Podcasts about inclusion diversity

Join Uyen Ngo, the Vice President of Belonging, Equity, Diversity, and Inclusion for PRSSA National Committee, and Nashat Ahmed the 2024–2025 National Vice President of Brand Engagement, as they speak with Fernanda Sinzato, the senior associate of healthcare media relations at Weber Shandwick about her International PR experience. In this episode, Uyen, Nashat and Fernanda talk about Fernanda's journey being an international PR student and transitioning to be a PR professional. Fernanda goes into depth about the challenges she has faced and the lessons she has learned. The pair also goes into depth about how PRSSA students and chapters can support their classmates, who are going through many changes in their careers and lives. We promote and build a culture that welcomes and celebrates diversity and equity in the PR workforce. If you want to get to hear about how PRSSA supports international PRSSA members, BEDI, how to get involved with PRSSA National BEDI initiatives, or how you can be a champion for the future, this episode will be perfect for you.   Additional information:    To connect with Fernanda Sinzato: Fernanda Sinzato | LinkedIn    To learn more about PRSSA's initiatives for Belonging, Equity, Diversity and Inclusion: Diversity & Inclusion | Equity in Public Relations | PRSSA | PRSA    To connect with Nashat Ahmed, PRSSA Proud Council member '24-25:  NashatAhmedwork@gmail.com Nashat Ahmed | LinkedIn   To connect with Uyen, Vice President of Belonging, Equity, Diversity and Inclusion (BEDI) ‘24-25: vpdiversity@prsa.org Uyen Ngo | LinkedIn   To connect with PRSSA National:  Facebook  X (formerly Twitter)  Instagram  LinkedIn    To connect with Ro Lane, VP of Brand Engagement '24-25: vpbrandengagement@prsa.org Ro (Jalynn) Lane | LinkedIn

Dr. Michael Chan talks to us about the importance of walking alongside Youth as they navigate their faith journey during a time of life that can be challenging. How do we honor their stories? Dr. Chan gives beautiful insights into this discussion on letting your light shine. Dr. Chan joined the Concordia College community in June 2022 as the executive director for faith and learning. Prior to that, he was associate professor of Old Testament at Luther Seminary in St. Paul, Minnesota. He joined Luther Seminary after completing his Ph.D. at Emory University and a year of research and teaching at the University of Helsinki. He is a graduate of Luther Seminary (M.A. in biblical theology) and Pacific Lutheran University (B.A. in elementary education). Dr. Chan provides leadership and support for the Office of Inclusion Diversity, Equity, and Opportunity; the Campus Ministry team; the Dovre Center for Faith and Learning; and the Lorentzsen Center for Faith and Work.

Soul Pitt Media Health & Business Report Episode #89 | Interview with Adrianna Branin, Inclusion/Diversity/Equity and Access Manager, City of Pittsburgh Join Craig as he discusses with Adrianna: 1) Adrianna, can you talk to our listeners about what your job as Inclusion/Diversity and Equity Access Manager consists of? 2) Adrianna, what career path did you take to become Inclusion/Diversity and Equity Access Manager? 3) Can you talk to our listeners about the recently passed Gender Equity Commission Ordinance to advance Local Intersectional Gender Equity? Additionally, make sure you listen to our Community Calendar (brought to you by Pittsburgh Regional Transit, PRT) with Debbie Norrell at the end of each of our interviews so you can keep up with what's going on in our Pittsburgh region. Soul Pitt Media's Health & Business Report is sponsored by UPMC, Pittsburgh Regional Transit (PRT), Duquesne Light Co., Allegheny County Health Department, Pennsylvania's Children's Health Insurance Program (CHIP), and Central Outreach Wellness Center.

The ID&E practice has recently been targeted by many groups in the United States and some globally. Many of the group leaders claim that it discriminates against their civil rights. The real goal is to minimize or eliminate ID&E because many people feel it is unnecessary. Belonging and healing are essential for authentic inclusion, diversity,… The post E137: Where do Belonging and Healing fit into the Inclusion, Diversity, and Equity (ID&E) Spectrum? appeared first on KnolShare with Dr. Dave Podcast .

In this episode, Terence shares his blueprint on how diversity and inclusion can be made an integral part of any organisation and how it should lead to better decision making. We also dive into the significance of Black History month (October in Europe) and how all of us can expand our knowledge and shift our perspectives to be more inclusive. 

Scott Kerr is joined by Tiara Chesmer-Williams, vp and head of Inclusion, Diversity & Equity at wine & spirits giant Moët Hennessy, to talk about how DEI can drive business success for luxury brands and the programs she's implemented to create a more inclusive corporate culture. Tiara discusses how she works with parent company LVMH on diversity and inclusion goals, ways a company can build a culture of curiosity, whether DEI efforts in the luxury industry are backsliding, and why companies should reframe the DEI conversation as a business-driver. Plus: Can luxury be exclusive and inclusive at the same time?Featuring: Tiara Chesmer-Williams, Vice President and Head of Inclusion, Diversity & Equity at Moët Hennessy (mhusa.com)Host:Scott Kerr, Founder & President of Silvertone ConsultingAbout The Luxury Item podcast:The Luxury Item is a podcast on the business of luxury and the people and companies that are shaping the future of the luxury industry.Stay Connected: Email: scott@silvertoneconsulting.comListen and subscribe to The Luxury Item wherever you get your podcasts. Tell a friend!

In this podcast episode, Dr. Jonathan H. Westover talks with Kim Flanery-Rye about IDEA (Inclusion = Diversity + Equity + Accessibility). Kim “Kimfer” Flanery-Rye (https://www.linkedin.com/in/kimflaneryrye/) is the Founder and Principal DEI & Culture Practitioner for Inclusion Equals, a social enterprise focused on the IDEA (Inclusion = Diversity + Equity + Accessibility) to build culture from the inside out. She believes that to address systemic issues in the world, we must tackle the inequities within organizational systems. Kimfer is a seasoned professional with 20+ years of experience in a diverse background from marketing to organizational development. She is also an Adjunct Professor teaching Creativity and Innovation for MBA students and has her MBA in Executive Leadership. She has spoken on local, national, and international stages, including the 2022 and 2023 World Economic Forum, on critical topics such as the importance of women on boards and what it means for women to have power, authority, and agency.   Check out all of the podcasts in the HCI Podcast Network! Check out the ⁠HCI Academy⁠: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn ⁠Alchemizing Human Capital⁠ Newsletter. Check out Dr. Westover's book, ⁠The Future Leader⁠. Check out Dr. Westover's book, ⁠'Bluer than Indigo' Leadership⁠. Check out Dr. Westover's book, ⁠The Alchemy of Truly Remarkable Leadership⁠. Check out the latest issue of the ⁠Human Capital Leadership magazine⁠. Each HCI Podcast episode (Program, ID No. 655967) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Each HCI Podcast episode (Program ID: 24-DP529) has been approved for 0.50 HR (General) SHRM Professional Development Credits (PDCs) for SHRM-CP and SHRM-SCPHR recertification through SHRM, as part of the knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™). Human Capital Innovations has been pre-approved by the ATD Certification Institute to offer educational programs that can be used towards initial eligibility and recertification of the Certified Professional in Talent Development (CPTD) and Associate Professional in Talent Development (APTD) credentials. Each HCI Podcast episode qualifies for a maximum of 0.50 points.

We covered topics - Impact of Employee Engagement Surveys - Graphic Designer's lens to look into the data - Outcome-oriented Inclusion Action Plan - Challenges during the Diversity Journey - Importance of benchmarks for company culture - Why is employee wellbeing suddenly a hot topic? - What gap do you see in terms of corporate mental health? - Why is discovery exploration essential? ---- Important Links Guest - LinkedIn ---- Do you want to help? You can share the link to this episode on LinkedIn. It will take 2 seconds of your time. OR If you know someone who could be a great guest on our podcast, email them and mark me in cc - vikram@73bit.com Thanks a million! - Vikram

With a decline in the teaching workforce and a decline in teacher diversity, Matt Wood and Michelle Burrows at Utah State University wanted to know: what's the effect on ag programs? In exploring attitudes and professional development around Inclusion, Diversity, and Equity (IDE), they found teachers were looking for PD to help them tap into students' lived experiences, curricular resources around IDE, and support advocating for minorities.

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

John is joined by special guest Ian Timbrell to discuss RSE and EDI in schools.

Welcome to "Let's Humanize The Workplace", a live broadcast that has been the catalyst for essential conversations about bringing the human factor back into our workplaces. This episode, "Crafting Employee Experiences for Younger Generations", features an enlightening discussion among inspiring experts: Emma Agricola, renowned for her innovative employee engagement strategies; Lisa Marie Lee, an authority on intergenerational dynamics in the workplace and myself (Vivian Acquah,) During this conversation we will delve into ways to modernize the employee experience through strategic alignment of people, technology, and internal communications, all aimed at creating a more connected and engaging work environment. Don't miss this opportunity to gain valuable strategies for crafting experiences that resonate with the younger generations. This is a crucial conversation for any leader or HR professional looking to drive better results by prioritizing the employee experience Host Vivian Acquah CDE® As a DEI consultant / Certified Diversity Executive (CDE®), Vivian Acquah advises managers on how to keep their team members engaged, energized, and safe in a sustainable manner. Vivian Acquah is making topics related to workplace wellness & DEI accessible to everyone. She provides people with the right tools at the right time to embrace inclusive changes. Vivian motivates people to think consciously and inspires them to take action. Guest Emma Agricola is an Equity, Inclusion & Diversity expert with a specialization in ageism, youngism, and the inclusion of Gen Z in the workplace. Dr. Lisa Marie Lee, a modern workplace advocate who believes a humanistic approach is the linchpin to fostering a thriving and prosperous workforce. #Diversity #Inclusion #Leadership #HR #EmployeeEngagementSubscribe to Let's Humanize The Workplace on Soundwise

In this podcast episode, I'm joined by Jen O'Ryan, an expert in diversity and inclusion. Together, we delve into the topic of diversity and inclusion from a human perspective, shedding light on the significance of language in fostering an inclusive working environment. They go beyond mere compliance and explore how organisations can genuinely embrace diversity and inclusion. The role of both internal and external communications is discussed, emphasising the power of inclusive language in shaping branding and policies.

