Podcasts about ergs

Brian K. Reaves is the EVP and Chief Belonging, Equity, and Impact Officer of UKG, where he leads the company's global belonging, equity, and impact program, expanding existing initiatives while working to strengthen a culture built on trust, fairness, and equality, so every U Krewer can thrive in every stage of their career.  In this episode of the Allyship in Action podcast, we dive deep into the power of employee resource groups (ERGs) and how they're not just a "nice to have," but a "must-have" for any company serious about thriving. Brian's work at UKG shows us the power of inclusion work and ERGs on business impact. Here are the key takeaways from our conversation: The Superpower of Unique Experiences: Brian emphasized that everyone's unique lived experience is a superpower. ERGs are spaces where these superpowers can be shared, celebrated, and leveraged for innovation and growth. It's like having a room full of superheroes with different powers, but they all work together to save the day!   Intergenerational Collaboration is Key: The "RISE" ERG at UKG highlights the importance of intergenerational collaboration. It's about breaking down the silos and creating spaces where different generations can learn from each other. Like Brian said, it's about being the "cool mom" or "cool dad" by understanding and connecting with the younger generation.   ERGs Drive Business Impact: Brian shared compelling data from Great Place to Work and UKG's own research that shows ERGs drive higher engagement, retention, and innovation. They're not just feel-good initiatives; they're smart business strategies.   Allyship Through Understanding: Brian advocates for joining ERGs that are outside one's immediate experience to foster understanding and allyship. It's about stepping outside your comfort zone and learning from others' perspectives. As he put it, "The power will come when you join the one you have least affinity to." ERGs as Proxies for Customer Base: Employee resource groups can act as a direct line to your customer base. They can provide honest feedback and insights into accessibility and market demographics that might otherwise be missed. Actionable Allyship Takeaway: If you're a leader, take the leap and become an executive sponsor for an ERG. And if you're an employee, consider joining an ERG that stretches you beyond your comfort zone. You'll be amazed at what you learn and how much you grow. Insightful Quotes: "That uniqueness is our superpower." "The power will come when you join the one you have least affinity to." "It's about creating spaces where everyone feels seen, heard, and valued – like finding your tribe in the middle of a corporate jungle." "We can't live everyone's life, but we certainly can have empathy and listen to someone else." "These people will tell you the truth. And if you include them in the story, they'll continue to be more engaged." You can find the UKG ERG Playbook that Brian referenced online here, and you can find Julie Kratz at https://www.nextpivotpoint.com/ 

In this episode of CB Up for Discussion, we are joined by Tim Macavoy, Head of Product at Radius Networks. With a dynamic background spanning the arts, technology, and media, Tim brings a wealth of experience to the world of DE&I-particularly in empowering and supporting employee resource groups (ERGs) across global organisations. Passionate about fostering communities where everyone belongs, Tim shares his unique journey from founding LGBTQ+ youth radio and university networks to leading innovative DE&I solutions for top companies. In this episode, we delve into: • The inspiration behind the Radius Networks ERG Impact Report, including how employee resource groups are driving positive workplace change, supporting business strategy, and enhancing careers. • The unique challenges and opportunities for ERGs in the Asia context, from navigating complex cultural and language nuances to shifting from hierarchical to network-based leadership. • Key findings from the Radius report, including how ERGs are thriving, fostering belonging for everyone, and contributing to tangible business outcomes. • The power of partnership, learning, and community in sustaining inclusive ecosystems and driving sustainable change. Join us as we explore Tim's insights on the transformational power of employee networks and get practical advice for organisations looking to amplify inclusion through ERGs-across Asia and beyond. Tune in now!

On today's episode, I engage in a rich  conversation with Mariana Fagnilli , a pioneer in the field of inclusion-driven performance. Mariana talks her journey from being an attorney in Argentina to becoming a leader in diversity and inclusion in corporate America. We discuss the evolution and current challenges of DEI initiatives, the importance of measuring inclusion's impact on organizational performance, and how employee resource groups (ERGs) can be leveraged as innovation accelerators. Mariana also sheds light on her new framework and upcoming book on inclusion, offering valuable insights for leaders looking to navigate the complexities of modern-day organizational dynamics. Episode Minutes: Minute 2: Challenges and Evolution of DEI Minute 4: Inclusion Driven Performance Framework Minute 6: Mariana's Personal Journey Minute 25: Future of ERGs and Inclusion To find out more about my work, please visit Dana Williams Consulting. LinkedIn Instagram Email: hello@danawilliamsco.com The Strengths Journal™ is the only Gallup-certified, purpose-driven daily planner that helps you actively use your strengths to plan your days. Get Your copy here

Today, we're exploring a topic that's front and center for every talent development leader: building a high-performance culture and cultivating genuine community at work.The pressure to create thriving, connected, results-focused organizations has never been higher—and getting it right goes far beyond slogans or perks. Developing the right mindset, practices, and community is a true differentiator, especially for fast-growing companies navigating constant change.Our guest, Stacey Porter, Chief People Officer at Procept Biorobotics, returns with invaluable insights from her decades of experience, including:Her approach to intentionally designing culture—treating it like a product you can shape, market, and continually refine.How high-performance isn't just about hiring smart people, but empowering teams with real decision-making authority and clarity.Why "getting 1% better" is more than a slogan—it's a practical framework for individual and organizational growth.The tactical side of leadership development, spotlighting Procept's internally-built "Spark" program and how it motivates, equips, and connects managers from every function and level.Creative ways to foster career mobility, drive retention, and create a workplace where connection and community fuel lasting engagement.Her shift from using traditional ERGs to intentionally nurturing "tribes," so employees always have a circle rooting for their success.Even in a rapidly scaling tech organization, Stacey demonstrates that the right language, rituals, and targeted development can build an adaptable, strong culture that withstands the pressures of growth. She also candidly shares how performance, belonging, and community aren't just "nice to haves"—they're essential for business results and personal fulfillment.This conversation was recorded for the Talent Development Hot Seat Podcast and contains a wealth of details you can bring straight to your team—including insightful metrics, innovative program design, and actionable tips to strengthen both leadership and community.Stacey is not only an expert in HR and talent development—her commitment to people-centric business and leadership is clear in everything she shares.Tune in for an episode filled with practical wisdom, creative strategies, and inspiration to elevate your culture, your people, and your business.Connect with Andy Storch here:WebsiteLinkedInJoin us in the Talent Development Think Tank Community!Connect with Stacey Porter here:LinkedInMentioned in this episode:Learnit prerollVisit learnit.com/andy to start your free 45-day trial of their Team Pass which includes unlimited classes for up to 20 people. It's a no brainer!

Matty Grace is this weeks guest to talk all about her debut solo album Cheap Shame (out now on Dirt Cult Records) and more!MATTY GRACEhttps://mattygrace.bandcamp.comhttps://www.instagram.com/mattydisgracehttps://linktr.ee/mattydisgracePCHInstagram - www.instagram.com/powerchordhourTwitter - www.twitter.com/powerchordhourFacebook - www.facebook.com/powerchordhourYoutube - www.youtube.com/channel/UC6jTfzjB3-mzmWM-51c8LggSpotify Episode Playlists - https://open.spotify.com/user/kzavhk5ghelpnthfby9o41gnr?si=4WvOdgAmSsKoswf_HTh_MgDonate to help show costs -https://www.paypal.com/paypalme/pchanthonyhttps://cash.app/$anthmerchpowerchordhour@gmail.comCheck out the Power Chord Hour radio show every Friday night at 8 to 11 est/Tuesday Midnight to 3 est on 107.9 WRFA in Jamestown, NY. Stream the station online at wrfalp.com/streaming/ or listen on the WRFA app.Special Thanks to my buddy Jay Vics for the behind the scenes help on this episode!https://www.meettheexpertspodcast.comhttps://www.jvimobile.com

In this engaging episode of The Inclusive AF Podcast, hosts Katee Van Horn and Jackye Clayton delve into the significant impact of recent executive orders on Diversity, Equity, and Inclusion (DEI) across various sectors. Join them as they discuss the complexities and challenges surrounding these changes, including the effects on ERGs, the role of federal contracts, and the broader implications for organizations and employees alike. Tune in to hear their expert insights on how to navigate these turbulent times while maintaining a commitment to DEI values. Don't miss out on this important conversation! #InclusiveAF #DEI #Diversity #Equity #Inclusion #ExecutiveOrders #Leadership #WorkplaceCulture #Podcast #HR Be sure to leave your thoughts in the comments and subscribe for more insightful episodes! If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

In this second part of our

This week's episode is a Patreon Sponsored one. Dave Brown sent us his $10 to talk about Sinkhole's Groping for Trout from 1994.One Band 5 Songs - https://open.spotify.com/show/41Qob6bGxamOq4P8FW2XuZ?si=413cd5953b104dedJoin our new $5 Patreon Producer Tier to get your name said on the show every week. You also get access to a Producer exclusive monthly bonus episode discussing a different EP, written content, outtakes, producer exclusive polls, and moreYou can also join our $1 tier to get access to all of our weekly bonus audio. We also have a $10 tier where you get to choose the album we discuss on an episode - patreon.com/punklottopodMajor Awards EP - majorawards.bandcamp.comMerch Shop  - redbubble.com/people/punk-lotto-pod/shopPodcast platforms and social media links at linktr.ee/punklottopodCall our voicemail line: 202-688-PUNKLeave us a review and rating on Apple Podcasts and Spotify.Song clips featured on this episode:Sinkhole - Leaner DaysSinkhole - Red DogSinkhole - Lightbulb

In today's episode we are joined by Fyiona Yong, a pioneering executive coach in Asia, specialising in diversity, equity, and inclusion. She is also the podcast host of The Thriving Misfits, a two-time TEDx speaker, and the author of the acclaimed book, "How to Thrive as a Misfit." In this episode, we delve into: - Fyiona's perspective on how Employee Resource Groups (ERGs) can effectively foster diversity, equity, and inclusion within organisations. - The unique challenges ERGs face in the Asian context, including cultural sensitivities. - The importance of ERGs moving beyond performative gestures to drive genuine change. - Exploring how ERGs can evolve to address intersectionality and social mobility, shifting the conversation from identity markers to systemic change. - Strategies for engaging leadership in ERGs, emphasising the role of passionate committee members. Join us as we explore Fyiona's insights on leveraging ERGs to drive meaningful change and promote inclusive workplaces. Tune in now!

