Podcasts about why dei

Intro Teaser:  How do you go from a high-powered banking career to stirring up cultural change one dish at a time? In this flavorful and fearless conversation, we sit down with Amalia Moreno-Damgaard—award-winning chef, author, cultural strategist, and Latina powerhouse. Born and raised in Guatemala, Amalia has turned her ancestral culinary roots into a mission: to build cultural bridges through food, storytelling, and inclusivity. From boardrooms to banquet tables, Amalia is redefining what it means to lead with flavor. She's not just cooking meals—she's crafting movements. In this episode, we explore her fascinating journey from international finance to founding Amalia Latin Gourmet, her insights on DEI in today's climate, and why Minnesota's food scene needs to bet big on diversity. Get ready to be inspired, empowered, and probably a little hungry.  This Week on The Empower Hour: What if the secret to stronger leadership, deeper inclusion, and cultural connection started in the kitchen? Meet Amalia Moreno-Damgaard—award-winning chef, bestselling author, keynote speaker, and former international banking executive—who turned her Guatemalan heritage into a global mission. Through her company, Amalia Latin Gourmet, she partners with top organizations to spark transformation through storytelling, Latin cuisine, and inclusive leadership. In this episode, we talk about: Her journey from corporate banking to building a Latin gourmet brand How food became her tool for cultural education and empowerment Competing in Carla Hall Presents Favorite Chef (and making it to the finals!) Why DEI needs a rebrand—and how storytelling can lead the way What cities like Minneapolis-St. Paul must do to invest in diverse food culture The process behind writing her award-winning books (and the third one in progress) Whether you're a foodie, a founder, or a fierce advocate for equity—this episode will feed your mind and soul.

I saw the How to Train Your Dragon live-action remake… and I have thoughts.In this episode, I unpack why this remake felt like a clunky cosplay of the original. From jarring diversity choices in a Viking village, to Gobber's wild prosthetic downgrade, to live-action humans moving like they're dodging foam axes at a Renaissance fair—it's all here.I talk about:• Why DEI casting broke immersion• Why the animation >>> live-action• Nick Frost as Gobber (and why I miss Craig Ferguson)• Mason Thames as Hiccup vs. Jay Baruchel• The awkward parent moment in the fire trial scene• And why scene-for-scene remakes can feel like lazy cinemaDon't worry, it's not all fire and brimstone—I give credit where it's due: Gerard Butler still brings the heat, and Julian Dennison made me laugh out loud.If you saw the remake, you'll get it. If you haven't… maybe just rewatch the 2010 classic.

Spenser Skates is the Co-founder and CEO of Amplitude.Our conversation gets into the importance of data in product design and company building, how Amplitude is thinking about AI, and the future of user responsive software.We also get into the early days of building Amplitude, when to go multi-product, how to construct your board as a startup, hiring executives at various company stages, lessons from closing three acquisitions, lessons scaling to $300 million in ARR, inside Amplitude's 2021 IPO, and what most people get wrong about Founder Mode.Thanks to Numeral for supporting this episode, the end-to-end platform for sales tax and compliance. Try it here: https://bit.ly/NumeralThePeelTimestamps:(4:45) Using data to build great products(8:31) Why data is existential to every business(13:14) How to go multi-product(15:48) Every startup becomes a distribution company(19:29) Lessons from three acquisitions(29:09) AI hasn't changed B2B SaaS yet(31:24) Challenges of incorporating AI in B2B SaaS(33:09) Amplitude's AI experiments(36:29) Navigating technology hype cycles as a public company(39:40) Amplitude's opportunity in LLMs(43:08) User responsive software(46:16) Surprising things that slow your speed of execution(51:27) What people get wrong about Founder Mode(59:48) Pivoting into Amplitude after YC(1:04:42) Nine months to raise Amplitude's first round(1:08:31) Surprises from closing the first customers(1:12:46) Two sales lessons for technical founders(1:13:44) Scaling to $300M+ ARR(1:17:14) How to choose board members(1:19:55) Inside Amplitude's IPO(1:21:56) “Stock price is an output of the business”(1:26:36) Evolving from startup founder to public company CEO(1:31:54) How hiring execs changes as you scale(1:34:32) Why DEI is important at Amplitude(1:39:46) Relevance of gaming and startupsReferencedTry Amplitude: https://amplitude.com/Careers at Amplitude: https://amplitude.com/careersMoxie Marlinspike's web3 article:https://moxie.org/2022/01/07/web3-first-impressions.htmlSheep Logic: https://www.epsilontheory.com/sheep-logic/Follow SpenserTwitter: https://x.com/spenserskatesLinkedIn: https://www.linkedin.com/in/spenserskatesFollow TurnerTwitter: https://twitter.com/TurnerNovakLinkedIn: https://www.linkedin.com/in/turnernovakSubscribe to my newsletter to get every episode + the transcript in your inbox every week: https://www.thespl.it/

Dr. Rosalind Chow joins us to explore how status, power, and perspective shape what we view as “reasonable”—and why marginalized voices are often held to a different standard. From stalled DEI efforts to the illusion of objectivity among dominant groups, Rosalind challenges us to rethink who gets to define what counts as change. Topics [0:00] Intro and Speed Round [6:26] The difference between sponsorship and mentorship [10:13] Why corporate relationships are important [16:05] Why DEI efforts often stall [27:00] The moral cost of assimilations [31:20] Well-meaning allies [46:56] Desert Island music [50:15] Grooving Session - The importance of Mentorship ©2025 Behavioral Grooves Links About Rosalind Chow The Doors You Can Open - by Rosalind Chow The Social Psychology of Inequality - CUNY Graduate Center Join the Behavioral Grooves community Subscribe to Behavioral Grooves on YouTube Music Links Rent - La Vie Boheme Beatles - Revolution  

We've spent years talking about DEI, but has it really changed anything? According to the latest guest on our International Women's Day episode Geeta Sidhu-Robb, the answer is a hard NO. Hosts Caroline Donaghue and Priya Rawal sit with Geeta, the trailblazing entrepreneur and founder of WCorp who's on a mission to make work places biologically and structurally compatible for women to empower them to be the best. She explains:

What if everything you thought about DEI was wrong? Is your organization truly inclusive, or are you just checking a box? Join us at the Build a Vibrant Culture podcast as Nicole sits down with Grant Harris, Certified Diversity Executive and author of Unlocking Diversity, Equity & Inclusion for Success. Grant takes us on a journey from compliance to community, sharing how organizations can move beyond check-the-box DEI efforts to create truly inclusive workplaces.In This Episode, We Cover:[00:09:09] The real meaning behind diversity, equity, inclusion & accessibility (DEIA)[00:24:54] Why DEI training alone isn't enough—and what to do instead[00:33:39] The power of neurodiversity in the workplace (and why it's the future!)[00:40:10] Practical actions HR professionals & leaders can take right nowPlus, Nicole and Grant break down the #WeNotMe mindset and why it's essential for building vibrant, high-performing cultures.Connect with Grant Harris:Website: www.compliancetocommunity.comBook: https://a.co/d/ejKQOPOLinkedIn: linkedin.com/in/grantharris555Tune in now at vibrantculture.com/podcast or your favorite podcast platform and take your DEI strategy from theory to action!

Send us a textStrap in, because this episode is about to get PETTY. If you were looking for professionalism, turn this off now. Trent and Aaron go full send on the Pentagon's Friday Night Massacre, the long-overdue firing of General CQ Brown and General Jim Slife, and why this is the best thing to happen to the military in YEARS.

