Podcasts about global chief diversity officer

This week's “How She Finds Purpose” insight comes from Dr Gena C Lovett. She says - When I discovered the power of my village, the load was shared. “I would ask myself, what is it that I really like doing? What do I like doing? Not so much a worry of, am I good at it, because it's my belief that if you really like something, if you're really passionate about it, you accomplish that, you find a way to do it. And then the other thing, and they've been very helpful for me, is my village. Who is her village? You'd be surprised, and I was that person for many years that had just myself. When I discovered the power of my village, the load was shared. Because let's face it, a lot of times at work, you know, we're doing well. It helps to have that village around you to understand, you know, and keep you grounded, to someone to have your back, someone to tell you the truth. I cannot stress enough the importance of that.” Dr. Gena C Lovett, PhD is a speaker, executive consultant, and author of the book C Suite Quotient, The 8 C Suite Behaviors That Propel a Leadership Culture. Gena is a C Suite strategist who empowers executives to unlock their full leadership potential and she has over 25 years in the corporate world. She has led manufacturing operations at the Boeing Company, worked in leadership positions as a Global Chief Diversity Officer at Alcoa and has had key roles at Ford. Gena has done so many amazing things. And if all that was not enough, she started her own company, Hidden Gems Consulting. Gena also serves as a trustee on the Board for the Rock and Roll Hall of Fame and Museum which she says indulges her love of music and meaningful community service impact. In this episode we discussed: her 25+ year career with iconic companies like Alcoa and Boeing how she enjoys finding hidden gems in the workplace how important she finds it to always address the culture of a corporate workplace ‌ Connect with Gena at: Website: https://www.genaclovett.com LinkedIn: https://www.linkedin.com/in/gena-c-lovett/ You can purchase her book from her website at: https://genaclovett.com/c-suite-quotient/   Would you prefer to watch or listen to the podcast on YouTube?Head on over to https://www.youtube.com/@leadershippurposepodcast   Want to connect? Connect with Dr. Robin on  LinkedIn: https://www.linkedin.com/in/robinlowensphd/ Facebook: https://www.facebook.com/robinlowensphd Instagram:  https://www.instagram.com/robinlowensphd/ Email: Robin@LeadershipPurposePodcast.com   Thank you for listening! Rate, review, & follow on Apple Podcasts or your favorite podcast player. Talk to you soon!   This episode was produced by Lynda, Podcast Manager #YourPodcastHelp at https://www.ljscreativeservices.co.nz

On today's episode, Mr. Deryk Gilmore, President & Owner of Day 1 Sports & Entertainment, an NFLPA Contract Advisor, shares the real behind-the-scenes perspective of life as a sports and entertainment agent. Come for the glamour and celebrities, stay for lessons on hard work and hustle to get the job done. That "biggest deal for an NFL wide receiver" teased at 3:50? You can read about the details here.  Many thanks to friend of the pod Mr. Jason Gilmore for making the introduction! This is just Part One of a fascinating conversation. Follow us on Apple Podcast, Spotify, etc to be sure to catch Part Two (drops 3/27)  which focuses on the super hot topic of Name-Image-and-Likeness (NIL) in sports. Have an idea for a pod? Guest to recommend? Drop us a comment on X, Instagram, Facebook or here. Because it may not be just you... but it could be! Links: Cliff Branch, Legendary Raider & Hall of Fame Receiver (Raiders) Jason Gilmore, LinkedIn (Is It Just Me The Great Resignation [S1E6], and Predictions! [S3E9]) Camille Gilmore, Vice President, Human Resources and Global Chief Diversity Officer at Boston Scientific Corporation (LinkedIn) Day 1 Sports and Entertainment on X (Twitter), Instagram, Facebook, and LinkedIn "Biggest deal for NFL Wide-Receiver in a long time" - Bucs, Mike Evans agree to 2-year, $52M contract, agent says (ESPN.com) N1L Day 1 Media Day 1 Lifestyle (coming soon)

Series 7 (Leadership) - Episode 1. 100% Fluff-Free ED&I Sue Johnson Our guest, Sue Johnson, has had a fascinating and very successful career, from the shop floor, and supply chain to becoming a leading voice in all matters concerning diversity and inclusion.  She's working with corporations around the world.  Sue has a direct, engaging and highly effective way of covering key aspects, of what can lead to challenging introspection within the boardroom.  She is highly adept at conveying the importance of introducing an effective Equity Diversity and Inclusion strategy within a business. A podcast that is well worth a listen if ED&I is on your to-do list, for improvement, implementation or review. Content ·      Early Years & Influences ·      Sue's Career path Nestle, PwC, Odgers Berndston ·      What is EDI and why is it important for employers? ·      Examples of EDI failures, and how not to do it. ·      A word about being “fluff-free”. ·      Addressing bias, unconscious or conscious   ·      Advantages of a proactive approach ·      Recruiting for success ·      The future – where should we be in 5 years? ·      A lesson learnt/ single insight to share that could help others. Q&A - A sample of the questions provided by our audience ahead of recording the podcast. A big thank you to all who submitted their questions. Q1. Holly Marsh, Talent Development Manager in London asks -  "Many organisations use apprenticeships as a tool to bring in new talent and diversify the workforce. What are the the main challenges associated with this and what solutions can be put in place?"    Q2. Kiera in Birmingham asks "Can you give an example of how you make your direct reports feel a sense of inclusion, belonging, and equity on a daily basis?" Bio ⁠– Sue Johnson⁠  Sue Johnson is the Managing Partner of ⁠Inclusion & Diversity Consulting at Odgers Berndtson⁠. Having spent the first 15 years of her career in Operations and Sales, Sue has first-hand knowledge and experience of how and why Inclusion & Diversity, as an integral part of the organisation DNA, will step change business performance.   Prior to joining the Odgers Berndtson group, Sue was the Global Chief Diversity Officer for the Nestle group, and then led the Inclusion client practice at PwC Switzerland. Sue has worked cross-industry and cross-border, with clients from: Private banking, Sporting organisations, Pharma & Life science, Humanitarian sector, FMCG and Life sciences. Sue is a renowned and passionate advocate for Inclusion and has spoken at the United Nations, Catalyst, women's forum etc. and specialises on educating Executives, guiding, and challenging them to deliver results as organisations embark on their journey of cultural change.   Sue is ensconced into Warwickshire village life, being a School Governor (a much easier task in some ways than running the PTA!), writing grant letters to rebuild the local scout hut (£24k down this year, £41 to go), baking cakes for the local Library café, entering multiple categories in the village show and playing for the local B tennis team - whilst spending as much time as possible on adventures with her kids. Nestlé: Good food, Good life | Nestlé Global PwC UK - Building relationships, creating value Executive Search and Recruitment - UK & International | Odgers Berndtson IDCN - Home --- Send in a voice message: https://podcasters.spotify.com/pod/show/hresource/message

In today's episode, Ashanti Bentil-Dhue and Rohini Anand a strategic senior DEI advisor who holds key positions on numerous external diversity advisory boards delve into her personal journey, from her roots in Mumbai, India, to her migration to the United States, which provides a unique lens to her work in DEI. Rohini brings a wealth of global perspective to their conversation as she talks about her experiences in navigating between majority and minority spaces, and how this informs her perspective on diversity and inclusion.  “Ultimately this global work is very complex, and it's very dynamic in nature. So there's no quick sort of checklist or playbook. And even best practices are really not enough. So the principles that I have, these five principles are simple, but they're very disruptive. And they don't provide sort of standards, or plug and play templates, based on what's worked in one country or one location. And I think that's been the foundational mistake in doing this work is replicating what's worked in one part of the world elsewhere, it can be sort of adapted to apply with sensitivity to any country and empowers global leaders to kind of develop their own solutions without mimicking a solution.” Episode Highlights:  ● Cultivating a global mindset as chief diversity officers ● Advice for aspiring diversity and inclusion professionals ● How to keep developing and nurturing skills About Rohini Anand:   DR. ROHINI ANAND, Founder and CEO, Rohini Anand LLC  rohinianand1121@gmail.com  Web site: https://www.rohinianand.com;  LinkedIn: https://www.linkedin.com/in/rohinianand Dr. Rohini Anand is Founder and CEO of Rohini Anand LLC providing Diversity, Equity and Inclusion (DEI) advisory services to clients in the public and private sectors. She is a strategic business leader and trusted board member who has successfully transformed cultures and built an iconic brand with an enduring reputation, resulting in accelerating new business creation. With expertise that spans executive leadership, human capital, global corporate responsibility, wellness and diversity equity and inclusion, Rohini brings a unique perspective on the critical alignment of the business culture and the triple bottom line to drive exceptional performance. Rohini is recognized as a pioneer in the DEI field and is a sought- after expert by leaders around the world. Her global experience, cultural dexterity, extensive network and ability to influence leaders result in a reputation for judgment, integrity, and accountability.   Rohini Anand is a thought leader and a published author. Her book, Leading Global Diversity, Equity and Inclusion: A Guide for Systemic Change in Multinational Organizations, has been endorsed by luminaries like Indra Nooyi, former Chairman and CEO, PepsiCo, Hamdi Ulukaya, Founder and CEO Chobani and Tent, Michel Landel, Danone S.A Board member and former CEO, Sodexo, amongst others. It is available on Amazon here and Bookshop.org and on bookdepository here  for international orders. Most recently Rohini was SVP Corporate Responsibility and Global Chief Diversity Officer for Sodexo. She reported to the Global CEO and was a member of Sodexo's North America Executive Committee. Rohini successfully positioned Sodexo as a global thought leader in DEI and Corporate Responsibility. Sodexo's remarkable global culture change, led by diversity and inclusion, is featured in a Harvard Business School case study entitled Shifting the Diversity Climate: the Sodexo Solution .  Rohini has been featured in several articles in CNBC, The Boston Globe, The New York Times, and the Washington Post. Rohini has appeared on CNN, Bloomberg and CNN Money as well on National Public Radio. She is the recipient of many accolades including the Mosaic Woman Leadership Award, the Women's Foodservice Forum Trailblazer Award, Webster University's Women of Influence Award and the Who's Who in Asian American Communities Award (WWAAC), amongst others.  Dr. Anand received her PhD from the University of Michigan. She serves on the boards of several organizations including WomenLift Health a Gates Foundation initiative, Aspen Institute's Family Prosperity Initiative, Tent Partnership for Refugees and Galt Foundation. She also serves on the external diversity advisory boards for Sanofi and for Charter Communications and chaired the Catalyst Board of Advisors. Rohini is a Senior Fellow with the Conference Board and is on the National Association of Corporate Directors (NACD) Center for Inclusive Governance's Advisory Council.  If you would like to apply to be a guest on the show email: operations@goodsoilleaders.com   If you would like to schedule a capability briefing call with our team, email: operations@goodsoilleaders.com    If you would like to apply for DEI PRO Coaching, email: operations@goodsoilleaders.com  Stay Connected with Ashanti:  LinkedIn: Ashanti Bentil-Dhue 

