Podcasts about inclusion initiative

In Episode #29 of NAPFA Nation, host Marie Swift speaks with Daphne Jordan, CFP®, Partner and Senior Wealth Advisor at Pioneer Wealth Management Group. Jordan discusses the importance of education as a transformative tool and shares insights into her experiences with diversity, equity, inclusion, and belonging (DEIB) in the industry, including her role in creating the NAPFA Diversity, Equity, and Inclusion Initiative, which highlights the necessity of creating a more inclusive financial planning environment. She also shares how her childhood understanding of money and education influences the advisor that she is now, and how she explores financial topics and common questions in a way that is approachable for her clients. They discuss her volunteer activities and why she devotes time to various industry leadership roles, the benefits of being a NAPFA member, and how Pioneer Wealth Management Group serves its clients. In a nutshell: Why education and financial literacy are powerful tools for transformation and empowerment     Insights from creating and leading NAPFA's Diversity, Equity, Inclusion, and Belonging initiative     The value of approachable, relatable conversations about money and financial planning     The personal and professional benefits of volunteerism and industry leadership     How Pioneer Wealth Management Group exemplifies client service Special Note: In 2023, we rebranded the NAPFA podcast with a new album cover and series title: NAPFA Nation. We are shifting our monthly episodes to bring you inspiring conversations and key insights from leaders in the Fee-Only financial planning profession. Marie Swift, Founder and CEO of Impact Communications, will continue on as host, interviewing a variety of NAPFA members and professionals. You will still be able to find on this channel the 32 Mindset Mastery episodes with respected fiduciary financial planners and allied advocates who are committed to accomplishing great things as they master their own mindset and continue to serve their clients in the best ways possible. Brought to you by NAPFA - the National Association of Personal Financial Advisors - the country's leading professional association of Fee-Only financial advisors. Learn more about NAPFA at www.NAPFA.org.

Today, Maynooth University, in partnership with Microsoft Ireland, Taighde Éireann - Research Ireland and the Department of Education, has published the STEM Passport for Inclusion Impact Report, which reveals that over 5,000 students from disadvantaged backgrounds have participated in the initiative to date. Notably, 76% of these students are now considering a career in STEM. The All-Ireland STEM Passport for Inclusion programme is a joint initiative by Maynooth University, Microsoft Ireland, Research Ireland and the Department of Education that addresses inequalities with access to STEM careers among post-primary school students in socially disadvantaged communities. Initially developed as a pilot in 2021, the programme was expanded nationwide in December 2023. The programme's innovative approach, which combines a recognised qualification (Level 6 NFQ), education support, and mentoring from industry role models, provides a unique pathway for female students to progress to third-level education and achieve a STEM qualification. Since its launch, over 5,370 female students from DEIS schools in all four provinces have been engaged, with 50% of participants from rural areas. As part of the programme, 1,100 industry mentors have delivered 2,524 mentoring hours. The outcome has been that students from 117 DEIS schools have been empowered to graduate with a university accredited STEM qualification while still in post-primary school. A survey of programme participants revealed that STEM Passport for Inclusion has positively changed students' view of STEM with 79% now considering applying to study STEM at third level while 76% are considering a career in STEM. The programme has also increased students' knowledge of, and familiarity with, STEM. Only 45% of students reported knowing what STEM was before participating in the programme. This increased to 95% once students completed the programme. This has helped to reduce the STEM confidence gap between girls in DEIS and non-DEIS schools. Previously, only 3 in 10 girls from DEIS schools were confident they could study STEM in the future while close to 6 in 10 girls from non-DEIS were confident. Once girls took part in STEM Passport for Inclusion, the STEM confidence gap between girls in DEIS and non-DEIS schools was all but eliminated. While the report details the significant impact of the programme to date, it also includes several informed recommendations to further STEM engagement and the impact of the programme across Ireland. STEM Impact Recommendations Expand the Programme Across All DEIS Schools: Secure funding to implement the programme in every DEIS school in Ireland - ensure nationwide access to STEM education for disadvantaged students. Provide Necessary Resources to DEIS Schools: Many schools lacked the resources to fully participate in the programme. Supplying these institutions with loaned technology, mobile lab kits, and internet support would help bridge this resource gap. Introduce Funded STEM Work Experience Programmes: Partner with industry to provide work experiences to enhance real-world learning and skill development. This initiative would be particularly valuable for DEIS students, who often lack exposure to STEM career pathways. Fund Longitudinal Research on Programme Impact: Invest in further comprehensive research so stakeholders can gain insights into long-term outcomes, enabling data-driven improvements and enhancing the programme's sustainability. The National Skills Strategy identified a need to increase STEM participation to develop the talent and skills that are needed for the future of work. Despite female students accounting for more than half of third-level students, they only make up 35% of STEM students. Moreover, fewer than one in ten graduates in STEM fields are from socioeconomically disadvantaged backgrounds. STEM Passport for Inclusion seeks to address this by ensuring that every student, regardless of background, leaves school STEM-prepared. ...

Grace Yung Foster is the Founder and CEO of The Inclusion Initiative. They are elevating the future of work for Adoptees of Color and Foster Care Alumni. Grace is both an Adoptee and a Foster Alum. She's committed to creating more equity, inclusion, and opportunity for our communities, especially within our workplaces and careers. She is a former nonprofit executive with 15 years of experience in both the corporate and nonprofit sectors and holds an MBA from NYU Stern School of Business. Website: https://www.theinclusioninitiative.com/Music by Corey Quinn

Send us a Text Message.Recently, there has been a surge on social media stating that diversity, equity, and inclusion (DEI) are bad for business.  Some of the world's largest firms have also significantly reduced their investment in diversity and inclusion.  But what does this mean for boards that do believe DEI are good for business? Should they change how they approach this agenda, and if so, how? In this podcast, Dr Sabine Dembkowski, Founder and Managing Partner of Better Boards, discusses whether DEI is bad for business with Prof Grace Lordan from the London School of Economics, Founding Director of The Inclusion Initiative, economist, and labour market skills expert.   “What boards need to think about is how inclusive are their teams at the micro level, so that when they aggregate, we get those productivity gains”Grace opens by considering an example – an imaginary scenario where DEI might negatively impact business.  Imagine starting a new job and meeting your team for the first time, being different in some way – perhaps gender, ethnicity, or language.  You have valuable knowledge and are excited to contribute, but you're repeatedly interrupted or ignored when you speak up. In this situation, you could respond in one of four ways: silence, dissent, quitting and conformity. These responses show how poor inclusion can make DEI detrimental to business.  “The biggest thing we can do is say this board doesn't engage in consensus-based decision making”Grace notes that boards must consider what's happening in the room and any member's desire to “fit in.”  She attributes many big behavioural risk scandals to groupthink at the team level and board members who are aware of a potential issue but fail to speak up because they don't want to upset the apple cart. “These good habits, unfortunately, haven't necessarily infiltrated boards yet”Behavioural changes are vital to advancing diversity, equity, and inclusion (DEI) in organisations, not only at the board level.  Grace outlines how to promote inclusive behaviours, starting with establishing clear rules for meeting hygiene.  These guidelines will ensure everyone has an opportunity to speak. “If you invest in an inclusive culture, you should see gains in the fundamentals. You definitely won't see losses”Grace's research explores the broader implications of inclusion on fundamental business metrics such as growth, innovation, patent filings, stock returns, return on equity, and return on assets.  She established a clear, positive relationship between inclusion and long-term business outcomes.  Diversity alone showed gains only after reaching critical mass. However, when inclusion is paired with diversity, the need for a high critical mass diminishes.“Millions and millions of pounds are wasted each year on diversity equity and inclusion initiatives”Grace notes that to realise productivity gains, board members must prioritise fostering a culture of inclusion, where diversity is genuinely valued and diverse talents are not pressured into conformity.  The three top takeaways for effective boards from our conversation are:Integrate inclusion with diversity: Ensure that diversity and inclusion strategies are embedded within the business, not confined to HR or external consultants.Audit and enhance boardroom voice: Boards must pay attention to who has a voice in discussions, ensuring that there is sufficient cognitive diversity. Treat DEI as a long-term investment, particularly valuable for companies focused on growth and innovation. Prioritise creating a culture where team members feel comfortable challenging each other, driving real business g

Datapac, Ireland's leading technology solutions and services provider, has announced the launch of Pathways Inclusion, a new initiative which aims to expand access to technology careers through diversity and inclusion. With the Pathways Inclusion initiative, Datapac plans to widen the talent pool within the technology industry by targeting largely untapped talent groups. These include career-changers with transferrable skills and rich work experiences, and those seeking direct entry into the workforce after secondary education. The initiative will also encourage more women and young girls to consider careers in technology. With a focus on collaboration rather than competition, Datapac aims to create a more inclusive environment within the indigenous IT industry in Ireland. This new initiative builds on Datapac's successful work and graduate placement programmes, which have taken on over 220 candidates in the last 18 years. Pathways Inclusion will seek to reach, empower, and support individuals throughout all the stages of their education. Primary school: Much of the inequality in the technology sector, particularly the gender gap which is still prevalent, can be traced back to the very root of education. Datapac recognises the importance of early education in shaping perceptions and aspirations and will collaborate with key organisations to promote a more inclusive narrative about to children from a young age, helping to broaden their horizons for what's possible during their life trajectory. Secondary school: Mentorship and exposure to lived examples during the formative secondary school years can have a significant impact on career choices. Datapac, in partnership with Maynooth University, will participate in the STEM Passport programme from September 2024 to provide mentorship to Transition Year girls, encouraging their pursuit of STEM careers and culminating in a level 6 STEM qualification. Additionally, Datapac is embarking on roadshows at local secondary schools to inspire students by sharing first-hand experiences Third level: Datapac's third-level work placement programme offers students diverse, real-world experiences within the tech sector, exposing them to various roles and opportunities for growth Post-graduation: The Graduate Development Programme at Datapac provides tailored career experiences and mentorship to graduates from a broad array of disciplines, equipping them with industry-recognised certifications and skills necessary to excel in the tech sector Datapac, in close collaboration with its talent acquisition partner Intellect Talent, employs inclusive hiring practices to attract candidates from diverse backgrounds, focusing on transferrable skills and potential for growth over traditional qualifications. Datapac employees benefit from a range of support systems designed to enhance their professional skills and personal growth. These include an Employee Assistance Programme (EAP), continuous learning and upskilling opportunities, and a Community Contribution Initiative which encourages employees to engage with and contribute to charitable causes, supported by additional leave for volunteering. They can also avail of flexible working and a range of initiatives aimed at promoting work-life balance. Karen O'Connor, General Manager, Datapac: "At Datapac, we believe that diversity and inclusion are essential for driving innovation and success in the technology sector. The modern technology landscape is evolving at an unprecedented pace, but a significant portion of the talent pool remains untapped due to outdated barriers to entry. To help address this inequality and evolve the narrative, Datapac is launching the Pathways Inclusion initiative as a movement towards greater industry-wide inclusivity." Bronagh Murphy, HR Generalist, Datapac: "This goes beyond merely attracting talent at the recruitment stage and looks to how individuals can be supported once they enter the industry, and through an investment in...

Grace Yung Foster, Founder and CEO of The Inclusion Initiative, joins Nadia & Rob this week to discuss the barriers transracial adoptees and foster alumni professionals often face and the preliminary findings of a study her organization conducted for this community. Also, Nadia and Rob chat about Major League Soccer's (MLS) latest endeavors to increase diversity and Google's recent firings. Finally, Nadia rants about a University's request to silence their valedictorian and Rob raves about Trump's Truth Social's Commitment to DEI  Website: https://www.theinclusioninitiative.com Hosted by Nadia Butt and Rob Hadley. Produced by Rifelion Media. Contact us: inclusivecollective@rifelion.com Find episode transcripts here: https://drive.google.com/drive/folders/1nqh7hCZOp7EQc6SekaYmT2QHqCvjsYdH?usp=sharing For advertising opportunities please email PodcastPartnerships@Studio71us.com    Don't forget to subscribe to the podcast for free wherever you're listening or by using this link: https://bit.ly/InclusiveCollective If you like the show, telling a friend about it would be amazing! You can text, email, Tweet, or send this link to a friend: https://bit.ly/InclusiveCollective Learn more about your ad choices. Visit podcastchoices.com/adchoices

Elizabeth Cowper has over 20 years of HR leadership experience and is a working mother of 3 and Founder of Ludo.  Ludo provides multi-award-winning tech for inclusion in the workplace.  Elizabeth spent her HR career working for brands such as Planet Organic, Harvey Nichols, LVMH, and Tapestry.  Tapestry is the umbrella company for Coach, Kate Spade, and Stuart Weitzman where Elizabeth was VP HR Europe, Global Head of Wellbeing, and part of the Global DEI Committee.  Elizabeth has been described as the ‘Culture Adjuster' and has been listed in the HR Most Influential Awards for 5 years straight.  Elizabeth understands how to engage talent and drive wellbeing in the workplace.  It's her thing.  In 2022 Ludo won Inclusion Initiative of the Year by Corporate Livewire and Rising Stars in Corporate Wellbeing.  Elizabeth has been listed as one of the 10 Most Futuristic Business Women Pioneering Innovation 2022 and Top Five Unstoppable Women Leaders to Watch 2023.   ---- SOCIALS: Website: https://weareludo.com/ Instagram: @we_are_ludo LinkedIn: https://www.linkedin.com/company/weareludo/?viewAsMember=true 

Ever wondered what global macro trading looks like at the world's most elite hedge funds like Citadel, Balyasny, and Bluecrest?  You might imagine you'd need a tremendous grasp of the markets, an ability to analyze and interpret massive amounts of data & research, and a talent for identifying the optimal vehicles for expressing your views.  Now imagine doing all of this...without being able to SEE.We are joined an incredibly special guest for our one-year podcast anniversary: global macro investor Ashish Goyal.  Over the past 15 years, Ashish has managed portfolios for marquee hedge funds and institutions such as Citadel, BlueCrest, Balyasny, and J.P. Morgan CIO.Ashish has the dual distinctions of not only being the world's first visually impaired graduate of The Wharton School, but also the world's first visually impaired investor-trader on Wall Street.  More importantly, Ashish has been honored with India's highest civilian award for a disabled individual – the National Award for the empowerment of persons with disability by the President of India and has also been recognized as a Young Global Leader by the World Economic Forum.Ashish also serves on the Board of The Inclusion Initiative at the London School of Economics (LSE) in the UK and the Rising Flame in India. In the past, he has served on the Board of the Peek Vision Foundation in the UK, has passionately supported Theatre and Arts, and has represented the winning team in the UK domestic blind cricket tournament at the London Metro Club.Ashish embodies an overflowing spirit of a holistic and balanced life. A practitioner of meditation and a believer in human ingenuity, Ashish continues to support passionate and dedicated charities addressing education, disabilities, human rights, sports, environment, and the Vedic Sciences. He has served as a motivational speaker at various venues – at the London Stock Exchange, at the World Economic Forum in Davos, and at the Sohn Charity Conference to name a few.Follow us on Instagram and Tik Tok at @thewallstreetskinnyhttps://www.instagram.com/thewallstreetskinny/

