Podcasts about Inclusion

This week, our hosts talk about a less controversial F word - forgiveness.  They each share how important learning to forgive has been in each of their lives and how they are working to foster the practice with their kids.  It's also a special celebratory episode as Kaanji and Tara share some big podcast milestones and welcome their new listeners!  

Today, I got to enjoy an informative, hilarious, and illuminating conversation with the incomparable Roland Thorpe, Professor of Health, Behavior and Society at the Johns Hopkins Bloomberg School of Public Health. And his newest position, which we talk about today, is as the Associate Vice Provost of Faculty Diversity. Roland also discusses his love of food and drink, Android vs. iPhone, broccoli vs. broccolini, a story of academic kindness, and more! Enjoy!Support the show (https://www.patreon.com/shinyepipeople)

The Demystifying Diversity Podcast is back for a second season! In Season Two, hosts, journalists and content-creators Daralyse Lyons and Zack James will amplify a variety of voices on a wide range of topics pertaining to diversity, equity and inclusion. Topics that will be covered in-depth this season include Indigenous resilience, Black equity and ownership, the impacts of ageism, the importance of White allyship, the relationship between religion and the LGBTQ community, and how issues around diversity, equity and inclusion are shaped by and shape the sports landscape. This trailer includes excerpts from some of the guest experts appearing in future episodes: Simon Moya-Smith, William (Will) Tyrone Toms, Mia Mullen, Ryan Honeyman, Reverend Becca Sealy, and Bo-Dean Sanders and features the song “Better” by Brittany Monet.Click here for a PDF version of the trailer transcript: https://drive.google.com/file/d/1HbLgy0yCy_6-QCZcDJvcKAUJNBgnFTv9/view

On this week's podcast episode, Dr. Gabi Hester is joined by several great guests who love to read. And to read with kids. They'll explore some of their favorite books to open up important conversations about identity, emotions, and to discuss some difficult current events. There was so much to talk about that the conversation will be continued in a future episode!

Senior manager of global events at Hubspot, Drea Hudson, discusses how the best in the business run their marketing events. Simply put, some parts of the community benefit from a systemic advantage. But that doesn't mean the others should not take up space. So today, Drea talks about diversity and inclusion and how that relates to your events. Show NotesConnect With:Drea Hudson: Website // LinkedInThe MarTech Podcast: Email // Newsletter // TwitterBenjamin Shapiro: Website // LinkedIn // TwitterSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of the HR Leaders podcast, I'm joined by my guest Arthur Woods, Entrepreneur, Investor, Author & DE&I SpeakerThanks to Oracle for Supporting the show!Download their Definitive Guide to People Analytics 2021: https://bit.ly/3meS3auEpisode Highlights00:00 - His background and inspiration behind the book03:00 - Who the booked is aimed at04:00 - Why is hiring for diversity so important?05:32 - 3 challenges that hold back DEI efforts07:17 - The implications of the “Great Resignation” on diversity efforts09:34 - Why hiring teams need to re-think their roles11:05 - "Never waste a good crisis" appreciating the opportunities available14:33 - Employers casting a wider net by shifting their policies and practices16:13 - Building awareness for underrepresented communitiesIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

ABOUT USPod People is the on-demand workforce for audio production, powering the industry with our vast network of hand-picked professionals across the globe. In short, we make podcasts, and we also help other people staff their projects with our incredible community of creators. BECOME A POD PERSONAnd if you haven't filled out an intake survey yet to join our community, you can find that at PodPeople.com/audio-pros.SOCIAL MEDIAFollow us on Instagram, Twitter, and LinkedIn. Be sure to join our Facebook Group - it's called Pod People Community. CONTACT USYou can also email us at hello@podpeople.com!MENTIONED LINKSTumble MediaA Big List of Podcasts for Bigger KidsWhat If Worlds Podcast

In this week's Friday episode I share with you an unedited portion of our conversation from our live community call.   We dived into the topic of inclusion and diversity in the Yoga Community and together we tackled some of the questions such as:Am I doing enough?Is my teaching inclusive of all people and how can I ensure that my classes welcome diversity?  Do I feel yoga is inclusive and is diversity present in my classes?  Am I aware of my own bias? We talk together about:Personal awarenessBeing welcoming of allAwareness to Personal BiasesIntegration into daily teaching Join the FREE Community and get full access to the call by visiting:https://www.untappedpower.net/Want more clarity for yourself:Schedule a FREE 30 minute connection callCheck out the Spiritual Money Mindset CourseLogo and Music by Alex Bourne. 

“The world demands that all leaders be inclusive leaders. If we're not leading inclusively, we're really not leading in some crucial dimension.” Not Simple welcomed Cultivating Leadership colleague and founder of Flourishing Gays Dominic Longo to discuss how organizations compartmentalize leadership development and Diversity, Equity, and Inclusion efforts and to consider what happens when individuals step fully into who they are as humans and leaders.

Omar L. Harris, former General Manager of GSK and Allergan, joins me in this conversation on race.  He has more than 20 years of experience as a global pharmaceutical executive. Omart is the founder and managing partner at Intent Consulting, a firm dedicated to improving employee experience and organizational performance. He is the author of "Leader Board: The DNA of High-Performance Teams", "The Servant Leader's Manifesto", and “Be a J.E.D.I. Leader, Not a Boss”.  Omar shares his journey to the top, the cost to him as a Black man in America, and how he came to speak out and no longer compromise his identity and his beliefs. Key topics: Omar's first experience with racism was when he was voted Prom King of his high school in Louisiana. The principal told him that he was “allowed” to be the Prom King to “snitch” on the other Black students. Harris refused, stood up to the principal, and kept his title What happened when Omar L Harris met Ku Klux Klansman David Duke while in high school How he was the only Black product manager, the only Black Director of Marketing and the only Black General Manager outside of Africa, and the only Black General Manager of a global company in the world The psychic toll of assimilation and having to whitewash himself without even realizing it Why he now feels responsible for opening the doors for other Black people How he refuses to compromise his values and will always speak out against racism and discrimination of any kind Why people who are not Black don't understand the full gravity of racism and the dangers of working while Black Why white people who call themselves allies must be willing to speak out and take a stand with friends, family, and colleagues even if parts of their lives unravel as a result How white allies can be more prepared to take action if they practice and prepare for different situations His books on leadership and how they are different than white leadership books. Why it's essential that every CEO needs to take action against racism, or they are not real leaders Check out his playlist, the TV shows he recommends, and the books he reads   Bio OMAR L HARRIS (Charlotte, NC, born in Pittsburgh, PA) is the founder of Intent Consulting and TYMPO.io (the world's first and best SaaS application for employee inclusion), a Former GM (GSK and Allergan), Business and Servant Leadership Thought-Leader, Speaker, Award-Winning Bestselling Author of 5 books, including "Be a J.E.D.I. Leader, Not a Boss: Leadership in the Era of Corporate Social Justice, Equity, Diversity, and Inclusion", June 25 2021, “The Servant Leader's Manifesto”, 2020, and “Leader Board: The DNA of High Performance Teams”, 2019). With 20+ years of global pharmaceutical executive experience building teams, Omar has worked on 4 continents (U.S., Middle East, Asia and Latin America) for Pfizer, Merck, Schering-Plough and more. As a Gallup Certified Strengths Coach, Motivational Speaker, Entrepreneur and Florida A&M University Alumni, Harris is passionate about leading teams, high-performance coaching, and inspiring the future leaders of today and tomorrow to adopt the servant leader mindset and stop toxic leadership behaviors.  Omar is also the Co-Author of “From Authors to Entrepreneurs F.A.T.E.: The Personal Side of Indie Publishing” (2015) and Author of “One Blood” fiction book (2011, pen name, Qwantu Amaru – currently being developed into a television series). Harris was a featured speaker at the 2021 International Institute of Leadership Conference with his compelling topic: “The End of the Boss – 7 Rules for the Modern Leader”, a keynote speaker at the Leadership Harrisburg Area Graduation event, a featured speaker at the 2021 Rising Leaders Summit, a featured speaker at the BB21 Rise Conference, and a featured coach at the 11th annual WBECS Summit. His work has been featured by CNN HLN Weekend Express, WPXI-TV NBC Pittsburgh, Black News Channel, The Jewish Journal, The Beating Alpha Podcast, The Living Corporate Podcast, Real Leaders, SHRM Blog, Thrive Global, CEO World Magazine, Human Capital Innovations (HCI) Podcast, VoiceAmerica Business, Culture Stew and many more. As fun facts, Omar speaks 5 languages, plays 7 instruments, and started his first company at the age of 7. https://www.omarlharris.com/

