Podcasts about Supplier diversity

GIVEAWAY - send us a message and let us know your favorite thing about the Square Pizza Pod. We are giving away SchermCo swag to the first three people that send us a note!Welcome back to another episode of the #squarepizzapod. This week, Greg is in conversation with Brandon Thompson, VP of Diversity and Inclusion at NASCAR .In this episode: Leadership Journey:Guest's path to NASCAR and how their career has evolved over time.Current role as Vice President of Diversity and Inclusion.NASCAR's Commitment to Diversity and Inclusion:Overview of NASCAR's DEI efforts starting with the Drive for Diversity program in 2001.Key initiatives: NASCAR Next Internship, Drive for Diversity, and Supplier Diversity.Data, impact, and success stories behind these programs.Current DEI Landscape:Discussion on the current environment for diversity, equity, and inclusion in NASCAR.Ongoing efforts and NASCAR's commitment to fostering an inclusive culture.Advice for Leaders and Businesses:Insights on how other leaders and organizations can drive DEI in their own spaces.Leadership Principles:The philosophy and principles that guide the guest's leadership approach.Support the show

GIVEAWAY - send us a message and let us know your favorite thing about the Square Pizza Pod. We are giving away SchermCo swag to the first three people that send us a note!Welcome back to another episode of the #squarepizzapod. This week, Greg is in conversation with Brandon Thompson, VP of Diversity and Inclusion at NASCAR .In this episode: Leadership Journey:Guest's path to NASCAR and how their career has evolved over time.Current role as Vice President of Diversity and Inclusion.NASCAR's Commitment to Diversity and Inclusion:Overview of NASCAR's DEI efforts starting with the Drive for Diversity program in 2001.Key initiatives: NASCAR Next Internship, Drive for Diversity, and Supplier Diversity.Data, impact, and success stories behind these programs.Current DEI Landscape:Discussion on the current environment for diversity, equity, and inclusion in NASCAR.Ongoing efforts and NASCAR's commitment to fostering an inclusive culture.Advice for Leaders and Businesses:Insights on how other leaders and organizations can drive DEI in their own spaces.Leadership Principles:The philosophy and principles that guide the guest's leadership approach.Support the show

“For anybody in procurement that's ever uttered the phrase ‘seat at the table,' it's not always a comfy seat. This is one of those moments where, if we want to be a part of the leadership discussion on the directional momentum of the company, we have to find the way, find the person, and find the time to have this conversation about supplier diversity.” - Kelly Barner, Co-founder and Head of Operations at Art of Procurement Is this the end of supplier diversity as we've known it? As the political and economic landscape continues to evolve, many supplier diversity programs are facing unprecedented scrutiny and rollbacks, forcing procurement to confront sensitive organizational shifts and rapid changes in corporate priorities and communications.  While no one can be sure exactly what the future looks like for supplier diversity, it's clear that procurement teams and business leaders have reached a critical inflection point. In this special episode, Art of Procurement co-founders Philip Ideson and Kelly Barner have what will likely be the first of many conversations about how procurement can approach these changes thoughtfully, maintain focus on their core values, and lead the business through important conversations during this period of intense transition.  In this episode, Philip and Kelly discuss:  The current state of supplier diversity and its disappearing act across organizations  How understanding the original “why” behind supplier diversity programs is crucial for determining how to proceed Practical advice on how procurement can have productive internal conversations with leadership while also maintaining strong supplier relationships Links: Subscribe to This Week in Procurement Subscribe to Art of Procurement on YouTube Diversity Goals are Disappearing from Companies' Annual Reports  

Target is reportedly getting hit with a 40-day boycott by some consumers. Atlanta-based Rev. Jamal Bryant has urged consumers to avoid spending money at the retailer for the entirety of Lent, the New York Post reported. Lent began Wednesday and will run through April 17. The 40-day boycott is in response to a recent move by Target to scale back its diversity, equity and inclusion (DEI) policies, according to the outlet.The retailer said in late January that it was altering its DEI efforts, including stopping external diversity-focused surveys and renaming its "Supplier Diversity" team the "Supplier Engagement," FOX Business reported at the time. The company also said it was concluding its three-year DEI goals and ending its Racial Equity Action and Change (REACH) initiatives in 2025, as planned. "We remain focused on driving our business by creating a sense of belonging for our team, guests and communities through a commitment to inclusion," Target Chief Community Impact and Equity Officer Kiera Fernandez said in a message to employees at the time. "Belonging for all is an essential part of our team and culture, helping fuel consumer relevance and business results."

In this episode of the Daily Windup, Diane Dempsey shared tips from her experience in supplier diversity. She discuss the importance of streamlined processes for small businesses and how they can affect change in their field. With this, she is able to impact the bottom line in her role and can affect change through leadership. She emphasizes the need for small businesses to have processes in place that are streamlined and trigger regular updates. Diane also suggests that small businesses need to pay attention to marketing and follow-up, and to have processes in place to respond to requests from clients. She recommends that small businesses set up scripts and train their staff on how to use them to be more responsive. Listen to this episode now!

The United States government spends more than $600 billion on goods and services sourced from third-party suppliers. As the largest consumer in the world, the U.S government issues thousands of contracts to companies. With that opportunity comes the responsibility to distribute contract dollars equitably, across a wide range of business classifications and avoid providing an advantage to one type of business. Supplier diversity involves the policies, procedures, and programs that support equitable inclusion of small and/or diverse organizations in access and receipt of vendor contracts. In this episode, the host of the Four Degrees to the Streets Podcast sit down with diversity, equity, and inclusion (DEI) strategist Jaime Coleman to advise small business on how to bid for a government contract and to examine how governments are performing on their equity in procurement/supplier diversity goals. Jaime Coleman most recently served as the Diversity, Equity, and Inclusion (DEI) Strategist for a midsize city in North Carolina. As a one-person department, Jaime ideated and led all internal DEI learning & development and its corresponding compliance, reviewed and revised policies, engaged with stakeholders to establish trust with the municipality, represented the organization at various community and cultural events, and facilitated relationships between internal departments and historically underutilized businesses (HUB).Jaime's career started in Higher Education. Priding herself on being well-read and well-researched, Jaime believes that knowledge, open-mindedness, and understanding are essential tools to address many social ills. With years of experience as an Adjunct, she uses her facilitation skills to deliver interactive workshops that create openness, and equip and inspire the audience to take meaningful action. Jaime is a passionate advocate for people. She understands the importance of internal culture and its impact on external constituents.Personally, Jaime cherishes time with her husband and children. Jaime is an avid reader, a certified trauma-informed yoga instructor, and a seasoned traveler. Jaime earned her MBA from Georgetown University, holds a Master's from NYU, and her Bachelor's is from Rutgers University. Jaime appreciates invitations to contribute and promises to deliver.Share these insights from this episode: The United States federal government has procurement targets for each business classification for every department. The local chamber of commerce, economic development department, small business resource center, and community college are excellent resources for small businesses. Jaime Coleman shares a five-step process for small businesses to earn contracts with local, state, and federal governments. Resources: New Jersey Disparity Study: A Study on the Availability and Utilization of Small, Minority, Women, and Service-Disabled Veteran-Owned Businesses Massachusetts Performance Audit NC MWBE Coordinators NetworkFAA DBE ProgramEquity in Federal Government...

E&I Host: Titus Martin, Executive Director, Supplier Diversity Guest: Molly O'Brien, Senior Sales Executive, Supplier.ioHow can technology unlock the full potential of supplier diversity programs? In this episode of Cooperatively Speaking, Titus Martin dives into this question with Molly O'Brien, Senior Account Executive at Supplier.io. Together, they explore how accurate data serves as the backbone of successful initiatives, empowering organizations to uncover diverse suppliers, monitor their impact, and craft reports that resonate with stakeholders. From leveraging innovative tools to practical tips for using diversity data in storytelling, this episode is packed with insights to drive meaningful change in higher education and beyond. Relevant Links:E&I's Supplier.io ContractSupplier.io WebsiteCooperatively Speaking is hosted by E&I Cooperative Services, the only member-owned, non-profit procurement cooperative exclusively focused on serving the needs of education. Visit our website at www.eandi.org/podcast.Contact UsHave questions, comments, or ideas for a future episode? We'd love to hear from you! Contact Cooperatively Speaking at podcast@eandi.org. This podcast is for informational purposes only. The views expressed in this podcast may not be those of the host(s) or E&I Cooperative Services.

Erika Castro, Supplier Diversity and Supplier Management Manager at Salt River Project, joins Mesa Chamber President and CEO Sally Harrison in discussing SRP's inaugural Supplier Diversity Economic Impact Report and opportunities and initiatives for suppliers.  Learn more about SRP's supplier diversity at srpnet.com/supplierdiversity. The Mesa Chamber of Commerce Inside Business Podcast is a production of the Mesa Chamber of Commerce. Each episode is recorded in the University of Phoenix Podcast Studio. Inquiries regarding the MCIBP can be made via email to info@mesachamber.org.  The Podcast interviews members and individuals/organizations on topics of interest to Mesa Chamber members. Learn more at mesachamber.org. ©2024 Mesa Chamber of Commerce

E&I Host:Dennis Hyde, E&I Category Marketing ManagerGuest:Andrew Silbiger, CEO and Co-Founder of America To GoIn this latest Cooperatively Speaking podcast, Dennis Hyde connects with Andrew Silbiger, CEO and co-founder of America To Go. America To Go connects members to a broad network of approved caterers and restaurants on a single customized platform. This allows your institution to conveniently create catering orders supported by 24/7 customer service. From search to payment, America To Go automates the entire food ordering and catering process. Although we may not think about it, catering involves risk, compliance issues, and time for vendor vetting. Food and catering are pricey commodities, and often cost efficiencies are not monitored well, or at all. America To Go can help institutions with catering management, support local businesses, save time and cost, and lessen risk. America To Go can also help schools focus on sustainability and supplier diversity goals during the catering and ordering process. Relevant Links:E&I's America To Go ContractAmerica To Go WebsiteCooperatively Speaking is hosted by E&I Cooperative Services, the only member-owned, non-profit procurement cooperative exclusively focused on serving the needs of education. Visit our website at www.eandi.org/podcast.Contact UsHave questions, comments, or ideas for a future episode? We'd love to hear from you! Contact Cooperatively Speaking at podcast@eandi.org. This podcast is for informational purposes only. The views expressed in this podcast may not be those of the host(s) or E&I Cooperative Services.

Maria Teresa Hernandez, Head of Supplier Diversity at Mirriad, discusses her journey and the unique aspects of Mirriad, a technology-driven company bridging brands into content through AI-powered media integrations. She highlights her efforts to prioritize diverse suppliers, including Black, Hispanic, Asian, and LGBTQ+ owned businesses. Maria shares her background, including her upbringing in Chicago, her mother's struggle with identity, and her research into Mexican American heritage. She emphasizes the importance of representation, empathy, and intentionality in leadership. Maria also reflects on her career, including her early sales roles and the impact of overcoming ovarian cancer on her life and career choices. Timestamps Introduction to Myriad and Maria Teresa Hernandez (0:00) Maria's Background and Family History (3:12) Impact of Upbringing on Parenting (5:52) Career Journey and Early Roles (11:09) Passion for Representation and Leadership (15:02) Personal Challenges and Achievements (19:25) Advice for Aspiring Professionals (23:18) Music Preferences and Final Thoughts (25:54)

Attention shoppers... wokeness is over. Now, even mighty Walmart is disavowing its diversity, equity, and inclusion initiatives, which is HUGE. They're the biggest retailer there is. If it wasn't already clear that "woke" is officially over, I don't know how much clearer you can make it. Walmart is scaling back its diversity, equity, and inclusion initiatives in response to public backlash and financial pressures, indicating a broader corporate shift away from 'wokeness.' 00:00 Walmart is dropping its DEI program in response to public backlash and financial pressures against corporate "wokeness." 02:15 Walmart is scaling back its DEI initiatives, signaling a potential shift in corporate attitudes towards diversity efforts amid concerns over customer alienation and profits. 04:24 Walmart plans to eliminate the terms diversity, equity, and inclusion, while reviewing Supplier Diversity programs to avoid preferential treatment based on race or gender. 05:28 Walmart's abandonment of DEI initiatives signals a growing corporate backlash against 'wokeness' and selective demographic focus. 06:54 Walmart is scaling back on diversity initiatives while still supporting some employee programs, igniting discussions on equity and the nature of Pride events. 09:24 Corporate "wokeness" is backfiring, alienating both minorities and the general public by promoting division instead of unity. 10:35 Walmart's reversal on DEI initiatives reflects a growing public backlash against corporate 'wokeness.' 12:14 Walmart's decision to drop DEI initiatives signals a significant shift away from corporate 'wokeness.'

