Podcasts about institutional equity

In this episode of the Model FA podcast, David DeCelle, CEO of ModelFA, interviews Jonathan Foster, President and CEO of Angeles Wealth Management, a national wealth management firm serving ultra-high-net-worth families. Angeles Wealth Management has grown from $250 million in 2017 to $2 billion in 2022. Jonathan shares his journey from Institutional Equity sales trader to founding his own firm and later joining Angeles. He discusses their unique business model, which aligns interests with clients by charging performance fees for alternative investments, leading to a 50% revenue increase in 2024. Jonathan emphasizes the importance of client selection, education, and legacy planning in their client experience.   Connect with Jonathan:   Website: https://www.angelesinvestments.com/private-wealth LinkedIn: https://www.linkedin.com/in/jonathanrfoster,https://www.linkedin.com/company/angeles-investments/   About the Model FA Podcast   The Model FA podcast is a show for fiduciary financial advisors. In each episode, our host David DeCelle sits down with industry experts, strategic thinkers, and advisors to explore what it takes  to build a successful practice — and have an abundant life in the process. We believe in continuous learning, tactical advice, and strategies that work — no “gotchas” or BS. Join us to hear stories from successful financial advisors, get actionable ideas from experts, and re-discover your drive to build the practice of your dreams.    Did you like this conversation? Then leave us a rating and a review in whatever podcast player you use. We would love your feedback, and your ratings help us reach more advisors with ideas for growing their practices, attracting great clients, and achieving a better quality of life. While you are there, feel free to share your ideas about future podcast guests or topics you'd love to see covered.    Our Team: President of Model FA, David DeCelle If you like this podcast, you will love our community! Join the Model FA Community on Facebook to connect with like-minded advisors and share the day-to-day challenges and wins of running a growing financial services firm.

Join the Asian American / Asian Research Institute, and the Committee on Institutional Equity and Diversity (CIED) at the CUNY School of Professional Studies, for a screening of the documentary, But Youre Not Black (2020), directed by Danilelle Ayow. Following the screening will be a discussion with our guest scholar speaker Dr. Aleah N. Ranjitsingh (Brooklyn College), moderated by Dr. Yung-Yi Diana Pan (Brooklyn College).

Dr. Ricky L. Jones, our "think tank friend," returned to the studio to discuss U of L's "facade" of the Office of Institutional Equity, UK closing their Office of Diversity, Equity, and Inclusion, and his Wordle battles with Mary George Meiners...

Are we going to end hazing? To answer that question, we turned to Dr. Carolyn Eastlin, the Director of Institutional Equity at Oklahoma City Community College. Dr. Eastlin earned a Doctor of Education in Educational Leadership from the Educational Foundations and Leadership Department at the University of Louisiana at Lafayette. She also obtained a Master of Science in Education in Adult Education from the Counseling Adult and Higher Education Department and Bachelor of General Studies from the College of Liberal Arts and Sciences at Northern Illinois University. Dr. Eastlin's research interests include: (1) Hazing within Black Greek-letter organizations (BGLOs); (2) The effect of state anti-hazing statues on BGLOs; and (3) How hazing deaths effect BGLOs group decision making. She aspires to use this knowledge to create anti-hazing trainings and leadership trainings that elicit an emotional response that results in changed behaviors within BGLOs and other multicultural organizations. Email her at: ceastlin@thececollaborative.net In episode 491 of the Fraternity Foodie Podcast, we find out why she chose Northern Illinois for her undergraduate and Masters collegiate experience, why she chose Sigma Gamma Rho Sorority, Inc., what she would do differently about her experience as NPHC President, what are her responsibilities as Director of Institutional Equity at Oklahoma City Community College, how we can make our Fraternities and Sororities more welcoming for students with disabilities, how we can make our fraternities and sororities more diverse, are we going to end hazing in college fraternities and sororities, and how students without positions in their organizations can still be leaders. Enjoy!

In this episode, host Emilia Rivadeneira talks with David Elrod, Associate Vice Provost for the Office of Institutional Equity and Equal Opportunity at NC State & Title IX Designated Official, about changes and updates in Title IX regulation. For more information about Title IX and resources, visit the Office of Institutional Equity and Equal Opportunity's website.  

In this episode of Market Minutes, Zoya Springwala talks about the key factors to watch out for today before the domestic market opens. Indian markets are likely to resume trade on a positive note. Experts suggested the key indices' sideways movement may come to an end shortly. Also, catch Hemen Kapadia, Sr. Vice President of Institutional Equity at KR Choksey on the Voice of the Day segment. Market Minutes is a morning podcast that puts the spotlight on hot stocks, key data points, and developing trends.

In the season finale of Crime Time, Podcast Editor Abby Zimmerman sits down with Steve Thompson to discuss the importance of raising awareness of sexual assault. Listen to hear what Steve has to say and Abby's final goodbyes. LISTENER DISCRETION STRONGLY ADVISED - This podcast includes conversations including sexual abuse and murder. This conversation may be deeply disturbing and may not be suitable for all ages. See below for source information. Where to report sexual misconduct concerns. CMU Office of Civil Rights and Institutional Equity - 989-774-3253CMU Police Department - 989-774-3081Isabella County Sheriff's Department - 989-773-5911Michigan State Police Department - 989-773-5951Mount Pleasant Police Department - 989-779-5100Saginaw Chippewa Tribal Police Department - 989-775-4700Visit the Office of Civil Rights & Institutional Equity for more available resources.

Dwight Vidale joins to discuss the current state of young men of color in indy schools and his upcoming annual symposium. Register for March 2nd here! Dwight is the Assistant Head of School for Institutional Equity and Belonging for the Collegiate School. Prior to Collegiate, he spent over ten years at Riverdale Country School, facilitating equity programming and teaching middle and upper school English. In 2010, Dwight developed The Young Men of Color Symposium and in 2018, Dwight created Beyond Fear LLC, a consulting firm that collaborates with organizations and institutions to shift equity practices and policies. Follow us at @artic.ulating on IG for more of Articulating!

Index funds give investors broad exposure to the market at an accessible price point and have taken equity markets by storm in recent years. As index companies make decisions about how to construct their indices, we wonder if those decisions are more active than market participants realize. What is known for its passive flair may actually be more active than it appears, so is there more to indexation than meets the eye? What is the Fine Print of Indexation that investors need to be aware of? On this episode of Disruptive Forces, Anu Rajakumar speaks with Doug Kramer, Head of Institutional Equity and Multi-Asset, to understand his perspectives on the implications of indexation and what investors should take into consideration when building portfolios.     This podcast includes general market commentary, general investment education and general information about Neuberger Berman. It is provided for informational purposes only and nothing herein constitutes investment, legal, accounting or tax advice, or a recommendation to buy, sell or hold a security. This communication is not directed at any investor or category of investors and should not be regarded as investment advice or a suggestion to engage in or refrain from any investment-related course of action. Investment decisions should be made based on an investor's individual objectives and circumstances and in consultation with his or her advisors. Information is obtained from sources deemed reliable, but there is no representation or warranty as to its accuracy, completeness, or reliability. All information is current as of the date of recording and is subject to change without notice. Any views or opinions expressed may not reflect those of the firm as a whole. This material may include estimates, outlooks, projections and other “forward-looking statements.” Due to a variety of factors, actual events or market behavior may differ significantly from any views expressed. Neuberger Berman products and services may not be available in all jurisdictions or to all client types. Diversification does not guarantee profit or protect against loss in declining markets. Investing entails risks including the possible loss of principal. Investments in hedge funds and private equity are speculative, involve a higher degree of risk than more traditional investments and are intended for sophisticated investors only. Indexes are unmanaged and are not available for direct investment. Past performance is no guarantee of future results.   Discussions of any specific sectors and companies are for informational purposes only. This material is not intended as a formal research report and should not be relied upon as a basis for making an investment decision. The firm, its employees and advisory accounts may hold positions of any companies discussed. Specific securities identified and described do not represent all of the securities purchased, sold or recommended for advisory clients. It should not be assumed that any investments in securities, companies, sectors or markets identified and described were or will be profitable. Any discussion of environmental, social and governance (ESG) factor and ratings are for informational purposes only and should not be relied upon as a basis for making an investment decision. ESG factors are one of many factors that may be considered when making investment decisions.     This material is being issued on a limited basis through various global subsidiaries and affiliates of Neuberger Berman Group LLC. Please visit http://www.nb.com/disclosure-global-communications for the specific entities and jurisdictional limitations and restrictions.    The “Neuberger Berman” name and logo are registered service marks of Neuberger Berman Group LLC.   © 2023 Neuberger Berman Group LLC. All rights reserved.

Laura Rugless is Michigan State University's inaugural vice president for civil rights and Title IX education and compliance.In this newly elevated role, which was transitioned from an associate vice president to a vice president position, Rugless will be responsible for leading the institution's civil rights and Title IX compliance, serving as the university's Title IX coordinator and building upon MSU's efforts to cultivate a university community free of discrimination and harassment. The position will oversee the Office of Institutional Equity; the Prevention, Outreach and Education Department; the Resolution Office; the Office of Support and Equity; the equity review officer; and the Americans with Disabilities Act coordinator. Conversation Highlights:(1:02) – “During the recruiting process I learned about what's been happening with the development of the program here over the past several years. And that was really astounding to me. I was really drawn in by that. As I met leadership and members of the OCR team, I really felt like this is the place I should come and help galvanize the approach to civil rights, including Title IX. MSU is doing some really incredible things and yet we know there's more to do and we can learn how to do it better.” (3:01) – “We grapple with anything that pertains to civil rights, and we do it through a lens of prevention, and then when there is an incident reported to our office, response and resolution through our processes.”(6:15) – “We've had some really promising results in the Know More survey, which has demonstrated that there is a reduction in the prevalence of relationship violence and sexual misconduct that our university community is reporting through that survey, and that's exciting. Knowing exactly what we may be doing to help drive those results will be really important.”(8:33) – “We want our students to know that there are a lot of resources available to them here both to prevent – and should they experience any sort of incident – and to support them through that.”Listen to “MSU Today with Russ White” on the radio and through Spotify, Apple Podcasts, and wherever you get your shows.

