Podcasts about global inclusion

Michael Bach (he/him), Author, Speaker, IDEA Thought Leader, and I recap the latest 5 Things (good vibes in DEI) in just 15 minutes. This week, our conversation is about good vibes globally, signing on to equity, game-changing inclusion, and more!Here are this week's good vibes:Global Inclusion? Still Très Chic.Streaming Gets Sign-Savvy, FinallyTag, You're IncludedFrom Shelter to SisterhoodParental Leave That Walks the TalkGood Vibes to Go: Bernadette's GVTG: If you're into the apocalypse (or even if you're not), check out the ASL version of The Last of Us on HBO Max. It looks to be a very cool example of access done right. Michael's GVTG: Do something for your own mental health, whether that's just getting out into the sun, doing some yoga, watching a TV show, or just sitting and having a nice drink with friends. Whatever you need to do, make sure you're taking care of your mental health. Read the Stories.Connect with Michael Bach.Subscribe to the 5 Things newsletter.Watch the show on YouTube. Join thousands of readers by subscribing to the 5 Things newsletter. Enjoy some good vibes in DEI every Saturday morning. https://5thingsdei.com/

In this episode, you'll hear the extraordinary journey of Jenni Lewis, a trailblazing leader in diversity, equity and inclusion, who turned every setback into a stepping stone. From starting her career in the mailroom at J.P. Morgan to becoming the Global Inclusion and Diversity Lead at Block, Jenni has built a career defined by bold moves, reinvention, and an unwavering commitment to authenticity. She shares how she took a leap from finance to marketing, launched a podcast before podcasting was mainstream, and even faced professional consequences for daring to center LGBTQ+ voices. Along the way, she learned that embracing discomfort and failing forward are the true catalysts for growth. Jenni also opens up about a life-altering wake-up call—a helicopter crashing onto her office building—that forced her to rethink her career, relationships, and purpose. Whether you're navigating a career pivot, stepping into leadership, or looking for the courage to take that next big risk, this episode will challenge and inspire you to rethink failure and see it as an essential part of success. 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. The key moments in this episode are: [00:00] Introduction to Beyond Barriers Podcast [01:00] Introducing Jenni Lewis: Breaking Barriers [03:49] Jenni's Journey: From Mailroom to Marketing [08:59] Embracing Failure and Finding Gratitude [16:03] The Role of Inclusion and Diversity in Leadership [20:03] Why Jenni Chose Block [24:11] Introduction to Momentum Metric Quiz [24:39] Navigational Skills Gap in First-Generation Professionals [25:01] Generational Differences in Workforce Integration [26:04] Strategic Career Advancement for Women and People of Color [27:15] Challenges in Networking and Soft Skills Development [31:16] Imposter Syndrome and Leadership Journey [34:31] Aha Moments and Personal Transformation [38:18] Reflection and Grounding Moments [40:32] Lightning Round and Final Thoughts

Welcome to the Financial Freedom & Wealth Trailblazers Podcast! In this episode, we'll explore ideas that will help you design a clear map to success. Karla Blanco  is the best-selling author of the Unleash Your Potential book, coach, international speaker, and leadership instructor for "The John Maxwell Team." She accumulated over twenty-six years of experience as a corporate leader in a Fortune 100 global corporation, with global responsibility, covering more than 50 countries. She led a Technology Industry Alliance (Alliance for Global Inclusion) to accelerate the results and impact of diversity, equity, and inclusion. She has been part of different executive teams, leading business strategy and competitiveness. She's a Customs Administrator with an MBA, with an emphasis in International Business, from the University of Costa Rica and a Diversity and Inclusion certification from the Executive Education program at Stanford University Business School. She is an active member of the Harvard Business Review Advisory Council. She is an Aspen Institute fellow and a member of the global network of leaders, known by its English acronym AGLN (Aspen Global Leadership Network). She is a certified mentor of the "Vital Voices" chapter in Costa Rica, which promotes women's leadership. In 2009, the Costa Rican business newspaper "El Financiero" recognized her as one of the 40 top country leaders under 40. In 2018, Costa Rica Azul's citizen initiative recognized Blanco as one of the Costa Ricans who reinvented the future thanks to her book and her efforts towards empowerment and unleashing human potential. In 2022, she received three important recognitions: Exceptional Woman of Excellence by the Women Economic Forum, Costa Rica. Woman Leader in Latin America from the Continental University of Mexico, and Industry Leader from the PBWC in the United States of America. Her influence is not limited to her corporate and coaching/mentoring roles. She has also served on the Boards of Directors of significant organizations, including the Chamber of Industries of Costa Rica, the Association of Free Zone Companies, and the Association of Entrepreneurs for Development. These roles demonstrate her commitment to various sectors and her ability to influence. Karla lives with her son Andrés, in Arizona, United States. She aspires and contributes to unleashing the human experience by living consciously and intentionally, expanding their potential to create a path of value and significance, impacting their lives, the community, the country, and the planet positively. Connect with Karla here:  https://www.linkedin.com/in/karlablanco1 https://www.karlablanco.com/ https://www.instagram.com/karlablanc_official https://www.facebook.com/expandemos www.karlablanco.com =================================== If you enjoyed this episode, remember to hit the like button and subscribe. Then share this episode with your friends. Thanks for watching the Financial Freedom & Wealth Trailblazers Podcast. This podcast is part of the Digital Trailblazer family of podcasts. To learn more about Digital Trailblazer and what we do to help entrepreneurs, go to DigitalTrailblazer.com. Are you a coach, consultant, expert, or online course creator? Then we'd love to invite you to our FREE Facebook Group where you can learn the best strategies to land more high-ticket clients and customers.  QUICK LINKS:  APPLY TO BE FEATURED: https://app.digitaltrailblazer.com/podcast-guest-application DIGITAL TRAILBLAZER: https://digitaltrailblazer.com/

In the upcoming episode of "Let's Humanize the Workplace," host Vivian Acquah engages in a thought-provoking conversation with Buki Mosaku, the esteemed author of "I Don't Understand: Navigating Unconscious Bias in the Workplace." This episoder is titled "The Unseen Impact: How Unconscious Bias Shapes the Workplace," Vivian and Buki will delve into the profound and often overlooked ways that unconscious biases affect our professional environments. Buki will share his expertise and practical strategies for identifying and addressing these hidden biases, offering valuable insights for fostering a more inclusive and equitable workplace. Tune in for an essential discussion that promises to illuminate the path toward a more humanized work culture. Host Vivian Acquah CDE® Vivian Acquah CDE® is making an impact on the world of workplace wellness and DEI. As a Certified Diversity Executive, Vivian is devoted to making the topics of workplace wellness and DEI more accessible for everyone. With a name that literally translates to 'water,' Vivian has become an extinguisher of fires related to DEI, providing clients such as Heineken, LinkedIn, Google, Indeed, Deloitte, TIBCO, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive changes. Cohost of Global Inclusion in Practice Podcast + host of Cooking Back to Our Roots Podcast/ online show Guest speaker Buki Mosaku Buki Mosaku is the leading expert on workplace bias navigation. He is the Founder and CEO of London based DiverseCity Think Tank,Creator of the IDU Methodology and Mosaku's Bias Navigation Test. He is the author of ”I Don't Understand” – Navigating Unconscious Bias In the Workplace.” #Diversity #Inclusion #Leadership #UnconsciousBias #productivitySubscribe to Let's Humanize The Workplace on Soundwise

Guest: Dr. Meghan Elizabeth Kallman, PhD, Rhode Island State Senator and Associate Professor, School for Global Inclusion and Social Development UMASS BostonOn Twitter | https://x.com/MeghanEKallmanOn LinkedIn | https://www.linkedin.com/in/meghan-kallman-6030a3229/Website | https://meghankallman.com/Hosts: Alejandro Juárez CrawfordOn ITSPmagazine  

Welcome to another inspiring episode of "Let's Humanize The Workplace," hosted by Vivian Acquah, CDE®. For this episode Vivian will be interviewing Amri B. Johnson, the renowned CEO and Inclusion Strategist of Inclusion Wins. Amri will be discussing his groundbreaking book, Reconstructing Inclusion: Making DEI Accessible, Actionable, and Sustainable. During this conversation, Vivian will delve into the core themes of his book, exploring practical strategies for making diversity, equity, and inclusion efforts both effective and enduring. Join the conversation live as Vivian and Amri uncover insights that can transform your workplace into a more inclusive and equitable environment. Host Vivian Acquah CDE® Vivian Acquah CDE® is making an impact on the world of workplace wellness and DEI. As a Certified Diversity Executive, Vivian is devoted to making the topics of workplace wellness and DEI more accessible for everyone. With a name that literally translates to 'water,' Vivian has become an extinguisher of fires related to DEI, providing clients such as Heineken, LinkedIn, Google, Indeed, Deloitte, TIBCO, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive changes. Cohost of Global Inclusion in Practice Podcast + host of Cooking Back to Our Roots Podcast/ online show Guest speaker Amri B. Johnson Amri B. Johnson is the CEO and Inclusion Strategist of Inclusion Wins, where he supports organizations in creating cultures that resonate from the hearts of individuals. With more than 20 years of experience, Amri has been instrumental in helping organizations and people achieve extraordinary business outcomes. As a social capitalist, epidemiologist, entrepreneur, and diversity, equity, and inclusion strategist, Amri brings a unique and multifaceted perspective to his work, driving meaningful change and fostering inclusive environments. #diversity #inclusion #leadership #inclusionleadership #managementSubscribe to Let's Humanize The Workplace on Soundwise

This thought-provoking episode draws inspiration from this year's International Women's Day theme, "Inspire Inclusion," a powerful call to action that urges us all to champion inclusivity in every sphere of life, particularly within our workplaces. As we navigate through an era marked by rapid transformation and increasing awareness of social inequities, the imperative for inclusive cultures has never been more pronounced. It's about creating environments where diversity is welcomed and celebrated, where every individual can thrive without barriers to success and well-being. To dissect this critical topic and share valuable insights, two insightful guest speakers, Claudia Bruce-Quartey and Louise Moulié, will offer valuable perspectives on building more inclusive environments. Alongside impactful host Vivian Acquah, an advocate for workplace wellness and inclusion, this episode promises to uncover the multifaceted approaches to fostering inclusion and the profound impact these efforts can have on individuals, organizations, and society. Get ready for a captivating conversation filled with inspiring anecdotes, practical advice, and visionary ideas that will challenge you to reflect on your role in promoting inclusivity. Whether you're a business leader, a team member, or simply someone passionate about making a positive change in the world, this episode is a must-watch/must-listen as we explore how to truly "Inspire Inclusion" and empower the future by nurturing inclusive cultures in our workplaces and beyond. Host Vivian Acquah CDE® Vivian Acquah CDE® is making an impact on the world of workplace wellness and DEI. As a Certified Diversity Executive, Vivian is devoted to making the topics of workplace wellness and DEI more accessible for everyone. With a name that literally translates to 'water,' Vivian has become an extinguisher of fires related to DEI, providing clients such as Heineken, LinkedIn, Google, Indeed, Deloitte, TIBCO, Cargill, Swift, Acrolinx, KLM and Zalando with tangible strategies for embracing inclusive changes. Cohost of the Global Inclusion in Practice podcast Guests Louise Moulié is the founder of Diversity Secrets DE&I Consulting Agency and Podcast, helping create inclusive and equitable workplaces across Europe. Claudia Bruce-Quartey is a Key Account Manager for a Software company and a career coach ensuring Mums in Tech win using strategy, allies + courage. #Leadership #Inclusion #Diversity #InspireInclusion #IWDSubscribe to Let's Humanize The Workplace on Soundwise

In this episode Dr. Hettie V. Williams is in conversation with Nick Johnson. Williams is the current director of the William Monroe Trotter Institute at the University of Massachusetts Boston and Johnson is a graduate student at UMass Boston and also a part of the Trotter graduate student support staff. He is a doctoral candidate in the Global Inclusion and Social Development program at UMass and his research focuses on the political ecologies of indigenous and African Diaspora communities and their collective self-determination. Nick is also involved in racial equity work and a committed to restorative justice. He discusses in this conversation his journey through academia including life as a graduate student at UMass Boston while providing listeners with some insight into the process of applying for grad schools, mentoring, and his overall experience navigating life as a Black graduate student at UMass Boston. This episode should prove useful to those interested in entering higher education as well as applying to graduate school and particularly those with an interest in studying racial justice. 