Welcome to the Adam's Archive, where each episode is a journey into the depths of intriguing topics. Join your host, Austin Adams, as he unravels conspiracies, explores controversial legacies, and dives into groundbreaking events that shape our world. From the dark secrets behind historical figures to the revolutionary moves by institutions like the FAA, each episode promises a captivating exploration. In today's episode, we peel back the layers surrounding Martin Luther King's assassination, exposing alleged conspiracies involving the FBI, CIA, and the military. We then shift gears to examine the debated values and controversies surrounding King's legacy. Brace yourself for a revelation as we unveil the FAA's bold move in recruiting diverse talents, exploring the impact on the aviation industry. But that's not all—tune in as we reveal the winner of the Iowa caucus and discuss the potential global concerns raised by influential figures about Trump's 2024 election prospects. With in-depth analysis, exclusive revelations, and compelling storytelling, the Adam's Archive is your gateway to the most explosive topics of our time. Don't miss out on the visual experience—head over to our YouTube channel, where Austin's charismatic presence accompanies each episode, providing a comprehensive view of the articles and videos discussed. So, whether you're on the go or settling in, join us at the Adam's Archive, where every episode takes you deeper into the stories that matter. Don't forget to leave a review on Apple Podcasts or Spotify, and remember, the longer you're here, the deeper we get. Let's dive in!   All Links: https://linktr.ee/theaustinjadams Substack: https://austinadams.substack.com/   ----more----  Full Transcription:   Hello, you beautiful people and welcome to the Adam's Archive. My name is Austin Adams and thank you so much for listening today. On today's episode, we're going to be doing a deep dive in the theme of today, which is actually Martin Luther King Day.  You're not listening to it on Martin Luther King Day, but I digress. It got me interested in the topic and I learned a little bit more about it. So now I want to share my findings with you. Which is the fact that Martin, Martin, Martin, Martin Luther King was actually, allegedly, not really allegedly, but allegedly, assassinated by the FBI in cahoots with the CIA and  The military intelligence and the reason that this came about was because of a 1999 trial by somebody who is a whistleblower who said that he worked with the mob and was paid 100,  000  to hire a hitman for this job by those same individuals who moved all the moving pieces around. To make it happen.  So we'll discuss that. We'll dive deep into the situation. We'll also have a conversation about Martin Luther King in general. There's been some controversial conversations about his values and things like that. So we'll talk about that. And when it comes to some current events, we're also going to discuss this, which is the fact that the FAA  is actively now recruiting people with severe intellectual and psychiatric disabilities. As a part of a diversity and inclusion plan.  Don't worry. We'll talk about it. After that, we will talk about the next thing, which is the fact that, uh, the caucus is going on tonight in Iowa. So we'll just briefly super briefly touch on that because I believe we already have a winner and  we will also discuss the world economic forum coming out and saying that the idea that Trump could potentially win the 2024 election is.  And I quote,  and this actually came from, I believe, somebody, the, the, uh, head of BlackRock,  uh, a woman there that was at the World Economic Forum meeting in Davos, said that it was a great concern, quote, unquote, if Trump won the election.  Now, all of that and more, make sure you stick around, because the longer you're here, the deeper we get. Alright, so, before you do that, uh, go ahead and  Leave a review,  Apple podcasts, Spotify, YouTube, wherever you're at, go ahead and click the five stars. If you're on Spotify or Apple podcasts, if you haven't watched the episodes before all of the stuff that I'm talking about here with you on the podcast is also available on YouTube, just with my beautiful face and all the articles and videos that we're watching up on the screen for you. So if you're working, whatever you got going on, you're cleaning up the house, whatever you're doing. Put on YouTube, man, I'll be right there waiting for you. And you'll actually be able to see everything that we're discussing all the articles and everything there. All right. So without further ado, let's jump into it.   The Adams archive.  All right, let's jump into it. The very first thing that we're going to discuss today is going to be that the FAA came out and said, And you're hearing this correct. The FAA said that they were going to start doing diversity hires for people who are severely and mentally incapable.  That seems like the absolute worst idea in the world. If there was any job that you would do, and I can actually speak to this, uh, and I'll get into more detail on that for you. But if there's any job that you shouldn't be able to do, this should probably be on the list. So here's this article. It comes from the post millennial and it says Biden's FAA is actively recruiting people with severe intellectual and psychiatric disabilities as a part of diversity and inclusion plan.  Yeah. If you're terrified.  Because when I was in the, the FAA certification process right when I was going through air traffic control school to be in the Air Force when I was in the Air Force, um,  we wouldn't even when you went in and you got your FAA certification, you got this little pink card that showed that you were an air traffic controller. You had to go through all these tests. The tests were quite difficult, by the way, so I'm not sure like my class of  air traffic controllers from tech school at Uh, Biloxi, Mississippi did essentially, we had 24 people or 27 people or so when we started and by the end of it, eight of us graduated. So it's, it's not like this is easy stuff. And then you go to your actual base and then even a larger amount of people wash out at their base, depending on what base you go to. Now, when it comes to the FAA, allowing severe intellectual and psychiatric disabilities to be a part of this organization and these types of jobs, we're talking about. People who have your lives in their hands at all times, when you talk about air traffic controllers and pilots, you need to be mentally sharp, you need to be mentally capable, you need to be able to make split second decisions that are going to choose life or death for hundreds of people at a time. And here's how I would explain air traffic control. You know, some people, everybody thinks it's like the person with the cone sitting down on the runway. No.  The air traffic controller either has one of two jobs. One's in a tower, one's in a radar facility. And if you're in the tower, you're basically working air traffic within maybe five miles around your base. And if you're working in a radar facility, like I did, you work potentially up to 20, 30, even larger. Distances than that. So you're controlling. So when, when you're doing a radar facility, you see a screen when you're in tower, it's a little bit different and you use different tools, but when you're in the radar facility, you see basically a screen and it looks like a video game. And there's little triangles on there with little, you know, letters and numbers.  Next to them. And each one of those triangles could represent anywhere from two to 250 people. And your job as an air traffic controller is to,  is to look and observe the altitude of the aircraft that you're looking at, check their, uh, the altitude, their speed, and then you're supposed to create.  Patterns. There's already generally pre created patterns, but you're, you're supposed to keep them within the air traffic patterns, tell them when there's traffic, give them the, the distance, the speed, the altitude of the traffic. And, and at the same time, you know, there were certain times in the air traffic facility when one person would be working upwards of 20 to 25 different planes at a single given time. So you can imagine what that looks like when you're trying to maintain and track 25 small triangles and make sure that they don't hit each other, because if those triangles touch each other,  you could have killed 500 people.  Now, when we're talking about the FAA allowing severely intellectually and  psychiatrically disabled individuals into the FAA, we're also talking about pilots.  Now, I don't know about you, but I just watched a recent Netflix movie and it's the most. It's like the highest net, the highest watched Netflix movie right now. Pretty sure it's like Sons of Snow or something like that and essentially what happened is back in the 1970s there was a pilot, a perfectly capable, unmentally handicapped, or severely intellectually disabled individual,  a perfectly healthy individual,  who was a pilot, who was the co pilot, and he hadn't really driven this plane through the area that they were in through these mountains and During the 70s, this, this plane was commissioned through the, the military to ride these like rugby players and their families all over to go play a match.  And when they did that, the co pilot was  maintaining the aircraft and was lost just by 40 miles. And 40 miles seems like a really long distance, but when you're going 300, 400 miles per hour  It's not. And so  you could do that in 25 minutes, 20 minutes of just going the wrong direction, you're 40 miles off off path. And so when what happened was this guy  lowered his altitude and did so so much that he hit the tail end of the plane on the back of a cliff,  broke the plane in half, it ripped the wings off of the plane and stranded these 27 people in this Horrific, mountainous, frigid, freezing area. And those people were there for 80, 81 days. They survived in the climate where the temperatures would drop 80 degrees in one hour.  It's a little graphic movie, so I'll give you that.  Parental discretion. Don't watch this with the kids, and don't watch it if you don't have a or if you're a little queasy when it comes to, I don't know, cannibalism, because it's kind of a theme throughout it all, but this is a real story that happened. And the only reason that these guys survived, a certain amount of them, survived was because of their, both their heroic acts, and The fact that they ended up cannibalizing each other and the story is truly amazing and in a testament to humanity and how certain individuals in that situation can step up into leadership roles and  to, uh, you know, work alongside other people to delegate tasks and all these amazing things that they did together. It's actually a really interesting case study on like almost, uh, uh, the, the antithesis of Lord of the Flies. And I think that's partially because a small portion of these individuals actually happened to be teammates prior to this. So they were already on their own side. They were all wearing a Jersey together. They had some camaraderie. And so I think that's a, that's a big piece of it. But I also think that when you're in that situation, there's always going to be several leaders who step up and decide that they're going to speak for the group and that they're the ones that are most capable to lead them out of a terrible situation.  And you really find the character out of an individual when they're in a situation like that, and whether they step up or they look around the room to meet the eyes of somebody who's going to,  and there's different people for different roles in life. And that's not to say that any one person is less than the other, but I do think that there is a certain gene within.  A man or a woman that makes them more capable leaders than others. And when you're in a situation that is literally life and death, you want to make sure that you have a capable leader.  In this specific instance, they actually had the captain of their team that helped. Uh, take on that initial leadership role that they all kind of looked to throughout this film. Now, it's truly an incredible film, and I know I'm getting off on a tangent here, but you should go watch it. Don't blame me, because I already warned you about the cannibalism stuff. All right, guys, like, don't, don't be messaging me, getting all mad at me for, but it's, it's a great movie, and, and it's definitely worth the watch, and it'll make you queasy for, you know, a few scenes, but. It's worth it. It's interesting.  And so, when you have somebody who's a co pilot and for 10 minutes looked the wrong direction and wasn't following the right, you know, path.  Like, I don't know how many people were on the original plane, but it was probably at least 70 people died as a result of this tiny little mistake.  This isn't a cab driver, and even then, you probably shouldn't be a cab driver if you have severe intellectual disabilities.  So when it comes to the FAA, the standards are high for a reason. Hi for a reason, and it's for your safety. So when you have Boeing with their 757s that came out flaunting in a video where all of their engineers are now women  walking through a trade show in slow motion thinking they're all cool. Meanwhile, they should have been in the back of a hangar with a screwdriver screwing on the  windows or the door that fell off of the The airplane like every single piece of aviation has to be handled with extreme care from the mechanics that are working on a plane, obviously, to the FAA or traffic controllers that are maintaining your traffic and giving telling people where to go and how to get there and how to get there safely to the pilots that are actually sitting in that cockpit, making sure that you and your family land. Without dying, that's a pretty important role, don't you think? And I don't think that that's somebody that I want to have severe intellectual and psychiatric disabilities. And when we go back to my time in the Air Force, when I was an air traffic controller, you wouldn't, if you were feeling any sort of anxiety, or depression, or any lingering mental health issue at all, you would never, never go speak with a therapist. It was a death sentence for your career.  An absolute death sentence for your career. If you went to speak to a therapist, a psychiatrist, a psychologist, you would not be able, they would immediately strip you of, of your, your duties. You wouldn't be allowed to go do your job because now you're, you're at a risk and they can't risk having somebody with a medical history of any mental health issues or  physical disabilities or intellectual disabilities because.  You can kill people, not even just like one or two. You kill lots of people in air traffic or as a pilot. And all of those decisions that you have to make are split second decisions. So,  this is absolutely crazy to me. But let's, let's go ahead and watch this here.  Or I'll read it for you. Which says, The Federal Aviation Administration places a priority on hiring people with severe intellectual disabilities as a part of the Diversity and Inclusion Initiative.  According to its website, the FAA claims individuals with targeted or severe disabilities are the most underrepresented segment of the federal workforce.  Under its People with Disabilities program, the agency says, it actively recruits, hires, promotes, retains, and develops and advances people with disabilities. The FAA targets the following disabilities as a matter of policy. Hearing. Vision, missing extremities, God, partial paralysis, complete paralysis, epilepsy, severe intellectual disabilities, psychiatric disabilities, and dwarfism. Could you imagine if you go to get into your plane and as you're boarding Delta flight, you see a blind, deaf  dwarf with one arm sitting there ready to fly your plane?  That doesn't sound like a good idea at all.  I am immediately grabbing my luggage and turning right around and exiting the plane. Because that's,  I'm not trying to be ableist or whatever the fuck you want to call it, but there are certain qualities that, that make you capable of flying a plane and being deaf, blind, missing extremities,  or being deaf. Paralyzed seemed to fall under the category of the things that you wouldn't want from your pilot,  I would say. Now, the FAA told Fox News that it seeked qualified candidates from as many sources as possible, all of whom must meet rigorous qualifications that, of course, will vary by position. Its website reveals that those with disabilities or those who have veteran status can be hired via non competitive or on the spot process as long as a manager files the proper paperwork, thus giving them preferential treatment in the hiring process. The aviation industry has received further scrutiny from the public in the wake of Alaska Airlines door plug being blown off the sides of its two month old Boeing 737 9 Max aircraft, causing it to make an emergency landing.  In a post on X, tech mogul Elon Musk asked, do you want to fly in an airplane where they prioritize DEI hiring over your safety? He added,  it's actually happening. People will die due to DEI.  And I wholeheartedly believe we should just switch those. It's D I E, guys. When it comes to the FAA, at least, it's D I E. It's no longer D E I.  So he posted that on X and then, uh,  goes on to talk about how Boeing had that situation that occurred as well.  Now, they go into a whole history of Boeing's DEI program, uh, which is just as concerning as we see it all actually playing out now with the 737's door falling off mid flight. Flight, could you imagine and the people that were supposed to be sitting in the the aircraft next to that door that fell off I'm pretty sure like missed the flight or something like that  Now it says the Alaska Airlines situation came on the heels of a shocking report in December Which showed that there was 19 instances where planes nearly crashed into each other at the airports in the first in the first 10 months of 2023 Wow. This was the highest number since 2016. The report noted that the FAA had struggled to hire more air traffic controllers, and as the number of flights a day has gone up, the number of fully certified air traffic controllers is down 1, 000 people from 10 years ago. And that's when I was an air traffic controller. It was literally  2013, 2014. Yeah. So interesting. Wow. Didn't know they were in that much dire difficulty that they'd hire somebody who's completely paralyzed to be an air traffic controller. The bar is  Sticky tape on the ground.  All right, and that leads us to our next conversation here,  which comes out of, and I guess let's do this two ways. We could do one of two ways. We can start with the caucus, or we can start with the World Economic Forum. You choose. I'll wait.  Oh, you said you wanted to start with the World Economic Forum? Perfect, let's do that. So it says, from the post millennial, the potential 2024 Trump win of great concern to Davos elites at annual World Economic Forum meeting. So, every year, if you didn't know, A bunch of multi billionaires of all these corporations across the world that all come together to conspire on how to control you, on how to eliminate your freedoms, on how to put you into a tinier and tinier box every year, and strip you of the ability to transport yourself from point A to point B, and figure out a way to continue to siphon money off of you, so they can pay it to themselves.  Oh, and also, you know, take every single power, uh, advantage that they can over the general public. They meet. In the, I think it's like the Swiss Alps in Switzerland and at Davos and all these people get together and they conspire together and they have these fancy looking meetings and then, you know, Klaus Schwab walks up there in his Star Wars attire and talks about how you're going to eat the bugs and you're going to, uh, Oh, nothing's I'm be happy with it. Like all of that stuff, right? That's the World Economic Forum, if you didn't know. Sure you did, because you're listening to me. But, if you didn't know, there you go. Now,  the World Economic Forum leaders, specifically from BlackRock, said that Trump becoming president is of great concern for them, when it comes to their annual World Economic Forum meeting. And that's again comes from the post millennial, which says in 2024 GOP front runners, Donald Trump's potential return to the white house was of great concern to one elite and stoked fears and others at the earlier work  at the yearly world economic forum meeting. In Davos, Switzerland, going to the into the Iowa caucuses, Trump is far ahead of primary competition in recent polls, the potential for him to become president of the United States against burden nervous discussions, thousands of miles away from the elite meeting. You know, we've been there before and we survived it. So we'll see what it means. BlackRock Vice Chairman Philip Hildebrand said, according to Bloomberg.  Certainly for a Europe, from a European perspective, from a kind of globalist, Atlanticist perspective, it's of course a great concern. You hear that, that word? Globalist, right? European Central Bank President Christine Lagarde. Thought that Trump going back to his office, it was obviously a threat in an interview this week before the elite meeting that she attends regularly.  The video's in, uh, French, so I won't play it for you unless you speak French, in which case go find it and listen to it yourself and then you can tell all of us what it says. The former Swiss National Bank president also shared Lagarde's fears of Trump returning to office. Former Vice President Al Gore did not think it was a foregone conclusion that Trump would get elected. I don't think it's a foregone conclusion, he said. Yeah, well, thank you. I've Been through the process. I've run four national campaigns over the years and seen it from that perspective. I've seen a lot of surprises over the years. The yearly elite meetup started this week and goes until January 19th.  And as always, I do cover that in length as well, every year. So I'm sure we will be doing that  also this week. All right. Now, just because they just said that I would love to share with you that the Iowa caucus has been called  and Donald Trump  took just 34 minutes.  To win the election  or the caucus, whatever. Um, so let's go ahead and read a little bit about that here.  And that is. Interesting to me because it was such a landslide that Donald Trump won in Iowa.  He won by 75 percent of votes within the first 30 minutes. Now this is supposed to get dragged out a little bit, but basically everybody's already calling it because they're saying that there was so many people. And I'm sure we have even more of a  definitive. Statistic now,  but there were so many people that voted for Trump out of the generalized first election counting that was happening within the first 35 minutes that they just went, eh, guess it's Trump, which is scaring the shit out of a lot of people, especially if you're in Switzerland right now. Uh, so that's cool. What I found to be interesting was that following Donald Trump, at least at the time that I'm reading this was  Nikki Haley,  Nikki Haley. Surprised me by being in that position.  And I guess she's kind of like the GOP, you know, the, if you want to use the word neocons or the, you know, the establishment conservatives, she's. Literally the face of it. She used to run, she used to work at like the NATO or UN side of things. And, you know, all of that deeply entrenched in the swamp. And it surprises me that she's in second place at all, because everything that's come out of her mouth is just warmongering bullshit. Next up after her right now is Ron DeSantis.  Now, what's even more interesting than that to me is the fact that Vivek Ramaswamy is in fourth place behind DeSantis and Nikki Haley.  For how convincing his speech is, it doesn't seem to be helping him much in the polls. There was a big spat this week and last between Donald Trump and Vivek, and I guess I said Vivek, but I'm pretty sure it's Vivek after I called him out a few times, but it's Vivek and In that spat, uh, Donald Trump basically said that Vivek is trying to go out and say that, Oh, he's, you know, there was a picture that came out of Vivek next to four individuals, uh, younger looking guys who were saying that, you know, Save Trump, choose Vivek. Which is basically the idea behind that is the fact that Trump's not gonna be able to get near the White House, and they would never let that, so you should choose me because I'm the next best option. Now, I don't disagree with the sentiment of some of that.  But, that pissed off a lot of Trump voters, and it also pissed off Trump,  which Made Trump respond to him  and basically just obliterate the vague fairly quickly I would be really interested to see them on a debate stage together. I don't know if we will which is super sad to me  Because it would be I don't know That's what democracy is is hearing two people stand up there and have an argument about their belief system so that we can decide Who's full of shit and who seems to be telling the truth?  Now, the real answer is, they're all full of shit, none of them are telling the truth, but at least we get to feel like we partake in the process. At least we get to feel like we heard them speak from their own mouth and have some sort of verbal combat with the other individual that we're deciding between. And I think that's important. But it's telling, as we go into all of these debates, that there has been no Democratic debates at all.  There has been no debates with Donald Trump in them.  There has been no Joe Biden speaking out about what's going to happen. Now that's a super interesting one because we still have no idea who's even going to be the front runner.  I believe there's more and more whispers now that it could be Michelle Obama, however, which would make for a very,  very interesting election. I think that might be one of the only ways that you would see  Trump have a difficult time winning.  And specifically, and only because of perception. It's like, Oprah,  Michelle Obama,  I don't know, who else? The Rock,  Mark Cuban. Like, those would be like the four people that I could see even giving Trump a hard time, potentially, if they actually showed up and  debated him.  Now.  There you have it. There's your update on both Trump and the caucus. And I think that we will be seeing these landslides pretty consistently as the  time goes on in the conservative party because Trump's just trounced absolutely destroyed the vague. And that to me is the only possible individual that It could have gone toe to toe with him in any way, shape, or form. So now it's like almost a race for second, which is what everybody's saying about this. It's like, yeah,  we're watching this only specifically because we want to see who comes in second place. And, and hopefully, you know, honestly, I would rather have a vague than DeSantis or Nikki Haley. And, and I'm, I'm not against. DeSantis, his presence throughout this election cycle has just been absolutely atrocious. It was sitting on the debate stage getting just pummeled, pummeled by Gavin Newsom in their debate. Just watching that was so difficult. I just prayed. That Vivek gets the same opportunity. And again, I'm not a Vivek supporter. In that way, I have a lot of  questions about Vivek and his sincerity. And, uh, there was actually even more news about Vivek that came out this week in his snaky little ways. Which is the fact that one of the companies that he owned,  the one that made him much of his money, was a pharmaceutical company, right? We know that. But also, what ended up happening was he basically bought the rights to a dead pharmaceutical drug that lost all of its clinical trials, never went into the third phase of trials, and then,  basically, this was for dementia, purchased the drug,  and I think this was under Roivint, And purchased the drug and then put it back through trials. Only this time there was one difference in the way that he put it through trials. He put his mother on the team that was conducting the trials. Lo and behold, after a few rounds of. Running these scientific trials,  suddenly there's this amazing breakthrough in the dementia world and this medication could have gone and been an amazing thing. The stock jumps up to almost 200 per share from almost nothing.  Then,  as it goes through the third round of trials, the stock plummets because it doesn't pass the third rounds of clinical trials.  What we call that is a pump and dump the I there was their entire idea was to purchase this pharmaceutical drug make it appear through Scientific swindling which is basically all sciences today anyways, especially when it comes to pharmaceuticals over literally anything  and then Pump up the stock by putting out some some PR information sending your son on a PR  Trip to go to speak on all of the best talk shows and you know his Silvery slick little tongue.  And then as soon as right before you're supposed to go through that third round of clinical trials, you drop all your shares  and that leaves all of the money,  all of the money that's lost to the individuals that don't drop it in time. And that's exactly what they did. So he's just a pump and dump little schemer.  So  thought that was interesting. Something I learned this week as well.  All right.  So, those are your main topics today, but there was one last thing that I think will segue us into the Martin Luther King conversation.  And this actually is interesting because it comes from Robert Kennedy Jr. at a speech at Hillsdale College, in which  he calls out another situation where the powers that be attempted to  assassinate individuals who didn't fall in line, which perfectly segues us into our conversation about Martin Luther King. So,  here's the video,  Robert F. Kennedy Jr. speaking at Hillsdale College. And this is actually interesting because JFK is, you know, um, is actually the one who allowed, uh, the FBI to conduct its wiretapping on Martin Luther King. Now there's a reason behind that, that he was trying to basically allegedly expose. The fact that  Martin Luther King wasn't a communist and all these claims and that a lot of that, but we'll get to that in a minute. But it is just funny that we're speaking to his nephew or watching his nephew speak about the topic that he was the one who, you know, allowed the wiretapping. Anyways, here we go. Watch here as Robert F. Kennedy Jr. drops an absolute bombshell about the federal government and  well, just watch because it's pretty wild.  Then  in 2001,  in June,  the CIA sponsors the first of its pandemic simulations.  It simulates a biological attack on Washington, D. C. by Saddam Hussein.  This is in June, 2001.  That simulation got, got international press,  and a lot of the CIA people like Judith Miller from the New York Times was promoting it, going around doing all the talk shows.  It, uh, it triggered two Senate hearings, one by Joe Biden's committee.  And that hearing was in September 2001.  What happened in September 2001? The 9 11. So that hearing was going on during 9 11. As soon as 9 11 happened,  the neocons, which were working on all this stuff with the CIA,  Pulled out the Patriot Act, a 350 page statute from a shelf where it had been waiting for a while.  And in one week said, we want to pass this in a week. There's only one member of Congress who read it, which was Dennis Kucinich.  And he went crazy. And said, you have no idea this is the end of American democracy if you do this.  It allows the CIA to spy on Americans.  One of the things the Patriot Act did  is it did not get rid of the Geneva Convention  or the Bioweapons Treaty, but it said no federal official can be prosecuted for violating those two statutes. So it reopened the bioweapons arms race globally.  And  when the,  a week after, when the Patriot Act was being debated,  and it was being held up by two senators,  There was an anthrax attack on the U. S. Capitol. It was blamed on Saddam Hussein, and although the neocons all said, see, we were right in the pandemic simulation, Saddam Hussein attacked us.  