Today’s Patreon-fueled shout-out is for the Plant Northern Piedmont Natives Campaign, an initiative that wants you to grow native plants in yards, farms, public spaces and gardens in the northern Piedmont. The leaves have started to fall as autumn set in, and as they do, this is a good time to begin planning for the spring. Native plants provide habitat, food sources for wildlife, ecosystem resiliency in the face of climate change, and clean water.  Start at the Plant Northern Piedmont Natives Facebook page and tell them Lonnie Murray sent you!On today’s show:Charlottesville City Manager resigns, citing personal and professional attacks from Nikuyah WalkerThe Charlottesville Economic Development Authority reauthorizes a performance agreement with the Piedmont Housing Alliance for the redevelopment of Friendship CourtCharlottesville moving forward with planning for climate adaptation The Charlottesville Economic Development Authority has reauthorized a performance agreement with the Piedmont Housing Alliance for a loan for the redevelopment of Friendship Court. Piedmont Housing Alliance would pay the money back through the incremental tax revenue the city would get from a more intense residential development. Here’s Economic Development Director Chris Engel. (staff report)“Typically, our performance agreements are done to encourage business development, job creation, capital investment that creates office space or an industrial building,” Engel said. “In this case, the public good if you will is the rehabilitation and addition of not public housing, but affordable housing that would be owned and managed on a long term basis by the Piedmont Housing Alliance.” The city is currently considering using this tool to finance improvements to Stribling Avenue. This is also the same mechanism that was proposed by the owner of the skeleton Landmark hotel. In this case, the 11.75 acre property is assessed at $8.185 million this year, which yields $77,714 in property taxes for the city. When the first phase of redevelopment is completed, the value is projected to be over $20 million, which Engel said would bring in an additional $190,000. Piedmont Housing Alliance would get that increase through a transfer from the Economic Development authority. “This is a very complicated, complex deal to get this to all come together,” Engel said.This is separate from the nearly $16 million in capital funds city taxpayers will contribute to all four phases of redevelopment. Under this agreement, Piedmont Housing Alliance would collect the funding up to $6 million.“There’s not a profit making opportunity here for anybody but it’s an opportunity to see additional affordable housing added to the city again and an old site that needs rehabilitation,” Engel said. The EDA approved the reauthorization with little debate. The original agreement was written up by former city attorney John Blair before he became the acting city manager after former city manager Tarron Richardson resigned. Engel said the Piedmont Housing Alliance is ready to begin construction. Their website has not been updated with information about redevelopment since last October when a December start-date for construction was expected. More information as it comes in. Charlottesville’s efforts to create a Climate Adaptation Plan move forward this month with a community forum to get input on potential threats from more extreme weather patterns. The October 25 event will be the first steps for the city to complete a Climate Vulnerability Assessment. “As part of the city’s climate action effort, it has committed to developing a plan to reduce greenhouse gas emissions and to prepare and respond to our changing climate,” said Susan Elliott, the city’s climate protection program manager..Participants are being asked to review a webinar recorded on October 7 where representatives from ICLEI described Charlottesville’s projected climate hazards and gave an overview of the process. Another pre-forum webinar will be held on October 15. (register) The Community Forum on October 25 will begin at 5:30 p.m. (register)Charlottesville City Council will have to appoint someone to serve as City Manager as of Monday, November 1. The five-member elected body held an emergency closed session Tuesday afternoon to discuss “Urgent Personnel Matters.” “I move that we accept the resignation of Chip Boyles, effective October 29, 2021 per the letter that he has sent to Council,” said City Councilor Heather Hill as she read a motion coming back from closed session. Council voted 5-0 to accept the resignation, but there was no sense of who would take over as city manager. There are two deputy city managers who were hired by Boyles, both of whom have a collective tenure of seven months. Ashley Marshall has been Deputy City Manager for Racial Equity, Diversity, and Inclusion since May and Sam Sanders has been Deputy City Manager for Operations since August. Before we get back to Boyles, there was also news of another person leaving city government. In an earlier motion, Hill disclosed the departure of the city’s Information Technology department, Sunny Hwang. He’s served in that position since September 2018 according to his LinkedIn profile, which has not yet been updated. There are also vacancies at the tops of the parks department and the public works department. Back to Boyles. Boyles was hired in January to replace John Blair, who served as interim city manager after Dr. Tarron Richardson resigned in September. In his resignation letter, Boyles said he had been hired to help the organization get back on its feet after a “time of turbulence and organizational instability.” “This success was disrupted with my decision to to change the leadership of the City Police Department,” Boyles wrote. “I continue to support my decision taken on this matter, but the vitriol associated with this decision of a few vocal community members and the broken relationship with Mayor Walker have severely limited my ability to be productive towards the goals of City Council.”Boyles said personal and professional attacks from Walker and others were beginning to hurt his mental health. He resigned to protect himself and his family. To recap, Boyles terminated the contract of Chief RaShall Brackney on September 1, 2021, triggering a ferocious outcry from Walker. She spent much of the September 7 meeting using her privileges as Mayor to force a conversation about the topic. For context, go back and listen to the September 8 edition of this newsletter. The soundbites for the read of the newsletter today come from the October 4, 2021 meeting of Council, and the last hour or so of the meeting. The agenda listed a formal discussion of the matter at the conclusion of other business. Boyles defended his decision, which was his alone to make under the city’s charter. Boyles’ explanationBoyles said Brackney had moved the department toward being a more just and fair system, but said surveys conducted by the Police Benevolent Association indicated low morale.“It became to me evident that some type of change needed to be made that while we had been making strides in one area, the implementation into the department itself was in jeopardy,” Boyles said. That soundbite comes from about an 11 minute explanation that Boyles gave. For some more background, I refer you to the August 20 “response from the city” to those PBA surveys. The statement also describes the resignations of two members of the SWAT team and the termination of a third. (read the statement)What followed were questions from the rest of the Council. Councilor Michael Payne said he was concerned about the timing of the incident.“It has to be stated that, one, the PBA is an organization that is one that is not friendly to reform,” Payne said. “Those organizations across the country are not friendly to officers being disciplined and held accountable for mistreatment.” Vice Mayor Sena Magill said she wanted Boyles to write down his vision for the city.“I have seen the team that you are building in City Hall and I believe that you are focused on a team that wants to bring Charlottesville into 21st century practices on a lot of things including a teamwork environment,” Magill said.Councilor Heather Hill.“We’re not condoning any of the behaviors that were rightfully dealt with in the police department and that we are committed to a very way of policing in the city of Charlottesville,” Hill said. In his comments on October 4, Councilor Lloyd Snook referred to a closed session from mid August after the disciplinary actions described in the statement were made. “When Chief Brackney explained to use in closed session on August 16 I believe it was what the evidence was of the SWAT team officers conduct, showed us a few snippets of video,” Snook said. “Every Councilor in the room, every senior management person in the room was satisfied with the chief’s decision.”Snook said the City Manager has the right and power to fire the police chief.“The only issue for us quite frankly is whether we fire the city manager for firing the police chief,” Snook said. On October 4, Snook said the answer was no.But for Mayor Nikuyah Walker, the answer was not no. Walker’s cross-examinationWalker used her time to ask Boyles a series of pointed questions, including this one about internal surveys. “How did you arrive from looking at the survey that the Chief was the issue based on those surveys,” Walker asked.“Most of the survey was built around the command staff and answers were regarding the individual command staff but it was just an overall leadership from both the questions that were included in the survey and then the chance for the officers to comment,” Boyles said. Let’s skip ahead a little to another section.“So these issues arose and you didn’t afford her a conversation to talk with her about the issues that you had come to learn and create a plan with her to rectify those issues,” Walker said.“I did,” Boyles said. “And one of our meetings after a lot of this started becoming evident, I asked her about preparing a plan to try to address some of these items. The response was that a plan wasn’t needed and what did I have in mind to put into a plan.”Boyles said that was not his area of expertise. Let’s skip ahead. Walker quoted from the September 17 op-ed Boyles wrote for the Daily Progress.“So, in the immediacy of the decision in the op-ed piece that you wrote that the CPD was ‘gripped in chaos’,” Walker said.“Yes, it was my understanding that some of the leadership positions were not going to be staying if Chief Brackney were staying,” Boyles said. This line of questioning continued. Walker said her information said only two of six members of the command staff were set to leave. “So, you consider two of six people to be chaos?” Walker said. “No, I think it extends beyond,” Boyles said. “It’s the statements from the survey of people looking for other jobs, wanting to be out of the police department. There is no smoking gun in this.”Walker went through many of the comments and read through them out loud. She also wanted to pin down Boyles on what conversations he had with regional leaders about policing issues. Boyles said those were conversations were private and in confidence.“Okay, Chip, so since all of these people are secretive and you think that’s okay, because what you want us to do on whether or not you want to stay here or not based on some random conversations we had without talking to you about?” Walker asked.”That’s a decision you all will make,” Boyles said. “As I stated earlier, I’m here to fulfil the direction of Council. I took this job knowing. I think I’ve even stated for me there’s a job evaluation every other meeting. I accept that.”The questioning continued. At one point, there was to have been a press conference after the release of the August 20 statement.“And then, Chief Brackney arrived at a meeting, right, Chip? And you had changed course by that time that there’s no longer going to be a press conference,” Walker said.“Yes,” Boyles responded. “We had a disagreement over wanting to show the videos that you all saw in your closed session.” A little later on in the cross-examination, Councilor Hill brought a specific incident related to how former Police Chief Brackney responded to feedback. Go back to the tape to learn more about that but Walker asked Hill to read the email in question. “Okay, do you want to pull that email up?” Walker asked“I’m happy to find it, but I don’t think it’s necessary right now,” Hill said. “I’m just saying you are trying to pick specific examples. I don’t want to go down this path with you.”“I’m not,” Walker said, her voice rising. “I was open to whatever you all presented. I asked and allowed you all you to talk first because I’m just trying…”“We were trying to be respectful,” Hill said. “Excuse me?” Walker asked.“We were trying to be respectful of the process,” Hill said. “This is not the appropriate forum to get into all of this.”“You were not trying to be respectful of any process,” Walker said. “I have been on this Council and I know how you operate.”“I’d like for us to move on,” Hlll said. The conversation went back to that meeting after the August 20 press release. Boyles explained the dynamic that was leading him to make a decision. “That meeting was a good indication similar to what Councilor Hill was just talking about when we began to disagree over the videos and other issues, Chief Brackney just left the meeting which again gave me concern of being able to work with that type of interaction, with that type of relationship,” Boyles said. Boyles acknowledged that Brackney had told him that she had felt targeted by members of the community as well as internally. “My knowledge of that comes from what she’s told me and I certainly believe it to be true,” Boyles said. Walker was clear she was not going to let Boyles forget his decision to terminate Brackney. “I can go on about every city manager that has been here, and you are never going to, I told you this, Chip,” Walker said. “You’re never going to live past this decision.”Soon after, Walker quoted from the book White Rage to make part of her point and chastised her fellow Councilors for trying to control her.“Have I made 100 percent of the right decisions?” Walker asked. “No. Have you all made 100 percent of the right decisions? No. You haven’t. But again, your white gaze gets to determine who wins in a situation like this.”Earlier this year, Walker wrestled with whether to seek a second term before announcing in May she would be a candidate. She withdrew from the race on September 8, citing the racism of her fellow Councilors. Walker raised no campaign funds this year. The conversation on October 4 continued, and the rest of the discussion is available to watch.  Now it’s perhaps a better use of our time to think ahead to Council’s next meeting on October 18, as well as the four regular meetings of the year. Two new Councilors will join in January when Walker and Hill’s terms are up. Who will be the city manager? Who will be mayor? Who will be running the city This is a public episode. Get access to private episodes at communityengagement.substack.com/subscribe