(Season 8 is in partnership with ⁠ADCOLOR.⁠ ADCOLOR champions diversity and inclusion in creative industries) Ayanna Jackson is the SVP, Global Inclusion Strategy for FCB, leading the next chapter of the global network's inclusion mission. As a member of the Global Leadership Team, Ayanna is tasked with working across global offices and departments to expand FCB's Diversity, Equity, Inclusion and Belonging initiatives. She works to bring greater scale, impact and connectivity to FCB's inclusion efforts around the world and further evolve FCB's industry-leading strategic framework for integrating DEIB into its Workforce, Workplace and Work. She joined FCB from the American Advertising Federation (AAF), where she served for over 7 years, as EVP, DE&I and Advertising Education. As the leader of the AAF's Mosaic Center for Multiculturalism, Ayanna oversaw the development and promotion of new programs and services aimed to recognize and develop diverse talent and promote broad and realistic portrayals of multicultural communities. These programs include the Most Promising Multicultural Students Program, HBCUs for Advertising, and the Mosaic Awards. Ayanna began her advertising career in media, starting at The Washington Post in DC and then moved on to The New York Times, where she spent 14-years on the publication's business side as Advertising Account Manager for the Department Store vertical. Ayanna resides in Maryland, but will let you know she's a proud Louisiana native. She's also an active member of Delta Sigma Theta Sorority, Inc., cooking enthusiast, has completed eight half-marathons and is profiled in the university textbook, “Principles of Strategic Communication.”

In this episode, we welcome Academy Fellow Dr. Lisa Coleman, Senior Vice President for Global Inclusion and Strategic Innovation at New York University, to discuss what lies ahead for people evaluating their early careers and how the lessons of the recent past can inform the future of work.  Support the Podcast Today at:donate@napawash.org or 202-347-3190Music Credits: Sea Breeze by Vlad Gluschenko | https://soundcloud.com/vgl9Music promoted by https://www.free-stock-music.comCreative Commons Attribution 3.0 Unported Licensehttps://creativecommons.org/licenses/by/3.0/deed.en_

Join me today for the fifth and final episode in our Mentoring Bonus Series.   Today I am talking to Phoebe Swan, Senior Program Leader, GIDE at Medtronic. Phoebe shared so many pearls of wisdom around mentoring, the importance of employee resource groups and how diversity on your personal Board of Directors can bring your greater outcomes in your career. Mentoring, ERGs, and diversity with Medtronic leader Phoebe Swan.  Mentoring, career development, and personal growth.  The importance of intentionality in mentoring relationships, including being clear about goals and  The importance of having a diverse group of mentors and advisors to provide different perspectives and support in career development. The value of being part of different ERGs and having a diverse board of directors for opportunities and exposure. Mentorship and sponsorship in the workplace.  Career development and networking. Click here for link to full notes and to listen: https://michellebourquecoaching.com/mentoring-week-bonus-series-a-conversation-with-phoebe-swan-senior-director-global-inclusion-diversity-equity-medtronic-mentoring-and-gide/

Diversity and inclusion (D&I) are essential to sustainable business cultures, nowhere more so than in the MedTech industry, where a product's success can depend on its acceptance within a variety of communities.In Episode #30, KeyTech's Andy Rogers and Senior Mechanical Engineer Danica Mackesey sat down with Sarah Hassaine, ResMed's Head of Global Inclusion and Diversity, about fostering environments where multiple voices get heard.Need to knowChanging lives globally —ResMed is a global manufacturer of CPAP systems for at-home sleep apnea treatment and ventilator solutions for out-of-hospital care settings.Diversity as a strategy — Hassaine's team coordinates ResMed's efforts to bring diversity and inclusivity to the employee experience, business practices, and product development.Giving ResMed communities a voice — ResMed employees participate in Employee Resource Groups where women, veterans, neurodiverse, and other communities contribute their perspectives to the company's D&I strategies.The nitty-grittyA large part of Hassaine's role is fostering D&I within ResMed — quite a challenge, considering the company has over ten thousand team members supporting customers in over 140 countries! At the same time, the core challenges will be familiar to small companies and startups.“The first part is for people to understand themselves,” she explains. “People have their own intrinsic opinions, thoughts, biases…. Building in that ability to understand and find value in people's differences is the hardest part.”Diversity and inclusivity also need to be part of the product development cycle. “Some communities are not comfortable talking about sleep,” Hassaine says. “It is a very personal experience. We have seen that struggle with getting some communities to even get sleep-tested.”People from disparate communities — Women, people of color, veterans, older people — have differing attitudes towards doctors, the healthcare system, and personal health in general. These differences, however, are not well understood.“Our medical affairs team is doing more research on the social determinants of health and access to health care. We're making sure that everyone gets access to a sleep test if needed.”Data that made the differenceResMed's D&I team collects qualitative and quantitative data to understand the state of diversity and inclusion within the company. In addition to surfacing perspectives through Employee Resource Groups, her team generates quantitative insights from hiring, promotion, and attrition data as well as from employee surveys.“It does take time, especially in the inclusion space, to address data and see improvement,” Hassaine says. “I'm finally now having a story to tell three years later.”Hassaine and Danica addressed how diversity data plays is crucial in medical device development. Danica brought up the “importance of understanding who's going to use the device because there's some really potentially dangerous impacts.”“We're really taking that into consideration,” Hassaine agreed. The success of sleep apnea treatments often depends on the fit of a CPAC system's mask. A key question Hassaine brought to ResMed's product teams: “Are we making sure we have enough diversity to test our products so that we're… accommodating all face types or all heights or all body types?”

New Year Greetings Glocal Citizens! Thank you to all that land here with us weekly to #listenandlearn about #DynamicDiasporans living, working and playing worldwide. I look forward to a new year of conversations that will include taking deeper dives into the whys and ways of reimagining global impact economics alongside continuing to travel far and wide with our guests. Stay tuned! This week, I'm joined by Monroe France the inaugural Vice Provost for Institutional Inclusive Excellence Tufts University (https://www.tufts.edu) and a professor of practice at the Jonathan Tisch College of Civic Life. Previously, Monroe served as the Senior Associate Vice President for Global Engagement and Inclusive Leadership in the Office of Global Inclusion, Diversity, and Strategic Innovation at New York University (NYU). Monroe's career at NYU spanned nearly 20 years and he has 25 years of progressive experience in higher education, non-profits, corporate sectors, arts and creative industries, as well as social responsibility, humanitarian, and philanthropy initiatives as an educator, professor, professional trainer, consultant, strategist, and keynote presenter. Monroe has provided DEI, leadership and strategic consulting for executive managers across the globe at organizations such as the American Eagle Outfitter (AEO) and Unilever Global, the executive team for American Repertory Theater (A.R.T.) at Harvard University, and the management team at the Center for Responsible Lending (CRL) in Washington DC. He works regularly with UN Women and has served as a consultant to a number of United Nations affiliates globally. Monroe has written articles and given lectures across the globe on the future of higher education and work. When he was at NYU, he founded and was the primary principal for the Global Inclusive Leadership and Management Institute and NYU's Environmental and Justice Institute. Monroe's background spans higher education, non-profits, corporate sectors, arts and creative industries, as well as social responsibility, humanitarian, and philanthropy initiatives. Monroe currently serves on the board for Global Black Pride and the Institute for Contemporary Psychotherapy where he serves as lead strategist for DEI. Monroe is a member of Future Talent Council where he serves on their DEI Task Force, Talent Acquisition and Employer Branding, and Future Skills think tanks. Monroe is also a professor at NYU Abu Dhabi J-term and a visiting thought leader for Woxsen University in India. He was most recently a visiting scholar for the University of Southern Maine's school of business. Often described as a change maker, innovator, global thought leader, strategist, visionary, and a life-long learner I think you'll agree once you have a listen. Where to find Monroe? On LinkedIn (https://www.linkedin.com/in/monroefrance/) On Instagram (https://www.instagram.com/monroenyc/) On Facebook (https://www.facebook.com/monroef/) What's Monroe watching? HGTV (https://www.hgtv.com/shows) Investigation Discovery TV (https://www.investigationdiscovery.com) Other topics of interest: NYU Accra Labone Dialogues (https://www.nyu.edu/accra/about-us/labone-dialogues-and-events-.html) University of Free State, South Africa (https://www.ufs.ac.za/about-the-ufs) About the 2003 Northeast Blackout (https://en.wikipedia.org/wiki/Northeast_blackout_of_2003) About Occupy Wall Street (https://en.wikipedia.org/wiki/Occupy_Wall_Street) Lambda Legal (https://lambdalegal.org) Posse Foundation (https://www.possefoundation.org)

In this episode of the Thoughtful Entrepreneur, your host Josh Elledge speaks with the Chief Executive Officer of Aerodei/ Holistic Inclusion Consulting, Netta Jenkins. Netta Jenkins is a trailblazer in the field of diversity and inclusion. Her work is particularly relevant in our current climate, where these topics are making headlines. Netta has developed a unique platform, Aero, which gamifies measuring the impact of every employee within an organization. She firmly believes that seeing the tangible impact of one's efforts is crucial for individuals to continue championing diversity and inclusion. Netta's platform, Aerodei, is a testament to the power of gamification in driving change. By making the process engaging and interactive, employees can see the direct impact of their efforts. Netta believes this is key to sustaining the momentum in diversity and inclusion work. Netta suggests that there could be a system similar to the Better Business Bureau or JD Power and Associates that assesses and rates organizations' DEI efforts in the future. She emphasizes the importance of transparency and accountability in driving sustainable change. About Netta Jenkins:Netta is renowned for her expertise in Diversity, Equity, and Inclusion (DEI) and is the CEO of Aerodei, a platform leveraging gamification to propel DEI efforts in organizations. A doctoral student in quality systems and management, Netta is a prolific author named by Forbes as one of the top 7 Anti-Racism educators globally. Her book, "The Inclusive Organization," ranks among Forbes' top 4 DEI books. She co-founded Dipper, a rating platform for professionals of colour, and founded Holistic Inclusion Consulting, leading to her recognition as one of LinkedIn's Top Voices for Equity in 2020. As VP of Global Inclusion at Unqork and IAC/InterActiveCorp previously and an advisory board member at Betterment, her work in corporate diversity has won her numerous accolades. She collaborates with ex-Walmart CEO Marc Lore on building Telosa, a city aiming to epitomize inclusivity. About Aerodei/ Holistic Inclusion Consulting:Aerodei is a pioneering platform employing gamification to stimulate Diversity, Equity, and Inclusion (DEI) efforts within organizations. It measures individual employee impacts and furnishes real-time demographic data, aiding companies to gauge their DEI landscapes accurately. Aerodei's offering extends to benchmarking tools that facilitate meaningful comparisons, driving organizations towards their DEI goals. Its innovative system's core lies in a proven framework designed to augment representation, retention, engagement, and growth. This is achieved through fostering cross-functional collaboration and encouraging a more integrated, inclusive work environment. Aerodei's innovative strategy establishes it as a powerful instrument in propelling DEI endeavors forward. And this allows them to cater to organizations aspiring to comprehend their current state and effectively strategize and implement transformative measures for improvement.Apply to be a Guest on The Thoughtful Entrepreneur: https://go.upmyinfluence.com/podcast-guestLinks Mentioned in this Episode:Want to learn more? Check out Aerodei website at https://www.aerodei.com/Check out...

Well hello, it's good to be back. I wonder how you are? Our season four finale was all about how to make full time work work when you have a young family and today we're turn our attention to career progression, ambition and in particular the role of sponsorship in elevating women's careers.Although COMEBACK COACH is a podcast for people returning to work from any type of extended leave, the majority of you wonderful Bright Minds are female - and most of you are coming back from maternity leave. Plenty of you have you sights set on taking your career further when you return from leave which is why I think you're going to love hearing from Kathryn McCulloch, who's four months back from her second maternity leave and on Denton's first Global Women's Sponsorship Programme.Kathryn is a partner in Dentons' Dispute Resolution group, whose key areas of practice and expertise include aviation, drone (RPAS) regulation, wills, trusts and estates, and corporate/commercial disputes. With a strategic focus on reaching early resolution to claims, Kathryn looks to achieve timely resolution of disputes through alternative dispute resolution tools, including formal and informal mediation. She's both a fixed wing and a drone pilot, and a proud mama to two young boys.Also in this episode we've got Romana Bruderer-Schwab, who's Denton's Global Inclusion, Diversity & Equity manager and supports the ID&E agenda in more than 80 countries. Romana was born in the U.S., is based in Edinburgh and describes herself as a global citizen who has a penchant for learning, amassing new experiences and growing as a person and a professional. She is passionate about tilting the scales of equity and justice in favour of the underrepresented. In this conversation you're going to hear about:The difference between sponsorship and mentoring.Why sponsorship programmes are needed for women in the law.How self-doubt can affect the most accomplished people when they take a break from work.How a Type A personality prepares for maternity leave.Kathryn's wobbliest moment when she came back from maternity leave and her advice to people coming back from extended leave.COMEBACK COACH is part of the Comeback Community™ employee experience designed to keep employees feeling confident, connected and cared for when they take extended leave from work – be it sick leave, maternity leave, shared parental, adoption, bereavement or sabbatical.If you think the experience of people returning to work after a break could be better where you work, please come over to comebackcommunity.co.uk/introduce. There you'll find a quick and easy way for you to tell us who in your HR team we should be in touch with.***MORE FOR YOU DM Jessica on instagram @comebackcommuk Join a free expert 'Comeback Conversation' Q&A event Read Mothers Work! How to Get a Grip on Guilt and Make a Smooth Return to Work by Jessica Chivers. Watch five coachees talk about working with us Tell your HR team about Comeback Community with this 1 minute explainer film

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.

