Podcasts about how diversity

People are at the core of everything we do at HR, but let's face it people—can be DIFFICULT.  Not because they have difficult personalities, but because no two people you meet are the same. Eventually, the things that make us different can create problems if we're not aware of how to exist across differences. A lot of the conflict at work can simply be between people who are just different. That complexity is exactly what we're unpacking today with Jennifer Laurie. In this episode, we're exploring how the things that make us all different can sometimes lead to workplace conflicts, and what HR can do to help everyone not just coexist but truly thrive together.  We're talking about fostering inclusive, equitable environments and how HR can bridge gaps and manage conflicts when personalities and perspectives clash. From discussing how to maintain strong relationships at work to handling power imbalances and supporting marginalized employees, we've got a lot to cover.  Jennifer shares her insights on why recognizing differences is crucial and offers practical advice for HR professionals navigating the evolving landscape of workplace diversity. 00:01:45 - The Key to Maintaining Strong Relationships at Work 00:04:08 - What Does Existing Across Differences Mean? 00:07:25 - Why Recognizing Differences is So Important Today 00:10:10 - How Does HR Help Employees Exist Across Their Differences? 00:12:50 - How to Learn Conflict Management, Even Without Resources 00:16:35 - How HR Can Address Power Imbalances Across Differences 00:20:00 - Supporting Employees Who Feel Marginalized 00:25:25 - Bridging the Gap Between Employees With Different Worldviews 00:29:42 - Common Obstacles With Building an Inclusive Environment 00:34:08 - Advice for HR Professionals New to Dealing With Diversity 00:37:42 - How Diversity is Evolving With the Addition of Global Employees 00:40:25 - What Initiatives Will Help HR With Diversity in the Coming Years? And if you love I Hate It Here, sign up to Hebba's newsletter! It's for jaded, overworked, and emotionally burnt-out HR/People Operations professionals needing a little inspiration. https://workweek.com/discover-newsletters/i-hate-it-here-newsletter/   And if you love the podcast, be sure to check out https://www.youtube.com/@ihateit-here for even more exclusive insider content!   Follow Jennifer: LinkedIn: https://www.linkedin.com/in/jenniferlauriehr/  Follow Hebba:  YouTube: https://www.youtube.com/@ihateit-here/videos LinkedIn: https://linkedin.com/in/hebba-youssef Twitter: https://twitter.com/hebbamyoussef

How Diversity, Equity & Inclusion efforts are going, and why there is a backlash to the DEI movement

“How Diversity, Equity, and Inclusion are Ruining Your Favorite Companies” “They Want Power Over Your Power and You” “Arrested for Farming – The Story of Amos Miller” “News From Across the Pond”

Bio:Sertrice Grice, MS, is Co-Owner & Chief Consulting Officer of Mattingly Solutions, a woman-owned diversity, equity, and inclusion (DEI) consulting firm. Co-Author of Inclusalytics, How Diversity, Equity, and Inclusion Leaders Use Data to Drive Their Work, Sertrice is passionate about helping organizations use metrics to create data-driven DEI strategies that drive meaningful change. Sertrice serves clients though DEI executive advising, DEI measurement consulting, and building/delivering inclusive behavioral change solutions. She is also a DEI thought leader and a sought after public speaker. In addition to working with clients, Sertrice makes time to give back to the community. She is the Vice-Chair of the board for Blacks in I/O, on the Board of Directors for Lucy Daniels Center,  Board of Advisors for GoBe Kids, and the Radford University IO program Board of Advisors. She also volunteers for national organizations including the Society for Industrial and Organizational Psychology and Alpha Sigma Alpha Sorority. Sertrice received her B.S. in Psychology from Emporia State University and her M.S. in Industrial Organizational Psychology from Radford University. She is currently located in Raleigh, North Carolina.Contact Sertrice Grice! Website: https://www.mattinglysolutions.com/Email: sertrice@mattinglysolutions.comTwitter: https://twitter.com/MattinglyDEIxFacebook: https://www.facebook.com/mattinglysolutions/Instagram: https://www.instagram.com/sasstrice/LinkedIn: https://www.linkedin.com/in/sertrice/

In this week's podcast, Leila McKenzie-Delis, CEO and Founder of DIAL Global speaks to Salma De Graaff, VP People/(CHRO) at Skyscanner"People that have come from the people function that can lead an organization, they're also leading the people in an organization and finding a way to understand and facilitate both what generates great revenue and what are going to be the key elements that lead the company forward and also how do we create the environment able to thrive."You'll hear about:- Salma's rich personal history and her upbringing with an immigrant father and growing up in an Asian family with its educational pressures, through her career in sales into HR- How her move abroad made her understand privilege from an intersectional lens, but also started her on her travel history, living in the Netherlands, Suriname, Kinshasa, The Dominican Republic, Congo, Ethiopia and finally back to the Netherlands with regular trips to the UK.-  The importance of a strong understanding of the commercial lens, as well as the fast paced, modern world that we live in to give someone a commercial edge.- How Diversity and Inclusion, culture and intersectionality fit into Human Resources- The importance of coaching and mentoring, and how that became Salma's inflection point in terms of going after the role that she always said she wanted and he importance of self-belief in that journey.- How a company is also a community, and the important role that HR/People plays in creating an environment where employees can thrive.- What resilience really means in terms of work-life balance and the importance of finding it earlier in life.Continue the conversation on LinkedIn

