The Forum on Workplace Inclusion podcast offers an opportunity to engage with diversity, equity, and inclusion topics on a monthly basis. With a wide array of relevant DEI topics, we welcome you to join in each month as attendees from a variety of industries around the globe participate and share their ideas.
For 31 years, The Forum on Workplace Inclusion® has served as a convening hub for those seeking to grow their leadership and effectiveness in the field of diversity and inclusion by engaging people, advancing ideas and igniting change.
In this special bonus episode of The Forum Podcast, Farzana Nayani (Consulting and Training) and Lisa Strack (Bank of the West) answer questions from listeners that attended our popular webinar Engaging ERGs to Create Impact During These Current Times, sponsored by AON.
Farzana and Lisa answer questions from our listening audience around these talking points:
How to develop a sustainable structure balanced on top of other roles and responsibilities
Getting employees excited and involved in an org's DEI work, and how to boost ERG membership and leadership
How to keeps groups motivated while working remotely
Recommendations for the involvement of senior leadership in ERGs
How to start building consciousness for companies who are still mostly White
How do engage HR and Leadership to ensure actions remain within corporate objectives and boundaries
The success of ERGs in secondary education institutions
For context and insight into this topic and conversation, watch the replay of Engaging ERGs to Create Impact During These Current Times.
In this episode of The Forum Podcast, Team Dynamics co-founders Trina Olson and Alfonso Wenker explore how US-based workplaces reinforce preferences for whiteness and masculinity in talent recruitment, hiring, and promotion.
In addition reinforced preferences, Trina and Alfonso also explore the ways masculine and feminine leadership qualities get praised or punished in the workplace and discuss the connection to recruitment and hiring.
Describe how preferences for masculinity are present in leadership and "likeability"
Offer suggestions for disrupting our own biased behaviors related to gender expression
Discuss how gender, sexuality, and race are inextricably linked and connected to leadership preferences in the American workplace
In this episode of The Forum Podcast, Ryan Kroening (Events by Lady K) shares the why, what, and how around creating inclusive events.
We all move through the world using our experiences to guide us, which are heavily informed by our identities. So when we plan an event, we often rely on things we would like! But what about planning events for people who AREN'T just like me? We don't know how to meet their needs, or support their experience as best we can, unless we ASK!
From the space to food and beverage, registration and event navigation, to speakers, programming and décor, every aspect of planning impacts how attendees experience and engage with your event. Whether a conference, a workshop, a board retreat, or a family celebration, there are ways to structure the event where every attendee can feel welcomed, celebrated, and included. We will be discussing WHY this matters; WHAT we can do for ourselves and in our organizations to support this work; and HOW to begin making it happen!
Join this conversation with Events by Lady K founder & president Ryan Kroening, who will share some big-picture thinking with practical how-to processes to support you in your journey of creating more inclusive and equitable events!
Describe the philosophy behind creating inclusive and equitable events and why it is important;
Delve into several examples of these big-picture concepts and how they apply to real-life scenarios;
Provide several how-to processes to implement in the next event attendees may be planning – whether virtual, in-person, or hybrid.
In this episode of The Forum Podcast, Femina Ajayi-Hackworth (independent consultant, D&I author, and trainer) talks about double consciousness, dominant culture, and how it affects your authentic self.
Participants will acquire understanding about what dominant culture is and how it affects their authentic selves—how they choose to present their authentic selves at work and in society by recognizing their own self-minimization and self-modification. This dialogue is an extension of greater discussions around bias and the authentic self. The discussion is mainly based on the studies from W.E.B. DuBois.
Participants should understand the definition of double consciousness or code switching as originally developed by W.E.B. DuBois in “Souls of Black Folk.”
What does dominant culture mean for me?
When and why do I choose to minimize or modify myself?
How does my cultural lens impact my authentic self?
Double Consciousness and the Authentic Self handout
In this special bonus episode of The Forum Podcast, Stephen Frost (Frost Included) and Raafi-Karim Alidina (Frost Included) answer questions from listeners that attended our popular topical webinars Responding Inclusively to Coronavirus and Inclusive Leadership in a Virtual World.
Stephen Frost (Frost Included) and Raafi-Karim Alidina (Frost Included) answer these questions from our listening audience:
What kind of unconscious bias is more likely to creep up during this time?
What is your recommendation in approaching a conversation with someone who denies their bias is impacting how they treat people who have different values to theirs?
Can you touch on how to avoid "tokenism" in this virtual world, when many struggled with how to avoid it in the pre-Covid world?
Is psychological safety a tool to create more inclusion, or a product of an inclusive culture?
Do you have any insights or tips for increasing disability access as part of DEI work - especially in a time of virtual participation?
How can allies leverage their situational power and privilege to speak up for people feeling on the outside and/or feeling too vulnerable to speak up about how they are struggling?
How do you get managers, particularly white male managers and leaders, to see the importance of inclusion during this pandemic?
For context and insight into this topic and conversation, watch Responding Inclusively to Coronavirus and Inclusive Leadership in a Virtual World.
In this episode of The Forum Podcast, Stefanie Krievins (Stefanie Krievins & Co.) explains how to go from being a troublemaker and not getting things done, to being pro troublemaker and how to actually get things done!