How do we create inclusive workplaces? Netta Jenkins is here to tell us.About Netta Jenkins Netta has been advising corporations and audiences of all kinds for over 15 years on the most effective strategies to address inequitable gaps in the workplace through her company, Holistic Inclusion Consulting. She is also co-founder of Dipper, a review and ratings platform for professionals of color, and Vice President of Global Inclusion for Unqork, a technology organization. Netta is also a doctoral student and a mother of two young children.—————————Listen to The Great Girlfriends Show - HERE Shoot an email over or drop a DM directly to Sybil ON IG @sybil_amutiFollow now

In this episode of the Digital HR Leaders Podcast, David is joined by Lauren Guthrie, Vice President of Global Inclusion, Diversity, Equity, Action (IDEA) and Talent Development at VF Corporation. Responsible for the Inclusion, Diversity, Equity, Action of multiple brands under the VF Corporation umbrella, Lauren brings a unique perspective to the conversation as she works with various brands, set with their own cultures, consumer bases and values. This conversation will cover: - The additional "Action" pillar to the IDEA strategy and how VF Corporation is embedding equity within its culture and brands - How she leverages data to identify areas for improvement and addresses the challenges of tailoring solutions to each brand's unique operating agenda and consumer base - How recent black swan events such as the pandemic have changed the way VF Corporation approaches Inclusion, Diversity, Equity, Action with their brands - How VF Corporation measures the effectiveness and impact of their IDEA initiatives, including the effect on consumer and talent retention - Advice on how to create a leader-led strategy where IDEA is not just owned by a team, but the whole organization Support from this podcast comes from Orgvue. You can learn more by visiting: https://www.orgvue.com/ Hosted on Acast. See acast.com/privacy for more information.

Inclusion globally has been a topic of discussion within the disability community. It is however necessary for inclusion to be realized through action, which is why Nargiz Yeldenbayeva and Inessa Missetskaya from Georgia, have decided to take matters into their own hands in order to guide the disabled community to self-empowerment and inclusion.  Nargiz and Inessa are trainers of inclusion practices, developing trainers, practitioners, public speakers, and advocates. Their work focuses on equity and inclusion. In addition to their professional backgrounds, both of the ladies are parents of disabled children. As part of their work with the disabled community, Nargiz and Inessa strive to improve their lives with effective tools through tactile therapy. Individuals with cerebral palsy, autism, blindness, and other disabilities have been known to benefit from tactile therapy. Many sensory activities are involved: smell, listening to sounds, taste, food, and touch. However, there are so many forms of this practice.  Nargiz and Inessa discuss their techniques with many people they work with, provide insightful information, and wisdom to reflect on. Inessa and Nargiz's message to the world is that disabilities must be respected everywhere. It is also imperative for the able-bodied community to offer disabled individuals the freedom of safe space to explore and live authentically in the world. To find out more about Nargiz and Inessa's services and advocacy work visit: https://inclusivepractices.net/ "Disability is not the reason to whitewash yourself. Disability is the opportunity to try to find answers. What is the relation between people and this world?"~~~~Inessa Missetskaya --- Send in a voice message: https://podcasters.spotify.com/pod/show/phenomenal-disabilities/message

“If someone offers you an opportunity, yes think about it, but do it. Know that you can do it.”Welcome to this bonus Employer Change Maker episode of Big Careers, Small Children.Today we welcome Emma Codd, a Partner and Global Inclusion Leader for Deloitte, a leading professional services firm.As Global Inclusion Leader Emma was responsible for devising and rolling out Deloitte's DEI strategy globally, spanning 160 countries around the world.Emma shares why she is so passionate about diversity and inclusion as well as practical tips and advice for driving culture change on such a high level.The discussion includes:How to implement a culture change that worksMaking culture changes without a big budgetFinding a senior sponsor to back youThe importance of having leadership buy-in to make changeThe common traps that DEI leaders fall into when trying to make change Watch Deloitte's award-winning Ask Yourself film which was created to encourage everyone at Deloitte to think about their personal responsibility to treat people with respect: https://www.youtube.com/watch?v=7G0OUHnCudwFind out more about diversity and inclusion at Deloitte.Connect with Emma Codd on Linkedin.Employer Change MakersThis episode is part of our Employer Change Maker series, supporting employers with expertise, ideas and resources to drive positive change for working parents within their organisations.  Leaders Plus are building a positive movement for change so that new parents can thrive in leadership roles and progress their careers. Find out more.Are you progressing a big career whilst raising small children? Each month we send out a helpful round-up email featuring useful info and brave new ideas for ambitious mums and dads. Sign up now.Applications are now open for our NHS FellowshipOur FMLM accredited NHS Fellowship is a career development programme for working parents in the NHS who want to lead positive change. Apply by 11/07. Find out more.

How clear are you on what you must do differently to reach your goals? What is the one thing that will help you change and shift to become a better leader than you were yesterday? Having clarity, confidence, and consistency in what you want will help you to consciously break your patterns and make a shift.Dr. Deena Brown, is the Director of Global Inclusion, Diversity & Equity for Medtronic, a healthcare technology corporation, and the Founder of The LeadHerShift Movement, a nonprofit that helps women shift how they think to elevate how they Learn, Experience, and Apply and Develop. In this episode, she talks about clarity and how to become consistent in transforming into a better leader.------------Full show notes, links to resources mentioned and other compelling episodes can be found at http://LeadYourGamePodcast.com. (Click magnifying icon at top right and type “Deena”)Love the show? Subscribe, rate, review and share! JUST FOR YOU: Increase your leadership acumen by identifying your personal Leadership Trigger. Take my free my free quiz and instantly receive your 5-page report . Need to up-level your workforce or execute strategic People initiatives? https://shockinglydifferent.com/contact or tweet @KaranRhodes.-------------ABOUT DR. DEENA BROWN:Dr. Deena Brown has worked in Organizational Development, Change & Transformation, Executive Coaching, and Leadership Effectiveness for over 20 years. Dr. Brown is a keynote speaker, author, and trusted strategic advisor for C-Suite leaders.Dr. Brown teaches leaders how to shift from confusion to clarity, from cowardice to confidence, and chaos to consistency to inform, influence, and make a global impact while navigating uncertainty. She helps you embrace "The Shift" as a natural progression to lead a life of significance. Dr. Brown founded the non-profit The Leadhershift Movement in 2017 to help women shift how they think to elevate how they Learn, Experience, Apply and Develop (L.E.A.D).Dr. Brown is the creator of Melanin TôKs. Melanin TôKs™️ is the PREMIER global movement to Activate, Elevate and Amplify Black women's voices. Dr. Brown currently creates impact as a Global Inclusion, Diversity, and Equity Director for Medtronic.WHAT TO LISTEN FOR:How to affect change and create impact by making inclusion your core missionHow to write down your goals and create systems to help you move with clarity, confidence, and consistencyHow to be clear with who you are in this season of life and work towards consciously changing things.The power of reflection for leaders to be one percent better than yesterdayHow to shift from the "savior complex" to the "server mentality"FEATURED TIMESTAMPS:[04:24] Deena's education, career background, and what she's doing in diversity, equity, and inclusion[7:30] The behavioral and organizational changes needed to take inclusion to the next level[11:41] How to avoid burnout by leading with integrity instead of taking on the burdens of others[13:58] Deena's entry into the LATTOYG Playbook: The 21-42-63 days rule and the process to help you commit, identify, take inventory, investigate, and take action[19:31] How to be clear about who you are and what you want, and consciously break your patterns to do something different as a...

GHWCC Global Businesswomen's Pod Episode 49: Women @ Work 2022: A Global Outlook aims to better understand how women's experiences in the workplace impact their engagement and career progression. The survey provides a unique glimpse into the lives of women in the workplace, showing a worrying longer-term impact with respondents reporting widespread burn out. To read more about Deloitte's commitment to inclusion and women in the workplace, please visit https://www.deloitte.com/global/en/issues/work/women-at-work-global-outlook.html 

In Episode 113, Gabriela de Queiroz, Principal Cloud Advocate Manager at Microsoft, joins Melinda in an impactful discussion on building global inclusion through community. They dive into the importance of building inclusive communities to address the global gap in access and opportunity. They discuss how people can start to advocate for social change by finding out what issues they're passionate about and recognizing what they can give back, no matter how small. They also explore key lessons from building inclusive communities that can help global leaders manage their teams more effectively.About Gabriela de Queiroz (she/her)Gabriela de Queiroz is a Principal Cloud Advocate Manager at Microsoft. She leads and manages the Global Education Advocacy team focused on AI, Machine Learning, and Data Science.Before that, she worked at IBM as a Program Director on Open Source, Data & AI Technologies and then as Chief Data Scientist at IBM, leading AI Strategy and Innovations.She is actively involved with several organizations to foster an inclusive community. She is the founder of R-Ladies, a worldwide organization promoting diversity in the R community, present in more than 200 cities in 60+ countries with over 100,000 members. She is also the founder of AI Inclusive, a global organization that is helping increase the representation and participation of minorities in Artificial Intelligence.Find Leading With Empathy & Allyship useful? Subscribe to our podcast and like this episode!For more about Change Catalyst, visit https://ally.cc. There, you'll also find educational resources and highlights from this episode.Connect With Gabriela de Queiroz On SocialLinkedIn: https://www.linkedin.com/in/gabrieladequeiroz/Twitter: https://twitter.com/gdequeirozInstagram: https://instagram.com/gabkrozConnect With Us On SocialYouTube: youtube.com/c/changecatalystTwitter: twitter.com/changecatalystsFacebook: facebook.com/changecatalystsInstagram: instagram.com/techinclusionLinkedIn: linkedin.com/company/changecatalystsProduction TeamCreator & Host: Melinda Briana EplerCo-Producers: Renzo Santos & Christina Swindlehurst ChanPodcast Rocket: Rob Scheerbarth & Nina Rugeles[Image description: Leading With Empathy & Allyship promo and photos of Gabriela de Queiroz, a Latina with short black hair and brown eyes, black shirt, and gray neck scarf and host Melinda Briana Epler, a White woman with blonde and red hair, glasses, red shirt, and black jacket.]Support the show

From IDEAL22: The Inclusion, Diversity, Equity, and Accessibility for Learning Conference *Note: There were videos broadcast during this session and one of them is in the Italian language. In our rapidly changing world, the topic of DEI has shifted over the past decade. While DEI is continuously evolving, it is important to recognize that there is no singular view, and the intentions of DEI can change from country to country. Join Dr. Sudeep Mohandas from The Centre for Global Inclusion as he explores the strange phenomena of the rapidly changing worldview and how, at its core, DEI focuses on what is best for humankind. In this webinar, you will learn: The importance of having a global view Insight that not everyone has the same perspective on DEI *How DEI goes beyond race, culture, and background

In this week's episode, Billy talks to Brook Mallak. Brook is a Korean adoptee who recently reunited with her birth mother and sisters for the first time. Brook is here today to talk about that reunification experience and how her time in Korea has her feeling too foreign for here, yet too foreign for home.  Billy and Brook discuss: –How the two of them randomly met at a restaurant in Seoul–What a reunification program looks like and how it happened for her–Getting ahold of her family in Korea–How the pandemic stretched out their reunion–The idea of being too foreign for here, too foreign for home Want more from Brook Mallak?  Check out her Instagram and FacebookIf you liked this episode, check out these episodes as well:–Episode 14--Billy and Brian Discuss the Pregnant Momma Brain with Michelle Pan (Part 2 of The Female Brain by Louann Brizendine)–Summer Session 4--Billy's Friends in High Places–Episode 29--Discover Your Inner Awesome by Being Unapologetically You with Life Coach Jill Dahler–Episode 44--The Urgency of Awareness with Jodi Pfarr–Episode 33--How Inclusion, Diversity, and Equity Make Us an All-Around Better Society with Global Inclusion and Diversity Business Leader Ericka Jones–Episode 36--Finding Our Meaning and Purpose through Self-Journey with Dr. Yvette Erasmus–Summer Session 6--Soul Walkers: Billy Finds Clarity and Meaning in Seoul with Iggy LeeAll of our episodes are available at www.mindfulmidlifecrisis.comIf this episode resonates with you, please share it with your family and friends.Sign up for our newsletter!  We send out new guided meditations each Sunday!Questions? Comments? Suggestions? Topics? Email Billy at mindfulmidlifecrisis@gmail.com.Follow us!Instagram:  @mindful_midlife_crisisTwitter:  @mindfulmidlifeFacebook: The Mindful Midlife Crisis PodcastLinkedIn: Billy LahrPlease leave us a 5-Star Review!  Doing so helps other people looking for a podcast like ours find it!We hope you enjoy this week's episode! If you're really feeling gracious, you can make a donation to https://www.buymeacoffee.com/MMCpodcast.   Your donations will be used to cover all of our production costs. Thank you so much!  Support the show