Most employees need some form of support to thrive at work, whether it's flexible hours to care for a loved one, mental health resources, or a quieter space to focus. But asking for help can feel risky. That silence holds people back and costs companies more than they realize. Charlotte Dales is trying to fix that. As the co-founder and CEO of Inclusively, Charlotte is building a platform that helps employees easily and privately access the support they need to do their best work. From mental health tools for sales teams to caregiving support for frontline workers, Inclusively is proving that when employees thrive, businesses thrive too.In this episode, Dart and Charlotte discuss:- Why everyone needs accommodations at work- The hidden costs of silence and burnout- What sales teams need to thrive- Small adjustments that unlock performance- Why benefits fall short and what people really need- Gen Z's push for personalized work- ERGs as engines of workplace change- Why supporting employees is smart business- And other topics...Charlotte Dales is the co-founder and CEO of Inclusively, a platform helping companies design personalized, inclusive work experiences. Starting with a focus on disability accommodations, Inclusively has expanded to offer “success enablers” for all employees, allowing businesses to match individual needs with existing resources. Before founding Inclusively, Charlotte co-founded CAKE Technologies, a mobile payment solution later acquired by American Express. She started her career in investment banking at Deutsche Bank in London.Resources Mentioned:Inclusively: https://www.inclusively.com/Connect with Charlotte:LinkedIn: https://www.linkedin.com/in/charlotte-dales-57868713/Work with Dart:Dart is the CEO and co-founder of the work design firm 11fold. Build work that makes employees feel alive, connected to their work, and focused on what's most important to the business. Book a call at 11fold.com.

How can we leverage ERGs for personal and collective empowerment?Employee Resource Groups (ERGs) are more than social gatherings – they are incubators for professional growth, leadership, and strategic partnerships. Hady Mendez, an expert in ERG coaching, discusses how ERGs create safe spaces, foster cultural ambassadorship, and influence company strategies. She emphasizes that ERG leaders should leverage their roles for personal and professional growth, and how organizations benefit from recognizing the strategic value of ERGs.On this episode of Just One Q, Dominique chats with guest Hady Mendez, a New York-based Amazon bestselling author, Latina speaker, ERG coach, and founder and CEO of Boldly Speaking, LLC. They explore the role of ERGs in today's workplaces and Hady shares her experience and insights on how both individuals and organizations can maximize the potential of ERGs for a more inclusive and equitable environment.Keep Up with Hady:www.boldlyspeakingllc.comBecome a Learning Snippets Partner: https://dialectic.solutions/learning-snippets/become-a-partner/Try Learning Snippets:https://dialectic.solutions/signupContact Us to Be a Guest on Just One Q:https://dialectic.solutions/podcast-guest

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.

This week Justin was assigned the year 2015, and selected the Worriers debut album, Imaginary Life.Join our new $5 Patreon Producer Tier to get your name said on the show every week. You also get access to a Producer exclusive monthly bonus episode discussing a different EP, written content, outtakes, producer exclusive polls, and moreYou can also join our $1 tier to get access to all of our weekly bonus audio. We also have a $10 tier where you get to choose the album we discuss on an episode - patreon.com/punklottopodMajor Awards EP - majorawards.bandcamp.comMerch Shop  - redbubble.com/people/punk-lotto-pod/shopPodcast platforms and social media links at linktr.ee/punklottopodCall our voicemail line: 202-688-PUNKLeave us a review and rating on Apple Podcasts and Spotify.Song clips featured on this episode:Worriers - PlansWorriers - Good LuckWorriers - They / Them / Theirs

AOA Emerging Leader, Aaron Brandt, MD, sits down with Professor Bethany Adams (Villanova) and Mimi Peterson, MD (MGH), to discuss the power of allyship and privilege in orthopaedic surgery.  This discussion highlights the importance of DEI forums in fostering challenging yet vital conversations, supported by a three-year curriculum addressing allyship, DEI burnout, and the business aspects of DEI. Effective allyship is a continuous journey.Explore strategies to drive DEI initiatives with limited resources, leveraging ERGs, collective allyship, and tools like reminder cards to turn intentions into actions. Learn how leaders can create environments where allyship thrives through shared learning and support.

In this episode of The Retail Pilot, Ken Pilot welcomes back Stephen Yalof, President and CEO of Tanger, Inc. With over 25 years of experience in the commercial real estate industry, Stephen shares insights into Tanger's growth strategies, the evolution of retail spaces, and how the company is adapting to changing consumer behaviors. From expanding into full-price lifestyle centers to enhancing customer experiences through digital innovation and loyalty programs, Stephen provides a comprehensive look at Tanger's journey and future direction. Key Topics Discussed 1. Tanger's Recent Successes Performance Highlights: Tanger achieved a 4.3% increase in net operating income (NOI) and a 97.4% occupancy rate. The company executed 543 leases covering 2.6 million square feet over the past year. Expansion Efforts: Recent acquisitions include The Promenade at Chenal in Little Rock, Arkansas, which features the only Apple Store in the state. 2. Growth Strategy Diversification: While maintaining its core outlet business, Tanger is expanding into full-price open-air lifestyle centers that include specialty stores, grocery anchors, and other amenities. Acquisition Focus: Stephen emphasized the importance of acquiring high-quality properties in strategic markets to leverage existing regional management teams. 3. Enhancing Customer Experience Tanger Club Loyalty Program: A tiered membership program offering discounts and perks for shoppers. Members can choose between free or paid memberships ($20 annually) for additional benefits. Digital Integration: Introduction of QR codes for real-time offers and digital savings passports, replacing outdated coupon books. Amenities and Entertainment: Investments in food offerings, gathering spaces, and entertainment options like pickleball courts to create a more engaging shopping experience. 4. Industry Trends Blending Physical and Digital Retail: Tanger is exploring e-commerce integration as part of its long-term strategy while using digital tools to enhance in-store experiences. Health & Beauty Brands: Increased presence of brands like Sephora and Ulta in outlet environments, offering regular-priced products alongside experiential services. 5. Leadership and Team Building Talent Development: Stephen emphasizes hiring complementary skill sets to address organizational blind spots and promoting from within to keep employees motivated. Communication Practices: Regular town halls, employee resource groups (ERGs), and an intranet ensure transparency and engagement across the organization. 6. Reflections on Leadership Lessons Learned: Stephen highlights the importance of "failing fast" to pivot quickly when strategies don't work. He also stresses the value of building a strong team aligned with company goals. Notable Quotes "Fail fast—if something doesn't work, pivot quickly and move on." – Stephen Yalof "We're lifestyle-izing our portfolio by adding food, beverage, amenities, and entertainment to enhance the customer experience." – Stephen Yalof "Our loyalty program is about understanding our customers better and providing them with personalized value." – Stephen YalofHosted by Ausha. See ausha.co/privacy-policy for more information.

Campaign U.S. is back with Convene Marketing Evolved. February 27th in New York City. This is the event for forward thinking professionals looking to tackle the most pressing topic shaping the future of marketing. From the impact of generative AI to navigating the new era of fandoms and passion points. Convene is where industry leaders meet to connect, learn, and shape the future. Brand marketers attend free! Secure your spot now at campaignusconvene.com. As the major holding company's global chief equity & impact officer, Emily Graham is not just sparking conversations—she's helping drive real transformation.  In this episode, Emily Graham takes us through her career journey in ad agency world leading groundbreaking DEI initiatives. The discussion explores how the industry is evolving, the tough client conversations that are shaping progress and the powerful role employee resource groups play in building inclusive spaces. She also shines a light on industry emerging talent in the Diversity Action Alliance, a non-profit coalition dedicated to enhancing racial and ethnic diversity in the comms world. And even with all the momentum, Emily reminds us of the importance of protecting your peace while staying committed to the work.Conversation Highlights:The current state of DEI is complex and fraught with challenges, especially in the ad industry. Graham reports companies are taking one of three paths: doubling down on inclusivity efforts, reform, or retract.Transparent client conversations are crucial for effective DEI strategies. Graham advises brands that are reforming DEI initiatives establish a clear vision and commitment.Employee well-being is paramount in navigating industry challenges, especially in today's news cycle that includes environmental catastrophes, a divisive political climate and anti-DEI rhetoric. ERGs play a vital role in fostering an inclusive and supportive culture.Protecting one's peace is important in a demanding role like leading efforts in the DEI space. Graham credits leaning on colleagues and allies for support while remaining committed to the work. campaignlive.com What we know about advertising, you should know about advertising. Start your 1-month FREE trial to Campaign US.

Brian sits down with Sarah Schladand and Talayah Childress to talk about young professionals in the workplace, including the gifts and fresh perspectives they offer and the challenges they have making their voices heard.  Sarah and Talayah are both leaders in the University of Louisville's Young and Emerging Professionals (YEP) Employee Resource Group (ERG), which supports the personal and professional development of young and/or emerging professionals who are new to UofL or new to a particular career path.  YEP aims to cultivate an equitable community where all young and emerging professionals are welcomed and empowered to develop their professional careers and networks.  Discover ways to get involved with YEP here. Contact them at uoflyep@louisville.edu. Make sure to check out the other ERGs on our Employee Success Center site!