And we used that as a justification to go to war against Saddam Hussein. And within two days, we passed the Patriot Act. Who got the anthrax? Two Senate offices.  Tom Daschle and Patrick Leahy,  the two senators who were blocking the Patriot Act. The FBI did a one year investigation.  They said this anthrax was unique. It was Ames anthrax and there's only one place in the world it could have come from, Fort Dietrich, the CIA lab.  Damn.  Bomb. Shell. dropped by Robert F. Kennedy Jr. there. That is absolutely insane. Now, if you grew up in the area, the era that I did, or even after you remember being terrified of anthrax, you remember hearing about how, Oh, somebody could just send you a letter and all of a sudden you're dead on the ground, dad.  But now come to find out that that entire scare, the entire anthrax scare that we recall that's sifted and that's, that's seared into our memory was because two senators held out on the Patriot Act  because they said it would end democracy.  And as a result of saying those things and deciding not to approve it, they had of all of the senators that were there, those are the only two.  Individuals who received the letters with the anthrax in it as a threat saying pass this or else  and as he just said in the very end there, the fact that not only  were they targeted, that was obviously blatantly clear why they were doing it, but also the only way,  the only way That that could have, or the only place that that specific type of anthrax could have come from was Fort Detrick  with this CIA.  This is what you have to realize, is when you're dealing with these organizations, especially, you know, and I say especially back then, and that could still be perfectly well the case. That nothing has changed, and they're still absolutely conducting this type of thing. They're probably just a little smarter about it, and the documents are classified for another 30 years, right? Because every 30 years, you're going to go, Oh, that was in the 1990s. That was in the early 2000s. They wouldn't do that to us now,  guys,  right? They, they wouldn't do that to us now, as all the senators are in a room, looking at each other,  hire a specific, uh,  a specific  intern to open up all your mail, right? Like, it's so crazy to see that the lengths that they went to, you know, To go to combat anybody, anybody.  going against their wishes. And even that's interesting what he said about the fact that they had a 350 page bill already written for exactly this type of situation. And then they utilize that emergency situation to pass whatever bills they wanted.  And they could have put anything in there. And what he said is that there was only one person who read the damn thing. Because how do you get a week to sift through 350 legal pages,  which is a nightmare. But that's your job. How isn't it that everybody read through those? How is it that they didn't come with, if I'm in that position, I'm coming, I'm taking all of those documents, I'm going home, and I'm putting a flashlight down on it with a highlighter.  And then I'm, I'm taking those and writing notes into a journal, and making, writing down my thoughts, and then coming back to the table and going, here's what's wrong with this, here's why you shouldn't pass this, and make an actual argument. But that's not what these senators do. They are told, here's the package, you pass it.  Now when anybody has a brain in these positions, you know, we talked about Madison Cawthorne a couple days ago, or a couple episodes ago, where he spoke out against some things that were happening, and guess what? With a 95 percent  general re election cycle for a senator, he didn't, he was one of the 5%. And he was super popular among the people. Um, so,  if you don't do what they say, you're not They're going to make you do what they say, whether it's through blackmail, like we talked about yesterday with or yesterday, we talked about it last episode. It seems like yesterday on Friday. Um, we talked about Epstein blackmail, right? We talked about now, even physical threats like anthrax,  or even what we'll see from here from Truman's, uh,  FBI here is the fact that  they sent Martin Luther King a letter  and they sent Martin Luther King a letter basically saying kill yourself And if you don't somebody else will do it for you within 34 days, and it won't be as pleasant  That's an actual letter, and actually, I'm sorry, that was Hoover,  um, that sent, that sent that letter, uh, but  terrifying what these organizations are, are willing to do  to hold their power and to make their decisions be unquestionable, right? You can't, you can't say anything back against these organizations or else,  well, or else what?  Well, or else we'll kill you with anthrax.  Don't even read it.  Because if you do, your moral compass will get in the way. Just pass it. That's all we need you to do. That's why you're in your position. It's because we paid for you to be here. Now pass the bill.  Right? That's all they want you to do. They don't want you to think. You're not there to represent the American people. You're there to represent the globalists, like we talked about with the World Economic Forum. You're there to represent the lobbyists.  And you're there to represent the people that gave you your money to get there. Not the people who voted for you quote unquote  To be in your position. No, because that's not how you really got there. You got there because you had a 25 million dollar donation from BlackRock  And I found this to be interesting too and this is a side note while I'm waiting for some other things to pull up here, which is the fact that  George Soros has traditionally gone after local level officials because the cost to lobby people into positions of power in Washington is so much more than it is to do it locally. If he wants a DA in, in,  I don't know, Chicago,  he can get one there.  If he wants a  judge in Des Moines, Iowa,  he can get one there at a much lower cost than actually trying to get somebody into a presidential position and get something somebody into a Senate position. It's much easier  for you to get somebody into a local run. Then you are  into a national one.  So this leads me to where this all started,  which is the fact that on Martin Luther King day,  the FBI posted on their Twitter account, which is quite ironic. First of all, but let's go ahead and read what they had to say. The FBI posted on January 15th of 2024, this MLK day, the FBI honors one of the most prominent leaders of the civil rights movement and reaffirms its commitment to Dr. King's legacy of fairness and equal justice for all.  Well, guess what? That got hit with a community note and I will share it with you because it's absolutely hilarious and I'm so glad that this exists. Here it is. Let me go ahead and share it on the screen for you here. So here's the tweet  from the FBI  and here is the  Community note, which says the FBI engaged in surveillance of King attempted to discredit him and use manipulation tactics to influence him to stop organizing. King's family believed the FBI was responsible for his death.  Praise the community notes gods that this got posted because in one community note on X, they absolutely obliterated  the FBI absolutely obliterated them.  This, this has to go down as the single greatest community note in Twitter X history is the fact that the FBI got community noted as being the potential perpetrator of Martin Luther King's death.  Directly under their tweet. Now I would love to go look at the comments of that because that has 3. 7 million views,  but this leads us into our next conversation.  Did the FBI  assassinate Martin Luther King?  Well, by the end of this, hopefully you have your answer because I know mine.  So let's begin this at the very beginning of the situation. I'll give you a brief breakdown and then we'll walk through some of the pieces that we pick up along the way.  Alright, so, I have some of this written down, so bear with me, but I wanted to organize this in a way that was easy to understand the totality of this situation, because once you get into the details, whether it's JFK's assassination, whether it's Martin Luther King's assassination, whether it's Bobby Kennedy's assassination, whether it's  John Lennon, all of these become so  complex and confiscated because that's the goal. All they need to do is create enough enough doubt around the situation that they can just continue doing their job.  So  here  we go  tonight. We're peeling back the layers of a story that quite frankly, the mainstream media is too timid to touch.  The assassination of Martin Luther King jr. Now. You all know the official story, the one that's been neatly packaged and sold to us by the FBI for years. But what if I told you there's another side to that story? One that's been shrouded in government secrets and mystery.  First, let's set the scene. Martin Luther King, the face of the civil rights movement. A man who is no stranger to the specter of death. In 1958, he survived a near fatal stabbing. In 1963, post JFK's assassination, he eerily predicts a similar fate for himself.  This isn't just a footnote in history, it's a chilling prelude to what's to come.  Now fast forward to 1968, King and his Southern Christian Leadership Conference comrades are in Memphis, Tennessee, advocating for the rights of sanitation workers. It's a noble cause, but it turns out to be King's last.  On April 4th, at the Lorraine Motel Room. Room 306, a room that practically had King's name on it. His life is tragically cut short by a sniper's bullet.  The FBI story? James Earl Ray, a convicted criminal, acted alone. Sound familiar?  But,  let's not be so quick to swallow the narrative.  Ray is captured, and the stories we're fed  is that he's a lone, racist gunman.  But hold on!  Ray soon recants his confession, reclaiming that he was just a pawn in a larger game orchestrated by a shadowy figure named Raul.  This is where the plot thickens.  Consider this. The King family, not satisfied with the official account, starts digging deeper. They uncover enough anomalies and inconsistencies to file a lawsuit against Lloyd Jowers and various government entities, alleging a sprawling conspiracy behind King's assassination.  And in a stunning turn of events, they win the case.  Testimonies during the trial implicate not just Jowers, but also the FBI, the CIA, the U. S. Army, and even elements of the mafia.  Now let's talk about the evidence.  The rifle that was supposedly linked to Ray  to the linked Ray to the crime scene was never conclusively matched to the bullet that killed King.  So, the bullet that was lodged in King's head when he died was not a match to the specific rifle that James Earl Ray allegedly used.  Now, then there's the mystery pattern of deaths and intimidations. Witnesses, key figures, anyone who dared to challenge the official narrative met with untimely and suspicious ends.  Also sounds familiar to JFK's now doesn't it?  Is this just a series of coincidences or does it point to a desperate attempt to silence the truth?  Ray's own story, frankly, is riddled with holes. Here's a man with a limited understanding of firearms. A low military marksmanship score suddenly pegged as a mastermind, capable of executing one of the most significant assassinations in American history.  We start to ask some more questions. Then there's the hasty manner in which Ray was pinned as the lone assassin almost immediately. Authorities find him in case closed.  But  the discrepancies are glaring. Questions about the ballistic evidence, the rush to judgment, the odd sequence of events post assassination. Is a jigsaw puzzle with far too many missing pieces.  Now consider the broader context. This is the 1960s, a time of turmoil, of government distrust of agencies known for court, for covert operations and dirty tricks, the King's family lawsuit. And the subsequent verdict didn't just raise eyebrows. They blew the lid off the official story, suggesting that Martin Luther King's. Junior's assassination was not the act of a lone, hate driven gunman, but the outcome of a deep rooted, multi layered government conspiracy.  So let's dive deeper. Ray's narrative of being manipulated by Raul presents a picture of a man who was unknowingly set up to be the Fall Guy in an assassination that was part of a larger and darker agenda. This Raul character, who remains shrouded in mystery, is said to have directed Ray's actions, including the purchase of the alleged Murder Weapon.  It begs the question, was Rey just a pawn in a much more complex game of high stakes political chess?  And let's not just gloss over the rapid response that was given in conclusion by authorities. Almost immediately after King's assassination, the focus narrows on Rey, with little exploration into any alternative leads. or motives. The evidence, such as the mismatched ballistics, Ray's lack of fingerprints in the alleged sniper's nest, and his dubious claim from escape from prison paints a picture of convenient scapegoating rather than a thorough investigation.  The mainstream media also ignores the broader climate of the time, a period rife  with political assassinations. Civil unrest and a deep mistrust of government agencies  in this context, the idea of a government linked conspiracy doesn't seem so far fetched, does it?  The King family, meanwhile, steadily, steadfastly, maintained that Ray was not the true assassin. They contended that his role was merely a diversion, a cover for a larger conspiracy involving government agencies and other powerful entities.  Their victory in the civil trial against Lloyd Jowers and various government entities was just a win, wasn't just a win in court, it was a public declaration that the truth about King's assassination was far more complex than the world was led to believe.  Now, let's talk about the aftermath. Before we do that, I do want to discuss one thing. Who was this Jowers fellow?  Lloyd Jowers  was an individual who was connected with the mafia, who alleged During this court hearing that he was given a 100, 000  to hire a hit man  to kill Martin Luther King.  He was told at the time that he was given that money that there would be no police presence around. They told him the exact place for him to be in. And when you look deeper and deeper into the situation with Martin Luther King, there's a ton of questions around this. First of all being they moved. Martin Luther King Jr. from his existing hotel room into another one, one with a balcony view.  Interesting.  Also,  within this time,  there was government assets on the ground in the area surrounding him.  Not some security force, just random government assets on the ground. Similar to what we would say, I don't know, February 7th? Is that what they say? Or January 8th? What's that date again?  Hmm.  So, there's more and more questions to be asked here. Right? Now And again, the, the, the connection between the government, the CIA and the mafia is so bizarre during this time. You talk about all of the situation with Jack Ruby when it comes to JFK and the connection there. It just seems consistently a narrative that the CIA was working alongside the mafia to conduct these types of hits.  Let's look at the aftermath of King's assassination and the series of mysterious deaths that followed. Key witness individuals with potentially damaging information suddenly and conveniently  got out of the picture.  It's a pattern that's too consistent to be mere coincidence. It's almost as if someone was tying up loose ends, ensuring the official narrative stayed unchallenged.  Let's not forget the peculiar handling of the crime scene. The swift removal of potential evidence. Like the tree obscure, obstructing the alleged shooters view and the immediate intense focus on Ray as the sole perpetrator.  It's as if the authorities were more interested in closing the case than covering the full story.  This is where the mainstream media often fall short. They don't dig deeper. They question the narrative handed to them, but that's not how we operate here.  We look at the facts, the inconsistencies, and we ask the tough questions. So, let's look at some more of these details here,   november 1964,  after their earlier efforts to discredit Martin Luther King Jr. are unsuccessful, the FBI prepares to send Dr. King an anonymous package containing a document that will come to be known as  the poison pen letter.  FBI  intelligence chief Bill Sullivan himself takes some plain unmarked paper.  And pretending to be an American Negro,  types out an anonymous threatening letter. addressed simply King.  The letter began by calling Dr. King a fraud and warned that the demise of his reputation among the public was fast approaching.  The package also contained an audio tape, a compilation of FBI surveillance allegedly of King engaging in multiple extramarital affairs.  The document's ominous closing, according to some scholars, Suggested that Dr. King was given a deadline of 34 days to take his own life  or suffer the humiliation of the tape's release.  The interpretation of this by the people that investigated the FBI later and by just about everybody who has gone through these records believes that they intended for him to commit suicide.  The FBI sent the package anonymously to Dr. King on November 21st, 1964,  but it went unopened for over a month because King was in Oslo, Norway, accepting the Nobel Prize.  The first person to eventually open Sullivan's threatening package long after Christmas is Mrs. King.  King and his associates. When they listen,  there you go. So.  The FBI went to blackmail, that is blackmail, blackmailed Martin Luther King Jr. to try to get him to commit suicide  in order to escape  the humiliation of his own infidelity. And we talked about honeypot schemes when it came to Jeffrey Epstein in our last episode, and it seems to be the case here. All they did was, you know, potentially, had somebody go and show a lot of interest into him that was very attractive for lots of money.  Had them sleep with her, him sleep with her, and then recorded the transaction that was occurring. And now they have blackmail to get him to do whatever they want. Now, obviously, it's probably not a fair exchange to either die or suffer humiliation of being an adulterer.  But,  they thought it was enough. And so  And they're still doing this today, right? We saw that with the Anthrax, like they would even go further lengths than this to get their way. And their way has not changed, whether it was back then or today. They're still doing the same things, guaranteed. Maybe it's changed technologically in the fashions that they're doing it in.  This is the same old tactics, it's the same old company that has been doing this since their inception in 1947. And  I think the FBI is obviously a different time than the CIA, so I'm thinking CIA there. But same difference. Right?  So,  that goes into the next conversation, which is surrounding  who was James Earl Ray?  And why do we think he's innocent? So let's bring up that and we'll discuss that video, because here it is.  This is actually from the trial, which occurred that we were discussing this entire time. And he, let's go ahead and here we go. Let's watch it. Item of evidence to with the rifle that allegedly a comparison was conducted of the bullet material removed from Dr. King with the 12 test bullets that could be adequately analyzed. This comparison revealed that the gross and unique characteristic signature left on the 12 test bullets by the James Earl Ray rifle was not present on the death bullet.  There you have it. If you were to say Mr. Hathaway, what are your recommendations here today? I would say I continue on, try, uh, attempt the um, cleaning. It may or may not help. And secondly, I would attempt to get those FBI tests to see  the earlier tests compared to the test of 30 years later.  This is them conducting the testing for the ballistics to match when they fire the rifle.  Which forensic science in the 90s and earlier was such horseshit. And I'm  speaking about things that sucked then and suck now. I'm sure it's not. I'm sure it's much better now than it was. But just seeing these guys sit in the lab and be like, well, there's no scratchies on here. And so there's scratchies on that one. He must have killed him.  You see them now  be stopping them at different points. I'm  going to just take it up to slightly higher.  That's what we're going to be working  on. There you go. So that was just the forensic science surrounding it. Let's see if there's any other conclusion. There you go. Yeah. As you can see, we can get much better. But,  you have to make  your own evaluation on that. Of course, I think there's other ways  you might  come to,  you know, the same conclusion on it. Different, different ways. All right, so there you have it.  There's the video of the ballistics and forensic science surrounding the rifle, not matching either. And then to top it all off, let's finish out with this video here from 1977, listening to James Earl Ray himself. So you heard, uh, you heard the news on, on the radio, is that the way you heard it?  So you were driving, you left at that gas station at 2nd and Linden. What, about 6 or?  I don't have any way of knowing, I think it was around that time, but I don't even know if it's Linden, I know the approximate area it is.  I've seen the map on the inquirer. And you were going back to, uh, to pick up this man that you say is Raul? No, I was just waiting the car back. So you heard all this confusion, turned and flipped on the radio, they said Dr. King's been shot.  Uh, at that, did you think you were set up at that point?  Uh, no, I was headed towards, toward New Orleans when I had the radio on. I used to keep the radio on. I think, uh,  I didn't,  I have too strong feelings about the, the shooting.  When, when you met Raoul, you,  did you, you didn't know any other name for him? That's the name that he said was his, and that, that's all you ever knew? Yeah, I never did. And you met him where? Canada. Up in Canada. And, uh, and you just met in a saloon, or?  It was a saloon in a waterfront area of Montreal.  You never became good friends, then?  No, I wasn't good friends. Just business. These were all aliases, I assume.  You don't think Raoul was a real name at all, then?  No, I've got some pretty good information. Papers in there saying there's Raul, San Diego or something, New Orleans, supposed to be, uh, him, but I don't have  the FBI, that's material from the FBI files, but I don't have no, uh,  nothing to substantiate that.  So you think their mind was made up when they got you? Well, it had to be made up, uh, they couldn't, uh,  Um,  well I don't know what, if there was any penalty for, uh, extraditing someone fraudulently or not, but  So there's his discussion around who the figure was that was Raul that helped to set him up that gave him the money to purchase the hitman and basically set up the whole scheme for him. That was the liaison between him and either the organized crime organizations and the FBI.  So that's.  That's the story in a nutshell, right? There's lots of little minute details. There's documentaries that have been done on this, that you can go check out yourself, but I wanted to give you that higher level. There was a lot of moving pieces, a lot of things that, that came up that changed, uh, that caused, uh, Martin Luther King to find himself in that situation in that time, that was the strings being pulled  by these organizations. So I had a few of them written down from some of my research on this, and it starts like this, This.  So, the FBI wiretapped and spied on Martin Luther King. FBI Director J. Edgar Hoover tried to blackmail Martin Luther King, and the FBI covered up his death and investigated themselves. In a 1999 civil trial, they determined the FBI was involved in his assassination. Sure, we talked about that. Then they created a federal holiday,  um, in his name. Right? What is it besides that?  Let's look at some of these here. The King family friend and attorney, William F. Pepper, won the civil trial, which found that the U. S. government agencies were guilty of being part of a conspiracy that resulted in the wrongful death and assassination of Dr. King. The damning positive evidence, or body of evidence, presented to the jury, During this trial suggests that US governmental complicity, which the jury obviously found extremely credible and included testimony about the following. The US 111th military intelligence group were at Dr. King's location during the assassination. The 20th special forces group had eight, had an eight man sniper team at the assassination location that  Usual Memphis police special bodyguards were advised that they weren't needed on the day of the assassination.  Regular and constant police protection for Dr. King was removed from protecting Dr. King.  Just an hour before the assassination  military intelligence set up photographers on the roof of a fire station with clear view of dr. King's balcony dr. King's room was changed from a secure first floor room to an exposed balcony room.  Memphis police ordered ordered the scene where multiple witnesses reported. As the source of shooting cut down on their bush or cut down on their bushes that would have hit a sniper. So Memphis police ordered the scene where multiple witnesses reported as the source of shooting to cut down the bushes. That would have hit a sniper along with sanitizing a crime scene. Police abandoned investigative procedure to interview a witness who lived by the scene of the shooting. The rifle Mr. Ray delivered was not a match to the bullet that killed Dr. King and was not. Cited to accurately shoot  so there's some additional evidence from this trial that came out  and obviously that's pretty damning  and It goes right alongside the situation, you know You talk about John Lennon being assassinated this way for speaking out against the the war machine you talk about JFK  you talk about all of these  People that were speaking out to power finding themselves in the same situation  Now here's an interesting thread, and this will be fairly quick. Um, and it comes from somebody on Axe. So again, take it with a grain of salt. But it says that born in 1929, Michael King was the son of a black preacher known as Daddy King. In 1935, Daddy King renamed himself after Protestant reformer Martin Luther, subsequently changing Michael's name to Martin Luther King Jr., none of which was legalized in court.  Hmm. So his real name was not Michael. It was Martin Luther King Jr.  Uh, interesting.  Um, there's a, uh, Martin Luther King Jr. Was a n notorious plagiarizer, so that I've typed up a few examples below. However, there are many such cases.  Uh, the first public sermon that King gave in 1947 at the Ebenezer Baptist Church was plagiarized from a hully by Protestant clergyman Harry Emerson Foste entitled, life is What You Make It. Uh,  the first book that King wrote, Stride Toward Freedom, was plagiarized from numerous sources, all unattributed according to documentation released and assembled by sympathetic King scholars. Four senior editors to the papers to Martin Luther King Jr. stated that Martin's writings were at both Boston University and Crozer Theological Seminary, judged retroactively by standards of academic scholarship, are tragically flawed by numerous instances of plagiarism.  We get the point.  Uh, As long as it's not the I Have a Dream speech, right?  King's Ph. D.  dissertation, A Comparison of the Conceptions of God in the Thinking of Paul Tillich and Harry Nelson Wyman, contains more than 50 complete sentences plagiarized. from the PhD dissertation by Dr. Jack Boozer. According to the Martin Luther King papers, an official publication of the Martin Luther King Center of Nonviolent Social Change, whose staff includes Widow Coretta, in King's dissertation, only 49 percent of  sentences in the section on tillage contained five or more words that were King's own.  Okay, so Plagiarizer, right? Probably many people back then when they're going through school. Probably many people today using ChatGPT. This says that there's a article that says, Trained, Handled, and Surrounded by Jewish Bolsheviks. And it points to a old newspaper article. I can't exactly make out the, the, let's see if I can get in here.  The Augustus Courier, the Augusta Courier, um, from August, uh, and from Augusta, Georgia. Um, it says Martin Luther King at Communist Training School.  Uh, the  article says, let's see,  yeah, we'll move on from that, but interesting. I've talked about a few examples of the Communist infiltration of King's movement below. Most notable is the fact that every move I'm okay. Made was dictated and approved by the Jewish handler, Stanley Levinson, who referred to King as a slow thinker and refused to let him act alone.  Interesting. In fact, the entirety of the civil rights movement was largely orchestrated and funded  By Jews, what?  Many examples of this can be found in Benjamin Ginsberg's The Fatal Embrace, I will list a few below. Hmm,  I mean,  I'll take it at face value, I guess, but I'd just, I'd have to do more research to substantiate that. Examples of the Jewishness of the Civil Rights Movement found in Benjamin Ginsberg's The Fatal Embrace. Jewish organizations worked closely with civil rights groups during the 1960s in their struggles. On behalf of voting rights and for the desegregation of public facilities and accommodations, Jewish contributors provided a substantial share of the funding for such civil rights groups as such as the NAACP and CORE. Jewish attorneys were at the forefront of the legal offensive against the American apartheid system and Stanley Levinson, a longtime official and fundraiser of the American Jewish Congress, became Martin Luther King's chief aide and advisor, having previously served as a major fundraiser for Bayard Rustin.  Interesting. Jack Greenberg, head of the NAACP legal defense, was the most important civil rights attorney in the United States. And,  let's see,  uh, Jewish individuals were, I mean, okay, I don't see, okay, what does that have to do with anything? Um, because remember, diversity is such a blessing to America, it had to be enforced at gunpoint by the 101st Airpoint Division in Little Rock, Arkansas, during the forced racial integration of high schools in 1957.  Uh, I mean,  yeah, but it still should be done, right? Like, what? Um, Martin Luther King Jr. was also a well known sexual degenerate. Evidence was made available to the public when Trump instructed the National Archives to release documents pertaining to JFK's assassination.  And again, not wholeheartedly buying much of this, although this is obviously true. The FBI documents that were unsealed. Um, but I'm not sure if it goes into detail on the sexual deviancy of him. Uh, it says he typed up some of the Information regarding King's degeneracy below. Evidence was also provided that King frequently used grant money to pay for alcohol, drugs, and prostitutes. Uh, worth noting that the man most responsible for the FBI probe in the MLK  was an assistant director, William C. Sullivan. Sullivan describes himself as a liberal and says, I, that initially I was 100 percent for King because I saw him as an effective and badly needed leader. Um, okay, not seeing the sexual deviancy.  Uh, in February 1968, while running a workshop on urban leadership in Miami, King hired prostitutes with funds from the Ford Foundation. He then engaged in binge drinking and group sex acts, which the FBI describes as deviating from the normal. Okay. The FBI relates how King participated in another drunken sex orgy in Washington, D. C. back in 1964. The sex acts were both natural and unnatural. Not sure what that means. According to the FBI and were performed for the entertainment of onlook.  In 1960 this was a pattern for King who according to the FBI has Continued to carry on such sexual aberrations secretly while holding himself out to the public view as a moral leader and religious conviction I mean, that's fair The FBI documents reveal that King had a sired a baby girl out of wedlock with a wife of a prominent Dentist in Los Angeles,  uh, King was known to participate in orgies, especially those involv

