Podcasts about how dei

Welcome back to the Attract & Stand Out podcast!In this episode, I'm chatting with the incredible Michele Risa, CEO of Collaborative Solutions. Michele takes us on a journey—from her early days in the corporate world to launching her own business back in 1991 (before entrepreneurship was even a buzzword!). She opens up about what it really means to follow your heart, trust yourself, and build a business that reflects who you are at your core.We dive into so many powerful topics—why collaboration always wins over competition, the real work behind diversity, equity, and inclusion, and how trust is the true foundation of great leadership. Michele also shares stories from working internationally and offers such grounded wisdom on staying resilient and growing with intention over the long haul.If you're a leader who wants to make an impact by showing up as your full, authentic self—you're going to love this conversation.Here's what we cover:00:00 – Welcome & guest intro00:30 – Michele's leap from corporate to entrepreneurship02:56 – Why collaboration is the future04:50 – How DEI creates stronger businesses08:20 – What it takes to lead with authenticity11:47 – Michele's biggest lessons from decades in business18:45 – Navigating challenges with resilience26:58 – Rapid fire Qs + final takeawaysLet's dive in!

We covered topics - Your journey into DEI- What impact do you want to create?- Businesses can save or sell to make more money- How DEI initiative can be directly linked to Retention- Leadership Development- Infusing DEI in the DNA of business- Example of Gaps in the DEI policies- Drive Business Performance in DEI- Opportunity Cost & Relationship Building- Which service can you deliver in a week?- What is your take on the ROI of DEI?- How many leads do you get per month?- Flywheel Effect----Important LinksGuest - LinkedIn (https://www.linkedin.com/in/vicbaker/) Website - equitify.us----Download the white paper ROI of DEI, ⁠click here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikram@73bit.com⁠

In the wake of a crackdown by the Trump administration on universities with threats to withhold funding following protests on campuses, Manveen Rana talks to Times columnist and a self-described free speech absolutist and academic Sir Niall Ferguson. This podcast was brought to you thanks to the support of readers of The Times and The Sunday Times. Subscribe today: http://thetimes.com/thestoryGuest: Sir Niall Ferguson, historian and Times columnist. Host: Manveen Rana. Producers: Emily Webb and Edward Drummond.Further reading: How DEI, cancel culture and bad boards are killing our universitiesClips: National Conservatism, Fox News, MSNBC, NBC News, CBS News, ABC News, Forbes.Photo: Getty Images.Get in touch: thestory@thetimes.com Hosted on Acast. See acast.com/privacy for more information.

This week, we welcome guest Hope and discuss: • Freddie Gibbs' life • Anthony Mackie's views on American men being stronger than European men • Cam'ron's issues in the UK • What is rare groove • Pronouncing Nigerian names properly • Red Bull Culture Clash • The fallout from last episode's controversy • Stavros corrects himself from last week • Stats of young male adults in school, mental health & work • How society has changed for young men • How DEI can cause issues • When equality goes in the opposite direction • How having a baby affects work for a woman • Men, women and trust they have for each other • The pros and cons of having children at different ages • Living up to the idea of being a good parent • #StavrosSays : Netflix's Adolescence [https://www.netflix.com/watch/81756069?source=35] Connect with us at & send your questions & comments to: #ESNpod so we can find your comments www.esnpodcast.com www.facebook.com/ESNpodcasts www.twitter.com/ESNpodcast www.instagram.com/ESNpodcast @esnpodcast on all other social media esnpodcast@gmail.com It's important to subscribe, rate and review us on your apple products. You can do that here... www.bit.ly/esnitunes

We explore the evolving conversation around Diversity, Equity, and Inclusion (DEI) and whether its future is at risk. We dive into the backlash against DEI, what is driving these changes, and how leaders can approach this complex topic with a systemic lens. We have also discussed the latest advancements in brain-computer interfaces, the concept of mental wealth, and strategies to enhance leadership effectiveness. SHOWNOTES are here Key Quotes “More brains equal more magic. DEI is about systemic change, not just representation.” – Zoë Routh “The real question isn't whether DEI should exist but how it should evolve.” – Zoë Routh “Bias exists. The question is: what systems are we creating to counteract it?” – Zoë Routh Questions Asked 1. How can organisations ensure DEI initiatives drive real change rather than just optics? 2. How do we balance meritocracy with systemic fairness? 3. Are organisations addressing deep-rooted structural issues, or simply applying band-aid solutions? 4. How can we create more inclusive work environments without tokenism? 5. What are practical strategies to counteract cognitive biases in hiring and promotions? Take Action 1. Evaluate your organisation's DEI policies. Are they creating meaningful change or just checking boxes? 2. Experiment with bias-free recruitment. Anonymise applications and assess the impact. 3. Read Tim Urban's book “What's Our Problem?” to understand the broader political and social dynamics around DEI. Tip of the Week Review the collaboration self-checklist - available for subscribers only. Join the community here. You'll get 40 book summaries and recommendations on Leading Strategy and Performance, along with a special secret audio from my award-winning book, People Stuff. Key Moments 00:00 - Welcome back to the show 00:45 - Brain-computer interfaces and the latest technology trends 05:30 - The concept of mental wealth and performance 09:45 - The growing backlash against DEI: What's happening? 14:20 - The meritocracy debate: Does it hold up? 19:15 - How DEI initiatives can move beyond optics to systemic change 25:00 - The role of leadership in fostering truly inclusive workplaces 30:10 - Book recommendation: "What's Our Problem?" by Tim Urban 35:00 - Closing thoughts and action steps Power Games Kickstarter Campaign, sign up here: www.zoerouth.com/power-games MagicMind Nootropic: They have a limited offer you can use now, that gets you up to 48% off your first subscription or 20% off one-time purchases with code TFLPOD20 at checkout. You can claim it at: https://www.magicmind.com/TFLPOD #leadershiptips #DEI #leadershipdevelopment #futureofwork

In this episode, Chrysta Wilson, founder of Wilson and Associates Coaching & Consulting, shares her insights into the challenges DEI efforts face today. We begin with an overview of how DEI has become a political battleground, examining how corporate and governmental entities are rolling back initiatives and what that means for marginalized communities.We talk about the misconceptions surrounding DEI, how it's often weaponized, and why systemic changes are essential beyond surface-level diversity hiring. She also breaks down the impact of recent policy changes and how they shape workplace culture, leadership decisions, and opportunities for historically underrepresented groups.Key Takeaways:The current state of DEI and its politicization.How DEI efforts have been weaponized and misunderstood.The systemic roots of inequality beyond just hiring practices.The impact of policy changes on workplace culture and leadership.Strategies for moving forward and keeping DEI efforts effective.Timestamps:00:00 Welcome Back and Introduction to Chrysta Wilson01:52 Chrysta Wilson's Background and Expertise03:17 Current Events and Community Impact06:13 Diversity, Equity, and Inclusion Under Attack09:35 Systemic Issues and Personal Experiences23:51 The Importance of DEI and Meritocracy27:31 Impact on Black-Owned Businesses27:53 Corporate DEI Commitments28:37 Ben & Jerry's and Corporate Values30:10 Costco's DEI Stance31:18 Future of DEI in Companies32:57 Navigating DEI Challenges34:22 Cultural Competency in the Workplace37:51 Adapting DEI Strategies41:29 Emotional Impact on Marginalized Communities47:47 Closing Thoughts and Resources"True DEI work isn't just about hiring—it's about dismantling the systems that created inequality in the first place."If you enjoyed the show and you want to join our community of other women of color who are embracing their voice head over to https://embracingyourvoicepod.com/Connect with Atima on:InstagramLinkedinChrysta Wilson Chrysta Wilson, MPA, PCC, is a DEI expert and organizational culture change consultant who is committed to empowering leaders to create equitable and inclusive workplaces. She is the founder of Wilson and Associates Coaching and Consulting, LLC, a 16-year-old consulting firm, host of the Recipe for Transformation Podcast, and creator of The School For Transformation which houses e-learning programs such as Disrupt Your DEI and DEI Dinner Party.Wilson and Associates: https://www.wilson-and-associates.com/Receipe for Transformation Podcast: https://podcasts.apple.com/us/podcast/a-recipe-for-transformation/id1645889391Enjoyed this episode? Subscribe to Embracing Your Voice on Apple Podcasts, Spotify, or Google Podcasts. Leave a review to help us reach more listeners!#DEI backlash, #diversityandinclusion, #workplaceequity, #corporateDEIpolicies, #systemicinequality, #DEI strategy, #leadershipandinclusion

Nicola Newby  After 25 years at GSK, in a variety of positions including director level operations management and co-chair of the Women's Leadership Initiative (WLI), Nicola has taken voluntary redundancy to explore ‘what's next?' in her own career and has already taken a voluntary board position with the Healthcare Businesswomen's Association (HBA).  In this episode we talk about:  How DEI has evolved over time and the move towards allyship and gender equity for all. Sage advice on handling change and redundancy in the workplace and seeing opportunity in the uncertainty. The magic triangle of health – wealth – time.    Connect with Nicola  LinkedIn: https://www.linkedin.com/in/nicolanewby/  Kickstart your Intentional Careers Journey  Take the Career Accelerator Scorecard: https://scorecard.intentional-careers.com/strategy  Register for a free Intentional Careers™ workshop: https://intentional-careers.com/workshop/  Read The Book 'Intentional Careers for STEM Women': Amazon link here   Connect with Hannah  https://hannahnikeroberts.com/  www.linkedin.com/in/hannahrobertscoaching  www.facebook.com/drhannahroberts  X (Twitter) @HannahNikeR  Instagram @drhannahroberts 

Organizational Disruptor, Dr. Lauran Star shares her journey from dyslexic student, to trauma medic, to DEI advocate. Dr. Lauran Star, an organizational disruptor and advocate for neurodiversity and accessibility, shares her journey from being a dyslexic student, to becoming a veteran, trauma medic, and a leading figure in diversity, equity, and inclusion. She discusses the importance of accommodations for neurodivergent individuals, the evolution from equality to equity in the workplace, and how organizations can better support all employees. Lauran emphasizes the need for leaders to recognize and value the unique strengths each employee brings and the business benefits of doing so. The conversation also touches on personal stories, practical solutions, and the importance of authentic leadership in fostering an inclusive environment.BIODr. Lauran Star understands organizations culture and the impact and challenges of Inclusion, Diversity, and Equity your organization may be facing and has evidence-based solutions with proven outcomes. ​​She is known for uncovering blind spots to achieve optimal performance and enhanced retention. Dr. Star dives in where others tread lightly yet is insightful, warm, and approachable. Dr. Lauran Star has over two decades driving evidence-based inclusion, diversity, and equity in STEM and Healthcare. She has worked with executive/senior leadership, human resource management, and employees with several Fortune 500 companies; helping them create an inclusive organizational culture that thrives in today's business.CHAPTERS3:45 - How did you come to be an organizational disruptor?9:30 - Dyslexia diagnosis18:20 - Why blue paper?20:40 - Lauran's history of dyslexia and the authorities' right to diagnose24:10 - There's no such thing as a perfect child30:22 - The reluctancy to honor accommodations36:12 - How to make organizations listen?43:33 - Catering to everyone, not just the majority45:00 - Equity vs. Equality49:34 - Why speaking up matters57:00 - How DEI affects productivity59:20 - Formula for DEILINKSEvidence Based Inclusion It's Time to Focus on the Right Needle - by Dr. Lauran StarUltranauts CompanyDr. Lauran Star's WebsiteIMAGE CREDITS (see images on Youtube video)Rajesh Anandan Headshot - Clare KumarClare Kumar Hidden Disabilities pose - Clare KumarHidden Disabilities cards - Clare KumarEvidence-Based Inclusion: It's Time to Focus on the Right Needle - Amazon.caOther Images and Video - CanvaSpeechify logo - SpeechifyLauran Star photo pose - drlauranstar.comKamala Harris - WikiLearn more about and follow Lauran:TwitterLinkedInWebsite

Excited to be kicking off series 9 of The Business of Being Brilliant podcast with a great line-up of business leaders and experts. We talk about reimagining the office; seeing problems differently; setting leaders up for success, not boxing people in and more. This week, Audra jenkins, Global Chief Equity Officer at Randstad, and I cast our eyes over the DEI landscape and dive into some big questions:

On today's Connected, Greg sits down with Cheryl Thompson, founder and CEO of the Center for Automotive Diversity, Inclusion, and Advancement (also known as CADIA). Cheryl has had a 30+ year career in automotive, primarily working with the Ford Motor Company. Her time in this industry has taught her a lot about leadership, DEI, and the value of automotive careers. Greg and Cheryl discuss: -How to make the automotive industry a destination for career seekers. -How to broaden the talent pool in automotive with people of all backgrounds. -How DEI initiatives have positively impacted the auto industry.

