Big tech is transforming every aspect of our world. But how, and at what cost? This season of Land of the Giants – The Disney Dilemma – focuses on Disney’s ability to weather the ups and downs of the business cycle and changing tastes and explores what has kept it successful for over 100 years. The entertainment giant has leveraged nostalgia and its intellectual property to build a beloved brand, but after an acquisition spree that included Marvel, Lucasfilm, and 20th Century Fox, can it sus ...
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Forum on Workplace Inclusion에서 제공하는 콘텐츠입니다. 에피소드, 그래픽, 팟캐스트 설명을 포함한 모든 팟캐스트 콘텐츠는 Forum on Workplace Inclusion 또는 해당 팟캐스트 플랫폼 파트너가 직접 업로드하고 제공합니다. 누군가가 귀하의 허락 없이 귀하의 저작물을 사용하고 있다고 생각되는 경우 여기에 설명된 절차를 따르실 수 있습니다 https://ko.player.fm/legal.
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Episode Description: Jessica B. Harris may have been born and raised in New York City, but she has Tennessee roots through her father and has spent much of her life split between homes in the Northeast and the South – specifically New Orleans. For more than fifty years, she has been a college professor, a writer, and a lecturer, and her many books have earned her a reputation as an authority on food of the African Diaspora, as well as a lifetime achievement award from the James Beard Foundation. A few years back, Netflix adapted her book, High on the Hog: A Culinary Journey from Africa to America , into a 4 part docuseries. And I’m very proud to say that she’s a longtime contributor to Southern Living with a regular column called The Welcome Table. This episode was recorded in the Southern Living Birmingham studios, and Sid and Jessica talked about her mother’s signature mac and cheese, the cast-iron skillet she’d be sure to save if ever her house were on fire, and her dear friend, the late New Orleans chef Leah Chase. For more info visit: southernliving.com/biscuitsandjam Biscuits & Jam is produced by : Sid Evans - Editor-in-Chief, Southern Living Krissy Tiglias - GM, Southern Living Lottie Leymarie - Executive Producer Michael Onufrak - Audio Engineer/Producer Jeremiah McVay - Producer Learn more about your ad choices. Visit podcastchoices.com/adchoices…
Ep 114 Worker Equity: How Employers Can Protect The Reproductive Health of Their Whole Workforce
Manage episode 358682273 series 3074578
Forum on Workplace Inclusion에서 제공하는 콘텐츠입니다. 에피소드, 그래픽, 팟캐스트 설명을 포함한 모든 팟캐스트 콘텐츠는 Forum on Workplace Inclusion 또는 해당 팟캐스트 플랫폼 파트너가 직접 업로드하고 제공합니다. 누군가가 귀하의 허락 없이 귀하의 저작물을 사용하고 있다고 생각되는 경우 여기에 설명된 절차를 따르실 수 있습니다 https://ko.player.fm/legal.
There is a compelling body of data that shows how limited access to reproductive health services will harm America's workforce and negatively impact US companies. Limits on reproductive health access also disproportionately harms marginalized communities and is therefore a worker equity issue.
Join us for a deep-dive workshop on how employers can best protect the reproductive health access of their workforce with seven key benefits. Using Gender IDEAL's Pro Repro Playbook, we'll dig into the why and how to provide these benefits, reviewing a cost/benefit calculator, the process for adding benefits, and specific platforms that have developed products to support employers' ability to safely and confidentially provide these benefits.
Learning Outcomes:
Understanding the business case why organizations should protect workers' reproductive health access and why it is an equity issue.
The seven benefits that are critical to protecting worker reproductive health and safety
How to price the costs and benefits of the seven benefits, and specific tools that exist to help employers provide these benefits to their workforce
116 에피소드
공유Manage episode 358682273 series 3074578
Forum on Workplace Inclusion에서 제공하는 콘텐츠입니다. 에피소드, 그래픽, 팟캐스트 설명을 포함한 모든 팟캐스트 콘텐츠는 Forum on Workplace Inclusion 또는 해당 팟캐스트 플랫폼 파트너가 직접 업로드하고 제공합니다. 누군가가 귀하의 허락 없이 귀하의 저작물을 사용하고 있다고 생각되는 경우 여기에 설명된 절차를 따르실 수 있습니다 https://ko.player.fm/legal.
There is a compelling body of data that shows how limited access to reproductive health services will harm America's workforce and negatively impact US companies. Limits on reproductive health access also disproportionately harms marginalized communities and is therefore a worker equity issue.
Join us for a deep-dive workshop on how employers can best protect the reproductive health access of their workforce with seven key benefits. Using Gender IDEAL's Pro Repro Playbook, we'll dig into the why and how to provide these benefits, reviewing a cost/benefit calculator, the process for adding benefits, and specific platforms that have developed products to support employers' ability to safely and confidentially provide these benefits.
Learning Outcomes:
Understanding the business case why organizations should protect workers' reproductive health access and why it is an equity issue.
The seven benefits that are critical to protecting worker reproductive health and safety
How to price the costs and benefits of the seven benefits, and specific tools that exist to help employers provide these benefits to their workforce
116 에피소드
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1 Episode 116: Employer Pipeline Programs are a Win/Win/Win for Corporations, Higher Education Institutions and Up-and-Coming Employees 27:08
27:08 
나중에 재생 
나중에 재생 
리스트 
좋아요 
좋아요27:08
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this podcast you will hear from Travelers and Augsburg University about the benefits of Employer Pipeline Programs. These two partner organizations will take you through the history and structure of Travelers premiere employer pipeline program, Travelers EDGE. Learn how EDGE is transformational in the lives of its participants and why more employer pipeline programs like this are needed in our society. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
Equitable Dinners at Work are custom programs supporting your workplace commitment to advancing equity and belonging through meaningful opportunities for empathy, understanding, and a safe space to practice talking about race and other difficult topics. Based on Out of Hand Theater’s model of Art + Information + Conversation = Culture Shift ©, Equitable Dinners at Work is our solution to a common problem of embedding diversity, equity and inclusion principles in daily organizational practice and gives you skills to enact it in your context. You will leave this session with: 1) Increased understanding of how the arts can be used to activate empathy for people of diverse identities by making the lived experiences of other people appreciatively visible. 2) Increased awareness of how using the Art + Information + Conversation = Culture Shift © model supports ease in naming and discussing equity, diversity and inclusion issues in the workplace. 3) Increased understanding of how this model inspires participants toward taking positive action in alignment with your workplace commitment and their spheres of influence. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
1 Ep 114 Worker Equity: How Employers Can Protect The Reproductive Health of Their Whole Workforce 49:00
49:00 나중에 재생 나중에 재생 리스트 좋아요 좋아요49:00
나중에 재생 나중에 재생 리스트 좋아요 좋아요There is a compelling body of data that shows how limited access to reproductive health services will harm America's workforce and negatively impact US companies. Limits on reproductive health access also disproportionately harms marginalized communities and is therefore a worker equity issue. Join us for a deep-dive workshop on how employers can best protect the reproductive health access of their workforce with seven key benefits. Using Gender IDEAL's Pro Repro Playbook, we'll dig into the why and how to provide these benefits, reviewing a cost/benefit calculator, the process for adding benefits, and specific platforms that have developed products to support employers' ability to safely and confidentially provide these benefits. Learning Outcomes: Understanding the business case why organizations should protect workers' reproductive health access and why it is an equity issue. The seven benefits that are critical to protecting worker reproductive health and safety How to price the costs and benefits of the seven benefits, and specific tools that exist to help employers provide these benefits to their workforce --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
1 Ep 113 Unleash the Magical Momentum of Group Mentoring Circles to Reinvigorate ERGs 35:52
35:52 나중에 재생 나중에 재생 리스트 좋아요 좋아요35:52
나중에 재생 나중에 재생 리스트 좋아요 좋아요Are your Employee Resource Groups losing steam? Research shows mentoring is a proven solution for the advancement and retention of top talent. Many organizations do not have enough mentors to meet the requests. More hybrid and remote work environments make it more difficult for employees to find mentors and find the time to connect. Join us to learn how group mentoring circles can allow you to scale your mentoring efforts, maximize your reach, excite your mentors, ignite peer mentoring, and save your mentors time. Learning Outcomes: Understand how group mentoring can be easily scaled within an ERG to spark deeper connections and a sense of community and belonging. Learn how to launch and sustain momentum with budget-friendly resources to increase executive leadership and employee engagement. Gain ideas on how to provide equitable access to mentoring and potential sponsorship as you grow the program. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
1 Ep 112 Transgender Inclusion: What Does it Mean, Why Does it Matter, and What Can You Do? 42:02
42:02 나중에 재생 나중에 재생 리스트 좋아요 좋아요42:02
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this podcast this human will share his story as an openly transgender man who came out at 15—one of the first to do so in his entire town. Despite being a rapidly-growing group of over 3 million individuals, trans, nonbinary, and gender-nonconforming people are often left out of DEI efforts and conversations. After reviewing what it means to be transgender and all of the language that comes up in these conversations, we'll discuss issues facing the transgender community in the workforce and the world at large, why it matters to be proactive about your company, and what your organization can do to create a safe, supportive environment for all people. Learning Outcomes: Listeners will gain a strong understanding of what it means to be transgender or nonbinary. Listeners will understand the importance of active allyship in all scenarios, even and especially when there isn't a transgender person around. Listeners will feel equipped to be active allies and champions for transgender and LGBTQ+ people in all areas of life. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
In this podcast you’ll learn about the United States’ diverse histories and how they impact work culture while expanding perspective regarding whose history is relevant/important. Learning Outcomes: Understanding the impact sharing diverse histories has on work couture. Identify goals, develop strategies and determine further actions for personal growth. Expand perspective regarding who’s history is relevant/important. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
1 EP 110 Feedback: The Key to Retaining Your Frontline Supply Chain Workforce 35:00
35:00 나중에 재생 나중에 재생 리스트 좋아요 좋아요35:00
나중에 재생 나중에 재생 리스트 좋아요 좋아요Learning Outcomes - New data from WorkStep about the #1 reason for supply chain worker turnover. - Companies awareness of the issues. - What companies can do to overcome the workforce shortage. Description New research from WorkStep – a hiring and retention platform for supply chain – found that 77% of frontline employees are considering new roles in the next three months. Historic employee turnover continues to plague businesses operating in the supply chain. WorkStep’s looks at the top factors contributing to employee dissatisfaction, as well as other key themes: The Great Resignation is far from over. Aside from more than three-quarters of respondents saying they plan to explore a new role, the data also found: 46% have been in their current roles for less than one year 54% have switched jobs in the past year Despite record high turnover, management teams rarely, if ever, ask for feedback from their frontline supply chain workforce. 41% of respondents said management never seeks feedback 8% say they’re asked to provide feedback once a year For the employees that get to provide feedback, 70% say their voices aren’t being heard. CEO and co-founder of WorkStep founded WorkStep to help companies empower their frontline workers. The supply chain is a struggling industry that will not recover if these workers continue to be disregarded. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
Learning Outcomes 1. Taking steps to increase 4 core feelings (at work, home, school or community) to eliminate shame and increase healthy belonging and significance. 2. Steps to redirect power struggles (one of 5 patterns) when people believe "might makes right" and "win/lose" is how life works. 3. Forgiving self by knowing 4 steps of change: Unconsciously unhelpful, CONSCIOUSLY UNHELPFUL (get kind), consciously helpful, unconsciously helpful. Description Challenged by poor behavior in others? Tired of harshness AND permissiveness in reaction to it? What do you do, think, and say when people annoy you, anger you, hurt you, worry you or insult you? Are you looking for ways to gain cooperation with adults and children and effect change without diminishing yourself or others? Want effective alternatives to harshness or permissiveness when facing poor behavior? This presentation is for anyone challenged with poor behavior, who wants an effective resolution that preserves the dignity of all involved and improves relationships and a positive sense of community in all. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
1 EP 108 Reaching Back: Let's Give the Opportunity to our Future 49:53
49:53 나중에 재생 나중에 재생 리스트 좋아요 좋아요49:53
나중에 재생 나중에 재생 리스트 좋아요 좋아요Learning Outcomes - The earlier the knowledge the better the outcome - Become more selfless than selfish - It's never to late Description Inspiring The future Leaders with Guest Joseph Ballard jr & Jacory Whitley aka YB-CEO Ceo of Millionaire Status Records and One Sound North Nonprofit and Manager of One Sound Studio North, for a fascinating conversation about leadership, reaching back for the youth, company culture, the business landscape in Memphis TN and Minneapolis MN. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
1 Ep 107 Thanksgiving Special Throw Back - You Hear or Say Something Offensive. Then What? Strategies for Increasing Your Effectiveness Around Diversity 38:11
38:11 나중에 재생 나중에 재생 리스트 좋아요 좋아요38:11
