Podcasts about racial equity

Episode Highlight: On this episode of the Embracing "Only" podcast, we are featuring one of the most impactful moments from episode 67 with guest Mary Waweru. We're diving into creating inclusive workplaces as Mary shares impactful DEI practices and the importance of anti-racism.Mary is an intersectionality, racial equity, decoloniality, and social impact consultant. As the CEO and founder of Crest Impact, she guides organisations to build safe and inclusive cultures, practices, policies, and communications.  This episode is just a short snippet that highlights the best and most powerful learning moment from a past episode. You can listen to the full episode (filled with more wisdom) here: Episode 67: Taking Action To Be Anti-Racist.Key Discussion Points:01:00 Recognizing the Value of DEI: DEI affects every aspect of a business, from the brand and the people within the organization to people externally and brands wanting to partner with the organization.04:06 Creating Safe Spaces for Conversation: Hard conversations don't have to be scary. Normalise having these conversations and allow people to make mistakes, make guesses, and be unsure. 08:18 The Value of an Expert to Assist with DEI Work: DEI shouldn't be assigned as a side project to the only woman or person of color on the team.09:40 The Need for Anti-Racism: It's not enough to be “not racist,” you have to take action to be anti-racist. In Summary: Mary emphasizes the importance of cultural humility, racial equity, and social impact within organizations. She encourages us to be anti-racist through action, commitment, education, and learning.Resources from this episode:Follow Mary on LinkedIn or visit her website. Find Mary's anti-racism courses here.If you happen to be a woman of color and you are looking for a community of like minded women, join Olivia here: https://www.mysistersshoulders.com/ Ready to make a change?→ If you are struggling to navigate your corporate career but are ambitious and have goals you want to accomplish quickly, Olivia is the coach for you. She can help you reach your goals. Reach out to her on LinkedIn or visit oliviacream.com.→ If you are ready to transition out of Corporate and want to start building a profitable portfolio career as a business owner, board member or more, but you're unsure of the next steps, Archita can guide you through a successful transition to entrepreneurship.Reach out to her on LinkedIn or visit architafritz.com.Connect with your hosts:Follow Archita on Linkedin or check out her website.Follow Olivia on Linkedin or check out her website.Follow Embracing Only on Linkedin, Instagram, and Facebook, or check out the website._________Produced by Ideablossoms

In this powerful and important episode, we sit down with Mary Rose Mazzola—attorney, public policy powerhouse, and Chief External Affairs Officer at Planned Parenthood League of Massachusetts—to unpack what it means to fight for reproductive justice in an increasingly chaotic world. MaryRose shares how her personal experiences shaped her advocacy, the strategic decisions her team is making post-Dobbs, and the unique role Massachusetts plays as a safe haven and leader in this fight.We also get real about burnout, power, the role of companies in this work, and the big existential questions many of us are asking right now: What is work? What is care? And how do we keep going when the wins feel scarce?

Our host, LUL President & CEO Lyndon Pryor, is joined by Terrance Sullivan, Racial Justice Director of Amnesty International USA. Before joining Amnesty International, Sullivan was appointed Executive Director of the Kentucky Commission on Human Rights in June 2020 during the height of the new age racial justice movement. Sullivan credits growing up as a "poor Black kid in a small white town" as the reason behind his advocacy. The duo discusses the new era of civil rights, the impediment of growth in the commonwealth, the effects of bad policy, and Louisville versus the rest of Kentucky.Sullivan graduated from the University of Louisville Brandeis School of Law. In 2020, he founded AntiRacismKY, a coalition focused on rooting out institutional racism in Kentucky state and local government policy. He is also the Vice Chair of the Jefferson County Public Schools Advisory Council for Racial Equity.

GUEST: Sukhi Sandhu, member of the Provincial Anti-Racism Data Committee, and a Racial Equity consultant involved in political party campaigns over the last 20 years Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, I'm joined by the brilliant Zahoor Ahmad, who's leading the charge at the Co-op when it comes to turning big talk about racial equity into real action. We're getting into everything from unconscious bias to how data (yes, actual numbers) can help create fairer workplaces. Zahoor brings decades of experience, loads of honesty, and the kind of clarity that cuts through the fluff. This one's essential listening if you're serious about building truly inclusive cultures - not just performative posters in the hallway.Highlights:(2:10) Current Relevance of Racial Equity(5:20) Challenges and Misconceptions in EDI(11:34) Impact of Media and Public Perception(18:40) Structural Inequality and Data-Driven Change(37:43) Addressing Systemic Racism and Individual Experiences(46:07) The Role of Compassionate Leadership(49:31) Future Vision for EDI(55:37) Conclusion and Final ThoughtsZahoor Ahmad is Group Head of Social Mobility, Inclusion and Belonging for the Co-op group with over two decades of experience in equality, diversity and inclusion practice garnered across and range of industries, including the public, private and charitable sectors. He currently serves as a member of the Co-op Group's Exec Board. As a graduate of psychology, he fosters a behavioural approach, and has been instrumental in pioneering approaches to tackling non-inclusive behaviours and structural inequalities. He has led D&I teams in the MoD, the finance sector, the emergency services and the charitable sector. He has worked in a wide range of multi-agency environments collaborating and leading programmes across education, health and early careers. He is a specialist inclusive coach and mentor, and frequent keynote speaker on topics ranging from socio-economic inequality to re-imagining inclusive leadership.Take the Aurora 360 Quiz: How Effective Is Your Company's Wellbeing Strategy? Click HereConnect with us here:Website: aurorawellnessgroup.co.ukLinkedIn: NgoziLinkedIn: ObehiAurora Company Profile 2024Book a Call here

In this month's Minneapolis AIR (American Indian Relations) episode, Guest Host Anthony Taylor fills in for Christine McDonald and is joined by Tony Zaccardi (Public Health Specialist) as well as Michele Jackson and Rumyana Hulmequist from Racial Equity, Inclusion & Belonging! Learn about the City’s youth opioid awareness campaign, prevention and resources for community members.…

Special National Black Girl Month™ Series | Co-hosted by Dr. Rikesha Fry Brown You may not remember her reading parenting books, but she knew how to raise a household and keep a family intact. Big Mama didn't need a manual—she had instincts, routines, and an unshakable sense of responsibility. She didn't just take care of you; she taught you what it meant to show up, even when nobody showed up for her. She built structure out of very little and carried generations with her hands, her prayers, and her presence. But now, you're the one leading. And you're doing it with memories of how it used to be and a front-row seat to how much has changed. Or maybe, you're starting from what you know in your heart.  In this first episode of our National Black Girl Month™ series, I'm joined by Dr. Rikesha Fry Brown and our guest, Dr. Rosemarie Allen—an education leader and national voice on racial equity and childhood development. This conversation is about mothering without a blueprint and making daily decisions in a world that doesn't always feel safe for your child—or for you. You'll hear how Dr. Allen went from being suspended in kindergarten to shaping national education policy. You'll hear what happened when she had to teach her son to go limp during a chokehold—so he could come home alive. “Have I been whipping my baby for no reason?” A young mother asked that on a bus. Dr. Allen didn't shame her. She stayed. She answered. She mothered her. That child is now older. This conversation is parenting at the intersection of love and fear. Survival and pride. Freedom and danger. And it's the kind of conversation that millennial Black mothers aren't always given the space to have—but desperately need. It's about the systems that mislabel brilliance as defiance. What happens when Black children are expelled from daycare before they can talk? Where can you talk about the pressure of sending your child into schools that once failed you? “Historically, through slavery, we learned to beat our children into submission because they had to survive. But we've evolved from surviving to thriving. Our job now is to help our children thrive.” – Dr. Allen Whether you're raising toddlers or teenagers, or carrying the weight of mothering others through your work, this episode offers room to reflect, release, and reimagine. Because what's passed down shouldn't just be pain. It should be power. — Visit drrosemarieallen.com for more on her work. Download the free National Black Girl Month™ Toolkit: facebook.com/groups/nationalblackgirlmonth Dr. Rosemarie Allen -  Dr. Rosemarie Allen is a distinguished leader and facilitator dedicated to fostering inclusive practices across all sectors of society. Currently serving as a Professor of Early Childhood at Metropolitan State University of Denver, Dr. Allen is also the Founder, President, and CEO of the Institute for Racial Equity and Excellence (IREE), supporting equity in educational, governmental, and corporate practices. With extensive experience, Dr. Allen has provided Keynote Addresses, training, facilitation, equity audits and other services for the United States Department of Education, 47 State Departments of Education, and the United States Customs and Border Protection, Public Broadcasting Service, TeachStone and various police departments, school districts, and other organizations, showcasing her commitment to creating equitable environments. An international expert, Dr. Allen is a respected keynote speaker, frequently presenting at global conferences. Her advocacy for justice and inclusive practices has significantly shaped policies in educational, governmental, and corporate settings. In addition to her teaching role, Dr. Allen serves as a faculty member for the Pyramid Model Consortium and as an Associate Professor of Research for The Children's Equity Project (CEP) at Arizona State University. She also contributes as a consultant for the Positive Early Learning Experiences (PELE) Center at the University of Denver and guest faculty at Georgetown University. Her previous roles include directorship positions with the Colorado Department of Human Services, where she shaped early learning policies and programs. As the Equity and Culture expert for 9News KUSA, Dr. Allen hosts a weekly segment addressing race, culture, and child development. Her accolades include the prestigious T. Barry Brazelton Friends of Children Award, the MLK Peace Award, and the Rosa Parks Diversity Award, among others. Dr. Allen earned her B.A. from California State University, Long Beach, her Master's in Education from Lesley University, and her Doctorate in Equity and Leadership in Education from the University of Colorado, Denver. Dr. Allen's unwavering commitment to education and equity continues to inspire change and drive progress towards a more inclusive future for all.

Send us a textWe sit down today with Dr. Torian Easterling to talk about the challenges of working in health equity and care delivery for the most vulnerable in these uncertain times, the importance of checking in, being steady and steadfast in our goals, understanding that while it is important to promote justice and preserve the progress, the status quo wasn't completely working for those that are the most vulnerable and that it is important to rebuild our programs with true equity at the forefront and not performative DEI by building relationships and collaborations with non science or non health entities (law, community organizations, laundromats!) to get everyone to live the lives that we all deserve to live. We cannot go back and NYC is leading the way through the work of NYC Commission on Racial Equity.Dr. Easterling is a distinguished physician and public health leader, currently serving as the Senior Vice President for Population and Community Health and Chief Strategic and Innovation Officer for One Brooklyn Health (Brookdale, Interfaith and Kingsbrook- Jewish). In this senior leadership role, Dr. Easterling spearheads the Office of Community Health and Health Equity- with a mission to strengthen the system's capacity to address health inequities and improve the health and well-being of the communities served.Prior to his tenure at One Brooklyn Health, Dr. Easterling held the positions of First Deputy Commissioner and Chief Equity Officer at the New York City Department of Health and Mental Hygiene (DOHMH). In these roles, he led New York City's equity response to the COVID-19 pandemic and ensured equitable distribution of vaccines to vulnerable populations and communities.Dr. Easterling is a member of several boards and commissions, including the NYC Commission on Racial Equity (NYC CORE). He continues to drive local policy and planning efforts to improve community health. Dr. Easterling is the Co-Founder and Director of Education for the Young Doctors Project, intergenerational mentoring program for high school boys of color.Book Recommendation:We Are The Leaders We Have Been Looking For By: Eddie S. Glaude Jr.Health Insurance 101Medicare And Commercial Health Insurance: The Fundamental Difference", Health Affairs Blog, February 15, 2012Cindy Mann and Adam Striar, “How Differences in Medicaid, Medicare, and Commercial Health Insurance Payment Rates Impact Access, Health Equity, and Cost,” To the Point (blog), Commonwealth Fund, Aug. 17, 2022NYC Racial Equity Legislation and InfrastructureNYC City Charter Section on Racial EquityMayor's Office of Racial EquityNYC CORENY 1. Commission calls on city to release Racial Equity Plan by March 21Link to Charter Preamblehttps://codelibrary.amlegal.com/codes/newyorkcity/latest/NYCcharter/0-0-0-4Thanks to Jeff Jeudy for providing the music!Email your questions and comments to drtonianddraimee@gmail.com

This week, our special guest, LaTasha Morrison, Enneagram 9 and the author of the award-winning New York Times bestseller, Be the Bridge shares insights from her latest book, Brown Faces, White Spaces: Confronting Systemic Racism to Bring Healing and Restoration, where she tackles the challenging topic of systemic racism with grace and compassion. Join us as we explore LaTasha's journey of finding her voice and stepping into leadership as an Enneagram Nine, even in the face of conflict. We explore the importance of truth in the work of racial reconciliation and how LaTasha navigates difficult conversations in predominantly white spaces. Discover how LaTasha's unique gifts as a bridge builder and change agent allows her to confront tough issues while fostering understanding and connection. This episode is a powerful reminder of the role of love, truth, and grace in the pursuit of justice and healing.Navi Follow LaTasha Morrison: Website: bethebridge.com Social Media: @LatashaMorrison Subscribe to Typology for more insightful conversations about personality and personal growth!

--- WE ARE TRACKING UPDATES TO THIS STORY IN OUR SHOW NOTES ---Two major departments dedicated to racial equity have disappeared from the SPS website —Department of Racial Equity Advancement (DREA) and African American Male Achievement (AAMA).Note: This is a developing story See our Show NotesSupport the showContact us at hello@rainydayrecess.org.Rainy Day Recess music by Lester Mayo, logo by Cheryl Jenrow.

One month into President Trump's second presidency, Susan Taylor Batten, the President and CEO of ABFE and Lyle Matthew Kan, interim President and CEO of AAPIP (Asian Americans / Pacific Islanders in Philanthropy), sit down with us to share stories and insights on how philanthropy is navigating the administration's efforts to dismantle diversity, equity and inclusion initiatives. They acknowledge the fear and uncertainty of this moment, encouraging funders to move beyond fear and "put our privilege on the line" to move money and resources to those most impacted and at risk. They also provide tangible resources for philanthropy from the Racial Equity Advancement and Defense Initiative (READI), a collaboration with ABFE, AAPIP, NAP (Native Americans in Philanthropy) and HIP (Hispanics in Philanthropy), which models the importance of doing this work together - in partnership and community. 

Correction: The story in this episode about Malcolm X's legacy in Queens has been edited to clarify a statement by Najha Zigbi-Johnson. New York Congress members say the Trump administration will not move forward with cuts to the federal health program for 9/11 survivors after intense public backlash. Meanwhile, New York City's Office of Equity and Racial Justice is set to release its first-ever citywide racial equity plan next month. Also, the Yankees are lifting their ban on facial hair, allowing players to have well-groomed beards for the first time in 50 years. Plus, Governor Kathy Hochul held a press conference Thursday explaining her decision on whether to remove Mayor Eric Adams from office. Finally, 60 years after Malcolm X's assassination, WNYC's Ryan Kailath explores his lesser-known history in Queens.