In this episode, JoDee and Susan discuss diversity, equity, and inclusion in the U.S. today with Joelle Emerson, Co-Founder and CEO of Paradigm. Topics include: How DEI is perceived in the U.S. workplace today What business leaders should be thinking about right now when it comes to DEI The biggest misconception about DEI Pushback against organizations' DEI efforts The risk of not dealing with some of the backlash from employees, investors, and political figures regarding DEI What HR professionals and business leaders can do to combat the DEI backlash What's working right now in advancing DEI efforts in organizations Belonging as a strategy In this episode's listener question, we're asked about how we selected our theme music. In the news, the mean distance from home to work has increased from 10 miles to 27 miles since 2019. Full show notes and links are available here: https://getjoypowered.com/show-notes-episode-200-dei-in-todays-work-environment/ A transcript of the episode can be found here: https://getjoypowered.com/transcript-episode-200-dei-in-todays-work-environment/ To get 0.50 hour of SHRM recertification credit, fill out the evaluation here: https://getjoypowered.com/shrm/ Connect with us: @JoyPowered on Instagram: https://instagram.com/joypowered @JoyPowered on Facebook: https://facebook.com/joypowered @JoyPowered on LinkedIn: https://linkedin.com/company/joypowered Sign up for our email newsletter: https://getjoypowered.com/newsletter/ 

John Sailer, researcher at the National Association of Scholars, joins Mark Reardon to discuss his latest Wall Street Journal piece headlined "How DEI becomes Discrimination."

Hour 3: John Sailer, researcher at the National Association of Scholars, joins Mark Reardon to discuss his latest Wall Street Journal piece headlined "How DEI becomes Discrimination." Then, Mark and Sue bring you Biden Watch, as the President delays his "Big-Boy" press conference.

Amna Khalid is an Associate Professor in the Department of History at Carleton College. In this episode, Amna discusses: 1. How DEI is hurting us 2. Donald Trump 3. New Legislation which would prevent discussion around The Holocaust YouTube: https://www.youtube.com/@jakenewfield Spotify: https://open.spotify.com/show/4k9DDGJz02ibpUpervM5EY Apple Podcasts: https://podcasts.apple.com/us/podcast/for-the-sake-of-argument/id1567749546 Twitter: https://twitter.com/JakeNewfield --- Support this podcast: https://podcasters.spotify.com/pod/show/jake-newfield/support

Aashna Parikh is a Diversity, Equity, and Inclusion (DEI) consultant and inclusive marketing specialist based in India. Living with cerebral palsy and learning disabilities, she has consulted and collaborated with Forbes-listed and Fortune 500 companies across diverse sectors such as Fintech, Sustainability, Agriculture, and Technology. A strong advocate for neurodiversity, disability, and gender, she examines these issues through an intersectional lens.   During this episode, you will hear Aashna talk about: What was it like growing up and going to school with cerebral palsy and learning disabilities Living with disabilities in a world where people tell her she “doesn't look disabled” The type of work that she does as a DEI consultant Her thoughts on DEI through an intersectional lens How DEI is addressed in different countries Her advice for requesting accommodations at work and in job interviews Connect with Aashna on LinkedIn or via email at aashnacparikh at gmail.com . Watch the video of this interview on YouTube. Read the episode transcript. Follow the Beyond 6 Seconds podcast in your favorite podcast player. Subscribe to the FREE Beyond 6 Seconds newsletter for early access to new episodes. Support or sponsor this podcast at BuyMeACoffee.com/Beyond6Seconds! *Disclaimer: The views, guidance, opinions, and thoughts expressed in Beyond 6 Seconds episodes are solely mine and/or those of my guests, and do not necessarily represent those of my employer or other organizations.*

80 years after D-Day, we reflect on the bravery and patriotism of those who stormed the beaches of Normandy. Three people-powered initiatives take effect today. Governor Jay Inlsee plans to take his climate grift to the very end. How DEI is putting patients at risk. An ode to the American flag from a local mayor. 

https://www.youtube.com/watch?v=s_yz-9X11ck Podcast audio: In this episode of New Ideal Live, Onkar Ghate and Nikos Sotirakopoulos discuss why and how DEI has become so dominant in American institutions, from universities to corporate businesses, despite its questionable nature. Among the topics covered: How DEI is sold as a form of justice for historically marginalized groups; How “diversity” relies on a package deal; How “inclusion” results in moral relativism; How “equity” means equality of results irrespective of merit; Why business leaders are unable to resist DEI despite its impracticality. This episode was broadcast live on May 22, 2024. Listen and subscribe from your mobile device on Apple Podcasts, Google Podcasts, Spotify or Stitcher. Watch archived podcasts here.

0:00 - Jason Riley, dad of Laken, on the TODAY show   12:44 - Bloodbath   32:12 - Murthy v. Missouri oral arguments   53:25 - Jim Iuorio, host of “The Futures Edge Podcast”, breaks down the Bring Chicago Home Initiative on today's ballot. Follow Jim on X for podcast updates and more! @jimiuorio   01:08:40 - In-depth History with Frank from Arlington Heights   01:11:12 - Loyola Academy response to Wheel of Privilege class   01:34:39 - Ted Dabrowski, president at Wirepoints: Privilege, affinity and equity: How DEI is playing out in Illinois schools. Check out Ted's latest wirepoints.org   01:50:17 - Professor of Law at Yale Law School and an expert on constitutional law & the First Amendment, Jed Rubenfeld, on Justice Jackson's comments at yesterday's SCOTUS hearing "One of the most worrisome, troublesome statements at an oral argument I've ever heard" 02:05:01 - Senior Writer at RealClearInvestigations and Book Editor at The Federalist, Mark Hemingway: 2024 Is Shaping Up To Be The ‘We Were Right About Everything' ElectionSee omnystudio.com/listener for privacy information.

Preorder Glenn's forthcoming memoir, Late Admissions: Confessions of a Black Conservative ... Why Glenn wrote a memoir (and why you should order it now) ... A ringing endorsement from John ... What does Martin Luther King Jr. Day mean in 2024? ... Preserving King's belief in “the content of our character” ... What would King say to Claudine Gay? ... King's radicalism ... John: Being against DEI does not make you a racist ... The Tabia Lee affair at De Anza College ... How Claudine Gay should have reacted to the plagiarism scandal ... Glenn: “The DEI movement is hoist on its own petard” ... How DEI's dominance has improved John's home media set-up ... John's upcoming cabaret show ...

Preorder Glenn's forthcoming memoir, Late Admissions: Confessions of a Black Conservative ... Why Glenn wrote a memoir (and why you should order it now) ... A ringing endorsement from John ... What does Martin Luther King Jr. Day mean in 2024? ... Preserving King's belief in “the content of our character” ... What would King say to Claudine Gay? ... King's radicalism ... John: Being against DEI does not make you a racist ... The Tabia Lee affair at De Anza College ... How Claudine Gay should have reacted to the plagiarism scandal ... Glenn: “The DEI movement is hoist on its own petard” ... How DEI's dominance has improved John's home media set-up ... John's upcoming cabaret show ...

On our last few episodes of the Inclusion in Progress podcast, we've been sharing examples of the types of diversity, equity and inclusion (DEI) work we've done with client partners.    In today's episode, we're speaking with Paul Barber, Vice President of Human Resources at Listrak. He oversaw the transition of the organization from a primarily office-based culture to a remote-first company and partnered with Team IIP to help address the needs of their distributed teams in a rapidly changing work environment.    We also supported Listrak with establishing DEI baselines for the organization, as well as gathered anonymous data and insights that were key to delivering equitable talent strategies for their employees.   In our conversation, we discuss:  How Paul first got into DEI work and how he has witnessed the changes in how leaders and employees engage with the conversation in the workplace over the last three decades Why he recommends that HR and People leaders partner with an external consultant and how our data provided the foundation for his organizational priorities at Listrak His thoughts on why DEI work is a journey that will only grow in importance over the next few years — and why leaders must continue to implement it in a way that fits their organizational journey   If you want to partner with IIP to create more equitable, effective teams in your hybrid workplace — email info@inclusioninprogress.com to book a free no-pressure consultation with our team.  In This Episode: [7:13] How external validation from contractors helped reinforce the importance of diversity, equity, and inclusion efforts in an organization, particularly in securing support from senior management and the finance department. [9:00] How DEI efforts help organizations keep their people and implement data backed recommendations, resulting in hiring internationally and keeping teams intact. [14:00] The importance of leadership buy-in and external partnerships for successful DEI work. Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.linkedin.com/company/inclusion-in-progress   Learn more about Paul Barber. Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”. Download our 2023 Executive Roundtable Findings. Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training. Learn how to leave a review for the podcast.  

Our medical community stretches far and wide, with experts that wear many hats. One prevalent group making an impact on the future of childhood medicine is our pediatric trainees. In 1989, the American Academy of Pediatrics (AAP) founded the Section on Pediatric Trainees with a goal to empower and enable pediatric trainees to be strong leaders and advocates for the health and well-being of children. This group aims to be the central source of information, education, and networking for their peers. With over 16,000 members to date, medical students, residents, and fellowship trainees are learning to make a difference in the lives of each child they work with. We recorded this episode at the 2023 AAP National Conference and Exhibition, which couldn't have served as a more perfect place to discuss this topic. “For the medical students listening out there, if you have any interest or if you think you know what specialty you're interested in, just going to these conferences and getting plugged in with these organizations really opens your eyes to a lot of networking opportunities,” Amundam Mancho, MD, MPH, says. Today we are joined by Dr. Mancho, a resident physician at Boston Children's Hospital and Boston Medical Center. She also leads the Section on Pediatric Trainees as the executive coordinator on equity, diversity, and inclusion, or DEI. DEI work is central to her advocacy, and she hopes to expand opportunities for other students making their way through their medical education. “We want trainees to feel like even though that representative isn't necessarily there, that people feel empowered they feel culturally competent and also have that understanding to recognize differences that our patients bring to the space,” Dr. Mancho says. Some highlights from this episode include:   How DEI plays a role within the Section on Pediatric Trainees  Exposing medical students and residents to advocacy opportunities within pediatrics  The benefits organizations like AAP can provide for medical students   For more information on Children's Colorado, visit: childrenscolorado.org   

Topics include: 1)How DEI may have ruined the Air Force Academy permanently; 2)Va dems could lose control of the state Senate after revelations surface one senator lied about her address; 3)Federal judge blocks ATF from arresting millions of law abiding gun owners; 4)Pro-Hamas protesters show up at Biden's Delaware residence. Meanwhile, Israel and the IDF continue to decimate Hamas terrorists, and 5)US women's pro soccer player goes down in a fluke injury for her last game and says it proves God isn't real, while NFL QB CJ Stroud praises God for his grace and mercy on and off the field. More: www.TheCarljacksonshow.com Facebook: https://www.facebook.com/carljacksonradio Twitter: https://twitter.com/carljacksonshow Parler: https://parler.com/carljacksonshow http://www.TheCarlJacksonPodcast.comSee omnystudio.com/listener for privacy information.