나중에 재생 나중에 재생 리스트 좋아요 좋아요Learning outcomes •Identify key concepts to keep in mind when communicating across differences •Acquire effective strategies that will help take the adversity out of diversity dialogues •Develop an action plan for improving your effectiveness around diversity and building more inclusive work environments Description Nowadays, organizations are actively seeking to diversify their workforce, not only because of the impact of demographic changes but also because of the proven benefits diversity brings. Unfortunately, as our workplaces diversify, so does our level of discomfort in working across differences. Many of us feel unprepared for such encounters and, as a result, end up widening the diversity gap. For example, we may say something and unintentionally offend someone. Other times, we say nothing at all because we are afraid to say the wrong thing. We may also wish to take action when witnessing an act of intolerance but lack the skills to educate in an effective and respectful manner. In this podcast, you will gain understanding about how comments such as, “I don’t see color,” and many others impact coworkers despite good intentions, learn strategies to help increase your diversity skills and competence, and develop an action plan for improving your effectiveness around diversity. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
Have you ever wondered how to make systems-wide organizational changes in DEI? When ERGs and training are not moving the needle on your DEI measures, you need a new organizational strategy. By identifying, assessing and developing already existing influencers in every department and at every level in your organization, you can begin to create a Bridge Builder program. Bridge Builders become the linking agents to create stronger organizational communication and more effective collaborative social networks. This is a top-down and bottom-up generative approach to align and support your DEI efforts. In this podcast, Dr. Kanu Kogod will present two examples about how this strategy was implemented- one in a large pharmaceutical company and another at a national non-profit organization. You will be introduced to the four key skills and five roles of a Bridge Builder and the key elements in a Bridge Builder program. Learning Outcomes: Discover a systemic strategy for DEI in uncertain environments based on social networks Understand the four fundamental bridge- building skills and why they matter so much for success. Learn how the five roles of a Bridge-Builder vary by interest, skill and need. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
Today’s rapid pace of changing demographics and cultural misunderstandings can undermine productivity, adversely impact key relationships, frustrate team dynamics, and interfere with business objectives. Understanding cultural diversity in workplaces has never been more of an imperative. But in recent years, increased awareness around social exclusions faced by underrepresented people has brought equity to the forefront of inclusion creating a cost factor of inequity. This is not just a financial impact, but also a human capital one. Leaders must understand the cost of inequity increases the risk of losing their most critical resource—human capital. In this podcast episode, you will engage in a learning experience to build more equitable workplaces. You’ll understand the difference between equity and equality, learn how to identify inequities, and how to challenge assumptions through engaging case studies. Dr. Thyonne Gordon and Delphine Pruitt will also be presenting at the Forum's December PDL: https://forumworkplaceinclusion.org/dibs/cost-of-inequity-financial-and-human-capital/ . Learning Outcomes: Learn the history of inequity among different racial groups within the United States Define equity and equality and how they differ from one another Assess the cost of inequity, learn how to identify inequities, and apply an equity lens to everything we do --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
1 Ep 104 Weirdness in the Workplace: Disability Inclusion is More than an Email 46:15
46:15 나중에 재생 나중에 재생 리스트 좋아요 좋아요46:15
나중에 재생 나중에 재생 리스트 좋아요 좋아요Despite progress in the area of disability inclusion, there are still daily examples in the workplace of attitudes, beliefs, and actions toward people with disabilities that are, in a word, weird. For example, a department director sends a company-wide email telling employees that a new employee with a disability is starting. A manager makes assumptions about a usually high-performing employee who suddenly begins to struggle. Or a presenter at a large meeting says they will project their voice rather than using a microphone. This podcast episode features professionals who share their lived experiences of disability-related weirdness in the workplace. We will challenge listeners to explore attitudes and beliefs; discuss reactions to examples presented; and bring creativity, ideas, and expertise to develop strategies and resources to be shared. We will identify ways participants can help build a work culture that treats all people with respect. Learning Outcomes: • Recognize workplace behaviors that perpetuate isolation and segregation of people with disabilities • Identify ways to build a workplace culture that treats all people with dignity and respect • Gain tools and resources to support initiatives to #stopmakingitweird in the workplace --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
1 Ep 103 Un Caribe en Nueva York: A Puerto Rican in the diaspora in the US workplace 41:15
41:15 나중에 재생 나중에 재생 리스트 좋아요 좋아요41:15
나중에 재생 나중에 재생 리스트 좋아요 좋아요On todays podcast Dr. Leo will discuss what the current Puerto Rican diaspora is, its impact on individuals living in the US and considerations for working with Puerto Ricans who have left the island. Learning Outcomes: Define what is meant by Puerto Rican Diaspora. Define 3 aspects that make Puerto Rican migrants to the USA unique. Identify at least 2 uniquely Puerto Rican challenges that PR employees face when living in Main Land USA. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
1 Ep 102 Beyond the Blame Game: Religion and LGBTQ Inclusion at Work Continued 1:05:14
1:05:14 나중에 재생 나중에 재생 리스트 좋아요 좋아요1:05:14
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Nina Boe from Tanenbaum Center for Interreligious Understanding and Jean-Marie Navetta from PFLAG National answer questions from listeners that attended our July 21, 2022 Webinar Beyond the Blame Game: Religion and LGBTQ Inclusion at Work Nina and Jean-Marie answer the following questions: Question 1: Some of the data you presented indicated that many Christians in America feel that they are being persecuted and discriminated against for their beliefs. Have you heard that Christians are saying they are discriminated against because of LGBTQ+ ERG activities? Where do you think this idea comes from? Question 2: What data can we bring to gatekeepers that this conversation about religion and LGBTQ+ identities in the workplace is needed? Question 3: One of the things you talked about was being aware of the kinds of programming that ERGs do to not inadvertently, for example, invite a speaker considered inflammatory to certain groups. Could a fairly simple checklist be used to vet potential speakers and other similar situations across multiple considerations? Question 4: When someone is curious and wants to learn more about any particular dimension of difference - what are your best practices for setting up safe spaces for people to ask the questions that they may not ask in ERG settings - essentially where can employees practice safely at work? Question 5: Should we avoid talking about misinterpretation of Bible quotes, for example, to avoid confrontation? Question 6: "Tolerance for all but the intolerant" What do you think about this phrase? How do we tolerate people who have negative views? Question 7: What could be a good response to the notion expressed as, “I don't want to endorse that lifestyle” when people decline to participate in LGBTQ+ ERG activities? Difference between affirming and learning? Question 8: Do you think members of inclusive churches feel a special responsibility to hold members of non-inclusive churches accountable for the impact of that exclusion? --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 86 Demystifying Culture: Building an Inclusive Culture that Lasts Continued 23:11
23:11 나중에 재생 나중에 재생 리스트 좋아요 좋아요23:11
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Lilian Eilers (The Blue Ocean Company) answer questions from listeners that attended our December 16, 2021 webinar Demystifying Culture: Building an Inclusive Culture that Lasts . Lilian Eilers answer questions from our listening audience around these talking points: What is SWAM? Doesn’t pandering to the SWAM group have a reinforcing effect on their already disproportionate power and privilege? How can we prevent our culture change mission from becoming a struggle for power or domination? Does SWAM reinforce superiority and dominance? How to address a scarcity versus abundance mindset, especially with the SWAM group? How we can make the shift from extrinsic to intrinsic? What does it look like to promote psychological safety? How to make the "business" case for first responders (Fire Department/EMS etc.). What are the distinctions between urgency and speed? Where can a balance be found between the two to advance culture change? For additional context and insight into this topic and conversation, watch the replay of Demystifying Culture: Building an Inclusive Culture that Lasts . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 85 Pursuing Better Community Health Outcomes Through Inclusion & Diversity in the Workplace 26:37
26:37 나중에 재생 나중에 재생 리스트 좋아요 좋아요26:37
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast , Damion Jones shares his journey as Global Head, VP of Inclusion & Diversity at Bayer, the global pharmaceuticals and life sciences company. Damion has a unique perspective on how large health-focused companies like his can foster dialogues that promote inclusive work environments that help all employees thrive, and in turn, lead to better business outcomes for the organization and better health outcomes for its customers. As an advocate who seeks to encourage diverse and equitable experiences, especially in the workplace, Damion’s efforts have led to the formation of grassroots groups across Bayer, allowing employees to discuss and advocate for causes related to inclusion and diversity. Learning Outcomes Encourage transparent discussions Empower employees to seek equitable solutions in the workplace Build trust among their colleagues and within their community. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 84 Courageously Hack Into Your DEI Opportunities 1:03:21
1:03:21 나중에 재생 나중에 재생 리스트 좋아요 좋아요1:03:21
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast , Xaulanda Simmonds-Emmanuel (The XauSky Group) and Patrick Maniboon , "The Courage Hacker" anchor the conversation at the intersection of research, storytelling, and application where one uses agency on three levels - self, proxy, and organizational – to strengthen vital diversity leadership skills and nurture inclusive workspaces. By 2050, the demographic trends indicate a minority-majority shift where Blacks, Asians, Hispanics, and other racial minority groups will become the majority of the population, brings mixed emotions regarding what work, life and society will look like. In a recent Pew Research Center survey of adults, 35% felt the shift is very/somewhat good, 42% were neither good nor bad and 23% felt it was very/somewhat bad. With more than half of adults, uncertain of the benefits of the minority-majority shift, what are vital diversity leadership skills that can be applied to create more inclusive, equitable, and sustainable workspaces? Learning Outcomes Courageously hack self-doubt, uncertainty, and fear that holds back leaders in diverse settings Use knowledge sharing to explore the unknown and the new way of working with diverse professionals Apply multiple leadership lenses to help employees work passionately in diverse workspaces --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast , Trina C. Olson and Alfonso T. Wenker (Team Dynamics), layout the six-part process outlined in their forthcoming book, Hiring Revolution: A Guide to Disrupt Racism + Sexism in Hiring . Olson and Wenker share what they have done to find and hire teams of people that are incredibly diverse – across race, gender identity, sexual orientation, religious tradition, age, ability, ethnicity, immigration experience, and more. Hiring Revolution is an invitation to stop, start, do more of, do less of, and do differently. It is a purposefully tactical approach to hiring the team you claim you want. Through a thoughtful reimagining of team building, you will begin the process of reckoning with all the times and places where your hiring intent (find “the best” “most qualified” workers) did not ultimately match your impact (inadvertently convincing yourself that white male workers were the best choice). The session explores small, medium, and large shifts that can transform your hiring practices toward a more equitable way of doing business. The session does not spend time pointing out everything done wrong in hiring days past – the Hiring Revolution session will identify specific problems and pair each with a viable solution you could start implementing today. Learning Outcomes Understand how current hiring best practice produces racist and sexist results Learn new tools to disrupt individual and group race/gender bias when hiring Explore a revolutionized approach to hiring to truly achieve your race/gender hiring diversity goals Handouts Team Dynamics - Speaking Engagement Kit 2021 - Download --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast , Arshiya Malik and Lisa Russell (Aleria) cover the top three do's and don'ts of measuring inclusion based on their work and time in the industry. As organizations plan their 2022 Diversity, Equity, and Inclusion (DEI) strategies, it’s a good time to reflect on what works, what doesn’t, and consider how we can really move the needle next year. In this episode, Lisa Russell and Arshiya Malik, co-founders of HRTech company, Aleria, share what they have learned through their work measuring inclusion. They highlight the key things to avoid including focusing on the wrong metrics, the wrong ways of driving participation, and why it shouldn’t be looked at as an HR activity. They also share a few tips for measuring inclusion including prioritizing organization-wide alignment, inclusive data collection practices, and the importance of closing the loop. Learning Outcomes To understand how to build successful DEI strategies To understand the value of measuring inclusion --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 81 Fostering Women Leaders: Learnings From a Tibetan Leadership Development Context 24:56
24:56 나중에 재생 나중에 재생 리스트 좋아요 좋아요24:56
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast , Tenzin Nordon (Get Ready Program) will address how individuals and organizations can foster women’s leadership by applying learnings from her research in the Tibetan community. Fostering women’s leadership is a story of inclusion. During this podcast, Tenzin Nordon, a researcher and community leader, will share her research on fostering Tibetan Women Leaders of tomorrow. Her research details the leadership challenges 6 Tibetan women leaders faced in their leadership journeys and the strategies individuals and organizations can use to foster Tibetan women’s leadership. Learnings from this case study shed light on how individual women can cultivate their leadership and how organizations can create environments for women leaders and other marginalized populations to thrive in. " Learning Outcomes To understand the leadership development context Tibetan women leaders face To understand the components of the individual and organizational leadership development plans --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Podcast Ep. 80: Strategies and Tools to Support Successful Transitions of Young People of Color Into the Workplace 41:13