#70 - 55.9 million.  That's how many people in the U.S. are running.So just imagine the impact run leaders, experts and coaches have on an entire industry.  But what happens when this group of industry leaders is made up of predominantly the same gender and the same race?  What message does this send to others?  What type of community does it attract?Well - these are the questions that our next guest has been asking.  As we continue our Latin Heritage Month Series - we're so excited to welcome Vanessa P. Mitchell.Vanessa has Ecuadorian roots, grew up in New York, and now resides in Philly.  When she got involved in endurance sports - she was taken aback by the lack of coaches and industry experts that looked like her and talked like her.  Instead of by standing - she's done something amazing about it!She's started the Game Changers program!  A program to help under-represented women get coaching certified, and find their footing in this competitive industry.  Last year they welcomed 16 coaches with grants, mentors, and business coaching - and they're about to initiatie another 16 this year.On top of that - Vanessa has a spring of energy - and is so incredibly passionate.  You won't want to miss this incredible conversation.

Episode 111: Journaling For Mindfulness With Guest Josephine Atluri   In this episode, Josephine Atluri discusses using journaling to help with mindfulness and parenting. She discussed ways to engage in mindfulness along with your child, as well as ways to communicate in a mindful way with your child. She provides examples for when mindfulness worked in parenting for her. Discussed the importance of examining expectations as a parent and to set intentions in your interactions with your children. Otherwise, you might be placing too much your child and placing extra demands on them. Use intentions to let things flow, rather than fighting obstacles to make things happen. It allows you to let unhelpful thoughts go. You can engage in emotional awareness by spending time being mindful just being aware of what you are doing and feeling. You can always set an alarm to check in with your body and your emotions. Then, give yourself whatever you need in the moment to care for yourself. Affirmations are really helpful to improve mood and self-esteem. It is a way of giving yourself extra love and caring. Document triggers throughout the week. This recognition of the patterns helps you to put strategies in place to avoid the situation or better cope with them in order to minimize anger or stress. You can better use stress management techniques and using what works for you. With practice, you can recognize other triggers more easily. Letting go and letting go of control is useful to allow the child to be who they are and to be able to enjoy therm. They will be heard and supported and that they were given what they needed in the moment. Take in the joy of others. Try to allow yourself to experience joy each day, without participating in it. Watch the happiness of your children. Help others. Enjoy a self-care moment. Links: The Mindfulness Journal For Parents Book Website Main Website Instagram Responding To Life Podcast     Email us if you have any questions or ideas! We are now on instagram! Check out updates on our website. Follow Thriving on Twitter. Check us out on Facebook! We are also on Pinterest!     Please subscribe to our podcast in the iTunes store, or wherever you find your podcasts, Leave us a 5-star review, to help us know what you like and what you don't like, and to make sure other like-minded people find support through this podcast. Show Music: Intro Outro: Intro Outro 2 by Mattias Lahoud under CC-BY 3.0 License (www.freesound.org) Theme Song: 90s rock style by monkeyman535 under CC-BY 3.0 License (www.freesound.org) Self Care Song: Green and Orange No Water by Duncan Alex under CC-BY 3.0 License (www.freesound.org)   Hosted by: Jessica Temple and Lewis Temple   Disclaimer: Our show is not designed to provide listeners with specific or personal legal, medical, or professional services or advice. Parents of children with health issues should always consult their health care provider for medical advice, medication, or treatment. Copyright 2021 Jessica Temple

Sheri Crosby Wheeler is the Vice President of Diversity and Inclusion for Fossil Group Inc, a global design marketing, distribution, and innovation company with distinctive watches, accessories, and wearables that are all created from some of the greatest brands in the world. She is a diversity leader, employment lawyer, and an avid community volunteer. She's also a member of the state bar of Texas. In our conversation, we really dive into DEI work within corporations, and the importance of both the individual and the structural levels, how to accomplish both, and why both are equally important. Topics In This Episode Approaching DEI work with apprehension DEI work looks different for everyone Effective strategies for leaders DEI may not be everyone's job title, but it's everyone's responsibility Important tools for DEI work Building trust on the systems level The rate of change within an organization, and having patient urgency ConnectLinkedIn: https://www.linkedin.com/in/shericrosbywheeler Other Conversations We've Enjoyed Breaking the Mold: Social Conditioning and Its Effect on Leadership Celebrate Diversity: How to Rethink Society So It's Inclusive Of All Learn more about your ad choices. Visit megaphone.fm/adchoices