President Donald Trump has issued executive orders to dismantle Diversity, Equity, and Inclusion (DEI) programs within the federal government, leading civil rights leaders to initiate an economic boycott to safeguard these essential initiatives. Corporations such as Target have started to eliminate their DEI programs, raising concerns about the future of racial equity in both public and private sectors. Former Seattle NAACP President Dr. Carl Mack contributes to the dialogue on this expanding movement and its implications.  Interview by Chris B. Bennett

Margaret Swallow devoted 23 years in the corporate world mastering the intricacies of brand management and strategy at P&G with five years working on Folger Coffee brand. She was successful by every conventional measure: a career on an upward trajectory, influence, and a reputation as a trusted leader. But, for Margaret,  success wasn't enough.It was a crisis that became the turning point. A global crisis within the coffee industry revealed a hard truth to Margaret: billions of dollars flowed through an industry that started with small, family-run farms—families that were often overlooked in the economic equation. For Margaret, this revelation resonated deeply. “It starts with families,” she said. “Growing families were part of my essence, whether biological or the family I became part of through life. That, for me, became my coffee family.” So, Margaret left the corporate world to answer a louder calling: to create significance through the very industry that had captured her heart. She joined the Coffee Quality Institute (CQI), leveraging her skills to help families around the globe. Margaret's efforts were far-reaching, but they started small—with a ripple. Margaret, who had developed training programs at P&G, saw an opportunity to bring that experience to the nonprofit world. She designed a Women in Coffee Leadership Program, modeled after the Marketing Director College she had once spearheaded. But this program wasn't just about theory; it was interactive, practical, and transformative. From 2005 to 2006, Margaret's program took root, inspiring the creation of the International Women's Coffee Alliance (IWCA). www.womenincoffee.org The IWCA's ripple began as a single chapter in Costa Rica. But Margaret, inspired by the Rotary Club's model of local chapters, envisioned something far bigger. Today, there are over thirty IWCA chapters worldwide, each empowering women in coffee-growing communities to receive funding directly—without intermediaries. “It's about families helping families,” Margaret said. “And it's about enabling local leaders to take charge of their own futures.” The ripple effects didn't stop there. Margaret worked with the University of Maryland to establish an alternative break program. Starting in 2010, students traveled to Los Andes, a coffee farm in Guatemala, to experience the harvest firsthand.Over a decade, hundreds of students learned not just about coffee but about the lives and resilience of the families who cultivate it. “I wanted to connect people to a place I'd send my own family,” Margaret reflected. And she did just that. For Margaret, it wasn't just about building programs; it was about fostering relationships. One of those relationships was with Phyllis Johnson, who co-founded the Coffee Coalition for Racial Equity, further expanding the industry's impact and inclusivity. Margaret's work inspired others to create ripples of their own, each wave building on the last. When asked if she would have followed this path without the crisis, Margaret's answer was measured. “I think so. But the crisis crystallized the need. It made me ask, ‘Where can I make the greatest difference?'”And Margaret's blueprint for creating significance? Start with understanding the need, she advises. Commit realistically and execute with excellence. Whether it's a small epiphany—a "little e"—or a life-altering one, she emphasizes the importance of starting where you can and growing from there. Would she do it all again? Margaret smiled. “I wouldn't change a thing. Those 23 years at P&G prepared me for this work. They gave me the tools, the confidence, and the perspective. Everything I've done since then has been about giving back, about creating a ripple effect that matters.” And now, the rest of her life is still unfolding, one ripple at a time. Margaret Swallow—a woman who traded success for significance—is proof that the best part of waking up is finding meaning in your cup.Become a supporter of this podcast: https://www.spreaker.com/podcast/success-made-to-last-legends--4302039/support.

King Center CEO Rev. Doctor Bernice King, daughter of Martin Luther King Jr. and Coretta Scott King, speaks on her father's legacy, race relations in America, and the Trump presidency. She speaks with Bloomberg's Carol Massar and Tim Stenovec. See omnystudio.com/listener for privacy information.

This episode features Reverend Frederick Davie, who among other roles, serves as the Senior Advisor on Racial Equity for Interfaith America. In this far ranging discussion, we talk about the role of interfaith dialogue in wider public discourse, the shifting understanding of religious freedom, and the relationship between governmental policy and the priorities of religious communities.Show Notes:Interfaith America (https://www.interfaithamerica.org/)US Commission on International Religious Freedom (https://www.uscirf.gov/)Send us a text

In this episode of Below the Radar, our host Am Johal is joined by Véronique Sioufi, the Researcher for Racial & Socio-economic Equity at the Canadian Centre for Policy Alternatives BC Office, and a doctoral candidate in geography at Simon Fraser University. Am and Véronique discuss what brought her to her doctoral work and her interest in issues of labour inequality, as well as how her position at the CCPA was created in order to look at structural racism in BC and fill in major data gaps. They also talk about how she and her colleagues in the CCPA approach questions of decolonisation in their work. Full episode details: https://www.sfu.ca/vancity-office-community-engagement/below-the-radar-podcast/episodes/259-veronique-sioufi.html Read the transcript: https://www.sfu.ca/vancity-office-community-engagement/below-the-radar-podcast/transcripts/259-veronique-sioufi.html Resources: Véronique Sioufi: https://www.policyalternatives.ca/people/veronique-sioufi/ Véronique's Doctoral Research: https://www.sfu.ca/geography/about/our-people/profiles/veronique-emond-sioufi.html CCPA BC: https://www.ccpabc.ca/ Bio: Véronique is the CCPA-BCs Researcher for Racial & Socio-economic Equity, a data-driven, intersectional initiative that investigates structural racism and socio-economic inequalities in BC. An interdisciplinary researcher, Véronique critically examines the social and political structures affecting the ability of the working class to thrive. She brings a rich blend of expertise and work experience in labour, economic geography, critical data studies, critical race theory and communication. Currently a doctoral candidate in geography at Simon Fraser University, her SSHRC-funded study delves into crowdwork in Canada and Tunisia, particularly how platforms rely on and reproduce precarity and the uneven distribution of that precarity across gender, race, class and geography. Véronique also holds an MA in Communication from SFU, where she explored the tensions in Canadian unions' use of privately owned social media platforms for collective organizing. Véronique is proud of her Palestinian roots, which make her particularly sensitive to the geographies of politics and power. She is passionate about community-driven, collaborative and hopeful research. Cite this episode: Chicago Style Johal, Am. “Racial Equity in Policy Making — with Véronique Sioufi.” Below the Radar, SFU's Vancity Office of Community Engagement. Podcast audio, January 14, 2024. https://www.sfu.ca/vancity-office-community-engagement/below-the-radar-podcast/episodes/259-veronique-sioufi.html.

In this special bonus episode of Momentum, we are sharing one of Facing Race: A National Conference standout plenaries: Navigating the Post-Election Landscape: Insights and Strategies for a Just Democracy.With the 2024 presidential election behind us, the question on everyone's mind was: what's next? This inspiring discussion featured leading voices in political organizing and movement building. Together, they explored opportunities for progress arising from the election results, strategies to tackle the challenges ahead, and ways to foster resilience, safety, and hope as we continue the movement to build a multiracial democracy over the next four years.This conversation was moderated by:Judith Brown Dianis, Executive Director of the Advancement ProjectAnd included the following panelists:Maurice Mitchell, National Director of the Working Families PartyKim Desmond, Chief Equity Officer at the International City/County Management Association (ICMA)Kim Anderson, Executive Director of the National Education Association (NEA)Tsione Wolde-Michael, Executive Director of the President's Committee on the Arts and the Humanities (PCAH)

In this episode, I sit down with LaToya Ruby Frazier, a visionary artist whose work intersects social justice, cultural change, and the American experience. Recognized as one of Time 100's most influential people of 2024, LaToya shares insights into her groundbreaking practice, which blends photography, video, performance, and installation to amplify voices often excluded from dominant narratives.We explore the inspiration and meticulous process behind her latest installation, More Than Conquerors, currently on view at the Baltimore Museum of Art. LaToya discusses the vital role of community health workers during the COVID-19 pandemic, the systemic injustices they face, and the significance of honoring these unsung heroes through art.From her reflections on growing up in a steel town to her commitment to bridging the working class and creative sectors, LaToya offers a powerful perspective on the intersection of art and activism. Whether you're interested in socially engaged art, health equity, or the power of storytelling, this episode delivers an inspiring and thought-provoking conversation. Tune in to hear LaToya's vision for transformative, community-centered art. Photo Credit: Sean Eaton ★ Support this podcast ★

Inventor and business owner Damian Renzello is featured in the return of our recurring series "What Class Are You", where reporter Erica Heilman talks to Vermonters with various backgrounds about money, class and privilege. Plus, the Christmas Bird Count is back, Brattleboro residents revoke a “public nuisance” ordinance enacted in response to criminal activity downtown, Burlington's mayor appoints a new interim director for the city's Office of Racial Equity, Inclusion and Belonging, and Amtrak ridership is up in Vermont.

The Business Pants Thanksgiving Special Game!Let's take a trip through history:Dark agesWalmart pulls back on DEI efforts, removes some LBGTQ merchandise from websiteThe nation's largest employer, which has about 1.6 million U.S. workers, joined a growing list of companies that have stepped back from diversity, equity and inclusion efforts after feeling the heat from conservative activists.In a statement, Walmart said it is “willing to change alongside our associates and customers who represent all of America.”“We've been on a journey and know we aren't perfect, but every decision comes from a place of wanting to foster a sense of belonging, to open doors to opportunities for all our associates, customers and suppliers and to be a Walmart for everyone,” the statement said.Among the changes, Walmart will no longer allow third-party sellers to sell some LGBTQ-themed items on Walmart's website, including items marketed to transgender youth like chest binders, company spokeswoman Molly Blakeman said.She said it also recently decided to stop sharing data with the Human Rights Campaign, a nonprofit that tracks companies' LGBTQ policies, or with other similar organizations.Additionally, the big-box retailer is winding down the Center for Racial Equity, a nonprofit that Walmart started in 2020 after George Floyd's murder sparked protests across the country. At the time, Walmart and the company's foundation pledged $100 million over five years to fight systemic racism and create the center.Over the past year, the company has phased out supplier diversity programs, which gave preferential financing to some groups, such as women and minorities, after the Supreme Court decision striking down affirmative action.It's also moved away from using the term “diversity, equity and inclusion” or DEI in company documents, employee titles and employee resource groups. For example, its former chief diversity officer role is now called the chief belonging officer.Luddites UniteRansomware attack leaves Starbucks using pens and paper to track employee hoursNYC's Underground Steam System May Be Key to a Greener FutureSome 100 miles of steam pipes snake below Manhattan, delivering low-carbon vapor to some big-name customers. More buildings could soon tap in.DrugsKohl's CEO to depart after less than two years at the helmKohl's CEO Tom Kingsbury will step down after less than two years at the helm, paving the way for former Walmart executive Ashley Buchanan to take on the role as the department store chain looks to execute a turnaround.Kohl's said Buchanan improved profitability at Michaels Companies, a specialty retailer of arts and crafts supplies, where he has been the CEO since 2020, and grew its digital business while simplifying its merchandise strategy.Prior to Michaels, Buchanan was at retailer Walmart for 13 years, where he held a number of executive roles including chief merchandising and chief operating officer for Walmart U.S. e-Commerce.‘Drill, baby, drill' is unlikely under Trump, Exxon saysOil and gas producers in the US will not raise output significantly in the coming years despite calls from President-Elect Donald Trump to “drill, baby, drill,” said Exxon Mobil Corp.'s Upstream President Liam Mallon.McDonald's gets into gift-giving with limited-time 2-toy Happy MealThe company said it will sell "Pet Simulator Happy Meals" featuring two toys at participating restaurants across the country beginning Tuesday. One of the toys will be gift-wrapped, the fast-food chain said."We hope this special Happy Meal inspires kids to share during this season of giving," McDonald's executive Jennifer Healan said in a statement. "Whether they choose to give their extra toy to a family member, make a friend smile, or show kindness to a neighbor, it's all about helping kids feel the joy of giving this holiday season."McDonald's to invest more than $100 million to speed up recovery after E. coli outbreakMeta, TikTok, Google slam Australia's under-16 social media banUnder the proposed law, Australians under 16 years of age will be prohibited from setting up accounts on all major social media sites including Facebook, Instagram, Snapchat and Reddit, even if they obtain parental permission. The social media giants will be responsible for policing the ban, under threat of fines of up to 50 million Australian dollars ($32.5 million).Tech firms urge caution and more research(!):TikTok ANZ's director of public policy Ella Woods-Joyce described the legislation as “rushed”Meta said the social media ban “overlooks the practical reality of age assurance technology.”Both Meta and Google said it was important for Australia to wait until a national trial of age verification technology was completed before passing the bill. “In the absence of such results, neither industry nor Australians will understand the nature or scale of age assurance required by the Bill nor the impact of such measures on Australians,” Meta said in its submission.At the same time, Elon Musk's X Corp said the bill was “alarming,” adding that it had “serious concerns as to the lawfulness of the bill,” potentially setting up a court challenge to the legislation. “There is no evidence that banning young people from social media will work, and to make it law in the form proposed is highly problematic,” X said in a submission to the committee, adding that the bill was “vague.”Almost all tech companies warned that the laws could also damage the mental health of young Australians if they were rushed through, by cutting off vulnerable teenagers from online community support networks.The FutureAirPods that never need charging? These researchers just found a way to use your body as a chargerA new Power-over-Skin technology invented at Carnegie Mellon University could change the way we charge our wearables.The new technology works by transforming the human body into a power delivery medium, using RF (radio frequency) signals to wirelessly transmit electricity across the skin. In simple terms, the system consists of a transmitter and a receiver. The transmitter is a battery-powered unit that couples RF energy to the user's skin. It could be integrated into existing items like a phone, smartwatch, or a power bank, which could be placed anywhere on the body. The receiver absorbs this RF energy, transforming it into usable power to operate a wearable gadget—like earbuds, rings, or any kind of low-power electronic device—which could be positioned elsewhere on the body.Vegan cheese market expected to grow to nearly $9 billion by 2031MATT1This Week's Portrait in Corporate PatriotismGreg Penner, Chair of WalMart boardWalmart becomes the latest company to walk back DEI initiativesBecause everyone should get their jobs on merit, not from some affirmative action bullshitFor instance, here's what meritocracy is: Penner was meritocratic enough to marry Rob Walton's daughterHe co-owns the most American and patriotic of things, an NFL team, the Denver Broncos… They believe in family - he co-owns it with his wife who bought itHe started the Penner Foundation to give back to the community with his wife's grandfather's money - he strongly believes in education, having donated 45% of the foundations grants in 2023 to Brown University where his kids HAPPEN to goBoth kids are hardworking athletes at Brown who didn't get on the teams because their parents paid for a new athletic facility at Brown, but because of their skillHis daughter earned her internship at her mom and Walton heiress's venture firmThese are the true patriots who celebrate the meritocracy, not DEI initiatives that separate us into white and not white and normal or gay nanciesWalmart has no place selling things to people who don't merit products, and they have no place supporting trainings about anything except merit badgesHonorary patriot:Brian Niccol, CEO of Starbucks and Walmart board memberHe's a DOUBLE patriot, since he's taking on DEI handouts at both Harley Davidson and Walmart, both of whom chose America over DEI