Speakers For this EXCEPTIONAL WO.MEN's TALK we have the pleasure to welcome: ► Rohini ANAND, PhD, Founder and CEO of Rohini Anand LLC and former Group SVP Corporate, Responsibility and Global Chief DEI Officer, who will share insights and key learnings on how she shifted SODEXO DEI Global culture.  Rohini was SVP Corporate Responsibility and Global Chief Diversity Officer for Sodexo. She reported to the Global CEO and was a member of Sodexo's North America Executive Committee. Rohini successfully positioned Sodexo as a global thought leader in DEI and Corporate Responsibility. Sodexo's remarkable global culture change, led by diversity and inclusion, is featured in a Harvard Business School case study entitled Shifting the Diversity Climate: the Sodexo Solution . Her book, Leading Global Diversity, Equity and Inclusion, has been widely acclaimed as the must-read book on DEI. Biography Rohini Anand.pdf ► Patrick SOCHNIKOFF, Group SVP, Corporate & Social Responsibility, and Chief DEI Officer, SODEXO  Biography Patrick Sochnikoff.pdf ► Angeles GARCIA-POVEDA, Chairwoman of the Board at Legrand, inspiring Sponsor of WO.MEN by NEOMA Alumni. Biography Angeles Garcia-Poveda.pdf Programme How do we leverage DEI as a competitive advantage to better perform in our business? Time to ACT LOCALLY - A framework to PERFORM GLOBALLY Join a conversation with Rohini Anand and Patrick Sochnikoff, moderated by Angeles Garcia-Poveda, on integrating DEI into business models to make it sustainable. Rohini recently published her book “Leading Global Diversity, Equity, and Inclusion: a guide for Systemic Change in Multinational Organizations”  Drawing on her extensive experience working with multiple organizations, she will share 5 key principles as a framework to guide action. • Why DEI matters and makes a difference?• How do we measure progress and impact?• How do we make DEI local in its application?

Michele C. Meyer-Shipp was announced as CEO of Dress for Success Worldwide, the leading global nonprofit employment resource for women, on January 12, 2022. Michele leads the organization's 144 affiliates in 23 countries as it continues its mission to help women achieve economic independence via a suite of services to include job readiness support, professional development resources, coaching and mentorship, and workplace attire. Michele joins Dress for Success from Major League Baseball, where she served as Chief People & Culture Officer. While at MLB, Michele led the human resources, diversity and inclusion, and office operations functions for the League Office with an emphasis on launching new programs and policies to recruit and develop talent, advancing diversity and inclusion efforts, and enhancing workplace culture. She also served as a senior advisor to the Commissioner as well as leaders across 30 major league baseball teams and multiple Minor League teams. Prior to MLB, Michele served as Chief Diversity & Inclusion Officer at KPMG LLP, where she led initiatives relating to talent recruitment, development, and retention; supported the efforts of leaders across KPMG's 85+ national offices; and managed a portfolio of external strategic partnerships. Previously, she served as Global Chief Diversity Officer for both Prudential Financial and the law firm Akin Gump Strauss Hauer & Feld LLP. Michele spent the first decade of her career practicing employment law in both the private and public sectors, where she advised clients on optimizing talent and implementing equitable workplace initiatives. Meyer-Shipp is a graduate of Rutgers University and Seton Hall University School of Law. Michele is a sought-after speaker and has served as a Yahoo! Finance News Contributor and been featured in top media outlets including the New York Times, USA Today, The Economist, Forbes, Fortune, Business Insider, CNN, The Wall Street Journal, Savoy Magazine, Black Enterprise, CORE Magazine, Working Mother Magazine, Diversity Woman Magazine, Quartz, Inc., and more. She is also the recipient of numerous awards, including The Network Journal's "25 Influential Black Women in Business" (2021), Core Magazine's “100 Most Influential Blacks Today” (2021), Black Enterprise's "Portraits of Power" (2020), and Business Insider's "38 Power Players of Consulting" (2020). She is a member of the Boards of the LPGA (Ladies Professional Golf Association) and the Fritz Pollard Alliance Foundation. linkedin.com/in/mmeyershipp @mmeyer_shipp --- Support this podcast: https://anchor.fm/toby-usnik/support

114. Rohini Anand, PhD - Leaders Change to Lead Change “Disruption of our worldview happens with the very painful work of introspection.” - Rohini Anand, PhD Rohini Anand, PhD Guest Bio: Dr. Rohini Anand is a strategic global business leader and trusted board member who has successfully transformed cultures, built an iconic brand with an enduring reputation resulting in growing the core business and driving sales. Dr. Anand is a recognized pioneer and a sought-after expert on organizational transformation, diversity, equity and inclusion (DEI), executive leadership, human capital, and global corporate responsibility (CR). Her global experience, cultural dexterity, vast network and ability to influence leaders result in a reputation for judgment, integrity and accountability. Her new book, Leading Global Diversity, Equity and Inclusion: A Guide for Systemic Change in Multinational Organizations, offers five proven principles for multinational companies to advance DEI with a nuanced understanding of local contexts across countries and cultures. It is now available to buy! As Principal and CEO of Rohini Anand LLC, Dr. Anand provides DEI advisory services to clients in the public and private sectors. She was the former SVP Corporate Responsibility and Global Chief Diversity Officer for Sodexo. She reported to the Global CEO and was a member of Sodexo's North America Executive Committee. Rohini successfully positioned Sodexo as a global thought leader in DEI and CR. Sodexo's remarkable global culture change, led by diversity and inclusion, is featured in a Harvard Business School case study entitled Shifting the Diversity Climate: the Sodexo Solution.  Dr. Anand is a published author and esteemed speaker. She has been featured in CNBC, The Boston Globe, The New York Times, The Wall Street Journal and The Washington Post, as well as appearing on CNN, Bloomberg and CNN Money and on National Public Radio. See some of her featured videos here. Dr. Anand received her PhD from the University of Michigan. She serves on the boards of several organizations including WomenLift Health a Gates Foundation initiative, Aspen Institute's Family Prosperity initiative, Tent Partnership for Refugees, Pulsely and Galt Foundation. She also serves on the DEI Advisory Boards of Charter Communications and Sanofi. Rohini chaired the Catalyst Board of Advisors, is a Senior Fellow with the Conference Board and is on the National Association of Corporate Directors (NACD) Center for Inclusive Governance's Advisory Council. R.O.G. Takeaway Tips: Organizational focus on DEI:  Focus on the things that are most impactful. What are you solving for? What are the initiatives that will have the largest impact? Measure the impact on the barriers.  Link DEI to core business strategy. Diversity is leading to business outcomes. Connect the work you are doing to the mission of the organization. Understand the business well and make the DEI work integral and core to the business. Quantify how it grows the business. Make it congruent with purpose and how business is done.  Influence key leaders to be allies and stakeholders. They will advocate on your behalf of the efforts you are making. How to influence? Meet people where they are, without judgment. What makes the tick? Give them whatever experiences they need (head: data, listening to lived experiences; heart: engage in a position of being a minority, listen). Have a plethora of strategies.  Belonging: How can our organization belong to diversity elite companies?  Resources: www.RohiniAnand.com About Dr. Rohini Anand Leading Global Diversity, Equity and Inclusion: A Guide for Systemic Change in Multinational Organizations offers five proven principles for multinational companies to advance DEI with a nuanced understanding of local contexts across countries and cultures.  Principle 1 — Make It Local 1. Localizing a Global Change Strategy 2. Understanding Race and Ethnicity Principle 2 — Leaders Change to Lead Change 3. Transformational Leadership Across Cultures 4. Dealing with Resistance Principle 3 — And it's Good Business, Too 5. Compelling Rationales for Change 6. Creating Competitive Advantage through DEI Principle 4 — Go Deep, Wide, and Inside-Out 7. The Scaffolding for Change: Governance and Champions 8. Embedding Change: Internal and External Ecosystems Principle 5 — Know What Matters and Count It Conclusion: Elevating Diversity, Equity, and Inclusion for the Long Haul Four Strategies for Moving Diversity, Equity, Inclusion and Belonging Beyond Lip Service Article from Forbes.com Network Diversity Index Quiz Dr. Rohini Anand with her new book Leading Global Diversity, Equity, and Inclusion. Coming Next: Episode 115, Building Bridges Coaching Tips for Generous Leaders with Shannon Cassidy. Topic: Patience.  Credits: Dr. Rohini Anand, Sheep Jam Productions, Host Shannon Cassidy, Bridge Between, Inc.

Welcome to Reimagining Company Culture, a series discussing emerging trends and priorities shaping the future of workplace culture and employee wellbeing. We highlight thought leaders who are constantly evolving their strategy and can provide insight to folks about how to address new business challenges.  AllVoices is on a mission to create safe, happy, and healthy workplaces for all, and we're excited to learn from experts who share our mission. In this episode of Reimagining Company Culture, we're chatting with  Kisha Payton, Global Chief Diversity Officer at C Space. Kisha brings over 15 years of experience building cross-functional teams that make change happen.Tune in to learn Kisha's thoughts on setting key pillars of DEI initiatives, empowering employee resource groups, holding leaders to be accountable in creating equity, and more!About AllVoices In today's workforce, people often don't feel empowered to speak up and voice their opinions about workplace issues, including harassment, bias, and other culture issues. This prevents company leadership from making necessary changes, and prevents people from feeling fulfilled, recognized, and included at work. At AllVoices, we want to change that by providing a completely safe, anonymous way for people to report issues directly to company leaders. This allows company leadership real transparency into what's happening in their companies—and the motivation to address issues quickly. Our goal is to help create safer, more inclusive companies.Thanks for listening! Follow us on LinkedIn @AllVoices, to join our community of listeners.

