Podcasts about workplace project

Today on AirTalk, everything you need to know about LA City Council's approval of a package of ethics reforms designed to fight corruption. Also on the show, we examine California Highway Patrol's reaction to the UCLA student protests; we continue our week-long series on neurodiversity, today looking at neurodiversity in the workplace; and more. What to know about LA Council's ethics reforms (00:17) Did CHP overreact to UCLA student protests? (19:57) New book ‘Magic Pill' weighs the pros & cons of weight loss drugs (38:50) Neurodiversity in the workplace (51:16) Can Slack be used to manage your relationship? (1:21:07)

Mia Baumgartner, Manager of Spiritual Care & Wellbeing, and the Joy in the Workplace Project at University of WashingtonMedical Center speaks with Spehar-Halligan Professor and CEIE Director, Michael Trice, about the book -Compassionomics: The Revolutionary Scientific Evidence That Caring Makes a Difference by Stephen Trzeciak and Anthony Mazzarelli. Mia and Michael discuss compassion as more than empathy.Compassion is an art form, a practice, and leads to a longer and healthier life. It also helps with depression, anxiety and isolation. Take a listen.

On this edition, we take a look at the Biden administration’s initial steps at developing an immigration policy agenda. As you may know, President Biden signed three executive orders in early February that he said would lead to a more "fair, orderly, humane" immigration system.” But is it enough? We spoke with Patrick Young, who served as an immigration lawyer with the Central American Refugee Center (CARECEN) for 35 years. He is Special Professor of Immigration Law at Hofstra School of Law and he is currently the Downstate Advocacy Director for the New York Immigration Coalition; and Nadia Marin Molina is Co-Executive Director of the National Day Laborer Organizing Network (NDLON), leading the Workers Center and Workers Rights areas of work. An attorney who has devoted her career to advancing the rights of immigrants in the workplace, she was formerly the executive director of the Workplace Project, and served on Biden’s transition team. Then, in the second part of the show, we examined the so-called Latino voter, a few months after the historic elections of last November. A lot has been written and said about what some pundits described as new trends in the Latino electorate in 2020. We were joined by independent journalist Michelle Garcia, who’ll tell us why it’s not anything new, it’s just that mainstream media pundits continue to misunderstand the complex dynamics that make up the diverse Latino population in the US. Hosted by Mario A. Murillo.

 On this edition, we take a look at the Biden administration’s initial steps at developing an immigration policy agenda. As you may know, President Biden signed three executive orders in early February that he said would lead to a more "fair, orderly, humane" immigration system.” But is it enough? We spoke with Patrick Young, who served as an immigration lawyer with the Central American Refugee Center (CARECEN) for 35 years. He is Special Professor of Immigration Law at Hofstra School of Law and he is currently the Downstate Advocacy Director for the New York Immigration Coalition; and Nadia Marin Molina is Co-Executive Director of the National Day Laborer Organizing Network (NDLON), leading the Workers Center and Workers Rights areas of work.  An attorney who has devoted her career to advancing the rights of immigrants in the workplace, she was formerly the executive director of the Workplace Project, and served on Biden’s transition team. Then, in the second part of the show, we examined the so-called Latino voter, a few months after the historic elections of last November. A lot has been written and said about what some pundits described as new trends in the Latino electorate in 2020. We were joined by independent journalist Michelle Garcia, who’ll tell us why it’s not anything new, it’s just that mainstream media pundits continue to misunderstand the complex dynamics that make up the diverse Latino population in the US. Hosted by Mario A. Murillo.Originally aired on 02/16/2021 on WRHU-FM

Sales Reinvented Podcast Episode 137: Deborah Kolb. Deborah is one of the worlds foremost experts in the fields of negotiation, leadership, and gender. She is the Deloitte Ellen Gabriel Professor for Women in Leadership (Emerita) the Simmons University School of Business. Deborah was Former Executive Director and is currently Co-Director of the Negotiations in the Workplace Project at the Program on Negotiation at Harvard Law School. Deborah holds a BA from Vassar College, MBA from the University of Colorado, and Ph.D. from MIT Sloan School of Management. Her most recent book (with Jessica Porter), Negotiating at Work: Turn Small Wins into Big Gains (2015), named by Time.com as one of the best negotiation books of 2015. It helps equip negotiators with the concrete skills needed to negotiate successfully for the benefit of themselves and their organizations.

