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Diversity Secrets

Author: Louise Moulié

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In this podcast, we explore the secrets behind leading authentic, impactful and successful diversity, equity and inclusion (DEI) in business. Through meaningful dialogue with leaders in the field, we aim to help organizations build, accelerate and promote DEI in the workplace and in our communities.Join us as we engage weekly with DEI leaders and experts to find out how they make DEI work, so that you can drive lasting change in your organization. Sharing their personal experiences, our guests discuss best practices to establish new processes and structures, as well as practical tips you can apply to your organization in order to transform behaviors and mindsets. We uplift their voices to inspire real change, help business leaders understand why DEI matters, and equip with the right tools those that have been tasked with building DEI within their organizations. Whether you're a DEI practitioner looking to scale your DEI programs, a business leader interested in driving change, an employee taking action to accelerate DEI in your organization, or simply looking to learn more about what hides behind those three letters (DEI), this podcast is for you! Make sure to subscribe not to miss an episode. Diversity Secrets is hosted by our founder and DEI advisor, Louise Moulié. If you would like to get in touch, or be considered as a guest on our show, please reach out to Louise via e-mail: louise@diversitysecrets.co Season 3 is powered by Mixity.co, the all in one digital platform for assessing, managing and promoting DE&I in your organization. Mixity is offering our listeners an exclusive 2 months free trial for their all-in-one platform. Assess your DE&I footprint, define clear metrics and KPIs, and benefit from customized recommendations and hands-on support from their team of dedicated experts, all in one place. Redeem your free trial here with the code ‘DiversityPodcast’ : https://mixity.hubspotpagebuilder.com/diversity-secrets-podcast-x-mixity
23 Episodes
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#22 When we think of ‘diversity hiring’, we often think of the result: new diverse talents joining our organization. But if we wind up a bit, how do we get there? In this episode, Yasar Ahmad, Global VP Talent at HelloFresh meal-kit company, explains what it takes to actually attract, hire and retain diverse talents. He shares insights, anecdotes and best practices from many years of experience in talent acquisition in the Tech sector. There’s no sugar coating it: reaching your objectives when hiring diverse talents is no piece of cake. Standing your grounds is the biggest challenge. We cover the hard work that needs to fall into place in order to guarantee that your hiring processes are as inclusive as possible, and that your values and work environment are welcoming to all - no need to risk the revolving door effect where talents walk in, and right back out the same door. How do you diversify your talent pool and partner with the right recruiters? What should your assessment process look like and how can you track diversity throughout your pipeline? As Yasar shares his personal stories, we talk about the ‘back to office’ trend and how it’s affecting diversity too. Finally, Yasar tells us that culture and values are two very different things that shouldn’t be confused… tune in to find out why.Tune in today, and make sure to subscribe in order to not miss our next episode! You can follow Yasar’s work on LinkedIn (@Yasar Ahmad) and Twitter( @YxSxR), and find out more about DE&I at HelloFresh on their website. This season, we’re partnering with Mixity.co, the all in one digital platform for assessing, managing and promoting DE&I in your organization. Mixity is offering our listeners an exclusive 2 months free trial for their all-in-one platform. Assess your DE&I footprint, define clear metrics and KPIs, and benefit from customized recommendations and hands-on support from their team of dedicated experts, all in one place. Redeem your free trial here with the code ‘DiversityPodcast’ : Mixity.co