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…  

Episode Summary:In this episode of The Retail Pilot, Ken Pilot welcomes back Stephen Yalof, President and CEO of Tanger. With over 25 years of experience in the commercial real estate industry, Stephen shares insights into Tanger's growth strategies, the evolution of retail spaces, and how the company is adapting to changing consumer behaviors. From expanding into full-price lifestyle centers to enhancing customer experiences through digital innovation and loyalty programs, Stephen provides a comprehensive look at Tanger's journey and future direction.Key Topics Discussed1. Tanger's Recent SuccessesPerformance Highlights: Tanger achieved a 4.3% increase in net operating income (NOI) and a 97.4% occupancy rate. The company executed 543 leases covering 2.6 million square feet over the past year.Expansion Efforts: Recent acquisitions include The Promenade at Chenal in Little Rock, Arkansas, which features the only Apple Store in the state.2. Growth StrategyDiversification: While maintaining its core outlet business, Tanger is expanding into full-price open-air lifestyle centers that include specialty stores, grocery anchors, and other amenities.Acquisition Focus: Stephen emphasized the importance of acquiring high-quality properties in strategic markets to leverage existing regional management teams.3. Enhancing Customer ExperienceTanger Club Loyalty Program: A tiered membership program offering discounts and perks for shoppers. Members can choose between free or paid memberships ($20 annually) for additional benefits.Digital Integration: Introduction of QR codes for real-time offers and digital savings passports, replacing outdated coupon books.Amenities and Entertainment: Investments in food offerings, gathering spaces, and entertainment options like pickleball courts to create a more engaging shopping experience.4. Industry TrendsBlending Physical and Digital Retail: Tanger is exploring e-commerce integration as part of its long-term strategy while using digital tools to enhance in-store experiences.Health & Beauty Brands: Increased presence of brands like Sephora and Ulta in outlet environments, offering regular-priced products alongside experiential services.5. Leadership and Team BuildingTalent Development: Stephen emphasizes hiring complementary skill sets to address organizational blind spots and promoting from within to keep employees motivated.Communication Practices: Regular town halls, employee resource groups (ERGs), and an intranet ensure transparency and engagement across the organization.6. Reflections on LeadershipLessons Learned: Stephen highlights the importance of "failing fast" to pivot quickly when strategies don't work. He also stresses the value of building a strong team aligned with company goals.Notable Quotes"Fail fast—if something doesn't work, pivot quickly and move on." – Stephen Yalof"We're lifestyle-izing our portfolio by adding food, beverage, amenities, and entertainment to enhance the customer experience." – Stephen Yalof"Our loyalty program is about understanding our customers better and providing them with personalized value." – Stephen YalofConnect with UsStay updated on Tanger's latest developments:Website: TangerFollow The Retail Pilot for more insightful conversations with industry leaders!

According to the analysis of the Economic Policy Institute Current Population Survey (CPS) data from the Bureau of Labor Statistics, the immigrant shares of the labor force reached a record high of 18.6% in 2023. Anti-immigration advocates have been vocal, using this statistic to support misguided arguments suggesting that "immigrants are taking all our jobs."   The reality, however, is that the economy is not static; it is growing and adding jobs for both immigrants and U.S.-born workers.   This is positive news for Lola M. Adeyemo, a scientist by training who has transitioned into a certified diversity, equity, and inclusion (DEI) practitioner. She is the founder and CEO of EQImindset, an organization dedicated to fostering inclusive corporate workplaces through initiatives such as employee resource groups (ERGs). As an immigrant, Lola established the Non-Profit Immigrants in Corporate Inc. to meet the need for community and support among immigrant professionals. Its a membership platform that empowers immigrant professionals to succeed in corporate America. With nearly two decades of experience at Fortune 250 Global STEM companies, Lola collaborates with organizations to enhance their inclusion programs and ERGs through her consulting firm, EQImindset.   A TEDx speaker and San Diego Equal Opportunity Commissioner, Lola's contributions have earned her numerous accolades, including selections for 40 under 40 recognitions and the 2024 Women in Business Awards. She hosts the 'Thriving in Intersectionality Podcast' and is the author of the award-winning book "Thriving in Intersectionality: Immigrants, Belonging, and Corporate America."   Outside of her professional pursuits, Lola is a wife and mother of three. She appreciates that the most rewarding aspect of her hectic life as a corporate entrepreneur is the ability to pursue her passion and purpose while having enough flexibility to enjoy quality family time.   For more information, visit: https://www.lolaspeaker.com/  LinkedIn: @LolaAdeyemo  Discover More: https://www.immigrantsincorporate.org/ 

The business case for diversity, equity and inclusion (DEI) work is well known, and increasing over time. Despite what you might hear in the news cycle, 95% of employees say they weigh a prospective employer's DEI efforts when choosing between job offers with similar salary and benefits, and 78% would not consider working for a company that fails to commit significant resources to prioritizing DEI initiatives; this is according to Benevity's State of Workplace DEI report. I unpack these strategies in this episode: Leverage your existing employee resource groups (ERGs). Proactively set the tone for leaders to have candid conversations about inclusion. Clearly reinforce the meaning of and expectations for DEI at the organization. Reinforce existing DEI training and resources. Full article here: https://www.forbes.com/sites/juliekratz/2024/10/27/how-to-balance-dei-backlash-with-employee-support-for-dei/

What drives a leader to champion disability inclusion and transform corporate culture? Meet Mike Liebman, Bloomberg's ERG lead for the United States, as he shares his compelling journey through personal health challenges and his relentless efforts to broaden Bloomberg's disability ERG, BeAble. From dissociative disorders to PTSD and a degenerative spinal condition, Mike's experiences have fueled a passion to expand ERG discussions to encompass mental health, neurodiversity, and chronic medical conditions. Tune in to hear how Mike navigates the intricate landscape of representing diverse communities within ERGs, ensuring balanced attention to various disabilities, and fostering inclusive dialogue that keeps members actively engaged.Discover the strides Bloomberg is making under Mike's leadership towards a more inclusive tech environment. We spotlight Bloomberg's pioneering initiatives like the disability in tech conference, created in collaboration with Lime Connect, which highlights the critical contributions of individuals with disabilities, especially in AI advancements. Additionally, get a glimpse into the empowering Grace Topper event, which serves as a vibrant recruitment platform connecting talented women with corporations keen on diversifying their workforce. With these forward-thinking initiatives, we share our excitement for the potential lasting impact on diversity and inclusion in tech and beyond.Support the showFollow axschat on social mediaTwitter:https://twitter.com/axschathttps://twitter.com/AkwyZhttps://twitter.com/neilmillikenhttps://twitter.com/debraruhLinkedInhttps://www.linkedin.com/in/antoniovieirasantos/ https://www.linkedin.com/company/axschat/Vimeohttps://vimeo.com/akwyz

In this episode of Celebrations Chatter, Jim McCann sits down with Debbie Howard, a caregiver advocate and author of “The Caregiving Journey;” and Rhonda Klug, Head of Experiential Marketing and caregiver advocate at Harry & David.  Together they explore the often-overlooked world of caregiving.  The conversation features practical advice for current and future caregivers, including the value of therapy and ways to create meaningful moments with loved ones. They also discuss how companies can better support their caregiving employees through employee resource groups (ERGs) and other initiatives. This thoughtful discussion offers valuable perspectives on navigating the challenges and opportunities of caregiving while finding moments of joy along the way.   New podcast episodes released weekly on Thursday. Follow along with the links below: Sign up for the Celebrations Chatter Newsletter: https://celebrationschatter.beehiiv.com/    Subscribe to Celebrations Chatter on YouTube: https://www.youtube.com/@celebrationschatter  Follow @CelebrationsChatter on Instagram: https://www.instagram.com/celebrationschatter/    Follow @CelebrationsChatter on Threads: https://www.threads.net/@celebrationschatter  Listen to more episodes of Celebrations Chatter on Apple Podcasts:  https://podcasts.apple.com/us/podcast/celebrations-chatter-with-jim-mccann/id1616689192    Listen to more episodes of Celebrations Chatter on Spotify: https://open.spotify.com/episode/5Yxfvb4qHGCwR5IgAmgCQX?si=ipuQC3-ATbKyqIk6RtPb-A    Listen to more episodes of Celebrations Chatter on Google Podcasts: https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5saWJzeW4uY29tLzQwMzU0MS9yc3M?sa=X&ved=0CAMQ4aUDahcKEwio9KT_xJuBAxUAAAAAHQAAAAAQNg  Visit 1-800-Flowers.com: https://www.1800flowers.com/    Visit the 1-800-Flowers.com YouTube Channel: https://www.youtube.com/@1800flowers  Follow Jim McCann on LinkedIn: https://www.linkedin.com/in/jim1800flowers/  Follow Jim McCann on X / Twitter: https://twitter.com/jim1800flowers (@Jim1800Flowers)

In this episode, we're joined by Mariya Findzhikova, the Global Lead of Diversity, Equity, and Inclusion at TomTom, to explore the power of grassroots growth in creating more inclusive workplace cultures. Mariya shares how TomTom is embedding DEI principles into its business strategy, building employee resource groups, and fostering psychological safety for employees. From leveraging leadership buy-in to amplifying voices through storytelling, Mariya breaks down practical steps for cultivating inclusion at every level of an organisation.We talk about creating safe spaces, empowering employee advocates, and using the “crawl, walk, run, fly” methodology to achieve long-term success. If you've ever wondered how to turn diversity into a true business advantage, Mariya's thoughtful and honest perspective will leave you inspired.Here are the highlights:(3:50) Understanding DEI at TomTom (5:12) Formation and Role of ERGs at TomTom (7:22) Challenges and Basics of ERGs (11:04) Engaging and Supporting ERG Members(16:02) Training and Support for ERG Members (20:48) The Principle of Multiplying (24:55) Ensuring Psychological Safety (26:18) Conclusion and Tips for DEI Professionals Connect with Mariya: https://www.linkedin.com/in/mariya-findzhikova/https://tomtom.com/careers/Take the Aurora 360 Quiz: How Effective Is Your Company's Wellbeing Strategy? Click HereConnect with us here:Website: aurorawellnessgroup.co.ukLinkedIn: NgoziLinkedIn: ObehiAurora Company Profile 2024Book a Call here

Alveda Williams, chief inclusion officer at Dow, talks about how Employee Resource Groups (ERGs) are making a big difference at Dow. With 600 chapters around the world, these groups have helped shape company policies and create new products. In the past seven years, participation in ERGs has jumped from 15% to 60%. These groups are now a key part of the company's success. She also explains why leadership includes influencers and non-managers, and shared some wisdom we can all benefit from — bloom where you're planted. Don't miss the company culture event of the year! Enter the code "Better" and get $200 off the Great Place To Work For All Summit: For All Summit 2025 | Great Place To Work® Subscribe to the Great Place To Work company culture newsletter. Want to join our Great Place To Work community? Learn more about Certification. For a transcript of this episode, visit Dow's Alveda Williams on How Employee Resource Groups Drive Business Success | Great Place To Work®