Welcome back and thank you all for tuning in to the latest and final episode of the Working Within Podcast! In this episode we are joined by Shannon Jones, Chief People Officer for FirstBank. We dive into topics like creating community trust, betting on your leadership skills, and trailblazing from associate to c-suite.  Shannon Jones is the Chief People Officer for FirstBank, and has worked for the bank since June 1997, starting as an intern. Shannon serves on the Bank's Senior Leadership Team and the following internal committees: Black/African American Business Development Group, Strength Through Recognition of Inclusion Diversity and Equity (STRIDE), Investment Advisory, Internal Compensation, Community Reinvestment and Involvement Oversight. Shannon serves on the Board of Directors for the Aurora Public Schools Foundation, The Women's Foundation of Colorado, and the CU Denver Business School Board of Advisors. She also served on the Leadership Advisory Council for the Black Progress in Education Fund and The Dearfield Fund. In October 2015 Shannon was the awardee for the Young Professional of the Year through the Colorado Women's Chamber of Commerce. Please enjoy this meaningful conversation! As always, thank you for tuning in.

Ep 251 - Championing Change: Navigating Inclusion, Diversity, and Sustainability in the Hospitality Industry with Jazmin Bornholdt from Ibis Sydney ThornleighWelcome to another exciting episode! We're hanging out with Jazmin Bornholdt today. She's not just your ordinary Operations Manager at Ibis Sydney Thornleigh; she's also an Asia Pacific Inclusion & Diversity Member for Accor Hotels. Jazmin's brings her wealth of experience in the trifecta of hospitality, inclusion, and sustainability.Jazmin's Journey: From Hospitality to Championing Inclusion & Diversity: Take a walk with us down memory lane as Jazmin shares her inspiring journey in hospitality and how she found her passion in promoting inclusion, diversity, and sustainability.Inclusion and Diversity Initiatives at Ibis Sydney Thornleigh: Get a sneak peek into some powerful initiatives Jazmin's been part of at Ibis Sydney Thornleigh. Hear first-hand how these have influenced the company's culture and ethos.ACCOR's Sustainability Efforts: Hear about ACCOR's innovative approach to minimizing its environmental footprint. Jazmin gives us the lowdown on how ACCOR is setting the pace for other hotels in the region.Hospitality's Future: Inclusion, Diversity, Sustainability: Jazmin shares her insights on emerging trends and challenges in the hospitality industry, especially around inclusion, diversity, and sustainability.Stay tuned for a compelling chat with Jazmin Bornholdt that will leave you thinking about the future of the hospitality industry.Please find our guest information here:Accor's Website: https://all.accor.com/australia/index.en.shtmlJazmin's email address: Jazmin.bornholdt@accor.comPlease find us here at POH:Website: https://principleofhospitality.com/Instagram: https://www.instagram.com/principle_of_hospitality/Mentioned in this episode:Square POS 2Hospo is all about connection – with your customers and your team. But what if your tools could also connect? That's where Square comes in... Square for Restaurants connects your front of house to your back of house. Your team to their schedules. And connects new revenue streams with your marketing – to reach new customers. Whether you have one location or many, Square has everything your business needs to connect your vision to reality. Website: https://squareup.com/au/en/point-of-sale/restaurantsSquare POS 2Hospo is all about connection – with your customers and your team. But what if your tools could also connect? That's where Square comes in... Square for Restaurants connects your front of house to your back of house. Your team to their schedules. And connects new revenue streams with your marketing – to reach new customers. Whether you have one location or many, Square has everything your business needs to connect your vision to reality. Website: https://squareup.com/au/en/point-of-sale/restaurants

Trauma affects all people, but not everyone takes the time to heal from these life-changing events. They just go into survival mode. What if you advocated for yourself and got into a level of peak-state flow instead? Today, I sat down with Diana Patton, Civil Rights Lawyer and founder of Rise Advocates, to learn how she went from merely surviving to fully thriving after trauma. A father's betrayal and a devastating loss forced her to become her own advocate at an early age. She spoke up for herself, never accepted the status quo, and fought for equity, diversion, and inclusion. Discover how Diana did the thing to become an advocate, heal her trauma, and why she wants to help other women leaders reach their fullest potential. In this episode, Diana analyzes these points of the Do The Thing Formula: Identifying the why Personal development Knowing you need help Changing your environment Controlling your attitude Putting yourself first Reading to rewire your mind Visit www.riseadvocates.com to learn more about Rise Advocates Academy, an 8-week program to become a Certified Rise Advocate. 

在全球缺工危機與裁員潮並存、世代價值大洗牌的變局之下， 企業要創造人才永續，打造共融(Inclusion)、多元(Diversity)、公平(Equity)的友善職場是核心關鍵！ 1⃣ IDE文化已成新世代人才求職重點考量！企業是否符合多元共融，可以從哪些關鍵指標來檢視？ 2⃣ 迎戰躺平文化！企業如何透過數據化衡量，有效打造IDE落地策略、聆聽員工真實心聲？ 3⃣ 營造「成就彼此」的職場環境！IDE如何讓員工有歸屬感，並為組織成長創造綜效？ 4⃣ 企業可以從哪五大面向著手實踐IDE文化？IDE為什麼可以提升年輕消費者的品牌好感度？ 本集節目邀請女人迷品牌策略發展總監 柯采岑與KPMG安侯建業社會企業服務團隊協理 侯家楷，與我們分享企業實踐IDE友善職場的關鍵心法！ 如果您喜歡這集節目，歡迎在Apple Podcast給我們評價5顆星唷！ Apple Podcast｜Spotify｜Google Podcast｜SoundOn｜KKBOX｜SoundCloud 同步上線！記得訂閱起來唷！ 追蹤KPMG安侯建業 Facebook｜LINE｜Instagram｜YouTube｜KPMG Taiwan Career Facebook 請搜尋：kpmgtaiwan

Being an Inclusive Leader with Jennifer BrownToday's episode is with Jennifer Brown. Jennifer (she/her) is an award-winning entrepreneur, speaker, author, and diversity and inclusion expert who is deeply passionate about building more inclusive workplaces where more of us can feel welcomed, valued, respected, and heard. As the Founder and CEO of Jennifer Brown Consulting (JBC), a certified woman- and LGBT-owned firm, Jennifer and her team design and execute inclusion strategies that have been implemented by some of the biggest companies and nonprofits in the world. She is also the bestselling author of two books, Inclusion: Diversity, The New Workplace and The Will to Change (2017) and How To Be An Inclusive Leader: Your Role in Creating Cultures of Belonging Where Everyone Can Thrive (2019), a shortlist winner of the O.W.L. Award, and winner of the 2019 Nautilus Book Awards' Business & Leadership category. The Second Edition, released October 4, 2022, addresses some of the most pressing challenges of our times and takes a deeper dive on complex topics including identity, privilege and equity. With more than 50% new content, it provides an effective roadmap to help individuals navigate through their journey to become an inclusive leader. The Second Edition was one of the titles chosen by the Association of University Programs in Health Administration (AUPHA) for the AUPHA Bugbee-Falk Student Book Award for 2022. Connect with Jennifer Brown:Company Website: https://jenniferbrownconsulting.com/How to Be an Inclusive Leader, Second Edition: https://www.amazon.com/How-Inclusive-Leader-Second-Belonging/dp/152300200X/Jennifer's LinkedIn: https://www.linkedin.com/in/jenniferbrownconsulting/Connect with Tayo Rockson and the As Told By Nomads Podcast:Tayo's Website: https://tayorockson.com/Tayo on LinkedIn: https://www.linkedin.com/in/tayorockson/Tayo on Twitter: https://twitter.com/TayoRocksonTayo on YouTube: https://www.youtube.com/tayorocksonTayo on TikTok: https://www.youtube.com/tayorocksonAs Told by Nomads Podcast: https://podcasts.apple.com/us/podcast/as-told-by-nomads/id910739730UYD Management: https://www.uydmanagement.com/UYD Collective: https://tayorockson.com/uyd-collective Hosted on Acast. See acast.com/privacy for more information.

Prime Video's hit show, 'With Love,' brought its cast together to discuss its second season, answering everything we want to know, like where is everyone since the season one finale? Will there still be a triangle between Lily, Nate, and Santiago? What holiday will we see the family celebrate next? -- and of course, who will be the next one to get married or fall in love? Answering some of these and more, we spoke with Emeraude Toubia, Rome Flynn, Desmond Chiam, Mark Indelicato, Vincent Rodriguez III, Isis King, Todd Grinnell, Constance Marie, and Benito Martinez. The cast told stories of what it's like working together on and off screen, why it's critical to show such a variety of relationships (no matter what your sexuality is), the importance of culture and family, and how you are never too old to be sexy or too old to have sex. Enjoy a remarkably open and frank conversation with the cast of, With Love. Host: Monica Gleberman Editor: Polina Jdanova Social Media Graphic: Jojo -- Synopsis: With Love is a romantic dramedy centered on siblings Lily and Jorge Diaz as they navigate big life changes and rely on their equally big family to get them through. Following her whirlwind romance with Santiago, Lily decides to focus all her energy on a personal journey of self-love by growing her makeup styling business and looking into homeownership. But when both Santiago and Nick profess their feelings for her, Lily wrestles with what is best for her future. Meanwhile Jorge begins to question whether he and Henry are truly compatible. When he meets Henry's proud Texan parents, he can't decide whether the relationship is a fairy tale or a nightmare. *With Love will be distributed exclusively on Prime Video globally on June 2, 2023 Don't forget to follow us on Twitter @SilenceonSet and Instagram @SilenceonSetPod

#049 Does the Bible speak about inclusion, diversity, and unity? Join us and find out what the Apostle Paul says in this week's Bible Study. We are on Colossians 3:9-15.Join our question-based bible study and see what the Holy Spirit reveals to you. You can answer the questions or make comments in the comment section or send us an email. We would love to chat with you. You can find our email and contact info by visiting our main website https://experienceordination.org/ We are also creating a learning community where we can interact, learn together, and serve the Lord together. We would love to have you be part of the community.Interested in joining our community? We are believers in the Lord Jesus who are serving together to share the good news and grow spiritually.If you are a believer who wants to serve the Lord but need encouragement, training, community, and support (ETCS) you have found a great place. This community is open to anyone who wants to take their spiritual growth, personal outreach, and ministry seriously. We are focused on equipping the saints to do the work of ministry which is what leaders are called to do in Ephesians 4:11-12 and 2 Tim. 2:2.Learn more about Experience Ministries by visiting our website  https://experienceordination.org/ 

"Middle Ground with JLE L.L.C." Podcast "Where We Treat You Like Family" Special Black History Month Episode welcomes Discern Life Consultants Health CEO & Medical Director Dr. Lisa H. Fuller and Greater Miracle Ministries International Pastor & Dr. Luciano Moore Sr. as we discuss the topic Inclusion & Diversity: Unity, Love, Equality and what can be done to get there as a people and a nation of people.

