Podcast appearances and mentions of vern myers

Join Patty McCord and Jessica Neal as they discuss what Diversity, Equity and Inclusion actually means in the workforce. They share their own experiences on the evolution of DEI efforts and the impact on both business and the customer. You can listen to their episode with Vernā Myers, here. Do you have an ongoing work issue you need guidance solving? Or maybe you want to know how Patty and Jess would have dealt with a past problem. Share your stories and questions with our producers here.TruthWorks is hosted by Jessica Neal and Patty McCord. The show is edited, mixed and produced by Megan Hayward. Our Production Manager is Kathleen Speckert. TruthWorks is an editaudio production.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

TruthWorks is taking a little break over the festive period- we'll be back in the New Year with more great conversations! In the meantime, here's one of our fave episodes you might have missed! This week hosts Patty McCord and Jessica Neal are joined by inclusion strategist and cultural innovator Vernā Myers. Vernā shares her expertise when it comes to cultural diversity, inclusion, and equity in the workplace. Tune in as they discuss the adaptations and strategies they've implemented over the years. Find out more about Vernā and their training here!Do you have an ongoing work issue you need guidance solving? Or maybe you want to know how Patty and Jess would have dealt with a past problem. Share your stories and questions with our producers here.TruthWorks is hosted by Jessica Neal and Patty McCord. The show is edited, mixed and produced by Megan Hayward. Our Production Manager is Kathleen Speckert. TruthWorks is an editaudio production.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Vernā is a DEI pioneer. She is a highly sought-after DEI Keynote Speaker and DEI Consultant. She's well-known for captivating  audiences with her high-energy keynotes, profound insights, and ability to foster authentic connections and meaningful dialogue.  With nearly three decades of experience, her work as an inclusion strategist, cultural innovator, thought leader, and social  commentator has guided myriad organizations across the world in dismantling barriers to inclusion and equity across race, ethnicity,  gender, sexual orientation, socioeconomic class, religion, and other differences. Her expertise and experience - personal and  professional - have been instrumental in guiding workplaces toward embracing and integrating diversity, inclusion, equity, and  belonging in all facets of workplace operations.   Hailing from Baltimore's working class, Vernā's journey saw her rise to prominence as a distinguished alumna of Barnard College,  Columbia University, and Harvard Law School, founder of The Vernā Myers Company, and the inaugural head of Inclusion Strategy at Netflix, where she led a global team in curating and implementing strategies to integrate cultural diversity, inclusion, and equity  into all aspects of the company's operations.  An accomplished author, Vernā's two best-selling books, “Moving Diversity Forward: Going from Well-Meaning to Well-Doing” and  “What If I Say The Wrong Thing? 25 Habits for Culturally Effective People” have garnered widespread acclaim. Her inspiring TED talk,  “How to Overcome Our Biases? Walk Boldly Towards Them,” has amassed over 5 million views and has been translated into 27  languages. Collaborating with Ariana Huffington and Thrive Global, Vernā's micro-course, “Confronting Biases,” has been taken by  nearly a million learners worldwide and is consistently recognized as one of the top ten LinkedIn Learning courses. Vernā is also the  host and producer of the podcast Sundays with Verna, which is available on Apple iTunes and Spotify.  Vernā's trademarked quote: “Diversity is being invited to the party. Inclusion is being asked to dance” ® encapsulates her enduring  commitment to fostering inclusive environments. The statement has been quoted countless times by DEI professionals and everyday  individuals from various industries and all over the world.   Vernā's company, TVMC, provides its own brand of DEI online training courses through www.tvmcu.com. The courses, featuring  Verna herself, include the energy and no shame, blame, or attack approach she brings when delivering her keynotes and workshops.  Among her many accolades, Vernā's impact has been recognized by numerous institutions, including the California Association of  Black Lawyers, the Black Women Lawyers Association of Los Angeles Foundation, CODE Crew recognized her DEI Person of the Year (2021), and Diversity Woman named her one of the Top 100 Black Women Executives. Vernā was elected as a Fellow of the College  of Law Practice Management, serves as a Board Member of UC Hastings College of Law's Work Life Law program, and received the  Diversity Champion award from Pepper Hamilton LLP. She has been honored as one of the “25 Influential Black Women in Business”  by The Network Journal and celebrated as a “Diversity Hero” by The Massachusetts Lawyer's Weekly. Earlier in her career, Vernā  held pivotal roles, such as the first Executive Director of The Boston Law Firm Group and Deputy Chief of Staff for the Attorney  General of Massachusetts. She also practiced corporate and real estate law for six years at Testa, Hurwitz & Thibeault LLP and Fitch,  Wiley, Richlin & Tourse LLP.  

Visions, Inc., the Dorchester-based organization that works to promote diversity, equity, and inclusion in workplaces, is celebrating 40 years in the business at a tumultuous time. Executive Director Elika Dadsetan-Foley and DEI consultant Vernā Myers join Paris ahead of their gala Friday night to talk about the future of DEI work.

The field of diversity, equity, and inclusion has many respected practitioners. But my guest this week is the OG (in both impact and brand), and someone I've admired for a long time. I couldn't pass up the opportunity to have her on the podcast!Vernā Myers is a renowned diversity, equity, and inclusion (DEI) pioneer with profound perspectives on the challenges and opportunities present in the field. She's had several pivotal points in her career that highlight the significant impact of the work she's done. In reflecting on the current global climate, Vernā emphasizes the need for imagination, courage, curiosity, and compassion in driving meaningful organizational change and a more inclusive world.In this episode of the Branding Room Only podcast, you'll hear about Vernā's insights about personal branding, the evolution of DEI through her journey, and the need to embrace inclusion in all aspects of work and life. You'll also discover the importance of perspective in this work when facing obstacles, and so much more.1:47 - Vernā's personal brand definition, the real trick to creating a brand, and her three-word description of herself4:44 - An amendment to Vernā's trademark quote and why Jill Scott's “Golden” is her hype song9:08 - How Vernā's childhood (including MLK's assassination when she was 8) and education shaped her journey13:32 - How Vernā went from practicing law to practicing DEI and what she attributes to her success21:29 - Some of the pivotal points in Vernā's career in the process of becoming a DEI pioneer30:05 - The backlash against diversity, equity, and inclusion and the problem with the idea of rebranding it40:00 - Vernā's impactful DEI work at Netflix and how it helped her become a better leader46:40 - The biggest challenges and opportunities for DEI initiatives today and in the future53:43 - The uncompromisable aspect of Vernā's brand and the Branding Room Only experience she brings to the worldMentioned In Building Brands with Integrity: A Conversation with DEI Pioneer Vernā MyersThe Vernā Myers CompanySundays with VernāVernā Myers' TEDx TalkBooks by Vernā MyersBoston Lawyers Group“Building a Legacy: Insights on Leadership and Diversity in the Law with Robert J. Grey Jr.”Subscribe to The Branding Room Only on YouTubeSponsor for this episodeThis episode is brought to you by PGE Consulting Group LLC.PGE Consulting Group LLC is dedicated to providing a practical hybrid of professional development training and diversity solutions. From speaking to consulting to programming and more, all services and resources are carefully tailored for each partner. Paula Edgar's distinct expertise helps engage attendees and create lasting change for her clients.To learn more about Paula and her services, go to www.paulaedgar.com or contact her at info@paulaedgar.com, and follow Paula Edgar and the PGE Consulting Group LLC on LinkedIn.

This episode of “B The Way Forward,” explores how to take action and overcome bias with world renowned diversity, equity, and inclusion consultant, Vernā Myers. Vernā has spent over 25 years in DEI consulting, helping companies find value and focus on more inclusive environments. She tells Brenda about her early career journey – as a Harvard educated lawyer – and why she ultimately founded The Vernā Myers Company for building more inclusive and culturally competent work environments. Vernā also served as Netflix's first head of inclusion strategy where she was instrumental in leading initiatives that moved DEI to the forefront of the company. In this episode, Brenda and Vernā look back at civil rights leaders and the moments that led towards positive social change, and what lessons we can learn from them today. Plus, Vernā shares more about her podcast, Sundays With Vernā which features powerful conversations about bridging our divided society. This conversation offers insight into why we should all use reflection and compassion to play a role in making our world better.  “DEI is saying we need to create a place where people feel that they are expected, that they are reflected, and that they are respected. Like all of those things that were not happening because we created organizations to really fit around a certain, powerful status group.” Check out more of Verna and her work... On X - @VernaMyers On Instagram - @VernaMyers On LinkedIn - /Verna Myers On Facebook - /VernaMyers.SpeakerPage --- At AnitaB.org, we envision a future where the people who imagine and build technology mirror the people and societies for whom they build it. Find out more about how we support women, non-binary individuals, and other underrepresented groups in computing, as well as the organizations that employ them and the academic institutions training the next generations. --- Connect with AnitaB.org Instagram - @anitab_org Facebook - /anitab.0rg LinkedIn - /anitab-org On the web - anitab.org  --- Our guests contribute to this podcast in their personal capacity. The views expressed in this interview are their own and do not necessarily represent the views of Anita Borg Institute for Women and Technology or its employees (“AnitaB.org”). AnitaB.org is not responsible for and does not verify the accuracy of the information provided in the podcast series. The primary purpose of this podcast is to educate and inform. This podcast series does not constitute legal or other professional advice or services. --- B The Way Forward Is… Produced by Dominique Ferrari and Paige Hymson Sound design and editing by Neil Innes and Ryan Hammond  Mixing and mastering by Julian Kwasneski  Associate Producer is Faith Krogulecki Executive Produced by Dominique Ferrari, Stacey Book, and Avi Glijansky for Riveter Studios and Frequency Machine  Executive Produced by Brenda Darden Wilkerson for AnitaB.org Podcast Marketing from Lauren Passell and Arielle Nissenblatt with Riveter Studios and Tink Media in partnership with Carolyn Schneller and Coley Bouschet at AnitaB.org Photo of Brenda Darden Wilkerson by Mandisa Media Productions For more ways to be the way forward, visit AnitaB.org

