Podcasts about subha barry

President & CEO of Seramount, Subha Barry tells us about her connections with neurodiversity, her widely recognized Autism Intern program, and gives practical advice on how to advance your DEI efforts in today's corporate world.A trailblazer in diversity, equity, and inclusion, Subha Barry shares a wealth of insights through her work as President and CEO at Seramount. Barry shares her personal and professional journey from India to the United States, and her pioneering initiatives at Merrill Lynch and Freddie Mac, including her widely recognized Autism intern program at Freddie Mac. Key topics include the importance of embedding DEI into business strategies without relying solely on HR, understanding neurodiversity, and practical ways to create inclusive workplaces. She also gives her take on how she thinks leaders should approach DEI and foster better relationships with employees.Subha Barry is a C-suite leader and an advisor who brings a unique perspective on the alignment of corporate culture to talent strategy and business results. As a transformational change agent, she has a proven record of identifying and accelerating new business creation, driving sales, and increasing profitability.Subha is president of Seramount where she drives the firm's vision, strategy, and business development. Subha joined Working Mother Media (WMM) in 2015 and during her tenure she dramatically improved margins, expanded its portfolio through growth in high-value consulting and learning and development, exponentially grew their client roster, and recruited talented executive leaders to amplify subject matter and functional expertise. In 2021, Subha oversaw the brand's transformation from WMM to Seramount, a leading strategic professional services and research firm dedicated to building high-performing, inclusive workplaces. Today, Seramount works with 450+ organizations globally, including half of the Fortune 500, to help our partners navigate today's talent and DEI landscape.Previously, Subha was senior vice president and chief diversity officer at Freddie Mac, where she served on the firm's management committee and led their foundation. Prior to her time at Freddie Mac, Subha spent 20+ years at Merrill Lynch as managing director and their first global head of diversity & inclusion where she built their D&I strategy, infrastructure and execution plans from the ground up. She also created a highly successful Multicultural Business Development Group to focus their wealth management business on diverse and multicultural communities bringing in over $8 billion in new assets and $50+ million in annual revenues in just three years. She began her career at the firm as a financial advisor where she was a top 100 advisor among 16,000 in the firm.Subha is a former adjunct professor at Columbia University's SIPA, and currently serves on the Boards of SHRM Foundation, Rice 360, Rutgers Cancer Center and the Rutgers Institute of Women's Leadership. She is also a Board Advisor at PE-owned Snowden Lane Partners. In the past, Subha has served on a variety of Boards as Board Chair, Head of Nominating & Governance, Finance, and HR and DEI Committees.A native of India, Subha holds a BA from Bombay University and an MBA and MS in Accounting from Rice University. She enjoys golfing, reading poetry and rallying for social change. She has two grown children and lives in Naples, Florida and New Hope, PA with her husband.CHAPTERS04:00 Subha's story and journey in DEI08:00 Connecting DEI to the business09:40 Seramount's initiatives and the focus on neurodiversity13:00 Multicultural initiatives at Merrill Lynch and relying on HR for talent issues16:38 Diverse culture shift in Canada19:00 Subha's experience with neurodiversity and personal connection with autism21:40 Freddie Mac's Autism Internship Program30:50 Positive examples of DEI...

The CEO of Seramount, Subha Barry here presents the business case of diversity, offering tips and insights into how to bring greater diversity into the workplace, in a way that is beneficial to all.Barry begins by contrasting the situation in 2021 with how it was ten years ago, when she was a senior executive at investment bank Merrill Lynch.  Then, diversity was a governmentally mandated program, with EEOC Requirements forming a basis for a lot of the DE&I work.  Much of the focus was on the market side – targeting more diverse groups of customers and clients.In 2021 Diversity, Equity and Inclusion is a much more far-reaching project.  Following the disparities thrown up by the pandemic and by the deaths of George Floyd and other victims of violence, there has been a much greater focus on systemic racism and bias, both within organizations and processes.An example she gives is the bias that may be exhibited by an all-male, all-white panel when interviewing employment candidates, even when there's an explicit instruction to engage in more diverse hiring.FIVE WAYS TO MAKE A BUSINESS CASE FOR DIVERSITYBarry has five key tips for helping make the business case for more entrenched DE&I work:Speak the language of business leaders. Helping leaders see that the ethnic stereotypes they may have grown up with are wrong and there are valuable untapped resources in diverse communities.Utilize big data. There's more evidence than ever before that diverse working groups, for example, beat homogenous ones hands down in problem solving, because they bring different insights and assumptions to the table.  Diversity drives innovation, and this can be backed up with data.Minimize Staff turnover. A recent study showed that more than 50% of women of color in large organizations are waiting out the pandemic to leave their organizations for better opportunities.  This shocking degree of turnover can be mitigated by building workplaces that respect differences and build a more tolerant culture.Diversity of Perspective Drives Innovation. Building on point two above, it can be shown that the different backgrounds and experiences that diverse employees have can increase creativity and innovation.  To leverage this, employers must recognize that employees from different backgrounds may have to take time out from busy lives to make a special effort to fit into a homogenous organization.  Draining energy resources by expecting everyone to “fit in” is unwise and alienating.Diverse employees have different expectations. Appreciating this builds a more flexible workplace.  Stakeholder capitalism is the term to bear in mind, replacing a shareholder-focused approach with a more all-encompassing on, where staff, vendors, customers and even the wider environment are considered when key decisions are taken.  The largest drivers of this new culture are Gen Z / Millennial employees, who now make up 75% of the workplace.  It would be foolish to overlook their expectations.Blog post here:https://www.joyadass.com/how-can-i-be-more-inclusive-making-a-business-case-for-diversity-with-subha-barry/Joya is currently enrolling members for international (Europe) and domestic (NYC) strategy days. She also leads a year-long intensive mastermind of C-Suite level women, which is accepting applications for 2024.https://www.joyadass.com/info@joyadass.com