Bernadette Vine is a Research Fellow on the Wellington Language in the Workplace Project in the school of Linguistics and Applied Language Studies at Victoria University. She collects and analyses data about the way people communicate at work. She also publishes research on humour at work and leadership. Bernadette is currently working on a textbook on language in the workplace for Cambridge University Press.

Brittanie Campbell-Turner is a construction enthusiast, blockchain advocate, lean thinker, and the host of “The Constructrr Podcast” where she interviews AEC and workplace industry-leaders about not only trends, but the cultural impact of construction projects. Mike Petrusky met with Brittanie during IFMA’s Facility Fusion in Chicago and she shared her passion for the construction industry and offered insights gathered from interviewing guests while recording more than 60 episodes of her show. Culture change requires a mindset shift to apply the data and information we have available so that people can learn how best to interact with technology. Mike and Brittanie share a common philosophy and a desire to focus on human relationships and the importance of transparency in these relationships for the greater good. With an expertise in project management, Brittanie talks about the need for flexibility and a strategic view of collaboration with FM, HR and all other stakeholders during a construction project. Mike asks Brittanie about the origins of her interest in architecture and wonders if Star Wars played a role while they both share some common experiences that have come from being podcasters! Connect with Brittanie on LinkedIn: https://www.linkedin.com/in/brittaniect/ Follow Brittanie on Twitter: https://twitter.com/brittanie_ct Learn more about CONSTRUCTRR: http://www.constructrr.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/ Share your thoughts with Mike via email: podcast@iOFFICECORP.com Catch up on past episodes of “The FM Innovator Podcast”: https://itunes.apple.com/us/podcast/facility-management-innovator/id1154571864 Learn more about iOFFICE’s workplace experience solutions: https://www.iOFFICECORP.com/  

Links mentioned in today's episode: Corporate Equality Index Buying for Workplace Equality 2013 The Tipping Point: How Little Things Can Make a Big Difference Human Rights Campaign Listen to the episode by clicking the play button below! Would you prefer to read the transcript rather than listen to the episode? No problem! Read the transcript below! AUDIO TITLE:  Liz Cooper Interview for “30 Days – 30 Voices – Stories from America’s LGBT Business Leaders” Jenn T Grace: Welcome to 30 Days, 30 Voices: Stories from America's LGBT business leaders. Intro: You are listening to a special edition of the Gay Business and Marketing Made Easy Podcast. Tune in for the next thirty days as we interview one business leader per day each day in June to celebrate LGBT Pride Month. That's lesbian, gay, bisexual and transgender pride month. You'll learn insights around business and marketing from those who know it best. And now, your host. She's an entrepreneur, a marketing maven, and an advocate for the LGBT business community - Jenn, with two N's, T. Grace. Jenn T Grace: Hello and welcome. Thank you for tuning in to this special Pride Month episode of the Gay Business and Marketing Made Easy Podcast. Information about today's guest and links mentioned in the show will be available on the website at www.JennTGrace.com/30days-30voices. If you like what you hear in this interview, please be sure to tell a friend. And now, without further ado, let's dive into the interview. I am delighted to be talking with Liz Cooper today, who is the manager of Corporate Programs for the Workplace Project at the Human Rights Campaign. She is the go-to gal for all things regarding the Corporate Equality Index which does come up a great deal on this podcast. So Liz, I've given the listeners just a really high-level highlight of your most recent work, but why don't you tell the audience a little bit more about yourself and what your path looked like that led you to where you are today. Liz Cooper: Absolutely, so thanks so much for having me. I'm Liz Cooper as Jenn mentioned, manager at Corporate Programs at the Human Rights Campaign. I've been here just about three years now and so for folks who are not familiar with the Human Rights Campaign, we're the organization that goes along the blue and yellow equal sign. We're the largest civil rights organization working for LGBT equality in the US and I've been with HRC just about three years. And the project that I work on, the Workplace Project, deals with how companies are ensuring the safety, inclusive policies, benefits, protections for their LGBT employees. And as Jenn mentioned, the main mechanism that we measure and evaluate, the status of LGBT equality in the workplace, is through the Corporate Equality Index. So the CEI has been around for over ten years now, and it was really- and not to be too corny but an honor to inherit such a well-established and respected project when I came along on board with the team. So the CEI is a very objective measure of LGBT equality in the workplace. It doesn't account for employee surveys or their perception of their own personal experience with the company. It really is, 'Do you have these inclusive policies in place or do you not? Do you have these benefits for your LGBT employees or do you not?' So it's a really great objective measure and while it's also reporting out on the status of LGBT equality in these major US employers, our main focus is for those employers with 500 or more full-time employees; so we're talking about the big guys. But it's not just a report out, it's also a roadmap for folks who might now be scoring that well, might not have the most inclusive policies on the books. But we're here to help folks get there. We don't want to shame companies or make them feel bad about not being the best they can be,