41:13 나중에 재생 나중에 재생 리스트 좋아요 좋아요41:13
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Dr. Jessica Isom explores specific strategies and tools to support young people of color transitioning into the workplace. This podcast provides mental health and wellbeing tips and guidance to young people of color who are transitioning into the workforce. Topics will include peer networks and support, the need to seek assistance, identification of symptoms, and managing stress and anxiety with a focus on both early career and race based stressors in the workplace. Learning Outcomes How to access and build peer support networks How to recognize distress in yourself and others How to proactively manage early career stress, race based stress and performance anxiety --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this special bonus episode of The Forum Podcast, Vannessa LeBoss (Communication Service for the Deaf) and Craig Radford (Communication Service for the Deaf) answer questions from listeners that attended our September 16, 2021 webinar Engaging with Deaf Customers and Employees . Vannessa LeBoss and Craig Radford answer questions from our listening audience around these talking points: Organizations & consultants that can help us create that successful program Costs associated with DVC Service available for targeted hiring to the deaf community Where to find ASL training for our staff in order to better serve our internal and external customers Recommendations for DVC software or organizations who offer this software Recommendations for larger organizations to implement DVC Resources for improving customer intimacy within the healthcare setting Firms that work directly with deaf/hard of hearing people that companies could partner with to get our job posting into the deaf community For additional context and insight into this topic and conversation, watch the replay of Engaging with Deaf Customers and Employees . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Podcast Ep. 78: ERGs - An Untapped Resource Worthy of Your Investment 52:00
52:00 나중에 재생 나중에 재생 리스트 좋아요 좋아요52:00
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Graciela Meibar (Graciela Meibar Consulting) and Jane Hyun (Hyun & Associates) explore the value Employee Resource Groups (ERGs) bring to an organization like developing internal talent, providing insights on sensitive DEI matters, and more. ERG’s remain a valuable resource inside companies. Yet, are organizations fully utilizing these networks? This session focuses on the value that ERGs bring to an organization, and shows examples of how they might serve as a platform for developing internal talent, providing insights on sensitive DE&I matters, recommending ambassadors for the company brand(s), and identifying new resources for outreach and recruitment. ERGs can also be a showcase for the network’s leadership’s talent and skills, and an outlet to develop their authentic leadership in a supportive environment. When setting up ERG’s or recommending resources for future initiatives, do you focus on the value that they bring to the organization? What are the benefits to the ERG’s leadership? How do ERG’s have a positive impact on the business and outward mission of the organization?" Learning Outcomes Learn to build and develop ERG’s to add value to the organization Identify two to three strategies for creating the right structure for success Effectively communicate the contributions of ERGs to your audience while removing barriers --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 77 Interlocking Inequities: White Supremacy & Ableism 1:01:35
1:01:35 나중에 재생 나중에 재생 리스트 좋아요 좋아요1:01:35
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Alli Strong-Martin (Lifeworks Services, Inc.) and Ashley Oolman (Lifeworks Services, Inc.) lead listeners through a discussion about how ableism and white supremacy interlock to hinder inclusion. Though one of the most intersectional protected classes, people with disabilities are often kept from full participation in communities and workplaces due to lingering bias and unaddressed discrimination. For disabled people who carry additional marginalized identities, these gaps become even more vast. This leads to disproportionate rates of unemployment and poverty amongst 61 million people living in the US who have a disability. In this podcast, we uncover the ways in which white, non-disabled bodies and minds have hoarded power in organizations for decades, and how we can advocate for universal policies and practices that increase workplace inclusion for all, ending the cycle of white supremacy and ableism at work. Learning Outcomes Confront complacency in ableism and begin to dismantle personal bias contributing to disability exclusion Learn to recognize the intersection of multiple systems of oppression Discover opportunities to advance intersectional inclusion in the workplace --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 76 Using Innovative Simulation Strategies to Dismantle Systemic Racism Continued 33:51
33:51 나중에 재생 나중에 재생 리스트 좋아요 좋아요33:51
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Samreen Vora (Children's Minnesota) and Brittany Dahlen (Children's Minnesota) answer questions from listeners that attended our August 19, 2021 webinar Using Innovative Simulation Strategies to Dismantle Systemic Racism . Samreen Vora and Brittany Dahlen answer questions from our listening audience around these talking points: Bias mitigation strategies, evidence and effectiveness Measurable outcomes with simulations performed and the impact on participant behaviors Examples of bias mitigation strategies and simulation used outside of bedside care and outside of the healthcare setting How to prepared facilitators for simulation sessions Recommendations for those who may have more limited resources and how they can bring this to their own organizations . For additional context and insight into this topic and conversation, watch the replay of Using Innovative Simulation Strategies to Dismantle Systemic Racism . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 75 A Liberated Love Note - For Black Folks in DEI When “Doin’ The Work” No Longer Feels Like Enough 46:36
46:36 나중에 재생 나중에 재생 리스트 좋아요 좋아요46:36
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Brittany J. Harris (also known as Brittany Janay) shares a thoughtful note of affirmation and loving accountability to Black folks working in DEI. The toll of working in DEI while Black is well documented and there are not many spaces that center the healing and nurturing that this toll calls for—particularly as Black practitioners work to dismantle the very same systems they too are impacted by. Brittany uses a conversation that came up in a 2021 Forum on Workplace Inclusion session to set context for this episode and offers to Black practitioners critical reflections and affirmations around three words: Clarity, Ease, and Collective. As part of this episode, listeners will be encouraged to engage with the three learning outcomes listed below. Brittany shares her reflections on these topics and offers insight into what she refers to as her own “intrapersonal reckoning” in hopes that it is possibility for others. Learning Outcomes Unpack internalized anti-blackness and capitalism by disrupting the lie that our bodies are merely tools for production, and that our work is our worth Consider the imperative of boundaries in how we show up in community Reflect on what it means to embody an abundance mindset that serves as a gateway to the power in the collective --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast, Minal Bopaiah (Brevity & Wit) will discuss key insights from social science, particularly psychology, on how audiences hear our messages and why they need to see the system if we really want things to change. If data and logic was enough to change people's minds, we wouldn't be arguing about climate change. There's a lot behavioral science can tell us about how we can communicate diversity, equity, and inclusion in a way that gets past people's defenses and really moves the needle on this issue. Unfortunately, most DEI practitioners are unaware of the power of framing and strategic communications. Find out what works and what doesn't. This episode will make you question your assumptions about the power of storytelling and the importance of communications in creating inclusive cultures. Learning Outcomes Understand what framing and strategic communications are and how it relates to advancing DEI Learn the biggest obstacle to getting audiences to get on board with racial equity work Discover how you can frame your DEI initiative for greater adoption --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 73 Connecting ERGs During Distanced and Polarized Times Continued 34:59
34:59 나중에 재생 나중에 재생 리스트 좋아요 좋아요34:59
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Farzana Nayani (Farzana Nayani, Consulting and Training) answers questions from listeners that attended our July 15, 2021 webinar Connecting ERGs During Distanced and Polarized Times . Definition of acronyms: ERG = Employee Resource Group DEI = Diversity, Equity, and Inclusion BRG = Business Resource Group Farzana Nayani answers questions from our listening audience around these talking points: The difference between ERGs from affinity groups Practical tips to introduce ERGs How ERG leaders are better aligning ERG talent movement and advancement across the organization and in partnership with HR How can DEI professionals help ERG leaders to pivot and take their ERGs to the next level How to hold ERG leaders accountable if given paid and/or protected time How to track and substantiate ERG productivity and value Ways to gathered feedback How to engage allies in ERGs without compromising the "safe space" How to take care of the DEI leaders who may be struggling with their own emotions while having to hold space for the organization How to reach people outside of our main communication tool like Yammer Different ways to manage Global Business Resource Groups (BRG) in a way that allows for a global structure with regional and local relevance . For additional context and insight into this topic and conversation, watch the replay of Connecting ERGs During Distanced and Polarized Times . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 72 How Different Philosophies of Race can Help us Heal 59:40
59:40 나중에 재생 나중에 재생 리스트 좋아요 좋아요59:40
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Dr. Sheena Mason (Theory of Racelessness) deep dives into the concept of race and how by knowing more about race philosophy, we can begin to intentionally uproot racism in our everyday lives. Dr. Sheena Mason shares how the concept of race, while not rooted in biology or science, continues to be naturalized and viewed as something "of nature." The camouflaging of racism as race (i.e., race[ism]) remains, in large part, why many people and institutions have failed to entirely and meaningfully address racism even when actively participating in anti-racist efforts. With this in mind, Dr. Mason talks about and defines the philosophies of race as indicated through popular discourse, literature, and civil rights efforts. She will discuss further readings and ideas to consider. Ultimately, the podcast shows how many people unintentionally uphold racism. Importantly, she shares how we can stop. Learning Outcomes Listeners will know what the philosophies of race are Listeners will be able to identify where they stand philosophically Listeners will be able to think further about how their present philosophy might contradict their expressed aims --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 101 What is Your X? Why the Workplace is the Perfect Place to Discuss the Undiscussables, Race + Racism Continued 1:17:26
1:17:26 나중에 재생 나중에 재생 리스트 좋아요 좋아요1:17:26
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Margaret Greenberg and Gina Greenlee from The Business of Race, LLC answer questions from listeners that attended our June 16, 2022 Webinar What is Your X_ Why the Workplace is the Perfect Place to Discuss the Undiscussables, Race + Racism. Margaret and Gina answer the following questions: Question 1: Race means different things to different people. What does "Race" mean to the two of you? Question 2: Are you aware of the IDI (Intercultural Developmental Inventory) tool and if so, would you recommend using this tool with the OSA? Question 3: [And speaking of metrics} What are some likely metrics for equity? Question 4: Could you speak to responding to an organization hesitant to explore this topic? [of workplace racial equity] Question 5: Can you discuss the increased focus on performance and outcome? How do you manage expectations for those who feel DEI is fixable rather than an ongoing part of an organization’s culture? Question 6: How does this book address the “othering of racially diverse talent” so that white talent doesn’t feel that it is an attack on whiteness and a burden on them to learn/unlearn? --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 100 Interrupting Intercultural Codeshifting: Global ICDEI Through a Strengths-Based Lens Part II 24:44
24:44 나중에 재생 나중에 재생 리스트 좋아요 좋아요24:44
나중에 재생 나중에 재생 리스트 좋아요 좋아요COVID has created an unanticipated world where we have greater virtual access to others. As teams span geographical and national boundaries to collaborate, the need for deeper intercultural and diversity, equity, and inclusion (ICDEI) awareness, practical tools, and skills has never been more vital. The world has changed and won’t change back to the way it was, so creating a bridge to greater awareness between incredibly diverse team members, and between oneself and others is critical for optimized workplace communication and performance necessary for solving complex problems. It is possible to develop an environment with intercultural diversity, incorporating multiple languages and nations, that transcends divisiveness and amplifies the gifts of diversity. We transformed a network of global intercultural organizations to create conversations that pushed through defensive attitudes and adversarial barriers and moved directly to embrace individual, team, and organizational strengths. Learning Outcomes Learn to create psychological safety in a highly diverse large group (50+) Understand the importance of relational versus positional respect as a game changer in complex times Achieve 100% engagement in ideating amongst diverse groups --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 99 Interrupting Intercultural Codeshifting: Global ICDEI Through a Strengths-Based Lens Part I 1:25:59
1:25:59 나중에 재생 나중에 재생 리스트 좋아요 좋아요1:25:59