This week on the AHRMM Subject Matter Expert Podcast, recorded live at the AHRMM24 Conference in Columbus, OH, host Justin Poulin welcomes Kai Peters, Supplier Diversity and Sustainability Manager at Ohio State University Wexner Medical Center. Kai shares her passion for promoting social equity and environmental sustainability by locally sourcing products and services from diverse suppliers that serve the community. She also dishes on her most memorable career mistake and the lessons she's learned along the way. Tune in for Kai's unique perspective on merging supplier diversity and sustainability in healthcare supply chain! #PowerSupply #AHRMM #Podcast #HealthcareSupplyChain #SocialEquity #HealthcareSustainability

Welcome to the AHRMM24 Podcast, recording live throughout the conference in Columbus, OH. I am your host Justin Poulin, and joining me today is… Guest: Kai Peters, Supplier Diversity and Sustainability Manager at Ohio State University Wexner Medical Center Outline: - Introduction - What are you most passionate about? * The intersection of social equity and environmental sustainability through sourcing products and services locally from diverse owned organizations in the communities you serve. - Can you share a funny or memorable mistake you've made in your career, and what you learned from it? - What is your favorite book or movie?

Send me a messageIn this episode, I sit down with Julian Harris, the founder and CEO of Robobai, a supply chain analytics platform. Julian's got extensive experience building tech companies across Europe and now in Asia, and in our chat, he shares how AI-driven data analytics can transform supply chain management for large organisations. Robobai's focus is simple but effective: Know More, Buy Better.We discuss the key challenges many companies face—lack of visibility into their spend, complexity from multiple ERP systems, and growing regulatory pressure around sustainability. Julian explains how Robobai aggregates and analyses data from diverse sources to give organisations a clear picture of their suppliers, uncovering opportunities for savings, identifying risks, and helping clients make more sustainable choices.Some of the episode's highlights include:How Robobai helps big brands like Coca-Cola and MasterCard manage billions in spend across thousands of suppliers.The role of AI in classifying data, identifying modern slavery risks, and reducing emissions.A proactive approach to supplier diversity and sustainability, from supporting Indigenous suppliers to tracking carbon footprints.Why top-down legislation is becoming the primary driver of sustainability in supply chains, and what's coming next in terms of compliance.If you're keen to understand how AI can streamline supply chain operations while improving sustainability, this episode is packed with actionable insights.Listen in for practical strategies that are shaping the future of global supply chains.Elevate your brand with the ‘Sustainable Supply Chain' podcast, the voice of supply chain sustainability.Last year, this podcast's episodes were downloaded over 113,000 times by senior supply chain executives around the world.Become a sponsor. Lead the conversation.Contact me for sponsorship opportunities and turn downloads into dialogues.Act today. Influence the future.Support the showPodcast supportersI'd like to sincerely thank this podcast's generous supporters: Lorcan Sheehan Olivier Brusle Alicia Farag And remember you too can Support the Podcast - it is really easy and hugely important as it will enable me to continue to create more excellent episodes like this one.Podcast Sponsorship Opportunities:If you/your organisation is interested in sponsoring this podcast - I have several options available. Let's talk!FinallyIf you have any comments/suggestions or questions for the podcast - feel free to just send me a direct message on LinkedIn, or send me a text message using this link.If you liked this show, please don't forget to rate and/or review it. It makes a big difference to help new people discover it. Thanks for listening.

E&I Hosts: Titus Martin, Executive Director, Supplier Diversity; Casey Laurienzo, Vice President, Community Engagement & Strategy & Culture Guest: Reginald Layton, Former Vice President, Supplier Diversity & Supply Chain Sustainability at Johnson Controls International Plc; Ralph G. Moore, Founder & President of Ralph G. Moore & AssociatesJoin Reginald Layton and Ralph Moore from RGMA as we explore the nuanced differences between supplier diversity and DEI (Diversity, Equity, and Inclusion). Gain valuable insights into strategies for effectively integrating both supplier diversity and DEI initiatives to foster a more inclusive and equitable business environment at your institution. The conversation sheds light on the distinct yet complementary roles each plays in driving meaningful change.Relevant Links:National Minority Supplier Development Council (NMSDC)Women's Business Enterprise National Council (WBENC)E&I's commitment to Supplier DiversityE&I RGMA contractRGMA websiteRGMA Digital Suite for Higher Ed VideoCooperatively Speaking is hosted by E&I Cooperative Services, the only member-owned, non-profit procurement cooperative exclusively focused on serving the needs of education. Visit our website at www.eandi.org/podcast.Contact UsHave questions, comments, or ideas for a future episode? We'd love to hear from you! Contact Cooperatively Speaking at podcast@eandi.org. This podcast is for informational purposes only. The views expressed in this podcast may not be those of the host(s) or E&I Cooperative Services.

Welcome to another inspiring episode of Mojo Up Live Diverse + Talented with your host, Travis Brown! In this episode, we're honored to have David Fredricks, the Director of the Office of Minority and Women Business Development for the City of Indianapolis. Guest Bio: David Fredricks Director of the Office of Minority and Women Business Development, City of Indianapolis David Fredricks is a distinguished leader in the realm of minority and women business development, currently serving as the Director of the Office of Minority and Women Business Development for the City of Indianapolis. Appointed by Mayor Joe Hogsett in 2022, Fredricks brings a wealth of experience and expertise to his role. Prior to his current position, Fredricks held key roles including Program Manager for Supplier Diversity at the Indianapolis Airport Authority and Principal at Innovative Business Development LLC. His extensive career also includes various positions at the Mid-States Minority Supplier Development Council, the Indiana Association for Community and Economic Development, and the Indianapolis Department of Metropolitan Development. Throughout his career, Fredricks has been a passionate advocate for fostering diversity, equity, and inclusion in business opportunities. His leadership and dedication to empowering minority and women-owned businesses have made significant contributions to the economic growth and vitality of the Indianapolis community. With a proven track record of success and a commitment to driving positive change, David Fredricks continues to be a driving force in advancing opportunities for underrepresented entrepreneurs. Join us as we delve into David's journey, his impactful work, and his vision for the future of minority and women business development. Don't miss this episode filled with valuable insights and inspiring stories!

In episode 177, Erik and Kerel talk with Cynthia Morgan Jenkins, Head of Supplier Diversity and Managing Partner at GroupM, the world's leading media investment company. Cynthia was born and raised in Long Island by two parents who grew up in the Deep South of North Carolina. She was a dancer through and through until one day she got injured and her mom pushed her to do something that wouldn't be affected by an injury like that. This was her start into media and advertising. Cynthia started her career as an intern in radio, then went into sales at the radio stations, getting her first job out of college working with Howard Stern, leading her to help start the first hip hop radio station in the country, eventually moving to BET where she stayed for ten years, and now at Group M. Cynthia also shares what her AKA sorority means to her, keys to great leadership, what gets her excited, advice she would give herself first starting out in her career, ways she's still growing and learning as a person and professional, and so much more. Timestamps 0:29: Cynthia Morgan Jenkins, Head of Supplier Diversity and Managing Partner at GroupM shares exactly what her role is, her responsibilities and how the role came available 2:10: Cynthia was raised in Long Island, a place she is so proud of, but feels a certain way about, she shares her family's heritage from the Deep South of North Carolina all the way to Long Island 5:26: The next place Cynthia would like to explore and to find connections to her culture 6:54: What Cynthia was pursuing before getting into media and advertising, the trials and tribulations she faced, including going against her mom's wishes, and how what she does now fulfills her in the same way 8:58: Self-proclaimed risk taker, Cynthia, shares the many other roles she's been in which were created for her to step into, getting into radio out of college, and launching the nation's first hip hop radio station 11:24: Cynthia's professional and personal learning experience at BET, where she worked for 10 years, the motto she kept there, and how that was the place she found her voice 14:03: Alpha Kappa Alpha Sorority Incorporated is Cynthia's, her mother's, and now her daughter's sorority and she shares why that bond of sistership is so important and how she brings that to every part of her life and who she is 15:44: Cynthia's keys to leadership, knowing your why, being worthy of being followed, the ability to receive feedback and self-awareness 18:09: The types of stories that get Cynthia excited, her favorite color and what it means to her, and truly feeling a piece of art even if you don't understand it 100% 19:38: Advice Cynthia would give to herself today, which coincidentally is the mantra she has for herself right now, and how she deals with anxiety and overthinking 21:03: The one thing Cynthia wishes she were better at, how she discovered where her real opportunities came from, and how it's more about groups than parties nowadays 22:48: Music in Cynthia's rotation at the moment, including a song from West Side Boogie that reminds her of her mom, of motherhood, and hits close to home 26:33: How to connect with Cynthia on LinkedIn and Instagram Follow Us: Newsletter: bitly.com/2QLEY8U Linkedin: bit.ly/2ZZUBxG Twitter: bit.ly/2Qp0SzK Instagram: bit.ly/2QLfEQc