Innovation happens when we’re willing to challenge the status quo and propel an organization forward through revolutionary and incremental steps. When you’re the one doing all the forward-thinking, it’s easy to want to leave others behind—or worse yet, isolate yourself from the team.
Learn how NOT to fit in but still bring others along with you. You’ll also learn three secret tools to better understand what your colleagues need in order to change, and how you can guide them through the proverbial change curve.
Learn how to be a positive deviant, not the devil’s advocate
Identify your own need for change and the speed at which you want it
Choose the top three tools you want to use to influence change with your colleagues
Sponsored by US Bank
In this special bonus episode of The Forum Podcast, Malii Watts Witten (EngageBetween), Tatyana Fertelmeyster (Connecting Differences, LLC) answers questions from listeners that attended our popular webinar Workplace 2020: An Intersection of Diversity and Politics sponsored by AON.
Malii Watts Witten (EngageBetween), Tatyana Fertelmeyster (Connecting Differences, LLC) answer questions from our listening audience around these talking points:
Triggering words and actions
Engagement across political differences
Intent and impact
For context and insight into this topic and conversation, watch the replay of Workplace 2020: An Intersection of Diversity and Politics.
In this episode of The Forum Podcast, Dr. Myra Hubbard (Hubbard & Hubbard, Inc.) explores the difference between being empowered and self-empowered, how to elevate women’s “self-empowered,” as well as offering next-level practices and strategies for both personal and professional development.
Although the phrase “women’s empowerment” is used pervasively, surprisingly there is no common definition of “women’s self-empowerment.” What does it really mean to be self-empowered, and what does it entail?
There is a difference between being empowered and self-empowerment. Empowerment that comes to your life from external influences is not the only type of empowerment needed if you are seeking a life-altering positive change or to achieve your personal and career goals. When you are empowered by others, it might help improve your life or even enable you to become self-empowered, but to make a lasting change, you have to take personal responsibility, own it, and do the personal work required to make the change.
Participants will learn a Strategic Self-Empowerment Implementation Model which you can start to apply immediately.
Learn process steps for achieving self-empowerment outcomes and personal and career transformation
Learn how to use forward-facing self-empowerment approaches to shift blocks to personal performance
Apply the Strategic Self-Empowerment Model Spotlight technique to real-world situations
In this episode of The Forum Podcast, Melissa Majors (Melissa Majors Consulting) explains why you shouldn't use white boards and flip charts to facilitate group conversation. Instead, Melissa will be taking us through a blame-free examination of common challenges and tactics for better inclusion outcomes for your organization.
At the core of most disruptive strategies is the ability to empathize with constituent's needs and use that insight to inform the development of amazing products and experiences. However, we often rely solely on our own perspectives or those within our social circle to inform how we serve others. What happens when those we serve don’t look or think like us? How do we genuinely uncover their needs and deliver relevant experiences?
Join Melissa Majors, CEO of Melissa Majors Consulting, for a blame-free examination of common challenges and tactics you can use to fuel better outcomes with design thinking and inclusion.
Describe the unintended business impact of social circles, groupthink, and exclusionary practices on decisions
Implement a decision-making framework inspired by the best of design thinking and inclusive practices
Identify potential gaps in personal perspectives and access limitations to relevant and actionable insights
In this special bonus episode of The Forum Podcast, Rebecca Slaby (AMAZEworks) answers questions from listeners that attended our popular webinar White Fragility and Microagressions In the Workplace: When Good People Behave Badly sponsored by AON.
Rebecca Slaby answers the following questions:
What does the term POCI mean?
Could you share a bit about the similarities and distinctions between White Privilege and White Fragility?
I have been hearing sensitivity to the language of microaggressions. Can you comment on the term itself and some of the ways it's received and how to navigate the pros/cons of the term?
In your work, do you see it seems easier to talk about gender or sexual orientation bias than racial bias? That seems to be what shows up in our environment.
You mentioned having an ally and not speaking up when experiencing microaggression in the workplace. Unfortunately, there may not be an ally and the POC has to speak up. We cannot rely on someone else to speak up on our behalf. What do you recommend to someone who is the “only”?
What are your go-tos for de-escalating heated conversations and emotions from white people when you are facilitating?
Can you provide more information and tips on the scarcity discussion - white people do often feel like they're losing a piece of the pie - if you’re saying more women and POC at the top, doesn't that mean less white people?
If you are hiring a Director of Equity and Inclusion in a primarily White environment, what are you looking for in a candidate and how can we best support the candidate in this environment?
This Podcast is a follow up to our April 22 - 23, 2020 AON sponsored Forum Webinar Series, White Fragility and Microagressions In the Workplace: When Good People Behave Badly.
In this episode of The Forum Podcast, Patricia Jesperson, chief curiosity officer at EmployeeEXP, and Amy Tolbert, ECCO International principal, explore the five critical leadership skills they’ve identified to help leaders transform into naturally inclusive leaders.