This week hosts Patty McCord and Jessica Neal are joined by inclusion strategist and cultural innovator Vernā Myers. Vernā shares her expertise when it comes to cultural diversity, inclusion, and equity in the workplace. Tune in as they discuss the adaptations and strategies they've implemented over the years.Links: Find out more about Vernā and their training here!Do you have an ongoing work issue you need guidance solving? Or maybe you want to know how Patty and Jess would have dealt with a past problem. Share your stories and questions with our producers here.TruthWorks is hosted by Jessica Neal and Patty McCord. The show is edited, mixed and produced by Megan Hayward and Mik Finnegan. Our Production Manager is Kathleen Speckert. TruthWorks is an editaudio production.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

When Vernā Myers started her law degree at Harvard Law School, there were more people of color than she had ever gone to school with. So, it was disheartening when she became the first and only Black person at the corporate law firm that hired her. Dissatisfied with the status quo, she joined forces with others who wanted to increase representation for people of color. Since the '80s, she has been promoting diversity and inclusion, becoming a cultural thought leader and catalyst. In this episode of YAPClassic, she breaks down the importance of diversity and inclusion for both businesses and individuals. She also shares her wisdom about overcoming the intrinsic, unconscious biases present in all of us. Vernā Myers is the VP of Inclusion Strategy at Netflix. She is the founder of The Vernā Myers Company, which helps organizations embrace and advance a culture of inclusion. She is the bestselling author of Moving Diversity Forward and What if I Say the Wrong Thing? In this episode, Hala and Vernā will discuss: - Her career transition from law to inclusion and diversity - Her definition of diversity and inclusion - Systemic barriers to success - The counter to imposter syndrome  - Systemic bias as the root cause of unconscious bias - How to improve our unconscious bias - The true meaning of equity - Her one-up and one-down framework for understanding social hierarchy - The difference between sympathy and empathy - How to support marginalized groups with empathy - How to raise empathetic children - Taking action with micro-affirmations  - Counteracting microaggression with humility - The impact of diversity and inclusion on a business's bottom line - And other topics…   Vernā Myers is a Harvard-trained lawyer who transitioned from a decade-long legal career to become a cultural thought leader in diversity and inclusion. As the founder of The Vernā Myers Company, she is known for her impactful consulting work and bestselling books like Moving Diversity Forward and What if I Say the Wrong Thing? In 2018, she became the VP of Inclusion Strategy at Netflix. Vernā has been featured on CNN and referenced in publications such as The Atlantic, Bloomberg BNA, Business Insider, Forbes, Fortune, Harvard Business Review, Refinery29, and TED NPR Radio. LinkedIn Secrets Masterclass, Have Job Security For Life: Use code ‘podcast' for 30% off at yapmedia.io/course. Resources Mentioned: Vernā's Website: https://www.vernamyers.com/ Vernā's LinkedIn: https://www.linkedin.com/in/vernamyers/ Vernā's Twitter: https://twitter.com/VernaMyers Vernā's Book, What if I Say the Wrong Thing?: 25 Habits for Culturally Effective People: https://www.amazon.com/What-Say-Wrong-Thing-Culturally/dp/  Sponsored By:  Shopify - Sign up for a one-dollar-per-month trial period at youngandprofiting.co/shopify Justworks - Start your free month now at justworks.com/profiting Indeed - Get a $75 job credit at indeed.com/profiting Economist Education - Go to education.economist.com/PROFITING and enter my promo code PROFITING at registration to get 15% off any course from Economist Education. This offer ends on March 31st – don't wait! Airbnb - Your home might be worth more than you think. Find out how much at airbnb.com/host Pipedrive - Go to youngandprofiting.co/pipedrive and get 20% off Pipedrive for 1 year! Rakuten - Start all your shopping at rakuten.com or get the Rakuten app to start saving today. More About Young and Profiting Download Transcripts - youngandprofiting.com   Get Sponsorship Deals - youngandprofiting.com/sponsorships Leave a Review - ratethispodcast.com/yap Watch Videos - youtube.com/c/YoungandProfiting Follow Hala Taha LinkedIn - linkedin.com/in/htaha/ Instagram - instagram.com/yapwithhala/ TikTok - tiktok.com/@yapwithhala Twitter - twitter.com/yapwithhala Learn more about YAP Media Agency Services - yapmedia.io/

This is Garrison Hardie with your CrossPolitic Daily News Brief for Thursday, July 6th, 2023. Story Real Estate: Home. It’s where you build your legacy. Where traditions are started, seeds are planted, meals are shared, and stories are told. Home is where you prepare to go out into the world. Finding the home that’s perfect for your family is a big job. Story Real Estate is Moscow’s top real estate team. They give people real estate advice all over the country. Family homes, investments, land, new construction, or commercial— they know real estate. If you’ve thought about a move to Moscow or anywhere in the country, reach out to get connected with a Story Real Estate agent. Wherever you’re going, they can help guide you Home. Visit storyrealestate.com. https://thepostmillennial.com/potential-prisoner-swap-deal-in-the-works-for-wall-street-journal-writer-detained-in-russia-report?utm_campaign=64487 Potential prisoner swap deal in the works for Wall Street Journal writer detained in Russia Russian and American officials are reportedly discussing a prisoner swap that could include detained Wall Street Journal reporter Evan Gershkovich, however, no further details have been released by either side. Gershkovich has been held in Moscow’s Lefortovo pre-trial detention centre for months after being arrested and charged with "espionage." Previous attempts to free him via the Russian legal system have come up fruitless. According to the Washington Post, Kremlin spokesperson Dmitry Peskov explained on Tuesday that officials "don't want [the details] discussed in public," adding that prisoner swap negotiations "must be carried out and continue in complete silence." The Russian government has appeared willing to swap US-held prisoners for Gershkovich, however, Deputy Foreign Minister said earlier this year that talks would only begin after the journalist's trial had ended. Gershkovich and the US have tried to hasten proceedings, but it has been to no avail. Last week, a Russian court determined that he had to remain in pre-trial detention at Lefortovo until August 30. On Monday, US Ambassador to Russia, Lynne Tracy, met with Gershkovich and noted that he "is in good health and remains resilient despite the circumstances." She expressed hope that the Russian government would "provide regular consular access." As the Wall Street Journal reports, White House officials stated on Tuesday, "While we unfortunately do not have a breakthrough to share, we continue to pursue every avenue to secure the release of Evan Gershkovich." The US government, including Ambassador Tracy, has maintained Gershkovich's innocence and slammed the Russian government over his treatment. "The accusations against Gershkovich are unfounded," she said, "and we call on the Russian authorities to release the journalist immediately." The Wall Street Journal also stood with Gershkovich, stating,"Evan is a member of the free press who right up until he was arrested was engaged in news-gathering. Any suggestions otherwise are false." The first US journalist to be detained in Russia on charges of spying since the Cold War, Gershkovich could face up to 20 years in prison if found guilty. Now this! Another whoopsie from the government! https://justthenews.com/accountability/waste-fraud-and-abuse/usda-says-it-overpaid-10-food-stamp-benefits-2022-program USDA says it overpaid 10% of food stamp benefits in 2022 as program doubled from 2019 Largely due to unintentional mistakes" by the government or households, the U.S. Department of Agriculture said it overpaid Supplemental Nutrition Assistance Program benefits in 10% of cases, The Washington Times reports. The government either wrongly determined households were eligible for the program better known as food stamps or overestimated how much they were due, while 2% were deemed underpayments. The total rate of under- and overpayments was lower before the COVID-19 pandemic: 7.4% in 2019 and 6.8% in 2018. States varied widely in how accurate their payments were, with Alaska the worst at overpayment with 57% and South Dakota the best at under 3%. The program has also doubled since 2019, reaching $113.9 billion from $55.6 billion. It now covers 41 million Americans with an average payment of $230 per month. The Government Accountability Office also released figures Friday of overpayment across the federal government in fiscal 2022, $247 billion, while cautioning the figure is an estimate because the government cannot "determine the full extent to which improper payments occur." Now to Los Angeles we go… https://thepostmillennial.com/los-angeles-homeless-population-spikes-to-more-than-46000?utm_campaign=64487 Los Angeles County homeless population spikes to over 75,000 Homelessness has increased by ten percent in the city of Los Angeles, and it has increased in Los Angeles County by nine percent. According to the 2023 Greater Los