Jennifer Taylor - Advising the Asian an BIPOC communities on accessing Institutional Equity for CRE

Join us in some Time for the Soul as Yale University Chaplain Sharon Kugler and Elizabeth Conklin, Yale's Associate Vice President for Institutional Equity, Accessibility, and Belonging and University Title IX Coordinator, discuss work as a call and vocation.

In this Topical Tuesday's episode, I spoke with Zamir Kazi who formed ZMR Capital in 2014 and in the past 9 years, has acquired over $1.7B of multifamily assets. He has been the recipient of Globe Street's 50 under 40 and is an active investor and board member of multiple early-stage companies. Be sure to tune in if you're interested in learning about: The incredible story of how he found his first institutional equity partner, AFTER he got a $40 million deal under contract What characteristics institutional equity partners look for, and how he overcame their objections on his first large multifamily deal Where to find institutional equity partners and how to nurture those relationships What the typical deal structure looks like using institutional equity and how it differs from a syndication with retail investors How his role as CEO has changed overtime and what he focuses on now that he has 27 full time employees Resources mentioned in the episode: 1. Zamir Kazi LinkedIn Zamir Capital LinkedIn Instagram To your success, Tyler Lyons Interested in investing in ATMs? Check out our webinar.   Please note that investing in private placement securities entails a high degree of risk, including illiquidity of the investment and loss of principal. Please refer to the subscription agreement for a discussion of risk factors. Tired of scrambling for capital?  Check out our new FREE webinar -  How to Ensure You Never Scramble for Capital Again (The 3 Capital-Raising Secrets). Click Here to register.   CFC Podcast Facebook Group

Ian Djuric is the managing member of the Djuric Family Office overseeing the family's real estate portfolio and equity investments for the past several years. The family office invests as both a GP and sole owner and has an ownership interest in over 5,200 multifamily units. Before running the family office full-time, Mr. Djuric had a prolific career as an owner-operator in the waste management industry.    Learn more about ALTERNATIVE BUSINESS and INVESTMENT STRATEGIES through QUATTRO CAPITAL! LinkedIn: /TeamQuattroCapital Instagram: @TeamQuattroCapital Facebook: @TeamQuattroCapital Website: www.TheQuattroWay.com    [00:00 - 06:27] Opening Segment Introducing Ian to the show Brief background and career Developing build-to-rent communities and storage portfolios Investing 10 - 50 million a year in LP checks for land development deals   [06:19 - 14:24] Exploring the Growing Appetite for Build-to-Rent Communities in the Real Estate Market The risk profile of buying class A properties versus C and B class properties The average cost of running class A properties is 37-39% Lower tenant turnover and delinquency rates in class A properties Ability to push rent organically without having to spend a lot of money on it Appetite for build-to-rent communities due to lack of supply and people choosing not to buy due to high-interest rates   [14:25 - 29:35] Renting Makes More Sense: Exploring the Benefits of Institutional Equity in Build-to-Rent Development Deals Partnering with a life insurance company to provide debt and equity up to 92-90% LTC Bringing in a passive institutional partner for additional equity at 7% LTC Paying a 2.5% acquisition fee and a 2% asset manager fee Multi-family deals average 60-80 million but only get 50-60% leverage Institutional equity provides no investor reporting, but high fees Having prep in a deal can be beneficial when structured correctly Two mantras of how to make a return on a deal: syndicated equity or pref equity   [29:36 - 30:53] Closing Segment Final words See the links below to connect with Ian   Quotes:   "I never did one of the weekend classes or mastermind programs. I just kind of paid for my education by sponsoring the entire deal and getting every single day thing. That I think, is the best education money can buy" - Ian Djuric   "Don't be nervous about having prep. Having prep can be great, especially if it's structured the right way." - Ian Djuric   Connect with Ian through Instagram, Facebook, or visit www.DjuricFamilyOffice.com.  LEAVE A 5-STAR REVIEW + help someone who wants to explode their business growth by sharing this episode. Find out how team Quattro can help you by visiting www.TheQuattroWay.com. Real Estate Runway Podcast is all about alternative business and investment strategies to help you amplify life, and maximize wealth! Click here to find out more about the host, Chad Sutton.

Special Guest: Richard Anthony Baker, J.D., M.P.A., Ph.D. Executive Director for Institutional Equity, EO/AA and Title IX Coordinator Rice University Immediate Past President American Association for Access, Equity, and Diversity (AAAED) Host: Dr. Donna Davis Diversity, Equity and Inclusion (DEI) Officer

Institutional Equity Strategist Tavis McCourt joins host Chris Cooksey to discuss recent market action with a look towards 2023, including: Catalysts of the recent rally from the October lows. Bear market rally or new bull? Is the worst behind us? Where do you see the best opportunities? What about bonds and cash? What are major risks to your outlook? What keeps you up at night? Please subscribe, rate and review.