DEI efforts are at a crossroads, and Lily Zheng is here to explain what's broken—and more importantly, what it will take to create real, measurable change in workplaces.Lily is an unapologetically bold DEI strategist, consultant, and best-selling author whose work has been featured in Harvard Business Review, New York Times, and NPR. Their groundbreaking books—DEI Deconstructed, Reconstructing DEI, and Fixing Fairness—lay out practical, evidence-based strategies for building truly inclusive and effective organizations.In this episode, you'll learn:Why traditional DEI efforts often fall short and how to fix them.The four pillars of Lily's FAIR Framework: Fairness, Access, Inclusion, and Representation.How measuring impact can improve DEI efforts and keep practitioners motivated.Strategies for navigating today's societal and political DEI challenges.Why DEI work benefits everyone—and how to communicate that win-win effectively.Through their sharp insights and candid reflections, Lily inspires us to hold the DEI industry to a higher standard while emphasizing the importance of hope, community, and systemic change.Links:Learn more about Lily Zheng: https://www.lilyzheng.co/Follow Lily on LinkedIn: https://www.linkedin.com/in/lilyzheng308/Buy Lily's books: DEI Deconstructed | Fixing Fairness (coming soon!)Become a part of our community:Instagram: https://www.instagram.com/diversity_beyondthecheckbox/LinkedIn: https://www.linkedin.com/showcase/diversity-beyond-the-checkbox-podcast/Website: https://beyondthecheckbox.com/Hosted by Jackie Ferguson, award-winning business leader, best-selling author, and co-founder of The Diversity Movement.Production by Earfluence - https://www.earfluence.com

Why DEI?

How to Unleash the Best Version of Yourselves. On today's episode of Diversified Game we are joined by Jesse Rhodes Jr. Jesse Rhodes Jr is an accountant and author with experience working at Deloitte and Amazon. He released his book 'Leadership Unlocked' to help people navigate work in the corporate world. Connect with Jesse: Website: www.jesserhodesjr.com Buy Courses at https://bit.ly/PrepareforyourfirsttriptoAfricaudemy Support Us On Patreon: https://www.patreon.com/gamediversified 01:53 How did you start? Jesse opens the conversions by telling us how he started with his career. He talks about his own conflicts and the moments the directed his life to where it is now. 09:40 What do you attribute to your success? Jesse talks about building up a skillset and networking playing different roles on his road to achieving success. Your relationships can play a big role and in how you become successful. 14:39 What does it take for someone to achieve their biggest goals? The honey analogy. 20:40 How can people increase their perception in the job market? Jesse tells us how to grow as a person and build up your skillset. 25:34 How long did it take to see a return from attending conferences? Is there a point in attending conferences? You won't see any returns from attending conferences if you are not intentional about your actions. 29:46 What is your community giveback that you are doing? 36:25 Why DEI helps businesses grow in their executives positions? Many people don't see the positive impacts of DEI in the role of management and executives. Jesse tells us how DEI can improve the work ethic of all members on a team.

Episode 2326 - Why DEI shouldn't be used by companies and stores? -Was there a remote detonator at the shooting? -Why is CDC send a whole group to Colorado for bird flu? -Are half of cancer deaths related to lifestyle choices? -What supplements can help when coming off nicotine? -Do you think Supreme Court should be able to service for a lifetime or have term limits? -Are gold prices manipulated? -How can short burst of exercise training benefit the body and brain functioning? -Are Insurance companies making money off of you with your agreement? -Does anything happen by accident in politics or is it planned? -Is the AI systems being used against we the people? -Bird flu summit already scheduled for a month before the presidential election. 

3408 – June 19, 2024 – Why DEI? – Where did all this immorality come from? What happened that made it socially acceptable to live the way some folks do today? Why are we (Christians) allowing it to continue, ESPECIALLY the exploitation and mutilation of our children? Is the USA hopelessly lost? Can we save our Republic? We may not ... The post Why DEI? appeared first on CSC Talk Radio.

Are you feeling the limits of activism- specifically in the way we seem to become more polarized and exhausted?In this episode Jennifer talks with sacred scholar, vocalist and activist Amber McZeal to unpack  how to move into deeper psychic layers that can yield healing and interconnection. Talking about spiritual activism and ancestral healing they also share—Why DEI policies can't heal the illusion of separationThe medicine offered by ancestral lineage healingWhy the performativity of allyship gets us into troubleThe practice of radical optimismTune in for genuine and heart-felt exploration of how to decolonize the psyche so you can nourish your relationship to self, the collective and your activism practice. Links & resources—Learn more about Amber's work Join the Decolonizing the Psyche Facebook groupResmaa Menakem's book My Grandmother's HandsSubscribe to Jennifer's SubstackFollow Jennifer on Instagram or LinkedInHave a question for Jennifer? Email her at jennifer@sparkcoaching.ca Gratitude for this show's theme song Inside the House, composed by the talented Yukon musician, multi-instrumentalist and sound artist Jordy Walker. Artwork by the imaginative writer, filmmaker and artist Jon Marro.

Christine Moorman is the T. Austin Finch Senior Professor of Business Administration at the Fuqua School of Business at Duke University, where her research explores how consumers, managers, organizations, and financial markets learn about and use marketing knowledge. Christine tells us she didn't set out to become a professor, but through the encouragement of her mentors, she came to see it was the best path for her to pursue. After she received her Bachelor of Science in Marketing and Political Science from Northern Kentucky University, she immediately went on to the University of Pittsburgh, where she got her Ph.D. and MBA in Marketing.In 2008, Christine saw the need for something in her field that would provide benchmarks and elevate the voice of marketers. This led her to found The CMO Survey, which she manages to this day, which gathers and shares insights from marketing leaders to forecast market trends, measure marketing excellence, and enhance marketing's impact on organizations and society.On the show today, Alan and Christine talk about some of the key findings of the survey, including how budgets are moving, the percentage of revenue for marketing spent at different kinds of companies, and the percent of sales versus the percent of the overall budget. They also discuss the types of metrics marketers are tracking and what implications those choices have for being able to communicate the value of marketing. This leads them into a conversation about the rise of technology and martech spending, as well as some important findings around the utilization of these tools and what could be causing gaps in anticipated value. The ROI question continues as Christine outlines her findings on trends of decreased DEI spend and ways companies could address the effectiveness of important DEI efforts. In this episode, you'll learn about:Top-level trends in marketing spend and percentage of revenue allocated What metrics best communicate marketing value? Why DEI investments are decreasing and how we can increase the efficiency of spend Key Highlights:[02:24] Becoming a “cracker-jack” event ticket salesperson[05:45] Why Christine became a professor [06:50] Why start the CMO Survey?[07:35] Where is the budget going? Top-level trends around spending[10:35] Marketers ability to communicate value [15:45] Martech challenges and how they're impacting marketing efforts [19:20] Experiences with failed CRM implementations [22:20] Why has DEI spending dropped?[28:30] Trends Alan has seen through these interviews[30:30] An experience of her past that defines who she is today: mentorship [34:10] Advice to her younger self: worry less and believe more.[34:40] Learning how to ask better questions and interrogate theories [38:30] Trends to watch: marketing for a better world and a base of disciplinary training [40:50] A big opportunity: cross-industry idea sharingLooking for more?Visit our website for the full show notes, links to resources mentioned in this episode, and ways to connect with the guest! Become a member today and listen ad-free, visit https://plus.acast.com/s/marketingtoday. Hosted on Acast. See acast.com/privacy for more information.

