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The Forum on Workplace Inclusion Podcast

The Forum on Workplace Inclusion Podcast

By Forum on Workplace Inclusion

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 35 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 belonging by engaging people, advancing ideas and igniting change.
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Ep. 14 What Does It Mean to Be LGBTQ?: 50 Years After Stonewall

The Forum on Workplace Inclusion PodcastJun 19, 2019

00:00
58:50
Episode 116: Employer Pipeline Programs are a Win/Win/Win for Corporations, Higher Education Institutions and Up-and-Coming Employees

Episode 116: Employer Pipeline Programs are a Win/Win/Win for Corporations, Higher Education Institutions and Up-and-Coming Employees

In this podcast you will hear from Travelers and Augsburg University about the benefits of Employer Pipeline Programs. These two partner organizations will take you through the history and structure of Travelers premiere employer pipeline program, Travelers EDGE.

Learn how EDGE is transformational in the lives of its participants and why more employer pipeline programs like this are needed in our society.



Dec 16, 202327:09
Equitable Dinners at Work: Race Equity in the Workplace

Equitable Dinners at Work: Race Equity in the Workplace

Equitable Dinners at Work are custom programs supporting your workplace commitment to advancing equity and belonging through meaningful opportunities for empathy, understanding, and a safe space to practice talking about race and other difficult topics. Based on Out of Hand Theater’s model of Art + Information + Conversation = Culture Shift ©, Equitable Dinners at Work is our solution to a common problem of embedding diversity, equity and inclusion principles in daily organizational practice and gives you skills to enact it in your context. You will leave this session with: 1) Increased understanding of how the arts can be used to activate empathy for people of diverse identities by making the lived experiences of other people appreciatively visible. 2) Increased awareness of how using the Art + Information + Conversation = Culture Shift © model supports ease in naming and discussing equity, diversity and inclusion issues in the workplace. 3) Increased understanding of how this model inspires participants toward taking positive action in alignment with your workplace commitment and their spheres of influence.

Dec 16, 202337:27
Ep 114 Worker Equity: How Employers Can Protect The Reproductive Health of Their Whole Workforce 

Ep 114 Worker Equity: How Employers Can Protect The Reproductive Health of Their Whole Workforce 

There is a compelling body of data that shows how limited access to reproductive health services will harm America's workforce and negatively impact US companies. Limits on reproductive health access also disproportionately harms marginalized communities and is therefore a worker equity issue.


Join us for a deep-dive workshop on how employers can best protect the reproductive health access of their workforce with seven key benefits. Using Gender IDEAL's Pro Repro Playbook, we'll dig into the why and how to provide these benefits, reviewing a cost/benefit calculator, the process for adding benefits, and specific platforms that have developed products to support employers' ability to safely and confidentially provide these benefits.


Learning Outcomes:

  1. Understanding the business case why organizations should protect workers' reproductive health access and why it is an equity issue.

  2. The seven benefits that are critical to protecting worker reproductive health and safety

  3. How to price the costs and benefits of the seven benefits, and specific tools that exist to help employers provide these benefits to their workforce

Mar 22, 202349:01
Ep 113 Unleash the Magical Momentum of Group Mentoring Circles to Reinvigorate ERGs

Ep 113 Unleash the Magical Momentum of Group Mentoring Circles to Reinvigorate ERGs

Are your Employee Resource Groups losing steam? Research shows mentoring is a proven solution for the advancement and retention of top talent. Many organizations do not have enough mentors to meet the requests. More hybrid and remote work environments make it more difficult for employees to find mentors and find the time to connect.

Join us to learn how group mentoring circles can allow you to scale your mentoring efforts, maximize your reach, excite your mentors, ignite peer mentoring, and save your mentors time.

Learning Outcomes:

  1. Understand how group mentoring can be easily scaled within an ERG to spark deeper connections and a sense of community and belonging.
  2. Learn how to launch and sustain momentum with budget-friendly resources to increase executive leadership and employee engagement.
  3. Gain ideas on how to provide equitable access to mentoring and potential sponsorship as you grow the program.
Mar 09, 202335:52
Ep 112 Transgender Inclusion: What Does it Mean, Why Does it Matter, and What Can You Do?

Ep 112 Transgender Inclusion: What Does it Mean, Why Does it Matter, and What Can You Do?