Founder Amy-Willard Cross discusses the mission and operations of Gender Fair, the first consumer rating system for gender equality. Gender Fair aims to measure and promote gender equality within consumer-facing companies by utilizing data and the UN Women Empowerment Principles. Amy highlights the importance of transparency and data-driven insights to create social change, emphasizing that gender equality in corporate practices benefits not just women but overall fairness in the workplace. Gender Fair evaluates companies across five categories: women in leadership, employee policies, diversity reporting, supplier diversity, and philanthropy for women. Amy also shares how Gender Fair has incorporated technology to increase its impact, including an app and browser extension that allow consumers to easily access company ratings on gender equality. These tools enable users to make informed purchasing decisions based on a company's gender equality practices. The app features functionalities like barcode scanning and logo recognition to provide real-time information about products. Amy emphasizes the significance of making gender equality data accessible and actionable for consumers, believing that collective consumer power can drive corporate accountability and fairness. Throughout the conversation, Amy discusses the challenges and successes of building Gender Fair, the importance of leveraging economic power for social change, and the role of technology in facilitating gender fairness. She also touches on the broader impact of Gender Fair's work in promoting fair business practices and the potential for future expansions, such as a B2B database for procurement. Gender Fair (https://www.genderfair.com/) Follow Gender Fair on LinkedIn (https://www.linkedin.com/company/begenderfair/), Facebook (https://www.facebook.com/GenderFair/), or Instagram (https://www.instagram.com/genderfair). Follow Amy-Willard Cross on LinkedIn (https://www.linkedin.com/in/amy-willard-cross-genderfair/). Follow thoughtbot on X (https://twitter.com/thoughtbot) or LinkedIn (https://www.linkedin.com/company/150727/). Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel, and with me today is Amy-Willard Cross, the Founder of Gender Fair, the first consumer rating system for gender equality. Amy, thank you so much for joining me. AMY-WILLARD: Well, I'm very happy to be talking to robots, giant and small. CHAD: [laughs] We'll try not to smash into each other too much on this show. I think we probably have a lot to learn from each other rather than conflicting. AMY-WILLARD: I think so. CHAD: Let's just get started by digging in a little bit to what Gender Fair actually is in terms of what we mean when we say a consumer rating system for gender equality. AMY-WILLARD: It's about data. So, I was originally a journalist. I've written for a living my whole life: books, magazines, articles [laughs], you know, radio shows. I wanted to do something to promote equality in the world. And I realized that data is one way that you can want to have commercial value. Data has value that isn't, like, just blah, blah, blogging, and also, data can create social change. So, I decided to do something like, you know, we know fair trade has created great change as has, you know, marine stewards certified. And also, I was inspired by something that the Human Rights Campaign, the LGBTQ organization, does, which is called the Guide to Corporate Equality. So, our goal is to measure how companies do on gender and then share that with the public. And I didn't just make this up. We use a set of principles called the UN Women Empowerment Principles, which look at eight different sort of areas of an organization. And so, we created metrics that are based on these UN Women Empowerment Principles and also based on what is findable in the public record. We rate consumer-facing public companies, you know, like Unilever, Procter & Gamble, the shampoos that you use, the cars that you buy, the airplanes you ride on. And we look at five major categories, such as, like, women in leadership. We look at employee policies like parental leave, and flex time, part-time, summer Fridays. I'll be curious to know what you do at Giant Robot. I bet you have good ones. And then, we also look at diversity reporting. Our company is upfront with their attempt to bring more diversity into the workforce and also supplier diversity. I don't know, are you familiar with supplier diversity, Chad? CHAD: I am because we often are a supplier, so... AMY-WILLARD: You are. So, when they ask you if you're diverse...but one way companies, especially the big companies that we rate on this public database, they can make a big impact by trying to buy from women and minority-owned businesses, right? When procurement spending is huge. That's a metric that people may not know as well, but it's one that I would encourage every business to undertake because it's not that expensive. And you could just intentionally try to move capital into communities that are not typically the most rewarded. The last category that we measure is philanthropy for women, and that's important. People say, "Well, why do you measure philanthropy?" One, because the amount of philanthropy that goes to women and girls is 1.5% of all donations, and it used to be 1.8. So, pets get more money than women. I don't know how that makes you feel, Chad, but it doesn't make me feel very happy. I mean, I suppose if you're Monster Beverage and you don't have any women clientele, one, it's okay if you don't score well on your gender metrics; just meet the basic fairness. But maybe Monster Beverage doesn't have to donate to the community of women. But if you're making billions of dollars a year selling a shampoo, I would sort of think it's fair to ask that there's some capital that goes back the other way towards the community of women. So, that's the measurement. So, we could do it...and we do it for small companies like yours, too. I imagine your company would do well from the little bit I've talked to people on your staff. It sounds like you have a lot of women in leadership. And I don't know your policies yet, but I'm sure you...I bet in Massachusetts I know you have parental leave anyway in the state, but you're a more progressive state. But I think this is something that all of your listeners can benefit from is putting a gender lens on their operations because a gender lens is a fairness lens. And it includes usually, you know, this includes people who are not just all the same men, White men. So, it helps all businesses sort of operate in a more fair way to put a gender lens on their operations. And it's not hard to do. CHAD: So, one of the things that jumped out at me, in addition to just the Gender Fair mission, as I was learning about Gender Fair, is that you have an app and a browser extension. And so, that's part of why you're on the show, not only do we care about the impact you're having. AMY-WILLARD: That's right. Yeah [laughs]. CHAD: But you're a tech company. Did you always know as you got started that you were going to be making an app and a browser extension? AMY-WILLARD: Well, yes, that was the beginning because you have data. You have to make it used. You have to make it available, right? Personally, I like to see it on packages. But yes, we've had two iterations of the app, and I'm sure it could always get better and better. The current one has a barcode scanner and, also, it can look at a logo and tell you, "Oh, this soda pop is not gender fair. Try this soda pop, which is gender fair." And it can make you a shopping list and stuff like that. But, you know, tech is only good if people use it, so I hope they do. I mean, the idea is making it more accessible to people, right? I would like to have it as a filter, some easy tech. We've talked to big retailers before about having a filter put on online shopping sites, right? So, if I can choose fair-trade coffee, why can't I choose gender-fair shampoo? I like it when people can use technology to create more fairness, right? If this is a great benefit to us if technology can take this journalism we do and make it accessible and available and in your hand for someone, you can do it in the store, for Pete's sake. You could just go on the store shelf, and that's pretty liberating, isn't it? When you think of it. It should be easy to know how the companies from which you buy are doing on values that you care about. So, I never really thought of it as a tech. I wish it was better tech, but, you know, I'd need millions and millions of dollars to do that. CHAD: [laughs] Had you ever built in any of your prior companies, or had been directly responsible for the creation of an app? AMY-WILLARD: No, but I did actually once when I worked at the major women's magazine in Canada, I did hire the person who created the first online sort of magazine in Canada, and she made money, so I felt good about that. I plucked her from...she was working as sort of tech support at the major...what do you call those? Internet providers in Canada. But no, I had not, and so I relied on experts. I had a friend who was on the board of Southby, and he helped me find a tech team. I went through a few of them and, you know, it's hard to find. Like, where do you go and find people who will build something for you when you're a novice, right? As a journalist, I don't really know anything about building technology, and I certainly wasn't about to start at my age. It was definitely a voyage of discovery and learning, and I don't think I really learned much coding myself. CHAD: That's okay. AMY-WILLARD: That's okay [laughs]. CHAD: But was there something that sort of surprised you that you didn't anticipate in the process of creating a digital app? AMY-WILLARD: Oh gosh. Well, you know, of course, it's difficult, and there's lots of iterations, and there's lots of bugs. And in every business, mistakes are part of what people...in the construction industry, they'll tell you, "Mistakes are just going to happen every day. You just have to figure out how to fix each one." But, no, it's a difficult road. So yeah, I wish I could have coded it myself. I wish I could have done it myself, but I could not. But yeah, it's good learning. And, of course, you know, I think anyone who's going to start building a company with technology...if it were me now 10 years ago, I would have actually done some coding classes so I could just even communicate better to people who were building for me. But I did learn something, but not really enough. But it's a very interesting partnership, that's for sure. CHAD: And there is a lot of online classes now... AMY-WILLARD: Right [laughs]. CHAD: If someone is out there thinking, oh, you know, maybe that's good advice. And there's a lot of opportunities for sort of an on-ramp, and you don't need to become an expert. AMY-WILLARD: No. CHAD: But, like you said, even just knowing the vocabulary can be helpful. AMY-WILLARD: I think that would have been useful. Yeah, definitely useful. But I definitely, like, you learn a little bit as a text-based person. You learn the rigor of just sort of, like, you have to think in ones and zeros. It either is or isn't. That helps. I learned that a little bit in working with tech devs. The last version we did actually white labeled off of someone who had created a technology to do with...it was to do with building communities online. And their project failed, but it had enough backbone that we were able to efficiently build what we needed to on top of what they built. CHAD: Oh, that's really...was it someone you knew already, or how did you get connected? AMY-WILLARD: Yes, they knew one of our partners in New York. We tried it first as a community project. It didn't really work. And then, we realized it could actually hold our data at the same time. So, my first iteration of the app was different. But yeah, anyway, we've built it a couple of times, and I could build it even more times... CHAD: [laughs] AMY-WILLARD: And make it even better and better. CHAD: So, on the sort of company side of you've worked with companies like Procter & Gamble, MasterCard, Microsoft, do you find it difficult to convince companies to participate? AMY-WILLARD: What we do is data journalism. We don't contact the companies. We have researchers. We have journalists go and look through the SEC data and CSR reports and collect the data points on which we measure them. So, no one has to cooperate with us to get the data. It's journalism. It's not opt-in surveys, which is a very common...when I first started, no one was measuring women, and now there's lots of different measurements. And they're often pay-to-play surveys, so they're not really very valuable. Ours is objective and fully transparent journalism. But then afterwards, our business model how we typically used to pay for this is that companies that did well on our index were then invited to be quote, "certified." And this was a business model that was sort of suggested to us at the Clinton Global Initiative, to which I belonged in 2016. And they loved what we were doing, using the free market to drive gender equality. Because, you know, our whole point is that women and people who care about women and equality, we have a lot of power as consumers, or as taxpayers, or as tuition payers, or as donors to nonprofits. And whenever you give money to an organization or a company, you have the right to sort of ask questions about the fairness of that organization. Well, that's our whole ethic, really. I answered that question and came around to a different idea, but yes, no. So, the companies do participate to be certified, and some of them are interested and some of them are not, and that's fine. We do projects with them sort of like when we...we've talked about MasterCard, and we did a big conference with them in New York. This is pre-pandemic. And then, we did a big, global exhibit with P&G, and Eli Lilly, and Microsoft at TED Global, which was very fun. It was all about fairness. And it was great to talk to technologists such as yourself. And we made a booth about fairness in general, not just about women. And we had a fairness game, and it was very interesting to just discuss with people.  I think people like to think about fairness, right? I don't know if you have children, but little children get very interested in the idea of what's fair very early on. Yeah, so some companies participate...now we have companies...we do some work in B2B procurement which is something that your listeners might be interested in thinking about is that just, like, supplier diversity. If I were purchasing your services, your company services, I would ask about the gender metrics of your organization. I already learned they're quite good. So, big companies buying from other companies can put a gender lens on their B2B procurement. And so, that's a project we're doing with Salesforce, Logitech, Zoetis, Andela, which is another tech provider, and Quinnox, which is a similar sort of tech labor force, I believe. And so, we're going to be releasing a database about B2B suppliers. Actually, I should make sure that you get on it. That's a good idea. CHAD: Yes. AMY-WILLARD: That's a good idea because then it's going to be embedded in procurement platforms because this is a huge amount of money. It's even probably more...it could be more money than consumer spending, right? B2B spending. So, I'm excited about working with more companies on that to help promulgate this data and this idea because it's an easy way to drive fairness in a culture. When the government isn't requiring fairness, at least large companies can. And in some countries, actually, the government requires its vendors to do well on gender. Like, Italy now has a certification for gender, the government does, and companies that do well are privileged in RFPs and also get a tax deduction. CHAD: I don't want to say something incorrect, but I think the UK has, like, a rule around equity in pay... AMY-WILLARD: Yeah, absolutely. You're absolutely correct. CHAD: And yet they don't have equity in pay, the data shows. AMY-WILLARD: That's right. And we don't have that in the United States. It's voluntary in the U.S. We measure that, actually, too. That's seven points over a hundred points scale is whether they, one, publish the results of their pay study. In the U.S., though, we do it in a way that isn't rigorous as the way they do it in the UK. In the UK...you're great to remember that, Chad, in the UK, I mean, I wish my government did that. In the UK, companies report on the overall salaries paid to men and the overall salaries paid to women. So, that means if, you know, all the million-dollar jobs are held by men, it shows very clearly, and all the five-dollar jobs are held by women, it shows very clearly there's an imbalance. And in the United States, we just say, "Oh, well, is the male VP paid the same as a female VP?" That's sort of easier to do, right? CHAD: When we've talked with some larger companies about different products we're creating or those kinds of things, sometimes what I hear is they're looking for big wins, comprehensive things. And so, I was wondering whether you ever get pushback or feedback that's like, "Well, not that your issue is not important, but it's just focused on one aspect of what our goals are for this year." AMY-WILLARD: Right. Yeah, that's always a hard thing because when I think about fairness to half of the population, it's a hard thing for me to think that's not hugely important. CHAD: Yes. AMY-WILLARD: I have a really hard time, but yes, of course, we get that a lot. And, you know, quite frankly, when we did this B2B project with Logitech and Zoetis, they would ask their vendors, like, the major consulting companies and big companies, to take a SaaS assessment that we do. We have a SaaS product that private companies can take, or just instead of doing our journalism, they can just get their own assessment. And they were very, very reluctant to do this. That was just, you know, half an hour. It was a thousand-dollar assessment. And it took many months to convince these companies to do it. And that was their big customers. So, yes, it is very hard to have...what's the word? Coherence on what one company wants versus what a big company wants, and it's hard to know what they want. And it's, yeah, that's a difficult road for sure. And it changes [laughs]. CHAD: Part of the reason why I asked is because from a product perspective, from a business perspective, at thoughtbot, we're big fans of, like, what can be called, like, niching down or being super clear about who you are, and what you believe, and what you offer. And if you try to be everything to everybody, it's usually not a very good tactic in the market. AMY-WILLARD: That's right. That's right. CHAD: So, the fact that you focus on one particular thing like you said, it's very important, and it's 50% of the population. But I