HAVE YOU SUBSCRIBED TO "Before the Bell?" https://www.youtube.com/channel/UCFmyKJKseEMQp1d14AjvMUw (3/17/23) Bank math is a lot like Abbott & Costello math; the main issue with banks is lack of mark-to-market; SVB problem was it's the tech-darling, whose product was sub-prime business loans based on "social credit." (See "The Panic of 1907"). How diversity and equity nearly crashed the economy (NY Post). Is the Fed's 2% inflation target realistic? The ECB continues to raise rates; what will the Fed do? Credit Suisse and First Republic: Euphoria vs reality? Why more Americans under-estimate Social Security benefits. Including sequence of returns in financial planning; everything is rosy at brokerage firms, and the answer for every question is stocks. The "S" in ESG is stinky. The luck of retirement in the economic cycle; the 4% Rule is a lie. Janet Yellen calls Jamie Dimon; hilarity ensues; Credit Suisse bail out vs realization that some things cannot be fixed; Labor & Demographic trends: Effects of inflation, prices are not going backwards; seniors going back to work. IQ vs EQ (emotional quotient). SEG-1: SVB, Abbott & Costello, and Bank Math SEG-2: How Diversity and Equity Nearly Crashed the Economy SEG-3: Under Estimating Social Security Benefits SEG-4: Janet Yellen Call to Jamie Dimon; Inflation that Cannot be Fixed Hosted by RIA Advisors Director of Financial Planning, Richard Rosso, CFP Produced by Brent Clanton, Executive Producer -------- Watch today's show on our YouTube channel: https://www.youtube.com/watch?v=j8TBR2hYgDM&list=PLVT8LcWPeAuhi47sn298HrsWYwmg8MV7d&index=1&t=7s -------- The latest installment of our new feature, Before the Bell | "Credit Suisse Gets a Bailout" is here: https://www.youtube.com/watch?v=CNDbCAHOmZ4&list=PLwNgo56zE4RAbkqxgdj-8GOvjZTp9_Zlz&index=1&t=5s -------- Our previous show is here: "Why the Credit Suisse Bailout is Significant: SIFI" https://www.youtube.com/watch?v=T0eVQW2MQWE&list=PLVT8LcWPeAugpcGzM8hHyEP11lE87RYPe&index=1&t=5s -------- Articles mentioned in this podcast: "Bank Runs. The First Sign The Fed “Broke Something.”" https://realinvestmentadvice.com/bank-runs-the-first-sign-the-fed-broke-something/ ------- Get more info & commentary: https://realinvestmentadvice.com/newsletter/ -------- SUBSCRIBE to The Real Investment Show here: http://www.youtube.com/c/TheRealInvestmentShow -------- Visit our Site: www.realinvestmentadvice.com Contact Us: 1-855-RIA-PLAN -------- Subscribe to SimpleVisor: https://www.simplevisor.com/register-new -------- Connect with us on social: https://twitter.com/RealInvAdvice https://twitter.com/LanceRoberts https://www.facebook.com/RealInvestmentAdvice/ https://www.linkedin.com/in/realinvestmentadvice/ #InvestingAdvice #CreditSuisee #CPI #Inflation #FederalReserve #SiliconValleyBank #Bailout #RateHike #BankRegulation #Markets #Money #Investing

HAVE YOU SUBSCRIBED TO "Before the Bell?" https://www.youtube.com/channel/UCFmyKJKseEMQp1d14AjvMUw (3/17/23) Bank math is a lot like Abbott & Costello math; the main issue with banks is lack of mark-to-market; SVB problem was it's the tech-darling, whose product was sub-prime business loans based on "social credit." (See "The Panic of 1907"). How diversity and equity nearly crashed the economy (NY Post). Is the Fed's 2% inflation target realistic? The ECB continues to raise rates; what will the Fed do? Credit Suisse and First Republic: Euphoria vs reality? Why more Americans under-estimate Social Security benefits. Including sequence of returns in financial planning; everything is rosy at brokerage firms, and the answer for every question is stocks. The "S" in ESG is stinky. The luck of retirement in the economic cycle; the 4% Rule is a lie. Janet Yellen calls Jamie Dimon; hilarity ensues; Credit Suisse bail out vs realization that some things cannot be fixed; Labor & Demographic trends: Effects of inflation, prices are not going backwards; seniors going back to work. IQ vs EQ (emotional quotient). SEG-1: SVB, Abbott & Costello, and Bank Math SEG-2: How Diversity and Equity Nearly Crashed the Economy SEG-3: Under Estimating Social Security Benefits SEG-4: Janet Yellen Call to Jamie Dimon; Inflation that Cannot be Fixed Hosted by RIA Advisors Director of Financial Planning, Richard Rosso, CFP Produced by Brent Clanton, Executive Producer -------- Watch today's show on our YouTube channel:   https://www.youtube.com/watch?v=j8TBR2hYgDM&list=PLVT8LcWPeAuhi47sn298HrsWYwmg8MV7d&index=1&t=7s -------- The latest installment of our new feature, Before the Bell | "Credit Suisse Gets a Bailout" is here: https://www.youtube.com/watch?v=CNDbCAHOmZ4&list=PLwNgo56zE4RAbkqxgdj-8GOvjZTp9_Zlz&index=1&t=5s --------  Our previous show is here: "Why the Credit Suisse Bailout is Significant: SIFI" https://www.youtube.com/watch?v=T0eVQW2MQWE&list=PLVT8LcWPeAugpcGzM8hHyEP11lE87RYPe&index=1&t=5s  -------- Articles mentioned in this podcast: "Bank Runs. The First Sign The Fed “Broke Something.”" https://realinvestmentadvice.com/bank-runs-the-first-sign-the-fed-broke-something/ ------- Get more info & commentary:  https://realinvestmentadvice.com/newsletter/ -------- SUBSCRIBE to The Real Investment Show here: http://www.youtube.com/c/TheRealInvestmentShow -------- Visit our Site: www.realinvestmentadvice.com Contact Us: 1-855-RIA-PLAN -------- Subscribe to SimpleVisor: https://www.simplevisor.com/register-new -------- Connect with us on social: https://twitter.com/RealInvAdvice https://twitter.com/LanceRoberts https://www.facebook.com/RealInvestmentAdvice/ https://www.linkedin.com/in/realinvestmentadvice/ #InvestingAdvice #CreditSuisee #CPI #Inflation #FederalReserve #SiliconValleyBank #Bailout #RateHike #BankRegulation #Markets #Money #Investing

Star Trek has massively influenced my views about the future of work Find out why it influences everything we do here Here's some key topics covered from this episode: Why they solved all the problems we have now How Diversity becomes something that is taken for granted How a true meritocracy is allowed to emerge … How Star Trek Inspires Our Vision For An Inclusive Future Read More » The post How Star Trek Inspires Our Vision For An Inclusive Future appeared first on Element of Inclusion.