Want to master inclusive leadership? Master these skills. While emotional intelligence is an important skill when working with anyone different from ourselves, it’s only part of the inclusive leadership equation. Achieving an elevated state of self-awareness is key to developing leaders with capacity to embrace and effectively engage with the increasingly diverse workforce. The Inclusion Matrix™ is designed for leaders—not only in title, but also those who demonstrate organizational influence. The Inclusion Matrix model and process delivers:
An elevated and more holistic leadership development conversation that transcends the narrower conversations associated with diversity, equity and inclusion
A deeper awareness of self and others to strengthen existing relationships and promote new relationships—critical to establishing inclusive cultures and fueling business success
Describe the five critical skills in the Inclusion Matrix™
Describe the value inclusive leadership brings to both our personal and organizational growth
Assist organizations in creating inclusive, talent-attracting and innovative cultures to ensure sustainable growth
In this episode of The Forum Podcast, Dr. Kenneth Nowack (Envisia Learning, Inc.) dives into new research on how to measure and change a key aspect of an effective company and team culture: interpersonal trust and psychological safety.
Dr. Nowack presents the latest neuroscience research around interpersonal trust and its relationship to the hormone oxytocin that provides insight about the biological survival roots of unconscious bias and in-group bias. Finally, Dr. Nowack will explore the link between high-trust teams with important employee outcomes such as retention, engagement, reduced job burnout, and well-being.
Explain the association between empathy, trust, in-group bias and the hormone oxytocin
Describe the two foundational components of high-trust/high-performance teams
Identify four key contributors to interpersonal trust and psychological safety
In this episode of The Forum Podcast, Kamyala Howard MSW, LCSW (WE’RE DIVINE consulting) explores the origins or stress, different types of stress, their effects, how we can overcome them and get to a place of healing.
In our daily lives most people work an average of 40 plus hours a week. Consider the average amount of hours worked and add work related stress, deadlines, interpersonal conflict, disgruntle employees and lack of professional fulfillment. You are now saturated in a toxicity! In this podcast participants will get an opportunity to recognize sings of professional burnout and process the impact of daily stress.
How do I respond to stress?
What do I need to show up as your best self?
Have I established healthy boundaries and created strategies for self- compassion?
In this episode of The Forum Podcast, Sarah McNally (TransForm Corporation) explores how your personal brand is not simply how you perceive yourself or what you say about yourself, but rather how others perceive you in all aspects of your life.
Whether an individual is looking for advancement as a leader, how to deliver on their goals more consistently, insights into communicating more effectively or creating a mindset that supports emotional and physical wellbeing in their lives, understanding how they are perceived compared to how they want to be perceived is a powerful tool in influencing the life they want to create.
There are so many things in life outside of someone’s control. Weather, life events, technology breakdowns and, of course, People!
But what is in everyone’s control is their level of self-awareness and their perception of the world.
The more someone understands how they show up, how their actions and behaviors create impressions that “brand” them, the more influence they have in creating the desired results for their lives. In this Podcast, Sarah McNally is be led in a Q &A by Ingrid Sabah (Ovative Group) and provides the following outcomes.
How Strong Personal Brands are built. Hint: Not by our intentions but by our ACTIONS!
Why you would want to build a Strong personal brand and what gets in the way.
Fundamentally, Sarah will ask you to think about “What is it like to be in a relationship with me?”
In this episode of The Forum Podcast, Chris Jones (Spectra Diversity LLC) shares insights on the effectiveness or "stickiness" of diversity and inclusion trainings and how post-training sustainment is key to making new inclusion behaviors "stick."
What happens when a diversity and inclusion or implicit bias training session is concluded? Anything? In a recent survey, half of the D&I consultants and trainers reported that they did not use any method to sustain the lessons learned during their training. About one-third used a participant-generated action plan. On average, it takes more than two months before a new behavior becomes automatic—66 days to be exact. Post-training sustainment is key to making new inclusion behaviors “stick.” This session will look at how three year-long sustainability programs, with a range of budget implications, were created:
An online cinematic microlearning program, “Creating a Mindset for Change” by GWT Next
An online interactive microlearning program, “Powering Inclusive Cultures” by Spectra Diversity
A workbook-based sustainability program, “Lead Like an Ally” by Pivot Point Hands-on creation of a module is a session activity.
Demonstrate the power of microlearning to key decision makers (what it is, how to budget, when to implement)
Experience one or two methods for creating a microlearning module (online computer generated, or paper generated)
Budget/create a microlearning program
Creating the Stick (Handout)
Sponsored by US Bank
In this episode of The Forum Podcast, Avivah Wittenberg-Cox (20-first), argues that women alone should not be leading the topic of gender balance in organizations. But how do we engage men and leaders in gender balancing businesses when the topic of gender balance is often framed as being created for women by women, leading to failed engagement by men and accountability by men, or even worse, creating divisive segmentation within men of a, “you’re either with us or against us” mentality?
Engaging men isn’t about getting women to become ever more congratulatory about men who ‘get it.’ Getting men to embrace balance requires leaders skilled at making the link between balance and business. When they buy it, and are skilled at selling it, everyone gets on board.
Over the past decade, Avivah Wittenberg-Cox, CEO of 20-first, has worked on gender balance with 43 companies, across 32 countries, facilitated 231 debates with over 3,000 executives. She’s worked in every possible sector, from finance and energy to tech and consumer goods. Here’s what she learned and some of the questions she’ll explore:
Why is gender balance so often framed as a women’s issue, discussed by and among women?
