Podcasts about inclusion manager

Send us a textEach year, Rivo & Rich release a special podcast to promote and highlight Mental Health  Awareness Week and this year it takes place from 12th to 18th May, with the theme of “Community”.This year Rich caught up with Callum Salhotra (BBFA Community & Inclusion Manager) & Dan Rook (Disability & Male Rec Lead) to discuss in more detail this years theme of Community.  They discuss the importance of that sense of belonging, how football and sport plays a big role in people's life and upcoming BBFA projects to support Mental Health and Wellbeing.To find out more about Mental Heath Awareness Week visit the Mental Health Foundation page.  To contact Callum or Dan about upcoming projects, please email:callum.salhotra@berks-bucksfa.com  dan.rook@berks-bucksfa.com  Music by Darren Fellerdale.

How allyship is always a verb and allies do more with effective accountability with Teagan Robinson-Bell Today we have a returning guest on the show because she's just brilliant and I could talk to her all day about DEI, gender equity and inclusive cultures because it's her speciality! Teagan Robinson Bell has been Anchor's Diversity and Inclusion Manager since 2021 and has been with the housing association for nearly 6 years. She has led Anchor's inclusion agenda that supports colleagues with their career goals and personal development whilst being their authentic selves and supports residents to live lives that allow them to thrive in later life. Her ethos is that everyone's voice should be heard and that cognitive diversity allows organisations to provide great places to work and provides the best outcomes for customers. On the show today we are focusing on the importance of male allyship - the actual behaviour and difference that men can make in the workplace and beyond.  We chat about the things that can stop them doing more such as power imbalances in the workplace or this lack of self awareness about the privileges they hold. But ultimately if we can't focus on it being a moral obligation to challenge bias and discrimination - which we all hope would be the standard set, we can still link this to money and impacting the bottom line from a commercial point of view.  Listen in as Teagan shares some great advice and tips on how to deal with banter and how we can make sure that there is accountability for all allies especially those in more leadership positions. Let us know what you think and what you will be doing about it! Connect with Teagan Book Reccomendations:   https://thefixpodcast.org/episodes/laura-bates-everyday-sexism-project/ | Laura Bates on her Everyday Sexism Project Invisible Women: Exposing Data Bias in a World Designed for Men | book by Caroline Criado Perez Women Don't Owe You Pretty | book by Florence Given We Should All Be Feminists | book by Chimamanda Ngozi Adichie ---------- Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility and build more allies.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ LinkedIn: Business Page https://www.linkedin.com/company/no-more-hiding/ Instagram: https://www.instagram.com/nomorehidingco Blue Sky: https://bsky.app/profile/gemmastow.bsky.social

In this episode, Adam and Isaac are joined by FA Refereeing's Equality, Diversity & Inclusion Manager, Raj Randhawa. Raj discusses how his love of football came about, why he supports Arsenal, and his roles in football in the North East of England. In this special episode, Adam takes on Raj in a quiz on Liverpool vs Arsenal, written by our very own Isaac Blakey.  Raj also shares the work he has done with the FA to promote equality in refereeing and his plans in this area.For more information about grassroots football refereeing in Berks & Bucks, please visit www.berks-bucksfa.com/referees Music by Darren Fellerdale.Thank you for listening! Follow @berksandbucksfa on all major social media platforms for more grassroots football content!

Today on the Building Better Basketball podcast, we're thrilled to be joined by someone who's been instrumental in shaping a more inclusive and equitable future for basketball—Dominique Holland. Dominique is the Diversity, Equity & Inclusion Manager at Basketball Australia, where she's leading the charge in creating a sport that welcomes everyone, no matter their background, ability, or identity. Her work focuses on ensuring that basketball reflects the rich diversity of our community while fostering a culture of respect, understanding, and belonging. In today's episode, we'll dive into Dominique's journey, the challenges and opportunities of embedding inclusivity in sports, and some of the incredible programs she's been involved with. We'll also discuss how coaches, players, and administrators can play a role in making basketball more accessible for all.   https://www.australia.basketball/news/4197745/hoops-for-all-basketball-australia-launches-new-workshops-and-online-education-for-inclusive-basketball

Firstly, Happy Christmas to all of our listeners! A huge thank you for listening in this year, and hearing some of the fantastic insights and advice we were lucky enough to get from some amazing guests yet again this year. So as a thanks, and as a summary of some of the brilliant conversations we've had this year, we're finishing 2024 with a two-part, selection box series, containing some of the highlights from the year gone by. And what a year it's been. This week, Eoin is kicking off with his personal highlights from this year, as we showcase clips from some truly inspiring discussions about the great work being done out there in the HR community.    In this episode, we include clips from our chats with... Matt Elliott, Chief People Officer at Bank of Ireland  Samuel Riggs, Equality, Diversity & Inclusion Manager at Iarnród Éireann Irish Rail Siobhan McKenna, formerly Head of Equality, Diversity & Inclusion at the Public Appointments Service Johanne Nevin, People Team Operations Manager at The Donkey Sanctuary Aoife Gaffney, Head of Employment at Down Syndrome Ireland   P.S. we also want to talk to you, our listeners! Share your thoughts, suggest topics, tell us a story worth sharing, or reach out with a query using our feedback form here!   About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice on how to create the HR systems and workplace culture that's right for your business. If you need any HR support in Ireland, get in touch with us at Insight HR. Whether it's conducting a complex workplace investigation, filling a gap by providing you with a virtual or an onsite HR resource, or providing advice via our HR support line, as an expert HR consultancy in Ireland, we'll help you resolve whatever Human Resources challenge your business is facing.

In this episode of the podcast, we are discussing the topic of women in insurance, looking at developments within the profession, and work still to be done. Vivine Cameron,Equality, Diversity and Inclusion Manager for the Chartered Insurance Institute, is joined by Sandra Lewin, founder of the 100 Women in Insurance collective, and Angela Irvine, Sales Director at The Bletchley Group and Regional Chair for BIBA West Midlands.

“We Are FDNY,” is a signature storytelling campaign that highlights the men and women across the FDNY. For this episode, Office of Diversity and Inclusion Manager, Vishavjit Singh, sat down with Captain Andrew Brown as they recapped the launch event for the fourth edition of the “We Are FDNY.” The pair interviewed a few of the members profiled on this year's poster. Members interviewed include Chief Diversity and Inclusion Officer Dr. Kwame Cooper, Fleet Services Auto Services Mechanic Donovan Etienne, Human Resources Senior Director Yelena Kordova, Ladder 123 Firefighter Nicholas Welch, and Bureau of Fire Prevention Deputy Chief Chinelle Thomas. To learn more about these members and others included on We Are FDNY, visit JoinFDNY.com/WeAreFDNY.

If you have ever wanted to get a bit closer to the state coaches and carriages that His Majesty King Charles III and the Royal Family ride in for state occasions such as Royal weddings, trouping the colour and the state opening of parliament?   Well, through the recorded audio described guide to the Royal Mews, Buckingham Palace where all the state coaches and carriages are housed you definitely will be able to get up close and marvel at the grandeur, workmanship and fine detail of many of the state coaches and carriages that are on display at the Royal Mews. The Royal Collection Trust who manage the opening of some of the official residences of His Majesty King Charles III to the general public as well as looking after the Royal Collection also provide access to the collection and some of the residences of King Charles III through live descriptive tours and recorded audio described guides.  Amy Stoker, Access and Inclusion Manager, Royal Collection Trust gave a tour of the Royal Mews to RNIB Connect Radio's Toby Davey which included a visit to the Queen Alexandra Coach, the Diamond Jubilee Coach and the Gold State Coach.  At the Royal mews there is also the opportunity to find out what it might be like sitting in one of the state coaches and going for a ride by climbing up and sitting in a model Landau coach too.  As well as following Toby on his tour of the Royal Mews with Amy you will also hear extracts from the Royal Collection Trust's recorded audio described guide to the Royal Mews with descriptions of the Queen Alexandr Coach, the Diamond Jubilee Coach and the stunning Gold State Coach too. To find out more about the Royal Mews and the recorded audio described guide for blind and partially sighted people do visit the following pages of the Royal Collection Trust website - https://www.rct.uk/visit/the-royal-mews-buckingham-palace Image shows the Golden Jubilee State Coach © Royal Collection Enterprises Limited 2024 | Royal Collection Trust.

What if your morning cup of tea carries a hidden history of colonialism and exploitation? Join us as we welcome Machel Bogues, the dynamic Equality, Diversity, and Inclusion Manager at the Royal Town Planning Institute. Through his compelling narrative, Machel draws on his powerful family heritage of activism against apartheid and colonialism, shedding light on the profound significance of names and legacy. From his grandparents' valiant efforts in South Africa to his impactful work with Bernie Grant MP, Machel's story underscores the necessity of addressing historical injustices to create a more inclusive society.In our conversation, we explore the surprising historical roots embedded in everyday British cultural practices. Have you ever considered how tea drinking, chocolate, or dining at Nando's might be tied to the painful histories of the slave trade and colonial expansion? Machel offers a thought-provoking examination of these connections, urging businesses and brands to acknowledge their origins and take social responsibility. By reflecting on these historical contexts, we stress the importance of honest conversations about the past to better understand their impact on our present and future.We also discuss the dual nature of historical figures like Gandhi and Churchill, highlighting the need to recognize their complexities. Creative expressions such as art, music, and dance are revealed as powerful tools for engaging with history and fostering inclusive dialogues. This episode underscores the vital role cultural spaces play in preserving traditions and envisioning new possibilities. Additionally, Machel shares personal insights on the emotional labor of being a minority in professional settings and the importance of support networks. His narrative serves as a poignant reminder of the power of names, heritage, and continuous dialogue for true diversity and inclusion.Website:www.dialglobal.orgJoin our membership:https://www.dialglobal.org/membershipOur DEI solutions:https://www.dialglobal.org/solutionsContinue the conversation on LinkedIn

How do you know if you need a female focused leadership development programme with Alex Greenwood.   Today we are talking about those leadership development programmes that are designed to help high performers learn the skills and strategies to further their career and be the best leader they can be.  The main topic of this discussion today is whether we really need these types of programmes that are for women only? You can probably guess my own personal opinion on this topic seen as though I have my RiSE group programme for visible leadership which I have been running internally for many organisations including housing and we now offer this as a collaboration for different housing associations to come together and share a group so that women are already networking across their sector before we've been got to the visibility and networking techniques! It's really great and I love love facilitating it - I think for me the best bit is when I see the women grow.  They grow in themselves, in their confidence but also in how they recognise their strengths and that its ok to show others what they are capable of! The absolute impact and influence that ambitious women can have in organisations is pretty off the charts when they are given the opportunity to shine and rise! So what better person to talk to about these types of leadership development programmes than the incredible Alex Greenwood who I have known for a good number of years now.   Alex started her career working within sport and hospitality in operational roles. She then moved into the HR profession and has over 20 years experience. She has progressed her career into senior HR roles working within different industries / sectors. She has been accountable for the full people infrastructure within SME Businesses and has a breadth of knowledge within the HR space.   We would love to hear from you and your ideas or experience on the ideas we discuss on today's show - come and connect with us both over on Linkedin and drop us a message or even better share this episode and get others talking about this all important topic!    -------------------- We have recently finished the RiSE for Visible Leadership April cohort coaching programme which had ambitious women from different Housing Associations and they have been taking actions they never dreamed they would in terms of visibility and self promotion - it's a win win for both them and their organisation!   The following episodes are exploring the importance of visible leadership in housing for women's progression.  Tune in and let us know you what you think! There are 4 women in this mini series you can get to know better; Ep 147 Intro and why visibility is important for women in housing with Gemma Stow  Ep 148 with Sarah Roxby, Executive Director for Housing from WDH Ep 149 with Teagan Robinson, Diversity and Inclusion Manager from Anchor  Ep 150 with Alex Greenwood, Senior People Business Partner from Places for People  Ep 151 with Nina Evison,  Executive Director Culture & Performance from Yorkshire Housing    What is RiSE for Women in Housing? The housing association collaborative RiSE programme for visible leadership has a proven success rate previously internally in housing associations and it helps support women to own their expertise, identify barriers for self promotion and increase their visibility so that they can develop their career progression within the company. The impact of the programme for housing associations include: Increased retention of top female talent Promotions of more women into senior roles Reduction in the gender pay gap Pro active employees ready to take on new opportunities Talented employees who feel confident to speak up and share opinions and ideas in meetings More female role models who showcase their own achievements and are not backing away from self promotion Committed and motivated staff who want to progress their careers at their company Increased business opportunities from women getting more involved in networking to promote their company and its values. Some HAs have found the programme so successful that they have us facilitate internal cohorts every year.    If you can think of women in your organisation who are struggling to own and showcase their experience, are not taking control over their career or are avoiding next level opportunities and you'd like to discuss putting them into RiSE to help them achieve their potential, reduce recruitment costs and attrition then get in touch - email me at gemma@nomorehiding.co or direct message me in LinkedIn. Let's get more diversity around those decision making tables and more importantly let's create inclusive workplaces that recognise everyone for who they are and the value they bring.   #Resources for YOU and your team! Click HERE to get the monthly 'Visibility Matters' Newsletter > that shares the latest around the gender pay gap, visibility, allyship, self promotion  and good practice that is happening all over the place that support more women to step up and companies to recognise the value they bring.     Take the Test > How good is your visibility and personal branding quiz?    Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ LinkedIn: Business Page https://www.linkedin.com/in/gemmastow/ Twitter: https://twitter.com/gemmastow Instagram: https://www.instagram.com/nomorehidingco  