How Tony Stark, the myth of meritocracy, and our unspoken beliefs about genius explain Elon Musk and the (re)turn of eugenics to the right wing Blog version and information about podcast and mailing list: https://literatemachine.com/2024/04/01/elon-musk-wokeness-and-the-myth-of-meritocracy If you enjoyed this, please tell someone, as word-of-mouth is how projects like this grow. For as little as $1 an episode, you can get exclusive authors notes, excerpts, and early access to episodes by supporting me on Patreon at: https://www.patreon.com/ericrosenfield Thanks to my current Patrons: Kathryn Carruthers, Gabi Ghita, Hristo Kolev, Kevin Cafferty, Ulysse Pence, Wilma Ezekowitz, IndustrialRobot, Not Invader Zim, Jason Quackenbush, Arthur Rosenfield, and Nancy S. Rosen Bibliography and Further Reading Interview with Stan Lee where he talks about the creation of Iron Man: https://screenrant.com/stan-lee-iron-man-unlikable-hero-creation-marvel/ How Albert Einstein was no "lone genius": https://www.nature.com/articles/527298a The Structure of Scientific Revolutions, Thomas Kuhn, 1962 How many filaments Edison tried in creating the lightbulb: http://uncommoncontent.blogspot.com/2015/05/how-many-times-did-edison-fail-in.html Talented and Gifted programs and their legacy of Eugenics: https://rethinkingschools.org/articles/the-forgotten-history-of-eugenics/ On the creation of the IQ Test: https://www.youtube.com/watch?v=W2bKaw2AJxs Alfred Binet thought intellegence couldn't be reduced to a number: https://www.verywellmind.com/history-of-intelligence-testing-2795581 while Lewis Terman disagreed: https://stanfordmag.org/contents/the-vexing-legacy-of-lewis-terman Terman study subjects results more about socioeconomic status than intelligence: https://www.psychologytoday.com/us/blog/beautiful-minds/200909/the-truth-about-the-termites and the high performers and low performers had about the same IQ: https://www.nytimes.com/1995/03/07/science/75-years-later-study-still-tracking-geniuses.html The Bell Curve is based on junk, fraudulent "science": https://youtu.be/UBc7qBS1Ujo?si=UMJKOTiArp9qSnca What Intelligence Tests Miss, Keith E. Stanovich, 2009 On "Gifted Kig Syndrome": https://thehowleronline.org/6490/viewpoint/former-gifted-child-syndrome/ Local education systems are funded by property taxes: https://www.npr.org/2016/04/18/474256366/why-americas-schools-have-a-money-problem DeSantis campaign says "woke" is awareness of systemic injustice: https://www.motherjones.com/mojo-wire/2022/12/desantis-ron-woke-florida-officials/ Someone working 40 hours a week at minimum wage is still below the poverty line: https://www.cnn.com/factsfirst/politics/factcheck_7e5bc7fa-1a5a-4c29-958f-53a07ac1b9ab# Why DEI was created: https://www.americanprogress.org/article/5-reasons-support-affirmative-action-college-admissions/ Study where resumes were sent out with stereotypically black and white names and their results: https://www.politifact.com/factchecks/2015/mar/15/jalen-ross/black-name-resume-50-percent-less-likely-get-respo/ On the long, toxic history of "Cultural Marxism": https://www.nytimes.com/2018/11/13/opinion/cultural-marxism-anti-semitism.html Cultural Marxism and the "vast, Jewish conspiracy": https://www.dailydot.com/debug/what-is-cultural-marxism/ The "Hyperloop" is an idea that can never work: https://bigthink.com/starts-with-a-bang/elon-musk-hyperloop/ and was just a ploy to disrupt the development of trains in California: https://time.com/6203815/elon-musk-flaws-billionaire-visions/ Wired story from 2018 about Musk mistreating his employees: https://www.wired.com/story/elon-musk-tesla-life-inside-gigafactory/ Some More News on Musk: https://youtu.be/5pNL7MlUpmI?si=GNFvsKQQRpyfw-MH Tesla cars fall apart in motion: https://www.reuters.com/investigates/special-report/tesla-musk-steering-suspension/ Tesla cars suspected of turning off self-driving moments before a crash: https://futurism.com/tesla-nhtsa-autopilot-report Musk not interested in labor laws or regulations: https://apnews.com/article/elon-musk-spacex-twitter-inc-technology-business-8912c2a2f282b395d3630b3589fa25bc More on Musk mistreating employees: https://www.latimes.com/business/story/2022-11-14/elon-musk-toxic-boss-timeline Musk spreading lies on Twitter: https://futurism.com/elon-musk-black-students-low-iqs Musk antisemitic tweets: https://www.theguardian.com/technology/2023/nov/16/elon-musk-antisemitic-tweet-adl Musk racist tweets about asylum-seekers: https://www.rollingstone.com/culture/culture-news/elon-musk-great-replacement-conspiracy-theory-1234941337/ Musk the eugenicist: https://disconnect.blog/why-silicon-valley-is-bringing-eugenics/

Today, our guest is Quinten Sheriff, a seasoned professional who has made it his mission to drive innovation by truly understanding the needs of his clients. With a career spanning the globe, Quinten brings a wealth of experience from diverse educational landscapes.   We have the privilege of hearing about Quinten's remarkable global journey, exploring his invaluable insights, and understanding his philosophy on innovation, client-centricity, and the transformative power of meaningful collaboration in today's ever-evolving world.   In this episode, you will hear:  What a human-centered problem is.  The importance of human connection.  The nature of the imbalance and how the lack of empathy impacts that imbalance.  Implementing user design learning in your organization.    Why DEI is important to Quentin and his career.  Memorable lessons and insights from Quentin's international experiences.      Quinten Sheriff, a veteran of the L&D and design industry, shares the philosophy that true innovation happens when you truly understand your client's needs. This passion has driven his work from being an educator and technology specialist in five different countries, across Africa, Asia, and South America to now being a consultant in human performance, instructional design, and marketing and business strategy in Canada.   Quinten has collaborated with global partners on transformation projects and led design and educational technology teams. He is passionate about digital learning and collaboration, learning technology, and being a change agent and problem solver.   He runs the design coop, whose projects are at the intersections of HR, business and marketing consultancy, performance improvement initiatives, Diversity, Equity and Inclusion.   Episode References:  UDL Guidelines: https://udlguidelines.cast.org/    Connect with Quinten Sheriff: Website: https://mailchi.mp/28dd7e4b113c/tr3xhogi9a  LinkedIn: https://www.linkedin.com/in/quintensheriff/  LinkedIn: https://www.linkedin.com/company/the-design-coop/  Podcast/YouTube: https://www.youtube.com/channel/UCM4OKgVIHEujPoNbta14xEg  LinkTree: https://linktr.ee/quinten.sheriff    Connect with R Blank and Stephanie Warner:  For more Healthier Tech Podcast episodes, and to download our Healthier Tech Quick Start Guide, visit https://HealthierTech.co and follow https://instagram.com/healthiertech Additional Links: Shield Your Body website: https://ShieldYourBody.com Shield Your Body Youtube Channel: https://youtube.com/shieldyourbody Host R Blank on LinkedIn: https://www.linkedin.com/in/rblank9/ Shield Your Body on Instagram: https://instagram.com/shieldyourbody  

In this episode we discuss: How Christie got started in DEI work Navigating budget cuts in DEI work Why DEI is sometimes labeled as exclusionary despite that being contradictory What including conservative voices means in DEI work Christie's Bio: Christie Lindor is an award-winning Workplace Culture & Inclusion Strategist with over 20 years of management consulting advising clients for firms such Deloitte, EY, and IBM. She has served 100s of global organizations across 31 industries in 10 different countries. The breadth and depth of her experience range from IT transformation and mergers & acquisitions to change management and organizational development. She has more than 12 years experience planning, designing, and implementing diversity, equity, and inclusion programs in Corporate America.  Connect with Christie: https://tessiconsulting.com/ https://www.linkedin.com/in/christielindor/ https://www.linkedin.com/company/tessiconsulting/ Connect with Rorri: Connect on Linked In: ⁠https://www.linkedin.com/in/rorri-geller-mohamed-lcsw-75004076/⁠ Join the email list: ⁠https://mailchi.mp/b02360d4b5a6/sul4h5by2y⁠ Interested in DEI leadership development or DEI support for your organization? Send an email to Rorri@upowerchange.com

Kurt Landon is the Founder and CEO of Enspira. Enspira is an LGBTQ+-owned HR services, talent acquisition and technology consulting firm. He joins us to share: His own experiences struggling with belonging growing up as “different” Why DEI conversations need to be focused on paradox rather than binary extremes How to be a better ally to the LGBTQ+ community and well-intentioned mistakes to avoid How to ask good proactive check-in questions as a leader Connect with Kurt at https://www.enspirahr.com/ and on LinkedIn.