Topics include: 1)How DEI may have ruined the Air Force Academy permanently; 2)Va dems could lose control of the state Senate after revelations surface one senator lied about her address; 3)Federal judge blocks ATF from arresting millions of law abiding gun owners; 4)Pro-Hamas protesters show up at Biden's Delaware residence. Meanwhile, Israel and the IDF continue to decimate Hamas terrorists, and 5)US women's pro soccer player goes down in a fluke injury for her last game and says it proves God isn't real, while NFL QB CJ Stroud praises God for his grace and mercy on and off the field. More: www.TheCarljacksonshow.com Facebook: https://www.facebook.com/carljacksonradio Twitter: https://twitter.com/carljacksonshow Parler: https://parler.com/carljacksonshow http://www.TheCarlJacksonPodcast.comSee omnystudio.com/listener for privacy information.

In this episode, Jonathan Lacey, FBI Special Agent now Consultant, discusses how to negotiate and have difficult conversations about DEI & Security. 3 Takeaways: 1. How to hone complex and challenging conversations. 2. How DEI promotes brand recognition. 3. Communication as a means of connection. We discuss: 1. Inclusion includes you, no matter your race, ethnicity, or color. 2. How to be heard via active listening. 3. Implement DEI & Security methodology for physical safety. Follow Jonathan Lacey on LinkedIn https://www.linkedin.com/in/jonathan-lacey/ Principal, Security & Training Solutions LinkedIn page https://www.linkedin.com/company/security-and-training-solutions/ Security of Buffalo website http://www.securityofbuffalo.com/ info@securityofbuffalo.com mailto:info@securityofbuffalo.com

In this episode, Jonathan Lacey, FBI Special Agent now Consultant, discusses how to negotiate and have difficult conversations about DEI & Security. 3 Takeaways: 1. How to hone complex and challenging conversations. 2. How DEI promotes brand recognition. 3. Communication as a means of connection. We discuss: 1. Inclusion includes you, no matter your race, ethnicity, or color. 2. How to be heard via active listening. 3. Implement DEI & Security methodology for physical safety. Follow Jonathan Lacey on LinkedIn https://www.linkedin.com/in/jonathan-lacey/ Principal, Security & Training Solutions LinkedIn page https://www.linkedin.com/company/security-and-training-solutions/ Security of Buffalo website http://www.securityofbuffalo.com/ info@securityofbuffalo.com mailto:info@securityofbuffalo.com

How DEI, Diversity, Equity and Inclusion are going to ruin business, and our military

A brand new professional development podcast from the City Bar where we talk with lawyers about seizing opportunities, learning lessons the hard way, and about what makes them tick. Search for the This Lawyer's Life feed wherever you listen and subscribe! Gregory Binstock, City Bar Director of Professional Development, sits down with Ellen Holloman, a Partner in Cadwalader's Global Litigation Group. Tune in to learn more about: • How learning flows both ways in Ellen's mentor/mentee relationship • How leaders should approach lessons in DEI that come from a new generation of attorneys who are at the bottom of the firm hierarchy • How Ellen has navigated unsupportive encounters while seeking supportive spaces • How DEI contributes to winning litigation • How Ellen makes pro bono and service core elements of her career

In this episode, we dive into the importance of Diversity, Equity, and Inclusion (DEI) in the business world and its impact on Black entrepreneurs. Our guest, Daniel Oppong, Founder of The Courage Collective and Boundless, shares valuable insights on understanding and implementing DEI principles in businesses. From the meaning of DEI to the benefits of a holistic and human-centered approach, Daniel provides practical strategies and examples that can help entrepreneurs create inclusive and equitable environments.   DURING THIS EPISODE YOU'LL LEARN: The definition of DEI and its significance in the context of business How DEI specifically benefits Black entrepreneurs and helps overcome barriers Practical examples of how DEI can be applied in various aspects of business operations The importance of designing a culture that ensures a meaningful experience for employees How to integrate DEI principles into business practices and promote sustainable change Creating an environment where people can thrive and holding organizations accountable Strategies for entrepreneurs to navigate challenges, embrace DEI, and thrive in their businesses   About Daniel Oppong: Daniel Oppong is the Founder of The Courage Collective, a Diversity, Equity and Inclusion Consultancy that takes a strategic, holistic, and human-centered approach to DEI work. He is also the Founder of Boundless, a platform designed to create access for Black & Brown individuals pursuing career opportunities in Marketing, Consulting, and Tech.   With a background in Entrepreneurship, Venture Capital, Tech, Education, Consulting, and the Nonprofit Sector, Daniel brings a wealth of experience and knowledge to the conversation. He holds a Bachelor's degree in Education and a Master's degree in Organizational Leadership. Daniel is passionate about creating better workplaces, humanizing the DEI conversation, and empowering individuals to bring impactful ideas to life. Don't miss out on the resources mentioned in this episode by checking out the show notes at blacktobusiness.com/151 Thank you so much for listening! Please support us by simply rating and reviewing our podcast!   RSVP to attend our Black Men Who Lead panel → blackmenwholead.com    Got a question? We'd love to answer it in an upcoming Q&A. Simply record your quick question → https://blacktobusiness.com/QA    Connect with us on Instagram:  https://www.instagram.com/blacktobusiness/    Don't miss an update! Sign up for our weekly newsletter: https://blacktobusiness.com/mailinglist

BRADLEY THAYER, Director of China Policy, Center for Security Policy, Author, How China Sees the World  MAC WARNER, West Virginia Secretary of State What is West Virginia doing to ensure "voter confidence" remains high? What role did U.S. 3 letter agencies play in the 2020 presidential election? Potential issues of voter fraud in 2020 ELAINE DONNELLY, Founder and President, Center for Military Readiness The most recent Executive Order signed by President Biden on "diversity, equity and inclusion (DEI)" Why the DoD can't be treated like other "equal opportunity employers" How DEI ties directly into Critical Race Theory

Request A Customized Workshop For Your Company https://www.americannegotiationinstitute.com/services/workshops/ In this episode, Jonathan Lacey, FBI Special Agent now Consultant, discusses how to negotiate and have difficult conversations about DEI & Security. 3 Takeaways: 1. How to hone complex and challenging conversations. 2. How DEI promotes brand recognition. 3. Communication as a means of connection. We discuss: 1. Inclusion includes you, no matter your race, ethnicity, or color. 2. How to be heard via active listening. 3. Implement DEI & Security methodology for physical safety. Follow Jonathan Lacey on LinkedIn https://www.linkedin.com/in/jonathan-lacey/ Principal, Security & Training Solutions LinkedIn page https://www.linkedin.com/company/security-and-training-solutions/ Security of Buffalo website http://www.securityofbuffalo.com/ info@securityofbuffalo.com mailto:info@securityofbuffalo.com Follow Kwame Christian on LinkedIn https://www.linkedin.com/in/kwamechristian/ The Ultimate Negotiation Guide https://www.americannegotiationinstitute.com/guides/ultimate-negotiation-guide/ Click here to buy your copy of How To Have Difficult Conversations About Race! https://www.amazon.com/Have-Difficult-Conversations-About-Race/dp/1637741308/ref=pd_%5B%E2%80%A6%5Df0bc9774-7975-448b-bde1-094cab455adb&pd_rd_i=1637741308&psc=1 Click here to buy your copy of Finding Confidence in Conflict: How to Negotiate Anything and Live Your B https://www.amazon.com/Finding-Confidence-Conflict-Negotiate-Anything/dp/0578413736/ref=sr_1_1?crid=2PSW69L6ABTK&keywords=finding+confidence+in+conflict&qid=1667317257&qu=eyJxc2MiOiIwLjQyIiwicXNhIjoiMC4xNCIsInFzcCI6IjAuMjMifQ%3D%3D&sprefix=finding+confidence+in+conflic%2Caps%2C69&sr=8-1

In this episode of New Ideal Live, Onkar Ghate and Elan Journo discuss the heckling and public shaming of Judge Stuart Kyle Duncan by Stanford Law School (SLS) students and the school's associate dean of diversity, equity and inclusion (DEI) at a Federalist Society (FedSoc) event. Ghate and Journo delve into the viral video of the event, Stanford's letter apologizing to the judge, and the philosophic implications of both. Among the topics covered: How the “heckling incident” at SLS provides a window on DEI ideology on campuses; How the Stanford associate dean's remarks at the event represent the way DEI ideology functions as a religious orthodoxy; How DEI ideology treats subjective feelings of harm as though they were objective rights violations; Why DEI ideology is incompatible with the requirements of university education; How Stanford's apology letter defends free speech and apologizes to the judge; How the apology letter shows that DEI orthodoxy is incompatible with viewpoint diversity; SLS's plan to hold sessions presenting the current laws on free speech while welcoming dissenting perspectives on those laws; How to evaluate the judge's conduct within the context of this controversy. Mentioned in this podcast and relevant to the discussion are the video of the incident and the subsequent letter from the dean of the SLS. The podcast was recorded on March 31, 2023. Listen to the discussion below. Listen and subscribe from your mobile device on Apple Podcasts, Google Podcasts, Spotify or Stitcher. Watch archived podcasts here. https://youtu.be/OJzFS3RmM80 Podcast audio:

"So many organizations want to sell ESG solutions, but very few have their own ESG statements, goals, or positions. If you don't want it, why would I?"—Mandi WedinHighlightsJoe's introduction (1:05)Mandi's introduction (2:01)ESG+R and why we care (4:21)How DEI fits into ESG+R (12:26)Greenwashing from the investor's perspective (17:01)Green bonds (22:15)More transparency in the EU (28:23)How ESG+R pressures are impacting the smart building market (32:38)Macro market update (40:21)The best strategies for the technology marketplace right now (47:51)Carveouts (59:33)You can find Mandi and Joe on LinkedIn.Watch on YouTube or read on the web.Get full access to Nexus.

How can diversity drive innovation and inspire solutions? How can leaders unlock all of the innovation potential of their diverse teams? Frans Johansson is an entrepreneur, best-selling author, acclaimed international speaker, and leading thinker on the intersection of diversity and innovation. In this episode, we spoke with him about:How DEI unearths creativity and innovation in the workplaceWhy we're entering the great recombination eraSpecific actions leaders can take to cultivate innovationAt Metlife, we are committed to diversity, equity and inclusion and we believe making a difference in the lives of our customers, community, and the world around us is #AllTogetherPossible. Learn more and join us at MetLife.com.Subscribe to our podcast. Rate and leave us a review.Produced by Hueman Group Media.

