imagine dropping Josie, who grew up in Wyoming, on the 405 in LA without ever of driving in in a city before. You woulda had to tow my car out of there. I'm sorry. I just didn't have those skills, and sometimes that's what we're doing and or telling me before I get to LA how it you're gonna adapt you're not gonna make it unless you do x y z, and that kinda broke my heart a little bit. Like, again, we give so much and it's not even about, like, positive psychology but just tell them what to do then. What do you want them to do online? Like, they were so desperate that then they would say, well, this is how my RD, I've noticed, uses Facebook. Dr. Josie Ahlquist [00:08:36]: So maybe that's how an adult does Facebook even though there is no one way. We know that. Right? We get to make a million choices and so what came from that was a set of curriculum. I wanted to be able to share. I'm a I'm a sharer and this could be a framework you could teach your students And that also is what led then to me speaking to a lot of students in a new way because a lot of times they'd come to, like, my keynote or it to, like, get on LinkedIn or start a blog, share my story. No one told me I could share, but in a purposeful way. So I use the social change model as the framework in both the curriculum, but also what I was looking for. If the student leaders that we were putting so much investment in, if they were actually using those skills on social. Dr. Josie Ahlquist [00:09:37]: And I think the individual skills was definitely shown. Group skills are more harder. It was the time of the ice bucket challenge, so there was that kind of expression. Yeah. But overall, with a couple exceptions, they were they were using these tools in productive ways and I still think that holds true today that we need to give youth more credit than I think we're just assuming other tool. And so I just really got on a soapbox, Jill. Dr. Jill Creighton [00:10:03]: If it's a topic you're passionate about, this is good. But I'll give a shout out to doctor Jason Foster, Positive Use of Social Media and Their Academic Success. And that was kind of similar to what you were seeing, a time where I was using social media to connect and build relationships with people. This is before it was a dumpster fire all the time, I think. And we were hearing the narrative that social media was so bad. And so we thought we wanted to contribute to the literature in a way that reflected, well, there's obviously some benefits here. Let's talk about them. And we found that students were using social media to be academically successful in group projects, which was a really interesting twist. Dr. Jill Creighton [00:10:48]: And, you know, we ended up getting cited in the handbook of qualitative research, I think, or social media research, something like that. And I was like, wow. I didn't think this was that profound, but it's nice to Dr. Josie Ahlquist [00:10:58]: This is blowing my mind because I'm fairly positive I cited that paper. Dr. Jill Creighton [00:11:03]: And now That's really funny. Dr. Josie Ahlquist [00:11:04]: Source because I'm like, wait. Dr. Josie Ahlquist [00:11:08]: That's amazing. And but I think the one lesson looking back because it was so extreme that there was this negativity. I stayed in that positive, purposeful place because we know now 10 years later, there are so many ethical issues and concerns and things that need to change and are problematic that things are different. 10 years cycle. Dr. Jill Creighton [00:11:31]: So let's talk about those transitions then because Yeah. In in our theme of transitions, we've seen all sorts of things from our guests in different personal transitions. But one of the transitions I appreciate from your perspective is this longitudinal arc of how students are using social media, what the concerns are from different generations of students with social media use, and the trends that you're seeing for how student affairs professionals can actually connect with students because I know they don't want us on TikTok. Dr. Josie Ahlquist [00:12:02]: They do if you meet the culture and the content for that platform. If you show up like you would in an email or on LinkedIn, give them the ick. Like, let that you know, it'd be cringe and I think this is where the concept of time right now kind of blows my mind. I feel like I'm still in my thirties, that I am full blown ahead in my forties. Right? And the longer we're in these positions and we see lots of students come and go, but we can sometimes forget how much has changed in 10 years. So the students in my study, and a lot of them I'm still connected with and some of them are higher ed pros now, they are now full into millennials and we still are thinking about those students and sometimes communicating like those are still our students and meeting them on platforms that we were for example, Facebook groups were big back then. We still have people trying to keep Facebook groups alive for 1st year students, like class of whatever. I'm like, honey, they're on Discord. Dr. Josie Ahlquist [00:13:03]: They've made a subreddit of you already. The pacing is so much different of these other platforms and so that needs, our side needs to change. They've also grown up even further back than the students in my studies. So as early as when they were born, potentially, the second they came out, they had a paper trail, Good or bad? And we are also seeing more students come or preteens, teens, young adults having more frustrations that then they didn't get say in what their digital identity was early on and or we are also seeing them double down and become influencers on different platforms whether that's a micro influencer just talking about makeup or running or a million other things And so, we might be inviting new students to our campuses. They have influence that we didn't in college in addition to access, so lots of communications. I do think that education and curriculum has improved but honestly the majority of it is their own self. Education and peer education tends to be always some of the strongest factors. I think the other thing that's also who grew up with social media early in their careers and so now they are their own kind of digital natives in executive roles. Dr. Josie Ahlquist [00:14:35]: I had previous vice presidents that wouldn't touch any tools, let alone know what they are or be willing to access them. So I think 2 things are happening at once, both what our students are doing and what it's impacting our profession and future leaders use or even misuse. Dr. Jill Creighton [00:14:52]: We are all over the place as a profession in terms of our level of comfort with having a digital identity or digital footprint, as well as our level of capacity or skill base for how that's going for folks. You know, some of us are all in on all platforms. Some of us are partway in on some platforms and all in on others. And some of us are like, you just said Discord. What is that? So there's a level of all of these things. Right? Like, I'm on Discord. I'm on Slack. Dr. Jill Creighton [00:15:21]: I'm in the YouTube space. TikTok was banned in the country I was last in, so couldn't be on there. But Douyin was allowed, which is, like, the counterpart in the country. But there's also social media that is huge in other parts of the world that a lot of Americans have never heard of or use. Like, WeChat is, like, a tool of life Dr. Josie Ahlquist [00:15:39]: Oh, yeah. Dr. Jill Creighton [00:15:40]: In a lot of Asia. Yes. And and you can't function without a WeChat account. It's where all the information is. So given all of this major big landscape, how would you recommend that student affairs professionals who want to gain digital skills and don't necessarily feel like they know how to do that go about the process. Dr. Josie Ahlquist [00:15:59]: I think just like how our students are sorting it out and how we seek out mentors and sponsors is to find those yourself. And the nice thing is you can just kind of lurk and scroll on your own, but I do highly encourage people to actually reach out, right? Like if someone aspires to be like you, I aspire to be like you, Joe. But I have a podcast or again, like, working internationally, like, reach out. Use the access not just for the likes and comment. That is my number one advice when students are doing their doctorate or masters. You have a secret sauce that somehow gets taken away after you graduate is that you just say you're a student, people will take your calls more often for guidance and mentorship and so I called up a lot of the people I was citing or just people that were talking a lot about social media and tech to ask some questions and now they're some of my closest colleagues and even friends. And so I guess my advice is you have to take it offline. You really do have to take the relationship piece. Dr. Josie Ahlquist [00:17:01]: The tools can be a spark, but they are not the source to keep it sustainable. Dr. Jill Creighton [00:17:07]: You wrote a book recently that was listed as number 1 for new college releases, which is very exciting, on Amazon, Digital Leadership and Higher Education, Purposeful Social Media in a Connected World. Now I don't want you to have to rehash your whole book, but I'm wondering if you have nuggets for professionals who are aspiring to increase their professional digital presence, both for their campuses and for the field. Dr. Josie Ahlquist [00:17:31]: Write the book. If you wanna write the book, make sure it's in the right place. The reason why you think you want to write a book, my number one piece of advice is write it with someone else. Or it might be great, maybe I was the queen of committee work. I loved it. I was good at it but also then I was, like, I just wanna close myself in my office and be alone. A book project where you're already with working with so many people, it might be a glorious thing for you to get to do something on your own. I would also say just like you need to rearrange the furniture of your life when you do your doctorate, a book will be the same that you will need to and or it's just not gonna get done. Dr. Josie Ahlquist [00:18:09]: And I would say what I have learned is make it a living thing. What I don't like about books is then they are printed and you can't change it like you can on the Internet. Mhmm. And my book is already very outdated. And I have to think about how do I keep contributing to that topic or leave it entirely and or what is the future versions of it, whether if it's me that's contributing or other people. And I think maybe that's just a lifelong learner in me. Dr. Jill Creighton [00:18:38]: So now let's jump back because you are one of the most, I think, beautifully present people in the campus partner space. We know you well. We see you often. We see you engage with professionals both on and off campus. But that transition was, I think, a scarier leap when you made it than I think it's a little more common now. Tell us about making the determination to discontinue campus based work and, as you put it, accidentally build a business. Dr. Josie Ahlquist [00:19:08]: Yes. I think I blogged about this and shared a bit on my podcast, but I think it's good to share the full breadth of the story. I mean, not too long. I swear. I won't be too long winded because it was difficult not just in the doing but the unweaving and rebuilding of my identity. And so it started with applying for a position that I did not receive that was gutting and required me to reconsider and it was an internal position. And I looked around and I there was nowhere else on campus that I could see myself which also scared the heck out of me because I was 6 months into a doc program. I was like, well, is this place even for me? And my husband and I were out for a run. Dr. Josie Ahlquist [00:19:51]: I all of a sudden just start crying uncontrollably. He's like, did you fall? And he knew I was kind of having a hard time. And he's like, we're okay. Like, what if you just did school? And I'm like, who you. I've been working since I was 12. Work is my identity. I grew up in a low income and middle class family in Wyoming. My grandparents are all ranchers. Dr. Josie Ahlquist [00:20:13]: Like, work is what we do. It was never even a consideration of not doing. I sat on it for a couple of months and it started to grow on to me. So, honestly, it even started with the idea and so that might resonate with some listeners of what it means to just do school full time and not be contributing to your family or needing to take out other resources, that that internal struggle is real and validated. But then what I didn't anticipate was leaving my job then and the excitement and the going away parties that then went away in 2 months and I completely was in a free fall. My mental health, you know, you can that I discovered panic attacks and anxiety? And I've always, I think, had anxiety, but it cracked open, again, just doing school. And I had busied myself so much. Again, queen of committees. Put me in everything. Do everything. Output. So I blogged every day for 50 days and just poured myself into Twitter now x, where I found a community where student affairs used to be very active Dr. Josie Ahlquist [00:21:30]: Of colleagues, friends, and just continue to go there. That was, like, my water cooler. And by the time I graduated, I was already starting to get invited to do speaking because I was blogging my coursework and you could still do this. Set up a substack and share what you wrote about on Black board, like or it literally could be, this is a quote from my paper that you did because that's how I just started to share the work I was doing. I was still terrified that what I was doing wasn't real or worthy. So I picked up, like, 4 adjunct positions at once and doing some speaking on the side. But I always had this, I need a plan b. So I'm still looking at jobs. Dr. Josie Ahlquist [00:22:15]: I'm, like, doing the speaker circuit thing. And it wasn't until, honestly, a couple years before the pandemic that I finally said, Josie, you need to make a commitment. Is this a business? Are you in or you're out? Because mentally, it's also tormenting. And so then I did. I've I I mean, I literally took out, like, a license that, you know, like I'm incorporated now and, brought on people to help me. And I just think to acknowledge and not to scare people of, like, you make this transition, there might be mental health impacts, like, things that were kind of already residing that I would say have resources ready for you at the ready and to bet on yourself too. I didn't bet on myself early enough because honestly, I think people listening in higher ed will get this. We're a perfectionist. Dr. Josie Ahlquist [00:23:07]: We don't want to fail. And I was scared if I called it a business and it didn't make it, then I was gonna be a failure. And that held me back though for what could've and is coming to be. Dr. Jill Creighton [00:23:19]: You've said a couple of things that I I think are really important to touch back to. And the first is that I think in student affairs, especially, there's a lot of identity wrapped up in the profession, in a job title, in a job function. I think that's partly because the outside world doesn't grasp the profession. And a lot of times, our own families and partners don't grasp the profession, and so we kind of hang on to the identity maybe a little bit tighter than other professions may. And so letting go of that is not just transitioning a career. It's figuring out where that piece of you goes or what happens to it, after you transition. That's a big one. Dr. Josie Ahlquist [00:23:59]: Well, and some of that is not knowing what box to check. NASCLA only just recently added a consultant membership or, you know, or I wouldn't be able to go to certain things. I had to have a campus affiliation and there was a sense of it wasn't embarrassment but I was very fearful people were gonna see me as an outsider, that I was gonna be cold calling them and so, I also I've always been centered in community and relationships which, so I've been doing sales but in a heart centered way because I need to work. I need to make it. I'm going to make this work. Right? But I had to do a lot of money stuff on weaving some of that money mindset things in order to build a business, that wasn't that was going to be productive. In higher ed very much. There's an entrepreneurship element to your transition and higher ed very much. Dr. Jill Creighton [00:24:59]: There's an entrepreneurship element to your transition story. I have a friend who researches entrepreneurship. They're an assistant professor in the College of Business, and that's kind of their their area of research. And they have found through their research that the most successful entrepreneurs are the ones who tilt in a 100%, the ones who actually take away their safety net, which is the most terrifying thing that you can do. But it sounds like that's what you did. Dr. Josie Ahlquist [00:25:23]: Yeah. You should have sent me that article. Yeah. And I think just even not saying I'm my only identity is entrepreneur, but not resisting that. And I don't have an MBA. I swear I don't know what I'm doing half the time on business side, but I'm seeking out different types of mentors. And I'm also finding others, and you're one of them now, in a different type of way that we need our own resources as campus partners in community, in how we can transform the industry too because it needs to be done from the outside. And it's not outside in a negative way. Dr. Josie Ahlquist [00:25:59]: It's actually more it's gonna be more impact full in the end. Dr. Jill Creighton [00:26:03]: Let's talk about that transition to being a CEO, so your your own boss and your own employee, but also a person who's driving their own schedule, driving when you work and when you don't, setting your own limits, deciding when enough is enough for a day, a week or a month, that feels really overwhelming to me, just looking at the lack of limit and needing to self impose as a person who also drives with a lot of purpose. How did you figure that out? Dr. Josie Ahlquist [00:26:30]: Oh, trial and error and lots of therapy and hiring a coach. Mhmm. So I brought on a business coach and you'll just laugh at me what she caught on quickly that