imagine that focus is really healthy for you from a clarity of purpose perspective. AMY-WILLARD: That's right. But at the same time, now there's lots of...when I started in 2016, there weren't a lot of things in this space, and now there's many, many, many, many, many, many, so corporations that want to sort of connect to the community of women or do better for women. There's many different options. So, there's many flavors of this ice cream. Even though we're niche, the niche is very crowded, I would say, actually, and people are very confused. I mean, I think I remember hearing from Heineken that they're assaulted daily by things to, you know, ways to support women in different organizations and events. And they said they took our call because we were different. But yeah, there's many competitors. But, I mean, that's the main thing. In any business, in any endeavor in life, one has to show one's value to the people who may participate, and that's a challenge everywhere, isn't it? CHAD: Yeah. AMY-WILLARD: But the niching down thing is...and interesting we hear a lot these days is that women are done. We've moved on from that. Now we care about racial equality, and we say, "That's a yes, and… We can't move on." CHAD: Well, the data doesn't show that we've moved on. AMY-WILLARD: The data doesn't show that at all, and we're going way backwards, as you well know. So, I mean, actually, I don't know if you know, there's something called the named executive officers in public companies. Are you familiar with that? The top five paid people. CHAD: Yeah. AMY-WILLARD: They have to be registered with the government. Well, that number really hasn't changed in six years. That's where the big capital is, and the stock options, and the bonuses, and the big salaries. So, to me, that's very important that I would like, you know, rights and capital to be more...well, I want rights to be solid and capital to be flowing. And so, that's what we hope to do in our work. MID-ROLL AD: Now that you have funding, it's time to design, build, and ship the most impactful MVP that wows customers now and can scale in the future. thoughtbot Liftoff brings you the most reliable cross-functional team of product experts to mitigate risk and set you up for long-term success. As your trusted, experienced technical partner, we'll help launch your new product and guide you into a future-forward business that takes advantage of today's new technologies and agile best practices. Make the right decisions for tomorrow today. Get in touch at thoughtbot.com/liftoff. CHAD: So, going back to the founding of Gender Fair, when did you know that this was something you needed to do? AMY-WILLARD: I wanted to serve, you know, you want to be useful in life. And I wanted to do work in this field that I care so much about. As I said, I think I told you I started doing journalism before, and I realized anyone could take the journalism, and they could, you know, Upworthy would publish things we would create and then not pay us for it. And I thought that's crazy. But it's interesting talking to my husband. My husband's, like, a very privileged White guy. And I remember he said something to me very interesting. He said, "You either have power, or you take it." And he said, "Women have all this power." So, he helped me understand this. Like, you know, I think sometimes as women or communities that are underserved, you start thinking very oppositionally about what you don't have. But at the same time, you can realize that you do have this power. So, what we're trying to do with Gender Fair is remind people they have this economic power, and they can use it everywhere, you know, in addition to our consumer database. I told you that we're doing a B2B database this year. And we also...I think next week I'm going to release a database of 20,000 nonprofits looking at their gender ratings. That was done as a volunteer project by Rose-Hulman Institute of Technology if you know them. So, yeah, this is an ethic that you can take everywhere in your life is you have this power, even as a consumer. Chad, even in your little town, you can ask your coffee shop if they pay fair wages. Like, this is just a way of looking at the world that I hope to encourage people to do. CHAD: Along the journey of getting started, I assume you ran into many roadblocks. AMY-WILLARD: Mm-hmm. CHAD: Did you ever think maybe this is too hard? AMY-WILLARD: Oh yes. Well, not in building. In building, you're very optimistic, you know, it's just like when you're writing your first book. You think it's going to be a bestseller. Like, you build something, and you think the whole world is going to use it right away, and you're going to...I did have a great...when I first launched, I had a wonderful, I had, you know, press in Fortune. I had Chelsea Clinton. I had big people writing about us. Melinda Gates has written about us many, many times. The fact that...well, I've always wanted to build, like, a consumer revolution of women, and I'm going to keep at it. But it's very daunting. It's very daunting when you're trying to move a boulder such as, you know, big institutions and companies that don't really want to change, and they're not motivated to do it. So, yes, those are my roadblocks. It's not creating the massive amount of change that I wanted to do. And I'm not going to give up, but, yes, it is very daunting, and it's very daunting to see how little people care. Some people don't care about it, but some people in power don't care about it. But I think if you asked, you know, regular women, they would say, "We would like fair pay. We would like equal opportunity. We would like paid parental leave." They would want all these things, and hopefully, together, we can fight for them. CHAD: Well, and, like you said, the premise of what you're doing is you're focused on the power that you do have, which is the dollars that you spend with these companies. I think that's such a smart angle on this because especially for...it seems like the core in terms of the consumer-facing companies. That's so inherent in what this is. AMY-WILLARD: That's right. CHAD: Yeah, the angle of empowering consumers, and giving them the information, and leveraging the power that consumers have with these companies seems really smart to me... AMY-WILLARD: That's right. If it works -- CHAD: As opposed to individually going to the companies and saying, you know -- AMY-WILLARD: "Please make it." Yeah. And some people would refute your use of the word empower because that implies that people don't have power. So, when I give speeches...I have a pair of beautiful gemstone red pumps, and I say it's the ruby slippers. We had this power all along. We just were not exercising it. But this power will only work, Chad, if it's done in the aggregate. So, our challenge is to reach the aggregate of American women. I have to, you know, I have to go reach 50 million women this year. That's my goal. Reach 50 million women with this message that we have the power in the aggregate to make change. And that's the only way this will work. If it's just one by one, it really doesn't. When I first launched, I found when I showed the app to people on the lower end of the economic scale, like, you know, people in the cash register; they understood this more than middle-class women. They understood the fact that if all women come together and, you know, buy from this company or don't buy from this company based on how they treat women, they understood that as a collective power. Whereas middle-class women who don't have as many struggles didn't really groove to that idea as quickly, which I thought was very...to me, it was very interesting, you know, individuals feel more powerful on the higher end of the social scale. They may or may not -- CHAD: That is interesting. AMY-WILLARD: Yeah. So, yeah, that's my goal. We'll see if I can do it. That's going to be my life's work, I think, Chad. CHAD: How do you reach 50 million people? AMY-WILLARD: I don't know. That's what I'm going to think about. You know, we're talking to different people about campaigns. We actually stopped the consumer work during the pandemic because it just, you know, everything changed. And so, now, this year, we're going back. I don't know; I mean, I guess if Ryan Reynolds tweeted about me, you know, that would help. If [laughs] anyone listening has any ideas how to reach 50 million women...no, maybe 3 million is what I need to create social change. CHAD: I imagine that it doesn't just come down to spending money on advertising. One, you might not have that money. AMY-WILLARD: No. And that would be, you know, that also would be not in the ethics of what Gender Fair is, for example, right? That means I would be paying money to Facebook and basically Facebook, I guess, and Google. If you look at the major spends of nonprofits, they're advertising with these big tech giants. And so, we have...actually, we have some partnerships with large women's organizations, and I think that's the way we hope to spread that. And if I had money for advertising, I would want to spend it with other women's organizations, or women's owned media, or women influencers. There's another idea I talk about in my work I call the female domestic product, and so talking about how much money women earn or capital we control. And the more we can grow that female domestic product, the more we can achieve equality actually. I always say, in America, you get as much equality as you can pay for sadly. CHAD: I was just about to say, "Sadly." AMY-WILLARD: Sadly, yeah. It's true. We still don't have the Equal Rights Amendment. A hundred years. CHAD: Well, 50% of the population would say, "Why do we need an Equal Rights Amendment [laughs]?" AMY-WILLARD: All men are created equal, but yeah, it's quite astonishing. I don't know. Do you have daughter, too, or just a son? CHAD: I have a son, and my younger one is non-binary. AMY-WILLARD: Well, I'm sorry to be so binary. Excuse me. CHAD: It's okay. AMY-WILLARD: Well, interesting. And that's great, too, isn't it? Because we see how fluid gender is and their rights are just as important as a woman's rights. And these are, you know, women and non-binary people are often excluded from things. And so, we are all working together just to create fairness. I'm sure that the same thing happens in your family, too. CHAD: Yeah. I think fairness is one of those things. Sometimes equality is not necessarily the same as fairness. AMY-WILLARD: Yes. CHAD: But I think, like you said at the top of the show, fairness is something that we seemingly learn very early on. But one of the ways that it comes across is I'm being. It is unfair to me, especially in little kids, at least with my kids [laughs]. AMY-WILLARD: Of course, yes. CHAD: That was the thing that they learned first and caused them the most pain. And it was very difficult for them to see that something was unfair for somebody else. So, I remember saying to my kids when they were little, "Fair doesn't mean you get your way." AMY-WILLARD: That's right. Not fair. CHAD: Right [laughs]. AMY-WILLARD: It's true. But then, you know, it's funny. When I talk about equal pay, I often say to people, "When I used to cut cakes for my children, I cut equal slices, and I didn't put them under the table," like, you know what I mean [laughter]? So, why are we so cagey about the slices of economic pie we give to one another? I mean, there's no reason why pay has to be secret, right? If it's fair. You could easily talk to people. Well, you know, Chad gets paid more money because he's the CEO, and he does the podcast, and he has to talk to the bank, you know what I mean? So, you could easily explain that to people. And I don't know why we have to keep salaries a secret from one another. It seems very irrational to me and not really a part of fairness. CHAD: Yeah. Yep. That's something...so, all of our salary bands at thoughtbot are public on the internet. AMY-WILLARD: Cool. On the internet. Oh, I'm very impressed. CHAD: Yeah. So, you can go to thoughtbot and use our compensation calculator. You enter in your location, what role you have. AMY-WILLARD: Oh. So, you do it for other people. Oh, that's cool. That's a great service. And that was just some sort of tech that was sort of pro bono tech that you all built for the world. CHAD: Yeah, we created it for ourselves. AMY-WILLARD: And then you shared it. CHAD: Mm-hmm. AMY-WILLARD: Then you open-sourced it. Great. Well, I bet you have a lot of happy employees. CHAD: I like to think so [laughs]. I do think that there is an inherent understanding of fairness. And when people ask how we do things at thoughtbot or how we should do things, I say, "How do you want it to be?" I think that guides a lot of how we do things and why a lot of stuff we do is just common sense. And it's not until ulterior motives or maintaining power comes into play where the people in power don't want to give it up. Because, like you said, people don't understand that by giving someone else a bigger piece, they think that that means their piece is smaller. AMY-WILLARD: Right. Or they just think they deserve it. I was reading last night about succession planning and CEOs. And apparently, a lot of them just stay...oh, sorry, in big public companies, not in their own companies, they stay on way too long. And all these consultants are saying it's the four Ps, you know, position, privilege, pay, and then...I forget the other one. But one of them was jets. They don't want to give up their jets. So yeah, I think when you have things, it seems fair, and sharing them seems...giving up some of what you have seems unfair. But I do think humans can see fairness. But sometimes, when you have a lot, it's hard to see it. You're able to justify why it may be not unfair to people who don't have as much as you do. But anyway, I can't change human nature, but most people do understand fairness. I think you're right about that. CHAD: Well, one thing...I noticed...so, you're a Public Benefit Corporation. AMY-WILLARD: Yes. CHAD: Did you set out to be a Public Benefit Corporation from day one? AMY-WILLARD: Yes, you know, originally, when it came to how was I going to pay for this, the first part I paid myself with my own money. I hired MBAs. I hired researchers. I built the tech. And then, I wasn't sure how I was going to pay for it going forward. But I knew I didn't want to become a nonprofit because, in my mind, there are so many things that...there are so many problems that women have that need to be solved by nonprofit organizations, planned parenthood first among them. Like, I don't want to take money away from women's organizations that help women fleeing abusive homes. So, I wanted to see if I could pay for this in the private sphere, which we've been able to do, and not have to seek donations because, really, I felt very strongly about not taking money out of that. That's part of the FDP, the part of the female domestic product, but the part that's contributed by people philanthropically. And there isn't a lot of philanthropic dollars going to women, as I mentioned before. So, yes, I knew definitely I wanted to be a Public Benefit Corporation. And there's no tax benefits to that, you know, I don't know if you are yet, but... CHAD: No, it's something that we've looked at, but it's very attractive to me. AMY-WILLARD: Right. And there's also the private version of it being a B Corp, which is also very useful. It's an onerous process. Public Benefit Corporation isn't quite as onerous, I don't believe. I mean, we're in Delaware and New York, but it just says that you're, I mean, we exist for the public good. I'm not existing to make millions of dollars. I'm existing to create social change. And some organizations don't want...are leery of working with us because we're not a nonprofit so that's to assuage them. Well, it's not really about...we're not about enriching shareholders. It's just a different way to pay for it. But yeah, I would encourage all companies to look into being a Public Benefit Corporation or do a B Corp assessment or a Gender Fair assessment. It helps them, you know, operate in a world that is increasingly more values concerned. Maybe 20 or 30 years ago, it wasn't so on the top of mind of many people. We were coming out of, you know, warring '80s capitalism. But nowadays, the younger people, especially, are very focused on issues of fairness and equality. So, I think those tools making business better that way are very useful. CHAD: Well, I would encourage, you know, everyone listening to go check out the app, if you're at a company, to look at doing the assessment. Where can people do those things? AMY-WILLARD: Ah, well, yeah, I would encourage them to do all those things. You're right, Chad. I would encourage you to download the app and check some of your favorite brands. It's very simple. Do the paid subscription. And then, if you're a company, you can do an online assessment. You just go Gender Fair assessment, and you'll find it. If you're a business and would like to participate in our B2B database, you can also do the assessment, or there's a coalition for Gender Fair procurement, where you can get information. We had the prime minister of Australia speak at our launch. It was quite excellent. We'll be launching our nonprofit. Actually, I think it's already online. It's called genderfair-nonprofits.org, if you want to see how your favorite nonprofits do. But, basically, we're here to help any business or organization do better on gender. And you can email me amy.cross@genderfair.com. And I would love to help anyone in their journey for fairness of any kind. Yeah, many ways to participate. Just go to genderfair.com or genderfairprocurement.com. CHAD: Awesome. Amy, thank you so much for sharing with us. I really appreciate it. And thank you for all the good that you're doing in the world with Gender Fair. AMY-WILLARD: Well, I appreciate the way you're running your company in a very new, interesting, and apparently ethical way. Privately, I could look at your website and your career page and figure out how you're doing. But it sounds, to me, when I've talked to people, that you're doing very well. And I honor your curiosity about learning from others. CHAD: Awesome. Well, listeners, you can subscribe to the show and find notes along with a complete transcript for this episode at giantrobots.fm. If you have questions or comments, email us at hosts@giantrobots.fm. You can find me on Mastodon @cpytel@thoughtbot.social. This podcast is brought to you by thoughtbot and produced and edited by Mandy Moore. Thanks so much for listening, and see you next time. AD: Did you know thoughtbot has a referral program? If you introduce us to someone looking for a design or development partner, we will compensate you if they decide to work with us. More info on our website at: tbot.io/referral. Or you can email us at: referrals@thoughtbot.com with any questions.