Tuesday on Political Rewind: It has been more than a year since many Americans were shaken into action by the police shootings of George Floyd, Breonna Taylor, Rayshard Brooks and other Black Americans. In response, millions took to the streets to demand an end to systemic racism, police brutality and injustice in American society. Meanwhile, corporations, universities and other institutions began evaluating internal practices that perpetuate discrimination against people of color in hiring and promotion. But as the summer of 2021 begins, it is time to ask whether there has been real progress in achieving the promises made by big businesses and other institutions. Subha Barry, CEO of Seramount, joined us to discuss her organization's recent report tracking employee perception and corporate action on social justice issues. She said a new generation of white-collar workers are looking for a reflection of their values in their workplace. "Young people are doing something that the generation before them did not do, and they are voting with their feet," Barry said. "They walk out of companies and they go seek other organizations whose values are aligned with theirs." Kyle Stapleton is a co-founder and board member of The A Pledge, a commitment by Atlanta marketing and advertising agencies to match the makeup of their teams to the diversity of Atlanta by 2030. He said the leaders of corporate America, in Atlanta and elsewhere, have an obligation to address workplace inequity. "Frankly, any good leader worth their stripes should see a moment, meet the moment and and do the right thing to be a leader in the moment," Stapleton said. How has the country progressed in the search for equality and justice in the workplace? What role does moral leadership play in creating a more just society? Panelists: Subha Barry — CEO, Seramount Dr. Robert Franklin — Professor of Social Ethics, Candler School of Theology, Emory University and Former President, Interdenominational Theological Center Kyle Stapleton — Co-Founder of The A Pledge and Senior Manager of Culture & Experience, WarnerMedia Studios Matt Kempner —  Senior Reporter, The Atlanta Journal-Constitution

Hear from 6 dynamic trailblazing women of color to include: comedian/actress Luenell; Working Mother Media's President, Subha Barry; Global Fashion Design Expert, Sandra Wilkins; former Ambassador of Uruguay appointed by President Barack Obama, Julissa Reynoso, and the House of Representatives Director of Diversity & Inclusion, Kemba Hendrix. The conversation will be moderated by moderated by Hallema Sharif, host for ‘Anything & Everything.'

Friday on Political Rewind: The coronavirus pandemic has highlighted and exacerbated existing inequities across society. One example is the severe economic and personal toll coronavirus has had on women — both at work and at home. Data that has emerged during the COVID-19 crisis underlines a stark economic reality for women. Since the beginning of the economic shutdown last year, 2.1 million women have dropped out of the workforce in the United States. According to the National Women's Law Center, women accounted for 55% of U.S. jobs lost in the last year. That jeopardizes the economic and societal progress women have made, particularly in the working world, while the pay gap between men and women grows. These hardships are even more pronounced for women of color, who were already disadvantaged compared to their white counterparts long before the pandemic began. Taifa Smith Butler, president of the Georgia Budget and Policy Institute, said women entrepreneurs face unique challenges in the current economy and receive a disproportionate lack of support from efforts to aid small business. "We have seen entrepreneurs' doors close and not have access to capital or support with the payment protection programs," Butler said. "Looking at women entrepreneurs, will they be able to maintain and sustain their economic growth and their businesses through this pandemic?" Some experts say it could be years before women recover from the economic setbacks dealt by the virus.  These financial and professional hardships are in addition to the mental and emotional stress working mothers, and women overall, face while trying to balance family and home responsibilities with their jobs. Subha Barry, president of Working Mother Media, pointed to the concept of the "third shift," otherwise known as the "mental workload" of managing a household. "Long before this pandemic started, women were actually always working a third shift — and that is whether or not you had children," Barry said. "You still work the third shift. If you think of the first shift as work, second shift as home, the third shift was planning for everything — from the birthday parties to remembering to send out the gifts and cards, to organizing everything, to making sure there's, you know, the grocery lists are made even if somebody else did the grocery shopping. So there was a third shift already. Think about the added burden on top of that that has come in on women." Panelists: Subha Barry — President of Working Mother Media Taifa Smith Butler — President and CEO of Georgia Budget and Policy Institute Rep. Teri Anulewicz — State Representative (D-Smyrna) 

