Claim Ownership


Author: Brian & Charlotte Hughes

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The podcast features transformational interviews as well as actionable tips and strategies that corporate leaders can implement in their workplaces and careers, to drive profitable growth through diversity, inclusion, and belonging.
15 Episodes
Northwell Health sets the standard of excellence in Healthcare DEI with numerous awards and several years of experience building sustainable solutions. As New York State’s largest health care provider and private employer, Northwell Health has been named, the best health system for diversity in the United States, for the second year in a row, and made the list for the ninth straight year, while remaining in the top spot in the 2021 DiversityInc rankings for Hospitals and Health Systems. Aligning and embedding DEI in your mission and culture is key to success.  Many leaders are embarking on their DEI journey with a focus on the talent lifecycle in their organizations.  Building a comprehensive talent strategy to maximize DEI, requires thought leadership, tools and techniques based on proven best practices and next practices.With 23 hospitals and 800 outpatient centers across New York City, Long Island, Westchester, and Connecticut—areas hard hit by COVID-19 early on—and a workforce in the trenches of the pandemic every day, keeping employees safe, motivated and engaged is an ongoing challenge.In this episode we’ll discuss strategy, culture, influence, and explore four key phases of the talent life cycle: Attract, Engage, Develop and Advance to optimize DEI in organizations in these unique times and realize positive results.   Maxine Carrington is Northwell Health’s senior vice president and chief human resources officer.  She shares deep expertise, practical advice, and inspiring vision on this topic. The talent life cycle offers a framework to measure DEI success with real-world perspective for all listeners on their DEI journey---meeting you where you are, as you strive to be an Employer of Choice and the Best Place to Work for All.Maxine has served in progressively responsible leadership roles and has successfully driven team member engagement and development at every layer of the health system. Most recently, she served as deputy chief human resources officer where she was responsible for the design and implementation of strategic initiatives related to the team member experience, career and performance development, change management, workforce diversity, equity and inclusion, corporate social responsibility and compensation. Prior to joining Northwell, Carrington was a manager and attorney with the New York City Mayor’s Office of Labor Relations.
Diversity is critical to a company’s success, but inclusion highlights the strengths and abilities that ALL employees bring to the workplace. With employers launching or implementing diversity inclusion initiatives, it is apparent that diversity and inclusion are important for businesses and essential to develop a robust talent pipeline. Including veterans as a part of the talent pipeline is a measure of championing diversity of thought, experience and perspectives. As nearly 200,000 servicemen and women returned to civilian life each year, Inclusive Enterprise podcast wanted to know what organizations are doing to proactively embrace, attract, hire, and retain veteran employees.Three organizations enabling veterans to successfully transition from uniform to the workplace include The United States Department of Veterans Affairs – the VA, USVETS - a national advocacy organization, and  Logicalis - an information and communications technology infrastructure and service provider and a significant employer of Veterans.  All three are in different stages of their diversity equity and inclusion strategic journeys with efforts that positively impact veterans, businesses and the communities they serve.Our guests include Mr. Harvey W. Johnson, Deputy Assistant Secretary, Resolution Management, Diversity and inclusion for the U.S. Department of Veterans Affairs. Mr. Darryl J. Vincent, Chief Operating Officer at USVets, United States Veterans initiative, and Captain Ed Graves of the US Air Force, Manager at Logicalis, US and President of the Logicalis' largest employee resource group, the Military Personnel Employee Resource Group (MPERG) which includes those who currently serve or who have ever served in the United States Army, Navy, Air Force, Marine Corps, or Coast Guard, and now Spaceforce, whether on active duty, or in the National Guard, or military reserves.The global protests over the unjust killing of George Floyd in 2020, as well as other black citizens, forced a reckoning among American businesses that more had to be done to take on systemic racism. Following his death, corporate america spoke out against racism, police brutality, and many companies made promises to reform their practices or to invest in efforts to fight racism in the community.We asked our three distinguished leaders who are dedicated to veterans inclusion in the workplace, to share their experiences and insights.