In this podcast this human will share his story as an openly transgender man who came out at 15—one of the first to do so in his entire town. Despite being a rapidly-growing group of over 3 million individuals, trans, nonbinary, and gender-nonconforming people are often left out of DEI efforts and conversations. After reviewing what it means to be transgender and all of the language that comes up in these conversations, we'll discuss issues facing the transgender community in the workforce and the world at large, why it matters to be proactive about your company, and what your organization can do to create a safe, supportive environment for all people.

Learning Outcomes: 

  • Listeners will gain a strong understanding of what it means to be transgender or nonbinary.
  • Listeners will understand the importance of active allyship in all scenarios, even and especially when there isn't a transgender person around.
  • Listeners will feel equipped to be active allies and champions for transgender and LGBTQ+ people in all areas of life.
Feb 23, 202342:03
Ep 111 Our Black History in Fifty States

Ep 111 Our Black History in Fifty States

In this podcast you’ll learn about the United States’ diverse histories and how they impact work culture while expanding perspective regarding whose history is relevant/important.


Learning Outcomes:
Understanding the impact sharing diverse histories has on work couture.
Identify goals, develop strategies and determine further actions for personal growth.
Expand perspective regarding who’s history is relevant/important. 

Feb 15, 202340:42
EP 110 Feedback: The Key to Retaining Your Frontline Supply Chain Workforce

EP 110 Feedback: The Key to Retaining Your Frontline Supply Chain Workforce

Learning Outcomes 

- New data from WorkStep about the #1 reason for supply chain worker turnover.

- Companies awareness of the issues.

- What companies can do to overcome the workforce shortage.


Description 

New research from WorkStep – a hiring and retention platform for supply chain – found that 77% of frontline employees are considering new roles in the next three months.
Historic employee turnover continues to plague businesses operating in the supply chain. WorkStep’s looks at the top factors contributing to employee dissatisfaction, as well as other key themes: The Great Resignation is far from over. Aside from more than three-quarters of respondents saying they plan to explore a new role, the data also found: 46% have been in their current roles for less than one year 54% have switched jobs in the past year
Despite record high turnover, management teams rarely, if ever, ask for feedback from their frontline supply chain workforce.
41% of respondents said management never seeks feedback
8% say they’re asked to provide feedback once a year
For the employees that get to provide feedback, 70% say their voices aren’t being heard.
CEO and co-founder of WorkStep founded WorkStep to help companies empower their frontline workers. The supply chain is a struggling industry that will not recover if these workers continue to be disregarded.

Jan 26, 202335:00
EP 109 Redirecting Negative Behavior

EP 109 Redirecting Negative Behavior

Learning Outcomes 

1. Taking steps to increase 4 core feelings (at work, home, school or community) to eliminate shame and increase healthy belonging and significance.

2. Steps to redirect power struggles (one of 5 patterns) when people believe "might makes right" and "win/lose" is how life works.

3. Forgiving self by knowing 4 steps of change: Unconsciously unhelpful, CONSCIOUSLY UNHELPFUL (get kind), consciously helpful, unconsciously helpful.


Description 

Challenged by poor behavior in others? Tired of harshness AND permissiveness in reaction to it? What do you do, think, and say when people annoy you, anger you, hurt you, worry you or insult you? Are you looking for ways to gain cooperation with adults and children and effect change without diminishing yourself or others? Want effective alternatives to harshness or permissiveness when facing poor behavior? This presentation is for anyone challenged with poor behavior, who wants an effective resolution that preserves the dignity of all involved and improves relationships and a positive sense of community in all.

Jan 11, 202301:01:14
EP 108 Reaching Back: Let's Give the Opportunity to our Future

EP 108 Reaching Back: Let's Give the Opportunity to our Future

Learning Outcomes 

- The earlier the knowledge the better the outcome

- Become more selfless than selfish

- It's never to late


Description 

Inspiring The future Leaders with Guest Joseph Ballard jr & Jacory Whitley aka YB-CEO
Ceo of Millionaire Status Records and One Sound North Nonprofit and Manager of One Sound Studio North, for a fascinating conversation about leadership, reaching back for the youth, company culture, the business landscape in Memphis TN and Minneapolis MN.