Angeles homeless count results conducted by the Los Angeles Homeless Services Authority (LAHSA), Los Angeles County’s homeless population increased to approximately 75,518, an increase from 69,144 in 2022. In the City of Angels, the number of homeless people increased to approximately 46,260 people, an increase from 41,980 people in 2022. Earlier this year, it was revealed that California holds half of all “unsheltered people” in the US. Dr. Va Lecia Adams Kellum, chief executive officer of the Los Angeles Homeless Services Authority, said, “The homeless count results tell us what we already know, that we have a crisis on our streets, and it’s getting worse.” Los Angeles County Board of Supervisors Chair Janice Hahn called the results “disappointing,” writing in a statement, “It is frustrating to have more people fall into homelessness even as we are investing hundreds of millions of taxpayer dollars and resources into efforts to bring people inside. I appreciate the cities that have stepped up and supported solutions, but these numbers prove that solutions-oriented cities are too few and far between.” Los Angeles officials challenged the accuracy of the 2022 LAHSA count that reported finding zero homeless people in Venice Beach, an area known for its massive homeless problem. As a result, the county used a new counting app and hired a demographer and two data scientists. Though Democratic Mayor Karen Bass has claimed at least 14,000 homeless people have been moved into interim or permanent housing under her administration, it was revealed earlier this year that the city was spending over $800,000 per housing unit. The Los Angeles Homeless Services Authority made a point of emphasizing that Los Angeles is not the only major US city to see an increase in its homeless population, noting that Chicago saw a 57 percent increase and Portland saw a 20 percent hike. According to the agency, in California, Kern County saw a 22 percent increase, San Bernardino County a 26 percent increase, San Diego County a 22 percent increase, and Riverside County a 12 percent increase. Earlier this month, San Diego and Portland approved homeless camping bans. Moving on… Do you guys remember that Children’s hospital in Boston that was exposed for performing gender mutilation & sterilazation on kids? https://townhall.com/tipsheet/miacathell/2023/07/04/boston-childrens-hospital-dethroned-n2624870 Children's Hospital Caught Trans-ing Kids No Longer No. 1 for Pediatric Care For the first time in a decade, Boston's Children's Hospital—which was exposed last year for its experimental genital mutilation, sterilization, and chemical castration of minors identifying as "transgender"—is no longer the no. 1 pediatric medical center in America. Since 2014, Boston Children’s Hospital has claimed the top spot on U.S. News and World Report's honor roll rating the best pediatric-care facilities in the nation. But, the consumer-ranking giant's 2023 - 2024 list published on June 21 has dethroned the Beantown-based institution, the leading recipient of pediatric-research funding from the National Institutes of Health (NIH). In the latest rankings, Cincinnati Children's Hospital Medical Center took the crown, with Boston Children's Hospital bumped to second place. U.S. News and World Report collected data from almost 200 medical centers through an annual survey that examines a myriad of criteria, such as patient safety, clinical outcomes, and surgical success. Each hospital's score was derived from a nationwide polling of 15,000-plus pediatric specialists, who were asked "where they would send the sickest children in their specialty." Among its LGBTQ-centered departments, Boston Children's Hospital is home to the Gender Multispecialty Service (GeMS) clinic, the "first pediatric and adolescent transgender health program" in the U.S. Serving more than 1,000 families to date, GeMS has expanded to "treat" patients as young as three-years-old. The hospital's Center for Gender Surgery offers surgical mutilation to gender-dysphoric teenagers, including vaginoplasties for 17-year-old boys (Boston Children's Hospital has since quietly changed the age minimum); metoidioplasties and phalloplasties; and chest reconstruction and breast augmentation for 15-year-old kids. Now, the age range has been raised to 18-years-old in the hospital's official guidance. Removal of the testicles is often performed at the same time as a vaginoplasty, which requires a lifetime of dilation,, and can leave the patient sterile. Boston Children's Hospital, whose tagline is: "Until every child is well," was caught promoting "gender-affirming hysterectomies" for "trans youth" in a now-scrubbed video, which was part of a 90-part series that positively frames the medical butchery without addressing the irreversible damage that it does to the human body. Other topics highlighted in the series include "Why is hair removal necessary before phalloplasty?" and "Fertility preservation: What transgender patients should know." Salvaged by Libs of TikTok, an archived version of the 33-second hysterectomy footage shows a smiling Dr. Frances Grimstad of Boston Children's Hospital Division of Gynecology happily describing, as upbeat background music played, the medically unnecessary operation that can render (otherwise) physically healthy patients infertile by removing female reproductive organs. Another since-deleted video posted to the hospital's YouTube channel showed a psychologist claiming that "a good portion" of children she sees at Boston Children's Hospital GeMS clinic know they're transgender "from the womb.” https://twitter.com/i/status/1649007304774123521 - Play Video In a Journal of the American Medical Association article that Boston Children's Hospital GeMS co-director Dr. Oren Ganor authored on "Streamlining Interstate Access to Gender-Affirming Surgeries," the plastic and reconstructive surgeon called for a drastic increase in "clinician capacity" for children to be subjected to "sex-change" surgeries. Ganor also urged a ramping up of "training efforts" at medical school residency programs to instruct future physicians on performing "transgender" procedures. The local NPR news station WBUR reported in 2018 that Ganor wrote in an email that Boston Children's Hospital is "slightly flexible" when it comes to the age acceptance of biological males seeking genital surgery "because of the difficulty young women can experience accessing gendered spaces—like dorms and bathrooms—if they still have male genitalia." The hospital's policy had not yet been finalized, Ganor said, "because of the issue around consent for sterilization (which is part of the procedure)." Now, in entertainment news… https://boundingintocomics.com/2023/07/03/after-the-walt-disney-company-canned-chief-diversity-officer-latondra-newton-warner-bros-discovery-and-netflix-lose-their-diversity-heads/ After The Walt Disney Company Canned Chief Diversity Officer Latondra Newton, Warner Bros. Discovery And Netflix Lose Their Diversity Heads At the end of June it was revealed that The Walt Disney Company’s Chief Diversity Officer Latondra Newton was no longer with the company. Now Warner Bros. Discovery and Netflix’s have also seen their diversity heads leave their respective companies. Variety announced Newton had left The Walt Disney Company after they obtained an internal company memo on June 20th from the company’s HR chief Sonia Coleman. Coleman wrote in the memo, “I’m writing to share the news that Latondra Newton has decided to leave The Walt Disney Company to pursue other endeavors.” Coleman went on to reveal that Julie Merges would take on Newton’s role on an interim basis as the company looked for a new DEI leader, “Latondra’s direct reports will report to Julie Merges on an interim basis until a new DEI leader is identified. I want to thank Julie for leading this team along with her Talent Acquisition organization.” “Additionally, Shelby Curry and the DEI Internal Communications team will continue reporting to Carrie Brown in her role leading internal communications & engagement for the company,” Coleman wrote. Following Newton’s exit, TheWrap reported that Netflix’s head of inclusion strategy Vernā Myers was stepping down from her position at the company in September. While she is exiting the company as head of inclusion strategy she will still advise the company albeit the report notes she will be focusing primarily on her consulting company, The Vernā Myers Company. Unlike The Walt Disney Company, Netflix appears to have a replacement for Myers already lined up in Wade Davis. Davis is currently the Vice President of Inclusion Strategy and worked under Myers for four years. In a statement Myers said, “It’s hard to step away from the company and this role because of how much I love Netflix and the people here. I’m so excited for the talented Wade Davis who will be taking the lead of the I-and-D work along with our incredible inclusion strategy team and I can’t wait to see the continued progress we all will make together.” At the end of June, Los Angeles Times reported that Warner Bros. Discovery axed its diversity leader Karen Horne, who was the company’s Vice President for Diversity, Equity, and Inclusion in North America. According to the outlet’s sources her departure from the company was announced on June 28th and the company’s spokeswoman Megan Klein informed the outlet she was not let go due to Warner Bros. Discovery’s “cost-cutting but rather a rethinking and reorganization of the company’s diversity organization.”

