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2 episodes with martine kalaw
2 episodes with martine kalaw
3 episodes with martine kalaw
Join us as we celebrate 200 episodes of The Leadership Project with a special reflection on the invaluable lessons from our distinguished guests. Discover the 6Cs of communication with Lisa Partridge and learn how conscious leadership and presence can make others feel seen and heard, as emphasized by Jennifer Mulholland, Jeff Shuck, Brendan Watt, and Pam Marcheski. Marvel at the transformative power of purpose, deep listening, and meaningful impact, highlighted by Kimberly Abbott, Zach Mercurio, Don Campbell, and Otto Sharma.Unlock the secrets of effective communication and influence with insights from Oscar Trimboli on the art of deep listening. Learn how to follow curiosity for more meaningful conversations, inspired by Don Campbell's episode, and grasp the concept of becoming a multiplier in leadership through Irial O'Farrell and Liz Wiseman's wisdom. Understand the importance of psychological safety from Stephen Shedlesky, Heather Hansen, and Stefan Weidner, and dive into the critical themes of feedback, diversity, equity, and inclusion with expert insights from Aga Bajer, Molly McGrath, Martine Kalaw, Beth Ridley, Dr. Alessandra Wall, Yoshiko Stowell, and Lisa Tromba.Mastering a high-performance mindset is crucial for leadership, and this episode covers it all—from Dr. John Demartini's insights on manifestation and values to Bryce Henson and Scott Mautz on resilience and stoicism. Learn Timothy Gallwey's equation of performance as potential minus interference, and hear a heartfelt reflection with my wife, Sei, on the leadership journey we've undertaken together. Don't miss our special competition announcement at the end, where you can win a prize by sharing your reflections on the show!Send us a textC-Suite StrategiesWelcome to C-Suite Strategies, the podcast where we discuss the art of scaling businesses.Listen on: Apple Podcasts SpotifySupport the show✅ Follow The Leadership Project on your favourite podcast platform and listen to a new episode every week!
Today we dive into the captivating life story of Martine Kalaw. From being an undocumented immigrant and stateless survivor to becoming a TEDx speaker, published author, and advocate for immigrants, Martine's journey is one of strength and empowerment. In this thought-provoking episode, Martine shares some common challenges faced by foreigners and the different perceptions that can shape their experiences in a new country. invaluable insights on redefining identity on your own terms. how to embrace your uniqueness and find your own path, regardless of societal expectations or limitations. how to connect with not-likeminded people. tips for opening the eyes of others to the importance of diversity and to build bridges across cultures
Summary:Martine Kalaw is the CEO and Founder of Martine Kalaw Enterprises, a boutique firm that supports Human Resources professionals and helps them make DEI accessible in their workplaces. Martine has over 10 years of experience working with Fortune 500 companies and is the author of Illegal Among Us: A Stateless Woman's Quest for Citizenship and The ABC's of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace.In this episode, Martine talks about why DEI is inevitable and how you can leverage data to plan scalable DEI programs in your organization. Chapters:[0:00 - 6:51] IntroductionWelcome, Martine!Today's Topic: DEI is Inevitable—How Can You Get Ahead of the Curve? [6:52 - 19:45] What type of data is needed to actually drive DEI in the workplace?Ditch quotas and adopt targetsThe goal should before for organizations to widen their network[19:46 - 26:00] How does DEI drive businesses?Tapping into new markets by pushing for a more diverse employee baseDEI strategies organizations can implement to grow revenue[26:01 - 35:18] How can organizations prepare their data and their leadership to start seeing DEI as a business strategy?Start by looking for data inconsistencies and considering looking into a proper people analytics platformReview past DEI programs to figure out what is scalable and what isn't[35:19 - 37:39] ClosingThanks for listening!Quotes:“You can tell a story about who you are as a company to a consumer and say, ‘we are you,' . . . but if you can't say that because you're not diverse, then you're missing the point!”“Defining what diversity means [is critical]. What does it mean to the organization, because ‘diversity' could mean on or multiple things, and having one of a person isn't enough.”Resources: Martine Kalaw EnterprisesThe ABC's of DiversityIllegal Among UsContact:Martine's LinkedInDavid's LinkedInDwight's LinkedInProduction by Affogato MediaPodcast Manger: Karissa Harris
Host's note - if you prefer to watch this interview, check out the YouTube video.This episode features our guest, Martine Kalaw - a community advocate, speaker, author, and stateless survivor of the US immigration and legal system - talks to us about her legal battle, her path to freedom, her books, and her Enterprise that bridges the gaps of diversity, equity, and inclusion (DEI). TOPICS COVERED:- Her recovery journey through being a 4yr old child immigrant on a visitor visa, an abusive childhood from her mother's unhealed trauma, to her stepfather being the best dad, to when both her parents passed and she became undocumented and stateless, through a 7 yr legal battle of malpractice, legal trauma, and a judge's abuse of power and bias - How there was no time to grieve after losing her step father (her protector) and watching her mother die, and the feelings of abandonment after their passing- How she got free from her neglectful family when an angel/stranger helped connect her to a boarding school to escape and why it saved her life- Speaking in front of Congress: Being a voice to the voiceless, leaning on community, trying to hang on one more day- Diversity, Equity, and Inclusion (D.E.I.) - bridge building- Starting in the workplace, hoping it translates outward- Why it's important to ask permission to ask questions, ask the questions, and then listen and acknowledge other people's experience- Basic fundamentals of management- The anti-racism movement in America: "we've still got work to do"- Active allyship - speak up, check in with BIPOC people, share your platform/privilege- How non-BIPOC people can change their perspective to try to understand the BIPOC experienceGUESTS MOST HELPFUL RECOVERY RESOURCES IN THEIR JOURNEY: *Her 'team' that helped resuscitate her dignity through her battles*1. Mental health support - finding a therapist that understood 2. Her attorney - who partnered with her in her case as an advocate3. An active ally - a friend who stood by her and helped her walk the journeyFOR MORE INFO ABOUT OUR GUEST:1. Website for socials and contact info and her books Tags: #traumarecovery #traumarecoverycoach #traumahealing #healingfromtrauma #traumasurvivor #survivorhood #ifsinformed #ptsd #childabose #childimmigrant #undocumented #stateless #legalbattle #legaltrauma #anxietyattacks #notimetogrieve #grief #abandoned #survival #angelsamongus #unstuck #neglect #boardingschool #courage #resiliency #nothingtolose #victimofcircumstance #diversity #equity #inclusion #DEI #legacy #fundamental #management #antiracism #advocate #activeally #allyship #speakup #askquestions #acknowledgement #BIPOC #changeyourperspectiveSupport the showTrauma Survivorhood is hosted by Sara Miley, CTRC-A, IFS - an IFS-informed certified trauma recovery coach with her own private practice called Full Circle Wellspring LLC. For one-to-one coaching, IFS guidance, classes, and more - visit: www.fullcirclewellspring.comLike and Follow for latest news and promotions: www.facebook.com/fullcirclewellspring For all past episodes, check out the Trauma Survivorhood's podcast home: www.traumasurvivorhoodpodcast.comFor all the episode videos, check out: www.youtube.com/@fullcirclewellspring © 2021-2023 Trauma Survivorhood with Sara Miley and Full Circle Wellspring LLC
EnvisionRISE Podcast | Martine Kalaw, founder of Martine Kalaw Enterprises and author of “ABCs of Diversity,” and host Staci Hegarty address the generational changes in the workforce by 2030, making DEI a top priority for companies to remain competitive. They also describe the business case for DEI and provide a primer for managers to navigate this sometimes complicated ecosystem. Martine and Staci discuss how managers can handle microaggressions and unconscious bias in the workplace. They wrap up by sharing the importance of taking a pause when emotions are high and a call to foster a workplace that promotes inclusion and belonging.Watch this episode on YouTube.Visit Envision RISE to learn how our evolutionary platform helps companies create a powerful integration and understanding of the relationship between the organization and the workforce. Envision RISE empowers your people to drive change and innovation through the methods of Organizational Change Management (OCM), Human Resource Management (HRM), and Diversity, Equity and Inclusion (DE&I).Envision a Better FutureFollow us on social: LinkedIn, Instagram, Twitter, FacebookContact us for info on RISE or interest in being a podcast guest: info@envisionrise.comAll podcasts produced by Elevate Media Group.
This week we welcome Martine Kalaw, author of The ABCs of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace. Tap into your organization's full potential through understanding and strategic implementation of the best DEI Practices. Learn how to create an inclusive work environment to encourage your employees to show up every day without the fear of saying or doing the wrong thing. Find Martine Kalaw at: https://martinekalaw.com/ Martine Kalaw discussed: Why she chose the title ABCs of Diversity, as it is intended to be a primer to support managers and HR in understanding and navigating the conversation around Diversity, Equity, and Inclusion. How the media's introduction of Diversity, Equity, and Inclusion with academic jargon has caused people to be scared of saying the wrong thing and not engage in the conversation. She encourages people to instead focus on learning, listening, understanding, validating, and evolving. Timestamps: 0:00:02 Exploring the ABCs of Diversity with Martine Kalaw 0:02:25 Conversation on the ABCs of Diversity, Equity, and Inclusion for Managers and Human Resources Professionals 0:04:46 Utilizing Existing Management Skills for Diversity, Equity, and Inclusion Initiatives 0:06:28 Common Misconceptions and Attitudes Around Diversity, Equity, and Inclusion (DEI) in Sales 0:11:37 Exploring the Benefits of Diversity in Sales 0:15:09 Strategies for Establishing Equity and Inclusion in the Workplace 0:17:36 Exploring Strategies for Increasing Representation and Mitigating Bias in the Workplace 0:23:39 Increasing Representation and Performance Through Diversity Initiatives 0:25:45 Leveraging the Benefits of Remote Work for Diversity, Equity, and Inclusion 0:31:59 Brainstorming Solutions for Engaging Virtual Meetings 0:33:36 Defining Success and Improving Virtual Meetings 0:35:10 Biggest Lesson Learned and Favorite Quote 0:37:21 The ABCs of Diversity and Succeeding with DEI Key Highlight: The key to success is to have the right attitude and set up systems and techniques to have open conversations. ========================================= SUBSCRIBE: https://podfollow.com/howtosucceed Don't forget to subscribe and leave us a comment! ========================================= Follow Us: Twitter: https://twitter.com/SandlerTraining Linkedin: https://www.linkedin.com/school/sandler-training/ Instagram: https://www.instagram.com/sandlertraining/ Facebook: https://web.facebook.com/sandlertraining/?_rdc=1&_rdr
This week we welcome Martine Kalaw, author of The ABCs of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace. Tap into your organization's full potential through understanding and strategic implementation of the best DEI Practices. Learn how to create an inclusive work environment to encourage your employees to show up every day without the fear of saying or doing the wrong thing. Find Martine Kalaw at: https://martinekalaw.com/ Martine Kalaw discussed: Why she chose the title ABCs of Diversity, as it is intended to be a primer to support managers and HR in understanding and navigating the conversation around Diversity, Equity, and Inclusion. How the media's introduction of Diversity, Equity, and Inclusion with academic jargon has caused people to be scared of saying the wrong thing and not engage in the conversation. She encourages people to instead focus on learning, listening, understanding, validating, and evolving. Timestamps: 0:00:02 Exploring the ABCs of Diversity with Martine Kalaw 0:02:25 Conversation on the ABCs of Diversity, Equity, and Inclusion for Managers and Human Resources Professionals 0:04:46 Utilizing Existing Management Skills for Diversity, Equity, and Inclusion Initiatives 0:06:28 Common Misconceptions and Attitudes Around Diversity, Equity, and Inclusion (DEI) in Sales 0:11:37 Exploring the Benefits of Diversity in Sales 0:15:09 Strategies for Establishing Equity and Inclusion in the Workplace 0:17:36 Exploring Strategies for Increasing Representation and Mitigating Bias in the Workplace 0:23:39 Increasing Representation and Performance Through Diversity Initiatives 0:25:45 Leveraging the Benefits of Remote Work for Diversity, Equity, and Inclusion 0:31:59 Brainstorming Solutions for Engaging Virtual Meetings 0:33:36 Defining Success and Improving Virtual Meetings 0:35:10 Biggest Lesson Learned and Favorite Quote 0:37:21 The ABCs of Diversity and Succeeding with DEI Key Highlight: The key to success is to have the right attitude and set up systems and techniques to have open conversations. ========================================= SUBSCRIBE: https://podfollow.com/howtosucceed Don't forget to subscribe and leave us a comment! ========================================= Follow Us: Twitter: https://twitter.com/SandlerTraining Linkedin: https://www.linkedin.com/school/sandler-training/ Instagram: https://www.instagram.com/sandlertraining/ Facebook: https://web.facebook.com/sandlertraining/?_rdc=1&_rdr
This week we welcome Martine Kalaw, author of The ABCs of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace. Tap into your organization's full potential through understanding and strategic implementation of the best DEI Practices. Learn how to create an inclusive work environment to encourage your employees to show up every day without the fear of saying or doing the wrong thing. Find Martine Kalaw at: https://martinekalaw.com/ Martine Kalaw discussed: Why she chose the title ABCs of Diversity, as it is intended to be a primer to support managers and HR in understanding and navigating the conversation around Diversity, Equity, and Inclusion. How the media's introduction of Diversity, Equity, and Inclusion with academic jargon has caused people to be scared of saying the wrong thing and not engage in the conversation. She encourages people to instead focus on learning, listening, understanding, validating, and evolving. Timestamps: 0:00:02 Exploring the ABCs of Diversity with Martine Kalaw 0:02:25 Conversation on the ABCs of Diversity, Equity, and Inclusion for Managers and Human Resources Professionals 0:04:46 Utilizing Existing Management Skills for Diversity, Equity, and Inclusion Initiatives 0:06:28 Common Misconceptions and Attitudes Around Diversity, Equity, and Inclusion (DEI) in Sales 0:11:37 Exploring the Benefits of Diversity in Sales 0:15:09 Strategies for Establishing Equity and Inclusion in the Workplace 0:17:36 Exploring Strategies for Increasing Representation and Mitigating Bias in the Workplace 0:23:39 Increasing Representation and Performance Through Diversity Initiatives 0:25:45 Leveraging the Benefits of Remote Work for Diversity, Equity, and Inclusion 0:31:59 Brainstorming Solutions for Engaging Virtual Meetings 0:33:36 Defining Success and Improving Virtual Meetings 0:35:10 Biggest Lesson Learned and Favorite Quote 0:37:21 The ABCs of Diversity and Succeeding with DEI Key Highlight: The key to success is to have the right attitude and set up systems and techniques to have open conversations. ========================================= SUBSCRIBE: https://podfollow.com/howtosucceed Don't forget to subscribe and leave us a comment! ========================================= Follow Us: Twitter: https://twitter.com/SandlerTraining Linkedin: https://www.linkedin.com/school/sandler-training/ Instagram: https://www.instagram.com/sandlertraining/ Facebook: https://web.facebook.com/sandlertraining/?_rdc=1&_rdr