Today on America in the Morning   Charges Against Trump Being Dropped In the wake of Donald Trump's soon-to-be second term in the White House, the Special Counsel overseeing the election interference and classified documents cases against the President-Elect is dismissing all charges. John Stolnis has the details from Washington.    Florida Woman Convicted Of Killing Neighbor In Florida, the woman convicted of killing her neighbor over an argument faced a judge and has been sentenced for her crime. Correspondent Clayton Neville reports.   Trump Tariff Plans Donald Trump says he will impose new tariffs on goods from Canada, Mexico and China through an executive order on the first day of his new term next year. Norman Hall reports the President-elect's tariff plan is meant to bolster border security.     Latest On The Menendez Brothers Case A judge in Los Angeles delayed a resentencing hearing until late-January to take another look at the convictions of Erik and Lyle Menendez, who are serving life in prison for the shotgun murders of their parents. Correspondent Donna Warder reports.    Transgender Sports Ruling A judge makes a ruling in the case of a college volleyball player that could have national implications for women's sports. Correspondent Mike Hempen reports.     Pricy Eggs While some prices for Thanksgiving items has gone down, it seems we're all feeling sticker shock when we purchase eggs this holiday season. Lisa Dwyer explains.     Strike At Charlotte Airport As the Thanksgiving getaway gets underway, some airport service workers at one of American Airlines' largest hubs are walking a picket line over low wages. Correspondent Julie Walker reports this could impact travelers through Charlotte.    Holiday Travel Underway From busy highways to crowded airports, and lines for buses and trains, low gas prices are a key factor for expectations this will be the busiest Thanksgiving travel season ever. Correspondent Jennifer King reports.    Thanksgiving At The White House At the White House, Washington correspondent Sagar Meghani reports President Biden and First Lady Dr. Jill Biden have carried out a pre-Thanksgiving tradition for a final time.    Latest In The Middle East As the call for a cease fire deal in the Middle East is getting louder ahead of the winter months, world leaders are hopeful it can be reached. As correspondent Clayton Neville reports, the Israeli ambassador to Washington says a ceasefire deal could happen within days if conditions are met.     Anti-Jewish Montreal Demonstrator Identified The owner of a Kosher business in Montreal has been identified as the person calling for the extermination of Jews at an anti-Israel rally that soon after turned destructive. Bob Brown has the story.    Accounting Issues At Macy's There's trouble for Macy's, as the retailer says there will be a delay in their quarterly earnings report – and one employee is to blame. Lisa Dwyer reports.     Walmart Ending Some DEI Programs Walmart says it will be ending some of its diversity programs. The Wall Street Journal is reporting that the retail giant will also close down its Center for Racial Equity, a non-profit it funded since 2020.    Finally   The movie Rust has been shown publicly for the first time, and actor Alec Baldwin is speaking about its release. Kevin Carr reports.     While all of the traditional items will likely be on full display at your holiday table, some families have genuine concerns if the menu includes a side of politics and political disagreements during the gathering.  Correspondent Jackie Quinn reports. Learn more about your ad choices. Visit podcastchoices.com/adchoices

On this episode of Momentum: A Race Forward Podcast, Race Forward President Glenn Harris speaks with Dr. Aletha Maybank, Chief Health Equity Officer and Senior Vice President at the American Medical Association (AMA), to explore the transformative work underway to advance health equity in the United States. The discussion underscores the AMA's pivotal role as the trailblazer sponsor of the Facing Race 2024 conference in St. Louis, Missouri. The upcoming conference will spotlight the AMA's efforts by hosting a session in the National Health Equity Grand Rounds, designed to foster a deeper national dialogue on health disparities and equity-driven healthcare solutions.Dr. Maybank recounts her journey since assuming her role in 2019, focusing on the comprehensive strategies she has implemented to embed health equity into every facet of the American Medical Association's policies and daily operations. Her leadership reflects a mission to reshape organizational culture, shifting the American Medical Association's focus toward health equity as a core priority and collective responsibility. This effort, intensified by the dual crises of the COVID-19 pandemic and the public outrage following George Floyd's murder, addresses the need for structural and systemic reforms in healthcare to combat longstanding inequities.A key initiative discussed is the Rise to Health Coalition—a wide-reaching collaborative effort uniting healthcare systems, professional societies, and advocacy groups with the goal of dismantling entrenched inequities within the medical field. Dr. Maybank provides detailed insights into the coalition's initial accomplishments, such as identifying and eliminating discriminatory algorithms in healthcare that have historically resulted in biased patient care and outcomes. She outlines ongoing reforms that aim to address inequitable healthcare structures and reshape how care is delivered across the nation.The conversation also critiques dominant societal narratives that frame health as primarily a matter of individual responsibility. Dr. Maybank challenges these narratives, emphasizing the need to recognize and address social determinants of health, such as poverty, housing, and systemic discrimination, which disproportionately impact marginalized populations. This paradigm shift is crucial to developing equitable healthcare systems that prioritize collective well-being and access.Dr. Maybank also shares the challenges and resistance she faces in her leadership role, including navigating personal threats and opposition to her equity-driven agenda. She reflects on the need for resilience, solidarity, and finding moments of joy in the struggle for systemic change. Her reflections on leadership, partnership, and the American Medical Association's  ongoing National Health Equity Grand Rounds reveal how cross-sector collaboration and community-building are essential in driving sustainable change in healthcare.Resources: Dr. Aletha Maybank (American Medical Association) https://bit.ly/4etnuGZNational Health Equity Grand Rounds (Registration Link) https://www.healthequitygrandrounds.org/“Q&A: AMA's chief health equity officer on ridding medicine of racial essentialism” (via Stat News)https://bit.ly/3YHzKxO“From process to outcome: working toward health equity” (via Nature Journal) https://bit.ly/3US8vPP

The state is launching a racial equity study to research whether systemic harm has been done to Black Coloradans. We hear from state Rep. Leslie Herod, D-Denver, who co-sponsored the bill to create a new commission to carry out that work, and from advocate Sade Cooper, executive director of C.H.I.C., the Collaborative Healing Initiative within Communities. Then, the debate continues after voters allow the sale of recreational cannabis in Colorado Springs. Plus, the benefits, and pressure, of the Michelin guide. And the Swans of Harlem on their dancing legacy. 

This episode of The Early Link Podcast features Dr. Stephanie Curenton, a professor at Boston University's Wheelock College of Education and Human Development and the lead evaluator for Multnomah County's Preschool for All program. Dr. Curenton brings her personal and professional expertise in early childhood development, emphasizing her passion for creating high-quality early learning experiences, influenced by her own time as a Head Start student. Dr. Curenton outlines the objectives of the Preschool for All program, which is now in its third year, with a racial equity framework built into its design. The program, offering more than 2,000 preschool slots for the 2024-2025 school year, aims to create equitable access to early learning opportunities for families throughout Multnomah County. She highlights the intentional efforts to reach children from diverse racial, ethnic, linguistic, and socioeconomic backgrounds, emphasizing that equity must extend beyond race to include ability, gender identity, and financial considerations. "What this mother said is nothing about us without us, and that was really this value of making sure that we center the voices of the children and families who are actually enrolled in this program and that they have a stake in this, and that they have access to all of this information to help learn and grow. I think for me, the responsibility as researchers that is placed upon us to make sure that we are sharing information and that we're telling the stories of the community in a way that is respectful, a way that is really honoring who they are and the values that they place around this, and what the community has invested."