There's a lot going on in healthcare. There's so much change, so many moving parts, and so many new ideas popping, it can feel overwhelming. That's why the 2023 ACHE Congress on Healthcare Leadership—coming up March 20-23 in Chicago—is a perfect “time-out” for busy leaders. It provides a chance to network with peers, solve problems, form new partnerships, and build a much-needed sense of community with likeminded people. Plus, it's hard to beat the energy created by bringing so many thought leaders and great ideas together in a single location. In this podcast, Quint talks with David Bartholomew, the senior vice president for learning at the American College of Healthcare Executives (ACHE). David shares insights from this year's Leadership Congress and discusses some of the biggest trends in healthcare right now. Topics covered will include:·      The future of healthcare as envisioned by ACHE Congress keynoters, including technology disruptions and lessons from other industries ·      Why conferences function as safe spaces for dialogue around the very complex issues healthcare leaders face  ·      Why solutions for workforce issues and the staffing crisis will be front-and-center this year·      Why the sense of community created by conferences like Congress is so powerful (not feeling “alone” goes a long way toward filling a leader's cup)·      The importance of “healing the healers”—restoring wellness among staff·      How DEI initiatives help align purpose and potential, and are crucial to building an inclusive culture·      Why closing healthcare's gender equity gap is so urgent·      Why there is such a focus on “transformational leadership” right now, and what that means for leaders on the front lines·      Insights into “must-see” sessions at this year's Congress, and best practices for maximizing your experience # # #David Bartholomew is the senior vice president for learning at the American College of Healthcare Executives. In this role, David oversees education and publishing strategy for the organization. For 90 years, ACHE has been focused on one mission: advancing leaders and the field of healthcare leadership excellence. It is the home to more than 48,000 healthcare executives who are committed to integrity, lifelong learning, leadership and diversity, and inclusion. ACHE's annual Congress on Healthcare Leadership remains the premier event dedicated to advancing healthcare leadership excellence. This year's event is March 20-23 at the Hyatt Regency in Chicago. Congress provides candid perspectives from leaders within and beyond healthcare on the most critical issues, as well as opportunities to network and see and be seen by some of the most esteemed leaders in the country. You can learn more and register at congress.ache.org.  

Donald Thompson is CEO and co-founder of The Diversity Movement and the author of Underestimated: A CEO's Unlikely Path to Success. He is an entrepreneur, public speaker, author, podcaster, Certified Diversity Executive (CDE), and executive coach. He serves as a board member for Easterseals UCP, Vidant Medical Center, Raleigh Chamber, TowneBank Raleigh, and several other organizations in the fields of technology, marketing, sports, and entertainment.   What You'll Learn   A breakdown of the definition of true diversity, equity and inclusion (DEI)  How to build diversity, equity and inclusion from the inside out Looking at DEI from a business growth lens How DEI relates to leadership development and practical business outcomes What we miss when not allowing all members of our teams to add value through their voices How to tie DEI to ROI Why diversity is not strictly a race conversation How putting off the DEI conversation in your organization is harming you already How to create an environment where you can “practice without penalty” Creating psychological safety to ask DEI questions Asking better questions to keep accountability clear How and why to begin understanding the priorities of different generations  Social Media   https://www.linkedin.com/in/donaldthompsonjr/ https://twitter.com/DonThompson_Jr https://www.facebook.com/DonaldThompsonJrOfficial/   Websites   https://donaldthompson.com/ https://thediversitymovement.com/underestimated/

Diversity efforts typically fall under HR's remit, and for good reason. But talking about people and culture will only take a company so far. To move the needle on DEI efforts, organizations need to follow the money. In this episode of Get Reworked, Eloiza Domingo, Allstate's VP, Chief Inclusive Diversity & Equity Officer, Human Resources explains how the American insurance mainstay incorporates diversity into every facet of the organization. And it all starts with how it spends its money.  Listen: Get Reworked Full Episode List "So I would encourage companies as they think about their diversity efforts, not to just look at the people and culture — that certainly is one thing. But where are you actually putting your money? Where are you investing your money?" said Eloiza. "How are you supporting, again, systemic bias and racism in the United States and kind of helping to reverse that in some way, by the way that you're investing and spending your money." Highlights of the conversation include: How DEI has changed over the last 20 years. How companies can hold themselves accountable to DEI goals. What a "diversity identity" means. How companies can navigate a complicated political landscape. How Allstate uses data to ensure its accountability. Plus, host Siobhan Fagan talks with Eloiza about the part employee resource groups play in the company and why Allstate rebranded them. Listen in for more. Have a suggestion, comment or topic for a future episode? Send it to editors@reworked.co.

Request A Customized Workshop For Your Company In this episode, Jonathan Lacey, FBI Specialist Agent now Consultant, discusses how to negotiate and have difficult conversations about DEI & Security. 3 Takeaways: 1. How to hone complex and challenging conversations. 2. How DEI promotes brand recognition. 3. Communication as a means of connection. We discuss: 1. Inclusion includes you, no matter your race, ethnicity, or color. 2. How to be heard via active listening. 3. Implement DEI & Security methodology for physical safety. Follow Jonathan Lacey on LinkedIn Principal, Security & Training Solutions LinkedIn page Security of Buffalo website info@securityofbuffalo.com Follow Kwame Christian on LinkedIn The Ultimate Negotiation Guide Click here to buy your copy of How To Have Difficult Conversations About Race! Click here to buy your copy of Finding Confidence in Conflict: How to Negotiate Anything and Live Your Best Life!

Request A Customized Workshop For Your Company In this episode, Jonathan Lacey, FBI Special Agent now Consultant, discusses how to negotiate and have difficult conversations about DEI & Security. 3 Takeaways: 1. How to hone complex and challenging conversations. 2. How DEI promotes brand recognition. 3. Communication as a means of connection. We discuss: 1. Inclusion includes you, no matter your race, ethnicity, or color. 2. How to be heard via active listening. 3. Implement DEI & Security methodology for physical safety. Follow Jonathan Lacey on LinkedIn Principal, Security & Training Solutions LinkedIn page Security of Buffalo website info@securityofbuffalo.com Follow Kwame Christian on LinkedIn The Ultimate Negotiation Guide Click here to buy your copy of How To Have Difficult Conversations About Race! Click here to buy your copy of Finding Confidence in Conflict: How to Negotiate Anything and Live Your Best Life!

Marketing agency culture is constantly changing, but adapting the best we can is important. And one of the most important ways we need to be adaptable is by identifying where we can bring more diversity and new perspectives into our company culture. Sometimes when you're sitting in the boss's chair, there can be a disconnect between knowing what your people want and need and seeing who might be missing from the room altogether. This is where this week's guest, Farzana Nayani, comes in to save the day. She has over 20 years of DEI work experience and knows how to get straight to the core of what employees want from their employers.   In this episode, we'll talk about how to create safe environments for everyone, communicate that you're open to having tough conversations around diversity, equity, and inclusion, quiet quitting and labor hoarding, and how to set boundaries around polarizing topics in the workplace. A big thank you to our podcast's presenting sponsor, White Label IQ. They're an amazing resource for agencies who want to outsource their design, dev, or PPC work at wholesale prices. Check out their special offer (10 free hours!) for podcast listeners here. What You Will Learn in This Episode: How employee resource groups are beneficial to employees How DEI work has changed since Farzana began this work What can we do as business owners to create a safe environment? How to communicate that you're open to difficult conversations around differences How to learn more about our employees without creating more discomfort How to invite more diversity into your agency culture The rise of quiet quitting and labor hoarding How to avoid polarization around politics in the workplace

We've all heard the quote from Mahatma Gandhi that states “be the change you wish to see in the world” but what does that look like on an ordinary day?How can we as individuals move as change agents in our personal and professional lives?Well, we've got an answer for you! Our guest this week, Modupé Congleton is here to share how authentic, human leadership is the modern day way to cultivate change.Modupe' Congleton is a highly-recognized diversity leader known for cultivating inclusive workforces, utilizing a vast range of dynamic skills to build awareness and action-oriented workplace cultures. As an intersectional leader equipped with an impressive blend of knowledge and nearly two decades of experience, Modupé has implemented successful Culture Transformation, Change Management, Operations, Sales, and Marketing strategies. Modupé is currently the Director of Diversity, Equity and Inclusion for Worldwide Amazon Stores. She was recently recognized by National Diversity Organization as a Top 100 DEI Influencer for 2022, Engagedly as a Top HR Influencer of 2021, and by Channel Futures as one of the Top 100 DEI Leaders for 2021. Outside of her professional career, Modupé enjoys spending time with her family, mentoring young business professionals and watching her favorite shows on all streaming platforms.Listen and learn:1. Modupé's personal definition of a change agent2. How DEI became Modupé's lane of influence3. How the landscape of community change influences the work she does4. Three keys to being a change agent that every great girlfriend should adopt in their personal and professional livesGet the goodies from the episode here:Bombas: Go to bombas.com/greatgirlfriends and use code greatgirlfriends for twenty percent off your first purchase. —————————We want to hear from you! Shoot an email over to welcome@thegreatgirlfriends.com or drop a DM directly to Sybil ON IG @sybil_amutiFollow now

I love reading books related to Diversity and Inclusion Find out why other times I hate it. Here's some key messages from this episode: – Why I think many DEI books are Ghost written – The Phantom Author I think I encountered – How DEI authors fill out low content books Here's some key takeaways … Why I Love and Hate Diversity & Inclusion Books Read More » The post Why I Love and Hate Diversity & Inclusion Books appeared first on Element of Inclusion.

Deidra is the founder of Naturally Dei. She started her coaching program to empower and educate young women to take back their health and wellness journey without the overwhelm.   She has a background in public health and loves to use her skills to help others feel more whole and complete, feeling like they can accomplish even the hardest of health goals.     TUNE IN TO THIS EPISODE TO LEARN:   How Dei was feeling stuck and unfulfilled in her day job but just KNEW she had a passion for teaching others about health How Dei took her passion and turned it into a signature coaching program successfully How Dei overcame fears and mindset blocks to enroll her first client What it took for Dei to gain more motivation and step outside her comfort zone to launch her coaching business You can follow along with Dei over on Instagram @itsnaturallydei and on her website naturallydei.com.   Want to learn more about the program Deidra just graduated from, Path to Freedom Coach Accelerator?   Head to Punchdrunksoul.com/pathtofreedom to learn more!