Michelle and Maria continue their Tough Talk series of random discussions here today by once again addressing the critical topic of Diversity, Equity, and Inclusion (DEI). Joining them today is Joe Gast, a professional who trains on DEI initiatives, and who absolutely lives, eats, and breathes this topic each and every day, and whose insights are, as you will hear, incredibly valuable in this area.   They begin by looking at ‘The Great Resignation' which the workforce is currently experiencing, and then they go on to explore labels and identity, the impact of biases, the importance of being open and accepting, and the evolving nature of gender and sexual orientation nomenclature. How companies use the information they gather on applications, gender based restroom issues, the necessity for starting to have conversations in this space, and how DEI is defined and applied are all discussed as well. This informative and instructive episode comes to a powerful close with Joe offering his highly regarded advice for listeners navigating this all important component within organizations – practical wisdom that all should take to heart. The Finer Details of This Episode: ‘The Great Resignation' Labels and identity The impact of biases Being open and accepting Evolving nomenclature Companies asking about people's sexual orientation and how they use that information Gender based restroom issues Starting to have conversations Defining DEI and applying it Joe's advice for listeners Quotes:     “Surround yourself by people who are different than you, and build a relationship with them to a point where you can have tough questions, or you can ask tough questions, and not just immediately shut down during that conversation.”   “There is a difference between a label and someone's identity.”   “No one wants to be invisible, no one wants to be unnoticed, no one wants to be ignored, and most people are looking for representation.”   “Nobody wins until we all win, until everyone makes it across the finish line.”   “I think that DEI is important because it starts to redefine what normal is.”   “The best way for us to learn about DEI is just watch children.”   “If we could start to look at employees, managers, applicants, candidates, trainees, that person sitting in my office, that person I'm interviewing on Zoom, in that lens that we don't care what they are, what those labels and identity things are, but I care who you are, and I hear what you're bringing to the table, I think we'd be a lot further ahead.”   “I think that for us to be successful in an HR training organization at this point, and even in regards to organizational development evenly, we just have to be open to the conversation, be willing to listen. People want to be listened to.”   “I had to realize that that was just my defense mechanism to stay in a place that is comfortable for me that I'm used to.”   “I want people to know I'm a safe space.”   “It's okay to say, ‘You know what? I don't have all the answers, but you know what? Let's seek the answers together.'”   “If someone is a child molester, they're gonna molest a child no matter what. They don't need to run to a restroom dressed as the opposite sex to do it.”   “If...one of your listeners listens to this conversation, and brings that to the workplace, or brings that to a manager or to a team member or an employee that they've not known how to address or talk to before, well, then we've already been part of the solution, not part of the problem.”   “It is your responsibility as an employer to keep all your employees safe, and that means you're going to have to start having conversations with people. They're going to be super uncomfortable, and you're not going to know how to have them, and I would advise you to seek out someone who is comfortable leading those conversations in uncomfortable places.”     “We need to start to see people and recognize people for not what they are, but who they are. That will be the game changer.” Show Links:   REL Talent: HR Consulting   Email REL Talent   REL Talent on LinkedIn   Jesus CEO

Do you want to better understand ways to create diverse, equitable, inclusive and anti-racist cultures and organizations? Are you looking for practical tools to achieve this objective? Are you ready to take on the challenges of diversity, equity and inclusion in your organization?   Our special guest Dr. Shannon Prince answers these and other questions about leadership, diversity, equity and inclusion, world crafting, and creating anti-racist cultures and organizations.   Shannon Prince is an attorney, legal commentator, and speaker. She earned her doctorate in African and African American Studies and her master's degree in English from Harvard University Graduate School of Arts and Sciences, her law degree from Yale Law School, and her bachelor's degree magna cum laude from Dartmouth College.    She drafted best practice language on policing policies for the National Initiative for Building Community Trust and Justice, represented plaintiffs in CCJEF v. Rell, a high-profile landmark education adequacy lawsuit, and is currently representing the Cherokee Nation in their lawsuit against pharmaceutical distributors and pharmacies for their role in the opioid crisis that the tribe is suffering. She is a member of her firm's Firm Diversity Council and is a Legal Council on Legal Diversity Pathfinder. Her writing has been published in The Hill, Transition Magazine, Science, and Jezebel among other venues, and she's the author of Tactics for Racial Justice due out in January 2022.   The Leadership Junkies Podcast is brought to you by Cardivera.com. Show Notes Episode highlights… Moving beyond words and getting into diversity, equity and inclusion action Differently understanding systemic racism (getting beyond the idea that racism is about bad people) Understanding the realities of racism in business today Using metrics to track disparities in impact Making changes in diversity, equity and inclusion requires a focus on practices more than intentions Understanding intersectionality in biases Fundamentals of DEI training Training doesn't work in the absence of other diversity initiatives Navigating the “we hire the best people” concept in light of diversity, equity and inclusion initiatives (understanding the role of unconscious biases) The reality that more diverse companies outperform less diverse companies Different practices you can use to increase your diversity, equity and inclusion The importance of hiring for diversity, equity and inclusion mindsets The of recruitment changes to build a more diverse, equitable and inclusive organization Understanding the role of bias interrupting in creating more diverse and inclusive organizations The importance of being more aware of your biases and assumptions (cultural metacognition) Exploring ways that bias has an unintended impact on the lack of diversity Ways that anti-racism initiatives are needed beyond diversity, equity and inclusion initiatives Ways to amplify your communication and conversations about diversity, equity and inclusion issues What you can do to create a safe place for your team to have open conversations about diversity, equity and inclusion The role of vulnerability in diversity, equity and inclusion initiatives and conversations Practicing world crafting by thinking like an ancestor … what future will you help create Resources: Shannon Prince Boies Schiller Flexner Law Firm Website Tactics for Racial Justice: Building and Anti-Racist Organizations and Community book by Dr. Shannon Prince (due out in January 2022) (LEADERSHIP JUNKIES DISCOUNT CODE: FLY21) The Leadership Junkies Podcast Cardivera Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode is pretty special! Jeff and Kayla sit down with Bethaney Wilkinson, a former teammate at Plywood, who is now leading the organization The Diversity Gap. This week she released her book "The Diversity Gap: Where Good Intentions Meet True Cultural Change." In this episode, we talk about how organizations can move from diversity to creating organizations where everyone belongs. We get into impact over intention, the importance of diversifying your life, and how organizations and businesses can evaluate where they are at and how to move forward towards creating liberating cultures. Bethaney approaches this work with hard truth and hopefulness through research, personal insights, real-life experiences from her and other People of Color, along with frameworks and theories for leaders to shift their cultures. Let's dive in!To learn more:Buy the Book!Take the next step, and sign up for the upcoming workshop!---Welcome to the Plywood Podcast: Real talk for social entrepreneurs and nonprofit leaders. Plywood is a nonprofit in Atlanta leading a community of startups doing good. Over the past 12 years, we have worked with over 800 startup founders and nonprofit leaders wrestling with the tensions of starting, growing, and sustaining.Think of The Plywood Podcast as a kitchen table conversation debating the pros and woes of running a business and sustaining a nonprofit. We dive into building business plans, sustaining relationships (personal and professional), diversity, equity, and inclusion in the workplace, forming values while being a part of true cultural change for good, and so much more.Learn more about Plywood at PlywoodPeople.com

In this episode of Tinker Talks, we discuss diversity and inclusion with Jose Milan, chief of Tinker's Diversity, Equity, Inclusion and Accessibility office. Air Force Materiel Commander Gen. Arnold Bunch Jr. has said he wants AFMC to lead the Air Force in having a diverse and inclusive workforce. That's where Milan's DEIA team comes in. This episode is full of valuable information on how to make our workspaces more inclusive. Like General Bunch said, diversity, equity and inclusion are critical to the success of the command. Please give it a full listen and tell a friend to listen. Please don't forget to stay up-to-date with Tinker news and information: www.tinker.af.mil Facebook and Instagram - @TinkerAirForceBase Twitter - @Team_Tinker Until next time, thanks for listening, thanks for sharing and stay safe out there and respect one another.