#21 We’re kicking off the year with a brand new Diversity Secrets Episode! 'Diversity hiring’ and ‘inclusive culture’ take up a lot of space in the DE&I discussion. But beyond recruitment and culture, a lot needs to be in place in a company setting to guarantee that all employees can truly achieve their full potential. So how do you guarantee inclusion and equity are embedded in all stages of an employee’s life cycle in your company? To gather answers, we are joined today by Miguel Castro, Senior Director and Global Lead for Diversity and Inclusion at multinational software company, SAP. Is your on-boarding process giving employees the right keys to start building their network? Are DE&I trainings delivering on expected results? Are feedback loops, up-skilling programs and career advancement processes clear, fair and equitably accessible? Are compensation and benefits equitable and inclusive? Miguel shares insights as well as best practices at SAP that guarantee a fair, equitable and inclusive career for all employees. Tune in today, and make sure to subscribe in order to not miss our next episode! You can follow Miguel’s work on LinkedIn (@Miguel A. Castro), and find out more about DE&I at SAP on their corporate website. Cited resources: Fair Talk: Three Steps to Powerful Feedback, Sergey Gorbatov and Angela Lane. This season, we’re partnering with Mixity.co, the all in one digital platform for assessing, managing and promoting DE&I in your organization. Mixity is offering our listeners an exclusive 2 months free trial for their all-in-one platform. Assess your DE&I footprint, define clear metrics and KPIs, and benefit from customized recommendations and hands-on support from their team of dedicated experts, all in one place. Redeem your free trial here with the code ‘DiversityPodcast’ : Mixity.co
#020 What does it take to be a good Diversity, Equity and Inclusion leader? Today on the Diversity Secrets podcast, we hear from DE&I coach, fellow podcaster, and keynote speaker, Ashanti Bentil-Dhue. Ashanti tells us that if you want to have real impact as a DE&I professional, passion and lived-experience are not enough. Being a DE&I know-it-all either! So what skills do you need to succeed in this job? Well, that depends on the task at hand in the organization you work in… We cover change management, and stakeholder management skills, facilitation and negotiation, among other central DE&I skills. One thing is sure: to be a good DE&I professional, you need to be self-aware and honest about your own skill-set and demand the external help that you need in order to deliver results! Tune in today, and make sure to subscribe in order to not miss our next episode! You can follow Ashanti’s work on LinkedIn (@Ashanti Bentil-Dhue), and listen to the Confessions of a DEI Pro Podcast on your favorite Podcast App for more insightful conversations with Ashanti and experts in the DEI field. This season, we’re partnering with Mixity.co, the all in one digital platform for assessing, managing and promoting DE&I in your organization. Mixity is offering our listeners an exclusive 2 months free trial for their all-in-one platform. Assess your DE&I footprint, define clear metrics and KPIs, and benefit from customized recommendations and hands-on support from their team of dedicated experts, all in one place. Redeem your free trial here with the code ‘DiversityPodcast’ : Mixity.co
#019 There’s a lot of talk and literature out there about how important DEI is for employees, and for companies. But when it comes to finding out what initiatives actually work to build diverse, equitable and inclusive workplaces, it suddenly becomes overwhelming, with a lack of benchmarks, an overload of resources and literature and no clear one way to go. That’s why today we are joined by Julie Coffman, Chief Diversity Officer at the global consultancy firm, Bain & Company, and author of the Bain & Co and Grads of Life 2021 study, ‘10 Proven Actions to Advance Diversity, Equity and Inclusion’. This study constitutes a real blueprint for effective actions that drive real impact and results for DE&I. Together, we take it apart and take a deep dive into its learnings as Julie summarises its main takeaways for our listeners. We learn about 5 DE&I best practices which companies have been missing out on, and 5 others, just as important, that companies have been putting into practice but not in the most effective ways. Each of these 10 actions resulted in verifiable positive outcomes for an organization’s diverse or underrepresented talent! If you’re looking for actionable recommendations as well as concrete examples and case studies from organizations that have tested these actions, look no further! Tune in today, and make sure to subscribe in order to not miss our next episode! This season, we’re partnering with Mixity.co, the all in one digital platform for assessing, managing and promoting DE&I in your organization. Mixity is offering our listeners an exclusive 2 months free trial for their all-in-one platform. Assess your DE&I footprint, define clear metrics and KPIs, and benefit from customized recommendations and hands-on support from their team of dedicated experts, all in one place. Redeem your free trial here with the code ‘DiversityPodcast’ : Mixity.co Resources cited in this episode: Read the Full study cited in the episode on the Bain&Co website. Learn more about DE&I at Bain & Co on their website page, as well as on LinkedIn (@Bain & Company). Finally, don’t hesitate to follow Julie Coffman (@Julie Coffman) for more precious insights on DE&I. 