What you'll learn in this podcast episode Most of us have heard the phrase, “If you see something, say something.” But what does that look like when someone witnesses bad behavior in the workplace? How can companies help their employees be active bystanders in the face of misconduct? In this episode, LRN colleagues Felicity Duncan, senior instructional designer, and Kristen Motzer, learning director, share their expertise on bystander intervention training and how organizations can effectively give employees the knowledge and skills they need to step in and help their coworkers. Listen in as the two share insights from their latest course development for the training library at LRN.   Principled Podcast Show Notes [1:22] - What does it mean to be a bystander, and why do organizations have bystander training? [3:05] - Unpacking the idea of a “Speak up culture”. [3:40] - Why don't people get involved when they see problems? [6:08] - How to train people to be active bystanders? [9:36] - Why are scenarios so important? [12:14] - How DEI relates to bystander intervention. [15:26] - How having a robust bystanding and speak up culture will benefit partners.   Featured guest: Kristen Motzer Kristen Motzer is an experienced leader in values-driven, empathetic behavior change. As Learning Director for the LRN Library she oversees course content development and online, blended, and facilitated learning experiences. She has expertise in human-centered learning design and has developed and managed education and learning programs at institutions such as NYU Langone Health, NeuroLeadership Insitute, Stanford University, Xavier University, and the Cleveland Clinic. Kristen holds a BA from Wright State University and an MA from Carnegie Mellon University and resides in Chicago.   Featured Host: Felicity Duncan Dr. Felicity Duncan believes that training and communication interventions have the power to transform behavior, including driving people toward more ethical treatment of those around them. Felicity graduated with a Ph.D. in Communication from the University of Pennsylvania. After teaching at the college level for several years, she transitioned to workplace education to have a bigger impact on working adults by providing them with the training they need to truly thrive in their roles. At LRN, she is focused on developing high-impact, behaviorally focused content for the LRN Library. Her most recent project saw her working with the Library team to create a powerful new DEI Program that includes not only LRN's world-class Inspire courses but also a set of microlearning assets designed to support, reinforce, and guide behavior change.   Principled Podcast Transcript Intro: Welcome to the Principled Podcast, brought to you by LRN. The Principled Podcast brings together the collective wisdom on ethics, business and compliance, transformative stories of leadership, and inspiring workplace culture. Listen in to discover valuable strategies from our community of business leaders and workplace change makers. Felicity Duncan: Most of us have heard the phrase, "If you see something, say something." But what does that actually look like when someone witnesses bad behavior in their workplace, like bullying or harassment? And how can companies help their employees be active bystanders in the face of misconduct? Hello, and welcome to another episode of LRN's Principled podcast. I'm your host, Felicity Duncan, Senior Instructional Designer here at LRN. And today, I'm joined by my colleague Kristen Motzer, the Learning Director of LRN's Library Course Content. Kristen has over 20 years of experience in technology supported learning and development, and I am a PhD with a decade of experience working in both academic and professional training environments. Kristen, thanks for joining me on today's Principled podcast. So, let's start with the basics. What does it mean to be a bystander and why do organizations have bystander training? Can you explain the sort of core idea here? Kristen Motzer: Sure. A bystander is someone who witnesses misconduct but isn't directly involved in the situation. So, they see something happening, but they're not actually a part of it. So, being an active bystander is about doing something as opposed to just standing by when you see someone being harassed or bullied or abused. And there's actually a lot of research showing that bystander intervention can have a major impact. When bystanders intervene in situations in the right way, they can stop abuse in its tracks, support victims, and really make perpetrators reevaluate their behavior. However, very often bystanders witness abuse and harassment and say nothing. That's why we need active bystander training that equips people with the tools they need to intervene successfully when they see something wrong. So, recently we've seen a lot of interest in bystander training from our partners, and Chicago now has an requirement for our long bystander of training for employees in Chicago. But really beyond that, there's a recognition that engaging your workforce to do something, to fight back, to say this is not behavior that we want to have in our workplace can be really powerful. And it's creating a speak up culture. Felicity Duncan: So, tell me a little bit more about this idea of the speak up culture. What do we mean by that? Kristen Motzer: So, it's creating an environment where people feel safe to be able to speak up. Of course, speaking up is a little bit scary. You don't know what's going to happen. There could be retaliation, things could change. The folks that usually eat lunch with might not want to eat lunch with you anymore. Things might change an environment that we spend a lot of time in at work. So, creating a safe space where there's an expectation that you see something that you don't want in your workplace culture, you're going to speak up and say something. Felicity Duncan: So, obviously acts of bystander intervention is really important. We really want this speak up culture that's going to help us build a better workplace environment. So, why don't people get involved when they see problems? Kristen Motzer: It's a great question, and it's really important to understand that it's not because people don't care. It's not that we're bad people at work or wherever we might be. It's that we're human. And intervening can be really difficult. Psychology has shown research from the 60s and onward that people have good intentions, and people tend to actually believe that if they saw something happening like harassment, discrimination, that they would get involved. But when it actually happens, that intention that they would get involved disappears and they just freeze up. And it's because of our fight, flight, freeze response kicking in. We're facing an unknown situation. We don't know how the people involved will react, and we're just scared of looking stupid, upsetting someone, getting into trouble, being embarrassed besides the possible outcomes like having some kind of retribution losing our job or our workplace friendships. So, from a biological and neuroscience perspective, our brains flood with stress hormones and react as though we're facing something like a bear, a really dangerous situation even though it's a social threat, not an actual bear, it can feel just as intense. So, when this happens, it's really hard for humans to overcome these instincts and get involved. So, we freeze. We try not to make eye contact, we put our heads down, try to hide, and if we're in a group, behavioral psychology research is found that it's even worse. So, when there's multiple people witnessing a situation, everyone's kind of expecting someone else is going to take action, and we sort of take the lead of kind of like group think. We take the lead from those around us, and if they're not doing anything, then we won't do anything. We have all these reasons why people don't intervene when they're bystanders. And Felicity, given these barriers, how do you train someone to be a bystander at work? I would love for you to take me through how you created the Inspire Active Bystander Training. Felicity Duncan: Well, luckily for us, the research that you mentioned earlier that talks about why bystanders don't intervene also gives us hope. It shows us how we can overcome those barriers to intervention. At what it really boils down to is being prepared, right? Being ready to get involved in these situations. But the truth is, it's a long road to get learners to that point. So, I'm going to walk you through what we did and why we think that works. So, we begin our training by acknowledging that this is hard. As you said, a lot of people assume that if they're in a bystander situation, that they're going to do the right thing, and then when it actually happens, they're unprepared for how scary it is, and for how strongly and viscerally they react to that fear, right? And so what we try to begin with is getting our learners to understand what to expect, right? We're really frank about the fact that it's going to be scary. Your palms are going to be sweaty, your heart is going to be pounding. You're going to be really afraid, all right? And telling them that feel the fear, but overcome it because that is not a reason not to intervene. It's just part of the experience. And so, in that way, we try to help prepare them for how it's actually going to be. What they're actually going to feel when a situation arises where they need to make some kind of intervention. Then what we do is we give learners some very practical strategies for how to intervene. And again, we're preparing them, right? We give them a literal list of step one, step two, step three, Here are four possible approaches to intervention. Here's how you would implement those approaches to intervention. So, it gets incredibly practical so that when learners are faced with these situations in the real world, they don't have to think like, "Oh, what am I going to do?" They have a set of actual steps that they can take. And then finally, we let them essentially practice using literally dozens of real world scenarios. And there's an important point here that I want to make about our training is that it's really focused on the workplace. Now, a lot of the research that you mentioned earlier, and a lot of general bystander research comes from non-workplace environments. So, a lot of it comes from campus sexual assault prevention and also from street harassment. So, we're getting involved in preventing street harassment more recently. And those are really different situations to what you'd face in the workplace, right?. In a street harassment, there's a real threat of violence, its strangers. What's at stake is perhaps your physical safety. And of course in sexual assault, if we're talking particularly, a lot of this work is done on college campuses, there's a lot more social pressure. People are really afraid of offending their friends. And that's really different to what's at stake in the workplace. You mentioned earlier the issue of retribution and retaliation. So, if I get involved, is that going to undermine my promotion? If I say something, am I going to start getting put onto bad projects? So, we really try to dig into the fears and issues that arise in a workplace context and our scenarios are really focused on that. Kristen Motzer: So, let's talk about this a little bit more. You mentioned scenarios multiple times, and I know this learning experience that we've created includes dozens of scenarios. So, why are these so important? Felicity Duncan: It really comes down to that question that you asked originally. What can we do to help learners overcome their biological resistance to saying something and get them to actually take action when they're witnessing misconduct? And as we said, the key is preparation. And we know the best way to prepare for a situation is to really think in very concrete terms about what you would do in that situation. In all kinds of training scenarios, we really focused on planning and preparation to help you deal with the situation that might be emotionally difficult. And so, our scenarios illustrate dozens of real world scenarios that our learners or people encounter every day. So, a coworker telling a sexist joke maybe, and abusive customer using racist language. And then we look at like, "How do you handle those situations as a bystander who is witnessing misconduct?" So, in other words, we ask people, "What would you do in this situation? What's the right thing to do? What are the possible consequences of doing that?" And that gives us an opportunity to talk about retaliation and sort of the protections that exist in workplaces to keep people safe from retaliation. So, the idea is to really help learners engage with the practical steps that they should take when they're bystanders. Because the more someone plans their responses to different situations, the more likely that person is to actually take action when they're faced with those situations. And what we want to do by giving all these scenarios, by giving these practical strategies and steps that we're providing in our training, is equip learners with a practical toolkit of responses. So, when they're in that bad situation and their heart is pounding and their palms are sweating, and they're feeling anxious and they're scared, they don't have to think, "What should I do?" They know what to do and they're ready to do it. And that's really the only way to help people overcome these natural biological barriers to intervening in bad situations. But Kristen, I want to ask you, in our library, we've put bystander training in our diversity, equity, and inclusion suite of content. So, why have we conceptualized bystander training as part of DEI? Kristen Motzer: That's a really great question and an important one. So, if we think about our philosophy at LRN, and within our inspire content with the library, we think about DEI as the antidote to harassment and discrimination. So, diversity, equity and inclusion content around respect, allyship, these are the kinds of things that the mindset and the skills we build that will prevent harassment and discrimination. So, if we think about bystander and being able to put that respect and allyship to work, when you see something that needs to be dealt with, that should be reported, bystander intervention isn't just about harassment and discrimination and these kinds of scenarios. It's about as much that helps our HD programs. It's about a kind of culture that you want to build. It's not just about preventing the worst kinds of sexual harassment and discrimination. It's about actively speaking up and knowing that when people see microaggressions, when they see subtle behavior that excludes people, that hurts victims. But it's not illegal. It's not quite at that level of being something illegal, but it's saying, this is not something that we want to see in our culture and our culture, we treat people with respect no matter who they are. And DEI is about building a culture that gives everyone the freedom to be themselves and the tools they need so they can thrive and make their best contribution and be these ethical employees in this ethical culture that we want to have. And we have to decide that's what we want to create, and that's what we want to protect. So, it's more than just preventing the worst kinds of bad behavior. It's about being intentional in saying instead of just thinking prevention, we're going to build. We're positively choosing these behaviors that create an equitable and inclusive culture for everyone. So, we see bystander training as a critical part of this broader DEI program, and it's really seeing it as a tool that can enable our partners and employees to create and maintain the kind of culture that they want to have at work. Felicity Duncan: I think that's a really important point, and it's essentially the difference between doing the baseline of compliance and moving further beyond that to actively create good. At LRN, we argue that by doing that, by going beyond, we obey the basic rules to we actively try to make a great environment, that is a real business advantage for organizations that that taking those extra steps is not only the right thing to do, but it's also the smart thing to do. So, can you talk a bit about how you would see having a robust bystander training program and having a speak up culture is actually going to benefit partners beyond the sort of avoiding the fines and problems that come with harassment? Kristen Motzer: Absolutely. That's a great question. So, if we think about this kind of culture where employees speak up, it's a culture where employees feel trust. And we know that employees feel that trust, not only will they speak up, but they will behave more ethically. In general, they will feel, this is the environment we're in, this is what the culture expects from me. This is what the highest levels of leadership expect from employees and from our culture. This is what we do here. So, if you think about that trust and that psychological safety of being able to be who I am and know that I can speak up, if I see behavior that I don't want in the workplace, I go to work to do a good job, to do something that I'm passionate about doing, and I shouldn't have to worry about am I going to get harassed today or discriminated against. So, it's really in everyone's best interest to create this culture, because also the trust, it increases engagement. So, every organization wants engaged employees. It's good for business. So, if we think about this kind of culture that encourages people to be themselves and to stand up for others, then you've got employees who are engaged with the organization, with its values and the mission that it's trying to achieve, and that's good for everyone. Felicity Duncan: See, and I think it's really important to draw these connections because you can think about bystander training as being, well, there's this new Chicago requirement and we're going to have to give people an hour of bystander training and get that compliance box ticks. But I think it's really important for companies to think about this more broadly. About culture, about engagement, about having happy people in your office who are there for more productive, right? None of this is happening in isolation as a box ticking exercise. It's really all about building the kind of workplaces where people want to be. Kristen Motzer: Absolutely. Felicity Duncan: But clearly this is a conversation we could be having all day, but we are out of time for today. Kristen, thank you so much for joining me on this episode. My name is Felicity Duncan, and I want to thank you all for listening to the Principled Podcast by LRN. Outro: We hope you enjoyed this episode. The Principled Podcast is brought to you by LRN. At LRN, our mission is to inspire principled performance in global organizations by helping them foster winning ethical cultures rooted in sustainable values. Please visit us at lrn.com to learn more. And if you enjoyed this episode, subscribe to our podcasts on Apple Podcasts, Stitcher, Google Podcasts, or wherever you listen. And don't forget to leave us a review.  