Whether having casual chats with friends or formal work meetings, the language we use matters. Here, to shed some light on using inclusive language is Dr Jen O'Ryan.  Dr O'Ryan is a Consulting Editor, specializing in Inclusion, Diversity & Representation.  In this Episode 110 of The Legendary Leaders Podcast, Dr O'Ryan talks about how to improve our language to be more inclusive, why it's important to bring these conversations to light, and how the pandemic has changed the nature of our conversations and interactions. She also shares the result of not implementing change, introducing inclusion & diversity in policy writing, and the “accidental” DEI experts. Ready to learn how?    Episode Timeline:  [07:42] A bit about Dr O'Ryan. [09:36] Working in Tech. [11:36] The keys to success to be at your best. [12:57] Getting in tune with team members. [13:45] Dr O'Ryan's role in Tech. [14:43] Being a woman in Tech. [16:32] Having a safe space and having to adapt. [18:31] Becoming more confidently aware of inclusion. [24:21] Raising awareness and categorizing humans. [26:14] The complexities in Tech. [27:36] Starting to identify pitfalls early on. [29:32] Examples of frontrunners. [32:18] Influencing change. [34:10] Why it's important to talk about Diversity, Equity & Inclusion. [37:39] How would the world change with raised awareness? [40:22] How the pandemic helped people feel more like themselves.  [45:02] Systemic challenges to authenticity. [48:00] Affecting lasting change. [52:30] Microaggressions.  [54:20] The risks for the system when change doesn't happen. [56:57] Inclusive and diverse policy writing.  [59:56] Where's the “we”? [63:36] Inclusive AF: A Field Guide for Accidental Diversity Experts. [65:48] What it means to be all-in. [66:37] How to become an “accidental” DEI expert. [70:11] Dr O'Ryan's book No.2. [71:44] Researching LGBTQ+.      Key Takeaways:  Why is it important to talk about Diversity, Equity & Inclusion?  The power of creating a space for encouraging conversations on Diversity, Equity & Inclusion.  How will companies lose out if they don't implement change?  How to improve Inclusion & Diversity, in policy writing.  The nature of the “expert”.  How to affect lasting, wide-reaching change.  How to practice using gender-neutral language.  Dr. O'Ryan's research into the LGBTQ+ community.    Notable Quotes:  “If the gender is either unknowable or it's immaterial to what the message is, then just use ‘they'.” – Dr Jen O'Ryan [20:20]  “Once you start noticing the small things, you start noticing the big things.” – Dr Jen O'Ryan [29:03]  “Don't ever underestimate your ability to change, make a change, or influence change.” – Dr Jen O'Ryan [32:43]  “Our own insecurities about the unknown holds us back from calling things out.” – Cathleen Merkel [34:38]  “There's no more waiting for people to be comfortable with change.” – Dr Jen O'Ryan [65:32]  “Be the one.” – Dr Jen O'Ryan [76:38]    Connect:  Find | Dr Jen O'Ryan  Business: www.pagingdrjen.com LinkedIn: www.linkedin.com/in/jenoryan. Instagram: @pagingdrjen.    Bio:  Dr. Jen O'Ryan is the Creator of Double Tall Consulting, where she helps organizations achieve effective, measurable, and meaningful results from their Inclusion and Diversity initiatives.  With her approach grounded in continuous improvement, building relationships, and curiosity-based problem solving, Dr. O'Ryan has built global teams, introduced corporate policies, and conducted research to improve customer outcomes and satisfaction.  Dr. O'Ryan is a frequent podcast guest, panelist, and speaker on Inclusion & Diversity, organizational behavior, and influencing change.   Dr. O'Ryan is the author of Inclusive AF: A Field Guide for Accidental Diversity Experts, a roadmap to safely introduce meaningful and lasting change.    SUBSCRIBE TO THIS PODCAST ON APPLE PODCASTS. 

Jennifer Brown's path in life unexpectedly changed early on. She thought she would find her fulfillment as an opera singer, but fate had other plans. After experiencing issues with her singing voice, she now helps everyone around her find their own unique voices in work and life. This podcast is jam-packed with insights about thriving in today's workplace. As an expert in diversity, equity, and inclusion (DEI), Jennifer shares with us how she finds motivation and creates communities of inclusion. She thinks it's important that you let your voice be heard and find out what you're a leader in. Jennifer gives us great tips on developing your own personal brand and standing up in your power. She talks to us about how she connects talent with companies and gives back to her community through education. She doesn't really believe in gurus because she feels there is wisdom in all of us. Join us as we learn so much more from Jennifer. Visit gobeyondbarriers.com where you will find show notes and links to all the resources in this episode, including the best way to get in touch with Jennifer. Highlights: [02:53] How the performing arts paved Jennifer's path [09:14] Becoming an expert in the DEI space [15:03] Motivating self and others [19:29] Working with a diverse team [23:05] Developing your own brand and owning your power [35:00] Creating a community of inclusion [43:12] Letting all voices be heard [46:54] Lightning round questions Quotes: “As adults, we have to be able to connect concepts to our learned experience.” – Jennifer Brown “Be willing to be shaped by the moment.” – Jennifer Brown “A lot of us write our own books to figure out our own story.” – Jennifer Brown Lightning Round Questions: What book has greatly influenced you? - “Flawless Consulting” by Peter Block What is your favorite inspiring quote or saying? - Say yes, and go figure out how. What is one word or moniker you would use to describe yourself? - Light and illuminating What is one change you've implanted that made your life better? - Digging deep to build my team. What power song would you want playing as you walk out onto a stage? - “Golden” by Jill Scott About Jennifer Brown: Jennifer Brown (she/her) is an award-winning entrepreneur, speaker, author, and diversity and inclusion expert who is deeply passionate about building more inclusive workplaces where more of us can feel welcomed, valued, respected, and heard. As the Founder and CEO of Jennifer Brown Consulting (JBC), a certified woman- and LGBT-owned firm, Jennifer and her team design and execute inclusion strategies that have been implemented by some of the biggest companies and nonprofits in the world.  She is also the bestselling author of two books, Inclusion: Diversity, The New Workplace and The Will to Change (2017) and How To Be An Inclusive Leader: Your Role in Creating Cultures of Belonging Where Everyone Can Thrive (2019), a shortlist winner of the O.W.L. Award, and winner of the 2019 Nautilus Book Awards' Business & Leadership category. She also recently co-authored a groundbreaking book on diversity, equity and inclusion in society with thought leader and fellow bestselling author, Rohit Bhargava. The book, Beyond Diversity: 12 Non-Obvious Ways To Build A More Inclusive World, is a 2022 Axiom Award Gold Medal Winner in the Women/BIPOC Category, a Wall Street Journal bestseller, a 2022 Nautilus Silver Award Winner in the Multicultural and Indigenous Category, a 2022 Hermes Creative Awards Platinum Winner, a 2022 Foreword Indies Awards Finalist in the Multicultural Category, and one of Inc Magazine's 22 Books to Read (or Reread) in 2022. Jennifer's podcast, The Will to Change, is downloaded by nearly 15,000 listeners per month, and she is a sought-after keynote speaker and expert for leading research institutions and business schools. She lives in New York City with her partner of over 20 years, Michelle. You can learn more at www.jenniferbrownspeaks.com. Links: Website: https://jenniferbrownspeaks.com LinkedIn URL: https://www.linkedin.com/in/jenniferbrownconsulting Twitter: https://twitter.com/jenniferbrown Facebook: https://www.facebook.com/jenniferbrownspeaks/ Instagram: https://www.instagram.com/jenniferbrownspeaks

Diversity, Equity and Inclusion (DEI) work within organizations has gotten a lot of press lately. But what does it take for a company to truly become more diverse, equitable and inclusive? To dive more deeply into the topic for this episode, I have brought on Wema Hoover. Meet Wema Hoover, Diversity, Equity and Inclusion Leader Wema is a DEI leader and former Global head of Diversity, Equity, and Inclusion for Google. She has also held executive roles at multiple Fortune 500 companies including Chief Diversity Officer and Global Head of Culture, Inclusion & Diversity at Sanofi and Global Diversity & Inclusion Lead at Pfizer. Wema is a frequent speaker to business leadership audiences. She is working on a book and has authored many articles such as How to Transform DEI Energy Into Action in the Workplace from INC., and has been featured on Diversity Inc. and other podcasts. In this episode Wema and I discuss... The approach to embed Diversity, Equity and Inclusion into people processes in an organization Gauging company readiness, metrics to measure progress, and creating environments for people to thrive What women can do to create more diversity in their own company How to find Wema: Connect on LinkedIn Resources Apply to be on an “On-Air Coaching” episode. Are you a female leader who has been promoted in the last year? Apply to be on the podcast. Checklist to Ask Your Company for Coaching. Would coaching help you become a stronger leader? Wondering if your company would pay? It doesn't hurt to ask! Leadership Operating System Inventory. Wondering what kind of Leadership traits you have? Take this FREE, FAST self-assessment and find out more about yourself as a Leader. Accomplished: How to Go from Dreaming to Doing. The book containing a simple, step by step system that gives you the foundation and structure to take your goals and make them happen. Leadership Coaching. Find out more about my coaching process, the cost of coaching, or how to ask your employer to pay for you to work with a coach.

Partner Women Have A VOICE Debra Denhart Partner:Debra Denhart - is a US Air Force Veteran and Marketing Communication Public Relations Professional.Panelist: Soni Meckem - is a White House Presidential Innovation Fellow and a Professional Powerhouse.