How do we engage men and leaders in gender balancing businesses?
Where do companies stand today and what’s the next step?
Understand the common pitfalls to avoid and why they remain so popular
Introduce the concept of ‘gender bilingualism’ as a management competency
Outline ways of reframing gender balance more strategically and inclusively
Avivah is joined by Tim Hollins, Director and Senior Consultant at 20-first.
A Decade of Engaging Men & Leaders in Gender Balance (FORBES)
Getting Men to take Gender Balance More Seriously (HBR)
The Forum on Workplace Inclusion Podcast is sponsored by US Bank.
In this episode of The Forum Podcast, Joel Hodroff and Thomas Fisher (University of Minnesota), explore opportunities for the rising DEI movement within business and community organizations to transform disparities and disempowerment at their economic roots.
Modern society is operating at a fraction of our potential. No one is to blame, because we all inherited the current system based upon scarcity, win-lose competition over money, and a grow-or-die business imperative. Too many people are left out of our economy, today, with their talent and capacities unrecognized and under-utilized.
This is a historic opportunity for the rising DEI movement within business and community organizations to transform disparities and disempowerment at their economic roots. This new approach empowers frontline DEI practitioners with systemic solutions and new financial tools and resources.
Learn how to mobilize untapped business-community wealth and productive capacity
Learn social entrepreneurial design principles that drive cooperation rather than competition
Learn why blame is the enemy of creative solutions and how to break the left-versus-right economic stalemate
In this episode of The Forum Podcast, Kristen Stockton, Vice President, Diversity and Inclusion Strategic Advisor of JASKAP Consulting explores how to influence anyone, employees, investors, customers, and your colleagues to get phenomenal results in ways that actually strengthen relationships.
If you and your team were as influential as you wanted to be, what would be possible? This podcast will support leaders with 8.5 principles of influence and 7 steps to a greater conversation. Listeners will discover how to influence anyone, employees, investors, customers, and your colleagues to get phenomenal results in ways that actually strengthen relationships. Influence is key to leadership, and yet one of the most misunderstood skills. Influence is what sets top leaders apart from the rest, unfortunately even at the top levels of an organization, many leaders struggle with how to really influence others. Develop the skill for career success and serious performance gains. Many leaders want to just jump into initiatives and rush into high-stakes meetings using their default communication/influence style without knowing that different approaches work better in different situations, or they don’t have a clear outcome in mind. Don’t be that leader. Today we will highlight model for achieving maximum results in your high-stakes meetings.
Understand influence as a leadership competency
Examine several high stakes situations and discuss effective approaches
Learn a model for planning and preparing for one-to-one influencing conversations
Leadership Performance Score
In this special bonus episode of The Forum Podcast, Andrés Tapia (Korn Ferry) answers questions from listeners that attended his popular webinar Culture Clash: Can Latino Culture Identity and Corporate Culture Be Reconciled?
About Andrés Tapia (Korn Ferry)
Throughout Europe, Asia, North America, and his native Latin America, Mr. Tapia has served clients in shaping their enterprise-wide diversity and inclusion business cases and strategies across industries—including financial, technology, healthcare, retail, manufacturing, government, not-for-profits, and education—with dozens of Global 500 organizations as well as non-US multinationals in Brazil, South Korea, and India.
Mr. Tapia, the author of a groundbreaking book, The Inclusion Paradox: The Obama Era and the Transformation of Global Diversity, as well as the co-author of Auténtico: The Definitive Guide to Latino Career Success. He is a frequently sought-after speaker globally on the topic of diversity and inclusion. He has been published in major dailies throughout the US and Latin America, primarily through his writing for the New America Media wire service as well as on the Huffington Post.
He is the recipient of numerous leadership and diversity awards and has served on a number of boards, including currently serving on the editorial board of Diversity Executive Magazine, the corporate advisory board for the Bentley University Center for Women and Business, the Hispanic Alliance for Career Enhancement (HACE), and Ravinia Festival.
Mr. Tapia received a bachelor’s degree in modern history from Northwestern University in the Chicago area with an emphasis in journalism and political science. He grew up in a bilingual/bicultural home in Lima, Perú.
This Podcast is a follow up to our October 24, 2019 webinar, Culture Clash: Can Latino Culture Identity and Corporate Culture Be Reconciled?
In this episode of The Forum Podcast, Dan Egol and Minjon Tholen of Inclusion NextWork draw on the insights of Inclusion NextWork’s community of rising leaders across backgrounds, geographies, industries, and experience levels to explore new ways in which our generation engages with Inclusion, Diversity, Equity, Accessibility, and Social Justice (IDEAS).
As next-generation leaders continue to define our world, bridging the gap between generations is vital for ensuring strong talent pipelines, mutual knowledge sharing, collaborative innovation and sustainable growth. One of the core hallmarks of the millennial generation is the high value we place on Inclusion, Diversity, Equity, Accessibility, and Social Justice (IDEAS). In this session, we will draw on the insights of Inclusion NextWork’s community of rising leaders across backgrounds, geographies, industries, and experience levels to explore new ways in which our generation engages with IDEAS. What does incorporating an IDEAS lens across generations mean for the current and future trends in inclusive leadership in our organizations and communities? How can you as an organizational leader advocate for intergenerational collaboration by identifying and fostering the voices of emerging talent to inform your D&I strategy? Conversely, what can you as a rising leader do to cultivate your own voice and be an IDEAS champion regardless of industry, department, seniority level or background experience? Whether a current or emerging leader, you will leave this session with new insights and inspiration to engage next gen leaders as powerful partners in the future of D&I!