Dive into an insightful conversation about racial identity, bridging the opportunity gap, entrepreneurship among BIPOC, and the issues and initiatives concerning foster care alumni and transracial adoptees. Listen to our host, Jonathan Dumas share personal experiences and learn about Grace Yung Foster's groundbreaking project, the Inclusion Initiative. This podcast episode deeply explores the nuances of living between cultures, struggling for equity, and the importance of lived experiences in shaping one's path.   Resources for the Show Connect with Grace: Website: https://theinclusioninitiative.com/  LinkedIn: Grace Yung Foster   Ways to support the show:   

Imagine working in an environment where your neurodiversity is not only recognised, but celebrated. That's the world we're envisioning in this special panel episode of Doing the Opposite: Business Disruptors, where Jeff is joined by three experts in the field of neurodiversity:Dr Jasmine Virhia is a Postdoctoral Researcher in Behavioural Science at The Inclusion Initiative, a research centre at The London School of Economics and Political Science.Angela Pretner-Smith is MD of This is Milk and Founder of Neve Learning; a platform helps training providers and large organisations manage and deliver professional learning in a way that includes neurodiversity and is aligned with a future-focused education framework. Angela identifies as autistic and has dyspraxia. Dan Maudsley is Senior Producer at the BBC who was diagnosed with ADHD as an adult and writes about his challenges as a neurodiverse employee.Our panellists explore what neurodiversity may look like in the workplace; how it may present itself and how you, as a leader, can embrace the skills and opportunities that come with it. Jasmine highlights the benefits that neurodivergent staff can bring to your team such as the ability to hyper-focus, or the ability to identify creative solutions to business problems that someone else may not necessarily come up with.Dan reveals the struggles he faced as an adult before his diagnosis and how the discovery of his ADHD changed his life at work and at home. “It was a real moment of clarity. I was suddenly able to do things I never, ever, thought I would be able to do.Angela takes us through the variety of ways in which all people (not just neurodivergent people) learn. What accommodations can we make to maximise people's ability to learn and how can we reduce stress that some may feel in trying to learn?The traditional recruitment process for many workplaces doesn't necessarily cater to neurodiverse applicants; interviews can cause stress and are often not an effective way of determining how well a neurodivergent person might perform in the job role. Jasmine offers some fantastic advice about how we could tweak the process to be more inclusive.“If you have an understanding of how their autism manifests for them in the workplace, you'll have a better idea of how you can really assess their skills in an equitable way, rather than judging them against other candidates or a skill set that actually isn't really measuring what they need to do”.A common thread that runs through the advice from all our panellists is that adapting workplace culture to support neurodivergent people will benefit everybody. “These people that are underrepresented will perform to a level where they can excel; they're more likely to collaborate, they're more likely to communicate and they're more likely to show up with authenticity”. Hosted by Jeff Dewing Watch the podcast on YouTube Discover Cloudfm GroupWebsite  |  Facebook  |  Twitter  |  LinkedIn

FFI on Friday is pleased to feature Grace Lordan, Associate Professor of behavioral science and Founding Director of The Inclusion Initiative at the London School of Economics, in this wide-ranging conversation about the future of work, including pay equity and the possibilities of AI. She is delivering the closing keynote at the FFI Global Conference … Continue reading FFI Global Conference keynote speaker Grace Lordan →

Welcome to Season Three, Episode Eight of the Resilient Voices & Beyond Podcast!In this thought-provoking installment, we delve into the remarkable journey of Grace Yung Foster, the Founder & CEO of The Inclusion Initiative. Titled "Model Minority," this episode takes us on a profound exploration of Grace's life and mission.Grace's story is a testament to resilience and identity. Born in South Korea and orphaned at a tender age, she embarked on a challenging path, immigrating to the United States at five. Plunged into the foster care system, Grace eventually found her forever family among a diverse group of adopted and foster children, nurtured by white parents.But her story doesn't stop there. Grace's experiences as an immigrant, person of color in a predominantly white community, and a transracial adoptee shaped her journey towards self-acceptance. She spent over 25 years in pursuit of "white belonging," a quest that led to deep self-reflection and a transformative realization.Now, Grace proudly embraces her identity as an Asian American, a transracial adoptee, and a former foster youth. She's on a mission to create inclusion and equity for these communities through The Inclusion Initiative.This remarkable platform was born from Grace's own struggles in the professional world. Despite her hard work and excellence, she faced unique hurdles as a woman of color and a transracial adoptee. The opportunity gap she encountered kept her professionally behind her peers, affecting her wealth-building, family aspirations, and overall life goals.The Inclusion Initiative stands as a beacon of hope and support, specifically designed for transracial adoptees and former foster youth. Their mission is to bridge the professional opportunity gap that often plagues these communities due to the absence of established networks.In the upcoming launch of their platform, expect to find:Professional NetworkingProfessional MentorshipCareer Advancement OpportunitiesPowerful Media and Storytelling that sheds light on these communities' experiencesDid you know that there are over 1.2 million transracial adoptees in the US? Grace's story and The Inclusion Initiative's mission are vital in addressing the challenges faced by these communities.Tune in to this episode to discover more about Grace Yung Foster's inspiring journey and The Inclusion Initiative's quest to make a difference. Join us in amplifying resilient voices and fostering a more inclusive world.#ResilientVoicesAndBeyondPodcast #InclusionMatters #IdentityJourney #GraceYungFoster #TransracialAdoption #FosterYouth #DiversityandInclusion #InclusionInitiative #Empowerment #ProfessionalDevelopment #EquityMatters #CommunitySupport #Storytelling #OpportunityGap #AsianAmerican #PodcastEpisode #InclusiveLeadership #EmpowerCommunities #Resilience

Last week, we swapped skincare routines and this week, we're bringing you the blockbuster spinoff.Tune in as we try each other's holy grail foundations (one of us is making a switch for good!) Plus, we compare notes on the #1 most-likely-to-be-found makeup brand in our cosmetics bags, the WOW tubing mascara that does.not.smudge and the surprising, completely non-viral brow fix that you did not see coming.You'll also discover:The budget CC cream that's replacing Jill's former faveThe travel-ready contour stick we can't quit (even if the packaging does it no favours)A makeup artist-designed, monochromatic blush duo The unexpected, lemon-yellow lip plumper that's a smash hit for summer partiesGet social with us and let us know what you think of the episode! Find us on Instagram, Tiktok, Twitter. Join our private Facebook group, or give us a call and leave us a voicemail at 1-844-227-0302. For any products or links mentioned in this episode, check out our website: https://breakingbeautypodcast.com/episode-recaps/PROMO CODES: When you support our sponsors, you support the creation of Breaking Beauty Podcast! SephoraSephora has an amazing selection of Clean makeup brands and products, and the “Clean” seal makes it easy to shop. To learn more visit Sephora.com/cleanOuaiGet on your OUAI to healthier hair one day at a time with shampoos and conditioners that are just your type. Go to TheOuai.com and use code BEAUTY15 for 15% off your entire purchaseMacy'sThroughout July, Macy's and the non-profit organization Reading Is Fundamental are joining forces to help close the literacy gap. Give back online or at any Macy's store to provide books and literacy resources to underserved kids and teachers through their Race, Equity and Inclusion Initiative. To learn more and donate today, visit macys.com/purpose. *Disclaimer: Unless otherwise stated, all products reviewed are gratis media samples submitted for editorial consideration.*Hosts: Carlene Higgins and Jill DunnTheme song, used with permission: Cherry Bomb by Saya
Produced by Dear Media Studio

Esther DufloCollège de FrancePauvreté et politiques publiques2022-2023Colloque - Lutter contre la pauvreté : de la science aux politiques publiques : Introduction to the European Social Inclusion Initiative (ESII)Intervenant(s)Cillian Nolan, Director of Policy, J-PAL EuropeGeorge Richards, Director, Community Jameel

Dr. Grace Lordan, is the Founding Director of The Inclusion Initiative and an Associate Professor at the London School of Economics and Political Science. As an expert in inclusive leadership, women's progress in the workplace, and the future of work, Dr. Lordan shares her insights on career success. We delve into the barriers that hold individuals back from achieving their desired careers and discuss strategies for overcoming them. We explore the limiting belief of not being good enough and how imagination plays a crucial role in achieving goals. We also discuss the impact of gender differences and motherhood on career progression, as well as the importance of inclusive leadership in fostering diverse and productive environments. Finally, we debate the role of AI in recruitment and CV screening. Don't miss Dr Lordan's episode #53, learn how to take control of your career, reprogram your autopilot mode, and overcome self-limiting narratives. Dr Grace Lordan: LinkedIn: ⁠https://www.linkedin.com/in/gracelordan/⁠ Instagram: ⁠https://instagram.com/profgracelordan⁠ Website: ⁠https://www.gracelordan.com/⁠ LSE: ⁠https://www.lse.ac.uk/PBS/People/Dr-Grace-Lordan⁠ The Inclusion Initiative: ⁠https://www.lse.ac.uk/TII⁠ Book - ‘Think Big': ⁠https://amzn.to/3MZQ3S2⁠ Follow me: LinkedIn: ⁠https://www.linkedin.com/in/mariahvo/⁠ Instagram:  ⁠https://www.instagram.com/mariahvo/⁠ TikTok: ⁠https://www.tiktok.com/@maria_hvo⁠ Twitter: ⁠https://twitter.com/mhvorostovsky⁠ HVO Search: ⁠https://www.hvosearch.com⁠ Podcast filmed, edited and produced by: ⁠https://www.londonbeautyphotographer.com/⁠ LEAVE A REVIEW: If you're listening on Apple Podcasts make sure to Follow, Rate, and leave a REVIEW.