Martine recounts her personal journey as a stateless person and undocumented immigrant; narrating how her seven-year battle with the United States Citizenship and Immigration Services (USCIS) and Immigration and Customs Enforcement (ICE) eventually resulted in her gaining U.S. citizenship. Martine's website: illegalamongus.com OR martinekalaw.com
Martine was born in what is now Zaire although at the time of her birth the country's government was different. When the government changed, so did the name of the country. When Martine and her parents immigrated to America Martine did not know that she was undocumented and thus had no status. After the death of her parents by the time she was 15, she was on her own. Only years later did she discover how tenuous her status was in the U.S. She will tell us her story. Because of her life's experience she became interested in DEI, and for her especially, Equity. You will get to hear how she went from being “stateless” to being a U.S. Citizen. During our interview we get to have quite a discussion about DEI including, as you might imagine, some discussions around the topic of disabilities. Martine's viewpoint and observations are quite refreshing and worth hearing. About the Guest: DEI thought leader, TedX speaker, and author, with over 10 years of Learning & Development experience, Martine Kalaw understands the challenges that organizations face in driving DEI in the workplace. Her book, _The ABCs Of Diversity, A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace _makes DEI accessible to everyone in the workforce, including managers. Through her company, Martine Kalaw Enterprises, Kalaw incorporates DEI into cornerstone manager development programs. Martine works with Human Resources professionals by helping them save time, reduce burden and drive ROI, with their DEI efforts. Martine Kalaw Enterprises also offers consulting and training directly to HR professionals. She's single-handedly built and executed onboarding solutions, management and leadership programs, global mentorship programs and designed and customized training for Macy's, Xaxis, Wheels Up, and Education First. Martine's additionally conducted work on diversity, inclusion, and leadership at companies such as LinkedIn, Tiffany & Co. , Hogan Lovells USA, LLP, Howard Hughes Corporation, and Cornell University. She partners with global professionals to implement learning and workforce development strategies and solutions aligned with race and biases, manager training, and inter/intra department communication. Martine has written for Huffington Post and appeared on syndicated networks like C-span. Martine holds a Master's in Public Administration with a focus on Immigration Law. She spent her early career in the public sector working in budgeting for The New York City Mayor's Office of Management and Budget. How to connect with Martine : Instagram: https://www.instagram.com/martinekalaw/?hl=en Twitter: https://mobile.twitter.com/martinekalaw Facebook: https://www.facebook.com/MartineKalawEnterprisesLLC/ LinkedIn: https://www.linkedin.com/company/35649968/admin/ Youtube: https://www.youtube.com/channel/UCQTb6zI5m4jehE-czyT8SvQ About the Host: Michael Hingson is a New York Times best-selling author, international lecturer, and Chief Vision Officer for accessiBe. Michael, blind since birth, survived the 9/11 attacks with the help of his guide dog Roselle. This story is the subject of his best-selling book, Thunder Dog. Michael gives over 100 presentations around the world each year speaking to influential groups such as Exxon Mobile, AT&T, Federal Express, Scripps College, Rutgers University, Children's Hospital, and the American Red Cross just to name a few. He is Ambassador for the National Braille Literacy Campaign for the National Federation of the Blind and also serves as Ambassador for the American Humane Association's 2012 Hero Dog Awards. https://michaelhingson.com https://www.facebook.com/michael.hingson.author.speaker/ https://twitter.com/mhingson https://www.youtube.com/user/mhingson https://www.linkedin.com/in/michaelhingson/ accessiBe Links https://accessibe.com/ https://www.youtube.com/c/accessiBe https://www.linkedin.com/company/accessibe/mycompany/ https://www.facebook.com/accessibe/ Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe in your favorite podcast app. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts. Transcription Notes Michael Hingson 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us. Michael Hingson 01:20 You are listening to unstoppable mindset where inclusion diversity and the unexpected meet. I'm your host Mike Hingson, and our guest today is Martine Kalaw I made sure I pronounced that right because I even asked her. She is a she Yeah, how are you? Martine Kalaw 01:39 I'm good. Thank you, Michael Michael Hingson 01:41 Martine's, an author, she has written a book entitled The ABCs of diversity. And she'll tell us more about what that's all about. She has been involved in diversity, inclusion and equity for some time, and has a lot of stories to tell. So we'll get right to it, Martine. Thanks very much again for being here. Martine Kalaw 02:04 Thank you so much for having me, Michael to pledge. Michael Hingson 02:07 Tell me a little bit about you growing up sort of how, how you got started and all that kind of stuff. That's always a fun place to start. Martine Kalaw 02:14 Yeah, absolutely. You know, I'll start by I just, you know, I was unpacking some boxes, and I found my college senior thesis. And the topic was looking at, I conducted comparative analysis between Bosnian refugees and Sudanese refugees to see if there was preferential treatment in their assimilation acculturation process in the local community. So that just goes to show where my the background of di where it first came from, where my interest lies. So when I was in college, I was undocumented, I was stateless. And, you know, so part of my interest in the immigrant refugee community was also to see if there was preferential treatment based on race, but based on ethnicity, etc. So that just kind of illustrates, you know, this is dei has always been the, like the framework of a lot of the things I did, so immigration is a subset of Di. But then even within immigration, there are other subsets of diversity, equity and inclusion and categories of diversity. And then I'll just kind of circle back around and you know, and it also highlight that my interest in dei and in the topic of diversity, equity and inclusion really stems from, like I said, Being undocumented, being stateless, and being orphaned and having to immerse myself in various in different communities. Right. So I had to learn to acclimate in different communities, whether I went to a predominantly white prep school in Charlottesville, Virginia, or I lived in the dorms with mostly other international students, or being undocumented and stateless. And being part of that subset, you know, that that community just gave me exposure to different communities, different subsets. And what that did was it allowed me to learn how to to navigate and speak their language or at least understand things and pivot my lens and understand their perspective. And my goal has always been to kind of be a bridge builder, where there's lack of understanding or misunderstanding, what I can do is sort of help to liaise that so that's really where the interest around dei really stemmed from and like I said it continued on to college And and it's resulted in the work that I've been doing for the last five plus years. So Michael Hingson 05:07 one has to ask, what did you conclude in your college paper about preferential treatment for one of the cultures or Martine Kalaw 05:15 the other? There was, so that I actually did conduct field study, which was just absolutely riveting. For anyone who may have known, both of these countries were had gone through civil wars, experienced, were impacted by genocide. So the local upstate community that I was a part of, because I went to Hamilton College, you know, had, you know, in brought in refugees from these two communities, and help them in terms of, you know, I wouldn't say rehabilitation, but settling into the communities. But there was there was bias, right, that the bias existed in, you know, their access to housing, access to ESL English as a second, second language, access for job two jobs. Right. And it had a lot to do there were some racial undertone current tied to that. So absolutely. That's what I understood. And I learned and also really understood the distinction between when we talk about inclusion, what does that mean? does it really mean multiculturalism? Or does that really mean assimilation, US expecting someone else to assimilate to our, you know, our culture, our beliefs, our standards? Michael Hingson 06:42 So when you say there was preferential treatment? And was that in a negative sense that they were not given the treatment that they really needed to have? Or they got too much or what? Martine Kalaw 06:52 Yeah, so the the Sudanese refugees did not get the same adequate treatment as the Bosnian refugees in the local community in upstate New York. Michael Hingson 07:02 And why what why was that? Martine Kalaw 07:05 Well, I mean, one would say that there were a lot of biases related to race. Because when you looked at it, a lot of the Sudanese, the Sudanese refugees, actually there, it could have been raised, but then also religion, perhaps was an undercurrent ethnicity could have been another element of it. But most likely, it was driven by race. Michael Hingson 07:30 primarily black, as opposed to, to white and so on. Martine Kalaw 07:34 Absolutely. Yeah. Michael Hingson 07:37 Now, you mentioned that you are orphaned. And stateless as it were, tell me more about all of that. Martine Kalaw 07:44 Yeah, um, you know, I was born in Zambia, my family's from the Dr. Congo, came to the US when I was very young with my mother. And, you know, she and my stepfather passed away by the time I was 15 years old. And, you know, my stepfather was American born US citizen, my mother was a green card holder. Unfortunately, as she was in the process of securing her US citizenship, she passed away. And then, you know, I fell out of status. And there I was trying to navigate, just securing having a home having place to live. And little did I know that I was without status, and did not learn that until many years later, when I was when there was very little recourse that I could take in terms of establishing or reestablishing my staff and my status. So my so and then at that point is when I learned that I was also stateless. The country that I was born in Zambia didn't recognize me as a citizen, because because I needed to claim citizenship of the country. By the time I was 18, which I would, I didn't know that the country that my birth mother and birth father were, were born in the Dr. Congo was Zaire when my mother and father left. So the the government change the country, the name, everything changed, the sovereignty change. And so there was there I couldn't establish my status there either, and the US didn't want me. So in that, in those regards. I was not a citizen of any country. And there are a myriad of people who are stateless. To this day, I mean, they're talking about over 10 million according to you, UNHCR, there are over 10 million stateless persons in the world. In the US there are over 200,000 plus stateless people. These aren't needed visuals that, you know, don't have any recourse, they generally, they're more likely to be human traffic because there are no laws written for them. And also, according to UNHCR, the statistic is that every 10 minutes, a stateless child is born, right? With climate change all of these different wars that occur, people are displaced. There are certain laws, where you can only obtain citizenship through your paternal connection, various reasons and laws and regulations that can lead someone to becoming stateless. Michael Hingson 10:44 So, have you been able to resolve that in your particular case? Martine Kalaw 10:50 Yes, absolutely. I am a US citizen. And I haven't I have been since 2013. So I'm one of the very fortunate ones. It's very rare for, for the outcome for someone from my background, being stateless, and just my, you know, my background, my history where I come from, to be in this position where I am now running a, you know, a DI business and I have you US citizenship, I have a US passport, and so forth. So that is a privilege in itself, Michael Hingson 11:26 how are you able to deal with it, since there's so many that aren't or can't? What were you able to do? That proves successful? Martine Kalaw 11:35 You know, there isn't a particular you know, one of the reasons I hesitated in the past to speak publicly and give and mentor others was because there isn't a prescription to this. The immigration system is broken in a lot of countries, particularly in the US, and it's not designed for people to succeed, it's designed for people to get stuck in this quagmire and fail, quite honestly. And so there isn't, I cannot tell someone to if they do this XYZ, if they follow the exact process that I follow, it will guarantee the same outcome, because it's, it's almost as random as the roll of the dice the outcome that can occur. So what I do say is that, you know, it's important to maintain your dignity, because this is the space this is a, this is an institution, or an ecosystem where one can lose their dignity. So it's important to maintain your dignity. And one of the ways to maintain your dignity is to remember your source of power, it's very easy to feel powerless, to not feel like you have any, any influence to not feel like you have a country to not feel like you have a home. But to remember that your voice is your source of power, that your intelligence that you can educate yourself about this policies, about the process, you can be your own advocate, even working with an attorney. So these are the things that I you know, I like to remind people, and also allowing others to understand and see and humanize individuals who are undocumented or stateless. And to see them as an asset and to see them as not charity, but as human beings who can actually be a great investment to our society, to our economy. And really, when you think about that, that translates into the work that I do within di right, it's getting, you know, the work around that I do around dei and supporting organizations and companies and especially human resources professionals, is getting them to understand and see the value, the impact that diversity, equity inclusion can have on on the company, on the bottom line on revenue. You know, it's not just the right thing to right thing to do. It's a smart thing to do. And there's an added there's a benefit for everyone, right? It's not charity work, and it shouldn't be seen as charity work where we're just giving back through this RDI efforts. Michael Hingson 14:27 So let me let me make this observation about what what you were saying before, I think that the whole issue of being stateless the whole issue that you faced and that you saw with two different countries that you compared treatments of people about really plays right into the whole area of diversity and inclusion and in reality, I know I and other persons with this disabilities tend to experience that concept a lot. And I liked what you said about keeping your dignity because it is something that we all face. Blind people, for example, when we talk about diversity, blind and other persons with disabilities generally tend to be left out, we're not included. When you talk about diversity, when most people talk about diversity, they'll talk about race and culture, and gender and so on. And you rarely hear disabilities mentioned, which is unfortunate. And it's really difficult to get people to start to talk about that in the conversation. Martine Kalaw 15:38 You know, Michael, I absolutely agree. And I think that when we talk about, you know, blindness or any other types of disabilities, physical disabilities, you know, um, you know, neurodiversity, various other categories of diversity. I think that the overarching challenge, even when it comes to race, is that