INCLUSIVE ENTERPRISE CONVERSATIONS Podcast

What does it mean to be an employer of choice TODAY? One that continues to transform and evolve. An Employer with goals to create and sustain a positive work environment, build an outstanding brand, with a welcoming, inclusive, and productive culture.   Employers of Choice today, commit to supporting equity in the workplace. While companies declared their position in 2020 to support racial equity, current focus now wanes.  I often find in my work that company leaders and employees are reluctant to talk about racial inequality in the workplace, because they fear saying the wrong thing. But these conversations are critical and can’t be ignored, with a goal of positive inclusive culture.  An Employer of Choice, rises to the occasion to learn and unlearn what is needed to address inequity.   I had a wonderful conversation with my distinguished guest and friend Lindsey T.H. Jackson, CEO at LTHJ Global and North American based leader.She is a trailblazer, a pioneer, and ambassador of disruption. She invites everyone to her “learn and unlearn” discussions about the issue of race and becoming an anti-racist organization.Join our conversation about overcoming fears, acknowledging tough questions, seizing growth opportunities,  and the courage to evolve, to be a Employer of Choice –that believes in racial equity and knows that it is a journey that continuous seeks to  improve. In this episode Lindsey  &  I discussed Why people are uncomfortable with conversations about race and racism  What it means to be anti-racistThe continuum of Multiculturalism vs sexism, racism, ableism, homophobia, classismInnovation to build structures and systems supporting anti-racism  What leaders need to do to disrupt anti-blacknessIntent vs Impact - learning and unlearning with and from each otherIsabel Wilkerson's book CasteLanguage and the power of wordsNext generation imagines a new future You may already know that Lindsey is known as 'America's DEI Teacher,'  a Researcher, Facilitator, and Speaker.  She is also Co-Founder of Sojourn, a software platform to bring DEI to small and midsize organizations.   Sojourn DEI is a revolutionary platform with the step-by-step plans, tools and guidance made for those leading a small or midsize organization's DEI Journey. Sojourn takes you from overthinking DEI, to moving on it.Lindsey reminds us, DEI work is a journey of humility, forgiveness, courage and a discipline of daily practice ...to do no harm.Race is a construct - Privilege (when you don't have to think about the experience of being excluded), Equality, Equity, and Justice are united.She Tells it like it is...with history lessons and today's context and terminology.Take time to Reflect, Renew and Explore  this episode and learn what you can do to support Employers of Choice TODAY that sustain racial equity and a culture of anti-racism.  The work.... never ends...It begins with you....To learn more check out about  InclusiveLeadersGroup.com Creating Workplace Cultures of Belonging....

A Boston Consulting Group survey about the global insurance workforce revealed for the first time, insurance industry talent included company values as one of the ten workplace attributes that they care about most in 2020.  The vast majority, 71%—and 78% of employees age 30 or younger—said that issues related to diversity and inclusion have become more important to them over the past year.Equity issues are significant enough that 55% of all insurance talent and 60% of younger employees would exclude from a job search companies whose positions on diversity and inclusion do not match their own.Eloiza Domingo is the Vice President of Human Resources and Chief Inclusive, Diversity & Equity Officer for The Allstate Corporate. She assumed this role in 2021 with responsibility for building on Allstate’s strong foundation and culture of Inclusive Diversity & Equity by shaping the multi-year Inclusive Diversity & Equity plan to create an enduring impact inside and outside of the company. As she partners with colleagues and teams across Allstate, Eloiza furthers the company’s goal of being the most diverse protection solutions company.Her experience across industries at the executive level in HR and Diversity offers a unique perspective and great insights regarding Talent, Inclusion, Diversity, Equity, and the future of work.  Her business acumen and ability to forge strong relationships are key to delivering evidence-based results.Eloiza’s background spans sectors including academia, law enforcement, academic medicine at Johns Hopkins, and pharmaceuticals. She has been recognized as a Female Disrupter by Medium in 2020, one of the 100 Most Influential Filipina Women in the World by the Filipina Women's Network, received the 2017 Senior Executive award from the National Association of Healthcare Executives and was featured on the Maryland Daily Record's Very Important Professionals Success by 40 list.Eloiza holds an M.S. in Higher Education and Student Affairs with a minor in Counseling and concentration in Diversity Education, and a B.A. in Psychology and Sociology with a minor in Spanish from Indiana University in Bloomington, IN.She draws on her depth of experience and shares practical advice to positively influence and sustain a valuable impact on the culture of all the organizations where she leads Inclusion, Diversity, and Equity.Creating Workplace Cultures of Belonging....