How do you go from zero to over five hundred doors in 18 months? Tate Siemer takes us on his journey in getting there. In this conversation, he shares advice on how to find and secure larger checks for deals and how to scale a business to new heights Listen in!   Tate Siemer is the CEO/Managing Partner of GreenLight Equity Group. The company acquires and operates commercial multifamily assets (apartment communities) in Utah, Oklahoma City, and Columbus, Ohio. Currently 320 doors, $24M AUM. 252 doors under contract. Their mission is to achieve exceptional returns for our investors by improving communities and expanding well-being through progressive solutions in multi-family housing. [00:01 - 07:07] Discover the Magic of Multifamily   Tate on getting into real estate in the ‘06 and catching the multifamily bug The lightbulb moment of seeing the magic of multifamily regarding cashflow Growing wealth with mitigated risk and tax advantages   [07:08 - 12:01] Failing Foward - Be Watchful of the Market   Financing through lending and raising investor capital Creatively finding ways to do a full cycle in a deal Going through the shifts, spikes, and fluctuating interest rates   [12:02 - 16:06] Tips for Expanding Your Network   Striving to be in a better position in strategic relationships The benefits of masterminds and conferences in expanding your network   [16:07 - 18:10] Closing Segment   Reach out to Tate See links below  Final words Tweetable Quote   “We lost our earnest money on it… That's painful. It's something that happens in this industry. It's why they call it investing. It's why they call it earnest money, risk money… There were a number of factors–the shifting market, the spikes, and interest rates… Fail forward.” - Tate Siemer   ----------------------------------------------------------------------------- Connect with Tate Siemer on Linkedin. Visit his website and email him at tate@glequitygroup.com   Resources Mentioned   Failing Forward: Turning Mistakes Into Stepping Stones for Success by John C. Maxwell     Connect with me:   I love helping others place money outside of traditional investments that both diversify a strategy and provide solid predictable returns.     Facebook   LinkedIn   Like, subscribe, and leave us a review on Apple Podcasts, Spotify, Google Podcasts, or whatever platform you listen on.  Thank you for tuning in!   Email me → sam@brickeninvestmentgroup.com Want to read the full show notes of the episode? Check it out below: Tate Siemer  00:00 There's nothing better you can do to learn this business than actually do deals, in my opinion. And, you know, as entrepreneurs, we bite off big bites and big chunks and we solve big problems. And sometimes as an entrepreneur, you've got to put something under contract that you're not 100% sure how it's gonna get done. And, you know, we've done that we've been very successful and we've also stumbled a few times.   Intro  00:24 Welcome to the How to Scale Commercial Real Estate Show. Whether you are an active or passive investor, we will teach you how to scale your real estate investing business into something big.   Sam Wilson  00:36 Tate Siemer is the CEO and Managing Partner of GreenLight Equity Group. They currently have $58 million in assets under management about 600 units. Tate is also the host of The Apartment Gurus Podcast. Tate, welcome to the show.   Tate Siemer  00:49 Sam, it is a pleasure to be with you can't wait for this.    Sam Wilson  00:52 Absolutely. Pleasure is mine. Tate, there are three questions I ask every guest that comes on the show in 90 seconds or less. Can you tell me where did you start? Where are you now and how did you get there?    Tate Siemer  01:02 Well, as far as real estate goes?   Sam Wilson  01:06 Sure!   Tate Siemer 01:07 So well, real quick backstory. I'm originally from Cincinnati. I grew up there, suburbian kid, Catholic High School, not a Catholic guy. I was never Catholic. I just went to the school because it was great school. But I moved to Utah in 1999 last century, to ski, to chase a dream of skiing in the Rocky Mountains. And I've lived here for 23 years and have really adopted this as home. Originally a photographer by trade professional ski photographer, also weddings and portraits, and did that hard and heavy for about 10 years. But in 2006, I got into real estate investing, really just through a friend, a buddy that was in a class, a basic flipping class on how to invest in single family and and small multifamily. And, really, that's how I got into real estate. I got my I eventually got my realtor license, started flipping homes on my own, also went to work for some other investors. And then and 2011 teamed up with my current partner, Carl York, who was my original boss in Salt Lake City and 99, actually, but so we've been working together for 23 years, mostly on in different, different businesses. Four years ago, four or five years ago, now we caught the multifamily bug through we really had a 12 unit, kind of fall in our lap from a wholesaler that brought it to us and said, Here's a great deal, you guys should do it, here's how I would do it. And we ended up buying it and really saw the magic of multifamily in terms of being able to buy something that produces cash flow that was new to us. new concept, believe it or not to I mean, it was something we had never really seriously considered as you know, as as a lane to get in. But once we got in that lane, we have not left we're we're singularly focused on on multifamily. Specifically, like you said, we have about we have 595 doors under management right now. And with seven different communities and Columbus, Ohio and Oklahoma City, those are two target markets. We all we do also do deals in Utah, here in Utah as well. So So yeah, that's kind of a real quick brief thumbnail of kind of how we got to where we are super excited about this space, love it really in love with the work. I do love doing the podcast, as I'm sure you can relate Sam and I love being able to be a contribution to other people along the way. So that's really what I'm all about.    Sam Wilson  04:00 That's awesome. Tell me about the transition that you went through, as you discovered the cash flow like that being a new concept. Can you can you tell us about that?   Tate Siemer  04:11 Actually, I remember the moment really well when we were underwriting that deal and and analyzing it and my, my partner, Carl looked at me and he goes, he goes, Dude, can you shoot any holes in this deal? Like, I mean, we're making like, it's profitable, like it's, it's a deal that's that now this particular community was half vacant. Six of the 12 units were vacant. The other half were paying very, very low rents. The place was in shambles. And so we basically got everybody out and it did a head to toe remodel, everything from the membrane TPO roof down to mechanicals flooring, solid surface counters. We really did them up well windows and For us, it was really a matter of seeing, for the first time, everything we had done up to that point is what I would call speculative in nature. In that we were buying properties for a certain price, figuring we could add value to them for a certain expense, and sell it for a profitable price at the end of the process, right? We did that with single family houses, we did that with land. And we even did that with new build development. And every single deal that we did was speculative in nature in that way, when the apartment came along, and all of a sudden, we had like income and cash flow and revenue that we could underwrite. It was a whole new thing. I mean, it actually required a whole new spreadsheet, you know, a whole new model for us to underwrite it. And it was, it was quite a profound moment, really, because there's nothing like a live deal to bring home, all the advantages of multifamily and all the hardships to like, there's nothing better you can do to learn this business than actually do deals, in my opinion. And, you know, as entrepreneurs, we bite off big bites and big chunks, and we solve big problems. And sometimes, as an entrepreneur, you've got to put something under contract that you're not 100% sure how it's gonna get done. And, you know, we've done that we've been very successful. And we've also stumbled a few times. Yeah. So you know, back back to that, that kind of that light bulb moment of seeing the magic of multifamily. It's something that I now consider almost a moral imperative of mine, to get the word out there, that this is a fantastic option for investors to put their money in into, you know, private deals that are cash flowing, that are going to grow wealth, that are going to be risk mitigated that are going to bring tax advantages. So yeah, super exciting space for us.   Sam Wilson  07:08 I love it. A full gut job on a 12 unit is your first, how did you get over the industry experience? Maybe the lender would require? And then how did you get it financed?   Tate Siemer  07:21 Well, we did that one with hard money. So we didn't, we had from the single family days, we had a lender here in town, local hard money guy that trusted us knew us very well. He financed 90% of the purchase and 100% of the fix up. And then we actually raised investor capital for the rest. So we did that deal with no money out of pocket, we actually had to bring in a little bit of money at the end to complete the capex we were doing, but essentially, no money out of pocket for the purchase and, and the fix up. So yeah, it was it was a good one.   Sam Wilson  08:06 That's awesome. Do you still own that deal today?   Tate Siemer  08:09 We did. We went full cycle on it. We stabilized it, we doubled the rents there from where they were. And it's a very transitional part of Salt Lake City. So there were good properties around us and not so good properties around us. But we were able to really set the neighborhood standard for high rent levels on small one bedrooms.   Sam Wilson  08:29 That's awesome. Very, very good. Well done getting that one. That one, you know, done full cycle, but also just you know, creatively finding a way to take that down. I think that's as people start to scale into larger assets. It's a common question is like, Well, how do I get? How do I get that first deal done? How do I and obvious there's a million ways to do it? So I think it's interesting to hear what people have done and how they finance their opportunities. You said you'd stumbled a few times, maybe a long way since then, what are some of those things that come to mind when you say that?   Tate Siemer  08:58 Yeah, a recent example of something that didn't really go the way that we wanted it to was, we had a very, very nice building in Columbus under contract. And it was a $27 million acquisition. We had about a $12 million equity raise to get done and which was quite a bit more than what we've ever raised before. And so we we sourced, we went to work sourcing, Institutional Equity, private equity, and we got we got some people on board real early that we weren't ready to jump into bed with just yet because of our loan. And then when we got the loan solidified and in place, and this was during that rapid, rapid shift in the market, the debt market. When we finally got that loan in place, we went back out had have a hard time finding equity, we finally found a source that wanted to do the deal. And then as the market shifted, and our due diligence time expired and went by, we, they backed out, they kind of left us at the altar, so to speak. And so we weren't able to get that deal done. We lost our earnest money on it. And, you know, that's, that's painful. And it's, you know, it's something that happens in this in this industry. It's why they call it investing. It's why they call it earnest money, risk money. Obviously, it's something that we never foresaw happening. But, you know, there were a number of factors that the shifting market the spikes and interest rates, and, and the, the shift and equity and their equities, perspective on the market, really ended up hurting us a lot. So we've been in kind of regrouping mode. And one of the things that we're doing, Sam is we're looking at smaller deals now, deals that we know that 100%, we can find, we're actually under contract on another 12 unit in Salt Lake City. So we're, you know, super exciting property, we're currently currently in the middle of raising capital for that, it's when you go big, sometimes you get you get pummeled, like surfed the big waves, and you're gonna get pummeled eventually, some sometimes. So that's one. That's one example. We had, early on in our Oklahoma City deals, we had a property manager that was managing all of our properties there that we had to fire, which was also painful, and a number of different ways. But that was kind of a blessing in disguise, because we found a absolutely amazing property manager to come in on those. So. So yeah, fail forward, right. Like there's a book called Fail forward. And I think it's a great concept. It's all about embracing the failure, learning from it, growing from it and being becoming stronger from it.   Sam Wilson  12:02 What were some of the key takeaways, maybe that you guys either jotted down or just kind of stuck in the back of your head and said, Hey, we have a deal this size Next time, we're going to do it differently? What are those things you would do differently?   Tate Siemer  12:15 Yeah, I mean, it's, it's really interesting, because in the process of trying to get that deal done, we started a lot of relationships with larger equity sources, larger check writers. So we're going to be in a much better position with relationships in place, and even people that we're working on relationships with, with some family offices that are that are, we're trying to play the long game, right? Like, we want to be, we want to find somebody that wants to grow with us, we have big aspirations, we want to be at 200 million assets under management in two years, getting that going from 60 ish million right now to 200. Is is going to take some large unit count properties and, and and large acquisition larger checks from equity. So so really, I think, for us the lesson is relationships. When we started with that deal, we didn't have any equity relationships in place aside from our, our own investor network that we market to. So having having that in place will serve us very, very well moving forward.   Sam Wilson  13:33 What are what are some things that you know, just more of a practical advice? What are some things you have done to put yourself in front of those larger check riders or bigger equity sources? If I were to do that today, what would you tell me to do?   Tate Siemer  13:48 I would say, Join masterminds go to networking events, whether they're virtual or in person, go to conference national conferences, and ask everybody you know, who they know, that might be able to help them in the larger check area of the business? And, you know, so for us, it's really just been a lot of conversations and a lot of referrals. A lot of Yeah, hey, I know this guy, or I know these guys. Also, there's brothers equity brokers, and they're more than happy to work with you. They that's how they feed their families. So there's, there's, you know, get on LinkedIn, Google debt, slash equity or debt and equity for commercial real estate, and just start reaching out to people you will find it.   Sam Wilson  14:40 That's really, really great advice. Thank you for taking the time. Does that concern you? You know, as you're moving forward, I know that the having having a larger check writer back out of your deal cost you a deal, is that certain you or is there a way to kind of mitigate or ensure that when you get a At least a verbal if not written commitment from a large equity source that they're actually going to follow through.   Tate Siemer 15:05 Well, we never did get a written commitment from that source. We did get a verbal commitment, but, you know, yeah, I would say it never stopped raising capital until the checks, you know, cleared and in your account, right? That's really like, don't stop picking up the phone until that happens. And, and not that we really did that. It all it all kind of happened pretty fast. But you never want to count your chickens before they hatch. So yeah, just keep raising.   Sam Wilson  15:37 That's exactly it. I can't tell you, you know, how often, you know, we'll get soft commits or even Hey, you know, I've even had people signed Doc's and then just never get around to, like, oh, yeah, no, we're coming. And then brother died, just keep raising, and then eventually, you just turn it off. It's like, Well, I'm sorry, you didn't get done. So I think that. That's great. Great advice. Certainly there. I want to hear a little bit about your coaching program. We've got about two minutes left here. And I want to hear about that there before we sign off.   Tate Siemer  16:07 Sure. It's called multifamily accelerator and, and basically what it's designed for either an aspiring multifamily investor, or an existing multifamily investor that wants to scale up. For the aspiring investor. It's all about getting that first deal done. So it's a really comprehensive, deep dive into everything that it takes to get a deal done. Because the first deal is the hardest deal by a longshot to get done. And once you get it done, things start rolling. It's Michael blanc talks about the law of the first deal. And that's a real thing. Yeah, so it's, it's a hybrid coaching format. It's group coaching, combined with lots of one on one time with me. And it's just a multifaceted program that is, is designed to really catapult you to the next level that you want to get to.   Sam Wilson  17:03 That's awesome. Love that love that if we want to learn more about you take your coaching program, your podcast, all those things are the best places to find that.   Tate Siemer 17:13 Yeah, invest with green light.com invest with green light.com. And, and you can always email me to either through that, or at Tate at GL equity group.com. And, yeah, that's really the best way to reach me. I love to hear from people. I'm also on all the social media platforms at Tate seamer. So love to hear from you guys.   Sam Wilson  17:38 Awesome, Tate. Thanks again for your time today. Certainly appreciate it.   Tate Siemer 17:41 My pleasure, Sam. Thank you.   Sam Wilson  14:34 Hey, thanks for listening to the How to Scale Commercial Real EstatePodcast if you can do me a favor and subscribe and leave us a review on Apple podcasts, Spotify, Google podcasts, whatever platform it is you use to listen If you can do that for us that would be a fantastic help to the show it helps us both attract new listeners as well as rank higher on those directories so appreciate you listening thanks so much and hope to catch you on the next episode.