people don't want to say the wrong thing, right. And so they say nothing at all, which they don't realize is more can be more harmful and hurtful, and can mute people, right? And make them feel invisible. It's like, you know, you hear, I hear when I lead conversations on race relations and leading workshops, people say, Well, I don't want to say the wrong thing. So I'm not going to say anything at all. You know, sometimes CEOs who happened to be white males will say, you know, I don't want to get involved. I don't want to offend anyone, I don't want to say the wrong thing. I'm sure. My opinion doesn't matter in this conversation. And I say quite the opposite. Your opinion does matter. We want everyone's voice in this conversation. And to me, diversity, equity. Inclusion means creating a safe space where people can engage in discussion, can share their stories, and can ask the questions without fearing saying the wrong thing. And the listener, the recipient can also when they they win, when they're asked a question, or someone makes a statement, that doesn't sit right with them, they can first consider that, perhaps the person's intentions are good, they just don't know it's coming from ignorance rather than malice. And that's really not, that hasn't really been established, you know, in this space of di and that's what I think is important for companies to do is to establish that, so that therefore no one, no one's on the sidelines, no one if you're if you have a disability, you're not on the sidelines, because the conversation is solely about race, right? Everyone should be included. It shouldn't be just focusing on you know, sexual orientation, or race or gender or ethnicity, or what have you, or nationality issue, it should include every, every category of, of diversity. Michael Hingson 18:20 And so I'm sorry, go ahead. Martine Kalaw 18:23 No, I was gonna say, I do agree with you. I do agree that when we think diversity, when the conversation around diversity, equity inclusion begins, oftentimes, the focus the central focus are gender, race, and ethnicity. And the others are kind of like, you know, become a byproduct of those three overarching diversity categories. Now, even though Michael Hingson 18:53 even though when we really look at it, the category of persons with disabilities is 25% of all Americans. It's a very large group. And the fact is, it doesn't tend to get included, which is why like, people like me, for example, I tend to define diversity as different from inclusion because if you're truly going to be inclusive than you are or you're not, there's no middle ground. Well, we include some people, you're not inclusive, then we have to change that attitude. And I think you sort of hit on part of it, which is mostly when it comes to disabilities. I think we're dealing with fear. Yeah, we are dealing with people who are different and we tend to be uncomfortable with difference. But I think we also have been so conditioned, especially with physical disabilities, because non physical disabilities are less visible. Nevertheless, they're still part of the process, but we deal with fear. Oh my gosh, I don't want to become like them. I could become like them and I we can't we can't have that, you know, those are the kinds of things that we see all the time. Martine Kalaw 20:05 Wow, I appreciate the honesty in that. Because I think that if we want to get to the root of the conversation on di, we've got to get real. And I do think that that is real. I will say, just to kind of backtrack a little bit. One of the reasons I agree with you that there's a fear, but another reason why the the, the conversation around diversity starts with race and gender, ethnicity, is because it's sometimes the most obvious, right? It's not always so obvious, because sometimes our perception of somebody's race or gender is not actually what how they self identify, however, it's, it has their more physical attributes that we can pinpoint that tie back to race, gender, ethnicity, right. And so that is the reason I believe that's one of the reasons why that's a prevalent, you know, you know, that's the prevalent prevalent conversation, but also, because there there is a gap, right? I mean, we know, and we we can acknowledge that, you know, race, race relations, is has been an issue in our country for hundreds of years, and it hasn't really changed. And it's showing up and structural racism in you know, different spaces in our society. So that's one of the reasons right. But at the same time, I also agree with you that diversity in the realm of disability or abled onus has been overlooked. And I do agree that there are two elements of fear. One is fear of saying the wrong thing. And offending someone, right. I don't want to say, am I using the right term? Right? Because di like the way that it's been presented in the last couple of years, it's like, it puts people on guard where they feel like they have to be politically correct. They have to say the right thing. They don't know what to say. So they don't want to say anything at all right. That's why my book is called the ABCs. of diversity, because we, we make it too complicated. So that's one of the reasons one fear is they people don't want to say the wrong thing. They don't want to they think back, right, we all think back, many of us can think back to when we were children, if we saw someone in a wheelchair, we pointed our parents would say don't do that, like, like, the acknowledgement of the person in the wheelchair was a bad thing. There was nothing wrong with acknowledging that someone's in a wheelchair, like, that's actually good. But our parents didn't want to, you know, would would, you know, try to, like, suppress us because they didn't want us to offend the person. So we carry that into our adult life. And you don't want to say the wrong thing. But in addition to that, what you're saying I agree with, is there is that fear of, well, if I focus on this thing, or this person, or this aspect of this person, then it makes it more real, and then it could be me, right. And I think that's very honest. And I haven't heard that before. But I think if we want to be really honest with ourselves, that is part of the that's the truth. Michael Hingson 23:32 The kind of fear that I think is also typified by a lot of what you're saying is, let's look at blindness, for example. And this started with teachers with educators and a lot of the professionals in the field of if you will work for the blind, and with the blind, you generally hear people say blind or visually impaired. And there are two problems with it visually. I don't think so we don't look different because we're blind. So visually, is a problem. Vision Impaired is a little bit more of an acceptable term, but the reality is, then you get to impaired. Why do we have to be viewed as less than other people, which is, deaf people have realized this because they would shoot you if you said deaf or hard of hearing or deaf or hearing impaired. They prefer deaf or hard of hearing. And I think that it is more appropriate to say blind or low vision, but get the impaired out because that is a buzzword that creates fear right off the bat. Martine Kalaw 24:39 And my question is, thank you for sharing my question, Michael is, is there a space for people to make those mistakes and learn because I think that's part of the fear, right? The fear is, I don't know, what's the right terminology. And it's similar to someone asking me or not knowing whether they can refer to me as Black or African American. So then they just try to avoid eye color. And it's I'm okay with them saying, I'm not really sure what the right terminology is. And I can say, You know what? I'm not either, because someone who looks like me standing next to me the same skin tone as me might say, they're, they're African American. And I say, I'm black. So it's okay to ask. And I'm okay with someone making that mistake, because I know that I expect everyone to know. And I think so that's where we got to. That's, that's the crux of the challenge that we have run on di is just that example itself. I did not know that saying visually impaired is not appropriate. Right? Well, no. Michael Hingson 25:46 And let me let me be real clear. Most people still say that, including blind people, I'm saying, think about the concepts of visually impaired visually, visually, what does that have to do with it? Because I don't look different because I'm blind. Impaired. That means that I'm generally in the fear world considered less, because I'm not impaired, but you're visually impaired. And so the issue is, I think blind people are still learning that words matter. So to answer your question, yes, there is always space. And some people might be offended, just like there are people of different races, who may be offended if you call them one thing or another. But there certainly should be space to deal with it. I was in a martine 26:36 position to educate and to learn. Sure, Michael Hingson 26:38 absolutely. And that is really what it's all about. I was in a shopping mall, or actually at a store and an IKEA store. And this young man came up to me and he said, I'm sorry. And I said, Why are you sorry? And he said, I'm sorry, you can't see. And my immediate reaction, and I said it was well, I'm really sorry that you can Why are you sorry? Well, you can't see. I love that. Yeah, yeah. And I said, Look, I say really doesn't have anything to do with it. And by that time, his mother came over and dragged him away, which goes back to what you said before, so we didn't get to continue the discussion. But the reality is, I think on all sides, we need to recognize that words matter. And we do need to change and have the conversation. So it is something that is extremely important to do, because the reality is I'm not impaired. If we want to deal with it that way, then you are blind impaired. And I'm just as correct to say that, as you are saying that I'm vision are visually or sight impaired. And and both of those are not the way we should really deal with it. Martine Kalaw 27:50 Yeah, and I, I, you know, something you said, around words matter. I was actually doing work with a client a few maybe last year, and, you know, with this company, and basically helping them to define their, what their di corporate statement was, you know, their, yeah, their philosophy. And as I was interviewing and speaking to different leaders, what I learned one of them said, you know, we should just wipe away the words that we're using, like the, all this terminology that we use, and just come up with our own. And that's really, you know, what, what I'm hearing you say, I feel like, in a space of Dei, in the history in the last couple of years, we're just collecting a bunch of lingo for hearing right? In the media, coming from the academic space, and then we we don't really know what it means. And we just use it because it sounds good, it sounds right. Whereas what we can do, what what probably would make more sense, is engage in discussion with people but asking permission, right? It's one thing to just start to, you know, start asking someone to explain, you know, someone who's blind, whether they prefer to be you know, called referred to as visually impaired or blind or what have you, rather than first asking, you know, is it okay for me to ask them ask you some more questions right about your idea? And then if the person says yes, then you can engage in that discussion. And that's where the learning happens, right? And one your your interpretation, your feelings, your how you want to self identify might look different from somebody else who also happens to be blind, right? And that's okay, too. But we can't learn. We can't we can never navigate that until we start to undo this. These terminologies that we we learned because we were so caught up in being politically correct and Using the right jargon, but in the end, we're really not right. Like, when we talk about it's interesting Latin X, you know, or Latina x is, you know, is a common terminology now that is used for individuals who are from, you know, our Latin American or Hispanic, but I'm learning that it's generational, right? Someone who is in their 60s might not respond to being to being called Latinx, who's from the Dominican Republic, they might just say, hey, refer to me as Dominican or no, I'm I'm Latina, or Latino. So I think it's just about getting in a space where we can have discussion, ask questions, and not be immediately offended, because we know that your intentions are to learn, and something else that you said around inclusion, you said something around, like what real, real inclusion doesn't necessarily what real inclusion looks like. And I actually, you know, as I mentioned earlier, in my my, my senior thesis in college, what I realized is that, you know, inclusion has different definitions. So you almost have to ask people, What do you mean by inclusion, right? Because inclusion can mean, hey, let's all come as we are, and be in this space together. And we're all equal in this space, or inclusion can look like, Come and join us and be part of us. So become like us. And that's more of like a simulation acculturation, right. And so when organizations when clients say, we really want to foster inclusion, the next best question that I ask is, what does that mean? What do you mean by inclusion? Tell me what that actually looks like. Michael Hingson 31:58 Yeah, but if we look at the definitions that existed, that exists today, there are definitions of inclusion. And so I still submit that in reality in the long run, if we don't force people to adhere to a definition of inclusion, that doesn't leave anyone out, then we're doing a disservice that we've already done that with diversity. And diversity doesn't really necessarily allow for inclusion, it recognizes difference. But we don't recognize all differences as equal anyway. But when you get to the concept of inclusion, you are either going to recognize that in some way. All of us are part of the same world, or you're not truly inclusive. And that's part of what we, we do need to deal with. And so, for example, when you talk about companies that are making statements and creating diversity and inclusion statements, I think one of the things that the industry has to start doing more of is making sure that disabilities are included in the statements because if we don't start pushing the conversation, we're not going to ever really be able to have the conversation because we will continue to be left out. attitude about blindness, for example, people constantly say to me, or I read when people write about me, leaving the World Trade Center, Michael Hinkson, was led down the stairs by his guide, dog Roselle, which is absolutely the worst and most atrocious thing people can say, because it implies I don't really have anything to do with the process. And Guide Dogs don't guide or lead they guide. It's my job to give the dog directions command by command and the dog's job to make sure that we walk safely, but people don't get that. And we need to start creating conversations in general, that hopefully will lead people to an idea that maybe our view is not really what it ought to be. Martine Kalaw 34:18 Yeah. I couldn't agree more. And I think it does, partly, it needs to also I mean, inclusion is one element, but diversity is another. And diversity is about representation. And if you think about, you know, a lot of organizations and companies, they they have not established a space where they're inviting more individuals who have disabilities, sometimes the challenge right they there there needs to be an opportunity to, to, to to Have a broader reach, right? And find candidates who can work. First of all, they've got to create positions and jobs where someone with a particular disability can actually, you know, be able to fully, you know, do the job and has the equipment and, you know, all of that do the job. But then, in addition to that, we've got to have a broader reach, right? Organizations have not really in general, done a lot of that enough of that yet. So therefore, right? That voice is it reinforced in the conversation around inclusion in need. Michael Hingson 35:42 And hence, we have the unemployment rate among persons with disabilities in this country today, being between 65 and 70%. And it's not because people who happen to have a disability can't do the