Speakers For this EXCEPTIONAL WO.MEN's TALK we have the pleasure to welcome: ► Rohini ANAND, PhD, Founder and CEO of Rohini Anand LLC and former Group SVP Corporate, Responsibility and Global Chief DEI Officer, who will share insights and key learnings on how she shifted SODEXO DEI Global culture.  Rohini was SVP Corporate Responsibility and Global Chief Diversity Officer for Sodexo. She reported to the Global CEO and was a member of Sodexo's North America Executive Committee. Rohini successfully positioned Sodexo as a global thought leader in DEI and Corporate Responsibility. Sodexo's remarkable global culture change, led by diversity and inclusion, is featured in a Harvard Business School case study entitled Shifting the Diversity Climate: the Sodexo Solution . Her book, Leading Global Diversity, Equity and Inclusion, has been widely acclaimed as the must-read book on DEI. Biography Rohini Anand.pdf ► Patrick SOCHNIKOFF, Group SVP, Corporate & Social Responsibility, and Chief DEI Officer, SODEXO  Biography Patrick Sochnikoff.pdf ► Angeles GARCIA-POVEDA, Chairwoman of the Board at Legrand, inspiring Sponsor of WO.MEN by NEOMA Alumni. Biography Angeles Garcia-Poveda.pdf Programme How do we leverage DEI as a competitive advantage to better perform in our business? Time to ACT LOCALLY - A framework to PERFORM GLOBALLY Join a conversation with Rohini Anand and Patrick Sochnikoff, moderated by Angeles Garcia-Poveda, on integrating DEI into business models to make it sustainable. Rohini recently published her book “Leading Global Diversity, Equity, and Inclusion: a guide for Systemic Change in Multinational Organizations”  Drawing on her extensive experience working with multiple organizations, she will share 5 key principles as a framework to guide action. • Why DEI matters and makes a difference?• How do we measure progress and impact?• How do we make DEI local in its application?

Listen to this episode to hear: • Why DEI isn't just about race • How perfectionism can stop us from creating braver, safer spaces • The power of imperfect, small actions • Why so many today are jaded by traditional DEI work • Why embracing nuance and letting go of grand gestures is key • The work takes time and is never done, and why that's a good thing • How to work to create braver, safer spaces for everyone ABOUT ABBIOLA: Abbiola Ballah (she/her) is an Equity & Inclusion Consultant, Mentor & Speaker, and Founder of Phern Education Studios. She founded Phern Education Studios to be a catalyst for change in the Diversity, Equity, Inclusion and Belonging (DEIB) space by prioritizing not just learning but taking action. Originally from Trinidad and Tobago, Abbiola has lived internationally in Japan, the USA, and Belize for 20+ years and worked as an educator and program designer for 17+ years, giving her a unique lens through which she approaches equity and inclusion. Abbiola provides Equity & Inclusion coaching and consulting services to values driven professionals, leaders and organizations who work beyond borders making an impact. She is also currently a part of the National Aeronautics and Space Administration (NASA) Database of DEI Practitioners. Abbiola is a dynamic speaker and has been featured on several podcasts and spoken at conferences and summits including the CMX Summit: Thrive. She is an avid reader, travel nerd, theatre buff, and Japanese karaoke queen. Book a free clarity call with Abbiola here: https://calendly.com/abbiolaballah/tia-clarity-call Sign up for Abbi's newsletter here: https://www.subscribepage.com/takinginclusiveactionnewsletter View Abbila's Website & offerings here: https://www.pherneducationstudios.com/ And lastly, her Instagram here: https://www.instagram.com/pherneducationstudios/ ••• Conference tickets are now on sale, prices increase April 15th! Head here for more info: https://yellow2023.com/ Follow, subscribe and leave a review! Find out more about Yellow Co.'s community of women creaeting meaningful work: yellowco.co | @yellowco.co • Connect with Joanna at joannawaterfall.com and on IG @joannawaterfall :) Music Written by Jonny Pickett (check out his music on spotify) Thanks for listening!

In this episode of New Ideal Live, Onkar Ghate and Elan Journo discuss the heckling and public shaming of Judge Stuart Kyle Duncan by Stanford Law School (SLS) students and the school's associate dean of diversity, equity and inclusion (DEI) at a Federalist Society (FedSoc) event. Ghate and Journo delve into the viral video of the event, Stanford's letter apologizing to the judge, and the philosophic implications of both. Among the topics covered: How the “heckling incident” at SLS provides a window on DEI ideology on campuses; How the Stanford associate dean's remarks at the event represent the way DEI ideology functions as a religious orthodoxy; How DEI ideology treats subjective feelings of harm as though they were objective rights violations; Why DEI ideology is incompatible with the requirements of university education; How Stanford's apology letter defends free speech and apologizes to the judge; How the apology letter shows that DEI orthodoxy is incompatible with viewpoint diversity; SLS's plan to hold sessions presenting the current laws on free speech while welcoming dissenting perspectives on those laws; How to evaluate the judge's conduct within the context of this controversy. Mentioned in this podcast and relevant to the discussion are the video of the incident and the subsequent letter from the dean of the SLS. The podcast was recorded on March 31, 2023. Listen to the discussion below. Listen and subscribe from your mobile device on Apple Podcasts, Google Podcasts, Spotify or Stitcher. Watch archived podcasts here. https://youtu.be/OJzFS3RmM80 Podcast audio:

Standing at The intersection of navigating women through Sexual assault risk, personal identity leaps, organizational trauma micro aggressions and all the other tides of current social impact, my Goddess Chat with Kenyora Parham is going to show you a Curvy Hustle if there ever was one!    As a self identified advocate. designer.connector, collaborator, and consistent walker within her own truth, Kenyora Parham MSW, graced the Owning HER Health Stage with her story. In it you will see how she has woven a unique web of personal value and positional power using her authenticity and multi-passionate perspective to now empower other women, especially young women just launching into the micro aggressions of the world With the official title of Executive Director of End Rape on Campus (EndROC), Kenyora and her small team has been able to launch a tool for mapping out risks on campus as well as her supporting the roots of her side hustle C Suite in Living Color In Episode 85 we have a candid conversation around equity and safety for women and POC covering:    The Curvy Hustle Kenyora took from childhood dreams of Architectural Design into a life birthing the medicine of organizational healings and campus assault activism Her personal hero's journey Her identity leap into Survivor and now Flourishing Founder  The final hour partnership and rebuild of the business behind the mission of EndROC and Her own initiatives The next emergence of Phase 2 Medicine women on the rise : Social activists and Post Pandemic Waysayers - The Unfolding The Time Space Continuum shifts women are going to be making in -Maidenhood- Maven hood Kenyora's vision around community and diversity meeting personal safety and overwhelm The equity gap with a focus on equality Why DEI is done in a Human Centric Solution- Hierarchy of needs Why Leadership is not just a position of control Can we create these safe spaces where we can evolve and personally elevate to respond to the evolutionary reactions beginning on social media via her handle @herstoryk  Ways to help Kenyora Parham, her evolving story and visionary endeavors moving forward.  Resources  Connect directly with Our Guest :  Via her website https://kenyora.com/ LinkedIn profile linkedin.com/in/kenyora-parham    

Are companies doing enough to make their organizations more diverse, inclusive, and equal? In this Episode, Bob'nJoyce discuss why many diversity initiatives miss the mark. We will explore: • Why discussing this is difficult for us? • Why DEI initiatives are more about change (action), and less about training? • What is needed in the person leading Diversity? • What role does a CEO/leader play in DEI work? • How do you manage resistance in a one-up, one down world? Come on in. Grab a snack. Welcome!

