Podcasts about global diversity

In this episode of the WayMaker Fireside Chat, we welcome Tyronne Stoudemire, Senior VP of Global Diversity, Equity, and Inclusion at Hyatt Corporation. Tyronne unpacks the evolution of DEI in corporate America, highlighting where progress has stalled and where opportunities remain. He shares powerful insights from his book Diversity Done Right, emphasizing the importance of shifting from performative diversity efforts to sustainable change. Tune in as we explore how companies can create truly inclusive environments and why data-driven decisions are key to long-term success.

In this episode, we cross examine Mark Rigotti, Managing Director and Chief Executive Officer of the Australian Institute of Company Directors (AICD), technically the largest director institute in the world with 53,000 members. Mark has had a remarkable career, including as Global CEO at Herbert Smith Freehills for two terms over 2014-2020 (based in London). He was also Chair of the firm's Global Executive, Chair of the Global Diversity & Inclusion Group and a Member of the HSF Global Partnership Council. Prior to becoming the Global CEO of HSF, he led a number of practice groups including the Banking and Finance Group as well as the Corporate Group. In this podcast we go deep into cyber governance, we look at the role of the AICD, the challenges faced by the board before / during an incident, how you measure risk for your businesses and make risk based decisions. We also take a closer look at trust at the board table – both between directors and between management. I had to ask Mark about the role of the lawyer in cyber…his observations are spot on. Thanks again for listening. This is Cross Examining Mark Rigotti, CEO of the AICD. Here we go…

Summary: In this episode of Everyday Conversations on Race, Simma Lieberman is joined by Dr. Joe-Joe McManus and Juan Lopez, two individuals who share their experiences and insights into anti-racism and building true, meaningful interracial relationships. The conversation focuses on the importance of talking about race, the difference between being "non-racist" and "anti-racist," and how everyone can take small actions to fight racism. The episode highlights the need for intentional relationships across cultures and races, the significance of sharing personal stories, and the long-term process of working together to advance freedom and dismantle racism. What can you do today to actively challenge racism in your own life? Keep listening to discover how small, intentional actions can make a difference. Show Notes: [00:00] Introduction Simma introduces her guests, Dr. Jojo McManus, an anti-racist educator and diversity and inclusion practitioner, and Juan Lopez, a consultant focused on leadership, organizational development, and DEI (Diversity, Equity, and Inclusion). The trio shares their personal connections and the powerful community they're part of, which focuses on building interracial, multicultural, and interfaith communities. [04:30] Why It's Important to Talk About Race Simma asks Jojo and Juan if it's still important to talk about race in a world that sometimes claims we are "post-racial." Jojo and Juan explain how racism is alive and resurging and why ongoing conversations about race and racism are crucial. [08:15] The Founding of Diversity 2000 (D2K) Juan shares how he co-founded the Diversity 2000 (D2K) community in 1993, a group designed to bring diversity professionals together to collaborate rather than compete. This community has grown into a 32-year-long initiative supporting DEI professionals globally. [14:00] The Importance of Real Interactions The discussion turns to the value of truly interacting with people who are different from us, not just having "diverse friends." Jojo and Simma emphasize that building anti-racist habits involves more than just proximity—it requires intentional relationships and actions. [20:30] Jojo's Book: A Brother's Insight Jojo discusses his book, A Brother's Insight: Guidance on Defeating Racism and Advancing Freedom. He shares how the book was inspired by the death of his brother and the powerful lessons he's learned about racism, systemic oppression, and the importance of being actively anti-racist. [26:00] Small Actions Against Racism Jojo and Juan discuss small, intentional actions that can make a difference in fighting racism—like inviting someone different to join your group or calling out racism when you see it. Simma highlights how these actions can become part of your daily life when anti-racism is treated as a core value. [31:00] The Complexity of Racism and Mental Health The conversation touches on how racism impacts mental health, including how internalized racism can affect communities. Jojo talks about how his brother's death, which was influenced by racism, deeply shaped his work in anti-racism. [36:00] The Importance of Self-Care in the Fight Against Racism Simma and her guests discuss the importance of self-care to prevent burnout, especially when doing the long, hard work of anti-racism. Simma shares how she uses Magic Mind, an elixir designed to reduce stress, improve cognition, and support mental health. [39:00] Taking Action and Creating Change Jojo emphasizes that everyone's voice has the power to make a difference in the fight against racism. Whether it's through lending your talent or raising your voice, each person can contribute to making the world more just. [42:30] Closing Remarks and Call to Action The episode wraps up with Simma encouraging listeners to continue the conversation and engage in meaningful action against racism. She reminds everyone of the importance of real relationships and community in this ongoing journey. Resources: ●    Magic Mind Bundle: Get 45% off the Magic Mind bundle with Simma's exclusive link: magicmind.com/SimmaLJAN (Support mental health services for the homeless and low-income communities). ●    Book: A Brother's Insight: Guidance on Defeating Racism and Advancing Freedom by Dr. Jojo McManus is available online and in local bookstores. ________________________________________ The episode provides actionable ways to learn from, interact with, and support people from different races, ethnicities, and cultures. Listeners are encouraged to move beyond passive support and take small, meaningful steps to stand against racism in their everyday lives.   Guests Bio: Dr. Joe-Joe McManus serves as an Executive Advisor on antiracism and inclusive excellence. He consults, writes, and speaks widely on topics at the intersections of antiracism, diversity and inclusion, and leadership development. His new book, A Brother's Insight, offers guidance on living an impactful antiracist life. Over the past three decades, Dr. Joe-Joe's work has been largely behind the scenes, focused on developing programs and policy, and advising leaders on promoting systemic change toward inclusive excellence. McManus has held faculty, staff, and executive roles in higher education, including Chief Diversity Officer. He has served at an HBCU, an international university, an Ivy League institution, and at the university system level. He has also lectured, served on panels, presented, and consulted across the U.S. and internationally for more than three decades.   Mr. Juan Lopez co-founded Amistad Associates in 1982 in Oakland, California, with Ms. Giselle Sanchez and a small group of human resource professionals who were working with non-profits, educational institutions and government.  In 1987, Mr. Lopez became the CEO of Amistad Associates.  In 1988, Amistad Associates relocated to Sebastopol, California.   Juan was the primary consultant for Johnson and Johnson's Global Multicultural Leadership Program for eight years.  In this role he was responsible for designing organizational leadership competencies, using 360's for professional development, mentoring and developing career strategies for fast track advancement.  He worked closely with executive management to evaluate and track progress.  His program was recognized nationally and was benchmarked as a best in the field model. Mr. Lopez was a member of the Global Diversity and Inclusion Governance Council with PepsiCo for 5 years and his role was to focus on strategic insight on diversity management, organizational change, leadership development and innovation.    Click here to DONATE and support our podcast All donations are tax deductible through Fractured Atlas. Simma Lieberman, The Inclusionist helps leaders create inclusive cultures. She is a consultant, speaker, and facilitator. Simma is the creator and host of the podcast, “Everyday Conversations on Race.” Contact Simma@SimmaLieberman.com to get more information, book her as a speaker for your next event, help you become a more inclusive leader, or facilitate dialogues across differences. Go to www.simmalieberman.com and www.raceconvo.com for more information Simma is a member of and inspired by the global organization IAC (Inclusion Allies Coalition)    Connect with me: Instagram Facebook YouTube Twitter LinkedIn Tiktok Website    Previous Episodes How Can Art Eliminate Racism? Growing Up Biracial in a White World: Desiree Chang's Journey of Identity and Race Will Music Transcend Racial Divides? Loved this episode?  Leave us a review and rating

IntroductionLIVE from your ESG Hanukkah Jesus Bush, it's a Business Pants Friday Show here at December 20th Studios, featuring AnalystHole Matt Moscardi. On today's YEARLY wrap up: Everything.Our show today is being sponsored by Free Float Analytics, the only platform measuring board power, connections, and performance for FREE.Story of the Year (DR):Exxon Sues Two ESG Investors [Follow This, Arjuna Capital] MMJudge voids Elon Musk's "unfathomable" $56 billion Tesla pay packageBoeingBoeing CEO says it was 100% his own decision to resignBoeing CEO's tearful apologyBoeing pleads guilty to fraud in fatal 737 Max crashes, fined $243.6 millionBoeing names Robert ‘Kelly' Ortberg as new president and CEOBoeing factory workers strike for first time since 2008 after overwhelmingly rejecting contractTrump's victory adds record $64bn to wealth of richest top 10The Murder of Brian Thompson, UnitedHealthcare C.E.O. DRGoodliest of the Year (MM/DR):DR: 2,000 senior women win “biggest victory possible” in landmark climate caseMore than 2,000 older Swiss women have won a landmark European case proving that government climate inaction violates human rights.The European Court of Human Rights (ECHR) ruled Tuesday that Switzerland had not acted urgently to achieve climate targets, leading victims, who are mostly in their 70s, to suffer physically and emotionally while potentially placed at risk of dying.The women, part of a group called KlimaSeniorinnen (Senior Women for Climate Protection), filed the lawsuit nine years ago. DR: Minnesota capital St. Paul makes history as first large U.S. city with all-female councilDR: Delta paying $1.4 billion in profit sharing payments to employeesDR: 42% of shareholders vote against BlackRock CEO Larry Fink's payMM: Stakeholders rule: U.S. bans noncompete agreements for nearly all jobs: MM“30 million people, or one in five American workers are bound by noncompetes. It will take effect later this year, except for existing noncompetes that companies have with senior executives ‘on the grounds that these agreements are more likely to have been negotiated.'”MM: Women > men: First NCAA women's basketball championship surpasses men's viewership: DR“Iowa-South Carolina game averaged 19 million viewers, 24M in the final 15 minutes. Men's averaged 15 million. Year of renegotiating for women's basketball.”MM: Porn figures it out: A Pornhub Chatbot Stopped Millions From Searching for Child Abuse VideosMeanwhile… “Google's Search AI Recommends Changing Your Car's Blinker Fluid, Which Is a Made Up Thing That Does Not Exist.”Researchers Call for "Child-Safe AI" After Alexa Tells Little Girl to Stick Penny in Wall SocketGoogle's Gemini Chatbot Explodes at User, Calling Them "Stain on the Universe" and Begging Them To "Please Die"Meta's AI Refuses to Show Asian Men With White WomenMM: Study: Playing Dungeons & Dragons helps autistic players in social interactions Assholiest of the YEAR (MM):Sam AltmanSam Altman will return to OpenAI's board with three new directors“Our primary fiduciary duty is to humanity.” - So let's summarize - we have a board with Bret Taylor (ex Twitter chair, Salesforce founder, worked at Google, worked at Facebook and created the like button), Larry Summers (grumpy grandpa Harvard who thinks women are unable to compete with men and was master of Harvard when Zuck founded Facebook), Adam D'Angelo (founder of Quora, former CTO of Facebook), Sue DH (who was on board of Facebook), Fidji Simo (who lead monetization at Facebook), and the only NON FB alums Sam Altman (the master and founder) and Nicole Seligman (who oversaw one of the largest hacks in history and has a history on boards of CBS/Viacom under dictators)...Proxy voters DRDisney Shareholders Are Selling Their Proxy Votes Online - IndieWireA share of Disney is currently hovering at $118.Buying the vote is currently valued at $0.20.The current economic value to shareholder right value multiple is 590:1McDonald's CEO Kempczinski to assume role of board chairmanMiles White named Lead Independent DirectorDirector since 2009 (15 years)Connected to 58% of the CURRENT boardHas nearly 40 loops back to board members in the last 7 years aloneWas on the board for the disaster that was Steve EasterbrookMiles is part of the Boeing American Board Other board history:LIDsThere are 284 US large caps out of just over 600 with CEO/Chair combo, founder, or executive chair and a Lead Independent Director on the board - that's 47% of US large cap boardsAt 59% the LID has 10+ years of tenureAt 29% BOTH the executive AND the LID have more than 10 years of tenure - as in they worked together for a decadeAppointments, not electionsNumber of new directors appointed from 6/1/23 to 6/1/24: 1,875Average time between appointment and election: ~4 monthsThomas Gayner was added to the Coca Cola board and served 10 full months before he got a vote from investors - and they voted 39.1% AGAINST SEC charge hinges on director's lack of ‘social independence'20% of every US large cap board is connected inside two degrees JUST FROM OTHER BOARDSWe just covered Parker Hannifin on our show Proxy Countdown and found that 100% of the board worked within 250 miles of one another, and 40% of them were from Ohio!Boeing InvestorsLawsuit Against Boeing's Board Seeks Accountability for Safety FailuresBill AckmanAfter his wife is outed as having plagiarized (lightly?) in her dissertation, he posted on Wednesday a 4,200 word post defending his wife, detailing his personal trauma…And now, the part that only billionaires can do because the rest of us asshole poorsies don't rate…I reached out to a board member I knew at BI, and to its controlling shareholders, the co-ceos of KKR, and to Mathias Döpfner, the Chairman and CEO of Axel SpringerI reached out to Joe Bae because he is Co-CEO of KKRI reached out to Henry Kravis because he is KKR's representative on the board of Axel SpringerI called a board member of BI that I knew, but not well, on Saturday“After spending a lot of time over the past few weeks looking at and thinking about the definition of “plagiarism” (and some cited examples), I agree with you about it. Academia needs to narrow the definition.I made one request. I asked him to publicly disclose that Axel Springer had launched an investigation of the story, and he said he would have to get back to me on that request.Billionaire Bill Ackman Accuses The Walt Disney Company Of Leaking Shareholder Votes Amidst Nelson Peltz Proxy ... - That Park PlaceMeritocracyJ.M. Smucker's CEO says the family-run business is a 'meritocracy'Alex Edmans The anti-ESG, racist-veiled-as-meritocracy crowd noticed an ESG prof keeps saying “DEI” and “lies” in the same postsStrive puts him on a webinar called “DEI May Contain Lies” - Edmans seems to not know or acknowledge the fact that Strive votes explicitly against women on boards at a 2:1 rate versus average REGARDLESS OF PERFORMANCE (we have the data to show it)Elon Musk is lashing out at MacKenzie Scott, Jeff Bezos' ex, for donating billions to charities for women and minorities“Super rich ex-wives who hate their former spouse' should filed be listed among 'Reasons that Western Civilization died'”Texas is using Boeing's troubles to expand its war on DEI“Documents that Spirit relies on to substantiate its claim that a diverse workplace improves product quality.”“Produce all meeting minutes of Spirit's Global Diversity & Inclusion Council(s). Meeting minutes is defined to include any document that memorializes the agenda or discussion of any meetings held by these groups.Target to pull LGBTQ-themed items from some stores during Pride Month, Bloomberg News reportsMeta created an AI advisory council that's composed entirely of White menPat Collison, cofounder of StripeNat Friedman, ex GitHub CEOTobi Lutke, CEO of ShopifyCharlie Songhurst, angel investor and ex-MSFTTractor Supply's Customers Cheer as It Dumps ESG, Says Survey, Microsoft reportedly fires DEI team — becoming latest company to ditch ‘woke' policy, John Deere Cuts 'Woke' Programs, Moves Jobs to Mexico, Harley-Davidson Sparks Boycott Call for Going 'Totally Woke'Larry Ellison Will Control Paramount After Deal, Filing ShowsDavid Ellison looked like he was buying it, but filing shows Daddy Larry will actually control 77% of National Amusements, the controlling shareholder of Paramount, when the deal is completedTyson's finance chief is out of the job. The Tyson heir got the gig at 32, making him the youngest Fortune 500 CFOThe interim CFO Curt Calaway will now be the ACTUAL CFO, but I'm not sure he's the right fit because he only had 11 years experience as an auditor followed by 18 years experience in finance at Tyson.Matt Gaetz, Vivek, Elon, Tulsi Gabbard, cabinet appointmentsWhite menThe value of male influence on boards in the US:Small cap, a man's influence is worth 1.7x a woman (women occupy 28% boards)Mid cap, a man's influence is worth 1.7x a woman (women occupy 31% boards)Large cap, a man's influence is worth 1.6x a woman (women occupy 33% boards)Mega cap, a man's influence is worth 1.8x a woman (women occupy 36% boards)Bumble and Hinge Let Creeps See Your Exact Locationmen can now make the first move, and the company is now run by a man - men coming out on top at last!White men who are mistreated at work are more likely to notice and report harassment against coworkersAirline says it's testing a booking tool that lets women select seats away from menA Brief List of People Elon Musk Has Challenged to Combat and Then Chickened Out of Actually FightingWhy men get more credit than women for doing the same work, according to a business school professorAs a case in point, consider the experience of Joan Roughgarden. Joan transitioned from male to female during her tenure as a biology professor at Stanford University. When Roughgarden's colleagues perceived her as a man, they took her competence as a given. After her transition, though, Joan found she had “to establish competence to an extent that men never have to. [Men are] assumed to be competent until proven otherwise, whereas a woman is assumed to be incompetent until she proves otherwise,” she recalled. “I remember going on a drive with a man. He assumed I couldn't read a map.”Elon Musk Suggests That Government Should Be Replaced by Dudes With High TestosteroneProblems associated with artificially high testosterone levels in men include:low sperm counts, shrinking of the testicles and impotenceheart muscle damage and increased risk of heart attackprostate enlargement with difficulty urinatingliver diseaseacnefluid retention with swelling of the legs and feetweight gain, perhaps related in part to increased appetitehigh blood pressure and cholesterolinsomniaheadachesincreased muscle massincreased risk of blood clotsstunted growth in adolescentsuncharacteristically aggressive behavior (although not well studied or clearly proven)mood swings, euphoria, irritability, impaired judgment, delusions.MEN AS AN INVESTABLE ASSET CLASS?This isn't a joke - there are 69… yes, 69… US companies with zero women on the board and another 10 that have women with 0% influenceNathan's Famous hot dog board - 10 directors, 1 woman, 9 men… female influence on the board = 0% according to FFA dataZERO people of colorInsiders own 30% of the company (all white dudes), but the largest external manager GAMCO/Gabelli (14% of shares) PMs are all men that hold Nathan's - men holding men!Oglethorpe Power is my new favorite MANCOMPANY - the board:Airbnb CEO Brian Chesky says women founders say they can't go 'founder mode' like men and that it needs to changeHeadliniest of the YearDR: Elon Musk's $46 billion payday is 'not about the money,' Tesla chair saysDR: Google Helpless to Stop Its AI From Recommending Glue on PizzaDR: Jamie Dimon saysDR: ESG is Coming For Your Toilet Paper DRDR: X global affairs head Nick Pickles resignsMM: Anti-woke: A definitive list of woke and non-woke foods - New Zealand HeraldBeans = wokeBaked Beans = not wokePotato chips (salted, salt and vinegar) = not wokePotato chips (any other flavor) = wokeSpaghetti = wokeCanned spaghetti = wokeQuinoa (pronounced keen-wah) = wokeQuinoa (pronounced quin-oh-ah) = slightly less woke but still wokeMM: Cybertruck: Maine Man Alarmed When Everybody Mocks His Cybertruck, Flips Him Off MMThe Cybertruck faces another setback as it recalls more than 11,000 vehicles over its giant wiperMM: MeritocracyNASA Praises Boeing's Stranded Starliner for Managing Not to Explode While Docked to Space StationMM: Awesome:Police Warn Residents to Lock Down Houses as Dozens of Monkeys Escape Research FacilityWho Won the Year?DR:Claudia Sheinbaum Elected as Mexico's First Female Presidente.l.f. BeautyThe Shareholder Primacy podcast with Mike Levin and Ann LiptonShitheads (re: Robby Starbuck, et al)Chancellor Kathaleen McCormick, the first woman to lead Delaware's Court of ChanceryWOMEN'S BASKETBALL!!!!!!Anyone who wants free director data - we lifted the paywalls on freefloatanalytics.com, so you get 80,000 active directors globally, influence metrics, and four performance metrics for every single one. Suck it ISS.MM: Proxy votersFREE FLOAT ANALYTICS IS FREE for 80,000 current directors with some performance metricsOur clientsFrom the Gates' Foundation's asset manager to Fidelity, Free Float's clients get it ALL - historical data, knowledge maps, connectivity data that includes now non profit boards, we're working on lobbying data, diversity data, and all packaged with expert findings and ad hoc research directly from usDamionNever has he been more credibleCapitalismKnowing WHO runs the world is much more important than knowing WHAT runs the worldNon profits moving companiesWe worked with a half dozen non profits this year who needed data to influence companies - and we gave it to them, so much so we're starting a non profit of our own to donate data to and throughPredictionsWe'll start 2025 with a Predictions show and look back at lost year's predictions