Join us in this empowering episode as we delve into the inspiring life of Crystal Anderson King, Director of Supplier Diversity & Equity and Supply Chain Sustainability at Grady Health System. She is NABWIC's Billion Dollar Luncheon in Healthcare Opportunities' "Woman in the Spotlight".  With over 35 years of advocating for diverse suppliers, civil rights, and sustainability, Crystal has made substantial strides in fostering economic and social change. Her journey spans from her early activism with the NAACP to leading transformative initiatives in both the energy and healthcare sectors. This episode highlights how Crystal's dedication to inclusivity and community service has positioned Grady Health System as a leader in diverse supplier utilization and health equity. We'll explore her significant contributions to various organizations, her recognition as a multi-year Atlanta Business League Woman of Influence, and her role in promoting fairness and equal opportunities throughout her career. NABWIC's Vision: The Vision of the National Association of Black Women in Construction (NABWIC) is to build lasting strategic partnerships with first-rate organizations and individuals that will provide ground-breaking and innovative solutions for black women in construction and their respective communities.| NABWIC.ORG Crystal King | Director, Supplier Diversity and Equity | Grady Health System | 50 Hurt Plaza, Suite 1300,  Atlanta, Georgia 30303 | Office 404.616.4507  / Mobile 678.936.9536

Get ready for the latest episode of the #WENPodcast! In today's episode, our hosts @Kara Byrne, @Beth Gould Creller and @Maggie Teliksa dive into the world of Supplier Diversity and how it impacts the energy industry's supply chain. Join us as we hear from the incredible @Kyra Rénel (Hardwick) of the @Kyra Company, who shares her valuable insights on bridging the gap between small businesses and corporate supply chains. With her firsthand experience transitioning from the corporate world to the realm of small businesses, Kyra sheds light on the challenges and opportunities of achieving supplier diversity in big corporations. If you're a small business looking to collaborate with larger companies or if you're curious about best practices to get on an approved supplier list, this episode is a must-listen! #WEN2024 #Energy #EnergyIndustry #SupplyChain #SupplierDiversity #SmallBusinesses The views and opinions expressed in this podcast are solely our own and do not express or imply the views or opinions of our employers or any of its officers, directors, or employees. Connect with:Kyra on LinkedIn https://www.linkedin.com/in/kyrahardwick/Kara on LinkedIn: https://www.linkedin.com/in/krbyrne/Maggie on LinkedIn: https://www.linkedin.com/in/maggie-teliska-36538b14/Beth on LinkedIn: https://www.linkedin.com/in/bethcreller/ Quick links:Learn more about The Kyra Company: https://www.linkedin.com/company/the-kyra-companyLearn more about Women's Energy Network: https://www.womensenergynetwork.org/*Make sure to SUBSCRIBE, RATE, AND REVIEW*

E&I Hosts: Titus Martin, Executive Director, Supplier Diversity and David Manz, Business Partnerships Manager, Facilities & InteriorsGuest: Reginald Layton, Former Vice President, Supplier Diversity & Supply Chain Sustainability at Johnson Controls International PlcIn part four of our Supplier Diversity Leadership Series, Titus and David welcome Reginald Layton, a renowned expert and Supplier Diversity thought leader.  Reginald provides a comprehensive guide for organizations on implementing supplier diversity best practices. He highlights the value proposition of supplier diversity for educational institutions, detailing five key reasons to adopt these practices. He also explores the strong alignment between supplier diversity and sustainability, explaining how both ecosystems support each other. Relevant Links:National Minority Supplier Development Council (NMSDC)Women's Business Enterprise National Council (WBENC)Billion Dollar Roundtable E&I's commitment to Supplier DiversityE&I RGMA contractRGMA websiteRGMA Digital Suite for Higher Ed VideoCooperatively Speaking is hosted by E&I Cooperative Services, the only member-owned, non-profit procurement cooperative exclusively focused on serving the needs of education. Visit our website at www.eandi.org/podcast.Our E&I Hosts David Manz, Business Partnerships Manager, Facilities & Interiors Saul Alvarado, Vice President, Business Partnerships Manager Joe Castelluccio, Director, Business Development Titus Martin, Executive Director, Supplier Diversity Contact UsHave questions, comments, or ideas for a future episode? We'd love to hear from you! Contact Cooperatively Speaking at podcast@eandi.org. This podcast is for informational purposes only. The views expressed in this podcast may not be those of the host(s) or E&I Cooperative Services.

Kourey is a seasoned professional, distinguished by her passion for creating opportunities and fostering inclusion in procurement and supply management. She currently serves as the manager of the Office of Supplier Diversity at the City of St. Petersburg, where she leads a dynamic team of professionals and where she is championing change in procurement processes and policies centered around workforce development, wages, and small and diverse business communities. Armed with a background in interdisciplinary studies and law, she possesses a distinctive perspective that fuels her prowess in process implementation, program development, and compliance. Throughout her career, Kourey has been an advocate for enhancing opportunities and fostering an environment where small and diverse businesses are equipped to succeed. Her approach is characterized by a commitment to seeing the bigger picture, considering multiple perspectives, and pinpointing opportunities for improvement in processes and policies. Kourey is an advocate for diversity, actively engaging in outreach efforts, industry events, and conferences to amplify the importance of supplier diversity. Learn more about the City of St. Petersburg, FL and the work they do: https://www.stpete.org/ Office of Supplier Diversity https://www.stpete.org/business/procurement/supplier_diversity.php https://www.stpete.org/business/index.php https://www.stpete.org/business/small_business_assistance/index.php https://www.stpete.org/business/procurement/index.php https://www.usf.edu/business-finance/purchasing/doing-business-with-usf/index.aspx --- Send in a voice message: https://podcasters.spotify.com/pod/show/governmentcoins/message Support this podcast: https://podcasters.spotify.com/pod/show/governmentcoins/support

Kourey is a seasoned professional, distinguished by her passion for creating opportunities and fostering inclusion in procurement and supply management. She currently serves as the manager of the Office of Supplier Diversity at the City of St. Petersburg, where she leads a dynamic team of professionals and where she is championing change in procurement processes and policies centered around workforce development, wages, and small and diverse business communities. Armed with a background in interdisciplinary studies and law, she possesses a distinctive perspective that fuels her prowess in process implementation, program development, and compliance. Throughout her career, Kourey has been an advocate for enhancing opportunities and fostering an environment where small and diverse businesses are equipped to succeed. Her approach is characterized by a commitment to seeing the bigger picture, considering multiple perspectives, and pinpointing opportunities for improvement in processes and policies. Kourey is an advocate for diversity, actively engaging in outreach efforts, industry events, and conferences to amplify the importance of supplier diversity. Learn more about the City of St. Petersburg, FL and the work they do: https://www.stpete.org/ Office of Supplier Diversity https://www.stpete.org/business/procurement/supplier_diversity.php https://www.stpete.org/business/index.php https://www.stpete.org/business/small_business_assistance/index.php https://www.stpete.org/business/procurement/index.php https://www.usf.edu/business-finance/purchasing/doing-business-with-usf/index.aspx --- Send in a voice message: https://podcasters.spotify.com/pod/show/governmentcoins/message Support this podcast: https://podcasters.spotify.com/pod/show/governmentcoins/support

On this episode of Breaking Barriers, Building a Higher Ground, I had the pleasure of speaking with Adam Moore and Cloe Guidry Reed about the future of supplier diversity in 2024. In the rapidly evolving world of supplier diversity, Adam and Cloe delved into the emerging trends and challenges that businesses should prepare for in the coming year. Cloe Guidry Reed is a distinguished figure in the supplier diversity sector, known for her strategic leadership and innovative approach at Higher Ground. With a rich background in business and diversity initiatives, Cloe has been instrumental in shaping the conversation around economic inclusion and supplier diversity. Her expertise drives impact and fosters a culture of organizational diversity and equity. Cloe is highly sought after for her insights on emerging trends and her commitment to sustainable practices. “Harder conversations… It goes back to positioning your team as a potential revenue generator. If you're not doing that, you're really not doing a good job promoting the team.” – Adam Moore Today on Breaking Barriers, Building a Hire Ground: Technology's Role: Embracing the potential of AI and technology to streamline and enhance supplier diversity programs to meet compliance goals and reporting needs. Strategic Partnerships: The importance of aligning supplier diversity initiatives with business goals and objectives to demonstrate value back to the organization. Supply Chain Shifts: Anticipating an uptick in onshore manufacturing and the impact on pricing and inflation while companies hold steady in response to the upcoming election year. Industry-Specific Conferences: Supplier diversity professionals should be intentional about attending conferences and building partnerships with industry-specific suppliers. Intentionality and Education: The value of intentional attendance at conferences, focusing on educational sessions, and building connections within the community. Economic Landscape: Understanding the potential impact of economic conditions, regulatory changes, and the need for supplier diversity practitioners to drive strategic impact within their organizations. Messaging and Perception: Addressing messaging challenges in the renewable energy sector and the urgency of addressing climate change. Collaboration for Progress: The future of supplier diversity initiatives will require collaboration across industries and political lines to ensure market readiness and the widespread adoption of inclusive practices.   Contact Adam Moore and Cloe Guidry Reed on LinkedIn for more insights and updates on supplier diversity and economic inclusion. Resources Mentioned: To learn more about efficient supplier diversity programs and inclusive workforce development, visit Hire Ground. This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started, please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn

Dionne Laslo-Baker, the founder and CEO of Deebee's Organics, is a fellow certified B Corp dedicated to revolutionizing snacks. With a background in medical science and as a mother, she embarked on a mission to provide organic, flavorful, and nutritious snacks for families.In this episode, Dionne delves into the highs and lows of growing a business from scratch. She offers valuable insights into overcoming regulatory hurdles, embracing cultural diversity, and the pivotal role of advisors in business expansion.But what truly sets Dionne's story apart is her unwavering commitment to a purpose-driven culture and sustainable business practices, which has not only propelled Deebee's Organics to international success but also made a lasting impact on the industry.Tune in to this episode of Her CEO Journey to discover more about Dionne's path to building a sustainable global enterprise while staying true to her core values.Here's what you'll discover:Learn how advisors can influence your business in the long term and where to find the ones you need.Explore the importance of fostering a purpose-driven culture in your business and how it can mitigate risks.Discover strategies for managing your business on a global scale, especially when dealing with foreign markets.Episode Highlights[02:36] Dionne Laslo-Baker's CEO Journey[06:42] Creating a Culture[12:14] From Science to Snacks to Scale[16:17] The Critical Role of Advisors in Business[23:12] Focusing on One Market[28:23] Supplier Diversity[34:59] Differing Challenges at Different Levels of Success[38:26] Dionne's Proudest Moment On Her Impact JourneyResourcesGet organic treats from Deebee's OrganicsConnect with Dionne Laslo-Baker: LinkedIn | InstagramConnect with Christina Sjahli: LinkedIn Find out about Profit Reimagined: LinkedIn | Website Enjoyed This Podcast?Each review you write helps us reach more women in business. Your insights are invaluable—share this with your friends and amplify the impact! Connect With the Profit ReimaginedReady to turn purpose into profit? Transform your financial strategy and embark on a journey toward a sustainable and thriving business. Schedule a chat with the team today!