WINGS for Growth presents "Showing up as a leader" with Subha Barry. Subha talks to us about how she overcame the cultural barriers and biases as a first-generation immigrant while ensuring that she stayed true to her authentic self. She says both men and women leaders must learn when to pull out the tough and bold side of you and when to be empathetic, nurturing emotional self. A good leader knows how to be both. We will also hear her break the myth of work-life balance, talk about the importance of women supporting women, and leading with a generosity of spirit. Finally, we pressed Subha on tough questions like, are CEOs checking the box as it relates to diversity?Quotes:Keep a crisis journal that catalogs your learning and then brag about it.The wisest decision you make in your life is whom you marry. You need to have that support at home to be successful.As a woman immigrant, you should never feel that you are a minority. Use your strengths to amplify who you are.  Take your seat at the head of the table and bring along another woman to sit next to you.Sometimes wrong, but never in doubt. Have the courage of conviction.Guest Bio:Subha V. Barry is President of Working Mother Media. She oversees WorkingMother magazine, workingmother.com, Diversity Best Practices (the leadingcorporate membership organization supporting diversity and inclusion), theNational Association for Female Executives (NAFE) and Culture@Work.During her 21 years at Merrill Lynch, Subha was a wealth advisor, a branchmanager, the leader of the Multicultural Business Development Group andGlobal Head of Diversity and Inclusion.At Freddie Mac, she was the Senior Vice President and Chief Diversity Officerwith oversight of Diversity & Inclusion, Supplier Diversity, CommunityEngagement and the Freddie Mac Foundation.She has taught Gender Policy at Columbia University. She serves on a number of boards aligned with her passions, education, cancer research and women's advancement.About WINGS:Hope you like what you heard. Give us your feedback and let us know what are other topics you like to hear about. Follow us on:LinkedInFacebookTwitterInstagram Many women reach the cusp of leadership and never make the leap. WINGS is strategically positioned to serve this population. 1st woman founded nonprofit, academically-backed, High-Touch, Results-Oriented, 10-month leadership program that fosters mindset and behavior which leads to systematic change. WINGS's - accelerates thousands more women toward leadership roles in a way that's never been done before.Sign up to be a WINGS Mentee or Mentor at www.wingsforgrowth.org

This week's guest is Subha Barry, President of Working Mother Media, overseeing Working Mother magazine, workingmother.com, Diversity Best Practices, the National Association for Female Executives, and Culture@Work. Subha shares her inspiring career journey with Simone. She talks about coming to the United States and bold career moves that continue to keep her in the driver's seat. Hear how she tackled health challenges that threatened to derail her personal and professional life. You don't want to miss this week's episode with the one and only Subha Barry. >>>Stay connected with Subha on LinkedIn. To join the after show conversation, go to https://www.linkedin.com/groups/12302055/ For questions/comments regarding the podcast, email,  pooyc@simonemorris.com 

This episode features Subha Barry, the President at Working Mother Media; Julia Lopez, a Litigation Attorney at Reed Smith; and Alexis Robinson, the Director of Diversity and Inclusion at Foley & Lardner. Here they discuss the Diversity Tax, its impact on organizations, ways to combat it, the benefits of diversity in leadership and more.

This episode features Subha Barry, the President at Working Mother Media; Julia Lopez, a Litigation Attorney at Reed Smith; and Alexis Robinson, the Director of Diversity and Inclusion at Foley & Lardner. Here they discuss the Diversity Tax, its impact on organizations, ways to combat it, the benefits of diversity in leadership and more.

This episode features Subha Barry, the President at Working Mother Media; Julia Lopez, a Litigation Attorney at Reed Smith; and Alexis Robinson, the Director of Diversity and Inclusion at Foley & Lardner. Here they discuss the Diversity Tax, its impact on organizations, ways to combat it, the benefits of diversity in leadership and more.

This episode features Subha Barry, the President at Working Mother Media; Julia Lopez, a Litigation Attorney at Reed Smith; and Alexis Robertson, the Director of Diversity and Inclusion at Foley & Lardner. Here they discuss the Diversity Tax, its impact on organizations, ways to combat it, the benefits of diversity in leadership and more.

Subha Barry is the President of Working Mother Media and an advocate for diversity in the workplace. She tells the Wall Street Journal's Veronica Dagher how she is using her platform to create new opportunities for women.