Everybody wants what it looks like, not everybody wants what it feels like. - Jesse Ross Jr. More information can be found at www.socialchangeleaders.net How can real change be made to move us to more equitable and inclusive workplaces? What does knowledge of self have to do with diversity, equity and inclusion (DEI) work? Listen to our inspiring conversation with Jesse Ross, CEO of Mr. Jesse Ross. Jesse is a DEI consultant, executive coach, and international speaker. He is also a community activist living and doing the work in Minneapolis. In our conversation you will hear: About Jesse's background in organizational development as well as human development and how he uses that in the DEI consulting work now How DEI work within organizations and companies requires expertise in change management, conflict resolution and interpersonal communications Jesse describe the importance of self cultural awareness and the blind spots we all have How Jesse supports teams in organizations he consults with Jesse explain the value of approaching challenges and change with curiosity Jesse's perspective on the importance of change happening inside ourselves and then looking to others before trying to adapt and change Jesse describes the importance of having clarity on one's own core values More about Jesse : Website, Jesse Ross Jesse is a diversity, equity, and inclusion consultant, executive coach, and international speaker who has delivered over 400 speaking engagements at colleges, conferences, and corporate and nonprofit companies, with a large number of Fortune 500 companies. Jesse offers training, workshops, evaluations, assessments, and strategy development for your school, business or organization. Jesse has been engaging his audience with his Morning Minute call-to-actions on his Instagram and LinkedIn page since before our world went into civil unrest. Jesse Ross' Black Wealth Redistribution Project

Everybody wants what it looks like, not everybody wants what it feels like.  - Jesse Ross Jr.   More information can be found at www.socialchangeleaders.net How can real change be made to move us to more equitable and inclusive workplaces?  What does knowledge of self have to do with diversity, equity and inclusion (DEI) work?  Listen to our inspiring conversation with Jesse Ross, CEO of Mr. Jesse Ross.  Jesse is a DEI consultant, executive coach, and international speaker.  He is also a community activist living and doing the work in Minneapolis. In our conversation you will hear: About Jesse's background in organizational development as well as human development and how he uses that in the DEI consulting work now How DEI work within organizations and companies requires expertise in change management, conflict resolution and interpersonal communications  Jesse describe the importance of self cultural awareness and the blind spots we all have How Jesse supports teams in organizations he consults with Jesse explain the value of approaching challenges and change with curiosity  Jesse's perspective on the importance of change happening inside ourselves and then looking to others before trying to adapt and change Jesse describes the importance of having clarity on one's own core values     More about Jesse : Website, Jesse Ross Jesse is a diversity, equity, and inclusion consultant, executive coach, and international speaker who has delivered over 400 speaking engagements at colleges, conferences, and corporate and nonprofit companies, with a large number of Fortune 500 companies. Jesse offers training, workshops, evaluations, assessments, and strategy development for your school, business or organization. Jesse has been engaging his audience with his Morning Minute call-to-actions on his Instagram and LinkedIn page since before our world went into civil unrest. Jesse Ross' Black Wealth Redistribution Project  

Today, we talked about a hot-button topic on LinkedIn and in all work environments. DEI or Diversity, Equity, and Inclusion. You may be very familiar with this subject, but I didn't feel like I was. So, I asked Martine Kalaw, an expert in this area, to join me. During my conversation with Martine, we discussed: 1. What DEI is and why it's important for individuals and companies 2. Reverse resentment about DEI among employees who don't see the value 3. How DEI initiatives can positively impact a company's revenue 4. What steps we can take as individuals to support DEI initiatives in our companies 5. And so much more Resources: Brave Women at Work: https://bravewomenatwork.com/ Brave Women at Work Community: https://www.facebook.com/groups/bravewomenatwork Martine Kalaw: https://martinekalaw.com/ The ABC's of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace: https://www.amazon.com/ABCs-Diversity-Managers-Inclusion-Workplace/dp/B09V6NWLH8/ref=sr_1_1?crid=18DY2UVBFQQB9&keywords=Martine+Kalaw&qid=1658009579&sprefix=martine+kalaw%2Caps%2C113&sr=8-1  

Today, we talked about a hot-button topic on LinkedIn and in all work environments. DEI or Diversity, Equity, and Inclusion. You may be very familiar with this subject, but I didn't feel like I was. So, I asked Martine Kalaw, an expert in this area, to join me. During my conversation with Martine, we discussed: 1. What DEI is and why it's important for individuals and companies 2. Reverse resentment about DEI among employees who don't see the value 3. How DEI initiatives can positively impact a company's revenue 4. What steps we can take as individuals to support DEI initiatives in our companies 5. And so much more Resources: Brave Women at Work: https://bravewomenatwork.com/ Brave Women at Work Community: https://www.facebook.com/groups/bravewomenatwork Martine Kalaw: https://martinekalaw.com/ The ABC's of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace: https://www.amazon.com/ABCs-Diversity-Managers-Inclusion-Workplace/dp/B09V6NWLH8/ref=sr_1_1?crid=18DY2UVBFQQB9&keywords=Martine+Kalaw&qid=1658009579&sprefix=martine+kalaw%2Caps%2C113&sr=8-1  

Hiring is one of the toughest challenges startups face in today’s global economy. They are competing for talent not only against “name brand” companies, but also the incredibly rich and robust startups from around the world. Our guest today has seen that struggle both as an operator and now as an investor, Michele Delcambre, is the operations partner at Felicis Ventures, one of the greatest venture firms to form in the last decade. Prior to Felicis, she led HR and Talent divisions at some of the fastest-growing technology companies like Atlassian, Okta, Databricks, and Stripe.This is a great conversation with a ton of insight for founders at all levels.About Michelle Delcambre:Michelle is an Operating Partner at Felicis and leads Talent and People focused initiatives. In this role, Michelle leverages over a decade of experience in high-growth companies to advise and assist companies across the portfolio on their People and Talent best practices.Prior to joining Felicis, Michelle led Talent and People Operations functions for a number of successful technology companies building and scaling hiring practices, People strategy, and People technology solutions during incredible growth periods. Michelle has seen various stages of scale, as the first US-based recruiting leader for Atlassian scaling from a few dozen to a few hundred employees, and growing organizations from 500-2,000 as the Head of Talent at Okta through their IPO. Additionally, she helped Stripe to operationalize the People and Recruiting functions as they scaled from >2,000 to over 5,000 employees. Michelle is a native of Louisiana and attended Michigan State University.A word from our sponsor:At Ripple, we manage all of our fund expenses and employee credit cards using Jeeves. The team at Jeeves helped get me and my team setup with physical and virtual credit cards in days. I was able to allow my teammates to expense items in multiple currencies allowing them to pay for anything, anywhere at anytime. We weren’t asked for any personal guarantees or to pay any setup or monthly SaaS fees.Not only does Jeeves save us time, but they also give us up to 3% cash back on our purchases including expenses like Google, Facebook or AWS every month. The best part is Jeeves puts up the cash, and you settle up once every 30 days in any currency you want, unlike some other corporate card companies that make you pre-pay every month. Jeeves also recently launched its Jeeves Growth and Working Capital initiative for startups and fast-growing companies to enable more financial freedom for companies. The best thing of all is that Jeeves is live in  24 countries including Canada, US and many other countries around the world.Jeeves truly offers the best all-in-one expense management corporate card program for all startups especially the ones at Ripple and we at Tank Talks could not be more excited to officially partner with them. Listeners of Tank Talks can get set up with a demo of Jeeves today and take advantage of our Tank Talks special with a‍ $250 statement credit after the first $2,500 in spend or a $500 statement credit after the first $5000 in spend. Lastly, all Jeeves cardholders receive access to their Lounge Pass program and access to over 1300 airports globally.Visit tryjeeves.com/tanktalks to learn more.In this episode we discuss:02:41 Michelle’s journey into Talent/HR04:20 How Michelle’s view on talent was shaped by her time at Atlassian06:22 Lessons she learned from her time at Zenefits09:56 How she helped Stripe transition to remote work during the pandemic12:16 What resources needed to shift when Stripe went remote12:59 How Stripe’s culture survived and thrived during the pandemic14:31 Why remote work has increased the available talent pool and how startups can win the war for talent18:40 Why good employees leave companies and how remote-only or in-office only is more complicated20:31 Policies that founders should consider to attract talent24:44 Why Gen Z wants in office to find mentorship26:50 How DEI efforts help companies become stronger29:25 The use of data in recruiting and HR30:48 Tools Michelle recommends to track HR data31:30 How to build a talent pipeline33:18 Common mistakes that hiring managers make36:15 Balancing moving candidates through the pipeline versus rushing bad candidates into a role38:37 Michelle’s role at Felicis and how she helps its portfolioFast Favorites:🎙- Favorite Podcast: The Trojan Horse Affair, Things You’re Wrong About 📰- Favorite Newsletter/Blog: The Tedium📲- Favorite Tech Gadget: Apple Watch📈-  Favorite New Trend: Tiny library rooms📚- Favorite Book: To Kill A Mockingbird, The Changing World Order🤔 - Favorite Life Lesson: All people have more in common than you think This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit tanktalks.substack.com

Culture is changing much faster than corporations can keep up with. But in the end, there's one thing that doesn't change - and that's trying to get your message to individuals. Focusing on a smaller group of people, or even trying to speak one to one is still the most powerful way to market - and that's something that's getting easier to scale.Tune in to learn:What Nick is Learning About Now (08:15)How to Tell the Story of Purpose (13:27)How DEI informs Design (15:27)Ways to Work Together in Your Organization (19:51)Nick's Take on Current Events (30:21)Mentions:https://www.fjordnet.com/Marketing Trends podcast is brought to you by Salesforce. Discover marketing built on the world's number one CRM: Salesforce. Put your customer at the center of every interaction. Automate engagement with each customer. And build your marketing strategy around the entire customer journey. Salesforce. We bring marketing and engagement together. Learn more at salesforce.com/marketing.