job. It's the others. Martine Kalaw 35:58 Yeah, others think you can't, and they're not looking, they're not searching. Their pools are so limited, right? Their pools are limited, the pools are out there. But companies aren't reaching far, far enough, far out enough or far enough out to identify those candidates. And the thing about it that I always emphasize is that, you know, it's not, you know, when you're searching and you're broadening your reach, it's not what you're reducing, or watering down the quality, the qualifications of the applicant, because the applicant is going to apply in the same pool, as, you know, other applicants, the ones that you the pool that you typically look at. So for example, if you start to broaden your reach, and you happen to have a candidate, you know, who is blind and can do the job, and they apply for the position and they're qualified, and they're competing with other candidates that are not blind, they get the position of what difference does it make, right? Because Michael Hingson 37:05 that's not usually what happens. Of course, what happens is in a job interview, the first question to the SAS is, how are you even going to get to work, it doesn't matter that we got there to for the interview. And it doesn't matter what the resume says. And most all of us can tell you horror stories about how recruiters and others if teach have have treated us when we get to an interview. And for the most part, people tend to not even say in advance that they're blind, of course, it's a double edged sword. Because if you don't say you're blind, and you get the interview, then the defenses go up when you get there. But if you do, say you're blind before the interview, it's a it's a difficult way to it's difficult process to deal with. But there's a way to deal with to address that. But if you do say you're blind, you won't generally even get a letter back acknowledging that you send in a resume. And so that's why I'm saying I think that the DEI industry, the professionals in the industry, need to start to really help push the conversation, because it's not that we're not trying. But it's it's that we're, we're being ignored. You know, we've got where this is National Disability Awareness Month, and national blindness Employment Awareness Month, October 15, is National white cane day, none of that gets mentioned in the media. None of that gets mentioned in the general conversation, and that's what we really need to change. So, you know, those are those are things that that do have to be addressed. But I know your time is short. Tell me about your books. You said, You we talked about one, but tell me about your books. Yeah, absolutely. Martine Kalaw 38:53 I mean, I, you know, Michael, we should absolutely circle back because this is something that, you know, I I definitely agree that dei practitioners in house out, out, you know, those who have their own businesses and work alongside companies, we can do more we can are, that's, that's one of the things we can do. And I'd love to learn about more organizations that, you know, that, you know, I can connect with, so that, you know, I can, you know, if I'm working with a company and they're looking to recruit more applicants, they're looking for interns, they're looking, right, I can redirect them to an organization where they can find applicants who are from an underrepresented group, you know, one disability, a particular disability. So, I do think that there's more effort that we can all do. And so I appreciate you sharing that. And then I so back to, you know, to your question, my book, my first book is my it's called a legal On us a stateless woman's quest for citizenship. And that was my memoir, which just gives you it's kind of a guide on how I went from where I was as an undocumented stateless person to where I am today and how I navigated through broken immigration system. And the second book, which is also available on Amazon, and is also a an audio book is The ABCs of diversity of managers guide to diversity, equity and inclusion in the new workplace. So it's really meant to read to to be like a primer on diversity, breaking it down, and how managers specifically can incorporate this into their everyday practices. So when we think about foundational Manager Development, diversity falls and reinforces that because managers are involved in hiring and recruiting in promotions and compensation, all of those elements of foundational Manager Development have an element of diversity, equity and inclusion within them. And so this book becomes a primer. Each chapter has an application that way you can, you know, self reflect and then a piece where you can apply it to your, to your, to your everyday job, and to your direct reports. And so, I encourage everyone to, you know, tune in, get a copy on Amazon and also, I have a masterclass every month, you can go on my website, Martinekalaw.com, and sign up. It's a complimentary masterclass on Dei, its main mainly focused on it's targeted to human resources professionals who are trying to implement DEI effectively in your organization's so they can join in for an hour, I will give them the top seven things that they can do in the next 90 days to really move dei forward. The next section session is October 18. And then there's another one November and then so forth. Michael Hingson 42:10 Spell your your name and the website. Again, you're not spell it all out if you would. Martine Kalaw 42:17 Yes, absolutely. It's Martine M A R T I N E K A L A W.com. So www dot Martinekalaw.com. And when you go there, you'll be able to find a link to both of my books, as well as the masterclass. Michael Hingson 42:39 Well, I hope people will reach out. I think this is a fascinating discussion, and I think we should continue it. I think what I believe it will be great to do that. And I think we between us have a lot to offer people. I'd love to hear how you who are listening to this feel about this, please shoot us an email, you can reach me Michaelhi at accessibe A C C E S S I B E.com. And you can go to our podcast page if you're getting this elsewhere, Michaelhingson.com/podcast. But either way, we hope you'll give this a five star rating when you review it. And I hope that you will email Martine and me with your thoughts. We'd love to hear what you think. And maybe you'd like to come on the podcast and talk about it. So Martine again. Thanks very much. I really appreciate your time and the chance to be here. Martine Kalaw 43:29 Thank you, Michael. It's been a pleasure. Michael Hingson 43:36 You have been listening to the Unstoppable Mindset podcast. Thanks for dropping by. I hope that you'll join us again next week, and in future weeks for upcoming episodes. To subscribe to our podcast and to learn about upcoming episodes, please visit www dot Michael hingson.com slash podcast. Michael Hingson is spelled m i c h a e l h i n g s o n. While you're on the site., please use the form there to recommend people who we ought to interview in upcoming editions of the show. And also, we ask you and urge you to invite your friends to join us in the future. If you know of any one or any organization needing a speaker for an event, please email me at speaker at Michael hingson.com. I appreciate it very much. To learn more about the concept of blinded by fear, please visit www dot Michael hingson.com forward slash blinded by fear and while you're there, feel free to pick up a copy of my free eBook entitled blinded by fear. The unstoppable mindset podcast is provided by access cast an initiative of accessiBe and is sponsored by accessiBe. Please visit www.accessibe.com. accessiBe is spelled a c c e s s i b e. There you can learn all about how you can make your website inclusive for all persons with disabilities and how you can help make the internet fully inclusive by 2025. Thanks again for listening. Please come back and visit us again next week.
Sacha sits with Martine Kalaw to discuss where DEI should sit in the organization and the manager's role in supporting and uplifting DEI in the workplace. --- Send in a voice message: https://anchor.fm/deiafter5/message Support this podcast: https://anchor.fm/deiafter5/support
"Having experienced life as a Black immigrant woman and a stateless, undocumented person, I understand first-hand the implications of being excluded and marginalized in society. But attending a private school and getting access to golden opportunities in life despite my disadvantages exposed me to both ends of the spectrum. It helped me develop empathy towards each person's perspective." Martine Kalaw is an author, speaker, and commentator on the human aspect of current immigration laws and policies. She is the CEO and president of Martine Kalaw Enterprises, a consultancy focused on providing Human Resources professionals with time, resources, and confidence to drive diversity, equity & inclusion for organizations. All Featured Voices episodes will also premiere on our YouTube channel so you can be part of the conversation through the added layer of video! *RESOURCES* Official Educator Aide, Inc. Website: https://www.educatoraide.com/ Subscribe to the Educator Aide, Inc. YouTube Channel: https://www.youtube.com/@educatoraide/ Martine's Website: https://martinekalaw.com/ Order Martine's Bestseller: https://www.illegalamongus.com/ Order "The ABCs of Diversity": https://www.amazon.com/dp/B09PKHLL17 #culturalawareness #emotionalintelligence #culturalintelligence #culturalpsychology #communication #interculturalcommunication #socialcapital #adaptiveleadership #leadership #retention #millennials #humanresources #neuroscience #selflove #culture #gratitude #liberation #healing #inclusion #belonging #immigration #diversity #equity --- Send in a voice message: https://podcasters.spotify.com/pod/show/educatoraide/message Support this podcast: https://podcasters.spotify.com/pod/show/educatoraide/support
Martine Kalaw's compelling mission is to empower Human Resources professionals to make Diversity, Equity and Inclusion accessible in the workplace, but her journey as a stateless and undocumented survivor reveals the irony of empowering managers to support marginalized communities while also risking Tokenism.You will learn how to use team building activities and mental health support to help empower marginalized groups to reach their full potential."It's not lip service when especially when you've got metrics and you also can identify the return on investment when we adjust those metrics and we improve the metrics."Martine Kalaw is a speaker, consultant, trainer and author with a decade of experience working with Fortune 500 companies and tech startups. She helps develop people and increase performance and productivity as a diversity, equity, and inclusion consultant.Martine Kalaw, a stateless and undocumented survivor, grew up navigating through a number of different communities. As a result, she was able to gain an understanding of different perspectives, which inspired her to create her own enterprise, Martine Kalau Enterprises. Here, she focuses on making diversity, equity and inclusion more accessible in the workplace. Martine realized that those in marginalized communities often feel a deep loss of dignity and aloneness, so she encourages them to build a team of resources to help empower them. This team should include a mental health practitioner, a technical assistant, a mentor, an ally, and the right attorney. Through her work and her book, she focuses on providing resources for those in marginalized communities and upskilling managers to understand the power and influence they have inIn this episode, you will learn the following:1. What strategies can be used to make diversity, equity, and inclusion accessible in the workplace?2. What is the importance of having a team of support to empower individuals in marginalized communities?3. How can managers use their influence to create a sense of belonging and access in the workplace?Resources:[Insert links to any other lead magnets or Calls to Action from Guest here]Other episodes you'll enjoy:[Insert 3 past episodes with links]Connect with me:Instagram: https://www.instagram.com/aworldof.difference/Facebook: https://www.facebook.com/A-World-of-Difference-613933132591673/YouTube: https://www.youtube.com/@aworldofdifferenceTwitter: https://www.twitter.com/@awodpodLinkedIn: https://www.linkedin.com/company/aworldofdifference/Website: https://www.aworldofdifferencepodcast.comLoved this episode? Leave us a review and rating here: {LINK}Chapter Summaries:[00:00:02]Our guest on today's show is Martine Kalaw. Martine is a speaker, a consultant, a trainer, and an author. She brings more than a decade of professional experience working with Fortune 500 companies and tech startups. She'll be speaking about leadership around diversity, equity, and inclusion with an emphasis on belonging.[00:01:45]Martine Kalaw was born in Zambia and his family is from the Democratic Republic of the Congo. He spent seven years in removal proceedings, deportation proceedings. Now he's created Martine Kalaw Enterprises to support human resources professionals in making diversity, equity and inclusion accessible in the...
Martine Kalaw's compelling mission is to empower Human Resources professionals to make Diversity, Equity and Inclusion accessible in the workplace, but her journey as a stateless and undocumented survivor reveals the irony of empowering managers to support marginalized communities while also risking Tokenism.You will learn how to use team building activities and mental health support to help empower marginalized groups to reach their full potential."It's not lip service when especially when you've got metrics and you also can identify the return on investment when we adjust those metrics and we improve the metrics."Martine Kalaw is a speaker, consultant, trainer and author with a decade of experience working with Fortune 500 companies and tech startups. She helps develop people and increase performance and productivity as a diversity, equity, and inclusion consultant.Martine Kalaw, a stateless and undocumented survivor, grew up navigating through a number of different communities. As a result, she was able to gain an understanding of different perspectives, which inspired her to create her own enterprise, Martine Kalau Enterprises. Here, she focuses on making diversity, equity and inclusion more accessible in the workplace. Martine realized that those in marginalized communities often feel a deep loss of dignity and aloneness, so she encourages them to build a team of resources to help empower them. This team should include a mental health practitioner, a technical assistant, a mentor, an ally, and the right attorney. Through her work and her book, she focuses on providing resources for those in marginalized communities and upskilling managers to understand the power and influence they have inIn this episode, you will learn the following:1. What strategies can be used to make diversity, equity, and inclusion accessible in the workplace?2. What is the importance of having a team of support to empower individuals in marginalized communities?3. How can managers use their influence to create a sense of belonging and access in the workplace?Resources:[Insert links to any other lead magnets or Calls to Action from Guest here]Other episodes you'll enjoy:[Insert 3 past episodes with links]Connect with me:Instagram: https://www.instagram.com/aworldof.difference/Facebook: https://www.facebook.com/A-World-of-Difference-613933132591673/YouTube: https://www.youtube.com/@aworldofdifferenceTwitter: https://www.twitter.com/@awodpodLinkedIn: https://www.linkedin.com/company/aworldofdifference/Website: https://www.aworldofdifferencepodcast.comLoved this episode? Leave us a review and rating here: {LINK}Chapter Summaries:[00:00:02]Our guest on today's show is Martine Kalaw. Martine is a speaker, a consultant, a trainer, and an author. She brings more than a decade of professional experience working with Fortune 500 companies and tech startups. She'll be speaking about leadership around diversity, equity, and inclusion with an emphasis on belonging.[00:01:45]Martine Kalaw was born in Zambia and his family is from the Democratic Republic of the Congo. He spent seven years in removal proceedings, deportation proceedings. Now he's created Martine Kalaw Enterprises to support human resources professionals in making diversity, equity and inclusion accessible in the...
