Claim OwnershipThe Diversity Pivot
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The purpose of this podcast is to have the uncomfortable conversations about diversity, equity, and inclusion that we all need to be having to PIVOT towards positive social change.
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Privilege is a chance to be an ally for someone different from you. This season the Diversity Pivot Podcast is focused on real-life application of allyship in the workplace. Join Julie as she unpacks a key strategy from her new book Allyship in Action: 10 Practices to Live Inclusively. Connect with Julie at www.nextpivotpoint.com.
Melanie Dulbecco’s mantra is “grow, baby, grow!” and that’s exactly what she’s done for over 30 years as Torani’s first CEO outside the founding family. Torani, a globally recognized flavor company and certified B-Corp, has averaged double-digit, year-over-year growth in that time. The company culture is palpable, with a shared passion around Torani’s purpose: “Flavor for All, Opportunity for All.” She shares how to: Build core values around a people-first culture Measure regrettable turnover to improve retention Make a role profile with success factors and build skills over time Connect with Melanie on LinkedIn and follow Next Pivot Point at https://nextpivotpoint.com/.
Dr. Janice Gassam Assare has over 10 years of experience facilitating racial dialogue and educating others about equity and inclusion. The work that she does is inspired by her mom and her willingness to speak up and speak out against the oppressive systems that she had to navigate in her workplace. Through the strength and perseverance personified through her, she is invigorated to be the change I seek in the world and the workplace. Dr. J centers her work around the liberation of Black people and more specifically, Black womxn. The reason for this is echoed in the words of the Combahee River Collective:"If Black women were free, it would mean that everyone else would have to be free since our freedom would necessitate the destruction of all the systems of oppression." Together, we unpack: The differences between white centering and white supremacy The stages of employee lifecycle and how to mitigate decenter whiteness in hiring, succession planning and meetings How to avoid white centering when over 70% of DEI practitioners are white Follow Dr. J at https://www.drjanicegassam.com/ and https://www.linkedin.com/in/JaniceGassamPhD/
It goes without saying that autistic people are human. Yet, for the longest time, autism has been contextualized as robots or needing to be fixed. Matt Lowry is an Autistic adult and Licensed Psychological Practitioner who works exclusively with Autistic clients, performing neurodiversity-affirming Autism evaluations and providing Autistic Centered Therapy (AuCT)--a form of therapy that he helped create. Together, we cover: Why intersectionality is critical to the future of autism False assumptions people make about autism How to make workplaces more inclusive to people with autism Connect with Matt at https://www.mattlowrylpp.com and his work: The Autistic Culture Podcast website: https://autisticculture.substack.com TACP on Apple: https://podcasts.apple.com/us/podcast/the-autistic-culture-podcast/id1653171456 Autistic Connections Facebook Group: https://www.facebook.com/groups/619732285448185
Wema Hoover is a global executive and transformational leader of diversity, equity, & inclusion (DEI) and human resources and Principal & CEO of Wema Hoover Advisors, executive coaching firm and Be Limitless Consulting a DEI and Culture firm. Wema has a proven track record of creating systemic change in organizational culture by embedding diversity and inclusion into people practices, processes, and product approach on a global scale. Wema is a former global Chief Diversity Officer and Head of Culture who has lived in four (4) countries and ran global teams in 26 countries for Google, Sanofi, Pfizer and Bristol-Myers Squibb. She has partnered with the United Nations and World Economic Forum on global sustainability and diversity, equity and inclusion initiatives. Wema also serves as a contributing writer for Fast Company, Inc, NAMI and Diversity Magazine. Together, we discuss: The need to shift from “diversity recruiting to “inclusive recruiting” How corporations can adapt their diversity programs including ERGs to comply with potential legislation while still maintaining their commitment to inclusion How to move the pendulum and remove DEI from being a partisan football What recent anti-DEI laws passed in Florida and Texas mean for corporate DEI efforts Follow Wema at https://www.wemahoover.com/. and Next Pivot Point at nextpivotpoint.com