  How to make sure women in midlife get the recognition they deserve with Nina Evison   Today we have our last but by no means least conversation with a fabulous woman to finish up this mini series all about the importance if visible leadership for women in housing and finishing off with a bang all about whether women in or approaching midlife and also the impact of menopause can affect visibility.   Nina Evison is an experienced senior leader with over 20 years' experience of driving strategy, culture change and performance in the housing, manufacturing and utilities sectors. Since joining Yorkshire Housing in September 2019, she has helped the organisation to transform and become known for challenging out-dated and traditional approaches to the world of work. Nina is passionate about creating environments where people are trusted and empowered to do their best work for their customers, removing the cultural and process barriers that get in the way.   As a female leader who began her own people management journey at the tender age of 23, Nina's personal experiences have influenced her passion for creating inclusive workplaces, spotting and developing talent and championing women and diversity in leadership roles.   This is a great conversation where we discuss the changes and barriers that can come in midlife for women and how this can impact career progression and visibility but more importantly how this precious time in life actually brings wisdom, experience and prime time career opportunities that women can embrace.  Turning negatives into positives - listen in and let us know whether you can relate to any of the topics discussed!   -------------------- We have recently finished the RiSE for Visible Leadership April cohort coaching programme which had ambitious women from different Housing Associations and they have been taking actions they never dreamed they would in terms of visibility and self promotion - it's a win win for both them and their organisation!   The following episodes are exploring the importance of visible leadership in housing for women's progression.  Tune in and let us know you what you think! There are 4 women in this mini series you can get to know better; Ep 147 Intro and why visibility is important for women in housing with Gemma Stow  Ep 148 with Sarah Roxby, Executive Director for Housing from WDH Ep 149 with Teagan Robinson, Diversity and Inclusion Manager from Anchor  Ep 150 with Alex Greenwood, Senior People Business Partner from Places for People  Ep 151 with Nina Evison,  Executive Director Culture & Performance from Yorkshire Housing    What is RiSE for Women in Housing? The housing association collaborative RiSE programme for visible leadership has a proven success rate previously internally in housing associations and it helps support women to own their expertise, identify barriers for self promotion and increase their visibility so that they can develop their career progression within the company. The impact of the programme for housing associations include: Increased retention of top female talent Promotions of more women into senior roles Reduction in the gender pay gap Pro active employees ready to take on new opportunities Talented employees who feel confident to speak up and share opinions and ideas in meetings More female role models who showcase their own achievements and are not backing away from self promotion Committed and motivated staff who want to progress their careers at their company Increased business opportunities from women getting more involved in networking to promote their company and its values. Some HAs have found the programme so successful that they have us facilitate internal cohorts every year.    If you can think of women in your organisation who are struggling to own and showcase their experience, are not taking control over their career or are avoiding next level opportunities and you'd like to discuss putting them into RiSE to help them achieve their potential, reduce recruitment costs and attrition then get in touch - email me at gemma@nomorehiding.co or direct message me in LinkedIn. Let's get more diversity around those decision making tables and more importantly let's create inclusive workplaces that recognise everyone for who they are and the value they bring.   #Resources for YOU and your team! Click HERE to get the monthly 'Visibility Matters' Newsletter > that shares the latest around the gender pay gap, visibility, allyship, self promotion  and good practice that is happening all over the place that support more women to step up and companies to recognise the value they bring.     Take the Test > How good is your visibility and personal branding quiz?    Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ LinkedIn: Business Page https://www.linkedin.com/in/gemmastow/ Twitter: https://twitter.com/gemmastow Instagram: https://www.instagram.com/nomorehidingco  

How to authentically embrace visible leadership in the workplace with Sara Roxby (WDH)   Today's episode is part of the mini series we have focusing on the importance of visible leadership for women in housing. If you are tuning in and work in the housing sector and know that there are women in your organisation that would benefit from from by increasing their confidence with visibility, raising their profile and proactively seeking out opportunities to further their career progression at your company then do get in touch about the RiSE collaborative coaching programme that is having a big impact in this space. Now on today's show we have the incredible Sarah Roxby who is the Executive Director for Housing at WDH and leads a team of almost 600 housing and health professionals, whilst continuously banging the drum to put housing and health on the agenda.  Sarah is also the Senior Responsible Officer for the Housing and Health Programme for the West Yorkshire Integrated Care System and has influenced investment from the NHS into key housing related roles. Sarah began her career in housing at 16 years old. After discovering a passion for connecting housing and health she has dedicated her career to putting that on the agenda, both at a local level developing relationships with the NHS and nationally, supporting others to follow her lead. Sarah is a well-respected woman in housing and was a finalist at last year's Women in Housing Awards. We talk about the struggles and support Sarah has had on her career journey and also she's still learning to embrace visibility and how important visibility can be for women in housing who are keen to progress their careers. We also manage to chat briefly about how awesome strength training and running is too - because ultimately wellbeing matters! -------------------- We have recently finished the RiSE for Visible Leadership April cohort coaching programme which had ambitious women from different Housing Associations and they have been taking actions they never dreamed they would in terms of visibility and self promotion - it's a win win for both them and their organisation!   The following episodes are exploring the importance of visible leadership in housing for women's progression.  Tune in and let us know you what you think! There are 4 women in this mini series you can get to know better; Ep 147 Intro and why visibility is important for women in housing with Gemma Stow Ep 148 with Sarah Roxby, Executive Director for Housing from WDH Ep 149 with Teagan Robinson, Diversity and Inclusion Manager from Anchor  Ep 150 with Alex Greenwood, Senior People Business Partner from Places for People  Ep 151 with Nina Evison,  Executive Director Culture & Performance from Yorkshire Housing    What is RiSE for Women in Housing? The housing association collaborative RiSE programme for visible leadership has a proven success rate previously internally in housing associations and it helps support women to own their expertise, identify barriers for self promotion and increase their visibility so that they can develop their career progression within the company. The impact of the programme for housing associations include: Increased retention of top female talent Promotions of more women into senior roles Reduction in the gender pay gap Pro active employees ready to take on new opportunities Talented employees who feel confident to speak up and share opinions and ideas in meetings More female role models who showcase their own achievements and are not backing away from self promotion Committed and motivated staff who want to progress their careers at their company Increased business opportunities from women getting more involved in networking to promote their company and its values. Some HAs have found the programme so successful that they have us facilitate internal cohorts every year.    If you can think of women in your organisation who are struggling to own and showcase their experience, are not taking control over their career or are avoiding next level opportunities and you'd like to discuss putting them into RiSE to help them achieve their potential, reduce recruitment costs and attrition then get in touch - email me at gemma@nomorehiding.co or direct message me in LinkedIn. Let's get more diversity around those decision making tables and more importantly let's create inclusive workplaces that recognise everyone for who they are and the value they bring.   #Resources for YOU and your team! Click HERE to get the monthly 'Visibility Matters' Newsletter > that shares the latest around the gender pay gap, visibility, allyship, self promotion  and good practice that is happening all over the place that support more women to step up and companies to recognise the value they bring.     Take the Test > How good is your visibility and personal branding quiz?    Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ LinkedIn: Business Page https://www.linkedin.com/in/gemmastow/ Twitter: https://twitter.com/gemmastow Instagram: https://www.instagram.com/nomorehidingco

How to make sure you have the best role models for an inclusive culture with Teagan Robinson   Today's episode with have the fab Teagan Robinson who has been Anchor's Diversity and Inclusion Manager since 2021 and has been with the housing association for nearly 6 years. She has led Anchor's inclusion agenda that supports colleagues with their career goals and personal development whilst being their authentic selves and supports residents to live lives that allow them to thrive in later life. Her ethos is that everyone's voice should be heard and that cognitive diversity allows organisations to provide great places to work and provides the best outcomes for customers.   In our conversation today we discussed the importance of role models and if you can see it then you can become it - a crucial role that visible leadership has to play.  As well as allies and how its not only men that need to be better allies but we also need to see more women supporting more women because the impact can be huge especially if there is judgement and criticism around different ambitions, and recognising that we don't always look at this through an intersectional lens.  Teagan explains the importance of positive action to address diversity gaps and shares great tips on how companies can do things differently.   We also look at the part that clear career pathways can play in moving the needle on gender parity too and ensuring that everyone is granted the actual time and space to be involved in and make the most of career development opportunities.  Let us know your thoughts after tuning in?     -------------------- We have recently finished the RiSE for Visible Leadership April cohort coaching programme which had ambitious women from different Housing Associations and they have been taking actions they never dreamed they would in terms of visibility and self promotion - it's a win win for both them and their organisation!   The following episodes are exploring the importance of visible leadership in housing for women's progression.  Tune in and let us know you what you think! There are 4 women in this mini series you can get to know better; Ep 147 Intro and why visibility is important for women in housing with Gemma Stow  Ep 148 with Sarah Roxby, Executive Director for Housing from WDH Ep 149 with Teagan Robinson, Diversity and Inclusion Manager from Anchor  Ep 150 with Alex Greenwood, Senior People Business Partner from Places for People  Ep 151 with Nina Evison,  Executive Director Culture & Performance from Yorkshire Housing    What is RiSE for Women in Housing? The housing association collaborative RiSE programme for visible leadership has a proven success rate previously internally in housing associations and it helps support women to own their expertise, identify barriers for self promotion and increase their visibility so that they can develop their career progression within the company. The impact of the programme for housing associations include: Increased retention of top female talent Promotions of more women into senior roles Reduction in the gender pay gap Pro active employees ready to take on new opportunities Talented employees who feel confident to speak up and share opinions and ideas in meetings More female role models who showcase their own achievements and are not backing away from self promotion Committed and motivated staff who want to progress their careers at their company Increased business opportunities from women getting more involved in networking to promote their company and its values. Some HAs have found the programme so successful that they have us facilitate internal cohorts every year.    If you can think of women in your organisation who are struggling to own and showcase their experience, are not taking control over their career or are avoiding next level opportunities and you'd like to discuss putting them into RiSE to help them achieve their potential, reduce recruitment costs and attrition then get in touch - email me at gemma@nomorehiding.co or direct message me in LinkedIn. Let's get more diversity around those decision making tables and more importantly let's create inclusive workplaces that recognise everyone for who they are and the value they bring.   #Resources for YOU and your team! Click HERE to get the monthly 'Visibility Matters' Newsletter > that shares the latest around the gender pay gap, visibility, allyship, self promotion  and good practice that is happening all over the place that support more women to step up and companies to recognise the value they bring.     Take the Test > How good is your visibility and personal branding quiz?    Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ LinkedIn: Business Page https://www.linkedin.com/in/gemmastow/ Twitter: https://twitter.com/gemmastow Instagram: https://www.instagram.com/nomorehidingco  

Why visible leadership should be a priority for women in housing! Today I am letting you know about something exciting we have coming up - its a new mini series I have pulled together with some incredible guests.  Its been a while since I was in your ears and I am always so grateful to get messages of how people have only just found the podcast and are binge listening to my episodes - it blows me away because I have been doing this podcast for a long time now and although I am not as regular as I used to be on our weekly get togethers I do still enjoy being here with you so much! We have recently finished the RiSE for Visible Leadership April cohort coaching programme which had ambitious women from different Housing Associations and they have been taking actions they never dreamed they would in terms of visibility and self promotion - it's a win win for both them and their organisation!   The following episodes are exploring the importance of visible leadership in housing for women's progression.  Tune in and let us know you what you think! There are 4 women in this mini series you can get to know better;   Ep 149 with Sarah Roxby, Executive Director for Housing from WDH Ep 148 with Teagan Robinson, Diveristy and Inclusion Manager from Anchor  Ep 150 with Alex Greenwood, Senior People Business Partner from Places for People  Ep 151 with Nina Evison,  Executive Director Culture & Perfromance from Yorkshire Housing    What is RiSE for Women in Housing? The housing association collaborative RiSE programme for visible leadership has a proven success rate previously internally in housing associations and it helps support women to own their expertise, identify barriers for self promotion and increase their visibility so that they can develop their career progression within the company. The impact of the programme for housing associations include: Increased retention of top female talent Promotions of more women into senior roles Reduction in the gender pay gap Pro active employees ready to take on new opportunities Talented employees who feel confident to speak up and share opinions and ideas in meetings More female role models who showcase their own achievements and are not backing away from self promotion Committed and motivated staff who want to progress their careers at their company Increased business opportunities from women getting more involved in networking to promote their company and its values. Some HAs have found the programme so successful that they have us facilitate internal cohorts every year.    If you can think of women in your organisation who are struggling to own and showcase their experience, are not taking control over their career or are avoiding next level opportunities and you'd like to discuss putting them into RiSE to help them achieve their potential, reduce recruitment costs and attrition then get in touch - email me at gemma@nomorehiding.co or direct message me in LinkedIn. Let's get more diversity around those decision making tables and more importantly let's create inclusive workplaces that recognise everyone for who they are and the value they bring.   #Resources for YOU and your team! Click HERE to get the monthly 'Visibility Matters' Newsletter > that shares the latest around the gender pay gap, visibility, allyship, self promotion  and good practice that is happening all over the place that support more women to step up and companies to recognise the value they bring.     Take the Test > How good is your visibility and personal branding quiz?    Book a chat with Gemma - This is the place to book a call to see how Gemma can help you or your company support female leaders to raise their profile, increase performance and visibility.   Get the White Paper > ‘Visibility at Work: The Importance of Self Promotion for Women's Career Progression   I want to hear from YOU so get in touch with me:   Connect with your host Gemma Stow: Website: https://www.gemmastow.com/ LinkedIn: https://www.linkedin.com/in/gemmastow/ LinkedIn: Business Page https://www.linkedin.com/in/gemmastow/ Twitter: https://twitter.com/gemmastow Instagram: https://www.instagram.com/nomorehidingco