Summary In this episode, Jacqueline explores the evolving landscape of leadership and workplace trends for 2025. She discusses the integration of AI, the evolution of hybrid work, the importance of employee well-being, and the necessity of diversity and inclusion. Jacqueline emphasizes the need for personalized employee experiences, sustainable practices, and the critical role of trust in leadership. The conversation is rich with insights on how leaders can adapt and thrive in a rapidly changing environment. Takeaways Leadership is evolving beyond metrics and tasks. AI should be viewed as a teammate, not a threat. Employee well-being is crucial for productivity. Diversity and inclusion are essential for a connected workplace. Personalized benefits can enhance employee stability. Skill-based career pathing is the future of hiring. Sustainability must be integrated into corporate strategies. Trust is a daily practice in leadership. Leaders must empower their teams for better outcomes. The future of leadership requires adaptability and authenticity. Sound Bites "Burnout is for real." "It's not just about the fancy perks." "AI is leveling the playing field." Chapters 00:00 - Introduction Jacqueline welcomes listeners and outlines the episode's focus on future leadership and workplace trends for 2025. 00:45 - Setting the Scene for 2025 Leadership Overview of how leadership is evolving with AI, hybrid work, and changing employee expectations. 02:25 - Trend 1: AI Integration and Workforce Transformation Discussing the impact of AI in the workplace and how leaders can embrace it as a teammate. 04:41 - Trend 2: Hybrid Work Evolution Exploring the shift towards more structured hybrid work models and creating intentional collaborative spaces. 07:06 - Trend 3: Employee Well-Being and Mental Health Importance of prioritizing mental health to prevent burnout and foster a supportive culture. 09:31 - Trend 4: Global Diversity and Inclusion Emphasizing the need for genuine diversity and inclusion beyond just checking boxes. 11:50 - Trend 5: Personalized Employee Experiences Highlighting the customization of benefits to meet unique employee needs for better stability and satisfaction. 14:13 - Trend 6: Sustainable Workplace Practices Integrating environmental sustainability into corporate strategies and employee-driven initiatives. 16:28 - Trend 7: Evolving Manager Roles and Leadership Trust The necessity for advanced conflict resolution and emotional intelligence in managers to build and maintain trust. 18:53 - Leadership Lab: Personalized Leadership Practical exercise for leaders to personalize their approach by understanding and supporting individual team member needs. 21:07 - Ask Jacqueline: AI and Leadership for Women Responding to listener questions about the impact of AI on women in leadership roles and actionable advice. 21:45 - Conclusion and Upcoming Programs Recap of key points, announcement of the Resilient Leaders Program launching in February 2025, and teaser for the next episode. Keywords leadership, workplace trends, AI integration, hybrid work, employee well-being, diversity and inclusion, personalized experiences, sustainable practices, trust in leadership --- Support this podcast: https://podcasters.spotify.com/pod/show/winningseason/support

The "Legend" CHAMPION FOR WOMEN'S MUSIC returns to the international global stage for another inspiring interview with friend to the show SASKHIA MENENDEZ, Global Multi Award Winning Innovator, Activist, Podcast Host & Artist....together they discuss breaking barriers , diversity and fostering inclusion on all levels with a touch of love as we embrace each other. Menendez takes us on a journey of her challenges in life which was the motivation in making a difference in the world.... Saskhia Menendez is a dedicated advocate in the music industry, committed to breaking barriers, championing diversity, and fostering inclusion. With over a decade of experience, she has made meaningful contributions as an Innovator at Keychange and a former Board Member at The F List Music. Saskhia's role as a LiVE Diversity Expert Panel Member reflects her passion for improving representation, equity, and inclusion.Born into a disadvantaged family with two deaf parents, Saskhia faced early challenges. After spending time in care, she lived with her grandparents, both World War II veterans. She moved out at 17, reunited with her parent around the same time, and sadly lost her beloved grandmother at 21. Saskhia's journey continued as she became a young parent, having her first child just after turning 18, followed by her second, who is now 19.A multi-racial trans woman who transitioned 14 years ago, Saskhia brings a unique perspective to her advocacy, working to reshape the music industry's landscape. She holds an MA in Music Marketing, completed in 2021, which supports her ongoing efforts in gender equality in music, particularly focusing on trans and non-binary inclusion. She is also in the process of bringing out the new trans charter for the music industry and if all goes well, the creative industries too.Currently, Saskhia is creating new tracks slated for release in 2024 and hosts the podcast "Music Industry Insights Worldwide." Her work has been recognised in various ways, including her roles as a voting member for the Brit Awards and an Inductee in the Roll of Honour Women in Music 2023.In addition to her music industry efforts, Saskhia is active in the digital space. Her YouTube channel, which has garnered over 320k views, serves as a platform for discussions on equality and diversity, amplifying underrepresented voices. Saskhia plans to release a trans charter for the UK and worldwide, aiming to establish clear guidelines and support for trans individuals in the music industry. As a role model for the trans community, especially trans women, she is dedicated to building allyship across all underrepresented groups and highlighting the challenges faced in music and entertainment. Recognised as an LGBTQIA+ Role Model and a recipient of Global Diversity and Inclusion honours, Saskhia strives to create a more inclusive and equitable landscape in music and entertainment. Through her projects and collaborations, she continues to advocate for diversity and equality, making a positive impact on the industry. Contact Sashkia Mendez LinkedIn linkedin.com/in/misssaskhia Facebook Saskia Marie Instagram @mizsaskia Hollywood Weekly Magazine Feature "JonVA" https://hollywoodweeklymagazine.com/2024/10/21/multi-talented-cultural-broadcaster-jonva/  JonVA VenInfinitzy8entertainment, LLCMusical Contribution:JonVA MUSIQProducer/Editing Engineer:Amin Abraham-Quiles in Affiliation DOCENTERTAINMENTEngineering&Mastering: Soundmusiqproductions1.orgPhoto Credit: Wanda RyanDOCENTERTAINMENT8UANTUM GLOBAL Network in Affiliation With DOCENTERTAINMENT --- Support this podcast: https://podcasters.spotify.com/pod/show/infinitz8/support

Jennifer Broerman Spencer, Lenovo's Director of Global Diversity and Inclusion, shares the journey and strategies behind promoting more women into leadership roles at Lenovo. She highlights the critical role of confidence and inclusion in leadership and outlines two core strategies: supporting women's unique challenges in career advancement and setting clear goals for female representation at the executive level.Rate/review All Things Work on Apple Podcasts and Spotify.

Katherine speaks with Demetris Cheatham, the Chief of Staff to the CEO of GitHub, about her unique perspective on the open source landscape. The discussion covers her experiences in various sectors and the impactful 'All In' project created to elevate developers from underrepresented backgrounds. They highlight the significance of community, the power of relationships, and the pivotal role of natural language and AI in making coding more accessible globally. The talk also addresses critical challenges like the digital divide, funding for diversity programs, and the importance of evolving diversity, equity, and inclusion efforts in tech.   00:00 Introduction 00:26 Connecting Through Open Source 02:02 Role and Responsibilities at GitHub 05:06 Diversity and Inclusion Initiatives 09:16 Challenges in Computer Science Education 12:51 Equity and Systemic Change 16:21 The Journey to a Billion Developers 24:07 Building Relationships in Open Source 31:37 Final Thoughts and Takeaways   Sitting on GitHub's Executive Leadership team, Demetris Cheatham is currently the Chief of Staff for the CEO of GitHub, where she acts as the CEO's trusted partner to move all of software development forward. Demetris is particularly passionate about the evolving nature of open source in the age of AI. Before her time as COS to the CEO, Demetris was Senior Director for Diversity, Inclusion and Belonging Strategy at GitHub, the Global Diversity and Inclusion at Lead at Red Hat, and was the first woman and youngest Executive Director to lead the National Bar Association, the United States' oldest and largest international network of over 65,000 predominantly African-American attorneys and judges.

On this episode of “Back to Work,” we delve into the topic of inclusive leadership. Our guest on this installment is none other than Dr. Shirley Davis, President and CEO of SDS Global Enterprises Inc. Dr. Davis has over thirty years of business experience in a variety of senior, C-level roles for Fortune 100 and Fortune 50 corporations. She previously served as Vice President of Global Diversity & Inclusion and Workforce Strategies for the Society for Human Resource Management, the world's largest HR professional organization.  Join us as we explore what it means to adopt an inclusive leadership strategy. We discuss how it can not only improve employee attitudes but also lead to better business results. This episode covers the ins and outs of inclusive leadership and how it can benefit you and your company.  We also discuss strategies for adapting and thriving in a changing workforce and how leaders can inspire their employees to accomplish their goals. The episode ends by looking to the future and what leadership, or the workforce, will look like by 2030 or 2050. If you would like to learn more about inclusive leadership, we encourage you to read Dr. Davis' most recent book, “Inclusive Leadership for Dummies.” It is available on Amazon at the following link: Inclusive Leadership for Dummies. If you would like to contact Dr. Davis, you can reach her on her LinkedIn, Instagram, YouTube or at her website, drshirleydavis.com .

Dr Varina Michaels is all about people. Leading people, learning about people and advocating for people. She is an experienced Strategy, Leadership and Human Resource Management professional with deep expertise in Global Diversity and Inclusion, Intercultural Management, Neurodiversity and Leadership Development. She and I discuss: The barriers facing women of color in the workplace How to design research inclusively Questions to ask to ensure full inclusivity of the complexity of humans Follow Dr. Michaels' work at: www.paisleygroup.com.au, Research & Advocacy - Women of Colour Australia and www.linkedin.com/in/varina.

On today's episode of The Executive Appeal Podcast join Alex D. Tremble (CEO of GPS Leadership Solutions & #KeynoteSpeaker) and Kim Loans (Global Diversity and Inclusion Program Lead at DCC Technology / Exertis Group) as they discuss how leaders who need time to process information can still excel at the senior executive level. Discover strategies for leveraging thoughtful decision-making to drive success and foster inclusive leadership.Guest Bio:Kim Lonas is a distinguished professional in diversity, equity, and inclusion (DEI). Currently serving as the Global Diversity and Inclusion Program Lead for DCC Technology / Exertis Group, she has been instrumental in developing and implementing Exertis' DEI strategy, impacting c. 5000 employees. Her role emphasizes embedding ownership and accountability within business units through local leadership and Exertis' global Diversity & Inclusion Council.Kim's professional journey includes tenure as the Director of Human Resources for Exertis NA. Her expertise spans a variety of skills, including labor and employment law, emotional intelligence, DEIB, cultural transformation, strategic planning, public speaking, organizational leadership, executive coaching, and change management.With a rich cultural experience encompassing numerous countries, such as France, Ireland, Sweden, the U.K., and many more, Kim brings a global perspective to her work in DEI. Her speaking engagements are marked by profound insights and practical knowledge, drawing from her extensive experience in various cultural contexts.Her academic accomplishments in DEI further enhance Kim Lonas's expertise in the field. She holds a Stanford University certificate on "Leverage Diversity and Inclusion for Organizational Excellence." This program has equipped her with advanced strategies and insights into leveraging diversity to drive organizational success. Additionally, Kim earned a certificate from Cornell University in "Diversity and Inclusion for HR," which underscores her deep understanding of integrating diversity and inclusion principles in human resources practices. Complementing these achievements is her SHRM-CP designation, reflecting her commitment to professional excellence and staying abreast of the latest trends and practices in human resource management. These certifications underscore Kim's dedication to fostering inclusive environments and her ability to translate academic knowledge into practical, impactful organizational strategies.Kim has been a prominent speaker at notable industry events, including Integrated Systems Europe. She is a seasoned panelist, frequently participating in discussions related to DEI, sharing her knowledge and experiences, inspiring and educating audiences on the importance and implementation of diversity and inclusion in the workplace. Her talks are known for their depth, relevance, and ability to resonate with diverse audiences.

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

Zoe Moore, proprietor of Zoe Moore Consultancy, is one of the leading consultants and proponents of DEI, or diversity equity and inclusion, in the meetings and events industry. Having co-chaired MPI's Global Diversity, Equity & Inclusion Advisory Committee and more recently leading Event Leadership Institute's Event DEI Strategist certification course—and also an event planner—Moore has a uniquely qualified expertise on DEI and a keen perspective on why the concept is currently under attack. Moore shares her unfiltered thoughts on the current state of DEI, or EDI, as she prefers to refer to it, with Meetings Today's Tyler Davidson. If you're curious about DEI (aka EDI), this podcast is for you, as it illustrates its basic concepts as well as dives deeper to provide further understanding on what has recently become a politically charged topic.