Employee resource groups (ERGs) are vital in providing support to veterans, helping them feel less isolated and more integrated into their new work environments.We sit down with Ronnie Bailey, the Human Resources Manager at Bullen Ultrasonics, to talk about a critical topic during this National Veterans and Military Families Month: the value of veterans in the civilian workforce.We explore the challenges veterans face when transitioning from military to civilian life. This includes the stress of job loss and the mental health issues stemming from a perceived loss of importance. Ronnie shares his journey from military leadership to HR, highlighting the significance of explaining the "why" to motivate younger workers and how this applies across both military and civilian contexts.We discuss the importance of veteran services, hiring programs, and the resources available but often unknown to veterans. Ronnie's experience at Bullen, recognized for its outstanding veteran hiring program, offers a unique perspective on helping veterans translate their military skills into civilian job success. We also touch on the importance of creating an inclusive workplace culture that values diversity and the unique strengths veterans bring to the table.Learn more about how employers can better support their veteran employees and the mutual benefits this brings to both veterans and their organizations. Top TakeawaysVeterans often face significant stress and mental health issues when transitioning from military to civilian life, particularly when job loss forces them to move back with their parents.Although veteran services and resources are available, many veterans are unaware of how to access them, highlighting the need for better information dissemination.Employee resource groups (ERGs) are vital in providing support to veterans, helping them feel less isolated and more integrated into their new work environments.There is often a disconnect between the languages and job tasks understood by veterans and civilian hiring managers, which can complicate job placement and retention.Motivating younger employees, both in the military and civilian workforce, requires leaders to communicate the purpose and value behind tasks and roles.Initiatives such as Bullen's military hiring program, which has received recognition from the US Department of Labor with the Hire Vets Medallion, are crucial for successfully incorporating veterans into civilian jobs.Veterans might struggle with interviews due to the shift from a team-focused military environment to an individual-focused civilian job market, necessitating specific support and preparation.Veterans often possess valuable leadership skills and a continuous improvement mindset learned in the military, which is beneficial in civilian roles, particularly in HR and supervision.Including veterans at all levels within a company enriches the workplace with diverse experiences and perspectives, fostering a more inclusive and supportive environment.While veterans should be provided with the necessary support, treating them equally without undue special treatment is as important as ensuring they feel like a part of the team and the larger valued workforce.Key Moments06:23 Former packaging worker explores changing manufacturing processes.09:42 Career advancement opportunities are less as you climb.13:32 Good NCOs support and inspire soldiers personally.17:37 Help new hires understand and sell...

Today, we're doing a deep dive into a DEI initiative that has rapidly grown in popularity over the last few years – and that's employee resource groups, otherwise known as ERGs. They'll be talking about how ERGs work and the importance of purpose; the challenges and opportunities; and the different responsibilities of leadership and teams in establishing, executing, and supporting ERGs.      IN THIS EPISODE:   [01.43] Introductions to our Blended panellists.   ·       Lola – Founder of EQImindset and Immigrants in Corporate (IIC) ·       Sherica – CEO at Polished Consulting ·       Bart – Strategic Advisor for Supply Chain ·       Jennifer – International Speaker, Journalist and Author   [10.12] The group explore the basics of ERGs: what they are, how they work, their purpose, and the benefits and opportunities to be found.    ·       Psychological safety ·       Authenticity ·       Evolution of ERGs ·       Community ·       Connection ·       Acceptance ·       Shared values ·       Judgment-free zones ·       Intent vs reality ·       Affinity ·       Goals and purpose o   Employee insight o   Employee experience o   Hiring o   Retention o   Sustainability   ·       Intersectionality ·       Is there such thing as too many ERGs? ·       Benefits and opportunities ·       Post-pandemic mindset changes ·       Engagement/disengagement with work ·       The great resignation ·       Alignment ·       Burnout ·       Fostering meaning outside of work ·       Shared culture and passions   “It's a group of people with a shared interest; like minded people who can come and have a sense of community, be seen and heard, and be their authentic selves.” Sherica “The two words for me are: ‘organized' and ‘goal'… Whatever organizations decide to call them, ERGs are organized groups with a goal, a purpose. And that might evolve over time.” Lola “You almost have to have ERGs now in order to do business… And you're not going to be able to attract the best talent without it.” Bart “ERGs give people an idea of values and fit inside of an organization. And if you look at the root causes of burnout, values mismatch is one of them – that people don't feel connected, and have a lack of meaning in their work.” Jennifer   [25.22] The panel discuss the roles and responsibilities of leaders and teams in establishing, running, and supporting ERGs, and where the balance lies.   ·       Creating the right culture ·       Embedding into mission, vision and values ·       Sponsors/champions: o   Executive level visibility and influence o   Securing budget o   Holding organization to account o   Support o   Permission ·       Employees – execution  ·       Role of HR ·       Incorporating ERGs into personal/career development ·       Access for different types of workers ·       Enablement ·       Active listening ·       Sacrifice ·       Personal time versus work time ·       Honesty ·       Empathy “Organizations have to create a culture where these types of groups can thrive and survive, and they do that by embedding it into their mission and vision, and making sure they have the right sponsor.” Sherica “You can have access, but you also need to have enablement with that access. One of the things that goes wrong with ERGs is that they build them… But don't necessarily enable people to leverage it, because you're not giving them the time. Wellbeing becomes workload.” Jennifer     [45.45] The group reflect on the biggest ERG obstacles and challenges, sharing their experiences of what a bad ERG looks like and some of the reasons ERGs go wrong. ·       Regional focus ·       How many/which groups? ·       Challenges vary by company size ·       Growing interest from smaller size companies in ERGs ·       Smaller businesses intimidated and limited by enterprise organizations ·       Exclusion/gate-keeping ·       Forced participation ·       Allyship ·       How to bring allies into a group for marginalized/under-represented people ·       Creation of brave spaces, as well as safe spaces ·       Education, training and development   ·       Using external co-ordinators ·       Conflict resolution ·       Emotional intelligence ·       Establish the rules of engagement ·       Bridging generational divides ·       Leadership ·       Mentorship “I've had conversations with leaders and employees, and the gap was unbelievable. The distance between the experience for employees, and what leaders thought they were doing and offering, was so wide… The big word that kept coming out was tone deaf.” Jennifer “You can have a big impact, especially if leadership is behind it… but if you don't have that, ERGs can very quickly become a token.” Bart   [01.24.24] The panel sum-up their thoughts from today's discussion.  “ERGs are not a checkbox for diversity. They are the backstage pass for fostering a vibrant, inclusive workplace where every voice is not only heard but celebrated.” Sherica   RESOURCES AND LINKS MENTIONED: You can connect with Lola, Sherica, Bart and Jennifer over on LinkedIn.    

In this episode, we sit down with leadership expert Michael Brick to explore the transformative power of learning within companies and educational settings.Micheal sheds light on the distinction between formal and informal learning, the critical role of Employee Resource Groups (ERGs) in fostering authentic leadership, and his experiences teaching leadership studies at the University of Maryland.We'll delve into the profound impact of ERGs on workplace culture, the benefits of cohort-based learning, and the necessity of executive sponsorship in driving effective learning initiatives. Michael also shares valuable insights on the importance of self-awareness, the challenges of discussing identity, and the role of failure in leadership development.Join us for a deep dive into building adaptable, resilient leaders and creating supportive, inclusive environments at work and beyond.Michael Brick LinkedInAndrew Barry LinkedIn

Send us a textSummary:Alyssa Dver is the CEO and Founder of American Confidence Institute, the Founder of ERG Leadership Alliance, a 2-time TEDx speaker, an 8-time author, and the host of the Real Confidence podcast. She is passionate about brain science, and with it she has helped executives, coaches, ERGs, and leaders understand the power of belonging and the confidence that it brings. In this episode, Alyssa talks about ERGs: how they came to be; what their future might be; and some guidance on getting one (or many) started within your organization. Chapters:[0:00 - 4:24] IntroductionWelcome, Alyssa!Today's Topic: Why Organizations Need ERGs if They Want to Collect Relevant Data[4:25 - 17:42] What's the backstory of ERGs?Why ERGs flew under the radar for so longThe real ROI of ERGs[17:43 - 25:55] What is the future of ERGs?Up-and-coming trends involving ERGsThe pros and cons of cross-organizational ERGs[25:56 - 35:56] Where can you find the resources to build ERGs at your company?Why top-level leadership buy-in is paramountThe data you can (and cannot) collect from ERGs and how to do it properly[35:57 - 37:31] ClosingThanks for listening!Quotes:“People who are in employee groups—good employee groups . . . have higher engagement; are more productive; are more satisfied.”“If you don't have thorough buy-in from the top level, don't bother [building an ERG].”Resources:ERG Leadership AllianceAmerican Confidence InstituteAlyssa's BooksAlyssa's podcast Real ConfidenceContact:Alyssa's LinkedInDavid's LinkedInDwight's LinkedInPodcast Manger: Karissa HarrisEmail us!Production by Affogato Media

Hispanic. Women. Gay. Transgender. Neurodiverse. Black. All of these identities make up the rich mosaic of our workplaces. We know the data shows that diverse experiences drive better business decisions to identify unseen risks or opportunities, but have you considered this next group we talk about today - First Generation Professionals? This is a group that studies show exhibits a strong percentage of loyalty, motivation, and desire to pursue management positions. They should definitely be considered when looking at your talent pipeline.My guest today is Michelle Hoover. We talk about who FGPs are and why investing in them is a win for your company. Michelle shares a little about what makes them tick (especially given her own identity as an FGP) and why understanding this will help you practice empathy if you misunderstand certain behaviors. We discuss the difference between experience and identity, what holds FGPs back, how to practice conscious curiosity, and, specifically, what you can do to harness their potential to help your organization succeed. You will leave appreciating the power of acknowledging diverse groups in your organization through mentoring and ERGs, instead of seeing such diversity as a burden. To access the episode transcript, please click on the episode title at www.TheEmpathyEdge.com Key Takeaways:Confronting your fears is a great way to grow, evolve, transform, and gain confidence.Especially with first-generation professionals, their background, family, and upbringing influence them in the business world. That's something important we need to recognize in terms of being empathetic in the workplace.81% of first-generation college students cite financial stability as their reason for pursuing a college degree. They are motivated to achieve some level of financial success and stability.Many FGPs don't know how to play the corporate games for promotion, they were never taught. Without empathy to see their side, leaders may see it as a lack of drive, proactivity, and initiative when that is far from the truth. "This is your leadership pipeline, and this helps with more early career retention strategies." — Michelle HooverFrom Our Partner:Download the 2024 Ninth Annual State of Workplace Empathy study from Businessolver: www.businessolver.com/edge Discover more valuable content from Businessolver on The Benefits Pulse vodcast: www.businessolver.com/benefits-pulse About Michelle Hoover, Principal, Baem LeadershipMichelle Hoover is a leadership development strategist, advisor, and executive coach. A trusted thought partner to CEOs and business leaders, she has designed, delivered, and facilitated talent-development programs for more than 15,000 learners across five continents in her 19 years in leadership development. Michelle is the founder of Baem Leadership, a strategic consultancy that advises global corporations, mid-stage startups, and purpose-driven organizations on empowering and emboldening their leaders — especially First-Generation Professionals — to lead themselves and their teams more effectively.Connect with Michelle Hoover: Baem Leadership: https://www.baemleadership.com/ LinkedIn: https://www.linkedin.com/in/myhoover/ Instagram: https://www.instagram.com/baemleadership/ Newsletter: https://baemleadership.substack.com/ Connect with Maria: Get the podcast and book: TheEmpathyEdge.comLearn more about Maria and her work: Red-Slice.comHire Maria to speak at your next event: Red-Slice.com/Speaker-Maria-RossTake my LinkedIn Learning Course! Leading with EmpathyLinkedIn: Maria RossInstagram: @redslicemariaX: @redsliceFacebook: Red SliceThreads: @redslicemariaAchieve radical success putting empathy into action with Businessolver. Techlology with heart, powered by people. https://www.businessolver.com/edge