Digitale Tools haben für die HR-Arbeit enorme Potenziale. Sie reduzieren manuelle Vorgänge, beschleunigen Prozesse, fördern den Austausch und erleichtern die Datenanalyse. Dadurch werden Ressourcen frei. Ressourcen, die wiederum für andere spannende Projekte genutzt werden können. Wie beispielsweise die Neugestaltung und Weiterentwicklung von Diversity, Equity und Inclusion - kurz DEI. Genau das ist, womit sich Anna Treml, Diversity, Equity and Inclusion Manager und Volker Schölderle, Head of Human Resources, bei der Hilti Group befassen. Gemeinsam sprechen Sie mit unserem Host Johannes Füß darüber, wie die Digitalisierung von HR-Prozessen dazu beiträgt, die Unternehmenskultur zu revolutionieren und so für ein nachhaltiges Wachstum zu sorgen. Dabei hörst du unter anderem mehr über: 1) Wie die Hilti Group mithilfe einer ganzheitlichen DEI-Strategie einen inklusiven Rahmen für alle Mitarbeitenden schafft.  2) Welche Rolle die erfolgreiche Einführung von Workday und DMS bei der Personalstrategie spielen.3) Wie innovative HR-Tools dabei helfen können, trotz Fachkräftemangel neue Talente zu gewinnen und zu halten.4) Warum stärkenbasiertes Feedback vorteilhaft für die Mitarbeiterentwicklung ist. 5) Wie die Hilti Group durch Initiativen wie Monthly Celebration Days und gezielte Kommunikation DEI-Strategien im Unternehmensalltag etabliert.___________Anna und Volker freuen sich über den Austausch zu Themen aus dem HR-Bereich. Wenn du dich angesprochen fühlst, dann melde dich bei ihnen auf LinkedIn: Anna Treml und Volker Schölderle.Annas und Volkers Buchempfehlungen:Lean In: Women, Work, and the Will to Lead von Sheryl Sandberg | https://amzn.to/458P1dEMelody von Martin Suter | https://bit.ly/3X8OAyj Annas und Volkers Podcast-Empfehlungen:11 Leben - Aufstieg und Fall des Uli Hoeneß | https://detektor.fm/digital/podcastpodcast-11-lebenThe Social Impact Show | https://open.spotify.com/show/0v7uvtTA5DEUsB0gVpgfIG (Spotify) | https://podcasts.apple.com/us/podcast/the-social-impact-show/id1544697631 (Apple)___________Über die Hilti Group:Webseite: https://www.hilti.de/Branche: BaugewerbeGröße: mehr als 34.000 BeschäftigteGründung: 1941___________Über unseren Host Johannes Füß:Johannes Füß ist Vice President von EGYM Wellpass, die mit ihrer Firmenfitness den perfekten Corporate Health-Benefit für ein produktives, gesundes und ausgeglichenes Team bietet. Der in München geborene Schokoladen-Liebhaber hat eine große Leidenschaft für die Alpen, das Wandern und Skifahren.Melde dich bei Johannes Füß auf LinkedIn: https://www.linkedin.com/in/johannes-f%C3%BC%C3%9F/___________Der Level Up HR Podcast wird von unseren Freunden von SAWOO produziert – https://www.sawoo.io 

ReEnvisioning Foster Care Champion, Dakota Roundtree Swain, teaches Sociology at the University of Massachusetts, Boston, and is the Diversity & Inclusion Manager at Harvard Medical School. Dakota has a Ph.D. in Social Policy from Brandeis University and uses their understanding of policy to create pathways that help foster care alumni identify their dreams and develop the skills they need to achieve them.  Dakota has a strong desire to help young people who feel a responsibility to change the child welfare system learn about the policies that shaped their experiences in foster care. They do this so youth can understand "the why" behind decisions made on their behalf by legislators and child welfare professionals and move toward healing. Having been a highly engaged youth advocate during their time in foster care, Dakota is working diligently to transform child welfare so that youth who are currently experiencing the system do not feel like “merchandise on a conveyor belt” -  only valued for their stories. ***ABOUT THE HOST:INNOVATE! host, Angela Tucker, is a REFCA Champion and a nationally recognized mentor, entrepreneur, educator and consultant. Angela is a transracial adoptee who, having been adopted from foster care by a white family, grew up in a city that was demographically just 1% Black.She is the Founder of The Adopted Life, a child-welfare consulting business where she strives to center adoptee stories and bring clarity and truth to narratives about race, class and identity.Angela is the author of You Should Be Grateful: Stories Of Race, Identity, and Transracial Adoption. She has hosted the previous two seasons of INNOVATE!, and currently works as the Executive Director of the Adoptee Mentoring Society.***Angela Tucker - Host & ProducerNicholas Ramsey - Editor & ProducerJudy Cockerton - Executive ProducerBeylen Curtis - Research Assistant***The Treehouse Foundation has been leading the Re-Envisioning Foster Care in America (REFCA) movement since 2010. Please visit www.treehousefoundation.net for more information about the award-winning work of the Treehouse Team.

In a 2023 study by Indeed, over half (53%) of respondents who identify as LGBTQ+ felt discriminated against at work. And although, of the 500 surveyed participants who identified as LGBTQIA+, 92% stated they were 'out' at work, only 34% were 'out' to everyone they worked with, while 57% disclosed this only to those they trusted at work. Something is wrong here.  Although we see fantastic groups constantly pushing the inclusion agenda forward, and some employers doing good work in this area, it seems like there's still so much more we need to understand, and so much more we need to do.  So to talk to us about this today we're delighted to be joined by someone who is a huge advocate for this, and someone who was recently awarded the 2024 Diversity Champion Award at the CIPD Ireland awards for his work on this and so much more, the brilliant Samuel Riggs,  Equality, Diversity & Inclusion Manager at Iarnród Éireann Irish Rail.    About The HR Room Podcast The HR Room Podcast is a series from Insight HR where we talk to business leaders from around Ireland and share advice on how to create the HR systems and workplace culture that's right for your business. If you need any HR support in Ireland, get in touch with us at Insight HR. Whether it's conducting a complex workplace investigation, filling a gap by providing you with a virtual or an onsite HR resource, or providing advice via our HR support line, as an expert HR consultancy in Ireland, we'll help you resolve whatever Human Resources challenge your business is facing.

Sports Coach, Jules Hay, is the Participation and Inclusion Manager in Rugby (Melbourne, Australia). In this episode, we explore the dimensions of equity and inclusion within coaching, addressing topics such as how to build great clubs, and the creation of a positive learning environment. With over 20 years of experience spanning education and sports sectors, including roles such as Director of Sport, Head of Physical Education, and lecturer, Jules brings a wealth of knowledge to the table. As a passionate advocate for encouraging more women and girls to become coaches, she has coached football extensively across various levels, from Auskick to high-performance programs within the VFLW for Williamstown. Join us as we uncover key insights and practical tips to scaffold your coaching for greater equity and inclusion, fostering a community where everyone feels valued and empowered. Check out the key moments below; 1.15: What do you like to eat for breakfast on a Sunday morning? 1.51: What does it mean to be an inclusion manager? Great clubs build community and a sense of belonging! 4.26: What makes a great club? The first experience matters! Are you creating a safe space with a buddy system? 6.50: Why is it important to have women and girls as role models (visibility)? Self-worth Your voice is heard 8.20: Myth Busters: Young girls love the physicality of football Coaches: Make sure you scaffold your coaching (progress your drills slowly) 15.41: Coaching presence - don't miss the moment to adapt your plan and you need to have self-belief in your decision-making. 18.05: What's your advice on performance management? 20.08: How do you help someone see their blind spots? They have to be ready and you have to work together. Then pick the right time and adapt your style of communication to get the message across. You can address these situations from a team perspective ("we" language). 22.26: Shout to the Northern Golf Club Division 3 Pennant team (The Trutles) who used "we" language to great effect and came together to finish third in 2024! 23.11: Equal playing time: You are only as good as everyone functioning as a team! 24.01: What does creating a positive learning environment look like, sound like, and feel like? Safe space - voices to be heard Messages are delivered respectfully Connection, listening, support, and resilience 27.17: Positive language tips: The use of non-gendered language Use a strengths-based approach The truth about the sandwich feedback approach Bring your energy and belief to a conversation (your players and team members will feel the difference) 33.03: What makes a great coach? 1) Clear communicators 2) Relationships (hearing their success stories many years later) 36.24: TEDxToronto - Drew Dudley "Leading with Lollipops" (https://www.youtube.com/watch?v=hVCBrkrFrBE) 37.34: Disruptive idea in 2030: Cross-pollination of sports and businesses (work with others to help create best practices by thinking differently. 40.58: The need for funding, breaking through the glass ceiling, and gaining male champions of change to support the women (by giving them the toolkit to advocate other men). The Coaching Podcast is sponsored by The Sampson Agency - a talent entertainment and sports management company owned and operated by Tina Samara. Visit: www.thesampsonagency.com or email: tina@transitioncoach4athletes.com To learn more about becoming a workplace coach or advancing your coaching skills, visit: www.opendoorcoachingusa.com or email: info@emmadoyle.com.au About Jules Hay - Participation and Inclusion Manager (Rugby) – Sports Coach Julia has a background of over 20 years working within the education and sport sectors in roles such as; Director of Sport, Head of Physical Education, lecturer, Participation & Inclusion Manager, and numerous sports coaching roles. She has assisted the AFL with the Junior Curriculum, as an Ambassador and was a panel member for the Women's Coaching Month seminars on coaching girls in football. Julia has coached football for the past 9 years across Auskick, junior club, senior club, school football, and high-performance programs within the VFLW for Williamstown. Julia has attended and assisted with the delivery of numerous coach education workshops, including completing her Level 3 AFL Coaching Accreditation in 2022. She is a passionate advocate of encouraging more women and girls to become coaches and loves working within her community to create inclusive club environments. Connect with Jules on LinkedIn: https://www.linkedin.com/in/jules-hay/

In this two-part conversation on the phenomenon of the legal marketing field's growing integration with DEI, LMA members in the diversity, equity and inclusion (DEI) space offer advice on developing DEI-related roles and career paths within our industry. Speakers: Ashley Black, Diversity & Inclusion Manager, Porter Hedges LLP (Host) Terra Davis, Chief Diversity and Talent Development Officer, Knobbe Martens Patricia Gaitan, Diversity and Pro Bono Marketing Manager, Arnold & Porter LLP SJ Snyder, DEI Specialist, Holland and Hart LLP Series Description: The LMA Podcast focuses on hot topics in legal marketing and business development with conversations driven by industry professionals.

In this two-part conversation, members from the LMA Diversity, Equity and Inclusion (DEI) Committee and DEI SIG come together to share insights on the phenomenon of the legal marketing field's growing integration with DEI. In part one, speakers offer advice on developing DEI-related roles and career paths within our industry. Speakers: Ashley Black, Diversity & Inclusion Manager, Porter Hedges LLP (Host) Terra Davis, Chief Diversity and Talent Development Officer, Knobbe Martens Patricia Gaitan, Diversity and Pro Bono Marketing Manager, Arnold & Porter LLP SJ Snyder, DEI Specialist, Holland and Hart LLP Series Description: The LMA Podcast focuses on hot topics in legal marketing and business development with conversations driven by industry professionals.

Daunte Wright was shot and killed during a traffic stop in Brooklyn Center almost three years ago. It happened during the trial of Derek Chauvin. As Minneapolis was having a racial reckoning, the death of Daunte Wright sparked one in Brooklyn Center too. Since Daunte's Wright's death, the city hired a new police chief, who has since retired. And Brooklyn Center has worked on proposing new policing reforms. Now it's turning to it's neighbor, Brooklyn Park. The two cities have launched a new initiative, “Two Brooklyn's, One Vision.” Marcellus Davis is the Racial Equity, Diversity and Inclusion Manager for the City of Brooklyn Park and Cordell Wiseman is the Recreation Director for the City of Brooklyn Center. They both joined MPR News host Cathy Wurzer to talk about how the two cities are intertwined and the goals of their initiative.

Jonae has over two decades of legal and policy experience in government, non-profit, corporate and private practice. Her most recent roles demonstrate vast experience in folding law and policies together for large scale impact. Jonae currently supports Adelante Healthcare's mission of Healthy People, Sustained by Healthy Communities. As Adelante's Chief Operations Officer, Jonae believes that sustaining healthy people and communities is grounded in sound systems and processes, as well as a commitment to community care. In doing so, she aims to collectively elevate the care and compassion given to those Adelante reaches and serves. As the Equity and Inclusion Manager for the City of Tempe, Jonae oversaw Tempe's AntiDiscrimination Ordinance and the workforce Safe Haven process, which reviewed claims of discrimination, retaliation, hostile work environment, and harassment. Among other things, she also spearheaded andimplemented two equity initiatives – Equity in Action and The Right to Breathe – to create measurable engagement and access outcomes for Tempe's vulnerable communities. These initiatives required the collaboration of 19 city departments, city council and external stakeholders. Before joining the City of Tempe, Jonae was the Director of Equity and Special Finance Services forChicanos Por La Causa, where she designed and implemented a program division for leveraging new federal tax legislation to bring investment and community-led development in historicallyunderrepresented neighborhoods. While at CPLC, she also laid the framework for the CPLC Action Fund, a 501(c)(4) which advocates for social justice and equity in underserved communities.Jonae's legal background ranges from tax and bankruptcy to immigration and contract work.