This is Garrison Hardie with your CrossPolitic Daily News Brief for Thursday, July 6th, 2023. Story Real Estate: Home. It’s where you build your legacy. Where traditions are started, seeds are planted, meals are shared, and stories are told. Home is where you prepare to go out into the world. Finding the home that’s perfect for your family is a big job. Story Real Estate is Moscow’s top real estate team. They give people real estate advice all over the country. Family homes, investments, land, new construction, or commercial— they know real estate. If you’ve thought about a move to Moscow or anywhere in the country, reach out to get connected with a Story Real Estate agent. Wherever you’re going, they can help guide you Home. Visit storyrealestate.com. https://thepostmillennial.com/potential-prisoner-swap-deal-in-the-works-for-wall-street-journal-writer-detained-in-russia-report?utm_campaign=64487 Potential prisoner swap deal in the works for Wall Street Journal writer detained in Russia Russian and American officials are reportedly discussing a prisoner swap that could include detained Wall Street Journal reporter Evan Gershkovich, however, no further details have been released by either side. Gershkovich has been held in Moscow’s Lefortovo pre-trial detention centre for months after being arrested and charged with "espionage." Previous attempts to free him via the Russian legal system have come up fruitless. According to the Washington Post, Kremlin spokesperson Dmitry Peskov explained on Tuesday that officials "don't want [the details] discussed in public," adding that prisoner swap negotiations "must be carried out and continue in complete silence." The Russian government has appeared willing to swap US-held prisoners for Gershkovich, however, Deputy Foreign Minister said earlier this year that talks would only begin after the journalist's trial had ended. Gershkovich and the US have tried to hasten proceedings, but it has been to no avail. Last week, a Russian court determined that he had to remain in pre-trial detention at Lefortovo until August 30. On Monday, US Ambassador to Russia, Lynne Tracy, met with Gershkovich and noted that he "is in good health and remains resilient despite the circumstances." She expressed hope that the Russian government would "provide regular consular access." As the Wall Street Journal reports, White House officials stated on Tuesday, "While we unfortunately do not have a breakthrough to share, we continue to pursue every avenue to secure the release of Evan Gershkovich." The US government, including Ambassador Tracy, has maintained Gershkovich's innocence and slammed the Russian government over his treatment. "The accusations against Gershkovich are unfounded," she said, "and we call on the Russian authorities to release the journalist immediately." The Wall Street Journal also stood with Gershkovich, stating,"Evan is a member of the free press who right up until he was arrested was engaged in news-gathering. Any suggestions otherwise are false." The first US journalist to be detained in Russia on charges of spying since the Cold War, Gershkovich could face up to 20 years in prison if found guilty. Now this! Another whoopsie from the government! https://justthenews.com/accountability/waste-fraud-and-abuse/usda-says-it-overpaid-10-food-stamp-benefits-2022-program USDA says it overpaid 10% of food stamp benefits in 2022 as program doubled from 2019 Largely due to unintentional mistakes" by the government or households, the U.S. Department of Agriculture said it overpaid Supplemental Nutrition Assistance Program benefits in 10% of cases, The Washington Times reports. The government either wrongly determined households were eligible for the program better known as food stamps or overestimated how much they were due, while 2% were deemed underpayments. The total rate of under- and overpayments was lower before the COVID-19 pandemic: 7.4% in 2019 and 6.8% in 2018. States varied widely in how accurate their payments were, with Alaska the worst at overpayment with 57% and South Dakota the best at under 3%. The program has also doubled since 2019, reaching $113.9 billion from $55.6 billion. It now covers 41 million Americans with an average payment of $230 per month. The Government Accountability Office also released figures Friday of overpayment across the federal government in fiscal 2022, $247 billion, while cautioning the figure is an estimate because the government cannot "determine the full extent to which improper payments occur." Now to Los Angeles we go… https://thepostmillennial.com/los-angeles-homeless-population-spikes-to-more-than-46000?utm_campaign=64487 Los Angeles County homeless population spikes to over 75,000 Homelessness has increased by ten percent in the city of Los Angeles, and it has increased in Los Angeles County by nine percent. According to the 2023 Greater Los Angeles homeless count results conducted by the Los Angeles Homeless Services Authority (LAHSA), Los Angeles County’s homeless population increased to approximately 75,518, an increase from 69,144 in 2022. In the City of Angels, the number of homeless people increased to approximately 46,260 people, an increase from 41,980 people in 2022. Earlier this year, it was revealed that California holds half of all “unsheltered people” in the US. Dr. Va Lecia Adams Kellum, chief executive officer of the Los Angeles Homeless Services Authority, said, “The homeless count results tell us what we already know, that we have a crisis on our streets, and it’s getting worse.” Los Angeles County Board of Supervisors Chair Janice Hahn called the results “disappointing,” writing in a statement, “It is frustrating to have more people fall into homelessness even as we are investing hundreds of millions of taxpayer dollars and resources into efforts to bring people inside. I appreciate the cities that have stepped up and supported solutions, but these numbers prove that solutions-oriented cities are too few and far between.” Los Angeles officials challenged the accuracy of the 2022 LAHSA count that reported finding zero homeless people in Venice Beach, an area known for its massive homeless problem. As a result, the county used a new counting app and hired a demographer and two data scientists. Though Democratic Mayor Karen Bass has claimed at least 14,000 homeless people have been moved into interim or permanent housing under her administration, it was revealed earlier this year that the city was spending over $800,000 per housing unit. The Los Angeles Homeless Services Authority made a point of emphasizing that Los Angeles is not the only major US city to see an increase in its homeless population, noting that Chicago saw a 57 percent increase and Portland saw a 20 percent hike. According to the agency, in California, Kern County saw a 22 percent increase, San Bernardino County a 26 percent increase, San Diego County a 22 percent increase, and Riverside County a 12 percent increase. Earlier this month, San Diego and Portland approved homeless camping bans. Moving on… Do you guys remember that Children’s hospital in Boston that was exposed for performing gender mutilation & sterilazation on kids? https://townhall.com/tipsheet/miacathell/2023/07/04/boston-childrens-hospital-dethroned-n2624870 Children's Hospital Caught Trans-ing Kids No Longer No. 1 for Pediatric Care For the first time in a decade, Boston's Children's Hospital—which was exposed last year for its experimental genital mutilation, sterilization, and chemical castration of minors identifying as "transgender"—is no longer the no. 1 pediatric medical center in America. Since 2014, Boston Children’s Hospital has claimed the top spot on U.S. News and World Report's honor roll rating the best pediatric-care facilities in the nation. But, the consumer-ranking giant's 2023 - 2024 list published on June 21 has dethroned the Beantown-based institution, the leading recipient of pediatric-research funding from the National Institutes of Health (NIH). In the latest rankings, Cincinnati Children's Hospital Medical Center took the crown, with Boston Children's Hospital bumped to second place. U.S. News and World Report collected data from almost 200 medical centers through an annual survey that examines a myriad of criteria, such as patient safety, clinical outcomes, and surgical success. Each hospital's score was derived from a nationwide polling of 15,000-plus pediatric specialists, who were asked "where they would send the sickest children in their specialty." Among its LGBTQ-centered departments, Boston Children's Hospital is home to the Gender Multispecialty Service (GeMS) clinic, the "first pediatric and adolescent transgender health program" in the U.S. Serving more than 1,000 families to date, GeMS has expanded to "treat" patients as young as three-years-old. The hospital's Center for Gender Surgery offers surgical mutilation to gender-dysphoric teenagers, including vaginoplasties for 17-year-old boys (Boston Children's Hospital has since quietly changed the age minimum); metoidioplasties and phalloplasties; and chest reconstruction and breast augmentation for 15-year-old kids. Now, the age range has been raised to 18-years-old in the hospital's official guidance. Removal of the testicles is often performed at the same time as a vaginoplasty, which requires a lifetime of dilation,, and can leave the patient sterile. Boston Children's Hospital, whose tagline is: "Until every child is well," was caught promoting "gender-affirming hysterectomies" for "trans youth" in a now-scrubbed video, which was part of a 90-part series that positively frames the medical butchery without addressing the irreversible damage that it does to the human body. Other topics highlighted in the series include "Why is hair removal necessary before phalloplasty?" and "Fertility preservation: What transgender patients should know." Salvaged by Libs of TikTok, an archived version of the 33-second hysterectomy footage shows a smiling Dr. Frances Grimstad of Boston Children's Hospital Division of Gynecology happily describing, as upbeat background music played, the medically unnecessary operation that can render (otherwise) physically healthy patients infertile by removing female reproductive organs. Another since-deleted video posted to the hospital's YouTube channel showed a psychologist claiming that "a good portion" of children she sees at Boston Children's Hospital GeMS clinic know they're transgender "from the womb.” https://twitter.com/i/status/1649007304774123521 - Play Video In a Journal of the American Medical Association article that Boston Children's Hospital GeMS co-director Dr. Oren Ganor authored on "Streamlining Interstate Access to Gender-Affirming Surgeries," the plastic and reconstructive surgeon called for a drastic increase in "clinician capacity" for children to be subjected to "sex-change" surgeries. Ganor also urged a ramping up of "training efforts" at medical school residency programs to instruct future physicians on performing "transgender" procedures. The local NPR news station WBUR reported in 2018 that Ganor wrote in an email that Boston Children's Hospital is "slightly flexible" when it comes to the age acceptance of biological males seeking genital surgery "because of the difficulty young women can experience accessing gendered spaces—like dorms and bathrooms—if they still have male genitalia." The hospital's policy had not yet been finalized, Ganor said, "because of the issue around consent for sterilization (which is part of the procedure)." Now, in entertainment news… https://boundingintocomics.com/2023/07/03/after-the-walt-disney-company-canned-chief-diversity-officer-latondra-newton-warner-bros-discovery-and-netflix-lose-their-diversity-heads/ After The Walt Disney Company Canned Chief Diversity Officer Latondra Newton, Warner Bros. Discovery And Netflix Lose Their Diversity Heads At the end of June it was revealed that The Walt Disney Company’s Chief Diversity Officer Latondra Newton was no longer with the company. Now Warner Bros. Discovery and Netflix’s have also seen their diversity heads leave their respective companies. Variety announced Newton had left The Walt Disney Company after they obtained an internal company memo on June 20th from the company’s HR chief Sonia Coleman. Coleman wrote in the memo, “I’m writing to share the news that Latondra Newton has decided to leave The Walt Disney Company to pursue other endeavors.” Coleman went on to reveal that Julie Merges would take on Newton’s role on an interim basis as the company looked for a new DEI leader, “Latondra’s direct reports will report to Julie Merges on an interim basis until a new DEI leader is identified. I want to thank Julie for leading this team along with her Talent Acquisition organization.” “Additionally, Shelby Curry and the DEI Internal Communications team will continue reporting to Carrie Brown in her role leading internal communications & engagement for the company,” Coleman wrote. Following Newton’s exit, TheWrap reported that Netflix’s head of inclusion strategy Vernā Myers was stepping down from her position at the company in September. While she is exiting the company as head of inclusion strategy she will still advise the company albeit the report notes she will be focusing primarily on her consulting company, The Vernā Myers Company. Unlike The Walt Disney Company, Netflix appears to have a replacement for Myers already lined up in Wade Davis. Davis is currently the Vice President of Inclusion Strategy and worked under Myers for four years. In a statement Myers said, “It’s hard to step away from the company and this role because of how much I love Netflix and the people here. I’m so excited for the talented Wade Davis who will be taking the lead of the I-and-D work along with our incredible inclusion strategy team and I can’t wait to see the continued progress we all will make together.” At the end of June, Los Angeles Times reported that Warner Bros. Discovery axed its diversity leader Karen Horne, who was the company’s Vice President for Diversity, Equity, and Inclusion in North America. According to the outlet’s sources her departure from the company was announced on June 28th and the company’s spokeswoman Megan Klein informed the outlet she was not let go due to Warner Bros. Discovery’s “cost-cutting but rather a rethinking and reorganization of the company’s diversity organization.”