나중에 재생 나중에 재생 리스트 좋아요 좋아요COVID has created an unanticipated world where we have greater virtual access to others. As teams span geographical and national boundaries to collaborate, the need for deeper intercultural and diversity, equity, and inclusion (ICDEI) awareness, practical tools, and skills has never been more vital. The world has changed and won’t change back to the way it was, so creating a bridge to greater awareness between incredibly diverse team members, and between oneself and others is critical for optimized workplace communication and performance necessary for solving complex problems. It is possible to develop an environment with intercultural diversity, incorporating multiple languages and nations, that transcends divisiveness and amplifies the gifts of diversity. We transformed a network of global intercultural organizations to create conversations that pushed through defensive attitudes and adversarial barriers and moved directly to embrace individual, team, and organizational strengths. Learning Outcomes • Learn to create psychological safety in a highly diverse large group (50+) • Understand the importance of relational versus positional respect as a game changer in complex times • Achieve 100% engagement in ideating amongst diverse groups --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 98 The Art of Diplomacy: Skills for DEI Practitioners from the Diplomatic World 41:19
41:19 나중에 재생 나중에 재생 리스트 좋아요 좋아요41:19
나중에 재생 나중에 재생 리스트 좋아요 좋아요Working across differences and bringing together divergent points of view is integral to the work of diplomats. The ability to build coalitions, understanding, and an agreement for how to achieve a common goal are skills that are also applicable for DEI practitioners. Both diplomats and DEI professionals must manage competing priorities, budgets, and being accountable for achieving their goals. This podcast shares the ENVOY Model with participants as a framework for key insights from the diplomatic field and how they can be used to achieve the desired end results for DEI practitioners. Learning Outcome: • Learn techniques to build coalitions to promote and implement DEI initiatives --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 97 Connecting the Dots Between Decision-Making and Inclusion 35:47
35:47 나중에 재생 나중에 재생 리스트 좋아요 좋아요35:47
나중에 재생 나중에 재생 리스트 좋아요 좋아요Decision-making takes place at every level of an organization every single day, whether within a team working on a project, a department setting targets, or in the C-Suite as leaders make structural changes. In this session, Lisa Russell, co-founder and CEO of Aleria, along with Alexis Gonzales-Black, Partner and Org Design Practice Lead at August Public, will discuss how organizations can build stronger, more inclusive workplaces through better decision-making. They share insights and data from Aleria's work measuring inclusion that demonstrate how decision-making structures cause exclusion and the most common frustrations employees have, as well as tangible tips and guidance from August Public's work to change how people approach decision-making and improve these processes. Learning Outcomes: • Explore specific recommendations around organizational design to be more transparent and increase communication • Understand the importance of recognition at all levels and cross-department • Learn how to reduce the feeling of being siloed --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 96 Building a Diversity Program as an HR Professional Continued 1:03:36
1:03:36 나중에 재생 나중에 재생 리스트 좋아요 좋아요1:03:36
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Kari Heistad (Culture Coach International, Diversity Dashboard) answers questions from listeners that attended our May 19, 2022 webinar Building a Diversity Program as an HR Professional . Kari Heistad answers these questions from our listening audience: Is a DEI Strategy or Equity Strategy/Policy is needed prior to starting substantive DEI work? Or is it important to get that buy in first? What is recommend as an early action to get alignment on roles/expectations for our partners in HR? What is recommend on how to continue to drive employee participation and engagement in ERGs and to keep them focused on the goals? Should ERG members be compensated financially? Approximately how much ERG money is acceptable? And is this money for the group, or compensation for the group leaders? Are there suggestions other than utilizing diversity websites for recruiting? What are some metrics and/or outcomes you suggest we look at or use to measure progress in DEI? What are the qualifications you would recommend for DEI council member? Are there resources for having courageous conversations with individuals that are resistant to DEI initiatives? For additional context and insight into this topic and conversation, watch the replay of Building a Diversity Program as an HR Professional . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 95 Virtual Attraction - Designing and Implementing Inclusive Strategies for Virtual Recruiting 47:48
47:48 나중에 재생 나중에 재생 리스트 좋아요 좋아요47:48
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Marie Larson (City of Minneapolis) and Karyn Berg (Ramsey County) provide information and resources to design, implement, and improve candidate outreach through virtual recruiting. The unprecedented challenges of COVID-19 have left organizations struggling to find effective, efficient methods for reaching candidates. As they re-examine standard practices, many companies find they lack the tools and networks they need to locate diverse applicants in today’s fluctuating labor market. This episode will dive deep into the power of collaboration, examine revamped messaging and processes for virtual recruiting experiences, and emphasize the importance of building inclusive opportunities to maximize your diverse hiring potential. Learning Outcomes Design a virtual recruiting strategy—identify and prioritize your goals Expand your collaboration—inventory recruiting channels and identify additional partnerships Create your action plan—use our template to guide your planning, charting a course for success! Show Notes Companion Planning Guide - Download Podcast timestamps: Introduction/Overview: .00- 7:50 Segment 1: 7:50-20:08 Segment 2: 20:08 – 27:05 Segment 3: 27:05 – 40:00 Segment 1 Resources: Is Your Company Actually Fighting Racism, or Just Talking About It, by Kira Hudson Banks and Richard Harvey : June 11, 2020, Harvard Business Review (Harvey, 2020) 9 Examples of Unconscious Bias for Manager to Watch For Presenter Contact Information: Marie Larson, Industry Relations Manager City of Minneapolis Department of Community Planning and Economic Development Marie.larson@minneapolismn.gov LinkedIn Karyn Berg, Planning and Evaluation Analyst Ramsey County Workforce Solutions Karyn.berg@co.ramsey.mn.us LinkedIn --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 94 A Public Health Perspective on DEI and Health Equity 52:12
52:12 나중에 재생 나중에 재생 리스트 좋아요 좋아요52:12
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast Dr. Harry Petaway (Equity Communities of Practice) chats with us on how social determinants of health are interlaced with DEI and collaborative approach to health equity. Topics covered in this episode What is Health Equity Why is health equity all of our responsibility How corporate and community DEI initiatives influence health equity Who’s responsible for health equity? How do corporate and community DEI initiatives influence Health Equity? How can organizations like the Forum on Workplace Inclusion help achieve Health Equity? What can we do as individuals to help Health Equity? --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 93 Achieving Community Engagement and Social Impact Through a Community-Based University Partnership 30:02
30:02 나중에 재생 나중에 재생 리스트 좋아요 좋아요30:02
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast Dr. Charlyn Hilliman (Capella University) and Dr. Barbara Butts Williams (Capella University) explore how an established direct path is possible between talent, employment, and leadership skills through strategic partnerships. Through thoughtful partnerships between community-based organizations and universities, an established direct path is possible between talent, employment, and leadership skills. These strategic partnerships help mitigate social and economic inequities and give back to employees, thus changing lives where they work and live. The aim is to positively impact our community and regions through the power of education and applied scholarship. The community-based and university partnership’s mission focus is to provide fellows from cultural and economic development groups, local government, and major employers with the tools, resources, and experiences to make a lasting impact on our society. This podcast episode provides best practices, outcomes, and strategies for engaging members ready to demonstrate active leadership, community engagement, and a commitment to help mitigate social, economic, health, racial, and educational inequities within their communities. Learning Outcomes Develop community engagement strategies that provide a direct path between learning and employment Examine the tools, resources, and experiences used by participating employees to impact society Explore a model for talent, community engagement, and leadership development through partnerships --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 92 Changing Generational Poverty By Paying People to Learn Tech Skills 44:36
44:36 나중에 재생 나중에 재생 리스트 좋아요 좋아요44:36
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast Irma Olguin Jr. (Bitwise Industries) and Michelle Skoor (Bitwise Industries) explores how the tech industry could use paid apprenticeships to approach systemic inequities in the tech industry and curb generational poverty. The tech industry has a workforce shortage and a major problem with the lack of diversity within its ranks. If companies look for talent in new places, they will find many people from underserved communities to fill these roles. The challenge is that many of these people can’t access the education needed to enter the industry. So how do we upskill people who can’t afford traditional training programs? The simple answer is: Pay them to learn. Using the budget for existing IT projects, companies can instead build apprenticeship programs or work with firms that leverage apprentices to build the software. This allows people, who would otherwise have no way to afford training, to acquire hands-on technical experience. Tech, as one of the fastest-growing industries, has the ability to change the lives of some of the most vulnerable in the U.S. When the tech industry leverages apprenticeship programs, people who were trapped in poverty have access to high-wage, high-growth jobs. Learning Outcomes Understand how companies that use apprentices benefit the most from the arrangement See how having a diverse workforce leads to innovation and is a competitive advantage Learn that apprentices can build infrastructure for outdated IT platforms while escaping systemic poverty --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast Julie Kratz shares stories, ideas, and research from her new children’s book, “Little Allies.” She discusses the importance and impact of having conversations about diversity, inclusion, and allyship earlier with the children in our lives. Julie wrote her book in response to difficult conversations about racism at home with her own daughters. “Little Allies” and this talk are meant to be a resource to help parents and people leaders everywhere guide little ones along this journey toward allyship." Learning Outcomes Why we need to talk to kids and start this conversation earlier What being an ally means: Allyship starts at home and kids naturally enjoy diversity How to be an ally: Allyship is a journey and adults are modeling it every day --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 90 Building Mental Fitness: Shift From Surviving to Thriving 1:01:22
1:01:22 나중에 재생 나중에 재생 리스트 좋아요 좋아요1:01:22
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast Amy Yip (Amy Yip Coaching) shares what mental fitness is, why it matters, skills & practices to build their own mental fitness, and how to apply it in cultivating a more diverse, equitable, inclusive workplace. If you’re physically fit, you’d be able to climb a steep hill without much physical stress. Same with mental fitness. The more mentally fit you are, the more you’ll be able to handle the stress, anxiety, and frustrations that come from work and personal life challenges. Recent events such as the pandemic, social unrest, and political changes have overstretched many of us. Mental fitness is the X factor. Your level of Mental Fitness is the best predictor of how happy you are, and how well you perform relative to your potential. It’s the key to unlocking your growth mindset and ability to evolve, change and adapt. So you can not just survive but thrive in these tumultuous times. Good news: like physical fitness, you can boost your mental fitness with practice. Learning Outcomes Describe what mental fitness is and why it’s important to building a positive workplace culture Identify and summarize the three core muscles at the root of mental fitness Apply the mental fitness skills and practices to better handle daily work & personal life challenges --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Podcast Ep. 89: Ensuring Equity and Belonging in the Future World of Work 46:33
46:33 나중에 재생 나중에 재생 리스트 좋아요 좋아요46:33
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Jennifer Brown (Jennifer Brown Consulting) shares actionable insights for leading in today's changing and uncertain environment, creating workplaces that are equitable and inclusive for all members, and becoming a purpose-driven organization. The nation’s future increasingly relies on corporate leaders doing the right thing. To maintain economic viability in the future, today’s leaders must tackle systemic racism and remove the barriers that prevent the full participation and inclusion of marginalized groups - in society and in the workplace. Solving the nation’s legacy of inequality and achieving real change will require authentic, inclusive and intentional leadership. The most effective leaders are cultivating new traits, including empathy, self-awareness, vulnerability, cultural competence, emotional intelligence, and risk taking. They are personally committed to diversity, equity and inclusion (DEI), purpose and sustainability - and are willing to hold themselves and others publicly accountable for results. Learning Outcomes Cultivate the leadership traits needed to lead through periods of change and uncertainty Adopt best practices to build accountability for DEI results at all levels of the organization Build cultures where all employees are allies and upstanders for equity and inclusion. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 88 Identifying and Addressing Microaggressions with Volunteers (And Other Well-Meaning People) 50:30
50:30 나중에 재생 나중에 재생 리스트 좋아요 좋아요50:30