This episode of Dreams with Deadlines with Host Jenny Herald showcases the work of two dynamic women – each with a complementary area of expertise – who have joined forces to address how over-50 workers factor into the future of our global economy. Dominique Ben Dhaou and Ellen Kocher, co-authors of "Wake-Up, Shake-Up, Thrive!: How to Lift Up Your Life in Your 50's and Beyond — Swiss Secrets to Not Growing Old," share with us their strategies for retaining older employees and building a sustainable framework for helping corporations of all sizes keep their organization's healthy and nimble.Key things discussed The fact that only 8% of companies internationally have included age in their Diversity, Equity and Inclusion initiatives. Why it's critical that we embrace a five-generation workplace model. The five dimensions of mental and physical health that corporate leaders and individual employees should be addressing. Why measuring efficiencies in the workplace is a holistic exercise, requiring a systematic assessment and trackable, qualitative measures. The co-authors' book, "Wake-Up, Shake-Up, Thrive!: How to Lift Up Your Life in Your 50's and Beyond — Swiss Secrets to Not Growing Old." Show Notes [00:02:16] Introducing two women who are using their complementary talents to reshape workplace cultures with their vision for creating sustainable, purposeful employment for people of all ages. [00:03:06] About the huge demographic shifts that will impact the workplace of the (not-so-distant) future and how Dominique and Ellen are leveraging their decades of experience to help corporations navigate with customized, structured action plans. [00:06:47] A closer look at the challenges posed by a rapidly aging Western workforce, including impacts to productivity and availability of skilled workers. [00:08:10] Why embracing a five-generation workforce is relevant and its implications: Businesses are suffering the economic consequences of an insufficient supply of employees with the skills and competencies to serve clients. Older team members often feel disengaged, disenfranchised or dis-incented. Misconceptions and biases tend to flourish if left unchecked. Retaining (and respecting) older workers communicates a psychologically safe workplace which can cultivate loyalty in younger workers as well. [00:16:50] How Diversity, Equity & Inclusion initiatives include age in only eight percent of companies globally. The bright spot: 75% of CEOs recognize the importance of managing age diversity. [00:17:29] Looking at the many workplace stressors and how mental health and wellbeing have come to the fore as corporate and social priorities. [00:20:54] Breaking down the five dimensions of well-being and how they sustain(or undermine) workplace cultures. Those elements include: Physical. Emotional. Intellectual. Spiritual. Financial. [00:29:52] How Dominique and Ellen help companies embed employee actualization within overall corporate goals and outcomes. It starts with the checklist they have developed based on their combined decades of experience, including questions like: What are you doing? Are you happy with it? What are you not doing? Is it important to you or not? How do we create a roadmap that embeds those in corporate cultural priorities? What bottom-line impacts will these necessary changes have? [00:32:43] How Dominique and Ellen's dynamic, nimble, hands-on approach builds bridges to change at every level of the enterprise while anticipating business impacts. [00:35:42] Measuring for Efficiencies: A study has shown that companies – large and small, regardless of nation or origin – are wasting 51.5% of payroll every month due to  factors like operational dysfunction or disaffection among workers. [00:39:23] Case Study: Ellen shares the powerful example of how a bank in Geneva used the five dimensions to shift the mindsets of employees who, feeling undervalued by their employer, had been taking their assets elsewhere upon retirement. [00:42:00] About the tagline: “Don't Grow Old Waiting” and how Wake-Up, Shake-Up, Thrive! was founded on a holistic platform that celebrates the privileges of being over-50. [00:43:48] Why over-50 workers and entrepreneurs are well-positioned for success due to demographic shifts that make them a renewable resource worth retaining! [00:46:52] The authors share insights into their book, "Wake-Up, Shake-Up, Thrive!: How to Lift Up Your Life in Your 50's and Beyond — Swiss Secrets to Not Growing Old," their 2/3s “learning” and 1/3 “doing” formula and other tips for keeping workers engaged at every stage of growth and life. [00:50:23] Quick-Fire Questions for Dominique and Ellen: What's your dream with a deadline? Boosting the numbers of companies that include over-50 workers in their DEI plans. Also: Getting things done, making an impact and living balanced, healthy, happy lives. Where should business leaders start in addressing the challenge of retaining and optimally integrating older members of the workforce? Consider bringing in experts to assess the organization and identify tools for measurable outcomes. What does a person who is thriving within an organization that is thriving look like? It's someone who: Has clarity about why they're working. Knows what their contributions are. Has healthy boundaries. Feels a sense of purpose and excitement about the job. Intentionally chooses to stay. Relevant links Link for Deloitte study: "Workers wanted: How the 50plus age group can help tackle the looming labour shortage: Ageing workforce challenge in Switzerland." More about the work of the National Wellness Organization's Multicultural Competency Committee. The Surgeon General's 2022 report: "Workplace Mental Health & Wellbeing." A link for McKinsey's report, “Help Your Employees Find Purpose or Watch Them Leave” can be found here. "Wake-Up, Shake-Up, Thrive!: How to Lift Up Your Life in Your 50's and Beyond — Swiss Secrets to Not Growing Old," by Ellen Kocher and Dominique Ben Dhaou. About Our Guests:Dominique Ben Dhaou, a co-founder of Wake-Up, Shake-Up & Thrive, initially built a corporate career that allowed her to travel the world beyond her native Switzerland, while simultaneously gaining vast experience as a C-suite executive. After 30 years in upper management of Human Resources, she realized that her career was draining rather than enlivening her. At 53, she embarked on a journey to entrepreneurship, both as a coach/consultant and co-author with Ellen Kocher of "Wake-Up, Shake-Up, Thrive!: How to Lift Up Your Life in Your 50's and Beyond — Swiss Secrets to Not Growing Old." Their practices focuses on helping professionals reinvent their careers to be in alignment with their values and purpose.With a master's degree in Health and Wellness Coaching, as well as accreditations in Coaching, Workplace Wellness, Mindful Eating and Health, Ellen Kocher has built a second career around a non-diet, mindfulness-based approach to eating, physical activity, holistic health and self-care. She is a co-founder of Wake-Up, Shake-Up & Thrive as well as a co-author with Dominique Ben Dhaou of "Wake-Up, Shake-Up, Thrive!: How to Lift Up Your Life in Your 50's and Beyond — Swiss Secrets to Not Growing Old."Follow Our Guests:Website | Dominique@LinkedIn | Ellen@LinkedInFollow Dreams With Deadlines:Host | Company Website | Blog | Instagram | Twitter