I was a workaholic that especially when the business wasn't doing well, to me, you just work more. It's almost like your punishment then. You have to work every single day. And one of her first homework assignments was, she's like, I want you to take every Sunday off. And I looked at her. We negotiated it to one Sunday off a month. Dr. Josie Ahlquist [00:27:00]: That's what I negotiated it down. I'm embarrassed. Like, I put up such a front that I couldn't even imagine what it would be to not work one day a week or what a month, let alone a whole weekend. And by the time we finished our work together, my husband and I also purchased an RV and I took off 6 weeks. So you can't sometimes we don't see how we are in our own ways. We need people and it doesn't mean you have to pay people to tell you that, but I needed that mirror because at the same time, I was completely this was toward the end of the book and, you know, we're in a pandemic. I was completely crumbling, like, the foundation was so weak and I just kept jumping on the trampoline, like, no, it's not. So I have known I've really I have to prioritize it. Dr. Josie Ahlquist [00:27:55]: I will edit this because it is a professional podcast. But I may be my own boss, but she can be a real bee sometimes. I have very high expectations of myself. So I need other people to help me make sure I'm staying grounded. And I've also realized that I don't like to work alone and while I'm sacrificing financially, in November, I brought on my very first full time employee which was both terrifying and exciting for someone else to be relying on you. But I'm also so strategically and to wanna grow. And but for some people listening, they might or you've already built your own person shop and that's that can be great too. We all we don't all need to turn into these big agencies or or whatever. Dr. Josie Ahlquist [00:28:51]: I think that's the other piece that I found. You get to define not only your time, but how you are going to structure your your business. It's so funny when you think about a dissertation is such a recipe card. Sure, you can mess it up, but, like, it is so structured. Dr. Jill Creighton [00:29:08]: Chapters 1 through 5, maybe 6. Dr. Josie Ahlquist [00:29:11]: Yeah. And then this is what you write, this is what you say, you've got this feedback. Being an entrepreneur is not a whole bunch of it. And I am a recovering control girly. And sometimes you have to let it go and sometimes you have to be like, what do I want? I could do anything today. Well, not always, but from now, I work at WeWork sometimes or I need to get out of the house more. So I also joined a gym that is right next to WeWork. Giving yourself permission to really pay attention how you work best and how Dr. Jill Creighton [00:29:42]: you're gonna best make that impact. Can you talk a little bit about how your views on the profession changed from being a campus based professional to being a campus partner? Dr. Josie Ahlquist [00:29:51]: Oh, wow. How they have changed. Well, it is nice to see that there is more of a acknowledgment of how the work by partners, by consultants, whatever they're called, are necessary and we're not it's not just about the money or adversarial. That's been just good for my own mental health and where I fit into things. I see much more macro things happening. I mean, we were just talking, before we started recording about we're losing really great people. We that our students need those people. The the mental health weight of this work, it makes me want to do something bigger than my myself or what my business provides. Dr. Josie Ahlquist [00:30:35]: And so that's why a lot of my work is just trying to put good minds together, whether if that's on a panel, in a Slack channel because I can't do it all, but I just wanna connect all the people to help because it still blows my mind how many people like, they say student affairs is a small world, but it's not. Even people I'm like, wait. You don't know each other? Like, how in the world does this not happen? And that that honestly brings me more joy sometimes than, like, being asked to speak somewhere is that then I get to I mean, it's the same thing with our students, right? We get to go see what they do with the rest of their lives. I would also say it's only to a certain extent, but so many of the challenges you're facing, a million others are on their institutions to like I'm not saying normalize it, but for example, social media, I can anticipate what I'm gonna be finding in consulting or coaching and exec. We we can be so hard on ourselves. We're not far enough along. Our engagement isn't going well. Just hear it from me. Dr. Josie Ahlquist [00:31:29]: Like, it's all a bit of a struggle. And that could kind of be nice to hear. Like, oh, it's not just me. I feel a little and that's not just with social. It could be a variety of different topic. Oh my gosh. And honestly, what I am finding is and what I'm bummed so bummed about, even in grad school and maybe programs are doing better now. I feel like I was hid from what our admissions and enrollment people really were doing and are up against Dr. Josie Ahlquist [00:31:56]: And I think we're having because especially we're seeing student affairs and enrollment pair up but I I don't know if it was the institutions I was at or where I got my grad program but, like, I feel like it was, like, we don't talk about that. That's not your place. You just focus here. And I think that's such a disservice because even when I talk to marketers or enrollment people, I'm like, y'all are y'all are doing the work of student success, right? And even they're not hearing that. Mhmm. So somewhere in our echo chambers, that is being perpetuated to continue and I think the institutions that are doing the best, sure, we've got department names and divisions are we need a collective effort. We obviously all need to do what our work or tasks are meant to do, but it's not doing a service to, like, keep people not understanding how they could make an impact on enrollment. I really appreciate you Dr. Jill Creighton [00:32:50]: mentioning that because I think that aligns with a lot of my experiences as well. Even, even sitting in an ADP or a CSAO seat, you know, the enrollment side can have a level of mystique to it. And it's interesting having spent a career in higher education, and I don't think I could advise, a high school student the best way to craft their application for admissions at this point because it is, a, still a little mystical, but, b, because it's different everywhere. And that's that's interesting if you really break it down on how siloed our profession can be within itself sometimes. But when we can connect those things, the power in that is really extraordinary. Dr. Josie Ahlquist [00:33:34]: Right. Even within in within our campus walls, in different divisions, we we're having similar challenges of retaining a certain type of staff or again, I just I think we're missing out so many ways of going back to the beginning of humanizing the work that we do and workplace challenges in addition to students just want to learn. And no matter what the title of the department is, sometimes that bureaucracy gets in the way. And I once I love social media because it kind of doesn't care. Like, a student's gonna find what they wanna find wherever they're gonna find it no matter what the title is. And if they can't find it on your website because they probably aren't, they're gonna ask on Reddit, and it may or may not be But I would say I am excited. I am energized and I just wanna say one more thing that I haven't said that I especially say to a lot of people that come to me. They're like, I wanna start my own business. Dr. Josie Ahlquist [00:34:38]: I wanna be a consultant. From the beginning, I had a partner in this with me, And we have gone ebbs and flows of sometimes it's more me, sometimes it's more him in order to do this work. That is a privileged place to be in that I fully acknowledge both financially, emotionally, that I wish people could just do the thing they wanna do immediately. But there were times if I didn't have a partner, I would also have needed another job or 2 to make ends meet. And I think people need to hear it both in an ethical way, but also there are ways that you could start doing speaking consulting immediately. There's no reason that you need to do it fully as a full time thing. That would also be great for you to get experience and to see if that's something that you'd really wanna do because it's not easy either. There's some some gritty parts of it that may not be a good fit. Dr. Jill Creighton [00:35:29]: It's time to take a quick break and toss it over to producer Chris to learn what's going on in the NASPA world. Dr. Christopher Lewis [00:35:35]: Thanks so much, Jill. Glad to be back in the NASPA world to let you know about some amazing things that are happening in the profession. 1st and foremost, there are a few brand new NASPA books that are in the NASPA bookstore. The first, Student Affairs Professional Preparation, A Scholar Practitioner Guide to Contemporary Topics by Jackie Clark, Jeanette Smith and Associates. This book offers unique insights into critical issues facing higher education and student affairs. It was written by a diverse team of practitioners and faculty. This comprehensive volume serves as both a primer on contemporary topics and a tool for practitioners and students. Some of the chapters in the book address HISA matters that have been central to professional preparation for decades. Dr. Christopher Lewis [00:36:23]: Others concern aspects that are emerging and evolving in unprecedented ways. Each chapter is written by a team consisting of at least 1 practitioner and at least 1 faculty member. This intentional partnership allows for a rich conversation that addresses both professionals in practice and students and faculty in preparation programs. The content can be directly used in practice or to generate critical lively conversations in the classroom. The authors have also included excellent resources for further reading and classroom activity. The second book, Crucial Collaborations, A Practical Framework to Ensure Access, Equity, and Inclusion for students with disabilities. This was written by Neil Lipsitz, Michael Berger, and Eileen Connellberger. Ensuring access and sense of belonging for students with disabilities in higher unique organizational structure, culture, faculty, staff, and students. Dr. Christopher Lewis [00:37:25]: This book presents a cross functional framework that administrators, faculty, access service providers, parents and guardians, and students themselves that can be used in the review and responsibilities of each stakeholder who contributes to positive post secondary experiences for students with disabilities. The groundbreaking framework has many applications, including facilitating student inclusion and socialization, empowering stakeholders through shared knowledge, and assessing the efficacy and effectiveness of institutional programs for students with disabilities. Throughout the book, the authors discuss their personal and professional experiences to animate and operationalize the framework. One other thing that I wanted to share with all of you today is a brand new book in the NASPA book store. It's a book in the NASPA book store called The Business of Student Affairs Fundamental Skills for Student Affairs Professionals written by Larry Mineta and Ellen Jay Consulting. This book is a primer on the fundamental business related aspects of student affairs that all practitioners need to know. Drawing on his 46 year career in higher education, Larry Mineta, the author, presents critical skill sets to better equip student affairs practitioner educators to analyze circumstances, alter environments, invest in structures and programs, and lead campus progress. Topics include financing and budgeting, organizational design, human resources, facilities management, technology, auxiliary operations, legal issues and risk management, crisis management, strategic planning and communications. Dr. Christopher Lewis [00:38:58]: The key takeaways in each chapter provide further guidance to achieve success in the field. For anyone going into student affairs or new to student affairs, you may find that many of the topics in this book may not have been covered in your graduate preparation program or maybe something that you just need more insight into. And this book definitely provides you with that insight. I highly encourage you to go to the NASPA bookstore today and check it out for yourself. Every week, we're going to be sharing some amazing things that are happening within the association. So we are going to be able to try and keep you up to date on everything that's happening and allow for you to be able to get involved in different ways, because the association is as strong as its members. And for all of us, we have to find our place within the association, whether it be getting involved with a knowledge community, giving back within one of the the centers or the divisions of the association. And as you're doing that, it's important to be able to identify for yourself, where do you fit? Where do you wanna give back? Each week, we're hoping that we will share some things that might encourage you, might allow for you to be able to get some ideas that will provide you with an opportunity to be able to say, hey, I see myself in that knowledge community. Dr. Christopher Lewis [00:40:20]: I see myself doing something like that. Or encourage you in other ways that allow for you to be able to think beyond what's available right now, to offer other things to the association, to bring your gifts, your talents to the association, and to all of the members within the association. Because through doing that, all of us are stronger and the association is better. Tune in again next week as we find out more about what is happening in NASPA. Dr. Jill Creighton [00:40:50]: Chris, thank you so much for keeping us updated on what's going on in and around NASPA. We know we just came out of annual conference, but there is still a lot more opportunities for engagement. So I appreciate you letting us know what those are. And, Josie, we have reached our lightning round. I've got 7 questions for you, 90 seconds. Ready? Dr. Josie Ahlquist [00:41:10]: Okay. Okay. I'm scared. Dr. Jill Creighton [00:41:12]: Number 1. If you were a conference keynote speaker, what would your entrance music be? Dr. Josie Ahlquist [00:41:17]: Well, I am a conference keynote speaker. I have to pick Beyonce's new tunes. Any of the 3 that have come out recently, I think at that point, I wanted to be a swim coach. Dr. Jill Creighton [00:41:37]: I was a swimmer. Number 3, who's your most influential professional mentor? Dr. Josie Ahlquist [00:41:43]: Ed Cabellan. He brought me under his wing early, early days meeting on Twitter, and he sponsored to help me get to my very first ACPA conference to present Dr. Jill Creighton [00:41:54]: with him. Number 4, your essential student affairs read. The Chronicle. Number 5, the best TV show you binged during the pandemic. Dr. Josie Ahlquist [00:42:03]: Why did Tiger King immediately come to mind? It was not the best. It was just the first thing I thought of. Dr. Christopher Lewis [00:42:08]: Oh my gosh. Dr. Jill Creighton [00:42:09]: Number 6, the podcast you've spent the most hours listening to in the last year. Dr. Josie Ahlquist [00:42:13]: Well, it is mine, Josie and the podcast, because of editing and creating. But, my Spotify rap tells me Armchair Expert is, all their different shows are super fun. Dr. Jill Creighton [00:42:27]: And finally, number 7, any shout outs you'd like to give, personal or professional? Dr. Josie Ahlquist [00:42:31]: Oh my gosh. I think I'm especially maybe it's from the Barbie, Taylor Swift, Beyonce movement. It's a summer for women and girls, and I am also just, like, on fire about that. So I just wanna give a shout to all the women and girlies listening and, I mean, all gender unconforming identities that we need space and community and and being lifted up. And so I'm doing a lot of different groups and meetups to do things like that, but we're taking over, Jocey. Dr. Jill Creighton [00:43:00]: I'm so grateful to you for this 2 part episode. Again, part 1 dropped on Josie's podcast, Josie and the podcast. This is part 2 of the conversation. So if you'd like to go back and listen to part 1, go ahead and find her show on Apple Podcasts, Spotify, or wherever you download your podcasts. But, Josie, if folks would like to engage you as a consultant or just have a chat with you, how can they reach you? Dr. Josie Ahlquist [00:43:21]: Well, you can find me at josiealquist.com, blogging, podcasting, all of the things. I am on Instagram, LinkedIn threads, x is swirling as it does. And I actually do have a TikTok, but currently it's all reactions to my husband's content, which is epic rap battles of history. So if you want that type of entertainment, you can go there. And as Dr. Jill Creighton [00:43:44]: you search for Josie, so that's Alquist with an a h l q right in there. Josie, thank you so much for sharing your voice with us today. Dr. Josie Ahlquist [00:43:53]: Thanks for having me. Dr. Jill Creighton [00:43:57]: This has been an episode of Student Affairs Voices from the Field, a podcast brought to you by NASPA. This show continues to be possible because you choose to listen to us. We are so grateful for your subscriptions and your downloads and your engagement with the content. If you'd like to reach the show, please email us at savoices@naspa.org or find me on LinkedIn by searching for doctor Jill L. Cratney. We always welcome your feedback and your topic and guest suggestions. We'd love it if you take a moment to tell a colleague about the show and give us a 5 star rating on Apple Podcasts or wherever you're listening now. Dr. Jill Creighton [00:44:31]: It really does help other student affairs professionals find the show and helps raise the show's profile within the larger podcasting community. This episode was produced and hosted by doctor Jill Creighton, that's me, produced and audio engineered by Chris Lewis. Special thanks to the University of Michigan Flint for your support as we create this project. Catch you next time.  