Our guest this time, Danielle Marshall, is an executive coach especially in the nonprofit sector. As she tells us she also works with small businesses to help them build a stronger foundation for working within their organizations as well as with customers and elsewhere. Danielle grew up in Queens and describes her childhood as living in an apartment building among many and diverse cultures. This experience helps her even today to understand and embrace the differences between all of us.   Danielle attended Howard University where she received her Bachelor's degree in Speech Pathology. However, she never got a job in that field. She went on in her studies and received a Master's degree in industrial organizational psychology.   After working in Americorp and other nonprofit agencies for many years, the pandemic forced her to open her own full-time coaching business in March of 2020. She still coaches nonprofit leaders as well as others to help them better understand and actively support people no matter their cultural and other differences.   I get to have a GREAT discussion with Danielle about how all of us, no matter our differences are all part of the same environment. While Danielle mainly concentrates on racial differences she clearly recognizes and understands that race is not the only issue she must address. She is quick to point out, for example, that persons with disabilities are just as part of the racial makeup of society as race itself. As she says, while she is not an expert on disabilities, when she encounters in her work someone with a disability she seeks out a partner more knowledgeable on disabilities to help her.   I found Danielle to be very open minded, curious and very willing to help create a more inclusive world for all. I think you will be inspired by her and hopefully some of you will reach out to her.       About the Guest:   A dedicated advocate for equity and inclusion, Danielle is the founder of Culture Principles and a Certified Diversity Professional. Her career is focused on guiding organizations to integrate Racial Equity, Diversity, and Inclusion into their operational frameworks. With an insightful understanding of industry trends and a commitment to collaborative growth, Danielle develops tailored strategies that enhance team dynamics and problem-solving skills. Her influential work includes a partnership with the Conscious Collaboratory, where she co-created the program Reimagining Racial Equity, aimed at helping business leaders incorporate racial equity into their organizations.   Danielle also excels in coaching senior leaders to develop their cultural competencies, equipping them with the knowledge and skills to lead inclusively in diverse environments. Her approach involves personalized coaching sessions and workshops that focus on understanding and appreciating cultural differences, fostering empathy, and enhancing communication skills within multicultural contexts. As a compelling speaker and ICF-certified Executive Coach, Danielle's engaging presence inspires audiences globally. Holding a Master's degree in Industrial-Organizational Psychology, her deep commitment to equity and inclusion has established her as a respected thought leader and agent for meaningful change.   Ways to connect with Danielle:   Website: https://www.culture-principles.com/  Linkedin: https://www.linkedin.com/in/danimarshall/  Instagram: https://www.instagram.com/cultureprinciples/       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 subscribe in your favorite podcast app. You can also support our podcast through our tip jar https://tips.pinecast.com/jar/unstoppable-mindset .   Leave us an Apple Podcasts review   Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.       Transcription Notes:   Michael Hingson ** 00:00 Access Cast and accessiBe Initiative presents Unstoppable Mindset. The podcast where inclusion, diversity and the unexpected meet. Hi, I'm Michael Hingson, Chief Vision Officer for accessiBe and the author of the number one New York Times bestselling book, Thunder dog, the story of a blind man, his guide dog and the triumph of trust. Thanks for joining me on my podcast as we explore our own blinding fears of inclusion unacceptance and our resistance to change. We will discover the idea that no matter the situation, or the people we encounter, our own fears, and prejudices often are our strongest barriers to moving forward. The unstoppable mindset podcast is sponsored by accessiBe, that's a c c e s s i capital B e. Visit www.accessibe.com to learn how you can make your website accessible for persons with disabilities. And to help make the internet fully inclusive by the year 2025. Glad you dropped by we're happy to meet you and to have you here with us.   Michael Hingson ** 01:21 Well, hi and welcome to another edition of unstoppable mindset. We are really, I think, blessed today, I have a person who is our guest. Her name is Danielle Marshall, and Danielle has a background in industrial organization psychology, not sure about the organization. You're going to have to help with that, but that's okay. She's been involved with dealing with nonprofits and concerning children for 20 years, and she saw a disconnect between narratives about children and her actual on the ground experiences, and I'm really fascinated to learn about that she does a lot in the world of diversity, equity and inclusion, dealing with race and so on. So we'll have to see how much she does with disabilities. Just to pick on her a little bit, that'll be fun. But we don't really like to pick on people too much unless they're politicians, and then the rule is you got to pick on everybody. You can't just pick on a few. So we don't deal with politicians because it's just way too much fun to pick on politicians anyway. Well, Danielle, welcome to unstoppable mindset. We're glad you're here. Michael,   Danielle Marshall ** 02:35 thank you. I'm not sure I've ever had an introduction quite like that.   Michael Hingson ** 02:40 Don't you think it's true, though, that we ought to just pick on all politicians,   Danielle Marshall ** 02:43 sure what they pick on themselves.   Michael Hingson ** 02:46 They do a good job, and then they leave all these openings for the rest of us. Right? Absolutely, and it's true of all of them. So as I tell people, I'm an equal opportunity abuser, so it's really better to just stay away from it. We have too much fun doing other kinds of things anyway, which is exactly what unstoppable mindset is all about. But I'm really glad that you're here. Then seriously, it'll be fun to hear some of the stories and to hear about the things that you have done and why you do what you do, and the observations that you've made. I think it's really pretty fascinating. But why don't we start, if we can, and if you will, why don't you tell us kind of about the early Danielle growing up, and some of that stuff always good to start that process.   Danielle Marshall ** 03:33 Sure. Well, I grew up as a 70s child in New York City, so that was my, sort of, my origin story. And I think it lends itself, quite frankly, to where I've ended up today. New York is one of the most diverse cities in the US, and definitely was true when I was growing up, also large, you know, large metropolitan area. And so where in New York I grew up in Queens, predominantly in Queens city. And, you know, when I think about the exposure I had to things as as a child, it really is telling that I would end up doing this work. You know, I grew up in an apartment building, and literally, everyone lived in the apartment building with us. You know, we had people from different racial groups and ethnic ethnicities, and there was Spanish music playing and Indian food cooking. And so, you know, my childhood really was a a broad opportunity to just dive in and talk to people and learn about their cultures and just really get familiar. And so I think it was interesting for me, because I don't feel like I ever grew up tolerating people. It was just we accepted each other, we lived amongst each other,   Michael Hingson ** 04:44 yeah. And was kind of an environment where, well, a very heterogeneous environment by any standard. And you, you learned up front, I would presume, pretty much how to get along,   Danielle Marshall ** 04:55 yeah, for the most part, yeah. I mean, no different, though, and I will put this caveat out. Out there that as kids, you know, we, no matter if it is a heterogeneous group or homogeneous, we're still going to have conflict, right? That's people. That's human nature. And the difference, though, and I'm really excited that I had this opportunity at such an early age, is that we learn to navigate the conflict within those groups early on. So, you know, it was never isolated to we only deal with our own community literally. And I know this is not true for everyone that grew up in New York, but it was definitely my experience. Well,   Michael Hingson ** 05:28 your community was everyone, everyone and all sorts of different kinds of people, which was so cool and something that it'd be nice to see a whole lot more of, and people really learn to understand the whole lot more of all sorts of different kinds of   05:43 people, for sure.   Michael Hingson ** 05:45 So when you were in New York, did you ever eat at Peter Lucas?   Danielle Marshall ** 05:50 I actually did not have a memory of it, perhaps, but I don't remember that.   Michael Hingson ** 05:57 I always liked Ruth's Chris steakhouse better than Peter Lucas, but I've been to Peter Lucas on a couple of sales presentations, so I've eaten there twice. And I don't know was it's, I wonder if it's still there, just with everything that happened during the pandemic. You know, who knows? I know. Tavern on the green after September 11 closed for a while, and then it finally reopened. But it's just really too bad, and Hurley's saloon had to relocate because their lease went way up. Hurley's was one of those restaurants that started well, when it started, the Hurley brothers leased the space, and then the Rockefellers wanted to put up NBC and Rockefeller Center, and they put it up, but they wanted to buy out Hurley's, and Hurley said, No, we're going to keep it. And they had a 99 year lease. But unfortunately, when the 99 year lease was over, the rent quadrupled, and they ended up relocating over to a place on what was it? It was on 48th between I think it was Broadway and eighth, or eighth and ninth, right in that area, but I was always liked Hurley's, that was a fun place. So many stories because NBC, when they did build the facility in Rockefeller Center, some of the reporters ran a phone line from some of the places in NBC to Hurley. So they hung out in Hurley's and stayed at the bar, and then if something came in, their phone rang under the bar, and they grabbed the phone and went off and did what they did. Sure, sure, lovely history, only in New York.   Danielle Marshall ** 07:36 Many things happen in New York and nowhere else.   Michael Hingson ** 07:39 Well, so what got you? So you went to college, and where did you do that?   Danielle Marshall ** 07:45 Where I went to Howard University. So I came down to Washington, DC, okay? And while I was there, I ended up serving as a AmeriCorps member for two years with a program called jump start for young children. And it was, I think, really the beginning, if you will, of this journey as I understand it today, at least, it started to come to the forefront for me. Because what happened while I was in service is we were working in a number of Head Start schools around the District of Columbia, and I was serving primarily black and brown children in in the schools. And it was the first time I had really heard this narrative that would then follow me, regardless of where I live throughout the country. And the narrative was very much centered on who the children and families were that we serve. So, you know, there were often stories about the outcomes that they would achieve in life, what what levels of success they would be able to to get to who their families were, etc. But what I distinctly remember is that many of those narratives that I was hearing were not coming from people that were representative of that community. They didn't live there. They didn't represent the cultural groups we were serving, so they sort of had an outside perspective about who these community members were. And what was really disheartening for me at the time is that the narratives were very negative and, you know, and again, they didn't serve this community, but also misguided in the sense that they came from outsiders. And so I remember, even at that time, wanting to spend more of my efforts around narrative shifting, which is a big feature in the work that I do right now, because it began to dawn on me, though I yet, I yet to have, like the words at that moment, that it was never about the the children or the families. It was it was really about the systems. It was something broader that was leading to the outcomes that these kids were experiencing, not any default or deficit within them.   Michael Hingson ** 09:49 You know, it's interesting, because I can equate that to disabilities and specifically blindness, the same sort of thing, the narrative all the time is what blind people can. And can't do. Mostly can't, and it comes from people who are not blind, who have never tried being blind, and unfortunately, all too often, the so called professionals in the industry who have no real clue nor expectations about what people who happen to be blind can and cannot do. And the reality is, mostly we can do anything that we choose to, if given the opportunity. And so we end up finding the same narrative. I remember one person telling me about a story where they were at a meeting. He happened to be blind and was the CEO of a blindness organization, and somehow they got on to a discussion of the names of the organizations and that they really needed to somehow figure out how to get blind out of the names of their organizations. And this guy said, Wait a minute, what are you talking about? Your blindness organizations? You know, let's let's see. How many of you would really like to take the word blind out of your organization names. And there were, I think, 25 people in the room, and 24 out of 25 raised their hands. And of course, most all of them were not blind, but they wanted to take blind out of their organization name, just because of the view that they had. And as this person pointed out, you are serving and dealing with blind people. How could you ever consider taking blind out of the name of your organization? Blind isn't the problem. It's your attitudes and your perceptions. Yeah, so it seems exact same sort of thing? Yeah,   Danielle Marshall ** 11:34 absolutely. It's funny that even as you say that I'm having a I had a little bit of a reaction, because I hear that so much when people say, Well, why do you have to talk about race, or why did you have to say that this was a black person or a white person or an Asian person? Well, that's because that's who they are, right there. It doesn't change because you are uncomfortable having that conversation. It's still representative of that individual.   Michael Hingson ** 11:59 And it also doesn't mean that any of them are less capable than anyone else. Well, 100%   Danielle Marshall ** 12:04 like that. That goes without saying for me, but I think I am appreciating your point right now, because it needs discussion, because some people still believe that an association with a particular group, whether it be cultural ability level, etc, means that that narrative that exists in their mind that's negative is true, and   Michael Hingson ** 12:23 unfortunately, when we talk a lot about diversity and inclusion, especially the whole area of diversity, diversity usually centers around race, gender, sexual orientation and so on, and it Never centers or really brings in disabilities, even though we as a minority are much larger than all of the other minority groups that you can talk about. And yet we don't see disabilities being brought in. And it reminds me of a story. There's a book called all on fire by Henry Mayer. Have you ever read it?   Danielle Marshall ** 12:56 I haven't read that one.   Michael Hingson ** 12:58 So it's about William Lloyd Garrison, the abolitionist in the 1840s and he was looking for people to really join the movement and help in the abolition movement. And there were some two sisters, the grim K sisters, who were very much involved in women's suffrage. And he told his people, we really need to get them to come and be involved in what we're doing. And they said, Well, why would we do that? They're not interested in this. They're all interested in women's efforts and so on. Why would they even be interested in in in what we're doing? It would just kind of really divide off, and it would completely separate from what what we're about. And and Garrison said, you really don't get it. It's all the same thing. And it's unfortunate that we don't see that. So even the people who are involved in diversity, all too often decide they're going to specialize in one thing, but in reality, it's all the same thing.   Danielle Marshall ** 13:58 Yeah, I, you know, I I think that there are certain people who have niched down so like, my focus is racial equity, but I will tell you this, I don't miss disability or ability levels in my conversation, either, because what I'm more focused on is I pick a central part to start, which, for me, happens to be race, right? But what I would say to anyone who brings into the conversation, well, we have to talk about, we have to talk about gender, and we have to talk about, you know, I, you know, I'm a gay person, or I am in a wheelchair, all of these things start to come in for people in the conversation. And what I would say is that if I were to center on race, and even more specifically, let's say I picked a particular racial group that I'm centering on. If I centered the conversation on blackness, please understand and this is really, I think, important for listeners, viewers, today, for every racial group or any cultural group that you deal with the intersections that are out. For them cross every other identity. So if I chose a black person or a blackness as a racial group, there are going to be people who are, you know, they have different sexualities, they have different ability levels, they have different religions. And so, you know, as I'm thinking, different genders, you name it, different social, economic status. So no group is a monolith on its own. So if you are doing this work with intentionality, you are bringing in the other identities. And I understand it's not everyone out there that's doing it, but to me, there is very much a there's a place in this conversation for all of us, because I have chosen to center on one thing, and for me, I center on race first, because it's one of the conversations we have a very difficult time having in this country. Yeah, but we do build that muscle, but it is not to the exclusion of every identity other than a racial identity, because we all exist within, you know, a particular race.   Michael Hingson ** 15:55 And, you know, I've had a number of people come on the podcast who talk about diversity and so on. And very, very seldom do people say exactly what you just said, which makes perfect sense. I mean, there's nothing wrong with the fact that you focus mainly on race and particularly niches, but you would not do it to the exclusion of other things, and that's the important part. I've had some people who came on and they, and I've asked them to define diversity, and they say, oh, it's all about sexual orientation, race and gender and so on. And I said, What about disabilities? Oh, that's, that's social justice. No, it's not. It's not social justice. It's a completely different sort of thing. And that's, that's what's so unfortunate that we really don't understand that there's so many aspects of it. I mean, from that standpoint, in parts of the world, you could say the same thing about Caucasian people who happen to be a minority, and probably in other areas, are just as misunderstood in some ways.   Danielle Marshall ** 17:00 Sure, sure, you know, I would add something I think that's valuable, you know, if we're to think about expanding this conversation. So I don't think it's enough to simply say, I'm going to include information about, you know, disability and in this, in this discussion. But what I would say, as someone who focuses on racial equity, my expertise in disability isn't as strong. Sure, that's not my area. However, if done well, I can bring in a partner who does focus on that exactly. So now we have a stronger opportunity to really dig in and to do the work I have an opportunity right now that I'm working on where there's another gentleman in as part of the group who has a visual impairment, and he was teaching me a little bit about the technology. So if we're using zoom, what he has access to, what he doesn't have access to, access to. And so that's been really important to me, because these are things that I could very easily overlook. I tried to stay up to up to date on making sure that all the technology I personally use is accessible. But because technology changes so quickly, and this is not my area of specialties, literally, I need someone else who focuses on this to be like, Hey, have you heard this new update? Are you aware this thing is happening? Here's a new technology you can build into your own practice.   Michael Hingson ** 18:19 Sure, and that is exactly the way it ought to be. And, oh, by the way, just, just to point out, visual impairment is is a horrible term. It's like deaf people being called hearing impaired. You know, they they would execute you on the spot if they could, if you said hearing impaired. And the reason that visual impairment is bad, and it was created by the experts, the so called experts. First of all, visually, we're not different. You don't look different simply because you're blind. But the big issue is impaired, because immediately you're equating a person who doesn't see or doesn't see as well. You're equating their level of eyesight to people who have perfect eyesight. So the better term is blind and low vision, as opposed to visually impaired, for the obvious grammatical and logical reasons. But again, you wouldn't know that unless somebody talked to you about it, and other people wouldn't. But we really need to grow and recognize that all too often, words matter in so many ways, which is why we don't say Indians anymore. We say Native Americans or something like that. And, you know, in so many different ways, but, but the reality is, of course, you wouldn't know all about zoom you wouldn't know about screen readers and those, those kinds of technologies. And I'll tell you right now, if I can never help, all you have to do is yell.   Danielle Marshall ** 19:43 I will most certainly reach out. So Michael, you know what you did is you just offered me a gift in this moment. So I appreciate the feedback and the reframing of the language, because I think that is what this work is about. I am not bothered that you have just corrected me in this moment. I'm welcoming, welcoming in this session. An opportunity to learn.   Michael Hingson ** 20:00 It's not so much a correction, isn't Yeah, I'm sorry, go ahead, but to me, it   Danielle Marshall ** 20:04 is a correction, and that's okay, right? Like we have to get comfortable with the fact that sometimes, even as a professional in this space, I am going to mistake misspeak at times, and that is okay because I can own it and then really incorporate that into my work. And so the reason I am even focusing on this right now is one. I am offering this back as gratitude to you. But the second is, for all of us out there that are afraid to lean into this work, one of the reasons people tend to be so afraid and shy away from it is that there, there's a fear of getting it wrong. All too Go ahead, please.   Michael Hingson ** 20:39 All too often today, there's still lots of blind folks who say, I'm visually impaired, and no, you're not, because we haven't, as as a group, really totally learned and understand it. Some people because they had eyesight and they lost it, and they regard themselves as being impaired, but they're not, and then the fact that they think they're impaired is the problem. But even totally blind people from birth sometimes think, well, I'm visually impaired, because they've learned that it's all about how much eyesight you have or don't have. So let's, let's do this a different way. Do you have a disability?   Danielle Marshall ** 21:18 I do? I have a hidden disability, okay,   Michael Hingson ** 21:20 which is,   Danielle Marshall ** 21:22 I am a diabetic. Okay,   Michael Hingson ** 21:25 now let's talk about your non hidden disability. And this is my belief, and I talk about it fairly often on the podcast when I get the chance preaching again, in 1878 Thomas Edison invented the electric light bulb. Why he invented the electric light bulb so light dependent people would have a way to be able to function in the dark. It doesn't mean that you don't still have the disability that we have spent so much time making light on demand, available so frequently and so ubiquitously, if you will. I'm not sure that's a good word, but the reality is, one of your disabilities is your light dependents. If the lights go out and you can't grab a flashlight or a smartphone right away, you're in a world of hurt. It doesn't cover it doesn't change your disability. It covers it up, but it's still there. And now getting people to understand and accept that is is a lot harder. But the whole point of it is, we all have challenges. And the reality is disability is not a lack of ability. And I've had some diversity. People say to me, well, but this starts out disability, so of course, it means a lack of ability. Yeah. Well, what do you do with the word disciple, then, or discern or discrete? Let's you know, the reality is, dis has nothing to do with it. It's what we decided is, and we've been so good, especially in the last 30 years, about changing language, it's time to really reframe it. But disability is a characteristic in one way or another that we all have. It just manifests itself differently, and getting people to to recognize that is a different story, but it is still what we really need to do so that people understand we all have challenges, and our challenges may very well be different than most every other person. Then that's okay, but we need to accept people and understand that usually they can help us just as much as we can help them.   Danielle Marshall ** 23:26 Of course, I absolutely agree with that.   Michael Hingson ** 23:30 Well, so you went off to Howard, and what did you What degree did you get at Howard?   Danielle Marshall ** 23:36 I am a speech pathologist. By my degree at Howard, I never actually used the degree. It was not something that I was I was interested in pursuing beyond the the undergraduate level, but I did minor in psychology, and so I went on to get a degree in industrial organizational psychology.   Michael Hingson ** 23:53 Now tell me about this organizational part. I told you I'd have to ask that. It's a great term. It's like an oxymoron, you know, Army intelligence. But tell me about industrial organization psychology.   Danielle Marshall ** 24:03 I think you can just look at it as you know it is, the psychology of organizations like I joke with people often that I think about the world, and in many ways as a case study. And so there are a variety of things that people that are in i o psychology do? They may be, you know, working on hiring and retention. They may be working on culture surveys, how we streamline our workforce, like there's a number of things that they do. What I have done, though, is pull on this thread of culture Well, being in organizations and really thinking about equity. For in particular, bipoc leaders, staff members, etc.   Michael Hingson ** 24:46 So how have your experiences made you kind of uniquely able to deal with what you do? Because clearly our experiences will usually lead us to do what we do. And so in your case, how. Did experience really make that happen?   Danielle Marshall ** 25:03 Yeah, I mean, that's a big question. I feel like everything that I have done over the course of my life sort of led me to this place, but I did not know that this was the destination. And to be fair, this may not be the final destination, right? There's still time, hopefully, that I have to arrive at said destination. But I had a flashback the other day because I was actually reading a book where someone had talked about being an anthropologist, and I remembered, and I hadn't thought about this in years, when I was in high school, and maybe this is Junior year or senior year, I went to my guidance counselor, and I told her, you know, we were we were talking about what we wanted to major in and what we want it to be when we grew up. And I said to the individual, I want to be an anthropologist. And she looked at me and she kind of scoffed, and she's like, No one's going to want to talk about culture and histories like that. That's past it. You'll never get paid for it. And that's crazy. Yeah, yeah. It knocked the wind out of me in that moment, because I'm like, I'm here in the capacity of, like, sharing my dreams, my aspirations with you. You're my guidance counselor. You're supposed to be guiding me. But in that moment, I felt really shut down. And so as a result of that, I made a change when it came to to going to college, right? I changed what I was thinking about. I was looking at this person as you know, someone literally because you're the guidance counselor, you have more wisdom than I do in this area, and so I let that affect how I move forward at the undergraduate level, only to find myself somewhat years later, like I may not be a anthropologist, but I certainly am someone who loves to study culture. I love to understand how people think, why they move, the way they do, what their values and their norms are. And so as I think about that, like they're all of these little touch points along my journey that I would say have brought me to this place, working, you know, in DC, in AmeriCorps program, and hearing the narrative shifts, and again, people talking about the cultural norms and values and getting it wrong about those communities. And so my my goal was like, how do we set the record right? How do we empower people to to not only survive, but to to thrive? And I was like, we have to address the systems. Yeah,   Michael Hingson ** 27:21 I've always been a believer in that all the experiences that we have help build and help us wherever we go. So how does speech pathology help you? Well,   Danielle Marshall ** 27:36 it has certainly taught me to slow down. You know, one of the things in speech pathology that we did a lot of was repetitive because the people that are coming into the program either they are working on developing speech like if it was a young child, or maybe it's someone who has had an accident or a stroke, and they're they're learning to speak again. There was so much around the repetitive nature of it. There was so much around slowing down, being patient, meeting the client, where they were, that I feel like in a strange way, I suppose. And I had never really thought about that like it does lend itself to where I find myself today. Because when I think about the work that I'm doing, if I'm teaching racial equity principles, if I'm helping groups to understand how to apply an equity lens in their thinking. A lot of this is repetition, making sure that you fundamentally understand the concepts that we've repeated it, that you can see how it might apply in different contexts. The slowing down meeting people at their level, you can't just jump into the conversation and assume people are starting from the same knowledge base that you are. Right? So how do I level set in the moment for that client.   