Most recruiters say that Equity, Diversity and Inclusion is important but haven't actually updated their recruitment process accordingly.  There's a big difference between talking about ED&I and making a real commitment to implement it. This is why a lot of the discussion around this topic is performative while in reality the candidate shortlists recruiters are presenting to clients are largely made up of the “usual suspects.” In this challenging episode, it was my pleasure to interview a prominent champion of ED&I, Jo Major. Jo brings 22 years of recruitment industry experience and founded Diversity in Recruitment because of her drive to get ED&I on the agenda of recruitment teams. She believes recruiters can influence and lead the change needed to tackle underrepresentation in UK employment.  Through training and advice, she helps recruiters get to grips with ED&I and gives them the insight, tools, and confidence to attract diverse talent, make their processes equitable and accessible, and recruit inclusively and confidently partner with their clients and hiring managers. Jo believes that a candidate's identity, background, and circumstances should never be the reason they don't make it into the recruitment process. If you are on the quest of helping your candidates, clients, and your own team, to align with ED&I principles, Jo's insights and practical advice will be of help to you. Episode Outline and Highlights [04:37] ED&I - Jo's insights on its importance to the recruitment industry. [08:17] What motivated Jo to focus on training instead of recruiting? [13:1]1 How impostor syndrome affected Jo when starting her business. [18:18] How Diversity in Recruitment supports recruitment businesses. [23:05] Jo discusses the “Performative Tickbox Exercise.” [27:58] How can recruiters support their clients in inclusive, accessible, and equitable hiring? [34:57] How can recruiters make a difference in the area of ED&I?  [38:37] Why ED&I complements a retained solution for clients. [46:04] The critical role of equity in making the recruitment process more inclusive. [49:01] How job descriptions can include points of ‘de-selection'. [53:10] The most essential steps on ED&I from a recruitment standpoint. [59:25] Can ED&I only be afforded by big recruitment companies?   How Diversity in Recruitment Supports Recruitment Businesses Jo's two decades of recruitment industry experience gives her a valuable perspective on how diversity, inclusion, and equity should be aligned with the profession of recruitment.  She also has a strong drive and passion for this topic.    This was the motivation behind launching her training business, Diversity in Recruitment. How does her organization support recruitment firms to include ED&I in their agenda? “I tend to take a training and advisory approach rather than a consultancy,” stated Jo. “I am a massive fan of module learning - bite-sized accessible training rather than days and days talking about new concepts to recruiters.” Below are some ways in which they can help recruitment businesses:   Understanding what is diversity and inclusion in the recruitment setting. Understanding unconscious bias, hiring habits, and preferences. Practical steps on how to make recruitment accessible and equitable and inclusive. How to attract under-represented talent. How to package your job differently from the way that you have always done. Turning marketing strategy to engage candidates not currently on your network. Moving away from the cookie-cutter approach. Looking at how to have conversations with clients.   ED&I - Is Making a Difference Really Worth It? Let's face it - making a difference can be challenging and overwhelming, especially for smaller businesses. In an environment where recruitment businesses have targets and placements to meet, the task of embedding ED&I in the core of their businesses can seem enormous. So you may ask, is it worth undertaking this challenge?   This is how Jo puts it, which for me makes perfect sense. “This will help you be better at your job. This will help you reach more candidates and increase your talent pools. This will help you win more business. This will help you develop long-term relationships with your clients. This will differentiate you from your competitors. It will get you to think about additional products and services.”   The next question is, how do you help your team to be aligned with the principles of equity, diversity, and inclusion? And how do you support your clients in doing the same? Jo has provided several meaningful ideas that can help you as a recruiter and recruitment business owner.    My biggest takeaway from the interview with Jo is that recruitment leaders must start their ED&I journey with their own internal recruitment process.  Take a look at your existing team and internal hiring practices.  Before you start advising clients on ED&I, make sure you've taking steps to implement it within your own business.   Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you'll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained Recruitment Entrepreneur is the world's leading Private Equity firm specializing in the international recruitment industry. If you've dreamed of starting, scaling and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. They provide everything you need to grow a successful recruitment business including: funding, financial expertise, coaching and mentoring, operational strategy, backoffice support, marketing and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc   Jo Major Bio and Contact Info   Jo has a twenty-year+ career in the recruitment space behind her. Her work has helped to grow businesses, schools, charities, and enterprises, and has shaped the careers of some outstanding humans.   Jo has developed strategic D&I, Social Mobility & CSR programs that build and improve recruitment team culture, engage employees, attract underrepresented talent and make recruitment businesses better places to work and partner with.   She founded Diversity in Recruitment because of her absolute drive to get D&I on the agenda of recruitment teams, no matter what their size and capacity – Jo believes that recruiters have the opportunity to influence and lead real change   Jo on LinkedIn Diversity in Recruitment website link   People and Resources Mentioned Ben Broughton on LinkedIn Chikere Igbokwe on LInkedIn Ann Swain on LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#12 The Commercial Value of Diversity and Inclusion in Recruitment with Raj Tulsiani TRR#57 Diversity as a Differentiator - How Recruiters Can Attract 70% More Diverse Talent, with Helen McGuire TRR#102 How Recruiters Can Promote Diversity, Equity, and Inclusion, with Chikere Igbokwe TRR#114 Growing a Recruitment Startup to £1.1 Million in Only Five Months Subscribe to The Resilient Recruiter  

Marcus Sawyerr, CEO of EQ Community joins me in this conversation on race. We talk about how he and EQ Community help Black and other People of Color who have been historically excluded from professional opportunities. He shares his experience as a Black man in the UK, and  how he came to the US and founded EQ Community.   Key Topics include:   [4:16] Why it's important for Black people to have access to business opportunities, and ways to get those opportunities. [5:14] Why access to information is crucial, and how lack of access has resulted in exclusion for Black and other people of color. [12:07]- Why and how he founded EQ Community. How Marcus Sawyerr and EQ Community help People of Color get access to top jobs and opportunities instead of languishing in search firms [14:00] How people in EQ Community get and give support to each other to excel [15:39] Why and how Black and Brown people are underutilized even after they get hired [16:38] Is exclusion a Black and White thing, is it an organizational DNA thing? A race thing? [23:10] How Diversity and Inclusion is a superpower [27:01] The difference between being a black man in the UK vs being a Black man in the US. [30:22] How the system in the US is set up for People of Color not to win and how to change that.   Guest Bio British-born CEO Marcus Sawyerr is founder of EQ Community, was an executive board member to Microsoft, former Head of Global Partnerships at The Adecco Group in Switzerland, and Senior Director at CareerBuilder.  His latest tech platform is a unique online community that's cultivating and connecting multicultural professionals interested in tech— accelerating diverse and inclusive executive recruitment, globally. He can speak to timely topics, as: -Hiring Trends across Tech in DE&I Metaverse  -How Web3 and decentralization will impact future of work -DEI program best practices for a winning team - Myth-busting the big lie about “lowering the bar“ to attain inclusive hiring and diverse workforce - The power and impact of inclusion and equitable recruiting - The importance of developing nuanced and strategic approach to implementing diverse hiring panels - And how to structure, implement, measure, and sustain equitable and inclusive attraction and selection practices Lastly, Marcus is featured in publications: Insight, The EQ Report, American Express, Recruiter.com, LinkedIn, and Inside Big Data. Host Bio: Simma Lieberman, The Inclusionist helps leaders create inclusive cultures. She is a consultant, speaker and facilitator and the host of the podcast, “Everyday Conversations on Race for Everyday People.” Contact Simma@SimmaLieberman.com Go to www.simmalieberman.com and www.raceconvo.com for more information Simma is a member of and inspired by the global organization IAC (Inclusion Allies Coalition) 