Political factors can have a significant impact on how HR manages an organization's culture, talent, and other areas. Politically motivated trends either brought upon by the C-Suite or employees can leave HR in a precarious position to manage expectations of organizational change in relation to these movements. In this episode, recorded during the 2024 Philadelphia SHRM Symposium, our podcast hosts got the perspective from 12 of our nationally and locally recognized speakers on the issue of HR and Politics. We asked our guests what HR professionals need to be prepared for the external political influences and movements that may potentially lead to disruption within their organizations.Sharing hosting duties are cohosts and producers of HR Fresh Take: Dr. Jo Vazquez; Kaela Blanks; Brisilda Doma; Ed Rogers; Kena Sears; Theresa Velykis, and Ragine Williams. They will be asking questions of our guests on this provocative topic.  Please Note: You can listen to all of our speakers or to your favorite one. The choice is yours. You can either scroll to the specific speaker's timestamps or (if your podcast platform supports it) or go to the "Chapters" tab or section and choose.1:38Gary Dumais, Psy.D., SPHR is a Business Psychologist & Human Resource Consultant at Select Human Resources. He talks with podcast Executive Producer, Dr. Jo Vazquez9:31Andy Sholly, Chief People Officer at National Fitness Partners. National Fitness Partners is one of largest and most successful Planet Fitness Franchisees. 17:22Bethany Adams Associate Director, Marketing & Strategy, Villanova University. She talks with our podcast co-host, Kaela Blanks.25:51Kelly Jones, Philly SHRM Symposium Chair and Moderator of the CHRO panel. He talks with our podcast producer, Ragine Williams32:16Sulaiman W. Rahman who is the CEO of DiverseForce, a company specializing in inclusive human capital solutions. He talks with our podcast producer Theresa Velykis.40:19Joyel Crawford, an award winning Certified Professional Career Coach, Certified Virtual Presenter, TEDx Speaker, and Leadership Development Consultant at Crawford Leadership Strategies. She talks with Director of Symposium programming, Ed Rogers48:17Scott J Prendergast, a Keynote Speaker and Mental Health Advocate based in Philadelphia, PA and owner of Scotty P Inspiration LLC. He is also the author of “From Rock Bottom To Rock Solid: Learning To Navigate Life Through The Lens Of Hope".53:46Lauren Williams, CEO of Workplace Harmony, a dynamic group of HR experts (think Avengers) that helps women -owned and minority small businesses thrive with leading high performing teams and building better workplaces.1:01:48Kendra Davis-Roberts is Owner & Principal Analyst, KDR Analytics Her expertise spans across People Analytics, HRIS, Recruiting, HR operations, and Program Management.1:08:39Dr. Michael Brenner is founder and CEO of Right Chord Leadership. He collaborates with leaders and teams at all levels to strengthen the essential skills needed for peak performance. He talks with podcast producer, Kena Sears.1:16:44Michael S. Cohen, a partner in Duane Morris' Employment, Labor, Benefits and Immigration Practice Group. Michael concentrates his practice in the areas of employment law training and counseling.1:25:39Naomi Barrett, the Director of Global Diversity, Equity, & Inclusion at EisnerAmper, a global Accounting and Advisory firm.1:34:23Philly SHRM President Catherine Preim. She is a Senior Business Partner with Baker Tilly US, a leading advisory CPA firm. She talks with podcast producer Brisilda Doma.Business, Engagement, Human Resources, Management, Thought Leadership, Return to work, Inclusion, Hybrid work, phillyshrm.org

Watch Carol and Tim LIVE every day on YouTube: http://bit.ly/3vTiACF. Emma Codd, Global Diversity, Equity and Inclusion Officer at Deloitte, shares the results of the firm's 2024 Women at Work report. Hosts: Carol Massar and Tim Stenovec. Producer: Paul Brennan.See omnystudio.com/listener for privacy information.

 Bloomberg Radio host Barry Ritholtz speaks to Samara Cohen, senior managing director at BlackRock Inc. and chief investment officer of the firm's ETF & Index Investments. She is also a member of BlackRock's Global Executive Committee and its investment and talent subcommittees. Cohen is also the Global Executive Committee's sponsor for BlackRock's Women's Initiative & Allies Network and a member of the Global Diversity, Equity and Inclusion Steering Committee. She was previously a managing director in the securities division of Goldman Sachs Group Inc., where she built and led the global market transition team following the 2008 global financial crisis.  See omnystudio.com/listener for privacy information.

Welcome to today's episode where we dive into the realms of leadership, resilience, and the transformative power of diversity, equity, and inclusion.  Our host, Brooke Skinner Ricketts, embarks on a journey that unravels the essence of authentic leadership and the secret to sustaining energy and resilience at the pinnacle of professional success with our remarkable guest, Cynthia Soledad, a leader at Egon Zehnder's Global Diversity, Equity & Inclusion Practice. Imagine navigating from the vibrant world of marketing to the impactful domain of DE &I, all while mastering the art of self-awareness and transitioning from a doer to a pivotal enabler. Cynthia opens up about her personal and professional evolution, sharing stories that illuminate the path to developing an authentic personal brand and the courage it takes to face and grow from professional setbacks.  So, are you ready to unlock the secrets that have propelled Cynthia Soledad to the forefront of leadership and advisory? Tune in to this episode for an enriching experience that might just redefine your approach to leadership, resilience, and the power of diversity and inclusion. Don't miss out on these invaluable lessons from the top. Visit our website where you will find show notes and links to all the resources in this episode, including the best way to get in touch with our special guest.  

Bonus Episode LIVE from the RED CARPET of the New York Women in Film and Television Muse Awards. First ever red carpet interviews with: - Tantoo Cardinal (04:41) - Michele Stephenson (05:31) - Raney Aronson-Rath (07:40) - Sibyl Reymundo-Santiago (09:32) - Alex Borstein (11:00) - Pat Swinney Kaufman (14:31) - Kyra Sedgwick (16:55) - Latasha Gillespie (18:30) Bios: Tantoo Cardinal is an award-winning actress of Indigenous descent, who was most recently on screen with Robert DeNiro and Leonardo DiCaprio in Martin Scorsese's newest feature, Killers of the Flower Moon, which premiered at the Cannes Film Festival in May 2023 and hit theatres worldwide in October 2023. Filmmaker, artist and author, Michèle Stephenson. Her feature documentary, American Promise, was nominated for three Emmys and won the Jury Prize at Sundance. Her work, Stateless, was nominated for a Canadian Academy Award for Best Feature Documentary. Raney Aronson-Rath is the editor-in-chief and executive producer of FRONTLINE, PBS' flagship investigative journalism series, produced at GBH in Boston. Under her leadership, FRONTLINE has evolved into a multi-platform organization, expanded its reporting capacity, and won every major award in broadcast journalism. She won the Erin Roth Award for Excellence in Journalism at the Muse Awards. Sybil Reymundo-Santiago is a Board Member at NYWIFT and the Executive Director of the SoHo International Film Festival. Alex Borstein most recently completed the fifth and final season of THE MARVELOUS MRS. MAISEL where she can be seen starring as ‘Susie Myerson' for which she has won two Emmy Awards and was nominated again this year for ‘Outstanding Supporting Actress'. Alex is well-known for her role as ‘Lois' on FAMILY GUY for which she won an Emmy Award and was previously nominated for her writing/producing work on the series. She won the "Made in NY" Award. Kyra Sedgwick is an award-winning actress, producer and director, whose role in the critically acclaimed series The Closer earned her both an Emmy and a Golden Globe. She was last seen in season two of the smash hit Amazon series The Summer I Turned Pretty. Sedgwick recently directed the feature film Space Oddity, starring Kyle Allen and Alexandra Shipp, which premiered at the Tribeca Film Festival. Sedgwick also directed an episode of HBO's upcoming The Girls on the Bus. Latasha Gillespie is the Head of Global Diversity, Equity, Inclusion and Accessibility (DEIA) for Amazon MGM Studios, Prime Video and Freevee. Under her leadership, Amazon MGM Studios created the entertainment industry's first Inclusion Policy and Playbook, and standardized DEIA into its greenlight process. Special thanks to Annika Horne for helping me on the red carpet, Rob Peter Paul of the Art of Kindness podcast for resources and tips, NYWIFT, and the team at Falco Ink. Photo Credit: Starpix Caption: NAME at New York Women In Film & Television (NYWIFT) 44th Annual Muse Awards at Cipriani 42nd Street. Resources: Check out my earlier episode with NYWIFT called: ⁠What is NYWIFT and how can it be a resource for you?⁠ ⁠"Made in NY" of the Office of Media and Entertainment⁠ More info on ⁠New York Women in Film and Television⁠ Host: Instagram: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@MentorsontheMic⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@MichelleSimoneMiller⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Twitter: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@MentorsontheMic⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠@MichelleSimoneM⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook page:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ https://www.facebook.com/mentorsonthemic⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Website:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ www.michellesimonemiller.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ and ⁠⁠⁠⁠⁠⁠www.mentorsonthemic.com⁠⁠⁠⁠⁠⁠ Youtube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/user/24mmichelle⁠⁠⁠⁠⁠⁠⁠⁠ --- Support this podcast: https://podcasters.spotify.com/pod/show/michelle-miller4/support

Diversity, equity, and inclusion in business has positive benefits for workers, for business results, and for people and communities engaging with these businesses. Cecilia Ogude, Circana's senior vice president, Global Diversity, Equity, and Inclusion, breaks down the benefits and talks about what's missing without DEI.  Diversity doesn't just focus on one element or group and doesn't diminish the value of one group over another. It includes and supports everyone.   Equity – not equality – gives everyone access to opportunities.   Inclusion allows individuals the freedom to bring their lived experiences to their work, contributing to a rich corporate tapestry.   Without support for DEI, businesses stand to lose a connection among employees, leading to reduced collaboration and innovation.   

Melissa Artabane, Executive Vice President of Global Diversity, Equity, and Inclusion, is passionate about ensuring Bain is a place where everyone feels accepted and can be themselves. Based in our Boston office, Melissa joins us to talk about our Operating Principle, “Diverse Teams, One Bain,” and shares how her unique childhood sparked a personal interest in DEI, leading her to champion Bain's focus on diverse teams.

Welcome to the What's Next! Podcast with Tiffani Bova.    This week, I'm featuring a conversation I had with Dr. Tony Byers a while back. He is best known for leading Global Diversity and Inclusion (D&I) at Starbucks where he was responsible for developing and leading the strategic direction for D&I to drive engagement, innovation and business growth. He's an accomplished inclusion and change management specialist with 20 years of demonstrated experience leading change in large, multinational organizations.    THIS EPISODE IS PERFECT FOR… people looking for more information on the power of diversity and inclusion to drive growth in business.    TODAY'S MAIN MESSAGE… Tony begins our conversation by defining diversity simply as who you are (looks, background, etc). Inclusion, however, is a behavior driving people to be involved, respected, valued, and connected. In short, diversity is a noun and inclusion is a verb. These definitions not only encompass everything I (and my past guests have said all along) but is succinct, simple, and spot-on.    Tony's research found that leaders do not see the full spectrum of diversity, which results in a lack of innovation. There's a small chance — the innovation window — when organizations can positively affect their product growth. This window lives at the top of the S-Curve when a product has peaked. How companies uncover     WHAT I LOVE MOST… the distinction between “D” and “d.” Finding diversity goes beyond gender, race, ethnicity, age and other factors we cannot control. However, what we can control is our thinking styles and the ways in which we behave when working with people who are different in some way. I will continue to think about D&I as an all-encompassing term and will continue to talk about how D&I can help companies be better at growth, product development, and innovation.     Running time: 33:10   Subscribe on iTunes    Find Tiffani Online: Facebook  Twitter  LinkedIn    Find Tony Online: LinkedIn      

Our Ability is proud to talk disability inclusion with friend Victor Calise. As Director of Global Diversity, Accessibility Center of Excellence on the Belonging Team Victor spearheads disability inclusion and accessibility into every aspect of the company from infrastructure to employment, to the shopping experience.  A native New Yorker, Victor is an internationally recognized diversity inclusion champion. An avid athlete, he was a member of the first U.S. national sled hockey team and represented his country at the 1998 Paralympic Games in Nagano, Japan. He is married to his beautiful wife Susan, and they have two daughters.