Hear new insights from next generation leaders on Inclusion, Diversity, Equity, Accessibility, and Social Justice
Leverage these insights from the next generation to innovate your D&I approach
Cultivate strategies to drive D&I impact from any position in your organization or community
This Podcast is a replay of our November 14, 2019 webinar, New Voices, New Visions: IDEAS About The Future of D&I From Next-Gen Leaders
In this episode of The Forum Podcast, Johnanna Ganz, Ph.D. (J. Ganz Consulting) explores occupational identity (OI), and how you can develop and sustain a healthier connection to your job.
Most people do not know what occupational identity (OI) is or how it impacts every single part of our lives. This impact is significantly amplified when the work is more than "just a job." Many working in careers focused on social and cultural change view their careers as an extension of their beliefs and core values; their occupations are a key part of how they express what matters to them. Yet, many professionals do not know how to name or manage the connection between the sense of self and the working world. An inability to name and manage OI exposes workers and agencies to risks. Yet, well-managed OI reduces risks and leads to healthier individuals and organizations. This podcast is designed for listeners ready to enhance their DEI work through understanding and applying occupational identity.
Listeners will be able to name and explore the concept of occupational identities
Listeners will identify 2-3 risks associated with unmanaged occupational identity
Listeners will select 1-2 concrete strategies on how to continue to develop and sustain a healthier connection to their jobs and/or apply content to DEI work.
Presenter: Johnanna Ganz, Ph.D., J. Ganz Consulting
Presenter: Andrés Tapia, Korn Ferry
Corporate America says it wants more Latinos in manager and leadership roles. Latino professionals in growing numbers aspire to achieve these leadership positions. Yet what should be mutually reinforcing trends to speed up advancement are instead two forces increasingly in conflict due to deep differences between corporate culture and Latino culture. If corporations really want to create more Latino leaders, they must go beyond the necessary public declarations in support of diversity and take a zero-tolerance stance toward overt bias. This requires facing up to unconscious cultural biases that can negatively affect the evaluation of both the performance and the potential of Latino talent and generate work environments that are unattractive to many Latinos. In this session, Latino talent expert Andrés Tapia will highlight key findings based on their newly published book, “Auténtico: The Definitive Guide to Latino Career Success.” Specifically, the session will demonstrate why corporate America is totally unprepared for the future workforce that will have an increasingly Latino identity. Numerous examples will be provided on how corporate cultural norms are often at odds with common aspects of Latino heritage and behavioral tendencies. Finally, solutions will be shared on how to create corporate cultures that are more inclusive towards Latinos and which help to create the conditions that will nurture Latino career advancement.
Recognize the importance of Hispanic heritage and Latino Culture in shaping the workplace behavior of Latino professionals
Compare Latino Culture against Corporate America Culture across 6 key cultural dimensions
Develop solutions to the Latino and Corporate Culture Clash.
In this episode of The Forum Podcast, Caidin Riley, (Minneapolis College) and John Parker Der Boghossian (Normandale Community College) explore disparate responses to compliance with equity and Inclusion policies, laws, and regulations.
Too often Equity and Inclusion compliance is either undervalued or seen as optional; moreover, competing interests and lack of resources regulate Equity and Inclusion compliance to a marginalized status. This Podcast will explore disparate responses to compliance with Equity and Inclusion policies, laws, and regulations. Presenters will demonstrate several tool based solutions that address the root cause of this attitude of optional. Participants will be encouraged to reflect on the state and standards of this phenomena.
Ability to understand the difference between being reasonable about challenges and being resistant to DEI
Recognize and address overt and subtle forms of resistance
Identify and apply appropriate tools or approaches to propose sound solutions to discriminatory policies, practices, and procedures
Presenter: Caidin Riley, Director of Accessibility, Minneapolis College | John Parker Der Boghossian, Equity and Inclusion Officer, Normandale Community College
In this episode of The Forum Podcast, Mary-Frances Winters (The Winters Group, Inc.), Peggy Nagae (WMFDP), Natalia Arbulu (MassMutual) share how MassMutual is driving diversity and inclusion by focusing on insightful metrics, a system of accountability, and transformative education.
What does it take to create a leading organization in diversity and inclusion? In this Podcast, you will learn how MassMutual is driving diversity and inclusion by focusing on insightful metrics, a system of accountability, and transformative education. Hear how MassMutual partners with White Men as Full Diversity Partners (WMFDP) to deliver learning labs focused on systemic privilege, as well as The Winters Group to measure leader cultural competence via the Intercultural Development Inventory (IDI), which provides insight into how people respond to cultural differences.
How to take a holistic approach to D&I
The delicate art of gaining leadership buy-in
The importance of education and how education differs from training
How MassMutual uses metrics to effectively measure progress
Presenters: Mary-Frances Winters (The Winters Group, Inc.), Peggy Nagae (WMFDP), Natalia Arbulu (MassMutual)
In this episode of The Forum Podcast, Dr. Jacqueline Battalora, Ph.D., J.D, offers a foundation of understanding around the nuanced account of the invention of the human category "white" in law.