Microaggressions are harmful words and actions that stem from biases and stereotypes. They’re subconscious, meaning we may not even realize we’re being offensive or biased. The damage they inflict can be long-lasting and impact how individuals relate to us and the entire company. As managers, it's our responsibility to create a professional work environment that fosters understanding and listening, so all people can feel safe and supported at work. Today’s guest is Martine Kalaw. Martine is an Elevation Strategist - she shifts mindsets, builds bridges & delivers results. She is the author of Illegal Among Us, experienced being an undocumented immigrant, and is a DEI Consultant. Martine and I talk about how to confront, respond to and learn from uncomfortable DEI situations in the workplace. Maybe it’s something you said that landed the wrong way with a team member or maybe it’s something a colleague did that was insensitive or exclusionary. We talk about microaggressions and how to get smarter about your own behavior since so often we don’t even realize we’re creating harm. Members of the Modern Manager community can get a free 60-Minute Masterclass: Advancing DEI. Scheduled for September 22, this 60-minute class will give you the top five keys to advancing DEI in your workplace over the course of 90 days. Get it when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: What To Do About Microaggressions In The Workplace KEEP UP WITH MARTINE Website: https://martinekalaw.com/ Facebook: https://m.facebook.com/MartineKalawEnterprisesLLC Instagram: https://www.instagram.com/martinekalaw/?hl=en LinkedIn: https://www.linkedin.com/company/martinekalawconsulting/ Twitter: https://twitter.com/martinekalaw Youtube: https://www.youtube.com/channel/UCQTb6zI5m4jehE-czyT8SvQ/featured Key Takeaways:
Microaggressions are harmful words and actions that stem from biases and stereotypes. They’re subconscious, meaning we may not even realize we’re being offensive or biased. The damage they inflict can be long-lasting and impact how individuals relate to us and the entire company. As managers, it's our responsibility to create a professional work environment that fosters understanding and listening, so all people can feel safe and supported at work. Today’s guest is Martine Kalaw. Martine is an Elevation Strategist - she shifts mindsets, builds bridges & delivers results. She is the author of Illegal Among Us, experienced being an undocumented immigrant, and is a DEI Consultant. Martine and I talk about how to confront, respond to and learn from uncomfortable DEI situations in the workplace. Maybe it’s something you said that landed the wrong way with a team member or maybe it’s something a colleague did that was insensitive or exclusionary. We talk about microaggressions and how to get smarter about your own behavior since so often we don’t even realize we’re creating harm. Members of the Modern Manager community can get a free 60-Minute Masterclass: Advancing DEI. Scheduled for September 22, this 60-minute class will give you the top five keys to advancing DEI in your workplace over the course of 90 days. Get it when you join the Modern Manager community. Subscribe to my newsletter to get episodes, articles and free mini-guides delivered to your inbox. Read the related blog article: What To Do About Microaggressions In The Workplace KEEP UP WITH MARTINE Website: https://martinekalaw.com/ Facebook: https://m.facebook.com/MartineKalawEnterprisesLLC Instagram: https://www.instagram.com/martinekalaw/?hl=en LinkedIn: https://www.linkedin.com/company/martinekalawconsulting/ Twitter: https://twitter.com/martinekalaw Youtube: https://www.youtube.com/channel/UCQTb6zI5m4jehE-czyT8SvQ/featured Read the
Today, we talked about a hot-button topic on LinkedIn and in all work environments. DEI or Diversity, Equity, and Inclusion. You may be very familiar with this subject, but I didn't feel like I was. So, I asked Martine Kalaw, an expert in this area, to join me. During my conversation with Martine, we discussed: 1. What DEI is and why it's important for individuals and companies 2. Reverse resentment about DEI among employees who don't see the value 3. How DEI initiatives can positively impact a company's revenue 4. What steps we can take as individuals to support DEI initiatives in our companies 5. And so much more Resources: Brave Women at Work: https://bravewomenatwork.com/ Brave Women at Work Community: https://www.facebook.com/groups/bravewomenatwork Martine Kalaw: https://martinekalaw.com/ The ABC's of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace: https://www.amazon.com/ABCs-Diversity-Managers-Inclusion-Workplace/dp/B09V6NWLH8/ref=sr_1_1?crid=18DY2UVBFQQB9&keywords=Martine+Kalaw&qid=1658009579&sprefix=martine+kalaw%2Caps%2C113&sr=8-1
Today, we talked about a hot-button topic on LinkedIn and in all work environments. DEI or Diversity, Equity, and Inclusion. You may be very familiar with this subject, but I didn't feel like I was. So, I asked Martine Kalaw, an expert in this area, to join me. During my conversation with Martine, we discussed: 1. What DEI is and why it's important for individuals and companies 2. Reverse resentment about DEI among employees who don't see the value 3. How DEI initiatives can positively impact a company's revenue 4. What steps we can take as individuals to support DEI initiatives in our companies 5. And so much more Resources: Brave Women at Work: https://bravewomenatwork.com/ Brave Women at Work Community: https://www.facebook.com/groups/bravewomenatwork Martine Kalaw: https://martinekalaw.com/ The ABC's of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace: https://www.amazon.com/ABCs-Diversity-Managers-Inclusion-Workplace/dp/B09V6NWLH8/ref=sr_1_1?crid=18DY2UVBFQQB9&keywords=Martine+Kalaw&qid=1658009579&sprefix=martine+kalaw%2Caps%2C113&sr=8-1
Martine Kalaw is the author of The ABC's of Diversity, she's a speaker and DEI consultant helping individuals and organizations overcome unconscious beliefs and implicit bias. In this insightful show you can learn about: Martine's fascinating story from being a stateless, undocumented person to CEO What diversity really means, looks and feels like How has the hybrid world has impacted firms approach to DE&I? The ABC's of Diversity Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Martine below: Martine on LinkedIn: https://www.linkedin.com/company/martinekalawconsulting/ Martine on Twitter: https://twitter.com/martinekalaw Martine on Instagram: https://www.instagram.com/martinekalaw/ Martine's Website: https://martinekalaw.com Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband, or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors, and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush, and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Our special guest on today's show is Martine Kalaw. Martine is a DEI expert; she's worked with some of the world's top companies, helping them navigate through their organization's diversity, equity and inclusion, and created more diverse and inclusive workspace. She's also the author of The ABCs of Diversity. Before we get a chance to speak with MartinE, It's The Leadership Hacker News. The Leadership Hacker News Steve Rush: We all know that telling stories is a great leadership skill. So today I'm going to have a go. Once upon a time there was a beautiful kingdom ruled by a Prince. He took over the kingdom after the death of his father, the King, after a few months of ruling, the kingdom things started testing. There was no rain. Drought had brought losses to farmers and killed many animals, birds, and precious plants in the forest. It was followed by an unknown disease that caused loss of many lives. After a few months of pain, things started to improve gradually, but before they could recover completely, an enemy took over the kingdom, killing many people and imprisoning them. The young King managed to escape. He planned to meet his childhood friend, a King of a neighboring kingdom. On his way he was thinking about the past. He was born to be bred King of this powerful and wealthy nation. Now he's lost everything. He believed that he was cursed because nothing had happened to his father. It had only happened to him. When he reached the neighboring kingdom, and he met his friends. The guards did not allow him to pass because he looked dirty, and bedraggled. He tried many times to get access to the kingdom but failed miserably. Being cast outside the kingdom, he eventually took a job so he could buy food and clothes. Several weeks had passed and he'd now earned enough and ate enough. So, they allowed him to look presentable. So, he set off in a chance to get through the guards and to meet with his friend. After carefully navigating the guards and entering the kingdom. He was greeted warmly by his friend, the King of the neighboring kingdom, after explaining the sad story and things that had happened to him. The King took pity and ordered his people to give him a herd of a hundred sheep. While grateful, the King was a little surprised as it was expecting much more than just a hundred cheap. He was a King after all. He doesn't want to be a shepherd. Down on his luck. He realized there was no way out. After a few days of grazing his herd, group of wolves attacked his herd and killed all of them. And while the wolves were merely feasting on this new herd, the king ran away. He returned to his only allied at this time, his friend, the King from the neighboring kingdom. This time he gave 50 sheep in pity. But once again, he failed to protect the walls. He returned for a third time, and this time the King gave him 25 sheep with a clear message of, there are no more sheep. And this time the young King decided if he didn't protect his herd, he knew that he would be on his downers. So, this time he took a different approach. He examined the environment. He understood where the wolves were living, the areas where they would attack. He built additional fences and guards around the herd to protect them. He set up a schedule to monitor those key places and key times when he knew that the wolves would be most active, a few years had passed, and its herd had grown into a thousand sheep. His activities were monitored by his friend, the King and in recognition of his great feat in growing a herd, his friend had ordered his ministers to give him a whole state to rule. He asked his friend, why did you not give me the state to rule when I first come to help you? His friend, the King replied. The first time you came for me for help. Your mindset was like you were born and bred to be a leader. You were expectant. And the truth was far from it. The King went on to say, you may have been born with wealth, pride, and power, but you have never had proper education and training to lead your people. So, when I gave you the herd, I wanted you to learn how to manage and lead others. Dear friend, I have seen you suffer, return, be resilient, work out a plan. And now I believe you're ready to lead. The moral of the story and leadership hack if you like, is that, just being born into a powerful family or being born with privileges, doesn't mean you'll be successful. Being a manager or leading people in higher position does not make you a leader. Being in charge, such as a King or a Manager or a CEO does not make you a leader. Holding position is just a position. Leadership is a behavior and leadership is a service. The most important role of a leader is to build and develop other leaders. That's been The Leadership Hacker News. Let's dive into the show. Start of Podcast Steve Rush: Martine Kalaw is a special guest on today's show. She's an author, speaker and DEI consultant. She's the founder of Martine Kalaw Enterprises and her firm offers strategy development, implementation, and education, and helps organizations overcome unconscious beliefs and implicit biases. Martine also published her second book, The ABCs of Diversity. Martine, welcome to the show. Martine Kalaw: Thank you so much for having me, Steve. I'm excited to be here Steve Rush: Now, you have a most fascinating backstory. There are not many people that you can say. I understand how that is because there's not many people would understand your position. Just tell us a little bit about that backstory and how that's really given you the passion to do what you do? Martine Kalaw: Yeah, certainly. Born in Zambia from the Democratic Republic of Congo. My mother and biological fathers were from there and having been raised in the U.S. but having spent seven years of my life as an undocumented immigrant and stateless individual in the United States in removal or deportation proceedings for seven years has really shaped the work that I do around DEI, in the years that I, you know, navigated through. One being orphaned, two, being undocumented, three, being stateless. I was exposed to various communities. I actually had to, you know, I had to learn how to pivot into different communities as I navigated the world on my own. And so, what this taught me was to, it gave me a different perspective on how people show up and view different circumstances. It also gave me a level of sensitivity in how to and putting myself in somebody else's shoes and trying to see things from their perspective. And so, for that reason, I feel like I can be a bridge builder in a lot of ways across different communities. I also knew from my experience of being undocumented and stateless, I also understand the importance of having individuals invest in you rather than help you when you're marginalized, right. When your part of an underrepresented community, that's how we actually strengthen our communities, how we strengthen our workforce, is when individuals who have access recognize the access that they have and, or privileged, and some people are not comfortable with that word and then extend that to others and bring them in and do it in a way that's not charity like, and they're not positioning themselves as saviors, but really they're investing in others because they know they're also gaining something back. And in that way, we strengthened our communities. And so that was the experience I had as an undocumented immigrant and stateless person was setting it up so others can invest in me. And then once I, you know, navigated through my journey. Sharing that and passing that forward to my mentees and other people within undocumented stateless community, but then tying it into the larger conversation of diversity, equity, and inclusion. Steve Rush: Yeah, and I guess what you've really described is so extreme in its diverse experience, but to your point, gives you that sensitivity to be able to be really thoughtful in your approach, right? Martine Kalaw: Right, absolutely. And just having seen, and just the intricacies of bias and discrimination in various facets. I mean, people don't necessarily think about immigration, and you know, statelessness and think of diversity, equity and inclusion, but it's a subset of it. Steve Rush: Yeah. Martine Kalaw: And certainly, it's nuanced. I mean, we can see that with, you know, the war in Ukraine and we saw the response and how different communities of African immigrants, how they were treated, Moroccan immigrants. We saw that, right. We see that time and time, again in the policies that are enacted around immigration in the U.S. based on different subgroups within immigrants, you know construct. So, in that way DEI is a subset of immigration. Immigration is a subset of DEI, so, it can be a microcosm for the larger conversation around diversity equity and inclusion. Steve Rush: And diversity also transcends lots of different religions, colors, and creeds, doesn't it? It's not just about, you know, an atypical perspective somebody might have when they join a firm. What's your take on we pet peel, the layers back, diversity in its simplest terms? Martine Kalaw: Diversity is about variety, right. And representation across variety of different groups, different backgrounds. So, in its simplest term, diversity is offering and embracing variety. Now variety, when we talk about diversity, I like to break it down into three different buckets, right. There's the physical biological bucket in terms of defining diversity. And that can be, you know, that's race, gender, race, it can be age, you know, all of the elements or subcategories of diversity that has to do with somebody's physical definers and their biological, right? Steve Rush: Right. Martine Kalaw: Sexual orientation. And then the second bucket that I you know, I group diversity into is, cultural. So cultural can look like a number of things. It could be nationality. It can be your marital status. It can be your education background. It could be your socioeconomic status, right? So that's cultural. And then the third category especially within the work or business context is really around business. The culture or the persona you bring into the business. So, some people are introverts, some people are extroverts. You know, some people are more strategic in the way they show up to work. Some individuals are less strategic, you know, they're big picture thinkers or there, you know, detail oriented. So, these are the different categories, these three different buckets or categories, and they are interrelated. There are correlations between one bucket, right. The business persona that you bring into the workplace is influenced by your culture, the cultural, you know, associations you're a part of. And then that can be influenced by biological, you know, physical. And so, another way of saying it is, look, you know, as a black, you know, African woman in the United States right, these are some of the physical, you know, being black and African are some of the physical you know, associations that I'm a part of. So culturally, you know, perhaps if I grew up in a community where it was predominantly you know, black and predominantly African immigrants, right. That might influence how I show up in the workplace. If I go to work and everyone else doesn't look like me, everyone else ends up being white. And I'm the only African immigrant. It might actually influence my communication style. Because I'm responding right to the experiences I have and I'm responding to my outward environment. So that's how these three categories or buckets can be related or correlated. Steve Rush: The interesting thing that you just shared is a perfect example of how diversity can be seen different and that's where equity comes in, isn't it? Martine Kalaw: Right. Steve Rush: Tell us a bit about that? Martine Kalaw: Yeah, so, I'll say, you know, diversity, equity, and inclusion. I feel strongly that they are like a three-legged stool. You can't have one without the other. So certainly, you can have variety and representation, but that's not enough to keep people, right. You can have, you know, you have the representation, but if people aren't treated fairly, right. Equity is really about fairness. It's about distribution. If people aren't treated fairly and they're not given the same equitable opportunities, then why would they stay? What would be their incentive? I like to distinguish equity from equality, because people say, oh, well, you know, equity is about equality. It's actually not right. Steve Rush: No, it's not. And that's where people get confused, right? Martine Kalaw: Right, equality is what we're aiming for after we reach equity. But right now, across the globe, I mean, you know, this is not just specific to the U.S. or the UK or any one place, but across the globe, what we know is that there are different communities, they're different ethnic groups, they're different races and not everyone has had the same history in their country and have had the same access. In the U.S. we can see that because the history of slavery in the U.S. that was so prominent has made it, so, there have been systemic inequities in the workplace, in education, all of that has been the trickle effect from slavery, right. And as a result of that, it's still trickles. It's still there. It's still, you know, and so what happens is people show up in the workplace and they don't have the same experiences. They don't have the same access, right. someone who has grown up with certain privileges, access to certain academic institutions, access to certain you know, in a higher echelon of socioeconomic status, right. Might show up in the workplace with a different level of acumen, right. To the business and feel more comfortable navigating the workplace, feel more comfortable looking for a mentor, reaching out to the C-Suite Executives and asking for them to be a mentor and also feel more comfortable