After a year where diversity, equity, and inclusion (DEI) became a hot topic in the workplace, advocates for workers with disabilities express cautious optimism about the nation’s movement toward a more inclusive workplace. There has been progress, they say, but disabled workers—many of whom have no outward sign of disability—can still feel overlooked or undervalued by the companies they work for.Part of the problem, advocates say, is that “disability” covers such a wide range of conditions, many of them not apparent to people who may be co-workers or managers. And workers who start a career free of disabilities may acquire one or more as they grow older.Discussions in the media are a testament to how the dial has shifted when it comes to conversations around disability inclusion in business, we are not there yet, but change is happening. However, there must be a concerted effort to drive progress forward at a greater pace – only 3% of articles on diversity and inclusion in 2020 referenced disability.The American Association of People with Disabilities and Disability:IN are responsible for establishing the annual Disability Equality Index® (DEI®) Best Places to Work.™  Two leading companies that regularly appear on the Best Places To Work for Persons with Disabilities are JP Morgan Chase and Royal Caribbean Group.Our distinguished guests are Jim Sinocchi, Head of Disability Inclusion for JPMorganChase and Ron Pettit, Director, Disability Inclusion & ADA Compliance Officer for Royal Caribbean Group share their experiences driving change  across industries throughout their careers with vision for a more inclusive world.Why Your DEI Strategy Should Include DisabilityFor more Information about Building a Business Case for Disability Inclusion please see our e-guide in the Thought Leadership section and Disability Essentials in the Training section of our site.
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.
 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. 
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."
In our last episode of The INCLUSIVE ENTERPRISE Podcast, “Neurodiversity: Driving Innovation from Unexpected Places" we interviewed Hiren Shukla, Automation & Innovation / Neuro-Diverse Center of Excellence Leader at EY, Ernst & Young.Hiren shared information on EY’s successful Neurodiversity talent strategy, including the innovation and organizational development benefits from hiring neurodivergent talent.  Hiren also described EY’s collaboration with other companies executing neurodiversity recruiting initiatives such as Wells Fargo, Proctor & Gamble, and several other firms.We at Inclusive Enterprise Podcast wanted to know the challenges and the triumphs that college students these employers are recruiting upon their transition from high school to college, then upon graduation, into the workplace.Our special podcast guest is Emily Raclaw Director of "On Your Marq" at Marquette University, a program that provides support to Marquette University students on the autism spectrum.In her role she oversees multiple aspects of the program, including recruitment, screening, and monitoring of On Your Marq student participants; training and supervision of staff and volunteers; overseeing budget matters; developing coursework, student supports, and trainings for students and the community. "It is about changing the culture of an institution of higher education to include neurodiversity in its definition of diversity" says Emily.  She is passionate about equity and access to education. She is neurodivergent herself.She is a lifelong Milwaukee resident and brings 15 years of disability in education expertise to the program. She has presented at several conferences and trained other college success programs on the topics of disability as diversity, neurodiversity, and programming.Learn more about common misconceptions about students and the program as well as ways to contribute to this initiative through Time to Rise.
If you’re interested in workplace diversity and inclusion, you’ve probably been hearing a lot about neurodiversity lately. But what exactly is neurodiversity, and how can hiring neurodiverse employees benefit your organization? Neurodiversity is an aspect of diversity that enhances the workplace in numerous ways.To drive sustainable growth in the 21st century, businesses need to continually innovate and identify new sources of talent. Leading companies are finding that people on the autism spectrum and other neurodivergent people can spur innovation and often have the very skills they’re looking for. Companies are also discovering new benefits for their brands, customer relationships, employee engagement, and more.Despite this fact, fewer than one in six autistic adults is in full-time employment. Only 32% are in some kind of paid work. More than three-quarters (77%) who are unemployed say they want to work.Possibly no company in the world is doing a better job at attracting neurodivergent talent to drive innovation than Ernst & Young, EY. Our guest Hiren Shukla, Automation & Innovation/Neuro-Diverse Center of Excellence Leader at EY, is one of the world’s foremost experts on our topic.Hiren is an inclusive leader driving innovation across emerging digital technologies and unlocking talent as the founder of EYs Neuro-Diverse Centers of Excellence.He also appeared on CBS 60 Minutes in July featuring EY initiatives for the second year in a row. Partners in this talent innovation include Proctor and Gamble, Wells Fargo, and others. Join us! to learn about:The EY NCoE Pilot in 2016 and expansion to seven and growingThe impact on innovation by neurodivergent talent and on corporate cultureHiren’s recommendations to companies considering neurodiversity initiatives Check out our blogs and e-guide on Neurodiversity.   
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. Part 1, we discussed 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.As you listen to Part 2 of this episode, we 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. 
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.