In this week's episode, Billy talks to Dr. Shree Walker.  Dr. Walker is the founder of Resilient Walker. She formerly served as Director of Special Education and Special Education Local Plan Area in Los Angeles County and as the Director of Section 504 and Special Populations for Metropolitan Nashville Public Schools in Nashville, Tennessee. She also served as an Adjunct Professor at Belmont University and serves on the leadership committee for the Sexual Assault Center, Nashville, Tennessee. Dr. Walker utilizes practical resolutions to support diverse learners and develops policies and procedures to ensure students have improved educational outcomes, educational stability, minimal disruptions, and endless possibilities. In today's episode, Dr. Walker talks about the roles she plays in her life, being a forever learner, and being a servant leader.Billy and Dr. Walker discuss: –What is the difference between adversity and trauma?–How can resilience help us navigate the challenges of life?–The ways in which we build resilience–How can we use resilience to help children and students who have experienced trauma?–The difference between direct adversity and indirect adversity–How can educators meet the needs of diverse learners?Want more from Dr. Shree Walker?  --Resilient Walker (book and audiobook)Like this episode?  Check out these episodes then!–Episode 33--How Inclusion, Diversity, and Equity Make Us an All-Around Better Society with Global Inclusion and Diversity Business Leader Ericka Jones–Episode 59--The Emotional Intelligence Dance Party with Rich Bracken–Episode 22--How to Normalize and Prioritize Mental Health Conversations with Our Children with Tandra Rutledge from the American Foundation for Suicide Prevention–Episode 23--Parenting and Working with Children with ADHD with Mental Health Advocate Tandra Rutledge​​–Episode 19--Compassionate Communication for Deeper, More Meaningful Relationships with Dr. Yvette Erasmus–Episode 30--Outperform the Norm with Personal Performance Coach Scott WelleAll of our episodes are available at www.mindfulmidlifecrisis.comThis episode was sponsored by Newsly.  Go to https://www.newsly.me/ and use the promo code “MindfulMidlife” for a free month! If this episode resonates with you, please share it with your family and friends.Sign up for our newsletter!  We send out new guided meditations each Sunday!  Questions? Comments? Suggestions? Topics? Email Billy at mindfulmidlifecrisis@gmail.com.  Follow us!  Instagram:  @mindful_midlife_crisisTwitter:  @mindfulmidlife Facebook: The Mindful Midlife Crisis PodcastLinkedIn: Billy LahrSupport the show

Dannie Lynn Fountain is a passionate storyteller who helps companies focus on people. By day, she works at Google hiring the world's most talented software engineers. By night she supports clients and brands with HR-focused diversity, equity, and inclusion strategies. Dannie is a five-time author and in her latest book, Ending Checkbox Diversity, she rewrites the story of performative allyship in corporate America.In this episode, we discuss: Duality of DE&I, contrasting authentic and performative actionsGrowing people as a growth strategyBeing CEO by night and what that means for youIntegration of work and life as opposed to finding that elusive balanceHow she prefers feedback in writing due to autism/ADHD

Customer narratives are a transformative tool to help you build successful products! Marco Argenti (CIO @ Goldman Sachs) explains how to develop these narratives as your team's guiding vision and help eng orgs better understand “the business” side of software. Plus we cover best practices for investing in developer experience, Goldman Sachs' transition to prioritize external developers, and the signs, signals and trends Marco's used to navigate his career across tons of different emerging technology fields.ABOUT MARCO ARGENTIMarco Argenti is the Chief Information Officer at Goldman Sachs. He is a member of the Management Committee, the Firmwide Technology Risk Committee, the Client Business Standards Committee, the Enterprise Risk Committee and the Global Inclusion and Diversity Committee. Mr. Argenti joined the firm as a Partner in 2019.Prior to joining Goldman Sachs, Mr. Argenti served as Vice President of technology of Amazon Web Services (AWS) since 2013, overseeing all aspects of the product lifecycle of Cloud Services, including strategy, business planning and developer engagement, and leading several AWS technology areas, such as mobile, serverless, Internet of Things, messaging, and augmented and virtual reality. Before that, Mr. Argenti spent several years at Nokia Corporation, where he was Senior Vice President and Global Head of Developer Experience and Marketplace from 2011 to 2013, with responsibility for Nokia's developer ecosystem and app store across the company's entire product portfolio.Earlier in his career, Mr. Argenti was a board member and Chief Executive Officer of internet and mobile company Dada S.p.A., as well as a board member, executive vice president of strategy development and chief technology officer of Canadian e-commerce solutions provider Microforum Inc., where he founded Internet Frontier Inc., an internet publisher and e-commerce retailer. He previously founded and sold Dreamware S.r.l., a software development firm, to Microforum Inc.Mr. Argenti serves on the Board of Directors of the Seattle Symphony Orchestra and the Pancreatic Cancer Action Network, also known as PanCan. He is also a member of the Board of Trustees of Carnegie Hall."Today, the world is so complex that it's almost like an asteroid field and when you navigate an asteroid field, if you don't turn often, you're gonna be having some surprises and so that's why iteration is so important. You need to release sometimes multiple times a day because the world is changing in front of you and there are opportunities and obstacles that come all the time."- Marco Argenti   Our in-person conference ELC Annual returns 10/27-28!Learn from 60+ of the best engineering leaders in the industry / Critical insights on leadership, career and technology / Plus tons of experiences optimized for deep conversations & meaningful connections - all to help you build your support network!Don't miss out on being part of the biggest celebration of engineering leadership of the year!Grab your ticket HERE: sfelc.com/annual2022SHOW NOTES:Marco's leadership journey – as a CTO, VP of Tech, and beyond (2:39)Questioning biases & observing signals when predicting opportunities (8:41)How Marco used intuition & data when deciding to work with Goldman Sachs (10:10)Why engineers must understand business principles (13:46)Using customer narratives to create a guiding vision for eng teams (17:47)How to help eng orgs better understand the business metrics of software (22:01)Why Goldman Sachs transitioned to prioritizing its developer clients (25:39)Shifting the focus from internal developers to external developers (31:34)How the tech team navigated challenges during this transition (33:34)Rapid fire questions (36:43)

Aneirin Glyn - If God's agenda is for all nations to enjoy the rule of King Jesus, what difference should that make in practice in our lives? This passage challenges us to act so that we do not stand in God's way.

Tim Sheppard - Some stories are so important that God himself thinks they need to be told twice. Acts 11 gives us a return visit to the conversion of Cornelius to show that God doesn't show partiality. We're left with a sobering challenge to our own favouritism, but also a warm encouragement as we take out the gospel.

Creating Wellness From Within is a podcast devoted to empowering you to live your best life by taking accountability for your own personal wellness … brought to you in part by Integrated Health Systems located in Denver, CO. Women in particular have a tendency to take care of everyone else around them first, while putting their own self care and wellness on the back burner. This podcast is designed to give you actionable advice and tools to help you power up your own wellness journey, and live the best life possible!I am your host, Amy Zellmer. I am editor-in-chief of MN YOGA + Life magazine & The Brain Health Magazine, and author of several books. Additionally I am passionate about yoga, photography, wellness, and all things glittery! You can find out more about me at www.creatingwellnessfromwithin.comFollow me on: Instagram, Facebook, LinkedIn, and Twitter         Today's guest is:  Ericka JonesEricka Jones is a Global Inclusion & Diversity leader at General Motors. In her role, she's responsible for coaching leaders to build and increase their inclusive behaviors to drive diverse and equitable outcomes.  Born and raised in Lincoln, Nebraska and lived across the eastern part of the U.S. She's forever a Cornhusker and attended the University of Nebraska with a B.A. in Journalism and currently pursuing her master's at University of Oklahoma in Human Relations, specializing in Diversity, Equity and Social Justice.  Ericka teaches yoga part-time and a lululemon ambassador in Minneapolis, MN. Bringing mindfulness and inclusion into spaces is her purpose and passion. It requires a looking at "self" in order to lead with inclusive behaviors that impact the whole. www.instagram.com/ericka.jones_ENJOYING THIS PODCAST?Consider supporting the podcast for $5 a month through Patreon.

How can law firms, corporations and other employers foster a culture of opportunity that encourages success for everyone? For diversity, equity and inclusion (DEI) initiatives to succeed, they must be grounded in authenticity, intentionality, respect and trust. In this episode, host Allan Marks speaks with Mikeisha Anderson Jones, Milbank's global Chief Diversity, Equity and Inclusion Officer, about uniting people, passion and purpose to create a cohesive workplace community that appreciates differences, reinforces common goals and values, and promotes professional growth.  About the Speakers:Mikeisha Anderson Jones is the global Chief Diversity, Equity and Inclusion (DEI) Officer of Milbank LLP. She leads the firm's global DEI strategy working closely with offices across the Americas, Europe and Asia on the unique challenges and opportunities in each region. She previously served as Vice President of Global Inclusion & Diversity at American Express, and is a frequent speaker on career development and inclusion. Podcast host Allan Marks is one of the world's leading project finance lawyers. He advises developers, investors, lenders, and underwriters around the world in the development and financing of complex infrastructure projects, as well as related acquisitions, restructurings and capital markets transactions. Mr. Marks also serves as an Adjunct Lecturer at the University of California, Berkeley at the Law School and previously at the Haas School of Business.For more information and insights, follow us on social media and podcast platforms, including Apple, Spotify, Amazon Music, Google and Audible. Disclaimer

According to the PwC's 2022 Global Workforce Hopes and Fears Survey, 54% of respondents believe that it is extremely important for organizations to have transparency about their record for addressing diversity and inclusion in the workplace. The study further showcased the topics that mattered most to workers including, pay, flexibility, job fulfillment, wellbeing and inclusion. 66% of respondents stated that they want to be their true selves in the workplace. Over the past few years, companies have made many commitments on diversity, equity and inclusion with the ultimate goal of creating a workplace that is equitable and inclusive for all.