showing up in spaces. Like, you know, work off offsite events, right. Like lots of work offsite events, at least historically were like you know, usually they're sports events, they're, you know, happy hour, golf events, what have you. So, if you come from a space where you're familiar with that, it's easy for you to just an acclimate to that. If you come from a space where you didn't have access to that, it's a lot harder for you to navigate that space in the workplace and create more accessibility for yourself. And so that's where equity comes in. It's having the organization find ways to create that level of fairness. So, the best visual that actually someone shared with me, an anecdote is, you know, equality is giving everybody a pair of shoes, a pair of sneakers, let's say. Equity is giving everyone a pair of sneakers that fit their feet. Steve Rush: It's a great analogy. Love it. So, the workplace has changed over the last few years with the pandemic and our approaches and responses to that. How do you see that that's impacted on how firms are dealing with DEI now? Martine Kalaw: Yes, that's a really great question. So, what I've seen is in the last two years, so prior to the murder of George Floyd, because I really think that's what sparked this new, you know, movement across organizations, quite frankly, globally, before that it's not that diversity, equity and inclusion didn't exist. It did. But at that, you know, before that it was really focused on diversity, right. Steve Rush: Right. Martine Kalaw: It was focused on diversity and there was less of an emphasis on equity, less of an emphasis on inclusion. This is generally speaking. And you know, when you look at the numbers and the statistics in the workplace, white women were the prime beneficiaries of those diversity initiatives, right. And so then, two and a half years ago with, you know, the murder of George Floyd, things shifted, there was a greater awareness that whoa, you know, there's a lot of inequity, that's still trickling into the workplace, right. That's happening nationally, but it's trickling into the workplace because the same people that are in, you know, that are in society are also going into work, right. So, we can't distinguish these two, these two worlds collide and that's in the workplace. And so initially organizations, again, generally speaking, were responsive or reactive to what was happening, right. There was a level of reaction because employees or staff members were hypersensitive and hyper aware, right. And almost like daring the organization to do something, fix this. So, organizations generally speaking were reactive and trying to like quickly fix things and quell the concerns of their employees, right. The responses with that with, a lot of programs, let's come up with programs, let's give money to this organization. Let's have an internship program and bring, you know, look at interns from certain colleges and universities that we wouldn't have looked at before, at least in the U.S., historically black colleges and universities, HBCUs, right. Things like that, very reactive. So that's not a bad thing because I think the programming was important, but the thing is, there are two issues with that. When you have program without strategy, it's really hard to sustain the initiative. And when you don't have strategy, it's hard to position what you're doing as a real business imperative, right. It doesn't seem like a business structure. It seems more of like something you're just slapping on a band aid, and you know, wanting to move on. So that was the first challenge. The second was the fact that the same people were doing the work, we're being charged to do the work, mainly human resources professionals who don't always have the experience or the expertise. They are also oftentimes already overburdened by their workload. They were being charged with the responsibility of doing this work. As well as, you know, employee resource groups, basically employees who are part of underrepresented communities or are allies, right. So, the same individuals we're being charged with this responsibility, right. And that's exhausting. It also means that everyone else wasn't as involved. And what we know is that if not everyone is bought into an initiative, it's not going to work, right. You need leadership's involvement; you need manager's involvement. So that's really where we are at the moment. And the organizations that really want to do the real work are reaching out to consultants like myself, they're reaching out to others, right. They're bringing in chief diversity officers and saying, look, we want to go beyond just the performative and you know, with programs, we want to have strategy. We want to have our leadership involved in this. We want DEI to be positioned as part of the business strategy. We want to be able to tie metrics to things, right. We want to be able to connect our programs with a larger initiative so we can scale these programs. So that's where we are now, right. So not just about training and programs, training is great, but training has to be reinforced with strategy. So that's where we are now where organizations are at this, impasse where they can either keep doing what they're doing and being you know I guess their employees are feeling impatient and are putting the pressure on them or they can actually start to really build strategy and make DEI part of their business structure. Steve Rush: And let's be realistic here as well. Those businesses aren't, are also missing out, not on just massive opportunities to unlock human potential, but there's also a direct correlation to return on investment too, isn't there? Martine Kalaw: That's it. I always talk about the ROI of DEI. And so that is, one of the very first things that I do in working with organizations is, especially if I'm working with human resources, professionals, not directly with the like the, you know, CEO is getting that HR professional to identify what that return on investment is so that they can position it to the leadership, right. Discussing ROI is the common denominator. The challenge that we've had historically with DEI is, certainly there's an emotional quotient component to it. That's the most significant component. Stories, people's experiences, experiences of employees and how they felt marginalized. The biases they may have experienced, that is critical. But when we start with that approach, what we end up doing is, we exclude indirectly and unintentionally. Exclude anyone who doesn't understand that. Who cannot relate to this story, right. Steve Rush: Right. Martine Kalaw: People feel either shamed or blamed or they just don't get it. So, they tune out, right. And then again, we're just reaching to the cryer, the same people who have the issue are the same people engaged in these conversations. So that's why I always recommend starting with return on investment, let's look at the value that DEI can bring to the organization. Let's look at the numbers. Like let's actually find what that metric is. If your business to business, business to consumer organization, there is a possibility, there's always a possibility of increasing market share. There are certain markets we have not considered if we're providing a service or a product, right. And so that is where DEI can actually help. If you educate your salespeople and they are much more savvy and they're representative of a larger group of individuals. There's more representation in your salespeople let's say, or if they have more sensitivity in navigating DEI, then they're more likely, they'll know how to reach and look for new markets, right. Explore markets they haven't considered. And once we've attracted those markets, it's building those relationships, that rapport with those markets. So that's one way, for example, that a business to consumer organization can benefit. Revenue wise, ROI wise from DEI. When we talk about business to business, same idea in terms of retention, in terms of building those relationships and attracting new partners, right. I mean, if you're business to business, think about the clients that your partners or that business you're supporting, think about who their clients are, think about who their customers are. And if we're supporting them, we also need to understand their clientele. We also need to help them or support them in reaching a larger market share. We also need to make sure that we're able to create more diversity in our partners, right. So, these are ways in which we can actually measure ROI. We can look at the retention of our partners. We can look at recruiting and gaining more partners. And what does that mean in terms of our dollars? So, there are direct correlations between DEI and return on investment. And what I encourage is for organizations to start there, start with that number, start with what the cost, right. What we think the estimated cost of bringing in a chief diversity officer, bringing in a consultant, you know, doing this work might cost. And then let's talk about what the potential return could look like. Steve Rush: Yeah, love it. Now you wrote the book, The ABCs of Diversity. Martine Kalaw: Yes. Steve Rush: Let's quickly just spin through the ABCs and dive into a couple of them. Martine Kalaw: Yeah, I mean, the ABCs is kind of what I, I alluded to this a little bit earlier, which was, a lot of the work is dumped on human resources and I use the word dumped intentionally, because that's how it feels like, right. It feels like a burden to them, to them and sometimes employee resource groups or diversity, task forces, because these are individuals that don't always have the expertise. They can come to this from a very emotional standpoint. And so, it's really unfair to expect them to have all of the responsibility around DEI. So, the ABCs of diversity, by the way, the subtitle is a manager's guide to diversity, equity, and inclusion in the new workplace. So really what this book really encapsulates are two main things. One is that when we approach the conversation of DEI, we make it sometimes over complicated, right. It's very ethereal. There's a lot of jargon. A lot of you know politically correct terms and people are so afraid of saying the wrong thing or doing the wrong thing, that they'd rather disengage and not involve themselves in DEI conversations. But what I want people to understand is that, okay, we don't have to focus so much on the jargon, the terminology, it's really the fundamental practices, the fundamental things that we do. And a lot of it can be driven by managers. So, when we think about who shapes and influences the makeup of an organization, there are two main groups, human resources, and managers, managers influence hiring decisions. They influence compensation decisions. They influence promotion decisions. They influence attrition when people decide to leave, right. All of that is influenced by managers and they're working in tandem with human resources. So, what we get to do is pivot our lens when we look at all those elements, those foundational elements of being a manager and consider how we can have more representation and less bias in these different areas, right. And so that doesn't require learning all this terminology and jargon. It just requires thinking a little bit more broadly. So, for example, as hiring managers, one of the things we can do differently, we're looking at resumes is, asking our talent acquisition or recruiting team. I'm seeing like a lot of similarities across these resumes. Like it seems like all of these individuals are from the same region. This is just me speaking, hypothetically. Is there a possibility that we can look at other resumes more broadly? Can we look at other resumes or can we look at candidates from other regions? right. This is just a small way as hiring managers, we're looking at, we're interviewing candidates and we immediately feel we have this affinity bias, right. Where we have a preference for someone because, oh, they went to this college and you've heard of this college, or you're familiar with this college. Well, what we can do is, manages go, oh, wait a minute. I'm picking up on the fact that, you know, I feel more, you know, I have this affinity, this person, just because of what I'm seeing on the resume, let me then assume, what if every other candidate went to the same college, right. Let's rule out. Let's take that one scenario or that one qualifier out. And let's focus on all the other, whether the candidates who actually can do the job, right. And when we're interviewing candidates, let's see how we can be consistent in the way, the order in which we ask questions. Let's also invite other people on our teams to interview these candidates, right. And when they are interviewing candidates to avoid influence, influencing our decision, let's have, you know, the other people are interviewing candidates, our candidates. Just share their feedback to the talent acquisition team rather than to us, right. And we don't actually hear, or, you know, know what they're thinking until the end, after we've made our decision on how we feel about the candidates. So, these are things that we can do as managers. Another example of creating, establishing inclusion as a manager or equity is mentorship, right. So, as you know, a lot of organizations, some organizations don't have formal mentorship programs. And as I mentioned, based on your background, some people might come into a company and feel really comfortable looking for a mentor. They might be invited to certain spaces like golf events, like a happy hour, where they will engage and build relationships and then ask someone to be their mentor. What I can say is not everyone has that familiarity or that confidence, not everyone is invited to the same events in the same spaces in the workplace. So as a manager, what we can do is, we can establish a way to make sure that everyone on our team has access to a mentor. We can invite mentors to come to our meetings, invite our senior leadership, to come to our weekly meetings or biweekly meetings with our teams and let people know that, you know, make sure everyone on the team understands that, you know, you can access and reach out to this person if you need a mentor, right. These are subtle things that we do to create equity, right. Create fairness, accessibility. So that's the ABCs of DEI, right. Its common knowledge. Things that we're already doing as managers, but we just don't realize that this is actually reinforcing DEI, right. And it's natural. It's much more organic than thinking, okay, I have to put on my DEI hat, and you know, I have to use this specific terminology. So that's really what the ABCs of DEI is. And it's really meant to be a workbook, you know? So, when you open it up, it really actually is a primer. It reads like a workshop, like you're in a workshop. And at the end of each chapter, it's 150 pages, not long. At the end of each chapter, there are two takeaway exercises. One is for self-reflection and the other is something you can take back to your team and implement as a manager. So, there's actual application. Steve Rush: Awesome. Now we're going to give folk a chance to get hold of a copy or find out how they can get hold of a copy in a moment. So, I'm going to flip the lens very quickly, do some quick, short fire, top leadership hacks. What be your top three leadership hacks? Martine Kalaw: My top three leadership hacks would be you know, one is, to be transparent and vulnerable, right. I would just combine those two. Transparency. I mean, as leaders, we can't be completely transparent with everything, but at least walk people through why you're doing what you're doing. They'll appreciate it more. They feel like what they're doing, adds value to the end goal. So being able to be transparent in that way and being vulnerable. If you have challenges, if you have issues, things aren't going the way that you ideally wanted them to. It's okay to share that with your team as a leader because what they're observing is how you respond to it, the solutions, your problem-solving abilities, that becomes an example for them. So that's one leadership hack. Another leadership hack for me would be to find people who are smarter than you, to be, you know, part of your team. You know, I think as leaders, sometimes we're afraid that somebody's going to outshine us, but really what we want to do is bring people who have skills that we don't have, because what that ends up carrying us, if they grow, we grow, right. And so, I do believe that's a really important one that I've always you know, believed in and it's really been beneficial to me. And the third leadership hack would be, I have to think about this one. I would say, always be on quest to learn. So maybe that's more humility or just always learn. As leaders, we can never know enough. We're always learning, learn from our team members. The people who report into us. Learn across the board, pick up a book, read. There's always something we can learn as leaders, right. And so as long as we show up in our role as leaders in that way. We're always going to continue to grow and be better than who we were the day before. Steve Rush: Awesome advice. Now you shared the biggest Hack to Attack that we've ever heard, which is your story up front, but if you could give yourself some advice when you were 21, what would that be? Martine Kalaw: Ah, that's a great one. If I could give myself advice when I was 21 was to, trust the process, right. Meaning like, I'm a little bit of a magical thinker in a sense that, you know, if you take action and you do everything that you need to do, sometimes things just need to kind of work themselves out, right. Kind of like everything has to sort of be synchronous, and it takes a little bit of time. And I think that's something that, you know, millennials, you know, Gen Z, like, you know, there's sometimes a level of impatience right, with things. And so sometimes, you know, put all the pieces together, do your part and then give it a little bit of time, right. For things to come together. So, trust the process a little bit. Steve Rush: That's great, and that's definitely been the case for you. You've a perfect walking example of that. So, thank you so much. So, Martine, conscious, we want to make sure we can get our guests to connect with you beyond today. Find out a little bit about the books that you've written and maybe buy a copy. Where's the best place to send them? Martine Kalaw: Perfect. you can go directly to martinekalaw.com, www.martinekalaw.com. And when you go there, you'll have access to the link from my book, which is on Amazon. So, you can purchase the hard copy and you can also purchase the audio book on audible. So, if you go to my website, it'll give you the link to both of those sites. And certainly, on my website, you also have access to sign up for my complimentary, otherwise known as free master class, which is coming up on July 21st. I usually have a monthly one-hour monthly masterclass where I really work with human resources professionals. And I offer them the five things that they can do within the next 90 days to really drive DEI in their organizations. Steve Rush: Awesome. Martine Kalaw: And so that's something that you can sign up for if you go to my website. Steve Rush: We'll also put those links in our show notes as well. Martine, I wish you had more time to chat. I really love chatting to. You're such a great advocate of doing exactly what's right for folk when it's right. So, thank you ever so much for taking time out of your super busy schedule, being with us on our Leadership Hacker Podcast. Martine Kalaw: Thank you so much, Steve. I enjoyed it too. Steve Rush: Thank you, Martine. Closing Steve Rush: I genuinely want to say heartfelt thanks for taking time out of your day to listen in too. We do this in the service of helping others and spreading the word of leadership. Without you listening in, there would be no show. So please subscribe now if you have not done so already. Share this podcast with your communities, network, and help us develop a community and a tribe of leadership hackers. Finally, if you would like me to work with your senior team, your leadership community, keynote an event, or you would like to sponsor an episode. Please connect with us, by our social media. And you can do that by following and liking our pages on Twitter and Facebook our handler their @leadershiphacker. Instagram you can find us there @the_leadership_hacker and at YouTube, we are just Leadership Hacker, so that is me signing off. I am Steve Rush and I have been the leadership hacker.