Matty Grace makes her third PCH appearance to talk writing, recording and touring with Crisis Party, her solo work and more!MATTY GRACEhttps://mattygrace.bandcamp.comhttps://www.instagram.com/mattydisgracehttps://linktr.ee/mattydisgracePCHInstagram - www.instagram.com/powerchordhourTwitter - www.twitter.com/powerchordhourFacebook - www.facebook.com/powerchordhourYoutube - www.youtube.com/channel/UC6jTfzjB3-mzmWM-51c8LggSpotify Episode Playlists - https://open.spotify.com/user/kzavhk5ghelpnthfby9o41gnr?si=4WvOdgAmSsKoswf_HTh_MgDonate to help show costs -https://www.paypal.com/paypalme/pchanthonyhttps://cash.app/$anthmerchpowerchordhour@gmail.comCheck out the Power Chord Hour radio show every Friday night at 8 to 11 est/Tuesday Midnight to 3 est on 107.9 WRFA in Jamestown, NY. Stream the station online at wrfalp.com/streaming/ or listen on the WRFA app.Special Thanks to my buddy Jay Vics for the behind the scenes help on this episode!https://www.meettheexpertspodcast.comhttps://www.jvimobile.com

How can Christians build support networks in an arena where employees of faith feel increasingly unwelcome to be religious in the workplace? Mark Whitacre, executive director of Coca-Cola's t-factor initiative, joins Jerry to discuss forming Christian employee resource groups, responding to common objections, and what the future looks like for religious employees.See omnystudio.com/listener for privacy information.

No more headaches with managing your leave process. Head over to Cocoon.com/hr to learn more and get up to a fifty percent implementation fee discount. In this episode, JoDee and Susan discuss employee resource groups (ERGs) with Andrew Holbrook, Chief Accessibility Officer at Wells Fargo. Topics include: Different names for employee resource groups The most common ERGs The responsibilities of Andrew's role as Chief Accessibility Officer The value of ERGs Where to start if you want to create ERGs in your organization How the business should engage with ERGs Concerns and problems that can surface with ERGs External resources for mapping out your ERG strategy ERG success stories In this episode's listener question, we're asked whether it's appropriate for an HR professional to have unprofessional social media in their personal lives. In the news, there's a rising trend in promotions without pay raises, or "dry promotions." Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-202-creating-and-administering-employee-resource-groups/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-202-creating-and-administering-employee-resource-groups/ To get 0.50 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ Become a member to get early access to episodes, video versions, and more perks! Learn more at patreon.com/joypowered Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

How can you protect yourself from manipulation at work while maintaining your good-natured personality? You don't have to change who you are to safeguard against manipulative colleagues or bosses. In this episode, you'll discover the subtle and often overlooked signs of manipulation and learn seven smart, proven strategies to disarm and deflect these tactics while retaining your authenticity and kindness. Using real-life analogies and step-by-step advice, she equips you with the tools needed to navigate tricky professional landscapes with confidence and assertiveness.   Tune in to this episode to discover: ✔️ The subtle signs that you're being manipulated. ✔️ Seven proven strategies to safeguard yourself from manipulation. ✔️ How to set boundaries and maintain self-respect. ✔️ The importance of using assertive communication techniques.   00:00 Introduction to Manipulation Awareness 01:51 Recognizing Manipulation Tactics 04:22 The Trojan Horse: A Lesson in Deception 06:54 Identifying Manipulation Signs 09:59 Seven Strategies to Handle Manipulation 19:58 The Power of Assertiveness 21:10 Conclusion and Final Thoughts 23:30 Additional Resources and Farewell   ✅ Listen on the Speak Your Mind Unapologetically podcast on Apple Itunes: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915      ✅ Listen on Spotify: https://open.spotify.com/show/6L1myPkiJXYf5SGrublYz2   ✅ Order our book, ‘Unapologetic Voice: 101 Real-World Strategies for Brave Self Advocacy & Bold Leadership' where each strategy is also a real story: https://www.amazon.com/Unapologetic-Voice-Real-World-Strategies-Leadership-ebook/dp/B0CW2X4WWL/   ✅ Follow the show host, Ivna Curi, on LinkedIn: https://www.linkedin.com/in/ivna-curi-mba-67083b2/     ✅ Request A Customized Workshop For Your Team And Company:  http://assertiveway.com/workshops   ✅ Other Episodes You'll Like How to Deal with Difficult Coworkers Without Compromising Your Integrity (Examples) Avoid These 10 Boundary Mistakes That Make You Look Difficult 13 Reasons Why People Don't Respect Your Boundaries "No" to Regrets: Living Authentically and Making Empowered Choices   ✅ Free Resources FREE Training & presentation on How To Be Assertive Without Being Rude, Aggressive, or Offensive: https://assertiveway.aweb.page/assertivenotrude  Sign Up for Our Email Newsletter: https://assertiveway.com/newsletter/ Ivna's Unapologetic Voice Stories: https://assertiveway.aweb.page/ivnastories From Rambling To Articulate PDF Guide: https://assertiveway.aweb.page/articulate Podcast episode lists by theme: https://assertiveway.aweb.page/speakyourmindunapologeticallytopics Women in Tech Leaders Podcast Interviews: https://assertiveway.com/womenintechpodcastguests/ Podcast Summaries & More Email Newsletter: https://assertiveway.com/newsletter Our Linkedin Blog Articles:  https://www.linkedin.com/newsletters/6863880009879306240/   TEDx Talk How To Speak Up Safely When It's Psychologically Unsafe: https://assertiveway.aweb.page/safespeak 10 Day free Assertive And Liked Challenge: https://assertiveway.aweb.page/beassertiveandliked Assertiveness free training: https://assertiveway.aweb.page/getahead Other Free resources: https://assertiveway.com/free/ Podcast page: https://assertiveway.com/podcast-speak-your-mind-unapologetically/   ✅ Work With Us Workshops: http://assertiveway.com/workshops   Break The Silence: https://assertiveway.com/communicationculturetransformation/ Services: https://assertiveway.com/offerings Contact me: info@assertiveway.com or ivnacuri@assertiveway.com Contact me on Linkedin: https://www.linkedin.com/in/ivna-curi-mba-67083b2 Website: https://assertiveway.com   ✅ Support The Podcast Rate the podcast on apple: https://podcasts.apple.com/us/podcast/speak-your-mind-unapologetically-podcast/id1623647915 Ask me your question for the next episode: https://www.speakpipe.com/speakyourmindquestion

EP 125: PRIDE- Celebrating Diversity & Inclusion While Creating Awareness of LGBTQ Issues In this episode, Jose Miguel Longo discusses the significance of Pride Month and the ongoing issues faced by the LGBTQ+ community. He highlights the importance of creating awareness and education around LGBTQ+ issues, including discrimination, mental health, and anti-trans legislation. Jose emphasizes the need for allies to stand up and support the community, and provides tips on how to create inclusive spaces at work and support LGBTQ+ youth. He concludes with powerful quotes from Harvey Milk and encourages listeners to celebrate diversity and stand together. Takeaways Pride Month is not just a celebration, but an opportunity to create awareness and education around LGBTQ+ issues. Discrimination against the LGBTQ+ community is still prevalent, with high rates of violence, suicide attempts, and workplace discrimination. Allies play a crucial role in supporting the LGBTQ+ community by educating themselves, participating in LGBTQ+ events, and creating inclusive spaces at work. Supporting LGBTQ+ youth and advocating for inclusive anti-bullying policies is essential. The fight for LGBTQ+ rights is ongoing, and it requires individuals to come together, stand up against discrimination, and demand equality. Call to Action for Each Area   Support Mental Health   If you or someone you know is struggling, reach out to LGBTQ-friendly mental health resources.   Advocate for Policy Change Contact your local representatives and advocate for LGBTQ-inclusive policies. Your voice matters!   Create Inclusive Workplaces   Work with your employer to implement inclusive policies and support ERGs. Foster a workplace where everyone feels safe and valued.   Be an Active Ally   Educate yourself, speak out against discrimination, and actively support your LGBTQ friends and colleagues. Participate in events and show your support visibly. Resources & Websites  Creating Inclusive Workplaces - HRC: https://www.hrc.org/resources/best-practices-for-creating-an-inclusive-workplace Coming Out at Work - PFLAG: https://pflag.org/resource/coming-out-at-work The Economic Impact of LGBTQ Inclusion - World Economic Forum: https://www.weforum.org/agenda/2018/06/businesses-lgbtq-inclusion-make-money/ LGBTQ Business Leaders - Fast Company https://www.fastcompany.com/3066375/the-most-influential-lgbtq-leaders-in-tech Guide to Being a Straight Ally - GLAAD: https://www.glaad.org/publications/allys-guide Supporting LGBTQ Youth - The Trevor Project: https://www.thetrevorproject.org/resources/guide/a-guide-to-being-an-ally-to-lgbtq-youth/   Motivational Quote   - "We are all human beings, and we all deserve the same respect and dignity. Let's stand together and celebrate our diversity." – Unknown Chapters 00:00 Introduction and the Importance of Deeper Conversations 07:42 The Significance of Pride Month and its Origins 11:59 Issues and Discrimination in the LGBTQ+ Community 14:34 The Impact of Politics on LGBTQ+ Rights 29:10 Celebrating Diversity and Standing Together Keywords #PrideMonth #LGBTQissues #discrimination #mentalhealth #anti-translegislation, #allies #inclusivespaces #LGBTQyouth #LGBTQ #Queer #Gay #Lesbian #trans #bisexual      

In this episode of Raising Joy, we celebrate diversity and inclusion at Cook Children's with Jacob Hall and Tara Drake, co-leaders of the PRIDE+ Employee Resource Group (ERG). The PRIDE+ ERG fosters a supportive community for LGBTQ+ employees and allies at Cook Children's. We'll discuss the importance of ERGs in the workplace, the initiatives of the PRIDE+ ERG, and how Cook Children's is creating an inclusive environment for all.Join us as we learn about:The mission and goals of the PRIDE+ ERGThe benefits of ERGs for both employees and employersHow Cook Children's is supporting LGBTQ+ employeesWays to get involved with the PRIDE+ ERG and promote inclusion in the workplaceThis episode is a must-listen for anyone who wants to learn more about creating a diverse and inclusive workplace culture.