Dr. Grace Lordan, is the Founding Director of The Inclusion Initiative and an Associate Professor at the London School of Economics and Political Science. As an expert in inclusive leadership, women's progress in the workplace, and the future of work, Dr. Lordan shares her insights on career success. We delve into the barriers that hold individuals back from achieving their desired careers and discuss strategies for overcoming them. We explore the limiting belief of not being good enough and how imagination plays a crucial role in achieving goals. We also discuss the impact of gender differences and motherhood on career progression, as well as the importance of inclusive leadership in fostering diverse and productive environments. Finally, we debate the role of AI in recruitment and CV screening. Don't miss Dr Lordan's episode #53, learn how to take control of your career, reprogram your autopilot mode, and overcome self-limiting narratives. We Discuss: 00:00 - Trailer 02:17 - Who is “Think Big” for? 04:33 - The Importance of Personal Control 07:13 - Understanding Behavioural Science 08:52 - Reprogramming Your Autopilot Mode 14:03 - Overcoming Self-Limiting Narratives 17:23 - Managing Time & Productivity 21:21 - Identifying Strengths and Weaknesses 22:12 - Behavioural Science in Venture Capitalism 24:47 - Creating Me+ 29:49 - Tips for Interviewing & Career Change 34:05 - Diversity and Meritocracy in Hiring 38:19 - Impact of Dress Code on Hiring Decisions 48:15 - The Inclusion Initiative 50:08 - Recruiting for Diversity 51:21 - AI in Recruitment 55:58 - Barriers to Women in Senior Leadership Positions 01:08:34 - Importance of Inclusive Leadership Dr Grace Lordan: LinkedIn: https://www.linkedin.com/in/gracelordan/ Instagram: https://instagram.com/profgracelordan Website: https://www.gracelordan.com/ LSE: https://www.lse.ac.uk/PBS/People/Dr-Grace-Lordan The Inclusion Initiative: https://www.lse.ac.uk/TII Book - ‘Think Big': https://amzn.to/3MZQ3S2 Follow me: LinkedIn: https://www.linkedin.com/in/mariahvo/ Instagram:  https://www.instagram.com/mariahvo/ TikTok: https://www.tiktok.com/@maria_hvo Twitter: https://twitter.com/mhvorostovsky HVO Search: https://www.hvosearch.com Podcast filmed, edited and produced by: https://www.londonbeautyphotographer.com/ LEAVE A REVIEW: If you're listening on Apple Podcasts make sure to Follow, Rate, and leave a REVIEW.

Dr Grace Lordan is an Associate Professor at the London School of Economics in the Department of Psychological and Behavioural Science. She is also Founding Director there of The Inclusion Initiative which focuses on bringing together teaching, research and practice to build more inclusive work environments.She has also written a book which I personally took huge value from, 'Think Big: Take Small Steps and Build the Career You Want', which uses behavioural science to give really practical advice about, amongst other, how to ask for pay rises, get promoted and change careers.Show notesAbout Grace's book ‘Think Big: Take Small Steps and Build the Career You Want'When is it a good time to ask for a pay rise?And how to get your narrative rightWho is Me+, your future self?How dating experiences are different for girls and boysHow to escape the evils of your phoneThe Inclusion Initiative at LSE: improving company leadership and cultureIs the pipeline problem a myth or reality?Covid's mass resignation; and its great regretFighting for greater workplace gender equalitySubscribe for more hereFollow me on TwitterPodcast music: Tamsin Waley-Cohen's Mendelssohn's violin concerto

When pivoting, leaning on your community is so important. What happens though if your community is struggling too? It's time to change your money mindset and help raise up the community. Darlene Goins, Executive Vice President, Head of Banking Inclusion Initiative at Wells Fargo, shares the importance of health wealth and how uplifting up a communities literally change lives. More about Darlene: Darlene Goins is executive vice president and head of Banking Inclusion Initiative for Wells Fargo. Launched in May 2021, the initiative is Wells Fargo's commitment to help more people who are unbanked gain access to affordable, mainstream bank accounts, with a focus on removing barriers to financial inclusion for Black and African American, Hispanic and Native American households, which account for more than half of America's 5.9 million unbanked households*. Goins leads the overall strategy and cross-enterprise teams building out programs that support and track the progress of the initiative. Previously, Goins served as head of Financial Health Philanthropy for the Wells Fargo Foundation, responsible for investing Wells Fargo's resources in national nonprofit programs that open pathways to economic advancement for underserved communities. She led strategic initiatives in collaboration with nonprofits and community stakeholders designed to increase financial inclusion and access, reduce debt, drive savings and wealth-building behavior, and transform systems. Goins joined Wells Fargo in 2016 as head of Hands on Banking®, the company's award-winning financial education and capability program thathas benefitted more than 12 million youth, adults, seniors, military andentrepreneurs. Earlier, Goins was a scores executive at FICO, where sheled FICO® Score Open Access, a consumer credit score program that earned accolades from the Obama administration, regulators, and consumer advocacy groups, among others. She also held leadership positions at analytic-based software companies Nomis Solutions, First Data Corporation, and ALI Solutions. A member of Delta Sigma Theta Sorority, Inc., and active community leader, Goins is based in San Francisco and currently serves on the boards of national nonprofits Prosperity Now, the BAI and the American Bankers Association Foundation, where she is vice chair. She also serves as treasurer of the San Francisco Chapter of Jack and Jill of America, Inc., and on the Marin County Priority Setting Committee. Goins was named Diversity Woman Magazine's Class of 2023: Elite 100 Black Women Leaders in Corporate America and in 2022 one of San Francisco Business Times Most Influential Women in Bay Area Business. She earned a bachelor's degree in electrical engineering and a master's degree in Engineering-Economic Systems (now the Department of Management Science) from Stanford University.

Listen as John Hope Bryant chats with Darlene Goins, Executive Vice President and Head of the Banking Inclusion Initiative at Wells Fargo,  about her background, making her who she is today, and listen as she explains what she and her team at Wells Fargo are doing to help make communities better. See omnystudio.com/listener for privacy information.

Brooke's LinkedInMorgan's WonderlandMorgan's Inclusion Initiative Morgan's Wonderland MACDown Syndrome Association of South TexasSan Antonio Area Foundation Andeavor Fellows ProgramArc of San AntonioD&S Community ServicesAlamo Area Council of GovernmentsUTSA Alumni Association

Most musicians will have to make a big, bold, scary decision at some point in their career if they're going to keep growing and developing as an artist. But how do you know when it's time to take a risk, take the plunge and get out of your comfort zone? Inside this special BONUS episode, Isobel unpacks the types of big decisions you might face as a woman in music and when to know if it's time to be brave and just go for it!LINKSListen to EP#56: Being Assertive in Music Tech Spaces >>Check out the 2022 Misogyny In Music, Parliamentary Committee Inquiry >>Read USC Annenberg's Inclusion Initiative's 2021 Inclusion in the Studio? report >>Read the 2017 PRSF Women Make Music 5 Year Report >>Register for the Home Recording Kickstarter: A LIVE 5 Day Challenge for Women In Music (Jan 27-31) >> https://femalediymusician.com/kickstarter Subscribe to the podcast wherever you're listening and don't miss an episode of Girls Twiddling Knobs ⚡️

When we are successful, is it down to skill or luck? All too often, we're inclined to believe the former of ourselves and other people with extremely negative consequences. On this episode, I'm speaking to Odessa Hamilton. She's a doctoral researcher at University College London and a behavioural science researcher in the Inclusion Initiative of the London School of Economics that explores how we can make workplaces more inclusive using Behavioural ScienceTo find out more about Odessa: https://www.lse.ac.uk/tii/people/odessa-hamiltonFor more on the Inclusion Initiative: https://www.lse.ac.uk/PBS/archive/tiiTo hear the episode featuring her Inclusion Initiative colleague Cécily Josten: https://www.humanriskpodcast.com/cecily-josten-on-the-future-of-work/To hear the episodes featuring Inclusion Initiative Director Dr Grace Lordan:https://www.humanriskpodcast.com/dr-grace-lordan-on-inclusion/https://www.humanriskpodcast.com/dr-grace-lordan-on-privilege/https://www.humanriskpodcast.com/dr-grace-lordan-on-thinking/

What skills do people need to succeed in the 21st century? On this episode, I'm speaking to Cecily Josten. She's a Research Officer at the Inclusion Initiative from the London School of Economics that explores how we can use Behavioural Science to make workplaces more inclusive.Cecily's areas of interest include gender-related inclusion — what are the differences between incentives offered to men and women and the skills of the future — what will determine success going forward? To find out more about Cecily: https://www.lse.ac.uk/PBS/People/Cecily-JostenFor more on the Inclusion Initiative: https://www.lse.ac.uk/PBS/archive/tiiTo hear the episodes featuring Inclusion Initiative Director Dr Grace Lordan:https://www.humanriskpodcast.com/dr-grace-lordan-on-inclusion/https://www.humanriskpodcast.com/dr-grace-lordan-on-privilege/https://www.humanriskpodcast.com/dr-grace-lordan-on-thinking/

"Inside the HBCU Sports Lab" episode 302 with Dr. Kenyatta Cavil, Mike Washington & Charles Bishop radio show. Today's show will be a good one as Dr. Cavil, Mike, and Bryan Fulford from BCSN Sports Wrap discuss the latest in HBCU news and sports. Also, an interview with GCAC Commissioner, Dr. Kiki Baker Barnes. TOPICS: Gulf Coast Athletic Conference signs media rights deal with Urban Edge Network Streaming service to carry live GCAC contests and conference championships. Courtesy of HBCU Gameday MEAC Announces Weekly Volleyball Honors, presented by Coca-Cola The Gulf Coast Athletic Conference Selects Ten35 as League's Marketing and Branding Agency from Gulf Coast Athletic Conference MEAC Announces We Are MEAC Diversity & Inclusion Initiative from MEACsports.com Week 1 Marching Sport Poll Rankings (Updated) HBCU News of the Day Continued - @InsidetheHBCUSportsLab on Facebook Live and Spreaker.‬ Donations welcome at CashApp $JafusCavil --- Send in a voice message: https://anchor.fm/bcsn-podzone/message Support this podcast: https://anchor.fm/bcsn-podzone/support

In this show, you'll hear from Dr Christian Busch and Dr Grace Lordan about why you make your own luck.Christian is the bestselling author of Connect the Dots: The Art & Science of Creating Good Luck. Christian is director of the CGA Global Economy Program at New York University (NYU), and also teaches at the London School of Economics (LSE). Grace is an Associate Professor in Behavioural Science and Director of The Inclusion Initiative at the London School of Economics and Political Science. She's also the author of Thing Big: Take Small Steps and Build the Future You Want.Original Episodes:Christian Busch - The Art & Science of Creating Good LuckGrace Lordan - Thinking Big About Your Career Hosted on Acast. See acast.com/privacy for more information.

Grace Lordan offers actionable solutions and tips to help bring you closer to your goals, one step at a time. — YOU'LL LEARN — 1) How to free yourself from the fear of making mistakes 2) How to break free from impostor syndrome 3) How to stop stress from hijacking your day Subscribe or visit AwesomeAtYourJob.com/ep796 for clickable versions of the links below. — ABOUT GRACE — Dr Grace Lordan is the Founding Director of The Inclusion Initiative and an Associate Professor at the London School of Economics and Political Science. Grace is an economist and her research is focused on quantifying the benefits of inclusion within and across firms, as well as designing interventions that level the playing field for under-represented talent within firms. Grace served as an expert advisor to the UK government sitting on their skills and productivity board, is currently a member of the UK government's BEIS social mobility taskforce and is currently on the Women in Finance Charter's advisory board. Her academic writings have been published in top international journals and she has written for the Financial Times and Harvard Business Review. Grace is a regular speaker and advisor to blue chip finance and technology firms. Think Big, Take Small Steps and Build the Future You Want is her first book. • Book: Think Big: Take Small Steps and Build the Future You Want • Website: www.GraceLordan.com — RESOURCES MENTIONED IN THE SHOW — • Book: Courage Is Calling: Fortune Favors the Brave (The Stoic Virtues Series) by Ryan Holiday — THANK YOU SPONSORS! — • LinkedIn Jobs. Find quality hires fast with a free job posting at LinkedIn.com/beawesome.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Michael Hayman welcomes Dr. Grace Lordan; an economist, Professor of Behavioural Science and founding director of The Inclusion Initiative at the London School of Economics. Grace's research has been conducted throughout her career with a singular objective: to establish why some individuals succeed in life and others do not. She is an expert on the effects of bias discrimination and technology changes and sits on the UK Government Social Mobility Task Force and the Women in Finance Charter's advisory board. The Inclusion Initiative is a research centre established in 2020, aiming to bring behavioural science insights to firms to allow them to enhance the inclusion of all talent. It also provides studies, measurement frameworks and training to create more inclusive business leaders in the UK. Last year, Grace published Think Big, Take Small Steps and Build the Future You Want, a practical framework for aspiring business leaders on how to use behavioural insights to achieve the future that they seek.

We had the chance to catch up with Co-Founder Stephen Castaneda and some of his team! Please rate, review, and subscribe:) https://theunicornfinders.carrd.co/

What does hybrid working mean for employee wellbeing? What really makes us happy at work? How do organisations maintain culture in a virtual world? What does inclusive leadership look like? And can Behavioural Science help you ask for a pay rise? As we emerge from a 2 year experiment in virtual working, the world of work looks very different. Grace Lordan, founder of The Inclusion Initiative at the LSE, shares her thoughts on how we can reimagine work.

Dr Grace Lordan is the author of Think Big, the Founding Director of The Inclusion Initiative at the London School of Economics and an Associate Professor at the London School of Economics. Grace is an economist and is an expert on the determinants of individual success, labour markets and skills, the future of work and creating inclusive leaders.Buy Think Big here: https://amzn.to/38NZ8vm Sponsorships & partners:- Sons: Sons.ie | Sons.co.uk and use code KICKOFFSESSIONS40 for 40% off- ExpressVPN: ExpressVPN.com/kickoffsessions and get 3 extra months free- Buzzsprout: Buzzsprout.com and receive a $20 Amazon Gift Card(00:00) Sponsorships:  Sons.ie | Sons.co.uk(01:48) Introduction(04:01) How do you find the right career path? (07:03) Understanding the day to day activities & tasks (10:04) Following the status quo & traditional path  (14:00) Setting soft & hard career goals  (16:40) Why do some people become really successful?  (20:08) Thinking independently & imposter syndrome (25:35) Loss aversion & the fear of taking risks(30:23) Goal setting and outlining financial targets(37:35) How do you define a fair wage?  (40:50) How to negotiate for a higher salary (43:58) How do you reignite your career if you slow down?  (49:07) When should you make a career change? (54:30) How to manage a hybrid work environment Please leave a review:- Spotify: https://spoti.fi/36RrL9Y- Apple: https://apple.co/3uCwViFSocials:- YouTube: https://bit.ly/3HleVy2- Spotify: https://spoti.fi/3EE3FuG- Apple: https://apple.co/32ArW7D- LinkedIn: https://bit.ly/3FCS3JA- TikTok: https://bit.ly/314iZD6Services:- Career mentoring: https://bit.ly/3FCS3JA- Podcast consulting: https://bit.ly/3aYzm5w- Newsletter: https://bit.ly/3JqwkXAThis episode is sponsored by Sons. Please support the podcast and get 40% off your first order by using the discount code KICKOFFSESSIONS40. Sons IE: sons.ieSons UK: sons.co.ukSons are a men's health care brand that offers clinically proven, licenced hair loss treatments for less than the cost of a cup of coffee per day. - ExpressVPN: ExpressVPN.com/kickoffsessions and get 3 extra months free- Buzzsprout: Buzzsprout.com and receive a $20 Amazon Gift CardSupport the show

In today's episode, we chat with the brilliant Dr Grace Lordan. Dr Lordan is the Founding Director of The Inclusion Initiative, an Associate Professor at the London School of Economics and Political Science and also serves as an expert advisor to the UK Government. As an academic, Dr Lordan's research is focused on quantifying the benefits of inclusion within and across firms and designing interventions that level the playing field for under-represented talent. Her work has appeared in numerous prestigious academic journals coupled with the Financial Times and Harvard Business Review. In March 2021, Grace published her first book 'Think Big: Take Smalls Steps and Build The Future You Want', an evidence-based guide that looks at how your small actions today will determine your future. In today's conversation, we delve into Grace's work covering tonnes of behavioural science concepts including how our emotions influence decision making, the relationship between gender and risk aversion and why we fear failure. You'll leave with a better understanding of why some people stumble in their journeys, and why others succeed and actionable steps to create the future you want.  Join our tribe and lets grow together https://plus.acast.com/s/purpose-made-podcast. Our GDPR privacy policy was updated on August 8, 2022. Visit acast.com/privacy for more information.

Are you thinking big enough about your retirement? The traditional one-size-fits-all retirement isn't the right fit for many people today. You can create a version that's best for you. Dr. Grace Lordan, author of Think Big, Take Small Steps and Build the Future You Want explains how findings from behavioral science can help you do just that, by overcoming cognitive biases and other obstacles. Many of my favorite books for retirement aren't about retirement, but the principles can give you an edge in thinking big and building your future. We discuss: Her idea of ME+ in Think Big How the concept of Your Future Self can help you think big Why new can narratives help us When the “stories we tell ourselves” get in our way How cognitive biases present obstacles A cognitive bias many people aren't aware of – but should be The dangers of all or nothing thinking Why identifying and managing your Time Sinkers can be a game changer How small, positive actions done regularly drive make progress  Why being compassionate toward others matters Grace Lordan joins us from London. __________________________ Bio Dr Grace Lordan is the Founding Director of The Inclusion Initiative and an Associate Professor at the London School of Economics and Political Science. Grace is an economist and her research is focused on quantifying the benefits of inclusion within and across firms, as well as designing interventions that level the playing field for under-represented talent within firms. Grace is an expert advisor to the UK government sitting on their skills and productivity board, is a member of the UK government's BEIS social mobility taskforce and is on the Women in Finance Charter's advisory board. Her academic writings have been published in top international journals and she has written for the Financial Times and Harvard Business Review. Grace is a regular speaker and advisor to blue chip finance and technology firms. Think Big, Take Small Steps and Build the Future You Want, is her first book. _________________________ For More on Grace Lordan Think Big, Take Small Steps and Build the Future You Want Website SMILE in 2022 - London School of Economics Business Review (a 3 minute read on six life lessons from behavioral science you can put to good use this year) _________________________ Podcast Episodes You May Like How to Begin – Michael Bungay Stanier The Future You – Brian David Johnson The Mind-Body Connection and The Rabbit Effect – Kelli Harding Tiny Habits Can Lead to Big Changes – BJ Fogg _________________________ Wise Quotes On Visualizing Your Future Self "In behavioral science one of the things we know for sure is that people who visualize their future self in the present are much more likely to invest in themselves. There's lots of things that are going on that can distract us from investing in our future selves. So, it's really bringing the idea of yourself, not just the kind of vision and the lifestyle the person will actually have, but what they will actually be doing on a Monday to Friday [basis] in life is really what gets you there -  through imagination. I can't reiterate enough how well visualization works  to bring the future to life. But it also works to bring the future into the present day, which is really when you needed to get motivated to take these small steps that will get you there." On Small Steps and a New Narrative "I think fundamentally the stories that we tell ourselves define our actions. So if you believe that you don't deserve something, you're probably never going to get it. If you believe that you don't belong to be in a particular situation, you're unlikely to find yourself in that situation. If you believe that you don't have enough time, which is a common kind of self-destructive narrative, then you're you're definitely not going to be able to do the things that you want to do.