We are thrilled to be launching the third series of HR Insights - The Podcast with returning guest Sasha Scott, CEO & Founder, Inclusive Group. Sasha is an expert in her field, she understands the commercial drivers behind reducing bias within the workplace and the critical need to promote and sustain inclusive workplace cultures in order to attract and retain talent. Sasha has been recognised by the Global Diversity List as a Top 10 Diversity Consultant. Emily Ramji has passed the baton over to a new host for this series, CEO & Owner of Elliott Scott HR, Stuart Elliott. Stuart is very excited to chat with all the fantastic HR guests we have lined up this series and we thank Emily for her hard work in hosting our previous seasons.  Our two prior episodes with Sasha remain the most popular with our listeners. In this episode she and Stuart reflect on which of 2021's predicted trends were realised and what she sees being key in DEI for 2022.  Key Timestamps: ​  6.00: The challenges around Inclusion & Diversity in 2022 and the trends realised in 2021  13.15: What trends are most prominent globally? 15.15: Why measuring diversity is critical  16.54: Reluctance towards providing information about identity   19.40: The challenges with gathering diversity data  21.05: Organisations refocusing on EDI and ESG intersections after the Pandemic  25.57: ERG Fatigue 27.52: How inclusive is hybrid working? 32.10: How DEI candidates can gauge how invested the leadership team are in DEI 36.05: How to be inclusive with your language  41.36: Sasha's key predicted DEI trend for 2022  

Medicine, meditation and anti-racism work are not an obvious combination of career paths, but today you'll hear how Dr. Jill Wener has integrated all three to enact change in the world. You'll hear the story of how she discovered meditation after a period of burnout, before writing a blogpost offering hope after the results of the 2016 election, only to receive strong feedback that has sparked a journey of understanding her own privilege. Dr. Wener believes that the need to avoid discomfort, which we learn from early childhood, is a part of the problem, and that we are empowered to do better when we learn to distinguish between discomfort and fear. Dr. Wener shares why her work is unique, and the knowledge that she and her business partner, Maiysha Clairborne bring to the table.We touch on the mechanisms used in DEI work, and Dr. Wener gives us an overview of how the tapping technique can be used to manage stress in a formulaic way. She believes racism is a systemic problem that needs to be solved by all of us and we discuss the history of segregation that has led us to where we are today. You'll also hear why Dr. Wener chooses to use the term ‘anti-racist' rather than ‘non-racist'. We hope you join us to hear her insights today! What you'll learn about in this episode: Dr. Jill Wener's work in medicine and anti-racism along with her business partner, Maiysha Clairborne.Her antiracism CME accredited online course which includes live virtual training.The story of how she discovered meditation after a period of burnout.The blogpost she wrote offering hope after the 2016 election, and the backlash that followed.How this sparked her journey of self-discovery and exploring her own privilege.Why the need to avoid discomfort is part of the problem.Where her work with Maiysha is unique: they are experts in the unconscious mind.What meditation does to improve your quality of life and how it improves Dr. Wener's.Why Dr. Wener uses the term anti-racist rather than not being racist.How whiteness is the thing that is causing black harm. The importance of recognizing the difference between discomfort and fear.How DEI work involves applying systems to enact change.A history of racism and segregation that has led us to where we are today.Why racism is a systemic problem that needs to be solved by all of us.How the Emotional Freedom Technique, or EFT, tapping works.What the tapping points are and how they serve as a formulaic way to manage stress.Where to find Dr. Jill Wener's work on tapping and anti-racism.

GBA Diversity, Equity, and Inclusion Series – Episode #3 – Allies in Diversity, Equity, and Inclusion Summary In this episode of the DEI series, we will be discussing allies in diversity, equity, and inclusions. Allies can be essential to drive systemic improvements to workplace policies, practices, and culture. But what does it mean to be an ally? How can allies impact the recruitment process? What effect does allyship have on the retention of employees? And what can we do to create more allies? Our Guest Charlie Head, PE, PG Founding Principal / Sanborn, Head & Associates, Inc. (https://www.sanbornhead.com/) [Link to Profile] (https://www.linkedin.com/in/charliehead1/) Charlie is a co-founder of Sanborn Head. He serves as the Chair of the company's board of directors and oversees the implementation of the firm's strategic plan. Charlie actively steers initiatives related to the expansion of the firm's services and markets. Charlie remains active in Sanborn Head's professional practice, with particular emphasis on environmental assessment and remediation, including due diligence for clients globally. Charlie received his bachelor's degree in geology from St. Lawrence University, a bachelor's degree in civil engineering from the University of New Hampshire, and a master's degree in civil and groundwater engineering from Colorado State University. For Charlie, the real thrill of working at Sanborn Head is the creative problem solving and collaboration that fosters deep relationships—among staff and with clients. In his current role, Charlie enjoys focusing on the growth and sustainability of the company and helping to create opportunities for the next generation. Charlie is a Professional Engineer in Arkansas, Georgia, Iowa, New Hampshire, Ohio, South Carolina, Tennessee, and Virginia; he is a Professional Geologist in New Hampshire. Topics for discussion include: What does it mean to be an ally? Addressing the “leaky pipeline”. How DEI can affect the recruitment process. The effect an ally can have on the retention of employees. Recruiting more allies. Lessons Learned: Understanding and evaluating our own biases. DEI initiatives should go hand in hand with the recruitment process. There's no shame in making mistakes. Calls-to-action: GEOSTRATA: The Pipeline to Diversity and Inclusion in the Geoprofessions (https://www.readgeo.com/geostrata/november_december_geostrata/MobilePagedArticle.action?articleId=1637554#articleId1637554) Visit the GBA Website at https://www.geoprofessional.org (https://www.geoprofessional.org) for other training resources and reference materials and/or to become a member. Visit https://www.gbapodcast.com (https://www.gbapodcast.com) for future Podcast Episodes Contact us at info@geoprofessional.org with any podcast-related questions or comments Subscribe * Subscribe to the GBA Podcast https://www.gbapodcast.com/subscribe This episode was produced by the following GBA Members: Veronica DeFreitas, PE (host) (https://www.linkedin.com/in/veronica-t-de-freitas-p-e-25997239/) – Geotechnical Department Manager/Universal Engineering Sciences (https://universalengineering.com/) Ryan White, PE, GE (https://www.linkedin.com/in/ryankwhite/) – Principal Geotechnical Engineer/PBS Engineering and Environmental Inc. (https://www.pbsusa.com/)

"Your first hire is your most integral, so create a thoughtful hiring strategy." - Keosha Gibbs-Lucas This week's guest is Keosha Gibbs-Lucas, Chief Financial Officer for Smithsons Staffing Solutions. She is working to create positive disruption in the staffing industry as she spearheads the marketing, financial and human resources divisions of the organization. In this episode we discuss: The basic things a CEO should have in place before coming to a staffing agency Preparing candidates for success with clients Tips and best practices that may be helpful to inexperienced interviewers How DEI practices help CEOs build and grow great teams? Listen in to gain tips and practical strategies to help you hire well and build the team your business needs to scale. Learn more about Keosha Gibbs-Lucas and Smithsons Staffing Solutions at: IG/FB/LI: @smithsonsstaffingsolutions www.smithsonsllc.com --- Send in a voice message: https://podcasters.spotify.com/pod/show/unicorntalenthunter/message

Digital strategy can influence minds and drive behaviors towards making a change. So, what happens when marketers use those tools to bring awareness to social issues? This week, Melissa is joined by Cedric F. Brown to dive deeper into diversity, equity, and inclusion.Follow Cedric on Twitter: @abrothanamedCedConnect with Cedric on LinkedIn: /in/cedricfbrownVisit Cedric's websiteTopics covered:- What it means to be "more than a publicist"- How PR professionals practice social responsibility- How DEI is being approached in the industry today- Raising boys into good men- Leveraging digital strategies to educate and inform- When and how to get involved in social issuesActions to take:- Be your authentic self- Build bridges and relationships- Ask others to contribute to the conversation- Take ownership of your story- Seek to understand before asking to be understoodResources mentioned:- PRSA- Dr. Michael Reichert- Ben and Jerry's- MVW Communications- PR Pro Gear

Banks and financial institutions play an integral role in the pursuit of true equality in America. By opening up new opportunities and increasing access to capital, they can build a more economically-inclusive world. In this episode, Sui Lang Panoke, Sr. Vice President - Diversity, Equity, Inclusion at Zions Bank, shares why DEI needs to be deeply integrated into your business strategy to be successful and sustainable. Sui Lang has over two decades of experience fighting for social, racial, and economic justice in the political arena. In her current role, she's in charge of developing a comprehensive DEI strategy focused on economic inclusion. Zions Bank is one of the oldest financial institutions in the Intermountain West. Dedicated to supporting economic development in the communities it serves, the bank offers a range of financial services across Utah, Idaho, and Wyoming. We discuss: - Establishing trust within a community - How DEI contributes to a high-performance organization - Advocating for a set of values to build economic inclusion - Advice for your DEI strategy Check out these resources we mentioned during the podcast: - Believe in People by Charles Koch and Brian Hooks - Utah Compact on Racial Equity, Diversity, and Inclusion Want more lending advice? Find us on Apple Podcasts, Spotify, and here. Listening on a desktop & can't see the links? Just search for Leaders in Lending in your favorite podcast player.

Many of Rebel Therapist's program participants and listeners are brilliant folx who feel intimidated by the idea of consulting for organizations, and yet you're the ones who have the gifts those organizations need. It's part of my mission to help healers, especially those who have marginalized identities parachute into organizations, facilitate real change, make lots of money, and not lose themselves in the process. This is part three in a 3-part series on getting those corporate gigs. If you haven't listened to part one or two just make sure you also listen to my conversations with Femily and Kristen Meinzer. Now, I'm so thrilled to introduce Dr. Sand Chang. They're going to talk about how they've followed their interests and passions to create a robust consulting business which brings in about half of their overall revenue. You'll also hear how they take good care of themselves and stay true to their values in the process. Before we dive in, here's little more about Dr. Chang: Dr. Sand Chang (they/them) is a Chinese American nonbinary psychologist, author, DEI/organizational consultant, and trainer with more than 20 years of experience providing training and mental health services. Through compassionate engagement, they partner with organizations and teams seeking meaningful structural and interpersonal change. Dr. Chang's work is grounded in social justice, cultural awareness, and humility. Their areas of emphasis include trauma-informed diversity, equity, and inclusion (DEI), LGBTQ populations, trans health, and body liberation related to racial justice, and eating disorders. Here's some of what we talked about: Why consulting with orgs takes 40% of their time and brings 50% of their revenue Preferring the variety of working in many different ways and with different organizations How going to one conference with a colleague led to many more relationships and opportunities How DEI work has gotten better for them now that they get to decide who it's with and how they do it Why they work collaboratively with each organization to figure out how they'll co-create the best experience Using a set of filters to decide whether a potential project will align with their values. Creating packages rather than using an hourly fee Thinking about redistribution of wealth and how their business fits into it Why they chafe against marketing models that are based on funnels and social media Their reasons for not having a 5 year plan Their intention to be more and more themselves in every situation Some ways they harness rage in their work Here are some takeaways that particularly stand out to me: Takeaway #1: Dr. Chang has built their reputation as a thought leader through leading trainings, writing a book, being on podcasts, their social media presence, word of mouth and more. They don't do much at all to go after these gigs. And that's been true for 3 out of 3 of the people in this 3-part series. Femily, Kristen Meinzer and now Dr. Chang. They've built their reputations as thought leaders in their very particular niches. Now those organizations are knocking on their doors. Takeaway #2: Dr. Chang is willing to say no and walk away from gigs that aren't right for them. They pause and listen to their gut about whether this is the right situation, even if there's a ton of money involved. This takes an ability to feel into their power and let go of scarcity, trusting that a better situation is on the way. Takeaway #3: Dr. Chang has had to learn to raise their prices. They've realized that the value of their work is way beyond the particular hours they're working for an organization, both in terms of the impact their work makes, and also in terms of the amount of emotional labor they are doing. Show notes at http://rebeltherapist.me/podcast/155