Hey there, beautiful people! Welcome back to Leading Behind the Scene, where we bring you inspiring stories to equip you in business and life. In our final episode of the captivating series focusing on remarkable women who have changed the world in their unique ways, we're shining a special spotlight on two extraordinary women—my own grandmothers, Pearl Linyard and Beulah Diggs. These phenomenal women were pillars of strength, resilience, and love, leaving an enduring legacy for their families and communities. Their stories showcase powerful lessons on leadership, perseverance, and the enduring impact of leading with love. As we dive into their narratives, we'll also explore the profound impact grandmothers have in shaping a world of equity, diversity, and inclusion. Their invaluable wisdom transcends generations, teaching us timeless lessons in love, acceptance, and resilience.In this episode, we cover: The inspiring life stories of my grandmothers, Pearl and Beulah, as testaments to resilience, love, and dedication.The enduring impact of leading with love and the timeless lessons in the strength of women, the power of community, and the enduring impact of grandmothers.The unsung role of grandmothers as architects of empathy, understanding, and a more equitable world.As we wrap up this impactful series and episode, let's take a moment to reflect on the legacies we're creating, inspired by the strength and love of grandmothers like Pearl Linyard and Beulah Diggs. How can we nurture our families, impact our communities, and be sources of strength and love in the lives of those around us? Thank you for joining us on another insightful episode. Remember to subscribe, leave us a rating and review, and download your favorite episodes. Until next time, let's all strive to be the architects of change, inspired by the grandmothers who've set the foundation for us while creating our own legacies of strength and love.Happy Women's History Month and International Women's Day! What inspiring stories of women have left a meaningful impact on your life? Share with us - we'd love to hear from you!Connect with Gwendolyn Website Facebook LinkedIn Instagram Thanks for joining me on this episode of Leading Behind the Scene! If you enjoyed this episode, please leave a review on Apple or Spotify to help me reach even more entrepreneurs ready to make their moves.