This is Garrison Hardie with your CrossPolitic Daily News Brief for Thursday, July 6th, 2023. Story Real Estate: Home. It’s where you build your legacy. Where traditions are started, seeds are planted, meals are shared, and stories are told. Home is where you prepare to go out into the world. Finding the home that’s perfect for your family is a big job. Story Real Estate is Moscow’s top real estate team. They give people real estate advice all over the country. Family homes, investments, land, new construction, or commercial— they know real estate. If you’ve thought about a move to Moscow or anywhere in the country, reach out to get connected with a Story Real Estate agent. Wherever you’re going, they can help guide you Home. Visit storyrealestate.com. https://thepostmillennial.com/potential-prisoner-swap-deal-in-the-works-for-wall-street-journal-writer-detained-in-russia-report?utm_campaign=64487 Potential prisoner swap deal in the works for Wall Street Journal writer detained in Russia Russian and American officials are reportedly discussing a prisoner swap that could include detained Wall Street Journal reporter Evan Gershkovich, however, no further details have been released by either side. Gershkovich has been held in Moscow’s Lefortovo pre-trial detention centre for months after being arrested and charged with "espionage." Previous attempts to free him via the Russian legal system have come up fruitless. According to the Washington Post, Kremlin spokesperson Dmitry Peskov explained on Tuesday that officials "don't want [the details] discussed in public," adding that prisoner swap negotiations "must be carried out and continue in complete silence." The Russian government has appeared willing to swap US-held prisoners for Gershkovich, however, Deputy Foreign Minister said earlier this year that talks would only begin after the journalist's trial had ended. Gershkovich and the US have tried to hasten proceedings, but it has been to no avail. Last week, a Russian court determined that he had to remain in pre-trial detention at Lefortovo until August 30. On Monday, US Ambassador to Russia, Lynne Tracy, met with Gershkovich and noted that he "is in good health and remains resilient despite the circumstances." She expressed hope that the Russian government would "provide regular consular access." As the Wall Street Journal reports, White House officials stated on Tuesday, "While we unfortunately do not have a breakthrough to share, we continue to pursue every avenue to secure the release of Evan Gershkovich." The US government, including Ambassador Tracy, has maintained Gershkovich's innocence and slammed the Russian government over his treatment. "The accusations against Gershkovich are unfounded," she said, "and we call on the Russian authorities to release the journalist immediately." The Wall Street Journal also stood with Gershkovich, stating,"Evan is a member of the free press who right up until he was arrested was engaged in news-gathering. Any suggestions otherwise are false." The first US journalist to be detained in Russia on charges of spying since the Cold War, Gershkovich could face up to 20 years in prison if found guilty. Now this! Another whoopsie from the government! https://justthenews.com/accountability/waste-fraud-and-abuse/usda-says-it-overpaid-10-food-stamp-benefits-2022-program USDA says it overpaid 10% of food stamp benefits in 2022 as program doubled from 2019 Largely due to unintentional mistakes" by the government or households, the U.S. Department of Agriculture said it overpaid Supplemental Nutrition Assistance Program benefits in 10% of cases, The Washington Times reports. The government either wrongly determined households were eligible for the program better known as food stamps or overestimated how much they were due, while 2% were deemed underpayments. The total rate of under- and overpayments was lower before the COVID-19 pandemic: 7.4% in 2019 and 6.8% in 2018. States varied widely in how accurate their payments were, with Alaska the worst at overpayment with 57% and South Dakota the best at under 3%. The program has also doubled since 2019, reaching $113.9 billion from $55.6 billion. It now covers 41 million Americans with an average payment of $230 per month. The Government Accountability Office also released figures Friday of overpayment across the federal government in fiscal 2022, $247 billion, while cautioning the figure is an estimate because the government cannot "determine the full extent to which improper payments occur." Now to Los Angeles we go… https://thepostmillennial.com/los-angeles-homeless-population-spikes-to-more-than-46000?utm_campaign=64487 Los Angeles County homeless population spikes to over 75,000 Homelessness has increased by ten percent in the city of Los Angeles, and it has increased in Los Angeles County by nine percent. According to the 2023 Greater Los Angeles homeless count results conducted by the Los Angeles Homeless Services Authority (LAHSA), Los Angeles County’s homeless population increased to approximately 75,518, an increase from 69,144 in 2022. In the City of Angels, the number of homeless people increased to approximately 46,260 people, an increase from 41,980 people in 2022. Earlier this year, it was revealed that California holds half of all “unsheltered people” in the US. Dr. Va Lecia Adams Kellum, chief executive officer of the Los Angeles Homeless Services Authority, said, “The homeless count results tell us what we already know, that we have a crisis on our streets, and it’s getting worse.” Los Angeles County Board of Supervisors Chair Janice Hahn called the results “disappointing,” writing in a statement, “It is frustrating to have more people fall into homelessness even as we are investing hundreds of millions of taxpayer dollars and resources into efforts to bring people inside. I appreciate the cities that have stepped up and supported solutions, but these numbers prove that solutions-oriented cities are too few and far between.” Los Angeles officials challenged the accuracy of the 2022 LAHSA count that reported finding zero homeless people in Venice Beach, an area known for its massive homeless problem. As a result, the county used a new counting app and hired a demographer and two data scientists. Though Democratic Mayor Karen Bass has claimed at least 14,000 homeless people have been moved into interim or permanent housing under her administration, it was revealed earlier this year that the city was spending over $800,000 per housing unit. The Los Angeles Homeless Services Authority made a point of emphasizing that Los Angeles is not the only major US city to see an increase in its homeless population, noting that Chicago saw a 57 percent increase and Portland saw a 20 percent hike. According to the agency, in California, Kern County saw a 22 percent increase, San Bernardino County a 26 percent increase, San Diego County a 22 percent increase, and Riverside County a 12 percent increase. Earlier this month, San Diego and Portland approved homeless camping bans. Moving on… Do you guys remember that Children’s hospital in Boston that was exposed for performing gender mutilation & sterilazation on kids? https://townhall.com/tipsheet/miacathell/2023/07/04/boston-childrens-hospital-dethroned-n2624870 Children's Hospital Caught Trans-ing Kids No Longer No. 1 for Pediatric Care For the first time in a decade, Boston's Children's Hospital—which was exposed last year for its experimental genital mutilation, sterilization, and chemical castration of minors identifying as "transgender"—is no longer the no. 1 pediatric medical center in America. Since 2014, Boston Children’s Hospital has claimed the top spot on U.S. News and World Report's honor roll rating the best pediatric-care facilities in the nation. But, the consumer-ranking giant's 2023 - 2024 list published on June 21 has dethroned the Beantown-based institution, the leading recipient of pediatric-research funding from the National Institutes of Health (NIH). In the latest rankings, Cincinnati Children's Hospital Medical Center took the crown, with Boston Children's Hospital bumped to second place. U.S. News and World Report collected data from almost 200 medical centers through an annual survey that examines a myriad of criteria, such as patient safety, clinical outcomes, and surgical success. Each hospital's score was derived from a nationwide polling of 15,000-plus pediatric specialists, who were asked "where they would send the sickest children in their specialty." Among its LGBTQ-centered departments, Boston Children's Hospital is home to the Gender Multispecialty Service (GeMS) clinic, the "first pediatric and adolescent transgender health program" in the U.S. Serving more than 1,000 families to date, GeMS has expanded to "treat" patients as young as three-years-old. The hospital's Center for Gender Surgery offers surgical mutilation to gender-dysphoric teenagers, including vaginoplasties for 17-year-old boys (Boston Children's Hospital has since quietly changed the age minimum); metoidioplasties and phalloplasties; and chest reconstruction and breast augmentation for 15-year-old kids. Now, the age range has been raised to 18-years-old in the hospital's official guidance. Removal of the testicles is often performed at the same time as a vaginoplasty, which requires a lifetime of dilation,, and can leave the patient sterile. Boston Children's Hospital, whose tagline is: "Until every child is well," was caught promoting "gender-affirming hysterectomies" for "trans youth" in a now-scrubbed video, which was part of a 90-part series that positively frames the medical butchery without addressing the irreversible damage that it does to the human body. Other topics highlighted in the series include "Why is hair removal necessary before phalloplasty?" and "Fertility preservation: What transgender patients should know." Salvaged by Libs of TikTok, an archived version of the 33-second hysterectomy footage shows a smiling Dr. Frances Grimstad of Boston Children's Hospital Division of Gynecology happily describing, as upbeat background music played, the medically unnecessary operation that can render (otherwise) physically healthy patients infertile by removing female reproductive organs. Another since-deleted video posted to the hospital's YouTube channel showed a psychologist claiming that "a good portion" of children she sees at Boston Children's Hospital GeMS clinic know they're transgender "from the womb.” https://twitter.com/i/status/1649007304774123521 - Play Video In a Journal of the American Medical Association article that Boston Children's Hospital GeMS co-director Dr. Oren Ganor authored on "Streamlining Interstate Access to Gender-Affirming Surgeries," the plastic and reconstructive surgeon called for a drastic increase in "clinician capacity" for children to be subjected to "sex-change" surgeries. Ganor also urged a ramping up of "training efforts" at medical school residency programs to instruct future physicians on performing "transgender" procedures. The local NPR news station WBUR reported in 2018 that Ganor wrote in an email that Boston Children's Hospital is "slightly flexible" when it comes to the age acceptance of biological males seeking genital surgery "because of the difficulty young women can experience accessing gendered spaces—like dorms and bathrooms—if they still have male genitalia." The hospital's policy had not yet been finalized, Ganor said, "because of the issue around consent for sterilization (which is part of the procedure)." Now, in entertainment news… https://boundingintocomics.com/2023/07/03/after-the-walt-disney-company-canned-chief-diversity-officer-latondra-newton-warner-bros-discovery-and-netflix-lose-their-diversity-heads/ After The Walt Disney Company Canned Chief Diversity Officer Latondra Newton, Warner Bros. Discovery And Netflix Lose Their Diversity Heads At the end of June it was revealed that The Walt Disney Company’s Chief Diversity Officer Latondra Newton was no longer with the company. Now Warner Bros. Discovery and Netflix’s have also seen their diversity heads leave their respective companies. Variety announced Newton had left The Walt Disney Company after they obtained an internal company memo on June 20th from the company’s HR chief Sonia Coleman. Coleman wrote in the memo, “I’m writing to share the news that Latondra Newton has decided to leave The Walt Disney Company to pursue other endeavors.” Coleman went on to reveal that Julie Merges would take on Newton’s role on an interim basis as the company looked for a new DEI leader, “Latondra’s direct reports will report to Julie Merges on an interim basis until a new DEI leader is identified. I want to thank Julie for leading this team along with her Talent Acquisition organization.” “Additionally, Shelby Curry and the DEI Internal Communications team will continue reporting to Carrie Brown in her role leading internal communications & engagement for the company,” Coleman wrote. Following Newton’s exit, TheWrap reported that Netflix’s head of inclusion strategy Vernā Myers was stepping down from her position at the company in September. While she is exiting the company as head of inclusion strategy she will still advise the company albeit the report notes she will be focusing primarily on her consulting company, The Vernā Myers Company. Unlike The Walt Disney Company, Netflix appears to have a replacement for Myers already lined up in Wade Davis. Davis is currently the Vice President of Inclusion Strategy and worked under Myers for four years. In a statement Myers said, “It’s hard to step away from the company and this role because of how much I love Netflix and the people here. I’m so excited for the talented Wade Davis who will be taking the lead of the I-and-D work along with our incredible inclusion strategy team and I can’t wait to see the continued progress we all will make together.” At the end of June, Los Angeles Times reported that Warner Bros. Discovery axed its diversity leader Karen Horne, who was the company’s Vice President for Diversity, Equity, and Inclusion in North America. According to the outlet’s sources her departure from the company was announced on June 28th and the company’s spokeswoman Megan Klein informed the outlet she was not let go due to Warner Bros. Discovery’s “cost-cutting but rather a rethinking and reorganization of the company’s diversity organization.”