Culturally relevant, responsive, and sustaining education includes cultivating a welcoming and affirming environment for student learning. This sounds good on paper, but can be difficult to bring to life in the real world. This week, we're talking to our colleague Dr. Cristina Compton and Dr. Sherrish Holloman, Director of Diversity and Institutional Equity at Saint Ann's School about how to create an environment consistent with the values in our Centering Students Framework.

A legacy of the transatlantic slave trade, Brazil is home to the largest number of African descendants outside Africa and the greatest number of domestic workers in the world. Drawing on ten years of interviews and ethnographic research, Second-Class Daughters: Black Brazilian Women and Informal Adoption as Modern Slavery (Cambridge University Press, 2022) examines the lives of marginalized informal domestic workers who are called 'adopted daughters' but who live in slave-like conditions in the homes of their adoptive families. Elizabeth Hordge-Freeman traces a nuanced and, at times, disturbing account of how adopted daughters, who are trapped in a system of racial, gender, and class oppression, live with the coexistence of extreme forms of exploitation and seemingly loving familial interactions and affective relationships. Highlighting the humanity of her respondents, Hordge-Freeman examines how filhas de criação (raised daughters) navigate the realities of their structural constraints and in the context of pervasive norms of morality, gratitude, and kinship. In all, the author clarifies the link between contemporary and colonial forms of exploitation, while highlighting the resistance and agency of informal domestic workers. Elizabeth Hordge-Freeman is an Associate Professor of sociology, interim Vice President for Institutional Equity, and Senior Advisor to the President and Provost for Diversity and Inclusion at The University of South Florida. Reighan Gillam is an Assistant Professor in the Department of Anthropology at the University of Southern California. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/african-american-studies

A legacy of the transatlantic slave trade, Brazil is home to the largest number of African descendants outside Africa and the greatest number of domestic workers in the world. Drawing on ten years of interviews and ethnographic research, Second-Class Daughters: Black Brazilian Women and Informal Adoption as Modern Slavery (Cambridge University Press, 2022) examines the lives of marginalized informal domestic workers who are called 'adopted daughters' but who live in slave-like conditions in the homes of their adoptive families. Elizabeth Hordge-Freeman traces a nuanced and, at times, disturbing account of how adopted daughters, who are trapped in a system of racial, gender, and class oppression, live with the coexistence of extreme forms of exploitation and seemingly loving familial interactions and affective relationships. Highlighting the humanity of her respondents, Hordge-Freeman examines how filhas de criação (raised daughters) navigate the realities of their structural constraints and in the context of pervasive norms of morality, gratitude, and kinship. In all, the author clarifies the link between contemporary and colonial forms of exploitation, while highlighting the resistance and agency of informal domestic workers. Elizabeth Hordge-Freeman is an Associate Professor of sociology, interim Vice President for Institutional Equity, and Senior Advisor to the President and Provost for Diversity and Inclusion at The University of South Florida. Reighan Gillam is an Assistant Professor in the Department of Anthropology at the University of Southern California. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/new-books-network

A legacy of the transatlantic slave trade, Brazil is home to the largest number of African descendants outside Africa and the greatest number of domestic workers in the world. Drawing on ten years of interviews and ethnographic research, Second-Class Daughters: Black Brazilian Women and Informal Adoption as Modern Slavery (Cambridge University Press, 2022) examines the lives of marginalized informal domestic workers who are called 'adopted daughters' but who live in slave-like conditions in the homes of their adoptive families. Elizabeth Hordge-Freeman traces a nuanced and, at times, disturbing account of how adopted daughters, who are trapped in a system of racial, gender, and class oppression, live with the coexistence of extreme forms of exploitation and seemingly loving familial interactions and affective relationships. Highlighting the humanity of her respondents, Hordge-Freeman examines how filhas de criação (raised daughters) navigate the realities of their structural constraints and in the context of pervasive norms of morality, gratitude, and kinship. In all, the author clarifies the link between contemporary and colonial forms of exploitation, while highlighting the resistance and agency of informal domestic workers. Elizabeth Hordge-Freeman is an Associate Professor of sociology, interim Vice President for Institutional Equity, and Senior Advisor to the President and Provost for Diversity and Inclusion at The University of South Florida. Reighan Gillam is an Assistant Professor in the Department of Anthropology at the University of Southern California. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/latin-american-studies

A legacy of the transatlantic slave trade, Brazil is home to the largest number of African descendants outside Africa and the greatest number of domestic workers in the world. Drawing on ten years of interviews and ethnographic research, Second-Class Daughters: Black Brazilian Women and Informal Adoption as Modern Slavery (Cambridge University Press, 2022) examines the lives of marginalized informal domestic workers who are called 'adopted daughters' but who live in slave-like conditions in the homes of their adoptive families. Elizabeth Hordge-Freeman traces a nuanced and, at times, disturbing account of how adopted daughters, who are trapped in a system of racial, gender, and class oppression, live with the coexistence of extreme forms of exploitation and seemingly loving familial interactions and affective relationships. Highlighting the humanity of her respondents, Hordge-Freeman examines how filhas de criação (raised daughters) navigate the realities of their structural constraints and in the context of pervasive norms of morality, gratitude, and kinship. In all, the author clarifies the link between contemporary and colonial forms of exploitation, while highlighting the resistance and agency of informal domestic workers. Elizabeth Hordge-Freeman is an Associate Professor of sociology, interim Vice President for Institutional Equity, and Senior Advisor to the President and Provost for Diversity and Inclusion at The University of South Florida. Reighan Gillam is an Assistant Professor in the Department of Anthropology at the University of Southern California. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/gender-studies

A legacy of the transatlantic slave trade, Brazil is home to the largest number of African descendants outside Africa and the greatest number of domestic workers in the world. Drawing on ten years of interviews and ethnographic research, Second-Class Daughters: Black Brazilian Women and Informal Adoption as Modern Slavery (Cambridge University Press, 2022) examines the lives of marginalized informal domestic workers who are called 'adopted daughters' but who live in slave-like conditions in the homes of their adoptive families. Elizabeth Hordge-Freeman traces a nuanced and, at times, disturbing account of how adopted daughters, who are trapped in a system of racial, gender, and class oppression, live with the coexistence of extreme forms of exploitation and seemingly loving familial interactions and affective relationships. Highlighting the humanity of her respondents, Hordge-Freeman examines how filhas de criação (raised daughters) navigate the realities of their structural constraints and in the context of pervasive norms of morality, gratitude, and kinship. In all, the author clarifies the link between contemporary and colonial forms of exploitation, while highlighting the resistance and agency of informal domestic workers. Elizabeth Hordge-Freeman is an Associate Professor of sociology, interim Vice President for Institutional Equity, and Senior Advisor to the President and Provost for Diversity and Inclusion at The University of South Florida. Reighan Gillam is an Assistant Professor in the Department of Anthropology at the University of Southern California. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/anthropology

A legacy of the transatlantic slave trade, Brazil is home to the largest number of African descendants outside Africa and the greatest number of domestic workers in the world. Drawing on ten years of interviews and ethnographic research, Second-Class Daughters: Black Brazilian Women and Informal Adoption as Modern Slavery (Cambridge University Press, 2022) examines the lives of marginalized informal domestic workers who are called 'adopted daughters' but who live in slave-like conditions in the homes of their adoptive families. Elizabeth Hordge-Freeman traces a nuanced and, at times, disturbing account of how adopted daughters, who are trapped in a system of racial, gender, and class oppression, live with the coexistence of extreme forms of exploitation and seemingly loving familial interactions and affective relationships. Highlighting the humanity of her respondents, Hordge-Freeman examines how filhas de criação (raised daughters) navigate the realities of their structural constraints and in the context of pervasive norms of morality, gratitude, and kinship. In all, the author clarifies the link between contemporary and colonial forms of exploitation, while highlighting the resistance and agency of informal domestic workers. Elizabeth Hordge-Freeman is an Associate Professor of sociology, interim Vice President for Institutional Equity, and Senior Advisor to the President and Provost for Diversity and Inclusion at The University of South Florida. Reighan Gillam is an Assistant Professor in the Department of Anthropology at the University of Southern California. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://newbooksnetwork.supportingcast.fm/sociology

A legacy of the transatlantic slave trade, Brazil is home to the largest number of African descendants outside Africa and the greatest number of domestic workers in the world. Drawing on ten years of interviews and ethnographic research, Second-Class Daughters: Black Brazilian Women and Informal Adoption as Modern Slavery (Cambridge University Press, 2022) examines the lives of marginalized informal domestic workers who are called 'adopted daughters' but who live in slave-like conditions in the homes of their adoptive families. Elizabeth Hordge-Freeman traces a nuanced and, at times, disturbing account of how adopted daughters, who are trapped in a system of racial, gender, and class oppression, live with the coexistence of extreme forms of exploitation and seemingly loving familial interactions and affective relationships. Highlighting the humanity of her respondents, Hordge-Freeman examines how filhas de criação (raised daughters) navigate the realities of their structural constraints and in the context of pervasive norms of morality, gratitude, and kinship. In all, the author clarifies the link between contemporary and colonial forms of exploitation, while highlighting the resistance and agency of informal domestic workers. Elizabeth Hordge-Freeman is an Associate Professor of sociology, interim Vice President for Institutional Equity, and Senior Advisor to the President and Provost for Diversity and Inclusion at The University of South Florida. Reighan Gillam is an Assistant Professor in the Department of Anthropology at the University of Southern California. Learn more about your ad choices. Visit megaphone.fm/adchoices

A legacy of the transatlantic slave trade, Brazil is home to the largest number of African descendants outside Africa and the greatest number of domestic workers in the world. Drawing on ten years of interviews and ethnographic research, Second-Class Daughters: Black Brazilian Women and Informal Adoption as Modern Slavery (Cambridge University Press, 2022) examines the lives of marginalized informal domestic workers who are called 'adopted daughters' but who live in slave-like conditions in the homes of their adoptive families. Elizabeth Hordge-Freeman traces a nuanced and, at times, disturbing account of how adopted daughters, who are trapped in a system of racial, gender, and class oppression, live with the coexistence of extreme forms of exploitation and seemingly loving familial interactions and affective relationships. Highlighting the humanity of her respondents, Hordge-Freeman examines how filhas de criação (raised daughters) navigate the realities of their structural constraints and in the context of pervasive norms of morality, gratitude, and kinship. In all, the author clarifies the link between contemporary and colonial forms of exploitation, while highlighting the resistance and agency of informal domestic workers. Elizabeth Hordge-Freeman is an Associate Professor of sociology, interim Vice President for Institutional Equity, and Senior Advisor to the President and Provost for Diversity and Inclusion at The University of South Florida. Reighan Gillam is an Assistant Professor in the Department of Anthropology at the University of Southern California.