#018 Embark on a time travel with Leïla Grison, DE&I Director at Publicis Groupe, as she takes us back to her first day on the job and tells us how it all started. Leïla takes us back in time and shares her family story, the social ascension  of her grandmother and mother, a story of social inequality and a real obstacle course. Fast forward and it’s Leïla’s first day as DE&I Director at Publicis. She tells us how the role got created, how she managed to gather support and commitment from the executive team. So where do you start the work? Which stakeholders do you involve when creating your very first DE&I strategy? How do you build a team and secure a budget to implement the goals you’ve set out to achieve? Leïla tells us everything about how to kickstart your DE&I work! Leïla also shares with us two success stories from her first year on the job: 1. How they developed and rolled out an employee survey on DE&I thanks to the help of Mixity.co - the first thing to do, according to Leïla, if you want to pin point your priorities for your strategy and convince stakeholders with facts and figures. 2. How they launched their first equal opportunity program, ‘Publicis Track’ - going full circle with her family history, social mobility and equal opportunity is at the heart of what Leïla has set out to do at Publicis!So tune in today, and make sure to subscribe in order to not miss our next episode! You can stay informed on Publicis’ DE&I work by following Leïla on LinkedIn (@Leïla Grison) Learn more about DE&I at Publicis here: DE&I at Publicis Groupe This season, we’re partnering with Mixity.co, the all in one digital platform for assessing, managing and promoting DE&I in your organization. Mixity is offering our listeners an exclusive 2 months free trial for their all-in-one platform. Assess your DE&I footprint, define clear metrics and KPIs, and benefit from customized recommendations and hands-on support from their team of dedicated experts, all in one place. Redeem your free trial here with the code ‘DiversityPodcast’ : Mixity.co
#017 For our first episode of Season 3, “How to Succeed at DE&I”, we are thrilled to welcome Sarah Cordivano, Head of DE&I Strategy and Governance at Zalando, a fashion e-commerce headquartered in Berlin.Sarah published her first book in August 2022 “DEI: How to Succeed at an Impossible Job”, a comprehensive, step-by-step guide to impactful DE&I work. Whether you are a practiced professional in the space, or new to the field, this book is a must-have resource. Akin to the book itself, this episode feels like a friendly chat with one of Europe’s most competent DE&I experts. Sarah lays out for our listeners the 5 building blocks for setting up your DE&I work for success:Finding the right executive sponsor to bring your DEI work forwardCreating a strategy with the right people in the roomGetting DEI ranked highly among other business objectivesMeasuring the success of DEI workAvoiding burnout and emotional fatigue in DEI workTune in today, and make sure to subscribe in order to not miss our next episode!You can purchase Sarah’s book here: Germany: https://www.amazon.de/dp/B0B7QDV6CX/UK: https://www.amazon.co.uk/dp/B0B7QDV6CX/NL: https://www.amazon.nl/dp/B0B7QDV6CX/US: https://www.amazon.com/dp/B0B7QDV6CX/Follow Sarah on LinkedIn (@Sarah Cordivano) and Twitter (@mapadelphia) or visit her website: https://www.sarahcordivano.com/ This season, we’re partnering with Mixity.co, the all in one digital platform for assessing, managing and promoting DE&I in your organization. Mixity is offering our listeners an exclusive 2 months free trial for their all-in-one platform. Assess your DE&I footprint, define clear metrics and KPIs, and benefit from customized recommendations and hands-on support from their team of dedicated experts, all in one place.Start your free trial here with the code ‘DiversityPodcast’ : Mixity.co
#016 Welcome back to the Diversity Secrets Podcast !We’re excited to be back with a brand new season called “How to Succeed at DEI” - a blueprint for real impact and effective results. In the past 2 years we’ve seen a wave of corporate and CEO statements reaffirming their DE&I values and commitments. Billions of dollars are spent on DE&I trainings, programs and initiatives around the world. Now we want to see real results.Join us for this series of interviews as our guests share with us their unique experiences and best practices for building diverse, equitable and inclusive workplaces. They’ll tell us what initiatives prove most effective, for real lasting impact and results. A hands-on, practical toolkit to help YOU set your DE&I work up for success! We’ve gathered an exciting line-up of DE&I leaders from businesses of all lines and sizes, such as Bain&Company, HelloFresh, Publicis, SAP, Zalando, and more.In oder to get results, you need to use the right DE&I assessment and management tool. That’s why we’re extremely proud to be partnering with Mixity.co, the all in one digital platform for assessing, managing and promoting DE&I in your organization. Mixity is offering our listeners an exclusive 2 months free trial for their all-in-one platform. Assess your DE&I footprint, define clear metrics and KPIs, and benefit from customized recommendations and hands-on support from their team of dedicated experts, all in one place.Redeem your free trial here with the code ‘DiversityPodcast’ : Mixity.co