On this episode of Now that's Significant, a Market Research Podcast, we have a new guest host in John Bird, EVP of Client Development at Infotools. John is joined by two inspiring insights professionals - Sherri Dansby and Damon Jones, founding members of the Insights Association's IDEA (Inclusion, Diversity, Equity and Access) Council. Sherri, Damon, and the IDEA Council are working to fulfill a mission to deliver measurement, education, and standards of excellence to address the lack of representation in the insights profession and the populations it researches.  Sherri and Damon we're excited to share what the IDEA Council has accomplished since its inception in 2020. They talk about our “IDEAtor” fellowship program for young professionals, Equity Toolkit, and our “research on research” efforts to understand the current state of inclusion and diversity (aka DEI) in the industry and how to improve the execution of market research studies. They provide some good advice for insights professionals regarding what they can do to bolster their IDEA efforts. At Infotools, we know the value of providing organizations with representative insights. And with every improvement done before survey data is collected, i.e. who we hire, who strategizes. who designs, what is asked, who asks, how it is asked, who shapes, etc., the better we all will be as a result. Here are some links discussed in the episode: “The Evolution of Demographic Questions”, a position paper on how to ask demographic questions on Gender, Sexual Orientation, and Race and Ethnicity. https://bit.ly/IDEA_Qs. https://www.linkedin.com/showcase/idea-council Enjoy the show.

By: Janet Roche & Carolyn Robbins Hosted By: Janet Roche Edited by: Andrew Parrella Guest: Matteo Zallio It’s never been so important to design with inclusion right from the start! Evidence-based research shows the value of inclusive design, but how do you convince clients of these benefits and add more IDEA (inclusion, diversity, equity, and … Creating the Best IDEA: Matteo Zallio’s Tools for ‘Inclusion, Diversity, Equity & Accessibility' (Season 4, Episode 1) Read More »

By: Janet Roche & Carolyn Robbins Hosted By: Janet Roche Edited by: Andrew Parrella Guest: Matteo Zallio It’s never been so important to design with inclusion right from the start! Evidence-based research shows the value of inclusive design, but how do you convince clients of these benefits and add more IDEA (inclusion, diversity, equity, and … Creating the Best IDEA: Matteo Zallio’s Tools for ‘Inclusion, Diversity, Equity & Accessibility' (Season 4, Episode 1) Read More »

Davida Redmond, 43, currently serves as the Director of Inclusion & Diversity and Community for WillScot | Mobile Mini. In this role, which she has held since October 2020, Mrs. Redmond is responsible for the strategy and execution of global inclusion & diversity and community efforts. Recently, she spearheaded the launch of five Inclusiveness Resource Teams (IRTs) that foster an inclusive and diverse workplace aligned with the company's values and strategy. In addition, she also launched a global community giving program that unites over 4,400+ employees in four countries around giving back locally. Previously, Mrs. Redmond spent nine years serving in various marketing and sales roles for Fiat Chrysler Automobiles and Caterpillar, Inc. She also spent four years outside of Corporate America focusing on her growing family. She is a proven leader that has both domestic and international experience across diverse business units and multiple industries with Fortune 100 organizations. Currently, Mrs. Redmond serves as the Board Chair for Playworks Arizona. She also serves as the VP of Marketing for the Phoenix Chapter of the National Sales Network. Mrs. Redmond is a Board Member of the Minions of Kindness (MoK) Fund. Mrs. Redmond holds both a Bachelor of Science degree in Business Administration (Marketing) and an MBA from Florida A&M University in Tallahassee, FL. She was born in Georgetown, Guyana, South America and raised in Miami, FL. Interested in a career with Willscot Mobile Mini? Click here to view the company profile. https://bestcompaniesaz.com/willscot-mobile-mini-careers-company-culture/

With a background in the arts and sciences, and steeped in the traditions of both Anishinaabe and European cultures, Dr. Lisa Richardson brings a unique perspective to her role as a clinician-educator and associate Dean of Inclusion & Diversity at the University of Toronto. A tireless advocate for equal access to health care, she explores how traditional teachings and artistic principles can provide a more holistic perspective of the patient experience.

This episode of The Future Built Smarter examines equity in healthcare. Providing the caregiver perspective on the topic are guests Dr. Anne Doran, a pediatric hospitalist at Advocate Children's Hospital, Chicago, and Dr. Megan Morgan, a registered nurse and pediatric nurse educator at Phoenix Children's Hospital. Both share their views and experiences on equity, inclusion, diversity, and bias within the healthcare environment. “We've seen a big push to have a more astute awareness of where the gaps in care are and how we address diverse populations so that we are inclusive of all—culturally, spiritually, and even among populations of varying levels of health literacy,” says Dr. Doran. “We have a dedicated team of people bringing an awareness and education to the organization to be able to deliver care in an effective way.” The ability to overcome language barriers and communicate is paramount, adds Dr. Morgan. “I think the biggest success recently has been interpreter services on an iPad-type device that can be used in patient rooms,” she says. “This provides ‘face-to-face' interaction with the translator so that the family can see somebody of their culture speaking to them in their language and translating for them. This has created great collaboration among the healthcare team, the patients, and families.”

Pastor Mark Bestul of Calvary Lutheran-Elgin, IL

Have you ever thought about writing a book about the work you do? Or, how about self publishing a book you've been wanting to write? Sarah Cordivano did both! Sarah works as a Head of strategy and governance in Diversity, Equity and Inclusion in Berlin. She's originally from Philadelphia and moved to Berlin 6 years ago. Sarah's background is in data analytics and project management and she has just written a book: Diversity, Equity and Inclusion: How to Succeed at an Impossible Job. The book is aimed towards anyone who is starting a job in DEI and wants to know how to get started, how to set a strategy and how to maintain a healthy relationship with the job. It's very practical and hands-on. Sarah joins us to discuss her book AND her journey in writing it! Listen to Sarah for ideas on how you can write and self publish  a book, too! Takeaways:1. Actively try to work towards maintaining a healthy relationship with the work you do, and specifically think about good work-life balance -- making sure your time outside of work is as fulfilling as your time spent at work.2. When you are working towards a significant milestone accomplishment, there's an important balance between being grateful and appreciative of all the people in your life who have supported you and inspired you, and also being proud of the effort you put into your achievement to make it a success3. If you are curious about self-publishing, explore how-to videos on YouTube. Self-publishing can be as easy as writing your book in a word document and uploading it to Amazon KDP (Kindle Direct Publishing).You can find out more about Sarah's work and her new book on:Her website: https://www.sarahcordivano.com/ Amazon.com: https://www.amazon.com/dp/B0B7QDV6CX/Follow my blog (the inspiration for this podcast) https://themindfullcreative.comDM me on Instagram and let me know what you think! https://www.instagram.com/mindfullconversations/

Join us for another episode in our Conversations That Count series as CRI Human Capital Partner Sandi Guy, Supervising Senior Andrew Clavin, and Staff Accountant Shakyla Cooper discuss inclusion and diversity within the accounting profession. In the current business climate, commonly referred to as the "Great Resignation," it's no secret that employers are overwrought with issues of employee retention. Listen in as we characterize some of the inclusion and diversity essentials in an increasingly divergent job market.

Trauma affects all people, but not everyone takes the time to heal from these life-changing events. They just go into survival mode. What if you advocated for yourself and got into a level of peak-state flow instead? Today, I sat down with Diana Patton, Civil Rights Lawyer and founder of Rise Advocates, to learn how she went from merely surviving to fully thriving after trauma. A father's betrayal and a devastating loss forced her to become her own advocate at an early age. She spoke up for herself, never accepted the status quo, and fought for equity, diversion, and inclusion. Discover how Diana did the thing to become an advocate, heal her trauma, and why she wants to help other women leaders reach their fullest potential. In this episode, Diana analyzes these points of the Do The Thing formula: Identifying the why Personal development Knowing you need help Changing your environment Controlling your attitude Putting yourself first Reading to rewire your mind Visit www.riseadvocates.com to learn more about Rise Advocates Academy, an 8-week program to become a Certified Rise Advocate.

Author of “Inclusive AF" and Double Tall Consulting Founder. Dr. Jen is bringing a unique perspective to organizational change, combining a PhD in Human Behavior with over 20 years of experience in leading global launches of new products, policy, and consumer experiences. Her new book, Inclusive AF: A Field Guide for ‘Accidental' Diversity Experts” is designed for anyone thinking about Inclusion and Diversity, which explains how to cultivate a more welcoming workplace. Leave Some Feedback: Who should we have on the show next? Please let us know in the comments below Did you enjoy the episode? If so, please leave a short review. Connect with Us: TheHowtoEntrepreneur.com Instagram Twitter LinkedIn Today's Sponsors: JavaPresse Coffee Company - #1 Rated Coffee Grinder on Amazon (Free Grinder in Link) SANESolution - Harvard Medical endorsed body & mind health framework American Dream U -  Transitioning veteran professionals

Welcome to Reimagining Company Culture, a series discussing emerging trends and priorities shaping the future of workplace culture and employee wellbeing. We highlight thought leaders who are constantly evolving their strategy and can provide insight to folks about how to address new business challenges.  AllVoices is on a mission to create safe, happy, and healthy workplaces for all, and we're excited to learn from experts who share our mission. In this episode of Reimagining Company Culture, we're chatting with Olivia Nuamah, National Inclusion, Diversity, and Belonging Leader at PwC Canada.  With a long record of accomplishment in the inclusion and diversity space and experience leading organizations like Pride Toronto and the Atkinson Foundation, Olivia believes strongly in the power of community building to advance justice and equity.Tune in to learn Olivia's thoughts on measuring inclusion and belonging, creating a more equitable world, celebrating AAPI Heritage Month, and more!About AllVoices In today's workforce, people often don't feel empowered to speak up and voice their opinions about workplace issues, including harassment, bias, and other culture issues. This prevents company leadership from making necessary changes, and prevents people from feeling fulfilled, recognized, and included at work. At AllVoices, we want to change that by providing a completely safe, anonymous way for people to report issues directly to company leaders. This allows company leadership real transparency into what's happening in their companies—and the motivation to address issues quickly. Our goal is to help create safer, more inclusive companies.

Welcome back to Season 2 of "Living Vicariously Through Yourself" the podcast! ***This episode (season 2, episode 3) also aired on video here. This episode is different than the others in that I've traded the usual lightheartedness for some important thoughts amidst recent events that have left me and the world with a heavy heart. This episode is dedicated to the importance of inclusion and diversity within our circle of friends, circle of influence, and world. It's about the ways we can grow as individuals when we take the time to really listen to, to understand, and to genuinely get to know and love those who are different than us. It highlights that the only way to stop hatred is to counteract it with love. There is a lot going on in the world as this episode publishes, but I hope it offers a slice of hope, light, and love amidst tragedy today and for the future. -------- Psst... living vicariously through yourself is the act and art of living as the best version of yourself, starting today! That action jump-starts you into living the life of your dreams because you're actively participating in living the way your best self would. Join me to find out more! -------- Want to learn more about the podcast and/or living vicariously through yourself? Hang out with me here: Website: juliebethany.com Instagram: @juliebethany Podcast Instagram: @vicariouspodcast (NEW!) YouTube Channel: https://www.youtube.com/channel/UCeYm0mO9EgSJZ4cXcRyrNqg -------- Show Notes: Here is where you can check out Bianca Juarez Olthoff's book, "How to Have Your Life Not Suck - Becoming Today Who You Want to Be Tomorrow" on Amazon!