It's a country full of love, music and pride. The Str8Up crew heads to Brazil. Join us as we talk to Marianna and Debbie, two Brazil natives, all about their home country. Our guest talk about the love of their culture and breakdown the misconnects the world has of Brazil and the Brazilian people.

In this episode we talk all about psychological safety – the misconceptions, what it actually means in practice, what we can learn about it through an equity lens, and how we can design organisational structures that support it (like decision-making protocols). We also talk about how August does onboarding and creates an adult learning environment through feedback, peer reviews and the role of a ‘Development Advocate', plus how they relate to the ‘new ways of working' movement right now. Tirzah and Mike are teammates at August Public Inc., an organisation and leadership development and change management firm. Tirzah leads August's Equity & Inclusion practice and Mike is a Founding Partner. Resources: Download the August white paper ‘Looking at Psychological Safety Through an Equity Lens' Learn more about August and their other insights via their website Related Leadermorphosis podcast episodes: Ep. 45 with Prof. Amy Edmondson Ep. 41 with Michael Y. Lee about the interpersonal risks research (safe spaces and interaction scripts) Michael Y. Lee's research paper ‘Fostering Positive Relational Dynamics in Teams: The Power of Spaces and Interaction Scripts' (Academy of Management Journal, 2020) Book: ‘Confronting our Freedom: Leading a Culture of Chosen Accountability and Belonging' by Peter Block and Peter Koestenbaum  