How do you create attainable, measurable, and sustainable diversity goals? Eric Thomas is the Global Chief Diversity Officer of Genesys, a global market leader offering customer experience solutions, and manages its Diversity, Equity, and Inclusion. We hear why, and how, Eric uses data to provide useful and meaningful insights that help him not only drive his way forward but pivot when needed. Eric explains how to create a space for employees to have open conversations, and the measures to put in place to make sure their voices are heard. We begin to understand the importance of strategic conversations, how to promote systemic changes, and create plans for inclusive sustainability. Join us to start to understand how to ensure that you are focused on the right initiatives, recognize companies' window-dressing attempts, and be an inclusive leader.   Key Points From This Episode:   What is Genesys? How Eric ended up in Genesys. How Genesys responded and evolved after the George Floyd incident. Why Eric felt aligned with his role as Global Chief Diversity Officer. How to define a good DEI office. How to assess an organization for meaningful, genuine DEI commitments. How to see window dressing versus a real commitment. The impacts of the great reshuffle/great resignation. Why Eric is well suited for his role at Genesys. How Eric is different from traditional DEI/HR leaders. Why we need collective standards for DEI. How to see (and deal) with people who are unwilling to promote and create DEI. How Genesys is measuring its success rate for its implemented DEI goals. How Genesys handled responses received in its employee surveys. Genesys' long-term goals. Three things to help you achieve your long-term diversity goals.   Tweetables:   “Window dressing is when you have a lot of good marketing on your website, but you can't point to any real material gains that you're making either in representation or in employee sentiment.” — Eric Thomas [0:11:29]   “DEI is a true key business imperative; it's not a nice-to-have. Companies that are treating it like a nice to have or take the window dressing approach, they are short-changing themselves.” — Eric Thomas [0:13:08]   “What I don't think we have yet is a collective effort or body that comes together across the industries to set standards and define what good DEI looks like so that you don't just have your own self to benchmark against.” — Eric Thomas [0:17:25]   “It isn't just about hitting that [diversity] goal; it is the work that has to happen, the attainment of that goal, and the work that goes into play that allows you to put in place a sustainable set of operating procedures.” — Eric Thomas [0:31:44]   Links Mentioned in Today's Episode:   Eric Thomas on LinkedIn Genesys Talk Talent to Me Hired

About the Podcast The Stevens Group has been presenting the PR Masters Series Podcast for more than two years now.  This series is part of the ongoing partnership between The Stevens Group and CommPRO to bring to PR, digital/interactive and marketing communications agencies the wisdom of those who have reached the top of the PR profession.  Today's special guest is Helen C.  Shelton, Global Chief Diversity Officer at Finn Partners.     About Our Guest Helen C. Shelton is the Global Chief Diversity Officer at Finn Partners. She created the firm's award-winning Actions Speak Louder program in service to its 1,300 employees and strategic partners around the world to advance DEI at Finn Partners and for its clients across multiple business sectors. At FINN, Helen leads a 100-person DEI Committee, managing four strategic pillars: Inclusion and Employee Engagement; Volunteerism and Civic Engagement; Recruitment and Higher Education; and Thought Leadership. In addition, Helen is head of multicultural marketing and is responsible for consumer engaging programs for a variety of sectors, with a particular expertise in health, technology and consumer goods.  Helen is a passionate and dedicated DEI strategist, serving as a trusted point of counsel for corporations and brands facing DEI challenges and crises both internally and externally. She works tirelessly in the industry not only to advance diversity, equity and inclusion in both the corporate and non-profit sectors, but also to advance important causes, ranging from health and education disparities, domestic violence, voter education and access to the arts and culture for underserved communities. , disparate unemployment, health disparities and disease awareness initiatives.  Named one of the 25 Most Influential Black Women in Business by The Network Journal magazine, Helen is a 2021 inductee into the PR Week Hall of Femme, Trustee of the PRSA Foundation and a Director of the New York Urban League.  She is a member of the social service women's organization, The Links, and a Charter Member of Delta Sigma Theta Sorority, Incorporated. Helen is a graduate of Dartmouth College and holds an M.S. degree from Boston University. She is featured in the seminal book, Diverse Voices and regularly writes about DEI in industry trades, most recently PR News and Triple Pundit. Helen is a native New Yorker, and in her spare time enjoys Italian cinema, museums, reading and cooking.

About the Podcast The Stevens Group has been presenting the PR Masters Series Podcast for more than two years now.  This series is part of the ongoing partnership between The Stevens Group and CommPRO to bring to PR, digital/interactive and marketing communications agencies the wisdom of those who have reached the top of the PR profession.  Today's special guest is Helen C.  Shelton, Global Chief Diversity Officer at Finn Partners.     About Our Guest Helen C. Shelton is the Global Chief Diversity Officer at Finn Partners. She created the firm's award-winning Actions Speak Louder program in service to its 1,300 employees and strategic partners around the world to advance DEI at Finn Partners and for its clients across multiple business sectors. At FINN, Helen leads a 100-person DEI Committee, managing four strategic pillars: Inclusion and Employee Engagement; Volunteerism and Civic Engagement; Recruitment and Higher Education; and Thought Leadership. In addition, Helen is head of multicultural marketing and is responsible for consumer engaging programs for a variety of sectors, with a particular expertise in health, technology and consumer goods.  Helen is a passionate and dedicated DEI strategist, serving as a trusted point of counsel for corporations and brands facing DEI challenges and crises both internally and externally. She works tirelessly in the industry not only to advance diversity, equity and inclusion in both the corporate and non-profit sectors, but also to advance important causes, ranging from health and education disparities, domestic violence, voter education and access to the arts and culture for underserved communities. , disparate unemployment, health disparities and disease awareness initiatives.  Named one of the 25 Most Influential Black Women in Business by The Network Journal magazine, Helen is a 2021 inductee into the PR Week Hall of Femme, Trustee of the PRSA Foundation and a Director of the New York Urban League.  She is a member of the social service women's organization, The Links, and a Charter Member of Delta Sigma Theta Sorority, Incorporated. Helen is a graduate of Dartmouth College and holds an M.S. degree from Boston University. She is featured in the seminal book, Diverse Voices and regularly writes about DEI in industry trades, most recently PR News and Triple Pundit. Helen is a native New Yorker, and in her spare time enjoys Italian cinema, museums, reading and cooking.

Featuring Martin Davidson, Johnson and Higgins Professor of Business Administration, Senior Associate Dean and Global Chief Diversity Officer at the Darden School, University of Virginia.  He is the author of The End of Diversity as We Know it. (Recorded 10/7/22)

Dr. Rohini Anand was the SVP of Corporate Responsibility (CR) and Global Chief Diversity Officer for Sodexo and is the author of Leading Global Diversity, Equity and Inclusion: A Guide for Systemic Change in Multinational Organizations. She joins us to share: Why we need to stop exporting DEI initiatives, and how to customize DEI to the region and culture The importance of transformative leadership skills when implementing DEI change How to overcome the local challenges of DEI, especially from a racial perspective Connect with Rohini at https://www.rohinianand.com and Julie at Nextpivotpoint.com 

In this episode of the HR Leaders podcast, I'm joined by Rohini Anand to discuss the 5 global principles that drive local diversity and inclusion.Dr. Anand is a strategic Diversity, Equity and Inclusion (DEI) advisor, highly sought-after Board Member, published author and esteemed speaker. Recognized as a pioneer in DEI, she has been on the forefront of leading lasting change for corporations, non-profit organizations and government agencies worldwide. Rohini Anand is Principal and CEO of Rohini Anand LLC, and was previously Senior Vice President Corporate Responsibility and Global Chief Diversity Officer for Sodexo. Under Dr. Anand's leadership, the Sodexo brand became synonymous with leadership in diversity, corporate responsibility and wellness.

In this episode of the HR Leaders podcast, I'm joined by Jen Mahone-Rightler, the Global Chief Diversity Officer and Senior Vice President of Corporate Social Responsibility and Wellness at Epsilon, to discuss what does a truly inclusive workplace looks like.Jen Mahone-Rightler leads Epsilon's D&I efforts by championing, developing and executing programs that enhance a culture of diversity, inclusion and belonging within the company. She is responsible for implementing sustainable programs to help shape the organization's training, hiring practices, leadership development and broader corporate social responsibility efforts. Jen is also focused on integrating and aligning the company's commitment to D&I with the clients and communities Epsilon serves.

Abbie Cowan, Global Chief Diversity Officer at Atos, joins us to discuss how to take Diversity, Equity & Inclusion from