Are there three sets of people in Inclusion: the folks doing the ground-level work on DEIB, maybe the researchers way off in the academic stratosphere, and then the people actually affected by these issues on a day-to-day level in the workplace? If so, could we simplify this and remove a layer? If you think that's a good idea, then listen today to someone who is doing all she can to fuse the first two roles there—Rachel Fichter, a PhD who also works for a Wall St financial analytics firm, S&P Global… but who sees herself in a fascinating new kind of role in HR and analytics: DEIB scholar-practitioner, helping her firm Integrate Inclusion while also diving into the literature on Belonging in the Columbia University stacks. So: quite a woman. And quite a DEIB thinker. You're going to like this Workplace Story.

Employers have an ethical, legal and business obligation to address diversity, equity and inclusion in the workplace. And, navigating these issues and legalities is extremely complicated, but necessary to fight exclusion and harassment in the workplace. Join Samantha and her guest Rachel Gold, Attorney and Founder of Navigate Inclusion, as they tackle the legal aspects of inclusion and diversity in the workplace and the importance of putting processes in place before issues arise.

In this HCI Podcast episode, Dr. Jonathan H. Westover (https://www.linkedin.com/in/jonathanhwestover/) talks with Dr. Shannon Prince about using metrics to support diversity, equity, and inclusion. See the video here: https://youtu.be/IAgPZKFEqKc. Dr. Shannon Prince (linkedin.com/in/shannon-prince-04573a211) is an attorney and legal commentator. She earned her doctorate in African and African American Studies and her master's degree in English from Harvard University Graduate School of Arts and Sciences, her law degree from Yale Law School, and her bachelor's degree from Dartmouth College. She drafted best practice language on policing policies for the National Initiative for Building Community Trust and Justice, represented plaintiffs in CCJEF v. Rell, a high-profile landmark education adequacy lawsuit, and is currently representing the Cherokee Nation in their lawsuit against pharmaceutical distributors and pharmacies for their role in the opioid crisis that the tribe is suffering. She is a member of her firm's Firm Diversity Council and is a Legal Council on Legal Diversity Pathfinder. Her writing has been published in The Hill, Transition Magazine, Science, and Jezebel among other venues, and she has a book on antiracism forthcoming from Routledge called Tactics for Racial Justice. Check out Dr. Westover's new book, 'Bluer than Indigo' Leadership, here: https://www.innovativehumancapital.com/bluerthanindigo. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership, here: https://www.innovativehumancapital.com/leadershipalchemy. Check out the latest issue of the Human Capital Leadership magazine, here: https://www.innovativehumancapital.com/hci-magazine. Ranked #6 Performance Management Podcast: https://blog.feedspot.com/performance_management_podcasts/ Ranked #6 Workplace Podcast: https://blog.feedspot.com/workplace_podcasts/ Ranked #7 HR Podcast: https://blog.feedspot.com/hr_podcasts/ Ranked #12 Talent Management Podcast: https://blog.feedspot.com/talent_management_podcasts/ Ranked in the Top 20 Personal Development and Self-Improvement Podcasts: https://blog.feedspot.com/personal_development_podcasts/ Ranked in the Top 30 Leadership Podcasts: https://blog.feedspot.com/leadership_podcasts/

As the deadline looms, we look at the process to create new district maps in Milwaukee County. Then, learn about the new book, A Smart Girl's Guide: Race & Inclusion. Plus, we hear from one of the co-founders of LUNA, a Milwaukee group focused on raising the visibility of Latinx artists.

Many training teams are already deploying DE&I courses.  Is yours? Are you building your own courses or buying off-the-shelf curricula, or maybe even both?  What if there was more to it than that?It's not an easy decision to make, and in some cases, it's a difficult conversation to have within your team, organization, and/or company.On this episode, Liza Wisner joined us to talk about DE&I and so much more.  She has an amazing background and unique experiences to share with the IDIODC community.  She was a top 3 finalist on the television show, "The Apprentice" and serves her community as the Senior Curator of Diversity, Equity, and Inclusion initiatives at OpenSesame.  You might also be interested to know that she is part of our community being professionally trained in computer science and educational technology.  Become virtual friends with the IDIODC gang on Twitter. Remember you can always stay in the loop by searching through the #IDIODC tag:Brent: @BSchlenkerChris: @Chris_V_WIDIODC: @TeamIDIODC Brent Schlenker is dominKnow's Community Manager. Chris Van Wingerden is dominKnow's Sr. VP Learning Solutions. Want to join us live? Follow us on Crowdcast: https://www.crowdcast.io/dominknow

Hey ya'll, I'm Jenna Renee Shellman (she/her). Welcome back to Leading With Your Gut, the podcast. LWYG, has featured people from around the world who've shared stories about having the courage to listen to their gut instincts or their intuition. The podcast is strongly tied to vulnerability and making decisions that aren't necessarily acceptable or favored in society. Leading With Your Gut will still focus on intuition and vulnerability. However, the themes around upcoming episodes will be centered on self-love, empathy, and connection. One of my favorite quotes is "When you know better, you do better"  (Maya Angelou); and through storytelling, we can learn to do better. Leading With Your Gut is a podcast about having the courage to do what is right for us and what is right for others. Stay tuned for brand new episodes coming soon. Follow Leading With Your Gut on Instagram. Follow Jenna Renee Shellman on Instagram. Music from Uppbeat (free for Creators!):https://uppbeat.io/t/mountaineer/gotchaLicense code: L3RSBEWQAHB43PHC

This episode is FULL of laughs, story, and inspiration. In this episode, Colin talks about feeling "like a white kid with a last name Espinales" his whole life to then being embraced by LinkedIn's Latino ERG, and digging into his Ecuadorian culture through his Father's stories. He simultaneously walks us through that difficult and often dispiriting journey in landing your dream career.   A little backstory: Colin Espinales moved to Chicago from Oklahoma in 2008 with two suitcases and a theater degree. After performing improv around the city, he began to focus on his next phase in life, which led him from waiting tables to customer support to client management and now, to program manager for LinkedIn's Diversity, Inclusion and Belonging team, focusing on professional development for members of underrepresented communities. You can find Colin exploring his beautiful city of Chicago still 13 years later, playing with his two sons, gardening and connecting with others to learn their stories and amplify and uplift one another. Connect with Colin on Twitter @ColinEspinales and find him on LinkedIn. For updates on Hella Latin@ episodes, follow me @hellalatinopodcast on Instagram and connect with me on LinkedIn. More at odalysjasmine.com.

In this episode of the HR Leaders podcast, I'm joined by my guest Kevin Reynolds, leadership coach and author of The Practical Leader and The Practical HR Business Partner.Thanks to Oracle for Supporting the show!Download their Definitive Guide to People Analytics 2021: https://bit.ly/3meS3auEpisode Highlights00:00 - Intro03:11- Japan from a cultural perspective06:04- How Kevin went from Ninjutsu to HR08:05- The state of HR in Japan15:42- Advice for HR moving to Japan19:05 - On the inspiration for his books27:27 - What's nextIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

On this week's episode we have Julie Allen, an author and eating disorder awareness activist, is the CEO of Mary Rose NW Boutique and founder of the Mary Rose Foundation. Julie started Mary Rose NW Boutique because she recognized the need for a clothing shop that focused on body acceptance, self-love, and helping all bodies feel beautiful and confident in their clothes. The three pillars of her boutique include sustainability, inclusion, and social justice. With a bachelor's in psychology and a background in physical therapy, Julie truly understands how the mind affects the body and vice versa. She struggled with anorexia and bulimia for 15 years and as a result, made it her mission to empower people to love and embrace themselves wholeheartedly. Connect with Julie Facebook II Instagram II Website Mentions: Episode 79 Letting Go of Unrealistic Diet Culture Standards with Personal Stylist Dacy Gillepsie  Sponsors: CBD Direct Rothy's

Francis shares a story about creating space for young creatives to overcome obstacles and reach new heights, all while sporting a new look.That was Francis Santos, Owner of Operation Rally based in Las Vegas.The Claima Stories with Bimma: Community Stories series is presented by 99designs by Vistaprint, as part of the 99 Days of Design initiative.Learn more at99designs.com/99daysofdesign