On February 2, 2024, news broke on one of the court cases we've been following for a while. In May of 2023, two of the companies owned by Byron Allen, a black businessman and producer, sued McDonald's for $100 Million in California for fraud and false promise. The suit claimed the company lied when it said it was going to spend more money with black-owned media companies. California Superior Court Judge Mel Red Recana dismissed the case against McDonald's and ordered Allen to pay their legal fees. But if you know anything about Byron Allen, you know that this is not over - not by a longshot. In this week's episode of the Art of Supply podcast, Kelly Barner reviews the implications of this ruling: The background and differences between the multiple legal actions Byron Allen's companies have brought against McDonald's Why the case was dismissed and what the parties have now said about each other in its wake Questioning the actual objectives to determine what Byron Allen is really after, and whether that makes this a step forward or a step back Links: The Downside of Supplier Diversity at McDonald's Kelly Barner on LinkedIn Art of Supply LinkedIn newsletter  Art of Supply on AOP Subscribe to This Week in Procurement  

EPISODE DESCRIPTION  In this interview, I chat with Jason Roberts of Kaleida to talk about two subjects - supplier diversity, and building a marketplace solution. Kaleida is a fully inclusive B2B marketplace connecting buyers with suppliers and diverse suppliers. From my research, it seems to be a first-of-its-kind solution that helps further the cause of supplier diversity, which is what prompted me to invite Jason on the show.  SHOW NOTES  Jason talks to us about what made him launch Kaleida and reiterates his objective to help level the playing field for anyone else who has experienced implicit biases. We talk about why supplier diversity is not really "woke", and in fact is just helping close a 4% gap in opportunities.  We then dive into the mechanics of building a marketplace.  What comes first - Buyers or suppliers? Should a marketplace charge for transactions?  Do you make every user on the buy-side and sell-side pay into it? Jason shares rich insight that every marketplace enthusiast must hear.  Connect with Jason on LinkedIn - https://www.linkedin.com/in/jlrob/ and check out Kaleida to learn more about how it works. https://www.kaleida.co/   CALL TO ACTION  Thank you for listening! Leave us a rating on Apple Podcast or Spotify.  Follow me on Linkedin at  https://www.linkedin.com/in/chandhrika/  Sharing is caring! Spread the word about this show to your network  Email me at chandhrika@source-refresh.com if you would like to be a guest on my show 

In this episode of Small Business Survival Conversation, hosts Anna Steinfest and Michael Troyer dive deep into the world of small business support and certification with their esteemed guest, Jessie Leonard. Jessie Leonard, Director of Established Business Program and Services at the Women's Business Development Center (WBDC) in Milwaukee, brings over two decades of experience in diversity practice, administrative management, and human resources to the table.Throughout the episode, Jessie shares invaluable insights into the importance of certification and the plethora of support services offered by the WBDC to women business owners. With a Bachelor's degree in Communications and certifications in Project Management, Human Resource Management, and Supplier Diversity, Jessie is well-equipped to guide entrepreneurs through the certification process and beyond.Listeners will discover the significance of becoming a certified Women Business Enterprise (WBE) and the doors it can open for procurement opportunities with corporate partners. From navigating the certification application to leveraging WBDC's extensive network and resources, Jessie outlines the steps necessary for small businesses to thrive in today's competitive landscape.Whether you're a budding entrepreneur seeking certification or an established business owner looking to expand your network, this episode provides practical advice and inspiration. Tune in to learn how the Women's Business Development Center empowers women in business and fosters economic growth.To learn more about the WBDC and connect with Jessie Leonard, visit their website at www.WBDC.org or reach out directly at 414-395-4564 or via email at jleonard@wbdc.org. Don't miss this enlightening conversation on navigating the path to small business success!

E&I Hosts: Titus Martin, Executive Director, Supplier Diversity and David Manz, Business Partnerships Manager, Facilities & InteriorsGuest: Ralph G. Moore, Founder & President of Ralph G. Moore & Associates Join us for Part Three of our Supplier Diversity Series as Titus and David welcome Ralph G Moore, a veteran with over 40 years of experience and the founder of Ralph G Moore and Associates – a Chicago-based consulting firm recognized globally for supply diversity strategies and minority business development. Listen as Ralph provides a comprehensive exploration of the historical context of supplier diversity while sharing  his unique perspectives, personal experiences, and success stories. Relevant Links:E&I RGMA contractE&I's commitment to Supplier DiversityRGMA websiteRGMA Digital Suite for Higher Ed VideoCooperatively Speaking is hosted by E&I Cooperative Services, the only member-owned, non-profit procurement cooperative exclusively focused on serving the needs of education. Visit our website at www.eandi.org/podcast.Our E&I Hosts David Manz, Business Partnerships Manager, Facilities & Interiors Saul Alvarado, Vice President, Business Partnerships Manager Joe Castelluccio, Director, Business Development Titus Martin, Executive Director, Supplier Diversity Contact UsHave questions, comments, or ideas for a future episode? We'd love to hear from you! Contact Cooperatively Speaking at podcast@eandi.org. This podcast is for informational purposes only. The views expressed in this podcast may not be those of the host(s) or E&I Cooperative Services.

Meet today's guest Adrienne Trimble Vice President and Chief Diversity & Culture Officer for Sysco Corporation. She is a known thought leader for advancing corporate diversity, equity and inclusion initiatives. She has led DEI and social innovation initiatives for large, complex organizations nationally and globally. Additionally, she has served as the leader of a non-profit national organization, with global affiliates, providing certification and development for minority owned businesses.Adrienne began her work in inclusion at Toyota Motor North America, where she worked closely with the company's senior leadership team in developing advocacy and accountability measures to integrate DEI processes across the organization's business operations. During her tenure, she aligned diversity, equity and inclusion with the business strategy to help position Toyota as the #1 sales leader in the African American, Hispanic American and Asian American markets. She also worked closely with the company's external diversity advisory board, chaired by the honorable Alexis Herman. She led the company's rise on the DiversityInc Top 50 list from #42 to #25 in two short years. She also firmly solidified the company's recognition by third party advocacy organizations such as Black Enterprise Best Companies for Diversity, Hispanic Association on Corporate Responsibility, and the United States Hispanic Chamber of Commerce.Adrienne oversaw Toyota's Supplier Diversity initiative from 2005-2012. In this role, she grew the company's diverse supplier base to reflect an increase in spend that exceeded 300 percent, topping nearly $3B in spend with diverse suppliers. Toyota received numerous accolades under Trimble's direction, including Corporation of the Year by the National Minority Supplier Development Council (NMSDC) as well as Corporation of the Year honors from several of the organization's affiliates. In recognition of her efforts to advance economic development for diverse suppliers, The Rev. Jesse Jackson, founder and CEO of Rainbow PUSH, presented Adrienne with the Corporate Leader Award and Women in Leadership Award.Securing the future and recognizing supplier diversity as part of the larger goal of economic inclusion have been enduring truths in Adrienne's career. She served as an executive on loan as the president and CEO for the National Minority Supplier Development Council from August 2018 – February 2021. One of the hallmarks of her leadership with NMSDC was to re-establish the long-term vision for the organization. Within 18 months, she reversed the organization's decline in corporate members and certified minority business enterprises. In the spring of 2019, Adrienne testified before the U.S. House of Representatives' Financial Services Subcommittee on Diversity and Inclusion, to further underscore the economic benefits of supply chain inclusion.A graduate of Wilberforce University, Adrienne holds a Bachelor of Science in organization management. In 2014, she was appointed to the board of trustees of her alma mater. Other board and committee leadership positions include The Herndon Institute Corporate Board Director Development Cohort, VisitDallas Diversity Advisory Council, and The Collin County Business Alliance. Previous executive committee roles include the Billion Dollar Roundtable, and Unidos, the leading civil rights organization for Hispanic and Latino Americans. Adrienne has previous human resources leadership experience in financial services, healthcare and media broadcasting industries.MAIN TAKEAWAYS:00:00:06 - Introduction to The Executive Appeal Podcast00:03:15 - Personal Reflection on Visiting a Gravesite00:05:18 - Discussing Expectations and Personal Choices00:06:06 - Leadership Roles and Personal Expectations00:07:05 - Making Decisions Based on What's Right00:07:37 - Personal Anecdote on Leadership and Expectations00:08:40

In this special episode we focus on Hire Ground, the innovative minority-woman-led B2B software company that sponsors and produces this podcast. Hire Ground gives enterprise buyers the tools to confidently source and manage suppliers while helping diverse entrepreneurs access new business opportunities. Through tailored configuration, data-driven matchmaking, best-in-class management tools, and unparalleled thought partnership, Hire Ground helps clients meet their supply chain inclusion goals while optimizing their entire procurement process. Members of Hire Ground's staff join hosts Cloe Guidry-Reed and Matt Colaciello (in for Adam Moore) to discuss the company, its software, and its mission to create a business ecosystem where everyone has access to opportunities for innovation, growth, and prosperity. Cloe is the CEO and founder of Hire Ground. She describes the company's bold vision for the future of supplier diversity and economic inclusion, including how listeners—from corporate supply chain professionals to diverse entrepreneurs—can play a role in building the equitable economy of the future. Hire Ground's staff members then discuss the software they develop, challenges they are helping clients overcome, and their growing work with clients in the U.K. and European Union. “Our hypothesis is that by empowering supplier diversity professionals with the technology and support they need, we're ensuring that the next generation of diverse entrepreneurs will succeed.” ~Chloe Guidry-Reed Resources Mentioned: Learning from Supplier Diversity in the U.K. with Mayank Shah, Founder of MSDUK     This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

Amy C. Waninger welcomes LaTonya Williams, the Director of Supplier Diversity at Vanderlande, to the Including You podcast to discuss primes and subs. Connect with LaTonya on LinkedIn. https://bit.ly/3uMZf5E Including You is brought to you by Lead at Any Level. Learn more about them on their website. http://bit.ly/2lPvOMM Learn more about Pfizer on their website. https://bit.ly/2TTtZiZ Listen to Pfizer's "Science Will Win" podcast. https://bit.ly/3u3uoxW

In today's episode of the Digital Supply Chain podcast, I had the privilege of chatting with Aylin Basom, the CEO of Supplier.io. Our discussion dove into the world of supplier diversity and ESG data management.Aylin shared the journey and evolution of Supplier.io, highlighting their mission to revolutionize transparent and responsible sourcing within global supply chains. What stood out was their expansive database, featuring over 4 million suppliers, which aids organisations in navigating the complex terrain of ESG and supplier diversity.A key theme we explored was the business benefits that stem from investing in diverse and sustainable supply chains. It's not just about compliance anymore; it's about driving genuine business growth and competitive advantage. Aylin illustrated this with compelling research data, showing how organisations are reaping tangible rewards from their supplier diversity programs, including improved brand image and supply chain competitiveness.We also delved into the impact of these initiatives across various industries and regions. It's remarkable how the principles of supplier diversity and responsible sourcing are universally applicable, regardless of the size or location of the company.Technology's role in facilitating these changes was another highlight. Aylin elaborated on how Supplier.io leverages AI and other tech innovations to offer seamless, efficient solutions, enhancing the accuracy and accessibility of crucial supplier data.The episode also touched on the growing importance of detailed risk assessments and the need for in-depth evaluations aligned with the UN Sustainable Development Goals. This is increasingly relevant in our interconnected world, where supply chain decisions have far-reaching impacts.If you're keen to understand how your organisation can harness the power of supplier diversity and ESG for business success, this episode is a must-listen. Dive in to gain invaluable insights and practical tips on transforming your supply chain strategies!As always, thanks for tuning in, and don't forget to check out the video version of this episode at https://youtu.be/qN4g4PTpoPkSupport the showPodcast supportersI'd like to sincerely thank this podcast's generous supporters: Lorcan Sheehan Krishna Kumar Christophe Kottelat Olivier Brusle Alicia Farag Joël VANDI Luis Olavarria And remember you too can Support the Podcast - it is really easy and hugely important as it will enable me to continue to create more excellent Digital Supply Chain episodes like this one.Podcast Sponsorship Opportunities:If you/your organisation is interested in sponsoring this podcast - I have several options available. Let's talk!FinallyIf you have any comments/suggestions or questions for the podcast - feel free to just send me a direct message on Twitter/LinkedIn. If you liked this show, please don't forget to rate and/or review it. It makes a big difference to help new people discover it. Thanks for listening.