 Hear how to really live diversity, equity and inclusion  This was a very special podcast with Dr. Rohini Anand, a global strategic Diversity, Equity and Inclusion (DEI) leader. A published author, Dr. Anand's new book, Leading Global Diversity, Equity, and Inclusion: A Guide for Systemic Change in Multinational Organizations, sets the stage for her own journey as a pioneer in DEI and a woman helping global companies transform their organizations, one person at a time. You are going to enjoy learning from Dr. Anand. Open your notebooks, iPads or computers and get ready to capture the innovations, the insights and the impact she is making, and which you can as well. I just love women who are changing the world! Watch and listen to our conversation here Rohini's 5 principles for truly bringing about DEI change: The first principle: Make it local. Global change has to be anchored in an understanding of the local context. It has to be rooted in the local particulars informed by the history, the culture, the language and mores of each place. The second: Leaders change to lead change. And we know very well that commitment from senior leadership is absolutely fundamental to ensuring that the DEI is sustained. The third: It's good business to institute DEI, and without a compelling reason for change. We all know 70% of change efforts fail. But there's reasons this sort of change narrative has to be congruent with the organization's purpose and how business is done. The fourth: Go deep, wide, and inside out. Organizations are interconnected systems that work in concert with each other. DEI needs to be infused in the internal processes and systems and externally, so you have to take a systems approach. And the fifth principle: Know what matters and counter. Metrics clearly provide a global framework, a cohesive narrative to spotlight problem areas and solutions. To be instruments for change, they've got to have the right metrics, and you've got to hold your teams accountable. To contact Rohini, go to LinkedIn and Twitter, email her at rohinianand1121@gmail.com and visit her website www.rohinianand.com. Want to know more about DEI and culture change? Start here  Blog: How's Your Culture? Doing Fine Or In Drastic Need Of An Overhaul? Blog: How Storytelling Can Transform Your Culture And Energize Your Team Podcast: Kim Graham Lee—How To Build A Culture Where Men And Women Truly Support Each Other Additional resources for you My two award-winning books: Rethink: Smashing The Myths of Women in Businessand On the Brink: A Fresh Lens to Take Your Business to New Heights Our website: Simon Associates Management Consultants   Read the transcript of our podcast here Andi Simon: Welcome to On the Brink With Andi Simon. Hi, I'm Andi Simon. As you know, I'm your host and your guide. And I've started to tell people on our podcast a little bit more about me, because they keep asking, Who are you? So I'm a corporate anthropologist, and I've specialized for most of my career helping organizations and the people inside them change. And you must recognize that people hate change, your brains would just as soon I go away. But the podcast came about after my book, On the Brink: A Fresh Lens to Take Your Business to New Heights, was published and won an award. And my second book just won an award as well, Rethink: Smashing The Myths of Women in Business. I'm honored to be able to share with you my insights into how people can change, and particularly how corporate cultures must change. So today's guest is a very special woman. I can't wait to share her with you: Rohini Anand. I met Rohini through the Women Business Collaborative, where I'm a member, and she is as well. I read her new book, Leading Global Diversity, Equity, and Inclusion: A Guide for Systemic Change in Multinational Organizations. Rohini has a wonderful perspective. I'm going to tell you a little bit about her and then let her tell you about her own journey. But remember, our job is to help you see, feel and think in some new ways so you can do something. And the questions around diversity, equity and inclusion are profound. I cannot tell you how many CEOs have said to me, it took me three months to hire some people to diversify my culture. They only lasted three months. And I said, Okay, we have a bigger question here about what is your culture? And why should people belong to it? And humans want to belong. So here's Rohini's background. She is a strategic Diversity, Equity and Inclusion expert, highly sought-after board member, a published author and speaker. She is recognized as a pioneer in DEI (Diversity, Equity and Inclusion) and has been on the forefront of leading businesses through lasting change for corporations, not for nonprofit organizations and government agencies worldwide. She was previously senior vice president of corporate responsibility and Global Chief Diversity Officer for Sodexo. And under her leadership, the Sodexo brand became synonymous with leadership in diversity, corporate responsibility and wellness. And I have a hunch she's going to tell you a little bit about her journey. But I'm excited because both in her book and in her work, she's actually making things happen. And for all of you who are wondering, How do you make DEI happen?, you need to listen carefully because this is what's happening. And now the question is, how can we share it so you can do it as well? Rohini, thank you for joining me today. Rohini Anand: Thank you. I'm delighted to be with you, Andi. And looking forward to the conversation. Andi Simon: Let's begin, who is Rohini? What's been your journey? Share it with the listeners, they love the stories. Rohini Anand: Yeah, as you know, anyone involved in diversity, equity and inclusion work, this book is very personal for them. And my story is integral to who I am. I actually grew up in Mumbai, India, and growing up in India, almost everyone sort of looked like me. It is a country with a lot of diversity, many socio-economic classes, religions, ethnicities, languages, etc. I belong to the majority religion, Hinduism, and surrounded by others like me. I had the privilege of not having to think about my identity. So I moved to the United States as a teenager, and went to graduate school. And that really was my inflection point in my both literal and metaphorical journey. And I have to say that my identity shifted from being a person who saw herself as the center of her world to being a foreigner to being an immigrant to being a minority, and I was totally unprepared for that. So it was only when I was identified as a minority did I realize the privileges that came with being part of a majority. I was part of the majority growing up in India, but I had not recognized my privilege in that way. And honestly, I was unable to until I was perceived as a minority and I experienced things differently. So the realization that identity is situational is fluid and informs the research that I did for my PhD and still informs my work. So I would say that this vocation is very personal to me, understanding what it means to be perceived as a minority, as an outsider, is very much at the heart of diversity, equity and inclusion work. And I am fortunate that my vocation and my avocation are perfectly aligned. So it's a little bit about my journey to the work that I do today. I continue to do this work. You're right, I worked for Sodexo for 18 years. And we were hired from Sodexo in 2020, just before COVID hit, was the time to write my book. And since then I've been doing booktalks, strategic coaching and advising, and I'm on several boards, but I continue to do this work that's so meaningful to me. It is part of who I am. Andi Simon: Well, being who you are, when you were at Sodexo, I have a hunch you explored and learned a great deal about the challenges of building a diverse culture, particularly a global one. Now is that a good place for us to start to talk about the learnings that went on there because it was very profound. You went from India, I've been to India, it's quite a complicated place. And coming here, discovering a culture that had a different attitude, different values, everything about you being here was different. And somehow you had to find a way of belonging, and humans want to belong. Some of the insights that came from the Sodexo experience would be really helpful, I think, to our listeners. Rohini Anand: So Andi, when I joined Sodexo, there was a fairly serious lawsuit. And I didn't quite understand or really recognize the seriousness of that lawsuit until about six months after I was hired, when it was certified as a class action lawsuit that was settled for over $80 million. It was a discrimination lawsuit filed by African Americans in the company. And I share that because you know what I say in the book, and the journey really was from class action to best in class. So that was the sort of situation that I stepped into. But with the support of leadership, we were able to change the culture around and became known for leadership and diversity, equity and inclusion in the United States. And then it was a question of scaling this work globally. So what I found was that doing this global DEI work is very complex. It's very dynamic. There's no checklist, there's no playbook, I don't even think any best practices are adequate. But there were these five principles that showed up each time when I did the work that are absolutely critical. And they provide a true line. Each of the principles is simple. It's a simple statement. It's based on my experiences, but also experiences of my colleagues who've done the heavy lifting in their organizations. They're simple, but they're disruptive. And they don't provide any sort of standards, the plug and play templates based on what's worked in the US, because that's been a foundational mistake—to replicate what works in one part of the world, in other parts of the world. So these principles can be applied with sensitivity to any culture, and really empower global leaders to develop their own solutions, not to mimic any one experience, but really develop their own solutions. So the principles are, and this is what I think is absolutely foundational in doing this culture change work, because it is about transformation, it's about culture change. The first step is make it local. And global change has to be anchored in an understanding of the local context. It has to be rooted in the local particulars informed by the history, the culture, the language and mores of each place. We have to consider the power dynamics, identify those that are the subordinate and not subordinate in dominant groups, identify how identity is defined, how it's expressed. But understanding doesn't mean accepting the status quo. Because outside influence can be cancerous for change. They can raise issues that those within a culture may not be able to see. Like, I was not able to see my own privilege, because of power dynamics. But this works best when local change agents are empowered to partner with outside influencers. So it's about pushing the status quo, disrupting and pushing for change, but doing it with an understanding of the local context. The second is what I call leaders change to lead change. And we know very well that commitment from senior leadership is absolutely fundamental to ensuring that the DEI is sustained. And when leaders embrace the DEI with authentic purpose and passion, the organization goes from performative action to sustainable progress. So leaders really need to internalize the benefit of doing it to themselves personally, and to the organization, that often requires the destruction of their worldview, and the painful work of introspection. And this happens often through stories, not necessarily data. But I think it's important as leaders do seek out these disruptive experiences as they take ownership of their own learning, and be mindful of the toll that it takes for people with those lived experiences to share the experiences again and again and again. And so it takes leaders who intentionally prioritize the DEI as they would any other business imperative. So that's the second principle: leaders change lead change. The third is: it's good business to, and without a compelling reason for change. We all know 70% of change efforts fail. But there's reasons this sort of change narrative has to be congruent with the organization's purpose and how business is done. The fourth principle is: go deep, wide, and inside out. And that really speaks to the fact that organizations are interconnected systems that work in concert with each other. And DEI needs to be infused in the internal processes and systems and externally, so you have to take a systems approach. And then the last one, the fifth principle is: know what matters and counter. And metrics clearly provide a global framework, a cohesive narrative to spotlight problem areas and solutions. And to be instruments for change, they've got to have the right metrics, and you've got to hold your teams accountable. So make local leaders change to lead change. And it's good business to go deep, wide and inside out and know what matters. These five principles I think are absolutely critical to any change. Andi Simon: Well, I love your principles. They are very much congruent with the culture change work that we do. But there are some things I'd like to dig a little deeper into, because the leader changing the way they see diversity, and equity and inclusion are essential. They're the leader. The question is, how do you get them to change? Remember, we live the story in our minds. If we don't collaborate with our mind, our mind does exactly what it thinks we want it to do. And so the research on the mind is so compelling. Now, the question is, how do we get leaders to change that story, so that it isn't the outsider who you're bringing in sort of gratuitously, the outsider is essential to the growth of the organization, and how we now build a culture where we value that diversity as opposed to want to eliminate it, or control it or put it into a certain box. The thing that always worries me, having been an executive in two banks, you said you tend to bring in the diversity and put them into buckets where they belong. And they were sort of a stereotype of what kind of jobs they should hold, and where those people should be. And that by itself wasn't diversity, or equity or inclusion. It was a different way of building mosaics, which wasn't particularly good. Share with us. And I'm particularly interested in, How do I start with the leader? Because I think that's where we have to start. Rohini Anand: You're absolutely right, we do have to start there. Let me share two quick stories. So you know, one story is about a particular leader who mentored a woman who is part of the organization, and she managed high security facilities. And after mentoring her, he came to me and he said, "If you had presented me with two candidates, a male and a female, and asked me to hire the best qualified candidate for a high security facility, I would have chosen the man because you need an aggressive, assertive leadership style. So it's a dangerous environment, I would never have chosen the woman." But he says, after having mentored this woman, who's extremely effective, "She has a different leadership style. And she is very effective. She gets the assignment. I will never let an unconscious bias impact my talent decisions again." So I think that's the story of basically providing leaders with disruptive experiences that help to shake their worldview, provide them a different perspective, expose them to people who are not necessarily like themselves, in this case, a woman with a different leadership style, so that they can actually do this work of introspection and emerge in a way that really shifts their perspective, their thinking, their worldview. We don't know what we don't know. So this leader was able to internalize that experience. The other story that I have is a leader who listened to all these stories about diversity, equity and inclusion and was not buying. I had some Sodexo specific data, but he was not necessarily convinced. He got involved in a cross-company mentoring program along with other CEOs. He wanted to network with other CEOs and this was networking on the topic of diversity and he mentored a woman from a different organization and developed a trusting relationship with her. She got laid off, and she had discussed and shared with him her lived experiences being marginalized, being discriminated against as the only woman on the executive team, and he listened with sort of this newfound interest. And he came to me and he said, "I just cannot believe that women have these kinds of experiences in the workplace. She was the only woman on her executive team." He said, "This is unacceptable. I want all 12 of my direct reports to mentor a woman from a different part of the organization." So they did, and of the 12 women that were mentored/sponsored, because it wasn't just mentoring, these were senior executives who actually sponsored these women, nine out of the 12 got senior positions, either as country heads, or heads of large pieces of business. Now, again, it took the lived experiences of this woman. It came close to home, he developed a relationship with her. He listened to her, and it was her lived experiences that helped to shift his perspective. So I think storytelling and lived experiences can be very beneficial. But I will caution that it is very tiring for those that have experienced these lived experiences to share them again and again and again. And we have to really maximize the impact of those lived experiences. But also, leaders have to take responsibility for their own learning at the end of the day. So I think those are sort of two stories. I have one more if you have time. Andi Simon: I'm a storyteller. And I think that what you capture in the story, that you said that the leaders have to change their leadership. And the question is, Okay, how do I do that? And experiential learning is where we learn best. You can't learn from a book and you can't learn from listening to me. What is it you really mean? How does that really feel? Another story? Rohini Anand: So this story is actually the CEO, previous year, to Excel. And globally, as you know, most companies focus on gender just because race and ethnicity translates very differently in different parts of the world. It doesn't translate in many parts of the world. And this was a Frenchman in France. The word "race" was actually struck from the French constitution in 2018, for historical reasons. So when we started talking about ethnicity and race, he said to me, "Why dilute the focus on gender by bringing in all these other strands of diversity, because race doesn't translate in France, it doesn't translate in many parts of Europe." And he was right. And so I realized that I needed to expand his worldview. And to do that, I invited him to an employee resource group meeting by the African American employee resource group in the United States. He attended that meeting, one of maybe two French men who were at that meeting, one of the only white men at the meeting. He listened to the lived experiences, particularly of the Black men, Black leaders in that meeting. And it was very moving, because now he knew these people, again, these stories came close to home. He listened to the experiences outside and within the organization, so that listening to the lived experiences, combined with his experience of being a minority, was very disruptive for him. And he went on after the murder of George Floyd to send this really heartfelt message to the organization, something he wouldn't have done under normal circumstances, and in succession planning meetings and talent review discussions. Yes, you cannot gather data about people's race and ethnicity in Europe, but nothing, no one stops you from asking the questions. So when individuals say, "We have diversity, we have Belgians, and we have folks from the Netherlands and from Switzerland and Austria, and Germany," the question would be, "That's wonderful. And how many of them are Black people?" So he was able to ask those questions. Again, it was a very disruptive experience for him. And what's wonderful is, many of these leaders have gone on to other organizations and have taken this secessionist connection, this learning that they've had, and become allies and started to bring about the culture change in the other organizations. Andi Simon: You are alluding to something very important. Two things I want to talk about. People are copycats, and they need to see others. You can call them role models, but unless somebody who they can admire is doing something differently, they would just as soon move away from it, hijack it and not be the solo solitary leader there. So building that base is important. Rohini Anand: If I can just add to that, you're absolutely right, Andi. And when he talks about this notion of belonging, we often say an employee's sense of belonging to the culture of an organization, but there's another dimension of belonging. And that dimension of belonging is the need for a leader and organization to belong to an elite group of companies that are committed to DEI. So I want to identify with other companies that are seen as diversity elite companies and want to be part of that. There's this desire to belong to other organizations that are seen as having credibility. Andi Simon: Because they feed off each other. Because the contagion is a healthy one, because if I'm doing it, and they're doing it, somehow together, the whole ship rises. But if I'm doing it alone, that's a long road home all by myself, solitary. It's very challenging. The other side of what you were talking about, though, I experienced as a woman, and I am not a woman of color, although I have a niece who's biracial, and we talk all the time about the challenges of being different. I was an executive in a bank, and I went to a board meeting, and there were 49 men, a nun and me. I didn't say anything. And for many years, I was the sole woman on any executive team. And the challenge for a woman in that story is how to navigate what role to play. We're role players, I often think of life as theater. And I remember changing the conversations. I learned new ways of behaving, how to dress, how to perform, particularly when you are in a room of mostly men, and you are not exactly being asked anything to contribute. I can't tell you how many times I was the only or among the few. And I do think it's changing. And I'm glad that I can date myself. But the other thing is, how do you advise or counsel those who are now being brought in to diversify? The gentleman I mentioned who spent three months recruiting a woman of color to join his organization and they only stayed three months was angry at her for not belonging. And I said to him, "Why is it her problem? And a combination? It's not your problem or her problem? You brought her into a place that wasn't welcoming, where there was nobody who looked like her. How are you going to change this? And what is the role of the person being anointed with this diversity banner to have to come in and do something for you?" Some advice or experiences, stories to share? Rohini Anand: In terms of being the only, and you know, I think a woman of color is the double only, which is the other piece, as a woman and as a woman of color. And I think you're right, I think very often, when you are the only one, it's difficult to speak up. I do think that is what helps a lot, is if you can get allies and male allies within the room. So having the conversations outside to find out who can be an ally, who can amplify your voice, who can say when you talk, "That will work." Who can say, "We haven't heard from Rohini yet, perhaps we should hear what she has to contribute." Those kinds of allies I think are really important. It's sort of a double edged sword, because in a sense, usually the allies are the ones who have the power, the ones with the dominant group are white males. So in a sense, we're asking someone to validate us as women, aren't we. And the other side of it is, in some senses, you're using their power to upend their power. So there's two sides to this. And I think it has to be used strategically, but I think allies are one piece. I think the other piece of advice that I would give is, just be true to who you are, you have to be authentic. I think imitating someone else's leadership style or a male style does not work because it does us a disservice. I think being authentic is absolutely critical. And I think the third piece is, before you can join an organization, do research, because an organization that is not welcoming of someone who looks like you doesn't deserve you. So do your research. And if you need to, walk away. There are other options that you have, particularly today with the talent shortages. So I think that organizations will have to change in order to provide a welcoming environment. I have millennial daughters, and you know, I know numerous people who have walked away from organizations because they didn't see someone like themselves. And they didn't think that it was a female friendly organization. Andi Simon: Well, as I'm listening to you, it's not a bad time to think about wrapping up because you and I could talk for a long time about this. And I know you can with great expertise. I think that the times are changing, and I'd like our listeners to walk away from Rohini and take away two or three things that you think they should focus on. And you have your principles, I like them. I love the fact that we're talking about how to make them actionable principles, but what do you actually do if you're going to do it local, what would be the top two or three things that they should remember, because I want them to do something when they leave. Rohini Anand: So I think the one piece of change really happens at the intersection of people and processes, and you have to impact both. So I would encourage, on the personal level, to see how you can be an ally for others regardless of who they are in the organization. And then I would say, look at how you can dismantle those processes that are tenacious, that have advantages for some and have created disadvantages for others. So, work both the people and the process piece. And then I think this power of storytelling is amazing. Even in terms of bringing along allies, I think it's really important, but I think, use those stories with discretion because of the toll it takes on those that have lived experiences. But you know, work at the intersection of people and processes would be my one big takeaway. Andi Simon: Where can they find both you and your book, to reach you? Rohini Anand: Thank you so much. So my website is www.rohini.com. And my book, Leading Global Diversity, Equity, and Inclusion, is available on Amazon, and all of the other major outlets. Also you can order it through my website. Andi Simon: It's a great book. It's great to read it. I want to add one last thought to our listeners. If you don't know Judith Glaser's work on conversational intelligence, go take a look at it. Judith was an observational, an organizational anthropologist who passed away a couple of years ago, but when she was doing neuroscience work, she said something very profound. If you say, "I'm the brain," it gets full of cortisol and flies away from it, it becomes a battleground. It's a threat. But if you say, "We, the oxytocin, the bonding hormones, really make love there." So as you're thinking about this, diversity, equity, inclusion is about us. And if you start talking about what we can do together, it's a much healthier environment for us to actually do it, the bonding that happens. It is natural for the brain. And so don't underestimate the power of the body to respond to the way you're talking and the conversations that we're having today, around how do we build a better world where people are part of a larger organization that can all together rise, and do better together because they care about each other. And I can't tell you what a pleasure it's been to have you here today. Thank you. Rohini. Rohini Anand: Thank you, Andi. This is wonderful. Andi Simon: So I'll wrap up for my listeners and my viewers. My audience is terrific. You've put us in the top 5% of podcasts globally. Thank you so much. And you send me great people to interview which I just enjoy tremendously. And my job is to help you see, feel and think in new ways to do something that you hate to do: embrace change. These are changing times. Please open up and try to do it with great joy. Bye bye now. Have a great day. Thank you. 