We delve into the transformative initiatives undertaken by LexisNexis to shape the landscape of Diversity, Equity, and Inclusion (DEI) in the legal industry. Our guest, Adonica Black, director of global talent development and inclusion at LexisNexis, shares insights into the organization's commitment to fostering a culture of inclusion, supporting law firms in their DEI efforts and making a significant impact through innovative programs like the LexisNexis African Ancestry Network and LexisNexis Rule of Law Foundation Fellowship. Join our host, Bareeq Barqawi, for a thought-provoking conversation on the current state and future trends of DEI in the legal sphere. ----more---- Transcript: Intro: Welcome to the Reed Smith podcast, Inclusivity Included: Powerful Personal Stories. In each episode of this podcast, our guests will share their personal stories, passions and challenges, past and present, all with the goal of bringing people together and learning more about others. You might be surprised by what we all have in common, inclusivity included. Bareeq: Welcome to Inclusivity Included our DEI podcast at Reed Smith. I'm your host, Bareeq Barqawi. And today we have the honor of hosting Adonica Black, the Director of Global Diversity and Inclusion for LexisNexis Legal and Professional. Adonica's journey is an inspiring blend of legal expertise, commitment to diversity and inclusion and a passion for justice. Welcome, Adonica. Adonica: Thank you so much, Bareeq. Very happy to join you. Bareeq: Thank you. Um So let's kick things off by discussing your role as the director of Global Diversity and Inclusion at LexisNexis. How is your personal and professional journey influenced your approach to fostering a culture of inclusion within organizations? Adonica: Yes. So my background is a bit unique because I have a legal background. Um I formerly was in litigation before joining LexisNexis. So I have the perspective of both um a practitioner as well as from the business perspective and the value of diversity, equity and inclusion in both arenas. So when transitioning into the business of the law through LexisNexis, um I started actually working with our largest clients. I'm based in the Washington, D.C. area and started working um on very straightforward kind of business development with our clients. And in those conversations and experiences had the opportunity to connect with so many different attorneys in different practice areas and discuss their, you know, the value system that they bring to their practice. And in those conversations uncovered this emerging more explicit value. I think it's the value has always existed but more explicitly stated value around a culture of inclusion in the practice of law and a want to achieve justice. And that really led me on my professional journey towards where I am currently as the global Director of Inclusion and Diversity for LexisNexis as an opportunity arose within the organization to really exemplify those values that have existed in, in myself and in the profession through this specific role. Bareeq: That's amazing, especially because having that knowledge and background, I think makes you even more equipped to understand different perspectives that come into DEI especially in the legal industry. So LexisNexis has demonstrated a really strong commitment to diversity and inclusion. Can you highlight one or two key initiatives or actions that LexisNexis has undertaken recently to promote that culture within the organization? Adonica: Yeah, so as a business, we think about our culture of inclusion um through four pillars, what we call um our foundational pillar of making sure that our vision of our culture is strong and our leadership's commitment and accountability to our culture of inclusion is also strong. And then we have focus on external making sure that our external participation with our customers and the external community supports our culture of inclusion. So as a business, our mission is to advance the rule of law. And we like to say we're creating a more just world. And so that ties very well with our commitment and our value system of a culture of inclusion. And then the third pillar is internally, we're really focused on attracting retaining and developing all talent that supports diverse inclusive business processes and our and our business overalls representation of our talent. So that means anyone that is willing to make sure that they're an inclusive leader or a contributor is important to us. And we really focus on our processes to support achieving and attracting that great talent. And then our final pillar is around continuous improvement and assessment because we are very aware that as other fields evolve. D&I also needs to evolve because it needs to reflect the evolution of equity and inclusion as we move forward as a culture. So those four pillows just kind of over arch all of the programming, all of the initiatives and all of the actions that we take within our DEI work. And so two programs that I could share that I'm really proud of um include our work around developing our talent um into senior leadership. So we've just had completed a program this past year, around, and we will continue, around developing women who have displayed high potential talent in our organization and partnering them with men who are already senior leaders as sponsors and allies to help them grow in their careers. We call that our lead program. We received a gold award um from Brandon Hall, which is a very well respected human capital initiative organization throughout the business world. And in the program itself, like I said, we've paired women with male leaders and we've seen these women go through developmental opportunities to help them grow in their own talent, help make seed in their professional performance and development. And then also we've also developed our male leaders who also have grown more inclusive and more equitable in their leadership. So we've seen great progress and great results from this program because we've been able to help both sides of the perspective in terms of the program develop their skills as a leader and as a contributor. Another program I'd love to highlight is our partnership with our Enabled employee resource group, which is our employee resource group focused on different differing abilities within our talent force. Our Enabled employee resource group has really led our business to be more inclusive in how we produce our product. So they've actually partnered with our product and technology teams to help make sure that our actual product or actual technology and reason sources that are available to our customer community are accessible and in a couple key ways, um making sure that they're visually accessible and then also making sure that they are accessible for differing needs for different attorneys. And that has been amazing because it really has solidified what we like to call the business case for diversity equity and inclusion because we're able to reach a broader customer base and a broader audience and serve their needs. But also having that varied perspective has allowed us to evolve as a business to make sure that we're building in these inclusive features throughout our product. Bareeq: Wow, that's incredible work. Um I'm honestly just, it's just delightful to hear that there's uh organizations working on these kind of things, especially when it comes to gender equity and inclusive leadership and digital accessibility, which we actually uh highlighted in another episode on our podcast. So, so given your expertise, what notable trends are emerging in the legal industry regarding diversity and inclusion um especially considering recent challenges and attacks on DEI following that Supreme Court decision on Harvard and UNC. Adonica: It's interesting where we are as a, I like to say, as a function within diversity equity inclusion. And then of course, where we are as a nation. Um I live in the United States, where we are in the world um globally, all of those perspectives and how these recent Supreme Court decisions have contributed to this. Um from my perspective, the recent Supreme Court decisions very clearly and obviously affect higher education, right? And business in the business world relies upon higher education to produce the available talent to us. And it's disheartening to see the ways in which the Supreme Court has changed what we can expect from higher education without providing any kind of real guidance around how to move forward. So I do see in higher education, um leaders are struggling with how to deal with this and how to continue to espouse their values of diversity and inclusion while being legally compliant. That of course bleeds over into the business world because it, it's persuasive authority in a way and for people who may have wanted to roll back DEI practices to now refer to this decision as a reason to do the same in the business world. And I do think it's very clear just in the way in which the courts and the cases are evolving that this will be addressed in the courts at some point. What I think this has done though is it's created this like forced maturity and DEI work that I think was already evolving and um iterating. But at with this decision, it has really created this point where it's become necessary um to evolve our processes to be inclusive across the board and really strengthen DEI work. And so I've seen from our business, our values remain our commitment to our culture of inclusion remains and it has allowed us to open our aperture and think about structurally making sure all of our processes are inclusive and that benefits everybody that doesn't just benefit people that you may think of as typically diverse talent. I like to think that everyone has diverse characteristics and different dimensions of diversity. So everyone is benefiting from these more strong inclusive processes. So just to kind of ground that in a in a very tangible way, as a business, we are evolving our recruiting processes to make sure that we are instituting structured interviewing across the board for all roles, for all segments in our business and structured interviewing essentially means that everyone who is applying for a specific role has the same interview experience. So we're making sure that we ask the same question. We have the same kind of cadence of conversations and we have the same objective measurements to measure all of our candidates. So that makes the process better for everybody in my opinion, at least for us to achieve greater outcomes because we'll get the objectively best candidate. And it allows for the elimination of biases that may have crept into the process when it was more subjective. So the changes in the law has really precipitated the need for strengthening our processes and DEI work. And I think that will actually lead to greater outcomes. But there's a lot of growing pains as well. I'm sure, you know, happening right now in, in this area. Bareeq: Absolutely. It is, you know, it's a great way. It's a great perspective. And I think it's a really optimistic perspective that you brought forth, which is that I know you mentioned like force maturity, which I, I love the way you put that. But essentially it, it forced us all to audit our own DEI programs to see what is effective, what is impactful and to reassess making sure things are aligned with our values because the need is still there. It's just finding out, you know, how can we remain inclusive, remain true to our goals and missions. And then like you said, strengthen that foundation. So let's shift gears a little bit to the LexisNexis African Ancestry Network and LexisNexis Rule of Law Foundation Fellowship, uh which I had the great privilege of uh going to the retreat and getting to see it firsthand. Can you delve into the impact of the fellowship program and perhaps even share a success story or two from the recent cohorts? Adonica: Absolutely. And I'm so excited that you joined us for our, what we call our Innovation Retreat. I'll just give a little background on the program itself. Sure, the LexisNexis African Ancestry Network and LexisNexis Rule of Law Foundation Fellowship is an extension of our commitment to eliminate systemic racism in the legal system and build a culture of inclusion and diversity within our own organization. So, the initiative was launched in 2021 in partnership with the Historically Black Colleges and Law School Consortium and it includes all six law schools within that consortium and the National Bar Association, which is the largest professional association of Legal Practitioners um of Black or African descent globally. And the program is focused on developing solutions to address those systemic inequities that exist within our legal system. And so we've had the privilege of working with Reed Smith as one of our foundational partners to support this program. And as you mentioned, we host an Innovation retreat usually in the spring where our fellows meet at our Raleigh Tech Center and meet with our technology and product teams and engineers and really deep dive into LexisNexis, technology and resources and learn how to utilize those resources to address the issue that they're focused on within their fellowship program. We also get the bilateral benefit of our fellows also providing a diverse perspective on the utilization of our tools and technology to our talent and our teams that are able to then like I said, make, build stronger products, representing um our diverse customer base. So the fellows are organized um into five key areas that I like to call kind of cradle to grave systemic legal issues that uh address address challenges in our legal system, starting with our Gavel League team, which our, our team is focused on developing an app that provides early childhood legal education to the community overall. Because we've done research um empirically and subjectively that has determined that some of the lack of representation in the legal system with regard to diverse attorneys in in the profession, stems from childhood experiences and kind of a lack of awareness or even a diversion to the practice of law. And so that mobile application that they're building is designed to increase literacy and comprehension of the rule of law and critical legal concepts that children encounter. And that also may assist their parents and guardians with their rights and representation as well. The second project is I, Too, Sing America and that project is focused on uncovering untold us history through the law and creating more culturally competent attorneys. So this is for once you've reached the stage of being in law school and you're getting your legal education. Our fellows, there are focused on creating an accessible repository of inclusive curriculum resources including racially diverse case law that will help increase their awareness of cultural differences and nuances in the law itself and build that more culturally competent lawyer across the board, benefiting all attorneys and future attorneys in law school. Our third project team is called the Pathways to Practice Pipeline and they're focused on building bridges for HBCU students to legal fields that lack diversity in their representation. So this is the stage where you are, you know, out of law school and you're now in the profession and you're thinking about ascending to leadership levels in the profession, how do you increase the diversity of the professionals that are in practice? Um And they're focused on partnerships with corporate law, the judiciary, um and judicial clerkship opportunities and then large law opportunities as well. So thinking about where do we lack representation and how do we build those pipelines to strengthen the, the talent that is coming into these into the profession itself. Fourth project, technology solutions to alleviate racial bias in jury selection. This team um is doing really exciting work leveraging artificial intelligence, um machine learning and data analytics to analyze representative juries by jurisdiction and provide data analytics tools to practitioners to help them achieve a representative jury and that constitutional right for their client. So they're analyzing currently, they've analyzed um North Carolina, California, Louisiana and New York. And we're planning to build that that out to other jurisdictions to look at what is a representative jury look like based on your jurisdiction and provide practitioners with a resource to then be able to advocate on behalf of their client um at that level of trial proceedings. And then our final group is focused on legal clinic, support tools to combat systemic racism in the legal system So we started with kind of cradle and this ends it at grave level where we're thinking about how do we um provide legal clinics with resources to enhance their pro bono work that may contribute to estate planning, um intellectual property, appraisal biases, court proceedings and some other areas, key areas that we're looking at in terms of access to justice and how many people are able to access justice, which is usually through a legal clinic or a low cost clinic to help them achieve um legal representation. So we've got a full spectrum of projects and a really robust team of both fellows and mentors from within LexisNexis building and working on these projects as, as a overall fellowship program. Bareeq: Thank you so much um for sharing that and for thoroughly describing it, I uh I got to go myself just to, I got a taste of it when I went to the retreat and it was um a really eye opening experience. I mean, we already know that we, we operate unfortunately in a system of, of systemic racism and, and uh and oppression. But to see the ways that the projects in the fellowship were, were based on deliverables and based on um that mentorship piece and being able to uh see what the future could look like and working toward it. I thought it was just uh really great to see um and really impactful. Adonica: Thank you so much for joining us. It was wonderful to have your perspective and your overall firm support to really help us ground the work that we're doing in practical application. Bareeq: Yes, absolutely. And actually based on, on that topic, on your, based on your experience, what advice would you give to law firms aiming to enhance their diversity and inclusion efforts? Are there like specific strategies or some best practices that you believe could make a substantial impact? Adonica: Oh, that's such a large endeavor. I think there's quite a few things that law firms can do and things that I've seen work really well within law firms that I think should just grow in practice. Um So I would start with assessment and goal setting. I think that having very clear assessment indicators around how law firms are performing with regard to their DEI efforts is important. So demographic data, I know law firms do a lot of survey surveys um and capture that kind of data but also deeper dive into things like who's working on what kind of substantive projects who, who has partner support or mentorship sponsorship and trying to quantify those sometimes intangible development opportunities, I think provides a strong assessment of current performance and areas to highlight and focus upon. And I know law firms are doing really great work on evolving how they're looking at developing their diverse talent from just capturing high level demographic data to actually going a line below and looking at substantive um opportunities that has come about for the different demographics and then also what mentoring opportunities. Um And the like that I mentioned, I think of course continuing with inclusive recruitment practices, I've seen Reed Smith, for example, do that very well in reaching out to a diverse set of law schools, not just from typical, diverse standpoints, but also geographically. Um maybe even quote unquote tier wise, so that you're reaching all levels of talent that could bring great perspective to the practice in the firm. I mentioned mentorship and sponsorship. I think having formal mentorship and sponsorship programs and formalizing those opportunities are important because without that, they tend to slip into maybe some biased practices where some achieve mentorship and sponsorship and some don't. So I think kind of codifying those programs and making them inclusively accessible is very key to developing all law firm talent. And then I think thinking about the culture within the law firm is very important because law firms are interesting because there's kind of maybe two segments of firm employee, right? There's what you have, what you may call the timekeepers and people who are practicing law, and then you have people who are running the business of the law firm and there may be separations in that culture, but creating that kind of one team approach and inclusive environment really strengthens the overall law firm performance. Um So I think those are some really great things law firms can do to support their culture of DEI, I also think flexibility. I know the the practice of law and the profession gets a bad rep for not being um super cutting edge. But I actually think that the practice of law law firms in the legal profession has done very well with extraordinary circumstances in the past few years and adapting to those circumstances. So I'd love to see the continual adaptation and kind of evolution there with regard to flexibility. I don't think we should go back to a previous version of practicing law. I think the flexibility helps grow the practice. And I think it shows in the numbers I law firms are doing well in terms of financial performance and they're growing. So that flexibility, I think is key to that as well. Bareeq: You know, I was just talking to somebody about this because uh sometimes at law firms, I find it more um blatant to see, but there is sometimes an um a way to approach work that there creates some sort of a generational divide. Um And I think especially since in the last few years, the younger generations are working toward more of a work life balance and flexible model. Um But people that didn't grow up in that struggle to fully understand that because it is not what they knew. So um finding a way to kind of bring people in and create that sense of belonging within the culture, I think is a challenge law firms are facing. But like you said, I think it's something they're addressing and, and kind of working uh forward with and evolving because I don't think things can unfortunately stay the same. Things are, you know, going to have to hopefully improve for the better. And that being said, my, my last question today is uh we talked about it a little bit earlier about the business case. So diversity and inclusion are often touted as beneficial for business. And from your perspective, why are these principles good for business and what tangible advantages can organizations gain by fostering those diverse and inclusive cultures? Adonica: Yeah, I absolutely believe in the business case for diversity equity and inclusion. There have been so many empirical analysis and studies around how the increase of diversity equity and inclusion that are measured by those indicators we talked about has also correlated with the increase of financial performance, employee engagement, employee retention, um innovation, all of those things that lead to stronger, a stronger business. I also think about just from a practical standpoint where we are in the world, where we are as a kind of a global culture. One of the recent data points that I've heard that really has stuck with me is the wealth transfer that we're facing as at least as a nation. Um and I think likely globally within the next decade as that and and it will be the largest wealth transfer in our in history, right? So as baby boomers transfer their wealth to kind of the millennial generation, that huge transfer of finances will lead to different people having stronger purchasing power. And I do think younger generations absolutely make decisions based on values in addition to finances. And so for a business to be able to succeed into that next generation, businesses need to think strongly about their value system and demonstrate those values because those younger generations are very much evaluating based on performance and action, not just on words. So I think that it's very clear when you think about does a business survive into the next decade into the next millennium, that diversity equity and inclusion will remain a a value system through which people evaluate whether they're gonna be a customer. So to be a successful business, those values need to be authentic and practice and grow. Bareeq: Well said, I love that especially the the tying the wealth transfer in the generations to come to DEI. Fantastic. Thank you, Adonica for sharing your valuable insights today. It's been such an enlightening conversation on diversity and inclusion and the impactful work you and LexisNexis are doing. And to our listeners, thank you so much for joining us on Inclusivity Included. Stay tuned for more inspiring conversations with leaders shaping the future until next time. Adonica: Thank you so much.  Outro: Inclusivity Included is a Reed Smith production. Our producers are Ali McCardell and Shannon Ryan. You can find our podcasts on Spotify, Apple Podcasts, Google Podcasts, reedsmith.com  and our social media accounts. Disclaimer: This podcast is provided for educational purposes. It does not constitute legal advice and is not intended to establish an attorney-client relationship, nor is it intended to suggest or establish standards of care applicable to particular lawyers in any given situation. Prior results do not guarantee a similar outcome. Any views, opinions, or comments made by any external guest speaker are not to be attributed to Reed Smith LLP or its individual lawyers. All rights reserved.

Latasha Gillespie, Executive Head of Global Diversity, Equity, Inclusion, and Accessibility for Amazon Studios, joins Valerie to discuss her role in the development and management of DEIA for the organization. They also discuss the state of DEIA across the industry, and how to implement lasting change. Learn more about your ad choices. Visit megaphone.fm/adchoices

Ever wondered how a technology giant navigates the fluid and unpredictable terrain of the tech industry? Or how they prioritize diversity, equity, and inclusion (DEI) in their global strategy? Join us as we have an insightful conversation with Maurice Wiggins, currently Head of Global Diversity, Equity, and Inclusion at Google. He opens up about his experience in human resources, strategic development, and the unique tasks he undertakes. He also shares his role in crisis management and the ways he aligns people strategy with business strategy.This episode is much more than a career story, it dives into Maurice's personal journey, his college years, and his decision to attend an HBCU (Historically Black Colleges and Universities). His experiences have shaped his career trajectory and are an integral part of his role as a transformational leader. We also delve into his bold career moves and academic pursuits that took him from Florida to New York, through various cities, overcoming challenges with determination and resilience. From achieving his dream of attending Columbia University to transitioning from a consulting role to a tech career, Maurice's journey is one of constant learning and adaptability. Lastly, we tackle the often controversial topic of compensation in the tech industry. We explore the many factors that influence salary and the importance of continuous learning and skill development. Maurice shares his favorite resources for personal and professional growth, offering valuable advice for navigating the tech industry and securing fair compensation. This episode is an enlightening and inspirational conversation that offers guidance to all - those already in tech, and those considering making the leap. Tune in for a wealth of insights from someone living and breathing the tech industry every day.

In this current episode, Shai Poulard, a staunch advocate for Diversity, Equity, Inclusion, and Belonging  shares invaluable insights on the critical role of prioritizing DEIB initiatives to retain a diverse workforce within companies. With a diverse background spanning banking, biotechnology, and entertainment, Shai highlights how these experiences influenced her career approach. She sheds light on her educational journey, detailing how her pivot into people engagement post-MBA perfectly aligned with her passion for inclusion and belonging.As the current Head of Global Diversity, Inclusion, and Belonging at Nerdwallet, Shai clarifies on the overall responsibilities of the DEIB division in corporate settings, aiming to educate about the often misunderstood scope of the position. She offers concrete strategies on how companies can cultivate an empowering culture to support and retain diverse talent, surpassing mere diversity statistics.Drawing from her own experiences, Shai shares her expertise on managing challenges faced by marginalized individuals in the workplace and addresses common struggles that immigrant professionals encounter. She offers guidance on how immigrant professionals can seamlessly integrate into a company's culture, particularly in their early corporate career phases.