Rich Chang is the CEO and co-founder of NewFoundry - a product development and engineering firm based in Ann Arbor, Michigan. He is an entrepreneur, consultant, public speaker and a community leader. Rich is not just developing software, he's also into developing connections and relationships with people. He has been actively involved with different nonprofit organizations, and is passionate about diversifying and giving back to the community. In this episode you will learn: How DIVERSITY played a huge role in his evolution as a person. How nonprofit experiences can help shape how we see business. Why we all do better when we all do better. There's a very large population of people that if we invested and spent the time, we would have a workforce pipeline for a long time going. You can find Rich at: https://thenewfoundry.com/ A little about me: I began my career as a teacher, was a corporate trainer for many years, and then found my niche training & supporting business owners, entrepreneurs & sales professionals to network at a world-class level. My passion is working with motivated people, who are coachable and who want to build their businesses through relationship marketing and networking (online & offline). I help my clients create retention strategies, grow through referrals, and create loyal customers by staying connected. In appreciation for being here, I have a couple of gifts for you. A LinkedIn Checklist for setting up your fully optimized Profile: http://janiceporter.com/download-checklist.html An opportunity to test drive the Follow Up system I recommend by sending a FREE greeting card (on me): www.sendacardeverytime.com Connect with me: http://JanicePorter.com https://www.linkedin.com/in/janiceporter/ https://www.facebook.com/JanicePorterBiz https://twitter.com/janiceporter Join our Relationships Rule community on FB here: https://www.facebook.com/groups/relationshipsrule/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a note in the comment section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on iTunes or Stitcher. You can also subscribe from the podcast app on your mobile device. Leave us an iTunes review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on iTunes, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on iTunes.

This week, for episode 17 of “The 3D Podcast” me, Cedric Chambers sits down with an awesome diversity leader and person, Kristin Malek. During this interview, Kristin shared his thoughts about How Diversity and Inclusion in CDW's business diversity objectives. This is a great episode packed with a ton of gems, so get your notepads ready as we dive deep and “Discuss the Dimensions of Diversity”. Feel free to subscribe, comment and like.

This week, for episode 16 of “The 3D Podcast” me, Cedric Chambers sits down with an awesome diversity leader, Ron Taylor. During this interview, Ronshared his thoughts about How Diversity, Equity & Inclusion Impact in helping the leaders in our society today. This is a great episode packed with a ton of gems, so get your notepads ready as we dive deep and “Discuss the Dimensions of Diversity”. Feel free to subscribe, comment and like.

                       "C-CHANGE SHOW - Changing  Business Culture or GOOD."How Diversity in Leadership led to a 4x jump in revenue. Lance is an ally for women and underrepresented people. He found an incredible talent and offered her the role of President of Closed Loop. She took the company to the next level. Lance and I will be discussing how to find the right people for the right roles who are different than the status quo hires and how he handled a sales rep that harassed his staff.  You can read his LinkedIn article HERE. He is a champion of fairness and equity who is showing a successful way into the future of work and deserves to be celebrated! A bit more about Lance:He is the CEO of Closed Loop. We are a boutique agency of 40+ digital advertising growth hackers, and we specialize in helping innovative brands gain an unfair advantage through next-level online advertising strategies. We have managed over $1B in digital ad spend for clients like AWS, Intercom, Tableau Software, Service Now, New Relic and others. Channels we manage include Google Ads, Facebook, Bing, Yahoo, programmatic display, YouTube, native, mobile and many others. We believe in tailoring a holistic, full-funnel approach to each client in order to unlock massive growth.   Accomplishments ● 20 years as a successful digital growth agent ● 18 years leading a respected marketing services agency ● Recognized as an Ad Age Best Place To Work multiple times ● Spoken at over 50 industry events ● Mentor for 500startups ● Won a bike race once

Jaya Saxena practiced law for a few years before working in law school administration and back to a law firm, but focusing on diversity, equity, and inclusion practices. Now, as the Director of Diversity, Equity, and Inclusion at The Brattle Group, Jaya Saxena creates strategy and acts as an internal consultant to ensure that DEI is represented in all aspects of the company.Listen to learn: How Diversity, Equity, and Inclusion (DEI) is a cross-functioning role, regardless of where the program is housed in a company. DEI is not strictly an HR function. The importance of focusing on what you can control to eliminate stress Why pre-law programs benefit law students  We also discuss: How most careers are non-linear yet meaningful and beneficial Cultural pressures that motivate people to seek advanced degrees or attend law school Five-year undergraduate and Master's degree programs at Carnegie Mellon University Jaya Saxena is licensed to practice law in Maryland. Learn more about Jaya Saxena:  Twitter: https://twitter.com/thezenlegalmamaLinkedIn: https://www.linkedin.com/in/jayasaxena2010/*You Are A Lawyer is hosted by Kyla Denanyoh.  Follow the podcast:Instagram: https://www.instagram.com/youarealawyer/Twitter:  https://twitter.com/YouAreA_LawyerWebsite: https://www.youarealawyer.comADVERTISER:  This episode is sponsored by the Law Office of Vernon P. Thomas.

What if Diversity is a corrupting influence? Find out about a book that says that Diversity is dividing society and undermining our culture. Here are some key topics covered from this episode: The Challenges I had reviewing this book My personal bias that this book addresses How Diversity practices are viewed as harmful and counter … The Diversity Delusion  Read More » The post The Diversity Delusion  appeared first on Element of Inclusion.