We chat to behavioural scientist, Dr Grace Lordan about the small but powerful steps you can use to achieve your goals. How habits are instrumental when reaching for your dreams and how mind set is the new phycology for success. She is the Founding Director of The Inclusion Initiative and an Associate Professor at the London School of Economics and Political Science. Grace is an expert advisor to the UK government and is on the Women in Finance Charter's advisory board. Her academic writings have been published in top international journals and she has written for the Financial Times and Harvard Business Review. Think Big, Take Small Steps and Build the Future you Want, is her first book.  https://tinyurl.com/yy6upzx2 Remember to hit SUBSCRIBE or FOLLOW so you don't miss any new episodes. We would love you to review us, even one line really helps. Follow us on the links below for more: www.gavinsisters.co.uk Insta: @thedetoxbarn Facebook: @TheDetoxBarn You Tube: The funny Vegans    

Betty Avila's (she/her) work has centered on the intersection of the arts and social justice, with particular focus on community building, public space, and youth empowerment. She grew up in the Northeast Los Angeles neighborhood of Cypress Park and has held positions with the Getty Research Institute, The Music Center and the Levitt Pavilion. Betty joined Self Help Graphics' leadership in 2015, an organization with a 48-year nationally-recognized artistic legacy of empowering the Chicana/o and Latinx communities of Los Angeles through the arts. She is the Chair of the Latinx Arts Alliance, and sits on the boards of Little Tokyo Service Center, the Center for Cultural Innovation, and was a founding board member of People for Mobility Justice. Betty is a passionate arts advocate, centering equity and justice, and she sat on the inaugural Advisory Committee for Los Angeles County's Cultural Equity and Inclusion Initiative as an appointee of Supervisor Hilda Solis. Betty has been invited to speak for the Ford Foundation, The Getty Foundation, Federal Reserve Bank of San Francisco, California Association of Museums, Western Art Alliance and more. In 2017, Betty was named one of C-Suite Quarterly Magazine's NextGen 10 in Philanthropy, Arts and Culture and an Impact-Maker to Watch by City Impact Labs. She received her B.A. in Literature at Pitzer College, has an M.A. in Arts Management from Claremont Graduate University, and is a 2008 Fulbright Fellow to Korea.

What's Going On in Mt. Lebanon?            Today:  As part of the Diversity Equity and Inclusion Initiative, Mt. Lebanon High School will host a presentation next week by a former graduate Ali Michael, Director of Race Institute for K-12 Education.  Get a taste of what students will hear.  Then, Madeline Osburn, Managing Editor at The Federalist claims the University of Pittsburgh report tries to explain away barbaric experiments with aborted babies.  Finally, Steven Mosher, author of The Bully of Asia says the US shouldn't be going to China for the Winter Olympics. See omnystudio.com/listener for privacy information.

After a short interlude over the Christmas holidays, we're back with a brand new series. Back, in fact, a little earlier than planned. Why? Partly because I've got some wonderful guests lined up to share their stories and insights with you over the next couple of months, but more specifically to today's episode because we start by talking about new year's resolutions and goal setting.My guest is Grace Lordan. She is an Associate Professor in Behavioural Science and Director of The Inclusion Initiative at the London School of Economics and Political Science. She's also the author of Thing Big: Take Small Steps and Build the Future You Want.We have a fascinating discussion in which we explore the role of talent, hard work and luck in shaping your career. Grace explains why our emotions matter when it comes to how we receive feedback and act upon it, and how to ensure we feel like we're constantly moving forward towards our goals. All of which requires resilience and a willingness not only to accept failure but to learn from it. Finally, we discuss what the future holds with a wide lens – how, for example, people may need to accept a 'low-stuff life' – and from a personal perspective, why we should embrace uncertainty and stop striving to be in control of everything you do.If you haven't already, please also subscribe to this podcast and join thousands of other people interested in reading my analysis and insights on the future of work by signing up to the Future Work/Life newsletter. LINKS:Think Big: Take Small Steps and Build the Future You WantGrace's LinkedIn profileFuture Work/Life newsletterFuture Work/Life website See acast.com/privacy for privacy and opt-out information.

Prof Grace Lordan is Author of Think Big, Associate Professor in Behavioural Science & Founder and Director of The Inclusion Initiative at the LSE. Check out Grace's website, Twitter, Instagram and LinkedIn.Grace used her behavioural science expertise to answer important questions, such as:How can someone in an established career get new skills and experiences in a different area?What role can inclusive leadership play in shaping the future of work?How can people overcome the psychological barriers like fear of failure or imposter syndrome to help them find the right work?Follow The Right Work on Twitter, Instagram and LinkedIn.#TheRightWork #Careers #BehaviouralScience #Inclusion #SelfBelief #ImposterSyndrome

On the first episode of Series 2 of the WorkL Happiness Podcast we speak with Grace Lordan, the Founding Director of the Inclusion Initiative. A key objective of Grace's work within her field is to research the benefits of inclusion within and across firms aswell as levelling the playing field for under represented individuals.

We are in a pivotal moment. Hybrid work is not only changing how we work, but also how we live. Host Melanie Green explores this fundamental work-life rebalance. We hear from Chris Herd, CEO of Firstbase, who believes that this moment in time is an opportunity to empower a billion people to access a better work-life balance. Grace Lordan of the London School of Economics sees hybrid work changing top-down management to become more democratic. Citrix is supplying you with critical intelligence to write the new work playbook. Explore research and perspectives for a successful hybrid work model on Fieldwork by Citrix [LINK: https://www.citrix.com/fieldwork/flexible-work/virtual-series.html] filled with research, tools, and best practices to guide, support, and enable the flexible workforce. Chris Herd is Founder and CEO of Firstbase [LINK: https://www.firstbasehq.com] based in Aberdeen, Scotland. Firstbase sets up businesses around the world with tools to work remotely. Grace Lordan [LINK:https://www.lse.ac.uk/PBS/People/Dr-Grace-Lordan] is an Associate Professor in Behavioral Science at the London School of Economics. She is also the Founding Director of the Inclusion Initiative at the London School of Economics.

ICYMI 2020 REPLAY: This episode features an interview with Noelle Scaggs, co-lead vocalist of Alt-Pop Band Fitz And The Tantrums. Diversify the Stage unveils the Inclusion Initiative, dedicated to addressing diversity and promoting access to a unified database for industry professionals.  https://www.diversifythestage.org 

In this episode special guest Rachel Allen, Valencia College Peace and Justice Institute (PJI) Director and Andrew Thomas, City of Sanford, Director, Community and Neighborhood Engagement share the overall picture of the City's new Race, Equality, Equity and Inclusion (REEI) Volunteer Committee, and how the goals and objectives of the committee will ultimately benefit the City of Sanford. PJI is partnering with the City on this project.

In this gripping episode I speak with executive coach and leadership consultant Daniel Stover about his near-death experience while traveling abroad. His story is vulnerable, captivating and ultimately very inspiring. We explore what happens when we're pushed to our limits, how we may not react the way we think we're going to in crisis, and the potential for trauma to lead to profound shifts in understanding about what it means to be alive. About Our Guest:Dan grew up in rural Northwest Ohio, where his journey of self discovery began. While volunteering for Suicide Prevention Services in college, Dan found his passion for helping others get unstuck and find hope. It was there he became a coach, advisor, trainer and board member for the first time.Dan received two degrees from The Ohio State University, and his master's degree in organizational psychology from The Chicago School of Professional Psychology. In 2012, Dan began his formal training in leadership psychology with an established midwest leadership development firm. He thrived in the consulting profession and held several board positions in Columbus, Ohio. In 2015, Dan pioneered West to Los Angeles, where he expanded his career and passion for leadership development.Today, Dan owns and manages Ensight Partners. He has helped hundreds of teams create culture, resolve conflict and lead more effectively across industries, internationally. In 2017, he received the Excellency Award from Geneva Group International.In his free time, Dan is an avid reader, traveler, nature photographer and hiker. He is a member of The American Psychological Association, The Society of Consulting Psychology, and The Nature Conservancy. Dan is also member of the Diversity and Inclusion Initiative for the Society of Consulting Psychology, The International Coaching Federation and the ICF Foundation Society.Visit Dan's company websiteFollow Dan on Instagram

Lutfey is a Visiting Professor-in-Practice (IDEAS - "Ranked #1 university-affiliated think-tank 2020") at LSE, the London School of Economics and Political Science, where he also is aMember of Scientific Advisory Board at the LSE Systemic Risk Centre. At LSE he is also Co-investigator of the Inclusion Initiative, a Former member of the LSE Court of Governors & Investment Committee. He is also an Adjunct Professor at the National University of Singapore, where he also is part of the Advisory board of the Centre for Governance & Sustainability.  Furthermore, Lutfey is a Member of the Global Agenda Council or Global Future Council of the World Economic Forum. He is also a member of the Bretton Woods Committee and on several more boards.  Previously Lutfey was the Global Head of Emerging Markets (FX, Rates & Credit) and Founding Head of the Knowledge Network at UBS, where he also was a Sustainability Council & Opinion Leader. Before that, Lutfey was the Head of FX Distribution & Corporate Risk Advisory for Asia-Pacific at Barclays Capital and Head of FX Structuring at Deutsche Bank. In this episode we explore the realm of global risk management and then deep dive into a key ingredient in making financial firms more resilient: inclusion and diversity. Lutfey takes his impressive vita as a baseline to talk about the changing understanding of risk in the context of a global financial institution. We go into leadership and inclusion frameworks firms and leaders can apply to have a more stable setting for risk management. We talk about the short term cost and obstacles of inclusion and diversity, and why it's worth the initial trouble due to the sustained long term benefits. Lutfey gives advice on what to possibly anchor your career on in the next decade, how to prepare for a global leadership role, and other great tips for professional improvement. 

The UK's financial industry remains a 'Boys' Club,' despite years of pressure to hire more women and close the wage gap. That's according to disclosures by large institutions on the difference in compensation between male and female employees. The discrepancy is tied to the lack of women in senior management roles. And it's a problem that's getting worse in several companies. Grace Lordan is an associate professor in behavioral science at the London School of Economics. She's also the founding director of the Inclusion Initiative. She tells us why there's much more room for progress in the fight for pay equality. #InsuranceFirms #UKBanks #PayGap #Inequality

In this episode of the podcast, we catch up with Nicole Reyna (Class of 2022). Nicole is a Human Resources professional based in the Washington, DC area, and in this wide-ranging conversation we talk with her about her MBA journey and what led her to Darden. We also talk with her about her role on the Executive MBA Program's Diversity Committee and her new role at work leading her company's Diversity, Equity and Inclusion Initiative.

In this episode, Eric speaks with Kristin Sakoda; director of the Los Angeles County Department of Arts and Culture, where they discuss her journey in the arts; beginning as a child performer in Chicago, to professional dancer in New York with the Urban Bush Women dance company to performing in musicals on Broadway including the famed show Rent.. to original cast member of Mamma Mia! and later completing her studies in Law where she specialized in entertainment law. They discuss how she eventually transitioned into the public sector, where she was able to blend her passion for the arts and performance with public arts programs and making art more available to all. She sheds light on the mission and vision of LA County Department of Art and Culture and making access to art more equitable, with a focus on diversity and representation... using the power of art a as a vehicle to uplift and inspire communities, to learn about different cultures, to channel and overcome adversity and heal together.For more visit: www.ericsperspective.comGuest Bio: Kristin Sakoda is Director of the Los Angeles County Department of Arts and Culture, a local arts agency which fulfills a mission to advance arts, culture, and creativity throughout the largest county in the U.S. The Department of Arts and Culture provides grants and technical assistance to hundreds of nonprofit organizations; runs the largest arts internship program in the nation; coordinates countywide public-private arts education initiatives; increases access to creative career pathways; commissions civic artwork; supports free community programs; leads the LA County Cultural Equity and Inclusion Initiative; and advances cross-sector cultural strategies to address civic issues. Appointed by the Los Angeles County Board of Supervisors, Ms. Sakoda previously served as Executive Director of the Los Angeles County Arts Commission. Under her leadership, she led the organization during its historic transition into the County's first Department of Arts and Culture.Ms. Sakoda is an arts executive, attorney, and performing artist with more than 25 years in the field. She has appeared on national and international stages including with dance and social justice company Urban Bush Women and in musicals Rent and Mamma Mia! on Broadway. Prior to her work at the Department of Arts and Culture, she served in key leadership roles at the New York City Department of Cultural Affairs overseeing a portfolio of strategic, programmatic, policy, legislative, and funding programs with a $200 million annual budget, and was instrumental in advancing diversity and inclusion; public art; creative aging; cultural facilities; and affordable workspace for artists. She holds a J.D. from NYU School of Law with honors in Entertainment Law, and B.A. from Stanford University with a specialization in Race and Ethnicity and a secondary major in Feminist Studies. As of 2021, she is a Board member of Grantmakers in the Arts, the national association of public and private arts funders in the U.S. About Eric's Perspective: A podcast series on African American art with Eric Hanks. Eric Hanks — African American art specialist, owner of the renowned M. Hanks Gallery and commissioner on the Los Angeles County Arts Commission; offers his perspective on African American art through in-depth conversations with fellow art enthusiasts where they discuss the past, present & future of African American art.For more on Eric's Perspective, visit www.ericsperspective.comSUBSCRIBE: http://bit.ly/2vVJkDnConnect with us ONLINE: Website: https://bit.ly/2ZQ41x1Facebook: https://bit.ly/3jq5fXPInstagram: https://bit.ly/39jFZxGTwitter: https://bit.ly/2OMRx33

In this episode, Eric speaks with art and culture nonprofit consultant Charmaine Jefferson who talks about how her passion for the arts came about; from training in ballet and tap dancas a child and always having been surrounded by art — her uncle renowned artist John Riddle, her brother who is an artist and her aunt who had an artistic inclination. She talks about her days as a professional dancer, her experience as an African American and the challenges she faced during the “Black is Beautiful Era”, her education in Dance, followed by law school — which paved the way for her prolific career in Arts Administration and engaging with various institutions; museums, dance companies, performing houses, botanical gardens, science centers, including capital renovation, construction projects and board service, arranging charitable and public art programs… to eventually becoming the Executive Director of the California African American Museum. They  discuss her late uncle John Riddle and his iconic works, being related to Carter G. Woodson, the founder of Negro History Week and coming from a family of war protestors; that would engage in political debates and the importance of researching and documenting one's family tree. And her most recent venture her consulting firm Kélan Resources that enables her to consult with a variety of organizations; International Associations of Blacks and Dance, museums and historic houses around the country. For more visit: www.ericsperspective.comGuest Bio: Native Angelino; Charmaine is an arts and culture advocate and administrator. She serves nonprofits through Kélan Resources, her cause driven consulting firm dedicated to integrating art, history, culture, business and diversity into the DNA of education, community, philanthropy, and public and private collaborations. As an active volunteer, she recently completed 8 years as a gubernatorial appointee on the California Arts Council, and as a Director on the Board of Arts for LA. She continues to serve as a college trustee and academic committee chair for the California Institute of the Arts, as a mayoral appointee and vice chair of the City of Los Angeles' Cultural Affairs Commission, on the African American Advisory Council for PBS SoCal, on the Advisory Board of Children Mending Hearts and on the Advisory Committee for the Los Angeles County Cultural Affairs Commission's “Cultural Equity and Inclusion Initiative.” Charmaine received her B.A. in Dance from the University of California, Los Angeles; M.A. in Dance Education from New York University and J.D. from Georgetown University Law School. About Eric's Perspective: A podcast series on African American art with Eric Hanks. Eric Hanks — African American art specialist, owner of the renowned M. Hanks Gallery and commissioner on the Los Angeles County Arts Commission; offers his perspective on African American art through in-depth conversations with fellow art enthusiasts where they discuss the past, present & future of African American art.For more, visit www.ericsperspective.comSUBSCRIBE: http://bit.ly/2vVJkDnLISTEN ON: Apple Podcasts: https://apple.co/2B6wB3USpotify: https://spoti.fi/3j6QRmWGoogle Podcasts: https://bit.ly/3fNNgrYiHeartRadio: https://ihr.fm/2KtYGXv Pandora: https://pdora.co/38pFWAmConnect with us: Visit Eric's Perspective website: https://bit.ly/2ZQ41x1Facebook: https://bit.ly/3jq5fXPInstagram: https://bit.ly/39jFZxGTwitter: https://bit.ly/2OMRx33www.mhanksgallery.com

On today's show David chats with Darrell “Coach D” Andrews, a well known speaker and an organizational consultant on matters of diversity, equity and inclusion. Darrell recently spoke at our D&I focused event. This conversation will explore some of the elements of his 3M framework, his upcoming book and how he views some of the challenges DEI faces down the road. Watch Darrell's entire session titled "The Equity 3M Framework: Building a Successful Diversity, Equity and Inclusion Initiative from the Inside Out"! Connect with Darrell on LinkedIn!

Agencies have extensive instructions from the Biden administration on improving diversity, equity, inclusion and accessibility within the federal workforce. President Biden signed a new order late last week. It runs more than 5,000 words. The order has a little bit of everything. It addresses unpaid internships, pay in the federal government, training, opportunities, ex convicts and even agency literature and gender pronouns. Federal News Network's Nicole Ogrysko joined the Federal Drive to walk us through the new order.

Tuskegee University Professor Dr. Faye Hall JacksonDr. Faye Hall Jackson and Cary Broussard will answer questions about diversity, inclusion, equity, and equality.Dr. Jackson and Author Cary Broussard co-lead a course onDiversity & Inclusion in the 2021 Workplace. More info can be found at cinderellaceo.com/curriculum

In this episode, Craig Kramer explores Johnson & Johnson's history, strategy, and the incredible success the organization has had in addressing Mental Health as Diversity and Inclusion matter. Kramer serves as the Mental Health Ambassador and Chair, Global Campaign on Mental Health for Johnson & Johnson, the leading American multinational corporation founded in 1886.  Johnson and Johnson is consistently recognized the list of Best Companies For Diversity and Inclusion. Racial/ethnic, gender, and sexual minorities often suffer from poor mental health outcomes due to multiple factors including inaccessibility of high quality mental health care services, cultural stigma surrounding mental health care, discrimination, and overall lack of awareness about mental health. Mental health and diversity and inclusion (D&I) are closely connected. As employers deepen their focus on D&I and racial justice, they should ensure employees from diverse backgrounds have the mental health support they need, from employee resource groups to counseling services to mental health screening tools.It's impressive that in just a few short years Johnson and Johnson's Mental Health Diplomats Employee Resource Group (ERG) has membership growth of over 1000 employees in 32 countries and aligns to support a strategy to attract and retain diverse talent.        