The stories we cover on Dial P for Procurement are pulled from the headlines, but some have more ‘legs' than others. Just because a story, person, or company slides down in the feed, we can't stop following it.  In this week's episode of Dial P for Procurement, Kelly Barner looks back at the people who played large roles in three past episodes to find out the answer to one common question: where are they now? What happened with the company that sued McDonald's over their supplier diversity program? What about those guys who allowed 53 people to die in the back of a truck in Texas? And what became of the FedEx contractor that stood, almost completely alone, against the legal might of a supply chain giant? Links: Kelly Barner on LinkedIn Dial P for Procurement on AOP Subscribe to This Week in Procurement The Downside of Supplier Diversity at McDonald's Heavy Traffic and Human Trafficking at the U.S. Border FedEx Ground's Contractor Woes Case Dismissed: Spencer Patton Prevails Over FedEx

Paul Adamson Joined Amazon in 2020 as a dual Site Financial Controller in the South East Region. He currently serves as Finance Manager for the Supplier Diversity & Inclusion team. Additionally, Paul serves as the Global Co-President for the Black Employee Network serving over 20,000 employees with financial guidance, budgeting, strategic planning, and financial literacy programming. In addition to his work at Amazon Paul leads a financial literacy coaching business called 247K Investments. The mission of 247K investments is straightforward “to be intentional about closing the 247K Wealth Gap through Education and Community.”   Prior to Joining Amazon Paul worked in the aviation industry for 7 years. Most recently he served as the Financial Controller of Flight Operations in the United Airlines system for Express Jet Airways. Additionally, Paul served as a Senior Financial Analyst in the Delta Airlines system managing over 90 contracts for regional airports in the North West and South East regions.   Paul received a BA in Business Administration with a concentration in accounting from Morehouse in 2012. Born and raised in Boston Massachusetts Paul currently lives in the greater Atlanta area.   Paul's Resources:   https://www.247kinvestments.com/   SUBSCRIBE TO THE PODCAST HERE: APPLE PODCASTS GOOGLE PODCASTS SPOTIFY LIBSYN YOUTUBE   OKIKI RESOURCES: Need Video Content or Personal Brand Photos? Book Here Join the Okiki Video Content Bootcamp Today! https://www.okikiconsulting.com/okiki-video-bootcamp   ABOUT FIYIN: Fiyin Obayan is the founder of Okiki Consulting, where she helps business owners communicate their personal brand or company brand stories through video content, in order to communicate to their target audience. Contact Fiyin: Website: www.okikiconsulting.com Email: info@okikiconsulting.com Phone: (306)716-0324 Instagram: @Okikiconsulting and @Okikiconsultingmedia Facebook: @Okikiconsulting LinkedIn: https://www.linkedin.com/in/fiyinobayan/ Business: https://www.linkedin.com/company/okiki

LaMecia Butler is the Program Manager for Meta's Supplier Diversity. As Program Manager, LaMecia shapes the engagement between Facebook's supplier diversity team and key stakeholders, which include internal buyers, management, media, diverse suppliers, and industry partners. LaMecia is also the Principal of GEM Legacy Management LLC, a firm that consults with organizations to identify the best strategies for maximum and lasting impacts on communities and individuals. LaMecia received her MBA from Rice University and her BA in Communications – Public Relations from The University of Texas at San Antonio. LaMecia joins us today to discuss Meta's innovative supplier diversity practice. She highlights the impact of intentionality and engagement on supplier diversity. She describes her background, shares why she decided to join Meta after a career in public relations, and illustrates the role of data in storytelling. She describes the internal tools Meta has built and how they've embedded systems to secure and future-proof the sustainability of diverse suppliers. LaMecia also underscores the important role of storytelling in supplier diversity. “At Meta, we bring the world together. We ensure we have the right diverse supplier search tools so people can get involved in finding, recommending—and connecting us to—diverse suppliers.” – LaMecia Butler   This week on Breaking Barriers: LaMecia's background, work in non-profit, and career path from PR to supplier diversity How a passion to drive change is a core part of supplier diversity professionals How LaMecia's experience in PR and storytelling helps her communicate diverse suppliers' stories A best practice many supplier diversity managers and professionals forego Creating impact reports, data storytelling, and why the Meta team is making their diversity data transparent to everyone Why organizations may be hesitant to make their diversity data visible Encouraging supplier diversity champions at Meta How Meta is future-proofing and ensuring the sustainability of diverse suppliers Lessons Meta's supplier diversity team has learned about implementing unique global programs Connect with LaMecia Butler: Meta Supplier Diversity LaMecia Butler on LinkedIn   This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

“When you can demonstrate short-term success and communicate it – both inside and outside the company – it helps to smooth the pathway to the funding, staffing, and commitment required for longer-term impactful change.” – Lois Eichacker, VP of Customer Success, Supplier.io Supplier diversity is one of the most meaningful, impactful, and important corporate programs led by procurement, and a growing number of organizations are making supplier diversity a top priority. But creating a scalable supplier diversity program that can grow with the business, withstand changing political and economic landscapes, and sustain itself over time requires a unique set of strategies and tactics. To better understand how procurement can build a strong supplier diversity program, Philip Ideson and Kelly Barner spoke with Daniel Dorr, VP of Marketing, and Lois Eichacker, VP of Customer Success, both from Supplier.io. As Daniel and Lois shared, a solid supplier diversity program is characterized by transparency, clear communication of expectations, and data-driven decision making. In this episode, based on an AOP Live session, Daniel and Lois discuss:  The importance of a solid spend baseline for supplier diversity growth How procurement can secure buy-in from decision makers Category-specific strategies for supplier diversity growth  Links: Daniel Dorr on LinkedIn Lois Eichacker on LinkedIn Watch the Replay: Simple Steps for Growing Supplier Diversity Subscribe to This Week in Procurement  

Amy welcomes Jason Hawkins, Director of Supplier Diversity at George Mason University, to the Including You podcast this week to discuss supplier diversity. Connect with Jason on LinkedIn. https://bit.ly/45b8t8k Including You is brought to you by Lead at Any Level. Learn more about them on their website. http://bit.ly/2lPvOMM

Jon Suber is the Supplier Diversity Manager at Freddie Mac, a government-sponsored private bank providing mortgage capital to lenders to make homeownership possible for millions of families and individuals. Jon has a BSBA in Marketing from the Katz Graduate School of Business at the University of Pittsburgh and an MBA in Supply Chain Management from Howard University. Before working in his current role Jon worked for international corporations that include Proctor & Gamble and Unilever. He has extensive experience in supply planning, contract manufacturing, logistics, and project management.  In today's episode, Jon joins us to discuss the Supplier Inclusion program with Freddie Mac, one of the biggest buyers of mortgages in the U.S. He discusses how the company works to promote opportunities to diverse suppliers in their pipeline system, how they outreach via national conferences and local events for their 30 Max Supplier diversity program, and how they spread the word on the types of opportunity available at Freddie Mac. Jon explains the Supplier Academy program launched by the company in 2016 and what it provides in terms of education on the company and also the opportunity for diverse suppliers to present their capabilities. He also shares his journey into Supplier Diversity, where he was first introduced to the practice while interning in his first summer of business school and seeded in him a passion for supplier diversity, he would fully realize 11 years later with Freddie Mac. “You have to overcome the unconscious bias of using a diverse supplier versus the Big Four. Because the Big Four is a brand name. You know them. You trust them. They've done work but the reality is -who do you think the diverse supplier is? It's not necessarily a small Mom & Pop operation.” – Jon Suber This week on Breaking Barriers: The 3 pillars of the Freddie Macs Supplier Inclusion program How Freddie Mac utilized diverse suppliers instead of the Big Four The areas of opportunity the company offers for diverse suppliers How Freddie Mac operates differently from a regular high street bank Why it's important for contract owners to have awareness of the skills and capabilities of diverse suppliers as showcased in Freddie Macs Capability Presentation day How you can reach out to Freddie Mac to begin building a Supplier Diverse relationship with them Resource Mentioned: Freddie Mac's Supplier Diversity Application Connect with Jon Suber: Freddie Mac's Website Freddie Mac on LinkedIn Freddie Mac on YouTube Freddie Mac on Twitter Freddie Mac on Facebook Jon Suber on LinkedIn Connect with Hire Ground: Hire Ground's Website Hire Ground on LinkedIn Hire Ground on Facebook Hire Ground on Twitter Cloe Guidry-Reed on LinkedIn Adam Moore on LinkedIn   This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.

Inside BS Show: Market, Industry, & Supplier Diversity w/ The Godfather & Nicki G.** Join Dave "The Godfather" Lorenzo and Nicola "Nicki G." Gelormino in the 8th episode of a riveting 10-part series on the Key Drivers of Business Value! In this episode, dive deep into the world of Market, Industry, and Supplier Diversity. Discover how embracing diversity in these areas can skyrocket your business's value, propelling it to new heights. Whether you're a budding entrepreneur or a seasoned business owner, this episode offers a treasure trove of insights to help you reimagine and amplify the value of your venture. Don't miss out on this game-changing perspective on diversification in business!  #BusinessValue #DiversityInBusiness #InsideBSShowStay tuned for the next episodes as we continue to uncover more drivers that can boost your business!Chapters:00:00 Diversification of Business Strategy01:07 Market, Industry, and Supplier Diversity03:30 Market Diversification08:26 Industry Diversification17:00 Supply Chain DiversificationAbout Inside BS Show with The Godfather and Nicki GThe Inside BS Show with the Godfather and Nicki G provides business leaders with inside business secrets to help them make a great living and live a great life.Since its inception in 2020, the show has been a valuable resource for CEOs and business leaders seeking the personal and professional knowledge they need to take their businesses to the next level while making the journey more rewarding. Dave Lorenzo and Nicola Gelormino have the unique ability to get their guests to share the insider secrets that have helped them dominate their industries. A new episode is released at 8 AM each business day.

In this episode of the RETHINK Retail Podcast, RETHINK Retail CCO Kirat Anand sits down with Shardé Marchewski, a finance-turned-furniture maven, currently leading the way in supplier diversity at Wayfair. Initially dipping her toes in the field of commercial and investment banking, Shardé transitioned her career in an unexpected yet impressive trajectory, bringing her keen financial acumen and strategic mindset to the vibrant world of online home furnishings. A powerful advocate for diversity and inclusivity, Shardé has passionately woven vital DEI initiatives into Wayfair's business strategies, shedding light on underrepresented suppliers and giving them a platform to flourish. Diversity, equity, and inclusion is not a fad or trend, it's a daily commitment. We must support and uplift underrepresented groups in the retail industry every single day. - Shardé Marchewski Actions for Retailers: - If you are a retailer or e-commerce brand, think about how you can amplify the voices of underrepresented groups and support diversity in your industry. - Open up more shelf space for products from diverse-owned suppliers or bring in speakers and influencers to help promote their brands. - Consider partnering with organizations or groups that represent underrepresented communities to increase visibility and support for their businesses. - Look for opportunities to expand your supplier diversity efforts to include other underrepresented groups such as women, Latin American, Indian, Asian, and military-owned businesses. Resources: Check out Wayfair's Celebrate Black Makers page to support and buy products from Black-owned businesses.: https://www.aboutwayfair.com/celebrate-black-makers Explore All Modern's Black Modern Makers page to discover and purchase products from diverse-owned suppliers: https://www.allmodern.com/modern-black-makers-designers~b615.html Nominate the next Global Retail Leader: rethink.industries/global-retail-leaders/#nominate Connect with us on LinkedIn: www.linkedin.com/company/rethink-industries/ For more retail insights visit www.rethink.industries If you enjoyed this episode, please let us know by subscribing to our channel and giving us a 5 star rating on Spotify and Apple Podcasts! - - - - - - This episode of the RETHINK Retail Podcast was recorded live at eTail East on Aug 21, 2023. Hosted by Kirat Anand Produced by Gabriella Bock

“Supplier diversity for me from a corporate standpoint isn't so much a definition or a case study as it is a program where we're actively helping reduce barrier of entry to small and diverse businesses into corporate America” – Adam Moore Do you think you understand and practice supplier diversity and inclusion? The Harvard Business Review describes a diverse supplier as “a business that is at least 51% owned and operated by an individual or group that is part of a traditionally underrepresented or underserved group.” Bearing that in mind, onboarding diverse suppliers to your supply chain is far more than “the right thing to do.” Supplier inclusion best practices can help your company build a more agile, innovative, and profitable supply chain. In today's episode of Breaking Barriers, Building a Hire Ground, hosts Cloe Guidry-Reed and Adam Moore discuss supplier diversity and inclusion, and what it means for the next generation of entrepreneurs. They break down the categories of diverse suppliers and discuss what needs to be done to give new-majority-owned companies greater access to opportunities in enterprise supply chains. Cloe and Adam also look at the history of supplier inclusion, starting with the Civil Rights Movement in the 1950's and 1960's to its evolution into an economic development initiative. In addition, the podcast hosts talk about the differing responsibilities small businesses have compared to large corporations, and how those smaller businesses can mitigate their own risks when they are brought into a larger organization. This week on Breaking Barriers, Building a Hire Ground: What supplier diversity and inclusion means in business today The four groups that supplier diversity and inclusion practices cover Why the definition of “diversity and inclusion” only outlines the problem, not the solution How supplier diversity and inclusion has evolved since the 1960's Why Corporate America needs to expand its knowledge of supplier diversity Why advocacy needs to be supported with the correct language Connect with Hire Ground: Hire Ground's Website Hire Ground on LinkedIn Hire Ground on Facebook Hire Ground on Twitter Cloe Guidry-Reed on LinkedIn Adam Moore on LinkedIn This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn. 