In this HCI Podcast episode, Dr. Jonathan H. Westover talks with Martine Kalaw about her book, The ABCs of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace. See the video here: https://youtu.be/xrNtGCfK_9U. Elevation strategist and organizational development expert Martine Kalaw understands the challenges of creating inclusive work environments. Her book, The ABCs Of Diversity, A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace makes DE&I accessible to everyone in the workforce. Through her company, Martine Kalaw Enterprises, Kalaw addresses the unconscious beliefs and implicit bias that limit organizations, including those related to the black and immigrant experience, through strategy development and implementation and education in the form workshops and discussions. The author, speaker, and DE&I consultant dedicates her career to creating bridges across different groups of people to foster greater empathy, collaboration and prosperity. Please leave a review wherever you listen to your podcasts! Check out the Ready for Takeoff podcast at Wix.com/readyfortakeoff. Check out Zapier.com/HCI to explore their business automations! Go to Swag.com/HCI and use promo code HCI10. Check out the HCI Academy: Courses, Micro-Credentials, and Certificates to Upskill and Reskill for the Future of Work! Check out the LinkedIn Alchemizing Human Capital Newsletter. Check out Dr. Westover's book, The Future Leader. Check out Dr. Westover's book, 'Bluer than Indigo' Leadership. Check out Dr. Westover's book, The Alchemy of Truly Remarkable Leadership. Check out the latest issue of the Human Capital Leadership magazine. Ranked #5 Workplace Podcast Ranked #6 Performance Management Podcast Ranked #7 HR Podcast Ranked #12 Talent Management Podcast Ranked in the Top 20 Personal Development and Self-Improvement Podcasts Ranked in the Top 30 Leadership Podcasts Each HCI Podcast episode (Program, ID No. 592296) has been approved for 0.50 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Learn more about your ad choices. Visit megaphone.fm/adchoices
Do you truly understand what Diversity; Equity and Inclusion really means? Have you considered the business benefits? Have you thought about how DE&I can bring a competitive edge to your business? Do you want to be an ally but don't really know where to begin?We are joined today by Martine Kalaw, the CEO of Martine Kalaw Enterprises and the author of 2 groundbreaking books – The ABCs of Diversity, and Illegal Among Us.Martine's organization helps company to understand the Return on Investment of implementing Diversity, Equity and Inclusion programs. DE&I is not only the right thing to do. It is a business imperative. If you want to be a successful organization that attracts and retains an amazing and talented workforce you MUST have an effective DE&I program in place. Martine opens our eyes that it is okay to measure the ROI of DE&I, that it does not cheapen the discussion or the drive. You still need to be doing for the right reasons, you need to make sure you are measuring the rights things and not just arbitrary KPIs, but you can measure the business impact of your DE&I and make it a source of competitive edge.Martine's background as a stateless orphan provided her a real life education on what it feels like to understand what it feels like to feel dislocated and marginalized. She has also seen the world from the side of the ally and having people and organizations that want to help marginalized groups but don't really know how.We explore active and passive allyship and some of the challenges that organizations and people face in implementing programs and being an ally. We explore the delicate balance between being a passive ally, an active ally, or having a saviour complex where you typically overstep your bounds and offend people along the way.Martine considers herself to be a bridge builder with the ability to empathize with all sides of the diversity, equity and inclusion discussion.She has seen the world through the eyes of those with privilege and those without privilege.We also unpack the clear distinction between equality and equity. Equality is the concept of everyone playing on a level playing field and is a wonderful utopian destination. Equity is the process of “levelling” the playing field. This includes an acknowledge that we need to remediate the world and remove inequity and bias in the world. We dig deep into what inclusion really looks like. Inclusion is often thrown in with Diversity but it is just as critical in its own right. Inclusion is creating an environment where everyone feels they belong; have a voice; and that their voice is heard. It also means an environment where no one feels excluded. Inclusion is not the same as assimilation. Inclusion is a welcoming environment where everyone can show up as their authentic self and where their diversity and background is celebrated without discrimination or bias.Today's episode was brought to you by the new book from the founder of The Leadership Project, Mick Spiers, "You're A Leader, Now What? the proven path to high performance leadership"You can purchase a copy of the book as an ebook or paperback at Amazon. Please follow the following link - https://www.amazon.com/dp/B09ZBKK8XVYou can follow us on our different social media platforms on this link: https://linktr.ee/mickspiers
In this episode, we're joined by DEI thought leader and author Martine Kalaw. We dig deep into the work of diversity, equity and inclusion efforts and explore the criticality of this work for business sustainability. We also discuss what's worked and what hasn't in terms of diversity efforts, and how to equip managers with the key skills needed to embed sustainable strategy and process when pursuing DEI efforts. Join us for this engaging and explorative conversation about diversity, equity and inclusion. To learn more about Martine's work or how to find her book, "The ABC's of Diversity : A Manager's Guide To Diversity, Equity, And Inclusion In The New Workplace," visit her website at www.martinekalaw.com.
Come along for an amazing personal story of challenge, perservance, and triumph. The payoff for us is that Martine Kalaw, proprieter of a high impact consultancy bearing her name and the author of two books, shares her well-earned perspective and empathy with us in ways that allow us to set aside the shame and blame approach and instead invite people into constructive efforts to open up dialogues that lead to understanding, connection, and progress. https://martinekalaw.com Books: The ABC's of Diversity: A MANAGER'S GUIDE TO DIVERSITY, EQUITY, AND INCLUSION IN THE NEW WORKPLACE and Illegal Among Us: A Stateless Woman's Quest for Citizenship
Strategy & Leadership Podcast 164: Martine Kalaw is a DEI consultant, trainer & author. Previously, Martine held Training & Development roles in the corporate world with companies like Macy's, Xaxis, & Walmart. On this episode of the Strategy & Leadership Podcast, Martine joins us to discuss management development with a DEI lens, viewing DEI as a business imperative, developing long term change, & more. #DEI #ManagementDevelopment #DEITraining Visit Martine's website to learn more about her work & sign up for her May 11 DEI masterclass: https://martinekalaw.com/ Check out Martine's book, ABCs of Diversity: A Manager's Guide To Diversity, Equity, And Inclusion In The New Workplace: https://martinekalaw.com/book/ // Learn more about strategic planning & implementation: ► Subscribe so you never miss a video: www.youtube.com/channel/UCOHLNRrp…ub_confirmation=1 ► Get free workbook to guide you along the process: www.smestrategy.net/strategic-plann…mplate-workbook ► Learn how to successfully lead your next strategic planning process: www.smestrategy.net/strategic-plann…ng-steps-course // More strategic planning resources: ► Join our free community: strategy-and-leadership.mn.co/ ► Are you looking for someone to facilitate your strategic planning process? www.smestrategy.net/strategic-plann…ator-consultant ► Want software to track your strategic plan. Get a 90-day free trial of Cascade Strategy: www.smestrategy.net/cascade // Connect with us: Blog ► www.smestrategy.net/blog Strategy & Leadership Podcast ►www.smestrategy.net/podcast Alignment Book ► www.smestrategy.net/alignment-book Contact us ►www.smestrategy.net/contact Subscribe on YouTube ► www.youtube.com/channel/UCOHLNRrp…ub_confirmation=1 // ABOUT SME STRATEGY CONSULTING: SME Strategy is a management consulting firm that specializes in helping organizations develop and implement their strategic plans. We work with teams to facilitate conversations about strategic direction and business strategy so that our clients can focus their energy on what will move them forward faster. Based out of Vancouver, BC, we've worked with organizations all over North American and beyond in various industries including nonprofits, universities & government organizations. For more information on working with a facilitator for your next strategy session: www.smestrategy.net/strategic-plann…ator-consultant
Diversity, Equity, and Inclusion in the New Workplace are topics leaders are struggling to solve. If you have been challenged by finding the best ways to answer these tough questions, ... The post The ABCs Of Diversity, A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace appeared first on Leadership Powered by Common Sense.
How Organizations Can Get DEIB Right with Martine Kalaw, Elevation Strategist Jenn DeWall: Hi, everyone. It's Jenn DeWall. And on this week's episode of The Leadership Habit podcast, I sat down with Martine Kalaw to talk about how organizations can get DEIB right? Martine is a DEI top leader and learning and development expert who […] The post How Organizations Can Get DEIB Right with Martine Kalaw, Elevation Strategist appeared first on Crestcom International.
In this episode I sit with Martine Kalaw, MPA. Martine is an Organizational Development expert, author, speaker, and a Diversity, Equity, and Inclusion (DEI) consultant and trainer for corporate executives with more than a decade of experience increasing the performance and productivity of fortune 500 companies and tech startups. We discuss her latest book, The ABCs of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace. KEY TAKEAWAYSChallenges Human Resource departments have with DEI (1:53) Why DEI has to a business imperative (3:20) Much of DEI is already being done by you, the manager, and it starts with the basics of leadership (11:46) Widening your talent pool (19:30) LEADERSHIP RESOURCEShttps://martinekalaw.com/ (https://martinekalaw.com/) Free DEI Masterclass for Human Resource professionals: https://martinekalaw.com/masterclass/ (https://martinekalaw.com/masterclass/) Book: https://www.amazon.com/dp/B09PKHLL17 (The ABC's of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace)
“I make a distinction between active allies, and passive allies. We've got a whole lot of great passive allies in organizations that are wanting to do something and thinking ‘But I don't know what to do!' Active allyship can be facilitated through manager and management development. Managers all need management development. If you're listening and you don't have a management development program, that is a huge disservice to your managers right there. We know that managers automatically need to upskill themselves to be more effective. What I'm suggesting is DEI just becomes a way to pivot management development. It's not changing it. That's why it's the ABCs!” - Martine Kalaw, CEO and founder of Martine Kalaw Enterprised and author of ‘The ABCs of Diversity' And might we add??? A kindred spirit, for us, in terms of articulation of DEI philosophy. (I mean, this podcast IS called ABCDEI
Martine Kalaw is the CEO and president ofhttps://martinekalaw.com/ ( Martine Kalaw Enterprises, LLC); a consultancy focused on learning & development, human resources, and diversity, equity & inclusion for corporations, organizations, and nonprofits. She holds a Master's in Public Administration focusing on immigration law from Syracuse University's Maxwell School and has authored two books, https://amzn.to/3rDp3Ng (Illegal Among Us: A Stateless Woman's Quest for Citizenship) and https://amzn.to/3gRXVUV (The ABCs of Diversity: A Managers Guide to Diversity, Equity, and Inclusion.) As an organizational development expert, Martine has single-handedly built and executed onboarding solutions, management and leadership programs, global mentorship programs consisting of 400+ employees, and designed and customized training for Macy's, Xaxis, Wheels Up, and Education First. Martine transforms the implicit biases of working professionals and leads “heavy” conversations related to race and legal status. She specifically focuses on unconscious beliefs towards blacks and immigrants through workshops and seminars while also equipping companies with training to up-skill new managers. Martine partners with global professionals to implement learning and workforce development strategies and solutions incorporating race and biases, manager training, and inter/intra department communication. Her soft skills curriculum is popular with late-stage startups experiencing pangs due to a merger, an acquisition, exponential growth, or a sudden reduction in business. A passionate DE&I consultant, Martine has written for publications like Huffington Post and has delivered a https://www.ted.com/talks/martine_kalaw_the_value_of_investing_versus_helping (TEDx talk )on immigration policies as they relate to equity and inclusion. She's also appeared on C-span. Outside of her work, Martine contributes thought leadership around immigration reform. She's spoken at Senator McCain's 2006 Town Hall Rally on Immigration and the U.S. House of Representative's Judiciary Subcommittee's 2007 hearing on Immigration Reform. Her story has appeared in USA Today, Metro New York, and The New York Sun. Martine is also the founder and executive director of Stateless and Dreamers Foundation (SAD), which she created after her seven-year battle with the United States Citizenship and Immigration Services (USCIS) and Immigration and Customs Enforcement (ICE), which eventually led to her U.S. citizenship. SAD provides guidance and practical tools that stateless persons and undocumented immigrants can use to navigate between lawyers and the courts more effectively. The A World of Difference Podcast is brought to you in partnership with https://www.missioalliance.org/ (Missio Alliance). Stay In Touch: Connect on Facebook and Instagram with thoughts, questions, and feedback. Rate, review and share this podcast with anyone that would love to listen. Find Us Online: https://www.instagram.com/aworldof.difference/ (@aworldof.difference) on Instagram and https://www.facebook.com/A-World-of-Difference-613933132591673/ (A World of Difference) on Facebook, on Twitter at https://twitter.com/loriadbr (@loriadbr) & on Clubhouse https://www.joinclubhouse.com/@loriadbr (@loriadbr).https://linktr.ee/aworldofdifference (https://linktr.ee/aworldofdifference) or http://loriadamsbrown.com/ (loriadamsbrown.com)Interested in one-on-one or group coaching on how to live a life that makes a difference? Check out: https://www.loriadamsbrown.com/coaching (https://www.loriadamsbrown.com/coaching) Did you know that podcasts are a great way to grow your personal and business brand voice? Go to https://kitcaster.com/difference/ (https://kitcaster.com/difference/) to apply for a special offer for friends of this podcast. Here's the secret, we all want to feel connected to brands we buy from. What better way to humanize a brand than through sharing your story on a podcast.