"Yes, we want equality, but the world is not equal. For us to get to equality, you need to go through equitable practices." - Nene Molefi   --- In this episode, Priya and Advita are joined by the three co-authors of The Global Diversity, Equity & Inclusion Benchmarks: Standards for Organizations Around the World, Nene Molefi, Julie O'Mara, and Alan Richter, PhD   Listen in to learn about the ever-evolving landscape of diversity, equity and inclusion, how it impacts organizations across different sectors, and why this journey might be longer than we initially thought. Don't miss this opportunity to understand the driving force behind the GDEIB and the ongoing push for inclusive excellence.    Dive into a captivating conversation that unveils the powerful journey towards Diversity, Equity, and Inclusion. In this enlightening dialogue, our guests discuss the value of the Global Diversity, Equity & Inclusion Benchmarks (GDEIB) and their impact on organizations worldwide. They explore why the GDEIB has gained significant recognition and how it serves as a pivotal tool for assessing DEI strategies.   Tune in to be inspired and informed! --- GDEIB is a phenomenal guide for what could be the greatest systemic transformation of work in this century.   Learn more about the GDEIB   Connect with our guests:    Julie O'Mara LinkedIn   Alan Richter LinkedIn    Nene Molefi LinkedIn    Did you know? you can now order Priya and Advita's new book Building a Culture of Inclusivity Order from   https://www.koganpage.com/    Discount Code ALLME20   The book is available in most online stores including Amazon, Barnes & Noble, Waterstones, Indigo etc… and in some physical ones as well.  Stay tuned for weekly episodes of season 3 of Amplifying Diverse Voices.   Don't miss out. Get your copy of the book now and be part of the DEI conversation.   https://www.koganpage.com/product/building-a-culture-of-inclusivity-9781398610392  Want to evaluate where your business stands when it comes to the EI? Visit our website to learn more:   https://aleaderlikeme.com/ Have any questions? Would you like to book Priya and or Advita for a speaking event? Don't hesitate to reach out to us at info@aleaderlikeme.com    For our latest updates, continue to follow our LinkedIn, Twitter, and Instagram @aleaderlikeme.   If you read our book and would like to give us your honest review, feel free to head to social media and don't forget to use the #ALLME and tag us.   Thank you for your continued support as we drive global DEI/EDI conversations forward.

On the final chapter of our Journey Unseen series host Don Sherman is joined by Amy Williams who shares about how she learned to own her own space when she entered the room.  With these special conversations we share the stories of women in our community who have had a profound impact on our community through their leadership and achievements.  On this episode we discuss: What brought Amy back to Wichita Having a passion for customer relations Teaching others to play nicely in the sandbox together Growing up as the bossy older child in the family The value of adaptability Having to tell the Emperor they have no clothes Owning your own space when you enter a room The struggle when you don't see progress being made Why Amy got started in DE&I (Diversity, Ethics and Inclusion) Helping people see other worlds The continuous movement towards integration Always learning from others Dealing with the polarization in our country Amy joined Spirit AeroSystems in December 2015 and is currently the Senior Manager for Global Diversity, Equity & Inclusion (DE&I).Amy has a long history throughout her career in both Corporate Social Responsibility (CSR) and DE&I. Upon joining Spirit, Amy had responsibility for the strategic direction for CSR enterprise-wide. In 2021, she was given the opportunity to lead the global DE&I strategy for the organization. Amy joined the Spirit team from the retail industry, working with Belk, Inc. and Sears Holdings Corporation (SHC). During her time in retail, she has experience actively partnering with the C-Suite, HR teams, Employee Business Resource Groups and national nonprofit partners, providing leadership to strengthen company brands and inclusive work environments.Prior to her time in retail, Amy was with Cargill, Inc. where she spent over 10 years partnering with multiple business unit leadership teams to align and execute global CSR and DE&I strategic objectives with goals that were meaningful to the local communities.Amy is a Wichita native and an active leader in the community. She currently sits on the boards of Music Theatre Wichita, Via Christi Foundation, the Wichita Public Library Foundation, the WSU Tech Foundation and serves as the co-chair for the DE&I Task Force of the Wichita Regional Chamber of Commerce. She completed her MBA from Newman University and has a Bachelor of Business Administration in Human Resource Management from Wichita State University.Additional Resources:Women Who Lead (article)DEI Task Force at the Wichita Regional Chamber of Commerce (website)Thanks for listening, be sure to subscribe and leave us a review! Join the Wichita Regional Chamber of Commerce! This podcast is brought to you by the Wichita Regional Chamber of Commerce and is powered by Evergy.  To send feedback on this show and/or send suggestions for future guests or topics please e-mail communications@wichitachamber.org. This show is part of the ICT Podcast Network.  For more information visit ictpod.net

In a profound discussion on leadership, diversity, and social change, Juana Bordas, an accomplished author and advocate, delves into the evolving dynamics of activism, particularly highlighting the role of young digital activists and their global perspectives. Through anecdotes about influential figures like Christina Jimenez, the co-founder of DACA, and the speaker's own personal experiences, the conversation touches upon the powerful intersection of culture, technology, and generational shifts. Addressing the crucial concept of "leadership by the many," Juana underscores the importance of collective action and shared values, such as respect, hard work, and collaboration, which are rooted deeply within communities of color. The dialogue culminates with a pressing contemplation on the challenges of materialism and the need for genuine societal participation, calling for a renewed focus on servant leadership and community well-being.

Who's Inspiring Impacts today? Dr. Ame Lambert! Dr. Ame Lambert is the Vice President for Global Diversity & Inclusion at Portland State University (PSU). Tune in as Ame speaks with host Dr. Lindsey Godwin about the generative power of Appreciative Inquiry in the field of diversity, equity, and inclusion at universities and beyond. Ame describes how Appreciative Inquiry helps bring diverse groups together across cultures, races, and ethnicities, making it a powerful tool for seeing the universal humanity in all of us and bringing out the best in each of us. You'll learn how Ame and her colleagues are using an appreciative approach to co-create a racially just and equitable future for the Portland community. She notes how the murders of George Floyd, Breonna Taylor, and Ahmaud Arbery, along with a similar tragedy at PSU, fueled her action-focused diversity and inclusion summit called Time to Act. Listen in to learn about the powerful impact of this summit and the work that continues to unfold at PSU. In her role as  Vice President for Global Diversity & Inclusion at Portland State University, Dr. Ame Lambert  leads the embedding of equity into all university operations, and supports the thriving of minoritized students and employees. Her goal and core purpose is to close the gap between potential and thriving for students and the university as a whole. Episode Highlights: What pushed Ame to use Appreciative Inquiry in her diversity and inclusion work. How to use Appreciative Inquiry to fuel action in people who feel hopeless, angry, and frustrated. The Appreciative Inquiry framework that informed the design of the Time to Act Summit. Dream and Discovery questions that encourage people to imagine a more inclusive, equitable future. Goals and action items of PSU's Time to Act Plan. How PSU is infusing diversity, equity, and inclusion into leadership and infrastructure, student education, scholarship and service, and the performance review process. Resources Mentioned: Time to Act Summit: https://www.pdx.edu/diversity/equity-summit Inspiring Quotes: “I see AI as a methodology that really activates the best in us to work for the best of us.” “Every year we're getting better.” “What pain and anger of frustration actually are communicating is that in my core, I have a sense of how it should be.”  What is Appreciative Inquiry? Appreciative Inquiry, sometimes referred to as “the other AI”, is one of the best kept secrets behind meaningful and lasting change at organizations. The AI approach is strength-based, meaning it focuses on identifying and leveraging successes to solve problems, rather than focusing on trying to fix individual failures. Did this episode inspire or impact you? Want to make an impact on us? If so, SHARE this episode with a friend, leave us a 5-star rating on Apple Podcasts, and follow Inspiring Impacts wherever you listen to podcasts!

Today, we are revisiting an episode I did with Dr. Yetta Toliver, the Global Head of Diversity, Inclusion, and Belonging at Xerox, that never made it onto the podcast. Yetta is the mastermind behind Xerox's DIB strategy, and I know you all will learn so much from this conversation. So get comfortable; we're about to dive into a discussion with Dr. Yetta Toliver that will leave you inspired and ready to embrace diversity like never before.  

Tarang Gupta hosts Samara Cohen, the Chief Investment Officer of ETFs and Index Investments at BlackRock. BlackRock is a global asset manager and technology provider and one of the world's leading providers of investment, advisory and risk management solutions. In this episode you will hear about: - What Samara's role as the CIO entails - How ETFs have evolved from their early days - Building high performance teams - Different types of investors that invest in BlackRock's ETFs - Increasing participation of self-directed investors in public markets - Samara's outlook on managing personal and professional commitments - And much more! About Samara Cohen Samara Cohen, Senior Managing Director, is the Chief Investment Officer of the ETF and Index Investments (EII) business for BlackRock and a member of the firm's Global Executive Committee. As the first ever CIO for EII, Samara manages the teams responsible for delivering the market quality and investment integrity of BlackRock's 2,700+ index funds and ETFs. She also serves on the Global Diversity, Equity and Inclusion Steering Committee and on the board of the BlackRock Foundation. Samara was named to Barron's 100 Most Influential Women in Finance last year. She earned a BS Econ in Finance from the Wharton School and a BA in Theatre Arts from the College of Arts and Sciences of the University of Pennsylvania. She also holds an MBA from Harvard Business School. About ETFs and iShares An ETF is a technology that can wrap all kinds of investments. They are a simple way for people to access the world's financial markets in a diversified way. ETFs are similar to mutual funds in that they invest in a basket of securities, such as stocks or bonds. Similar to a stock, ETFs can be traded whenever the markets are open, which makes them different from mutual funds. Ultimately, what ETFs are doing are democratizing investing – providing convenient and affordable access for millions to the capital markets. BlackRock's ETF and index business is about $2.3 trillion in AUM across over 2,700+ funds globally. Worldwide, 120 million people have an average of $50,000 invested in iShares ETF and index funds. In the US alone, 25 million people own an iShares ETF. For more FinTech insights, follow us on WFT Medium: medium.com/wharton-fintech WFT Twitter: twitter.com/whartonfintech WFT Instagram: instagram.com/whartonfintech Tarang's Twitter: twitter.com/tg_tarang Tarang's LinkedIn: linkedin.com/in/taranggupta100

This podcast explores VF Corporation's proactive approach to promoting diversity, inclusion, and empowerment. Lauren Guthrie, VP of Global Diversity, Equity and Inclusion showcases the VF commitment to creating a world that is inclusive, diverse, equitable, and accessible across race, ethnicity, ability, gender, sexual orientation and culture. VF's intentional focus on action is witnessed through use of apprenticeships, mentorships and learning opportunities leading to growth. Listen in as Guthrie provides a glimpse into VF's own inspiring initiatives "Powering Potential" and "Diversity by Design."

Jennifer Brown (she/her) is a globally recognized DEI thought leader, highly sought after speaker, award-winning entrepreneur, and best-selling author. Jennifer envisions inclusive organizations where all of us can thrive. As someone who has experienced both the advantages of privilege and the sting of stigma, Jennifer is boldly redefining what it means to truly belong—in the workplace, in our families, and in our communities. She openly shares her powerful and unforgettable true story with audiences to help us challenge our assumptions—about ourselves, about leaders, and others—and take meaningful action today for a more inclusive tomorrow. Jennifer has shared her thought leadership at corporations including Google, The Hartford, Hearst, IBM, Indeed, Intel, KFC Global (Yum! Brands), Liberty Mutual, LinkedIn, McDermott Will & Emery LLP, Medtronic, NASA Marshall Space Flight Center, Prudential, PSEG, Sony, Toyota, and more. She has also spoken at leading research institutions such as the Mayo Clinic, as well as multiple business schools, including William and Mary, Kellogg, Columbia Business School, the Owen GSB at Vanderbilt, and University of Wisconsin. She currently sits on the Influencer Advisory Board for cultural intelligence consultancy Sparks & Honey, as well as L'Oreal's Global Diversity and Inclusion Advisory Board.

During this episode, we sat down with Guadalupe Garcia, Head of Inclusion and Talent for ADP's international business, and James McPhail, Business Excellence Manager and the President of ADP's UK Pride Business Resource Group Chapter. Hear their personal experiences about bringing your whole self to work and the significance of global diversity, equity, inclusion, and belonging at ADP.

During this walk, we discuss all things diversity, equity, inclusion, and justice across global sport. Discussion Points Gender equality initiatives in Australia Increasing number of women and racially diverse talent in Major League Baseball (MLB) LGBTQ+ inclusion in global sports, including college athletics Government funding focusing on inclusion, equity, and justice programming in athletics Similarities and differences between DEI conversations/programming in U.S. and Australia Panelists Resa Lovelace, Founder and CEO, RBL Theory LLC Gen Dorhmann, President, Women Sport Australia Tyrone Brooks, Senior Director, Front Office and Field Staff Diversity Pipeline Program at Major League Baseball Session was recorded as part of the 2023 Internationalization and Athletics Summit. --- Support this podcast: https://podcasters.spotify.com/pod/show/walkwithtfb/support