Meet Hady Mendez, a Latina speaker and ERG coach based in NYC that works with newly formed ERGs and ERGs looking to take their efforts to the next level. She is the founder and CEO of Boldly Speaking LLC, a company that is transforming the professional experiences of women and people of color by empowering underrepresented employees with the skills to self advocate, self-promote, and capitalize on leadership roles within Employee Resource Groups (ERGs) and throughout organizations. With a diverse career spanning over 25 years, Hady has served as Head of Equality for a major tech firm, held multiple customer-facing roles in high tech and financial services, served as a leader and advisor across various Employee Resource Groups (ERGs), volunteered as an international champion for incarcerated and formerly incarcerated women, and served as Community School Director at an elementary school in the South Bronx. Hady's academic credentials include a Bachelor of Science degree in Computer Information Systems from Manhattan College, and graduate certificates in eBusiness and eCommerce from NYU and NJIT, respectively. She also holds a Family Development Credential from the University of Connecticut. Hady's additional advocacy work has her serving as a member of the NY Leadership Council at Room to Grow, a nonprofit organization that works with low-income families based in the South Bronx, on the Board of Pan Peru USA, and on the Advisory Board for the National ERG Leadership Conference. In her free time, Hady is an amateur street art photographer and an avid podcast listener. Connect with Hady on Instagram & LinkedIn. --- Support this podcast: https://podcasters.spotify.com/pod/show/chatswithyvonne/support

In this episode of the Women Lead podcast, host Nadia Koski engages in a dynamic conversation with Randi White, Senior Vice President at Day One Agency. Randi shares her inspiring journey in diversity, equity, inclusion, and belonging (DEIB) touching on her multicultural upbringing and how it has shaped her perspective.She emphasizes the importance of celebrating differences and fostering an inclusive work environment, and how that benefits not only employees and her company, but also her wider community. Randi's approach to leadership offers valuable insights into how we can create these spaces where everyone feels they belong combined with effective examples of how diverse and inclusive teams lead to better innovation and employee engagement. She also sheds some light onto some of the creative approaches she has explored with Day One's Employee Resource Groups (ERGs).Tune in to hear Randi's inspiring journey and gain practical strategies for promoting diversity, equity, inclusion, and belonging in your own organization.You'll learn:How to start employee resource groups (ERGs) to foster a sense of belonging and support for underrepresented groups.How to align DEI efforts with company goals and values to demonstrate importance and impact.Storytelling and creative activities that are effective in fostering understanding and appreciation of different cultures.Examples of small, impactful actions that lead to significant progress in creating a diverse and inclusive workplace.Connect with Randi White on LinkedInProduced and Hosted by Nadia KoskiEngineered by Phil McDowellProject Lead Dennis KirschnerYou can contact the show at womenleadpodcast@the-digital-distillery.comor go to the website.Find us on LinkedIn, Facebook & Instagram

The AANHPI tent covers Asian immigrants from more than 70 nations. Despite the wide spread of cultures, Asians are severely underrepresented within the Association community.In this episode of Associations Thrive, host Joanna Pineda welcomes back a returning guest in Wendy-Jo Toyama, CEO, of the American Academy of Hospice and Palliative Care (AAHPM). Wendy-Jo discusses:The four focus areas of AAHPM.How they have increased both voice and vote for interdisciplinary team members.How AI is changing healthcare, and how it is going to add some risks and take away other risks.How hospice is changing to shift towards at-home care.How associations are going to be operating in an increasingly competitive environment because there are so many places where people can belong.How associations must offer comprehensive value to members structured around education, access, and community.The risks to associations that don't take advantage of AI models that help to catch mistakes and improve data analysis.How and why she came to work for an association management company.While looking for her first CEO job she led with her values and selected a firm with a culture aligned with her values.How AMC is doing a lot of things right regarding diversity, including having a DEI week every year and a DEI advisory group, as well as housing a number of ERGs (employee resource groups).How May is Asian American, Native Hawaiian, and Pacific Islander Heritage Month (AANHPI).How AANHPI is an incredibly diverse community, encompassing people from various ethnic, cultural, and socioeconomic backgrounds. She explains the issues that are overlooked due to the sheer size of the communityHow Asian Americans have some of the highest income communities across the nation as well as communities among the lowest.How Wendy is a chair of ASAEs AANHPI Advisory Group, which aims to create a community for execs in the association space, alongside attracting more Asian Americans to the field.How Wendy urges listeners to visit the ASAE AANHPI LinkedIn page and collaborate community.How we need to use our voices to raise people up, spread awareness, and move the community forward.References:AAHPMAMCWendy-Jo's Previous EpisodeAANHPI Association Community LinkedIn PageAANHPI Collaborate Community

Hady Mendez, a Puerto Rican Brooklyn native, opens up about her journey of feeling like she was "too much" but "never enough" — especially in corporate spaces. As CEO of Boldly Speaking, Hady helps organizations recognize the power of diversity and the value of offering equitable opportunities to all employees. As a speaker and facilitator, Hady works to promote inclusion in teams and ERGs, making sure everyone feels like they truly belong. Her mission is to transform the experiences of women and people of color everywhere. She aims to empower underrepresented employees by equipping them with the skills to self-advocate, self-promote, and capitalize on leadership roles within ERGs and throughout organizations. In this week's episode, Hady shares her experience as a Latina in corporate and how she eventually left it all behind. In her professional career, Hady was constantly made to feel like she was both too much and not enough. As a result, she struggled with feelings of unworthiness and impostor syndrome. Now, she owns her own business and helps women get their dream jobs and their dream pay. Tune into the full episode to hear how she made the transition and learned to be confident in herself.  Keep up with Hady on her website, Instagram, and LinkedIn.  For all Hella Latin@ updates, follow @hellalatinopodcast on Instagram and connect on LinkedIn. More at odalysjasmine.com. To learn more about your ad choices visit megaphone.fm/adchoices Podcast production for this episode was provided by CCST.