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Wendy Vang-Roberts (Minnesota Alliance for Volunteer Advancement) and Yixiu Chen (State of Minnesota Department of Human Services) discuss the way unconscious biases show up in the form of microaggressions. Most volunteers are kind, amazing people who care about your cause and want to help others, so it’s rare that they would blatantly or intentionally say or do something hurtful. But we all hold biases. Some that we may not be aware of. These are unconscious biases, and they can show up in the form of microaggressions, which can be challenging to address, especially with well-meaning people. In this interactive session, we will define and provide examples of microaggressions, discuss how they can show up in volunteer programs and talk about the harmful effects they have. You will leave with strategies to navigate these difficult conversations with your volunteers to create more inclusive spaces. Learning Outcomes Participants will gain an understanding of microaggressions and how they show up Participants will gain an understanding of the harmful effects of microaggressions Participants will leave with strategies to address microaggressions --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast, Dr. Sheena Mason (Theory of Racelessness) returns for another timely deep dive into the Theory of Racelessness, which reflects two philosophical positions on “race” that are uncommonly taught & commonly misunderstood: skepticism—the belief that race does not exist in nature—& eliminativism—the position that the concept of race, whatever it is, should be eradicated from human society. Dr. Sheena Mason's theory of racelessness is a methodological & pedagogical framework for analysis that illustrates how the undoing of racism requires the undoing of “race.” Her theory inspires a more astute identification & analysis of racism. It stops the unintentional reification of racism by ceasing to uphold race ideology and its corresponding language. Theory of racelessness is also a philosophy of race that extends & explores the boundaries of racial skepticism & delineates more precise paths toward racial eliminativism, which she interprets as enabling us to transcend racism finally. Such transcendence allows us to recognize our individual & collective cultural & ethnic pluralism, a prerequisite awareness that leads society toward embracing a genuinely liberal cosmopolitanism. The theory of racelessness reflects two philosophical positions on “race” that are uncommonly taught & commonly misunderstood: skepticism—the belief that race does not exist in nature—& eliminativism—the position that the concept of race, whatever it is, should be eradicated from human society. The core tenets of the theory of racelessness are as follows: Race does not exist in nature. Race does not exist as a social construction. Everyone is raceless. Racism includes the belief in race as biological or a construction & the practice of racialization. Racism is not everywhere & is not the cause for every perceived “racial” disparity or negative interaction. We can overcome racism. Her forthcoming book Theory of Racelessness: A Case for Antirace(ism) (2022)—under contract with Palgrave Macmillan as part of an African American & Africana philosophy series—describes, defines, & applies my signature theory to African American literary studies, a representative case study. Learning Outcomes How to identify and define philosophies of race Why we should separate culture, class, and ethnicity from race What is the theory of racelessness --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 71 Mastering Cultural Differences: Strategies for Leading a Global Workforce Continued 26:52
26:52 나중에 재생 나중에 재생 리스트 좋아요 좋아요26:52
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Luiza Dreasher (Mastering Cultural Differences) answer questions from listeners that attended our May 27, 2021 webinar Mastering Cultural Differences: Strategies for Leading a Global Workforce . Luiza answers questions from our listening audience around these talking points: Balancing assimilation. How to be culturally competent if culture happens on a continuum. How to communicate with several cultural styles at the same time. Resources for better understanding these cultural differences. How to best prepare for interacting respectfully with colleagues from other countries. How to help colleagues be more culturally competent. For additional context and insight into this topic and conversation, watch the replay of Mastering Cultural Differences: Strategies for Leading a Global Workforce . Visit Luiza's website . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 70 A Step-by-Step Guide to Developing and Implementing a Diversity and Inclusion Program 37:38
37:38 나중에 재생 나중에 재생 리스트 좋아요 좋아요37:38
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Roselle Rogers (Circa) and Pamela Pujo (Affirmity) offer a practical and actionable guide to launching or refreshing your organization's DEI program. With the increasing pressures from the burgeoning discussion around race and diversity, many HR practitioners have been assigned the responsibility for developing a Diversity and Inclusion program in their organizations. What are the key components of a D&I program? What are the key elements for success and engagement? How do you measure success beyond applicants and hires? How do you make it sustainable? How can you take it beyond a program into a transformative business strategy? Learning Outcomes Understand the core components of a Diversity and Inclusion program Learn a step-by-step process for designing a diversity and inclusion program that is integrated Learn best practices for implementation and measuring results --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast, Dr. Theodora Philip (TAP Consultants, LLC) and Xaulanda Simmonds-Emmanuel (The XaySky Group) explore being an ally as Black Caribbean women, and, through storytelling, they share strategies to advocate and promote equity at work and in society. While much of the focus in recent times have been on racial, ethic, and LGBTQ+ discrimination and disparities, who is an ally, how to be one and the actions that should be taken to promote equity of the marginalized they support is more complex than the headlines. Fundamentally, discrimination and inequities are related to a spectrum of characteristics that involves just being human. These include but are not limited to age, culture, disabilities (innate or acquired), gender, indigenous heritage, religion, spirituality, socioeconomic, political views, among others. The challenge becomes when the ally themselves show up in society or are perceived as a member of the marginalized group under attack. Learning Outcomes Define ally from the perspective of a marginalized person, who seeks equity at work & in society Share ally stories and strategies that promote self-reflection, understanding & clarity of role Explore ally-ship (identified & assumed) with targeted, context and culture specific interventions --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 68 The Future of Domestic Terrorism on the Workplace: Identifying Risks, Protecting Employees, and How D&I Professionals Can Recognize Potential Threats 49:17
49:17 나중에 재생 나중에 재생 리스트 좋아요 좋아요49:17
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Zaylore Stout (Zaylore Stout & Associates, LLC) and Jim Potts (Potts & Associates) explore domestic terrorism, how DEI professionals can recognize potential threats, and practical ways to implement situational awareness. The world is changing. Communication and technology are bringing our shores closer together. The internet presents an opportunity for violent extremist to reach out all over the world to present their ideologies to anyone willing to listen. Individuals, including children and young adults, are being radicalized which in turn, translates into domestic terrorism. The Oklahoma Bombing, Columbine, Pulse Nightclub, Stoneman Douglas, the US Capitol, mall shootings and places of faith being attacked are all examples of historical events that will be addressed along with statistics while highlighting the detrimental impact of women v. men and hate groups (by state) on workplaces across the country. Understanding why people lash out violently in the workplace is the first step HR and D&I professionals can take towards mitigating risk factors that may materialize in the workplace. Learning Outcomes Identify eight factors giving rise to domestic terrorism in the workplace Conduct your own site assessment for potential risk factors Develop and execute a federally mandated workplace security plan --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast, Ha-Keem Abdel-Khaliq (Cargill) explores the need to consider the well being of leaders and the demands it places on them when charged with driving diversity, equity, and inclusion within their organization. You are leading a social revolution! If you think of the revolution as a journey that we are all embarking upon to create long-lasting change, we often forget about the individuals we are asking to lead them. We identify the problem, create the vision, ask leaders to lead, and forget that what’s being asked of them can often lead to: doubt, worry, fatigue, exhaustion, no career movement, no pay increase, increased personal and professional vulnerability, to name a few. We are ultimately relying on the goodwill and moral compass of these individuals to drive change forward without providing the “recharge”, “emotional deposits”, or realizing the “psychological safety” needed to lead this revolution. Learning Outcomes Identify the signs of career / goodwill stalls Find your recharge Realize your value - you're worth it! --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 66 Pride, Pronouns, and Privilege: How Intersectionality Informs our Allyship Journey 55:13
55:13 나중에 재생 나중에 재생 리스트 좋아요 좋아요55:13
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Jennifer Brown (Jennifer Brown Consulting), Sean Coleman (Destination Tomorrow), and Ray Arata (Better Man Conference) examine the complexities of marginalization, intersectionality, masculinity, and power, through the lens of allyship. We can expand our potential for connection and belonging despite the stress of uncertainty and inequity, by listening to and learning from people who aren’t often seated at the same table. This fireside chat will highlight various shared and disparate lived experiences, in a way that acknowledges the reality that we can be both under-represented and under-estimated, while also carrying privilege that can be leveraged for positive impact. Learning Outcomes Expanded focus on the intersection of masculinity, race and gender An experience of learning, listening and lifting lesbian, trans/queer non-binary voices Providing an example of what an ally conversation can look and sound like --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 65 Developing Manager Inclusion Habits in the Virtual Workplace 45:09
45:09 나중에 재생 나중에 재생 리스트 좋아요 좋아요45:09
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Kathy Kacher (Career/Life Alliance Services; The SMART Workplace), Latoya Burrell (Anderson Foundation), and Anu Mandapati (Talking Talent, Inc.) explore ways your organization can "up-skill" its managers to create excellent team cultures regardless of where managers and the team are working from. Developing managers has been challenging organizations for decades. Often companies are so wrapped up in the urgent work of the day that they haven't made the time or taken the time to help managers develop the competencies they need to be inclusive and competent in the ever-changing workplace. During the pandemic virtual and dispersed work has leapfrogged ahead at least 5 years and managers are doing their best to make this work, but that doesn't mean they're good at it. During this interactive session we will work through an assessment of your organization's management skills, identify gaps and create actions that every company can take to begin up-skilling managers to not just lead, but to create excellent team cultures that enable their teams to succeed no matter where they are working. Learning Outcomes Define what manager inclusion habits looks on a dispersed team Examine how the lack of good inclusion habits impact the employee experience in a remote workplace Develop actions you can take to develop manager's inclusion competencies in the new workplace --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 64 Religion in the Workplace: Interfaith Skills to Engage Difference Continued 27:02
27:02 나중에 재생 나중에 재생 리스트 좋아요 좋아요27:02
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Megan Hughes Johnson (Interfaith Youth Core) and Jenan Mohajir ( Interfaith Youth Core) answer questions from listeners that attended May 6, 2021 Diversity Insights Presentation webinar Religion in the Workplace: Interfaith Skills to Engage Difference . Megan and Jenan answer questions from our listening audience around these talking points: The separation of church and state. How to convince others it’s ok to talk about religion at work Tension between religious communities and LGBTQ rights How to address conflict when someone's faith conflicts with someone else's practices Best practices in interfaith engagement, setting Brave Space How to incorporate religion into DEI work How to integrate religion into the DEI overall strategy For additional context and insight into this topic and conversation, watch the replay of Religion in the Workplace: Interfaith Skills to Engage Difference . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 63 Dismantling Systems of Oppression from the Inside Out 41:30
41:30 나중에 재생 나중에 재생 리스트 좋아요 좋아요41:30
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Adrienne Kimball (Rubicon Programs, Inc.) and Karen Cohen (Rubicon Programs, Inc.) share Rubicon's own journey to becoming a social justice organization as well as other helpful resources and insights for others to utilize. As an affirmative action employer, Rubicon has been tracking diversity goals for years. In 2014, Rubicon crystallized its identity as a social justice organization and a dedicated combatant against generational poverty in the East Bay. This fueled its decision to focus on systemic and cumulative inequity — first in the organization, and then in the communities it serves. Rubicon prioritized advancing equity and ensuring inclusion and belonging. This podcast begins with a case study showing the path Rubicon traveled, and then provides a framework for others to model the equity they wish to see in their own organizations. Learning Outcomes Identify common organizational policies and practices that serve to maintain inequity Understand how setting competencies provide managers with metrics to hold employees accountable Craft a checklist of tasks needed to show how dominant culture influences decisions, and find entry --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this special bonus episode of The Forum Podcast, Dr. Daniel Cantor Yalowitz (DCY Consulting) and Tatyana Fertelmeyster (Connecting Differences, LLC) answer questions from listeners that attended our very popular April 2021 webinar From Bystander to Ally . Daniel and Tatyana answer questions from our listening audience around these talking points: Is “active bystander” the same as “ally”? Where did you get your definitions of bystander and ally and other terms? Is someone still considered to be an ally if someone tells them about an incident and they are in a position to respond or do something – but don’t? What else could bystanders have done during the murder of George Floyd? What if you are naturally opposed to conflict and confrontation, but want to speak up or act? How does one “train” their brain to welcome conflict? At a critical moment some people find themselves struggling with a decision to step in or not. What would you say about a situation when what’s stopping us is not knowing if another person wants our help? What is key in trying to promote a culture or initiative of allyship in a company or workplace? For additional context and insight into this topic and conversation, watch the replay of From Bystander to Ally . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast, Rehana Lerandeau , (Human Impact Partners) explores fair chance hiring and the challenges, barriers and bias formerly incarcerated people face when seeking employment. A growing number of companies have put diversity initiatives into practice, especially when it comes to hiring. But people who have been incarcerated are still significantly overlooked. One way to build equality in our society is by providing equal access to jobs. AI background check company Checkr saw how gaps in the criminal justice system negatively impact Black people and contribute to systemic racial discrimination in our country. Checkr made it the company’s mission to address the bias and racism ingrained in each part of the system, from arrest to conviction to re-entry. With October being Diversity Awareness Month, Margie Margie Lee-Johnson, VP of People at Checkr can specifically discuss: The benefits of fair chance hiring for employers and wider communities What companies can do now to adopt fair chance hiring (drawing from Checkr’s first-ever fair chance hiring playbook) Learning Outcomes Understand the challenges, barriers and bias formerly incarcerated people face when seeking employment Understand that practicing fair chance hiring not only leads to more diverse talent, but it addresses a larger issue related to recidivism and should be part of more company’s diversity initiatives Understand how companies can build a fair chance hiring and retainment plan --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast, Patricia Jesperson , (EmployeeEXP) dives into what she feels is missing from the workplace diversity, equity, and inclusion conversation: Succession Planning. If you subscribe to Ms. Verna Myers quote, "Diversity is being invited to the party; inclusion is being asked to dance," missing for me from many inclusive organization conversations are the economics of Diversity, Equity, and Inclusion and Succession Planning. Individual success in an organization equals career, income and ultimately wealth growth. To an organization it is net-new revenue growth--often generated through new products and services. Neither of these can occur without systemic adoption of the skills that develops inclusive leaders. Using the Inclusion Matrix this podcast explores those five critical skills: IQ, EQ, CQ, Intellectual Humility and Vulnerability. Mastering these skills makes for leaders and managers capable of the needed coaching and development required to advance any individual within their organization. Learning Outcomes Define, learn & explore what each of the skills look like in reality Put the skills into practice--what manager/leader as coach looks like The courage to step into inclusion--these skills help to navigate uncomfortable conversations --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 59 Radically Rethinking Inclusion: A Bold New Approach to Succeeding Together 49:45
49:45 나중에 재생 나중에 재생 리스트 좋아요 좋아요49:45
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Rebekah Steele (Rebekah Steele | Diversity Breakthroughs) and Alison Maitland (author, speaker, coach) discuss the "INdivisible approach" as a way to radically rethink "feel good" inclusion initiatives. Global disruptions unveil the limits of isolated “feel good” inclusion initiatives that fall short of driving the systemic transformation needed for all to thrive. The "INdivisible approach" offers a more effective way. Linked to business priorities and social impact, it helps an organization harness the “collective superpower” of a full mix of people by weaving inclusion into how it operates. This approach addresses behaviors and structures as well as feelings, and engages everyone – sr. leaders, managers, and individuals – in collaborative innovation and accountability for impact. As a whole-system framework for sustainable results, The INdivisible approach considers both internal and external dynamics, helping organizations demonstrate leadership and impact in addressing broader disruptions and opportunities including climate change, Covid-19, and Black Lives Matter. Learning Outcomes Discover how to overcome the limits of piecemeal efforts with a whole-system approach to inclusion Deepen understanding through a case example of a comprehensive, business-linked inclusion strategy Gain practical insight into immediate steps to initiate your whole system approach to inclusion --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast, Miloney Thakrar (Mind the Gender Gap, Inc.) interviews Dhavide Aruliah (OpenTeams, Inc.) to unpack what it means to be an ally for gender equity in the workplace. In 2018, Dhavide Aruliah began working at a high-growth startup. Within a month of working there, he learns that a former employee was sexually harassed by the company's CEO. After expressing his disappointment with company's inadequate response to the sexual misconduct, Aruliah is abruptly fired three days later. During this podcast, Miloney Thakrar, Founder & Principal of Mind the Gender Gap, Inc., interviews Aruliah to unpack what it means to be an ally for gender equity in the workplace, why sexism pervades the tech industry, and how companies and their leaders can cultivate a culture of trust and allyship. It offers recommendations for high growth-startups can cultivate a culture of trust and accountability, one that operationalizes the values of diversity, equity, and inclusion. This session draws from a case study authored by Miloney Thakrar and builds a former presentation at the 2019 Forum on Workplace Inclusion Conference entitled "Redefining Masculinity in Leadership. Learning Outcomes Develop a more nuanced understanding of defining ally as verb in the workplace. Learn strategies on how to be an effective ally in the workplace. Gain insight into how companies can build workplace cultures that cultivate allyship and trust. Handouts MTGG One Pager - Download --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 57 B is for Belonging: How Defining the Concepts of Othering and Belonging is the Bridge to the Future 18:46
18:46 나중에 재생 나중에 재생 리스트 좋아요 좋아요18:46
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Adriana Ponce-Matteccui (Rubicon Programs) provides an introduction into the concepts of othering and belonging and practical ways to start introducing belonging into your organization or workplace. Belonging is a fundamental need for human beings. The feeling that you don’t belong can be as stressful as physical pain. When you add elevated fears about health or economic uncertainty, belonging at work becomes more important than ever for employee engagement. If you have stopped your efforts at inclusion, you are missing a critical component. Learning Outcomes Deep knowledge and understanding of Belonging, Othering, and Inclusion Master the process for consensus building on shared language Capacity to analyze and evaluate your company's environmental, social, cultural state of belonging. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 56 Seizing the Moment to Create a More Inclusive Normal Continued 41:44
41:44 나중에 재생 나중에 재생 리스트 좋아요 좋아요41:44
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Maureen Berkner Boyt (The Moxie Exchange) answer questions from listeners that attended our webinar Seizing the Moment to Create a New, More Inclusive Normal . Maureen answers questions from our listening audience around these talking points: The "perfect storm" and advice to companies who did not have DEI as a priority prior to it (the "perfect storm"). Examples of ways to remove bias in a performance assessment process. Addressing concerns that diversity training is unnecessary. Talking about inclusion measures with executives so they also have something to report up to folks who only care about metrics. Approaches for new DEI committees to demonstrate why it's imperative for senior leadership to undergo comprehensive and contextual D&I training. Bringing POC voices in. How to strategize and bring about behavioral change. Day-to-day practices to model enthusiasm and buy in that we want to see in our team. For additional context and insight into this topic and conversation, watch the replay of Seizing the Moment to Create a New, More Inclusive Normal . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 55 Mindfulness in the Workplace: Strategies to Support Young Employees of Color 34:12
34:12 나중에 재생 나중에 재생 리스트 좋아요 좋아요34:12
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Dr. Karrin Glover (Albert Einstein School of Medicine) shares insights into the mental and physical impacts of structural racism, racial trauma, and bias on young employees of color. Today’s pandemic, economic crisis, and national racial reckoning have only exacerbated challenges and produced additional risk factors that can jeopardize young people of color in the workplace. In this pocast, Dr. Karinn Glover, a psychiatrist and mindfulness expert, shares insights into the mental and physical impacts of structural racism, racial trauma, and bias on young employees of color, with special attention on the mind-body connection. Dr. Glover will also discuss the mindfulness-based techniques listeners can share with employees, as well as resources and tools for identifying mental health and emotional well-being symptoms and seeking support. Learning Outcomes Learn techniques and tools to cope with issues like racial trauma, microaggressions, implicit bias Decrease isolation and loneliness; and increase sense of community, belonging and supportive network Gain knowledge around culturally-relevant traditions and practices from communities of color --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 54 The Pursuit of Talent: Are You Retaining Diverse Millennials? 35:13
35:13 나중에 재생 나중에 재생 리스트 좋아요 좋아요35:13
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Kirsten Davenport and Darius Norwood of Norwood & Co. explores the often overlook conversation about getting and retaining minority talent. Millennials have become the largest generation in America's workforce. And, by 2030, they will hold more than 75% of the workforce. As everyone is in pursuit of talent, there is a different fight for minority talent. Darius and Kristen share actionable recommendations to not only obtain but keep your minority millennial talent and identify potential gaps within your organization. Learning Outcomes Learn how to recruit and retain diverse millennials Delve into personal examples from a Fortune 500 Corporate Employee and Corporate turned Entrepreneur Identify potential gaps within your organization and learn how to quickly fill them with actionable recommendations. Podcast episode audio sample, " Joan Kuhl explains Why Millennials Matter ." --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 53 How a Daily Equity Practice Builds Revenue & Mitigates PR Risk Management 43:38
43:38 나중에 재생 나중에 재생 리스트 좋아요 좋아요43:38
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Carole Burton (Radiance Resources) explores the direct connection between how your people feel, engage, and perform and the growth of an organization. You might lift an eyebrow when you hear the concept of "equity" related to the bottom line. Does creating an inclusive workplace impact your company's return on investment and brand footprint? Yes. Now more than ever, there is a direct connection between how your people feel, engage, and perform. This shift is paramount to the growth and reputation of the organization. As workplace expectations continue to grow in this new reality, there is a need to prepare, create a safe and inclusive environment. A Daily Equity practice is a way to incorporate these expectations throughout all projects, processes, and ways of knowing. That means exploring unconscious bias, expanding self-awareness, and examining cultural competency. A Daily Equity Practice helps leaders shift their mindset and hence their teams. By improving internal communication, Return on Investment (ROI), and the organization's external brand footprint for the better. We discover how to alter company structures, provide access for employees to share their expertise, and fully experience lasting organizational change. Learning Outcomes Learn what happens when organizations apply the Bolman and Deal (2008) Reframing organizations: Artistry, choice, and leadership, connecting Equity to Return on Investment Discover ways when helping employees build Equity, encourages good Public Relations Risk management Explore the definition and effect of creating a Daily Equity Practice mindset --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this special bonus episode of The Forum Podcast, Dr. Christopher Sansone (Verticle Leadership), Maria Velasco, MA (Beyond Inclusion Group) answer questions from listeners that attended our webinar Harnessing the Power of Resistance: Transformative Leadership Strategies , sponsored by AON . For additional context and insight into this topic and conversation, watch the replay of Harnessing the Power of Resistance: Transformative Leadership Strategies . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 51 Exclusive Programs for Inclusive Leaders: The Case for LGBTQ+ Leadership Development 56:53
56:53 나중에 재생 나중에 재생 리스트 좋아요 좋아요56:53
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Jennifer Brown (Jennifer Brown Consulting) and Dominic Longo (Flourishing Gays) make the case for identity-based leadership development for LGBTQ+ professionals. Organizations often hesitate to create single-identity learning & development programs. Women’s leadership development has been the main exception, leaving out LGBTQ+ folx, POCs, and others as lesser priorities. However, since leadership development is human development, program offerings must reflect the diversity of our talent. Jennifer and her team run mid-career LGBTQ+ leadership development programs for two major banks, while Dominic’s Flourishing Gays Mastermind program is exclusively for highly accomplished LGBTQ+ men. Through sharing their own personal stories and professional experiences, Dominic and Jennifer shed light on the need for–and the value of–developing inclusive leaders through programs exclusively tailored to LGBTQ+ professionals. Learning Outcomes Recognize how LGBTQ+ leadership development helps employers to retain & develop LGBTQ+ talent See how identity-based programs develop the kinds of leaders most needed for today & the future Discover the unique challenges and potential for leadership development of LGBTQ+ professionals --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 50 Effective DEI Strategies Align with What Employees Want 42:33
42:33 나중에 재생 나중에 재생 리스트 좋아요 좋아요42:33
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Pam McElvane (Diversity MBA) offers how to create an effective DEI strategy that resonates with workers and why it still matters. In the wake of ongoing racial unrest across the U.S., companies are called to evaluate what DEI looks like in their workplaces. However, creating a new strategy to prioritize DEI is no small feat, and it can be even more of a challenge to ensure employees are on board and heard. If creating a stronger, more inclusive workplace culture is a goal you're reaching toward, then this conversation is for you. Learning Outcomes Learn critical changes companies are making to align DEI strategies with current events Understand the impact of listening circles and strategies to sustain progress Learn the metric to grasp how effective your CEO is in raising the TRUST pulse within your workforce --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 49 The December Dilemma: Religion, Resilience, and Mental Health During the Holiday Season Continued 19:34