Jen Mahone-Rightler, the Global Chief Diversity Officer and Senior Vice President of Corporate Social Responsibility and Wellness at Epsilon, explains how a grounding in core principles helps Epsilon's diversity initiatives thrive. Epsilon is a global advertising and marketing technology company with 8,000 associates in over 40 countries around the world.  Connect with Jen on LinkedIn and Twitter. https://bit.ly/3dsRJEk https://bit.ly/3Abl4Lh Interested in learning more about Epsilon? Check out their website. https://bit.ly/3Ql4cbH Including You is brought to you by Lead at Any Level. Learn more about them on their website. http://bit.ly/2lPvOMM

In Episode 94, Melinda speaks with Dr. Rohini Anand, Principal & CEO of Rohini Anand LLC and author of Leading Global Diversity, Equity, and Inclusion: A Guide for Systemic Change in Multinational Organizations. Dr. Rohini describes her work to advance DEI across different countries and cultures. She addresses some common missteps that global leaders make when localizing their work and how we can disrupt our own biases and worldview to foster inclusion and cultural competence in the global workplace. She also shares how we can be better allies across global teams by understanding local contexts and bringing outside perspectives to challenge harmful and oppressive practices.About Rohini Anand, Ph.D. (she/her)Dr. Rohini Anand is Founder and CEO of Rohini Anand LLC providing Diversity, Equity and Inclusion (DEI) advisory services to clients in the public and private sectors. She is a strategic business leader and trusted board member who has successfully transformed cultures and built an iconic brand with an enduring reputation, resulting in accelerating new business creation. Rohini is recognized as a pioneer in the DEI field, a thought leader and is a sought- after expert by leaders around the world. She is a published author. Her book, Leading Global Diversity, Equity and Inclusion: A Guide for Systemic Change in Multinational Organizations, has become the go-to resource for DEI professionals and for inclusive leaders.Most recently, Rohini was SVP Corporate Responsibility and Global Chief Diversity Officer for Sodexo. She reported to the Global CEO and was a member of Sodexo's North American Executive Committee. Rohini successfully positioned Sodexo as a global leader in DEI and Corporate Responsibility. Sodexo's remarkable global culture change, led by diversity and inclusion, is featured in a Harvard Business School case study entitled Shifting the Diversity Climate: the Sodexo Solution. She serves on the boards of several organizations, including WomenLift Health, a Gates Foundation initiative, Aspen Institute's Family Prosperity Initiative, Tent Partnership for Refugees, and the Galt Foundation. She also serves on the external diversity advisory boards for Sanofi and for Charter Communications and chairs the Catalyst Board of Advisors. Rohini is a Senior Fellow with the Conference Board and is on the National Association of Corporate Directors (NACD) Center for Inclusive Governance's Advisory Council.To join us for our monthly live event and find educational resources, visit ally.cc.Connect With Dr. Rohini Anand On SocialLinkedIn: https://www.linkedin.com/in/rohinianandFacebook: https://www.facebook.com/leadingglobaldeiTwitter: https://twitter.com/RohiniAnandPhDConnect With Us On SocialYouTube: youtube.com/c/changecatalystTwitter: twitter.com/changecatalystsFacebook: facebook.com/changecatalystsInstagram: instagram.com/techinclusionLinkedIn: linkedin.com/company/changecatalystsProduction TeamCreator & Host: Melinda Briana EplerCo-Producers: Renzo Santos & Christina Swindlehurst ChanCreative Director @ Podcast Rocket: Rob Scheerbarth[Image description: Leading With Empathy & Allyship promo and photos of Dr. Rohini Anand, an Asian American female with short black hair, apple green dress, and emerald-and-olive green beaded necklace; beside her is the grey book cover of Leading Global Diversity, Equity, and Inclusion: A Guide for Systemic Change in Multinational Organizations; and host Melinda Briana Epler, a White woman with red hair, glasses, and orange shirt holding a white mug behind a laptop.]Support the show

Best selling author, philanthropist, acclaimed speaker, and senior level executive, Steve Pemberton, joins us to discuss his new book, The Lighthouse Effect. Steve currently serves as Chief People Officer for Workhuman. He previously served as Global Chief Diversity Officer at Walgreens Boots Alliance, the first global pharmacy-led, health and wellbeing enterprise in the world. Before his post at Walgreens Pemberton was the Chief Diversity Officer for Monster.com where he helped the company achieve all-time growth in applicants. From his participation on several non-profit boards to establishing A Chance in the World Foundation, Steve remains a relentless champion for those who have often been left in the shadows. His commitment to others and his refusal to accept things as they are, have earned him national recognition, including the coveted Trumpet Award and the prestigious Horizon Award by the United States Congress. Tune in on Wednesday, June 1 @ 6pm EST!