Sana Shaikh, Diversity, Equity & Inclusion Program Manager at Curriculum Associates, joins Danielle and Sari  to discuss her work at CA and how she got to where she is today. Sana's letter to her twins: https://www.today.com/parents/letter-1st-generation-american-mom-her-children-school-year-t231715More about CA's access and equity: https://www.curriculumassociates.com/access-and-equityTwitter: https://twitter.com/CurriculumAssocInstagram: www.Instragram.com/MyiReadyEmail: ExtraordinaryEducators@cainc.com

Janice S. Lintz founded Hearing Access & Innovations, the only company dedicated to helping businesses, cultural institutions, entertainment venues, and government agencies around the world better serve people with hearing loss. She is an internationally-recognized hearing access consultant, who is sought after for her ability to assess needs and develop and implement creative solutions across organizational and geographic boundaries.2023 Harvard Kennedy School Mid-Career MPA CandidateJanice's accomplishments:2021 Contributor, Tell Her She Can't: Inspiring Stories of Unstoppable Women2020 The Points Guy Reader Hall of Fame2018 Bill and Melinda Goalkeepers Foundations Partnership with TPG Recipient2016 Aspen Institute Spotlight Health Scholar2016 Nominated United State of Women Changemaker2008 People Magazine Hero Website | Janice | LinkedIn Rebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work.We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.Follow Rebel HR Podcast at:www.rebelhumanresources.comhttps://twitter.com/rebelhrguyBuzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show (https://www.buymeacoffee.com/rebelhrpodcast)

Kathija "Kat" Mohammed is the COO of EnrichHER, a certified B Corporation and financial technology platform that matches revenue-generating companies led by women and founders of color to individual and institutional sources of funding. Since 2017, EnrichHER has deployed upwards of $4 million through its platform and matched business owners to $13 million in working capital through its Accelerator. By providing capital, coaching, and connections, they are fueling the fastest-growing demographic of business owners. Their network has engaged with over 23,000 advocates through its digital community and in-person activations. As a leader, Kat is a growth specialist focusing on building relationships and optimizing operational efficiency. She has over 10 years of operations experience previously working for a non-profit as a Director of Education where she developed educational and professional development programming for hotel owners across the US. She also has experience in data analytics, operations, commercial lending, and retail. Kat is motivated by her desire to positively impact as many people as she can in her life along with her family. Kat is a lover of life and when not honing her professional skills, she can be found enjoying the outdoors or doing creative projects. What you'll learn Why EnrichHER exists, their overall mission, Kat's role as COO, and why they certified as a B Corporation. EnrichHER's experience with going through the extensive B Corp certification process. What issues and barriers still exist for female founders and founders of color within the funding ecosystem. What Kat sees as the biggest area of opportunity for funders, investment firms, and companies like EnrichHER to continue this focused work on diversity, inclusion, and access to capital over the next 5+ years. How to make sure your mission and vision stay locked in and that you're responding to the needs of your stakeholders as you continue to grow rapidly. What is giving Kat the greatest hope for a sustainable future through businesses as a force for good. Follow / Learn More Follow EnrichHER on LinkedIn Follow Kat on LinkedIn Sign up for the EnrichHER Newsletter Email kat@enrichher.com Follow EnrichHER on Instagram, Facebook, Twitter, and YouTube We Love Our Community Partners B Local G Georgia: a collection of for-profit companies each dedicated to creating a future where businesses operate as a positive influence on society Inspiredu: Nonprofit Leaders Bridging The Digital Divide AppBarry: Custom Web And Mobile Application Development Classic City Consulting: WordPress Website Development Stratfield Consulting: Consulting, Staffing, Recruiting See omnystudio.com/listener for privacy information.

This is part 2 of the conversation surrounding our feature kiddo Gabriel. We are talking with Stephanie and Scott, Gabriels parents. If you haven't listened to part 1 yet, pause this episode and go back. There is a lot of context surrounding Gabriel and his background that will play a lot into this episode as well. Today's episode includes a lot of what is important for this family, including experiences. Living life to its fullest. We really didn't touch on the medical side in part 1, but this episode includes a lot of that journey as well. Gabriel has been through a lot of procedures and is shown how much of a fighter he is.Connect with Stephanie and Scotthttps://www.facebook.com/stephanie.santomangohttps://www.instagram.com/gabriels_gains/Connect with Go Shout Love:https://goshout.lovehttps://www.instagram.com/goshoutlove/https://www.facebook.com/goshoutlove/

A great discussion with Ryan Johnston and Lukas Pietrzak of Next Century Cities. Next Century Cities is a community-focused, non-profit that helps local municipalities create a digital roadmap to bring connectivity to their areas. Inclusion. Education. Execution. Click now to listen. Also, be sure to subscribe on your favorite podcast platform so you never miss an episode of the Broadband Bunch!

In honor of Hispanic/Latinx Heritage Month, we are re-releasing our conversation with Jen Hemphill, AFC®, host of the Her Dinero Matters podcast. This blog post includes additional information on the unique barriers to financial well-being that members of the Latinx community may encounter as well as resources to use with your Latinx clients. In this episode of Real Money, Real Experts co-hosts Rebecca Wiggins and Dr. Mary Bell Carlson talk to award-winning podcaster and AFC® Jen Hemphill. Jen has devoted her career to helping women feel like the queen of their financial lives, and is committed to helping Latinas across the US find financial freedom.The three discuss Jen's journey from military spouse to AFC®. Covering important topics like building a private practice, defining your niche, and having multiple streams of income, Jen openly shares her journey and the mistakes that she made along the way. Jen also touches on the important ways that culture impacts our money decisions. Tune in to learn more about Jen's experiences, and to gain a new perspective to better support your clients.Show Notes:00:52 Jen Introduction05:09 Jen's Journey to Personal Finance12:05 Building her Private Practice16:22 Finding your Niche19:14 Finances and the Latinx Community25:27 Growing your Business & Having Multiple Sources of Income32:54  Writing and Self-Publishing Her Dinero Matters 38:02 Your Two CentsShow Note Links:Get in Contact with Jen!Website: https://jenhemphill.com/Podcast: https://jenhemphill.com/her-dinero-matters-podcast/Twitter: https://twitter.com/jenhemphilllFacebook: https://www.facebook.com/moneywithjen/Instagram: https://www.instagram.com/jenhemphill/ & https://www.instagram.com/herdineromatters/Linked In: https://www.linkedin.com/in/jenhemphill/ResourcesMoney as You Grow resource for parents: https://www.consumerfinance.gov/consumer-tools/money-as-you-grow/Her Dinero Matters:  https://jenhemphill.com/bookResources for Inclusion of Latinx Community: https://drive.google.com/file/d/1zNIvlgiqgusYVlri9XRCW1GX5_j0mL7S/view?usp=sharingFINRA Foundation Military Spouse Fellowship for the AFC(R): https://www.afcpe.org/career-and-resource-center/finra-foundation-military-spouse-fellowship/AFCPE Membership: https://www.afcpe.org/membership/

Bernadette and I discuss all things DEI and its impact on all business, creative and not. We talk about opportunity and change and the desire to be human. We also talk about forgiveness and being anti-cancel culture. Links & Resources: Host: Sean Low of The Business of Being Creative Guest: Bernadette Smith Have your own opinion on Sean's tips and advice? Talk Back!! Email Shawn or record a voice message directly through his show's site! Link: Join Sean's Collective of Business Creatives Follow Sean on social media: Instagram: @SeanLow1 | Facebook: Facebook.com/Sean.Low.35 | LinkedIn | Twitter: @SeanLow -- Podcast Network: The Wedding Biz Network Production House: Flint Stone Media Copyright of The Wedding Biz, LLC. 2021.

Links for Helen Morgan and other mentions from the episode“The Four Agreements” – By Don Miguel Ruiz: https://bookshop.org/a/11079/9781878424310Instagram: https://www.instagram.com/miles2infinity/LinkedIn: https://www.linkedin.com/in/hgmorgan/---------------------Enjoyed this episode? Don't forget to Review, Rate, & Share to help more people find us - Also come be a patron!--------------------The FREE Pop-Up Podcast “Discovery Den” is LIVE CLICK HERE to get started on discovering exactly why your passion and purpose are so important to social justice!Looking for Sedie? Here are a few other places we can connect:Patreon: https://www.patreon.com/sedruolamaruskaLinkedIn: https://www.linkedin.com/in/sedruolamaruska/Instagram: https://www.instagram.com/sedruola/Website: http://sedruolamaruska.comFacebook: Sedruola Maruska (limited)

Are we all the same? Or all we all different? This matters when it comes to Inclusion. And you need to decide for yourself Get your pen and paper ready because we're talking about the sameness difference dilemma In today's show we discuss several things including: One of the features of our show that our … The Sameness Difference Dilemma Read More » The post The Sameness Difference Dilemma appeared first on Element of Inclusion.