DeShaun Wise Porter, Global Head, VP of Diversity and Inclusion and Engagement for Hilton International and team at Hilton have earned countless awards year over year, ranked number one Fortune 100 Best Places to Work for two years in a row. And number one on Diversity Inc, Top 50 Companies 2021 ranking, just to name a few. And our listeners are eager to hear how your organization plans, executes, adapts, and thrives in these challenging and highly rewarding times. DeShaun and I met at Kimberly Clark years ago as colleagues, and to this day we continue to share the passion for growing talent and a belief in the importance of everyone achieving their full potential in an environment that is inclusive, supportive, where we can all bring our best selves to work with a true sense of belonging, and purpose.This episode, we'll discuss strategy, progress and culture. The hospitality industry is unique in that it represents talent from all walks of life. You could consider it a microcosm of society with diverse dimensions, identities, and intersectionality. A diverse talent community demands a flexible structure and commitment to inclusion and belonging at every level with accountability. DeShaun is innovating and setting the standard for over 360,000 team members with DEI through the lifecycle as Hilton attracts, advances, retains talent now and in the future.For more information on Allyship, Intersectionality, Employee Resources Groups and Race in the Workplace visit our Thought Leadership resources section of our site for these e-guides. Creating Workplace Cultures of Belonging....

Every year, National Employee Wellness month is celebrated in June. Once again, it provides an opportunity for employers and organizations to enhance existing wellness programs and encourage their employees to adopt proactive strategies for improved physical, mental and emotional wellbeing in the workplace. Diverse workplaces call for equally diverse wellness programs. This episode features First Coast Worksite Wellness Council's  Ebony Schumake Berry Co-Chair Events and Cassie Bruce Chair to learn about the coveted Healthy Companies Awards, the Annual Conference, year-round initiatives and a development program on Inclusive Workplace Wellness.COVID19 pandemic has highlighted long standing health and wellness inequities in the US on both a societal and workplace level. Whether it's due to culture, social economic opportunities, or other factors, employees have differing perspectives and knowledge when it comes to health and wellness. In order to be successful, wellness committees must cater to that need to create employee wellbeing through corporate wellness programs. 'Cookie cutter' programs don't work for different demographics. It requires making employees from all walks of life feel like they are considered and included. It means being inclusive by asking and incorporating feedback from all interested employees. And that also starts with a diverse wellness committee and providing appropriate training to those who spearhead such company health campaigns.Creating Workplace Cultures of Belonging....

 CEOs around the country for the last year and a half now have been seeking to have their employees talk about race and the kind of adjustments that can be made in the workplace.  This episode focuses on that.  Dr. Enrica Ruggs, Associate Professor of Management at the University of Houston and Dr. Derek Avery, C.T. Bauer Chair of Inclusive Leadership at the University of Houston will explore how to discuss the complex and urgent issues of race while in the workplace.  Although we'll speak explicitly about black and white race relations, the ideas can apply when considering other groups that experienced discrimination. Their BRAVE framework highlights the importance of explicitly talking about race and provides advice on how to begin productive workplace conversations. Tips include the rationale for building conversational competence with an approach that illustrates what inclusion really looks like in committed organizations. Creating Workplace Cultures of Belonging....