Kirsten Sweeney, Accessibility & Inclusion Manager at the Cooper Hewitt, Smithsonian Design Museum, discusses the importance and growing need for accessibility coordination positions in the workplace, their career path, and future steps required to improve inclusion & equity for the disability community in the arts. Show Notes:Cooper Hewitt Smithsonian Design Museum: https://www.cooperhewitt.org/ Cooper Hewitt Verbal Description Tours: https://www.cooperhewitt.org/event-category/accessibility-programs/Cooper Hewitt Current Exhibitions: https://www.cooperhewitt.org/exhibitions/Museum of Arts, Culture, Access Consortium: https://macaccess.org/about-2/ Get Involved with MAC: https://macaccess.org/get-involved/Supporting Transitions project: https://macaccess.org/rescources/supporting-transitions-cultural-connections-for-adults-with-autism/ Support the showTo view the video of this episode with closed captioning, ASL interpretation, and/or Spanish subtitles, visit our YouTube Channel: https://www.youtube.com/playlist?list=PL0L4INYxuDLx8b8oFTpaXbe42NLmZBKDY.(The views, information, or opinions expressed during the "Empire State of Rights" podcast are solely those of the individuals involved and do not necessarily represent those of Disability Rights New York.)

Join us for an engaging and insightful episode of the RLC Voice of Business Podcast as we celebrate Hispanic Heritage Month with our special guests, Geovanny Sarmiento, Senior Vice President of Community Engagement & Inclusion, and Meredith Alvarez, Community Engagement & Inclusion Manager, both from the Rogers Lowell Chamber. In this compelling episode, hosts Steve Cox and Nick Smith sit down with Geovanny and Meredith to explore the rich tapestry of Hispanic culture and heritage in our community. As we honor and reflect on the contributions, traditions, and achievements of Hispanic Americans, Geovanny and Meredith share their personal stories, experiences, and the significance of Hispanic Heritage Month. Tune in to discover: Personal Stories: Geovanny and Meredith share their unique journeys, including their cultural backgrounds and the role Hispanic heritage plays in their lives. Chamber's Commitment: Learn about the Rogers Lowell Chamber's commitment to fostering a more inclusive and diverse community and the initiatives they are spearheading. Celebrating Diversity: Explore the significance of celebrating Hispanic Heritage Month and its broader implications for promoting cultural diversity and understanding. Community Engagement: Gain insights into the Chamber's work to engage the Hispanic community and provide support and opportunities for all residents. This episode is a wonderful opportunity to deepen our understanding of Hispanic heritage, celebrate the vibrant contributions of Hispanic Americans, and learn about the Chamber's ongoing efforts to build a more inclusive and united community. Join us in this celebration of culture, unity, and the strength that diversity brings to the Rogers-Lowell area. Don't miss this inspiring conversation on the RLC Voice of Business Podcast!

Celebrating the beauty of diversity within families is what Maria Hansen-Quine does everyday. Professionally Maria is a Global Race & Ethnic Diversity and Inclusion Manager, children's book author, and counselor. Personally she is Super Mom to nine kids. Two biological and seven adopted. Every shape, color, and ability is represented in the mosaic of their home. In addition to being a practicing what she's teaching expert on family diversity, Maria also speaks worldwide about inclusion, adoption, and the importance of belonging. Learn more at www.mariahansenquine.com.Buy RAISING THEM READY: Practical Ways to Prepare Your Kids for Life on Their Own.Amazon: https://a.co/d/94QHoF2Visit Raising Them Ready online at http://raisingthemready.com

(Season 7 is In partnership with The One Club)

On this episode of Dimensions of Diversity, host Lloyd Freeman is joined by Carolynn Johnson, the Chief Executive Officer of Fair360, to discuss the mission and history of the company, which has been driving workforce fairness since the '90s. Fair360's mission is to deliver comparative insights that shape the future workforce, focusing on fairness, not just diversity. Known for its annual survey and top companies rankings, Fair360 is able to leverage its extensive data library to help individual companies develop benchmarks to measure their progress and implement workforce solutions to ensure inclusion is at the center of all activities. At the end of the episode, Lloyd is joined by Shawnna Williams, Diversity & Inclusion Manager at Buchanan for a special segment of DEI Today to discuss the transformation of Barbie and how the blockbuster movie emphasized the importance of inclusivity and representation. Dimensions of Diversity is a podcast created by Buchanan Ingersoll & Rooney, highlighting diversity in the workplace. Hosted by Lloyd Freeman, Chief Diversity & Inclusion Officer, the podcast features meaningful conversations with industry and community leaders working to advance D&I.

Bill Green, Hart Prins Fund Accessibility and Inclusion Manager at Lincoln Park Zoo, joins Lisa Dent to talk about the zoo’s new memory enrichment program which is aimed at helping people living with dementia. Follow The Lisa Dent Show on Twitter:Follow @LisaDentSpeaksFollow @SteveBertrand Follow @kpowell720 Follow @maryvandeveldeFollow @LaurenLapka

On this episode I am joined by Hfx Wanderers Sales and Ticketing Manager and Diversity,Equity and Inclusion Manager.  We take a look back at the York Game, chat about what a game day is like for Marvin, season ticket renewals and how the Diversity, Equity and Inclusion Manager role has evolved. All this and much more! You can follow the show @downthepubpod on Twitter and Instagram 

This month, we celebrate Pride, Juneteenth, and Home Ownership Month! In this episode of the Women Who Lead podcast, our host Teresa Palacios Smith is joined by three extraordinary leaders: Tina Brooks, Robin Sinnett, and Jennifer Wilbur. They share their challenges and successes navigating the real estate industry and helping to make it a more inclusive, equitable, and diverse place. Meet the Leaders Tina Brooks - Diversity, Equity, and Inclusion Manager at Berkshire Hathaway Energy and Founder of BEAUTIE Robin Sinnett - Realtor with Berkshire Hathaway HomeServices Touchdown Home Pros  Jennifer Wilbur - President of Texas, Berkshire Hathaway HomeServices Premier Properties The Leaders' Journeys Jennifer found her niche as an agent in the service of others.  When she became a manager, she was able to serve agents. She approaches her role with a servant's heart and the success of others in mind. Tina started her career in customer care, growing but not being elevated by the company. After training others with a focus on accountability and confidence, she was identified by a leader as a great candidate for her current role. Robin experienced the industry as a buyer first. She was inspired to become an agent to provide inclusivity and allyship in the real estate industry. Intersectionality and Working With Others Tina: As a leader, she works to be a voice for those who don't have one so that others can aspire to grow and thrive in their careers. Robin: She looks for signs when working with new people to show their allyship. If she is not in a safe situation, she walks away. Jennifer: Starting out in the real estate industry, she felt like she had to fit into a straight world. When she came out to her manager, she realized she could be open about being gay and still pursue success. Greatest Accomplishments Tina: Having the opportunity to sit on panels like this podcast. Platforms like these give her the opportunity to be seen by others and change systems of power. Robin: Transitioning and becoming who she is. That has given her confidence in her ability to meet the challenges she faces. Jennifer: Reaching a point where she is able to speak out on platforms like Women Who Lead after decades of work to get there. Leaders' Favorite Books Jennifer: The Energy Bus by Jon Gordon Robin: Ninja Selling by Larry Kendall Tina: motivational talks by Oprah Winfrey and Lisa Nichols Leaders' Favorite Quotes Robin: “Be the change you want to see in the world.” Tina: “People may forget what you said, but they won't forget how you made them feel.” – Maya Angelou. “Use me, God, show me how to take who I am, who I want to be, and what I want to do, and use it for a purpose greater than myself.” – Martin Luther King Jr. Jennifer: “Nobody cares how much you know until they know how much you care.” – Theodore Roosevelt When you help another woman rise, we all shine. And that's how we make an impact. So let's build each other up, and shine brighter than the sun. For more great content from Teresa, connect with her on LinkedIn, join her Women Who Lead Series on Facebook, and subscribe to her YouTube channel. You can find more episodes of Women Who Lead on Spotify, Apple Podcasts, and anywhere else podcasts can be found. This episode is brought to you in part by Venus et Fleur. Are you looking for a great way to show appreciation to family, friends, or even customers? Give them a floral arrangement they won't forget anytime soon. These beautiful arrangements make the perfect closing gift for any realtor to stay top of mind. Visit venusetfleur.com and use code “hsoa20” when ordering for 20% off.

In this episode of the RLC Voice of Business, Steve Cox and Nick Smith interview their coworkers at the Chamber who also happen to be immigrants to the U.S. – Geovanny Sarmiento, SVP of Community Engagement and Inclusion, Mariana Osorio, Community Engagement and Inclusion Manager, and Nyasha Bgoni, Marketing Communications Manager. America, as most of our listeners know, is a country full of immigrants. Not just in modern society, but historically the United States has both welcomed and depended upon immigrants to supplement our workforce, increase our economic success, and add to the diverse melting pot that is American culture. In fact, a George Mason University study confirmed that immigrants fuel entrepreneurship in the US being more likely to start a business than native-born Americans. In Northwest Arkansas, that diverse culture is immediately evident just driving down the road. New family-owned restaurants, ethnic grocery stores, expanded sports offerings such as cricket at our community centers, and multi-lingual recreational services from cooking classes to yoga are all across the NWA region. This is all illustrated in the numbers as well – By the numbers: The population of Northwest Arkansas (Benton, Washington, and Madison counties) went from being about 95% white in 1990 to nearly 71% in 2021. The second-largest group is Latino, which makes up 17% of the population, up from 1% in 1990. The total population (of ALL peoples) has increased by 20% since 2010 — from about 463,200 to 555,480. The Rogers Lowell Chamber is proud of the strides our community has taken to not only be inviting but also inclusive to the folks moving here, whether they be from one of the coasts or Latin America. We were proud to be the first Chamber in NWA to include a Minority Business Development position over a decade ago and continue to advance our Social Equity and Inclusion offerings as time goes on. Currently, we happen to have 3 immigrants on staff at the Chamber, and they are here with us today to talk about their different experiences as immigrants to our area, and what they do to help bring business and community together as staff members with the Chamber today!

Pessoas LGBTQ+ são bem-vindas no mercado de trabalho? Segundo pesquisas, 54% dessa comunidade não se sente segura em falar sobre a sua orientação sexual e/ou identidade de gênero no ambiente de trabalho. Outras ainda mostram que 33% das empresas do Brasil não contratariam pessoas da sigla para cargos de liderança. Diante desses dados, como podemos tornar o ambiente corporativo mais inclusivo para essas pessoas? Neste episódio, Melina López, Gerente de Marketing de Produto e Inclusão do Google Cloud, recebe Debora Gepp, Global Diversity & Inclusion Manager da Thomson Reuters e Gabriela Augusto, Diretora e Fundadora da Transcendemos Consultoria, para um bate-papo sobre como as empresas podem implementar estratégias que as tornem mais diversas, inclusivas e igualitárias para todas as pessoas LGBTQ+. Confira os links deste episódio: Quer ouvir essa conversa na íntegra? Acesse no YouTube: https://youtu.be/9kN0CwpNbGU Confira a primeira temporada do Ouça Mais Alto: bit.ly/OucaMaisAlto Leia aqui a transcrição do episódio: https://bit.ly/44sSrqm Conecte com a Melina López no LinkedIn: linkedin.com/in/lopezmelu Gostou do episódio ou tem alguma sugestão? Compartilha com a gente por e-mail em: googlecloudcast@google.com