#015 Diversity Secrets podcast is back for a bonus episode with Kate Bourdet who leads Diversity, Inclusion & Belonging at Orange Business Services, part of the French Telecom company Orange Group. In this up-front conversation, Kate shares with us what the notion of Belonging means to her, and we discuss what implications it holds for a company in order to make sure that employees can bring their true authentic selves to work, and belong there. Kate raises an important point: a truly transformative and impactful DEI policy implies disruptive and uncomfortable change in a company. And with discomfort often comes backlash. To respond to backlash, there’s nothing better than presenting the facts, because, as Kate puts it: numbers don’t lie! That’s why Orange Group partnered with Mixity.co to establish an equal-opportunities footprint and measure their levels of diversity and inclusion around gender, sexual orientation, disability, multicultural and multigenerational dimensions. Mixity established a 360-degree view of D&I at Orange and Kate tells us how this assessment took place, what stuck out, and how this benchmark serves as a stepping stone for a fact-based DEI action plan at Orange group. Finally, as a former communications and marketing manager herself, Kate tells us how her professional background contributes to her DEI mission, especially when it comes to getting all managers on board with DEI at Orange. Do not hesitate to connect with Kate Bourdet on LinkedIn (@Kate Bourdet) or Twitter (@KateBo) to continue following her journey as a DEI leader and her work at Orange Business Services. Thanks for tuning in. Do send us feedback: it helps us grow! Don’t forget to subscribe to not miss out on Season 3! This episode was powered by Mixity.co, the first digital HR solution for assessing, managing and promoting D&I in businesses of all lines and sizes. Mixity gives you a 360-degree view of your D&I footprint on 5 dimensions: gender equality, sexual orientation and gender identity, disability, cultural and social origins, and age. Be sure to check out their website for more information: https://www.mixity.co/
#014 And it’s a wrap for season 2 of Diversity Secrets Podcast! We’ll be back with a brand new season after the Summer. In this episode, we go over what we’ve learned this season, and give you a sneak preview of what to expect from season 3.In season 2 we had one overarching question: Why should companies even care about DEI? In other words, what’s the business case for diversity, equity and inclusion in the workplace? In fact, prominent studies demonstrate that ‘diversity and inclusion are good for business’, it’s the ‘smart [and right] thing to do’. However, despite those claims and despite the recent social demands for companies to take action for DEI, the corporate world is only sluggishly moving toward more diverse, equitable and inclusive workplaces. So we had to ask our guests if the business case is not a myth. And here’s the 3 key learnings we gathered :The business case isn’t as straight forward as we’ve been lead to believeA strong business case won’t convince everyone in the companyA business case doesn’t necessarily set you up for successOur guests made it clear: DEI matters for companies that want to stay competitive and relevant in this day and age. But if Diversity & Inclusion really matters, if it really is a strategic priority, why aren’t we seeing results? And that’s exactly what we’ll tackle in season 3: how to get results, and fast! How to translate corporate commitment into efficient action.Thanks for tuning in this season and do send us feedback: it helps us grow! Don’t forget to subscribe to not miss out on Season 3!This season, was powered by Mixity.co, the first digital HR solution for assessing, managing and promoting D&I in businesses of all lines and sizes. Mixity gives you a 360-degree view of your D&I footprint on 5 dimensions: gender equality, sexual orientation and gender identity, disability, cultural and social origins, and age. Be sure to check out their website for more information: https://www.mixity.co/