Michael Hingson ** 28:42 There you go. You know, my master's degree is in physics. I never thought that I would be a full time public speaker and doing a podcast and so on. But I also from physics went my first job was doing something not directly related to physics, but it was involving high tech. And the reason physics helped me there is that it really taught me all the values of technology and to be curious about technology. And then, after starting that job, three years later, I ended up going into sales. And one of the things that physics really taught me was, professors always said, you really have to pay attention to all details. Don't make assumptions. That helped me a great deal in sales and then with sales and doing sales for 22 years, until September 11, and I still sale sell, but now it's not technology sales, but still, it was all about being curious, all about paying attention to the details and learning to communicate with people and hello that led to public speaking. So I really do believe that all the things that we do help us build toward whatever it is that we do now and whatever is. Next, whatever that is,   Danielle Marshall ** 30:03 certainly, and it   Michael Hingson ** 30:04 makes perfect sense that I'm, you know, so that's why I was really curious about speech pathology. And I had never thought about the fact that, yes, that you have to really slow down, and that's a very important thing in all the things that you're doing today, because it also helps you be a better listener   Danielle Marshall ** 30:22 that is critical to the work that I do. And you know, Michael, I'm also an executive coach, and so listening feels like it falls into the very essence of my work. I am there to ask people questions and obviously listen to their responses, or maybe not so obviously, but that is what I am I'm doing is I'm listening to hear maybe the things that go unsaid as well. What am I noticing in the conversation that might be helpful for the client to ultimately get to this place of greater understanding by just listening back to their own words   Michael Hingson ** 30:56 and maybe echoing them back and making them listen to them?   Danielle Marshall ** 30:59 Yes, so sometimes I have to stop and just say, I want to, I want to offer a noticing with your permission, right? And I'd like to repeat back to you something that you said, like, how does that land on you? So when we're having those conversations, you know, we we talk so much as people that we don't often listen to ourselves as we're saying that, you know. And I kind of joke with people in that game show that was around years ago. And people would say, like, Is that your final answer? Yeah, because I want you to really make sure that you've had time to think about what you've said. And yeah, and make modifications if you need to.   Michael Hingson ** 31:34 The more it seems to me that you think about what you say, then the better you are at saying what you really want to say more quickly because you've really thought about it. And you, you develop that mind muscle, which is so important,   Danielle Marshall ** 31:49 yeah, I hadn't thought about it that way, but it does lead to a different level of efficiency, for sure, yeah, for sure.   Michael Hingson ** 31:55 But still, even even so, sometimes you say things and you, you didn't think them through, and it's a mind muscle that a lot of times we don't really develop very well, or not nearly as well as we could, but it makes a lot of sense to do it. Yeah,   Danielle Marshall ** 32:12 I think it speaks to our ability to really dive into introspection, right? And to self reflect as a normal practice in our world. Very few people that I talk to spend much time on it, like they will do some self reflection, but it's not a normal practice for them. And the thing is, when I consider, for instance, for me, it's writing, when I need to get clear on something I write, and the Writing helps me. It helps for my my business, because I'm able to publish lots of articles and blogs so forth. But the reason that they're coming out at the speed that they are is because I'll be gnawing on a question, right? Or I'll have had a conversation as as I'm digesting that I'm like, I just need to get it on paper so I can get out of my head and then look back at the notes that I've taken and say, does this actually jive with how you feel in this moment? Is there something that you might adjust to your way of thinking? And so regardless of whether you're doing the thinking in your head or on paper or, you know, out loud in conversation, there needs to be an opportunity to really sort of digest what your experiences are, to process them, because to the point that you made like you can call on the words a lot faster, because you're clear on your position, right? I know what my position is. I don't actually have to sit back and say, Hmm, I wonder about that, because I've thought about it already. Yeah,   Michael Hingson ** 33:32 I am a firm believer in introspection. I'm writing, well, I've written, and later in August of this year, my new book, live like a guide dog. True Stories from a blind man and his dogs about being brave, overcoming adversity and walking in faith, will be published. And one of the things that I talk about a lot is the whole concept of introspection, because I believe, and I've learned not to say I'm my own worst critic anymore, because I think that's so negative, but rather, I'm my own best teacher, and I only can teach myself when I really sit down and think about it. I've never been a great journalist, but typically I can do it by thinking about it, and then eventually, when I write something down, I'm writing it down because I'm creating an article or preparing for a podcast or whatever, and I'll look at it, and I might tweak it even then, but I do like to spend a lot of time thinking and looking at what I do and thinking about what I do, because I think it's so important, and I wish more of us would do more of that.   Danielle Marshall ** 34:38 Yeah, absolutely. I think there's just so much potential for growth. You know, when we're spending that time reflecting, how did I show up in the moment? You know, am I walking in alignment with my own values right now? Is there something I want to learn? There's just so many spaces that we could enter in when we quiet our minds long enough to just be present with what feels real for us   Michael Hingson ** 34:59 and. Is always time to do that. So many people I've heard say, but I don't really have time. Of course, you do. It's a matter of priority. Yeah,   Danielle Marshall ** 35:08 I'm laughing because I just talked about this earlier. I am in my world when people say they don't have time, it is often related to whether it is dei or leaning into cultural competencies and learning more about different cultures. And I would say to them, like, Hey, you develop these goals. Tell me a little bit about where you are. And oh, well, you know, I got busy, and so it didn't happen. But as a coach, my job is to probe a little bit deeper. And so as I'm listening to them say I got busy, I'm like, Well, what does that mean? And the reality is, we start to uncover some other things, and they're like, Well, you know, I have to have this really difficult conversation with someone at work, and that makes me uncomfortable. You know what? I'm too busy to handle this, right? Or they, they may default to something else where they're like, hey, you know, to learn more about cultural awareness, I actually have to examine my own culture and some of the elements that I may not like as much about my own cultural group. I don't want to do that. I'm really just too busy to dedicate the time, and so at the end of the day, it's kind of amusing, because I'm like, busyness is the default statement, but it is often the excuse, not the actuality of what's happening. Yeah,   Michael Hingson ** 36:16 that makes sense, and I buy that 100% makes perfect sense. How does cultural competency play into all that you do in terms of developing teams and working with organizations and so on?   Danielle Marshall ** 36:31 Yeah, cultural competency is is really core to the work at the end of the day. Because when we talk about this, and just for a pretty simple definition, for people who have not heard this before, is when we're talking about cultural competency. It's our ability to communicate, to interact, to work across cultural difference, you know? So if we're talking about culture again, it could be everything from disability. I will start with that now. Thank you, Michael,   Michael Hingson ** 36:55 you know, no pressure. You don't have to. That's okay. No, no   Danielle Marshall ** 36:59 pressure at all. But I, the thing is, I want people to see themselves in this, right? So any group, cultural group, where there are shared norms, patterns, values, right? How do you work across difference when you you're not a member of that group? How do you interact with people effectively? How do you communicate with them? And so cultural competence, competency is the ability to do just that. So when, when I think about the work that we're doing, that's really important, because people often will come in to the work and they believe that there is a particular right way to do things, and the fastest way to sort of negate that is, I'm like, I want you to actually think about your own culture. What's your background, what are the beliefs, the patterns, the norms that you grew up with, and also to be able to hear from other people, what are the you know, the norms, the values, the patterns that they grew up with? It's not that one is right or wrong, it's just the one that's familiar to you, thus is often your preference. Yeah,   Michael Hingson ** 37:55 yeah. And, and the the reality is that you're not the only game in town,   Danielle Marshall ** 38:01 exactly, and we are to work across difference. To be able to collaborate together, I must be able to recognize in you, okay, maybe we do move differently through the world, and even though it is a different choice than I personally might make based on my cultural background, it isn't right or wrong, it's simply different, different   Michael Hingson ** 38:19 I've thought a lot about disabilities, and one of the things that I felt was a challenge for people with disabilities, and you just made me think differently about it, is that the problem with with disabilities is that, in reality, the needs and most all of the issues regarding, let's say people who are blind are different from people who are in a wheelchair or different from people who are deaf or who may be on the who may be autistic or whatever. But the reality is, what I really just figured out, and should have figured out a long time ago, I have to hit myself upside the head later, is it's just as true for race, for for black or for Asian or whatever, it's the same thing. So it really isn't any more of a weakness for disabilities, other than maybe in some senses, physically, there are a lot more things that appear different, but the but the fact of the matter is, we all have differences in what we do, and that's the cultural differences,   Danielle Marshall ** 39:20 absolutely, and it's important, I think, for people to understand that no group of people is a monolith. Yeah, there are always going to be differences within us, you know. And I often for people that really can't see their way out of that, I will ask them to consider for a second, you know, if I said to you, Michael, are all blind, and I'm going to be very specific men the same, your answer would be, what? No, absolutely not, right? And yet we Yeah, make an assumption about other groups, like, well, you know, that's just how they are. And I'm like, Who's Who's they?   Michael Hingson ** 39:57 Who's they? Yeah, and. The reality is, a lot of people would say, well, all blind men are the same, and they're not,   Danielle Marshall ** 40:03 but, and that's exactly the problem. If we would not say within our own cultural group that everyone is exactly the same, we're familiar with it, right? We know we are not the same. I am not the same as every other black woman. You are not the same as every other white man. Like there are differences about us, and yet we are so quick to ascribe similarity to people that are different from us. I   Michael Hingson ** 40:26 know I'm a real oddity in things, but having never seen colors, personally, intellectually, I've never understood why people have a problem with race based on color. And I mean, I can really say that about myself, having never seen it and having not grown up. It's a really, I know, a strange feeling, but I know for me, it is strange to to see so many people looking down on people of a different color. I mean, I understand color. I understand the concept of it. Hey, I can talk about it in terms of wavelengths and Angstroms and all that all day long, but it's never been something that I really understand. Why do we even pay attention to it?   Danielle Marshall ** 41:11 Yeah, this is about dominance. I mean that. Yeah, that's true. Simple of it, yeah, when you think about race, race is a social construct, there is nothing that divides us. We may physically look different, but genetically, people are people. We are all the same in that way. But when we talk about the social construct of race, a person created this. People created this construct of race to establish dominance of certain groups over others. But here's the thing. So, you know, people will say really quickly to me, if it's socially constructed, why does it matter? And I'm like, it is a social construct that has real world implications, yes. And that is why we must continue to have this conversation about race in this country. Yeah.   Michael Hingson ** 42:01 And the operative part of that is have the discussion. There are those who don't want to have any discussion. They want to just ignore it, because they think they're the only ones who are right.   Danielle Marshall ** 42:14 That is, unfortunately, an ongoing challenge. And I wouldn't even say that just about race. I think there are some think they're right period. Well,   Michael Hingson ** 42:22 I mean, look at, look at different religious organizations. Um, so I'm glad I'm not God, because I'm, I'm with Mark Twain. I wonder if God had been in man because he was disappointed in the monkeys. But I, you know, I It's, it's, it's a challenge, because religiously, so many different religions say, Well, I'm the only one that's really right, yeah. But you know, if you say you believe in God and all that, why do you think that God thinks you're the only one that's right? Show us the proof.   Danielle Marshall ** 42:54 Yeah, it's complicated and but it's another example of why people haven't wanted to lean into these discussions for so long, it was not considered polite conversation to talk about politics, religion, money, those types of things, and yet, I would say the lack of having those conversations have led us to some severe consequences today. Yeah,   Michael Hingson ** 43:13 and part of it is that we've also forgotten how to really have a good conversation. It doesn't mean that we should take it personally. It doesn't mean that one side is right and the other side is wrong, and that shouldn't be about proving one side right the other side wrong. Should be about understanding. Yeah,   Danielle Marshall ** 43:30 you know, I think it's an opportunity to examine one's motives in the moment. Right listeners, I think it is. But for us to individually do it. What am I hoping to get out of this conversation? You know, for some people, they might want to prove a point. For others, they're going to enter the space, you know, desiring to learn. Others are just, you know, they're they're just filling time. Like, what is your motivation in this? And for me, you know, and I've told many people this at this point, especially doing the work that I do in dei they're like, Oh, don't you get tired of having to convince people about, you know, the different merits of diversity, equity and inclusion. And I'm like, Well, I understood a long time ago that diverse, excuse me, that convincing people is not my ministry. Yeah, I am here to walk alongside of people who want to be on this journey, who want to learn, who want to have curiosity towards the world, towards other groups, to self exploration. And so I think just knowing sort of what the purpose is in the conversation, even if I walk into something like my goal is always to just to learn, to listen, to learn something, even if I have something that I have something that I want to contribute and I have a very strong perspective on it, I still would like to understand what the other person's bringing to the table. And   Michael Hingson ** 44:47 you might change your perspective when you sit down and dwell on what was discussed   Danielle Marshall ** 44:51 absolutely and that that happens every day. Yeah,   Michael Hingson ** 44:55 I mentioned I have a master's degree in physics. I also, at the same time, got a secondary. Teaching Credential, and I used, and still use that knowledge of being a teacher every day. I use it in sales, because I learned through lessons, I was able to take in learning to be a good salesperson through the Dale Carnegie sales course that the best salespeople aren't really trying to convince you, oh, that may be their motivation. But what they're really trying to do is to teach you and guide you, and at the same time, deciding, is my product the best product for you or not? And the really good salespeople, if their product isn't the one that's going to work for you, will be honest enough to tell you that? Yeah,   Danielle Marshall ** 45:41 absolutely. And as we see with salespeople, there are many different approaches people take. And so, you know, you're if it's not my particular way, there's someone else out there that may offer a different perspective, a different philosophy on these things, and I think that's okay, that we have multiple sort of entry points into this work. I   Michael Hingson ** 46:01 love watching other sales people in action. I've learned every time I do. And as you said, it's all about learning. It's my motivation as well. I love being on these podcasts because, as I've told many people, if I'm not learning at least as much as everyone else, I'm not doing my job very well. And it's so fun to be able to have meaningful discussions and learn so much from so many people who come from different perspectives and have their own knowledge bases which are different than mine, and I get to at least be allowed to share in that with them, which is so cool,   46:38 absolutely.   Michael Hingson ** 46:41 So one of the things that and I mentioned, live like a guide dog, and live like a guide dog really is motivated as a book to teach people that they can control fear and that that fear doesn't need to blind you, as I put it, or paralyze you or overwhelm you. You know, September 11 happened, and I wasn't afraid. And I wasn't afraid because of the fact that I learned in advance how to deal with emergencies at the World Trade Center, because I moved into the to the complex, and we opened our office in August of 2000 but even before then, while we were setting it up, I knew that there had been a bombing in 1993 and I decided early on, you know, if there's a gonna be another attack on the World Trade Center, I better know all I can about this year place. And so I learned where everything was, but I also spent a lot of time talking to the emergency preparedness people, the fire people, the Port Authority, police and so on, and I learned what to do. And it wasn't until much later that I realized that all that knowledge helped me develop a mindset that said you know what to do in the case of an emergency. So I really advocate very strongly when I get a chance to talk about being safe and emergency preparedness, don't rely on signs. Learn the information so that you really know what to do, which most people you know, don't they, they figure, I'm just going to be able to see the sign, and that works until you can't because you're in a smoke filled room, but, but fear is, is all around us, and we don't really learn to control it. And I think society, all too often, really, in a lot of ways, encourages us to be afraid, way too much. But fear is is something that people just hate to talk about, like in professional growth and so on. How do you deal with that?   Danielle Marshall ** 48:30 I definitely appreciate that. You know when I when I think about fear? For me, it can be either a catalyst or an inhibitor, sort of a choose your own adventure concept, because you get to decide how you're going to approach it. But you know, when I think about fear, and I'm going to, you know, back this up to the work that I do around Dei, around cultural, culture in general, I think fear has the potential to raise our self awareness. If I walk into something and I'm I'm fearful, all of a sudden, there's someone who's different from me, right? They're a different religion, they speak a different language, they look different. Why am I experiencing that fear in that moment? Right? So I'm raising my self awareness by being able, again, to introspect on this, to really dig a little bit deeper. So that's that's one piece of it, like it points to the things that can help us then to grow we're the places that we need to focus on, you know? And I'll use just an example again, like a common fear is public speaking. And so is that something that you should really be fearful of, or is it simply a acknowledgement that, hey, I could work on my public speaking skills, right? I could practice in the mirror as a starting point. I could talk to a group of friends, you know, and just have a presentation in my living room. It is pointing us to skills we're not necessarily saying you have to get on a stage and deliver a TED talk as an. Example, right? Like, what are the small steps one can take to start to be able to build up those competencies more and so, like, when I think about fear, I think there's, it's, it's an opportunity to grow.   Michael Hingson ** 50:12 I believe that's absolutely correct. Fear is a is a very powerful tool that we can use in so many things that we do in our lives, and that it doesn't need to be the thing that overwhelms us and prevents us from making intelligent decisions. It's a it's a great motivator, it's a great tool, and it's a wonderful gift that if we would embrace it and use it properly, would help us a great deal in all that we do. Yeah, and unfortunately, again, I see in our world, with all the political things going on and so on, so many people are just fomenting and promoting fear. And too many people are buying into it rather than being able to step back from it, because we just haven't ever learned to do that. Yeah, there's   Danielle Marshall ** 51:00 a fear economy. There are people who legitimately profit from fear tactics. So whether that be in our politics, whether it be how we're looking at different medicines that, you know, just remember, yes, exactly, we're still there, you know, by now, because it's the last one, you're not going to put that fear in you, or you're not going to be able to make it through life if you don't own one of these things. And so I don't know there's so many things that come to mind as I make that statement, but I   Michael Hingson ** 51:31 was watching, I watched some old TV in the morning, and I love to watch the commercials, because at least half of them, they say you got to buy this now, because due to supply chain shortage, this is maybe the last time that you can get it, and the commercial has been going on for a year. So, you know, yeah, exactly. It's interesting.   Danielle Marshall ** 51:50 There's one of my favorite department stores that's been having a one day sale every day for as long as I can remember. Yeah, I just kind of think that is ironic. If I should ever come back again into this world, maybe I'm coming back as an advertising psychologist, because I find it quite fascinating. Um, but yeah, fear. Fear, to me, is one of those things that I think that if we are willing to embrace it, if we are willing to be able to think a little bit about what is driving our fear, there's so much potential there, because even in my coaching work, what I see with clients really quickly is like, if you can name the fear, right, give it a name, say exactly what it is, you can start to develop techniques to mitigate that fear, if you will. It goes unnamed. It's really hard to address, yeah,   Michael Hingson ** 52:40 because then you're, you don't know what it is you're really dealing with, but if you can think about it, then you can go back and oh, okay, now let's figure out how we deal with that,   Danielle Marshall ** 52:49 yeah, or how I get support in dealing with it. Not everything is going to be within our wheelhouse, yeah? And I was,   Michael Hingson ** 52:55 I was including it all of one lump sing, one lump sum thing. But you're right. There's nothing wrong. And too many people are afraid of this. There's nothing wrong with looking for support, eliciting support from other people. And all too often, we think that, Oh, I got to do this on my own. I wouldn't be as big a person, especially a macho man, if I have to go off and ask for support, that's funk. Yeah, I love teamwork. I have written all of my books in a teaming relationship, and other people have been involved, and I love that. It's so much fun to do, because I learn other perspectives along the way, and I think it makes for better books.   Danielle Marshall ** 53:40 Yeah, I can definitely appreciate that. I mean, so much of my work is centered around including multiple voices and perspectives on things. We cannot be effective in this work if we center it only on a singular voice or a singular group. Yeah,   Michael Hingson ** 53:55 you've said that pre one precursor to building confidence is being courageous. Where have you had an example of really being courageous or dealing with fear love? A story. Stories are always fun,   Danielle Marshall ** 54:08 you know? I There's so many things that come to mind, like when I, when I hear that question, because it is, you know, and actually, I'm going to go back to high school again. I'll give you, I'll give you two stories here, when I was in high school, I also had that fear of public speaking, right? It terrified me to think that I'd have to get on a, you know, in front of an audience, of whether that would be in front of a classroom or on a stage, etc. And I remember, and this is so interesting, because it's telling of like how I've sort of arrived again to where I am today, but I have this memory of just saying to myself one time, their student government was going to be opening up some positions for the senior class in the upcoming year, and I said, I want to run for my high school treasurer. In order to run for a treasurer, I had to get on a stage. Age, I had to give a speech, I had to talk to the entire student body of our senior class. And I was like, This is the worst idea ever, right? Like, I'm having that moment. I was like, Why did you think this was okay? And I said, you know, I don't know what's going to happen in this moment, but I certainly know this is the one thing I do know about fear. If you do not address it, it is not going anywhere. And so for me, the strategy, even from my high school days, was to lean into things. The issue wasn't that I wasn't able to speak to people, right? I was fine in smaller groups, but it was terrifying to think about getting on a stage and taking, like, a public position on a particular thing. But over the years, I just did a little bit more and a little bit more, you know. So when I started my first job in the in the nonprofit sector, you know, I was a program coordinator, and so I had to train a small team of volunteers on something. And so now I'm taking material that I didn't even create at the time, and I'm making sure I understand them so that I can train these people. And then I went on to, you know, start doing more training at a much larger scale, where I'm I'm traveling around the country, and then it is all of a sudden, oh, I'm standing on stages, and there are 500 people. There are 1000 people in the audience. I'm doing podcasts, and lo and behold, the very thing that I was most fearful of when I was in high school is the thing I've become. I am now a public speaker.   Michael Hingson ** 56:29 Yeah, I remember speaking in small groups or selling. You never know where you're going to be selling on any given day, whether it's to a board of a financial organization or to IT people or whatever, and that taught me to be comfortable in groups. But the first time I was asked to speak about September 11 was when I was called by Minister two weeks afterwards. So it was like on Monday the Well, probably the 23rd or maybe it was even a couple of days before then. And he said, we're holding a service for all the people who we lost in New Jersey, and we'd like you to come. And I said, Okay, well, where? And he said, it's going to be an outdoor service. And I said, Great. And then I I asked the question, how many people are going to be there? Probably about 6000 and you know what didn't bother me, of it, I said, Great. So that was my first speech to 6000 people. And you know, it was fun for a lot of reasons. It was, was very enjoyable. You know, I shouldn't say enjoyable, because it was a sense of sad occasion, but I was able to do it, and hopefully inspired some people, and and my wife and I went down and I did it, and it worked out really well, but 6000 people wasn't bad. It's a good start.   Danielle Marshall ** 57:58 That is a fantastic start. Welcome.   Michael Hingson ** 58:02 So can you tell us a story where you really saw in an organization or some people, just a real transformation, and the success of what you teach about dei and the principles and so on?   Danielle Marshall ** 58:18 Sure, you know, I was, I was thinking a little bit about dei and specifically coaching leaders. I I think what is really important when I think about some of the clients that I've served, is is this idea that talk about fear again, right? What stops them from moving forward, in a lot of cases, has been the fear of the unknown, right? These big issues feeling like they have to fix the world. And so where I've seen success with with certain clients in particular, is that they've been able to figure out how the application of Dei, how the application of cultural competencies, can be contextualized for their organization, their mission, the thing that they are most focused on. And so in in that, whether you are an arts based organization or you are, you know, teaching children how to read, how do the principles of racial equity, of cultural norms and values, how do they apply to the realm of work that you're doin