Last summer, in response to the resurgence of the Black Lives Matter movement, Vanderbilt University business faculty hosted a series of virtual talks to help the community understand racial discrimination, biases, and learn about ways to mitigate racism in the United States. Tim Vogus Professor of Management at Vanderbilt University, contributed with a talk on biases in the workplace, and remedies for systemic racism.   This was done in partnership with students hungering for this content. They played a key role in organizing and catalyzing it. In describing his talk, he states "systemic racism is about social structures that are embedded in public policies, institutional practices, cultural representations, and other norms that reinforce and perpetuate racial group inequity. So I want to think more about the cognitive, interpersonal, and the organizational processes that surround that." Reginald H. White, HR Director for the Research Division at Cornell University offers a different perspective in his role, managing the delivery of Human Resources services for the division, and the research centers that report to the Office of the Vice Provost for research. Reginald is a strategic partner to the vice provost, and in that role, he helps to influence the future of research at the University. In addition, he serves as an executive coach to faculty and staff, and conducts presentations across campus on a wide range of topics. Reginald also serves as the chair of the Men of Color Colleague Network Group, and is the newest member of the Cornell University Board of Trustees, and is currently serving a four year term as the employee elected trustee at roughly the same date last summer that Tim delivered his talk at Vanderbilt University. Reginald led a diversity and inclusion seminar at Cornell University entitled, "Born This Way, My Journey of Difference" where he stated  "Early in my professional life, I was asked to work on issues of diversity and inclusion. At first, I resisted, feeling ill equipped for the tasks at hand. Later, it seemed imperative.  As I have reflected on my life, I realized I was born into this conversation. Today, I am proud to be an agent for change. In this presentation, I will share lessons from the journey and my hope for the future."Creating Workplace Cultures of Belonging....

In this two-part episode, our guests Andrea De Loney of Northwell Health and Michael Streffery of Anthem, both experienced ERG program leaders, share insights on what it takes to foster ERGs and ensure success in the eyes of employees and business leaders. As you listen to Part 1 of this episode, we discuss perceptions of Employee Resource Groups, current and future priority focus areas, organizational structure, and proper alignment to execute and achieve business goals including allyship, and success metrics.Part 2, we will learn about ERGs’ impact on the business, community, and workplace culture, from the perspective of two high-performing diversity and inclusion organizations.Both leaders have much to be proud of.  Stories about engaging allies and making a difference along with the demands and rewards of these roles highlight how challenging this work is.  Hear tips for keeping the momentum going and making it all worthwhile.  The importance of self-care and strong relationships to support others are keys to long-term success.Creating Workplace Cultures of Belonging....

Generation Z or Gen Z is the newest generation, born between 1997 and 2012/15. They are currently between 6 and 24 years old (nearly 68 million in the U.S.)Gen Z Is the Queerest Generation Ever, According to New Survey…An unprecedented 15% of Gen Zers are LGBTQ+, according to a new Gallup poll.In a random sampling of 15,349 American adults conducted last year, nearly 1 in 6 Gen Z respondents (or 15.9%) said they are queer or transgender. This group represents the New and Recent entrants into the labor force, these new eyes and new perspectives of recent grads who have just entered the workforce can help us see work and work experience in new ways. At The Inclusive Enterprise Podcast, we were curious about the experience of LGBTQ new entrants to the workplace and their transitions from college to the workforce. We wanted to know, which were the elements that were most challenging?  What LGBTQ Gen Zers want their future bosses — and where they want to work?  We’re pleased to be joined by Manny Velásquez-Paredes, the Director of The University of North Florida LGBTQ Center located in Jacksonville, Florida to share insights  on the topic.-- , WHAT GEN Z LGBTQ TALENT WANTS FROM THEIR BOSSES AND EMPLOYERS.  Creating Workplace Cultures of Belonging....