19:34 나중에 재생 나중에 재생 리스트 좋아요 좋아요19:34
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Leslie Funk and Cameron Smith , (Tanenbaum Center for Interreligious Understanding) answer questions from listeners that attended our popular webinar The December Dilemma: Religion, Resilience, and Mental Health During the Holiday Season , sponsored by AON . Leslie Funk and Cameron Smith answer questions from our listening audience around these talking points: What is the "December Dilemma?" What are current trends and practices for how companies develop holiday and time-off schedules during this time of year? How can holidays be seen as opportunities throughout the year? How do you recommend Employee Resource Groups work with corporate leadership to bring concepts like this to light more broadly? For context and insight into this topic and conversation, watch the replay of The December Dilemma: Religion, Resilience, and Mental Health During the Holiday Season . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 48 How to Welcome Faith Oriented Diversity in a Workplace: A Better Way 36:55
36:55 나중에 재생 나중에 재생 리스트 좋아요 좋아요36:55
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Dr. Brian Grim , Kent Johnson , and Paul Lambert of the Religious Freedom & Business Foundation offer best practices to build successful & diverse religiously inclusive workplaces. Companies are increasingly intrigued or concerned about the growing emphasis on religious diversity at work. Increasingly, company leaders are realizing that, for many employees, it is their faith, more than any other single factor, that defines their core identity. When corporate culture constrains them from referring to their faith at work, they feel devalued, and forced “under cover.” They feel they can’t “be themselves.” They can become alienated from their work. Yet, many business leaders have no idea how to approach the topic of faith and belief in the workplace. They wonder: What are the best practices in this area? What are pitfalls to avoid? What can/should be done? We at the Religious Freedom & Business Foundation have been working for years with companies that are trailblazers in religious diversity. We can report that there is a better way. Join us to learn more! --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 47 Building Belonging: 8 Pathways to Creating Inclusive, Joyful Organizational Communities 44:57
44:57 나중에 재생 나중에 재생 리스트 좋아요 좋아요44:57
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Howard Ross (Urdarta Consulting) explores the role of "belonging" in the workplace and organizational culture. What is “Belonging”? As we have moved from diversity to inclusion, we still mostly have created environments in which historically marginalized people are adapting to organizations whose cultures are driven by the dominant group. The challenge is, what kind of an organization can actually have all people feel like they are fully engaged? This podcast will attempt to describe how organizational cultures can be developed that created greater opportunities for authenticity, joy and inclusion. It will begin by establishing the link between healthy organizational cultures and high performance, both by individual employees and organizations as a whole, and then establish how culture impacts human performance. Learning Outcomes Gain skills to identify how your organization can move IDEA efforts from “fixing problems” to “building community Learn best practices that have successfully engaged their organizations in practices that lead to greater belonging Develop a deeper understanding of the human need for belonging --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 46 You Hear or Say Something Offensive. Then What? Strategies for Increasing Your Effectiveness Around Diversity 40:23
40:23 나중에 재생 나중에 재생 리스트 좋아요 좋아요40:23
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Luiza Dreasher (Mastering Cultural Difference) offers practical concepts and strategies to keep in mind when communicating across differences. Nowadays, organizations are actively seeking to diversify their workforce, not only because of the impact of demographic changes but also because of the proven benefits diversity brings. Unfortunately, as our workplaces diversify, so does our level of discomfort in working across differences. Many of us feel unprepared for such encounters and, as a result, end up widening the diversity gap. For example, we may say something and unintentionally offend someone. Other times, we say nothing at all because we are afraid to say the wrong thing. We may also wish to take action when witnessing an act of intolerance but lack the skills to educate in an effective and respectful manner. In this podcast, you will gain understanding about how comments such as, “I don’t see color,” and many others impact coworkers despite good intentions, learn strategies to help increase your diversity skills and competence, and develop an action plan for improving your effectiveness around diversity. Learning Outcomes Identify key concepts to keep in mind when communicating across differences Acquire effective strategies that will help take the adversity out of diversity dialogues Develop an action plan for improving your effectiveness around diversity and building more inclusive work environments --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 45 Overt Discrimination in the Workplace: Disability and the Law 39:09
39:09 나중에 재생 나중에 재생 리스트 좋아요 좋아요39:09
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Ashley Oolman (Lifeworks) will lead listeners through a discussion about how disability status may not be as protected as other classes in the workplace. Though there are laws dating back to 1938 ensuring access to resources, employment, and equal rights, people with disabilities experience discrimination in overt and profound ways especially when contrasted with other protected classes. From interviewing and hiring programs to disclosure and accommodations, explore how you and your organization can put an end to common practices continuing to have a disproportionate and discriminatory impact on employees with disabilities right in front of us. Learning Outcomes Contrast scenarios with other protected classes to examine the pervasive issue of disability discrimination Examine existing laws in place to prevent cycles of unemployment and poverty amongst the disability community Review best practices and common etiquette to ensure disability inclusion Episode Resources Handout - Overt Discrimination in the Workplace Questions and Resources --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 44 Parenting in Troubled Times: Addressing Race with Your Children 44:48
44:48 나중에 재생 나중에 재생 리스트 좋아요 좋아요44:48
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Farzana Nayani (Farzana Nayani, Consulting and Training) offers options on learn how to interact with children about diversity at home, at school and in the community. Are you a part of a parenting-focused ERG looking for the way to create programming around challenging topics such as race, culture and intersectionality, and don’t know how to address this—especially in this current societal climate? Are you a parent or caregiver and lead DEI efforts at work, but are wondering how to talk to your children at home, with an age-appropriate method that is comfortable for you? In this episode, Farzana begins with an overview of key subject areas, and next she delves into more practical tips and strategies on developing an approach that works for you and your family. This discussion can help you process through how to overcome potential challenges and move into these conversations and moments with more ease. Learning Outcomes Explore how to discuss race, culture, intersectionality in a culturally sensitive, impactful, and comfortable way Reflect on our own approach to culture and diversity, and parenting style Learn developmental stages and practice strategies of how to talk children about differences --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 43 Elevate Your Change Management Game: Accelerating Progress Through Strategic Intention 29:25
29:25 나중에 재생 나중에 재생 리스트 좋아요 좋아요29:25
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Angela Cooper (Mutual of Omaha) offers a behind-the-scenes perspective on insights and methods for leading a cultural change initiative in any environment. Influencing the future is a big job. Are you up to it? As DEI practitioners, we must approach change leadership with a strategic mind, a psychological lens, an empathetic core, and a concrete plan. There is an entire body of work dedicated to the art and science of change management, and although there is no silver bullet, practical tools exist to accelerate the adoption of cultural change. We must get vigorously intentional about designing, executing, and reinforcing organizational change. It’s not only possible to engineer this journey, it’s critical. Learning Outcomes Gain an approach for organizing a comprehensive change strategy and how to frame up and leverage a resonating change message Acquire techniques to influence multiple stakeholders, meeting them where they are Examine why you should expect resistance and how to manage through it --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep. 42 Politically (In-)Correct: Survival Lessons for the 21st Century 38:41
38:41 나중에 재생 나중에 재생 리스트 좋아요 좋아요38:41
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this The Forum Podcast, Dr. Kristine F. Hoover (Gonzaga University) addresses the gap in knowledge for well intended people who may struggle with language and skills to "do the work" and to engage in dialogue with diverse others. Listeners will be invited to reflect on topics including other-ing and ally-ship through dialogic organization development processes. There is no "quick fix" for people to become skilled in the complexities of DEI work (Carr, P., 2008, p. 81), and the content of this session will address feelings of uncertainty and readiness for social change as productive processes to face forward. Learning Outcomes Develop fluency with a contemporary DEI vocabulary, including other-ing, ally-ship and racial equity Reflect on your own level of readiness for change in racial equity work Develop skills for inviting conversations for racial healing --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep. 41 Engaging ERGs to Create Impact During These Current Times continued 38:59
38:59 나중에 재생 나중에 재생 리스트 좋아요 좋아요38:59
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Farzana Nayani (Consulting and Training) and Lisa Strack (Bank of the West) answer questions from listeners that attended our popular webinar Engaging ERGs to Create Impact During These Current Times , sponsored by AON . Farzana and Lisa answer questions from our listening audience around these talking points: How to develop a sustainable structure balanced on top of other roles and responsibilities Getting employees excited and involved in an org's DEI work, and how to boost ERG membership and leadership How to keeps groups motivated while working remotely Recommendations for the involvement of senior leadership in ERGs How to start building consciousness for companies who are still mostly White How do engage HR and Leadership to ensure actions remain within corporate objectives and boundaries The success of ERGs in secondary education institutions For context and insight into this topic and conversation, watch the replay of Engaging ERGs to Create Impact During These Current Times . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast, Team Dynamics co-founders Trina Olson and Alfonso Wenker explore how US-based workplaces reinforce preferences for whiteness and masculinity in talent recruitment, hiring, and promotion. In addition reinforced preferences, Trina and Alfonso also explore the ways masculine and feminine leadership qualities get praised or punished in the workplace and discuss the connection to recruitment and hiring. Learning Outcomes Describe how preferences for masculinity are present in leadership and "likeability" Offer suggestions for disrupting our own biased behaviors related to gender expression Discuss how gender, sexuality, and race are inextricably linked and connected to leadership preferences in the American workplace --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 39 Inclusive Event Design: The Differences that Make a Difference 34:45
34:45 나중에 재생 나중에 재생 리스트 좋아요 좋아요34:45
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Ryan Kroening (Events by Lady K) shares the why, what, and how around creating inclusive events. We all move through the world using our experiences to guide us, which are heavily informed by our identities. So when we plan an event, we often rely on things we would like! But what about planning events for people who AREN'T just like me? We don't know how to meet their needs, or support their experience as best we can, unless we ASK! From the space to food and beverage, registration and event navigation, to speakers, programming and décor, every aspect of planning impacts how attendees experience and engage with your event. Whether a conference, a workshop, a board retreat, or a family celebration, there are ways to structure the event where every attendee can feel welcomed, celebrated, and included. We will be discussing WHY this matters; WHAT we can do for ourselves and in our organizations to support this work; and HOW to begin making it happen! Join this conversation with Events by Lady K founder & president Ryan Kroening, who will share some big-picture thinking with practical how-to processes to support you in your journey of creating more inclusive and equitable events! Learning Outcomes Describe the philosophy behind creating inclusive and equitable events and why it is important; Delve into several examples of these big-picture concepts and how they apply to real-life scenarios; Provide several how-to processes to implement in the next event attendees may be planning – whether virtual, in-person, or hybrid. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast, Femina Ajayi-Hackworth (independent consultant, D&I author, and trainer) talks about double consciousness, dominant culture, and how it affects your authentic self. Participants will acquire understanding about what dominant culture is and how it affects their authentic selves—how they choose to present their authentic selves at work and in society by recognizing their own self-minimization and self-modification. This dialogue is an extension of greater discussions around bias and the authentic self. The discussion is mainly based on the studies from W.E.B. DuBois. Prerequisite: Participants should understand the definition of double consciousness or code switching as originally developed by W.E.B. DuBois in “Souls of Black Folk.” Learning Outcomes What does dominant culture mean for me? When and why do I choose to minimize or modify myself? How does my cultural lens impact my authentic self? Additional Resources Double Consciousness and the Authentic Self handout --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 37 Responding Inclusively to Coronavirus and Inclusive Leadership in a Virtual World 51:22