Bareeq Barqawi, DEI talent development analyst at Reed Smith, is joined by Sarah Hassaine, head of global diversity and inclusion at ResMed, to explore Sarah's remarkable journey and groundbreaking work in the field of diversity and inclusion advocacy. As April marks National Arab American Heritage Month, Sarah shares personal insights on how her cultural background has shaped her approach to fostering inclusion both personally and professionally. From championing health equity to addressing gender disparities and advocating for marginalized communities, Sarah offers practical strategies and invaluable advice for individuals and organizations seeking to drive positive change in their spheres of influence. Listen to this episode to gain valuable insights into the transformative power of inclusive leadership. ----more---- Transcript: Intro: Welcome to the Reed Smith podcast, Inclusivity Included: Powerful Personal Stories. In each episode of this podcast, our guests will share their personal stories, passions and challenges, past and present, all with the goal of bringing people together and learning more about others. You might be surprised by what we all have in common, inclusivity included.  Bareeq: Welcome to Inclusivity Included, the Reed Smith DEI podcast. I'm your host Bareeq Barqawi today. In honor of April being Arab American Heritage Month, we have the privilege of speaking with Sarah Hassaine, the head of global diversity and inclusion at ResMed and a trailblazer in the realm of diversity and inclusion advocacy. Before we delve into our discussion, I'd like to introduce our esteemed guests to our listeners. Sarah has is a dynamic leader with a decade long track record in driving global diversity and inclusion initiatives. Currently leading a global team at ResMed, she consults, advises, and upskills leaders worldwide, designs and delivers in-house D&I trainings and evaluates policies to drive inclusion. Notable achievements include expanding Resmed's ERGs or employee resource groups from 4 to 17, increasing self ID percentages by 4% and spearheading initiatives to improve representation and advocate for accessibility. Sarah brings over 20 years of management experience with a focus on HR initiatives recognized as San Diego businesswoman of the year in 2022. She holds an MBA from Wharton Business School and outside of work, she enjoys traveling, speaking three languages and finds relaxation in sunny beach days with a good book. Today, she joins us to share her insights and experiences. Sarah, welcome to the podcast.  Sarah: Thank you. It's so good to be here. Thanks for having me.  Bareeq: Of course. I'm going to dive right in for the sake of time. Sarah as an Arab American, how has your cultural background influenced your approach to diversity and inclusion advocacy, both personally and professionally?  Sarah: Yeah, And I'm really excited and happy that we're talking about the Arab American identity. Growing up, you're, you were othered as Arab Americans. So it has helped me across my career because the beautiful thing about being an inclusion and diversity leader is that you're navigating a lot of conversations around people feeling othered, and it's any category, right? Whether it's a parent, a caregiver, a veteran, a reservist, a lot of us experience that and as an Arab American, our identity is not accounted for, right? We're, you know, we're in the Census in the US, we're accounted for as white, but we're not treated as white. Oftentimes, our names are misspelled. Uh We get a lot of questions, small microaggressions, A lot of stereotypes get cast. And as someone who grew up, you know, an American grew up in this country, uh it is very hard to constantly feel like, oh, well, you know, you guys do this or you're, you're being othered all the time. So that has definitely helped with empathy and helping me understand the communities I work with and being able to relate and show that kind of validation to, to everyone else.  Bareeq: Wonderful. As an Arab American myself, I can, I can only relate to it because I, I always say when people ask why we got into this line of work, I say, well, being excluded, majority of my life has, has uh made me want to have others avoid this feeling um and be as inclusive as we possibly can be. So, thank you for that. So can you share actually a specific moment or experience that was pivotal in your transition into the realm of inclusion and diversity advocacy?  Sarah: Yeah. So I was supporting a recruiting team uh in a past life at a, a large company. And what we started seeing organically, right was that we got less female applicants, we got less women engaging with us at conference booths and we really didn't have any women on the team. And it started kind of, you know, being this issue that the hiring managers, like we, you know, we're seeing other women going to other companies, but they're not coming here. And why is that? And we had to look inward and understand that our marketing material, the language, we, we were interviewing, we would, you know, candidates, but they would be meeting with six males and then they meet the team. And so then it wasn't actually feeling like an attractive, safe space or there was no representation. And that's when it hit me that you can be supporting business culture, you can be supporting a business, you know, in many different facets. But if the business doesn't have a culture where employees feel like they can belong, that to me was the crux of what I wanted to do. It just hit me. I'm like, this is what I wanna do. It started with women, but then it became about everybody else and everything else. Um So that was kind of my, my point and that was about 10+ years ago. Uh when I got to start working on commercials and advertisements and conference booths and really thinking about what is inclusive engagement look like. How do you attract talent so that they know that when they come in there's, they're going to have a sense of belonging?  Bareeq: I love that. That's so insightful. I think that's such a great, I guess segue into my next question because, you know, we talk about gender disparity and addressing gender disparities is a crucial aspect of advocacy work. And you often talk about encountering challenges in attracting entertaining women in the workplace. What strategies do you find most effective in addressing such challenges?  Sarah: Yeah, there's a lot of data around how women that are mentored, usually they actually stay, they're more loyal to their companies and they actually have more growth trajectory. I will say mentorship and intentional leadership development programs are really important. The second thing I would also talk about is succession planning. Companies need to really think about, okay, here's our workforce in this department. What are we doing to make sure there's an equitable opportunity for promotion for assessment uh of performance of assigning stretch assignments. And so it needs to be a level playing field for everyone. So in order to really develop, make sure that your female population is having the same access as all other genders, you wanna make sure that you have strong succession planning retention methods like learning and development and mentorship.  Bareeq: Wonderful. Thank you so much for those examples. Actually, in dedication to promoting health equity within ResMed's diversity and inclusion initiatives, can you elaborate on your efforts in this area and how you ensure that health care solutions and services provided by ResMed are accessible and inclusive for diverse communities, including those that are often actually um marginalized and underserved?  Sarah: Yeah, there are a couple of answers I want to dive into for this one. So the first one is really thinking about the diversity in our mask and sleep trials in order for us to really think about a product that, you know, we sell worldwide in over 150 countries. So we wanna make sure that we're designing a mask um that has a rep representation already. So there's been a lot of intentionality around marketing to different communities that they participate in your sleep trials and your mask trials. So it has to start at the base of your product and with your research. We also have an entire department dedicated to medical research. And they have done a great job in terms of looking at the disparities between different populations, whether it's um African American women or Hispanic, like we start looking at a location. Uh So we, we, we address health equity in different ways. So there's the research component, there's the product component and then there's, you know, the fact that our business model is different in every country to your point about underrepresented or underserved communities, really making sure that, you know, our, that providers are telling patients, hey, get sleep tested or have you thought about looking into, you know, maybe going to a storefront? Right. So it depends where we're selling. Uh, it varies. In the United States, we go through HMEs. And so we want to make sure that that our doctors are getting our patients either at home sleep tests or getting them come to come into sleep clinics.  Bareeq: That's great, especially that partnership between the doctors and your organization, um and bringing them into that conversation. Um So I know your work extends beyond the corporate realm into advocacy for marginalized communities. Um Can you share about your involvement with refugee communities, orphans and economic inclusion in the San Diego community specifically?  Sarah: Yeah, you know, the refugee space is something very dear to my heart. When I graduated college, I worked in refugee camps in Lebanon um for different communities, African, Iraqi, Palestinian, Lebanese at the time. And then I went back when the war in Syria was happening in 2016. And I worked for a couple of weeks teaching English. So the first time I did socio-economic assessments to understand what the needs were. The gaps I should say, then I went back and taught English. So the way I look at refugee assistance or assimilation is around empowerment. San Diego has one of the largest refugee communities in the United States. Um We have every community here possible; Burmese, Somali, Kurdish, Syrian, Iraqi, uh Bosnian. And growing up here, I saw the waves of communities come in. And so it was a lot around upskilling, trying to get jobs, trying to get the school, the kids to get, you know, um learn English, get mentors. So I partnered with Teach and Learn Literacy, which was actually an organization through the Arab American Anti Discrimination Committee and uh volunteered twice a week teaching a Syrian family of eight English and helping them get jobs. So I did that for a few years uh now from an economic inclusion lens as I grow in my career, I partner with different nonprofits. Um So there's like the United Women of South of East Africa, they have a community center, there's the Refugee Assistance Council. So there's, there are all these organizations that do that look for mentorships, they want internships for students. So there's a lot of opportunity for corporations like ResMed or others across San Diego. So we try to build bridges around access to information, access to jobs, to mentors. And that to me is really important to make sure that our talent in San Diego stays here, grows here, feels like the sense of belonging here. So that's uh that's kind of what I do outside of work.  Bareeq: No, I love that because it's, it's also a representative of the community within which you're you are working in and, and finding ways to actually include the community in, in the work that you're doing. And I think that's actually incredibly commendable. So thank you for sharing that. So I'm actually gonna just gonna dive into the next question, which actually has to do with this as well. And it combines a couple of things we already discussed, which is in promoting economic inclusion and pay equity, what are some practical steps organizations can take to achieve gender parity in the workplace? I know this is always, I guess like a hot topic when it comes to any really across all sectors. But I would love to hear your uh your insight on it.  Sarah: Yeah, you have to start with data, you have to start with an analysis. So my recommendation to those listening is to understand if your organization has done a pay equity analysis, um understand your your data breakdown, right within organizations, looking at the different gender breakdowns. Then you can start understanding whether you have a story or not, right? Oh, some companies will do that pay equity analysis and then they'll come back and realize, well, we've had, you know, we have this percentage of cases. It could be bad, it could be not bad, not as bad as you thought, right? But it's very, very important to start with data. So my recommendation is to understand your gender breakdowns within each business unit. And I don't necessarily, I'm not the biggest fan of setting exact goals like percentages like X percent. I think it's important to go to leaders and say, well, here's where you are right now and here's what the benchmark is in this organization. So if you're looking at a finance or you're looking at electrical engineering, the gender availability in the pool of talent is different to begin with. So you can't claim 50/50 when you don't even have 50% a female representation in electrical engineering, for example. So understanding what the benchmarks are, is really going to help you. And then you can kind of say Well, you know what, let's really try to build more of a robust pipeline. Let's be more intentional or let's sponsor this conference. So that's where you really need to start solution out. It's not a one size fits all for an entire company. You have to break down a company within the departments. And then you also need to think about the overall pay equity analysis and understanding what, where potential remunerations are and if you have to do any adjustments.  Bareeq: I really love that because you're also talking about kind of funneling it down to, to it's almost like a case by case basis, like looking at different departments or different for, let's say, let's say, for example, the legal industry, we look at different practice groups and what is the representation there to begin with before we kind of dive into what the data says. I think that's a really great point. So actually I had a question and this is going to be a little bit of a pivot. So we talk about the importance of stripping away assumptions and biases in this line of work. How can individuals and organizations actively to work toward this goal? I think it's something that I would say the word actively because it's a really a never ending process. Um But what are some, I guess tips and advice you have for people.  Sarah: You know, I see a lot of D&I leaders focusing on unconscious bias trainings and that's it's great, but they're not really proven to help or work. It is important to offer it and it's important to uh have frameworks in place. What I find more valuable is showing leaders framework so that they understand psychologically why we have built in biases. Biases are there. It's it's not good to shame anyone for having biases. So what I always do, my recommendation is to know how to navigate biases. So you need to look at each team and kind of think about, ok, talent acquisition, what are potential biases here? With resumes, here's what we could do to navigate this or with interviewing, here's what we can do to navigate biases. So kind of going back to the the gender equity, it's your solutions need to go, they are tailored to the part of the department or company that has built in biases, right? If we're talking in promotion season, uh what I've done at companies before where I am now and now is let's make sure you have that point, that person who's in the meetings to make sure that there are no biases in assessing talent. Let's make sure that you don't have any biases when you're discussing promotions. So that's, that's where it's really important is when you're having promotion conversations, a hiring conversations, development conversations. I will say, I think it's very important to repeat conversations around unconscious bias. I do this training at least twice a year globally and people show up and actually leaders ask for it. They're just like, can you come in and talk about it because biases show up even in the way we communicate. I mean, Bareeq, we started off this conversation talking about being Arab American. I can't tell you how many times people tell me, I don't look Arab like I don't even understand what that means. Right. So the biases are there. And I think the biggest thing we can also teach our employees is knowing how to navigate those conversations, in a safe way, right, as a coachable moment. You know, so that's where we don't want more microaggressions. We want safe conversations where people are learning from one another.  Bareeq: I couldn't agree with you more, especially about the repetition because I just learned in a change management workshop that something only sticks after it's been repeated to you seven times which, you know, and talking about bias, I agree. I've, I've always been of the mindset that I can't shame anyone for bias because I think bias is inherently human. Um And you can't, you know, human beings will have bias. It's really about providing, providing tool kits in order to create bias disruption. Um And that's something that I think is a, is a powerful tool to provide people and, and reminding them, you know, over the course of time like, hey, this is available and let's talk about it and kind of bring it to the forefront, especially in very pivotal moments in the company. So like when you talk about performance assessment or they're going into recruiting season or things like that, I think it's um it's always like an essential thing to keep it in mind. So I completely agree. Um So I had something about challenges that we, that we end up facing and overcoming. It's an inevitable part of this advocacy work. Can you share a challenging moment in your journey and how you overcame it?  Sarah: Only one?  Bareeq: I was about to say there's probably many but one that comes, yeah, whatever comes to mind.  Sarah: I mean, the biggest thing that comes to mind is, is budget, right? Resources. The biggest challenge I had was um being on D&I teams and not being funded, not given adequate support and being de prioritized. And I know um if there are any D&I leaders listening to this, I'm sure there are some heads nodding or uh it is the hardest thing because I don't believe that we are set up for successfully. Uh And so the, the, you know, the days I have very long days and the days where I end even more exhausted is because I felt like someone didn't show up to meeting or move me out again or delayed a solution. Uh that is hard. And the other hard part is when you know, you need support or you need head count or you need that, that money or you want to sponsor, it gets really hard when you want to sponsor something and you don't have money to do it. And so com companies need to be very committed if your company is saying that they're committed to D&I, well, you have to, you have to show up. Right. And so that's where I'll say the biggest challenges.  Bareeq: Yeah, I found that even, not just where I am currently but in other organizations I've worked for, it's, it's definitely a constant problem if either it's monetarily or like you said, having that support. And I found that kind of pivoting the conversation almost lately, especially like making it a business case brings some people to the table in a different way because they're like, oh, you know, I never thought of it this way. So it's almost like changing perspectives on people's approach to D&I. You, you sometimes hope it was, you know, people come into it like already being there, but to get people there, you kind of have to find different approaches I feel. And finally, as we wrap up, um so what advice would you give beyond what we've given, because this has been a wonderful key conversation, what would you give advice to individuals or organizations looking to become more active in promoting inclusion diversity within their spheres of influence?  Sarah: Just to make sure it's uh for companies, right?  Bareeq: Advice for, for companies, for individuals, you know, people that are working to become more influential in the organization.  Sarah: So for internal advocates or internal stakeholders and D&I leaders, there is the opportunity you there's to really understand the power of influence and persistence and no one can really succeed in D&I without that strategic business lens. Like you need to understand your business and by understanding the business, then you can adapt a conversation around. What does inclusion mean at this business? What does it mean? Whether for my products, for my people, for our policies? Uh So that's my biggest one for internal and then for companies, I will say it's very important that if your values call out inclusion, diversity, belonging, acceptance, accessibility, then you have to embed that across all your work streams. You have to really think about. It's not just a people practice, it's an every leader, every person practice.  Bareeq: Thank you so much. I love that because it's almost like building in the expectation in anything that you kind of approach within the company. I love that. Thank you so much, Sarah for sharing your valuable insights and experience with us today. It's been an honor having you on the podcast and we really, I think have taken away some wonderful, wonderful key tips and advice that we will definitely be using hopefully.  Sarah: This is a joy. Thank you so much, Bareeq for the opportunity.  Bareeq: Thank you. And that's all for today's episode of Inclusivity Included. Join us next time as we continue our exploration of diversity, equity and inclusion. Thank you for listening.  Outro: Inclusivity Included is a Reed Smith production. Our producers are Ali McCardell and Shannon Ryan. You can find our podcast on Spotify, Apple Podcasts, Google Podcasts, reedsmith.com, and our social media accounts.  Disclaimer: This podcast is provided for educational purposes. It does not constitute legal advice and is not intended to establish an attorney-client relationship, nor is it intended to suggest or establish standards of care applicable to particular lawyers in any given situation. Prior results do not guarantee a similar outcome. Any views, opinions, or comments made by any external guest speaker are not to be attributed to Reed Smith LLP or its individual lawyers.  All rights reserved. Transcript is auto-generated.