Q:"Where are we regarding DEI, where do we want to be, and how to get there? There is a need for employers to take a holistic, broader view of diversity, and develop inclusive leaders in 2024.”On the latest episode of Inclusive Enterprise Conversations Podcast, Charlotte Hughes of Inclusive Leaders Group sat down with Fields Jackson Jr., CEO, Chief Cheerleader & Talent Scout of Racing Toward Diversity Magazine and President, College Diversity Network…Racing Toward Diversity magazine showcases the best DEI initiatives being made today. Written with business and educational audiences in mind. Stories highlight messages from influential leaders and their organizations…The College Diversity Network helps organizations become more diverse from top to bottom by bringing more diverse candidates into their entry level talent pipelines…This thought-provoking conversation is a must-listen for anyone passionate about reimagining belonging and driving change in these turbulent times…Focused on the company culture, talent management, leadership behavior, and business growth benefits of DEIGaining different perspectives and ideas to increase creativity & innovation, profitable growth, and how to become an Employer of ChoiceListen to “Why Companies Should Rethink & Reframe their Approach to DEI a conversation with Fields Jackson, Jr.” And never miss an episode by subscribing to The Inclusive Enterprise Conversations Podcast.Creating Workplace Cultures of Belonging....

This episode of the Inclusive Enterprise Podcast features a conversation with Josette Gbemudu, Executive Director of Health Equity and Social Determinants of Health at Merck.  Merck & Company, Inc, is an American multinational pharmaceutical company, headquartered in Rahway, New Jersey and is recognized as Merck sharp and Dohme or MSD outside of the United States and Canada. It's one of the largest pharmaceutical companies in the world, generally ranking in the global top five by revenue.  Merck & Co. aspires to be the premier research-intensive biopharmaceutical company in the world and today is at the forefront of research to deliver innovative health solutions that advance the prevention and treatment of diseases in people and animals.With 15 years of experience, Josette thrives at the intersection of commercial strategy, innovation, and policy. She has brought this expertise to key sectors including the Pharmaceutical Industry, Federal and State Health Agencies, Health Plans and Providers. She has a strong understanding of the macro and micro healthcare ecosystem and the interdependencies across critical stakeholders.Join the ConversationListen to this episode of The Inclusive Enterprise Podcast: “Taking Health Equity from Concept to Practice: Driving Transformational and Sustainable Change - A Conversation with Josette Gbemudu" as we explore workplace health equity strategy with Josette including:The rationale for hospitals, health systems, and other health providers for making health equity an even greater priority after Covid-19Why all other industries should be seriously concerned and take action to reduce disparities and advance health equityHow healthcare and non-healthcare organizations can positively impact community health and close gaps in care by leveraging new and innovative partnershipsJosette also shares the key pillars for improving health equity long term results. How do you engage everyone to contribute to better outcomes?Listen to an effective approach to motivate every leader and employee across all industries to participate in achieving health equity within communities.REMEMBER - To inspire individual and collective action key enablers are needed: leadership commitment, shared vision and scope linked to business objectives, measurement framework linked to short and long-term impact metrics, and sustained focus.At Inclusive Leaders Group, we help leaders create safe, inclusive spaces that elevate employee engagement and performance to improve the business results and the communities they serve.You can find information about Inclusive Leaders Group’s consulting, training, and assessment services at inclusiveleadersgroup.com. And while there, please subscribe to the Inclusive Enterprise Podcast for this and other informative and enlightening episodes.Creating Workplace Cultures of Belonging....