We are all dealing with the regression that some of our students have experienced through these COVID-affected times. We went from having a hope of real innovation of inclusive education to a focus on mere survival. Today's guest shares insights into the evidence-based need for inclusion, practical steps to bring inclusion, and the barriers that still remain in school systems. Join us to learn more! Diane Ryndak is a professor at the University of North Carolina at Greensboro in the Department of Specialized Education Services in relation to students with significant disabilities. She works in teacher training for undergraduates and doctoral students, and she works closely with school districts to bring systemic reform for improved student outcomes. Show Highlights: How Diane was led at an early age into advocating for marginalized students How Diane works in teacher training and affecting state policies regarding inclusive educational services for students with disabilities Why most school districts as a whole are resistant to inclusive education How segregated education has been established as the acceptable way to do things because of the support and attention that special needs students receive What the research shows about the level of engagement and instruction that students in inclusive classrooms receive from teachers AND peers How problems with inclusion occur when kids with IEPs transition from early childhood to kindergarten (95% of them will NEVER get back in general education classes once they are segregated!) Why the focus should be on preventing kids with disabilities from going into self-contained classrooms in the first place The big challenge for parents: Without universal preschool, their options are limited when early intervention identifies their child with special needs Why the focus has to be on specific strategies to address the barriers that are keeping a student from the general education classroom Two ways to address the need: Provide coaching and mentoring support for current teachers through professional development. Evaluate teacher education programs to prepare new teachers to co-plan, co-implement, and co-evaluate in the generalized education classroom.               Connect with Diane: Email: dlryndak@uncg.edu Find inclusive education resources for parents, teachers, and administrators: www.tiescenter.org Links/Resources: Thank you for listening! Don't forget to SUBSCRIBE to the show to receive every new episode delivered straight to your podcast player every Tuesday. If you enjoyed this episode and believe in our message, then please help us get the word out about this podcast. Rate and Review this show in Apple Podcasts, Stitcher Radio, or Google Play. It helps other listeners find this show. Be sure to connect with us and reach out with any questions/concerns: Facebook Instagram Twitter IEP website This podcast is for informational and educational purposes only. It is not to be construed as legal advice specific to your circumstances. If you need help with any legal matters, be sure to consult with an attorney regarding your specific needs.    

On today's show, recorded in our mobile podcast studio STORYTELLA, I sit down with Keba Konte, Founder of Red Bay Coffee in Oakland, CA. Keba is someone who walks the walk and is committed to his vision of doing good in the world. Born and raised in San Francisco/Bay Area, he grew up in a creative household, with his photographer mother. Inspired by activism in school, Keba went to college to study photojournalism using his art to share a message. After shooting album covers for Bay Area legend E-40, he'd leave school to capture Nelson Mandela's historical  election run in Johannesburg, where he learned about the South African hip hop community and the reach that the music has across the diaspora. About Claima Stories with Bimma:Former Nike Marketer, Bimma Williams interviews leading and emerging BIPOC creatives about how they were able to break into the notoriously guarded creative and sneaker industries. From these stories, listeners will learn how to claim their dream careers. Featuring Melody Ehsani, Jeff Staple, and James Whitner. Listen and Subscribe now.Subscribe: Instagram: https://www.instagram.com/claimastories/Twitter: https://twitter.com/claimastories

https://www.thediversitygap.com/https://www.bethaneywilkinson.com/The Diversity Gap book on Amazon 

In this episode of the HR Leaders podcast, I'm joined by my guest Michelle Ray, CEO & Founder of Lead Yourself First Enterprises and Author.Thanks to Oracle for Supporting the show!Download their Definitive Guide to People Analytics 2021: https://bit.ly/3meS3auEpisode Highlights01:02 - About Pablo04:34 - What he loves about HR06:33 - Lessons learned over the past year08:50 - Pablo on his purpose10:22 - How the pandemic changed HR12:25 - HR's biggest challenge moving forward...19:16 - ... and it's biggest opportunities28:16 - How he relaxes outside of work29:20 - On the worst times of Pablo's career32:41 - Could he ever leave the function?33:19 - What held him back from success35:55 - The best business advice he's been givenIf you enjoyed the podcast be sure to subscribe for more content like this and visit our website to access resources mentioned: www.hrleaders.co/podcastSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Live from ADCOLOR 2021 Erik and Kerel chat with Sandy Gould, VP, Talent Acquisition, Diversity & Inclusion, and Learning & Development at Yahoo. At ADCOLOR, Sandy was a part of a panel discussion about mental health & media. During this interview, we continue the discussion Sandy was having on stage plus chat about Sandy's background, career journey, passion for helping people unleash their superpower, and much more. Sandy also mentions some of the great work that Lorenzo Lewis is doing at The Confess Project. Check it out here: https://www.theconfessproject.com/ Follow Us: Newsletter: http://bitly.com/2QLEY8U Linkedin: http://bit.ly/2ZZUBxG Twitter: http://bit.ly/2Qp0SzK  Instagram: http://bit.ly/2QLfEQc

For Season One's special close out episode, Dr. Shari Dade has the pleasure of being joined by Dr. Richard Stone, an Independent Contractor and Healthcare Strategist. Dr. Stone is the former acting Under Secretary for Health at the Veterans Health Administration. In this conversation, Dr. Stone discusses the missteps leaders can make throughout their leaderships careers and when they are embarking on the journey of new beginnings. This episode moves the focus from leadership in it's current state, the here and now, and draws attention to the way audacious leaders leave a legacy for those who will lead in the future. Key Lessons: 1) Listen! And when you think you know the answer, shut up and listen some more! 2) It's important to let the contrarians in the room to hear what they have to say. This is the 1st step in ensuring there is diversity of thought in decision making. 3) Your leadership legacy lies in who you have around you and what you leave to leaders that will come after you. Please check out additional services here: https://dvagov.sharepoint.com/sites/VHANationalCenterforOrganizationDevelopment

Keba Konte shares story about devoting his time to learning coffee roastingAbout Claima Stories with Bimma:Former Nike Marketer, Bimma Williams interviews leading and emerging BIPOC creatives about how they were able to break into the notoriously guarded creative and sneaker industries. From these stories, listeners will learn how to claim their dream careers. Featuring Melody Ehsani, Jeff Staple, and James Whitner. Listen and Subscribe now.Subscribe: Instagram: https://www.instagram.com/claimastories/Twitter: https://twitter.com/claimastories

This week on Yes But Why Podcast, I interview comedian John Gebratatose. John Gebretatose has been dedicated to the comedy scene in Minnesota's Twin Cities for more than a decade. He performs stand-up, improv, and sketch comedy. John is an improv instructor as well as the Director of Diversity & Inclusion at HUGE Improv Theater in Minneapolis, MN. He has taught improv workshops in theaters, hospitals, corporate workspaces, K-12 schools and colleges. Over the past few years, John has become a leader in the efforts to change the face of American improv, making it a more welcoming and representative artform. He has led and facilitated diversity and inclusion programming for improv theaters all over the world through his mission to uplift all voices. John is a co-founder of renowned Twin Cities improv troupe Blackout Improv and a founding member of the sketch comedy show, Late Nights Minneapolis. He is also the co-founder of the Black and Funny Improv Festival. John has traveled the world performing, teaching and directing improv.In our conversation, John tells me about his upbringing and we bond over latchkey life. John muses on ways to “seek out joy in the darkness” when you're a kid who doesn't really get to be a kid. John speaks about the singing and dancing that he and his friends did to celebrate neighborhood victories when he was growing up. We talk about what we have learned about humanity since we began teaching improv. John shares a bit about his teaching style. We discuss the lessons we have learned about confidence, accountability, and commitment (both as human beings and as performers). I ask John about the work he is doing to make improv a more welcoming artform for Black improvisers and other performers of color. We discuss the challenging work there is to provide artists with a safe space to create in. John gushes about artists that inspire him. Support John by supporting HUGE Theater in Minneapolis, MN. Take a class with him and/or go to the BIPOC jam he has created! Last Sunday of the month, 4-6pm. Remaining 2021 dates: October 31, November 28 and December 26Yes But Why Podcast is a proud member of the HC Universal Network family of podcasts. Visit us at HCUniversalNetwork.com to join in on the fun. #YesButWhy #Podcast #HCUniversalNetworkThis episode of Yes But Why podcast is sponsored by audible - get your FREE audiobook download and your 30 day free trial at http://www.audibletrial.com/YESBUTWHY. Treat Yourself. Get Audible. This episode of Yes But Why is also sponsored by PodcastCadet.com. Go to PodcastCadet.com to connect with us so we can help you with your podcast! Save money by putting in offer code YBY20 to get 20% off the first service or workshop you buy!This episode of Yes But Why is also sponsored by True Hemp Science! True Hemp Science is our Austin-based resource for vegan friendly, whole plant extract CBD oil. Go to TrueHempScience.com to peruse all the therapeutic CBD product options! Use code YesButWhy7 to get 7% off your order of $50 or more and get a free packet of 2 CBD edibles!