Subha V. Barry is Senior Vice President and Managing Director of Working Mother Media. She oversees Working Mother magazine, workingmother.com, Diversity Best Practices (the leading corporate membership organization supporting diversity and inclusion), and the National Association for Female Executives (NAFE).Subha’s career spans 30 years of experience in front-line business, operational, and leadership roles where she has built cohesive and productive teams to be agents of change. She has shown how strong and inclusive leadership can drive business results and profitability.At Freddie Mac, Subha was Senior Vice President and Chief Diversity Officer with oversight of of Diversity & Inclusion, Supplier Diversity, Community Engagement, and the Freddie Mac Foundation. She was a direct report to the CEO and served on the firm’s management committee.During her 20 plus years at Merrill Lynch, Subha was a wealth advisor, a branch manager, the creator of the Multicultural Business Development Group and lastly a Managing Director and Global Head of Diversity and Inclusion.Subha is an Adjunct Professor at Columbia University's School of International and Public Affairs where she teaches gender policy. She serves on a number of Boards aligned with her passions – education, cancer research and women and girls.Aired March 21, 2018; August 2, 2017 See acast.com/privacy for privacy and opt-out information.

The National Association for Female Executives (NFAE) released a report earlier this month listing the top 70 companies for executive women. Host Laura Zarrow talks with Subha Barry, Senior Vice President and Managing Director at Working Mother Media, to shine a light on companies that promote and support female executives as highlighted in the report on Women@Work. See acast.com/privacy for privacy and opt-out information.

Today's episode is part three of a special series. We're podcasting live from Working Mother Media's Work Beyond Summit in New York City at the Marriott Marquis. The conference focuses on work-life balance, with a lens on evolving next generation strategies, and it also salutes the 2017 Working Mother 100 Best Companies.   And our guest is behind the scenes with it all. Subha Barry is the SVP and Managing Director at Working Mother Media. Subha joined as Vice President and General Manager at Working Mother Media back in January of 2015. Her career spans 30 years in frontline business operations and leadership roles. She has a proven track record of building cohesive productive teams, work change agents, linking people and leadership to business results and leveraging opportunities to drive profitability.   Don’t miss this must-hear episode where Subha shares how some of the top companies in the country are recruiting and retaining a more diverse workforce, including the best and brightest women around.   In This Episode Why companies need to consider their employees’ home lives, not just their work lives How company culture impacts work program usage The importance of policies and programs that support diversity How different generations can work together to build more innovative companies Examples of innovative company policies that attract the best female talent   Quotes in This Episode “Home and work no longer sort of start at one spot and stop at the other. It used to be that you walked in the door and you left your home life back there beyond the door. And at work, you worked, and when you left work you left your work behind and you went home. Now everything just melds and blends together.” —Subha Barry   “If you offer a great program, but nobody uses it because your company culture is resistant to it, does it even matter that you offered those wonderful programs? Not really.” —Subha Barry   “The reality is, if you want the best talent, best talent is not always male, and that best talent is not always white. So if you are not more inclusive—whether it be around gender or race or ethnicity—you're going to miss out on the best talent. The question you have to ask yourself is, can I afford to miss out on the best talent?” —Subha Barry   “I really believe that this next generation is going to bring a human aspect to working.” —Subha Barry   “What a leader now actually needs to grow as a leadership competency is the willingness and ability to be vulnerable. To make mistakes and not have to hide it, to be open about it.” —Subha Barry   Resources Working Mother Media Working Mother Surveys

Diversity at law firms, especially at the higher levels of partnership continues to be a hot topic of discussion. But is that all that it is, a discussion item? To this day, fewer than 20 percent of equity partners are women and even fewer are lawyers of color. This has been the case for more than a decade even though there are now more women in law school than men. Molly McDonough, editor of the ABA Journal, spoke about this issue with Subha Barry, of Working Mother Media, Vivia Chen of the Careerist blog, Lynn Charytan and Jeff Smith of Comcast Cable, and law firm partner Hilary Preston of Vinson & Elkins. Special thanks to our sponsors Amicus Attorney.

Diversity at law firms, especially at the higher levels of partnership continues to be a hot topic of discussion. But is that all that it is, a discussion item? To this day, fewer than 20 percent of equity partners are women and even fewer are lawyers of color. This has been the case for more than a decade even though there are now more women in law school than men. Molly McDonough, editor of the ABA Journal, spoke about this issue with Subha Barry, of Working Mother Media, Vivia Chen of the Careerist blog, Lynn Charytan and Jeff Smith of Comcast Cable, and law firm partner Hilary Preston of Vinson & Elkins. Special thanks to our sponsors Amicus Attorney.

Part 1 of 2.Aired August 2, 2017. See acast.com/privacy for privacy and opt-out information.