IT'S BLACK HISTORY MONTH AND WE DISCUSS DIVERSITY, EQUITY AND INCLUSION. WHAT IT IS AND WHAT IT IS NOT. WE CRINGE AT A RECENT NAVY FEDERAL COMMERCIAL AND THEIR TONE DEAFNESS. TARAJI P. HENSON CONSIDERS QUITTING ACTING BECAUSE OF UNEQUAL PAY. ISSA RAE ON THE OTHER HAND SAYS LET'S GO INDEPENDENT! AND WE HAD TO DISCUSS THE TAYLOR SWIFT EFFECT ON NFL AND MEG VS NICKI DISS TRACKS. ALL THIS AND MORE ON CULTURE NO CAP! --- Send in a voice message: https://podcasters.spotify.com/pod/show/eric-spencer/message

In today's episode of the Tactical Living Podcast, we dive into the Aviation Equity And Inclusion Statement and discuss is aviation equity and inclusion is a bad idea. The episode centers around recent decisions by the Federal Aviation Administration (FAA) to prioritize diversity, equity, and inclusion (DEI) in hiring practices, raising concerns about the balance between diversity initiatives and maintaining high safety standards. From a police officer's perspective, we explore the parallels between law enforcement and aviation in terms of the necessity for rigorous training and skill. The episode examines recent incidents in aviation, such as near misses and equipment failures, highlighting the potential risks of compromising on competency in favor of DEI goals.   Key points include:   The Importance of Competence: Discussing the need for high standards in professions where lives are at stake. DEI Initiatives and Public Safety: Analyzing the impact of DEI policies on operational efficiency and safety. Balancing Diversity and Skill: Exploring ways to achieve diversity in the workforce without compromising on competence. Lessons for Law Enforcement: Drawing insights from the aviation industry's challenges applicable to policing. As we navigate the complex interplay of diversity initiatives and the unwavering need for competence in public safety roles, this episode provides a crucial perspective on maintaining the highest standards in all critical professions. Tune in to explore how the aviation industry's current challenges offer valuable lessons for law enforcement and other sectors. AviationEquity #InclusionInFlight #DEIvsSafety #FAADiversity #PolicingParallels #TrainingInAviation #OperationalEfficiency #PublicSafetyPriority #CompetenceInCriticalRoles #WorkforceDiversity #AviationSafety #LawEnforcementInsights #SkillBalance #DEIChallenges #AviationStandards #SafetyFirst #DiverseWorkforce #CompetencyOverDiversity #SafetyInAviation #PublicSectorDiversity #DEIinPublicSafety #AviationIndustryChallenges #FAAHiringPractices #FirstResponderPerspectives #SafetyStandardsInAviation ⩥ PLEASE SUBSCRIBE TO OUR YOUTUBE CHANNEL ⩤ https://linktw.in/KDLEUl   CLICK HERE for our favorite Tactical Gear: https://linktw.in/yUhFaw #ad Some product links are affiliate links which means if you buy something by clicking on one of our links, we'll receive a small commission.   CLICK HERE to join our free Police, Fire, Military and Families Facebook Group: https://linktw.in/CmmzHn   Check out our website and learn more about how you can work with LEO Warriors by going to: https://www.leowarriors.com/   Like what you hear? We are honored. Drop a review and subscribe to our show.    The Tactical Living Podcast is owned by LEO Warriors, LLC. None of the content presented may be copied, repurposed or used without the owner's prior consent.   For PR, speaking requests and other networking opportunities, contact LEO Warriors: EMAIL: ashliewalton555@gmail.com. ADDRESS: P.O. Box 400115 Hesperia, Ca. 92340 ASHLIE'S FACEBOOK: https://www.facebook.com/police.fire.lawenforcement   ➤➤➤➤➤➤➤➤➤➤➤➤➤➤➤➤➤➤ This episode is NOT sponsored.   

Dr. Maria Armstrong is the Executive Director of the Association of Latino Administrators and Superintendents (ALAS). Her career in education includes serving as a teacher, school counselor, assistant principal, principal, director of English Language Learners, assistant superintendent of curriculum and instruction, superintendent, and as an educational consultant for the Puerto Rico Department of Education leading the department's Hurricane Maria Recovery efforts. Prior to working in education, Dr. Armstrong worked in the Biotech industry and is committed to ensuring that students are college, career and life ready.Pedro Martinez was named Chicago Public Schools Chief Executive Officer in 2021, the first Latino in the city's history to hold the position outside of an interim capacity. Martinez has more than 30 years of experience in the private, nonprofit, and public education sectors. He has previously served as superintendent of the San Antonio Independent School District, superintendent in residence for the Nevada Department of Education, and superintendent of the Washoe County School District in Reno, Nevada. Martinez was born in Aguascalientes, Mexico, and came to Chicago with his family at the age of five in search of a better life. He credits the education he received in Chicago Public Schools with changing the trajectory of his lifeRecommended Resources:World Education SummitNot every Chicago school offers algebra in middle school. CPS is working to change that. by ChalkbeatVirtual Academy by Chicago Public Schools (CPS)

We explore the inspiring journey of Dr. Renée Branch Canady, CEO of MPHI, discussing her new book 'Room at the Table' and uncovering insights to advance health equity and inclusion, empowering us all to take meaningful action in public health.

Go to www.thejasoncavnessexperience.com for the full episode and other episodes of The Jason Cavness Experience on your favorite platforms. Sponsor  CavnessHR delivers HR companies with 49 or fewer people with our HR platform and by providing you access to your own HRBP. www.CavnessHR.com  Chandler's Bio Chandler Lewis, M.Sc (he/him/neurodivergent), is the Founder and Managing Director of 360 Social Impact Studios and the Director of Equity and Inclusion at the Cross Cultural Health Care Program (CCHCP). With over 13 years of experience in childhood and adult education, start-ups, non-profit management, diversity, equity, and inclusion (DEI), and management consulting. Chandler has a rich history of working with organizations that serve under-represented communities.  His focus is particularly on social impact innovation and mental health. He holds a Bachelor's degree in Political Science from the University of Washington and a Master's of Science in Organizational Leadership, with an emphasis in public safety leadership, from The Johns Hopkins University. Previously, he worked as the Operations Manager for JustLead Washington, fostering a sustainable network of community leaders who collaboratively work toward equity and justice throughout Washington State. Chandler continues his community leadership as the Executive Director of Circle of Friends for Mental Health, a mental health- focused nonprofit based in Seattle, WA, that provides therapeutic creative arts programming to people struggling with homelessness, addicon, or mental health challenges. In recent years, Chandler has been extensively involved with numerous life science and technology startups in the Pacific Northwest, providing a wide range of consulting services focused on organizational and product development. His expertise lies in supporting the creation of organizational strategic plans, product development roadmaps, clinical and regulatory implementation strategies, and global business development plans.  He also has significant experience working with organizations at the intersection of human services and juice, having spent 5 years with King County Dependency CASA as a Court Appointed Special Advocate and Guardian Ad-Litem. Chandler also works extensively with the University of Washington and has served as an Adjunct Instructor for the UW CoMoon/National Science Foundation's Innovation Corps (I-Corps) Program.  He serves as a Faculty Mentor and Advisor for several prestigious programs, including The Tombolo Institute at Bellevue College, Washington State University and SP3NW's Flexible Infrastructure for Resilient Entrepreneurship (FIRE) program, The Washington State Department of Commerce, UW CoMoon Advisory Services, UW CoMoon Labs, UW School of Nursing, and the Masters of Science in Entrepreneurship Program at the Foster School of Business. A certified CCHCP Equity and Inclusion trainer, Chandler leads a 40-hour certification program several times a year. He also holds certifications such as Lifecycles Capacity Consultant, Leading Diversity, Equity and Inclusion, Technology of Participation (ToP): Facilitation Methods & Strategy Planning, Social Impact Strategy: Tools for Entrepreneurs and Innovators, and Human Centered Design Workshop Trainer/Facilitator. Chandler has engaged groups at all levels and has provided leadership on projects with organizations including the UW School of Medicine, Montana Department of Public Health and Human Services, the Substance Abuse and Mental Health Services Administration (SAMSHA), Marshfield Clinic Health System, Providence Health System, the Northern Cheyenne Tribal Health Department, Downtown Emergency Service Center (DESC), Solid Ground, Mary's Place, and the Washington State Nursing Commission.  We talked about the following and other items Trade mission to Australia with Washington State Governor Jay Inslee Rural Opportunities and digital learning DEI Mental Health  360 Social Impact Studios  Starting a VC fund Entrepreneurship Chandler's Social Media  Chandler's Linkedin: https://www.linkedin.com/in/chandlerjlewis/ 360 Social Impact Studios: https://www.360socialventures.com/  