At this critical moment for democracy and our country, Yolanda Savage-Narva, Vice President of Racial Equity, Diversity, and Inclusion, Communities of Belonging for the Union for Reform Judaism, moderates a conversation about the inextricable link between Jewish safety and our democratic freedoms with Congressman Jamie Raskin of Maryland's 8th Congressional District; Amy Spitalnick, CEO of the Jewish Council for Public Affairs; and Maya Wiley, President and CEO of The Leadership Conference on Civil and Human Rights. This program was held on September 26 in partnership with JCPA and Tree of Life.

In this Season 3 Finale episode of the Impostrix Podcast, I sit down with somatic coach Jen Chau Fontn to explore the transformative power of somatic practices in the workplace and beyond. We discuss how experiences of safety, belonging, and dignity impact our bodies and emotions, and how somatic awareness can help us navigate these challenges, yes, event at work. We share about the importance of understanding our bodily sensations and emotions, especially in the context of race equity and anti-racism work. Highlighting the need for leaders and managers to embrace discomfort and cultivate a practice of reflection and growth, rather than seeking quick fixes.Listen into the conversation as we share personal stories, insights on somatic practices, and practical tips for integrating these concepts into your professional life. Whether you're a small business owner, an entrepreneur, or someone navigating workplace dynamics, this conversation offers valuable perspectives on fostering a more inclusive and supportive environment.Key Topics:Understanding somatic practices and their relevance in the workplaceThe connection between bodily sensations and emotional responsesNavigating discomfort in race equity and anti-racism workThe importance of practice in personal and professional growthVisit Jen's website to learn more about her practice and offerings, www.jenchaufontan.com. Take advantage of Jen's somatic practice offerings by joining her November 2024 series. Learn more here.Connect with Whitney on IG @impostrixpodcast and @willsforthepeople. Interested in supporting the show? Learn how at www.impostrixpodcast.com.This episode concludes Season 3 of Impostrix Podcast! Season 4 coming in 2025!Thank you to Chris at DigitalREM for editing our season 3 episodes!

In this, the 100th episode of the Digital Gumbo Podcast, T. Petty and Idris Elbow discuss the 2024 Presidential Election, focusing on Kamala Harris' commitment to Black voters. With humor and insight, they explore outrageous campaign moments, pop culture influence on the election, and the importance of voting. Tune in!