I do mean “unconventional”. Wait until you hear Evan Robert Brown Walker's story and adventures. Like many guests I have had the opportunity to get to know on Unstoppable Mindset, Evan grew up in a single-parent home and didn't get to know his father until much later. Evan went to school and then to college like many of us, but then he decided to do something a bit different with his life. Mr. Walker graduated from college with a degree in English and writing. He then decided to move totally alone to South Korea where he taught English for two years. He will tell us of his adventures in Korea and even give some sensible advice to others who may be planning to move or travel abroad. Near the end of his time in South Korea, Evan sprained his ankle and discovered that, in fact, he had an extra bone in his foot. He dealt with that once he returned to the United States, but still, what a suddenly new fact to face in one's life. You will get to hear about Evan's job stories after returning from South Korea including how he became a subject matter expert on Diversity, Equity, and Inclusion. He now works full-time in this field. What an inspirational and adventurous episode this is. I hope you enjoy hearing Evan's story and that his words will inspire you as much as they did me. About the Guest: Evan Robert Brown Walker is on a mission to empower others, including those within underrepresented communities, to thrive. He currently works as a Global Diversity & Inclusion Manager at Lumen Technologies, with 2 years of experience in a formal diversity role, and numerous years leading and operationalizing Employee Resource Groups. His expertise and passion led him to earn a Diversity & Inclusion Certificate from eCornell in 2020. Since 2021 he has been both a member of the Thurgood Marshall Partner in Diversity Cohort and was recently promoted from advisory board to the Board of Directors for OutFront LGBTQ+ Theater in Atlanta, GA. He is a graduate of High Point University with English major and Business-Marketing minor, and still considers teaching English in South Korea after college one of his greatest accomplishments yet. Links for Evan: www.linkedin.com/in/evan-robert-brown-walker EPIK (English Program In Korea) TransitionsAbroad.com | Purposeful Travel, Study, Work, and Living Abroad Teach Abroad Programs | Teach English Abroad | CIEE https://www.ciee.org/users/evanw https://www.linkedin.com/in/evan-robert-brown-walker (My LinkedIn) http://www.epik.go.kr/index.do (English Program in Korea) https://www.cnn.com/2013/04/10/world/asia/north-korea-threats-timeline/index.html North Korean Missile Crisis of 2013 https://www.transitionsabroad.com/ Transitions Abroad https://www.ciee.org/ Council on International Education Exchange About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards. https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/ accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. Transcription Notes Michael Hingson 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us. Michael Hingson 01:21 Hi there, wherever you happen to be welcome once again to unstoppable mindset. We're inclusion, diversity and the unexpected meet. Unexpected is always fun. But we also talk about inclusion first, because it's the only way to make sure that we deal with everyone. The problem with diversity is it has tended to leave out disabilities some may disagree. But when you hear people discuss diversity, they don't discuss disabilities. Whether we discuss disabilities today are not is another story. But we will definitely be hitting the unexpected. Our guest today is Evan Robert Brown Walker, we're going to call him Evan because he said I could. And Evan is an interesting individual. Evan feels that he's on a mission to empower others, especially in unrep, or underrepresented communities. And he wants to help them thrive, which is as good as it gets. So that gets us to the unexpected, because it deals with all sorts of stuff. But Evan, welcome to unstoppable mindset. We're really glad you're here. Evan Walker 02:22 You so much, Michael, I'm so happy to be here. And really looking forward to the discussion. Michael Hingson 02:29 Let's go ahead and start by talking a little bit about maybe you growing up and all that where you came from, and sort of all those things that helped shape you where you are. Evan Walker 02:39 Well, I grew up in Atlanta, Georgia, I was raised by a single mother, who has been there with me every step of the way. And I of course I'm an only child. So I had a little miniature schnauzer growing up who I considered my brother, I have friends and you know, close people as well. But my mom and my miniature schnauzer and sparkle are miniatures nouns are really my immediate family. And then my dad, I got to know, sort of towards the tail end of my high school career, that's when I really got to know started to get to know him. He's based in High Point North Carolina, I ended up making a decision to go to High Point University. And so he and I became closer, develop the relationship that still lasts today. So that's a little bit about my background. Michael Hingson 03:43 So that's pretty cool. So you made the decision to reach out to him, which is something that has to be a little bit of a brave step by any standard. Evan Walker 03:54 Absolutely, absolutely. Any standard reaching out to a parent you don't know or may not know as well as you think you do. Reaching out to them is always scary. And for me, it was a turning point. One of many turning points in my life that led me to where I am today, but also helped me become a stronger person and just understand more of my family and his roots and where he came from. It was a great, great experience. Michael Hingson 04:27 So you have a relationship with him today, which is which is a good thing. And so you you are fortunate that you have now gotten to know both of your parents. You went to high point and what did you major in there? Evan Walker 04:42 I majored in English writing and I minored in business marketing. Michael Hingson 04:51 Hmm. And when you graduated, what did you do with all that? Well, Evan Walker 04:56 inside, everyone should know that five point is the furniture Capital of the World. There's other furniture capitals, I think, and China and Las Vegas, but my point is still consider the furniture capital of the world. So that's a pretty interesting, interesting fact. Today, I, after I graduated, I decided I wanted to move into something to do with my major. Many of us who graduated from college, need ourselves a stray from what we were going to school for, which is pretty prominent. Not a problem at all. But at the time, I really wanted to do something tangibly connected to English. So I looked at working for a publishing house. I also read a book at the time, I was really into books around oil and gas, fossil fuels, how they make the world turn and work, in addition to the comparison with climate change, and I wanted to work for this gentleman that my father knew at the time, who was an executive at an oil company. Neither of those opportunities panned out my third backup plan. My third option was, why don't I think about living abroad traveling abroad? I'm not quite sure what prompted me, other than it was still the great recession. So the Great Recession of Oh 708, which was catastrophic to many people. And even if it wasn't catastrophic, everyone felt that time in some way. So I knew I didn't want to challenge myself, or struggle finding a job. But I also Evan Walker 06:56 reminisce peripherally from people who in college, I went abroad for study abroad to gap years after high school, and I kind of wished that I had that opportunity. So it was a mishmash between desiring to live abroad, having that job security, but also just challenging myself. Michael Hingson 07:22 And so what did you decide to do with that? So you thought about doing something abroad? And what did you do? I made the decision, Evan Walker 07:34 shortly, I think shortly before graduation, to move to Korea. But the decision that I had to make before I even made that decision was, if I do move to Korea, then I have to choose between teaching English being a professional. Being in the army, or military, I was not going into the military. That was just not something I wanted to do at that time. And I was not a professional who was proficient in the Korean language. So teaching English as I guess, as a native guests, English speaker, teacher was truly my my core option. And the two choices as a guest English teacher, were teaching at a private school, or public school, teaching in a private school, namely, is very different in Korea. They're called Hogwarts, private schools in Korea, where oftentimes you're paid more than what you are in a public school. But benefits are sometimes non existent, sometimes less, or just not as not as broad and much, much longer hours. Those Michael Hingson 08:54 that why is that, Evan Walker 08:56 you know, I really don't know, I know that the education system there is considered to be one of the top in the world. And I would say, in my opinion, just me having lived there that a lot of parents and grandparents want their kids to do the best in school. So these Hawk ones are considered with the long hours of the teaching and the long hours for the students ways for them to accelerate getting their kids into the top schools and universities in the country. Michael Hingson 09:35 So you had a choice of, or at least the potential option of teaching in a private setting or in a more public setting, which did you end up doing? Evan Walker 09:46 I went public only because I wanted to make sure that I had enough benefits as far as health care. The pay was very good. Not as good as a hogwash to private school. But I really wanted to make sure I had those benefits that I had that structure and the benefits offered from a public school. I mean, free room and board. It doesn't get better than that. Free Lunch, you know, so I really just loved the idea of not having to pay for an apartment, getting free lunch. And so I went with Publix. Michael Hingson 10:31 So were in South Korea did you teach? Evan Walker 10:40 So, Korea? In South Korea, I taught in what's called what's referred to there as the inland Island. I'm probably pronouncing this wrong. But the the name of the the city was young young. And the province or the state of Young Young was n was called Young saying Buck dough, which was the the eastern part of the country. Sol Sol sets the Capitol. On the western side, I was on the eastern side. Yeah, my Michael Hingson 11:21 visit to Korea was to Seoul and two places within an hour of it. I went to speak there in 2007. Right, and I had an opportunity to be there and and also see the Korean guy dog schools, which were school, which was started by the President and others of Samsung. And so that was, it was fascinating. I never got to meet him. But we did get to visit the school and do some speaking around Seoul. So that was fun. But I never did get to tour the whole country, which I would have loved to have done. It was a wonderful country. And the people were were extremely friendly to me at least and and to my dog. Evan Walker 12:06 Yes, it's, it's a country that is just like you said, just gorgeous. The country of morning, lands on Morning Calm. It's also a country of opposites in many ways. So really, really hot, summer, sweltering hot, really, really cold winter, Siberian winds. And you know, even even some social norms and things like that. So. Michael Hingson 12:37 So what was it like for you teaching over there? That was a major step out for you to go to a different culture a different place entirely, completely away from your comfort zone? Or what had been your comfort zone? And all that you knew? Via you did it? Evan Walker 12:58 Yeah. Honestly, living there, there are definitely some challenges, I would say, moving there. And all the pieces of the puzzle that you have to put together before you even on the plane. That's a part of that's a part of the two. So thinking about what am I going to do as far as money I need to open a bank account in a country that I don't speak the language, learning a language, sure, but it really needs to think about that. registering with the State Department, getting immunizations and so finally, you get on that plane. And for me, I look back Evan Walker 13:41 subdivider Mom, she wasn't there. And it really hit me like wow, you know, you are on your own. And when I sat down on the plane, it was just pure excitement. It was like, total change of emotions. But when I got there, and I experienced just the kindness of the people, you know, a neighbor who became a friend, he was working at the Korean military base in this rural town, which the town was a rural farming community that farms their major product was spicy peppers. He was living near me and helped me moved from my second my first school to my second school several hours away. He took me to dinners when I wasn't feeling well. And so you know, those kinds of moments and those people the way they care and even this routine me. Oh, Evan Walker 14:47 when you're lost in the city of Seoul. Oh, let me let me help you. Let me help you find what you're looking for. You look lost. It's just so out. opposite from the way we interact in America. And you know, that collective family oriented culture, never eating alone. It really did leave a very good impression on me and made me cherish moment moments when, you know, maybe I was feeling most vulnerable, not knowing the language, not having a large support network of expatriates or foreigners in a small town. That was certainly a, an anchor for me. Hmm. Michael Hingson 15:39 But you did it? Did you learn much of the language? In the time you were there? Evan Walker 15:43 Yeah. So I would say now, I, I know literally choke off, which means a little there, I would go to the grocery store, I would know how, what past means what, you know, just survival turned it around. And so those those terms I knew I knew instinctively and instantly, Teacher Song saying them because titles in Korea mean a great deal more than they do in America. And roles and jobs, like teachers probably mean as much as doctors mean here. So you'll have students running around stranger saying, oh, Song saying noon. It's a form of respect to them. So I would say, you know, now, I've probably lost most of that. I've not kept it up. But even what I didn't know, because Korean is a tonal language. Oftentimes, I wasn't even pronouncing it in the right. So there were constant miscommunications. Oftentimes, yes means no. So they will agree. Because that's a country of collective society of service. What can we do for you, you know, what is the service? How can we how, but at the same time, it was still very, you know, constant miscommunications, based on where I was living and the language. Michael Hingson 17:22 Why ultimately, did you decide to move to Korea to teach what motivated you really to do that? I mean, so you decided to do it, but as you reflect back on it, what, what caused you to decide to do that that's a big step, most people would say, Evan Walker 17:41 it is, it is a big step. I honestly think now looking back, I wanted to experience the world. I also wanted to prove to myself, yeah, I can step outside of having my mom really support me having my dad stepping out of the shadows and saying to myself, for my own self worth, I appreciate me, and to just experience something that no one else had experienced. That I know. Up until that point, no one I knew had lived in Asia. I let alone South Korea. So it was looking back I think a test to myself Michael Hingson 18:31 was a self imposed test. Evan Walker 18:34 self imposed test. Michael Hingson 18:36 So you mentioned that you move from one school to another several hours away. Why Why did you move from one school to another? What kind of prompted that? Evan Walker 18:48 So I Well, the move was for contract. So in Korea, you really learn about flexibility, adaptability, as the best English teacher, you learn at a moment's notice, there's going to be a war drill, or there's going to be, you know, a holiday tomorrow or your contract is still going to end on the same date. But we'd like to extend it or we'd like to shorten it. What do you think about that? There's a lot of impromptu questions all the time. One because of language barrier, two, because three in school systems for the guest English teachers operate on a need to know basis. So you need to know they will tell you what usually is pretty, pretty quick, pretty last minute. I decided with that in mind to renew my contract. This felt like the story was not done for me there and I needed to move to a place that was a little bit more sort of politan I was hoping a bigger city. And that's what I ended up moving to. The English program in Korea was actually the program that I was hired through. And I was hired before that, through the Council on Air National Education Exchange, called CI II. That is basically a recruiter for the English program in Korea, which is a government program in Korea that hires guests, English teachers, and so I knew someone about an hour away, he was the Regional Coordinator for the English program in Korea, he had sent an email to all the teachers in Gung sein buchtel, that we have a role. It's in the Exxon. It's the Boys High School. We'd like to take up this role, let me know. And so it wasn't far for me. But it was closer to school, which was great. And I just wanted to stay and experience in New York City be close to her soul, and continue my learning of the code. Michael Hingson 21:17 So you took it and there you were, how much larger was the second town or the more cosmopolitan area for you? Evan Walker 21:24 I don't know how much larger it was definitely I population. But it was definitely quite large. And not. There was there was a skyline. And I will also say that that city yet John was close to the mask dancing city. So Korean mass dancing is a tradition in their culture. And that city is called on dog. So yeah, Chun and on Dong, were probably about 2030 minutes apart on Dong was an even bigger city. So it was still yet started was still a farming community. But it had enough of an infrastructure socially for me to make the decision with about seven other expatriates. And a few more shops. For me to for me to enjoy. I would say yet, Shawn was about two and a half to three hours from Seoul. Yong Yong was five. So it was a great move in that way that I could still, you know, I could still make that jump in a quicker Michael Hingson 22:45 so when I was there, I never really got to, as I say, do a lot of touring around it to be to be real cute. So did you ever find a cost go in South Korea? That is so Evan Walker 22:57 funny that you asked. I don't recall that. But you know, there's a very similar chain called Home Plus believe that's the name of the chain. And it's basically like a Costco, you've got a lot of a lot of goods in bulk. And so many weekends from yet Shawn, I would take from us to on dog where the Home Plus was, and just buy tons and tons of food and things like that. There was one instance where before I was in yen chart, I actually took the bus with all the names of the buses, all the routes all the time, everything's in Korea. So I took the bus. It was my first winter in Korea. I had some coats, but nothing I needed for sub zero temperatures Fahrenheit. So I took the bus I thought to odd Dong from Yong Yong, which was about two hours or so. What I didn't know was I actually took the bus to Daegu, which was a while longer. And so when I got off the bus and I was realized I was not in on dawn. I was like, well, where's the Home Plus, might as well make the best of it. So I just, you know, went shopping it some coats and hats and things like that. thermal underwear. Michael Hingson 24:37 You found a home plus, Evan Walker 24:39 I found a home vise you've got to be able to adapt, you're gonna miss stuff. Living abroad living in a foreign country. So those kinds of lessons where you can be flexible is really, really important. Michael Hingson 24:57 What would you advise the How to someone, if, if they're thinking of going to a foreign country or living in a foreign country, or even just going as part of a holiday or whatever, what would you advise people? Evan Walker 25:14 What I would advise people living in a foreign country, I would say, there are pivotal moments while you're there. But then there's a pivotal moment of making that decision to even go there, and live there. And I would say, for me, when I made the decision to get on that plane, it wasn't necessarily a no return. But it was a change. And, for me, it's a, it's a point at which he experienced and this changed my life. It started a new one. And so with that froms challenges with all kinds of, you know, items and things in in those challenges such as language barriers, cultural, confusion, cultural and competency, which my job today is developing, and helping to empower and make people knowledgeable of cultural competency. But there's a lot of different roads that you have to pass, once you make that decision, living abroad, living abroad as well. However long you live abroad, you have to remember and know, which I would say was not something that I was made aware of emphatically is that you will have to adjust, you will have reverse culture shock. Now, I would say certain countries, you probably have more than others. For me, being in a western culture being raised moving to an Eastern East Asia, Eastern country, the culture shock was quite great. Especially thinking about when you don't have access to or aren't listening to just think about music, of the current music that you listen to that. Oftentimes, unless you're on YouTube, or your or latest app, you may miss out on that. You also may miss out on trends, and sometimes news and just feel like you're out of place, you come back. So that's really important. I would say just going abroad, period. Register with the State Department in case of an emergency. And just be open minded. Know that you have a bias no matter where you're from, what your background is, when I first got out of the airport in Seoul or Inchon and I looked around at the cars, I just the first thing I noticed was every car is black, white, or gray. I was like, Oh, that was the second point when I realized the gravity of my decision, because it is a collectivist country. Everyone is thinking about each other. There's not a lot of variations and colors and things like such a small, such a small, visually. Interesting fact, but also long standing in terms of the ramifications of that decision. Michael Hingson 28:40 Do you regret having spent two years over there? Or were you? Do you feel that it was a valuable experience? What's your reaction thinking back on it now? Yeah, Evan Walker 28:53 I absolutely think it was a valuable experience. I do not regret it one bit. If I could do it over again, I would probably do some things differently. But every conversation I have meeting someone new, it usually comes up. When I'm interviewing for jobs, like the job I'm in now. It's always a point of pride and our point of experience, something no one can ever take away from you. And I love that. So I I know the way I was challenged in many ways. I had some of the best times in my life, meeting different people from around the world in Seoul coming out, which was not necessarily the best time living there so far from home, but coming out as a gay black man over Skype to my family on my mom's side who was who was very, very welcoming and you know, very proud of you for doing so. And my dad was too, later on. Michael Hingson 30:02 But I was thinking that by that time, we had a lot more ability to communicate. So at least you had some opportunities to talk to people back here in the states that you wouldn't have had 10 or 15 years before. Evan Walker 30:19 Yeah, yeah. And, yeah, yeah, I actually, I will, because I went through a recruiter, the CIA II organization, which I think is now an NGO. They offered me the opportunity to blog about my experiences there. So I was joined by a number of bloggers, guests, English teachers, or I posted about this and that. And I was able to your point to email that blog to family and friends, they could keep up with me. There was one particular time, the summer of No, the spring of 2013, where I was getting a lot of emails because of the North Korean missile crisis. Today, it's looked at as a pivotal point in time or a point in time where really, they had ramped up from February to May, so many different threats to South Korea and to America, which they still do today. They're very frustrated, usually, with our annual military drills. In the spring. That year, it was so bad that they actually scrapped 1953 armistice, they told foreigners, you should probably leave because there's going to be a war. It's going to be violent. It was crazy. It got so bad that my mom and I started talking about escape plans or as breakout a violent war. How are you going to get home? So? Yeah, I would say definitely, you know, there were there were those times when I was especially grateful for the modern communication. Michael Hingson 32:12 So you were over in South Korea for two years? And then you decided that that was enough for what? What was your motivation for them deciding to come back? Evan Walker 32:24 My motivation deciding to come back was, I thought that was enough. I had need what I thought, which is definitely the case, in my eyes, lifelong friends. I had pushed myself to the limit, even from a climate, cultural norms, food perspective, housing perspective. And I wanted to start my professional career back home. Ultimately, I didn't want to I didn't want to push that back any longer. Some people I still know. They're teaching all over the world backpacking thing in Korea, and that works for that. But for me, after two years, I was grateful for the experience. So many great times, challenging times. But I was ready to, Michael Hingson 33:20 to come back. So. So you, you came back? And what were you thinking about doing with your life once you came back? Evan Walker 33:31 So I came back, I honestly didn't know I wanted to process what I just done. And I also went through, I think, three months of reverse culture shock, what I envisioned as the American culture that I left, what I envisioned as the culture of my community, the LGBTQ plus community, the culture of Atlanta, all of those things, as an expatriate living 1000s of miles away, in some way or another, were not what I envisioned them to be, which is just not good or bad. It's just what happens. So I had the privilege, living over there having free room and board to save a lot of money. So I didn't need to work. The first three or so months, that I was, and then I was lucky enough in the spring. So I got back in August. And I got a job in March of following year through British insurance company called Hiscox insurance, and I'm grateful to this day that they hired me what a great, great career there for five years, but you That's really what I did was reflect. I had definitely some, I don't want to say challenges. But it really was a challenge in many ways. Because my, my concern at that point was my health I had come back after spraining my ankle earlier in the year back when I was in Korea. And when I was in Korea, and I went to a doctor. The first time due to language barriers, there was no need for me to wrap my ankle that I had wrapped. Although it was a sprained ankles, of course, I needed to wrap it, then when I went to get I think it was an MRI or an x ray, they actually told me that your foot as an extra bone. And so you probably just surgery to get the bone out. So by the time I got home, you know, again, just reminiscing the good times the challenging times. And then also thinking at some point, I'm gonna have to probably get this out. So again, I was grateful to get the job several months past, but I think anyone coming back from living abroad should really, if they can take that time to just adjust. Michael Hingson 36:29 Because it isn't you have an extra phone in your book. Did you have an extra bone in your foot? If I could talk I'd be in great shape. Evan Walker 36:35 I certainly did. I asserted that I had an accessory bone down there, yeah, and the foot on on the side of my ankle. And so I ended up having surgery. Later that year, after I was fired, it was a reconstructive surgery, the first of its kind that my doctor had done. The reattach the tendon, took the bone out and gave me an arch. So I likely will have to have the same things on my other foot. But we'll cross that bridge when we get there. Michael Hingson 37:12 So at least they diagnosed it over there. And exactly. That was an interesting experience. I bet you didn't expect. Evan Walker 37:23 Totally unexpected, but that's what comes with doing things that are unconventional. And when you take risk knows, you know, you can't foresee everything that happens, take calculated risks. I also had, you know, a finger, little system, my finger that I had to get taken out. Right before I came home, you know, there's just things like that, coming from a Western country, any country, you live somewhere else did a climate food, you learn things more about your body and your health that you weren't aware of. And you have to be prepared that if there's a language barrier or any other barrier, you may not have the same access to what it is that you need to prepare or recover from any issues with your health. Michael Hingson 38:25 You decided not to do the surgery in Korea, obviously and you came back here to do that. Evan Walker 38:31 Yeah, and Korean has Korea is very good. You know, hospitals, let's be clear, especially in Seoul. I just wanted to be home with family knowing I was coming home the following year. So it really just actually I think that was the same year I came home. Michael Hingson 38:51 So what was the job the insurance company gave you. Evan Walker 38:55 I was an underwriting assistant, which before I really read fiction, I thought it was related to Randy. So I'm like Oh, I'm back in I'm back doing something connected to my major. And it was actually a really interesting job processing job processing along the lines of commercial insurance. So cybersecurity technology errors and omissions really interesting job interesting people learns a lot. Definitely a bit of my time I work till midnight one time I was I was a workhorse at point and I work hard now and I you know work smart, collaborate all of those things but I really try just be in the present and Alan's and integrate my work and life in a way we're not going to burn myself out. As you as a lot have early in earlier in career people tend to disregard coming out just want to prove ourselves and things like that. Let me just work till my wit's end. But no, I don't do that anymore. But it was a great company still have great friends from there are my mentors from the pride resource group. Oh, keep in touch. Michael Hingson 40:27 So when you as an underwriter, you're here doing that work? What is it? You do? So you were talking about everything from dealing with intellectual property and cybersecurity and so on? What do you do? Or what did you Evan Walker 40:41 so as an I was really the underwriting assistant for the underwriters. So they were, look up the risk of, you know, what's the risk of, you know, Michael, Michael Hanson's company having a data breach. So this is what we'll cover, if you have a data breach, this is the amount that will pay. And so as an underwriting assistant, I would then kind of put those words together for them, but more often than not, provide them with a quote to send to you, or rather your broker, your insurance broker, and, you know, this kind of processing, getting those quotes out, getting those declines out, and canceling policies, when when that says, stay out? Michael Hingson 41:38 Well, it clearly can be part of a fascinating process. And I recognize the value in the need of insurance and the whole concept of risk management. And I speak about risk management from another side, which is basically more on the emergency preparedness side. You're in a room, you're listening to me speak. Do you know where the emergency exits are not the door that you came in, but the emergency exits? And the whole concept of risk management from that standpoint, which also, very possibly could affect your insurance? How well do you make sure that people who come to your facility, know what to do in an emergency and how to well you teach people might very well affect what you have to pay in the way of insurance so that you prove that you're being as careful as you can be? Evan Walker 42:36 You know, Michael, you're absolutely right. You're absolutely right. The importance cannot be understated. And even terrorism, kidnap ransom, shooter, all of all of those, all of those, but I do remember from reading your book, and just looking at YouTube videos and research, that you had all of the plans from, as a survivor of 911, working in a tower, one of the towers, you had those plans in Braille, that you had, basically, were an expert as to how to evacuate before it has to be that happens. occurred. Michael Hingson 43:26 I still remember, I still remember speaking at one organization meeting risk managers in Missouri, I think we were at Branson, but it was a meeting of risk management people from the Midwest. And after speaking, one of the people said, you know, we've never thought about the fact that as as a company, and that was a power company, they were one of the utilities, we have generation generating stations, and we don't teach our people really how to get out that is if there's a fire down in the station, how are people going to be able to get out because they can't see due to the smoke and so on. And we actually work together to develop a mechanism by which there people were able to escape without being able to see the exits because of the smoke. So they took that sort of thing very seriously. And it is and people really need to prepare more than they do. But they put some things in place. It was really cool to hear about it later, which is just really wonderful. So you worked at the insurance company for five years, and that's that's a good long time for for some people but you weren't there for five years. So what what made you leave and where did you go? Evan Walker 44:49 Honestly, I really just wanted to lean in more to that interest that I had found and passion related to ours. City inclusion, belonging and really being able to sink my teeth into a full time diversity, inclusion and belonging role. I was working in my last job as a training coordinator there. So I had some exposure to training courses focused on women in leadership and unconscious bias. But I wanted to do more I had started, what we call it at the time, LG, our LGBT work with whom someone I now call a friend, an executive bear, but also several other employees who are based in London. And so we created this global, what I call now at my current company, employee resource group, erg. And it was very successful. I mean, senior leadership was totally engaged, the visible visibility was global. It was on the top of everyone's minds, and honestly, bias, but I think that it gave other networks, the visibility that they needed, as well. And it put a spotlight on all the efforts that were going on related to vision and diversity. So much so that they asked me to speak to the company, out the networks. Michael Hingson 46:27 What led you to develop the passion? Did you just start to think about it, and it kind of grew or what? I Evan Walker 46:36 still to this day, I'm not quite sure. You know, it's funny because my dad consulted for many years with Christ on crisis management, public relations, and inclusion and diversity. And I never thought that I would be doing the same thing as him. But in many ways, I am following in his footsteps, which was totally unintended. I think that when I was raising my hand during focus groups, for employee networks for initiatives related to inclusion, and diversity, I just was curious and wanted to help in any way. It just kind of rounds me. Michael Hingson 47:25 So you left the company, the insurance company? And did you and your friends start your own company? Or did you go to work for someone else or what Evan Walker 47:36 I so I got a job. About a month later, I was hired by InterContinental Hotels.This was actually the year of 2020. And it was in March. So shortly before I started that job, which was a full time diversity and inclusion role, especially sprawl. I had enrolled in a Cornell online course, certificate in diversity and inclusion. So that was a self self taught course, like we had instructors, but everything was on your own time, rather. So there was no rush for me, but I had it in the event, longer to find a job than I expected. Well, even though I found the job, and I got a job rather quickly. COVID hit, of course. And so just starting there, I was like, Oh, it was a contract, permanent position. And at the time, there were a number of other people who were permanent, I believe, who might have been let go as well. But so many companies were just scrambling as to what to do. Everyone was sent home. And so I just use that time in between jobs to complete that course, which was a very rigorous course about engagement, your own engagement, when you weren't engaged. What did you do? Why do you feel that that was the case? And how do you make others feel engaged included? So that took me about eight months to complete by the end of it, I moved on to another company, I had extended an offer. That company was a great, great role. Great, great company. But after about two years with that company, I decided you know what? I would like to change and I feel like there's a new environment, a new path where I can experience being a diversity and inclusion manager I had left after IHG and starting at this company eight months later, or in the fall, I was a consultant for diversity and inclusion, helping people partnering with an accessibility subject matter expert, others from different parts of the world. And it was a great, great experience for me. But every company is on their own maturity scale. As far as diversity, inclusion, equity, all of these things, I wanted to experience a company that was on a different part of the scale. And so that's what led me to where I am now. Michael Hingson 50:41 So where are you now? Evan Walker 50:43 Now I am at Newman Technologies. I'm one of our global diversity and inclusion, inclusion and belonging managers, we actually are a telecommunications company, transforming as a technology company traded on the New York Stock Exchange. And just a great great company, curious, being present a lot of great values, and just putting our money where our mouth is, and our commitment as well. So I am just elated to be able to do what I do in this capacity, moving a mile a minute, but also seeing the change and being the change you want to see. That is what lumen is and I'm so happy to be along for the ride. So what is it you do? So, as a global as a Global Inclusion, belonging and diversity manager at Newman, I manage are starting to manage our communication in our partnership with the International organizations at lumen. So we have our APAC, India, EMEA. All of those organizations have what we call employee resource groups. And so the thread of that, or the holder of the thread of all of our employee resource groups, comes back to me. So I helped to oversee our disability, and abilities ERG, we have 11, employee resource groups help to see our black professionals ERG, we have a number of emojis that really help create more engagement, more of a safe space, but also just to help anyone feel included. And so that's a part of my role. But there's so many others, and I really just love it. Michael Hingson 52:50 How much influence do you have in getting the company when you discover something that maybe isn't right, from an inclusion standpoint, with one group or another? How much influence do you have in being able to change mindsets and change policy? Evan Walker 53:12 So actually, it's funny that you say that my boss is the chief diversity officer. So she brought all of us in to be curious, of new ideas, different diverse perspectives. And so with that, everything that I think about ideas, I'm not necessarily implementing all of them. Many of the ideas I have or perspectives or feedback related to I'm just gonna say policy, that does go back up to the C suite, just because my boss is the chief diverse diversity officer. So I often in leading taskforce related to changes in policies, how to get more employees engaged at all levels of the organization. And it all is exposed to senior leadership one way or another. So I would say it's pretty close. Pretty well, let me Michael Hingson 54:19 let me rephrase the question slightly. So maybe I should say how much does the chief diversity officer and the department have in the way of influence but let me give you an example. Let's say for example, someone and I will use disabilities here. Let's say a blind person comes along and says, I'm interested in being a part of your company or they get hired and they say, I need a screen reader software to be able to, to read what's on my computer screen because I can't read it otherwise. Or I go to these meetings and people are always handing out documentation at the beginning of the meetings, and then people read it and they discuss it, but nobody provides Is that in a form that I can use, much less provided in advance so that I really have access to it and can become familiar with it before the meeting, which really is the way we ought to handle documentation in general. But so someone comes to you and says, I got this problem. What? And I've gone to my boss, I tell you, and my boss has said, well, that's just the way it is, we're not going to do anything about it. That's clearly discriminatory and non inclusive. How do you deal with that? Evan Walker 55:36 Absolutely. So I would say, my boss would definitely be involved. So if that employee came in email, me or my boss, it would definitely get raised to the leadership level, depending on what the what the request is. In that scenario, I would say, that's absolutely discriminatory. And we do accommodate. We are inclusive of everyone, regardless of nationality, disability, ability, race, ethnicity, religion, all of those all of those inventions. And so it would be a dress, it would be listened to, and we make the accommodation or change needed, do we? Yeah, I'll leave it at that. Michael Hingson 56:27 Yeah. It's, it's an interesting conundrum. Because it all comes down to what people consider priorities and the cost of doing business. So for example, something that a number of us face regularly is we go into meetings, documentation is handed out papers. And they're referred to constantly during the meeting, but nobody makes them available for me to be able to access them. The other part about it is, which really is I think, the more interesting aspect of it, is that all too often we hand out documentation at meetings for people to read and the excuses. Well, we got to wait till the last minute to get the most current data. And the answer is do you really, rather than saying, we're going to provide the documentation in advance, so you should come prepared to discuss it. So at the meeting, you really discuss not spend half of your meeting or a good portion of your meeting, just preparing by reading it. And if you then do it in advance, it's a lot easier to make the documentation or the information accessible in a form that's usable. But getting people to change that mindset is really hard. But really, it ought to be part of the cost of doing business to make sure that true inclusion takes place. And it is so often a difficult thing to get people to change their mindset to do that, which is what prompted the question. Evan Walker 57:53 You're right. Yeah, the mindset change is is difficult, I think at any company specific, typically,around arounds. This this topic in a time of transformation, a time in society where the economy is very uncertain. The times that we're living in, and if you don't have those infrastructure, those systems in place already to support the mindset shift. That makes it even more difficult. I think the way lumen has been committed to inclusion for many, many years, has helped where we are moving forward in our journey. We also have a new CEO, who is from Microsoft spin all over the news and LinkedIn, and she's just wonderful. So she's also very committed to inclusion and diversity. And I think we're on a great, a great trajectory, a great path. But it's not easy for anyone to change those minds. Yeah. But you do have to meet people where they are. So Michael Hingson 59:10 you know, you absolutely do and it is a process. It's a learning process. It's a growing process on all sides. Well, I will tell you, this has been absolutely fun. And we've been doing this for about an hour now. Can you believe it? And so I think what we'll do is we will go ahead and stop but I want to get you back on in the future because I'd love to hear how your your journey and your adventure goes. And hear more about the experiences that you have at lumen and whatever you do, because your whole adventure now dealing with inclusion and diversity and so on is a worthwhile one to continue to discuss. Thank you Evan Walker 59:55 so much, Michael. This has been fun for me as well. I've really ever You're told this story at length, except for into family and friends. So it's been nice. Getting some of these these points out and also going down memory lane, I appreciate you taking me down that too. Michael Hingson 1:00:15 Well, thank you for for doing it and being willing to go down memory lane. And I want to thank you for listening. And I hope that you enjoyed this. Heaven has done a great job of giving us a lot of insights and a lot of useful information. I hope you found it interesting and that you enjoyed the podcast episode today, please give us a five star rating wherever you are. And wherever you're listening to this with whatever system, we would appreciate it. If you'd like to reach out, Evan, if people want to reach out to you, is there a way they can do that? Evan Walker 1:00:50 Yeah, people can just reach out to me on LinkedIn. So Evan, Robert Brown Walker, my name, just type that in on LinkedIn, you're welcome to connect with me send me a message. Also you have questions about actually going abroad and living abroad. There are a number of resources. Michael, I'm going to share those with you. Please, you know, we can we can share as far as links like the Council on International Education Exchange, and their website called transition transition abroad. For research. Michael Hingson 1:01:25 The blog articles that you wrote when you were in Korea, are they available to the public anywhere? That would be a fun series of links are linked to those blogs to Evan Walker 1:01:35 know. Yeah, I It's funny, I was looking, I want to say two or three years ago, and they totally redid their site. I will check with one of their directors. But those blogs I think have since since gone. Yeah. Michael Hingson 1:01:52 Gone to the big recycle bin in the sky. They Evan Walker 1:01:56 recycle then. Yeah, they've been replaced. There's now new bloggers? Well, it's Michael Hingson 1:02:01 fair to Well, again, we appreciate it. And for all of you reach out to Evan, he would love to hear from you, obviously and I would like to hear your comments as well. So feel free to email me at Michaelhi at accessibe A C C E S S I B E.com or visit our podcast page at WWW dot Michael hingson H i n g s o n.com/podcast. We'd love to hear from you. And of course those ratings are greatly appreciated. Love to get your thoughts. And if you have people in mind or think of people who you think we ought to have an unstoppable mindset and Evan you as well. Whether it's other people at Lumen or elsewhere, we'd love to hear from you and always are looking for podcast guests who can come on and tell stories. So we'd appreciate you letting us know about those people as well and giving us introductions. Evan Walker 1:02:56 Absolutely. Michael Hingson 1:02:58 Well, thank you one last time for being here. We really appreciate you doing this. And I expect to have you back on and we can hear about more adventures. Evan Walker 1:03:08 Oh, thank you, Michael. Pleasure, meeting you as well. And thank you again for the opportunity. Look forward to next time. Michael Hingson 1:03:20 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com. accessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for listening. Please come back and visit us again next week.