85. Michele Meyer-Shipp - Who Am I Missing?  “We offer job prep skills, interview training, resume support, mock interviews, mentorship, alumni networks for women who come through our program…(our) sole job are the women we serve.” Guest Info: Michele C. Meyer-Shipp was announced as CEO of Dress for Success Worldwide, the leading global nonprofit employment resource for women, on January 12, 2022. Michele will lead the organization's 145 affiliates in 23 countries as it continues its mission to help women achieve economic independence through a network of support, professional attire, and the development tools to thrive in work and life. She will begin her new role on February 16th. Michele joins Dress for Success from Major League Baseball, where she served as Chief People & Culture Officer. While at MLB, Michele led the human resources, diversity and inclusion, and office operations functions for the League Office with an emphasis on launching new programs and policies to recruit and develop talent, advancing diversity and inclusion efforts, and enhancing workplace culture. She also served as a senior advisor to the Commissioner as well as leaders across 30 major league baseball teams and multiple Minor League teams. Prior to MLB, Michele served as Chief Diversity & Inclusion Officer at KPMG LLP, where she led initiatives relating to talent recruitment, development and retention, supported the efforts of leaders across KPMG's 85+ national offices, and managed a portfolio of external strategic partnerships. Previously, she served as Global Chief Diversity Officer for both Prudential Financial and the law firm Akin Gump Strauss Hauer & Feld LLP. Michele spent the first decade of her career practicing employment law in both the private and public sectors, where she advised clients on optimizing talent and implementing equitable workplace initiatives. Meyer-Shipp is a graduate of Rutgers University and Seton Hall University School of Law. Michele is a sought-after speaker and has served as a Yahoo! Finance News Contributor and been featured in top media outlets including the New York Times, USA Today, The Economist, Forbes, Fortune, Business Insider, CNN, The Wall Street Journal, Savoy Magazine, Black Enterprise, CORE Magazine, Working Mother Magazine, Diversity Woman Magazine, Quartz, Inc., and more. She is also the recipient of numerous awards, including The Network Journal's "25 Influential Black Women in Business" (2021), Core Magazine's “100 Most Influential Blacks Today” (2021), Black Enterprise's "Portraits of Power" (2020) and Business Insider's "38 Power Players of Consulting" (2020). She is a member of the Boards of the LPGA (Ladies Professional Golf Association) and the Fritz Pollard Alliance Foundation. Favorite Quote: Live Life to the Fullest! R.O.G. Takeaway Tips: Start off team meetings with a check in. How are you doing? Really. Consistently ask yourself: Who am I missing? In this gathering, who else should be here? In this discussion, whose voice am I missing?  Resources: Michele Meyer-Ship Bio Michele Meyer-Ship on LinkedIn (in/MMeyerShipp) Michele Meyer-Ship on Twitter (@MMeyey_Shipp) DressForSuccess.org Dress For Success on LinkedIn Dress For Success on Twitter (@DressForSuccess) PR Newswire: "Meyer-Shipp to focus on helping women thrive in work and life" Coming Next: Episode 86, we will be joined by H Walker, Diversity, Equity and Inclusion Officer for Boys & Girls Clubs of America Credits: Michele Meyer-Shipp, Sheep Jam Productions, Host Shannon Cassidy, Bridge Between, Inc.

#002 In our second episode, we're very honored to be welcoming renowned diversity, equity and inclusion (DEI) thought-leader, and former SVP Corporate Responsibility and Global Chief Diversity Officer for Sodexo, Dr. Rohini Anand. She comes to speak to us about her newly published book: Leading Global Diversity, Equity and Inclusion. This is not an additional academic book on the matter of DEI, it is a view from the trenches, based on the lived experiences of the author. This practical guide offers five proven principles for multinational companies to advance DEI transformation with a nuanced understanding of local contexts across countries and cultures. Listen to this episode for a sneak peak into Rohini's learnings and teachings, as she combines them to the story of her personal journey going from being part of the majority in her native India, to part of the minority in the USA where she pursued her studies and career. Rohini also shares with us her missteps and the lessons she's learnt along the way, as challenges on the road have proven to be the most frustrating, yet the most rewarding aspects of the job. Finally, Rohini Anand shares with us her call to action for both individuals and organizations: be disruptive, and do it boldly! Tune in today, and subscribe to not miss our next episode next week! To purchase Rohini Anand's book, visit: https://www.rohinianand.com/ Do not hesitate to follow Rohini Anand on LinkedIn and on Twitter (@rohinianandphd) to continue following her journey as a DEI leader. Fact-check note: It was mentioned in this episode that France erased the word “race” from the first article of its constitution in 2018. While Members of Parliament unanimously voted for that change in 2018, the constitutional reform bill never fully went through Parliament, and France's Constitution remains unchanged to this date.

Message in the Music, Spreading Love, Not COVID Hear from Lori Rose Benson, Executive Director and CEO for Hip Hop Public Health and Helen Shelton, Global Chief Diversity Officer from FINN Partners about their groundbreaking public awareness campaign: Message in the Music, Spreading Love, Not COVID that won them the 2021 Medigy HITMC Award Winner for Best COVID Public Awareness Campaign.

Maria Melendez is the Global Chief Diversity Officer at a top ten Am Law law firm and before that, was a litigation partner for 27 years.  In this two-part series, Maria shares her journey from Ponce, Puerto Rico to partnership and her current role.  We dig into how to integrate work and family, how to shift your mindset so it serves you, what it means to be one of the few as BIPOC women in a predominantly white male environment and the belief we need to have that we truly belong (because we do), and how to navigate the challenges and thoughts as women to move towards what we want in career and life.   For Arivee's weekly emails of motivation and inspiration, subscribe here.  Subscribe to this podcast and share it with a friend who needs to hear it too.  Get your career clarity guide here. LINKEDIN: https://www.linkedin.com/in/arivee-vargas-49079222/ INSTAGRAM:  https://www.instagram.com/ourhumblerising

Maria Melendez is the Global Chief Diversity Officer at a top ten Am Law law firm and before that, was a litigation partner for 28 years.  In this two-part series, Maria shares her journey from Ponce, Puerto Rico to partnership and her current role.  We dig into how to integrate work and family, how to shift your mindset so it serves you, what it means to be one of the few as BIPOC women in a predominantly white male environment, and the belief we need to have that we truly belong (because we do), and how to navigate the challenges and thoughts as women to move towards what we want in career and life.   For Arivee's weekly emails of motivation and inspiration, subscribe here.  Subscribe to this podcast and share it with a friend who needs to hear it too.  Get your career clarity guide here. LINKEDIN: https://www.linkedin.com/in/arivee-vargas-49079222/ INSTAGRAM:  https://www.instagram.com/ourhumblerising  

In this podcast, Laura Sabattini, Principal Researcher at the Conference Board speaks with Dr. Rohini Anand, a strategic global business leader and trusted board member who has successfully transformed culture. Anand was the former SVP Corporate Responsibility and Global Chief Diversity Officer for Sodexo and is currently Principal and CEO of Rohini Anand, LLC. Her book, Leading Global Diversity, Equity and Inclusion: A Guide for Systemic Change in Multinational Organizations, offers several successful principles for companies to advance D&I across different regions. In this podcast, Dr. Anand shares her inspiration for the book and examples that can help organizations get a nuanced understanding of local context, culture, and language.

In this episode of #BuyDiverse, Chicago MSDC President and CEO, J. Vincent Williams is joined by Carlos Cubia, SVP and Global Chief Diversity Officer of Walgreens. Hear as Carlos shares Walgreens’ commitment to diversity and internal programs in place to encourage and reward supplier support and diversity. Listen as Carlos and Vince talk about common […]

This is a special episode of the HR Leaders podcast, you are listening to the fifth session from the HR Leaders Online Summit aired on October 4th.We are joined by Moderator: James Cheng, Global Chief Diversity Officer at Zimmer Biomet, Traci Wade, Senior Director, Diversity & Inclusion at Oracle, LaQuenta Jacobs, Chief Diversity Officer at XPO Logistics, Denise Reed Lamoreaux, Worldwide Learning Director at Microsoft, Ricki Wax, Global Diversity, Equity, Inclusion Program Manager at Google, Mara Zavagno, and Chief D&I Officer and VP Talent, Engagement & Rewards at Konecranes.Thanks to Oracle for partnering with us to make this possible.Download their Definitive Guide to People Analytics 2021: https://bit.ly/3meS3auNever miss an event, follow HR Leaders on Crowdcast: https://www.crowdcast.io/hrleadersSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The pandemic provided businesses unexpected opportunities for impactful change and there's no time like the present to implement strategic diversity and inclusion plans that foster growth. Lane Powell's Labor and Employment Team welcomes Sharon Orlopp, recently retired Global Chief Diversity Officer and Senior Vice President, Corporate HR at a national retailer, where she was responsible for advancing a diverse and inclusive workforce of 2.2 million associates worldwide. Sharon shares her success in building diversity and inclusion programs for some of the largest companies in the world and how those programs directly impacted company culture and employee retention. Join us as Sharon shares insightful tips on integrating a strategic diversity & inclusion plan that can help all of us drive real change in our workplaces. This presentation was originally shared on December 17, 2020 as part of the 'Best Practices for Best Employers™' Series. -=-=-=-=-=- Meet Sharon: www.sharonorlopp.com 