Allison Waymyers has had successful leadership experience with The NFL, NBA, and Augusta National Golf Club, Home of the Masters Golf Tournament.  Allison discusses her career path as a Black woman in the sports industry.  Despite her career success, she encountered unconscious bias, microaggressions, and the intersectionality of being both Black and female in a traditionally male-dominant industry.  She also provides her insights into what we all can learn from college and pro athletes about racial justice advocacy and action.  Allison was the first female hired in a leadership role as Director of Football and Career Development at Clemson University Football by National Championship coach Dabo Swinney.She presently is Owner & Founder at Spry Players Group, LLC an athlete development and career management firm that empowers collegiate and professional athletes, as well as non-athletes in all professions. 
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.  
In this episode, Craig Kramer explores Johnson & Johnson’s history, strategy, and the incredible success the organization has had in addressing Mental Health as Diversity and Inclusion matter. Kramer serves as the Mental Health Ambassador and Chair, Global Campaign on Mental Health for Johnson & Johnson, the leading American multinational corporation founded in 1886.  Johnson and Johnson is consistently recognized the list of Best Companies For Diversity and Inclusion. Racial/ethnic, gender, and sexual minorities often suffer from poor mental health outcomes due to multiple factors including inaccessibility of high quality mental health care services, cultural stigma surrounding mental health care, discrimination, and overall lack of awareness about mental health. Mental health and diversity and inclusion (D&I) are closely connected. As employers deepen their focus on D&I and racial justice, they should ensure employees from diverse backgrounds have the mental health support they need, from employee resource groups to counseling services to mental health screening tools.It's impressive that in just a few short years Johnson and Johnson's Mental Health Diplomats Employee Resource Group (ERG) has membership growth of over 1000 employees in 32 countries and aligns to support a strategy to attract and retain diverse talent.        
 Judge Hatchett, shares her insights on Finding Your Purposeful Path: Dare to Take Charge, Motivating and Inspiring the Workforce to Expect and Work Toward Greatness, and The Corporate Challenge to Lead and Serve Inclusively.  She discusses how corporate and non-profit board members have an important role in building an inclusive workplace that drives people performance and financial results for organizations.  In 2016 Judge Glenda Hatchett represented the family of Philando Castile, a 32-year-old Black American man, who was fatally shot during a traffic stop by police officer Jeronimo Yanez of the St. Anthony police department, in a suburb of Saint Paul Minnesota that gained national and international news.  At the time Judge Glenda Hatchett and many others also believe the violent death of Philando Castile was simply wrong. “I am deeply concerned about what seems to be an epidemic of African-American men being killed by police,” Hatchett said.  Glenda Hatchett has served as an American judge, attorney, founder of The Hatchett Firm, P.C. a national firm located in Atlanta, GA., and star of the former Sony Television court show, Judge Hatchett, and current-day, The Verdict with Judge Hatchett. She has served on the Boards of three Fortune 500 companies - HCA, The Gap Inc. and ServiceMaster Company. In this episode listeners hear her perspective, as well as perseverance and passion for litigation, racial justice, and diversity & inclusion. 
Welcome!We’re so excited to finally launch The Inclusive Enterprise Podcast and depart for the journey of growing our community… connecting with listeners and guests… and inspiring YOU to drive your personal and organizational growth through diversity, equity, and inclusion.If you’re tuning in and wondering what this podcast is going to be all about, and what we intend to provide you throughout this podcast, then continue to listen. We all want to play a role in helping our workplace and society to improve diversity, equity, and inclusion (DEI). But that can be a difficult task. How do you create an environment where our differences are celebrated? How do you change long-held beliefs and biases? It requires a level of honesty that can make people uncomfortable and cause many to worry that it will lead to unnecessary confrontation. To get there, we have to be willing to have brave conversations that change hearts and minds.The Inclusive Enterprise Podcast is intended to be that safe space for brave conversations to connect, share, and grow together.Our intent is that we inform, educate, learn and develop from this community with content that is relevant and applicable in your work and life – we encourage you to provide feedback from time to time so we can produce future episodes that you’ll value and enjoy! Why we’re doing the Podcast and why it’s so important right now.What we want to give you, what you can expect from the show.Who are Brian and Charlotte?Why becoming an Inclusive Leader is essential for YOU to advance DEI at your Enterprise.Preview of Season 1 Episodes – starting with Episode 1 featuring interview guest Judge Glenda Hatchett!This certainly feels like a time like no other. If we do this season right, we will be able to help and encourage every single listener to become clear on their ‘why DEI now’, as well as the path forward to become a more inclusive leader.   We’d be honored to be with you, and hope you’ll continue to join us as a community member on a biweekly basis as we leap into season 1.  “We need more inclusive leaders and enterprise cultures to drive belonging, innovation and profitable growth...let’s build them.”   - Brian & Charlotte Hughes
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