Jennifer Brown of Jennifer Brown Consulting based out of New York, NY Jennifer Brown founded her namesake Diversity, Equity, and Inclusion consulting agency 20 years ago. The agency develops top-down DEI strategies and training programs for medium-size to large companies; sets up effective, well-aligned affinity groups within those companies; and promotes inclusive leadership through educational initiatives. Jennifer is a frequent keynote speaker, both virtually and live. She presented Beyond Diversity: Building A More Inclusive World at the 2022 South by Southwest Conference and followed that with a book signing of her third book, Beyond Diversity: 12 Non-Obvious Ways to Build a More Inclusive World, which she co-authored with Rohit Bhargava. Jennifer is the bestselling author of Inclusion: Diversity, The New Workplace & The Will to Change (2017) and How to Be an Inclusive Leader: Your Role in Creating Cultures of Belonging Where Everyone Can Thrive (2019). The second edition of the 2019 book will be released in October 2022. Jennifer says there was “a huge wake-up call in spring/summer of 2020” after the murder of George Floyd and the subsequent and still-ongoing social movement for cultural change. Jennifer feels that today's workplace is “not built by and for so many of us if we . . . don't fit a certain demographic.” Jennifer explains the importance of this “sea change”: “If people feel welcomed, valued, respected, and heard, and a deep sense of belonging and being treated equitably . . . they do better work . . . and they stay longer.” Jennifer says she is a “member of the LGBTQ+ community” who has “been out for nearly 25 years.” She believes half of her cohorts “are still closeted in the workplace,” but that, finally, people are no longer talking about “why” inclusion is important, but “how” to make it happen. She believes companies will be challenged in setting up equitable workplaces as they rebuild “post-Covid,” particularly with managing blended teams of hybrid (virtual and in-person) employees.  Jennifer warns that managers need to be vigilant in supportinging inclusivity. “Harassment has gone up in the virtual workplace,” she says. Why? “There are no witnesses,” she explains. People are “cut off from information” and don't know their options on how to escalate a complaint and whether they can trust their employer to handle the issue. Jennifer Brown Consulting facilitates the establishment of corporate affinity groups, which are often comprised of people who tend to be “overlooked in the talent pipeline because of bias” in hiring practice, promotion, advancement, and talent reviews.” Even smaller and medium-sized companies are adopting affinity groups to serve as workplace “sources of intelligence about cultural experience,” tap into what is working and what is not, and provide support and “community” to employees who may have, in the past, felt “marginalized.” Jennifer can be reached on Instagram, @JenniferBrownSpeaks; on Twitter, @JenniferBrown, on LinkedIn, and on her agency website at: jenniferbrownconsulting.com, where those interested in DEI information can find the agency's DEI foundations program. ROB: Welcome to the Marketing Agency Leadership Podcast. I'm your host, Rob Kischuk. I am joined live at South by Southwest by Jennifer Brown of Jennifer Brown Consulting based out of New York, New York. Welcome to the podcast, Jennifer. JENNIFER: Thank you, Rob. ROB: So good to have you on here. Why don't you start out by telling us about the firm, about Jennifer Brown Consulting? What is your calling card? JENNIFER: The firm I founded 20 years ago. It's a DEI strategy and training company. We work with companies, medium-size and large typically, to help them build their diversity, equity, & inclusion strategy from the top down and help also set up what's called affinity groups and make sure they're effective and well-aligned. We also do a lot of education around inclusive leadership. I have an amazing group of consultants who are, at any given time, working on client projects. And then I do a lot of keynoting – virtual, but now increasingly in person, I'm glad to say . . . as we come out of this into a new variant, I just read yesterday. [laughs] ROB: Last night, yes. JENNIFER: But anyway, I also love writing books. I just co-authored my third book with Rohit Bhargava, Beyond Diversity, and then I have a second edition of How to Be an Inclusive Leader, which was my book from 2019. I have a second edition of that coming out in October of 2022, which I'm really excited about. ROB: Congratulations on the book. Rohit was a guest three years ago, the last time we were recording live at SXSW, and then we all skipped a couple of years because of that COVID thing we were just talking about. As you're engaging with these firms – you mentioned medium and larger firms – at what point are they coming to you these days? What do they know? What are they doing right? What are the blind spots? JENNIFER: There was a huge wake-up call in spring/summer of 2020 on multiple levels. I think the big one for us, obviously, was George Floyd murder and the social movement that occurred and is still occurring. A massive shift in attention and prioritization of the fact that the workplace as it is currently is not built by and for so many of us, if we basically don't fit a certain demographic. Finally – we've been talking about this for many, many years – finally there was attention and resources available. For the last couple of years, our firm has doubled in size and number of companies, and we've been incredibly busy. We were ready for this. This is the conversation we've been having for many years. I'm a member of the LGBTQ+ community, and I've been out for nearly 25 years – I'm dating myself. ROB: Early. JENNIFER: Early, early, when we were still arguing for domestic partner benefits with big companies. Those were the early days of my own activism. Then we grew Jennifer Brown Consulting to be a full-service DEI firm. So, they come to us now and say, “Okay, Jennifer, we get it. We know that it's important. But we don't know how to tackle this, and we don't know how to equip our leaders with the skills and also to awaken their motivation to care about this.” But really, Rob, I'm so excited that it's not a “why” conversation; it's a “how” conversation now. We all are a little bit worried that the urgency is flagging as the world continues to be so chaotic and business priorities shift around, so we're trying to really make sure the burning platform of this remains on fire in people's minds. We know it's on fire, but it's easy to move on and say, “We got this. We're doing enough.” But I can tell you no company is doing enough. ROB: Right. You have two lanes. A lot of companies are going to install somebody with a title in DEI at some level, and then there's actually integrating it into the cadence of the firm. How do you make sure it sticks? How do you keep it from regressing to “business as usual” plus somebody with a title? JENNIFER: I think the way we speak about why this is urgent really matters, and how it can drive business. It drives innovation. Literally, if people feel welcomed, valued, respected, and heard, and a deep sense of belonging and being treated equitably – which means those day-to-day support mechanisms, resources, pay equity, all that good stuff – they do better work. And they stay longer. We're in the midst of a talent crisis. Literally, it is the Great Resignation, and I can tell you from my point of view, it has a lot of reasons, but one of the big reasons is toxic workplaces – workplaces that feel like “I go through my day and I don't see anyone that looks like me. I don't feel trusted or trusting of others. I have one foot out the door for something better.” So, culture can be a differentiator, and belonging can and should be a differentiator to keep great talent. But I can tell you, the workplace needs to be overhauled to be a welcoming place for so many of us. I mean, just LGBT people, half of us are still closeted in the workplace. That is a statistic from 2019. And even in the virtual world, I wonder how it's changed; I don't know. But we are not bringing our full selves to work. And that's just the tip of the iceberg in terms of all the identities that aren't bringing their full selves. ROB: For sure. There's part of me that says, what company wouldn't be welcoming in some way? But that's the tip of the spear of the question, I am sure. You mentioned even the structure of the workplace. As we're resetting and coming back and a lot of companies have been virtual, what opportunities to set up an equitable workplace can companies do as they're rebuilding what it means to be in an office from scratch, what their work expectations are from scratch? What are the opportunity points? What can they do today that would've been hard for them to do two, three years ago, and now it's like “No, don't do this again when you come back”? JENNIFER: Well, let's see. So many things. We went to an open office plan for a while. That was the thing. But now data has shown that actually, that's really hard for people to be productive in. Also, the physical office was not a comfortable place. So, virtualizing ourselves actually opened up a sense of safety for a lot of people who found the physical workplace unsafe. I think we have to carry that with us and remember that that is a critical thing to leverage. But then new diversity dimensions are opening up, like who's on site? Who's able to get face time? Who's able to get on somebody's calendar or bump into somebody? There's the haves and have-nots that's opened up. In some companies, the virtual employees are the haves, actually, that are getting the flexible arrangement, and then the people who have to come into the office – but you can actually see it in the reverse, who has access to leadership. If leadership's in the office, that could benefit you. It really depends on the company. I tell managers, we have to up our inclusivity vigilance. When we are managing blended teams, hybrid and in-person, we've got to ensure inclusion constantly and be checking in with people who are virtual because we may not know they are on the bubble in terms of their own engagement and loyalty. And what we don't know can really hurt us, and often when it comes to diversity dimensions, what you don't know can make the difference between keeping that person and having them leave and being surprised. So virtually, we just have to be checking in, asking how people are. The most powerful question is something like “Do you feel included and valued in the way that we're working right now? Is this working for you? Do you feel you can thrive? Do you feel there are barriers? What can I do as your colleague, as your leader, as your manager, to address any barriers that you're experiencing so that you can do your best work? I think asking that often will build the trust and tell us what we need to know so we can architect a better situation for people. ROB: This is the second conversation I've had this week where what you're describing sounds like being a good manager. JENNIFER: Doesn't it? Strange, that. [laughs] ROB: It doesn't sound like anything to do in some ways with particular topics of diversity, equity, inclusion, while at the same time I think what's underpinning there is there's an assumption of commonality that allows people to get by without managing well. Is that fair to say? JENNIFER: Yes, fair to say. Intersectionality speaks to all the different diversity dimensions that live in a human being. And there's multiple things going on. I'm a parent. I identify as queer. I'm caregiving. I'm wrestling with mental health challenges. I'm Latinx. All of those things have an impact on our belonging. In most organizations, there's some angst and some difficulty there because, like I said earlier, workplaces are biased. Period. Any one of those things or a combination of those things may be going on for someone. They may be hearing microaggressions. They may be being harassed virtually. Unfortunately, I hate to say this – harassment has gone up in the virtual workplace. ROB: Wow. JENNIFER: There are no witnesses. Think about this. There's a lack of understanding of how to escalate a complaint and whether you trust your company enough to handle the complaint. When we virtualize employees, they're cut off from information, often, that may have been available and they would've known what sort of avenues exist. I found this harassment data really disturbing, honestly. Anyway, there's a lot of risks. Like I said, as a manager and a leader, to have somebody's identities in mind and be able to anticipate, “What's going on for this person? How can I get them to trust me enough to share with me so that I can help?” – and even if that means suggesting that somebody go to HR, suggesting that somebody seek out the EAP for mental health support. I mean, just connecting the dots is so much of our job these days, and it's been made more difficult when we're out of the loop with each other. That's a dangerous place to be. ROB: Absolutely. You mentioned affinity groups as a key component. What does that look like, building from scratch? How do you get from zero to something there? JENNIFER: It's funny; back in the day, only large companies had affinity groups, and they're like the LGBT Network, the Women's Network, the Black Network, the Asian-American Network, Disabilities, Veterans. In big companies, there's a lot. But since two years ago and everything crescendoing, even the smaller and medium-size companies now have affinity groups, and they understand that these groups are literally sources of intelligence about cultural experience in our workplace – what's going well, what's going wrong, what needs to be supported, resourced, which talent exists. Sometimes people in affinity groups are the ones that are overlooked in the talent pipeline because of bias in our hiring, promotion, advancement, talent reviews. So, affinity groups are really important mechanisms to enable people to find community, especially virtually, to share what's going on and not feel so alone, to strategize about how to be heard in a workplace that is maybe not conscious of its own bias, and then also provide that identity intelligence to the employer to say, “Hey, this community is feeling this now.” For example, Stop Asian Hate wasn't just in 2020. It's actually been increasing and getting worse over this last year and the year before. And yet employers aren't prioritizing it. If it weren't for the affinity groups that are keeping it top of mind and saying, “Hey, this is a problem” – our employees are bringing this into the workplace every day and walking around with this, if they're commuting or in their communities or in their families. People are afraid, and they expect their employer to address it and to know that it's happening and to say, “What can we, the employer, do to support you, to raise awareness, and to make a statement?” Honestly, employers also, by the way, need to be making statements about a variety of social issues right now. Otherwise, silence – look what happened to Disney not saying anything about the Don't Say Gay activities in Florida. Their employees have been so upset and writing letters to the CEO and agitating, and finally the CEO wrote a memo and it just broke yesterday on Twitter. But it took a long time, and it shouldn't take a long time. Companies should have their employees' backs. Period. ROB: And then it's even harder when you do actually say something – the rubric against which it is measured at that point is so much harder. JENNIFER: Oh yeah. There's a lot of issues, granted. But this is the world we live in. Certainly, I hear from leaders, “Jennifer, where does it stop?” I'm like, “This is your new normal. It doesn't stop. But by the way, this is an opportunity to connect with your employees on a deep” – when I feel seen and heard and valued, this is what it means. If my CEO is silent on a harmful bill to me and my community, I am out the door. I can't describe – it's like a visceral thing. Like “I can't work here anymore. This company doesn't see me, doesn't care about what's happening to people that identify like I do.” Employees are finding their voice in a way that I have been waiting for for a really long time. So really, the problem is leadership is really behind. They don't have the competency. They're not able to pivot quickly. They're like, “I can't walk and chew gum at the same time.” I'm like, no, this needs to be your new leadership skill. You have to be able to know, to be scanning your environment all the time and saying “What do I need to make sure our employees know that we're not okay with?” That needs to be the first thing you wake up thinking about every day. ROB: This sounds like it ties into some of the dimensions of the book, so let's go over that direction for a moment. Talk about the book, how it came to be – the book is Beyond Diversity with you and Rohid. How did this happen, and what should we know about it? You had a session here talking about the book. What should people know? JENNIFER: Yeah, we did. It was so great. It came out of a five-day Beyond Diversity Summit, literally, with 200 speakers. Rohid approached me. I was one of those folks part of organizing it, and he's like, “This needs to be a book.” I was like, “Oh no, 200 speakers, hours and hours of footage. How do we boil this down into a book? It's terrifying. My team will never forgive me.” However, we said yes, let's do it. We organized all of this footage into 12 themes, and those are the chapters. They're not identity themes. We could've gone that way. We could've done “This is the chapter on LGBTQ+. This is the chapter on Asian-Americans and AAPI folks.” Instead, we did education, media, workplace, storytelling, government, family. It was so cool to take all of that wisdom from a wide array of diverse storytellers in every way and figure out, where do we tell this story, that story, that story? I loved the challenge of that. I think also, “beyond diversity” to me perhaps means, yes, identity diversity, but let's look at how this plays out in these domains of life that really touch our lives every single day. We can all relate to education. We can all relate to what's happening in media. I hope the book reaches people who have dismissed this topic maybe in the past, but they pick it up and they're like, “Oh, this book makes sense to me. This is relevant to my life holistically.” And it's such a positive book. It's not a “shame and blame” book. It is full of celebrations of where innovation is occurring and how exciting it is and how it's going to better our world. I think it's a really different kind of book, and I hope it finds all kinds of audiences. I think it should be in curriculum in schools. Professors should be assigning it. My parents, in their eighties, tell me it's the best book I've ever written. They love it. They're reading it and they're able to understand it. ROB: It is very, very approachable in the structure. It's just made so that you can come in, engage with it at whatever depth you want to – not that you want to treat it like a dictionary and shop by topic, or an encyclopedia, but there is that ability. There's skimmability. There's summary. But that facilitates approaching it easily, but also the education context. You open it up, and it's credible – this book was made by people who were making a business book, not just like “my opinion and here you go.” It wasn't a memoir. JENNIFER: Yes, exactly. We actually really intentionally decentered ourselves. Even though we were writing the book, we gathered this big writing team also. So all of their hands are on the writing. And then we hired also inclusivity readers, otherwise known as sensitivity readers, because Rohit and I and the other writers knew we would still not perceive the correct language, for example. They went through the book and gave us tons of feedback. It was just a wonderful learning experience. But the book literally is all about different storytellers – unusual, unexpected, nonobvious storytellers. I hear myself talk all day, but I want their voice to be out there, and I think we were both in service of that. ROB: It is excellent. You get in deep, and then there's the contributor list – obviously voluminous, for sure. JENNIFER: Yes. ROB: Jennifer, let's rewind a little bit. Let's talk about where Jennifer Brown Consulting came from. What made you decide that you should not have a job with somebody else and you should build something, and who knows where it goes? Especially with the past couple of years with that growth now. But where did it start? JENNIFER: It started because being in the LGBTQ+ community in my early days, really way back, I was an opera singer. ROB: Wow. JENNIFER: I came to New York to make it, and then my voice kept getting injured and I had to get vocal surgery several times to repair it, but it would never – I realized my instrument just wouldn't ever do what it needed to do, and I would have to reinvent. I found my way to – I like to think of it now as a different stage, literally. I'm a keynoter now. I'm able to use my love of the stage – which I've been on stage since I was five; I grew up in a really musical family, and we are like the Von Trapp Family Singers. [laughs] ROB: Yeah, it came to my mind as soon as you said it. [laughs] JENNIFER: I was that kid. So I seek the stage. I love it. I crave it. I enjoy it. I'm comfortable on it. I think it's the best medium for me. Anyway, though, as a closeted person who was trying to find my voice, I found in those early days all of these amazing companies in New York – IBM, Deloitte, Proctor and Gamble – I didn't even know this world existed, but it was the world of corporations that were leading-edge in terms of LGBTQ equality. They were all starting to vie for us as talent and then also trying to vie for us as customers. I had a front seat years ago on those early battles for domestic partner benefits, for adding sexual orientation and gender identity to the non-discrimination policies and the language of the company. Their statements used to not include that. I hope people are hearing this and being like, “Wow, I've always taken that for granted, and I didn't know there was a time that wasn't there.” But I can tell you, there was a time. And those were really exciting days. I feel like I cut my teeth on – the way that LGBTQ employees shifted companies was super powerful for me to see and be a part of because I think it clicked that I could be a voice for change, and that change would actually happen in this massive entity with just my voice, or just the voice of a community. We were very strategic in the way we approached it. We argued the case around talent retention and recruitment. We argued the business case for customers. It trained me to think about how large institutions change and why they change, and because of what, and how to be an irritant in the system but to be strategic and grounded in their “care abouts” where it's a win-win. That is something I've carried with me as we built Jennifer Brown Consulting, and I would subsequently leave corporate America. I was an employee, like you say, and I was like, “This is not creative enough for me. I don't have enough agency. I can't have a boss. I have to start my own firm.” Very quickly, when I put my shingle out – I'm kind of a natural marketer – it became much bigger than I could manage. I started to hire people. I started to send people in instead of me and started to scale my company. In fact, one of my first hires was a COO, and I really dug deep to pay somebody six figures to build my entire backend because I knew – I was like, I don't know how to do this. And I don't want to. I need to be out there, doing what I do best in my zone of genius, which was evangelizing for the idea of the firm and also putting forth not just me, but all these talented consultants that I was able to attract and send in on our behalf to the clients that I had procured. It worked really well. I always felt it was important to work on the business, not in the business. So from the very beginning days, I was like, how does this scale? And then how do I find my way into my best role? And I'm there now. ROB: How many people did you have when you hired your COO, and were they somebody that had done that job before? JENNIFER: Like three people. And yes, they had scaled my friend's firm, a marketing agency. They had allowed her and enabled her to focus on the creative. Founders are often not the backend people. We're the salespeople. We get the attention. We know how to do that. So, he had done that, and I took the plunge and said, “Please, get everybody paid on time. Do job descriptions. Help me figure out who's my first, second, and third hire. Who should that be? Help me run my finances responsibility. Get us a bookkeeper and do QuickBooks and set up…” – whatever, there's just so much you have to think about. I never regretted it. Subsequently, I've gone through four or five COOs over 20 years. ROB: But the role is necessary. JENNIFER: Yep, and I really recommend it. If you think you've got a tiger by the tail, like I thought I did – and I had no idea what that really would feel like until 2020 – but up until that time, I was evangelizing this idea that belonging is important for all of these dimensions. Better products, better services, better customer relationships, better design. More retention. Losing people is so expensive for companies, and they don't see it as that. It's sort of this invisible cost of attrition. I mean, now they know. But I think it's been happening for years because many of us have been bailing out and becoming entrepreneurs because we literally were like, “I can't stand another day here.” Anyway, it's a big wakeup call and I'm here for it. ROB: Absolutely. I hear you on the COO side. Our sixth employee was an operations role, and she's moved up to COO. It was terrifying. I started off thinking I wanted just a junior project manager / order-taker / “do stuff for me,” and then I was persuaded by some advisors to spend the money. But it was terrifying. JENNIFER: How's she doing and feeling? ROB: She's moved up. It's great. It's a relief because I'm out here talking to people, and things still happen back home on the home front. JENNIFER: I want to share – maybe this will be interesting for your audience – my name is on the name of the consulting business, right? It's Jennifer Brown Consulting. We refer to ourselves as JBC. But we have transcended that question I always get, which is “Don't people expect you?” They don't, actually. They know about me, but they don't expect me to be on the calls. We've scaled ourselves to such a level that the team is completely empowered and completely the star of the show, and I'm not involved unless there's a keynote that's needed and wanted or an executive session. I'm off writing the books that hopefully draw attention to us. It's just an interesting thing I know founders wrestle with and thought leader-driven brands. It's this interesting question that always comes up. But I think we've done it really well. I think the secret is it's always been my plan and it's always been my expectation. I have said very clearly, it's not about me. I'm not even the most practiced expert in my company, and I never have been. My consultants are incredible, and they will solve problems differently than I will in any client engagement. They are bringing their own 30 years of looking at these things, and they have different identities than I do, and they have that lived experience that they can bring. So, it's worked really well, and it's enabled me to pull out of the day to day and speak and write, which I do think is what I have been, all these years, preparing to do. ROB: Was it easier or harder, those first couple of engagements when you were tagging someone else in? JENNIFER: I remember. If I'm on the phone, if I'm involved, how can somebody feel that they're in charge of the gig? The client is always going to be looking to me as the authority, and I don't want to be looked at as the authority. I had to be really careful in the early days of this transition of what I was a part of – that they even met me. I minimized that. [laughs] I was like, “Nope, you don't need to talk to me. Thanks for the inquiry. I'm introducing you right away to my team. They will take care of you.” We still actually do this because stuff still finds its way to me. But we're very strict, and we have protocols that we follow. I never break those because it's super important for me that my team can take care of whatever you need. I'm almost like a consultant now. The team is in charge and knows what to bring me and when that's needed. Also, for me and my wants and needs, I don't want to be in the day-to-day client work anymore, and I haven't wanted to be for many years. That's not what brings me fulfillment. So, I think for founders, commit to and dig deep to seek – know what you don't want to do, but what you want your firm to still do. That's so important. Just pay attention to that and then dig deep financially and wherever else you have to dig to staff around the work you want the group to do as a delivery but is not work you directly want to be involved in. And then make sure you're not sending mixed messages and that you're truly empowering the people you've hired to go and be brilliant. ROB: I hear you talking about handing over two separate sets of responsibilities at least, which are doubly nerve-wracking. You're talking about handing over the delivery of the work, but you're also talking about handing over the selling of the work. JENNIFER: Yeah. We're interesting because our folks don't do business development. I have been in the space for so long that our amazing marketing team who helps me get the word out – we provide so much value. We have so many opportunities to read our thought leadership, join our calls, be a part of our JBC community, that we get a lot of inbound. One of the things I've learned is you cannot force people to be salespeople if that is not what they do. I understood my role very early on. I'm here to build the house that people can live in and make sure the bills are paid and whatever, taking care of the container and making sure there's enough opportunity coming in for people to focus on being the subject matter expert and delivering the work and taking care of the relationship. We have a sales team, but they field a lot. They really more operate as “Now we have an opportunity; what is the scope? What is the statement of work? How do we price it? Who do we put on it? What's the team going to be that delivers it?” That is what happens after we receive an interest or a lead. It was the way I got around sales, honestly, because the only kind of sales I'm really comfortable with is this back-door way of putting myself in conversations, adding value, moderating panels endlessly – which is what I did for years, just going to conferences and being in the room, speaking up and offering to be helpful. And over time, now it's like, “We've wanted to work with you and your team for years. We finally have the budget!” But years and years and years of people watching us grow, and now it's amazing to get these calls from people that saw me speak 10 years ago or were in the room.  ROB: You can't be transactional about that. That's playing the long game. JENNIFER: It's reputation, it's trust, and it's generosity. We've been so, so generous. That's my MO. I see myself as part of the field. I think of it as we are a field of practitioners, and even if we're competitors, we're not. We all stay in touch with each other. When we hang out, other heads of firms, it's like this amazing, really rich conversation because it's a moment. This is purpose work. And people will find the firms that they feel the most comfort with for what they need. But honestly, it's co-opetition. I've heard that word, and I think that really speaks to that, at the end of the day, we're part of a movement and advocacy and whoever does the work, we deeply care that the work is done. ROB: Absolutely. I can see clearly that you deeply care and you have a team that does. Jennifer, when people want to find you and JBC, where should they go to find you? JENNIFER: Thanks for asking. Amazon has all my books, and then on Instagram, I'm @JenniferBrownSpeaks. I'm on LinkedIn. Twitter, I'm @JenniferBrown. Yes, I was on Twitter many, many, many years ago. ROB: Well played. JENNIFER: Well played. [laughs] And then jenniferbrownconsulting.com is our website. I just want to say if you're a new practitioner or an aspiring DEI professional, you should really check out our online courses. We're building our foundations program and rolling that out. It's just a wonderful six-week “get yourself grounded and work on your personal diversity story.” ROB: That even scales down to some people who maybe aren't midmarket enough to pay for you. Excellent. JENNIFER: Exactly. You understand. ROB: I do understand. JENNIFER: Thank you. ROB: Jennifer, thank you so much for meeting up and coming on the podcast and helping us learn well in your expertise. JENNIFER: It's a pleasure. ROB: Thank you for listening. The Marketing Agency Leadership Podcast is presented by Converge. Converge helps digital marketing agencies and brands automate their reporting so they can be more profitable, accurate, and responsive. To learn more about how Converge can automate your marketing reporting, email info@convergehq.com, or visit us on the web at convergehq.com.