For folks who identify as non-binary or transgender, pronouns are essential to their identity. For folks who identify as cisgender (meaning you identify as the same gender you were assigned at birth where your gender generally corresponds to your biological sex), it may seem silly to share pronouns that may seem obvious to others. Sharing your pronouns is a way to lift the burden off others whose pronouns may not be as clear. Sharing pronouns creates a welcoming environment for individuals of all gender identities. It helps avoid assumptions based on appearance and ensures that everyone is addressed in a manner that affirms their identity. Different cultures and communities may have unique pronoun preferences. By sharing pronouns, individuals contribute to a more respectful and understanding environment, acknowledging and embracing the diversity of gender expressions. Read more on Forbes and find Julie at www.Nextpivotpoint.com
Leaders are being tasked with managing a record level of change from politics to social issues due to the rapid pace of technological change. Those who embrace the human skills along with the technical skills will thrive. AI cannot replace human skills. To establish a competitive advantage in a tight labor market, it's smart to balance these skills in the workplace. This balance boosts retention, productivity and the quality of work performance. Learn more on Forbes and find Julie at www.Nextpivotpoint.com
In an era of cancel culture there is a fear of saying or doing the wrong thing that often leads to inaction. The dominant group could fear feeling less relevant, could be concerned about the reputation risk involved in speaking up and could have a zero-sum-game mentality (one person or group wins and one loses). In my interview with Sandra Quince, CEO of Paradigm for Parity, she explained that “diversity is the next dirty word. What people don’t get is that DEI is not a replacement strategy. The goal of DEI is for everyone to feel valued. This is especially true for women and marginalized groups. We must focus on managers in organizations as they have the most impact on creating a place where women and others of all races and backgrounds can advance and be retained in leadership. Many managers are promoted because of their individual work performance, but as they continue to ascend in their careers, [their] companies need to be supportive and invest in the development of their inclusive-leadership skills.” Learn more on Forbes and find Julie at www.Nextpivotpoint.com
According to a recent report titled “The State of L&D in 2024,” employers see a $7 ROI for every $1 spent on leadership programs, citing that traditional “soft” skills such as emotional intelligence and effective communication are not just nice-to-have, but rather must-have skills for leaders of the future. In this episode Julie shares key reasons why inclusive leadership is a must have for business leaders: Sixty percent of learning leaders pinpointed leadership as the most significant gap in current employee development. Sixty-six percent of learning and development (L & D) professionals identified leadership development as their primary learning focus, with diversity & inclusion and technical skills being second and third, respectively. Leadership development is the most prioritized topic of learning-and-development focus. Read the full article here and find Julie at www.Nextpivotpoint.com.
DEI is at an inflection point. There is a mixed bag of evidence showing continued slow support of DEI: Job postings for DEI are down. Most employees perceive DEI as positive, yet there is a significant political divide. DEI investment is steady and projected to double by 2026. Investors and legislation are continuing to pressure organizations to prioritize DEI. Younger employees see DEI as non-negotiable. Learn the 10 actionable tips in this week's podcast with Julie Kratz. Read more on Forbes and find Julie at www.Nextpivotpoint.com
Psychological safety, defined simply, is the ability to say or do hard things without the fear of retaliation at work. In a competitive labor market, it is a must-have, not a nice-to-have. Julie breaks down new research showing: 42% of managers feel psychologically safe compared to 57% of executives 40% of leaders agreed that if they made a mistake, it would be held against them 53% of employees feel safe to take a risk versus 76% of executives 68% of employees agreed that no one on their teams would deliberately undermine them Read more on Forbes here and find Julie at www.nextpivotpoint.com.
Dr. Poornima Luthra is the author of ‘Diversifying Diversity: Your guide to being an active ally of inclusion in the workplace’ and ‘The Art of Active Allyship’, the author of the HBR articles ‘Do your global teams see DEI as an American issue?’ and ‘7 ways to practice active allyship’, and a Tedx speaker. Her third book, ‘Leading through Bias.’ Luthra is also Associate Professor at the Copenhagen Business School and the founder and CEO of TalentED Consultancy. She joins the podcast to share: Her unique definition of allyship and why it is hard to translate into other languages How to measure allyship using the knowledge, attitude, behavior framework The 7 behaviors of active allies Learn more about Dr. Luthra at https://www.talented.dk/ and Julie at www.nextpivotpoint.com.