I do mean “unconventional”. Wait until you hear Evan Robert Brown Walker's story and adventures. Like many guests I have had the opportunity to get to know on Unstoppable Mindset, Evan grew up in a single-parent home and didn't get to know his father until much later. Evan went to school and then to college like many of us, but then he decided to do something a bit different with his life. Mr. Walker graduated from college with a degree in English and writing. He then decided to move totally alone to South Korea where he taught English for two years. He will tell us of his adventures in Korea and even give some sensible advice to others who may be planning to move or travel abroad. Near the end of his time in South Korea, Evan sprained his ankle and discovered that, in fact, he had an extra bone in his foot. He dealt with that once he returned to the United States, but still, what a suddenly new fact to face in one's life. You will get to hear about Evan's job stories after returning from South Korea including how he became a subject matter expert on Diversity, Equity, and Inclusion. He now works full-time in this field. What an inspirational and adventurous episode this is. I hope you enjoy hearing Evan's story and that his words will inspire you as much as they did me. About the Guest: Evan Robert Brown Walker is on a mission to empower others, including those within underrepresented communities, to thrive. He currently works as a Global Diversity & Inclusion Manager at Lumen Technologies, with 2 years of experience in a formal diversity role, and numerous years leading and operationalizing Employee Resource Groups. His expertise and passion led him to earn a Diversity & Inclusion Certificate from eCornell in 2020. Since 2021 he has been both a member of the Thurgood Marshall Partner in Diversity Cohort and was recently promoted from advisory board to the Board of Directors for OutFront LGBTQ+ Theater in Atlanta, GA. He is a graduate of High Point University with English major and Business-Marketing minor, and still considers teaching English in South Korea after college one of his greatest accomplishments yet. Links for Evan: www.linkedin.com/in/evan-robert-brown-walker EPIK (English Program In Korea) TransitionsAbroad.com | Purposeful Travel, Study, Work, and Living Abroad Teach Abroad Programs | Teach English Abroad | CIEE https://www.ciee.org/users/evanw https://www.linkedin.com/in/evan-robert-brown-walker (My LinkedIn) http://www.epik.go.kr/index.do (English Program in Korea) https://www.cnn.com/2013/04/10/world/asia/north-korea-threats-timeline/index.html North Korean Missile Crisis of 2013 https://www.transitionsabroad.com/ Transitions Abroad https://www.ciee.org/ Council on International Education Exchange About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards. https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/ accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. Transcription Notes Michael Hingson 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us. Michael Hingson 01:21 Hi there, wherever you happen to be welcome once again to unstoppable mindset. We're inclusion, diversity and the unexpected meet. Unexpected is always fun. But we also talk about inclusion first, because it's the only way to make sure that we deal with everyone. The problem with diversity is it has tended to leave out disabilities some may disagree. But when you hear people discuss diversity, they don't discuss disabilities. Whether we discuss disabilities today are not is another story. But we will definitely be hitting the unexpected. Our guest today is Evan Robert Brown Walker, we're going to call him Evan because he said I could. And Evan is an interesting individual. Evan feels that he's on a mission to empower others, especially in unrep, or underrepresented communities. And he wants to help them thrive, which is as good as it gets. So that gets us to the unexpected, because it deals with all sorts of stuff. But Evan, welcome to unstoppable mindset. We're really glad you're here. Evan Walker 02:22 You so much, Michael, I'm so happy to be here. And really looking forward to the discussion. Michael Hingson 02:29 Let's go ahead and start by talking a little bit about maybe you growing up and all that where you came from, and sort of all those things that helped shape you where you are. Evan Walker 02:39 Well, I grew up in Atlanta, Georgia, I was raised by a single mother, who has been there with me every step of the way. And I of course I'm an only child. So I had a little miniature schnauzer growing up who I considered my brother, I have friends and you know, close people as well. But my mom and my miniature schnauzer and sparkle are miniatures nouns are really my immediate family. And then my dad, I got to know, sort of towards the tail end of my high school career, that's when I really got to know started to get to know him. He's based in High Point North Carolina, I ended up making a decision to go to High Point University. And so he and I became closer, develop the relationship that still lasts today. So that's a little bit about my background. Michael Hingson 03:43 So that's pretty cool. So you made the decision to reach out to him, which is something that has to be a little bit of a brave step by any standard. Evan Walker 03:54 Absolutely, absolutely. Any standard reaching out to a parent you don't know or may not know as well as you think you do. Reaching out to them is always scary. And for me, it was a turning point. One of many turning points in my life that led me to where I am today, but also helped me become a stronger person and just understand more of my family and his roots and where he came from. It was a great, great experience. Michael Hingson 04:27 So you have a relationship with him today, which is which is a good thing. And so you you are fortunate that you have now gotten to know both of your parents. You went to high point and what did you major in there? Evan Walker 04:42 I majored in English writing and I minored in business marketing. Michael Hingson 04:51 Hmm. And when you graduated, what did you do with all that? Well, Evan Walker 04:56 inside, everyone should know that five point is the furniture Capital of the World. There's other furniture capitals, I think, and China and Las Vegas, but my point is still consider the furniture capital of the world. So that's a pretty interesting, interesting fact. Today, I, after I graduated, I decided I wanted to move into something to do with my major. Many of us who graduated from college, need ourselves a stray from what we were going to school for, which is pretty prominent. Not a problem at all. But at the time, I really wanted to do something tangibly connected to English. So I looked at working for a publishing house. I also read a book at the time, I was really into books around oil and gas, fossil fuels, how they make the world turn and work, in addition to the comparison with climate change, and I wanted to work for this gentleman that my father knew at the time, who was an executive at an oil company. Neither of those opportunities panned out my third backup plan. My third option was, why don't I think about living abroad traveling abroad? I'm not quite sure what prompted me, other than it was still the great recession. So the Great Recession of Oh 708, which was catastrophic to many people. And even if it wasn't catastrophic, everyone felt that time in some way. So I knew I didn't want to challenge myself, or struggle finding a job. But I also Evan Walker 06:56 reminisce peripherally from people who in college, I went abroad for study abroad to gap years after high school, and I kind of wished that I had that opportunity. So it was a mishmash between desiring to live abroad, having that job security, but also just challenging myself. Michael Hingson 07:22 And so what did you decide to do with that? So you thought about doing something abroad? And what did you do? I made the decision, Evan Walker 07:34 shortly, I think shortly before graduation, to move to Korea. But the decision that I had to make before I even made that decision was, if I do move to Korea, then I have to choose between teaching English being a professional. Being in the army, or military, I was not going into the military. That was just not something I wanted to do at that time. And I was not a professional who was proficient in the Korean language. So teaching English as I guess, as a native guests, English speaker, teacher was truly my my core option. And the two choices as a guest English teacher, were teaching at a private school, or public school, teaching in a private school, namely, is very different in Korea. They're called Hogwarts, private schools in Korea, where oftentimes you're paid more than what you are in a public school. But benefits are sometimes non existent, sometimes less, or just not as not as broad and much, much longer hours. Those Michael Hingson 08:54 that why is that, Evan Walker 08:56 you know, I really don't know, I know that the education system there is considered to be one of the top in the world. And I would say, in my opinion, just me having lived there that a lot of parents and grandparents want their kids to do the best in school. So these Hawk ones are considered with the long hours of the teaching and the long hours for the students ways for them to accelerate getting their kids into the top schools and universities in the country. Michael Hingson 09:35 So you had a choice of, or at least the potential option of teaching in a private setting or in a more public setting, which did you end up doing? Evan Walker 09:46 I went public only because I wanted to make sure that I had enough benefits as far as health care. The pay was very good. Not as good as a hogwash to private school. But I really wanted to make sure I had those benefits that I had that structure and the benefits offered from a public school. I mean, free room and board. It doesn't get better than that. Free Lunch, you know, so I really just loved the idea of not having to pay for an apartment, getting free lunch. And so I went with Publix. Michael Hingson 10:31 So were in South Korea did you teach? Evan Walker 10:40 So, Korea? In South Korea, I taught in what's called what's referred to there as the inland Island. I'm probably pronouncing this wrong. But the the name of the the city was young young. And the province or the state of Young Young was n was called Young saying Buck dough, which was the the eastern part of the country. Sol Sol sets the Capitol. On the western side, I was on the eastern side. Yeah, my Michael Hingson 11:21 visit to Korea was to Seoul and two places within an hour of it. I went to speak there in 2007. Right, and I had an opportunity to be there and and also see the Korean guy dog schools, which were school, which was started by the President and others of Samsung. And so that was, it was fascinating. I never got to meet him. But we did get to visit the school and do some speaking around Seoul. So that was fun. But I never did get to tour the whole country, which I would have loved to have done. It was a wonderful country. And the people were were extremely friendly to me at least and and to my dog. Evan Walker 12:06 Yes, it's, it's a country that is just like you said, just gorgeous. The country of morning, lands on Morning Calm. It's also a country of opposites in many ways. So really, really hot, summer, sweltering hot, really, really cold winter, Siberian winds. And you know, even even some social norms and things like that. So. Michael Hingson 12:37 So what was it like for you teaching over there? That was a major step out for you to go to a different culture a different place entirely, completely away from your comfort zone? Or what had been your comfort zone? And all that you knew? Via you did it? Evan Walker 12:58 Yeah. Honestly, living there, there are definitely some challenges, I would say, moving there. And all the pieces of the puzzle that you have to put together before you even on the plane. That's a part of that's a part of the two. So thinking about what am I going to do as far as money I need to open a bank account in a country that I don't speak the language, learning a language, sure, but it really needs to think about that. registering with the State Department, getting immunizations and so finally, you get on that plane. And for me, I look back Evan Walker 13:41 subdivider Mom, she wasn't there. And it really hit me like wow, you know, you are on your own. And when I sat down on the plane, it was just pure excitement. It was like, total change of emotions. But when I got there, and I experienced just the kindness of the people, you know, a neighbor who became a friend, he was working at the Korean military base in this rural town, which the town was a rural farming community that farms their major product was spicy peppers. He was living near me and helped me moved from my second my first school to my second school several hours away. He took me to dinners when I wasn't feeling well. And so you know, those kinds of moments and those people the way they care and even this routine me. Oh, Evan Walker 14:47 when you're lost in the city of Seoul. Oh, let me let me help you. Let me help you find what you're looking for. You look lost. It's just so out. opposite from the way we interact in America. And you know, that collective family oriented culture, never eating alone. It really did leave a very good impression on me and made me cherish moment moments when, you know, maybe I was feeling most vulnerable, not knowing the language, not having a large support network of expatriates or foreigners in a small town. That was certainly a, an anchor for me. Hmm. Michael Hingson 15:39 But you did it? Did you learn much of the language? In the time you were there? Evan Walker 15:43 Yeah. So I would say now, I, I know literally choke off, which means a little there, I would go to the grocery store, I would know how, what past means what, you know, just survival turned it around. And so those those terms I knew I knew instinctively and instantly, Teacher Song saying them because titles in Korea mean a great deal more than they do in America. And roles and jobs, like teachers probably mean as much as doctors mean here. So you'll have students running around stranger saying, oh, Song saying noon. It's a form of respect to them. So I would say, you know, now, I've probably lost most of that. I've not kept it up. But even what I didn't know, because Korean is a tonal language. Oftentimes, I wasn't even pronouncing it in the right. So there were constant miscommunications. Oftentimes, yes means no. So they will agree. Because that's a country of collective society of service. What can we do for you, you know, what is the service? How can we how, but at the same time, it was still very, you know, constant miscommunications, based on where I was living and the language. Michael Hingson 17:22 Why ultimately, did you decide to move to Korea to teach what motivated you really to do that? I mean, so you decided to do it, but as you reflect back on it, what, what caused you to decide to do that that's a big step, most people would say, Evan Walker 17:41 it is, it is a big step. I honestly think now looking back, I wanted to experience the world. I also wanted to prove to myself, yeah, I can step outside of having my mom really support me having my dad stepping out of the shadows and saying to myself, for my own self worth, I appreciate me, and to just experience something that no one else had experienced. That I know. Up until that point, no one I knew had lived in Asia. I let alone South Korea. So it was looking back I think a test to myself Michael Hingson 18:31 was a self imposed test. Evan Walker 18:34 self imposed test. Michael Hingson 18:36 So you mentioned that you move from one school to another several hours away. Why Why did you move from one school to another? What kind of prompted that? Evan Walker 18:48 So I Well, the move was for contract. So in Korea, you really learn about flexibility, adaptability, as the best English teacher, you learn at a moment's notice, there's going to be a war drill, or there's going to be, you know, a holiday tomorrow or your contract is still going to end on the same date. But we'd like to extend it or we'd like to shorten it. What do you think about that? There's a lot of impromptu questions all the time. One because of language barrier, two, because three in school systems for the guest English teachers operate on a need to know basis. So you need to know they will tell you what usually is pretty, pretty quick, pretty last minute. I decided with that in mind to renew my contract. This felt like the story was not done for me there and I needed to move to a place that was a little bit more sort of politan I was hoping a bigger city. And that's what I ended up moving to. The English program in Korea was actually the program that I was hired through. And I was hired before that, through the Council on Air National Education Exchange, called CI II. That is basically a recruiter for the English program in Korea, which is a government program in Korea that hires guests, English teachers, and so I knew someone about an hour away, he was the Regional Coordinator for the English program in Korea, he had sent an email to all the teachers in Gung sein buchtel, that we have a role. It's in the Exxon. It's the Boys High School. We'd like to take up this role, let me know. And so it wasn't far for me. But it was closer to school, which was great. And I just wanted to stay and experience in New York City be close to her soul, and continue my learning of the code. Michael Hingson 21:17 So you took it and there you were, how much larger was the second town or the more cosmopolitan area for you? Evan Walker 21:24 I don't know how much larger it was definitely I population. But it was definitely quite large. And not. There was there was a skyline. And I will also say that that city yet John was close to the mask dancing city. So Korean mass dancing is a tradition in their culture. And that city is called on dog. So yeah, Chun and on Dong, were probably about 2030 minutes apart on Dong was an even bigger city. So it was still yet started was still a farming community. But it had enough of an infrastructure socially for me to make the decision with about seven other expatriates. And a few more shops. For me to for me to enjoy. I would say yet, Shawn was about two and a half to three hours from Seoul. Yong Yong was five. So it was a great move in that way that I could still, you know, I could still make that jump in a quicker Michael Hingson 22:45 so when I was there, I never really got to, as I say, do a lot of touring around it to be to be real cute. So did you ever find a cost go in South Korea? That is so Evan Walker 22:57 funny that you asked. I don't recall that. But you know, there's a very similar chain called Home Plus believe that's the name of the chain. And it's basically like a Costco, you've got a lot of a lot of goods in bulk. And so many weekends from yet Shawn, I would take from us to on dog where the Home Plus was, and just buy tons and tons of food and things like that. There was one instance where before I was in yen chart, I actually took the bus with all the names of the buses, all the routes all the time, everything's in Korea. So I took the bus. It was my first winter in Korea. I had some coats, but nothing I needed for sub zero temperatures Fahrenheit. So I took the bus I thought to odd Dong from Yong Yong, which was about two hours or so. What I didn't know was I actually took the bus to Daegu, which was a while longer. And so when I got off the bus and I was realized I was not in on dawn. I was like, well, where's the Home Plus, might as well make the best of it. So I just, you know, went shopping it some coats and hats and things like that. thermal underwear. Michael Hingson 24:37 You found a home plus, Evan Walker 24:39 I found a home vise you've got to be able to adapt, you're gonna miss stuff. Living abroad living in a foreign country. So those kinds of lessons where you can be flexible is really, really important. Michael Hingson 24:57 What would you advise the How to someone, if, if they're thinking of going to a foreign country or living in a foreign country, or even just going as part of a holiday or whatever, what would you advise people? Evan Walker 25:14 What I would advise people living in a foreign country, I would say, there are pivotal moments while you're there. But then there's a pivotal moment of making that decision to even go there, and live there. And I would say, for me, when I made the decision to get on that plane, it wasn't necessarily a no return. But it was a change. And, for me, it's a, it's a point at which he experienced and this changed my life. It started a new one. And so with that froms challenges with all kinds of, you know, items and things in in those challenges such as language barriers, cultural, confusion, cultural and competency, which my job today is developing, and helping to empower and make people knowledgeable of cultural competency. But there's a lot of different roads that you have to pass, once you make that decision, living abroad, living abroad as well. However long you live abroad, you have to remember and know, which I would say was not something that I was made aware of emphatically is that you will have to adjust, you will have reverse culture shock. Now, I would say certain countries, you probably have more than others. For me, being in a western culture being raised moving to an Eastern East Asia, Eastern country, the culture shock was quite great. Especially thinking about when you don't have access to or aren't listening to just think about music, of the current music that you listen to that. Oftentimes, unless you're on YouTube, or your or latest app, you may miss out on that. You also may miss out on trends, and sometimes news and just feel like you're out of place, you come back. So that's really important. I would say just going abroad, period. Register with the State Department in case of an emergency. And just be open minded. Know that you have a bias no matter where you're from, what your background is, when I first got out of the airport in Seoul or Inchon and I looked around at the cars, I just the first thing I noticed was every car is black, white, or gray. I was like, Oh, that was the second point when I realized the gravity of my decision, because it is a collectivist country. Everyone is thinking about each other. There's not a lot of variations and colors and things like such a small, such a small, visually. Interesting fact, but also long standing in terms of the ramifications of that decision. Michael Hingson 28:40 Do you regret having spent two years over there? Or were you? Do you feel that it was a valuable experience? What's your reaction thinking back on it now? Yeah, Evan Walker 28:53 I absolutely think it was a valuable experience. I do not regret it one bit. If I could do it over again, I would probably do some things differently. But every conversation I have meeting someone new, it usually comes up. When I'm interviewing for jobs, like the job I'm in now. It's always a point of pride and our point of experience, something no one can ever take away from you. And I love that. So I I know the way I was challenged in many ways. I had some of the best times in my life, meeting different people from around the world in Seoul coming out, which was not necessarily the best time living there so far from home, but coming out as a gay black man over Skype to my family on my mom's side who was who was very, very welcoming and you know, very proud of you for doing so. And my dad was too, later on. Michael Hingson 30:02 But I was thinking that by that time, we had a lot more ability to communicate. So at least you had some opportunities to talk to people back here in the states that you wouldn't have had 10 or 15 years before. Evan Walker 30:19 Yeah, yeah. And, yeah, yeah, I actually, I will, because I went through a recruiter, the CIA II organization, which I think is now an NGO. They offered me the opportunity to blog about my experiences there. So I was joined by a number of bloggers, guests, English teachers, or I posted about this and that. And I was able to your point to email that blog to family and friends, they could keep up with me. There was one particular time, the summer of No, the spring of 2013, where I was getting a lot of emails