Trauma—physical, emotional, and mental—can be passed down to us from our parents and family members in the way we are raised. As defined by the Office for Institutional Equity at Duke—Inter-generational trauma is a concept developed to help explain years of generational challenges within families. It is the transmission or sending down to younger generations, of the oppressive or traumatic effects of a historical event. In an intimate conversation, Mariam and Lina reflect on intergenerational trauma from their lived experiences as immigrants, and talk about the importance of trauma-informed healthcare.

Trauma—physical, emotional, and mental—can be passed down to us from our parents and family members in the way we are raised. As defined by the Office for Institutional Equity at Duke—Inter-generational trauma is a concept developed to help explain years of generational challenges within families. It is the transmission or sending down to younger generations, of the oppressive or traumatic effects of a historical event. In an intimate conversation, Mariam and Lina reflect on intergenerational trauma from their lived experiences as immigrants, and talk about the importance of trauma-informed healthcare.

In this episode of the Gnu Stories Podcast, Head of School Rodney Glasgow speaks with the SSFS Director of Institutional Equity, Justice, and Belonging (IEJB) LaVern Burton and two SSFS parents and co-clerks of INTERSECT, a parent group that provides a forum for parents and guardians to explore issues related to diversity, equity, and belonging. They discuss the importance of supporting students of diverse backgrounds through the inclusion of parents' sense of belonging. Hear about how DEI work at schools can actively involve parent participation and contribute to a sense of belonging for all.

In this episode of the Gnu Stories Podcast, Head of School Rodney Glasgow is joined by Courtney Benson, Director of Professional Development and Growth, and Hayes Davis, Assistant Director of the Office of Institutional Equity, Justice, and Belonging. Rodney, Hayes, and Courtney discuss how the development of professional growth opportunities for SSFS faculty and staff intersects with creating a place of belonging for students on campus.

MSU's Strategic Plan 2030 identifies goals within six key themes: student success, staff and faculty success, discovery, creativity, and innovation for excellence and global impact, sustainable health, stewardship and sustainability, and diversity, equity, and inclusion.On this edition of MSU Today, we'll be focusing on the staff and faculty success pillar of the plan with its executive sponsors: Provost and Executive Vice President for Academic Affairs Teresa Woodruff, Executive Vice President for Administration and Chief Information Officer Melissa Woo, and Executive Vice President for Health Sciences Dr. Norman J.Beauchamp.Michigan State University President Samuel L. Stanley Jr., M.D. says MSU's staff and faculty are key assets of the university whose work determines the success of the university. And it's important to find ways to make MSU a place where people want to come to work and achieve their potential.“Faculty and staff are absolutely critical to everything we do at MSU,” Stanley says. “And if you look at what the assets are that we value at the university, we have an amazing physical plant and amazing facilities. We have incredible students. They're remarkable, but our outstanding faculty and staff are our core assets, and their work really determines the success of the university.“What we want to do in this part of the plan is really talk about how we help faculty and staff succeed in their important work. How can we enable them? They have the talent and the capabilities, but how do we do what we can to remove barriers and help them fully succeed in what they're trying to do? How do we find avenues for advancement for faculty and staff? How do we help them achieve? How do we help them reach the next goal? For assistant professors, how do you reach full professor or associate professor first with tenure? For staff, how do you get promoted? How do you move up the ladder? How do you take on more responsibilities?“Finding ways to help individuals do this is key to our success at MSU. Finding ways to help them accomplish their research by providing the right support for them is key at MSU. What we'll talk about in this session is some of the things we're thinking about in this area and some of the steps we need to take to make MSU a place where people want to come to work to fulfill their dreams and reach their full potential.”Provost Woodruff echoes President Stanley's sentiments that the plan is all about putting MSU people first.“The entire strategic plan is about the people of this institution,” says Woodruff. “There's no part of it that doesn't touch on what we are as individuals within this great institution. Faculty and staff represent the institution, and what we want to do in the strategic plan is really to provide opportunities for every individual to reach their full potential. And in as much as we support the individuals, the institution will rise.“In many ways, the strategic plan contemplates a series of steps that one can imagine are somewhat like leavening that they begin to help each part to contribute then to the overall elevation of the institution. And as long as we put people at the center of everything we do, including our strategic thinking, the better MSU will be in the end. Every part of this plan really is about the people.”Woo says the plan is about creating an environment where people can thrive.“We can't get things done without great people who understand that we have an environment where they're going to thrive, and we need to create conditions where they believe they can do truly meaningful work,” Woo says. “We can't achieve our goals without people. We can buy all this what I call stuff that we can, but ultimately we have to have people who are truly talented and really want to be here to achieve great things and go where we need to go.”“To be successful, it has to be about the people and the mission,” adds Beauchamp. “We need an environment that supports and empowers the goals of people who choose to make MSU the place where they work, learn, and practice.”Woo adds that inclusivity is key to the plan.“We are working very hard to create an inclusive environment, one that is truly inclusive of diverse voices,” Woo continues. “We are really starting to excel in this area, particularly with the onboarding of our first chief diversity officer as well as an awareness of the need for inclusivity and diversity. We can see this in the Diversity, Equity, and Inclusion Strategic Plan. We can see it in all of the efforts across the entire university. It's all of us together working towards creating this inclusive environment. I think this is where we excel, and we are getting even better.”Beauchamp adds that accountability is also key to the plan.“We excel in having a community that cares,” Beauchamp says. “In those difficult moments, what I've been struck by is how the MSU community comes together to be intentional in solving those challenges. We're also excelling in having a culture of accountability. It's something that we have to do better, and the strategic plan gets at that, but we have to be accountable to all of those who come to us in search of help or goal attainment.”“We think of spirals of excellence in the specific areas of work,” Woodruff continues. “As we think about people, one of the things I have said and believe is Michigan State has a very high excellence to humility ratio. The humility of this place is just extraordinary. So, one of the things that we collectively have tried to do is really spotlight the excellence of individuals - faculty, academic staff, and staff. And we know of this excellence because of our rankings. We're a member of the great AAU, the Association for American Universities, because of our great people across this institution. The AAU is widely regarded as the most important metric for research intensive institutions across North America.“And there are a number of other rankings that represent this kind of spiral of excellence. So, what we want to do is really spotlight that excellence through the strategic plan, developing a portfolio for honorifics, both for individuals as well as for the institution. And we can hopefully then enable every one of the individuals within the organization to be able to not only achieve that which is good for them, but also to be able to let the world know what they're doing.“In the context of the strategic plan as well, each one of our offices is working to enable a new generation of work that continues to help to elevate each one of our folks. I think of the Office of Faculty and Academic Staff Development. We've started a new dean school to orient both our new and interim deans to some of the core aspects of what we're doing to build community, not just the administrative work or the disciplinary depths, but really thinking about effective team building, equitable budgeting, and evaluating faculty and staff in ways that help them to succeed.“These are really specific areas that we've been honing in on, creating and sustaining a respectful work environment series that we've been developing and that's across our offices of Human Resources and the Office for Institutional Equity and the RVSM team. So, again, we're trying to think very holistically about how we build competencies to enable the institution made up of excellent people to be able to thrive, and then we can both spotlight them and a great institution. All of those are opportunities for focused engagement that within a learning community and a research community can build the best MSU we can be.”“Another thing that we do is we collaborate well because of that humility to excellence ratio that Teresa provided,” says Beauchamp. “The barriers to collaboration here are incredibly low, and an aphorism I like is from Helen Keller who said ‘Alone I can do so little. Together, we can do so much.' And when we think about staff and faculty success, it's about helping it not feel like this solo journey but that there's a community that is willing and enthusiastic to partner. The low barriers to collaboration are defining for MSU.”What key goals does the strategic plan identify for staff and faculty success?“The plan identifies key goals and metrics, but I think my colleagues will agree that part of what the strategic plan is it's a living document,” Woodruff says. “It is an ethos for how we all lean into developing that environment in which excellence and opportunity naturally thrive. If we create that environment holistically, we will attract and keep talent to continue to create the conditions where faculty and staff can do their best work, both individually, autonomously, and collectively.“One of the things we want to do is to actively seek recognition for the excellence and innovation that this culture cultivates and fosters. And if we do that, we think we can increase faculty and staff external awards year on year perhaps by 10 or 15 or even more percent. And these are research awards, career grants, NSF grants, foundation awards, the Kellogg Foundation, and honorifics. We really have a great deal of faculty who should be recipients of prestigious academic awards, national academy membership, etc.“So, our goal really is to support everyone towards creating that kind of workplace that advances every individual, every voice, and with a few metrics of some number of increase every year. Again, I think that that a by-product of the excellence we create will be the recognition that is won.”“Among the key goals of the strategic plan for staff and faculty success includes supporting their career development, and perhaps most importantly, their wellbeing,” says Woo. “We really want to support the wellbeing of our staff, faculty, academic staff, and postdoctoral associates so we can focus on creating a best-in-class workplace culture.”“As we help the excellence at MSU be recognized, and I really like this initiative, that in turn brings more resources and opportunities.” says Beauchamp. “And as we look at the scope and scale of the need and the urgency in our nation, our ability to draw attention to the excellence that exists here in ways that are magnetic for more resources to come is a critical part of this effort.”With faculty representing so many different disciplines and the wide variety of roles for support staff, what does it take to make MSU a workplace of choice?“It means we empower everyone to be engaged in a community that's inclusive and equitable,” continues Beauchamp. “It is cultivating, caring, and accountable leadership, and it's a culture that's transparent, open, trusting, and safe. And it's really listening so that we understand the goals of the individuals and ensuring that there are ways for everyone to contribute and to really recognize and embrace their goals and be responsive to the challenges that are faced at an individual and a unit level.”“What it'll take to make MSU a workplace of choice is to provide an environment where people feel they can do meaningful work without limitation,” Woo says. “That can include providing a flexible work environment, whether it is to identify those roles that can work from other sites or perhaps at different times of the day than we are used to. We need to look to see what roles can work more flexibly so they can do meaningful work on the timeframe that they are able to provide that work. It means providing support for caregivers. It means making sure that we're inclusive of diverse voices and continue to advance our DEI efforts.“It's also taking the lessons that we've learned from the pandemic. We have learned different ways to work in many cases much more efficiently and effectively, and that will help create this workplace of choice where people feel they can do their best work.”“Melissa and Norm have said it so well,” continues Woodruff. “I echo everything they said, and I also really think about the ways in which our university policies and procedures and practices can enable that good work. And we must continue to engage in participatory engagement in each of those parts of what we think are ossified in some stone somewhere that tells us exactly what to do. We are an organization that values listening and allowing people to be part of the discussion while developing an environment in which learning can take place.“All of our work is designed to develop the right kind of scholarship in conjunction with the learning that happens for 50,000 students at this institution. We must provide educators with access to the professional development necessary for them to feel comfortable and confident in this space to create evidence-based learning experiences through all modes of instruction. There are different ways in which a budding clinician will learn their practice versus someone who is in a performance space or someone who is in the scientific discipline or someone who is in computer science.“Really understanding the plurality of the way we teach, of the way we learn, and the way the staff enables all of this to take place is something that I think really creates a context for improving campus culture while remaining firm in the goals and ambition of a learning community.”This pillar seems like an area where faculty and staff would have a lot to contribute. How might you plan to engage staff and faculty in contributing to a dialogue as this area develops?“What we've done in the Office of the Provost is to really engage faculty, academic staff, and students on many committees so that their voices are part of our dialogue,” Woodruff says. “We have summits with our leadership, with the deans, and with the assistant associate provost. And we've really done an environmental or landscape analysis to really understand how people see the strategic plan playing out in their lives. We're really trying to gather as much ongoing input as we had input to the strategic plan.“It really was an extraordinary thing for this president to say we are going to move ahead with the development of a strategic plan that invites all voices during a time of transition and the COVID context that we had not seen before at a time when the organization was changing its top-level management in real time. So that extraordinary level of leadership led to an exceptional level of engagement in thinking about our aspirations.“We have to keep those principles in mind as we move into this next stage of implementation and encourage everyone to continue to contribute in a living way to that ultimate set of goals that will be adjusted, just as our teaching is never the same. What we learn is always developing because of the way we do our research. We have to think about the strategic plan in that same way. We've invited dialogue in diversity, equity, and inclusion and are thinking about advancing social justice and connecting all the pillars through promoting inclusion to each of the problem sets that the Provost's Office is engaged in.“We are really thinking about intentionally shifting our culture, not thinking about this as something that is passive; there is an intentionality there. And I think that in as much as we continue to have feedback and campus-wide engagement, we have a high impact document that is foundational. We, I think, will be able to continue to develop strategies going forward that will be the all souls approach that everyone in this institution is part of the success of this institution. And that's how I think we'll continue to have the best outcomes because all of us have been involved.”“As the three of us are the executive sponsors of this theme, we will be collaborating with each other, and of course, among all of our key audiences and stakeholders that we serve, as we move through the implementation of this initiative,” says Woo. “We will be working together to make sure that we've identified strategies for implementation and prioritize the different initiatives as we move forward. And we'll be consistently communicating our progress to the campus community and make sure that we incorporate feedback from the campus community as well.”“We're making sure that we recognize that there are barriers to voices, and so we're creating multiple ways that people can have input, whether that's town halls or surveys,” Beauchamp says. “We incorporated something called rounding for outcomes where you go to where people work and find out what are the barriers to what they're trying to accomplish and how can we help. Part of what we are building in and will incorporate into this is multiple avenues to receive the guidance. This isn't top down. It's really the voices of the people who are accomplishing the mission.”“My hope is that through this process that I hope is transparent, we gather further momentum,” Woodruff says. “We are not stuck in a moment. We are part of a trajectory and that trajectory can be up or down. It can be fast or slow. And I feel that we're really on an upward march that has pace, and that's because people are involving themselves in every aspect of this. And to echo Norm, this is not top down. This is all of us. And that represents the best input towards what I think will be an extraordinary output, and I can't wait for 2030 to look back and see what we've accomplished.”“We probably, Russ, should add the use of the term shared governance because that is essentially what this is,” adds Beauchamp. “The strategic plan can serve us in the way that will proceed as really a structure and process for partnership, accountability, and ownership. It helps make these decisions be connected to the individuals who are so central to operationalizing the decisions. We're really committed to that. I'm proud of all the efforts to roll up sleeves together that I've seen over the last three years from the president and the provost. It's just been fun to be a part of and to see, that as shared governance is engaged, the enthusiasm from the faculty, students, and staff when their voices are heard.”“This is MSU's time,” concludes Woo. “There is no better time to be moving forward and to be really putting in the effort and engagement in implementation of the strategic plan and truly focusing on the success of our staff and faculty. Let's do it!”On this edition of MSU Today, we've been talking about the staff and faculty success pillar of MSU's Strategic Plan 2030, Empowering Excellence, Advancing Equity and Expanding Impact with the executive sponsors of the pillar: Provost and Executive Vice President for Academic Affairs Teresa Woodruff, Executive Vice President for Administration and Chief Information Officer Melissa Woo, and Executive Vice President for Health Sciences Dr. Norman Beauchamp.Read and learn more about MSU Strategic Plan 2030 at strategicplan.msu.edu. MSU Today airs Sunday mornings at 9:00 on WKAR News/Talk and Sunday evenings at 8:00 on 760 WJR. Find, rate, and subscribe to “MSU Today with Russ White” on Spotify, Apple Podcasts, and wherever you get your shows.