Troy Brown, ICMA-CM, city manager of Moorpark, CA, and ICMA President, discusses:Changes in dues structure that makes membership more accessible.Priorities, challenges and opportunities city managers and their staff are taking on in 2022.How Diversity, Equity, and Inclusion (DEI) is different than Social Justice and why it matters. Plus ICMA's current position on addressing each and how leadership is open to feedback directly from members.This episode is brought to you by our sponsor Smarsh Inc. – a leader in Enterprise Information ArchivingView Smarsh's Government SolutionsResources:Read Smarsh's Professional Archive for Government DatasheetICMA 2022 Regionals: Build Your Resilience

Dr. J. Bruce Stewart, founder and CEO of Small World Solutions Group, joins Dr. Vanessa Weaver to speak about his new book The Click Code: Why Some Teams Click and Others Don't. Dr. Stewart shares the importance of promoting social capital in the workplace so that companies can foster an inclusive environment for people to succeed in.In this Episode·      The introduction of Dr. Stewart's latest book The Click Code: Why some teams click and others don't, and how the book explores the functionality of teams in the workplace, and why some teams have a hard time utilizing tools to manage and lead in an inclusive way·      The definition of social capital, how it functions, the challenges of implementing social capital, and the importance of this concept in the creation of a diverse, equitable, and inclusive working environment·      A brief discussion on the topic of cognitive diversity and psychological roles, the purpose and importance of both, and how having a diversity of both helps teams to become more productive and increase performance ·      The other factors of creating a diverse and successful team, including “plussing up”, or building up on a person's ideas, and the three Hit factors, which are the Musketeer mindset (all-for-one, one-for-all), identification of psychological roles, and the “A+” principle·      How Diversity, Equity, and Inclusion and EEO groups can come together to understand social capital to build diverse, effective teams, and how help invoke change within a company's culture to focus on diversity, equity, and inclusion as major factors within the company Resources·      Dr. J. Bruce Stewart·      Small World Solutions Group·      Dr. Vanessa Weaver·      Alignment Strategies·      The Click Code: Why Some Teams Click and Others Don'tFollow Us on Social MediaWorkin' It Out·      LinkedIn·      Facebook ·      Instagram·      Twitter  Alignment Strategies·      LinkedIn·      Facebook·      Twitter  Diversity and Inclusion Television·      LinkedIn·      Facebook   

This episode of On Point features a conversation between Lisa Benitez, the Chief Diversity Officer at the United States Military Academy West Point, and Herman Bulls, International Director and the founder of JLL's Public Institutions Business Unit. Herman also serves on several high-impact public, private and not-for-profit boards including USAA, The American Red Cross, The Military Bowl, Comfort Systems USA, American Campus Communities, and the West Point Association of Graduates. He is founder, President, and CEO of Bulls Advisory Group, a real estate and management advisory firm. Herman completed 12 years of active duty service with the United States Army, and retired as a Colonel in the U.S. Army Reserves in 2008. He is part of the West Point graduating class of 1978 and received a MBA from Harvard Business School.In this episode, Herman talks about leading the initial charge for diversity, equity, and inclusion at West Point. As well, gives insight into how the school has continued to expand those efforts across the organization from the board, staff, and faculty to athletics, admissions, and alumni. He helped establish, and was the first chair, of the AOG board's diversity committee, and continues to support West Point AOG to be the most connected and inclusive alumni group in the world. ---------------“When we were focusing on it [Diversity, Equity, and Inclusion], my intent was that I certainly want it to be totally inclusive and we need to make sure we include all of our graduates for all minorities. We need to include everybody. However, my objective, when I set this up, was to say, we're going to focus on the African-American graduate body and we're going to get them engaged, and we're going to make this academy better for everybody. That was the intent of it.” - Herman Bulls---------------Episode Timestamps(00:40) Herman's Involvement in Diversity and Inclusion Initiatives(03:55) How Diversity and Inclusion was initially received at West Point(05:45) West Point Diversity Conference(09:30) Diversity and Inclusion Representation among Staff and Faculty(11:55) Establishment of Diversity and Inclusion Committee as Part of Board(12:55) Herman's Role as Chair of Diversity and Inclusion Board(15:00) Diversity and Inclusion Representation for Athletes(15:51) West Point Special Interest Groups(16:50) Corporate Governance(17:15) Diversity Makeup within Board and Advisory Committee(20:44) Importance of Candid Conversations(24:10) Minority Visitation Program and other Diversity and Inclusion Initiatives(28:00) Need for Resources(28:45) Diversity and Inclusion Role in West Point Alumni Connectivity(35:45) Herman's West Point Experience vs. his Son's(40:25) Philanthropy and Margin of Excellence Program(47:00) Post Graduate Scholarship Distribution and Awards for Minorities---------------LinksHerman Bulls LinkedInHerman Bulls TwitterWest Point Association of GraduatesOn Point Podcast

Every business has challenges that must be overcome. As your company grows beyond product-market fit, you want to figure out your Diversity and Inclusion (D&I) approach. This topic is often misunderstood, and figuring it out will give you an advantage. Today's guest is Everett Harper, CEO and Co-Founder at Truss. Inc Magazine ranked his company #553 on the 2021 Inc 5000 list. Truss helps your product, design, and engineering teams work together to produce high-quality, iterative software quickly without putting customer data or safety at risk. Everett and I talk about diversity and inclusion in today's economy. It isn't very easy and requires you to be open-minded for sure. Diversity and inclusion are areas of leadership that will challenge you as your company grows. Get the show notes for How Diversity and Inclusion Drive Growth with Everett Harper at Truss Click to Tweet: Listening to a fantastic episode on Growth Think Tank featuring #EverettHarper with your host @GeneHammett https://bit.ly/gttEverettHarper #DiversityandInclusion #GeneHammettPodcast #GHepisode850 #GTTepisodes #Inc2021 #buildsoftware Give Growth Think Tank a review on iTunes!

Have you ever noticed how much rhetoric is used when talking about Diversity and Inclusion? Find out why this could be working against you Here are some key topics covered from this episode: An Ancient Greek perspective on a contemporary problem How Diversity & Inclusion narratives violate the Three modes of Persuasion My personal approach … The Rhetorical Problem of Diversity & Inclusion Read More » The post The Rhetorical Problem of Diversity & Inclusion appeared first on Element of Inclusion.