Michele Meyer-Shipp was named MLB's Chief People & Culture Officer by Commissioner Robert D. Manfred, Jr. in August 2020. In this capacity, Meyer-Shipp oversees all of MLB's human resources activities, including talent processes and programs, workplace culture, and diversity and inclusion. Meyer-Shipp also manages all off-field office operations. Meyer-Shipp joined MLB from “Big 4 Accounting Firm” KPMG LLP, where she has served as Chief Diversity & Inclusion Officer. While at KPMG, she led all firm programs and initiatives relating to workforce, workplace, and marketplace diversity and inclusion. In addition to overseeing a host of human resource-related initiatives in this role, she consulted with clients on building diverse and inclusive workplaces. Previously, Meyer-Shipp worked for Prudential Financial, serving as Global Chief Diversity Officer for five years, and for the law firm Akin Gump Strauss Hauer & Feld LLP, where she was Global Chief Diversity & Inclusion Officer. Prior to those roles, she spent over a decade practicing employment law in both the public and private sectors, counseling clients on driving equitable talent and workplace practices. Meyer-Shipp has served on many industry and association tasks forces and committees, including Twitter's Diversity Advisory Council, Working Mother Media's Multicultural Advisory Board, National Organization on Disability, and Rutgers University's Student Affairs Executive Advisory Council. She also has been a Contributor to Yahoo! Finance News. Meyer-Shipp has received numerous awards and accolades for her professional accomplishments, including most recently being recognized among the “Top 100 Women of Influence” by Diversity MBA. Meyer-Shipp is a graduate of Rutgers University and Seton Hall University School of Law, and she is certified as a senior human resources professional by the Society of Human Resources Management. Learn more about MLB here Shout-out: Today's Diversity Leader Shout-out goes to Justin Reyes, VP, Diversity, Equity & Inclusion at Major League Baseball Music: Intro - Vente by Mamá Patxanga is licensed under a Attribution-Noncommercial-Share Alike 3.0 United States License Outro - Amor Y Felicidad by SONGO 21 is licensed under a Attribution-NonCommercial-ShareAlike 3.0 International License --- Send in a voice message: https://anchor.fm/si-suite/message

Michele Meyer-Shipp was named MLB's Chief People & Culture Officer by Commissioner Robert D. Manfred, Jr. in August 2020. In this capacity, Meyer-Shipp oversees all of MLB's human resources activities, including talent processes and programs, workplace culture, and diversity and inclusion. Meyer-Shipp also manages all off-field office operations. Meyer-Shipp joined MLB from “Big 4 Accounting Firm” KPMG LLP, where she has served as Chief Diversity & Inclusion Officer. While at KPMG, she led all firm programs and initiatives relating to workforce, workplace, and marketplace diversity and inclusion. In addition to overseeing a host of human resource-related initiatives in this role, she consulted with clients on building diverse and inclusive workplaces. Previously, Meyer-Shipp worked for Prudential Financial, serving as Global Chief Diversity Officer for five years, and for the law firm Akin Gump Strauss Hauer & Feld LLP, where she was Global Chief Diversity & Inclusion Officer. Prior to those roles, she spent over a decade practicing employment law in both the public and private sectors, counseling clients on driving equitable talent and workplace practices. Meyer-Shipp has served on many industry and association tasks forces and committees, including Twitter's Diversity Advisory Council, Working Mother Media's Multicultural Advisory Board, National Organization on Disability, and Rutgers University's Student Affairs Executive Advisory Council. She also has been a Contributor to Yahoo! Finance News. Meyer-Shipp has received numerous awards and accolades for her professional accomplishments, including most recently being recognized among the “Top 100 Women of Influence” by Diversity MBA. Meyer-Shipp is a graduate of Rutgers University and Seton Hall University School of Law, and she is certified as a senior human resources professional by the Society of Human Resources Management. Learn more about MLB here Shout-out: Today's Diversity Leader Shout-out goes to Justin Reyes, VP, Diversity, Equity & Inclusion at Major League Baseball Music: Intro - Vente by Mamá Patxanga is licensed under a Attribution-Noncommercial-Share Alike 3.0 United States License Outro - Amor Y Felicidad by SONGO 21 is licensed under a Attribution-NonCommercial-ShareAlike 3.0 International License --- Send in a voice message: https://anchor.fm/si-suite/message

It was from his upbringing, close family ties and lessons learned from his mother that Carlos Cubia, the Global Chief Diversity Officer and Senior Vice President of Walgreens Boots Alliance, first discovered what it means to be a leader. The leadership lessons that were instilled in Carlos at a young age have been reinforced by his extensive leadership experience in Corporate America with companies such as Aetna, Blue Cross Blue Shield, and Safeco Insurance. In this episode, we explore leadership through the honest, open mentality of “never being the smartest person in the room” and discuss the key actions leaders should take to cultivate inclusive atmospheres, lead change, and empower others to take initiative.Listen here, or subscribe on iTunes, Spotify, or wherever you get your podcasts.

Embrace servant leadership, have a coachable spirit and lean in to the gray. This is the philosophy that has guided the success our most recent guest, Camille Chang Gilmore,  the Global Chief Diversity Officer and Vice President of Human Resources for Boston Scientific. With a background carved from people leadership with companies like IBM and Exxon, Camille shares insight on what it means to bring your voice to the table, have the courage to innovate forward through difficult times and cultivate environments that allow others to be seen. Listen here, or subscribe on iTunes, Spotify, or wherever you get your podcasts.

After supporting the Global Chief Diversity Officer at Facebook for six years, Pari McIntyre, made the leap to Roblox supporting the General Counsel. In this episode, Pari shares her thoughts on when it’s time to change roles or companies, something she recently decided to do. If you’re like Pari and you’ve recently accepted a new role during this time, we have no doubt you will benefit from hearing Pari’s tips on how to acclimate. Or, if you are thinking of making a move, we hope hearing Pari’s discussion of what prompted her will give you additional food for thought. This episode promises feelings of empowerment, independence and confidence – qualities Pari models well.

Now, more than ever, diversity, equity and inclusion (DEI) are playing a pivotal role in today’s society and we all have a responsibility in driving the narrative. To be successful in your career or at school, it's critical that you not only understand, but value diversity, equity and inclusion. In this episode of Career Compass, we dig deeper into the complexities of DEI in the workplace. Our hosts, Vernon Williams and Erica Young are joined by two special guests: Camille Chang Gilmore is Vice President of Human Resources and Global Chief Diversity Officer at Boston Scientific, as well as a SHRM Foundation Board Member. Emily Dickens is SHRM's Chief of Staff and Head of Government Affairs. Hear this pair of industry titans provide guidance on getting started in the field of DEI, the cultural competency skills you need to advance your career and strategic ways to discuss DEI in the workplace.Subscribe to Career Compass on Apple Podcasts, Google Play, Spotify, Stitcher, TuneIn or wherever you listen to podcasts. Check out SHRM.org/podcasts to listen on your desktop. And be sure to rate and review the show on Apple Podcasts or on your podcatcher of choice. This special episode may always be viewed at YouTube.com/shrmofficialKeep up with SHRM by visiting the website, liking our Facebook page, checking us out on LinkedIn, and following us on Twitter and Instagram.

Denise Reed Lamoreaux is the Global Chief Diversity Officer at Atos, and brings 30+ years of Leadership, Marketing and Communication, and Learning and Development experience to her role. Denise has aligned with Recruiting, Corporate Social Responsibility, the Compliance Network and Learning and Development to ensure that the Diversity Dimensions (Gender, Generations, Culture, LGBT+, and Accessibility) are interwoven into business processes, and that learning opportunities focus on D&I topics. Denise brings her passion for Diversity and Inclusion to the programs she develops and delivers, and to the We Are Atos Employee Experience Program. Two recent achievements are the launch of Skillsoft’s Women In Action program, and the implementation of Textio, which will aid us in creating unbiased job descriptions. During her tenure, Atos has been recognized externally in several categories, joined organizations such as the ILO, and signed the UN Standards of Conduct for Business, parity.org’s Parity Pledge, and L’ Autre Cercle’s charter. On This Episode: Denise discusses going from training to management and how she developed a passion for diversity and inclusion. Find out why Eleanor Roosevelt inspires Denise as a leader. Discover how to cultivate a truly inclusive working environment. Key Takeaways: Leaders need to be as transparent as they possibly can. Give your team the opportunity to stretch themselves. What your team sees is what they will do. Tweetable Quotes: A person who feels appreciated always goes above and beyond. A leader develops their people so that their people can move on. Denise Reed Lamoreaux: https://www.linkedin.com/in/denise-reed-lamoreaux-43400b6/ (https://www.linkedin.com/in/denise-reed-lamoreaux-43400b6/) Denis Gianoutsos: denis@leadingchangepartners.com https://my.captivate.fm/www.LeadingChangePartners.com%C2%A0 (www.LeadingChangePartners.com )

A special edition of the Experience Darden and The ExecMBA podcasts! In this episode of the podcast, we catch up with Martin Davidson and Christie Julien. Martin is Senior Associate Dean and Global Chief Diversity Officer at the Darden School, and he is also a member of the Leadership and Organizational Behavior faculty. Christie is Darden's Assistant Dean for Global Diversity, Equity and Inclusion, and a two-time guest on the Experience Darden podcast (See: Episode #34). We recently connected with Martin and Christie via Zoom to talk more about their backgrounds, what brought them to Darden as well as Darden's efforts around diversity, equity and inclusion.  

A special edition of the Experience Darden and The ExecMBA podcasts! In this episode of the podcast, we catch up with Martin Davidson and Christie Julien. Martin is Senior Associate Dean and Global Chief Diversity Officer at the Darden School, and he is also a member of the Leadership and Organizational Behavior faculty. Christie is Darden’s Assistant Dean for Global Diversity, Equity and Inclusion, and a two-time guest on the Experience Darden podcast (See: Episode #34). We recently connected with Martin and Christie via Zoom to talk more about their backgrounds, what brought them to Darden as well as Darden’s efforts around diversity, equity and inclusion.

Sodexo's Global Chief Diversity Officer on the widening gender pay-gap in Ireland. A recent PwC study found the gender pay gap in Ireland is widening. However pay divide is narrower here than in most other OECD countries but the findings are a cause of concern. Former CEO of Sodexo in Ireland Margot Slattery took up the role of Global Chief Diversity Officer with the group in 2019 and spoke to Ronan about equality in the workplace, to coincide with International Women's Day 2020.