As the largest mutual life insurance company in the US, New York Life has been advising policyholders on investment decisions for more than 178 years.Toptal's Chief People Officer Michelle Labbe spoke with Kathleen Navarro, New York Life Insurance's Senior Vice President and Head of Human Resources Business Enablement on The Talent Economy Podcast.Kathleen Navarro leads New York Life Insurance's integrated diversity, equity, and inclusion efforts, and manages the HR business partners, strategy and analytics teams. During Navarro's tenure, the company has received broad recognition for its inclusion efforts, including being named one of the Best-of-the-Best Corporations by the National Business Inclusion Consortium in 2022.Navarro has held a range of roles in finance, strategy, and operations since joining New York Life Insurance in 1994. She has been recognized as a Top 10 Champion of Global Diversity by DiversityGlobal and was included on the Top 50 Chief Diversity Officers list issued by the National Diversity Council.Some Questions Asked:New York Life Insurance is a mutual company owned by policyholders without outside investors. How does this ownership model affect your talent strategy and company culture? 11:30Employees are increasingly looking for flexibility and balance in their jobs. With three days in the office and two at home, what sort of impact has your hybrid model had on hiring and employee happiness? 19:29New York Life Insurance was one of Seramount's (formerly Working Mother Media) “100 Best Companies” for 2022 and listed as one of its “Best Companies for Dads.” How has New York Life Insurance created such a supportive culture for working parents? 29:50In This Episode, You Will Learn:What has made Kathleen Navarro want to stay at New York Life Insurance for nearly 30 years. Why The Dave Thomas Foundation recently listed New York Life Insurance as a 2022 Adoption Advocate.How New York Life Insurance maintains consistency across a distributed and independent workforce.Links:Kathleen Navarro - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Kristin Engvig is the Founder and CEO of WIN (Women's International Networking), a global leadership initiative for women and men who want to lead authentically by embracing feminine values. She is an entrepreneur, writer, speaker, and worldwide authority on feminine leadership. Kristin is also a Board Member at Global Citizen Forum Network, a Board Member at UNISMO, and an Advisory Board Member at B-Corp Europe.  Kristin was awarded the CEO of Life award in March 2021, was named in DiversityGlobal Magazine's Top 10 Influential Women in Global Diversity, and won the International Alliance of Women Award. In this episode… Do you want to become a more holistic entrepreneur, employee, or executive? Are you looking for ways to embrace both masculine and feminine energy in your career?  While traveling the globe for her job, Kristin Engvig noticed something: women are undervalued and underutilized in business. As a result of growing up and living in a society that embraced female empowerment, Kristin felt frustrated with the degradation of women she saw both inside and outside the office. This prompted Kristin to create WIN, a feminine-forward initiative that is taking the world by storm by helping men and women everywhere embrace feminine values and discover their purpose in life and business. So, how can you learn more about WIN today? In this revisited episode of Next Wave Leadership, Kristin Engvig, the Founder and CEO of WIN (Women's International Networking), sits down with Dov Pollack to talk about the power of feminine leadership. Listen in as Kristin discusses what motivated her to start WIN, how the seven pillars of WIN's values propel more holistic leadership, and the value of prioritizing creative output as a thriving professional. Stay tuned!