Welcome to The Inclusive AF Podcast, where we discuss all things diversity, equity, and inclusion in the workplace. In this episode titled "Getting Inclusive AF with Dan Harr," hosts Katie Van Horn and Jackye Clayton are joined by special guest Dan Harr, a diverse equity inclusion professional and ERG strategist. Together, they delve into the challenges and opportunities surrounding Employee Resource Groups (ERGs) and the impact of diversity, equity, and inclusion (DEI) efforts in businesses. Dan shares his expertise and insights on aligning ERGs with business strategies, fostering allyship, and creating impactful events while ensuring inclusivity. Join us as we explore the critical role of ERGs in promoting a sense of community and support for marginalized employees, and how they contribute to the overall success and growth of organizations. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf   We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

Let's talk about ERGs today… employee resource groups. They are affinity groups where you can connect, grow and learn with other folks at your organization over shared interests or backgrounds. For a larger company, ERGs can be a wonderful way to build community and a sense of belonging at work. But what if you don't have one yet… and want to create one? My special guest today is ERG expert Kenny Braxton and he's simplifying how to create impactful ERGs for your organization. Let's face it… some of us spend more time at work than we do with our family and friends. And the epidemic of loneliness hasn't subsided since the pandemic began in 2020. Getting involved in an ERG might help.  Here's how. My special guest today is Kenny Braxton and he's simplifying how to create impactful ERGs for your organization. We tackle and simplify all aspects of it, including: How he defines an ERG (employee resource group) in today's workplace and why these important, especially for larger organizations. He talks about a unique ERG he's championed at his workplace called the “Family Caregivers ERG”, how it work and who it supports. How to create an ERG from the ground up. What you need and how to create the right structure to make it last. HR professionals tend to make one very common mistake when running ERGs and how to avoid it. …and ultimately, he shared a few best practices when it comes to ERGs that have helped build a sense of true community at his company. Q: Are you ready to learn how to create an impactful ERG for your organization? If yes, this one is for you. It's time to #DoTheThing! ---- Show notes available with all links mentioned here:www.thesimplifiers.com/posts/344-how-to-create-impactful-ergs-for-your-organization---with-kenny-braxton

In the opening episode of season 6 of ERG PowerTalk, we delve into the pivotal role ERG leaders play in steering companies toward true inclusion, especially in our rapidly evolving and diverse world. Laura Liswood, an advisor to world leaders, provides invaluable insights into what local leaders truly need from ERGs to navigate the complexities of fostering equity and inclusion in their organizations.

Today I am joined by Joseph Santana, who is Chairman of The CDO PowerCircle, an association of top DEI leaders from companies that generate nearly three-quarters of a trillion US dollars in revenue with one million employees. Joseph is also the creator and host of the award-winning ERG PowerTalk podcast that distributes over $100K+ of free training annually reaching over 300 million listeners and he is also an author and thought leader who has written numerous articles and books, including “Supercharge Your ERGs- 18 Tips to Power-up Your ERG/BRG Strategy” and more recently, The New DEI and ERG FrontierJoe is also a member of the Forbes Business Council and the Fast Company Executive Board, and he helps Fortune 500 and global firms to grow and thrive in the increasingly diverse and global 21st-century workforce and marketplace.His practical insights into the current and future business-impacting uses for DEI are fascinating and may just take you all to a whole new level of thinking. If you are an HR leader who wants to seize DEI opportunities, then I think you will enjoy this episode! We will attempt to discover the critical connection between ERGs, DEI and the economic success of an organisation. We will also discuss Joe's latest book, The New DEI and ERG Frontier, where he shows exactly how DEI and ERG efforts can rise and thrive in this new world of constant disruptionSo, without further ado, welcome Joseph Santana to the HR L&D Podcast!Timestamps:(00:00) The Future of DEI and ERG(04:15) The Importance of Diversity in Organizations(13:08) Driving Diversity and Inclusion Success(24:05) Navigating HR Challenges in Evolving Landscape(30:34) Revolutionize HR Talent Acquisition and ERGs(41:30) Global Perspectives on DEI and AI(50:37) Future of DEI Strategy for Organizations(56:58) Future Work Advice and Leadership TraitsToday's HR L&D podcast episode is brought to you by Deel, the all-in-one platform revolutionising global work management. Whether a big enterprise or a small business, Deel enables you to onboard talent in over 150 countries, run payroll in over 100, and offer competitive benefits. With Deel, scale globally with industry-leading HR tools, payroll solutions, and compliance services.Sign Up Now: https://shorturl.at/AY289Connect with Nick Day:• ✉️ Email: nick@jgarecruitment.com• Phone: 01727800377•

In this episode of the HR Break Room® podcast, we welcome Paycom's director of HR business services, Tiffany Gamblin, and Sharlyn Lauby, president of HR consulting firm ITM Group. In honor of Women's History Month, Gamblin and Lauby discuss women in the workplace, their influence and how organizations can best support them. From women in leadership to trends in benefits policies to the engagement opportunities of employee resource groups (ERGs), our guests discuss how women can be empowered to bring their unique perspectives to work and add value that sets an organization apart from the rest. Our guests will discuss: statistics about women in the workforce the importance of the manager-employee relationship how mentoring programs benefit women in the workplace creating a positive environment for sharing feedback

Have you ever been in a situation where you felt like you couldn't fully be yourself? Maybe you hesitated to share an idea, express an opinion, never mind present an opposing view. Or maybe felt like you didn't belong? And as a leader, have you ever been made aware of an employee having this experience at work? I have Pasha Marlowe joining me to discuss the profound importance of psychological safety and belonging. Meet Pasha Marlowe: Pasha Marlowe (she/they) has 30 years of experience as a marriage and family therapist and neurodiversity coach. She specializes in the intersection of neurodiversity, disability, and LGBTQIA+. Pasha speaks to organizations and ERGs about neurodiversity-affirming practices, psychological safety, and neurobelonging. She encourages leaders to have a lens of inclusion and intersectionality to allow all, including those with the most marginalized identities, to be seen and heard. In this episode Pasha and I discussed: How Pasha got into such a specialized field of work. How as leaders we can create environments for psychological safety to exist. Shaping our words and actions to contribute to psychological safety. Continuing your own development to sharpen your lens of inclusion and intersectionality. The work Pasha is doing for organizations. Where you can find Pasha: Links: https://www.linkedin.com/in/pashamarlowe/ https://pashamarlowe.com/ pasha@pashamarlowe.com Neurobelonging.org Resources Leadership Coaching. Find out more about my coaching process, or how to ask your employer to pay for you to work with a coach. Apply to be on an “On-Air Coaching” episode. Are you a female leader who has been promoted in the last year? Apply to be on the podcast. Leadership Operating System Inventory. Wondering what kind of Leadership traits you have? Take this FREE, FAST self-assessment and find out more about yourself as a Leader. Accomplished: How to Go from Dreaming to Doing. The book containing a simple, step by step system that gives you the foundation and structure to take your goals and make them happen.