On this episode of The Shape of work podcast, our guest is Gayathri Gudipati, Human Resources Manager at Roundsqr.With over 13 years of experience working in the HR fraternity, Gayathri has plenty of expertise to share in this conversation. We discuss with Gayathri:How to measure the productivity of remote workersThe need for HR innovationWhat is and how to create a great candidate experienceHow Diversity and Inclusion matterEmployee engagement strategies that actually workEpisode Highlights Ways of measuring the productivity of remote workers While speaking on measuring employees' productivity, Gayathri feels that it is not right to assess the performance of a candidate after a year. Monthly touchpoints, quarterly analysis, and other modern measuring methods should be incorporated, especially in remote working situations when an organization has no standard goals. HR Innovation and its need While answering the question related to HR innovation and its need, Gayathri explains that in the 2010s, HR technologies were more focused on automating processes and people management. However, now, newer technologies like AI platforms are used for management, recruiting, and several other ways for improving productivity instead of just improving the functionality of an organization. She also explains the need for HR innovation in verifying the backgrounds of the candidates as HR teams are still relying on third parties to gather information about their past careers. How to create a great experience for candidates?While answering the question associated with turning employee experience into a positive thing for the organization or employer branding, Gayathri feels that the companies should do root-cause analysis for the bad things written about them on platforms like Glassdoor and LinkedIn. If the company policy or recruitment process is at fault, the employer should own up and acknowledge the mistake, she admits. How Diversity and Inclusion matter in HR?While addressing the question of how to include diversity and inclusion in an organization, Gayathri says that the company should develop a culture where there is mutual respect for each other. The company's top management, along with the HR team, should encourage executives to include these values in the organization. She feels that organizations should start respecting diversity while making the holiday calendar and including things like floating holidays to accommodate everyone. According to her, small things like addressing basic needs like leaves to pregnant employees and providing prayer rooms to members during their holy month are also important. Localizing some policies to make the employees feel included is a must as per her thoughts. Effective Employee Engagement StrategiesChoosing the right platform for a particular communication policy, how frequently you want to engage with your employees, what will be the agenda of the communication, and recognizing the effort of hard-working employees is important, as per Gayathri. The employers must recognize the parameters of recognition and provide a competitive salary structure to provide a good environment for all the employees. According to her, giving the right learning path to employees is also an essential part of effective employment strategy.Follow Gayathri on LinkedInProduced by: Priya BhattPodcast host: Nikita Chowdhary

Making the Case Part I: Why Diversity is Good For Business What You Will Learn: Why it is important to examine why Diversity is good for business, just as we examine the benefits of all the other business decisions we make Why the first component of why diversity is good for business is the moral implications of increased Diversity How studies have shown that the top 25% racially and ethnically diverse companies are 36% more likely to outperform less diverse companies in financial performance Why greater gender Diversity gives companies a 25% increased likelihood of outperforming the average and increase the value of these organizations How Diversity can help fuel innovation, new and fresh ideas, and more perspectives in decision-making Why tokenism isn't enough, and why diverse team members and business leaders need to be brought in as full members of the team Why our workforce is increasingly diverse and why organizations that value Diversity have greater access to talented team members How immigration is helping push back against the declining numbers in the workforce and helping fill the increased demand for workers Why Diversity is crucial as BIPOC people are becoming an ever-growing segment of our society Making the Case Part I: Why Diversity is Good For Business We all know that most business decisions are made on the basis of the impact they have on the bottom line. Luckily, Diversity, Equity and Inclusion work does have a positive impact on the success of our organizations. The challenge is making the case for why we need to do this work in a way that illustrates this impact. In this first episode in a special three-part What's The Difference podcast series, I want to talk to you first about why Diversity is good for business and what effect increased Diversity can have on your organization's success. Why Diversity is Good For Business At deepSEE Consulting, we've designed a template to help you make the case for DEI work in your organization, which you can find on our website at www.deepseeconsulting.com. This template serves as the basis of our three-part series, so I urge you to check it out. First, let's talk about why Diversity is good for business. Just as we carefully consider the pros and cons before we make other key business decisions, we should consider these same factors when making the case for DEI work in our organizations. Of course, there's the moral imperative, but there are also tangible benefits of increased Diversity. McKinsey & Company periodically releases a report on the business impact of greater Diversity. First, they rank organizations based on their racial diversity and then they examine these companies' financial performance. According to their findings, organizations in the top 25 percentile of racially and ethnically diverse organizations were 36% more likely to outperform the median. Additionally, companies in the top ¼ of companies with Diversity in their leadership roles had a 20% higher probability of above-average performance. Greater gender Diversity also offers a 25% greater likelihood of outperforming the financial returns of less diverse organizations. It Takes Real Commitment Allow me to be clear, just hiring a female or BIPOC employee isn't enough to enjoy these benefits. Your organization must be truly committed to greater Diversity, and diverse team members need to be truly welcomed at the table. For example, gender Diversity doesn't have a major impact on performance until Diversity reaches a critical mass and at least 22% of the executive leadership team are women. It takes work and honest dedication. But the benefits go beyond just the financial boost. Princeton researcher Scott Page wrote an article in which he shared these findings: greater Diversity in an organization's leadership team enhances problem-solving because “organizations can improve their performance by tapping the power of differences in how people think. Likewise, Harvard Business Review found that homogeneity in business actually stifles innovation, and a Forbes study found that Diversity is a crucial driver of innovation in the workplace. Diversity is important, not just because it's “the right thing to do,” but because it helps our teams operate more effectively, it sparks innovation, and these are proven to have tangible financial benefits. If you'd like to learn more about the template we've created containing hard data highlighting these benefits, please visit us at www.deepseeconsulting.com. And please join me for next week's episode of What's The Difference, when we take a close look at the benefits of Inclusion. 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

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

For episode 7 of The Astro Ben Podcast: Diversity in the Space Industry, we welcome Professor Chris Welch. Chris is Professor of Astronautics and Space Engineering at the International Space University in Strasbourg, France, where he is Head of the Space Payloads Laboratory and Director of Masters Programs. Although technically a physicist-turned-engineer, Chris sees himself more as a ‘spaceist', interested in all aspects of space.  Take a listen to hear about Chris's career from being one of the final twenty candidates for the 1991 UK-USSR Juno mission to the Mir space station, to getting a poem on the International Space Station! 0:18 Intro 1:05 Last week on The Astro Ben Podcast 1:50 Broader podcast aims 3.18 Background to Chris Welch 4.23 Welcoming Chris 5.21 Chris blames Neil Armstrong for passion for space 10.38 Chris's poem on the International Space Station 14.05 How Diversity has been a focal point on space societies and federations over the years. 21.38 How much of a factor is diversity in making space exploration successful? 27.00 Take for granted the ability to study STEM. 28.08 The quota question – international space university. 29.53 Magic wand for space industry – what would you do? 32.34 Would Chris go to space? 33.40 Thanks Chris! 34.00 Outro/wrap up – Chris's socials! Social Media Twitter + Instagram: @ProfChrisWelch Facebook: https://www.facebook.com/DrChrisWelch LinkedIn: https://www.linkedin.com/in/prof-chris-welch-6855121/ Mentions Space Diversity Education Neil Armstrong Telescope Cosmology ISU Space University ISS Satellites Astronomy PHD London Strasberg Student Candidate Juno Mission Space propulsion system orbit mechanics space exploration Payloads British Interplanetary Society BIS Stars Planets IAF Space Hero STEM education professor exploration international space station Stay connected with us! Use #Astroben across various social media platforms to engage with us Please subscribe and rate - Ad Astra!