The session begins with an accessible and nuanced account of the invention of the human category "white" in law. People with low levels of melanin in the skin pre-existed the invention but they did not conceived of themselves as white nor is there a single reference in law to them as whites.
This session offers a foundation of understanding that will bring us together through shared knowledge rooted in law and history. The foundation provides a solid base of understanding from which so much that plagues advances in workplace D&I can be seen and then challenged - allowing us to dismantle the walls that divide us or construct a bridge over them.
Learn a piece of U.S. history central to a human division that is a barrier to D&I in the workplace
Understand both conceptually and with concrete historical evidence that race is a social construct
Draw links between the legal-historical foundation and practices within the work
Presenters: Dr. Jacqueline Battalora, Ph.D., J.D
In this episode of The Forum Podcast, Tiffany Hudson, co-founder of The Nova Collective, speaks with Dr. Jaci Devine, Research & Communication Strategy at The Nova Collective, about internal marketing best practices and storytelling techniques to use to get buy-in and generate traction for your company's programs.
How do you internally market the work you do? You may have the best diversity, equity, and inclusion (DEI) or Supplier Diversity program in the world, but it can fall flat without the proper internal communications strategy. We’re talking to Nova’s own Dr. Jaci Devine about internal marketing best practices and storytelling techniques we use to get buy-in and generate traction for your programs. We want workforces to see DEI as an opportunity and investment in personal & professional development, not a ‘check the box’ program. And that takes a Strategic Communications Plan.
This podcast is great for anyone tasked with sharing a message internally within your company or organization.
Understand the intersection of Business Objectives and Communication Objectives, and how they fit into a Strategic Communications Plan
Recognize the core pillars of a communications plan (Audience, Sources, Channel, Tone
Build capacity around best practices for positioning, storytelling, and planning D&I and Supplier Diversity communication
Presenters: Tiffany Hudson (The Nova Collective), Dr. Jaci Devine, (The Nova Collective)
Diversity and Inclusion is one of the top priorities in all big companies. However, it is still hard to successfully form teams that differ in cultural/ethnic backgrounds, sexual orientation and gender. Scientific studies show why this is so challenging: when people with different ethnic backgrounds work together more physiological stress reactions are measured in their bodies, compared to when they work in a team where everyone is alike. Cultural diversity can lead to different nonverbal interactions and as a result one cannot read the “other person” automatically and needs to invest more time to decode gestures and intentions. Add to this our human tendency to focus on our feelings and perceptions instead of statistics and significant results. When homogenous and heterogenous teams solve case studies, the heterogenous teams are more likely to solve the case, because diverse perspectives lead to questioning agreed upon assumptions and more discussions to find common ground. However, due to our blind spots mixed teams often feel uncomfortable while working together and doubt their performance. The homogenous teams on the other hand are often certain that they were successful, because working together felt effortlessly, even though their results are below heterogenous teams. When working together doesn’t feel good and teams do not realize that their results were great, it can easily come across that all D&I initiatives are meaningless.
What’s more, scientists have measured a spotlight effect: the missteps of minorities are more easily noticed, remembered longer and judged more harshly. People tend to perceive for example that when a business woman shares her view she is speaking on behalf of all women and that her opinion represents her entire gender. The same holds true for LGBTQI+ individuals or racial minorities. This effect leads minorities to automatically adapt to habits and customs of the majority, to feel less different, but the constant tension of fitting in and standing out can lead to exhaustion and less productivity. Why should we then even want diversity? Because the world is flat and it is most beneficial for any global business. The more perspectives we have the better we are in solving complex challenges and the less mistakes we make. Diverse companies show increased innovation and creativity, have reportedly better customer service and public image, attract and retain top talents, are more likely to have higher financial returns and have more motivated and effective employees.
This session contains the newest scientific findings and recent cases from industries on how to discover our blind spots when it comes to working together and also delivers a practical toolkit on how to successfully implement D&I changes across the whole firm, such as establishing a new reward structure, changing evaluation and interview procedures and on how to have courageous conversations with all employees to ensure that everyone feels respected and welcome in their work environment for who they are.
Learn how Unconscious Biases occur when trying to build an inclusive work environment
Receive scientific and industry case studies on how to attract, retain and promote minority groups
Take action with our five-step toolkit against “everyday biases” and improve your business culture
Presenter Laura Wendt, A.T. Kearney
In this episode of The Forum Podcast, Dr. Joel A. Brown examines the topic: What Does It Mean to Be LGBTQ from a cultural perspective?
Despite the legal advances made in recent years, LGBTQ people continue to be marginalized within U.S. society. According to various social indicators, LGBTQ people are disproportionately stigmatized and discriminated against due to their cultural identity and cultural sensibilities. Even in 2019, it seems that mainstream (and even intra-communal) study of queer culture has been fairly one-dimensional or superficial. This begs the question: What exactly does it mean to be LGBTQ, and how can we create a deeper understanding of our experiences?