Melissa Brown of Melissa Brown and Associates visits the SnapCast to talk about the work she did with the Association of Fundraising Professionals to produce the IDEA Report (Assessment of Inclusion, Diversity, Equity, and Access). Key points include: Collaborative study with NINE organizations participating including African Americans in Development Offices; AFP; CFRE, Women of Color in Fundraising and Philanthropy; and more, with sponsorship from DonorPerfect. Bad behavior is too common - 34% of study participants reported experiencing some type of bias in the prior year. Bias from co-workers is far more common than from constituents -- and both are vastly underreported at the workplace, with maybe half of the people who experienced bias saying they notified a supervisor or HR staff member. We asked about far more than race -- including age, religion, bias based on physical appearance (tattoos, size, hair style), and so on. People leave jobs because of bias they have experienced. The NP sector is losing talent because in a high percentage of organizations people are either blind the realities, or possibly "just too nice" to admit this is a problem. To address bias: NP leaders must be strong in their statements and actions to show no tolerance. Provide time and funding (for facilitation ) of discussions that are themselves inclusive. Have a team of diverse (whatever that means where you are) staff and volunteers to create written policies and procedures. The report has links to some examples. Then be sure that EVERY staff member (and volunteer) is empowered to recognize, name, and take action in the event of bias. We welcome support of the Nonprofit SnapCast via Patreon. We welcome your questions and feedback via The Nonprofit Snapshot website.