Working your way up to the C-suite as a mom, an immigrant, and a woman of color takes boldness and resilience. This is Jackie Glenn’s story. At just 19 years old, she emigrated from Jamaica to America to work as a nanny. She got married, had kids, and eventually became Vice President & Global Chief Diversity Officer at Dell EMC. Today, Jackie has her own company, and she remains dedicated to giving voice to the underrepresented and building more diverse and inclusive workplace cultures. Jackie shares lessons from her life and book, Lift As I Climb: An Immigrant Girl’s Journey Through Corporate America. She paints an inspiring picture of the obstacles, sacrifices, and successes she’s experienced throughout her journey as an immigrant, a woman of color, a working mom, a wife, a daughter, and a C-suite executive. Listen to this episode to learn: -Why working moms and underrepresented minorities need to be bold, speak up, and “A.S.K. to G.E.T.” -How women can shake the doubts and fears of managing a career while raising a family -Advice for immigrants and minorities on how to build a career in corporate America -Why having a personal “board of directors” is a great source of support, perspective, and ideas for working women For more information, visit: https://glenndiversity.com/

  Jeanne's guest is author, speaker, Jackie Glenn tells her story in her new book, "Lift as I Climb." Jackie Glenn is a highly accomplished Human Resources Executive practicing across the HR spectrum including HR Strategic plans, Talent Development, and Diversity and Inclusion. She is currently Vice President/Global Chief Diversity Officer for EMC Corporation. In this position, she leads EMC's worldwide diversity and inclusion strategy, continuously reinforcing global diversity and inclusion as a business imperative. Through collaboration with senior leadership on assessment, action planning, and cultural change, she designs and delivers creative initiatives tied to the development of an innovative and inclusive workforce, as well as related components of talent management, employee relations, change management and compliance. Jackie joined EMC in 2000, as the Director of HR Operations for the Sales Division. In that capacity, she provided strategic and tactical Human Resources support to EMC sales groups, comprising more than 2,000 employees at both domestic and international sites.  Jackie puts her time in with various organizations to continue this effort, Children's Services of Roxbury, Girls Scouts of Eastern Massachusetts, the African American Museum-Boston, and the Greater Boston Sickle Cell Anemia boards all benefit from her insights and experience. Overall, in her 20 plus year career across the Human Resource spectrum, Jackie has managed and implemented programs in Employee Relations, Training, and Development, Recruiting, Organizational Development, and Consulting and Coaching. Her leadership as the VP, Global Chief Diversity Officer at EMC has introduced best-in-class practices, which includes the development of several groundbreaking efforts, including the design and implementation of an innovative and mandatory D&l curriculum, institutionalization of the company's Transgender Reassignment Program, the launch of its High Potential Women's Programs and expansion of employee resource groups. ___________________________________________ Table Fries is hosted by Jeanne Hopkins CMO at Lola.com which is a program on the Funnel Radio Channel.     

In this special episode of Table Fries, Jeanne's guest is author, Jackie Glenn. Right out of the gate Jeanne asked her for the one word that describes her. Authentic. You'll have no doubt after this episode that authentic is the perfect word for her. She admits that sometimes she may not be nice, depending on when you catch her in the day, but she'll always be an authentic truth-teller. Jeanne and Jackie talked about the inspiration for her book, Lift as I Climb (available on Amazon here). In this episode, you'll hear the wise advice she'd give her 18-year-old self, what a good day looks like. The answer - "When I've impacted the next generation." You'll also hear about the pivot that led her to where she is today as a highly respected Diversity, Inclusion & Corporate Culture Strategist. Tune in. About Jeanne's guest, Jackie Glenn: As Founder and Principal of Glenn Diversity Inclusion & HR Solutions, she provides corporations and individuals thought leadership in the development and execution of strategies, programs, and best practices needed to create inclusive and effective corporate cultures by attracting and retaining diverse workforces. She is also a speaker and host of national and international conferences and panels.This comes after a 19-year career at EMC, where she began in human resources and advanced to the C-Suite, eventually becoming Vice President & Global Chief Diversity Officer at Dell EMC. As stated in her recent book, Lift As I Climb: An Immigrant Girl’s Journey Through Corporate America, “There is a special place carved out that only you can fill.” Her adaptation to American culture as an immigrant from Jamaica cultivated skills and insights that uniquely qualify her to help her company create a diverse workforce that would retain top talent from the United States – a nation of immigrants – and around the globe.

Contact - matt@metashift.co.uk Diversity and inclusion are a vital issue for many employers, but as an industry do we genuinely understand what they mean, their implications and the issues that need to be solved? My guest this week is Jackie Glenn, Principal and Founder at Jackie Glenn Diversity Solutions and former Global Chief Diversity Officer at Dell EMC. In the interview, we discuss: • The amazing story of Jackie's career • The challenges of a Chief Diversity Officer • Diversity, Inclusion, Equity and Belonging • Is D&I really as much a priority for employers as it should be? • The importance of auditing and the power of diverse teams • D&I issues in the technology sector. • Letting your audio match your video Jackie also shares her advice for employers and talks about her book "Lift As I Climb: An Immigrant Girl's Journey Through Corporate America." Subscribe to this podcast in Apple Podcasts

Dr. Rohini Anand is Global Chief Diversity Officer for Sodexo, responsible for the strategic direction, implementation, and alignment of Sodexo's integrated global diversity and inclusion initiatives, as well as Sodexo's corporate social responsibility and wellness strategies. Under Dr. Anand’s leadership, Sodexo received the prestigious 2012 Catalyst Award and has ranked in the top ten for nine consecutive years on the DiversityInc business index of Top Companies for Diversity and Inclusion. In addition, The Human Rights Campaign has given Sodexo a 100 percent rating on its Corporate Equality Index for nine years and Sodexo was named Global Sustainability Industry Leader in its sector for the 13th year in a row by the Dow Jones Sustainability Index (DJSI). Additionally, Sodexo has been ranked as the top-scoring company in its sector for its excellent sustainability performance in the benchmark RobecoSAM ‘Sustainability Yearbook 2017’ for ten consecutive years. Today, the Sodexo brand is synonymous with diversity, sustainability, and wellness leadership. Sodexo’s remarkable global culture change, led by diversity and inclusion, is featured in a Harvard Business School case study entitled Shifting the Diversity Climate: the Sodexo Solution as well as profiled in several books on global diversity and inclusion. Dr. Anand received her Ph.D. from the University of Michigan. She chairs the Catalyst Board of Advisors and serves on the boards of several organizations including the Gay, Lesbian & Straight Education Network (GLSEN), Community Wealth Partners, the National Organization on Disabilities (NOD) and Sodexo’s Stop Hunger Foundation. She also serves on the Charter Communications External Diversity and Inclusion Council. What you’ll learn about in this episode: How moving to the United States after growing up in India showed Rohini how it feels to be a part of a minority group for the first time How transitioning from being a consultant to working for a single company at Sodexo was a powerful opportunity for her How Sodexo is a giant worldwide organization as well as a global leader in diversity and inclusion How Sodexo managers are held accountable for inclusivity behaviors by linking a portion of their bonus pay to inclusivity metrics What specific measures are found on the inclusivity scorecards at Sodexo, and why it goes beyond checking off boxes What kind of backlash Sodexo initially saw when tracking inclusivity practices and linking them to bonuses, and how adding the right metrics made a difference What advice Rohini would offer to organizations who don't have the ability to link inclusivity metrics to bonuses How Sodexo has done studies that determined that more diverse teams are more productive and effective than less diverse teams Why cultural competence is a vital component for Sodexo, especially as a global company, and why trust and respect between teams across borders is key How Rohini keeps everyone engaged in inclusivity and diversity work, and why ingraining it into the organization's culture is vital Why global populism is causing a regression in diversity and inclusion around the world, and why corporations rather than governments will lead the charge for change What advice Rohini would offer to people who are new to diversity and inclusion work, and why partnerships and allies are key Additional resources: LinkedIn: www.linkedin.com/in/rohinianand/

Steve Pemberton's powerful story is about defying the seemingly insurmountable odds of the path of the unchosen.—Orphaned into foster care, he is abandoned and betrayed by the very individuals entrusted with his care. Yet these challenges only fuel his desire to become what he never had and in so doing find success as a trail-blazing corporate executive, enlightened people leader, visionary youth advocate and acclaimed speaker. His critically acclaimed, best-selling memoir, A Chance in the World, recounts his triumphant life journey and drive to become a man of resilience, determination and vision. Now an upcoming major motion picture, A Chance in the World further amplifies Steve's highly motivational messages: Believe in your dreams, rise above obstacles, create opportunities for others, and most of all, persevere. Armed with a warrior spirit and a servant's heart, Steve has made equality, access and opportunity pillars of both his professional and personal life. He currently serves as Chief Human Resources Officer for Globoforce, a leading provider of social recognition and continuous performance development solutions. Prior to that he served as Vice President, Diversity and Inclusion and Global Chief Diversity Officer at Walgreens Boots Alliance, the first global pharmacy-led, health and wellbeing enterprise in the world. He was the first person in Walgreens' 100-plus year history to hold the position of Chief Diversity Officer, and under his leadership the company reached record levels of performance in areas of representation, retention, employee engagement and supplier diversity. In his personal life, Steve is a passionate champion for disadvantaged youth, serving on several boards including United States Business Leadership Network and UCAN. He established The Pemberton Fund for the Future at The Home for Little Wanderers to provide help and guidance to children aging out of foster care. Steve's achievements have earned him national recognition, including the prestigious Horizon Award by the United States Congress, presented to individuals in the private sector who have contributed to expanding opportunities for all Americans.

This week our guest is Sharon Orlopp - formerly the SVP of Human Resources and Global Chief Diversity Officer for WalMart.  Today, she is an author and continues her work as a leader in human resources for Core Scientific and Orangetheory Fitness.  We cover a range of issues from mentoring, to the role of diversity in innovation, to proactive goal setting, to the lessons she learned from her parents and how her experiences as a child set her on a path to leadership within one of the largest retailers in the world. She recently released "Standing Up After Saigon" which she co-wrote with Thuhang Tran.  The book tells Tran's story of resilience, courage and survival as she faced polio and life in Saigon after its fall in the Vietnam War...and Sharon shares more detail about the book and how it came about in our conversation. SELECT LINKS FROM THE PODCAST Standing Up After Saigon Granite Mountain Granite Mountain Hotshots Memorial State Park Blockchain Revolution The Story of Blockchain Truth Machine

Sharon Orlopp had risen to the pinnacle of her corporate career and, by the time she retired, she was Global Chief Diversity Officer at Walmart, responsible for a workforce of 2.2 million people.  Upon leaving the company, however, Sharon found herself pulled in another direction, one in which she helps tell powerful stories of overcoming struggle, particularly stories that come from immigrant or minority populations. In her first book Sharon shares the true story of Thuhang Tran, from her beginnings in Vietnam, struggles with polio, losing her family, then finding them again, and much more. We hope you enjoyed this podcast. Find out more about Sharon and get links to her book and social media pages at elinbarton.com/podcast. Also please subscribe to our podcast. We have new episodes being released every single Friday!!

Host Helene Lerner speaks with special guest Sharon Orlopp, the Global Chief Diversity Officer for Walmart, about how to invigorate your personal brand. Listen in for advice on turning your strengths into superpowers, moving through fear and stopping self-sabotage. 

Increasing Workplace Diversity as Maria speaks with Dr. Rohini Anand, Senior Vice President and Global Chief Diversity Officer of Sodexo. As companies are trying to crack the code on how to move women from middle management to upper management in larger numbers , Dr. Anand shows us what things do they need to understand to accomplish this more successfully.