because of the North Korean missile crisis. Today, it's looked at as a pivotal point in time or a point in time where really, they had ramped up from February to May, so many different threats to South Korea and to America, which they still do today. They're very frustrated, usually, with our annual military drills. In the spring. That year, it was so bad that they actually scrapped 1953 armistice, they told foreigners, you should probably leave because there's going to be a war. It's going to be violent. It was crazy. It got so bad that my mom and I started talking about escape plans or as breakout a violent war. How are you going to get home? So? Yeah, I would say definitely, you know, there were there were those times when I was especially grateful for the modern communication. Michael Hingson 32:12 So you were over in South Korea for two years? And then you decided that that was enough for what? What was your motivation for them deciding to come back? Evan Walker 32:24 My motivation deciding to come back was, I thought that was enough. I had need what I thought, which is definitely the case, in my eyes, lifelong friends. I had pushed myself to the limit, even from a climate, cultural norms, food perspective, housing perspective. And I wanted to start my professional career back home. Ultimately, I didn't want to I didn't want to push that back any longer. Some people I still know. They're teaching all over the world backpacking thing in Korea, and that works for that. But for me, after two years, I was grateful for the experience. So many great times, challenging times. But I was ready to, Michael Hingson 33:20 to come back. So. So you, you came back? And what were you thinking about doing with your life once you came back? Evan Walker 33:31 So I came back, I honestly didn't know I wanted to process what I just done. And I also went through, I think, three months of reverse culture shock, what I envisioned as the American culture that I left, what I envisioned as the culture of my community, the LGBTQ plus community, the culture of Atlanta, all of those things, as an expatriate living 1000s of miles away, in some way or another, were not what I envisioned them to be, which is just not good or bad. It's just what happens. So I had the privilege, living over there having free room and board to save a lot of money. So I didn't need to work. The first three or so months, that I was, and then I was lucky enough in the spring. So I got back in August. And I got a job in March of following year through British insurance company called Hiscox insurance, and I'm grateful to this day that they hired me what a great, great career there for five years, but you That's really what I did was reflect. I had definitely some, I don't want to say challenges. But it really was a challenge in many ways. Because my, my concern at that point was my health I had come back after spraining my ankle earlier in the year back when I was in Korea. And when I was in Korea, and I went to a doctor. The first time due to language barriers, there was no need for me to wrap my ankle that I had wrapped. Although it was a sprained ankles, of course, I needed to wrap it, then when I went to get I think it was an MRI or an x ray, they actually told me that your foot as an extra bone. And so you probably just surgery to get the bone out. So by the time I got home, you know, again, just reminiscing the good times the challenging times. And then also thinking at some point, I'm gonna have to probably get this out. So again, I was grateful to get the job several months past, but I think anyone coming back from living abroad should really, if they can take that time to just adjust. Michael Hingson 36:29 Because it isn't you have an extra phone in your book. Did you have an extra bone in your foot? If I could talk I'd be in great shape. Evan Walker 36:35 I certainly did. I asserted that I had an accessory bone down there, yeah, and the foot on on the side of my ankle. And so I ended up having surgery. Later that year, after I was fired, it was a reconstructive surgery, the first of its kind that my doctor had done. The reattach the tendon, took the bone out and gave me an arch. So I likely will have to have the same things on my other foot. But we'll cross that bridge when we get there. Michael Hingson 37:12 So at least they diagnosed it over there. And exactly. That was an interesting experience. I bet you didn't expect. Evan Walker 37:23 Totally unexpected, but that's what comes with doing things that are unconventional. And when you take risk knows, you know, you can't foresee everything that happens, take calculated risks. I also had, you know, a finger, little system, my finger that I had to get taken out. Right before I came home, you know, there's just things like that, coming from a Western country, any country, you live somewhere else did a climate food, you learn things more about your body and your health that you weren't aware of. And you have to be prepared that if there's a language barrier or any other barrier, you may not have the same access to what it is that you need to prepare or recover from any issues with your health. Michael Hingson 38:25 You decided not to do the surgery in Korea, obviously and you came back here to do that. Evan Walker 38:31 Yeah, and Korean has Korea is very good. You know, hospitals, let's be clear, especially in Seoul. I just wanted to be home with family knowing I was coming home the following year. So it really just actually I think that was the same year I came home. Michael Hingson 38:51 So what was the job the insurance company gave you. Evan Walker 38:55 I was an underwriting assistant, which before I really read fiction, I thought it was related to Randy. So I'm like Oh, I'm back in I'm back doing something connected to my major. And it was actually a really interesting job processing job processing along the lines of commercial insurance. So cybersecurity technology errors and omissions really interesting job interesting people learns a lot. Definitely a bit of my time I work till midnight one time I was I was a workhorse at point and I work hard now and I you know work smart, collaborate all of those things but I really try just be in the present and Alan's and integrate my work and life in a way we're not going to burn myself out. As you as a lot have early in earlier in career people tend to disregard coming out just want to prove ourselves and things like that. Let me just work till my wit's end. But no, I don't do that anymore. But it was a great company still have great friends from there are my mentors from the pride resource group. Oh, keep in touch. Michael Hingson 40:27 So when you as an underwriter, you're here doing that work? What is it? You do? So you were talking about everything from dealing with intellectual property and cybersecurity and so on? What do you do? Or what did you Evan Walker 40:41 so as an I was really the underwriting assistant for the underwriters. So they were, look up the risk of, you know, what's the risk of, you know, Michael, Michael Hanson's company having a data breach. So this is what we'll cover, if you have a data breach, this is the amount that will pay. And so as an underwriting assistant, I would then kind of put those words together for them, but more often than not, provide them with a quote to send to you, or rather your broker, your insurance broker, and, you know, this kind of processing, getting those quotes out, getting those declines out, and canceling policies, when when that says, stay out? Michael Hingson 41:38 Well, it clearly can be part of a fascinating process. And I recognize the value in the need of insurance and the whole concept of risk management. And I speak about risk management from another side, which is basically more on the emergency preparedness side. You're in a room, you're listening to me speak. Do you know where the emergency exits are not the door that you came in, but the emergency exits? And the whole concept of risk management from that standpoint, which also, very possibly could affect your insurance? How well do you make sure that people who come to your facility, know what to do in an emergency and how to well you teach people might very well affect what you have to pay in the way of insurance so that you prove that you're being as careful as you can be? Evan Walker 42:36 You know, Michael, you're absolutely right. You're absolutely right. The importance cannot be understated. And even terrorism, kidnap ransom, shooter, all of all of those, all of those, but I do remember from reading your book, and just looking at YouTube videos and research, that you had all of the plans from, as a survivor of 911, working in a tower, one of the towers, you had those plans in Braille, that you had, basically, were an expert as to how to evacuate before it has to be that happens. occurred. Michael Hingson 43:26 I still remember, I still remember speaking at one organization meeting risk managers in Missouri, I think we were at Branson, but it was a meeting of risk management people from the Midwest. And after speaking, one of the people said, you know, we've never thought about the fact that as as a company, and that was a power company, they were one of the utilities, we have generation generating stations, and we don't teach our people really how to get out that is if there's a fire down in the station, how are people going to be able to get out because they can't see due to the smoke and so on. And we actually work together to develop a mechanism by which there people were able to escape without being able to see the exits because of the smoke. So they took that sort of thing very seriously. And it is and people really need to prepare more than they do. But they put some things in place. It was really cool to hear about it later, which is just really wonderful. So you worked at the insurance company for five years, and that's that's a good long time for for some people but you weren't there for five years. So what what made you leave and where did you go? Evan Walker 44:49 Honestly, I really just wanted to lean in more to that interest that I had found and passion related to ours. City inclusion, belonging and really being able to sink my teeth into a full time diversity, inclusion and belonging role. I was working in my last job as a training coordinator there. So I had some exposure to training courses focused on women in leadership and unconscious bias. But I wanted to do more I had started, what we call it at the time, LG, our LGBT work with whom someone I now call a friend, an executive bear, but also several other employees who are based in London. And so we created this global, what I call now at my current company, employee resource group, erg. And it was very successful. I mean, senior leadership was totally engaged, the visible visibility was global. It was on the top of everyone's minds, and honestly, bias, but I think that it gave other networks, the visibility that they needed, as well. And it put a spotlight on all the efforts that were going on related to vision and diversity. So much so that they asked me to speak to the company, out the networks. Michael Hingson 46:27 What led you to develop the passion? Did you just start to think about it, and it kind of grew or what? I Evan Walker 46:36 still to this day, I'm not quite sure. You know, it's funny because my dad consulted for many years with Christ on crisis management, public relations, and inclusion and diversity. And I never thought that I would be doing the same thing as him. But in many ways, I am following in his footsteps, which was totally unintended. I think that when I was raising my hand during focus groups, for employee networks for initiatives related to inclusion, and diversity, I just was curious and wanted to help in any way. It just kind of rounds me. Michael Hingson 47:25 So you left the company, the insurance company? And did you and your friends start your own company? Or did you go to work for someone else or what Evan Walker 47:36 I so I got a job. About a month later, I was hired by InterContinental Hotels.This was actually the year of 2020. And it was in March. So shortly before I started that job, which was a full time diversity and inclusion role, especially sprawl. I had enrolled in a Cornell online course, certificate in diversity and inclusion. So that was a self self taught course, like we had instructors, but everything was on your own time, rather. So there was no rush for me, but I had it in the event, longer to find a job than I expected. Well, even though I found the job, and I got a job rather quickly. COVID hit, of course. And so just starting there, I was like, Oh, it was a contract, permanent position. And at the time, there were a number of other people who were permanent, I believe, who might have been let go as well. But so many companies were just scrambling as to what to do. Everyone was sent home. And so I just use that time in between jobs to complete that course, which was a very rigorous course about engagement, your own engagement, when you weren't engaged. What did you do? Why do you feel that that was the case? And how do you make others feel engaged included? So that took me about eight months to complete by the end of it, I moved on to another company, I had extended an offer. That company was a great, great role. Great, great company. But after about two years with that company, I decided you know what? I would like to change and I feel like there's a new environment, a new path where I can experience being a diversity and inclusion manager I had left after IHG and starting at this company eight months later, or in the fall, I was a consultant for diversity and inclusion, helping people partnering with an accessibility subject matter expert, others from different parts of the world. And it was a great, great experience for me. But every company is on their own maturity scale. As far as diversity, inclusion, equity, all of these things, I wanted to experience a company that was on a different part of the scale. And so that's what led me to where I am now. Michael Hingson 50:41 So where are you now? Evan Walker 50:43 Now I am at Newman Technologies. I'm one of our global diversity and inclusion, inclusion and belonging managers, we actually are a telecommunications company, transforming as a technology company traded on the New York Stock Exchange. And just a great great company, curious, being present a lot of great values, and just putting our money where our mouth is, and our commitment as well. So I am just elated to be able to do what I do in this capacity, moving a mile a minute, but also seeing the change and being the change you want to see. That is what lumen is and I'm so happy to be along for the ride. So what is it you do? So, as a global as a Global Inclusion, belonging and diversity manager at Newman, I manage are starting to manage our communication in our partnership with the International organizations at lumen. So we have our APAC, India, EMEA. All of those organizations have what we call employee resource groups. And so the thread of that, or the holder of the thread of all of our employee resource groups, comes back to me. So I helped to oversee our disability, and abilities ERG, we have 11, employee resource groups help to see our black professionals ERG, we have a number of emojis that really help create more engagement, more of a safe space, but also just to help anyone feel included. And so that's a part of my role. But there's so many others, and I really just love it. Michael Hingson 52:50 How much influence do you have in getting the company when you discover something that maybe isn't right, from an inclusion standpoint, with one group or another? How much influence do you have in being able to change mindsets and change policy? Evan Walker 53:12 So actually, it's funny that you say that my boss is the chief diversity officer. So she brought all of us in to be curious, of new ideas, different diverse perspectives. And so with that, everything that I think about ideas, I'm not necessarily implementing all of them. Many of the ideas I have or perspectives or feedback related to I'm just gonna say policy, that does go back up to the C suite, just because my boss is the chief diverse diversity officer. So I often in leading taskforce related to changes in policies, how to get more employees engaged at all levels of the organization. And it all is exposed to senior leadership one way or another. So I would say it's pretty close. Pretty well, let me Michael Hingson 54:19 let me rephrase the question slightly. So maybe I should say how much does the chief diversity officer and the department have in the way of influence but let me give you an example. Let's say for example, someone and I will use disabilities here. Let's say a blind person comes along and says, I'm interested in being a part of your company or they get hired and they say, I need a screen reader software to be able to, to read what's on my computer screen because I can't read it otherwise. Or I go to these meetings and people are always handing out documentation at the beginning of the meetings, and then people read it and they discuss it, but nobody provides Is that in a form that I can use, much less provided in advance so that I really have access to it and can become familiar with it before the meeting, which really is the way we ought to handle documentation in general. But so someone comes to you and says, I got this problem. What? And I've gone to my boss, I tell you, and my boss has said, well, that's just the way it is, we're not going to do anything about it. That's clearly discriminatory and non inclusive. How do you deal with that? Evan Walker 55:36 Absolutely. So I would say, my boss would definitely be involved. So if that employee came in email, me or my boss, it would definitely get raised to the leadership level, depending on what the what the request is. In that scenario, I would say, that's absolutely discriminatory. And we do accommodate. We are inclusive of everyone, regardless of nationality, disability, ability, race, ethnicity, religion, all of those all of those inventions. And so it would be a dress, it would be listened to, and we make the accommodation or change needed, do we? Yeah, I'll leave it at that. Michael Hingson 56:27 Yeah. It's, it's an interesting conundrum. Because it all comes down to what people consider priorities and the cost of doing business. So for example, something that a number of us face regularly is we go into meetings, documentation is handed out papers. And they're referred to constantly during the meeting, but nobody makes them available for me to be able to access them. The other part about it is, which really is I think, the more interesting aspect of it, is that all too often we hand out documentation at meetings for people to read and the excuses. Well, we got to wait till the last minute to get the most current data. And the answer is do you really, rather than saying, we're going to provide the documentation in advance, so you should come prepared to discuss it. So at the meeting, you really discuss not spend half of your meeting or a good portion of your meeting, just preparing by reading it. And if you then do it in advance, it's a lot easier to make the documentation or the information accessible in a form that's usable. But getting people to change that mindset is really hard. But really, it ought to be part of the cost of doing business to make sure that true inclusion takes place. And it is so often a difficult thing to get people to change their mindset to do that, which is what prompted the question. Evan Walker 57:53 You're right. Yeah, the mindset change is is difficult, I think at any company specific, typically,around arounds. This this topic in a time of transformation, a time in society where the economy is very uncertain. The times that we're living in, and if you don't have those infrastructure, those systems in place already to support the mindset shift. That makes it even more difficult. I think the way lumen has been committed to inclusion for many, many years, has helped where we are moving forward in our journey. We also have a new CEO, who is from Microsoft spin all over the news and LinkedIn, and she's just wonderful. So she's also very committed to inclusion and diversity. And I think we're on a great, a great trajectory, a great path. But it's not easy for anyone to change those minds. Yeah. But you do have to meet people where they are. So Michael Hingson 59:10 you know, you absolutely do and it is a process. It's a learning process. It's a growing process on all sides. Well, I will tell you, this has been absolutely fun. And we've been doing this for about an hour now. Can you believe it? And so I think what we'll do is we will go ahead and stop but I want to get you back on in the future because I'd love to hear how your your journey and your adventure goes. And hear more about the experiences that you have at lumen and whatever you do, because your whole adventure now dealing with inclusion and diversity and so on is a worthwhile one to continue to discuss. Thank you Evan Walker 59:55 so much, Michael. This has been fun for me as well. I've really ever You're told this story at length, except for into family and friends. So it's been nice. Getting some of these these points out and also going down memory lane, I appreciate you taking me down that too. Michael Hingson 1:00:15 Well, thank you for for doing it and being willing to go down memory lane. And I want to thank you for listening. And I hope that you enjoyed this. Heaven has done a great job of giving us a lot of insights and a lot of useful information. I hope you found it interesting and that you enjoyed the podcast episode today, please give us a five star rating wherever you are. And wherever you're listening to this with whatever system, we would appreciate it. If you'd like to reach out, Evan, if people want to reach out to you, is there a way they can do that? Evan Walker 1:00:50 Yeah, people can just reach out to me on LinkedIn. So Evan, Robert Brown Walker, my name, just type that in on LinkedIn, you're welcome to connect with me send me a message. Also you have questions about actually going abroad and living abroad. There are a number of resources. Michael, I'm going to share those with you. Please, you know, we can we can share as far as links like the Council on International Education Exchange, and their website called transition transition abroad. For research. Michael Hingson 1:01:25 The blog articles that you wrote when you were in Korea, are they available to the public anywhere? That would be a fun series of links are linked to those blogs to Evan Walker 1:01:35 know. Yeah, I It's funny, I was looking, I want to say two or three years ago, and they totally redid their site. I will check with one of their directors. But those blogs I think have since since gone. Yeah. Michael Hingson 1:01:52 Gone to the big recycle bin in the sky. They Evan Walker 1:01:56 recycle then. Yeah, they've been replaced. There's now new bloggers? Well, it's Michael Hingson 1:02:01 fair to Well, again, we appreciate it. And for all of you reach out to Evan, he would love to hear from you, obviously and I would like to hear your comments as well. So feel free to email me at Michaelhi at accessibe A C C E S S I B E.com or visit our podcast page at WWW dot Michael hingson H i n g s o n.com/podcast. We'd love to hear from you. And of course those ratings are greatly appreciated. Love to get your thoughts. And if you have people in mind or think of people who you think we ought to have an unstoppable mindset and Evan you as well. Whether it's other people at Lumen or elsewhere, we'd love to hear from you and always are looking for podcast guests who can come on and tell stories. So we'd appreciate you letting us know about those people as well and giving us introductions. Evan Walker 1:02:56 Absolutely. Michael Hingson 1:02:58 Well, thank you one last time for being here. We really appreciate you doing this. And I expect to have you back on and we can hear about more adventures. Evan Walker 1:03:08 Oh, thank you, Michael. Pleasure, meeting you as well. And thank you again for the opportunity. Look forward to next time. Michael Hingson 1:03:20 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com. accessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for listening. Please come back and visit us again next week.