Andrew Gordon, chief executive officer and founder of Diversity Abroad, leads the conversation on the importance of providing equitable access to global education.   CASA: Hello, and welcome to CFR's Higher Education Webinar. I am Maria Casa, director of the National Program and Outreach at CFR. Thank you all for joining us. Today's discussion is on the record, and the video and transcript will be made available on our website, CFR.org/academic if you would like to share them with your colleagues after today. As always, CFR takes no institutional positions on matters of policy. We are delighted to have Andrew Gordon with us to discuss the importance of providing equitable access to global education. Mr. Gordon is the founder and chief executive officer of Diversity Abroad, an organization focusing on topics pertaining to access, diversity, inclusion, and equity in international education. He works with higher education institutions, nonprofit and for profit organizations, and government agencies for developing strategies for increasing access to international education for diverse, first-generation, and high financial needs students. Mr. Gordon is a member of NAFSA: Association of International Educators, the Association of International Education Administrators, the European Association for International Education, the National Association of Black Accountants, and the Association of Latino Professionals in Finance and Accounting. He is an alum of INROADS and the Association for the International Exchange of Students in Economics and Commerce. Welcome, Andrew. Thank you very much for speaking with us today. GORDON: It's great to be here. Thank you. CASA: Can you begin by giving us an overview of what equitable access to global education means and its importance in higher education? GORDON: Yeah. Absolutely. First, just want to say thank you, Maria, for the invitation to speak and to CFR Academic for hosting this session, particularly, this important topic. As I delve into my remarks, I'll give a little bit of background as to the—where my remarks are going to come from. As Maria mentioned, I founded an organization, Diversity Abroad, that centers diversity, equity, inclusion in global education. And over the last sixteen years had an opportunity to work with higher-education institutions, everything from community colleges to liberal arts, R-1s to Ivy Leagues, on this question of what does equitable access to global learning and global education mean. And we get this question often and, usually, when I get this question sitting in meetings with academic professionals, I, in some ways, put the question back and I say, well, what's the benefit of global education and global learning. Why do our campuses invest in infrastructure for global education and global learning, whether that's sending students abroad, supporting international students, ensuring that global themes are embedded into the curriculum? We often hear in the field of international education the term campus internationalization. Why are we investing in that in the first place? Well, when we think about global education and global learning and the students that engage in it, one of the organizations that many on the call may be familiar with, AAC&U, puts global learning and global education as a high impact practice, the kind of opportunities that help our students excel academically, grow interpersonally, and also be positioned that much better to thrive professionally once they leave school. And so taking a step back and thinking of the benefits of global education, we talk about students who engage in global learning opportunities. Many times this helps open their—broaden their perspective of the world as a whole. If they're participating in a physical—or education abroad program, many times it helps them in building resilience, a deeper sense of self, having more empathy for those who are, if you will, “different” than they are, embracing difference, something I think we can all appreciate we need that much more so in our society. So when we think—and we could probably, Maria, spend the entire time that we have talking about the benefits of global education and global learning. But the thing is that we know that—those of us who work in higher education know that and in many ways we are the gatekeepers to the kind of experiences inside the classroom, outside the classroom, that we say will fall under the umbrella of global learning. So if we know the benefits of these opportunities, we know how it can impact our students, then it is—well, the onus is on us to ensure that all of our students have equitable access to the benefits of global learning. We can't, on one side, say these are all the benefits of these phenomenal opportunities and so on and so forth, and then on the other side be OK with only certain students having access to global learning opportunities because, essentially, what we're saying is, well, this is a great thing that we have but only certain students are able to. And when we think about what—I would say, for many folks, when we talk about global learning, I would say one of the first things we often go to is study abroad. Study abroad is a phenomenal, phenomenal experience, and we'll talk about other forms in a moment. When we think about that particular opportunity that, I would say, is very high profile on many campuses, students graduating from high school going into university, the percentage is that eightieth, ninetieth percentile of students who are interested in study abroad. We know that is one of the global—one of the experiences that would fall under global education. We also know that, traditionally, study abroad has not reached a vast—too many of our students, we'll say, particularly our students of color, those who are first generation, those who are coming from lower socioeconomic backgrounds. And so I think, in many ways, we'll get students who we say are—the growing population of students on our campuses are also those that study abroad has not supported, and even when campuses have been more successful in getting students to study abroad they haven't necessarily been as—we haven't necessarily been as successful in supporting the success of our students while they're there. So, when we think back to study abroad, if you will, being an aspect of global learning, which is a high-impact practice, you know, high-impact practice is only a high-impact practice if it's properly administered. So we send students but we're not prepared to really support our students in a very holistic way, in an inclusive way. Great, we've sent them but we're not really giving them equitable access to the benefits of a global education. And, likewise, global education exists in different parts of the campus as well. Think about what happens in our classrooms. In the curriculum we have a variety of different area—academic areas of focus. Frankly, how we support our incoming international students—our international students—every student is not going to study abroad, but our campuses are globally diverse environments where our students from all backgrounds exist and our international students and how they acclimate to U.S. culture, how we prepare them to engage with students from a variety of different backgrounds, Americans from a variety of different backgrounds. That's also part of the global learning that happens. And so when we take a step back and just, again, think about why is it that we invest in global education and global learning, it's because we know the benefits of it. We are 5 percent of the world's population, and I think if anything in the last two years, sort of two and a half, three years, we—it is very clear and currently as well is very clear how incredibly interconnected we are as a globe, even as their call—you hear the pundits and otherwise say, like, oh, well, globalization is dead, and so on and so forth. It was, like, regardless of what those conversations are, we know that as a world we are all reliant on each other, and the world that the students, particularly the younger students, if you will—younger age college students—are going to inherit is going to be that much more interconnected. And so for us, as a country, the United States, to be able to take on the challenges and the opportunities that the twenty-first century puts before us and to be successful in taking on the—both challenges and opportunities that has to be a global approach because we're not on this globe by ourselves, and for our future leaders to be prepared to do that it's incredibly important for them to appreciate the importance of global learning and global education, have equitable access to a variety of those opportunities. And, frankly, we are shooting ourselves in the foot if we only allow our—maybe we say not intentionally but structurally the situation is such that only a certain population of students has access, real access, to these kind of learning opportunities. And so, I think, as higher education institutions we have to ask ourselves, what does that mean, yes, for the International Education Office, but also what does that mean for our academics in the classroom? What does that mean for our senior administrators who are deciding where to invest funds and otherwise of an institution? What does it mean for our chief diversity officers, for our VP of student affairs, and otherwise, who also were tasked with ensuring equitable access to a variety of opportunities that are available on campus? And so, when we think about these questions at Diversity Abroad, I think being in association and being able to work with the three hundred-plus institutions that we do on these topics, we really do look at it holistically. What does that mean—global education, equitable access, and education abroad? Global learning at home, what happens in and outside the classroom domestically? Support for our international students? But also how are we also ensuring that the professionals—faculty, staff, and otherwise who are engaged in global educational opportunities or experiences in and outside the classroom—that those faculty members and those staff are reflective of the rich diversity that our students embody? CASA: Thank you. Thank you for that introduction. Now let's open it up to questions. As a reminder, please click the raise hand icon on your screen to request to ask a question. On an iPad or Tablet, click the more button to access the raise hand feature. When you are called upon, accept the unmute prompt and please state your name and affiliation, followed by your question. You may also submit a written question via the Q&A icon or vote for other questions you would like to hear answered in your Zoom window at any time. We do have a raised hand from Basilio Monteiro, associate dean and associate professor of mass communication at St. John's University. Basilio? (No response.) You could accept the unmute prompt. Q: Thank you very much, Mr. Gordon, for your introductory remarks. You know, this internationalization of education—oftentimes what happens is I find that students go and stay within the one small bubble instead of mixing up with other students from the country where they go to. That interaction is not there, and oftentimes, it's not even promoted to go. They will go—they go as tourists. They don't go as learners to learn, and that seems to be the kind of trend, so I find. And I talk to the students. They'll say, OK, oh, I went here. I went there. I saw this and I saw that, and that's it. So that is—what is your overall national experience at this point on this particular context? GORDON: Yeah. Thank you for that comment, and you're right. I think that as the field of international education we have not been as intentional as we could be in ensuring that once we've put in the investment dollars, human capital, and otherwise that helps get students overseas that we're really creating kind of an environment where our students are going to have the kind of experiences that they come back and they really have been able to develop deeper empathy, embracing difference, and so on and so forth. We think about it here in the U.S., right. The students at our campus, a lot of them are having a good time but they're still learning. They're still having very, in some cases—I hate to overuse the word transformative, but experiences that are shaping who they are becoming as people. That doesn't have to change when our students go abroad, and so whether we're talking about programs that are led directly by faculty, I'm thinking about how are we intentionally finding opportunities for our students to engage in the host community; what are opportunities of reciprocity when they're in country in a certain location so that our students don't just have a stamp on their passport but they'd have the kind of experience that is changing how they view themselves, how they view the world, and, frankly, how they view both the challenges and the opportunities that lie before all of us. What is incumbent on, I think, institutions as well as the organizations, institutions that work with a lot of third party organizations to help facilitate study abroad, it's incumbent on those organizations as well to say, we know our students want to have a good time. They're going to have a good time. That's excellent. We want that. But we also—the core reason why our students are engaging in these opportunities needs to be academic, self-development, and otherwise. The fun is going to happen, but that other piece needs to be there because if it's not then, frankly, we become glorified travel agents, taking students from point A to point B. I don't think if you asked anyone in international education what their role is that we would say that's what our role is because it's not. But we need to be intentional about ensuring that the kind of outcomes that we want, that we say our students can gain—we've built the structure to be able to—for our students to be able to achieve those outcomes. Thank you for that question. CASA: Our next question comes from Beverly Lindsay from the University of California system. Q: Thanks to both of you for your introductory comments, Maria and Andrew, for your statement. As a former member of NAFSA and a number of other professional organizations, I actually have several questions, but I will limit them. One is, as you know, throughout higher education, particularly in comprehensive research universities, there is an emphasis on the African diaspora, the Latino diaspora. So many of the undergraduate students tend to go to those countries that are African, the Caribbean, or South America, for example. How do we encourage students, regardless of demographic background, to go anywhere in the world because they would get more experience? For example, when I was the international dean at Hampton we set up a program where the undergraduates could go and do internships at the British parliament, which was really innovative. The second question I would ask you is to what extent do you involve graduate students through your organization? Now, I realize that they're often focused on their thesis or, in rare cases, we don't think of study abroad. We think of research opportunities for our doctoral students. But to what extent do you involve students from different levels? Because I know in community colleges there is considerable emphasis now in terms of having the Los Angeles Community College system, the Dade County students in the community colleges, go abroad. So, as I said, I had many but I'll just focus on those right now. But thank you for your forthcoming answer. GORDON: Yeah. Thank you for that, Beverly. I think when it comes to destination, where our students go, again, unfortunately, I think, that our field has an opportunity to go in a different direction as far as a narrative about certain places. I think, unfortunately, in the U.S., when we think of Africa, when we think of the Global South as a whole, it's often positioned through the lens of deficit of the people, of the governments, health care systems, and so on and so forth. And, without question, there's work to be done. But there's a lot that's happening of innovation in—I mean, Africa, the continent, I mean, obviously, the different countries. Same thing in Latin America. But if we position these locations as you go here to help, you go here almost in a savior type mentality, whereas if we position locations like Europe and Australia and otherwise, like, well, you go here, this is where you're going to learn, this is where you go on internships and this is where you're going to prepare yourself professionally, really, seems like amplifying this narrative of parts of the world are important for learning, growth, innovation. Other parts of the world are more focused on philanthropy, giving, and so on and so forth. And I think that puts us, frankly, as a nation in peril. There was a recent survey that came out—I want to say it was in the last couple weeks—and it—they surveyed youth in Africa. I can't remember which countries. But it asked—the question was who has a more positive impact on your country, China or the U.S., or maybe it was a variety of countries. But China eked out ahead the U.S. So the continent with the youngest population in the world, and we know what that means for the future, of future work and otherwise, views of different countries having a positive impact. We don't see a lot of study abroad programs on the African continent, for example, or Latin America that are focused on innovation and technology. I can—I can go on and on. And so I think we have to take a step back as a field of international education—I think, higher education as a whole—and push back against narratives of how certain regions of the world, certain countries, are viewed so that our students are encouraged to want to engage anywhere in the world as they're looking to deepen their understanding, grow interpersonally, be that much better positioned for their post-degree careers, and so on and so forth. So that—I think that onus is on us as institutions, as organizations, to increase that perspective. But I also think that that also has an aspect to deal with incoming international students as well. With the incoming international students how are we helping them have opportunity to tell more their story about the countries they come from, the contributions their countries make to the U.S., to other parts of the world, and so on and so forth. As to the other question as far as how we engage with graduate students, we were—I would say primarily graduate students who are working in higher education programs, international education programs, that are interested specifically in this work will engage with Diversity Abroad in a variety of ways, either participating in one of the communities of practice that we have, coming to our annual conference, Global Inclusion, in a kind of variety of different ways from that perspective. As far as specifically looking at mobility-based programs for graduate students, that's not our focus at this time. CASA: Our next question comes from Hemchand Gossai, associate dean of humanities and social sciences at Northern Virginia Community College. Q: Maria and Andrew, thank you very much for your comments and also for providing this opportunity. My institution is very large with a multi-campus sort of setting with seventy-five thousand students. It's almost ubiquitous among institutions of higher education, particularly in their admissions process, to extol the importance of how many countries are represented at the college or university, and that's a great thing. We have that as well, and we have a large contingent of international students. One of the things that has struck me and that you have sort of alluded to, Andrew, has to do with the role of our international students as they arrive on our campuses, and I'm wondering if you can reflect a little bit about how best our large contingent of international students might not only be integrated but might actually interact and shape our local community of first-generation students, of students of color, and so on. If you would, I'd appreciate it. Thanks. GORDON: Yeah. Excellent, excellent question. Let me start off by saying, for us, when we think of international students—well, not when we think of international students—but the process of the experience that our international students have operationally, if you will, in many ways it's the flip of our students going abroad. We had a question earlier about how do we better ensure our domestic students are integrating once they're in country. We're just flipping that and saying that for our international students. So what we're saying is that we want the same for both. We don't want our international students to be seen as, hey, this is a revenue source. You're here on campus. Now we're done. No. We want them to be successful, and our international students embody the same identities that our domestic students do. They're students of color. They're first-gen, disabilities, come from different religious backgrounds, LGBTQI. They embody all these same identities that we're trying to support with our domestic students and we want to do the same thing for international students. So and thinking of what that means is really asking the question is what does holistic support look like for our international students. Too often, our international students once they get on campus, they're seen as that international student. I mean, simply, that's their passport. That's where you're actually born. They need the same support, and then some additional at times, as our domestic students. Are we asking them, what contributions do you want in the classroom? Are we appreciating that our international students are coming from a different perspective during certain discussions and are we giving them space to be able to share those perspectives and honor the fact that it comes from a different perspective but that's still important? Because that's part of global learning that our domestic students benefit from as well when you have those rich discussions in the classroom, when you have a variety of different perspectives that are being shared, and we think about being able to hear that, analyze what's being said, and develop your own sense of, OK, this is my thought on this topic or otherwise. But when we just have a conversation, for example, in the classroom that's focused on domestic, even though we have a wide or very diverse population of students that—of international students in our classroom we're really missing an opportunity to both engage with the international students, help them have a deeper sense of belonging on our campus and, frankly, for our domestic students and all students to be to be able to learn that much more so. The other part of the question I mentioned, and kind of tying back to what I mentioned a second ago of how our international students embody so much of that—so many of the identities of our domestic students, you know, when we have programs for first-generation college students are we just thinking about our domestic first-generation college students? Our international students can be the same way. When we think about our disability services, when we think about programs that are maybe related to race in ways, are we thinking intentionally about that? Yes, an African American and an international student from Africa who's from Africa and who's Black and has grown up in Africa their entire life very well are—some shared experiences, but very different. Are we thinking about opportunities for learning and growth from that way? So as I would say it's the intentionality in the programming and the intentionality in thinking of what is our role in—and, obviously, helping our students be successful, but particularly from an equitable access to global education, we have all the ingredients to the salad, if you will. What's our role in making sure that this comes together and this works in a way that serves our students, our domestic, our international students—frankly, serves the institution. And so there's broader goals that we have in higher education around learning but also preparing a generation of citizens that are thoughtful not just about home but thoughtful about the relationship between home and abroad and how our world is broadly interconnected and reliant on each other. CASA: Thank you. Our next question comes from Mojúbàolú Olufúnké Okome, associate professor in the department of political science in Brooklyn College. Q: Good evening. I'm calling from Nigeria now. And I'm a professor, not associate. I was wondering if there is a two-way stream in terms of the way in which international education is conceived of thinking about students coming from foreign countries as exchange students, and I'm particularly interested in this from an African perspective. It's unbelievably difficult for many African students to come to the U.S. as exchange students. They face formidable visa barriers, and for many of them that are from socioeconomic backgrounds where they are not flush with money it is actually an impossibility. So, I mean, is there any kind of thinking about how skewed the pool is that the educational institutions in the U.S. is joined from, given all the constraints that are put in the way of students from the Global South, especially Africa— GORDON: Yeah. Q: —who want to just come to the U.S. just like our students go to those places? GORDON: Yeah. Yeah. No. Wonderful, wonderful question, and I'd kind of bifurcate my answers. I think with respect to visas, I think that's a question—offices handle that at State and I think there has to be a broader question of are we creating enough opportunities for students or making it easy enough for students or talented students that want to come take advantage of the rich diversity and the academic opportunities, some professional opportunities that exist in the U.S. Are we making it easy enough for those students to come to our shores? And I think that's a question that—State has to continue to be evaluated from that aspect. I'm not by any means an expert with visas, so I'm going to—I'm going to stay in my lane to an extent. But I think, broadly speaking, is we do—I think as a nation have welcomed and want to continue to welcome talented folks from all over the world to be able to come. And then I think the second part of the question, what's the role of institutions, I think similar to our—to domestic students, we know who our students are. We know what the challenges they have and being able to access opportunities that we have. And so we say—going back to what I mentioned earlier, we say we know what these—we know the benefits of these kind of opportunities. We're the gatekeepers to that. We know who our students are, and we know the challenges they have and this includes international students that are interested in coming, be it exchange or otherwise. How do we in higher education create more opportunities for talented students to be able to take advantage of these opportunities that we're very clear the benefits to them? And so from an exchange standpoint, looking and saying are we building exchanges—do we have the infrastructure, are we investing in the infrastructure so that we can have more exchanges with the Global South? Because many times exchanges, while not always cost neutral, is usually much more cost neutral than a paid study abroad or otherwise. So are we creating those kind of opportunities? Again, realizing that that benefits the student—the international student, the domestic student. It benefits our campus community and our broader community as a whole when our international students are out and engaging with the broader community around the universities and otherwise. So are we investing in that? And then when it comes to fully matriculated students, whether at the undergraduate, graduate, or doctorate level, are we doing enough? Is there more we should be doing to ensure that if funding is a challenge that the funding is—funding schemes that are available to better create opportunities for students to be able to come, and then also like we've mentioned in the last question is our campus infrastructure—our campus set up in such that our international students feel like they belong, the campus is thinking about them, and this is a place where they want to, frankly, stay and contribute their knowledge or insights, their experience, and otherwise, which, again, benefits them, benefits the campus, and benefits the community and the nation as a whole. Q: Next we have a comment from Pamela Waldron-Moore, a professor at Xavier University of Louisiana. You have touched on this topic but you might want to go a little deeper. She writes, as a professor at Xavier University of Louisiana, I know that this is a helpful conversation. One area of global education that does not seem to have had much exposure is the opportunity for national institutions to provide exchange opportunities that allow low-income students to appreciate diverse education. For example, students can learn much from institutions located in naturally global environments—New York, DC, California, et cetera. Many U.S. institutions are teeming with international students who are happy to interact with a wider body of learners. GORDON: Yeah. I'll just comment on that briefly, and I know Xavier does great work with our national exchange as well as with international. But your point is right on. When we think of the globally diverse cities that exist in the U.S., they're learning labs. I'm from the Bay Area. I like going to San Francisco. I go to places in Oakland and otherwise. These are learning opportunities. I think when you think of the flow of migration to certain areas within the country, there's so much to learn there for our domestic students as well as for our international students. And so when we think of global learning holistically, as much as—I started Diversity Abroad based on study abroad. I'm a fan of study abroad, absolutely. But I think when we think about global learning, we have to get—mobility from the standpoint of getting on a plane, crossing an ocean, and using your passport is not the only way. And when we think about the institutions, where our institutions exist, what does the community look like? How globally diverse is our local community? Are there opportunities for us, thinking of co-curricular activities, to better engage with our local communities as well, because part of the broader goal that we talked about, the benefits of global learning, those benefits can be gained—different benefits, different places, in different ways, but can be gained locally but also can be gained abroad. So, an excellent point. CASA: Again, as a reminder, please click the raise hand icon on your screen if you would like to ask a question, or write it in via the Q&A icon. Andrew, can you talk a little bit about the specific activities that Diversity Abroad engages in as an organization? GORDON: Yeah. Absolutely. Happy to. So Diversity Abroad founded in 2006. We're a member-based consortium, around three hundred and fifty colleges and universities. As I mentioned, it ranges from small liberal arts to community colleges, Ivies to R-1s, and, really, we—our focus is looking at diversity, equity, and inclusion within internationalization and global education. And so what does that mean? We look at four key areas of our work. It's education abroad, international students, global learning at home, and then career and organizational advancement, and we—the actual practices of the work that we do focuses heavy on learning and development. So everything from our annual conference, Global Inclusion, to our DEI certificate for folks who are engaged in global education or are interested in global education, as well as a leadership certificate for student leaders who want to embed DEI, global, into their leadership. We publish a set of good practices called the Global Equity Inclusion Guidelines, it's a set of policy practices for embedding DEI into a campus's global education operation, and then there's a ton of thought leadership that we do, collaboration with organizations. We have a phenomenal team that is always working to continue to push this conversation forward, and maybe more than moving the conversation forward, to push forward resources, learning opportunities, and otherwise to ensure that, frankly, as a field a decade from now we're not having this same conversation but that we've made some real tangible progress in going forward. So, much harder to execute on a daily and weekly basis than to kind of go over in a couple of seconds. But I'm really proud of the work that we're doing and always interested in collaborating with professionals and institutions that share—frankly, share our vision of equitable access to global educational opportunities. CASA: Great. Our next question comes from Krishna Garza-Baker from the University of Texas at San Antonio. She's assistant director of experiential learning. Q: Hello, Maria and Andrew. Thank you so much for this conversation. I'm actually a current member of Diversity Abroad and absolutely love all their resources. I'm there on a daily basis. So I would like to reflect back to the idea on promoting the benefits of global learning. As much as I promote the benefits of global programs to my students—I work specifically with business students at the Alvarez College of Business—what are some ways in which you have seen or experienced navigating the topic of the financial investment into educational experience and what are some other barriers to global learning that you have seen for domestic students? GORDON: Krishna, thank you for that comment and happy to have you as part of the Diversity Abroad community. So finance is interesting. Without question, finances can be a barrier to students engaging in global educational opportunities, particularly mobility-based ones. What's interesting, though, is that at times when you ask a student, are you interested in studying abroad, for example? They say, no, I can't afford it. And I was, like, well, do you know how much it costs? Well, I'm not actually sure. Are you sure how your financial aid works and how your financial aid can support? It was, like, no, I'm not actually sure. So you have students sometimes that see study abroad and there's an interest, but for a variety of other reasons, maybe they're becoming a little bit more hesitant, and finance is an easy one to go to say, oh, I can't afford it. And so I think it's important for, one, us to understand, from a financial standpoint, A, is the students—can they really not afford it? How are we addressing that? Or is this a question of, I'm interested and I'm on the fence and so on and so forth and I'm just kind of saying financial. I think for the aspect of students not being able to afford it, as an institution, again, we have to go back and say what's the value of global educational opportunities. We know that students who are statistically—we're saying that students who study abroad graduate sooner, graduate with higher GPAs as well. So that is hitting part of a broader goal that we have of higher education about persistence and completion. And so as an institution are we investing in the kind of activities like global education opportunities that are supporting the broader goals that we have as an institution around persistence and completion, and that is something that's strategically at institutions that—are questions we have to ask ourselves. We say, you know, yes, global, you know, the importance of all these opportunities to study abroad and so on and so forth. Are we investing in it in a way that any of our students that are interested finance is not going to be the barrier that pushes them back? Now, I think, on the other aspect of it with respect to finance and being able to talk with students and their families, students and their families who are from lower socioeconomic backgrounds. They're on campus, and they're on campus, in a way, because they've seen being a student at your campus as an investment, something that is valuable enough to either, personal finances—going out and fundraising in a variety of different ways because they see the value in that. The question, I think, that we have as—in higher education and particularly in international education are we positioning global education as this is an investment? And this goes back to a comment that was made a little bit earlier about, hey, you know what, we're sending these students abroad. They're not really engaging with the populations. It's kind of like it's just vacation. OK. Well, if I'm a serious student and I'm concerned about finances, and I have to make choices about what I invest in, if study abroad is positioned as, you know, go have fun abroad I'll say, well, listen, I'll go on vacation at another point in my life. I'm focused on getting in school, doing the kind of things that's going to position me to be able to thrive, support family, and otherwise. So in education abroad and study abroad, the onus is on us to make sure that the way we're talking about these opportunities, the way that opportunities are actually taking place, is such that a student that has to make that decision looks at study abroad or other global opportunities and says, you know what, this is where I want to invest my time, my resources, and otherwise because this is something that's going to help me continue to grow with the broader goals that I have. CASA: Our next question comes from Maggie Mahoney, director of global engagement at the University of Houston. Q: Good afternoon, Maria and Andrew. Nice to talk with you. Hello from Houston, Texas. Andrew, my question is about our teams, because we want to bring the best of our teams to our students. We know that burnout is an ongoing issue. We've had the pandemic. We've had the murder of George Floyd that kind of shifted things even more for the bigger focus of DEI and that has become exhausting, not to mention in Texas we face our own Texas state issues and now inflation changing. So there's a lot of stress on our teams, and in institutions of higher ed we should have offices that mirror the diversity of our students. But we don't always have that. Do you have any recommendations for our diverse staff team members and their self care in the face of this burnout and too often being turned to in the support of DEI efforts whenever we should all be doing the work? And do you have any recommendations for team leaders on how to continue doing our work while supporting our diverse team members, as we know they're overwhelmed? GORDON: Yeah. Thank you for that comment. And that's—I think a very important point is that we can't ignore—when we think of—we think of some of the organizations that we've looked AT and say, hey, these are great companies or great organizations that I'll support. The folks who are at the table many times come from incredibly diverse backgrounds, and in international education if we want the work that we do to have the kind of impact, we want to make sure that we're drawing the best and brightest, most diverse folks that say, hey, higher education, international education, specifically, this is a place where I want to go work. Our faculty members who may potentially be leading programs abroad, there's a lot that our faculty members can be doing over the summer when we say, you know what, I want to lead a study abroad program because this is—not only the impact this could have on students, but I know I'm going to be supported by the international office and otherwise as I'm going abroad. So what I would say is a couple of things. One is from a team leader perspective, and I think what you pointed out being something that is really a very salient topic. You know, DEI work cannot fall on folks of color or folks who we look at and say, OK, well, you represent XYZ identity so, yes, diversity worked for you. All that does, as stated, is it leads to burnout and it doesn't lead to us moving the needle. So, organizationally, are the practices or the policies in place. So, operationally, DEI is just embedded into what we do and regardless of what your role is, the DEI tasks that are there, is there for you to do. So regardless of what your background is, whatever the DEI tasks are connected to your role, those are there for you to be able to do. And so that'd be one aspect of it, really looking operationally from that perspective. But then another question is asking ourselves whether it's at the department level within an office, like a global education office or whatever it may be, are we building a climate of belonging. Are we building a climate where our staff that come from historically marginalized backgrounds feel like, hey, we can come—we can come here. We can be ourselves. When we're having challenges we're being supported and otherwise because, again, then we're able to be able to do the work that's needed to increase participation in global educational opportunities, being able to work with the faculty members to think through how do we better embed global themes into the curriculum, being able to support our international students. Which is saying none of this happens automatically. It is run by people, on people power, and we've got to take care of our people. If we don't take care of our people, all the other things that we want to do, ultimately, we won't be as successful as we'd like. CASA: We have a question now from Professor Waldron-Moore from Xavier. She says—she asks, how can we generate interest in study abroad from the classroom? Shouldn't we address seriously ways to motivate students to learn more about diversity in order to raise their awareness about higher education? We need to get the excitement about other countries and people going before we grow an interest in study abroad or a study exchange. GORDON: Yeah. So that's—I would say it's not an either/or but I would say they very much work in tandem. So the more—and to the point, the more that we—the more that global themes are presented to our students, the more interest that will start to generate with our students. If you have a population of students that from the time they set foot on campus they know they're going to study abroad and so and so forth, that's great. We want those students. But you have another population of students who maybe that's not the case, and so how are we embedding global themes into the curriculum regardless of what our fields may be? What are—are we finding opportunities to embed global themes into the curriculum so that, one, we're helping to promote the idea of there's a lot to learn outside of the shores of the U.S. as well, but, two, for our students—and every student's not going to study abroad. For our students who aren't going abroad are we finding opportunities to ensure that they still have access to global learning themes within the classroom. And so they very much play off each other, and I will say that now much more so for the students who, ultimately, decide not to participate in a study abroad or a formal study abroad program it's an opportunity for them to still get access to global learning opportunities. But I will say—one other thing I want to bring up and I started bringing this up in my earlier comments, I think when we're thinking about global education and diversity, equity, and inclusion, definitely thinking of it through, say, two lenses. One is the lens of what we've primarily been talking about of how are we supporting our historically marginalized students, supporting our staff and our faculty, our people, as they're engaged in global education, and that many times, again, are folks in historically marginalized populations. But when we think about learning global DEI competencies, all of our students need to access that. DEI is not just populations to support or competencies to be learned—to learn. So inside the classroom, when they're participating in study abroad or otherwise, are we thinking through how we position our students to learn the kind of competencies that can position them to be better citizens, to be better—that much more thriving in their professional careers and otherwise. And, again, that takes place—many times that takes place in the classroom. CASA: Our next question is also written and comes from Wendy Kuran, associate vice president for development and alumni engagement at Duke Kunshan University. Actually, she has two questions. The first is, following up on the earlier question and Andrew's great answer, is the career and self-development value proposition of study abroad clear to diverse students? Is there credible, accessible research about the value? What could we, at universities, including students, do to help make that case in new ways more effectively? And the second shorter question, do you ever work in secondary education intercultural exchange programs and, if not, are those in your ecosystems? Are there those in your ecosystems who do? GORDON: Yeah. So I'll start with the second question first. We work with some secondary institutions and organizations that support secondary students at that level. I would not say that that has been the traditional group of professionals or organizations or institutions that have come to us. But we are seeing some growing traction there. So I'm always interested in connecting with folks who have interest with that. With respect to career, I would say there are definitely institutions who have been at the forefront of centering the connection between global education and career, and I think as the field of global education that's work that's improving. But there's still work to do, I think, particularly for being able to make the case for students who, for a variety of reasons may be hesitant about study abroad. What we find in engaging with students, yes, research is important. Using more factoids are important. Firsthand experiences being important of students who embody similar identities and otherwise that can say, I had this kind of experience. I went from point A to point B to point Z. I know when I've had an opportunity to go to campuses and speak and otherwise telling a little bit about my own personal trajectory from doing accounting consulting to becoming an entrepreneur and otherwise and how study abroad impacted that, that's one of the things that attract students is really wanting to understand, OK, you look like me. You had a similar experience. How did you do that? So which is to say particularly with that—the part of your question asking about historically marginalized student populations, are we telling the stories of success? Are we telling the stories of how our students from historically marginalized backgrounds have been able to leverage global opportunities to advance in their career? For them to be able to say very concretely, I had this experience and then I'm working in this job and this is how this experience helped me and so on so forth. Again, that is intentional work, yes, by our global education offices but also, frankly, in collaboration with our career centers, our offices that are doing career development on campus. How are we working with them to be able to bring them back to connect with the students, the alum, and otherwise to be able to tell those stories, which, again, is part of the broader ecosystem of what does engagement look like to be able to increase participation and the success of students who are interested in study abroad? CASA: Have you been able to develop dedicated assessment and evaluation tools for success or gauging the success or the results of study abroad programs? GORDON: So we, ourselves, have not. There are some tools out there and some studies that are out there. Gosh, I'm trying to think of his name right now at the University of Georgia. There was a study in the early kind of 2000s called the Glossary Study. It was just recently built—they built upon that with a new study that showed the connection between academic success. I wouldn't say that for me, I'm familiar with a survey or research that goes as deep on the career success aspect of it. But I know there are some resources out there that talk deeper about the connection between career development and—study abroad and career development. CASA: And do you have thoughts on how global education and study abroad contribute to U.S. foreign policy creation and international relations? GORDON: Yeah. Well, in part, I mean, I think there's an aspect of just civics that's connected to every time you get on a plane, you travel, and you flash that green—I always say green—that blue passport, why is that so easy? Because even being able to understand the ability that you have to travel to the vast majority of the world without having a visa, without—and, frankly, other countries aren't able to do that. So almost, certainly, encourage deeper appreciation for the privilege that we have as U.S. citizens, being able to travel as freely as we do for most of the world, but also being able to engage, I think, for students of—U.S. students to be able to engage in other populations, hear their perspective. You know, sometimes there's perspectives that are critical to the U.S. Sometimes there are perspectives that are wildly in love with the U.S., and that's great. It's important to hear all of that, to hear how you're perceived, and then you bring that back home with you. Now you're thinking about your role as a citizen, what that does to you to be able to understand positionality of the U.S. and the rest of the world and what role that you personally want to take with that. And so I—and I guess I say for myself having a deeper appreciation for the, frankly, benefits of being a U.S. citizen by traveling and having had the opportunity to travel as much as I do and interact with folks all over the world. And so I think for all of our populations I think the populations that maybe haven't been as civically engaged or as deeply civically engaged it creates that many more opportunities to have that appreciation for. CASA: Yes. GORDON: And then, frankly, just people-to-people. I would just say—this is the last thing I'll say. It's funny, I mean—I mean, people-to-people exchanges, what they say it's hard to hate someone you know. (Laughs.) I mean, it's true. I mean, and I think that it's easy to turn on the news and hear XYZ about any number of people and locations in the world. I think when you sit down you break bread and you have coffee, whatever it may be, with folks from other parts of the world it does develop, I think, a deeper appreciation, really helping push us down that road of embracing difference and, I think, developing a deeper empathy, which we could all use more of that. CASA: Great. Well, we've come to the end of our time and, Andrew, thank you so much for sharing your insights with us, and to all of you for your questions and comments. You can follow Diversity Abroad on Twitter at @DiversityAbroad. You will be receiving an invitation to our next Higher Education webinar under separate cover. In the meantime, I encourage you to follow at @CFR_Academic on Twitter and visit CFR.org, ForeignAffairs.com, and ThinkGlobalHealth.org for research and analysis on global issues. I hope you're all having a great summer, and thank you again for joining us today. We look forward to your continued participation in the Higher Education Webinar Series. (END)