Zach sits down with Global Diversity, Equity & Inclusion Leader Kristy Singletary to talk about her own journey into DEI and the work Pfizer is doing internally to make it a fair and equitable place to work. Connect with Kristy on LinkedIn. https://bit.ly/3GkMZfF Explore all of the episodes in our Pfizer series. http://bit.ly/3FWFR8S Learn more about Pfizer on their website. https://bit.ly/2TTtZiZ Listen to Pfizer's "Science Will Win" podcast. https://bit.ly/3u3uoxW

In this episode, Katee chats with Shai Poulard, the Head of Global Diversity, Inclusion, and Belonging at NerdWallet. Shai has ten years of professional experience in various industries including technology, retail, banking, biotechnology, and entertainment. She is entrepreneurial and innovative in spirit with a passion for aligning people's skills, company resources, and development opportunities with the needs of the organization. Proven track record in building training and inclusion programs, exceeding goals, strategic thinking, leadership, analytical thinking, facilitation, creative problem solving, customer service, and championing equity & inclusion. She thrives in challenging, fast-paced, collaborative environments where autonomy and outside-of-the-box thinking are valued and encouraged. If you like what you hear, we would like to encourage you to subscribe to our channel! We would also appreciate it if you would rate this channel by going here: RateThisPodcast.com/inclusiveaf We create this podcast as a labor of love. But if you would like to support this channel you can buy us a cup of coffee here: https://www.buymeacoffee.com/InclusiveAF

Celeste Warren is Vice President of the Global Diversity and Inclusion Center of Excellence at Merck.  Celeste has over 30 years of experience in the fields of Human Resources Diversity, Equity and Inclusion, and Change Management. Celeste is the author of the book How to be a Diversity & Inclusion Ambassador: Everyone's Role in Helping All Feel Accepted, Engaged, and Valued. We talk about: How awareness of DEI has improved, yet leadership representation continues to lag The headwinds affecting DEI leaders and how to overcome them Why everyone (especially individual contributors) can impact change Connect with Celeste at https://crwdiversity.com/. 

On the 374th episode of the Talent Development Hot Seat Podcast, Andy Storch welcomes Jennifer Brown to the stage. Jennifer Brown is a globally recognized DEI thought leader, highly sought-after speaker, award-winning entrepreneur, and best-selling author. She envisions inclusive organizations where all of us can thrive. As someone who has experienced both the advantages of privilege and the sting of stigma, Jennifer is boldly redefining what it means to truly belong—in the workplace, in our families, and in our communities. She openly shares her powerful and unforgettable true story with audiences to help us challenge our assumptions—about ourselves, about leaders, and others—and take meaningful action today for a more inclusive tomorrow.Jennifer has shared her thought leadership at corporations including Google, The Hartford, Hearst, IBM, Indeed, Intel, KFC Global (Yum! Brands), Liberty Mutual, LinkedIn, McDermott Will & Emery LLP, Medtronic, NASA Marshall Space Flight Center, Prudential, PSEG, Sony, Toyota, and more! She has also spoken at leading research institutions such as the Mayo Clinic, as well as multiple business schools, including William and Mary, Kellogg, Columbia Business School, the Owen GSB at Vanderbilt, and the University of Wisconsin. She currently sits on the Influencer Advisory Board for cultural intelligence consultancy Sparks & Honey, as well as L'Oreal's Global Diversity and Inclusion Advisory Board.In this episode, you will hear: How Jennifer Browns got into the Diversity, Equity, and Inclusion space and the struggles she had encountered as part of the LGBTQ+ community;Her transition from Jennifer's passion projects to full-fledged work in the DEI space;What it takes to be an inclusive leader;The importance of naming, pronouns, and proper language as part of DEI learning; Jennifer's best practices and tips to ensure an inclusive L&D.Connect with Andy Storch here:WebsiteLinkedInJoin us in the Talent Development Think Tank Community!Talent Development Think Tank ConferenceConnect with Jennifer Brown here:LinkedInWebsiteTwitter

Welcome to a brand new episode of the ¿Quién Tú Eres? podcast, where we explore the conflict we often face between "professionalism" & being our authentic selves. This week, we have the pleasure of speaking with Jason Rosario...who is the Chief Diversity, Equity & Inclusion Officer at BBDO Worldwide. An Afro-Latino native New Yorker, Jason Rosario has spent most of his life breaking down barriers and building up inclusive cultures. He is passionate about innovation and the power of creativity to drive change. Jason is Global Chief Diversity, Equity & Inclusion Officer and sits on the BBDO Worldwide Board of Directors. In this role, he impacts agency diversity policy, influences the agency's creative to ensure it reflects inclusive principles, and counsels clients on inclusive marketing best practices. As part of the OPEN Leadership team, he partners with other Omnicom agencies to help execute the holding company's diversity and inclusion strategy. Jason is an expert at helping brands identify and implement inclusive practices at the enterprise level, having worked with top clients including Netflix, Yahoo!, Spotify, and Huffington Post. Prior to joining BBDO, Jason worked for Verizon Media Group as Manager of Global Diversity & Inclusion and was the Executive Producer and Host of the Yahoo! News original web series “Dear Men.” In 2017, he founded The Lives of Men, a social impact creative agency that explores themes around masculinity, mental health and culture. And in 2022 was recognized by ADCOLOR as the first ever DE&I Executive of the Year. He is a MBA graduate of NYU's Stern School of Business and sits on the board of Made of Millions, a non-profit organization changing the negative stigmas around mental health. --- Send in a voice message: https://anchor.fm/quientueres/message Support this podcast: https://anchor.fm/quientueres/support

In this episode of the HR Leaders podcast I'm joined by Celeste Warren, Global Chief Diversity & Inclusion Officer at Merck. During the episode she shares how to become aware of your strengths, weaknesses, conscious and unconscious biases. She also shares how to take inventory of your surroundings and how to develop a personal action plan.Celeste Warren is Vice President, Global Diversity and Inclusion Center of Excellence. As the leader for Merck's Global Diversity and Inclusion Center of Excellence, she is responsible for working with Merck's global leaders to advance and embed diversity and inclusion as a strategic approach to maximize business performance and create a competitive advantage.

Vicki Flier Hudson is the Chief Collaboration Officer of Highroad Global Services, Inc., a company that exists to release the power of diverse teams. She offers keynote presentations, workshops, and organizational strategies for working successfully across differences. Vicki has a strong track record preparing leaders for global and cross-cultural responsibilities. She has brought training and consulting to companies like Procter & Gamble, IHG, UPS, The Home Depot, The Coca-Cola Company, NASA, Martin Marietta, and many more. She is the author of the book Zen and the Art of Offshoring: How to Build a Collaborative and Profitable Team with Your Partners in India, and a recipient of Kennesaw State University's Instructor of the Year award for International Programs. Vicki is certified in TTI Success Insights DISC and 12 Driving Forces. She is also a certified administrator of the Intercultural Development Inventory (IDI), a certified facilitator of the Cultural Detective methodology, and a trained coach through CTI (Co-Active Training Institute). Previously, Vicki supervised and conducted training for Distribution and Manufacturing for Immucor, Inc., a worldwide blood bank automation company with affiliates throughout the globe. She also spent several years as a software analyst specializing in multi-country software implementation.   Vicki has lived and/or worked in Belgium, Canada, China, France, Germany, India, Nepal, and Thailand. She developed a knack for riding camels, rickshaws, buses, and cement trucks across the globe, and enduring Indian train rides exceeding fifty-five hours at a time. She has traveled in several countries including Austria, Costa Rica, Czech Republic, England, Greece, Iceland, Ireland, Israel, Jordan, Malaysia, Mexico, Panama, and Singapore. She is an active member of the Society for Intercultural Education, Training and Research (SIETAR) and Japan-America Society of Georgia, and served on the Board of Directors for the Georgia Indo-American Chamber of Commerce and TAG's International Business Society. In her spare time, Vicki sings and plays guitar in two hard rock bands, Overtime Crew and The Spirit of Rush. Chat Highlights Can you share your story of how you came to realize your passion for global leadership coaching, virtual training, and cross-cultural training? How has the rise of polarization impacted your story and reframed your vision for how you carry out your purpose through your work? How can we seek reconciliatory justice without condemning or dehumanizing people whose beliefs and actions have been harmful either directly or indirectly to our lives? In what ways have you learned to communicate with people across political, cultural, and social beliefs - particularly when those beliefs are vastly different than your own? What advice would you have for leaders to effectively inspire their teams who have diverse and sometimes polarizing viewpoints? Get In TouchVisit High Road Global Services WebsiteFollow Highroaders BlogWatch this powerful story [Video] Using Empathy to Promote Dialogue in a Divided Society by Vicki Flier HudsonFollow Vicki's Band FaceBook Page: The Spirit of RushFollow Vicki on LinkedIn Presented ByInspiredu: Nonprofit Leaders Bridging The Digital Divide | Atlanta, GAAppBarry: Custom Web And Mobile Application Development | Atlanta, GAClassic City Consulting: WordPress Website Development | Atlanta, GAStratfield Consulting: Consulting, Staffing, Recruiting | Atlanta, GA See omnystudio.com/listener for privacy information.See omnystudio.com/listener for privacy information.

In today's episode of As Told by Nomads, Tayo sits down with Celeste Warren, Vice President of Global Diversity and Inclusion Center of Excellence at Merck, to discuss what it means to be a Diversity, Equity, and Inclusion (DEI) champion. Celeste shares her personal experiences of feeling marginalized and attacked while attending an all-white school and working in predominantly white organizations, as well as how she uses those experiences to ensure that others do not feel the same way. The conversation also focuses on the increased focus on DEI since the murder of George Floyd and just what it takes to be a DEI ambassador.The episode delves into how Celeste's journey into the field of DEI came from personal experiences and observations and encourages listeners to reflect on their own experiences and observations to see how they can champion people in their lives. Celeste also discusses her book on the culture of being a DEI ambassador and the importance of truly understanding and embracing the concepts of diversity, equity, and inclusion. She goes on to talk about how the murder of George Floyd was a perfect storm and how it was different from other incidents of violence against the black community. Looking forward, and highlighting the fact that the largest growing labor market is Generation Y, today's episode proves beyond a shadow of a doubt that the work culture needs to change accordingly, and is undeniably a must-listen for anyone looking to improve the culture of inclusion in their workplace both today and into the future..The Finer Details of This Episode:Celeste Warren's personal experiences of feeling marginalized and attackedThe increased focus on DEI since the murder of George Floyd What it takes to be a DEI ambassadorTruly understanding and embracing the concepts of diversity, equity, and inclusionReflecting on your own experiences and observations Celeste's book, How to Be a Diversity and Inclusion AmbassadorEngagement and education in DEIUnderstanding the environment around you and making other people feel seen, heard, and understoodThe importance of aligning DEI conversations to the values and standards of the companyHaving uncomfortable conversations in order to achieve a culture of inclusionDEI wrapped around every single issue The divisiveness in the political space its impact on DEIPassing on the knowledge and passion for diversity, equity, and inclusion to future generationsLinks: Connect with Celeste Warren: LinkedIn: https://www.linkedin.com/in/celeste-warren-she-her-3728784/Book: https://crwdiversity.com/book/Website: https://crwdiversity.com/Connect with Tayo Rockson and the As Told By Nomads Podcast:Tayo's Website: https://tayorockson.com/Tayo on LinkedIn: https://www.linkedin.com/in/tayorockson/UYD Management: https://www.uydmanagement.com/UYD Collective: https://tayorockson.com/uyd-collective Hosted on Acast. See acast.com/privacy for more information.

I couldn't be more excited for this special episode with Rosanna Durruthy, Vice President of Global Diversity, Inclusion and Belonging at LinkedIn. Rosanna gives us an inside look at her journey, which started as a child of a Cuban dad and Puerto Rican mom who came to America in search of greater opportunity, to now running one of the biggest DEI departments in the world. “How are we forming relationships that not only allow us to feel at ease in the environment, but also give us access to understanding our careers? The work of LinkedIn is to acknowledge that professional development is ongoing, we are always learning, and part of that learning is access to information, development of skills, connection to a community, so that we can all be more socially responsible.” Companies exist to better employee experience, not just customer experience because we believe that human-centered workplaces create stronger communities and societies. When you adopt the social responsibility of enabling employees to go home happy and create impact in their communities, better outcomes are created — at every level. If we are all imbued with the ability to see differences, not as a threat, but as a possibility, that allows younger generations more opportunities. Diverse teams win. Connect with Rosanna: https://www.linkedin.com/in/rmdurruthy/ LinkedIn Workforce Diversity Report: https://news.linkedin.com/2022/october/2022-workforce-diversity-report --- Send in a voice message: https://anchor.fm/socialresponsibilityatwork/message Support this podcast: https://anchor.fm/socialresponsibilityatwork/support

I grew up in a multiracial home in the diverse neighborhood of Roger's Park, Chicago. It wasn't until I entered corporate America and grad school that I realized that I was different. I realized I was disadvantaged because I was putting in a lot of energy trying to be someone I am not. We need to do better for the next generation, to enable them to be their authentic and real selves at work. That's why I am so eager to chat with my guest today, André Darmanin. André is an inclusive leader, people manager and systems thinker with two decades of diverse international experience in matrixed environments. He is a disruptor and relationship builder focused on equitable and strategic organizational solutions. André makes the argument, “we need systemic, urban solutions to provide more opportunities to our employees and the people we lead.” Change can happen on several levels at an organization and André is thinking big. The truth is, building a culture around work should not be a thing, we should be building a culture around culture. Meeting our people where they are and giving them the opportunity to shine, regardless or race, age, or sexual orientation. Thanks for bringing your best to the podcast today, André. Also, get excited for next week as I interview Rosanna Durruthy, Vice President, Global Diversity, Inclusion and Belonging at LinkedIn. Connect with André: https://www.linkedin.com/in/andredarmanin/ The Urban Strategist: https://urbanstrategist.ca/ --- Send in a voice message: https://anchor.fm/socialresponsibilityatwork/message Support this podcast: https://anchor.fm/socialresponsibilityatwork/support

Victoria Morales is a first generation Puerto Rican/Honduran Latina living as a transplant on the West Coast and pursuing her ancestors' dreams of thriving in “corporate” America. She's been described as a fierce champion, connector, and advocate for people in underserved communities. Currently, she serves as a Global Diversity, Equity and Inclusion Project Manager at Facebook. Victoria has spent the bulk of her career focused on scaling teams and programs aimed at hiring and developing diverse talent – everywhere from promising startups with just 10 employees to companies operating at scale at 50K+. Most often, she can be found at the nearest local coffee shop, spending time exploring nature with her partner and dogs, or deep conditioning her crown of curls. Driven by the dream that Latinos will one day soon truly belong to themselves – even in the workplace, she joins us to cover what authenticity really means to her. --- Support this podcast: https://anchor.fm/quientueres/support