In October 2022, the Black Women in Science Network held Celebrating You with the support of the Academy of Medical Sciences. Vivien Kintu, the Equity, Diversity and Inclusion Manager at the Academy of Medical Sciences, and her colleagues, were instrumental in the creating this space to celebrate Black Women in Science. We speak with her to hear about how AMS were able to create this space and how other institutions can take the action sot the same. We also speak about how the AMS recently launched its first ever EDI Strategy 2023-26 with a mission of ‘becoming a trusted voice in EDI'. Referenced in the episode: EDI Strategy (2023 – 2026) - https://acmedsci.ac.uk/about/ourwork/equity-diversity-and-inclusion/edi-strategy  AMS 10-Year Strategy (2022 – 2032) - https://acmedsci.ac.uk/about/ourwork/strategy-2022-2032 More information: Check us out on this list for Top Women in Science Podcasts on Feedspot - https://blog.feedspot.com/women_in_science_podcasts/

“Diverse suppliers should focus on what's important to the companies they're engaging with. They have to be able to scale, operate, and deliver, leading to better outcomes relative to services and products.” – Curtis Crowder Mishaune Sawyer is the Senior Regional Diversity, Equity, and Inclusion Manager at JE Dunn Construction. A leader in the commercial construction industry since its founding in 1924, JE Dunn is a family-owned, employee-owned commercial building contractor headquartered in Kansas City. Mishaune has over two decades of professional experience in diversity, equity, and inclusion. She is the former Director of Projects at ERS Enterprises, Inc., where she served for over 20 years before joining JE Dunn Construction. She holds a Bachelor of Arts in Political Science from Emory University and a J.D. from DePaul University College of Law. Kris Oswold is the Vice President of Global Supplier Diversity at UPS. Kris is a leader in global business process design and organizational transformation who has built a career at UPS designing and executing global organizational change through formal programs and personal leadership. As the Vice President of UPS's Global Supplier Diversity program, Kris is dedicated to expanding opportunities for diverse suppliers and enabling them to collaborate with UPS. She holds a Bachelor's degree from the University of Washington. Curtis Crowder is a cross-functional senior executive, award-winning entrepreneur, and diversity leader. He is the Director of Global Supplier Diversity, Sustainability, and Innovation at Fiserv, a leading global technology provider for the financial services industry. Curtis served as the Chief Information Officer of Jetaire Flight Systems and the Director of Client Solutions for Metasys Technologies before joining Fiserv. He also formerly served as the founder and CEO of Syntellus Dataworks for over a decade before joining SPI as an infrastructure solutions partner in 2014. He holds a degree in Management from Georgia Institute of Technology. Mishaune, Kris, and Curtis join us today to share their insights on how they select diverse suppliers. They describe the key factors corporations evaluate when considering working with diverse suppliers. They explore how diverse suppliers can demonstrate scalability to corporations they want to work with. They also outline best practices and innovative tips for leveraging diversity and gaining access to corporate procurement opportunities. This week on Breaking Barriers: Business continuity, value proposition, and other factors corporations consider when working with diverse suppliers What scalability means in the context of supplier diversity The relationship between scale and capacity How training programs can bridge the scalability gaps among diverse contractors How diverse suppliers can differentiate themselves from other suppliers The importance of networking and relationship-building True software providers as diverse suppliers What ESG initiatives permanent recruitment firms should solve How IT Solutions providers can show they're hungry, humble, smart, and willing to show the sweat equity The value of brainstorming sessions and discovery meetings with supplier diversity professionals Finding the best point of entry in growth relationships with the right person in corporations Creating relationships in supplier diversity and beyond Resources Mentioned: National Association of Minority Contractors National Association of Women in Construction Connect with Mishaune Sawyer: JE Dunn Construction Mishaune Sawyer on LinkedIn Connect with Kris Oswold: UPS Kris Oswold on LinkedIn Connect with Curtis Crowder: Fiserv Services Technology Fiserv on LinkedIn Fiserv on Facebook Fiserv on Twitter Curtis Crowder on LinkedIn This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

Tune in for a conversation with Jakeim Jackson-Bell, Diversity, Equity, & Inclusion Manager for the Milwaukee Bucks and Fiserv Forum Arena. Jakeim discusses his experience as an Employ Milwaukee board member and the important role that a Board of Directors plays in organizational activities and performance. You'll also hear about a rotational program that Jakeim helped to pilot, where justice-involved individuals get experience working in sports entertainment. 

From Workforce Insights with Employ Milwaukee: Tune in for a conversation with Jakeim Jackson-Bell, Diversity, Equity, & Inclusion Manager for the Milwaukee Bucks and Fiserv Forum Arena. Jakeim discusses his experience as an Employ Milwaukee board member and the important role that a Board of Directors plays in organizational activities and performance. You'll also hear about a rotational program that Jakeim helped to pilot, where justice-involved individuals get experience working in sports entertainment. 