Nicola Denning-Millar connects with Cheryl Gray. Cheryl's real estate career spans over 40 years and she has experience in management of all major asset classes, having worked for several leading RE firms in a senior leadership capacity.   Her focus over the past 15 years has been on ESG, prop tech, smart buildings, cyber security and pandemic response planning. She specializes in implementation strategies, operational organization and leading best practices. In this episode, we discuss the hot topic of Diversity, Equity & Inclusion, specifically:Why DEI is so important in the Commercial Real Estate industryThe challenges and barriers that exist in implementing DEI practices in the industryWho is responsible for driving the change?Obstacles Cheryl has faced and overcome The future of DEI in commercial real estate and what steps the industry can take to stay ahead of the curveWhat positive changes have occurred and what are the biggest areas of developmentThe key priorities for industry decision makers to address when succession planning, to ensure diversity, equity and inclusion

In today's solo episode, Lindsay is sharing a mindset shift involving DEI (Diversity Equity Inclusion) that's critical, must be included in your curriculum with justice, and cannot be separated. Tune in to learn more!    Episode Highlights: ⁠- Why this mindset shift is critical  - What DEI means for education and justice  - Why DEI must be included in your curriculum and cannot be separated    Liked this episode? Rate, review, and share!     Lindsay's Links: LinkedIn: @lindsaybethlyons  Instagram: @lindsaybethlyons Facebook Group: Time for Teachership Curriculum Audit: https://extras.lindsaybethlyons.com/diycurriculumaudit 

DEI training for nonprofits spiked in 2020 after the murder of George Floyd. But how many organizations have actually kept up with internal DEI work? A one-time seminar to check a box and give a pat on the back isn't going to cut it. DEI training that actually makes an impact and creates a lasting change requires planning, dedication to the principles, and – shocking, we know – more than a single meeting. In today's episode, we're talking about why ongoing DEI training is crucial in nonprofit organizations. DEI work needs to be incorporated into every level of your organization, and we're sharing information about where most organizations are in the race equity cycle, and how to facilitate different spaces to encourage people to open up in a setting where they feel comfortable.What's in this episode:[01:55] Why joint board/staff DEI training is not ideal, and how DEI work presents itself in different types of organizations (white led vs. BIPOC led, for example) [09:21] Understanding the stages (awake, woke, and work) of the race equity cycle in organizations[13:25] Why DEI training is not just about perception and outward-facing communications—it needs to transform internal operations (you're not done with the work when the training is over) [16:51] Ways to facilitate spaces where people feel comfortable sharing at different levels, and understanding when it's time to let someone go who isn't moving forward with the organization[20:25] How organizations can ensure accountability internally, expanding on the range of implicit biases that fall within DEI, and being intentional with regular trainingsFor full show notes, resources, links and to download the transcript, visit our website: https://thenonprofitreframe.com/Do you love our show and want to hear even more from us? You can get behind-the-scenes episodes and more by supporting us on Patreon: https://www.patreon.com/nonprofitreframe Get bonus content on Patreon Hosted on Acast. See acast.com/privacy for more information.

What would be your response if someone said diversity, equity, and inclusion is dead? Get ready to answer that because… My guest today makes that claim. And she's 100% right. Kait McGregor is the Director of People Science + Innovation at WithYouWithMe, where she leads the global research team that is developing the testing and matching capabilities of their company's POTENTIAL platform, a recruitment psychometric testing software. (If you LOVE this episode and the research Kait mentions, click this link to grab that research + more! https://go.withyouwithme.com/genzsignup) Why is DEI Dead? To put it simply? DEI initiatives no longer achieve what they set out to achieve. They simply “check a box”. It's no longer about actual diversity + inclusion. Instead, in most companies, quota and box-checking trumps actual diversification of thought, background, and ethnicity. Kait rightfully points out that most organizations have DEI initiatives just for show, with no intention of taking steps to achieve them. There is a significant need for change. Diversity, Equity, and Inclusion should mean more. It should be about recognizing people for who they are and understanding the values they would bring to an organization as individuals. Why DEI is mostly discussed as a surface-level thing instead of a systemic change: "I don't think it's from lack of trying, to be honest. For some organizations, DEI initiatives come from a place of understanding that this is a fundamental need within the requirements of what we have as an organization." ~ Kaitlynne McGregor. The need for this implementation is being discussed but the problem is in the method adopted. No one is teaching those organizations about this the different ways to go about it. They're so caught up in what they're trying to achieve that they've not had the time to take a step back and re-analyze their methods to see if it actually works. For example: Imagine being a Latina woman recruited by a “diversity recruiter” and given an interview, only to find out you never had a shot at the job to begin with. The position was already filled, but the company had to “fill it's diversity quota”. Kaitlynne speaks on the solution to proper implementation of DEI initiatives: "If DEI initiatives are done right, they should start with education. It should start with the conversation around 'How do we recruit neuro-divergent, youths, indigenous people, military spouses...in a way that is friendly to them, not in the way that suits us and is easy for us as HR professionals?" She said. She advised having an attitudinal and psychometric assessment of employees, and making that data available to recruiters. That way, a person's alignment with a certain role is more certain. It removes subconscious bias. Employment would then be based purely on data from the assessment, and the employees will be better understood holistically as individuals and not the labels we give them. But there aren't enough people willing to open their minds to these new ideas. When asked what she thinks about using AI as a solution to recruitment bias: I asked Kait whether or not AI was a good solution to this...

Erayna Sargent (AKA the Burnout Whisperer), is a speaker, mental wellness champion, and burnout relief expert. As founder and Chief Anti-Burnout Champion at Hooky Wellness®, she merged employee-centric design with mental wellness modalities to develop their burnout relief experience, Navigating Burnout™.  We discuss: How to disrupt the hustle culture Why DEI leaders experience higher rates of burnout How to recognize and manage where you are at on the burnout cycle Meet Erayna at https://www.hookywellness.com/ and Julie at www.nextpivotpoint.com

Susan MacKenty Brady is the Chief Executive Officer of The Simmons University Institute for Inclusive Leadership, and co-author of Arrive & Thrive: 7 Impactful Practices for Women Navigating Leadership. She shares: Why women decline in leadership roles after 2 promotions What systems need to be redesigned to include women Why DEI is a learning conversation, not right or wrong or good or bad Connect with Susan at https://www.inclusiveleadership.com/ and Julie at www.nextpivotpoint.com

Chéla Gage is the Senior Vice President of Reformation, a climate-positive and sustainability-focused fashion company. Chéla explains how her personal history shapes her role in recruitment and how she connects it to her passion for diversity, equity, inclusion (DEI), and belonging. I ask questions about her different career paths, how to scale up and scale down, and why she views managing talent acquisition as an agnostic career experience. Chéla explains her idea of how to create a company with attributes and values that a diverse workforce can be a part of and why this relates to differentiated EVPs.   Key Points From This Episode:   What is Reformation? How Reformation is sustainability-focused. Chéla's role in the company. Why DEI and sustainability are long-term games. How Chéla ended up in talent acquisition. Chéla's experience of owning her own firm. Why TA is industry agnostic. The different career paths Chéla has followed. Chéla's experience of scaling down from a large enterprise to Reformation. How to recognize when it is time for larger-scale processes (three major indicators). How Chéla got the sign-off for RPO changes. The impacts of COVID-19. How to use EVP in a meaningful way.   Tweetables:   “Employment changes lives.” — @tweetatche [0:06:58]   “Talent acquisition is truly the bridge that takes an organization from where they are to where they really want to be.” — @tweetatche [0:10:00]   “In talent acquisition, you have to have a backbone.” — @tweetatche [0:22:31]   “I think it takes a talent expert to listen to the organization and find out what's necessary and then adjust and adapt.” — @tweetatche [0:25:02]   “An employee value proposition consists of proper change management. It tells an employee why they should work here, and why they should continue to work here.” — @tweetatche [0:36:04]   Links Mentioned in Today's Episode:   Chéla Gage on Twitter Chéla Gage on LinkedIn Reformation Talk Talent to Me Hired