This episode of the Inclusive Enterprise Podcast features a conversation with Giovanna Giuliani Executive Director, California Health Care Safety Net Institute (SNI) and Dr. Minako Watabe, Chief Medical Officer, Ventura County Medical Center about the innovative and effective Racial Equity Community of Practice program led by The California Health Care Safety Net Institute (SNI) that is providing new strategies for health equity in California.Health care organizations are on the front-lines of addressing health equity. They play key roles in delivering care, offering products to access care, as employers, and as social safety nets in their communities. Leaders from hospitals, health systems, and health plans are searching for ways to address health equity within their organizations and the communities they serve. They are seeking to understand how they can confront systemic racism and bias and reduce health disparities.In 2022, the Safety Net Institute (SNI) launched the Racial Equity Community of Practice in partnership with the National Equity Project (NEP) and with funding from the California Health Care Foundation (CHCF). The Racial Equity Community of Practice has been instrumental in fostering public health care system collaboration and driving progress in the realm of health equity through a systemic approach. Over 18 months, public health care systems worked collaboratively to pave the way to strengthen anti-racism strategies and integrate equity into the fabric of their institutional culture, practices, and policies. California's safety net provides both hospital and outpatient care to anyone who needs it, regardless of insurance status, immigration status, ability to pay, or any other circumstance.Listen to this episode "Advancing Racial Equity Across California's Public Health Systems." Co-hosts Charlotte and Brian Hughes enjoy a thoughtful conversation with Giovanna Giuliani Executive Director, California Health Care Safety Net Institute (SNI) who oversees the Racial Equity Community of Practice, and Dr. Minako Watabe, Chief Medical Officer, Ventura County Medical Center representing one of the twelve community of practice member health providers.Key Insights Shared Include:-The mission and inspiration for the SNI Racial Equity Community of Practice (CoP)-Expectations and key takeaways during the CoP experience-Phase Two focus of the Racial Equity CoP-What makes this CoP approach so successfulSee Dr. Minako Watabe share her perspective  and more!This initiative serves as a role model for hospitals and health systems across the country to emulate, which is why the Inclusive Enterprise Podcast wanted to communicate and celebrate the effort.At Inclusive Leaders Group, we help leaders create safe, inclusive spaces that elevate employee engagement and performance to improve the business results and the communities they serve.You can find information about Inclusive Leaders Group’s consulting, training, and assessment services at inclusiveleadersgroup.com. And whCreating Workplace Cultures of Belonging....

Deloitte Driving Health Equity in the Workplace: A Conversation with Deloitte's Dr. Jay Bhatt and Dr. Elizabeth Baca  Organizations need to develop an executable roadmap to drive towards their vision. What are some of the questions, organizational leaders should ask themselves about their workplace to develop their health equity vision?1.      How are you going to measure success?2.      What will you prioritize to get to success?3.      What activities will help move the initiative forward?4.      Are you getting the results you want to see?  If not, be open to using real time data, listen, experiment and change to get better results.The Opportunity:Inequity, discrimination, and bias have no place in the workplace. Yet, unfortunately, they remain, and these problems have been proven to take a heavy toll on the health and well-being of employees, organizations, and their community. Significant improvement in the health of employees should be expected when workplaces focus on equity. And conversely, stressors from discriminatory practices can negatively affect employees emotional, psychological, and physical health. Some employers are taking action to eliminate health inequities and will continue to do so. However, progress should be made on a broader scale to help truly achieve health equity.Inequities in the US health system cost approximately 320 billion today and could eclipse to 1 trillion in annual spending by 2040. If left unaddressed, inequities across the US health system limit underserved people's access to high quality care, create avoidable costs and financial waste that spans society and can impact every individual's potential to achieve health and wellbeing. Listen to the Inclusive Enterprise Podcast ‘Driving Health Equity in the Workplace: A conversation with Deloitte’s Dr. Jay Bhatt & Dr. Elizabeth Baca’ to learn best practices organizations can execute to build toward health equity.Inclusive Leaders Group encourages its listeners to access the public facing resources available at the Deloitte Health Equity Institute, including multiple playbooks and research reports @deloitte.com. Please visit Inclusive Leaders Group.com for the best and next practices regarding workplace diversity, equity and inclusion.Creating Workplace Cultures of Belonging....