“Depending on the Context” “Diversity, Equity, and Inclusion – It's Baked in the Cake” “Charlamagne tha God Denounces the Biden Administration” “Coming Up…”

Hour 3 Audio from WGIG-AM and FM in Brunswick, GA

Cynthia Teniente-Matson, president of San José State University, joins the podcast to talk about her first year at the California campus in the heart of Silicon Valley, particularly how to create equitable spaces at public institutions. But first, ACE President Ted Mitchell talks about campus protests over the war in Israel and Gaza and how presidents are responding. Tweet suggestions, links, and questions to @ACEducation or podcast@acenet.edu. Here are some of the links and references from this week's show: Fear and Anger Spread on Campuses as Protesters' Rhetoric and Actions Escalate Inside Higher Ed | Oct. 27, 2023 Biden Administration Announces Measures to Combat Antisemitism on U.S. Campuses CBS News | Oct. 30, 2023 Carnegie Classifications to Make Major Changes in How Colleges and Universities Are Grouped and Recognized, Set Clear Threshold for Highest Level of Research ACE | Nov. 1, 2023 Cynthia Teniente-Matson Appointed President of San José State University The California State University| Nov. 16, 2022 Deep Dive in Five With SJSU Cares San José State University | Nov. 8, 2022 Silicon Valley's Vast Wealth Disparity Deepens as Poverty Increased Cal Matters | Feb. 27, 2023 Report: Silicon Valley Latinos face ongoing struggles San José Spotlight | June 13, 2023 ACE Comments on How Campuses Are Using AI And the Role of Government Oversight American Council on Education | Sept. 22, 2023

Can I tell you how excited I am to introduce you to Hilary Saunders? Hilary is the Chief Broker Officer and Co-founder of SIDE, Inc.   She's intelligent, humble, kind, and incredibly articulate. She has a passion for helping people - she's so genuine, and she wholeheartedly believes in the mission of SIDE. She's also a mom, wife, and someone who cares deeply about the future of women in leadership.   In our chat, she shared her thoughts on what makes an effective leader, how to bring more women into leadership positions, and the grassroots efforts SIDE has undertaken to improve fair housing across the US.   Hilary's advice to our community: Understand your unique value proposition. It's foundational to your growth. Put your oxygen mask on first, so you have what you need to show up for others. Ask for help. Asking for help should not be a stigma. It's ok to ask. It's preferred. Hilary is also the co-host of Own it, a podcast by SIDE, Inc. Subscribe to her podcast here.   Follow Hilary on Instagram.   Learn more about SIDE's commitment to fair housing, diversity, equity, and inclusion here.   Unlock Your Best Life and Skyrocket Your Real Estate Business—Grab Our FREE Guide Now!   Listen to the entire episode, and let me know what you think.

This is the last episode in our series celebrating National Voter Registration Month. For the past three weeks we've covered a range of topics, from threats to our elections system to how to remove barriers to voter participation, and shed light on the leaders who are helping to restore our democracy. In this episode, host and NewDEAL CEO Debbie Cox Bultan talks with Jefferson County, CO, Clerk and Recorder Amanda Gonzalez, who, after being elected in 2022, is now the first Latina and first openly bisexual Leader to hold the office in Jefferson County. They talk about Gonzalez's leadership in Jefferson County's recent redistricting process, her experience running for office against an election denier, and her trailblazing role inspiring marginalized groups to run for elected office. Gonzalez and Cox Bultan discuss the need for elected officials who care more about their constituents than their political parties, and Gonzalez shares her reasons for cautious optimism for 2024. Tune into this engaging conversation on local leadership in the democracy space, and be sure to join us next week as we celebrate our 200th episode with a special guest. IN THIS EPISODE (0:01:05) Introducing the Jefferson County Clerk and Recorder, Amanda Gonzalez. (0:02:45) Gonzalez's history in civil engagement, and why this work is important for her.  (0:04:23) What drew her to the democracy space; how she landed in this work.  (0:06:22) Clerk and Recorder Gonzalez details her experience of running for office. (0:09:30) Why we need more elected officials who care more about the people than they do political party.  (0:12:57) The intricacies of redrawing state lines. (0:13:38) Host Debbie Cox Bultan revisits one of this podcast's best moments with Florida House Minority Leader Fentrice Driskell as we gear up for our 200th episode. (0:21:07) Gonzalez's role in engaging more previously underrepresented groups to take up public office. (0:26:26) Why election work happens all year round, every single year. (0:29:47) What Amanda Gonzalez is most cautious and most optimistic about heading into 2024.

Ever been in a room where everyone looked like you, but you still felt out of place? This week, I sat down with racial equity coach Annie Gichuru who candidly shared her experiences as a black migrant woman in Australia and the challenges she encountered navigating the space. She draws from her personal journey to craft transformational sessions teaching racial equity to online entrepreneurs, shedding light on the covert racism that persists even in the most unlikely spaces.We also delved into the thick of DEI (Diversity, Equity, and Inclusion) and the unique hurdles people of color face in the online business world. Annie's insights help debunk common misconceptions about DEI and highlights how even our best intentions can unconsciously bolster harmful systems.Finally, we waded into the delicate territory of language and how it can be weaponized to perpetuate systemic oppression. In our discussion, Annie dissected the contexts and misuses of terms like 'woke', 'racism', 'apartheid', 'white feminism', and 'critical race theory'. In her bid to foster understanding, Annie shared her groundbreaking project, the Racial Awareness Glossary, and her plans for an inclusive language course. Tune in for this enlightening exchange as we confront these critical issues head-on.You can find Annie on…Website https://anniegichuru.com/Instagram https://www.instagram.com/annie.gichuru/Want more from Dr. Raymona?Instagram https://www.instagram.com/drraymonahlawrence/LinkedIn https://www.linkedin.com/in/drraymonahlawrence/Facebook https://www.facebook.com/drraymonahlawrence/Thank you for listening!~Dr. Raymona

Watch the #1 PR Secrets Masterclass to get you featured for free in 30 daysJoin the Small Biz PR Facebook Group to get the best PR TipsDownload the 10 ways to get free PR for your small businessIn this episode I'm joined by Sonia Thompson to discuss the importance of building authentic, diverse communities around your business and how anyone can expand their perspective and understanding of others. Key points:My background and biz origin story How I cultivated my diverse community Rewriting narratives and media representation Improve diversity with being open minded and awareUsing your platform to elevate your community Resources Mentioned:Join Gloria Chou's PR Community: Small Biz Pros: By Gloria ChouIf you want your small business to go from invisible to visible, seen, and valued, register for my FREE PR Secrets Masterclass. Soon enough, your credibility and visibility will skyrocket! Register now at www.gloriachoupr.com/masterclass. Additional Resources:Get the PR Starter Pack10 Story Angles to PitchLet's connect on InstagramI'd love to invite you to my brand new PR Secrets masterclass, where I reveal how anyone can get PR for the business (no experience necessary!). Go to gloriachoupr.com/masterclass to watch for free!