In order to better illuminate the cultural experience of LGBTQ people, this podcast will examine the topic: What Does It Mean to Be LGBTQ from a cultural perspective? We will focus on current research and hear opinions on who our community is 50 years after Stonewall. The conversation will be genuine, warm, and lively, and will give community members and allies additional insight into who the LGBTQ community is are and what the community has contributed to society.
Presenter: Dr. Joel A. Brown
In this episode of The Forum Podcast, Lisa Love (Twin Cities PBS) explores obesity myths, stereotypes, and internalized fat phobia leading to greater understanding of people of size.
The BIG FAT DEAL is the gaping hole in the inclusion of people of size to the diversity sphere. This session will challenge stereotypes and perceptions about people of size. Experience the discrimination faced by people of size, and learn how those consequences intersect with other diversity dimensions such as gender and race. Explore internalized fat phobia and experiment with loving your body. Take the opportunity to ask a super morbidly obese person questions in our “Ask a Fat Person” Q&A section. Watch a PBS NOVA segment on obesity, discuss the science, and learn about why size is not a protected class and how inclusion of size and shape to D&I policies and programs strengthens individuals and organizations.
NOVA Study: After watching this NOVA story, do you agree with Dr. Friedman that “It’s their biology that makes it difficult for them to lose those pounds, not some personal failing.” 97% responded yes.
Explore obesity myths, stereotypes and internalized fat phobia leading to greater understanding of people of size
Acquire knowledge and concrete solutions to making workplaces more body positive and inclusive to people of all sizes
Challenge traditional thinking about inclusion of size to D&I
Presenter: Lisa Love (Twin Cities PBS)
In this episode of The Forum Podcast, Jaylani Hussein shares best management practices to support Muslim clients, employees, and colleagues.
You may know when Ramadan is. You may know about Friday prayer and halal food but how do you actually go about creating a workplace that supports your diverse workforce? Jaylani goes over different techniques and processes that are used to accommodate Muslims by different employers paying particular attention to policies and structures that have ACTUALLY been adopted by employers. This Podcast is not Islam 101. Instead, this Podcast is meant for people who are interested in and committed to making their workplaces inclusive, focusing specifically on Muslims but with some general take-aways for supporting all peoples in your workplace.
Come away with concrete ideas of how to re-restructure your workplace to be more inclusive
Learn what other people in your industry or comparable workplaces are doing to be more accommodating towards diverse religions
Leave feeling that productivity and religious accommodation can co-exist
In this episode of The Forum Podcast, Lisa Love challenges stereotypes and perceptions about people of size and looks at how inclusion of size and shape to DEI policies and programs strengthens individuals and organizations.
This Podcast is an annual conference special episode featuring playback from one of our 2018 conference Spotlight Sessions called, “What’s the big fat deal?” with Lisa Love from Twin Cities PBS.
Lisa takes the stage to Challenge stereotypes and perceptions about people of size. Experience the discrimination faced by people of size and learn how inclusion of size and shape to DEI policies and programs strengthens individuals and organizations. This Podcast will Explore internalized fat phobia and experiment with loving your body.
Presenter: Lisa Love
In this episode of The Forum Podcast, La'Wana Harris speaks about CEO and corporate activism and addresses the tough questions corporate activism raises .
PR firms are now building entire practices around CEO activism. The marketplace also reflects this ongoing transformation, with consumers either rewarding or publicly penalizing companies for their support for social justice issues or lack thereof. And there are instances where a single act committed by a single employee can impact consumer trust for an entire enterprise. Navigating this shifting landscape raises some tough questions that we will address: What are the risks and potential rewards associated with taking a stand? How do you determine when to weigh in and when to remain silent? What practical tools and techniques exist to help bridge the gap between business and societal issues? Join this webinar to explore how to empower corporate activism across all levels of the organization.
Develop effective strategies for corporate activism and managing the effects of societal issues in the workplace.
Create a readiness framework for responses that honor your values and beliefs at the individual and organizational level.
Apply a coaching model to empower standing up and speaking out.
Presenter: La'Wana Harris
In this episode of The Forum Podcast, Milagros Phillips speaks to the concept of colorism, its history, and its impact on today's workplace.
More than 100 years before the Mayflower landed on what is now known as the continental USA, colorism was being used as a form of division that determined your economy, class, and position in society. Today colorism is alive and well and could undermining hiring, promotion, retention, mentoring and ultimately your bottom line. Join us in exploring this 500-year-old legacy and its impact on our modern workplace, as we seek to create inclusion and belonging in our organizations.
What is colorism and its history?
The various ways colorism impacts diversity and inclusion
How awareness of colorism can change the way you do business
Presenter: Milagros Phillips
In this episode of The Forum Podcast, Devin C. Hughes talks about the positive impact of inclusive work environment as a performance enhancers.
The research is clear—positive and inclusive environments are performance enhancers. They are characterized by higher productivity, less turnover and more resilient cultures. Organizations with happy employees outperform the competition by as much as 202% . Happy and engaged employees are committed and passionate about the work they do, resulting in higher performance and lower turnover rates. Leaders who know how to cultivate positive emotion tap into an endless well of psychological capital – hope, optimism, confidence, resilience and belief – that has the power to keep people and teams innovating, creating value and more successful even in tough times. Attend and learn the real, tangible and actionable steps to building a better workplace culture, using a proven method for culture change.