Se você já ouviu a célebre frase “diversidade é chamar para a festa e inclusão é chamar para dançar”, de Vernã Myers, vice-presidente de estratégia de inclusão na Netflix, certamente racionalizou a grande diferença entre um termo e outro. De acordo com Thalita Gelenske, cofundadora e CEO da Blend Edu, não basta somente levar para dentro das empresas pessoas diversas. É preciso acolher e permitir que essas pessoas participem das tomadas estratégicas de decisões da organização. Saiba como tornar o tema tangível no seu negócio, neste episódio do podcast #MaisConsciente.

In this episode of the HR Leaders podcast, I'm joined by Terrance Cooley, Chief People and Information Security Officer at the United States Air Force, to discuss the human resources model in the U.S. Air Force, Terrance's background as a cybersecurity expert, and his journey as a foster parent.

In this episode of the HR Leaders podcast, I'm joined by John Foster, Chief People Officer at Truepill to discuss The 5 essential ingredients for a human-centered organization.

In this episode of the HR Leaders podcast, I'm joined by Laura Cole, Managing Director, Head of HR UK & Europe, and host of the EXperience Lounge Podcast, to discuss how Standard Chartered Bank are reinventing employee experience.

In this episode of the HR Leaders podcast, I'm joined by Silke Muenster, Chief Diversity Officer at Philip Morris International, to discuss how to drive workplace inclusion and equality. Silke was appointed Chief Diversity Officer (CDO) at Philip Morris International (PMI) in March 2020 – a newly-created role reporting directly to the CEO. At PMI, she is known for being incredibly proactive on inclusion and diversity (I&D). She is a coach and mentor to other women, has built a women's network at PMI and prior to her current role, worked closely with senior leaders across the organiSation on workplace strategies and tactics to advance I&D.

In this episode of the HR Leaders podcast, I'm joined by Tanmay Manohar, Vice President, People Analytics & Workforce Planning at Paramount, to discuss how they're using VR for DE&I training.

In this episode of the HR Leaders podcast, I'm joined by Dr. Taryn Marie Stejskal, Executive Coach, Founder and Chief Resilience Officer at the Resilience Leadership Institute, to discuss the five practices of highly resilient people: why some flourish and others fold.Taryn is one of the leading authorities on Resilience Leadership. Her work is resonating throughout the Fortune 500. As she describes it, "We are a world in which our human experience is defined by facing challenge, change, and complexity on an order of magnitude to which prior generations have not been exposed.

In this episode of the HR Leaders podcast, I'm joined by Noah Rabinowitz, Vice President and Global Head of Learning and Development at Moderna to discuss how they're creating a learning organization of the future.Noah is a global leadership and learning executive focused on transformational change, digital, agile, and problem based leadership development.

In this episode of the HR Leaders podcast, I'm joined by Brian Fetherstonhaugh, CEO, Executive Coach and Board Advisor at the Long View Talent Group, to discuss the 5 principles that create resilient leaders.Brian is a global leader in the field of talent transformation and career strategy. His mission is to help organisations transform their talent for the future, and to help individuals find purposeful and joyful careers.

In this episode of the HR Leaders podcast, I'm joined by Ruth Gotian, a leadership coach, keynote speaker, educator, and social scientist who researches the most successful people in the world in order to learn about their mindsets and practices.We discuss the top 5 attributes of high achievers, what inspired her to write her book: The Success Factor: Developing the Mindset and Skillset for Peak Business Performance, and some practical tools you can use to help your people become more than average.

In this episode of the HR Leaders podcast, I'm joined by Christopher Littlefield, to discuss the three things you can do to recognize your team better today. Christopher Littlefield is an international speaker on employee appreciation and remote team working, a Harvard Business Review and Forbes Contributor, the founder of Beyond Thank You and author of the book 75 Team Building Activities for Remote Teams.

In this episode of the HR Leaders podcast, I'm joined by Derek Irvine, Senior Vice President of Client Strategy & Consulting at Workhuman, to discuss how human-centered companies are changing the future of work, and how to implement a culture of performance and gratitude in the workplace — and so seize a competitive edge, increase profitability, and drive business momentum.Derek is one of the world's foremost experts on social recognition, continuous performance management, engagement, and the future of work, guiding business leaders to elevate their vision and ambitions for their company culture.

In this episode of the HR Leaders podcast, I'm joined by Pauline Hogg, the Head of HR at Arla Foods UK, to discuss the transition that every leader must make, as well as Arla Foods' change journey, and how Arla Foods are developing their leaders for a disrupted 21st century.

Deepa Purushothaman is an author, speaker, leader, and Co-founder of nFormation. Deepa challenges and redefines the status quo of leadership, success, and power by centering on the needs and experiences of women of color. Deepa shares her journey from executive to thought leader and how her sabbatical to recover her health, combined with her study of policy led her to interview over 500 women of color in senior positions about the microaggressions and racism they have experienced in the corporate world. She gave them a voice in her book, The First, The Few, The Only: How Women of Color Redefine Power in Corporate America. She talks about her experiences teaching leaders to listen carefully to the women of color in their organizations to learn how work is not working for them, shares her suggestions to women of color on how to react to racist situations, and explains to executives how to talk about them when they occur. We are in a moment where people are open to uncomfortable conversations, and willing to change what should be changed. Deepa is excited for the work of the future where women of color will feel included and heard.   https://bit.ly/TLP-311   Key Takeaways [1:45] Jan shares Deepa Purushothaman's background. After leaving Deloitte, Deepa co-founded nFormation, a membership-based community for professional women of color, helping place them in C-suites and on boards. Deepa's first book, The First, The Few, The Only: How Women of Color Redefine Power in Corporate America, was published in March 2022 to international acclaim. [2:28] Jan welcomes Deepa to The Leadership Podcast. Deepa left corporate America during the pandemic, just before the Great Resignation. People told her she was crazy to leave a secure position. She says you leap sometimes and it just works out. [3:37] Deepa tells why she left the corporate world. She was done with her corporate career and needed a break. She wanted to do something around women of color. At the time, people thought COVID-19 would be just a couple of weeks. [5:03] Deepa spent 21 years in corporate roles at Deloitte. Toward the end of her career, she was very sick and spent eight months in bed. She started to see the importance of health and asked herself what place she wanted work to take in her life. She had a big value shift. [7:18] Deepa shares her tips for living a good life in a corporation. It takes very intentional work, protecting your time, and accepting that you may not rise fast in the company. [8:38] Before resigning, Deepa had taken an eight-month leave of absence for illness. After 15 doctors, she was diagnosed with late-stage Lyme disease. Eight months of unplugging from the system helped her see she could have a family and other things outside the firm. She figured out how she wanted to redesign her life and what she needed to recharge. Being able to do that was a gift. [11:18] Deepa had had a growing sense of purpose about policy — that was her major in school — and that, combined with her sick-leave sabbatical, gave her a new direction for her life. [13:08] Deepa found similarities between working at a large corporation and a small to medium business. She interviewed mainly VP-level and above. The women would say they had finally gotten to their seat of power and they didn't feel powerful. A lot of the women of color Deepa interviewed talked about erasing or hiding parts of themselves to get to the table in any size of business. [14:02] Many women of color grew up as “onlies” and didn't see themselves represented in the media or among leaders. So there's a question of belonging and having to find your voice. We're trying to figure out what leadership looks like for us because we don't see it around us. [14:55] Deepa listed in her book twelve different challenges that women of color executives face. At the top of the list, it's not seeing yourself represented and having to find your voice. The sense of “first, few, and only” is really different. There's a deep sense of isolation. Deepa lists other differences that affect women of color more than anyone else, including chronic illnesses and the extra work they have to do. [18:19] One woman of color Deepa interviewed edits how she talks, dresses, styles her hair, and what she eats because she is the only woman of color in her company and her community, and she wants to present all black people in the best light possible. Executive women of color are asked to mentor many women of color because they are the only ones in their company or industry in senior positions. [22:08] Deepa interviewed Vernā Myers of Netflix, who told her how offputting airplane overhead storage compartments are for women with small children who might get hit with falling luggage. Deepa notes similarly that workplaces weren't designed with all people in mind. The corporate model of the family, with one person working and the other raising children, has never been updated. [24:11] Many of the women of color in the book shared microaggressions that had been said to them. Deepa notes a few that were said to her two or three times daily. Some women were told they were “articulate” on a daily basis. It made them feel like they didn't belong. No one heard people say to a white man that he was articulate. [26:16] About the Senate Panel Vote for Judge Ketanji Brown Jackson. Deepa has written an Op-Ed about it that drew a lot of attention. Despite being overqualified, her credentials were questioned. Most of the women Deepa interviewed said they had to be two or four times as good as their counterparts just to be credible or to get the opportunity. Judge Jackson had to smile through derogatory comments. [28:33] Deepa tells how she handled it when people asked her if she was in a meeting to take notes or pour the coffee when she was the senior person in the room. She contrasts that with how she would handle her feelings about the same situation today. [31:56] How does Deepa address systemic issues at a Fortune 100 company? She meets with an executive team and is very open and blunt. Some executives tell Deepa they have solved these problems, then Deepa speaks with Black and Brown employees and hears a list of challenges and concerns. Deepa talks with companies about starting on a journey that will take a while. [35:12] Deepa is optimistic that executives are listening differently and if we are to change how work works for everybody, now is the time. Deepa wants leaders to give themselves permission to try different things. None of us have been taught how to talk about race. Deepa talks in the book about things women of color can do when they face racist incidents. Practice and have statements ready. [36:38] Deepa also encourages white male leaders to practice dealing with incidents, such as saying, “That didn't sit right,” “I'm afraid that probably didn't land the same way for everybody,” or “Can we stop the meeting and talk about what just happened?” We all need to learn what to do about racism. Give yourself permission to try. It's more important that you try than that you don't do anything. [37:15] In the two years it took to write the book, the language has progressed so much in how we talk about these topics. The terms are changing. You're not going to get it right every time. That's OK; it's more important to try and to give yourself grace. Deepa notes that the employee voice is on the rise and she wants people to be happy in their jobs. [39:45] Deepa talks about “the power of me,” and “the power of we.” In order to create change, it's going to take other people. Deepa sees a lot of delusions about how work has to be. [41:02] Leaders should learn to know the values that women of color hold, such as community. Women of color tell Deepa they have negative feelings for the word “Power.” She asked Stacy Brown Philpot, CEO of TaskRabbit, about power and she suggested leadership and power could be about making people feel safe and that they can bring all of who they are to the table, with some boundaries and guardrails. [44:36] Deepa has learned through publishing this book that you have to be ready but you also have to trust that the universe will meet you where you are. She is also excited about the future and the possibility of the moment we are in. Change is possible if we band together and have hard conversations. If we are ever going to have a better world of work, it is now. [46:28] Deepa's final thoughts: We all have power. We all have the ability to find our voice and some of this is about doing the hard work to figure out what's important to you, and what your values are. How do you want to show up? How do you want to lead? Who do you want to be? When you know that, there are ways to change the places where you work. We have a lot more power than we realize.   Quotable Quotes “[When I left my career] I didn't have a book deal. I didn't have the company founded. There were a lot of questions around that, so …  It kind of speaks to my risk-taking. You leap sometimes and it just works out.” “I had a very visible job. I was known in a hundred-thousand-person organization by my first name. … When you make it relatively young, and you make it quickly … — I'd sacrificed a lot to get to that seat.” “I thought you could have success and health is important but it wasn't top-of-mind. … I started to get really sick. …  Part of my journey was getting healthy; part of my journey was asking different questions. … What space do I want work to take up in my life.” “I interviewed over 500 women of color to write the book and so their stories are in there. … One of the statements that kept coming up over and over again is this pressure to conform, perform, and produce.” “You almost have to unplug for at least six months to even understand … what the values are and look in your life and see what makes you happy.” “I grew up in a very white, very small farm-country town where I was one of five students of color in a school of 500. So you're always kind of wondering, ‘What's different; where do I belong?'” “When I get that angry or that upset, I carry that for a long time. … I have research that suggests that we carry negative comments four times as long as a positive comment or a compliment. Those kinds of things really weigh on women and women of color.” “We have not created safety in companies. We have not created places where people are able to tell the truth and women of color can share everything that's happening to them.” “There are a lot of challenges. Speaking with 500 women of color, … there is … a lot of trauma. I'm really optimistic because I feel like we're in a moment where people are listening differently and that if we were ever going to change how work works for everybody, it's now.” “I think we're just in a moment where employee voice is on the rise. And so, if companies and leaders don't start to pay attention to that, I think they're missing something. … I want people to be happy in the jobs that they have. We spend more time working than we do with our spouses.”   Resources Mentioned Theleadershippodcast.com Sponsored by: Darley.com Deepa Purushothaman on LinkedIn @n2Formation The First, The Few, The Only: How Women of Color Redefine Power in Corporate America, by Deepa Purushothaman George Floyd Lyme disease Vernā Myers Ketanji Brown Jackson Time Fortune 100 Stacy Brown-Philpot TaskRabbit Maya Angelou  