In this episode, Steve is joined by Amy Johnson. Amy is currently the General Manager at The Confidante Hotel in Miami Beach and member of Hyatt's Global Diversity, Equity and Inclusion Council. Throughout her career, Amy has gained incredible hotel experience with former roles as the General Manager for the Hyatt Regency Calgary, Corporate Director of Field Operations at The Americas Hyatt Hotels, and Senior Director of Catering Sales and Conventions Hyatt Regency O'Hare - just to name a few. In this conversation, Amy talks about her career in hospitality that led her to working for top brands and what her advice is for the next generation coming up in the industry. This episode is brought to you by our podcast partners at RealTime Reservation. Their inventory management system is best in class for hotels and resorts to manage their non-room inventory. The web-based application allows for creative upselling of overnight and daytime visitors with add-ons and pre-planned packages. Hotel guests and non-guests can reserve cabanas, pool chairs, activities, amenities, excursions, events, day passes, and much more. To learn more check them out here! Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of Black Power Moves, part of the Ebony Covering Black America Podcast Network, we're speaking to Netta James, Diversity & Inclusion Executive. https://www.nettajenkins.com/ Netta is the Vice President, Global Inclusion at Unqork, Founder of Holistic Inclusion, and Co-Founder of Dipper. She's a leading voice in the Diversity, Equity, and Inclusion field, who has a soaring audience of over 100,000+ followers on LinkedIn. Engagement was doubtless a key factor in Forbes naming her as one of the top 7 anti-racism consultants in the world.  One of Netta's LinkedIn posts went viral and has received over 25+ million views. She was featured in CIO Views publication as “The Top 10 Most Influential Black Women in Business to Follow in 2021” and she was listed as LinkedIn Top Voice for equity within the workplace content.  An acclaimed author with a deep background in communications, leadership, and behavioral psychology, Netta has been advising corporations and audiences of all kinds for more than 15 years on the most effective strategies to address systemic barriers, its traumatic impact, and the path to social justice. Learn more about your ad choices. Visit megaphone.fm/adchoices