Listen & learn from Laurel Berryman on Critical Race Theory a.k.a. CRTA trained facilitator, speaker, and thought leader, Laurel A. Berryman is setting a new standard for institutions throught the Northeastern U.S in abolishing systemic racism, ableism, and gender discrimination. Her commitment to using education as a tool for reform, empowerment, and identity drives her professional and personal life. In 2020, Laurel graduated magna cum laude from the University of Massachusetts Dartmouth with a BA in Women's and Gender Studies including a focus in Pre- Law. Laurel specializes in workforce development, program coordination and facilitation, information technology, and sustaining the principles of diversity, equity, and inclusion (DEI). In her current role as Human Resources Assistant in Institutional Equity and Human Resources at Community College of Rhode Island (CCRI), Laurel brings her DEI background into recruiting and talent acquisition to establish and maintain an equitable and diverse work force and working environment. She has been featured in several media outlets including MTV, Medium and Apple Podcasts. Most recently, she has been featured as a panelist on the renowned YouTube channel, 'The Grapevine'.Talk soon,Laurel--- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app--- Send in a voice message: https://anchor.fm/charles-perry/message

We are so excited to welcome onto the show Dr. Kari Bolen, the Chief Diversity, Equity, and Inclusion Officer at Pasadena City College, and the co-moderator of the Future Of Work Conference that recently took place at PCC. If you missed it, don't worry! We'll catch you up as we discuss the key takeaways from what was shared at this year's conference.  We want to help you shift the culture within your workplace and evolve the conversation around DEI with the tools from the conference. We'll help you work towards equity and optimize everyone's ability to flourish and thrive within their communities. Diving deeper into the conference speakers' expertises, we'll explore the guiding principles of inclusion and provide some tangible tools for you to take with you into your workplace.  More from Dr. Kari Bolen:  Visit PCC Division of Institutional Equity, Diversity, and Justice  Email: kbolen@pasadena.edu     Find the transcript to this episode here To connect with us about the podcast visit our website Please be sure to subscribe, rate and review us on apple podcasts or wherever you listen to your podcasts!

Today's episode is a special one for many of us at Scholars of Finance as we had the opportunity to sit down with our Co-Founder, Ryan Quinlivan, to discuss the founding story of SOF. Ryan is a VP of institutional equity sales at Piper Sandler in their New York office. Beyond having a very successful early career thus far, Ryan has helped us build and grow SOF every step of the way on nights and weekends… investing a lot of time in our team, students, and community to help us achieve our mission of inspiring character and integrity in the finance leaders of tomorrow. Ross and Ryan start with how they both met and got involved in finance, and ultimately, how they started Scholars of Finance. We dive into our vision for finance and SOF as well. Ryan is an amazing person, leader, and deeply knowledgeable about markets - so we can't wait for you to listen to this episode. A special thank you to all of our students who submitted questions for today's interview.