#013 For our last episode of this season about the Business Case for Diversity, Equity and Inclusion (DEI), we are thrilled to welcome Brimbelle Grandcolas, Head of DEI at Disneyland Paris. Be sure to get your pen and paper out as Brimbelle shares with us concrete tips and examples on how to deliver on a DEI strategy that makes sense both for business and for our society. Brimbelle openly shares her advice because she believes that DEI is not a competitive sport, but rather a team effort. She is convinced that the best way forward is through businesses collaborating and supporting each other in building a more inclusive world all together. At Diversity Secrets, we couldn’t agree more! Brimbelle explains how DEI ties in to the day-to-day business at Disneyland Paris. Whether it’s building the most inclusive experience or the most representative products, the motto at Disneyland is that magic is for everyone! And for that to happen, Brimbelle stresses the importance of allyship and intersectionality in conducting the DEI strategy, as well as the necessary balance between bottom-up and top-down initiatives, as well as short-term and long-term projects. Finally, as someone with experience in the non-profit sector and at the United Nations, Brimbelle shares with us her conviction: public and private sectors must work hand in hand for us to see truly impactful DEI! Do not hesitate to connect with Brimbelle Grandcolas on LinkedIn (@Brimbelle Grandcolas) to continue following her journey as a DEI leader. To learn more about Disneyland’s DEI strategy and initiatives, be sure to visit their website: https://disneyconnect.com/dpep/inclusion/ Tune in today, and subscribe to not miss our next episode next week!This season, we’re partnering with Mixity.co, the first digital HR solution for assessing, managing and promoting D&I in businesses of all lines and sizes. Mixity gives you a 360-degree view of your D&I footprint on 5 dimensions: gender equality, sexual orientation and gender identity, disability, cultural and social origins, and age. Be sure to check out their website for more information: https://www.mixity.co/
#012 In today’s episode, we are honored to welcome Alvine Trémoulet, Global DEI Leader at Pfizer. In this enriching conversation, Alvine tells us about her own inclusion journey as an employee for over a decade of the American pharmaceutical corporation, and shares her experience as a DEI leader for the past 5 years. Alvine makes a point of granting the upmost importance to individual journeys when it comes to DEI. This means distinguishing between the concepts of equality and equity, and incorporating the notion of intersectionality in DEI initiatives and programs. We discussed the importance of using careful language, and demonstrating nuance and tolerance when trying to convince people of the importance of DEI. Finally, Alvine explains how DEI is both a business strategy that matters for the bottom-line of the company, as well as an opportunity for corporate activism and social impact. In what is called today the Great Resignation, DEI is especially a tool for attracting and retaining talent, through an inclusive company culture. All in all, Alvine leaves us with some concepts to reflect on, as well as some inspiring examples to take away. Tune in today, and subscribe to not miss our next episode next week!Do not hesitate to connect with Alvine Trémoulet on LinkedIn (@Alvine (ASSENE EKOUMOU) TREMOULET) to continue following her journey as a DEI leader. To learn more about Pfizer’s DEI strategy and initiatives, be sure to visit their website: https://www.pfizer.com/about/responsibility/diversity-and-inclusion This season, we’re partnering with Mixity.co, the first digital HR solution for assessing, managing and promoting D&I in businesses of all lines and sizes. Mixity gives you a 360-degree view of your D&I footprint on 5 dimensions: gender equality, sexual orientation and gender identity, disability, cultural and social origins, and age. Be sure to check out their website for more information: https://www.mixity.co/
#011 In today’s episode, get ready for a fresh perspective on the Business Case for DEI, as we welcome Amelia Huix, Advisor for Gender Equality at the United Nations Global Compact. In 2015, the United Nations announced a set of Sustainable Development Goals (SDGs) to be achieved by our societies at large by 2030. Gender Equality for all women across the globe is one of them. This means achieving diverse, equitable and inclusive workplaces and businesses. The UN Global Compact gathers business organizations committed to the SDGs. We explore with Amelia how the SDGs are a tool to foster commitment, accountability and transparency for gender equality and DEI in the business field. We discuss how the SDGs participate in building a new social justice case for DEI that goes beyond the business case. We talk about the role that companies and business leaders are expected to play today as social agents of the XXIst century. Are the SDGs the change in paradigme that we need in order to see real and sustainable DEI in all aspects of our economies and societies? Can they gather the buy-in that the business case doesn’t manage to get? Do not hesitate to follow Amelia Huix on LinkedIn (@Amelia Huix) to continue following her journey as a DEI leader. You can visit her website (http://amelialopezhuix.com/) to learn more about her work as an advisor for achieving the SDG Target Gender Equality, and finally, you can check out the UN Global Compact for more information on how your organization can become a member (https://www.unglobalcompact.org/) Tune in today, and subscribe to not miss our next episode next week!This season, we’re partnering with Mixity.co, the first digital HR solution for assessing, managing and promoting D&I in businesses of all lines and sizes. Mixity gives you a 360-degree view of your D&I footprint on 5 dimensions: gender equality, sexual orientation and gender identity, disability, cultural and social origins, and age. Be sure to check out their website for more information: https://www.mixity.co/