In a world where education is a cornerstone of growth, Dr. Bibi Pirayesh stands as a beacon of transformation. Join us in this enlightening episode as we dive into Dr. Pirayesh's fervent passion for empowering parents, students, and teachers to recognize the immense power they hold. Her dedication to shifting our educational systems towards equity and inclusion has ignited a powerful movement for change. About Bibi Pirayesh Dr. Bibi Pirayesh is an educational therapist and learning rights advocate based in Los Angeles, CA. She has spent the last 15 years working with hundreds of children, parents, teachers, and schools to enhance the lives of children with learning disabilities. She regularly speaks on neurodiversity, educational therapy, and learning disability as a social justice issue on podcasts, and stages, and as a university lecturer. As a first generation immigrant and English language learner, she draws on a unique multicultural perspective, years of specialized education on these topics, and over a decade of community experience and advocacy. Helping parents, students, and teachers recognize the power they hold is shifting our systems toward equity and inclusion is her passion. Outside of work, she is an avid traveler and dog mom to "Booboo," everyone's favorite therapy dog. Learn more from Dr. Bibi at:https://www.oneofonekids.org/community/ About Theresa Inman A wife and a mother to two children and grandmother, Theresa Alexander Inman is a Parenting Coach, Board Certified Behavior Analyst, and Infant Toddler Development Specialist. She was introduced to the field of behavior analysis in 2007 after working in many capacities in the juvenile justice system. Her goal is to improve the lives of children and families by helping them strategize child develop skills to prevent or reduce the effects of possible delays while having fun! Theresa is also an author, having published ⁠⁠⁠⁠⁠⁠⁠⁠⁠“How Can I Help My Child Communicate?”⁠⁠⁠⁠⁠⁠⁠⁠⁠ in 2022. Connect with Theresa today! • Instagram | ⁠⁠⁠⁠⁠⁠⁠⁠⁠Theresa Inman⁠⁠⁠⁠⁠⁠⁠⁠⁠ • LinkedIn | ⁠⁠⁠⁠⁠⁠⁠⁠⁠Theresa Inman⁠⁠⁠⁠⁠⁠⁠⁠⁠ • BabyBoomer.org | ⁠⁠⁠⁠⁠⁠⁠⁠⁠Theresa Inman⁠⁠⁠⁠⁠⁠⁠⁠⁠ • YouTube | ⁠⁠⁠⁠⁠⁠⁠⁠⁠Parenting with Confidence⁠⁠⁠⁠⁠⁠⁠⁠⁠ • Tiktok | ⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://www.tiktok.com/@parentcoachtheresa • Spotify via Anchor.fm | ⁠⁠⁠⁠⁠⁠⁠⁠⁠Parenting with Confidence ⁠⁠⁠⁠⁠⁠⁠⁠⁠ About Parenting with Confidence Parenting with Confidence with Theresa Alexander Inman presents you with answers if you are a tired and frustrated parent with a child diagnosed with a developmental delay. We aim to lift you up from the pressure of doing it right and provide you with the resources to set you and your child up for success! --- Send in a voice message: https://podcasters.spotify.com/pod/show/theresa-alexander-inman/message Support this podcast: https://podcasters.spotify.com/pod/show/theresa-alexander-inman/support

Today we welcome Vanessa Vaughn Mathews, the founder and chief resilience officer of Asfalis, a prominent business resilience advisory firm. Vanessa shares her experience surviving a "perfect storm" and how it propelled her into the field of crisis management. She works with Fortune 500 and mid-size organizations across the country, helping them navigate through crises and develop strategic responses. With her unique perspective and expertise, Vanessa is the perfect guest to shed light on the crucial topic of communicating through crisis. You do not want to miss this episode on how to effectively handle challenging times. Timestamps: (00:00:06) Introduction Vanessa Vaughn Mathews, a crisis management expert. (00:06:06) Vanessa shares her journey into the field of crisis management, which began with her personal experience surviving a tornado.(00:08:05) Business resilience is the ability of an organization to recover quickly from disruptions.(00:14:29) The importance of taking a pause and responding strategically in times of crisis.(00:15:52) The transportation crisis in Charlotte serves as an example of how a crisis can impact businesses and individuals.(00:21:59) The power of sharing and motivating others to make positive changes. (00:26:49) Personality plays a significant role in the effectiveness of crisis management teams.(00:32:11) Great leaders possess the ability to listen and understand the needs of their businesses. (00:36:20) Trust, transparency, and effective communication are key in filling gaps and addressing fears and stress during a crisis.(00:40:30) Vanessa shares her experiences with racism in corporate America and highlights the importance of accountability.(00:46:48) The power of listening is emphasized, and it is noted that true qualifications extend beyond paper certifications.(00:52:41) Our perspectives can evolve when we actively listen and learn something new.Links and ResourcesVanessa Vaughn Mathews, MBA, CBCP | LinkedInHome - Asfalis AdvisorsPodcast: Decoded - Asfalis AdvisorsSponsor LinksHumintell: Body Language - Reading People - HumintellEnter Code INQUASIVE25 for 25% discount on your online training purchase.Emotional Intelligence Magazine: HOME | Emotional Intelligence Magazine + (ei-magazine.com)International Association of Interviewers: Home (certifiedinterviewer.com) Podcast Production Services by EveryWord Media

This week on Season 4, Episode 9 of That's SO EDVOLUTIONARY, we talk about how play-based learning environments by default lend themselves to equity (all students get what they need to be successful) and inclusion.Differentiation is a well-known word in the education space, but it is very difficult to pull off within our standard one-size-fits-all curriculum and pacing...and not to mention... is exhausting for teachers to figure out how to differentiate one learning goal for everyone.But play-based learning provides another way that is way easier for teachers and more empowering and affirming for students.Check out this week's episode to find out more!Books, articles, resources, etc mentioned in this episode:Join our newsletter to never miss an episode! Sign up for a FREE T.E.A.C.H. Hub account where you can access all the resources we share each week! Follow us on Instagram Follow us on Tik Tok Visit our TPT Store Visit our website If you're enjoying the podcast, please rate and leave a review! It helps other people find us. :)

Listening to the Community. Craig Owens, City Manager for the City of Lawrence, Kansas, joined the podcast to talk about budgeting for equity and inclusion. He shared the city's budget process, measuring key performance indicators, and equity and inclusion progress indicators. This episode was recorded at the 2023 Social Equity Leadership Conference in Kansas City, MO. Host: Lauren Palmer

With so many proposed and passed laws on trans and LGBTQ+ people, and the fact that it is Pride Month, I wanted to bring this interview with Femily, Silicon Valley's Gender and Equity Advisor, front and center once more. Our conversation goes both deep and wide. The workplace is not working for women and people with marginalized identities, and we look under the lid of what's going on there. Femily also shares her wisdom on why people shy away from conversation on race, gender, and identity. Femily lets us know that actually, most people with dominant identities WANT to work in places that are more flexible--so what does allyship look like in the corporate work space? Human Rights Campaign: https://www.hrc.org/ Femily's website: https://www.femilyonthego.com/ Femily's IG: https://www.instagram.com/femilyonthego/ Elijah's website: https://www.thefemininerising.world/ Elijah's IG: https://www.instagram.com/elijahshannonselby/ Business as Activism IG: https://www.instagram.com/businessasactivism/

Born and raised in South Korea, Ms. Welch immigrated to the US in 1971 and became a citizen in 1974 in a special circumstance. She was the first Korean American woman to be elected on a municipal water board in the history of the Water District and the San Diego County. She has a real estate broker license from the State of California Bureau of Real Estate since 1994 to present.  She serves as President, House of Pacific Relations International Cottages since January 2023, holding the title of first Korean/ Asian American woman elected as president since 1935. With an impressive professional background and a deep passion for addressing critical issues such as education, healthcare, and affordable housing, her vision for a thriving community is rooted in transparency, accountability, and empowering the younger generation through mentorship and youth programs. In this episode Ms. Welch talks about her personal experiences she had faced during her early days in the US after moving from Korea. We also get deeper insight on her role as president and how her culture and background helps bridge the gaps within the Balboa Park community. 