A mind is a terrible thing to waste -   UNCF Slogan  It's a missed opportunity... Unrealized growth potential .....That's what happens when DEI is not connected to the business strategy or culture of  continuous learning in an organization.How can we stop missing opportunities?  How can individuals and organizations reach their full potential?Join me and my special guest, Dr. Theoria  M. Cason as we discuss these challenges, the root cause, and a path forward. Taking a serious approach to cultivating a strategy, with measurable goals is fundamental to DEI.  Learning and Development is part of this intentional and holistic approach.Dr. Cason, is a fellow Cornellian and Inclusive Leaders Group Senior Consultant.  She is a talented Certified Diversity Professional, Transformational Coach, Global Citizen, Author, Speaker, and Strategic Disrupter.Taking the next step from unconscious bias awareness to a strategic DEI plan is essential.  Evolving from a fixed mindset to a growth mindset is a culture shift that takes time and yields results.A commitment to continuous learning increases your knowledge, supports every  employee's ability to contribute to actionable strategies to solve problems and maximize potential!Effectively communicating with people from different cultures, can be the difference between success and failure in business, healthcare, education, and beyond.For valuable resources on Cultural Competence from Theoria click this link "Cultural Competence: What it is, Why it's important, and How to Develop it" by Dr. Theoria Cason is a book that guides leaders in enhancing their cultural sensitivity, emphasizing the importance of open-mindedness, active listening, and acceptance of diverse perspectives. With a focus on inclusivity, readers gain insight into cultural competence, learning to understand their own cultural identity and respect other cultures without judgment."Cultural Competence: The Playbook" by Dr. Theoria Cason is a companion book to "Cultural Competence: What it is, Why it's important, and How to Develop it." It offers practical guidance for individuals seeking to actively improve their cultural competence, featuring self-assessments, actionable tips, and affirmative statements to foster self-understanding and challenge implicit biases. The playbook covers topics such as cultural humility, color bravery, empathy, and active listening, providing readers with a comprehensive resource for personal growth in this area." For additional value-added resources on DEI Strategy and Cultural Competence, visit Inclusive Leaders Group.Creating Workplace Cultures of Belonging....

"The table is long, and there are plenty of seats" says Mayra Morales, Senior Director of the Office of Global Health & Societies at Texas Tech University Health Science Center in El Paso, Texas, as she refers to the welcoming and culturally responsive campus and El Paso  community.  "We open up seats for individuals to be inclusive. That's how we learn. That's how we provide better understanding for everyone."We celebrate the 12th Annual Cultural Competence Conference on August 4th. This EDUCATIONAL EVENT is designed for all health care professionals and community organization staff. Students, staff, and faculty from all four schools, as well as physicians and residents from the clinics are welcome to attend. Members from the local general academic university and sister university in Lubbock are also invited.The OBJECTIVE is to enhance interpersonal interactions within our health care system and ensure that services are delivered to the community in a culturally humane manner.This EPISODE of the Inclusive Enterprise Podcast, Mayra is my guest. She shares the conference history, its impact over the years and progress of the Diversity and Inclusion Council led by Dr. Charmaine A. Martin who is Chair on the Council.Dr. Martin is also Associate Professor of Family Medicine and Interim Dean of Student Affairs with the Foster School of Medicine and has received the prestigious Profiles in Diversity Journal 2022 Black Leadership Award.Mayra also highlights the theme of Allyship with her advice on cultural competence, inclusive leadership and what makes the university and El Paso Community so special. A unique place to live, learn, grow, and contribute to a vibrant community.I am honored to be invited to be the Keynote Speaker as we build on cultural competence to explore inclusive leadership; redefining leadership through the lens of inclusion, innovation, creativity and belonging.I am exicted and look forward to this important educational event supporting lifelong learning and quality patient care.To LEARN more and register click this link.https://www.techtalkelpaso.com/events/12th-annual-cultural-competence-conferenceVisit the TTUHSC's El Paso instagram site and bio link for additional informationhttps://www.instagram.com/ttuhscep/  https://lnk.bio/ttuhscepWith Gratitude and Thanks to the Planning Committee for the Opportunitiy to Make a Contribution, to Share, Learn, and Grow.Inclusive Leaders GroupCreating Workplace Cultures of Belonging....