#010 This episode, we continue to uncover why DEI is important to business, including in the B2B sector, with Luisa Boaretto, Regional I&D and Employee Experience at Dow, an American material science global company. Luisa starts by explaining the business case for DEI at Dow. And it’s a strong one. Dow’s business and relevance relies on bringing ever more innovative solutions. From that standpoint, diversity, equity and inclusion are essential for employees to thrive, reach their full potential, and bring about the innovation Dow needs. And so, today, inclusion is actually part of Dow’s mission statement. In fact, Luisa tells us that DEI is treated with the same regard as any other business strategy in the company: and results are showing. This impeccable business case has allowed Dow to develop a strong DEI strategy impacting both the workplace, the value chain, and the communities in which they work. However, Luisa reminds us that human minds both have a rational and irrational side. In that sense, a strong business case may appeal to the rational mind, but a strong purpose and moral case are also key to building the right arguments for DEI in the workplace. This is all the more true as businesses are now expected to perform on Environmental, Social and Governance (ESG) criteria, of which DEI KPIs and metrics form a part of. Tune in today, and subscribe to not miss our next episode next week! Do not hesitate to follow Luisa Boaretto on Twitter (@luisa_boaretto) to continue following her journey as a DEI leader. To learn more about Dow’s DEI strategy, and initiatives, you can visit their website, and be sure to check out their 2021 ESG Report, as well as their corporate Twitter account(@DowNewsroom). You can also follow Dow’s Chief Inclusion Officer, @KarenS_Carter, Dow's CEO @JimFitterling and @H_Ungerleider Dow’s CFO, who regularly post about these issues. This season, we’re partnering with Mixity.co, the first digital HR solution for assessing, managing and promoting D&I in businesses of all lines and sizes. Mixity gives you a 360-degree view of your D&I footprint on 5 dimensions: gender equality, sexual orientation and gender identity, disability, cultural and social origins, and age. Be sure to check out their website for more information: https://www.mixity.co/
#009 For our second episode of our “Why it Really Matters” season, we are extremely pleased to be joined Eric Howard Way, Global Head of Inclusion, Diversity & CSR at Schindler Group, a Swiss multinational company that manufactures escalators, moving walkways, and elevators worldwide. Eric started his career as an engineer in the heavy truck manufacture industry. A long way from D&I, we could say. However, being an engineer himself helped Eric make a compelling case for D&I that other engineers could understand. Eric explains the importance of adapting ones language, and arguments when building the case for DEI, depending on the public being addressed. Problem solving and logical thinking exercises were key to demonstrating to his peers the efficiency and innovation gains that come out of more diverse and inclusive teams. Eric shares with us how to build the right rationale and the necessary sense of urgency for D&I in the traditionally male-ridden manufacturing and engineering world, that you can also apply to your organization. Finally, Eric reminds us that DEI is a competitive sport for companies who want to stay relevant in our day and age. Building a business case for it just around the numbers and potential performance gains is not enough: an emphasis on equity, social justice, as well as empathy are key elements to gathering support and momentum for DEI in your organization. Tune in today, and subscribe to not miss our next episode next week! Do not hesitate to follow Eric Howard Way on LinkedIn (@Eric Way) to continue following his journey as a DEI leader. To learn more about Schindler’s DEI strategy, please visit their website. This season, we’re partnering with Mixity.co, the first digital HR solution for assessing, managing and promoting D&I in businesses of all lines and sizes. Mixity gives you a 360-degree view of your D&I footprint on 5 dimensions: gender equality, sexual orientation and gender identity, disability, cultural and social origins, and age. Be sure to check out their website for more information: https://www.mixity.co/