In episode 441, Rob Finkelstein teaches us about supplier diversity and its importance in the recipe development/food photography marketplace. Rob is a lawyer, practicing for over 20 years in NYC. In 2017, Rob decided to pursue his passion of baking and went to culinary school for pastry arts. After graduating, not wanting to leave the law, Rob started blogging and found Cinnamon Schtick, which was also his entry into food photography. He worked with a number of brands and came to represent lots of food photographers in connection with their contracts and business set ups. Rob also spent more than 10 years as a volunteer with the National LGBT Chamber of Commerce (NGLCC) where he was Chair of Supplier Diversity for New York and also a Co-Chair of the National Legal Industry Council, facilitating opportunities for LGBT owned businesses with majority owned companies. In this episode, you'll learn what is meant by supplier diversity and why it may be beneficial to your blog and business. - Does supplier diversity apply to you? - Big companies are looking to fill their diverse supplier quota. - How can you get certified as a diverse supplier? - Understand the importance of making brands aware of supplier diversity. - Once you get certified, what should you do? - How does supplier diversity benefit you as a food blogger? Connect with Rob Finkelstein Website | Instagram

David Latten is the Head of Global Indirect Procurement and Supplier Diversity & Equality at Logitech. Lean in as he discusses what he's passionate about, his niche: As of today, despite all our best supplier diversity efforts, only 6.1% of the total US corporate spending goes to Black, women and other under-represented suppliers. The other 94% of corporate spend represents a vast untapped opportunity to positively impact equality. Most of this 94% of non-diverse spend is with very large suppliers. These large, non-diverse organizations employ millions of people across many countries and accrue trillions of revenue each year. These influential companies have the power to shape a gender fair future and in turn we have the power to influence them. We will not achieve gender equality without these large organizations taking a stand. Logitech along with Gender Fair co-founded The Coalition For Gender Fair Procurement with the simple aim of leveraging the multi-trillion dollar spending power of corporate procurement as a lever to provoke urgently needed progress towards gender equality. In coalition with GenderFair, Logitech has started assessing their high impact (high headcount and/or high revenue) suppliers for gender fairness using GenderFair/Ethisphere assessment based on the UN WEPs. We will continue to assess these suppliers each year with the hope and expectation of seeing progress in their gender fairness. We will also look to direct future spend decisions towards gender fair organizations. But this is not enough. We need others to take action with us. It is only by coming together that we can make meaningful progress towards gender equality. Only by uniting as an industry and with one voice asking one simple question; “Are you Gender Fair?” that we can fully unlock our influence for equality. None of us alone can be as influential as all of us together Our ultimate goal is to engender an industry wide change in procurement practices whereby all organizations assess all their high impact suppliers for gender fairness as a matter of course as we do today for risk, privacy, data security etc... and then make spend decisions accordingly. As a coalition we want to create a new procurement standard for gender equality. Finally, we are aware that to amplify the impact of this initiative, and to provoke industry wide change, we need allies. Our impact starts by extending an invitation for other progressive organizations to join Logitech, Gender Fair and Andela as founding members of the coalition.Sponsors: Master Your Podcast Course: MasterYourSwagFree Coaching Session: Master Leadership 360 CoachingSupport Our Show: Click HereLily's Story: My Trust ManifestoSupport this show http://supporter.acast.com/masterleadership. Hosted on Acast. See acast.com/privacy for more information.

“We are committed to inclusion, but sometimes, using jargon can exclude people from participating.” – Adam Moore There are a plethora of buzzwords and industry terms in the supplier diversity world. As a professional industry, we tend to throw around terms and concepts that could be overwhelming not only for seasoned supplier diversity professionals but also for business owners who are new to supplier diversity practices. We can also expect new concepts and terminologies to emerge as the industry continues to evolve. Whether you're a veteran supplier diversity professional brushing up on your supplier diversity terms or a new business owner trying to implement supplier diversity programs, you're in the right place. In this episode, we define supplier diversity terms both old and new. We discuss common myths and misconceptions about diverse and small businesses. We explore set-aside programs and how they're taking hold in the private sector. We reveal the number one risk to any business today. We also highlight what diverse spending is and how it can impact the generational wealth gap and explain why every small business needs to reach out to their local SBA office. This week on Breaking Barriers: What ESG means in business and supply chain Understanding supplier diversity Diverse suppliers and what could be considered a diverse business Inclusive procurement and putting intentionality behind the sourcing process What it means to be certified by the Small Business Administration Set-aside programs and how they can help small and diverse businesses Tier 2 programs in the supplier diversity world Supplier relationship management Diverse spend and its impact on alleviating the generational wealth gap Direct and indirect spend  Certifications and organizations Resources Mentioned: National Minority Supplier Development Council National Veteran-Owned Business Association Disabled Veteran Business Alliance This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn. 

“Goals and metrics are your North Star—if you don't have them, you have no idea what you're navigating to.” – Adam Moore Supplier diversity is rapidly becoming a necessity for every business in the modern corporate world. Tapping into diverse talent is crucial to staying innovative and competitive while simultaneously meeting your organizational goals for inclusive economic impact. But how is a successful supplier diversity program started and maintained? What does it take to develop and sustain strong procurement practices and align your company's values with a more diverse and inclusive mindset?  In this episode, we outline how organizations can build supplier diversity programs from the ground up. We explore how identifying the goals of a supplier diversity program impacts support, buy-in, and success. We discuss strategies for updating an existing supplier diversity program in a company. We also highlight the supplier diversity manager's role as a changemaker and relationship-builder and share best practices for establishing connections with other supplier diversity professionals. This week on Breaking Barriers: Starting or relaunching a supplier diversity practice or program Change management and three questions to ask before starting a supplier diversity practice The role of supplier diversity managers as change managers Transforming entrenched mindsets about viable partners across racial and gender lines Updating an existing supplier diversity program in a company Establishing and maintaining external relationships with supplier diversity professionals and other stakeholders Driving incremental change and language learning through immersion Best practices for identifying diverse suppliers The importance of goals and metrics in supplier diversity programs Why relationship-building is crucial to a supplier diversity program's success This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn. 

“Supplier diversity is an intentional program that reaches out to diverse suppliers. It is about working with your business units to ensure they build relationships with and include suppliers owned by diverse persons.” – Adam Moore You may be hearing a lot of talk about supplier diversity programs these days. You may also have heard about how implementing them is crucial to success, especially in today's market and corporate environment. But do you actually need one? What are supplier diversity programs and what can they do for your company's innovation and quality goods and services? In this episode, we outline the fundamental reasons businesses need to build a supplier diversity program, especially in the context of the contemporary corporate environment. We discuss how consumer pressure is driving demand for DE&I, ESG, and CSR from companies and how supplier diversity can bridge that gap. We explore how supplier diversity officers act as a business's first line of risk mitigation. We also discuss how diverse suppliers stepped up and fulfilled product demand during the height of the COVID-19 pandemic and underscore how supplier diversity professionals act as conduits between a company and the communities they want to connect with. This week on Breaking Barriers: What supplier diversity is and why it's vital to companies today How consumer pressure and government regulations increase the demand for supplier diversity How supplier diversity becomes a common touchpoint between DE&I, ESG, and CSR Why having a diverse supply chain is a risk mitigation strategy Misconceptions about working with small and diverse businesses The role of cultural change management in an organization's supplier diversity program  Tying supplier diversity goals into larger company goals like sustainability and CSR Why a supplier diversity program is an inter-organizational practice as much as it is intra-organizational How supplier diversity contributes to industry-wide growth and innovation Why supplier diversity is critical to correcting today's social ills This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.   

“We have to keep that cycle of money going through our small and diverse business communities because they're the ones creating jobs.” – Vickie Irwin Vickie Irwin is the General Manager of Supplier Sustainability and Equity at Southern Company, one of the largest energy providers in the country. Southern Company owns various electric utilities, natural gas distribution utilities, fiber optics, and wireless communications across multiple states. As General Manager, Vickie is responsible for building relationships that support the growth and development of small, diverse businesses. She is also a CPA and Project Management Professional who specializes in helping diverse companies partner with corporations. Vickie joins us today to share how Southern Company promotes supplier diversity and discusses its supplier sustainability practices. She describes her role as General Manager of Supplier Sustainability and Equity. She explains how small businesses are driving half the jobs created in the US. She discusses the different cores that make up supplier sustainability and equity. Vickie also divulges the company's ESG goals and what's in store for Southern Company. This week on Breaking Barriers: Who Vickie is and what it means to have sustainability and equity at Southern Company The company's ESG goals and how supplier diversity can support them Where Vickie went to learn about sustainability The importance of supplier sustainability in small and diverse businesses Why small and diverse businesses are critical for jobs creation The different areas of supplier sustainability and equity Other areas of growth the company can still expand on The most prominent creators of job growth in the industry today Examples of diverse companies that champion supplier sustainability and equity  Resources Mentioned: Milhouse Engineering & Construction Connect with Vickie Irwin: Southern Company on Linkedin Vickie Irvin on LinkedIn This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.  . 

“Supplier diversity is important in life because equity, parity, and inclusion are important to the ecosystem of human life.” – Courtney Williams Courtney Williams is a supplier diversity manager at Evergy, a company that delivers utility services to 1.8 million residential and commercial customers in Kansas and Missouri. Courtney has worked in community engagement for over 20 years and is passionate about the development of diverse businesses as a way to create local impact and foster generational wealth. As a supplier diversity manager for Evergy, Courtney is also dedicated to increasing the culture of supply chain inclusion and the development of impactful business relationships. She holds a Master's degree in Mass Communication from Lindenwood University. Courtney joins us today to discuss why cultivating supplier diversity in the energy sector is an engine for economic development and economic justice. She describes her professional journey in supplier diversity and how she became a part of the Evergy family. She explains Evergy's goal and its approach to making its supply chain more diverse and inclusive. She outlines Evergy's three pillars as an organization and how supplier diversity aligns with them. She highlights why, despite the necessity of ensuring spending on diverse firms, it's still imperative to treat them according to their merits and the quality of the products they provide. Courtney also underscores why having an economic impact report is crucial and why it's essential to have policies, practices, and procedures that make it easy to be inclusive in supplier diversity opportunities. This week on Breaking Barriers: Courtney's background and role as a supplier diversity manager at Evergy How supplier diversity aligns with Evergy's overall vision and mission Why passion plays a critical role in supplier chain diversity How diverse spend can impact companies and communities Balancing stakeholders, shareholders, and risk factors when onboarding suppliers Getting stakeholders to support inclusive procurement in supplier diversity Evergy's programs and outreach efforts for diverse entrepreneurs Ensuring that diverse communities have access to supply chain opportunities Unconscious bias in supplier diversity management Common myths and misconceptions in supply chain diversity and about diverse suppliers Data transparency and the power of reporting on diverse spend Environmental, Social, and Governance practices at Evergy Evergy's programs to build diverse supplier ecosystems Our plans for the ecosystem and community we're building Connect with Courtney Williams: Evergy Evergy on LinkedIn Evergy on YouTube Evergy on Facebook Evergy on Twitter Email: Courtney.Williams@Evergy.com |Supplier.Diversity@Evergy.com This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn. 

“As supplier diversity leaders and professionals, we need to open our eyes and minds to doing something differently and finding new ways to engage stakeholders, scale with the program, and create inclusion.” – Curtis Crowder Curtis Crowder is a cross-functional senior executive and award-winning entrepreneur, and diversity leader. He is the Director of Global Supplier Diversity, Sustainability, and Innovation at Fiserv, a leading global technology provider for the financial services industry. Before joining Fiserv, Curtis was the Chief Information Officer of Jetaire Flight Systems and the Director of Client Solutions for Metasys Technologies. He also formerly served as the founder and CEO of Syntellus Dataworks for over a decade before joining SPI as an Infrastructure Solutions Partner in 2014. Curtis joins me today to discuss creating innovation in supplier diversity and sustainability. He outlines how he transitioned his career from deep technology to supplier diversity. He describes Fiserv's services and how supplier diversity sits within its global strategic sourcing. He explains supplier sustainability at the enterprise level with Environmental, Social, and Governance metrics and how supplier sustainability can be viewed from the lens of the supply chain and vendors themselves. Curtis also highlights how supplier diversity and supplier sustainability walk hand-in-hand in Fiserv and underscores how supplier diversity professionals and leaders can lead the next steps toward creating an equitable and inclusive marketplace for buyers and suppliers. This week on Breaking Barriers: Curtis' career history and background in deep technology Starting his company and what propelled Curtis' passion for supplier diversity Fiserv and how it serves to move information and money around the world The role of passion and what inspires Curtis to continue working in supplier diversity The importance of a solid onboarding process for suppliers Setting expectations as supplier diversity leaders What supplier diversity looks like in Fiserv on a global scale How supplier diversity differs according to geography and culture Risk management and mitigation and assessing the risk and maturity of a supply chain How diverse suppliers can prepare with Fiserv Total disruption and what supplier diversity professionals and leaders can do to innovate The role of technology in creating modern, equitable, and inclusive marketplaces Connect with Curtis Crowder: Fiserv Services Technology Fiserv on LinkedIn Fiserv on Facebook Fiserv on Twitter Curtis Crowder on LinkedIn This podcast is brought to you by Hire Ground Hire Ground is a technology company whose mission is to bridge the wealth gap through access to procurement opportunities. Hire Ground is making the enterprise ecosystem more viable, profitable, and competitive by clearing the path for minority-led, women-led, LGBT-led, and veteran-led small businesses to contribute to the global economy as suppliers to enterprise organizations. For more information on getting started, please visit us @ hireground.io today! If you enjoyed this episode, please subscribe and leave a review wherever you get your podcasts. Apple Podcasts | TuneIn | GooglePlay | Stitcher | Spotify Be sure to share your favorite episodes on social media and join us on Facebook, Twitter, and LinkedIn.