Mayo Clinic Stands OutDespite rising labor costs fueled by staffing shortages as some of the biggest challenges straining most hospital budgets Mayo Clinic, a nonprofit healthcare system stands out in its results as they've come at a time when many nonprofit hospitals have faced pressure on their operations from a surge in COVID 19 cases in the second half of the past year. And through it all, Mayo has been recognized by DiversityInc, as one of the Top 3 Health systems for its inclusive efforts and best practices.  For the seventh consecutive year, Mayo Clinic also earned the top spot in the U.S. News & World Report best hospitals rankings.In 2020, the Rochester Minnesota-based institution committed to racial equity. Our distinguished guest, Dr. Anjali Bhagra, Chief Medical Director at Mayo Clinic of Equity, Inclusion, and Diversity (EID) joins us to share insights on Mayo’s journey, and the path forward in 2022, and beyond.  We explore three key areas relevant to successful organizational change and equity, which requires 1) Commitment from the top, 2) Development of shared language and capability for all employees, and 3) Partnership with impacted communities.  Mayo Clinic's local, national, and global EID initiatives are also featured with organizations including the World Economic Forum and the NAACP.In August 2020, Dr. Bhagra was designated as the new medical director of Mayo Clinic's office of equity, inclusion, and diversity. A clinical investigative internist and professor of medicine at Mayo Clinic's campus in Rochester, Minnesota, Dr. Bhagra also leads an active research program focused on enhancing resilience, decreasing stress and anxiety, healthy aging, through optimism and happiness, leadership and resilience, work-life balance and stress reduction in women, health care professionals and trainees.Please listen and subscribe.Creating Workplace Cultures of Belonging....

If you want to go quickly, go alone. If you want to go far, go together— I am inspired by this well-known African proverb as it reflects what our guest and I discussed in this episode of the Inclusive Enterprise Podcast ---the importance of working together. Learning and moving forward. We all can contribute to an equitable culture in the workplace and in the communities where we live. It’s a process.As we marked the second anniversary of the murder of George Floyd and approach another year of anniversaries for the murders of Breonna Taylor, Philando Castile, and so many more - the question begging to be asked is what real change has occurred? Or have we lost momentum?Our distinguished guest is Dr. Judy Lubin an analyst, equity strategist, and President of CURE (the Center for Urban and Racial Equity). CURE is a strategic research and consulting firm that partners with people and organizations to advance equity through policy, systems, institutional, and community change. Dr. Lubin is also a researcher and adjunct professor in the Howard University Department of Sociology and Criminology where her research focuses on race, gentrification, health, and social policy.She recently published the  Racial Equity Report to provide organizational leaders with a clear plan to help them make measurable improvements in their racial equity transformational efforts.  It serves as a tangible resource for Nonprofit Leaders to Deliver on Anti-racist Pledges Made in 2020.Our insightful conversation is an important reminder of the value of race equity within the nonprofit sector and that all sectors can learn from. We discussed several tangible steps for framing the issue within your organization and working to move towards greater equity. Doing so can make your organization's workplace and community where you live, more effective and impactful.Professor Lubin regularly writes about the intersection of race, politics, and media on her site and as a contributor to the Huffington Post.  She has also been featured on national and local media including The Wall Street Journal, PBS.org, Baltimore Sun, Ebony Magazine, theRoot.com, Chicago Sun-Times, Reuters, XM Satellite Radio, Diverse Issues in Higher Education, among others.To learn more about building a racial equity business strategy and culture, contact us on Calendly or this Contact Form. Creating Workplace Cultures of Belonging....

On this episode of  The Inclusive Enterprise Podcast, Inclusive Leaders Group Senior Consultant,  Dr. Courtney L. McCluney discusses the ways leaders and organizations can effectively create a racial equity culture and develop inclusive leaders.Courtney McCluney is an Assistant Professor of Organizational Behavior in the ILR School at Cornell University.  Courtney uses multiple methods to examine DEI and Racial Equity. Her research deepens the study of race, gender, and intersectionality in organizations by examining practices that create and reinforce marginalized groups' experiences at work. Courtney's research has been published in Harvard Business Review, MIT Sloan Management Review and Forbes.She continues to be recognized for her deep expertise with numerous awards including, Ideas Worth Teaching Award, Aspen Institute Business & Society Program for “Advancing Racial Equity at Work” one of eight chosen among nominees representing 90 schools from 19 countries.Please listen to this dynamic conversation, subscribe to hear future episodes and leave us a review.Creating Workplace Cultures of Belonging....