In today's episode, Billy and Brian reflect on the amazing insights shared by our Season 4 guests with their best good pal, the always entertaining Matt Hazard!  Matt Hazard also shares which episodes belong in his Mindful Midlife Crisis "starter kit":  --Episode 19--Compassionate Communication for Deeper, More Meaningful Relationships with Dr. Yvette Erasmus--Episode 6, Part 1–Putting in WURK with Personal Trainers Maurice Buchanan and Daleco James of WURK Gym--Episode 6, Part 2–Putting in WURK with Personal Trainers Maurice Buchanan and Daleco James of WURK Gym--Episode 10--Top 20 Strategies for a Happier Life with Tom Cody--Episode 22--Normalizing and Prioritizing Mental Health Conversations with Our Children with Tandra Rutledge from the American Foundation for Suicide Prevention--Episode 33--How Inclusion, Diversity, and Equity Make Us an All-Around Better Society with Global Inclusion and Diversity Business Leader Ericka Jones--Episode 39--Billy Shares the Lessons He Learned during His Trip to Portugal, Spain, and DakarThank you for listening to the Mindful Midlife Crisis!Questions? Comments? Suggestions? Topics you want us to cover?Email:  mindfulmidlifecrisis@gmail.comInstagram:  @mindful_midlife_crisisTwitter:  @mindfulmidlife"Like" and "Follow" us on Facebook: The Mindful Midlife Crisis PodcastPlease leave us a 5-Star Review!  Doing so helps other people looking for a podcast like ours find it!We hope you enjoy this week's episode!  If this episode resonates with you, please share it with your friends and family.  If you're really feeling gracious, you can make a donation to https://www.buymeacoffee.com/MMCpodcast. Your donations will be used to cover all of our production costs.Support the show (https://www.buymeacoffee.com/MMCpodcast)

Donna DeBerry is a pioneer for all things fintech, inclusion and diversity. As a VP at Seismic Software, she leads global inclusion strategies that position her company on the world stage. And she'll be sharing how she's transformed the global branding for other brands, like Nike, JPMorgan and Indeed. Alongside her work as CEO of the Central San Diego Black Chamber of Commerce, Donna's an in-demand speaker and winner of numerous awards and recognitions. She's worked on the Oprah Winfrey Show and attributes her incredible drive to her time with the National Football League and United States Olympic Committee. Donna shares why leaders should be chasing diversity, equity and inclusion (DEI) to grow their bottom line, why the difference between equity and equality means everything, and how DEI strategies are crucial for fintech to really make a difference in the world. Follow Donna on: Twitter: @Donna_DeBerry  LinkedIn: donnadeberry You can keep up-to-date with everything WTFinech? at https://workweek.com/brand/wtfintech/ (https://workweek.com/brand/wtfintech/)

In episode #14, Ross converses with Stephanie Cohen, Global Co-Head of Consumer and Wealth Management at Goldman Sachs. Stephanie discusses the importance of giving everyone a voice, and how staying curious and embracing failure can lead a company to rapidly innovate - even an investment bank as large as Goldman Sachs. Prior to assuming her current role, Ms. Cohen was the firm's Chief Strategy Officer, where she drove strategy, Mergers & Acquisitions (M&A), strategic investing and partnerships for the firm. She led Launch With GS, Goldman Sachs' $1 billion investment strategy which aims to increase access to capital and facilitate connections for women, Black, Latinx, and other diverse entrepreneurs and investors, as well as GS Accelerate, the firm's in-house innovation engine. She is also a member of the Global Inclusion and Diversity Committee, serving as a Global Executive Sponsor of the Women's Network.