Martine Kalaw is the CEO and president of Martine Kalaw Enterprises, LLC; a consultancy focused on learning & development, human resources, and diversity, equity & inclusion for corporations, organizations, and nonprofits. She holds a Master's in Public Administration focusing on immigration law from Syracuse University's Maxwell School and has authored two books, Illegal Among Us: A Stateless Woman's Quest for Citizenship and The ABCs of Diversity: A Managers Guide to Diversity, Equity, and Inclusion. As an organizational development expert, Martine has single-handedly built and executed onboarding solutions, management and leadership programs, global mentorship programs consisting of 400+ employees, and designed and customized training for Macy's, Xaxis, Wheels Up, and Education First. Martine transforms the implicit biases of working professionals and leads “heavy” conversations related to race and legal status. She specifically focuses on unconscious beliefs towards blacks and immigrants through workshops and seminars while also equipping companies with training to up-skill new managers. Martine partners with global professionals to implement learning and workforce development strategies and solutions incorporating race and biases, manager training, and inter/intra department communication. Her soft skills curriculum is popular with late-stage startups experiencing pangs due to a merger, an acquisition, exponential growth, or a sudden reduction in business.A passionate DE&I consultant, Martine has written for publications like Huffington Post and has delivered a TEDx talk on immigration policies as they relate to equity and inclusion. She's also appeared on C-span.Outside of her work, Martine contributes thought leadership around immigration reform. She's spoken at Senator McCain's 2006 Town Hall Rally on Immigration and the U.S. House of Representative's Judiciary Subcommittee's 2007 hearing on Immigration Reform. Her story has appeared in USA Today, Metro New York, and The New York Sun. Martine is also the founder and executive director of Stateless and Dreamers Foundation (SAD), which she created after her seven-year battle with the United States Citizenship and Immigration Services (USCIS) and Immigration and Customs Enforcement (ICE), which eventually led to her U.S. citizenship. SAD provides guidance and practical tools that stateless persons and undocumented immigrants can use to navigate between lawyers and the courts more effectively.The A World of Difference Podcast is brought to you in partnership with Missio Alliance.Stay In Touch: Connect on Facebook and Instagram with thoughts, questions, and feedback. Rate, review and share this podcast with anyone that would love to listen. Find Us Online: @aworldof.difference on Instagram and A World of Difference on Facebook, on Twitter at @loriadbr & on Clubhouse @loriadbr.https://linktr.ee/aworldofdifference or loriadamsbrown.comInterested in one-on-one or group coaching on how to live a life that makes a difference? Check out: https://www.loriadamsbrown.com/coachingDid you know that podcasts are a great way to grow your personal and business brand voice?Go to https://kitcaster.com/difference/ to apply for a special offer for friends of this podcast.Here's the secret, we all want to feel connected to brands we buy from. What better way to humanize a brand than through sharing your story on a podcast.Kitcaster is a podcast booking agency that specializes in developing real human connections through podcast appearances.If you are an expert in your field, have a unique story to share, or an interesting point of view-- it's time to explore the world of podcasting with Kitcaster.You can expect a completely customized concierge service from our staff of communication experts. Kitcaster is your secret weapon in podcasting for business. Your audience is waiting to hear from you.Mentioned in this episode:Join Difference MakersJoin us in our membership community for exclusive content for only $5/month at https://www.patreon.com/aworldofdifference. We go deeper with each guest, and it makes such a difference.PatreonDo you want to go deeper?Join us in Difference Makers, a community where we watch and discuss exclusive content that truly makes a difference. Give us $5 a month (the price of a latte), and join in on the conversation with our host Lori and others who want to make a difference. We'd love to have you join us!PatreonThis podcast uses the following third-party services for analysis: Chartable - https://chartable.com/privacyPodtrac - https://analytics.podtrac.com/privacy-policy-gdrp
Martine Kalaw is the CEO and president of Martine Kalaw Enterprises, LLC; a consultancy focused on learning & development, human resources, and diversity, equity & inclusion for corporations, organizations, and nonprofits. She holds a Master's in Public Administration focusing on immigration law from Syracuse University's Maxwell School and has authored two books, Illegal Among Us: A Stateless Woman's Quest for Citizenship and The ABCs of Diversity: A Managers Guide to Diversity, Equity, and Inclusion. As an organizational development expert, Martine has single-handedly built and executed onboarding solutions, management and leadership programs, global mentorship programs consisting of 400+ employees, and designed and customized training for Macy's, Xaxis, Wheels Up, and Education First. Martine transforms the implicit biases of working professionals and leads “heavy” conversations related to race and legal status. She specifically focuses on unconscious beliefs towards blacks and immigrants through workshops and seminars while also equipping companies with training to up-skill new managers. Martine partners with global professionals to implement learning and workforce development strategies and solutions incorporating race and biases, manager training, and inter/intra department communication. Her soft skills curriculum is popular with late-stage startups experiencing pangs due to a merger, an acquisition, exponential growth, or a sudden reduction in business.A passionate DE&I consultant, Martine has written for publications like Huffington Post and has delivered a TEDx talk on immigration policies as they relate to equity and inclusion. She's also appeared on C-span.Outside of her work, Martine contributes thought leadership around immigration reform. She's spoken at Senator McCain's 2006 Town Hall Rally on Immigration and the U.S. House of Representative's Judiciary Subcommittee's 2007 hearing on Immigration Reform. Her story has appeared in USA Today, Metro New York, and The New York Sun. Martine is also the founder and executive director of Stateless and Dreamers Foundation (SAD), which she created after her seven-year battle with the United States Citizenship and Immigration Services (USCIS) and Immigration and Customs Enforcement (ICE), which eventually led to her U.S. citizenship. SAD provides guidance and practical tools that stateless persons and undocumented immigrants can use to navigate between lawyers and the courts more effectively.The A World of Difference Podcast is brought to you in partnership with Missio Alliance.Stay In Touch: Connect on Facebook and Instagram with thoughts, questions, and feedback. Rate, review and share this podcast with anyone that would love to listen. Find Us Online: @aworldof.difference on Instagram and A World of Difference on Facebook, on Twitter at @loriadbr & on Clubhouse @loriadbr.https://linktr.ee/aworldofdifference or loriadamsbrown.comInterested in one-on-one or group coaching on how to live a life that makes a difference? Check out: https://www.loriadamsbrown.com/coachingDid you know that podcasts are a great way to grow your personal and business brand voice?Go to https://kitcaster.com/difference/ to apply for a special offer for friends of this podcast.Here's the secret, we all want to feel connected to brands we buy from. What better way to humanize a brand than through sharing your story on a podcast.Kitcaster is a podcast booking agency that specializes in developing real human connections through podcast appearances.If you are an expert in your field, have a unique story to share, or an interesting point of view-- it's time to explore the world of podcasting with Kitcaster.You can expect a completely customized concierge service from our staff of communication experts. Kitcaster is your secret weapon in podcasting for business. Your audience is waiting to hear from you.Mentioned in this episode:Join Difference MakersJoin us in our membership community for exclusive content for only $5/month at https://www.patreon.com/aworldofdifference. We go deeper with each guest, and it makes such a difference.PatreonDo you want to go deeper?Join us in Difference Makers, a community where we watch and discuss exclusive content that truly makes a difference. Give us $5 a month (the price of a latte), and join in on the conversation with our host Lori and others who want to make a difference. We'd love to have you join us!PatreonThis podcast uses the following third-party services for analysis: Chartable - https://chartable.com/privacyPodtrac - https://analytics.podtrac.com/privacy-policy-gdrp
Martine Kalaw is the CEO and president ofhttps://martinekalaw.com/ ( Martine Kalaw Enterprises, LLC); a consultancy focused on learning & development, human resources, and diversity, equity & inclusion for corporations, organizations, and nonprofits. She holds a Master's in Public Administration focusing on immigration law from Syracuse University's Maxwell School and has authored two books, https://amzn.to/3rDp3Ng (Illegal Among Us: A Stateless Woman's Quest for Citizenship) and https://amzn.to/3gRXVUV (The ABCs of Diversity: A Managers Guide to Diversity, Equity, and Inclusion.) As an organizational development expert, Martine has single-handedly built and executed onboarding solutions, management and leadership programs, global mentorship programs consisting of 400+ employees, and designed and customized training for Macy's, Xaxis, Wheels Up, and Education First. Martine transforms the implicit biases of working professionals and leads “heavy” conversations related to race and legal status. She specifically focuses on unconscious beliefs towards blacks and immigrants through workshops and seminars while also equipping companies with training to up-skill new managers. Martine partners with global professionals to implement learning and workforce development strategies and solutions incorporating race and biases, manager training, and inter/intra department communication. Her soft skills curriculum is popular with late-stage startups experiencing pangs due to a merger, an acquisition, exponential growth, or a sudden reduction in business. A passionate DE&I consultant, Martine has written for publications like Huffington Post and has delivered a https://www.ted.com/talks/martine_kalaw_the_value_of_investing_versus_helping (TEDx talk )on immigration policies as they relate to equity and inclusion. She's also appeared on C-span. Outside of her work, Martine contributes thought leadership around immigration reform. She's spoken at Senator McCain's 2006 Town Hall Rally on Immigration and the U.S. House of Representative's Judiciary Subcommittee's 2007 hearing on Immigration Reform. Her story has appeared in USA Today, Metro New York, and The New York Sun. Martine is also the founder and executive director of Stateless and Dreamers Foundation (SAD), which she created after her seven-year battle with the United States Citizenship and Immigration Services (USCIS) and Immigration and Customs Enforcement (ICE), which eventually led to her U.S. citizenship. SAD provides guidance and practical tools that stateless persons and undocumented immigrants can use to navigate between lawyers and the courts more effectively. The A World of Difference Podcast is brought to you in partnership with https://www.missioalliance.org/ (Missio Alliance). Stay In Touch: Connect on Facebook and Instagram with thoughts, questions, and feedback. Rate, review and share this podcast with anyone that would love to listen. Find Us Online: https://www.instagram.com/aworldof.difference/ (@aworldof.difference) on Instagram and https://www.facebook.com/A-World-of-Difference-613933132591673/ (A World of Difference) on Facebook, on Twitter at https://twitter.com/loriadbr (@loriadbr) & on Clubhouse https://www.joinclubhouse.com/@loriadbr (@loriadbr).https://linktr.ee/aworldofdifference (https://linktr.ee/aworldofdifference) or http://loriadamsbrown.com/ (loriadamsbrown.com)Interested in one-on-one or group coaching on how to live a life that makes a difference? Check out: https://www.loriadamsbrown.com/coaching (https://www.loriadamsbrown.com/coaching) Did you know that podcasts are a great way to grow your personal and business brand voice? Go to https://kitcaster.com/difference/ (https://kitcaster.com/difference/) to apply for a special offer for friends of this podcast. Here's the secret, we all want to feel connected to brands we buy from. What better way to humanize a brand than through sharing your story on a podcast.
The CEO & Founder of Martine Kalaw Enterprises joins us to share her very powerful and inspiring story as we kick off Black History Month. Martine is an undocumented survivor focused on building bridges between those who have and those in need. Every opportunity you get to hear from this magnificent woman should not be wasted. Martine gets us to a strong start to Black History Month. Martine Kalaw has also authored two books, "The ABCs of Diversity: A Managers Guide To Diversity, Equity, and Inclusion" and " Illegal Amongst Us." To get a copy head to https://www.martinekalaw.com/ Support our work by subscribing, donating, joining our patreon, and sharing with your network https://www.whitelabelamerican.com/ Music by Infrared_Krypto #BlackHistoryMonth #whitelabelamerican #father #stepfather #mother #DRCongo #Zambia #Maryland #Ohio #DE&I #stateless #fashion #author #CEO #consultant #C4Challenge
Martine Kalaw joins this week to share her incredible story. After being orphaned at 15, Martine soon found herself without a country to call home and embattled in an immigration case that lasted seven years. She shares that story and how she's turned her experience into a career as a change agent focused on diversity, equity and inclusion.
“I live in this place of impossibility and I make things possible. ‘Life is not fair,' that has never been okay with me. That's why I do the work around diversity, equity, inclusion in workplaces with managers, and equipping them to be more effective because it's not okay to accept that life is not fair. If it's not fair, what can we do to make it more equitable?” — Martine Kalaw
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