In a world where there is so much nepotism and systemic racism we celebrate America Black History month sharing the story of Dark chocolate drop in Corporate America It is a story that suggests Black folks try so much harder to make meaningful contributions in our communities and societies, it also shows our resilience in the face of sometimes fierce oppression It may be challenging, it may hurt but my guest Genesis Amaris-Kemp is a woman that empowers others to speak up for themselves. She is a trailblazer, multifaceted , multidimensional firecracker and mindset hacker who wants others to live out their dreams, goals, and visions . She described what Inclusion , Diversity and Equity means for organisations . We discussed how organisations can actively promote diversity and inclusion. We explored how organisations can benefit from having an inclusive and diversified workforce. We also looked at some actions that are construed as systemic racism and discrimination in work places Genesis also revealed some of the barriers to Inclusion Diversity and Equity at work and in our societies and Communities. Genesis can be contacted via : GenesisAmarisKemp@gmail.com https://thehello.llc/GENESISAMARISKEMP https://venmo.com/GenesisAmarisKemp   If you enjoy this podcast please support us with your donations to https://paypal.me/meademusings   #blackHistory #BlackHistoryMonth #blackauthors #blackandbeautifull #girlPower #mentoryoungwomen #communityforwomen #womenempoweringwomen #blacklivesmatter #ChocolateDropInCorporateAmerica #blacklovedoc #blackauthorsmatter #blackgirlsrock #blackpodcasters #influencersofcolor #themarathoncontinues #blackbusinessowner #blackmoms #blackfathers #blackexcellence #fortheculture #blackculture #WeRock WeDontKnowitAllButWeTry    

Julie Kratz is a highly-acclaimed TEDx speaker and inclusive leadership trainer who led teams and produced results in corporate America. After experiencing many career “pivot points” of her own, she started her own speaking business with the goal of helping leaders be more inclusive. Promoting diversity, inclusion, and allyship in the workplace, Julie helps organizations foster more inclusive environments. She is a frequent keynote speaker, podcast host, and executive coach. She holds an MBA from the Kelley School of Business at Indiana University, is a Certified Master Coach, and is a certified unconscious bias trainer. Her books include Pivot Point: How to Build a Winning Career Game Plan, ONE: How Male Allies Support Women for Gender Equality, and Lead Like an Ally:  A Journey Through Corporate America with Strategies to Facilitate Inclusion, and her children's books The Little Allies and Charlotte Wants a BFF.  Find Julie at NextPivotPoint.com, @NextPivotPoint, or on LinkedIn.Support the show