In today's episode of the mi-brand HQ podcast, I am speaking to Thomas Lee Thomas Lee has been leading the Oracle Linux & Virtualization business in the APJ region since 2017. He is based in Singapore, and reports to HQ in the US. Together with his team, his goal is to help customers in their journey to Digital transformation & Automation, Hybrid IT, DevOps, Security and multi-cloud strategies, with their Oracle Open cloud infrastructure portfolio. Thomas is a seasoned and international professional, with 25 years of experience across the IT Industry (Software, Hardware, and Services), working for both start-up companies and large IT Corporations, in Europe and in Asia. For the past 10 years, he held multiple Executive roles both at HP and ORACLE, in the APAC region. Prior to that, he worked for 15 years in the EMEA region. He holds a Bachelor's degree in International Business, from a French Business School. He also graduated from an Executive Management program at INSEAD school. In today's episode, Thomas will be sharing – What creates a WINNING CULTURE, & the importance of raising the bar His strategies for becoming a GREAT vs. a GOOD LEADER, & the ONE THING to communicate to your team! How DIVERSITY in the workplace is essential for success in business and in tech How your DREAMS directly influence a WINNING MINDSET and free you of limitations! What to consider when working across cultures, to enable integration and inclusion You can connect with Thomas on LinkedIn at – https://www.linkedin.com/in/thomas-lee-894b57b/ The Life Leadership Podcast – with Leila Singh, is all things Coaching, Career & Personal Branding! This podcast is for ambitious career professionals, especially aspiring executives, working in the technology industry, wanting to uncover your real potential, create new possibilities and accelerate your career - to BE DO & HAVE more, whilst redefining your success, in work, relationships, health and much more. Life Leadership: Creating a life and career of choice, fulfilment and new possibilities! As well as discussing common coaching topics and challenges that my clients overcome, I will also explore aspects of career advancement and personal branding in the workplace.  And of course, continue to interview high-achieving leaders and execs in the tech space, who have carved out a successful career in their field, overcome challenges, and are openly willing to share their career journey, learnings and insights with you. Please SUBSCRIBE to this podcast, leave a REVIEW and SHARE with those that may benefit from this content. If you would like to learn more about working with me, Direct Message me on LinkedIn or email me at ⁠⁠⁠hello@leilasingh.com⁠⁠⁠ Connect directly with me here - ⁠⁠⁠www.linkedin.com/in/leila-singh/⁠⁠⁠ Register here to receive your copy of The mi-brand Personal Brand Playbook - ⁠⁠⁠www.leilasingh.com/go/playbook⁠⁠⁠ And check out - >>> This article by https://BestPodcasts.co.uk, who curated a list of the Best Career Podcasts of 2023, offering unique and actionable insights to help you achieve your career goals - ⁠⁠⁠⁠⁠https://www.bestpodcasts.co.uk/best-career-podcasts/⁠⁠ with our podcast ‘Life Leadership' featuring in the Top 5! >>> https://blog.Feedspot.com whose editorial team extensively researched and curated a list of the Top 15 Life Leadership Podcasts across all platforms, featuring 'Life Leadership' in the Top 3! With ranking based on factors including - Podcast content quality - Episode consistency - Age of podcast - Engagement & shares of the podcast across social platforms. ⁠⁠15 Best Life Leadership Podcasts You Must Follow in 2023 (feedspot.com)

Specialized high schools in NYC is a hot topic. That was especially true when the de Blasio Administration made a move to radically overhaul their admission process several months ago. The process relies heavily on a single exam: the Specialized High School Admissions Test or SHSAT. In this episode, Tom Liam Lynch talks with Senior Research Fellow at the Center for NYC Affairs, Nicole Mader, about what recent admissions data tells us about how equitable the SHSAT is. Resources SHSAT Infographic Discussed in Episode Scrapping the SHSAT: Breaking Down Who Would Be Affected and How Diversity in New York's Specialized Schools: A Deeper Data Dive -- Please tell us what you think. We LOVE feedback. Here are a few of the main ways to reach us: InsideSchools, our flagship website // Our InsideSchools Facebook Page // Tweet, tweet: Over on Twitter // Sign up for our WEEKLY NEWSLETTER

The post Episode 110: How Diversity & Inclusion Impact Your Wedding Business with Nova Reid appeared first on Evolve Your Wedding Business - Wedding Business Marketing & Strategy.

In this episode, I interview artist Greg Climer. Yes, he's my brother, but he's also an amazing artist and a professor at the Parson School of Design in New York. He talks about his artistic practice, where he gets his ideas, and offers advice for how to get more creative. What You'll Learn Three tips from artist Greg Climer to help you be more creative How Greg comes up with new ideas and how you can do the same About Greg Climer Greg Climer is an artist whose work, though primarily textiles, bridges media and explores ephemeral experiences, film, sculpture and technology. His exploration of craft forms inverts methods and explores making through a queer lens. He was a 2016 Artist-In-Residence at the Museum of Art and Design, where he created the animated quilts. His work has shown in the Mint Museum of Craft and Design (North Carolina), Kustera Projects (Brooklyn), Fred Frelinghuysen Presents (Brooklyn), and other galleries throughout the United States. He is an Assistant Professor of Fashion Design and the Associate Director of First Year at Parson School for Design in New York City. Resources Greg Climer's website Greg Climer on Instagram Greg Climer in Fast Company magazine Parson's School of Design The tool Greg and Amy both use for daily writing - 750words.com Podcast Bored and Brilliant Episode 35: The Leadership Style Continuum Episode 40: How Positivity Can Increase Creativity with Dr. Tina Hallis Episode 44: How Diversity in Teams Can Increase Creativity with Dr. Tanya Williams The Weekly Challenge Take Greg's advice this week and find 4-5 magazines you wouldn't normally read and dive into all of them at once. What ideas come up? Share your thoughts and experience in the comments!  Transcript Feel like reading instead of listening? The transcript will be available in a few days. Enjoy!