In this episode of the Inspired Nonprofit Leadership podcast, Sarah Olivieri hosts Takema Robinson, a social justice strategist and CEO of Converge, to discuss strategies for integrating racial and intersectional justice in nonprofits.   Episode Highlights Operationalizing Equity, the Role of Learning, Listening, and Reflecting Challenges and Missteps in Change Management Understanding Privilege and the Greater Good The Role of Nonprofits in Community Shifts Historical Context of Nonprofit Boards and Diversity Meet the Guest Takema Robinson is a mother, social justice strategist, philanthropist, art curator, podcast host, and CEO and Founder of Converge, a national social-justice consulting firm, whose purpose is to accelerate the creation of a radically just new world where communities of color thrive. As a for-profit Black-woman-owned company, Converge is unapologetically committed to investing its dollars in companies owned by people of color, women, and companies that demonstrate a commitment to communities of color. With over 20 years of experience in strategic philanthropy, policy advocacy, and fundraising, Takema has built a company with clients like the Ford Foundation, Walton Family Foundation, Walmart Foundation, and George Soros's Open Society Foundation, representing over $50 billion in philanthropic investment worldwide. Takema hosts the Converge for Change podcast, which features many stirring and thought-provoking conversations—like this episode with LaTosha Brown, Co-Founder of Black Voters Matter—where they discuss her grassroots organization committed to turning red states blue. She is also an aspiring author who has published numerous insightful pieces for acclaimed magazines, including Inside Philanthropy, The Chronicle of Philanthropy, and the Non-Profit Quarterly. Connect with Takema: IG:https://www.instagram.com/iamtakema/?hl=en LinkedIn:https://www.linkedin.com/in/iamtakema/ Website: https://convergeforchange.com/ Sponsored Resource Join the Inspired Nonprofit Leadership Newsletter for weekly tips and inspiration for leading your nonprofit! Access it here >> Be sure to subscribe to Inspired Nonprofit Leadership so that you don't miss a single episode, and while you're at it, won't you take a moment to write a short review and rate our show? It would be greatly appreciated! Let us know the topics or questions you would like to hear about in a future episode. You can do that and follow us on LinkedIn. Connect with Sarah: On LinkedIn>> On Facebook>> Subscribe on YouTube>>

This sermon is a special one from Rebecca - originally preached on Oct 6th to celebrate National Coming Out day in partnership with the Lighthouse Foundation. They're an extremely cool social justice organization fighting for black queer equity across Chicago, and we're proud to be a part of their Coalition of Accomplices for Racial Equity. You can find more info about them here. *** SUPPORT You can help us keep doing our thangggg (i.e. existing) by supporting us ⁠here on our website⁠! We operate on a shoestring budget, so any and all donations are incredibly appreciated. JOIN US IRL! Whoever you are, whatever your story is, you are welcome with us. ⁠Sign up for our newsletter here⁠ to stay up to date on when and where our services are happening! (Sometimes that info changes, so the newsletter is the best way to keep up.) ABOUT US Just to make sure this is clear, we'd like to reiterate that everyone is welcome at our church. EVERYONE. We believe that human diversity of race, ethnicity, sexual orientation, gender identity, and gender expression — not to mention age, ability, relationship status, size — is necessary to reflect the fullness of God. Whoever you are, whatever your story is, you are welcome here.  *** [Originally preached Oct 6th, 2024] --- Support this podcast: https://podcasters.spotify.com/pod/show/gilead-chicago/support

Today, we are thrilled to welcome the visionary Kristin Hull In The Suite. As the founder of Nia Impact Capital, Kristin is a true trailblazer in gender lens investing. In 2013, she launched Nia Global Solutions, fusing activism with impact investing in the public markets. Kristin crafted Nia's six solutions-focused investment themes, expertly weaving a gender lens into every aspect of the investment process. Her forward-thinking leadership led to the launch of the Nia Growth and Dividend portfolio in 2018 and the Nia Racial Justice portfolio in 2022, both of which have set bold new standards for inclusivity and equity in finance.In this episode, we'll explore Kristin's incredible journey—her dedication to empowering female leaders, advocating for racial equity audits, and the pivotal role of investors in shaping a more just and equitable economy. Kristin's blend of financial expertise and passion for social justice has placed Nia Impact Capital at the forefront of intentional investing, driving meaningful change with purpose and impact.Before dedicating her career to conscious investing, Kristin was an educator, co-founding the North Oakland Community Charter School and serving on the founding board of the George Mark Children's House, the first children's hospice and palliative care center in the U.S.Kristin's academic journey is equally impressive—she holds a Ph.D. in Urban Education from UC Berkeley, an MA from Stanford, and a BA from Tufts. She continues to influence impactful organizations like How Women Lead and GenderSmart, serving on multiple boards, including the Mosaic Project and American Rivers.But that's not all. We also dive into Kristin's work advocating for a racial equity audit at MetLife, her groundbreaking work on Tesla, and her experiences navigating the male-dominated asset management industry. Plus, we'll hear about Nia's impactful internship program, which empowers the next generation of female leaders, and her personal wellness practices like river rafting and connecting with nature.Kristin's journey from educator to a pioneering force in finance is fueled by a deep commitment to reshaping capitalism and promoting diversity in leadership. She's redefining what it means to invest with intention and purpose, right here In The Suite.

Despite ongoing obstacles to diversity, equity and inclusion (DEI) initiatives — such as employee pushback — author and consultant Lily Zheng argues HR leaders should continue to drive DEI outcomes by balancing ownership with individual accountability. Lily joins the Talent Angle to offer advice from their book, “Reconstructing DEI: A Practitioner's Workbook,” based on their book “DEI Deconstructed.”   Lily situates the current DEI landscape within its broader history and outlines how DEI leaders can increase their impact while protecting their own well-being. They also dive into actionable steps for managers who want to advance DEI outcomes yet worry about saying or doing the right thing.   Lily Zheng (they/them) is a no-nonsense DEI strategist, consultant, speaker and author who helps organizations and leaders achieve the DEI outcomes they aspire to. A dedicated practitioner and advocate named a Forbes D&I Trailblazer, 2021 DEI Influencer, and LinkedIn Top Voice on Racial Equity, Lily has been featured in the Harvard Business Review, New York Times and NPR. Their bestselling books, “DEI Deconstructed” and “Reconstructing DEI,” describe cutting-edge, accountable, and effective practices that can enable any leader to create the diverse, equitable and inclusive organizations we all deserve.   Caroline Walsh is a managing vice president in Gartner's HR practice. Her teams help HR leaders build and execute talent, diversity, rewards, and learning strategies and programs. Caroline has also led Gartner research teams on commercial banking strategy and leadership. She holds a bachelor's degree in East Asian studies from Columbia University, and a master's degree in public affairs from Princeton University.

My guest for Episode #278 of the My Favorite Mistake podcast is Joe Davis, Managing Director and Senior Partner at the Boston Consulting Group (BCG) and author of The Generous Leader: 7 Ways to Give of Yourself for Everyone's Gain. Episode page with video, transcript, and more He's had 40+ years of experience managing and leading teams. Joe has also served as chair of BCG's Center for Inclusion and Equity and is a founding steering committee member of CEO Action for Racial Equity and the Southern Communities Initiative. In this episode, Joe shares his "favorite mistake" from early in his career at Procter & Gamble, where he learned the importance of giving timely feedback to his team. The conversation explores leadership generosity, vulnerability, and the value of creating trust within teams. Joe also discusses his work with BCG's Center for Inclusion and Equity and addresses how leaders can navigate challenges in promoting diversity, equity, and inclusion. Throughout, he offers insights on leadership growth, balancing results with empathy, and leading with authenticity. Questions and Topics: What is your favorite mistake? Should anyone be surprised by what they hear in an annual review? How do you handle dynamics of giving feedback to people older than you? How do you define generosity in leadership? Is leadership generosity the opposite of a transactional, quid pro quo approach? What's your perspective on using terms like "problem" vs. "opportunity" when giving feedback? How do you define vulnerability as a leader, and do you think vulnerability is often mistaken for weakness? How can early-career consultants effectively advise older executives? What's the role of the BCG Center for Inclusion and Equity, and why that specific terminology? How do you navigate pushback against diversity, equity, and inclusion (DEI) initiatives within organizations? How do you address employees or leaders who criticize DEI efforts as promoting 'equal outcomes' over 'equal opportunities'? Is it possible to convince long-tenured leaders to move away from top-down, command-and-control leadership styles? How do you strike a balance between being vulnerable and still delivering results as a leader?

In this episode, host Sarah Olivieri talks with Dr. Renee Rubin Ross about incorporating equity into strategic planning for nonprofits. Dr. Ross, a leader in board and organizational development, shares her journey from being fired from a prestigious job to becoming a consultant committed to racial equity. They discuss her approach to inclusive strategic planning, emphasizing the importance of gathering diverse perspectives, naming what's in the room, and building trust over time. Dr. Ross also touches on her upcoming book, 'Sparking Inclusive Strategic Planning,' and offers valuable insights on how nonprofit leaders can enhance their strategic planning processes for greater impact. Episode Highlights The Importance of Inclusive Strategic Planning Practical Tips for Strategic Planning Addressing Emotions in Planning Meetings Encouraging Open Dialogue Steps to Inclusive Strategic Planning Building Trust Over Time Meet the Guest Dr. Renee Rubin Ross is a recognized leader in board and organizational development and strategy and the founder of The Ross Collective, a consulting firm that designs and leads inclusive, participatory processes for social sector boards and staff. Committed to racial equity in the nonprofit sector, Dr. Ross guides leaders and organizations in strategic plans and governance processes that deepen social change, racial justice, stakeholder engagement, and community strength. In addition to her consulting work, Dr. Ross is the Director of the Cal State University East Bay Nonprofit Management Certificate program and teaches Strategic Planning and Board Development for the program. Dr. Ross lives in Northern California. She is a past Board member of the Alliance for Nonprofit Management and a member of the Technology of Participation facilitator's network. Her Doctorate in Education and Jewish Studies from New York University explored parent participation in schools. Connect with Renee: Website- https://www.therosscollective.com/ Subscribe to our e-list- https://www.therosscollective.com/subscribe LinkedIn - https://www.linkedin.com/in/reneerubinross/ Sponsored Resource Join the Inspired Nonprofit Leadership Newsletter for weekly tips and inspiration for leading your nonprofit! Access it here >> Be sure to subscribe to Inspired Nonprofit Leadership so that you don't miss a single episode, and while you're at it, won't you take a moment to write a short review and rate our show? It would be greatly appreciated! Let us know the topics or questions you would like to hear about in a future episode. You can do that and follow us on LinkedIn. Connect with Sarah: On LinkedIn>> On Facebook>> Subscribe on YouTube>>

Sadly, race remains one of the most divisive issues in our country. However, many of us are yet to fully understand the challenges people of color face on an ongoing basis even today. And, moreover, how can white people interact with people of color in a racially sensitive, empathic and caring way? Our guest, Christine Saxman is a seasoned racial equity facilitator, coach, and consultant with twenty years of experience. In this role, she guides White people to transform into healthy antiracist change agents. She also co-facilitates interracially to help organizations to build cross-racial equity transformation into leadership. Christine along with co-author Shelly Tochluk, has written a book of great importance that should be in each and every home in America. Whether you're a person of color or you grew up a WASP, Being White Today is a must read for you and your family. If you care about equality and social justice, you won't want to miss this thought-provoking discussion.

This week, we continue our mini-series with Little Green Light about how your nonprofit can maximize the success of your year-end fundraising appeal with 5 key questions your nonprofit should answer while you plan your appeal. Then we'll take a Rewind back to a Nonprofits in the news segment full of advice for new women leaders and a breakdown of a report about social giving trends.. In this episode, we mention a few resources you may want to check out! — Find Little Green Light's Free Resources: www.littlegreenlight.com/jenni — Article about women leaders: ssir.org/articles/entry/overcoming_racial_equity_fatigue — Report about social giving: onecause.com/ebook/the-2022-giving-experience-study — Get my once-per-week email newsletter: nonprofitjenni.com/subscribe   Produced by Ben Hill Sound Music by Emily Summers ©2024 Nonprofit Jenni. All Rights Reserved.

MPR News host Angela Davis talks with Tonya Allen, the president of the McKnight Foundation. The Minnesota-based family foundation grants approximately $100 million dollars every year and is focused on advancing climate action and racial equity — two deeply connected issues.Find out what's driving the foundation's priorities, how Allen shifted from working on education policy to climate change and racial justice and how she aims to center people who are farthest from power.

James Rhee joins Jaclyn this week for an informative and intriguing discussion about his life, his novel 'red helicopter', and how kindness can shape the professional world.James Rhee is a high school teacher and Harvard Law graduate who became a private equity investor and unexpected CEO. He bridges math with emotions by marrying capital with purpose. His transformational leadership has been recognized by the leading business and civic organizations. His national bestselling book, entitled red helicopter―a parable for our times: lead change with kindness (plus a little math), was published in April 2024 in partnership with Harper One, an imprint of HarperCollins that seeks multi-platform ideas that “transform, inspire, change lives, and influence cultural discussions.” He is working on related film, music, and television projects. His TED Talk and Dare to Lead interview with Brené Brown have captured the imagination of millions.red helicopter, his media-education platform of the same name, is an operating system—a way—, that creates, measures, and amplifies a sustainable balance of life, money, and joy in the life of business and the business of life. Its systematic impact has been informed by, successfully applied to, and further refined by decades of investing, leading, and teaching at the highest levels in a myriad of environments. red helicopter's methodologies are grounded in the realities of history and policy, as well as the truths of finance, behavioral psychology, and cognitive science.This podcast is one of the many ways we live out our organization's mission to educate and inspire people to choose kindness. Visit our site kindness.org and sign up to become a part of our global community which spans more than 100 countries. It's free to join and when you do you'll be the first to get access to our latest research, tools, and even episodes of this podcast. Let's build a kinder world, together. Contact us at podcast@kindness.org or on social at @kindnessorg.Important links from this week's episode:kindness.orgredhelicopter.comFollow JamesIG: @iamjamesrheeX: @iamjamesrheeLinkedin: jamescharlesrheeFollow Red HelicopterIG: @theredhelicopterFB: @theredhelicopterLinkedin: the-red-helicopterTikTok: @theredhelicopterCreditsHost: Jaclyn LindseyGuest: James RheeProducer: Melissa MaloneMusic Composition: Chris ChristianaDesign: Ben Gibson, Christine DoTranscript of this episode can be found here: whykindness.simplecast.com/episodes/james-rhee/transcript

In this episode of The Healthy Project Podcast, host Corey Dion Lewis dives deep into the concept of healthcare access and how it drives health disparities. What does it mean to have access to healthcare truly, and how do barriers like cost, location, and cultural competency create massive gaps in health outcomes? We explore the five dimensions of healthcare access—availability, accessibility, affordability, acceptability, and quality—and discuss how they intertwine to shape the lives of marginalized communities. With real-world examples, current data, and actionable solutions, this episode challenges healthcare professionals to reimagine what access to care should look like and how they can make it happen.Show Notes:Episode Highlights:What healthcare access really means (03:12)The five dimensions of healthcare access (05:01)How lack of access contributes to health disparities (08:40)Real-world examples, including Black maternal health (12:25)Solutions: What can be done to improve access? (16:10)Actionable steps for healthcare professionals (19:35)Resources Mentioned in the Episode:Kaiser Family Foundation (KFF) Data on Uninsured Rates by RaceCommonwealth Fund Report on Healthcare Debt and AvoidanceCDC Report on Preventable Maternal DeathsWorld Health Organization's (WHO) Five Dimensions of Healthcare AccessAffordable Care Act (ACA) Impact on Marginalized PopulationsRole of Community Health Workers in Expanding Healthcare AccessTelehealth Expansion and Its Potential to Reduce Health DisparitiesDon't just listen—take action! Whether you're working in policy, healthcare, or advocacy, find one area where you can influence access to care. Share this episode with colleagues, subscribe for more health equity insights, and check out the resources for deeper dives into the research we've covered.Connect with Us:Follow Corey on Instagram: @coreydionlewisSubscribe to The Healthy Project Podcast for more episodesVisit our website: www.healthyproject.coSubscribe to the newsletter for health equity updates and more: Subscribe hereLeave Us a Review!If you enjoyed this episode, please leave a review on Apple Podcasts or Spotify. Your feedback helps us improve and reach more listeners passionate about health equity! ★ Support this podcast ★

In this episode of The Healthy Project Podcast, host Corey Dion Lewis is joined by Coach Melody, President and Chief Wellness Strategist at Unwrap U, to discuss one of the most pressing health issues affecting our youth: childhood obesity. They dive deep into the alarming statistics, practical solutions for families, and the importance of physical activity and proper nutrition. Coach Melody also shares insights on her successful FamFun3K initiative, encouraging families to get moving and prioritize their health.Get inspired by Coach Melody's wisdom and learn how small changes in daily habits can significantly impact the lives of children and families. Let's get active, eat well, and combat childhood obesity together!