Heather Clarke is a Black Afro-Caribbean mother of 2 small children. She is also neuro-divergent, with an invisible disability. She has over 20 years of experience working as a teacher, and in the field of educational justice and policy.    She is an abolitionist educator and universal design for learning expert with more than 20 years' experience working with children and families with disabilities both in the United States and in other countries.    Through Heather's Learning Advocacy business, she consults with parents and guardians to help them with the process of educational evaluations and the creation and implementation of IFSPs, IEPS, and 504 Plans.    She also consults with businesses, organizations, and educators about topics related to racial Diversity Equity and Inclusion, with a focus on the Disability community.    Heather is an Early Childhood and Special Education adjunct professor at Queen's College, CUNY, and Field Mentor to student teachers at NYU. Additionally, Heather helps administer several local advocacy groups focused on addressing Anti-Black racism, ableism and dismantling white supremacy, and other educational needs in her local community.   Join us for this conversation about dismantling ableism, creating inclusive spaces from the start, and the compounding challenges of racist and ableist biases.      IN THIS EPISODE, WE COVER: Defining and dismantling ableism Creating an inclusive world vs. “fixing” people to function within the current system How universal design allows all students to express themselves  Inclusion as an afterthought and why it's not enough Heather's dream school that centers around community care The compounding challenges of racist and ableist biases      RESOURCES AND LINKS MENTIONED IN THIS EPISODE: Connect with Heather on LinkedIn and Instagram Visit learning-advocate.com to learn more about Heather and her work. Learn more about Rebel Educator, explore our professional development opportunities for educators and students, sign up for a webinar and check out our project library Visit us at UP Academy to learn more about our personalized and inclusive learning environment Connect with Tanya and UP Academy on LinkedIn, Facebook, and Instagram and learn more about her journey here We'd love it if you could take a few minutes to fill out this survey to let us know how we can bring you the best possible content:  forms.gle/JcKHf9DHTZnYUmQr6   Enjoying the show? Leave us a rating and review and help more people find us! https://bit.ly/RebelEducatorApplePodcasts   MORE ABOUT THE REBEL EDUCATOR PODCAST: In each episode of the Rebel Educator podcast, I deconstruct world-class educators, students, and thought leaders in education to extract the tactics, tools, and routines that you can use as teachers and parents. Join me as we discuss how to shift the classroom, the learning environment, the mindset, and the pedagogy, to resist tradition, reignite wonder, and re-imagine the future of education. This podcast is dedicated to all of the educators who work thankless hours to make our next generation the best it can be.  It was designed to begin conversations on how we can redesign education for the future of work and the success of our students.  It is meant for teachers, students, administrators, home schoolers and anyone who interacts with and teaches youth.

Walter Tchougoue is an MBA & MS of Sports Management Candidate at UMass Amherst. Walter's already had an illustrious background in the world of sports business having worked with Under Armor, Morgan Stanley, Must Love Sports, Blue Wire Podcasts, Wassermann, the NBA, Thirty Five Ventures, CSM Sport & Entertainment, & currently serves as a grad research assistant at the Laboratory for Inclusion & Diversity in Sport at the Mark H. McCormack Dept. of Sport Management. Walt is an avid fan & savant of sports, particularly basketball, is extremely well-acclimated in the field of sports business, & is a hilarious & authentic guy. Connect with Walter & follow his career/ personal journey at: Instagram: https://instagram.com/walt.tt?utm_medium=copy_link Linkedin: https://www.linkedin.com/in/waltertchougoue/ OUTLINE: - 0:00 Intro - 1:22 How Walter has used curiosity, ambition, & networking as his recipe for continuously finding opportunities within the business world since a young age - 3:43 Walt's studies, being born in Cameroon, speaking French, & his parents pushing for him to go the traditional path (i.e. being a doctor or lawyer) - 6:45 Walter's thoughts on Wasserman & Under Armour after interning at both; Fro consumer of a product to working with the business behind that same product - 9:07 Walt's role with Wasserman as a “brands & properties intern” working on the AT&T brand retainer account - 12:23 Walt's participation in the “Must Love Sports (MLS)” Program that was started by Raleigh Anne Grey - Panels & projects with major sports brands - 13:40 When Jay Williams spoke to MLS - 18:04 How the brands & partnerships space has evolved in today's digitally connected world - 20:00 People are more multidimensional now - 20:35 Walt's Brand Ambassadorship with 35 Ventures (KD's venture capital firm with arms in media, tech, sports, & more), what Kevin Durant & his agent Rich Kleiman are doing in the industry - 26:06 DMV & PG County area NBA talent - 27:16 Fandom of players not only for their skill but for their personality in today's world; panel at Wassermann talking about getting away from the notion of looking at athletes as machines & people without emotions & experiences - 31:03 Movement towards appreciation for authenticity & letting people be themselves - 31:29 Rich Kleiman's story & journey as business mogul - 33:30 Future growth for the sports industry around: betting, memorabilia, & awareness of business opportunities & back-end roles - 34:00 How sports helped Alec grow as a person - 35:40 Leveraging unpaid internships - Depends on finances but for him it wasn't about the $ but about fun & learning - 38:06 Importance of enjoying the process, prioritizing purpose and intrinsic motivation over solely profit & extrinsic gain - 40:22 NBA Future Sales Stars Program Experience - 42:10 How Walt balances all these internships - 43:20 Do you have to hustle more than your counterparts if you're a minority in the space? - 44:45 Nepotism in the industry - 45:20 “The Victory Machine” — most feared GMs in NBA = the self-made club; didn't make it through nepotism but instead by hard work - 46:45 Importance of having a driving force behind why we do things, it's bigger than ourselves - 48:15 Walt's Bluewire internship - 51:00 What's AJ Vaynerchuck (Gary Vee's brother) like as opposed to his brother Gary V? - 53:45 “People will accept nostalgia if you make it contemporary & cool” - 55:00 What Kobe's future as a business mogul would've been — an eclipse of his basketball career; plans to go head2head with Nike before passing away - 58:20 The Mamba Mentality, how things learned on the field/ court can be carried into other contexts of life (family, school, work, etc.) - Kobe approached life with the same intensity everywhere - basketball - business - family - going to war - but also having self-love & self-respect - competition but with love - 1:00:00 “greatness has a cost” - 1:00:48 How Walter got the Under Armour internship, testing Embiid prototypes - 1:06:22 Imposter Syndrome - 1:07:13 What it was like for him being an HR intern at Under Armor - 1:09:35 The Power of Networking - How curiosity & open-mindedness lead to opened doors - 1:11:23 Rapid fire basketball questions - 1:20:50 Was the NBA bubble ring easier or tougher to achieve? - 1:25:39 Wrap-up - 1:27:08 outro Podcast info: - Podcast website: https://smartalecshow.com - RSS feed: feed:https://feeds.simplecast.com/ngBH2BfM - Spotify: https://open.spotify.com/show/634MOIW582k2STgC06Rvl9?si=Zr4Fmx2nR6mqaeWNpFCfQQ&dl_branch=1 - Apple podcasts: https://podcasts.apple.com/us/podcast/the-smart-alec-show/id1577614268 - Amazon Music & Audible: https://music.amazon.com/podcasts/96993c84-1664-4a67-921d-9b731fbdca99 Connect with Alec on Social: - Linktree to all platforms: https://linktr.ee/smartalec Recorded in February 2021

In this episode of The Forum Podcast, Damion Jones shares his journey as Global Head, VP of Inclusion & Diversity at Bayer, the global pharmaceuticals and life sciences company. Damion has a unique perspective on how large health-focused companies like his can foster dialogues that promote inclusive work environments that help all employees thrive, and in turn, lead to better business outcomes for the organization and better health outcomes for its customers. As an advocate who seeks to encourage diverse and equitable experiences, especially in the workplace, Damion's efforts have led to the formation of grassroots groups across Bayer, allowing employees to discuss and advocate for causes related to inclusion and diversity. Learning Outcomes Encourage transparent discussions Empower employees to seek equitable solutions in the workplace Build trust among their colleagues and within their community. --- Support this podcast: https://anchor.fm/fwi/support

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

In this episode, Jonathan Stevens, NW Director of Finance for NHSEI talks about the challenges and opportunities facing finance in the NHS at the moment, and we get an insight into equality, inclusion & diversity within finance in the NHS and public sector.

In this episode, the inspirational Tan Huynh speaks about the use of Larry Ferlazzo's framework for empowering multilingual students as well as how we can all be more representative and inclusive in our choices of materials and the stories we share. Tan provides brilliant practical tips on how we can ensure our classroom is a welcoming, diverse space for all learners. This is a must listen episode for all language teachers striving to have a more inclusive learning environment where everyone feels welcome to be themselves and explore their own unique identity. Full programme notes are available on www.liamprinter.com/podcast. Follow The Motivated Classroom on Instagram @themotivatedclassroom and Twitter @motclasspodcast. Join the conversation with the hashtag #MotivatedClassroom. I'd love to know what you think, please get in touch or leave me a review.

Jennifer Brown is an award-winning entrepreneur, dynamic speaker and diversity and inclusion expert. She is the Founder and CEO of Jennifer Brown Consulting (JBC), a strategic leadership and diversity consulting firm that coaches business leaders worldwide on critical issues of talent and workplace strategy.  Jennifer is a passionate advocate for social equality who helps businesses foster healthier, more productive workplace cultures. Her book Inclusion: Diversity, the New Workplace & the Will to Change (2016) will inspire leadership to embrace the opportunity that diversity represents and empower advocates to drive change that resonates in today's world. Jennifer's second book, How to Be an Inclusive Leader, is a shortlist O.W.L. Award and Nautilus Book Award winner in Business categories, and provides a step-by-step guide for the personal and emotional journey we must undertake to create an inclusive workplace where everyone can thrive.  In my featured episode we delve into: How your upbringing and identity can shape your unique voice, and why using it can be powerful. Where power really can be found organizations (hint: not on the organizational chart) and where we are currently leaking the power we have What privilege has to do with power and how we redistribute power in organizations What are the ‘real' conversations that happen on executive teams that enable transformation  How to bridge the gap between executives knowing tactics to carry out vs feeling the importance of equity and enfranchisement ‘in their hearts' - and how to get through the painful conversations without blame or feeling diminished in your power in the process. Listen to this informative episode of The Power Shift to learn how to bring everything you have to the table to realize your full power. Please let me know your thoughts!   Connect with Jennifer Brown Website: https://jenniferbrownspeaks.com Twitter: https://twitter.com/jenniferbrown Instagram: https://www.instagram.com/jenniferbrownspeaks Facebook: https://www.facebook.com/jenniferbrownspeaks/ LinkedIn: https://www.linkedin.com/in/jenniferbrownconsulting   Connect with Dr. Sharon Melnick Website: https://www.sharonmelnick.com/ LinkedIn: https://www.linkedin.com/in/sharonmelnick/ Learn more about your ad choices. Visit megaphone.fm/adchoices