Review the prevalence and cost of poor employee well-being and unhealthy culture.
Understand how Positive Psychology and Social-Emotional Intelligence impacts employee performance and organizational health.
Learn key strategies to improve communication and trust throughout your organization.
This Podcast is a replay about January 24, 2019 webinar titled, "Third Wave: The Future of Work, Engagement, Well-Being & Inclusion."
In this episode of The Forum Podcast, President and Co-Founder of International Insights Dr. Gleb Tsipursky speaks on how we can overcome our native tribalism through emotional and social intelligence.
Listeners of today's Podcast have the opportunity to receive an offer by Dr. Tsipursky. More details available on the Podcast.
According to the Pew Research Center, the U.S. Asian population is diverse. A record 20 million Asian Americans trace their roots to more than 20 countries in East and Southeast Asia and the Indian subcontinent, each with unique histories, cultures, languages and other characteristics. The U.S. Asian population grew 72% between 2000 and 2015 (from 11.9 million to 20.4 million), the fastest growth rate of any major racial or ethnic group. The median annual household income of households headed by Asian Americans is $73,060, compared with $53,600 among all U.S. households. About half of Asians ages 25 and older (51%) have a bachelor’s degree or more, compared with 30% of all Americans this age. Yet in a recent study it was found that Asian Americans Are the Least Likely Group in the U.S. to Be Promoted to Management. Also many companies choose to lump all Asians into a single group for representation which can be detrimental for your business.
This session looks at key research by Community Business into the differences between Western and Asian perspectives in the workplace, talent and leadership. It also looks at the diversity of Asia and Asians, providing an explanation as to why, companies need to pay more attention to how they treat their Asian employees and customers.
1.) Learn about key differences in the perspective of Western and Asian leadership and working styles.
2.) Understand the diversity of Asian talent and customers.
3.) Have some key takeaways on how to engage Asian talent and customers differently.
Florence Chan, Community Business
Linda Akutagwa of Leadership Education for Asia Pacifics Inc.
The need for more diverse and inclusive organizations is broadly accepted today. Still, organizations keep struggling with driving change successfully: While seven in ten respondents to a survey conducted for Newsweek say the topic is clearly visible on the strategy of their organization, just two in five express that they are on track to achieve their diversity and inclusion (D&I) goals. And there is a stuck pattern emerging. Just a minority of those off track say they “could be doing more to support D&I”.
Based on a global survey of D&I professionals and senior leaders, this webinar provides insight in actions that have an impact. By looking at what sets successful organizations apart, it introduces key success factors and pragmatic ways to more effectively drive the change for greater diversity.
Learning Outcomes: 1. Gain insight in key D&I practices that have an impact. 2. Understand what sets successful organizations apart. 3. Learn from industry best practices.
Presenters: Veronika Hucke, D&I Strategy and Solutions and Lisa Kepinski, Inclusion Institute
Smart teams fuel company growth, and these days, ERGs are driving the front lines of business like never before. At the same time, the role of the Executive Sponsor has never been more critical in supporting this value creation, and harnessing the potential of these tremendous leadership pipelines.
From the pages of JBC’s white paper, “Executive Sponsors Fuel High-Performance ERGs,” Jennifer Brown (Jennifer Brown Consulting) along with Guido Tamburini (Capco) and Monica Boll (Accenture) discuss how leadership can help leverage the executive sponsor role as a powerful catalyst to accelerate ERG maturation and business alignment. Executive Sponsors have played an important role so far in helping ERGs create a compelling value proposition for the organizations that support them and for prospective members. Going forward, the role of executives will only increase. Learn rationales and methods for deploying Executive Sponsors who help company ERGs produce beneficial business results.
One of the most common frustrations and questions asked by women and people of color, and by DEI professionals is the proverbial "How do I get a seat at the table?" More and more professionals report that they want to be recognized as valuable contributors in important business decisions, gain the credibility and visibility that their counterparts experience (often with less effort), and they want access to opportunities. Unfortunately, when the global workforce demographics have shifted significantly over the past 20 years, too many minorities still experience microaggressions, being overlooked, marginalized, and undervalued, and still do not have a seat at the table.
In this webinar playback, Dr. Shirley Davis will identify the key skills and behaviors and proven strategies and techniques that will enable minority professionals to not just "earn a seat" at the senior leadership table but how to sustain their level of influence and impact in their organizations.
Women’s participation in the global workforce has increased across industries and sectors, yet women remain underrepresented in business leadership roles worldwide.
Although evidence shows that gender diversity contributes to improved performance and effectiveness within organizations, there remain many systemic and organizational barriers to women’s participation and inclusion in the workplace. Cultural expectations, norms and values further impact and inhibit the ability of women to advance to leadership positions.
There are strategies that both organizations and women themselves can employ to increase leadership opportunities in the workplace. During this engaging and informative webinar, we will draw on current and relevant research and examples to explore challenges and strategic opportunities for the advancement of women in leadership in the global workplace and marketplace.
In this podcast, we will share a powerful case study for creating a global virtual technical network that combined a knowledge management platform along with explicit inclusion mindsets and behaviors to make problems visible and solve technical problems more rapidly across a complex, recently merged enterprise.