Jackie Ferguson is co-founder and Head of Content and Programming for The Diversity Movement, an organization that creates stronger business outcomes through strengthening culture and belonging. Jackie is a certified diversity executive, national speaker, author of the book, The Inclusive Language Handbook, and the host of the top-rated diversity podcast, “Diversity: Beyond the Checkbox.” Together, we discuss: What words to say and not say to signal you want to be an ally Why DEI is important in an economic downturn and how it affects the C-suite How to embed DEI into your organization as a leader Follow Jackie at the thediversitymovement.com and Julie at Nextpivotpoint.com 

Five Stages of Cultural Competence Part I What You Will Learn: What are the five stages of cultural competence How to view each stage from a conscious and unconscious framework of awareness Why DEI work can be so tricky when considering the stages of cultural competence Where most of the population sits on this scale of awareness Why our best intentions in DEI work are often not enough based on our own conscious beliefs and perceptions How the Intercultural Development Continuum Model explains why people can have different perceptions of identical experiences About Sara Taylor Sara Taylor earned a master's degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: https://twitter.com/deepSEESara @deepSEESara CNBC Closing the Gap

We often discuss misconceptions that people have around various topics like marketing, community, visibility and branding, and Diversity, Equity, and Inclusion work. And it's important to regularly revisit these topics, to dig in, debunk, and recenter the myths and misconceptions that come up with them. India Jackson joins Erica to discuss common misconceptions about DEI work, from getting stuck on the right way to engage to why it's vital to move from consuming information and into action. In this discussion: How perfectionism shows up when we get attached to there being one way to do DEI Why community is vital to moving DEI work from consumption to action Why DEI efforts require deep internal work and tangible action How a diversity of lived experiences, history, and culture impacts DEI globally   Ready to dive deeper? Being in community is one of the cornerstones that can support your DEI efforts. This is what can take you from consuming information to having conversations about what you've learned and forming powerful and intentional actions that you can move forward with. This is how we create change, and this is how we can do it in community with one another. Pause on the Play, The Community facilitates a space for these powerful conversations, being able to reconsider your normal, learning from one another, and knowing that you're not alone in your journey. If you're ready to join, visit pauseontheplay.com/community Resources: Hood Feminism, Mikki Kendall Eloquent Rage, Brittney Cooper Kimberlé Crenshaw Listen to Kay Fabella on DEI in the US and Abroad Listen to Erica on Why You Can't Operationalize DEI

As we move away from some of the urgency that surfaced in 2020 around Diversity, Equity, and Inclusion, it remains vital to continue doing the work. DEI isn't a box you can check and say you're done. You can't schedule learning and unlearning. Erica discusses why DEI is an ongoing project that requires emotional investment and openness and why it can't just be operationalized. In this discussion: Why DEI has to be the lens through which you do all things Why DEI can't be an intellectual exercise How committing to learning and unlearning requires an emotional investment How noticing when you're defaulting to ingrained assumptions creates opportunity for growth Ready to dive deeper? Being clear on your values and the impact you want to create helps you use diversity, equity, and inclusion as a lens. You need to be explicit about who you support, what you support, why you support it, and how your actions are aligned with that. If you want support in getting that clarity, so that you can get closer to embodying your values in your life and business, join the Implicit to Explicit Masterclass. Learn more at pauseontheplay.com/explicit. Resources: Jennifer Voss of Martha Beck, Inc discusses the process of transitioning from scholarships to awards in Episode 141: Making DEI Values Explicit in the Coaching Industry

Burnout becoming more common among professionals in different industries, but diversity and inclusion practitioners in particular seem to experience it at higher rates. With so many factors at play within the role of a DEI professional, it's not surprising that so many of us doing this work feel drained, overwhelmed or even helpless sometimes. But what people may not have a clear understanding of is why diversity and inclusion practitioners experience burnout so often and so severely. On today's episode of Inclusion in Progress, we dive into what it is about DEI work that causes burnout; what obstacles stand in the way of practitioners in corporate environments that often lead to burnout; what needs to change in order for DEI to get the traction it truly requires to make lasting change; and what organizational leaders, DEI practitioners and allies alike can to do move in the direction of that vision.   In This Episode: [1:17] Why this episode is so important to DEI practitioners, and how we can get it into the earbuds of even more people who would benefit from hearing it so they don't feel alone. [6:15] Kay shares her mental health journey and how her lived experiences provide the context and perspective through which she approaches DEI work with the Inclusion in Progress team. [11:04] Why are companies struggling to find effective DEI solutions, and what will it take for DEI to get the consideration, priority and attention it truly requires and deserves within organizations. [18:09] What obstacles are created by workplace structures, and what can organizations do to help their DEI leaders navigate those challenges and reduce the likelihood of turnover. [20:43] Why DEI leaders feel like they are under immense pressure, where those pressures are coming from, and how DEI professionals can find help within and outside their organization to support them in their work. [28:10] Why burnout in DEI professionals can be mitigated with the support of leaders, employees and listeners like you to band together to create change with our organizations, instead if inclusion work only falling on one person or a small team.   Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress   To learn how to leave a review for the podcast, click here. Connect with Us info@inclusioninprogress.com https://www.linkedin.com/company/inclusion-in-progress Connect with Our Founder https://www.linkedin.com/in/kayfabella   Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

Mark Ousley, aka "Unwokable” and I sat down to talk about the politics of fighting woke ideas, and warned us not to make blanket assumptions based on political party affiliation. We also talked about how more conservative states may be accidentally promoting very bad ideas because of what he calls the “innately corrupt” system of education we have now.Using his home state of Oklahoma to illustrate his point, he explained the way lawmakers and other public officials don't know what they don't know, and are resistant to changing course even once they find out how things really work. Objective data be-damned, preserving political power is job-one, and the price of taking a bold stand will be too high for them.At the same time, Mark is careful not to impugn intentions. These otherwise “conservative” politicians are not actively trying to promote the woke ideas, but they are loath to go after the administrative state, which includes DEI Directors and their departments. Conservatives tend to go after teachers, rather than these administrators, but even like-minded, conservative teachers are at their mercy.Mark's beef? Politicians appoint the people who appoint these people, and yet refuse to hold them accountable for political reasons. So nothing stands in the way of the funding for these unelected bureaucrats who are responsible for implementing the umbrella policy for all woke curricula: DEI.This is the second show Mark and I have done together, and I'm grateful to Mark for joining me because he has deep knowledge of both sides of this subject. I encourage you to watch our other show, and to subscribe to his YouTube and Substack, and follow him on Twitter @AcsAgainstCRT0:00 Introductions5:00 The innately corrupt system16:00 Why DEI is the real problem27:00 “Enforcement” is really what the “E” stands for43:41 A solution in search of a problem55:00 Destroying the truth1:08:00 The rise of the administrative state1:22:00 The Republicans have a huge hand in this problem1:36:00 People have forgotten what “conservatism” really is1:52:51 The system has its own immune system1:59:00 We have to hold our own accountable, and the devil is in the detailsInterested in learning more about alternatives to institutional K12 education, and want to get more direct interaction with other people who are?Join The Reason We Learn Locals Community!Try Subscriber features for one month FREE using code SUBSTACK Get full access to The Reason We Learn at thereasonwelearn.substack.com/subscribe