Ooops!! we've just cheekily added the f*** word to one of Heather's life mottos! In this episode the boys chat with Heather Martin from the Chiu School of Business at Bow Valley College about the importance of suitably preparing the next generation of Canadian employees and the need to bring a diverse group of voices to the forefront in business. Heather has been facilitating groups of adult learners since 2007 in Canadian non-profit and post-secondary environments. Currently, she provides transformative learning experiences that give learners the necessary critical and creative thinking skills to solve complex problems with creative solutions, and become valuable contributors to future employers. In her side hustle (and passion project), Heather designs and delivers entrepreneurial programming that enables innovators to catalyze future growth, improve productivity and competitiveness and bridge the gap between industry and academia. During the episode Heather and Ken refer to two quotes respectively - “Diversity is being invited to the party. Inclusion is being asked to dance®” Vernā Myers, Diversity advocate & TED speaker, www.vernamyers.com and “Diversity is having a seat at the table, inclusion is having a voice, and belonging is having that voice be heard.” Liz Fosslien, Author of 'No Hard Feelings: The Secret Power of Embracing Emotions at Work', www.fosslien.com—We hope you enjoy the podcast. Remember to subscribe via Apple podcasts or Spotify, share the link with your friends and colleagues and you can always reach out to as at the following email address info@ineedtof-ingtalktoyou.com.—Ready for the next step in your difficult conversations? You can buy the book on Amazon now.I Need To F***ing Talk To You! | The Art of Navigating Difficult Workplace Conversations - Amazon | Owl's Nest Books| Shelf Life Bookshttps://www.ineedtof-ingtalktoyou.com/

We all have theater kid energy! Broadway News: Starting this season, Tony Awards voters must complete unconscious bias training in order to vote in any categories. The news, sent to voters last Friday, requires members to take a free, online training session led by inclusion strategist Vernā Myers. The course is meant to teach viewers how to identify unconscious or implicit bias in their own decision-making processes and how to correct it, according to the course description.  Producers Stephen Byrd and Alia Jones-Harvey announced that a new musical stage adaptation of Black Orpheus, featuring a book by Pulitzer Prize winner Nilo Cruz, original music by Grammy Award winner and Brazilian icon Sergio Mendes, and direction and choreography by Tony Award winner Sergio Trujillo, is being readied for its world premiere production on Broadway during the 2022-2023 season. A developmental workshop and an out-of-town regional theatre run are being planned for 2022 before heading to Broadway in 2023. James Snyder, who has been playing the role of Harry Potter in Harry Potter and the Cursed Child since a new, shorter version of the production reopened on Broadway on November 12, 2021, has had his contract terminated. The termination follows a complaint from fellow cast member Diane Davis, who has since also left the production by her own accord, regarding his conduct. The Broadway revival of Ntozake Shange's for colored girls who have considered suicide/ when the rainbow is enuf, directed and choreographed by Tony Award nominee Camille A. Brown will begin performances on Friday, April 1, 2022 at the Booth Theatre. The fully reimagined production will open on Wednesday, April 20, 2022.  Casting: Dennis Stowe steps into the role of Jafar in the Broadway production of Aladdin beginning this week at the New Amsterdam Theatre. He succeeds fellow original cast member Jonathan Freeman, who created the role on Broadway after voicing the part in the 1992 animated film. Freeman played his final performance on January 23. NaTasha Yvette Williams will succeed Dawnn Lewis as Zelma, Tina Turner's mother, in Broadway's Tina: The Tina Turner Musical beginning February 4. Lewis is scheduled to play her final performance on January 30. Williams was last seen on Broadway in Chicken and Biscuits and has been a long-time Matron "Mama" Morton in Chicago. She starred as Becky during the original run of Waitress, and also appeared on Broadway in A Night With Janis Joplin, Porgy and Bess, and The Color Purple. Follow @BwayPodNetwork on Twitter. Find co-hosts on Twitter at @AyannaPrescod, @CLewisReviews, and @TheMartinAcuna. Subscribe To BPN's newsletter HERE. Learn more about your ad choices. Visit megaphone.fm/adchoices

Vernā Myers, Netflix's VP of inclusion strategy, discusses how she advocates for diverse voices to be heard at the table.See more from Jonathan Capehart: https://www.washingtonpost.com/people/jonathan-capehart/?utm_source=podcasts&utm_medium=referral&utm_campaign=cape-upRead more from Washington Post Opinions: https://www.washingtonpost.com/opinions/?utm_source=podcasts&utm_medium=referral&utm_campaign=cape-upListen to the new Post Opinions podcast: https://www.washingtonpost.com/podcasts/please-go-on/?utm_source=podcasts&utm_medium=referral&utm_campaign=cape-up

Netflix is a company that believes in invention and reinvention. Vernā Myers, Netflix's VP of Inclusion Strategy shares some of the secrets behind Netflix's culture, addressing the importance of having the courage to break new ground, how the company approaches diversity, inclusion, and equity, and why curiosity is one of the most important traits to creating an inclusive culture.

Vice president of inclusion strategy at Netflix Vernā Myers joins The Post to discuss strategies for ensuring productive, inclusive workplaces that lead to mutual respect among colleagues.

Join me and Vernā Myers, inclusion strategist, cultural innovator, thought leader, and social commentator, to hear Vernā's insights on re-imagining a new, more inclusive and equitable world where we all benefit from the creative power of difference. Sponsored by Thompson Hine.

This week, Nicola meets Netflix's Vernã Myers, who has over 20 years' experience helping organisations remove barriers for underrepresented communities. Vernã tells Nicola how Martin Luther King's assassination set her on the path to redressing inequalities in society when she was just seven years old, why she's helping Netflix create more complex stories, and how we can all become active participants in countering bias.Sign up to Facebook Curated, the monthly leadership newsletter for stories on the people, brands and ideas shaping business and culture: https://bit.ly/37tFNMtNow, Then, Ten is brought to you in collaboration with Facebook & Founders Forum. Want to hear more from our hosts? Find Nicola & Brent on LinkedIn & follow @FoundersForum for more on podcast content.

How can diversity and inclusion help your company?   The bottom line: it motivates people and is shown to have a positive financial impact!   In today’s episode, we are chatting with Vernā Myers, VP of Inclusion Strategy at Netflix, Harvard-trained lawyer, and founder of the Vernā Myers Company. Vernā is a best-selling author and is known as a cultural change catalyst, influencer, thought leader, and social commentator. Vernā has been featured on CNN and cited in numerous publications including The Atlantic, Bloomberg BNA, Business Insider, Forbes, Fortune, Harvard Business Review, Refinery29, and TED NPR Radio to name a few.   In this episode, Vernā and I talk about her transition from Harvard Law to her focus on diversity and inclusion, defining equity, and sorting through unconscious biases. We then talk further about how you can be an ally, understanding microaggressions and micro-affirmations, the financial impact of D&I for companies, and the difference between sympathy versus empathy.   Social Media:   Follow YAP on IG: www.instagram.com/youngandprofiting Reach out to Hala directly at Hala@YoungandProfiting.com Follow Hala on Linkedin: www.linkedin.com/in/htaha/ Follow Hala on Instagram: www.instagram.com/yapwithhala Follow Hala on ClubHouse: @halataha Check out our website to meet the team, view show notes and transcripts: www.youngandprofiting.com   Timestamps:   01:10 - Vernā’s Shift From Law to Diversity & Inclusion 03:39 - How Vernā Uses Her Law Skills Today 05:45 - Verna’s Definition of Diversity and Inclusion 08:46 - Understanding The Concept of Equity 10:46 - Imposter Syndrome and its Relation to Diversity 14:31 - Experience with Unconscious Bias 17:28 - Improving Your Unconscious Bias Over Time 19:20 - Social Hierarchy Framework: Prejudice to -isms 24:24 - How to Lift Up Marginalized Groups as Leaders 27:23 - How to Support with Balance 29:41 - How to Raise Children in a World Full of Biases 34:25 - What is a Microaggression?  37:53 - What are Micro-Affirmations? 40:28 - The Financial Impact of D&I 45:09 - Sympathetic vs. Empathy/Compassion 48:27 - Continuing this Conversation 51:40 - Vernā’s Secret to Profiting in Life   Mentioned in the Episode: Vernā’s LinkedIn: https://www.linkedin.com/in/vernamyers/ Vernā’s Twitter: https://twitter.com/VernaMyers Vernā’s Website: https://www.vernamyers.com/

Vernā Myers, Netflix’s VP of Inclusion Strategy, has dedicated her life to tackling bias in society and in the workplace. She sits down with LinkedIn Editor-in-Chief Daniel Roth for a candid conversation about her career journey, Netflix’s approach to inclusion, and the reason she believes a solid inclusion strategy sets the stage for excellence, period.