How does being an equity-centered leader sound to you? In this age there is a lot of talk (an therefore a lot of confusion!) about the relationship between DEI - Diversity, Equity, and Inclusion, Anti-racism, Social Justice, Collective Liberation, how all of these things work together, and how to integrate them into your leadership. That's why it's important to have an experienced pro explain the nuances of what is behind people's beliefs, their behaviors, and how social structures develop. To enlighten us around all things equity-centered, we welcome returning guest Trudi Lebron. Trudi is a coach and consultant for people who want to step into their leadership potential by prioritizing equity. In this episode, Trudi reveals how leaders of all kinds can learn and use real antiracism practices as more than just a DEI statement.   We got into how businesses actually treat people while often marketing diversity as a branding move and how organizations need to put real work into assessing and confronting how they uphold oppressive systems.   We also discuss how antiracism is a collection of behaviors, policies, and self-reflection.  It's hard, it's healing, and it's the only way to move forward.  Listen to episode 363 now! In episode 363 of the Embodied Podcast we discuss: [7:15] One must be tuned into the social climate around imbalance of power and exploitation of people with marginalized identities. [20:00] Elizabeth and Trudi discuss callouts, policing, and interrogating yourself. [22:30] Where keeping it real goes wrong.  [26:00] People exploring their real-life biases with discussion and practice.  [28:45] On using shame as a teaching tool.  [45:30] How to identify one's privilege and how to leverage it instead of exploiting it. [58:00] The real nature of accountability.   [1:09:00] Equity as social evolution and the only way to run a sustainable operation.   For full show notes and resources, head tohttps://untameyourself.com/podcasts/363 About the EMBODIED Podcast with Elizabeth DiAlto  Since 2013 I've been developing a body of work that helps women embody self love, healing and wholeness. We do this by focusing on the four levels of consciousness - physical, mental, emotional and spiritual. In practical terms this looks like exploring tools and practices to help you  tune into the deep wisdom of the body and the knowing of the heart, which I believe are gateways to our souls. Then we cultivate a new relationship with our minds that allows the mind to serve this wisdom and knowing and soul connection, rather than override it, which is what many of us were taught. If you've been doing self help or spiritual development work for a while, these are the types of foundational things that often people overlook in pursuit of fancier concepts that often aren't practical or sustainable. Here, we will focus on building these strong foundations so you can honestly and thoroughly embody self love. If you're feeling it, subscribe to the show, and leave us a review wherever you listen from. You can also keep up with show updates and community discussion on Instagram here.

President and CEO of Guide Dogs for the Blind, Christine Benninger joins Tim to we'll talk about everything that has to happen long before that working guide dog meets his or her new partner.  Guide Dogs for the Blind works to give people with blindness freedom and mobility by helping them obtain guide dogs. That's where their work culminates. https://traffic.libsyn.com/secure/shapingopinion/Guide_Dogs_auphonic.mp3 Close your eyes. Imagine not being able to see. Then imagine trying to go about your daily routine this way. Even if you have trouble imagining it, you already get a sense of just how tough life can be if you're blind. There are many ways people with blindness work to overcome daily challenges to live normal, productive and successful lives. Today, we're going to talk about one of the more fascinating programs that exists in this way. It's called Guide Dogs for the Blind.  It's based on the belief that everyone deserves to move through the world safely and confidently—to live the life they want to live. While the work of Guide Dogs for the Blind is comprehensive, it all comes down to someone with a need, and the work involved to meet that need. That process starts with finding those special dogs, and then training them, which is a miracle in itself, and then of course, training the dog's partner so that the two are a perfect match. Guide Dogs for the Blind is the largest guide dog school in North America. More than 16,000 guide dog teams have graduated from the school since the organization's founding in 1942. Believe it or not, the organization does not charge its clients. The personalized training and support is provided thanks to the organization's donors and volunteers. Chris Benninger has been the organization's president and CEO since 2014. Links Guide Dogs for the Blind (website) Pick of the Litter Documentary About this Episode's Guest Christine Benninger Christine Benninger Christine (Chris) joined Guide Dogs for the Blind in April of 2014. Chris brings a wealth of non-profit and for-profit experience to her role. Prior to joining GDB, she spent 17 years leading the Humane Society Silicon Valley. During her tenure there, she and her team's progressive approach helped save the lives of tens of thousands of animals and greatly reduce pet overpopulation problems in Santa Clara County. Under her leadership, the organization was also able to raise $25.5 million to build The Animal Community Center -- the first facility of its kind in the country. Under Chris' leadership, Guide Dogs for the Blind has expanded its program offerings to include Orientation and Mobility training for individuals with insufficient skills to qualify for guide dog training, a companion dog program for visually-impaired children and advocacy in support of GDB's visually-impaired communities. In addition, annual fundraising has tripled since 2014 and a new state-of-the-art Puppy Center has been built. Current organization-wide initiatives include Diversity, Equity and Inclusion as well as full accessibility throughout GDB and its communication channels. Chris was elected to the IGDF board at the 2021 IGDF Annual General Meeting. Chris honed her business skills as an auditor with Arthur Andersen & Co. as well as in her 15 years with Hewlett Packard Corporation. At HP, Chris held managerial positions in the U.S. as well as in Europe. She holds an M.B.A. from Stanford University. Chris loves to ride her bike, hike, and travel. Chris loves dogs and has three of her own: Theia, a career change Golden Retriever, who now serves as an ambassador for GDB as well as Hank, a Basset Hound, and Petey, a Chihuahua. https://www.youtube.com/watch?v=wDT6MUtTkKo

This week we look back on a conversation on a convo that I had with my friend Brandan Robertson about his book, "The Gospel of Inclusion".  Brandan is a gay pastor in Washington DC who is doing incredible work in the world.  Enjoy!  (PS - I have a cohost for the intro, my 4 year old daughter - Jordan Joy!) SHOW NOTES: PATREON - https://www.patreon.com/whatifproject BUY ME A COFFEE - https://www.buymeacoffee.com/whatifproject HERETIC SHOP - https://www.bonfire.com/store/the-heretic-shop/ JOIN THE COMMUNITY - https://www.facebook.com/groups/whatifprojectcommunity BRANDAN ROBERTSON - https://www.brandanrobertson.com  SPECIAL MUSIC (YUNG CITIZEN) - https://music.apple.com/us/artist/yung-citizen/945553400 

Like​ what you hear? Like, share, and subscribe to stay updated on new videos and help promote the Yaron Brook Show: http://youtube.com/ybrook​​​​Become a sponsor to get exclusive access and help create more videos like this: http://yaronbrookshow.com/support​​​​Or make a one-time donation: http://paypal.me/yaronbrookshow​​​​Continue the discussion by following Yaron on Twitter (http://twitter.com/yaronbrook​​​​) and Facebook (http://facebook.com/ybrook​​​​). Want to learn more about Ayn Rand and Objectivism? Visit the Ayn Rand Institute: http://ari.aynrand.org​​#Individualism #Racism #CriticalRaceTheory #Objectivism​ #AynRand