Diversity Lab, an incubator for innovation, collaborates with law firms and legal departments to increase diversity and inclusion in the legal profession. Diversity Lab's initiatives are rooted in data, behavioral science, and design thinking, and it is committed to not only test its initiatives but also to share the results and lessons learned. This episode discusses one of Diversity Lab's innovative initiatives, the Mansfield Rule. This rule is designed to increase diversity in leadership and the pipeline to leadership in law firms.When this episode was recorded, Baker Donelson was in the certification process for Mansfield 5.0.  We have since achieved Mansfield 5.0 Certification Plus status.  Additionally, special guest Natalia Marulanda was Diversity Lab's Mansfield Rule Director at the time of the recording. Our Host this Week:Brian Fernandez, Associate, Baker DonelsonCheryl Hunt, Diversity and Inclusion Manager, Baker DonelsonSpecial Guest:Natalia Marulanda, former Mansfield Rule Director at Diversity Lab, currently the Talent Retention and Development Director at Gunster

In this episode of the RLC Voice of Business Podcast, Cohosts Steve Cox and Nick Smith speak with panelists about cultural movements in the country and how businesses are currently engaging with them, and to what effect. Panelists Brad Phillips, SVP of Marketing Communication, Ross Phillips, SVP of Community Development, and Mariana Osorio, Community Engagement and Inclusion Manager discuss why it's important to different communities, cultures, and especially nextgen employees to engage with different culturally significant dates in your business, and why it's important to do it right. Some of the articles/studies mentioned in this episode are listed below: 76% of Millenials and GenZ seek a diverse and culturally immersed employer | https://www.glassdoor.com/employers/blog/diversity-inclusion-workplace-survey/ This study highlighted that millennials have substantially different perspectives on diversity and inclusion than older generations. Thanks to progressive baby boomers and Generation X-ers, organizations have made strides in providing traditionally diverse and inclusive workplaces (i.e., equally accepting and integrating individuals of all genders, races, ethnicities, religions, and sexual orientations). However, there is work to be done in terms of supporting cognitively diverse and inclusive workplaces (i.e., equally accepting and integrating alternative points of view). | https://www2.deloitte.com/content/dam/Deloitte/us/Documents/about-deloitte/us-inclus-millennial-influence-120215.pdf Major Employers Highlight the Importance of Black History Month with internally focused programs before external PR | https://www.glassdoor.com/blog/18-companies-celebrating-their-black-employees-black-history-month-and-beyond/ From supplier diversity to town halls, executives share how they're honoring Black History Month in the workplace and through business initiatives | https://fortune.com/2023/01/31/black-history-month-celebrate-workplace-companies-honor-employees/

In this episode of the RLC Voice of Business Podcast, Cohosts Steve Cox and Nick Smith interview a panel of Chamber employees about their recent rebranding effort and the relaunch of the Chamber and its sub-brands. JR Shaw, Executive Director of the newly renamed Destination Rogers, Skylar Rutherford, Marketing Communications Manager at the Chamber, and Mariana Osorio, Community Engagement & Inclusion Manager at the Chamber, answer questions and discuss everything from the process of the rebrand to what they see for the future of the Chamber's mission under the new brand. It's an exciting time at the Chamber, and we cannot wait for you to listen in and hear what's new with YOUR Rogers Lowell Chamber!

Mishaune Sawyer is the Senior Diversity, Equity, and Inclusion Manager at JE Dunn Construction, a family and employee-owned commercial building contractor founded in 1924. She has over 20 years of professional experience and is an expert in the diversity, equity, and inclusion space.  Theresa Schroeder is the Vice President and Regional Community and Citizenship Director at Turner Construction Company, an international construction services company that's proud to be a leader in diverse markets. She drives the community outreach at Turner Construction and is a seasoned professional in supplier diversity, diversity, and inclusion. Mishaune and Theresa join us today to describe how their companies navigate the DE&I space and how they established a culture of diversity in their organizations. They share their professional experiences in heading supplier diversity programs. They explain that diversity isn't just about minorities but everyones' opinions being heard. They share how not everyone has the intent to offend and how we can use those moments as a learning opportunity. Mishaune and Theresa also describe the questions we should be asking to move forward. "If DE&I is working like it's supposed to, it's interwoven in everything we do." - Mishaune Sawyer This week on Breaking Barriers: ●     Mishaune's and Theresa's professional background and their DE&I programs●     Their experience in supplier diversity and how they apply it in their organizations●     How a law degree helps in maneuvering the DE&I space●     Ensuring representation in everyday ads●     Identifying and addressing problems instead of excusing them●     Creating a culture of accountability starting from the interview●     Why diversity is not just about minorities●     Understanding that some people don't mean to be offensive●     Addressing the remaining barriers we need to remove for diversity●     The questions we should be asking to assert supplier diversity from a cultural standpoint Connect with Mishaune Sawyer: ●     JE Dunn Construction●     Mishaune Sawyer on LinkedIn Connect with Theresa Schroeder: ●     Turner Construction Company●     Therese Schroeder on LinkedIn This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

In this episode, we are joined by Nick Hornsberry, Heartland Dental's Diversity, Equity, and Inclusion Manager, to discuss why Diversity, Equity and Inclusion (DEI) work is so important in the dental industry. Tune in to learn about Heartland Dental's DEI work and how their core values keep the company on track, as well as their cross-functional DEI committee that serves to provide feedback and support from across the business. Hear insights on where they see Heartland's DEI journey five years from now.This episode is sponsored by Heartland Dental.

Welcome to the ‘Culture Add' episode where Terron Wilson, Diversity, Equity & Inclusion Manager at 84.51° is my special guest. Listen in as she shares her insights on DEI and how to create a stellar candidate experience. If you like what you're hearing on this podcast please subscribe wherever you enjoy podcasts and please share with others. Want to comment, discuss, provide feedback you can send me a note via LinkedIn, via the contact form on our website TheCX.xyz or via audio message below. Thank you for listening! Chuck Solomon Host of The Candidate Experience Podcast This episode was recorded in October 2022. Resources: Terron Wilson on LinkedIN https://www.linkedin.com/in/terron-wilson/ Careers at 84.51° https://www.8451.com/careers/ #candidateexperience #candidatejourney #employerbrand #HR #talentacquisition #culture #workplaceculture #recruiting #worklifebalance #talent #worklifeboundaries #recruitmentmarketing #employerbranding #diversity #diversityandinclusion #hiring #networking #career #WFH #zoomfatigue #on-boarding #HR #mentalhealth, #resilience, #transparency, #ATS, #universityrecruiting, #DEI #assessments #meritocracy #feedback #candidatecommunications, #ERG, #employeeexperience, #thegreatresignation #empathy #quietquitters #yes #goodkarma #cultureadd Transcript: Chuck Solomon Hey Terron can you tell listeners a little bit about yourself? Terron Wilson Yeah, so I'm a Cincinnati native, I have over 25 years experience in sales marketing consultant. And in the most recent four years, I started to dabble into this diversity, equity and inclusion space. Sure, I've been in the publishing and data insights, industries or working with companies in those industries over the last 25 years. Chuck Solomon Gotcha. And tell us a little bit about your company, and your role at the company. Terron Wilson Yeah, so at 84.51 is a retail data science insights and media company. We have headquarters in Cincinnati, Ohio, and we have regional offices in Chicago, Portland, in New York City. Read full interview transcript. --- Support this podcast: https://anchor.fm/candidate-experience/support

Welcome to the ‘Culture Add' episode where Terron Wilson, Diversity, Equity & Inclusion Manager at 84.51° is my special guest. Listen in as she shares her insights on DEI and how to create a stellar candidate experience. If you like what you're hearing on this podcast please subscribe wherever you enjoy podcasts and please share with others. Want to comment, discuss, provide feedback you can send me a note via LinkedIn, via the contact form on our website TheCX.xyz or via audio message below. Thank you for listening! Chuck Solomon Host of The Candidate Experience Podcast This episode was recorded in October 2022. Resources: Terron Wilson on LinkedIN https://www.linkedin.com/in/terron-wilson/ Careers at 84.51° https://www.8451.com/careers/ #candidateexperience #candidatejourney #employerbrand #HR #talentacquisition #culture #workplaceculture #recruiting #worklifebalance #talent #worklifeboundaries #recruitmentmarketing #employerbranding #diversity #diversityandinclusion #hiring #networking #career #WFH #zoomfatigue #on-boarding #HR #mentalhealth, #resilience, #transparency, #ATS, #universityrecruiting, #DEI #assessments #meritocracy #feedback #candidatecommunications, #ERG, #employeeexperience, #thegreatresignation #empathy #quietquitters #yes #goodkarma #cultureadd --- Support this podcast: https://anchor.fm/candidate-experience/support

Zara and I met through Desi Rainbow, which is an organization for South Asian queer people and their parents. It's an amazing organization and I'm glad To be a part of it. I got to meet so many wonderful people like Zara. Zara Ahmed is non-binary Pakistani educator, organizer, and advocate for inclusion and equity in the media industry. Zara had held leadership roles in multiple fields, including documentary filmmaking, youth media, public school education, refugee resettlement, and small business operations. Through all of these experiences, they have cultivated a strong sense of community building, holding space for vulnerable conversations, and utilizing storytelling as a tool for healing. Zara currently works as the Equity, Diversity, and Inclusion Manager at BAYCAT, a San Francisco production studio an academy centered on supporting young BIPOC and Queer creatives in navigating barriers to employment in the the film and media industry. Outside of the nonprofit world, Zara is passionate about building intergenerational community within the Queer and Trans South Asian diaspora, and they do so by producing art and food pop ups with their collective Queer Mango. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app

Karen Caterino, Alliant, sat down with Lilian A. Vanvieldt, Executive Vice President and Chief Diversity and Inclusion Officer and Aaisha Hamid, Assistant Vice President and Diversity, Equity & Inclusion Manager, to discuss the importance of diversity, equity and inclusion in the workplace and how to promote a company culture that gives every individual the tools they need to succeed.

Mishaune Sawyer is the Senior Diversity, Equity, and Inclusion Manager at JE Dunn Construction, a family and employee-owned commercial building contractor founded in 1924. She has over 20 years of professional experience and is an expert in the diversity, equity, and inclusion space.Theresa Schroeder is the Vice President and Regional Community and Citizenship Director at Turner Construction Company, an international construction services company that's proud to be a leader in diverse markets. She drives the community outreach at Turner Construction and is a seasoned professional in anything related to supplier diversity and diversity and inclusion.Mishaune and Theresa join us today to describe how their companies navigate the DE&I space and how they established a culture of diversity in their organizations. They share their professional experiences in heading supplier diversity programs. They explain that diversity isn't just about minorities but everyones' opinions being heard. They share how not everyone has an intent to offend and how we can use those moments as a learning opportunity. Mishaune and Theresa also describe the questions we should be asking to move forward."If DE&I is working like it's supposed to, it's interwoven in everything we do." - Mishaune SawyerThis week on Breaking Barriers:●      Mishaune's and Theresa's professional background and their DE&I programs●      Their experience in supplier diversity and how they apply it in their organizations●      How a law degree helps in maneuvering the DE&I space●      Ensuring representation in everyday ads●      Identifying and addressing problems instead of excusing them●      Creating a culture of accountability starting from the interview●      Why diversity is not just about minorities●      Understanding that some people don't mean to be offensive●      Addressing the remaining barriers we need to remove for diversity●      The questions we should be asking to assert supplier diversity from a cultural standpointConnect with Mishaune Sawyer:●      JE Dunn Construction●      Mishaune Sawyer on LinkedInConnect with Theresa Schroeder:●      Turner Construction Company●      Therese Schroeder on LinkedInThis podcast is brought to you by Hire GroundHire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations.For more information on getting started please visit us @ hireground.io today!If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts.Apple Podcasts | TuneIn | GooglePlay | Stitcher | SpotifyBe sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn. 

There is a clear need for leadership that prioritizes Diversity, Equity & Inclusion (DE&I) initiatives and mental/emotional health in the new workplace. Nothing brought these important issues to the forefront more than the COVID-19 pandemic and the resulting transition to the current and hybrid work environment. Ron Borys and Ryan Farnsworth take a departure from the Insurance angle of the Financial R&R and welcome Aaisha Hamid, Alliant Diversity, Equity & Inclusion Manager to discuss how to build an environment in which employees feel safe, can be their true, authentic selves, and apply their unique strengths and capabilities to accomplish their personal goals and business objectives. Aaisha provides insight into holistic, long-term strategies leaders can put into place to build a safe and inclusive workplace for all employees. Links Aaisha mentions during the podcast: https://www.nextupisnow.org/team/laurie-greer/ https://www.linkedin.com/pulse/may-benefit-change-your-email-signature-reflect-work-greer-cde/ https://www.amazon.com/Nina-Godiwalla/e/B003IFCTU8/ref=aufs_dp_fta_dsk

Christina Alexander, Director of Social Responsibility for productions of Wicked, Cassandra James, Diversity, Equity and Inclusion Manager at The Shubert Organization, and your host, Gennean Scott, Director of EDI at The Broadway League, breakdown what ED&I means in the arts, get personal about their role, and offer advice on staying optimistic for the future. Edited by Justin Payne. Learn more about your ad choices. Visit megaphone.fm/adchoices

On this episode of One Step Beyond, we're joined by Sr. Diversity, Equity, and Inclusion Manager at Amazon, Michelle Rakshys. In this episode, we talk about:• Creating corporate social change• [...]Read More...