Episode 100! Vice President of Inclusion at Netflix Vernā Myers. Recorded at Representation Matters 2019 this funny and insightful conversation brings a new perspective to inclusion. A warmup for this year's Rep Matters on salesforce.com/live, September 14–18.

Our biases can be dangerous, even deadly — as we've seen in the cases of Michael Brown in Ferguson, Missouri, and Eric Garner, in Staten Island, New York. Diversity advocate Vernā Myers looks closely at some of the subconscious attitudes we hold toward out-groups. She makes a plea to all people: Acknowledge your biases. Then move toward, not away from, the groups that make you uncomfortable. In a funny, impassioned, important talk, she shows us how.

We have all had those moments when we feel like we have communicated something carefully, only to be met with blank stares or even worse, ruffled feathers. In this session, Vernā Myers, a nationally recognized expert and author of Moving Diversity Forward, will teach us how to go from well-meaning to well-doing in our efforts […] The post Inclusive Communication: How to Go from Well-Meaning to Well-Doing appeared first on The Conferences for Women.

Vernã Myers is a mother to one phenomenal son. She is a cultural change catalyst, influencer, and thought leader who is known for her captivating insights and ability to help people bridge differences and connect more meaningfully. She is a Harvard trained lawyer and founded the Vernã Myers company, which for over two decades, has helped organizations eradicate barriers based on race, ethnicity, gender, sexual orientation, and other differences. She is also the Vice President of Inclusion Strategy at Netflix where she helps devise and implement strategies that integrate cultural diversity, inclusion, and equity into all aspects of Netflix's operations worldwide. Her inspiring TED Talk, How to Overcome Our Biases: Walk Boldly Toward Them, offers ways any person can become an active participant in countering bias in themselves and in others to create a better world.

COVID-19 is impacting people throughout the world and it's never been a more important time to practice inclusive leadership. Leaders tend to react in various ways when fear, anxiety and uncertainty reign. Some might ignore or downplay the severity of the pandemic, attempting to move ahead with business as usual to the extent that is possible. Others might feel stunned by all of the chaos and act in ways that exacerbate the problem. As the world mobilizes to mitigate the impact of the coronavirus, uncertainty abounds. One thing is clear, however: the COVID-19 outbreak underscores the need for business and society to work together, support one another, be resilient and prepared—qualities that all good leaders can foster. On this week's podcast episode, you'll be hearing from Vernā Myers, a Harvard-trained lawyer and founder of The Vernā Myers Company. Vernā was recently made VP, Inclusion Strategy at Netflix. In this episode, Vernā shared how leaders can lead during this crisis using her four Cs of progress – Cultural Curiosity, Compassion, Consciousness, and Courage. In this conversation, we talked about practical tools for connecting and supporting one another in this difficult time.

Many local communities are engaged in conversations about how school quality should be determined and how that information should be shared.  Those conversations take place in the shadow of GreatSchools.org - who provides a 1-10 rating for nearly every public school in the country.  These ratings have a major impact on everything from curriculum to housing prices.  Matt Barnum (Chalkbeat) wrote about the ways GreatSchools ratings can nudge families towards schools with fewer Black and Brown students.  He joins us to discuss his reporting as well as what current education research can tell us about just how malleable people are when it comes to making choices about schools.  We're also joined by Ali, the leader of the Seattle Chapter of Integrated Schools, and the author of our most widely read blog post, The Problem with GreatSchools. We grapple with the source of the data provided by GreatSchools, but also with how we use it, and, especially what our obligations are, as White and/or privileged people, when we interact with this data.Join our Patreon to support this work, and connect with us and other listeners to discuss these issues even further.LINKS:Matt's article on Great SchoolsPeter Bergman (Columbia University) - Study on the impacts of providing GreatSchools ratings to people searching for homes with housing vouchers (Section 8)Vernā Myers's TED Talk- Researcher of bias who worked with Next DoorEdWeek interview with Bill Jackson, the founder of GreatSchools, about the original vision for the organization. Three takes on how Next Door has tried to address racial bias:Harvard Business ReviewWiredThe RootLet us know what you think of this episode, suggest future topics, or share your story with us - @integratedschls on twitter, IntegratedSchools on Facebook, or email us hello@integratedschools.org.The Integrated Schools Podcast was created by Courtney Mykytyn and Andrew Lefkowits.This episode was produced by Andrew Lefkowits and Ali McKay.Audio editing and mixing by Andrew Lefkowits.Music by Kevin Casey.

As inclusion consultant Vernā Myers famously said, "diversity is being invited to the party, inclusion is being asked to dance". In this episode, we explore diversity. Brands have a responsibility to change the moral agenda by embracing all differences, no matter age, gender, ethnicity, religion, or disability, from the people they hire to the products they develop. Host: Andrew McDougall, Associate Director, Beauty & Personal Care Guests: Roshida Khanom (Associate Director, Beauty & Personal Care), Toya Mitchell (Senior Multicultural Analyst), Richard Cope (Senior Trends Consultant)

In a special live taping for the WeAreNetflix podcast, Dr. Brené Brown (Research Professor at the University of Houston and author of five #1 NYT best-sellers) and Vernā Myers (Head of Inclusion and Diversity at Netflix) have a candid conversation about the difference between perfectionism versus striving for excellence and how embracing vulnerability is necessary to create an inclusive and diverse work environment.

Catherine is here today with Verna Myers. Vernā Myers is on a personal mission to disrupt the status quo and she knows how to: she's lived it! Vernā rose out of Baltimore's working class to become a Harvard-trained lawyer, entrepreneur, author and cultural innovator. Her dynamic, laugh-out-loud speeches inspire audiences to go further — to move beyond levelling the playing field to create a new field altogether — and empower people of all backgrounds to contribute at their highest levels. Vernā asks hard questions because today's interdependent companies, governments and communities need to figure out how to solve seemingly intractable, systemic problems. With humility born from years of experience in life and in the field, Vernā's stories spell out the steps needed to embrace difference and create fair and prosperous solutions that help reorganize our world. Author of the best-selling books Moving Diversity Forward: How to Move from Well-Meaning to Well-Doing, and What If I Say the Wrong Thing? 25 Habits for Culturally Effective People, Vernā has touched over 1,000,000 people through her speeches, appearances and transformative message of power and possibility. Her inspiring TED talk, “How to Overcome Our Biases? Walk Boldly Toward Them,” offers three ways any person can become an active participant in countering bias in ourselves and in others to create a more just world. Find Our More About Verna Myers Discover Verna on her Website Connect with Verna Myers on Facebook Follow Verna on Twitter @VernaMyers Follow Verna Myers on Instragram @vernamyers A quote from the inspirational woman - "Diversity is being invited to the party. Inclusion is being asked to dance." Verve Portraits People are always complimenting on my photos, and they ask me - who is your photographer, and I tell them that I don't have a photographer, I have access to the best photographers – that's the main reason why todays episode is brought to you by Verve Portraits. Let me share my experience with Verve - they genuinely want to know all about you, they are curious about your ‘why' (your purpose) to establish the right elements for a memorable experience. Verve really know how to capture your story and bring it to life that creates emotional connection. They carefully select the best photographers from around the world and their mission is to create unforgettable experiences that will be celebrated for a lifetime. So …  I highly recommend that you check them out and prepare yourself for your own unforgettable experience. It's now time to head over to www.verveportraits.com.au/catherine  where you receive a discount as a special gift for our listeners. It's now time to enjoy Vernā Myers.

Catherine is here today with Verna Myers. Vernā Myers is on a personal mission to disrupt the status quo and she knows how to: she's lived it! Vernā rose out of Baltimore's working class to become a Harvard-trained lawyer, entrepreneur, author and c...

Vernā asks hard questions because today’s interdependent companies, governments and communities need to figure out how to solve seemingly intractable, systemic problems. With humility born from years of experience in life and in the field, Vernā’s stories spell out the steps needed to embrace difference and create fair and prosperous solutions that help reorganize our world.

Bachelorette contestant Eric Bigger and his aunty Vernā Myers chat’s with Slate producer Veralyn Williams and Doctor Robin M. Boylorn, Associate Professor at The University of Alabama and member of the Crunk Feminist Collective. For links on what we discuss check out our show page. Tell a friend to subscribe! Share this link: megaphone.link/represent Email: represent@slate.com Facebook: Slate Represent Twitter: @SlateRepresent, @craftingmystyle Production by Veralyn Williams Social media: Marissa Martinelli Learn more about your ad choices. Visit megaphone.fm/adchoices

Bachelorette contestant Eric Bigger and his aunty Vernā Myers chat’s with Slate producer Veralyn Williams and Doctor Robin M. Boylorn, Associate Professor at The University of Alabama and member of the Crunk Feminist Collective. For links on what we discuss check out our show page. Tell a friend to subscribe! Share this link: megaphone.link/represent Email: represent@slate.com Facebook: Slate Represent Twitter: @SlateRepresent, @craftingmystyle Production by Veralyn Williams Social media: Marissa Martinelli Learn more about your ad choices. Visit megaphone.fm/adchoices