Today's podcast episode is meant as a pre-cursor to the next episode! Each year the Human Rights Campaign puts out their Corporate Equality Index (CEI) which is something I absolutely swear by. This index helps me understand what companies are doing good for the LGBT community and what companies are not. In episode #52 of the podcast I will be doing a recap of the 2015 HRC CEI. But before doing that I wanted to first give you an idea of who the HRC is and what they do through the eyes of one their own - Liz Cooper, manager of the Workplace Project. I hope you enjoy! Links mentioned in today's episode: Corporate Equality Index Buying for Workplace Equality 2013 The Tipping Point: How Little Things Can Make a Big Difference Human Rights Campaign Listen to the episode by clicking the play button below! Would you prefer to read the transcript rather than listen to the episode? No problem! Read the transcript below! AUDIO TITLE:  Episode 51 – Who is the Human Rights Campaign, and How Does this Help your Business? Jenn T Grace: Welcome to 30 Days, 30 Voices: Stories from America's LGBT business leaders. Intro: You are listening to a special edition of the Gay Business and Marketing Made Easy Podcast. Tune in for the next thirty days as we interview one business leader per day each day in June to celebrate LGBT Pride Month. That's lesbian, gay, bisexual and transgender pride month. You'll learn insights around business and marketing from those who know it best. And now, your host. She's an entrepreneur, a marketing maven, and an advocate for the LGBT business community - Jenn, with two N's, T. Grace. Hello and welcome... Hello and welcome. Thank you for tuning in to this special Pride Month episode of the Gay Business and Marketing Made Easy Podcast. Information about today's guest and links mentioned in the show will be available on the website at www.JennTGrace.com/30days-30voices. If you like what you hear in this interview, please be sure to tell a friend. And now, without further ado, let's dive into the interview. I am delighted to be talking with Liz Cooper today, who is the manager of Corporate Programs for the Workplace Project at the Human Rights Campaign. She is the go-to gal for all things regarding the Corporate Equality Index which does come up a great deal on this podcast. So Liz, I've given the listeners just a really high-level highlight of your most recent work, but why don't you tell the audience a little bit more about yourself and what your path looked like that led you to where you are today. Liz Cooper: Absolutely, so thanks so much for having me. I'm Liz Cooper as Jenn mentioned, manager at Corporate Programs at the Human Rights Campaign. I've been here just about three years now and so for folks who are not familiar with the Human Rights Campaign, we're the organization that goes along the blue and yellow equal sign. We're the largest civil rights organization working for LGBT equality in the US and I've been with HRC just about three years. And the project that I work on, the Workplace Project, deals with how companies are ensuring the safety, inclusive policies, benefits, protections for their LGBT employees. And as Jenn mentioned, the main mechanism that we measure and evaluate, the status of LGBT equality in the workplace, is through the Corporate Equality Index. So the CEI has been around for over ten years now, and it was really- and not to be too corny but an honor to inherit such a well-established and respected project when I came along on board with the team. So the CEI is a very objective measure of LGBT equality in the workplace. It doesn't account for employee surveys or their perception of their own personal experience with the company. It really is, 'Do you have these inclusive policies in place or do you not? Do you have these benefits for your LGBT employees or do you not?