In this episode of The Healthy Project Podcast, Corey Dion Lewis sits down with Paula Bell, aka Ninja P, a seasoned business consultant and wellness advocate, to explore the disconnect between corporate wellness initiatives and true health equity. Paula shares her journey from corporate America to becoming a health and wellness entrepreneur. She offers unique insights into how companies can better support their employees holistically—beyond just gym memberships and basic health coaching. They dive deep into mental health, the importance of mindset, and innovative ways smaller businesses can collaborate with larger corporations to bring wellness to underserved communities.

We all need a break and I'm taking a summer hiatus to rest and restore. Don't worry,  I've got you covered with a replay of  one of my favorite episodes featuring Dr. Tina Opie and Dr. Beth A. Livingston the authors of  Shared Sisterhood: How to Take Collective Action for Racial and Gender Equity at Work. Dr. Tina Opie is an Associate Professor of Management and a prominent voice in the fields of research, teaching, consulting, and public speaking. Dr. Opie is the founder of Opie Consulting Group LLC, where she guides corporations towards transformative change.Dr. Beth A. Livingston is the Ralph L. Sheets Associate Professor in Industrial Relations at the University of Iowa's Tippie College of Business. With a prolific career studying gender, stereotyping, discrimination, and work-family dynamics, Dr. Livingston's insights enrich our understanding of complex workplace issues.We explore the following topics in our conversation today:Why DEIJ goals and metrics do not signify true equity. How leaders can prepare for the impact on the DEI workplaceThe Shared Sisterhood framework of Dig, Bridge, and Collective Action Thank you for listening to The Intersection Podcast. Don't forget to subscribe, share, and catch up on any missed episodes.Resources: Shared Sisterhood: How to Take Collective Action for Racial and Gender Equity at WorkDr. Tina Opie - LinkedinDr. Beth A. Livingston - LinkedinColorlines: Asian Americans in an Anti-Black World

Thank You to Our SponsorA special thank you to our My City My Health Presenting Sponsor, UnityPoint Health. To learn more about UnityPoint, visit www.unitypoint.org.In this episode of The Healthy Project Podcast, we sit down with Kenya Caledon Ceron, a passionate advocate for immigrant rights and mental health services. Kenya shares her powerful personal story of overcoming childhood trauma, receiving a PTSD diagnosis, and navigating the unique barriers that immigrants face in accessing mental health care. She discusses the intersection of cultural competency, religion, and mental health, and the importance of systemic change to serve immigrant communities in Iowa better.Join us as we explore Kenya's journey from trauma to advocacy, her legislative work to protect immigrant rights, and her advice for those struggling to find the right mental health support. This episode is a must-listen for anyone interested in mental health, immigration, and social justice.Show Notes:00:00 - IntroductionBrooklyn Lowry welcomes listeners to The Healthy Project Podcast and introduces the guest, Kenya Caledon Ceron.02:00 - Kenya's Immigration JourneyKenya shares her experience migrating to the U.S. at 11 years old and how it impacted her mental health.06:00 - The PTSD DiagnosisDiscussing the significance of receiving a PTSD diagnosis and how it helped Kenya understand her experiences.10:30 - Barriers to TherapyThe cultural, religious, and linguistic challenges that immigrants face in accessing mental health care.15:00 - The Importance of Cultural CompetencyKenya highlights the need for healthcare providers to understand the cultural context of their immigrant patients.20:00 - Advocacy and Legislative WorkKenya explains her involvement in Iowa's legislative process to protect immigrant communities and promote mental health services.24:00 - Mentorship and Policy EducationHow Kenya became knowledgeable about state policies and her advice for others interested in advocacy.28:00 - Current Projects and Future GoalsKenya shares what she's currently working on and her hopes for the future of immigrant rights and mental health.30:00 - Closing RemarksBrooklyn thanks Kenya for her insights and encourages listeners to get involved in advocacy.Register for the My City My Health ConferenceDon't miss out on this year's My City My Health Conference! Register now at www.mycity.health to join the conversation on health equity and advocacy. ★ Support this podcast ★

Coffee is from Africa, yet the way we think of and enjoy coffee today is largely separated from the roots that produced that original fruit. The disparity we see in the value stream today, where those growing coffee do not receive the fruit of their labor, is the consequence.  Today we get to talk with someone who has been laboring hard to honor coffee's root in an effort to create a better future for both those who grow coffee as well as for under served communities whose own cultures are tied closely to coffee's history.  Bartholomew Jones is an emcee, cxffee nerd, and multi-hyphenate creative. Alongside his wife, Renata Henderson, he is the co-founder of Cxffeeblack and co-owner of the Anti-Gentrification Cxffee Club, a coffee educational center and cultural hub located in Memphis, TN. Founded in 2018, Cxffeeblack is a community-oriented, multi-disciplinary, education-based coffee company that became a trailblazer in the coffee industry by creating an entirely all Black coffee supply chain from Ethiopia to Memphis, TN, the first of its kind. Cxffeeblack is on a mission to return coffee to its African roots and in the process create an equitable Black future. Bart is a Sprudge 20 honoree, an annual list of the Top 20 coffee influencers cultivated by Sprudge Media Network, a renowned international authority on coffee and its culture; Cxffeeblack was one of the Coffee Coalition for Racial Equity's 2024 Innovator of the Year awardees. We discuss: Creating a Space for Authentic Creativity Honoring the Roots and History of Coffee The Impact of Colonialism  Collaboration and Co-Creation in Coffee Culture The Evolution of Coffee Black Empowering Individuals to Find Themselves in Coffee Diverse expressions of Coffee Creating a Community Space: The Anti-Gentrification Coffee Club The Coffee Black Flagship: A Dining Room and Co-Generative Dialogue Inspiring Coffee Shops that Honor Roots and Engage with Communities Links: www.cxffeeblack.com https://www.instagram.com/cxffeeblack/   Related episodes: 116 : Understanding Gentrification w/ Dr. Stacey Sutton 352: Music, Culture, and Coffee w/ Hip Hop Artist, Propaganda 338: A Conversation w/ Martell Mason of The Sepia Coffee Project, Detroit, Michigan 279 : Founder Friday! w/ Daniel Brown and Nephthaly Leonidas of Gilly Brew Bar 230 : Making room for Community in your Shop 139 : Founder Friday w/ Kusanya Cafe co-founder, Phil Sipka 315 : Growing and Connecting w/ Stephen Zinnerman of The Coffee Enthusiast!   Learn more and put in your application for the next  Key Holder Coaching Group! APPLY TODAY!   If you are a cafe owner and want to work one on one with me to bring your shop to its next level and help bring you joy and freedom in the process then email chris@keystothshop.com of book a free call now:  https://calendly.com/chrisdeferio/30min    Get the best brewer and tool for batch espresso, iced lattes, and 8 minute cold brew! www.groundcontrol.coffee   The world loves plant based beverages and baristas love the Barista Series! www.pacificfoodservice.com  

Welcome to The Healthy Project Podcast, My City, My Health series. In this insightful episode, guest host Brooklyn Lowry sits down with Jazzmine Brooks, a dedicated certified doula, Black maternal health advocate, and community wellness leader.Jazzmine shares her incredible journey from Southside Chicago to becoming pivotal in Iowa's health community. She discusses her role at the Iowa Healthiest State Initiative, her non-profit Jai Olive Wellness, and her work in food security through the Double Up Food Bucks program.Episode Description:In this episode guest host Brooklyn Lowry interviews Jazzmine Brooks, a certified doula and Black maternal health advocate. Jazzmine shares her personal and professional journey, shedding light on the critical issues facing Black mothers and families. She talks about her work with J Olive Wellness, the impact of Black maternal mortality, and the importance of community support and education.Listen in as Jazzmine discusses:Her experiences navigating mental health and healthcare in a predominantly white rural area.The transformative power of her training as a doula and the significance of cutting her hair as a form of personal reckoning.The challenges and triumphs of starting Jai Olive Wellness and providing resources to underserved communities.Her miscarriage experience and the impact of restrictive abortion laws on Black women's health.The importance of increasing the presence of Black doulas and training them to support diverse communities.The broader social determinants affecting maternal health, including access to healthy food, safe housing, and quality childcare.Join us for this compelling conversation and gain valuable insights into the complexities of Black maternal health and the steps needed to create a more equitable healthcare system.Don't miss the My City My Health Des Moines Conference on November 15th. Get your tickets now at www.mycity.health.Thank You:A special thank you to our presenting sponsor, UnityPoint Health, for supporting this episode and the My City My Health Conference. Your dedication to community health and wellness makes this important work possible.Tune in, subscribe, and be part of the movement towards health equity and empowerment for all. ★ Support this podcast ★

Black, Indigenous, and people of color (BIPOC) arts organizations have seen their funding from major donors nearly double over the past three years. Yet, the authors of a new report worry that this boost is temporary. Reset hears from a leader in anti-racist advocacy to learn why funding for BIPOC arts has been fluctuating, and what steps advocates may need to take to continue advancing racial equity in the arts. For a full archive of Reset interviews, head over to wbez.org/reset.

Check out the podcast on Macslist here: (https://www.macslist.org/?post_type=podcasts&p=15208&preview=true) Hiring managers are asking questions about a candidate's experience in the areas of equity, diversity, and inclusion, so you need to be prepared to answer. Find Your Dream Job guest Jasmine Tolbert shares the biggest factor in answering these questions—authenticity. Don't try to fake a concern about these topics. Share from your experience how you have pursued racial equity in former jobs and how you would do so in any specific scenarios the hiring manager presents you with.  About Our Guest: Jasmine Tolbert is the vice president of people and culture for YWCA Clark County. Her organization is dedicated to eliminating racism, empowering women, and promoting peace, justice, freedom, and dignity for all. Resources in This Episode: To learn more about the services and programming that the YWCA Clark County provides for women and girls, visit their website at YWCA Clark County. Connect with Jasmine on LinkedIn. Learn more about your ad choices. Visit megaphone.fm/adchoices

Tuesday, April 9th, 2024President Biden announces a new round of student debt relief, and it's the biggest one yet; a Key Democratic group pours $186 million into the battle for the House; the Brazilian Supreme Court has opened a criminal investigation into Elon Musk; Indiana Just approved Religious Exemptions From Abortion Bans; RFK Jr says his number one goal is to get Trump elected; there are more major problems with Trump's bond in the NYAG civil fraud trail; plus Allison and Dana deliver your good news. Promo Code:Go to drinkAG1.com/dailybeans to try AG1 and get a FREE 1-year supply of Vitamin D3 AND K2 AND 5 FREE AG1 Travel Packs with your first purchase. FACT SHEET: President Biden Announces New Plans that would Provide Relief to Borrowers Disproportionately Burdened by Student Loan DebtLawsuit challenging Indiana abortion ban survives a state challenge (AP)First on CNN: Key Democratic group pours $186 million in battle for House and preps for ‘trench warfare' with GOP (CNN)Elon Musk will be investigated over fake news and obstruction in Brazil after a Supreme Court order (AP) Subscribe to Lawyers, Guns, And MoneyAd-free premium feed: https://lawyersgunsandmoney.supercast.comSubscribe for free everywhere else:https://lawyersgunsandmoney.simplecast.com/episodes/1-miami-1985Check out other MSW Media podcastshttps://mswmedia.com/shows/Follow AG and Dana on Social MediaDr. Allison Gill Follow Mueller, She Wrote on Posthttps://post.news/@/MuellerSheWrote?utm_source=TwitterAG&utm_medium=creator_organic&utm_campaign=muellershewrote&utm_content=FollowMehttps://twitter.com/MuellerSheWrotehttps://www.threads.net/@muellershewrotehttps://www.tiktok.com/@muellershewrotehttps://instagram.com/muellershewroteDana Goldberghttps://twitter.com/DGComedyhttps://www.instagram.com/dgcomedyhttps://www.facebook.com/dgcomedyhttps://danagoldberg.comHave some good news; a confession; or a correction?Good News & Confessions - The Daily Beanshttps://www.dailybeanspod.com/confessional/From The Good News:Voices of the Newhttps://www.voicesofascension.org/votn24San Diego Humane Societyhttps://www.sdhumane.orgUpcoming Live Show Dateshttps://allisongill.com (for tickets and show dates)Sunday, June 2nd – Chicago IL – Schubas TavernFriday June 14th – Philadelphia PA – City WinerySaturday June 15th – New York NY – City WinerySunday June 16th – Boston MA – City WineryWednesday July 10th – Portland OR – Polaris Hall(with Dana!)Thursday July 11th – Seattle WA – The Triple Door(with Dana!)6/17/2024 Boston, MA https://tinyurl.com/Beans-Bos27/25/2024 Milwaukee, WI https://tinyurl.com/Beans-MKE7/28/2024 Nashville, TN - with Phil Williams https://tinyurl.com/Beans-Tenn7/31/2024 St. Louis, MO https://tinyurl.com/Beans-STL8/16/2024 Washington, DC - with Andy McCabe, Pete Strzok, Glenn Kirschner https://tinyurl.com/Beans-in-DC8/24/2024 San Francisco, CA https://tinyurl.com/Beans-SF Live Show Ticket Links:Chicago, IL https://tinyurl.com/Beans-ChiPhiladelphia, PA https://tinyurl.com/Beans-PhillyNew York, NY https://tinyurl.com/Beans-NYCBoston, MAhttps://tinyurl.com/Beans-Bos2Portland, ORhttps://tinyurl.com/Beans-PDXSeattle, WAhttps://tinyurl.com/Beans-SEA Listener Survey:http://survey.podtrac.com/start-survey.aspx?pubid=BffJOlI7qQcF&ver=shortFollow the Podcast on Apple:The Daily Beans on Apple PodcastsWant to support the show and get it ad-free and early?Supercasthttps://dailybeans.supercast.com/OrPatreon https://patreon.com/thedailybeansOr subscribe on Apple Podcasts with our affiliate linkThe Daily Beans on Apple Podcasts