This week we call out the following:The Supreme CourtThe PGATrump's espionage! Indictment time please!Racist violent neighbors & the Cops that protect themJan6 Domestic terrorist & Second City alumnus Jay JohnstonAnd we celebrate:Chief Justice Roberts "flip flop" on voting rights - YASSSSSSS!!!The departure of Chuck Todd(pronounced Tahh)The firing of Chris "Let's let Trump run the show" Licht at CNNAND ALL OF YOU FOR BEING ON THE SIDE OF JUSTICE, DIVERSITY, EQUITY AND INCLUSION!!!! Please check out HRC.Org on all the ways you can help create safe spaces for LGBTQIA youth & us all! Trans rights are human rights!!! The Final Word on all things Political and Pop Cultural. Comedic duo Frangela makes "Real News. REAL FUNNY!" Your positive "Back Up AND Black Up!" here to inspire you to #RESIST!Do you want to hear more Idiots of the Week?? Become a Frangela patron at Patreon.com and get three exclusive Micro Idiot podcasts each week as our thank you for your support.Frangela swag available at https://www.zazzle.com/store/frangela! Book a personalized video shout-out from Frangela at Cameo.com/frangeladuo.

In part 1 of this week's episode, we talk about the criticism surrounding Chick-Fil-A going "Woke."   Is Chick-Fil-A  heading down the same road as the Boy Scouts on did-standing firm, but slowly caving to liberal pressure?  From their 2019 announcement that they would no longer donate to any "anti-LGBTQ" groups to their DEI-Diversity, Equity and Inclusion" page on their website which includes "gender identity and gender expression" declaring that DEI is "embedded in everything we do."  While Chick-Fil-A has not gone Bud-light, Target, or full-blown rainbow flags, they appear to be sliding ever so slightly in that direction.  And now a growing number of Christians are turning on them.  Are Christians right to be frustrated with them or are they being hyper-critical?In part 2, the guys discuss the "controversy" surrounding Republican governors bussing and flying illegal immigrants to Democrat-run cities.  California Governor Gavin Newsom is apparently considering "kidnapping charges"  against Florida Governor Ron DeSantis for flying illegal aliens to California.  White House Press Secretary Karine Jean-Pierre this week said that doing this is "dangerous", "putting stress on these cities" and " putting people's lives at risk."  Is this dangerous?  Is this the wrong thing to do?

A conversation with Dr. Ella F. Washington, Founder and CEO of Ellavate Solutions, and Professor of Practice at Georgetown University's McDonough School of Business

With extreme weather events proliferating, insurance companies are already on the front lines of climate change. In this episode, Chad Reed speaks with Sarah Chapman, Chief Sustainability Officer for Manulife – one of the world's largest insurance providers and investment managers. Sarah discusses how Manulife incorporates ESG risks and opportunities, including emissions accounting and biodiversity issues, into its operations and investment decisions, the three pillars of Manulife's ambitious impact agenda, and the role of industry associations and policy in supporting financial material ESG initiatives. Links:Manulife's Environmental, Social and Governance Report (2021)Manulife's Impact AgendaTaskforce on Nature-related Financial DisclosuresEpisode recorded: April 12, 2023Email your feedback to Chad, Gil, and Hilary at climatepositive@hasi.com or tweet them to @ClimatePosiPod.

Come along with me for a short rant about why we can't just color our way to a better world. Check out the Fat Freedom Group Read of "White Supremacy Culture" at https://tianadodson.com/ffgr-membership ★ Support this podcast on Patreon ★

This week the National Crawford Roundtable discusses the Silicon Valley Bank and the Signature Bank collapse.  Why did they happen?  How serious is this?  Should the U.S. Government bail them out?  Could this start a domino effect? 

The Toxic Leadership PodcastInstagram: @ToxicLeadershipPodcastTwitter: @ToxicLeaderShow Dr. Kevin Sansberry II is a behavioral scientist and executive coach with expertise in toxic leadership, human capital strategy, and creating inclusive cultures of belonging to enhance organization performance. Over the years, Kevin has focused on providing research-informed solutions in various settings such as higher education, nonprofit, sales, and corporate environments. Follow KEVRA: The Culture Company on Linkedin to keep up with your favorite behavioral scientist, Dr. Sansberry. At KEVRA: The Culture Company, we partner to effectively evolve your organizational culture by focusing on competency development, best practices, and leading research to deliver systemic and innovative solutions for company success. Have a question for Dr. Sansberry? Visit askdrkev.com to send your leadership and organizational-related questions. Love the show? Subscribe, rate, review & share! https://thetoxicleadershippodcast.com/

Education Secretary Miguel Cardona on first-ever Augustus F. Hawkins Centers of Excellence Program grants to recruit more teachers of color, and White House Domestic Policy Council Dep. Director Chiraag Bains on President Biden's new Executive Order, Further Advancing Racial Equity and Support for Underserved Communities Through the Federal Government.Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

In tonight's Saturday Night Special I interview Lola Adyemo.  Lola shares with you how her journey led her to the work she does on inclusion.  Lola also shares how her faith journey led to the message she shares in her book.  I also ask Lola to share with you what EQI mindset is and why it matters.   Show Notes and Resources.

Today is a special day as Imagine a Place is launching its first children's book, "Design Your World."  This heartwarming book shares the mission of IIDA's pipeline program of the same name (Design Your World), which aims to educate and inspire kids to see design as an accessible tool for both their life and career - and to make a positive impact on the world.  A portion of the proceeds from each book directly supports IIDA's Design Your World program. On today's episode, we feature co-author Maria VanDeman, who is known for advocating for diversity and inclusion in the design profession, and the talented illustrator, Kenzie Leon Perry, one of Miami's favorite artists and designers.  Together, we discuss the inspiration, purpose, and goals of this book and the importance of sharing its story. We hope you enjoy today's episode and join us in supporting this important initiative and sharing the book with young readers in your life. Get the book hereLearn more about IIDA's Design Your World programFollow Imagine a Place on LinkedInConnect with Doug Shapiro on LinkedIn

What is your personal take on Equity, Inclusion, and Diversity? In this segment, Sedruola discusses why equity and inclusion should be the primary and then once they are established diversity will come into the mix naturally. WHO IS SEDRUOLA? Sedruola Maruska is a social justice, equity, inclusion and diversity consultant and coach, host of the award-winning podcast Diversity Dish, speaker, and aspiring author. Her passion is helping business leaders cultivate cultures of equity and inclusion, to attract the diverse partnerships they desire and mitigating their risk of seeming out of touch. SEDRUOLA'S CALL TO ACTION Check out my website to learn more about me http://diversitydish.com http://linkedin.com/in/sedruolamaruska GENESIS'S INFO https://genesisamariskemp.net/ CALL TO ACTION Subscribe to GEMS with Genesis Amaris Kemp Channel, Hit the notifications bell so you don't miss any content, and share with family/friends. **REMEMBER - You do not have to let limitations or barriers keep you from achieving your success. Mind over Matter...It's time to shift and unleash your greatest potential. If you would like to be a SPONSOR or have any of your merchandise mentioned, please reach out via email at GEMSwithGenesisAmarisKemp@gmail.com --- Send in a voice message: https://anchor.fm/genesis-amaris-kemp/message Support this podcast: https://anchor.fm/genesis-amaris-kemp/support