In this episode I sit with Martine Kalaw, MPA. Martine is an Organizational Development expert, author, speaker, and a Diversity, Equity, and Inclusion (DEI) consultant and trainer for corporate executives with more than a decade of experience increasing the performance and productivity of fortune 500 companies and tech startups. We discuss her latest book, The ABCs of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace. KEY TAKEAWAYSChallenges Human Resource departments have with DEI (1:53) Why DEI has to a business imperative (3:20) Much of DEI is already being done by you, the manager, and it starts with the basics of leadership (11:46) Widening your talent pool (19:30) LEADERSHIP RESOURCEShttps://martinekalaw.com/ (https://martinekalaw.com/) Free DEI Masterclass for Human Resource professionals: https://martinekalaw.com/masterclass/ (https://martinekalaw.com/masterclass/) Book: https://www.amazon.com/dp/B09PKHLL17 (The ABC's of Diversity: A Manager's Guide to Diversity, Equity, and Inclusion in the New Workplace)

Advancing diversity, equity and inclusion is not a one-and-done solution. It's a daily practice. For entertainment leaders at WarnerMedia, prioritizing DEI is about supporting emerging talent across the company, both on-screen and off—from the writer's room to the tech team. In this episode you'll hear from three executives making this work happen: Grace Moss, VP of Equity and Inclusion; Sophia Zeinu, VP of Equity and Inclusion Strategies; and Yvette Urbina, VP of Equity and Inclusion—Programs and Content.Listen in to learn about:• Top strategies for effective DEI leadership• The challenges of DEI work, pandemic aside • Why DEI is about freeing ALL of us• The tension between reducing harm now and longer-term work• When your personal “why” matters just as much your “how” Drawn from a longer conversation on putting DEI values into action, this episode will reframe how you think about DEI work. You'll also walk away with action items to help you support equity and drive social change.For additional resources, visit our episode notes: https://www.submittable.com/impact-audio/warnermedia/

Leslie Short is the Founder of The Cavu Group and author of Expand Beyond Your Current Culture. She has an accomplished background that includes running marketing and PR for FUBU, serving as Corporate Operating Strategist for blueprint + co., and starting several successful international businesses. Leslie has been developing multi-cultural/mosaic marketing and programming as far back as 1998, and in her book, Expand Beyond Your Current Culture, she offers tips on how to think differently about diversity and inclusion to achieve a sustainable, diverse and inclusive workplace. She is also a fellow podcaster with her show name, Visibility Unlimited...and you can see the video version of that on her YouTube channel The Cavu Group. Today's discussion is on Diversity and Inclusion in the Workplace and international business. In this podcast for managers who are interested in Diversity and Inclusion in the Workplace, Audrey, Lee and Leslie discuss:  ·       Why a long-term DEI implementation is necessary ·       Why DEI is not a standalone program and needs to be part of the foundation of your company ·       How to create a culture of inclusion ·       Leadership skills and mentorship goals and strategies   “Managers & leaders do not understand their own strengths and weakness and with not understanding themselves they don't ask the "WHY" of those they work with and just assume they know the why." –Leslie Short Manage Smarter with the Manage Smarter Podcast. Join hosts Audrey Strong and C. Lee Smith every week as they dive into the aspects and concepts of good business management. From debunking sales myths to learning how to manage with and without measurements, you'll learn something new with every episode and will be able to implement positive change far beyond sales.    Connect with Leslie Short   www.thecavugroup.com   http://twitter.com/TheCavuGroup   http://www.linkedin.com/in/LeslieShort http://facebook.com/TheCavuGroup   Connect with Manage Smarter Hosts ·         Website: ManageSmarter.com  ·         LinkedIn: Audrey Strong                                                                 ·         LinkedIn: C. Lee Smith    Connect with SalesFuel:  ·         Website: http://salesfuel.com/  ·         Twitter: @SalesFuel  ·         Facebook: https://www.facebook.com/salesfuel/  Learn more about your ad choices. Visit megaphone.fm/adchoices

We're mixing it up for you again today with a behind the scenes episode! Our episode on the Kyle Rittenhouse acquittal (season 3, episode 8) has been weighing heavily on our hearts, so we've brought a special return guest on today to help us tease this out. Join us as Darrie Matthew Burrage does some podcast therapy with us, facilitates our processing of the episode, and gives you a behind the scenes look of what it means to be human doing podcast work.We're exploring: Our concerns about the episode and what we want you to know A debate on the ethical obligations of thought leaders Why DEI work is so difficult A BTS of how we approach each episode that we do Balance in this work   Darrie's Contact information:   https://www.facebook.com/darrie.m.burrage https://www.instagram.com/darrie_be/ https://www.linkedin.com/in/darrie-matthew-burrage-31631314/   If you'd like to support us in continuing this work, we'd be honored if you'd consider donating here: https://www.patreon.com/thehumanizepodcast    Let's talk about it! Connect with us and continue the conversation:   Instagram: https://instagram.com/thehumanizepodcast Facebook: https://facebook.com/thehumanizepodcast  Email: info@thehumanizepodcast.com

This week on Untapped we were joined by Joahanna Garcia-Thomas who heads HR at Avalanche Studios New York & is the Head of People for Glow Up Games, both video game companies. Joahanna shared her expertise and knowledge from having worked in HR for 15 years and having the opportunity to focus on DEI in the past 5 years. Tariq and Joahanna discuss colorism, intersectionality & positionality, and how the pandemic shifted DEI work. In this episode, you'll learn:The impact of ‘what's in it for me' (WIIFM)How intersectionality & positionality show up  Why DEI work has a lot of resistanceThe wheel of power/privilegeHow the pandemic shifted DEI work The reality of colorismTurn diversity goals into action today with Canvas. Request a free demo with us: Canvas.com/demo

What You Will Learn: Why objecting to change, feeling like giving up something, and feeling it's too much extra work are common points of resistance to diversity in the workplace and DEI efforts Why real change must happen across all levels of an organization, and why individual growth and transformation is the key to changing the organization Why the process of developing Cultural Competence isn't about giving up anything but about adding on new skills and abilities to navigate difference Why DEI efforts do require extra work upfront but will make for a more effective and enjoyable workplace on the other side Why DEI work is about creating organizational change by teaching people how to add new skills that will benefit them both individually and as an organization in the long run About Sara Taylor Sara Taylor earned a master's degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara

When I started this podcast it was always my vision to share the voices of amazing humans who I've been fortunate to learn from…So in today's episode of the How I Do Content podcast I'm talking to one of my all-time favourite teachers - Annie Gichuru.Annie is the founder of Uplifting Studios, a platform dedicated to supporting online business owners to build culturally & racially diverse, inclusive and equitable businesses.Annie has become a leading Diversity, Equity and Inclusion (DEI) coach & consultant for online entrepreneurs, most notable of which is her partnership with The Beautiful You Coaching Academy, where she supports trainees and coaches.Following the death of George Floyd it became really clear to me that there were some real blind spots in both my life and business and that I needed to make changes and do the work.And I knew that Annie was the person I wanted to learn and unlearn alongside of. Annie's grace, gentle spirit and passion for a racially equitable world is setting her apart in the coaching and personal development industry as a compassionate educator with an incredible space holding ability.In today's episode Annie & I chat about why representation matters and how you as an online business owner can create a diverse, equitable and inclusive business.This is such an important conversation that ALL business owners need to hear.Things You'll Learn in this Episode of How I Do ContentWhy representation mattersThe impact of a lack of representation in your businessHow you as an online business owner can create a diverse, equitable and inclusive business.Why DEI work is a non-negotiable for business owners and how you can overcome your fears Connect with Annie GichuruFollow Annie on Instagram https://www.instagram.com/upliftingstudiostv  Sign up for the FREE LIVE TRAINING - “Allyship in Action” https://www.upliftingstudios.com.au/allyshipinaction Download Annie's FREE Guide - “How to become a genuine ally and advocate for POC” https://www.upliftingstudios.com.au/becoming-an-ally/ Join the Waitlist for REPRESENTED https://www.upliftingstudios.com.au/represented-waitlist Want more?Instagram: @thesocialboltTake the quiz! Discover Your Unique Blend of Content Magic at http://thesocialbolt.com.au/quiz/Get my DIY Content Wizard Bundle to help you with strategic content creation for your heart led business https://thesocialbolt.com.au/content-wizard-bundle-2/Website: https://www.thesocialbolt.com.au Background Music is Copyright Free. You're free to use this music in your videos.Track: Harry Potter Theme SongMusic promoted by Chayatori RecordsVideo Link:  https://youtu.be/WY8-lVlLhWE 