#008 For our first episode of Season 2 “Why it Really Matters”, we are thrilled to welcome a very exciting guest: Dr. Jonathan Ashong-Lamptey, PhD, founder and Managing Director of Element of Inclusion. In his mission to make companies more diverse and inclusive, Dr. Jonathan applies academic theory to business practice. This episode, he keeps us on our toes as he helps us understand what exactly we mean by ‘business case’ when talking about DEI. He tells us that mainstream studies that have made this so-called business case popular may have mislead us: the correlation between diversity and economic performance isn’t as simple as it seems. And so we discuss how to build the right business case for your organization, as well as the missing keys to make DEI deliver on their economic promise. Finally, Dr. Jonathan reminds us that this business case is underpinned by the Friedman Doctrine, that states that the primary responsibility of an organisation is to its shareholders and that the primary goal of an organisation is to maximize returns to the shareholders. We question this doctrine and ask ourselves whether it is still relevant today, especially given the rise of interest in social justice for which companies are being held accountable for. Will the social justice case replace the business case?Tune in today, and subscribe to not miss our next episode next week!This season, we’re partnering with Mixity.co, the first digital HR solution for assessing, managing and promoting D&I in businesses of all lines and sizes. Mixity gives you a 360-degree view of your D&I footprint on 5 dimensions: gender equality, sexual orientation and gender identity, disability, cultural and social origins, and age. Be sure to check out their website for more information: https://www.mixity.co/Resources cited in this episode:Read Getting Serious about Diversity: Enough Already with the Business Case”, by R.J.Eli and D.A.Thomas on the Harvard Business Review.Listen to Dr.Jonathan’s analysis of the article on his podcastListen to his podcast on the social justice case. business case for DEI.Visit Dr. Jonathan’s website for more resources and information about his work: https://elementofinclusion.com/You can follow Dr. Jonathan on LinkedIn (@Dr. Jonathan Ashong-Lamptey)and Twitter (@JALamptey).
#007 Welcome back to Diversity Secrets Podcast! We’re excited to be back with a brand new season called “Why it really matters”. We ask ourselves: why should companies care about DEI? In this new series of interviews, we will explore the business case for DEI, as well as the social justice imperatives that push companies to act. Recent and prominent studies have reaffirmed that diversity and inclusion are good for business. So why is the corporate world making such sluggish progress towards diverse, equitable and inclusive work places despite DEI being correlated with such clear wins? Is the business case robust enough to drive real change? Baring in mind recent social protests across the globe, is DEI today a business must, or simply the right thing to do? We have a very exciting line-up with guests coming from the academic and the NGO world, as well as speakers who lead DEI in a wide variety of firms such as Schindler, Dow, Volvo, Disney, Pfizer, and more! So be sure to subscribe wherever you get your podcasts, and tune-in next week for our first episode! This season, we’re partnering with Mixity.co, the first digital HR solution for assessing, managing and promoting D&I in businesses of all lines and sizes. Mixity gives you a 360-degree view of your D&I footprint on 5 dimensions: gender equality, sexual orientation and gender identity, disability, cultural and social origins, and age. Be sure to check out their website for more information: https://www.mixity.co/
#006 This episode marks the end of Season 1. We’ll be back with new episodes next month, but we wanted to go over what we’ve learnt this season and give you a sneak preview of what you can expect from Diversity Secrets Season 2. This first season was called “On The Job”, as we asked DEI professionals what it really means to work in DEI. Our guests shared their insights and expertise to successfully drive DEI in organizations, as well as the unique, and sometimes difficult, journeys that brought them to the work that they do today. Season 2 is called “Why It Really Matters”. We’ll ask ourselves: Why should companies even care about DEI? Through a new series of interviews with DEI professionals and leaders, we will explore the business case for DEI, as well as the social justice imperatives that push companies to act. Recent and prominent studies have reaffirmed the strong business case for diversity in corporate leadership and teams—and shown that this business case continues to strengthen. So why is the corporate world making such sluggish progress towards diverse equitable and inclusive work places despite DEI being correlated with such clear wins? We’ll hear from the researchers that have established the business case for DEI, as well as from the DEI leaders in the corporate world that are applying it to their reality. We’ll also talk to the activists and organizations raising awareness around the social imperatives to act now for DEI in the corporate world. We’ll apply theory to practice to find out what will trigger real, and sustainable change. So don’t forget to subscribe to not miss out on Season 2!If you'd like to get in touch, let's connect on LinkedIn or via e-mail : louise.moulie@outlook.com