Keith Wyche is a Seasoned Executive, Board Director, Best Selling Author & Speaker, Diversity, Equity & Inclusion (DEI) Thought Leader, and Change Accelerator. He has risen through the ranks. With more than 30 years of experience, earning significant results for some of America’s best-known corporations including Walmart, Ameritech, Convergys, AT&T, IBM, Pitney Bowes, and SuperValu, Keith has become a successful corporate president and one of the highest-ranking African-American executives in the U.S.Keith understands the rules for success, and shares his insights as an author of the recent book Diversity is not Enough A Roadmap to Recruit Develop and promote Black Leaders in America.  He has appeared on the Today Show, Fox Business News, and media outlets such as TIME, USA Today and Black Enterprise. He has received several awards including The MLK Jr. International Board of Renaissance Leaders by Morehouse College for his dedication to developing young talent.In this episode, Keith shares his perspective on why Black Professionals have lost faith in DE&I programs, what is contributing to the situation, and how to correct it.  A strong inclusive leadership culture and commitment with accountability are key elements of success. For more information see our blog Why Workplace DEI Programs are Failing Black Employees and other thought leadership resources. Creating Workplace Cultures of Belonging....

There's a phrase 'Sports imitates life."  What happens in sports is often a reflection of life and society. In 1947 Jackie Robinson broke the color barrier in Baseball, 75 years ago. How far have we come since then?There are people who excel and bring their 'A' game each day AND are true game changers, true role models inspiring people as inclusive leaders, for teams to deliver transformative change in the workplace and the community.Be sure to listen to this thought provoking episode with Nona Lee, Executive Vice President & Chief Legal Officer & Chair of D-backs for Change Justice. Equity. Diversity. Inclusion. (J.E.D.I. Council) at Arizona Diamondbacks. Nona is also a member of Chief, a  membership network focused on connecting and supporting women executive leaders. She reveals insightful tips and stories about DEI as a core value, its impact on the business, the communities the organization entertains and serves from a C-Suite perspective. She reflects on her childhood, career, DEI strategic planning and action, overcoming barriers to inclusion and equity, and the legacy of building a better work environment for all people to contribute and thrive, now and for generations to come.We are so glad to have Nona share as a Diversity, Equity & Inclusion champion and Black, gay woman who applies her expertise and lived experience to make a difference in others’ lives, in the sports world and beyond.For more information on Allyship, Intersectionality, Employee Resources Groups and Race in the Workplace visit our Thought Leadership resources section of our site for these e-guides.Follow us on Linkedin and Instagram @inclusiveleadersgroupllcCreating Workplace Cultures of Belonging....

Rocki Howard is Chief People and Equity Officer of a fantastic startup titled the Mom Project. She’s been recognized as a leader with an extensive background in HR and a member of the distinguished Forbes Human Resources Council.Chandra Sanders is the Director of an innovative non-profit initiative at the MomProject titled RISE and is a Fortune 100 Tech Consultant that further supports the projects’ mission. Both will tell us about their own stories and their impact on lives for the better.The Mom Project is committed to helping women remain active in the workforce in every stage of their journey, and proud to work with employers who are committed to designing and supporting a better workplace.   It connects talented professionals with world-class employers who understand that no one should have to choose between family and career.RISE is a scholarship program committed to accelerating equity for moms and women of color by providing access to upskill tech certifications, while harnessing the power of community, support, and job placement—in six months or less, and at no cost to participants!Rocki and Chandra are Diversity, Equity & Inclusion champions and Black women of action, who apply their expertise and lived experience to make a difference in the lives of working mothers every day.    For more details visit The MomProject.com or MomProject.org.For more information from ILG on Allyship, Intersectionality, Employee Resources Groups and Race in the Workplace visit our Thought Leadership resources section of our site InclusiveLeadersGroup.com  for these e-guides.Creating Workplace Cultures of Belonging....