Learn more at www.robbeardsley.me Subscribe to our newsletter and receive our underwriting model package:Rob's NewsletterFollow Rob Beardsley:YouTubeFacebookLinkedInLearn more about us at:www.lonestarcapgroup.com 

Feel like you're going in circles in fund management?  In today's episode, we're going to dive into them!  Lisa Hylton is the Host of The Level Up REI Podcast and Founder of LisaHylton.com, a real estate investment firm which was created for entrepreneurs by entrepreneurs to build passive income and wealth through tax-efficient real estate investments.  When she's not in real estate, you can find her hiking, paddle boarding, practicing yoga, taking evening walks, swimming, traveling, and embarking on wine country getaways, and trying new adventures.[00:01 - 04:46] Opening SegmentLet's get to know today's guest, Lisa HyltonLisa shares her life background and growing with real estateFollowing her parent's footsteps[04:47 - 12:59] Institutional Equity to Niche Fund ManagerLisa shares her experience working for an investment manager that raises fundsDifferent tools, same return profileSeeking to keep things simpleEducation matters when investing, breaking down misconceptions in REI[13:00 - 23:05] Keeping Things SimpleCreating vehicles for foreign investorsLisa talks about single-asset funds and whyBenefits of a Fund ManagerBuilding Relationships as a Fund ManagerA focus on recession-resistant real estatePeople want to embrace a bigger fundThe Fund Model[23:06 - 26:44] Final Four SegmentWhat Lisa would invest in with only $20,000 Seek to partner with 2-3 other people who also have $20,000 How Lisa would help in a real estate mistake“Run your numbers.”“Get to know the sponsor.”Lisa's way to make the world a better placeThrough her podcast and accountability callsReach out to our guest - see links below Final wordsTweetable Quotes“Sometimes very complex structures to piece [together] different investors can become very costly.” - Lisa Hylton“Even the big shops partner with strategic partners to bring in capital to their gains.” - Lisa Hylton -----------------------------------------------------------------------------Connect with Lisa Hylton through lisa@lisahylton.com and LinkedIn.  Check out her website www.lisahylton.com and level up your real estate fund management game.  Connect with me:I love helping others place money outside of traditional investments that both diversify a strategy and provide solid predictable returns.  FacebookLinkedInLike, subscribe, and leave us a review on Apple Podcasts, Spotify, Google Podcasts, or whatever platform you listen on.  Thank you for tuning in!Email me → sam@brickeninvestmentgroup.com 

Feel like you're going in circles in fund management? Lisa Hylton is the Host of The Level Up REI Podcast and Founder of LisaHylton.com, a real estate investment firm that was created for entrepreneurs by entrepreneurs to build passive income and wealth through tax-efficient real estate investments. When she's not in real estate, you can find her hiking, paddle boarding, practicing yoga, taking evening walks, swimming, traveling, and embarking on wine country getaways, and trying new adventures.[00:01 - 04:46] Opening Segment[04:47 - 12:59] Institutional Equity to Niche Fund ManagerLisa shares her experience working for an investment manager that raises fundsDifferent tools, same return profileSeeking to keep things simpleEducation matters when investing, breaking down misconceptions in REI[13:00 - 23:05] Keeping Things Simple[23:06 - 26:44] Final Four SegmentTweetable Quotes“Sometimes very complex structures to piece [together] different investors can become very costly.” - Lisa Hylton“Even the big shops partner with strategic partners to bring in capital to their gains.” - Lisa Hylton -----------------------------------------------------------------------------Connect with Lisa Hylton through lisa@lisahylton.com and LinkedIn. Check out her website www.lisahylton.com and level up your real estate fund management game. Connect with me:I love helping others place money outside of traditional investments that both diversify a strategy and provide solid predictable returns. FacebookLinkedInLike, subscribe, and leave us a review on Apple Podcasts, Spotify, Google Podcasts, or whatever platform you listen on. Thank you for tuning in!Email me → sam@brickeninvestmentgroup.com

Toral and Anthony talk to their DEI counterparts at Weill Cornell Medicine: Jamal Lopez (he/him/his), Senior Director of Institutional Equity and Fanesse George (she/her/hers), Manager of Diversity, Inclusion & Engagement. They talk about how their work is similar- and different- while also sharing their hopes and dreams about the future of DEI initiatives. For more information on the Office of Institutional Equity at Weill Cornell Medicine, please visit: https://diversity.weill.cornell.edu/policies/title-ix For more information on Weill Cornell Medicine's 2021 Diversity Week, please visit: https://diversity.weill.cornell.edu/about-us/diversity-news/wcm-diversity-week-april-26th-may-1st-2021

In his book, "The Black Butterfly," former community-health professor Lawrence T. Brown cites a century of policies and budgets he says sapped resources from Baltimore’s African American neighborhoods, forcibly uprooted Black families and triggered generations of trauma. He calls it apartheid, and contends it was planned and deliberately maintained, "Once you understand that--that it was done intentionally, that it wasn’t random, that it isn’t just some order of natural order of things-- it can be undone intentionally.” He says undoing it will take deep changes like dismantling the Baltimore police department and ending toxic lead poisoning. You cannot make Black Lives Matter, he argues, unless Black neighborhoods do. This interview originally aired on February 15, 2021. You can hear more from Lawrence Brown on May 4th at a virtual event sponsored by the Baltimore Teachers Union and the Towson University Office of Inclusion & Institutional Equity. See omnystudio.com/listener for privacy information.

Jon Heller, Vice President of Marc Belsky Limited, joins us today. Marc Belsky Limited is a real estate equity broker focusing on raising single source equity checks of $10M to $50M for total deal sizes of $25M to 250M. With over 20 years of experience and $10 billion in transactions, Marc Belsky Limited have established themselves as a market leader in the middle market real estate private equity space.

UNT’s annual Equity and Diversity Conference is one of the university’s most popular events, bringing together hundreds of students, educators and professionals who are committed to equity, access and inclusion in higher education, as well as corporations and community members interested in diversity and inclusion topics. The theme of this year’s conference is “Facing the Future Together: Allies, Accomplices and Action,” and will feature keynote speaker Jeff Chang, who has written extensively on the intersection of race, art and civil rights, and the socio-political forces that guided the hip-hop generation. In this episode, we discuss: ● How the conference has evolved over the years ● This year’s academic and corporate track topics ● Past speakers and this year’s speaker Jeff Chang ● What attendees can expect in the virtual environment Featured in this episode are: ● Shani Barrax Moore, director of diversity and inclusion in UNT’s Division of Institutional Equity and Diversity ● James Jackson, communications strategist in UNT’s Division of Institutional Equity and Diversity Helpful links: ● Register for the conference ● Explore past conferences Follow our Podcast ● @UNTPod Join the Conversation ● Connect with us on Twitter @UNTSocial or on Instagram @UNT

The 2018 Campus Inclusion Climate Survey was UNT’s first, with Shani Barrax Moore — the director of diversity and inclusion in UNT’s Division of Institutional Equity and Diversity — leading the effort, and master’s student Zahra Khalaf analyzing and providing context to the data and determining the best way to use it to facilitate intentional inclusion. An overview of the results was presented via webinar on Oct. 12, in which Moore and Vice President of Institutional Equity and Diversity Joanne Woodard delved into some of the key takeaways. As a result of the survey, which will likely be administered again in another three years, divisions and colleges across UNT have formed diversity and inclusion councils to create action plans based on the data specific to their unit. Moore also is working with divisions and organizations across the university to create focus groups to better understand what led to the responses. In this episode, we discuss: ● The results of the survey, including the biggest surprises and how the data compares to that of other institutions. ● How UNT is working to meet the vast array of experiences and expectations of students and faculty/staff on campus in areas including race, gender, sexuality, religion, disability and military status. ● How the results of the survey will inform initiatives moving forward. Featured in this episode are: ● Shani Barrax Moore, director of diversity and inclusion in UNT’s Division of Institutional Equity and Diversity ● Zahra Khalaf, who has a Ph.D. in psychology and is earning a master’s in women’s and gender studies at UNT, and works as a graduate student assistant in the Division of Institutional Equity and Diversity Helpful links: ● Check out the survey results and watch the webinar: https://ied.unt.edu/climate-survey-results Follow our Podcast ● @UNTPod Join the Conversation ● Connect with us on Twitter @UNTSocial or on Instagram @UNT.

In Episode 69, listeners hear from Kaitlyn Karban, a student at University of Michigan Ross School of Business and Incoming Institutional Equity Summer Analyst at Morgan Stanley, about her recruiting journey into finance, the unique nature and challenges of working in sales and trading (S&T), and her advice to students interested in recruiting Wall Street. Connect with Kaitie on Linkedin: https://www.linkedin.com/in/kkarban/ Subscribe to Our Future Newsletter: https://www.ourfuturehq.com/

Courtney talks to Angela Davis from the Office of Institutional Equity and Inclusion about Durham Tech's Action Plan. Find your polling place here: https://vt.ncsbe.gov/PPLkup/Angela has been reading Black Fatigue: How Racism Erodes the Mind, Body, and Spirit by Mary Frances Winters. The Durham Tech Library will be purchasing a copy ASAP because it sounds like a fantastic and important book. Follow the library on Facebook and Instagram. Contact me, Courtney Bippley, at bippleyc@durhamtech.edu. Contact the Durham Tech Library at library@durhamtech.edu. Music for this podcast was made by Robert Isaacs. 

 If you missed CPD Day, this part 2 episode features the second half of keynote Dr. Frank Harris' talk called  “the critical role of classified professionals in student success and achieving institutional equity.” There's also a great Q & A at the end so stick around for that but first Dr. Frank Harris expresses that the “goal is to account for the factors that influence community college student's success, which can be thought of as the experiences and dispositions towards education that a student brings with them.”  Run Time: 35 min, 37 sec To find the full transcript for this episode, click HERE

In today's episode, we bring you Part 1 of a very special Classified Professional Development Day keynote speech by Dr. Frank Harris III on “the critical role of classified professionals in student success and achieving institutional equity.”      Classified professionals are likely to not only be the first point of contact for new students but also the ones to to engage with them in a moment of crisis, or provide connection, encouragement and support that is often critical in whether a student takes that next step in their education. We spend some time becoming aware of what stage of growth we are at within our OWN education around equity, how to hold each other accountable and what we can start to pay attention to in order to become better advocates for the student. The challenges that we continually address like basic needs support and digital equity are now escalated during this time of the Corona Virus pandemic and if you didn't get to attend CPD Day, Part One of Dr. Harris' talk can help us all begin to reassess what it means to be equity minded during this time. Enjoy.  Run Time: 29 min, 28 sec To find the full transcript for this episode, click HERE  

On this episode VSC Education Coordinator Emilie Mitchell sat down with Title IX Coordinators from two Central FL Colleges: Sarah Laake from Rollins College and Matt Ricke from UCF. Come listen in on what Title IX really is, how these offices of equity and inclusion help support students, staff, and faculty, as well as learn about the changes to Title IX that are expected to come in the fall. Sarah Lake, M.S. is the Director of the Office of Title IX at Rollins College, a role she has held since December 2018. She enjoys being a mom, cooking, watching sports (especially Gamecock football, Terrapin basketball, and Capitals hockey), and going to Disney. Matt Ricke, Ph.D. is the Assistant Director of the Office of Institutional Equity and Title IX Coordinator for the University of Central Florida, where he has served since 2018. Matt has had the privilege of presenting locally and nationally on Title IX and gender-based misconduct, among other topics. You can listen to this podcast on YouTube: https://youtu.be/FxScbx3OgWo You can also listen to this episode on Apple Podcasts, Spotify, or wherever you get your podcasts! To get connected with the Title IX office at Rollins College visit their website rollins.edu/titleix To get connected with the Office of Institutional Equity at UCF visit their website: https://www.eeo.ucf.edu ------------------------------------------------------------------- Trigger Warning: In this podcast we will be discussing sensitive topics such as Sexual Assault. It's important to take care of yourself while listening. Some suggestions are listening while you're in a healthy head space or knowing who you can reach out to if you become upset. Our 24/7 helpline for crisis calls based out of Central Florida is 407 500 HEAL. By contacting the National Hotline at 1-800-656-4673 you can get support and learn about your local resources. There is always someone ready to help.