Veteran DEI subject matter expert Doug Harris joins us for our next Expert Interview on The Generational View. This Greatest of All Time comes with a lot of knowledge and an equal or greater amount of personality! It's important to understand how DEI work has evolved over time so we can pave the road for the future, and there's no better person to have this conversation with than Doug!   Our Guest Doug is a proud Baby Boomer who is a father, a mentor, a DEI maverick and an all around phenomenal human being. He is the Chief Executive Officer of The Kaleidoscope Group and has assisted organizations with successfully managing culture change and creating inclusion for over 30 years.   What they'll hear in this episode How Doug began his work in the Diversity, Equity, Inclusion space (1:03) How DEI work has evolved over the past 30 years from Doug's perspective (3:49) What it looks like to hold leadership accountable in midst of cancel culture (12:43) How we create collaboration across generations and racial backgrounds inside of the DEI space (30:20) He also almost makes me cry (33:10)   Additional Resources The Kaleidoscope Group D&I (Diversity and Inclusion) Training and Consulting Chicago (kgdiversity.com)

What Has Changed Since George Floyd: The New Landscape of DEI Work What You Will Learn: What has changed since George Floyd was killed at the hands of Minneapolis police a year ago, and the global protests his killing sparked Dawn shares her thoughts on DEI practice today and on our society’s evolving views of equity and diversity Why it is crucial to remember that Diversity is not new, and how the murder of George Floyd opened people’s eyes to the reality that has been with us all along How in some regards we’ve slid backwards in our collective cultural competence, and why some people now feel free to voice racist opinions openly How Diversity’s slow slide towards being a “political” topic has created an additional challenge for DEI practitioners Why more businesses are making public statements after race-based violent events take place, and why they are sometimes getting pushback from employees How DEI work has evolved since the 1980s and 1990s and moved beyond just training to more organizational and strategic efforts, and what work still needs to be done Why “training” isn’t the quick fix for racial equity in the workplace, and what positives Dawn recognizes in our progress Why Dawn is happy to see that we’re still having conversations around these subjects and providing a framework for new DEI practitioners to build on Why Dawn suggests new practitioners focus on understanding where your organization is, where they want to go, and what challenges they face What Has Changed Since George Floyd It has been nearly a year since the murder of George Floyd at the hands of Minneapolis police. In that time, so much has changed in the collective awareness of Diversity, Equity, and Inclusion. But as the expression goes, “the more things change, the more they stay the same.” In some regards, the national and global conversation about racial equity sparked by George Floyd’s murder has opened society’s eyes to the pervasive inequities that were here all along. But in other ways, it feels like we’re sliding backwards into further divisiveness and race-based hostility, as though people with racist views and opinions feel empowered to air those views openly. So what has changed since George Floyd was killed, and since the video of his murder forced us to have a global conversation about systemic racism and police violence against unarmed Black people? How has DEI work changed in the last year, and what work do we still need to do? Pushing Forward and Sliding Backward To answer these questions, I invited Dawn Cooper to join me on this week’s episode of the What’s The Difference podcast. Dawn is a Diversity and Inclusion practitioner with an extensive and extraordinary depth of experience, consulting for some of the biggest brands in the world, from American Express to Amoco. During our conversation, we discussed how things have changed in the last year, both in positive ways and in negative ones. Somehow, the concept of Diversity has become a “political” topic, and some organizations who have voiced support for a more diverse, equitable and inclusive society have received resistance for “pushing a political agenda”. This politicization of DEI work has created yet another obstacle for practitioners to have to overcome, and the reality can feel overwhelming and progress can feel nearly impossible. However, new data, new methods and a new understanding of the challenges we face mean that we can make progress. It’s important to remember that, as Dawn said in our conversation, Diversity isn’t a new concept, and the last year has only illuminated issues that have been a part of our world all along. One key piece of advice Dawn shared for anyone new to DEI work, especially if you’re entering the field in today’s complicated environment, is to focus on understanding where your organization is now, what goals your organization has for the future, and what challenges your organization faces in achieving those goals. Doing so will offer you a road map for the work you must do, and that can be invaluable in helping you navigate the complexities. If you would like to connect with the extraordinary Dawn Cooper, you can reach out to her on LinkedIn. About Dawn Cooper Dawn Cooper, MA is Principal of DMC Consulting Services and a seasoned Diversity and Inclusion professional who provides strategic and tactical direction, consultative support and training to clients looking to implement change, manage conflict, and improve organizational effectiveness. She also consults to organizations on ways to leverage diversity and build inclusion as an organizational imperative. She specializes in cross-cultural communications, program development including initiating diversity councils/ committees, developing and facilitating training programs, retreat facilitation, program evaluation, leadership development and executive coaching. She has served in diversity leadership positions at The Arc of the United States in Washington, DC; Erickson Living in Baltimore, MD; InterAction in Washington, DC; Freddie Mac in McLean, Virginia; Amoco in Chicago, Illinois; and American Express in New York, New York. Dawn specializes in developing strategic diversity plans and has worked with organizations to create action items and deliver measurable results. She developed the 5-year diversity strategic action plan for The Arc and implemented a Diversity Annual Report for monitoring progress. As an independent consultant, Dawn has taught courses in Diversity Certification programs at Cornell, Georgetown and most recently at Thomas Jefferson University including: Facilitating Strategic Diversity Planning and Goal Setting, Diversity Strategy and Leadership, Fundamentals of Conducting a Diversity Assessment, Introduction to Diversity as Organizational Change, Strategic Approach to Diversity Councils and Measurement and Evaluation. Dawn has a M.A. in I/O Psychology from New York University and a B.S.in Psychology from Howard University. She is based in Washington, DC. How to Connect with Dawn Cooper: LinkedIn: www.linkedin.com/in/dawncooperhr/ Twitter: @dmedinacooper

What You Will Learn: Why it is as important as ever to continue making the case for DEI in the workplace in today’s competitive environment How DEI work directly connects to business results, and how to use this information in your case for DEI work Why more racially diverse companies and teams tend to outperform companies that are more racially homogenous Why gender diversity in a company’s leadership team has a direct result in the value of the organization Why the increasing diversity of the labor pool highlights a growing need for a work environment that attracts that diverse talent Why it is important to tie your case to actual data from your own organization and its Diversity, Equity and Inclusion (or lack thereof) Why DEI work has an impact on talent retention and can help you dramatically lower your turnover and its associated costs Why cultural competence has a powerful and positive impact on an organization’s bottom line, and why developing your organization’s cultural competence offers a competitive advantage Why cultural competence is a vital skill that can help you in many common business scenarios and challenges Making the Case for DEI It can sometimes feel overwhelming when making the case for DEI in the workplace. It can feel a bit like swimming upstream, especially if your organization doesn’t truly understand the benefits they could be reaping from a diverse, equitable, and inclusive work environment…or the price they’re paying for not putting in the effort to create one. However, it has never been more important to keep making the case for DEI than it is today. The labor pool is growing increasingly diverse, and creating a work environment that attracts that diverse talent is a crucial competitive advantage. Why DEI Work Matters to Your Bottom Line It isn’t just about the moral benefits of a healthier and more equitable organizational culture, though that is a powerful positive side to DEI work. It’s also about the direct productivity and financial benefits of doing the work. A frequently-cited McKinzie & Company study found that the top 25% of racially and ethnically diverse companies are 35% more likely to outperform the median. On the flip side, the least diverse companies tend to lag behind their competition. Likewise, those in the top 25% of gender diverse companies were 15% more likely to outperform the median on financial returns. The effect is just as impressive when we’re looking at the diversity of leadership teams. Research from the University of Maryland found that gender diversity in business leadership correlated with a staggering $42 million increase in the value of S&P 500 firms. In his book The Diversity Bonus, Princeton University researcher Scott Page found that diversity in organizational leadership teams enhances problem-solving due to a greater variety of perspectives. The Harvard Business Review published a report showing that homogeneity stifles innovation. With so much published research demonstrating the profound impact of Diversity on an organization’s success at all levels, making the case for DEI in the workplace is vital for giving your organization these powerful competitive advantages. The data proves beyond a doubt that the “do-nothing” strategy has a real, tangible cost on your organization’s effectiveness, profitability, and overall success. Where to Start in Making the Case for DEI It can feel like a daunting task, but making the case can be made easier by connecting it to your organization’s real data and to the impact DEI work can directly make on the business needs of your company. You need to understand where your organization is now, so that you know what areas need to be worked on and what positive benefits you’ll be able to achieve going forward. It all starts with data as a foundation you can build upon. Getting buy-in from your organization’s leadership team can be made much easier if you can show exactly how DEI work stands to strengthen your organization, even beyond the moral case for a Diverse, Equitable and Inclusive workplace. The effort is certain to pay off in the end. At deepSEE Consulting, we offer a number of resources you may find helpful as you collect and collate your data. Please feel free to visit our website and explore the many tools found in our resource library at www.deepseeconsulting.com/resources. About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

EP017 with Paloma Medina (she/her), about the windy path of following your passions and interest, how to evaluate risks in big life pivots, depression, getting back on your feet with a brain that doesn't want to, and what identity has to do with it.Taboo Topics We Cover:• Depression• Creating space for self-reflection • Self-sabotage• How to identify your internal wisdom • Hungry vs. Thirsty energy (don't be thirsty)• How DEI culture is failing us• Intersectionality and how we can self-define the impact of our identitiesMore on BICEPS (core needs framework)Watch her amazing TedX talkMore about Paloma (in her own words): Paloma Medina is a Lifelong entrepreneur obsessed with the science of how to make life and work better, and with rethinking antiquated systems and blending together tools and ideas for better, more life-affirming solutions to everyday problems. This obsession has led me to careers across a weird spectrum: from managing homeless community clinics to being a public speaker and executive coach in the tech world, and most recently to launching The Notebook Bar.________________________________________ Love the show? You can join our Bold Bitch Mafia for free access to bonuses, updates, and more. Remember to  RATE & REVIEW. Instagram @theboldbitchpodcast #OneBoldBitch More About The Show: In the BOLD BITCH Podcast we dive deep into taboo topics. Each week award-winning creative powerhouse and compulsively curious host Gia Goodrich talks to badass visionaries and brazen game-changers with bold visions and strong opinions. Diving below the surface of subjects we're socialized not to talk about, we learn, lift the veil, and shift perspectives on the lightning rod issues impacting us every day. It might ruffle a few feathers, but it takes honesty to inspire change and remind us that the boldest version of ourselves is exactly what the world needs.

Katie has worked in the corporate world and is now running her own business, so she walks the talk when it comes to diversity and inclusion and workplace culture consulting. She recently created a program for organizations that are new to their diversity, equity and inclusion commitments.  We talk about revamping corporate mindsets around diversity and inclusion work so that people are placed before profits, meaning they can show up as their full selves, resulting in higher productivity, engagement and quality products. Katie shares with us a couple of practical tactics that further this mission in the workplace, and we also get into how to speak up as your full self, whether you are comfortable voicing your opinion in the moment or you feel hesitant to share your feedback.  TOPICS EXPLORED IN THIS EPISODE: How Katie has taken a step back in the current climate [ 4:23 ] Following a career that stokes your fire [ 5:39 ] Noticing how women were being treated [ 8:23 ] Joining a diversity and inclusion committee [ 10:14 ] Building confidence from a side hustle [ 12:00 ] How DEI translates to the best talent and products [ 14:54 ] Revamping diversity and inclusion to put people over profits [ 18:05 ] Tips for showing up and speaking up in today's workspace [ 24:33 ] Culture add versus culture fit [ 38:12 ]   Katie's Quotable: If it doesn't benefit those who were historically marginalized, it's not true diversity and inclusion work.   I was an otherwise intelligent woman except for the fact that I bit off more than I could chew.   ========== Resources: Fierce Conversations by Susan Scott ========== Connect with Katie: LinkedIn: @KatieZink Website: www.katiezink.co  ========== Connect with Kattie: Online: www.kattiethorndyke.com Instagram: @kattiethorndyke LinkedIn: @kattiethorndyke