Creating a brand that's rooted in your values and the impact you want to make in the world is a must, and using DEI as the basis for the way that you do all things is absolutely necessary. But are you clear on your expectations for the outcomes of this work? Erica asks two key questions to help you get clear on your goals and your timeline for integrating DEI into your business. In this discussion: Why DEI has to inform the decisions and processes of your whole brand How to get clear on the outcomes you want and expect from your efforts Why discomfort is necessary to the process Keep the dialogue going: Concepts are better explored in community. Actions are more lasting when taken alongside other imperfect allies. Connect with a cohort of entrepreneurs and changemakers at the intersection of values and visibility. Join us at pauseontheplay.com/community

Kai Nunez, VP Research & Insights at Salesforce, didn't always know she wanted to pursue a career in AI because it didn't exist as a field. Her dad was a linguist and she became interested in human-computer interaction at a young age. Kai's deep concern for values-based leadership and operating with integrity led her to become a leading voice in the DEI and AI ethics communities. Today, her teams are creating a culture of awareness about the impact tech has on underserved populations. She's a passionate advocate for educating teams to do the right thing... even when nobody's looking.Listen and learn...About Salesforce's real "biggest competitor"Why DEI matters in technologyHow Kai lives the value of "being a respectful truthteller"Why the future of software includes data audits to mitigate the risk of bias  What happened when Kai presented an unpopular idea to Marc BenioffReferences in this episode...Krishna Gade from Fiddler on AI and the Future of WorkAI ethics at Salesforce

Laura H. Jack is vice president for communications and acting chief diversity officer at Colgate University in Hamilton, N.Y. At Colgate, Jack leads all internal and external communications efforts to steward Colgate's reputation and identity; build awareness of the University, the excellence of its faculty, and its strong academic programs; and support the University's core mission, goals, and priorities. Prior to arriving at Colgate, Jack was vice president at Howard University in Washington, D.C., where she oversaw all fundraising, alumni relations, communications, and university events operations. Outside of higher education, Jack spent nearly 10 years managing marketing and advertising initiatives and multimillion-dollar campaigns with international marketing and advertising firms, such as JCDecaux and Ogilvy & Mather. Beyond Jack's professional responsibilities, she is an active member in the community and serves on the board of directors for Community Memorial Hospital and A Better Chance Clinton. Jack earned a Bachelor of Business Administration from Pace University, a Master of Business Administration and a Master of Science in Education from Baruch College. She is currently pursuing a PhD in Higher Education at Syracuse University. What you'll learn about in this episode: How Laura found her way to the world of #HigherEd marketing, and why she chose to take a “backward step” from her job in the corporate world to follow her passion How the field of higher education communications has evolved over the decades, and how Laura bridges the gap between her two roles at Colgate University How the outbreak of the global pandemic accelerated Colgate's diversity, equity and inclusion (DEI) plan Why DEI work touches everything the institution does, and how disparities in access to vaccines has impacted the institution's students How Colgate University addressed the challenge of bringing students back to campus in a safe and conscientious way Why clear, strong and frequent communication has been crucial for navigating the challenges of the global pandemic What key lessons Laura and her team at Colgate learned through the challenges and experiences of the pandemic and lockdown How Colgate's marketing during the pandemic highlighted the institution's COVID response and shifted toward more digital, remote marketing What positives Laura has been able to take away from her team's experiences through the pandemic thanks to the addition of new technologies Why how you engage with your team and colleagues matters, and why it is important to acknowledge differences in how people function and communicate

In this week's episode, we speak to Ripa Rashid, Managing Director and Head of Inclusion and Diversity at the investment bank Cowen. Ripa is a well-known figure in the DEI world and has been a part of it even before inclusion was a standard word in the vocabulary. Ripa shares how she uses the head, heart, and hand mechanism to understand how human behavior drives change. Why DEI can actually be harder than rocket science as the metrics designed to understand human behavior are so much harder to predict. As well as diving into the financial world and how she is creating a more inclusive culture at Cowen. Follow Ripa on LinkedIn https://www.linkedin.com/in/riparashid/

What You Will Learn: Why it is as important as ever to continue making the case for DEI in the workplace in today’s competitive environment How DEI work directly connects to business results, and how to use this information in your case for DEI work Why more racially diverse companies and teams tend to outperform companies that are more racially homogenous Why gender diversity in a company’s leadership team has a direct result in the value of the organization Why the increasing diversity of the labor pool highlights a growing need for a work environment that attracts that diverse talent Why it is important to tie your case to actual data from your own organization and its Diversity, Equity and Inclusion (or lack thereof) Why DEI work has an impact on talent retention and can help you dramatically lower your turnover and its associated costs Why cultural competence has a powerful and positive impact on an organization’s bottom line, and why developing your organization’s cultural competence offers a competitive advantage Why cultural competence is a vital skill that can help you in many common business scenarios and challenges Making the Case for DEI It can sometimes feel overwhelming when making the case for DEI in the workplace. It can feel a bit like swimming upstream, especially if your organization doesn’t truly understand the benefits they could be reaping from a diverse, equitable, and inclusive work environment…or the price they’re paying for not putting in the effort to create one. However, it has never been more important to keep making the case for DEI than it is today. The labor pool is growing increasingly diverse, and creating a work environment that attracts that diverse talent is a crucial competitive advantage. Why DEI Work Matters to Your Bottom Line It isn’t just about the moral benefits of a healthier and more equitable organizational culture, though that is a powerful positive side to DEI work. It’s also about the direct productivity and financial benefits of doing the work. A frequently-cited McKinzie & Company study found that the top 25% of racially and ethnically diverse companies are 35% more likely to outperform the median. On the flip side, the least diverse companies tend to lag behind their competition. Likewise, those in the top 25% of gender diverse companies were 15% more likely to outperform the median on financial returns. The effect is just as impressive when we’re looking at the diversity of leadership teams. Research from the University of Maryland found that gender diversity in business leadership correlated with a staggering $42 million increase in the value of S&P 500 firms. In his book The Diversity Bonus, Princeton University researcher Scott Page found that diversity in organizational leadership teams enhances problem-solving due to a greater variety of perspectives. The Harvard Business Review published a report showing that homogeneity stifles innovation. With so much published research demonstrating the profound impact of Diversity on an organization’s success at all levels, making the case for DEI in the workplace is vital for giving your organization these powerful competitive advantages. The data proves beyond a doubt that the “do-nothing” strategy has a real, tangible cost on your organization’s effectiveness, profitability, and overall success. Where to Start in Making the Case for DEI It can feel like a daunting task, but making the case can be made easier by connecting it to your organization’s real data and to the impact DEI work can directly make on the business needs of your company. You need to understand where your organization is now, so that you know what areas need to be worked on and what positive benefits you’ll be able to achieve going forward. It all starts with data as a foundation you can build upon. Getting buy-in from your organization’s leadership team can be made much easier if you can show exactly how DEI work stands to strengthen your organization, even beyond the moral case for a Diverse, Equitable and Inclusive workplace. The effort is certain to pay off in the end. At deepSEE Consulting, we offer a number of resources you may find helpful as you collect and collate your data. Please feel free to visit our website and explore the many tools found in our resource library at www.deepseeconsulting.com/resources. About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.com Twitter: @deepseesara