Is your business globally inclusive, my friend?  In my own business, I'm constantly checking myself to see if the language I use, the practices I have, and the offers I create are not alienating people from parts of the world who I can serve. Of course, this is something that is always evolving and is never truly "done" like checking off a box on a list.  That's why I wanted to bring in the amazing human, Danbee Shin, who is a Global Inclusion Specialist & Website designer to talk about how we can do better, especially after knowing better. Join us as we speak about: What is "Global Inclusion", and what does it look like in our businesses? How we can honour and infuse our multi-layered identities in our businesses Best practices to start (or continue) becoming a more Globally Inclusive business owner And so much more! For the links mentioned in today's episode and to connect with Danbee, please head to: www.MaikeeTsang.com/108 --------------------------------------------------------------- This episode is proudly brought to you by the Ultimate Podcast Guesting (UPG) Workshop Series! This is where you'll learn the holistic 3 step framework to consistently book yourself on aligned podcasts to grow your business. To find out more details, go to: www.MaikeeTsang.com/UPG

Is your business globally inclusive, my friend?  In my own business, I'm constantly checking myself to see if the language I use, the practices I have, and the offers I create are not alienating people from parts of the world who I can serve. Of course, this is something that is always evolving and is never truly "done" like checking off a box on a list.  That's why I wanted to bring in the amazing human, Danbee Shin, who is a Global Inclusion Specialist & Website designer to talk about how we can do better, especially after knowing better. Join us as we speak about: What is "Global Inclusion", and what does it look like in our businesses? How we can honour and infuse our multi-layered identities in our businesses Best practices to start (or continue) becoming a more Globally Inclusive business owner And so much more! For the links mentioned in today's episode and to connect with Danbee, please head to: www.MaikeeTsang.com/108 --------------------------------------------------------------- This episode is proudly brought to you by the Ultimate Podcast Guesting (UPG) Workshop Series! This is where you'll learn the holistic 3 step framework to consistently book yourself on aligned podcasts to grow your business. To find out more details, go to: www.MaikeeTsang.com/UPG

In this week's episode, Billy and Brian talk to Global Inclusion and Diversity Business Leader Ericka Jones about:--what inclusion, diversity, and equity training looks like and how it makes us more aware of our blind spots --how we NEED to use our privilege to ensure people have equitable experiences --how conversations around inclusion, diversity, and equity have evolved over the course of the last year--how her yoga and meditation practices help her have difficult conversations around inclusion, diversity, and equity with others--the consequences of code-switching --the importance of representation and allyship--the role representation has played in her life as a sorority sister at the University of Nebraska and as a Lululemon ambassador --taking action by creating a space to have conversations around inclusion, diversity, and equity through Pause to Ground--why it's been hard for her to say she's a "proud" Nebraska CornhuskerLike what you heard from Ericka Jones?  Contact her at:LinkedIn:  https://www.linkedin.com/in/ericka-jones-1766646/Instagram: @ericka.jones_Thank you for listening to the Mindful Midlife Crisis!Questions? Comments? Suggestions? Topics you want us to cover?Email:  mindfulmidlifecrisis@gmail.comInstagram:  @mindful_midlife_crisisTwitter:  @mindfulmidlife"Like" and "Follow" us on Facebook: The Mindful Midlife Crisis PodcastPlease leave us a 5-Star Review!  Doing so helps other people looking for a podcast like ours find it!We hope you enjoy this week's episode!  If this episode resonates with you, please share it with your friends and family.  If you're really feeling gracious, you can make a donation to https://www.buymeacoffee.com/MMCpodcast. Your donations will be used to cover all of our production costs.If we have money left over after covering our fees, we will make a donation to the Livin Foundation, which is a non-profit organization whose mission is to promote a positive outlook on life, reduce the stigma associated with depression/mental illness, and ultimately prevent suicide through various activities, events, & outreach.Support the show (https://www.buymeacoffee.com/MMCpodcast)

Jessica Peacock presents her view on the meaning of sustainability and how this encompasses HR, inclusion and wellbeing. From changing perceptions of what sustainability means, examples of the connections between teams that often work separately, to Jessica's personal experience of living with ADHD, Jessica shares her work to build inclusion in a green energy company. Asking us to consider the impacts of the word ‘professional' in the context of inclusion, Jessica describes her brilliant ideas for how we could use different language to help us all and effect positive change. Here's a snapshot of a few things we talked about: [4:00] The word impact, what this means in the work of diversity and inclusion and how we measure it [7:43] Changing the perception of sustainability – how inclusion and wellbeing professionals are part of the work [15:06] People-centred aspects of sustainability [23:10] Living with ADHD and the use of the word ‘professional' in the context of inclusion [31:00] The benefits of a consensus-driven organisation [37:15] Replacing the word ‘professional' with phrases for the behaviours we want to see. “I love How HR Leaders Change the World” – if that sounds like you, please consider rating and reviewing our show! This helps us achieve our goal, to reach more of your peers, so we can all contribute to further and faster change. Scroll to the bottom, tap to rate with five stars, and select “Write a Review”. Be sure to let me know what you loved most about the episode! Also, if you haven't done so already, subscribe to the podcast. We'll add a bunch of bonus episodes to the feed and, if you're not subscribed, there's a good chance you'll miss out. Subscribe now! 

Today we're joined by Roianne Nedd, Global Inclusion and Diversity Leader, motivational speaker, and author of ‘The Trusted Black Girl'. Taking us right back to the beginning, Roianne tells us about her childhood within a patriarchal society in Guyana, born to a family with incredible work ethic. Her father part of the second generation free of slavery, her grandmother a descendant of Indian indentured workers - Roianne explains that her multicultural background provided her with a mindset that you can achieve anything if you work hard… and that's exactly what she did. As the conversation progresses, Roianne delves into the elements of her leadership style and how she developed this, including the part active listening plays. Discussing the actions we need to take with regards to diversity and inclusion, Roianne touches on the importance of seeing talent in a different way, and ensuring organisations take time to step back and look at the people they need to bring in for the next generation. Moving on to talk about her book, ‘The Trusted Black Girl', Roianne tells us the concept, including the twists and turns she took while writing, and the philosophical shift that occurred when she realised the audience for the book should not be black women as she'd originally thought. As she recalls being told by colleagues that they would ‘forget she was black', Roianne discusses the realisation that she had transcended race for people, the internal battle this created, and the meaning behind the name of her book. Speaking about the work she does with women in Guyana, the importance of expecting more, the collective courage that drives change and so much more, this show is as powerful as it is inspiring. Listen now.

With priorities including Work-life Balance and Gender Diversity, Emma shares her journey in building inclusion, sharing improvements in people-related metrics driven by change in ‘Everyday Culture'. Describing challenges, programmes of work and successes across the whole of Deloitte's workforce, Emma also provides examples of positive change for groups of talent such as working parents, women, and Millennials. Here's a snapshot of a few things we talked about: [3:20] Becoming a Managing Partner for Talent tasked with Work-life Balance and Gender Diversity priorities [6:20] Working Parent attrition – culture change and employee engagement [12:58] Measuring impact: societal and employee metrics – 50 Million Futures, lower than average attrition and a 41% female partner promotion rate [22:39] The impact of the Pandemic on women in the workplace and the opportunity for HR Leaders to create change whilst recognising the risk of exclusion [27:00] Agile working and the role of managers [30:00] Mental Health – a priority, prior to the Pandemic, and opportunity for employers and CEOs [36: 54] Everyday culture: how you feel, micro-aggressions and allyship Referenced resources: Deloitte Global Gender Impact Report: https://www2.deloitte.com/global/en/pages/about-deloitte/articles/global-gender-impact-report.html Deloitte Can You See Me videos: https://www2.deloitte.com/ch/en/pages/careers/articles/can-you-see-me.html “I love How HR Leaders Change the World” – if that sounds like you, please consider rating and reviewing our show! This helps us achieve our goal, to reach more of your peers, so we can all contribute to further and faster change. Scroll to the bottom, tap to rate with five stars, and select “Write a Review”. Be sure to let me know what you loved most about the episode! Also, if you haven't done so already, subscribe to the podcast. We'll add a bunch of bonus episodes to the feed and, if you're not subscribed, there's a good chance you'll miss out. Subscribe now! 

In this episode of The Copy Dates Podcast, I am so excited to be joined by Danbee Shin, a web designer and copywriter for online coaches. Danbee is passionate about creating a globally inclusive online business industry in the coaching space and beyond, and in this episode we're talking about global inclusion in the online world and how we can be more inclusive and welcoming in our businesses (particularly in our copywriting). Here are a few points I cover: Shifts in the Industry The reasons Danbee feels we lack global inclusion  The importance of analyzing your intentions What global inclusion looks like Tips to bringing global inclusion to your business and copy Danbee's mission and upcoming workshop I hope this episode helps you see the importance of global inclusion in the online business industry. It's so important to be aware of the fact we are building communities with our online businesses. We should make efforts to be as inclusive as possible so everyone can be a part of the community and feel valued! You can check out Danbee's training on “Global Inclusion Basics” here. If you have enjoyed this episode of the podcast, take a screenshot, head on over to Instagram and share your IG stories and tag me, @megantaylor.co   CONNECT WITH MEGAN: INSTAGRAM WEBSITE FACEBOOK   CONNECT WITH DANBEE: Global Inclusion Workshop Instagram Website

On this episode of On the Rocks, our host Emily King chats with Beatrice Opoku-Asare, Director, Talent Management and Global Inclusion & Diversity at Newmont. She has been instrumental in refreshing the company's Global Inclusion and Diversity Strategy and in establishing Newmont as a thought leader in inclusion and diversity within the mining industry. She lives in Colorado with her husband and 2 young kids.Emily & Beatrice talk about accelerating the progress of diversity in mining, recruitment and reshaping the perception around mining. The conversation also focuses on intentional disruption and secret bootcamps.

BLURB: The coronavirus has spurred a huge economic downturn in the nation, leaving countless colleges and universities with no choice but to tighten their budgets. With these institutions cutting their spending, how will they be able to maintain their work in diversity and inclusion?  Diverse: Issues In Higher Education explores this question and more in its final segment in a series of online discussions, originally hosted by Diverse and CoopLew last May. Join in on the conversation among university leaders and diversity professionals in this two-part webcast moderated by editor-at-large Dr. Jamal Watson. You will quickly notice that the questions addressed in this webcast remain relevant as the pandemic continues.    PANELISTS:  Panel 1: Dr. Walter Bumphus, President, American Association of Community Colleges  Dr. Timothy D. Sands, President, Virginia Tech  Dr. David K. Wilson, President, Morgan State University Panel 2:  Dr. Lisa M. Coleman, Senior VP for Global Inclusion and Strategic Innovation, New York University  Dr. Ken D. Coopwood, Co-Founder, CoopLew  Dr. William T. Lewis, Co-Founder, CoopLew  Dr. Debra Joy Pérez, Senior VP for Organizational Culture, Inclusion and Equity, Simmons University   KEY POINTS / MAIN TAKEAWAYS: What is being done to address minority and low-income students?  How do we maintain diversity in hiring and searching practices during COVID-19? How can we ensure diverse employment for faculty and graduate students? How do we budget amid financial challenges brought on by COVID-19?  The importance of formulating and committing to a strong strategic plan.  Should institutions consider surveying students and faculty to better understand their needs?  How can we support international students struggling from the effects of COVID-19?  How do we discern equity versus equality in online education?  How will DEI practitioners stay relevant in the COVID-19 era if academics aren't in our portfolio?  What is the future paradigm for diversity professionals in higher education?    QUOTABLES: “What I would say to the philanthropic community is make investments in the students that can least afford to remain in college and cross the finish line, if you want to see, ultimately, a more diverse, inclusive and competitive society.”  “We've got to continue to keep our eye on what's going on with student success and diversity. Because if you've got diversity only and you don't couple that with student success and high expectations for all of your students, it's all for naught anyway.”     PRODUCTS / RESOURCES: As Universities Tighten Budgets During the Coronavirus, What Will Happen to Diversity Initiatives? Read the article here: https://diverseeducation.com/article/177074/ Disruption and Digital Generational Literacy: Are You Ready? Read the article here: https://diverseeducation.com/article/174280/ Visit the Diverse: Issues In Higher Education website: https://diverseeducation.com/ Or follow us on social media: Twitter: https://twitter.com/diverseissues Instagram: https://www.instagram.com/diverseissuesinhighereducation/ Facebook: https://web.facebook.com/DiverseJobs?_rdc=1&_rdr LinkedIn: https://www.linkedin.com/company/diverse-issues-in-higher-education/       Diverse: Issues In Higher Ed's In The Margins is edited by Instapodcasts (visit at www.instapodcasts.com)

This episode features an interview with Dr. Joan Prince, Vice Chancellor at the University of Wisconsin-Milwaukee, and Chief Administrator for the Divisions of Global Inclusion and Engagement in Partnership and Innovation. Discover how the University of Wisconsin-Milwaukee has ensure that education continues in a safe manner during the COVID-19 pandemic. Dr. Prince also shares her thoughts about how the killing of George Floyd has informed the diversity, equity and inclusion efforts within the university, as well as lessons that she's learned along the way in her career.

Nellie Borrero is the Global Inclusion and Diversity Managing Director at Accenture. She's been at the company for 30 years, and it's her passion for making a difference what really drives her. In this episode, Nellie tells us about her career journey, how she turned a tough situation into a big opportunity to make a difference in her company, her advice for speaking up and tips to improve self-awareness.