About our guests:John Gentile currently serves as the Co-Director of the Office for Identity, Culture and Institutional Equity at the Horace Mann School. July 1, he will be joining the Calhoun School community as the Director of Diversity, Equity, and Inclusion. He is a principal consultant with the Glasgow Group, a faculty member of the Student Diversity Leadership Conference, and a committee member of the NYSAIS Diversity Committee. He is co-founder of (Re)Defining Power, a conference for white males in 6-12th grades exploring their role in equity work. He is a graduate of the School Leadership Masters Program at UPenn. john.gentile.22@gmail.com Glasgow Group https://www.theglasgowgroup.org/Becca Mui is a queer, cis femme, biracial, social justice advocate. She is currently the Education Manager at GLSEN, a non-profit organization focused on LGBTQ support in K-12 schools. In her role, Becca creates resources, oversees GLSEN’s professional development program, and supports educators and administrators in creating LGBTQ-integrated schools. Becca received her Master’s in Education from Bank Street College with a specialization and certification in Literacy. She received a B.A. in English from the College of New Rochelle and a certification for NY State in Elementary Education. She worked for ten years as an elementary teacher, Equity and Inclusion Director, and LGBTQ coordinator.Twitter:@GLSEN_EducationLinked In: https://www.linkedin.com/in/rebecca-mui-12318b60/ Links:www.glsen.org GLSEN websitewww.glsen.org/educators - educator network sign uphttps://www.facebook.com/groups/GLSENEducatorForum Educator Facebook Forum

Elizabeth Seney, Senior Associate Director and Title IX Coordinator of the U-M Office for Institutional Equity, talks about the importance of raising awareness of sexual assault and reducing the stigma of reporting acts of sexual violence to authorities, especially on college campuses. She also reviews resources and reporting options, and encourages communities to make more conscious efforts to address and prevent sexual assault. See acast.com/privacy for privacy and opt-out information.

Michigan State University President Samuel L. Stanley Jr., M.D., appointed Tanya Jachimiak as the new associate vice president of the Office for Civil Rights and Title IX Education and Compliance, effective Feb. 3. In this position, she will provide leadership and oversight of MSU's Prevention, Outreach and Education Department and Office of Institutional Equity and Resolution Office. “The infrastructure in place at MSU is impressive,” says Jachimiak. “MSU is poised to be a leader in this area, especially through prevention and making sure we have a fair, impartial, and prompt response to incidents on campus.” Jachimiak is reviewing and assessing the policies and practices currently in place at MSU. She's requiring POE and OIE “to develop diversity action plans and make sure that, when there are open positions, ensuring that we have a recruiting plan in place to make sure we have a diverse applicant pool to fill any of our positions. “I'm going to be looking for ways for us to improve. I'm committed to continual self-assessment and improvement in all areas.” MSU Today airs Sunday mornings at 9:00 on 105.1 FM and AM 870. Find MSU Today on Spotify, Apple Podcasts, You Tube, and wherever you get your podcasts.

In this episode, Bernie speaks with Shanon Shumpert, VP of Institutional Equity for Rush University Medical Center. Shanon describes her expanding role over the past four and a half years, how her team has upheld Rush's values together, the inclusion of the local community in their facilities, and more.

On this episode of Vargas Speaks, Dr. Vargas talks about some new activities and initiatives taking place with the new Fall semester and about Southeast’s Bachelor of Science in cybersecurity program receiving accreditation from the Accreditation Board for Engineering and Technology. He also tells us more about the new Copper Dome Scholarship program. It will offer stackable awards with progressive values and straightforward renewal criteria for incoming students. Dr. Vargas talks about the university celebrating Hispanic Heritage Month September 15 – October 15. The celebration started as a week-long commemoration first proclaimed by President Lyndon Johnson in 1968 and it was later extended to a 30-day period while Ronald Reagan was president in 1988. This will be the fourth year that the Office of Institutional Equity & Diversity has coordinated activities and events for this celebration. The university has welcomed six new international students to campus as part of the U.S.

Evangeline Weiss is an artist, poet, and mother, and to her, being her full-self means embracing those parts of her while practicing love for everyone. She turned her television off in 1984 and describes herself as a queer, white, anti-racist social change agent with a twinkle in her eye! If that doesn't get your attention, she is also the Leadership Programs Director at the National LGBTQ Task Force. She works on the Creating Change Conference helping the Task Force building relationships in the host city which will be Detroit, MI in January 2019. As part of the build-up to the conference, the Task Force will host the Queering Racial Justice in Detroit September 8th. Before working at the Task Force, Evangeline worked in HIV/AIDS advocacy projects in the 1990s in New York. She worked at the Gay Men’s Health Crisis and the local needle exchange in the East Village, and at Act Up. She has worked in human resources and spent 5 years as the Director of Diversity & Equity for Duke University’s Office for Institutional Equity. Working internationally, she has a great deal of experience in collaborating with interpreters and is also fluent in Spanish and French. Evangeline is an artist, poet, and mother, and to her, being her full-self means embracing those parts of her while practicing love for everyone. Now, outside of work, Evangeline volunteers her time organizing White People Against Racism in her community as well as teaching workshops at other organizations.

Susan Treadgold is a San Diego-based certified high performance coach, founder of Treadgold Executive Development, international best-selling author, award-winning speaker and transformational trainer. After 23 years in London she has re-located back to the states and is now also a faculty member for UCSD’s Elevate Executive Leadership Program. Before that she spent nearly two decades un a  senior Institutional Equity roles at investment banks  Susan is passionate about helping women level up their energy, communication, presence and productivity without burning out or opting out.

Guest: Gabrielle DauntainMajor: Political Science & Philosophy / Minor: Environmental ScienceYear: JuniorHometown: FayettevilleHighlights:Rejection = RedirectionConnect Four____Person who made a huge difference: Reggie Barnes (Office for Institutional Equity & Diversity Senior Director)Takeaways: What's meant to happen will happen & C's get degreesThings you would tell your younger self or someone in a similar situation: Reflect, move forward, know nothing is perfectWords that sum up your college experience thus far: Self-aware, passion, hectic, worth it. See acast.com/privacy for privacy and opt-out information.

Duke University Chapel hosts a public conversation with U.S. Senator Bernie Sanders and the Rev. William J. Barber II, "The Enduring Challenge of a Moral Economy: 50 Years After Dr. King Challenged Racism, Poverty, and Militarism." The event was to be part of Duke's 2018 Martin Luther King, Jr. Commemoration and Duke Chapel's Bridge Panel series, which seeks to connect people from disparate walks of life to discover shared pathways toward the community of God. "In joining with others to begin organizing the Poor People's Campaign 50 years ago, Dr. King was working out of a Christian conviction that racial equity, economic justice and peace among nations were interrelated issues -- and all matters of faith," said Chapel Dean Luke A. Powery, who moderated the talk held on April 20, 2018. "Through this public conversation, we have an opportunity to bring together the insights of a preacher and a politician on the present-day work toward a just, moral economy." Barber is a national co-chair of the Poor People's Campaign: A National Call for Moral Revival, an initiative that aims to address issues of systemic racism, poverty, the war economy, ecological devastation and the nation's morality. He is also the president and senior lecturer of Repairers of the Breach, a nonprofit organization that seeks to build a moral agenda. An alumnus of Duke Divinity School, Barber is the pastor of Greenleaf Christian Church (Disciples of Christ) in Goldsboro, North Carolina. Sanders is an Independent senator from Vermont. His 2016 campaign for the Democratic nomination for president focused on policy issues that included universal health care, free tuition at public universities and a $15-per-hour minimum wage. He was first elected to public office in 1981 as mayor of Burlington, Vermont, and has since served 16 years in the U.S. House of Representatives and 11 years in the U.S. Senate. In addition to his role as dean of Duke Chapel, Powery is an associate professor of homiletics at Duke Divinity School. His most recent book is "Rise Up, Shepherd!: Advent Reflections on the Spirituals." Ordained to the Ministry by the Progressive National Baptist Convention, he was inducted in 2014 into the Martin Luther King, Jr. Collegium of Scholars at Morehouse College for his ethical and spiritual leadership in the academy, church, and broader society. Co-sponsors of the event include Duke Divinity School and Duke's Sanford School of Public Policy and Office for Institutional Equity.

Please join us this week for a conversation on "Trauma in Theory and Culture: the Case of Haiti" with: Deborah Jenson, Professor of French and Romance Studies and Co-director of the FHI Haiti Lab; Kathy Walmer, Director of the Family Health Ministries, Haiti Lab Core Affiliated Faculty; Allan Chrisman, psychiatrist and Medical Director, Duke Child and Family Studies Center; Ben Reese, clinical psychologist and Vice President of Institutional Equity; and Cynthia Frazier, clinical psychologist. The group will discuss background questions on trauma and the Haiti Lab's research project on PTSD Incidence and Cultural Presentation in Post-Earthquake Leogane. John Hope Franklin Center