Rick Hammell is the Founder and majority shareholder of Atlas, a groundbreaking company he established in 2015. With more than 20 years of experience in human resources, employee management, and global workforces, Rick's accomplishments have garnered recognition from prominent analyst firms, including Nelson Hall, IEC Group, and Everest Group. Together, we unpack: Why global growth is necessary for small businesses How diversity and inclusion is perceived differently around the world Future of work - hybrid, remote or in person? As Rick says, “younger people have different expectations. My generation grew up to respect our elders. Every generation has a different experience than previous generations. Folks coming into the workforce today didn’t start work in an office, have grown up using technology from the start and the employee experience is critical for them. Communicating change with why and benefits to them is pivotal. Must have end goal rather than change for change sake.” Find Rick on LinkedIn and Julie at www.nextpivotpoint.com.
The best allies understand that allyship is about progress over perfection. That means there will be mistakes and failures along the way. Afterall, that is how allies learn to be better. Yet, most hopeful allies wonder if they are getting it right. It is common to wonder, “I think I'm a strong ally, but what if my colleagues of diverse backgrounds don't see me that way?” or “I want to be a better ally, and I am not sure if I am doing enough.” To tap into feedback-fueled allyship to know where to improve, consider these ideas: Accept that allyship begins within Apologize and own shortcomings Ask for feedback Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
Organizations deeply committed to diversity, equity and inclusion (DEI) work understand it's a long game. DEI is a journey rather than a destination. Yet, having tangible priorities and expected outcomes is key to long-term success. Industry leaders in DEI often build a road map of activities for the coming year. It is connected to an overall strategy that outlines what DEI means at the organization and why it matters. Before building a road map of priorities, define your DEI strategy. This should align with your organization's mission and values to ensure authenticity. Ideally, DEI connects to your existing cultural values. Also, consider doing an assessment to determine your organization's current DEI status. Without a thoughtful assessment, you risk prioritizing the wrong activities. Julie unpacks how to build a roadmap in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
In the ever-evolving landscape of business and technology, it's no secret that each generation brings its unique perspectives, values, and expectations to the table. Generation Z, born between the late 1990s and the early 2010s, currently make up 30% of the world's population and are expected to account for 27% of the workforce by 2025. What makes Gen-Z so different, and how are they influencing corporate America? Julie unpacks this in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
The relationship between diversity, equity and inclusion (DEI) and Human Resources (HR) is often complicated. While there is overlap and the need to work together, there are stark differences. Many HR practitioners get involved or voluntold (volunteered without being asked) to manage DEI at their organizations without the skills and resources to genuinely support DEI efforts. To better manage this complex relationship, consider this list of best practices for HR leaders who are managing DEI: Start with your own education Advocate for the appropriate budget Ensure you have a seat at the leadership table Engage your allies Measure the business impact of DEI Julie unpacks these best practices in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
Effectiveness of DEI programs can be measured in multiple ways. The most common measurements of participation rates, number of programs and ERG activities are ineffective at measuring impact to the organization. Yet, there are better measurements that do address impact. To better assess impact, start by asking the question, “What problem is our DEI program trying to solve at our organization?” Is it turnover, engagement or innovation, perhaps? Then get granular with the data that will measure whether that problem is being addressed. DEI is more than a program. It is a series of intentional and consistent actions that are embedded in the organization’s culture. Consider these ideas to evaluate DEI program effectiveness: Diversity of talent pools in the hiring process Retention of diverse talent Perceptions of inclusion Diversity of leadership representation Middle-management engagement Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
Rarely do people aspire to be non-inclusive. More often, people claim they want to be inclusive, yet they don't know how to demonstrate it effectively. There are gaps in lived experiences and knowledge that can lead to unintentional, yet harmful non-inclusive behavior. In an interview with Mita Mallick, author of Reimagine Inclusion: Debunking 13 Myths to Transform Your Workplace, she shared, “On my journey of allyship, I have realized I have unintentionally at times put the burden on individuals from historically marginalized communities to educate me. We cannot continue to burden Black and Brown individuals to educate us on hurt and harm they continue to experience, both in our communities and in our workplaces. I now understand that it’s my job to gain understanding and empathy for lived experiences that aren’t my own.” Julie unpacks the key myths with Mita in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
Diversity, equity and inclusion (DEI) and allyship, terms often discussed in the same conversation, are very different in practice. DEI is about issues of representation, dismantling bias in systems and creating spaces where everyone feels they belong. Julie unpacks the 3 key distinctions in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
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