51:22 나중에 재생 나중에 재생 리스트 좋아요 좋아요51:22
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Stephen Frost (Frost Included) and Raafi-Karim Alidina (Frost Included) answer questions from listeners that attended our popular topical webinars Responding Inclusively to Coronavirus and Inclusive Leadership in a Virtual World . Stephen Frost (Frost Included) and Raafi-Karim Alidina (Frost Included) answer these questions from our listening audience: What kind of unconscious bias is more likely to creep up during this time? What is your recommendation in approaching a conversation with someone who denies their bias is impacting how they treat people who have different values to theirs? Can you touch on how to avoid "tokenism" in this virtual world, when many struggled with how to avoid it in the pre-Covid world? Is psychological safety a tool to create more inclusion, or a product of an inclusive culture? Do you have any insights or tips for increasing disability access as part of DEI work - especially in a time of virtual participation? How can allies leverage their situational power and privilege to speak up for people feeling on the outside and/or feeling too vulnerable to speak up about how they are struggling? How do you get managers, particularly white male managers and leaders, to see the importance of inclusion during this pandemic? For context and insight into this topic and conversation, watch Responding Inclusively to Coronavirus and Inclusive Leadership in a Virtual World . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 36 How to Be a Pro Troublemaker- What It Takes to Actually Get People to Change 1:01:38
1:01:38 나중에 재생 나중에 재생 리스트 좋아요 좋아요1:01:38
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Stefanie Krievins (Stefanie Krievins & Co.) explains how to go from being a troublemaker and not getting things done, to being pro troublemaker and how to actually get things done! Innovation happens when we’re willing to challenge the status quo and propel an organization forward through revolutionary and incremental steps. When you’re the one doing all the forward-thinking, it’s easy to want to leave others behind—or worse yet, isolate yourself from the team. Learn how NOT to fit in but still bring others along with you. You’ll also learn three secret tools to better understand what your colleagues need in order to change, and how you can guide them through the proverbial change curve. Learning Outcomes Learn how to be a positive deviant, not the devil’s advocate Identify your own need for change and the speed at which you want it Choose the top three tools you want to use to influence change with your colleagues Sponsored by US Bank --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep 35 Workplace 2020: An Intersection of Diversity and Politics in the midst of the Pandemic 59:17
59:17 나중에 재생 나중에 재생 리스트 좋아요 좋아요59:17
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Malii Watts Witten (EngageBetween), Tatyana Fertelmeyster (Connecting Differences, LLC) answers questions from listeners that attended our popular webinar Workplace 2020: An Intersection of Diversity and Politics sponsored by AON . Malii Watts Witten (EngageBetween), Tatyana Fertelmeyster (Connecting Differences, LLC) answer questions from our listening audience around these talking points: Triggering words and actions Engagement across political differences Intent and impact For context and insight into this topic and conversation, watch the replay of Workplace 2020: An Intersection of Diversity and Politics . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast, Dr. Myra Hubbard (Hubbard & Hubbard, Inc.) explores the difference between being empowered and self-empowered, how to elevate women’s “self-empowered,” as well as offering next-level practices and strategies for both personal and professional development. Although the phrase “women’s empowerment” is used pervasively, surprisingly there is no common definition of “women’s self-empowerment.” What does it really mean to be self-empowered, and what does it entail? There is a difference between being empowered and self-empowerment. Empowerment that comes to your life from external influences is not the only type of empowerment needed if you are seeking a life-altering positive change or to achieve your personal and career goals. When you are empowered by others, it might help improve your life or even enable you to become self-empowered, but to make a lasting change, you have to take personal responsibility, own it, and do the personal work required to make the change. Participants will learn a Strategic Self-Empowerment Implementation Model which you can start to apply immediately. Learning Outcomes Learn process steps for achieving self-empowerment outcomes and personal and career transformation Learn how to use forward-facing self-empowerment approaches to shift blocks to personal performance Apply the Strategic Self-Empowerment Model Spotlight technique to real-world situations --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast, Melissa Majors (Melissa Majors Consulting) explains why you shouldn't use white boards and flip charts to facilitate group conversation. Instead, Melissa will be taking us through a blame-free examination of common challenges and tactics for better inclusion outcomes for your organization. At the core of most disruptive strategies is the ability to empathize with constituent's needs and use that insight to inform the development of amazing products and experiences. However, we often rely solely on our own perspectives or those within our social circle to inform how we serve others. What happens when those we serve don’t look or think like us? How do we genuinely uncover their needs and deliver relevant experiences? Join Melissa Majors, CEO of Melissa Majors Consulting, for a blame-free examination of common challenges and tactics you can use to fuel better outcomes with design thinking and inclusion. Learning Outcomes Describe the unintended business impact of social circles, groupthink, and exclusionary practices on decisions Implement a decision-making framework inspired by the best of design thinking and inclusive practices Identify potential gaps in personal perspectives and access limitations to relevant and actionable insights --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep. 32 Q&A on White Fragility and Microagressions In the Workplace: When Good People Behave Badly 43:26
43:26 나중에 재생 나중에 재생 리스트 좋아요 좋아요43:26
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this special bonus episode of The Forum Podcast, Rebecca Slaby (AMAZEworks) answers questions from listeners that attended our popular webinar White Fragility and Microagressions In the Workplace: When Good People Behave Badly sponsored by AON . Rebecca Slaby answers the following questions: What does the term POCI mean? Could you share a bit about the similarities and distinctions between White Privilege and White Fragility? I have been hearing sensitivity to the language of microaggressions. Can you comment on the term itself and some of the ways it's received and how to navigate the pros/cons of the term? In your work, do you see it seems easier to talk about gender or sexual orientation bias than racial bias? That seems to be what shows up in our environment. You mentioned having an ally and not speaking up when experiencing microaggression in the workplace. Unfortunately, there may not be an ally and the POC has to speak up. We cannot rely on someone else to speak up on our behalf. What do you recommend to someone who is the “only”? What are your go-tos for de-escalating heated conversations and emotions from white people when you are facilitating? Can you provide more information and tips on the scarcity discussion - white people do often feel like they're losing a piece of the pie - if you’re saying more women and POC at the top, doesn't that mean less white people? If you are hiring a Director of Equity and Inclusion in a primarily White environment, what are you looking for in a candidate and how can we best support the candidate in this environment? This Podcast is a follow up to our April 22 - 23, 2020 AON sponsored Forum Webinar Series, White Fragility and Microagressions In the Workplace: When Good People Behave Badly . --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep. 31 Master These Skills. Master Inclusive Leadership. 41:23
41:23 나중에 재생 나중에 재생 리스트 좋아요 좋아요41:23
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast, Patricia Jesperson , chief curiosity officer at EmployeeEXP, and Amy Tolbert , ECCO International principal, explore the five critical leadership skills they’ve identified to help leaders transform into naturally inclusive leaders. Want to master inclusive leadership? Master these skills. While emotional intelligence is an important skill when working with anyone different from ourselves, it’s only part of the inclusive leadership equation. Achieving an elevated state of self-awareness is key to developing leaders with capacity to embrace and effectively engage with the increasingly diverse workforce. The Inclusion Matrix™ is designed for leaders—not only in title, but also those who demonstrate organizational influence. The Inclusion Matrix model and process delivers: An elevated and more holistic leadership development conversation that transcends the narrower conversations associated with diversity, equity and inclusion A deeper awareness of self and others to strengthen existing relationships and promote new relationships—critical to establishing inclusive cultures and fueling business success Learning Outcomes Describe the five critical skills in the Inclusion Matrix™ Describe the value inclusive leadership brings to both our personal and organizational growth Assist organizations in creating inclusive, talent-attracting and innovative cultures to ensure sustainable growth --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep. 30 The Neuroscience of Trust, Empathy and High-Performance Teams 55:00
55:00 나중에 재생 나중에 재생 리스트 좋아요 좋아요55:00
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast , Dr. Kenneth Nowack (Envisia Learning, Inc.) dives into new research on how to measure and change a key aspect of an effective company and team culture: interpersonal trust and psychological safety. Dr. Nowack presents the latest neuroscience research around interpersonal trust and its relationship to the hormone oxytocin that provides insight about the biological survival roots of unconscious bias and in-group bias. Finally, Dr. Nowack will explore the link between high-trust teams with important employee outcomes such as retention, engagement, reduced job burnout, and well-being. Learning Outcomes Explain the association between empathy, trust, in-group bias and the hormone oxytocin Describe the two foundational components of high-trust/high-performance teams Identify four key contributors to interpersonal trust and psychological safety --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep. 29 Healing for the Helpers: Unpacking symptoms of professional fatigue and stress 1:01:12
1:01:12 나중에 재생 나중에 재생 리스트 좋아요 좋아요1:01:12
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast , Kamyala Howard MSW, LCSW (WE’RE DIVINE consulting) explores the origins or stress, different types of stress, their effects, how we can overcome them and get to a place of healing. In our daily lives most people work an average of 40 plus hours a week. Consider the average amount of hours worked and add work related stress, deadlines, interpersonal conflict, disgruntle employees and lack of professional fulfillment. You are now saturated in a toxicity! In this podcast participants will get an opportunity to recognize sings of professional burnout and process the impact of daily stress. Learning Outcomes How do I respond to stress? What do I need to show up as your best self? Have I established healthy boundaries and created strategies for self- compassion? --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
In this episode of The Forum Podcast , Sarah McNally (TransForm Corporation) explores how your personal brand is not simply how you perceive yourself or what you say about yourself, but rather how others perceive you in all aspects of your life. Whether an individual is looking for advancement as a leader, how to deliver on their goals more consistently, insights into communicating more effectively or creating a mindset that supports emotional and physical wellbeing in their lives, understanding how they are perceived compared to how they want to be perceived is a powerful tool in influencing the life they want to create. There are so many things in life outside of someone’s control. Weather, life events, technology breakdowns and, of course, People! But what is in everyone’s control is their level of self-awareness and their perception of the world. The more someone understands how they show up, how their actions and behaviors create impressions that “brand” them, the more influence they have in creating the desired results for their lives. In this Podcast, Sarah McNally is be led in a Q &A by Ingrid Sabah (Ovative Group) and provides the following outcomes. Learning Outcomes How Strong Personal Brands are built. Hint: Not by our intentions but by our ACTIONS! Why you would want to build a Strong personal brand and what gets in the way. Fundamentally, Sarah will ask you to think about “What is it like to be in a relationship with me?” --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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The Forum on Workplace Inclusion Podcast
1 Ep. 27 Creating the “Stick”: How to Build a Year-Long Diversity and Inclusion Sustainability Program 54:19
54:19 나중에 재생 나중에 재생 리스트 좋아요 좋아요54:19
나중에 재생 나중에 재생 리스트 좋아요 좋아요In this episode of The Forum Podcast , Chris Jones (Spectra Diversity LLC) shares insights on the effectiveness or "stickiness" of diversity and inclusion trainings and how post-training sustainment is key to making new inclusion behaviors "stick." What happens when a diversity and inclusion or implicit bias training session is concluded? Anything? In a recent survey, half of the D&I consultants and trainers reported that they did not use any method to sustain the lessons learned during their training. About one-third used a participant-generated action plan. On average, it takes more than two months before a new behavior becomes automatic—66 days to be exact. Post-training sustainment is key to making new inclusion behaviors “stick.” This session will look at how three year-long sustainability programs, with a range of budget implications, were created: An online cinematic microlearning program, “Creating a Mindset for Change” by GWT Next An online interactive microlearning program, “Powering Inclusive Cultures” by Spectra Diversity A workbook-based sustainability program, “Lead Like an Ally” by Pivot Point Hands-on creation of a module is a session activity. Learning Outcomes Demonstrate the power of microlearning to key decision makers (what it is, how to budget, when to implement) Experience one or two methods for creating a microlearning module (online computer generated, or paper generated) Budget/create a microlearning program Further reading Creating the Stick (Handout) Sponsored by US Bank --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support…
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