On Episode #25 of Book Talk Today podcast we are joined by Dr Grace Lordan. Grace is the Founding Director of The Inclusion Initiative, Director of the MSc in Behavioural Science and an Associate Professor in Behavioural Science at London School of Economics and Political Science. Today we will be discussing her new book, 'Think Big: Take Small Steps and Build the Future You Want.' Timestamps 0:00 - Intro 1:47 - What is 'Behavioural Science'? 2:55 - System 1 vs. System 2 brain. 4:29 - What's the concept of 'Think Big'? 5:39 - The Intent-Action Gap 7:15 - The importance of having a medium to long-term view. 8:46 - Outcome vs. Identity level change. 11:16 - 'Growth' mindset vs. 'Fixed' mindset 12:39 - How do students view goal-setting? 14:01 - The impact of personal responsibility on a person. 16:58 - Grace's experiences. 19:20 - The importance of taking good advice. 21:48 - What's the best way that we can approach receiving critical feedback? 24:41 - What's the relationship between 'Think Big' and time-management? 29:53 - What's the importance of delayed gratification? 34:38 - The Pomodoro Technique 38:15 - Evaluate your life based on your own circumstances. 39:53 - Having a strong action bias. 51:15 - How does someone go about making a career change? 53:46 - Outro ~ Visit our website https://www.booktalktoday.com/

When we sort students into cooperative learning groups, we often attempt to create balanced groups that reflect the diversity of the students in our classes. In this episode Olga Stoddard joins us to discuss her recent research that suggests that this approach can be harmful for female students in classes in which a majority of the students are male. Olga is an Assistant Professor of Economics at Brigham Young University, a Research Fellow at IZA (the Institute of Labor Economics), and the Research Director at the Science of Diversity and Inclusion Initiative, and the Co-Director of the Gender and Civic Engagement lab at BYU. A transcript of this episode and show notes may be found at http://teaforteaching.com.  

(3:20) Tom addresses the Inclusion Initiative's Instagram snub (10:22) We look back on the 1 year anniversary of the pod with help from listener Jack (21:46) March Madness (38:56) MLB Opening Day Weekend AKA the Jays are a wagon (52:28) Crosby vs. Ovie (1:04:54) NHL Trade Deadline

Dr. Grace Lordan is the founding director of the Inclusion Initiative, director of the master’s in behavioral science, and an associate professor in behavioral science at the London School of Economics and political science. Grace’s research is focused on understanding why some individuals succeed in life and others don’t and she’s an expert on the effects of bias, discrimination, and technology and how these changes impact us. She’s also an expert advisor to the UK government sitting on their skills and productivity board and her academic writings have been published in top international journals and her new book Think Big: Take Small Steps and Build the Future You Want has just been released. In this week’s podcast, we explore how to set and reach the future goals that matter most to us, even in the face of limited time, limiting stories, and our tendencies to self-sabotage. Connect with Dr. Grace Lordan: https://www.lse.ac.uk/PBS/People/Dr-Grace-Lordan You’ll Learn: [03:00] - Grace explains why our future selves are often underachievers when it comes to the goals that we set. [05:13] - Grace offers some tips to help us think bigger when it comes to our five years goals. [07:31] - Grace explains why learning goals and not just performance goals hold the keys to our success [09:18] - Grace explains how we can reclaim the time – even in our very busy lives – to achieve the goals that matter most to our future selves. [13:35] - Grace shares how carrots and sticks can be used to help us prioritize time for achieving our goals. [16:17] - Grace cautions us on how our biases can cause us to self-sabotage when it comes to achieving our goals. [20:22] - Grace offers some advice for navigating the limitations other people’s stories, beliefs and biases might place on us when it comes to achieving our goals. [24:50] - Grace shares how we can fuel our resilience as we work towards achieving our goals. [31:15] - Grace completes the lightning round! Thanks for listening! MPPW Podcast on Facebook Think Big: Take Small Steps and Build the Future You Want by Grace Lordan Solve for Happy by Mo Gawdat https://howtoacademy.com/ Thanks so much for joining me again this week.  If you enjoyed this episode, please share it using the social media buttons you see at the bottom of this post. Please leave an honest review for the Making Positive Psychology Work Podcast on iTunes. Ratings and reviews are extremely helpful and greatly appreciated. They do matter in the rankings of the show, and I read each and every one of them.  And don’t forget to subscribe to the show on iTunes to get automatic updates. It’s free! You can also listen to all the episodes of Making Positive Psychology Work streamed directly to your smartphone or iPad through stitcher. No need for downloading or syncing. Until next time, take care!  Thank you, Grace!

Freddie Herbert talked to me about The Inclusion Initiative. The team is based at the London School of Economics and is working to create a valid evidence base for inclusive companies and the impact of that on the balance sheet.You can boost company productivity, avoid PR disasters, and build a thriving workplace that attracts the best talent by watching our webinar!

Founding Director of The Inclusion Initiative, Director of the MSc in Behavioural Science and an Associate Professor in Behvioural Science at London School of Economics and Political Science, Dr. Grace Lordan shares her views on diversity, cultivating a growth mindset and why people succeed. She is the author of the book ["Think Big"](https://www.amazon.co.uk/Think-Big-Small-Steps-Future/dp/0241420164), a book about giving tips to people who want to achieve their goals in life.

Founding Director of The Inclusion Initiative, Director of the MSc in Behavioural Science and an Associate Professor in Behvioural Science at London School of Economics and Political Science, Dr. Grace Lordan shares her views on diversity, cultivating a growth mindset and why people succeed. She is the author of the book ["Think Big"](https://www.amazon.co.uk/Think-Big-Small-Steps-Future/dp/0241420164), a book about giving tips to people who want to achieve their goals in life.

On February 16, the Race, Prosperity, and Inclusion Initiative at Brookings hosted a webinar on the economic dynamism in communities of color across the country. Speakers discussed dynamism-driven job creation in communities of color, how to prepare underrepresented workers for emerging job opportunities, and inclusive policies that strike a balance between entrepreneurial dynamism and recovery. https://www.brookings.edu/events/leveraging-the-power-of-economic-dynamism-in-americas-communities-of-color/ Subscribe to Brookings Events on iTunes, send feedback email to events@brookings.edu, and follow us and tweet us at @policypodcasts on Twitter. To learn more about upcoming events, visit our website. Brookings Events is part of the Brookings Podcast Network.

This episode features Nyah Doe and Chris Lucas. Nyah and Chris lead the Diversity & Inclusion initiative and organize dialogues, classes, and workshops. They create a safe space for important conversations to happen and lead a diverse team of leaders. Nyah is a sophomore in the Communication & the Arts cohort and Chris is a junior in the Business cohort.

Who do you turn to for support and access to opportunities? Who can help you with information about a new job, or educational choices, or health care and housing? This is your social network, your social capital, and it matters for your economic mobility in this society. On this episode, a discussion with a scholar who, along with teams of researchers, has analyzed how social networks in four American cities impact social mobility, and what that research says in particular about social networks by race, gender, and income. Camille Busette is a senior fellow and director of the Race, Prosperity, and Inclusion Initiative at Brookings. Also on this episode, Joseph Parilla, a fellow in the Metropolitan Policy Program, on what he calls America’s wage problem. The prevalence of low wage work, he says, puts families under financial strain. Listen to find out what can be done to lift struggling families into self sufficiency.  Subscribe to Brookings podcasts here or on iTunes, send feedback email to BCP@Brookings.edu, and follow us and tweet us at @policypodcasts on Twitter. The Brookings Cafeteria is part of the Brookings Podcast Network.

Special Guest - Joel HowellJoel Howell, MBA, "Living Life Full on Purpose", brings 20+ years of industry experience along with 15 years working for PWC.  Joel brings a level of creativity, innovation, and style to everyone that crosses his path.  He has an array of talent and expertise in HR leadership, employee engagement, talent development, diversity & inclusion (local/global), coaching for high performance, motivational speaking, and advanced facilitation.  His goal in life is to live full on purpose and to pass that energy on to everyone that he comes in contact with.  Today Joel will introduce our new series on my podcast around Inclusion and Diversity in the workplace.  Joel brings a tremendous track record of excellence in this area and will add significant value in laying the foundation for our new ongoing Highlights from Today's PodcastDifference between Inclusion and Diversity Initiatives (NOT Programs)You can't separate Diversity and Inclusion - you must have both.How can you drive a successful Diversity and Inclusion Initiative when you have all white males at the top of your organizationGetting executives engagedStarting an inclusion or diversity programFocus groups and people being comfortable to speakGovernment views on diversity and inclusion and how it effects our abilities to drive these programsWhat has PWC done right?Are these Initiatives keeping stereotypes and discrimination alive?Mentors in the workplace helping drive inclusionJust because someone looks a certain way doesn't mean they identify a certain wayAre the EEO Questionnaire's people fill out - outdated?Generational gaps holding us back.Special Guest - Joel Howellhttps://www.linkedin.com/in/joel-howell-phr-5a55414/GLINTER SOCIAL MEDIA AND CONTACT INFOmichael@michaelglinter.com (Email)https://www.michaelglinter.com/podcast-1 (Podcast)http://www.linkedin.com/in/michaelglinter2 (Linked In)#MichaelAGlinter (Twitter)http://www.facebook.com/michael.glinter (Facebook)https://www.youtube.com/c/MichaelGlinter (YouTube)www.michaelglinter.com (Website)

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On January 12, the Race, Prosperity and Inclusion Initiative at Brookings hosted a webinar to present the findings of the paper and to examine the role of social networks in economic mobility and equity in San Francisco, Racine, and Washington, DC. Panelists explored the dynamics of social connections and policy solutions that can address equity goals. https://www.brookings.edu/events/how-we-rise-how-social-networks-impact-economic-mobility-in-racine-san-francisco-and-washington-d-c/ Subscribe to Brookings Events on iTunes, send feedback email to events@brookings.edu, and follow us and tweet us at @policypodcasts on Twitter. To learn more about upcoming events, visit our website. Brookings Events is part of the Brookings Podcast Network.

This week we welcome Brock Badgers alum, Adam Cooke, to the pod as a guest. Off the top we get an impromptu podcast performance review from Adam, give a status update on Tom's NFL Sunday parlay and roast Cameron for some of his betting groupchat etiquette. We then get into an all-2000's draft where we select actors, athletes, musicians, movies and tv shows that encapsulate the 2000's Link to blog: https://benchlifesports.com/ Link to The Inclusion Initiative: https://theinclusion-initiative.square.site/

In an effort to reclaim and refocus the day on November 19, the Future of the Middle Class Initiative and the Race, Prosperity, and Inclusion Initiative at Brookings will host an event to highlight the evidence for the very specific disadvantages faced by Black boys and men. https://www.brookings.edu/events/breaking-the-cycle-overcoming-challenges-faced-by-black-boys-and-men/ Subscribe to Brookings Events on iTunes, send feedback email to events@brookings.edu, and follow us and tweet us at @policypodcasts on Twitter. To learn more about upcoming events, visit our website. Brookings Events is part of the Brookings Podcast Network.

Improving economic mobility in Charlotte has been top of mind for business and civic leaders lately. A 2014 Harvard study called attention to the region’s low ranking in respect to helping low-income kids move up the income ladder. New research from the Brookings Institution dives deeper into how social networks in Charlotte affect access to economic opportunity. Camille Busette, Brookings Senior Fellow, Director of the Race, Prosperity and Inclusion Initiative, and author of the report “How We Rise: How Social Networks in Charlotte Impact Economic Mobility,” discussed the report and its implications with Alliance SVP of Economic Research Chuck McShane.

  On October 16, the Race, Prosperity and Inclusion Initiative at Brookings hosted a webinar to present the findings of the paper and to examine the role of social networks in economic mobility and equity in Charlotte. Panelists discussed the dynamics of social connections and policy solutions that can address equity goals. https://www.brookings.edu/events/how-we-rise-how-social-networks-in-charlotte-impact-economic-mobility/ Subscribe to Brookings Events on iTunes, send feedback email to events@brookings.edu, and follow us and tweet us at @policypodcasts on Twitter. To learn more about upcoming events, visit our website. Brookings Events is part of the Brookings Podcast Network.

This week we talk about the Diversity & Inclusion Initiative at the Minnesota National Guard, meet with the Claims & Outreach Director at the Minnesota Department of Veterans Affairs and get a update from the Minnesota Association of County Veterans … Continue reading → The post Diversity & Inclusion at the MNNG and Claims & Outreach at MDVA appeared first on Minnesota Military Radio.

In episode 125, host Sarah Avampato walks you through all of the important dates in the return to play scenario, which still may or may not happen given that there is, you know, a pandemic. The Kings might not be playing, but we still have the draft to look forward to, with some future draft picks being conditioned on playoff results this year. Plus, the Kings announced their participation in The ALLIANCE: Los Angeles, as well as the creation of The LA Kings Inclusion Initiative, spearheaded by AHL Scout and Growth and Inclusion Specialist Blake Bolden. We take a look at the initiatives and how the Kings are going to be giving back to their community.Support Us By Supporting Our Sponsors! Rock AutoAmazing selection. Reliably low prices. All the parts your car will ever need. Visit RockAuto.com and tell them Locked On sent you.  Learn more about your ad choices. Visit podcastchoices.com/adchoices

In episode 125, host Sarah Avampato walks you through all of the important dates in the return to play scenario, which still may or may not happen given that there is, you know, a pandemic. The Kings might not be playing, but we still have the draft to look forward to, with some future draft picks being conditioned on playoff results this year. Plus, the Kings announced their participation in The ALLIANCE: Los Angeles, as well as the creation of The LA Kings Inclusion Initiative, spearheaded by AHL Scout and Growth and Inclusion Specialist Blake Bolden. We take a look at the initiatives and how the Kings are going to be giving back to their community. Support Us By Supporting Our Sponsors!  Rock Auto Amazing selection. Reliably low prices. All the parts your car will ever need. Visit RockAuto.com and tell them Locked On sent you.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Season 1 has ended, and Season 2 is coming!   We  celebrate some of the hottest episodes of the last season  Special Guest - Joel Howell  Joel Howell, MBA, "Living Life Full on Purpose," brings 20+ years of industry experience along with 15 years of working for PWC.  Joel brings a level of creativity, innovation, and style to everyone that crosses his path.  He has an array of talent and expertise in HR leadership, employee engagement, talent development, diversity & inclusion (local/global), coaching for high performance, motivational speaking, and advanced facilitation.  His goal in life is to live a full-on purpose and to pass that energy on to everyone that he comes in contact with.  Today Joel will introduce our new series on my podcast around Inclusion and Diversity in the workplace.  Joel brings a tremendous track record of excellence in this area and will add significant value in laying the foundation for our new ongoing   Highlights from Today's PodcastDifference between Inclusion and Diversity Initiatives (NOT Programs)You can't separate Diversity and Inclusion - you must have both.How can you drive a successful Diversity and Inclusion Initiative when you have all white males at the top of your organizationGetting executives engagedStarting an inclusion or diversity programFocus groups and people being comfortable to speakGovernment views on diversity and inclusion and how it affects our abilities to drive these programsWhat has PWC done, right?Are these Initiatives keeping stereotypes and discrimination alive?Mentors in the workplace helping drive inclusionJust because someone looks a certain way doesn't mean they identify a certain wayAre the EEO Questionnaire's people fill out - outdated?Generational gaps are holding us back. Special Guest - Joel Howell https://www.linkedin.com/in/joel-howell-phr-5a55414/  GLINTER SOCIAL MEDIA AND CONTACT INFO michael@michaelglinter.com (Email) https://www.michaelglinter.com/podcast-1 (Podcast) http://www.linkedin.com/in/michaelglinter2 (Linked In) #MichaelAGlinter (Twitter) http://www.facebook.com/michael.glinter (Facebook) https://www.youtube.com/c/MichaelGlinter (YouTube) www.michaelglinter.com (Website) 

I haven't done the best job in diversify this show and wanted to change that moving forward.  I'm starting with only hosting women of color on the podcast this month and having various discussions around racial injustice and how we can show up as allies.  Today my guest is Tanorria Askew of Tanorria's Table.  We chat about how food brings people together and she is kind enough to share many free resources and her knowledge with us as a Diversity & Inclusion educator on the actions we can be taking right now to be anti-racist.  Also, she just makes me smile--I loved this conversation so much! Tanorria is a passionate home cook turned Chef.  She is the proud owner of Tanorria's Table where she works as a personal chef and tv personality. Tanorria has a keen sense of flavor and prides herself in making everything she cooks memorable.  With her cooking roots originating from Tennessee, Tanorria has fun putting a modern spin on American Comfort Food. A 2016 contestant on MasterChef hosted by Gordon Ramsay, Tanorria walked away as the 4th best home cook in America.  Tanorria was the champion and practitioner for Teachers Credit Union's Diversity and Inclusion Initiative, leading the charge in winning the Indianapolis Mayor's Celebration of Diversity Award.  She blended her passion for cooking and her passion for D&I to create Unity Tables.  A safe space for women of different races, cultures and backgrounds to sit around a dinner table and share their heart as a way to create unity.  Since leaving TCU, Tanorria's has had the privilege of speaking to audiences as a Keynote speaker, Emcee, and Panelist about her significant career shift, diversity and inclusion, social justice, and the courage it takes to chase dreams. *** Tanorria's FREE Anti-Racism Resources Tickets for The Conversation Might Get Awkward  *** Don't forget to use the code "emilynichols22" at Nutpods for 15% for your first order!  It's my fav coffee creamer (dairy free, gluten free and Whole30 approved!) *** -Want to start creating your own Self Care Routine? Checkout my SELF CARE FREEBIE! -Ready to start your Self Care journey and stop feeling so BLAH?!?!  I get it...that's how I used to feel until I crafted my own Self Care routine.   Head over to my website to learn more and connect with me so you can get started with my proven 3 tier Self Care system to help you feel your best.  (you can also listen back to episode 31 to learn why I'm now offering this!) -Interested in Whole30?  Check out how to sign up for one-on-one coaching with me HERE! Please subscribe, rate and review The Self Care Isn't Selfish podcast so others can connect with our content too!  Thank you so much for the love! Sign up for Emily's newsletter to receive even more Self Care inspo & exclusive content (promise not to spam) Connect with Emily:@emilynichols22 @selfcareisntselfishpodcast www.emily-nichols.com

Covid-19 and its economic effects are not going away anytime soon. They will reconfigure our system, ranging from geopolitical relations to the power of national governments, from company accounts to working patterns. Karina Robinson analyses the new paradigm and figures out what this means for the City and Boards Of Directors. Speaker: Karina Robinson is the CEO of Robinson Hambro Ltd, a CEO/Chairman Advisory and Board headhunting boutique set up with co-founder Rupert Hambro nine years ago. Karina is a Governor of the London School of Economics (LSE) and a member of the Finance Committee at a time of profound change for the university sector. In 2020 she became Co-Founder of The Inclusion Initiative, a new institute at the LSE that uses behavioural science to improve D&I outcomes, and which is partnering with City firms. She is Master of the Worshipful Company of International Bankers (WCIB), an influential City livery company. She helped transform the Lord Mayor's Appeal by, most notably, setting up and chairing the Advisory Board to the Lord Mayor's Appeal, which includes the CEOs and Chairs of major City firms. She also writes Karina's Column on a wide array of subjects, from mental health to geopolitics to future trends. She is a frequent speaker, interviewer and panellist. Communication is her forte. Prior to Robinson Hambro, she had a successful 30- year career as a senior journalist covering international finance and politics. She was Senior Editor of The Banker, the FT's banking magazine, the International Herald Tribune's Banking Columnist, and Political & Economic Correspondent at Bloomberg, among other roles. Karina began her career at merchant bank Morgan Grenfell as the Spanish Equity Analyst. She was educated in Madrid, at the Hotchkiss School in the US and at the London School of Economics where she studied economics and international relations. She is fluent in four languages. Interested in watching our webinars live, or taking part in the production of our research? Join our community at: https://bit.ly/3sXPpb5

In this episode, host Julia Streets is joined by Professor Grace Lordan, Associate Professor in Behavioural Science at the London School of Economics and Richard Nesbitt, Adjunct Professor of the Rotman School of Management, University of Toronto and a Visiting Professor at the London School of Economics. They discuss how financial services is evolving through the use of technology, how emerging talent can build resilience in the working environment, the importance of inclusion at key stages of education, building inclusion into the policy and culture of the workplace, and navigating through toxic cultures. At the launch of the Inclusion Initiative, the report highlights academic research and how inclusion and business outcomes can drive change. This episode was recorded at the London School of Economics before the UK COVID-19 Lockdown.