#005 For our 5th and final interview of the “On the Job” season, we are very pleased to welcome Aurélie Uricher, as she completes her first year as Global D&I Manager at L’Occitane Group, a global manufacturer and retailer of natural cosmetics and well-being products.This was an exciting first year on the job for Aurélie, as, with her nomination, L’Occitane is just getting started with their DEI journey. The Group is rolling out its Global Inclusive Parental Leave Policy, gender equity in senior management is reaching new levels, and Aurélie collaborated with teams across the company to co-construct and kick-off L’Occitane’s very first Global DEI Survey. Before stepping in to her DEI role, Aurélie Uricher had worked in the Corporate Social Responsibility (CSR) and HR departments of L’Occitane. She tells us how this path has shaped her vision for a holistic approach to DEI, linking the group’s social impact strategy to diversity, equity and inclusion. Seeing DEI through not only an HR, but also a CSR lens, requires working with all stakeholders up and down the value chain and supply chain, as well as keeping consumers in mind in order to offer inclusive products.Finally, Aurélie tells us about the big challenges that you face when you’re just getting started, but also the big steps that are already being taken, as well as the journey that she looks forward to in order to build a more inclusive and diverse workplace.Tune in today, and subscribe to not miss our next episode next week!Do not hesitate to follow Aurélie Uricher on LinkedIn to continue following her journey as a DEI leader. To learn more about L’Occitane’s DEI strategy, take a look at their 2021 ESG report.
#004 In today’s episode, we welcome one of the pioneers of DEI: Kim Weaver. Kim has been leading Diversity, Equity and Inclusion for over 20 years in a great variety of global firms such as Uber, Sodexo, McCormick&Co, and more. Today, Kim Weaver leads global DEI at Aveva, a global leader in industrial software.Kim’s DEI story is both a personal battle and a professional journey. She tells us about growing up in the Deep South of the USA and experiencing racism from a very young age, as well as the discrimination and harassment she experienced in her career. This journey, although a painful one at times, has taught her the transformations that need to happen to make the workplace a safe space for all employees. As Kim leads Aveva into its first year of its DEI Strategy, we discuss the business case behind DEI in the B2B and Tech sectors. She explains the productivity gains that come from making work environments safe for employees to be themselves and deliver the best that they have to offer. We talk about engaging leaders right from the onset as part of what Kim calls a “top-down, bottom-up, and across the middle” strategy. We discuss the challenges of measuring demographics across different countries and different legal set-ups. Finally, Kim calls on companies to cease the moment and start a real, profound, dialogue around race, namely in the US.Tune in today, and subscribe to not miss our next episode next week!Do not hesitate to follow Kim Weaver on LinkedIn to continue following her journey as a DEI leader. To learn more about Aveva’s DEI strategy, please visit: https://www.aveva.com/en/about/about-aveva/diversity-equity-inclusion/Kim Weaver references Isabel Wilkerson’s ‘Caste: The Origin of Our Discontents’, a book about racism in the USA.
#003 Today, we’re extremely pleased to welcome Heidi Robertson, Group Head of D&I at ABB, a leading Global 500 technology company driving digital transformation through industrial automation, robotics and electrification. As a matter of fact, 2021 was an important year for DEI at ABB : it marked the first year of rolling out their 2030 D&I Strategy. And so we take a deep dive with Heidi as she takes us on a pragmatic step-by-step tour of how to set up and roll-out a 10-year D&I strategy. From stakeholder management in setting up the strategy, to measuring progress and ensuring accountability and ownership for reaching the newly-set goals, we discuss how to meet global goals while promoting local and grassroot initiatives. Honesty and transparency about the progress already been made and the journey that remains are two of the key criteria that Heidi shares with us for an efficient and reliable strategy. On a more personal level, we talk about the concept of privilege and the sense of duty that comes with it. When we asked Heidi what the hardest part of the job was for her, she answered: “being patient: there is no quick fix or fast solutions in DEI”. Luckily for Heidi, reaching 2030 goals starts with taking action today!Tune in today, and subscribe to not miss our next episode next week!Do not hesitate to follow Heidi Robertson on LinkedIn to continue following her journey as a DEI leader. To learn more about ABB’s DEI strategy, please visit: https://global.abb/group/en/about/diversity-and-inclusion
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