The Smart Start Now Podcast was honored to interview Earsa Jackson. Earsa is the Chair for Clark Hill Strasburger's Franchise & Distribution team, and the Chair of the law firm's Diversity Committee. Earsa has written and spoken extensively on franchise industry matters, and is a former Director of the Litigation and Dispute Resolution Division for the American Bar Association Forum on Franchising. Earsa is a Certified Franchise Executive and also Chair of the International Franchise Association Diversity Institute. Tune in, listen, and learn strategies for becoming a franchisor! Earsa provides details about the International Franchising Association (IFA)'s Diversity & Inclusion Initiative, and a high-level overview of how to take advantage of the real estate development projects in Opportunity Zones.

In episode 22 of the Build Better podcast, Anastasia welcomes Alicia Washington, director of marketing at HRP Associates, and president-elect of the Society for Marketing Professionals Connecticut chapter (SMPS CT). Alicia talks about SMPS CT’s new Diversity and Inclusion Initiative and shares her own journey as a person of color in the AEC industry. She also shares how leaders can have those often difficult conversations about diversity and inclusion that promote real change within our industry.

On October 25, Governance Studies, the Race, Prosperity, and Inclusion Initiative, and the Center for Technology Innovation at Brookings hosted an event that focused more acutely on police officers and their daily experiences. Subscribe to Brookings Events on iTunes, send feedback email to events@brookings.edu, and follow us and tweet us at @policypodcasts on Twitter. To learn more about upcoming events, visit our website. Brookings Events is part of the Brookings Podcast Network.

SGA President Sina Tupouniua has the scoop on SNHU's new Diversity and Inclusion Initiative, Rosa and Jaime talk to Jay Tifone about NH's new bill to legalize marijuana, and Eli talks to Jon "JB" Boroshok, Josh "Professor Play-DOH" Harwood, and Steve Boucher about their perspective on attendance policy.Let us know what you want to see next at penmenpress@snhu.edu, and check us out at PenmenPress.com.

Naperville Community Unit School District 203 Superintendent Dan Bridges hosts conversations around diversity and inclusion on the latest episode of School Scene. Dr. Rakeda Leaks joined Naperville 203 for the 2018-19 school year as the Executive Director of Diversity and Inclusion. Dr. Leaks discusses her background in education and human resources, as well her goals for this newly created position in the District. Bridges also talks with three District 203 staff members (Stephanie Aspan, Rob Hunt and Jacquelyn Fabian) about District 203 Equity Courses, and the role these courses play in supporting the District’s Diversity and Inclusion Initiative.

Welcome to the first episode of Chats on the Road to RSAC 2019 — with guest Karen Worstell, CEO of W Risk Group! This year, RSA Conference has unveiled their new Diversity and Inclusion Initiative (for example, one of the initiatives is the elimination of all-male panels (or “manels,” as I like to call them) on the keynote stages. Kicking off the event week is “Solving Our Cybersecurity Talent Shortage,” an inaugural seminar from creators Karen Worstell, CEO of W Risk Group and founder of MOJO Maker for Women in Tech, and Elaine Marino, CEO of Equili and founder of LadyCoders. This half-day event is focused on solving the cybersecurity talent shortage – and it’s not going to take place in some back room of a Starbucks ten blocks away – it’s going to be at: Moscone Center on Monday, March 4, from 8am to 12 noon. I and my colleagues Marco Ciappelli and Sean Martin had a wonderful conversation with Karen who will tell you all about this exciting new event – who’s involved, what to expect before and during the event, and what she and Elaine are trying to achieve – in this seminar and in the industry. This event is for anyone who is interested in hearing actual success stories from these major brands (United Airlines, Intel, Docusign, SalesForce, Cobalt) and especially for the decision-makers in any company. Be sure to register for this half-day seminar early, as it is going to fill up fast, and make sure you stay for the whole event as you will have the opportunity to speak to the panelists between sessions for networking/information exchange! For more information about this event please visit: https://www.itspmagazine.com/BetterTogetherSeminarRSAConference2019SanFrancisco https://www.itspmagazine.com/itsp-chronicles/chats-on-the-road-to-rsac-2019-better-together-solving-the-cybersecurity-talent-shortage-at-rsa-conference-2019 All of our RSA Conference coverage, including these chats on the road, is made possible by the generosity of our sponsors. We’d like to thank Wdgescan, Bugcrowd, and STEALTHbits for their support and would encourage you to have a look at their directory listing on ITSPmagazine to see how they can help you with your risk, security, and compliance programs. Edgescan: https://www.itspmagazine.com/company-directory/edgescan Bugcrowd: https://www.itspmagazine.com/company-directory/bugcrowd STEALTHbits: https://www.itspmagazine.com/company-directory/stealthbits For more Chats on the Road to RSA Conference 2019, please visit: https://www.itspmagazine.com/itsp-chronicles/chats-on-the-road-to-rsa-conference-2019-san-francisco

  In this episode, Sara talks with Tanorria Askew about her journey from being a 15-year credit union professional to becoming a personal chef. Thanks to insistence from her friends that she audition for "MasterChef" with Gordon Ramsay, Tanorria took 4th place on season 7 in 2016—an experience that changed her life. Upon returning from the show, she'd mentally moved on from the credit union and requests for dinner parties featuring her famous shrimp and grits began to pile up. That's when she finally owned her title as "personal chef" and fully stepped into her business, Tanorria's Table. Now, in addition to doing dinner parties, she cooks for paleo clients, makes freezer meals and seasonal goodies, and even creates and serves meals at homeless camps in her hometown of Indianapolis, Indiana.   Sara and Tanorria discuss: Tanorria's work history Tanorria's interview on the Women's Work podcast Studying elementary education at university (among other things) Working at Teachers Credit Union during college, starting out as a summer job Feeling like she was doing her "dream job" Getting promoted, again and again Staying with the credit union for 15 years Realizing she didn't want to work there for the rest of her life Growing up with a strong sense of community and hospitality Friends telling her she should cook for a living Her thoughts getting in the way Her friends pushing her Seeing she had no more room for growth at the credit union Her dad gifting her money to get Tanorria's Table off the ground Starting out as a part-time side hustle Watching her friends successfully follow their unconventional passions and dreams Her loved ones pushing her to audition for "MasterChef" Feeling confident at the audition Knowing deep inside her that this was going to change her life Making it onto the show and flying to California Cooking her grandmother's shrimp and grits Gordon Ramsay saying it was the best shrimp and grits in the "MasterChef" Kitchen Being "in it to win it" The moment she realized she was put on this earth to feed people Struggling to go back to work at the credit union after her life-changing experience Knowing in her heart she was done there Leaving her job right before her season of "MasterChef" premiered Her dreams becoming a reality The importance of surrounding yourself with the right people Her original transition plan into working full time for Tanorria's Table How reality compared to her vision Finally owning the fact that she was a "personal chef" The intensity of self-employment (but how much she loves it!) Helping people create delicious memories Cooking for paleo clients, creating freezer meals and making seasonal pies Serving on the board for Dotted Line Divas Leading the hospitality team at her church Cooking for, serving and connecting with residents of homeless camps in Indianapolis through volunteering with Food 4 Souls Leading "Unity Tables" to connect women across differences, including race Sara's experience with "Dialogue Dinners" hosted by Kids4Peace Seattle The reality of Tanorria's ongoing fears (e.g. self-employment, client satisfaction, fame) Focusing on her faith, her tribe and her family The importance of hope People questioning Tanorria's decision to become a full-time, self-employed personal chef Choosing to follow her own dreams and timing Tanorria having a segment on the local, Indianapolis news ever other week Working at Camp MasterChef How doing her passion for work has impacted her experience of cooking The one piece of advice she'd had given herself at the beginning of her career change journey The difference between "catering" and being a personal chef ...and more!   Tanorria's full bio: Tanorria Askew of Tanorria’s Table is a passionate home cook turned chef. Her culinary credentials are simple. She comes from the “Culinary Institute of Her Parents & Grandparents." Tanorria spent 15 years at Teachers Credit Union before leaving to follow her culinary dreams. During that time, she worked her way through the ranks from Sales Representative, Member Service Representative, Assistant Manager and Training and Organizational Development Specialist. Tanorria was also the champion and practitioner for Teachers Credit Union’s Diversity and Inclusion Initiative. A 2016 contestant on "MasterChef" hosted by Gordon Ramsay, Tanorria walked away as the 4th best home cook in America. Auditioning with 21,000 other hopefuls, Tanorria won over producers, judges and America with her southern culinary roots and sassy personality. Gordon Ramsay donned her shrimp and grits as the best shrimp and grits he’s had in the "MasterChef" kitchen! Above all, Tanorria encourages everyone to love deeply, laugh often, and eat really well.   Connect with Tanorria: Web: www.tanorriastable.com Facebook: www.facebook.com/tanorriastable  Instagram: www.instagram.com/tanorriastable  Twitter: www.twitter.com/tanorriastable 

In this episode, Camille Busette, senior fellow and director of the Race, Prosperity and Inclusion Initiative at Brookings, and Richard Reeves, senior fellow and co-director of the Center on Children and Families at Brookings, discuss the changing racial demographics of the U.S. middle class, political and cultural assumptions about the middle class, and what effect the increasing racial pluralism of the middle class may have on economic policy.   With thanks to audio producer Gaston Reboredo, Chris McKenna, Brennan Hoban, and Fred Dews for additional support.  Intersections is part of the Brookings Podcast Network. Send feedback email to intersections@brookings.edu, and follow us and tweet us at @policypodcasts on Twitter.

Darrell West, vice president and director of Governance Studies, and Camille Busette, senior fellow and director of the Race, Prosperity, and Inclusion Initiative, discussed the findings of the latest Brookings Financial and Digital Inclusion Project report, which measures how well individuals and families can access quality, affordable financial services in 26 countries around the world.  Full show notes available here: http://brook.gs/2j3WUhb  Intersections is part of the Brookings Podcast Network

This episode is all about our relationship with the AIGA and more general feelings about design community and discourse. Annie, Matt, and Andy are joined by new contributor Nicole Killian to discuss our relationship with the AIGA and centralized representation of our industry. Why do so many of us feel distanced from our de facto professional organization? Links AIGA 2016 Design Census The AIGA AIGA Member Benefits MCAD (Minneapolis College of Art and Design) Walker Insights Design Lecture Series AIGA Annual Punk Rock SCAD Union (Matt’s Rogue Design Club) Make Trump’s branding great again: in-house experts talk campaign design AIGA Diversity and Inclusion Initiative How do you do, fellow kids? Design Observer Art Director’s Club Type Director’s Club RGD (The Association of Registered Graphic Designers) Justified: AIGA Annual Design Competition AIGA: Unjustified by Paula Scher 50 Books | 50 Covers competition David Rudnick’s Tweet and Explanation Design Thinking Very Busy Andy 4 Corners Project is One Designer’s Solution to Help Syrian Refugees Resist Logo SpaceX makes aerospace history with successful launch and landing of a used rocket

Carlos Estrada (AIGA West Michigan Diversity+Inclusion Director | Design Consultant at Herman Miller) and Cathy Solarana (AIGA Nebraska Director of Diversity & Inclusion | Owner of Wheelhouse Collective) stop by to talk about diversity in design, AIGA’s Diversity & Inclusion Initiative, and more. Cody Fenske once[…]↓ Read the rest of this entry... The post Carlos Estrada & Cathy Solarana: The Reflex Blue Show #168 appeared first on 36 Point.

GROWMARK Manager, System Young Producer Program, Heather Thompson joins the podcast to discuss a new GROWMARK initiative that promotes and enhances inclusion in the workplace. You can listen to a new GROWMARK podcast the first and third Wednesday or each month.

Podcast summary In the inaugural episode of Diversonomics, co-hosts Roberto Aburto and Sarah Willis introduce listeners to the podcast and discuss their experiences with diversity and inclusion in the legal industry. They also outline some of the obstacles the profession faces with respect to adopting new strategies and overhauling old practices.  Episode tip "Diversity is the one true thing we all have in common." — Sarah Willis, Co-host of Diversonomics and an associate at Gowling WLG Resources mentioned in this episode About Gowling WLG About the combination between Gowlings and Wragge Lawrence Graham Gowling WLG's diversity and inclusion initative Episode guests Roberto Aburto Roberto Aburto is an associate in Gowling WLG's Ottawa office, practising in municipal law and civil litigation, with a focus on real estate disputes, land use planning law and commercial litigation. He is also an active member in the swimming and lifesaving community, serving on the board of directors for the Lifesaving Society (Ontario Branch) as the corporate secretary/legal adviser, and on the Lifesaving Society (National Branch) National Team Selection Committee for Lifesaving Sport. He is also co-chair of Gowling WLG's Diversity and Inclusion Council and is committed to promoting these principles. To learn more about Roberto, visit his bio or connect with him on Twitter or LinkedIn. Sarah Willis Sarah Willis is an associate in Gowling WLG's Ottawa office, practising in the areas of commercial and civil litigation, and medical defence law. Sarah also has ecommercial and civil litigation experience in a variety of areas, including contractual and construction law disputes, tort actions, and small claims court claims. While in law school, Sarah was an oralist in the 2013 Willms and Shier Environmental Law Moot competition, sat as an executive on the Women and Law Association, and was the vice-president of the class of 2013 council in her final year. To learn more about Sarah, visit her bio or connect with her on LinkedIn.

Antoinette Carroll is the CEO of Creative Reaction Labs, a non-profit based out of St. Louis, dedicated to using design for social innovation and to improve the human experience. She is also the president of AIGA St Louis, she created and serves as chair of the Diversity and Inclusion Initiative at the local level, and at the national level, she is the Chair of AIGA’s Diversity and Inclusion Task Force.

Barbara Lewis guest hosts our show on the new Citizens Energy Disability Inclusion Initiative. Barb is joined in-studio by Tamiko Kendrick, Disability and Inclusion Manager at Citizens Energy Group, and Kathy Bernhardt, Director of Tangram Business Resourcing. Citizens has created a new initiative for the utility in partnership with Tangram, an organization that creates customized business solutions to integrate workers with disabilities.

Aishwarya is the Director of the Global Financial Inclusion Initiative at Yale University. The Global Financial Inclusion Initiative focuses on the design and delivery of effective financial services for the poor. It tests and replicates different policies and approaches to help the poor manage and grow their money and to ensure that the financial services available are affordable, efficient, and...

MC Means Move the Crowd: Topper Carew has won more than 40 film and television awards, and eight Gold Medals for graphic design. He founded an independent production company, Rainbow Television Workshop, which produced content for PBS, HBO, Showtime, Nickelodeon and The Disney Channel. His prime time television series, Martin, enjoys the rarified distinction of ongoing off network syndication. Carew is the director of an Innovation and Inclusion Initiative at the Media Lab where he is working on the collaborative design, creation and launch of iCenters at a select group of the Historically Black Colleges and Universities. Carew has Bachelor of Architecture and Master of Environmental Design degrees from Yale University and a Doctor of Communications from the Union Graduate School/Institute for Policy Studies.

Founding Director of The Inclusion Initiative, Associate Professor in Behvioural Science at LSE, Dr. Grace Lordan shares her views on diversity, cultivating a growth mindset and why people succeed. She is the author of [“Think Big”](https://www.amazon.co.uk/Think-Big-Small-Steps-Future/dp/0241420164), a book about giving tips to people who want to achieve their goals in life. Graham and Grace start the podcast by talking about issues on diversity and taking risks in career advancement. > If you have skills, talents, and ability, even if they don't match the role that you're actually going for, a risk loving person is much more likely to get it because they'll be putting their hat in the ring much more often. Grace then discusses why diverse thinking is not confined to race or gender alone. > Diversity is really only a pulse point for diversity of thinking. So, all the evidence that we have that says diversity is good from business comes from diverse thinking, and having people who have these different perspectives. Describing the book, Think Big, Grace breaks it down into how thinking big and acting small can help with achieving life goals. > It's about kind of reframing how we think about big achievements, and demonstrating through behavioral science that it's possible to have big achievements... if you're a bit more patient with yourself and you commit to very, very small changes every week. Graham also asked about time auditing and how important it is to make time for other people and things in your life. Grace comes up with a great tip for those struggling in this area. > If you're somebody who says to yourself routinely, “I don't have time to commit to small steps for my future.”, take a week and write everything that you actually did in the week and then look back and see whether things were actually productive, and what things you can actually cut out. Grace shares her battle with procrastination. > With procrastination, just because you're aware of it doesn't mean that you will actually ever do anything about it. And not even that you'll ever do anything about it, but it doesn't mean that you'll actually overcome it. Graham and Grace end the conversation by listing down valuable skills one can learn for the future. > Definitely more tech and digital. But I really like soft skills. And the other reason why I like them is because actually, they've been shown to be malleable across our lifetime. So, whereas it's harder to teach people as they get older digital skills, it's very easy to teach them and to get them to improve on things like creativity, adaptability, and, curiosity. Graham Allcott is the founder of time management training company [Think Productive](www.thinkproductive.com). This podcast is produced by [Riz Paredes](https://www.linkedin.com/in/rizelleparedes04/) and is hosted by [Podiant](podiant.co).