Dec 12, 202249:53
Ep 107 Thanksgiving Special Throw Back - You Hear or Say Something Offensive. Then What? Strategies for Increasing Your Effectiveness Around Diversity

Ep 107 Thanksgiving Special Throw Back - You Hear or Say Something Offensive. Then What? Strategies for Increasing Your Effectiveness Around Diversity

Learning outcomes

•Identify key concepts to keep in mind when communicating across differences

•Acquire effective strategies that will help take the adversity out of diversity dialogues

•Develop an action plan for improving your effectiveness around diversity and building more inclusive work environments

Description 

Nowadays, organizations are actively seeking to diversify their workforce, not only because of the impact of demographic changes but also because of the proven benefits diversity brings. Unfortunately, as our workplaces diversify, so does our level of discomfort in working across differences. Many of us feel unprepared for such encounters and, as a result, end up widening the diversity gap. For example, we may say something and unintentionally offend someone. Other times, we say nothing at all because we are afraid to say the wrong thing. We may also wish to take action when witnessing an act of intolerance but lack the skills to educate in an effective and respectful manner.

In this podcast, you will gain understanding about how comments such as, “I don’t see color,” and many others impact coworkers despite good intentions, learn strategies to help increase your diversity skills and competence, and develop an action plan for improving your effectiveness around diversity.

Nov 23, 202238:12
Ep 106 Bridge Builders for Inclusion

Ep 106 Bridge Builders for Inclusion

Have you ever wondered how to make systems-wide organizational changes in DEI? When ERGs and training are not moving the needle on your DEI measures, you need a new organizational strategy. By identifying, assessing and developing already existing influencers in every department and at every level in your organization, you can begin to create a Bridge Builder program.
Bridge Builders become the linking agents to create stronger organizational communication and more effective collaborative social networks. This is a top-down and bottom-up generative approach to align and support your DEI efforts. In this podcast, Dr. Kanu Kogod will present two examples about how this strategy was implemented- one in a large pharmaceutical company and another at a national non-profit organization. You will be introduced to the four key skills and five roles of a Bridge Builder and the key elements in a Bridge Builder program.

Learning Outcomes:

  • Discover a systemic strategy for DEI in uncertain environments based on social
    networks
  • Understand the four fundamental bridge- building skills and why they matter so much
    for success.
  • Learn how the five roles of a Bridge-Builder vary by interest, skill and need.
Nov 10, 202201:06:10
Ep 105 Inequity: At What Cost?
Oct 26, 202256:23
Ep 104 Weirdness in the Workplace: Disability Inclusion is More than an Email

Ep 104 Weirdness in the Workplace: Disability Inclusion is More than an Email

Despite progress in the area of disability inclusion, there are still daily examples in the workplace of attitudes, beliefs, and actions toward people with disabilities that are, in a word, weird. For example, a department director sends a company-wide email telling employees that a new employee with a disability is starting. A manager makes assumptions about a usually high-performing employee who suddenly begins to struggle. Or a presenter at a large meeting says they will project their voice rather than using a microphone.

This podcast episode features professionals who share their lived experiences of disability-related weirdness in the workplace. We will challenge listeners to explore attitudes and beliefs; discuss reactions to examples presented; and bring creativity, ideas, and expertise to develop strategies and resources to be shared. We will identify ways participants can help build a work culture that treats all people with respect.

Learning Outcomes:
• Recognize workplace behaviors that perpetuate isolation and segregation of people with disabilities

• Identify ways to build a workplace culture that treats all people with dignity and respect

• Gain tools and resources to support initiatives to #stopmakingitweird in the workplace


Oct 12, 202246:15
Ep 103 Un Caribe en Nueva York: A Puerto Rican in the diaspora in the US workplace

Ep 103 Un Caribe en Nueva York: A Puerto Rican in the diaspora in the US workplace

On todays podcast Dr. Leo will discuss what the current Puerto Rican diaspora is, its impact on individuals living in the US and considerations for working with Puerto Ricans who have left the island.

Learning Outcomes: 

  • Define what is meant by Puerto Rican Diaspora.
  • Define 3 aspects that make Puerto Rican migrants to the USA unique. 
  • Identify at least 2 uniquely Puerto Rican challenges that PR employees face when living in Main Land USA.
Sep 26, 202241:16
Ep 102 Beyond the Blame Game: Religion and LGBTQ Inclusion at Work Continued

Ep 102 Beyond the Blame Game: Religion and LGBTQ Inclusion at Work Continued

In this special bonus episode of The Forum Podcast, Nina Boe from Tanenbaum Center for Interreligious Understanding and Jean-Marie Navetta from PFLAG National answer questions from listeners that attended our July 21, 2022 Webinar Beyond the Blame Game: Religion and LGBTQ Inclusion at Work

Nina and Jean-Marie answer the following questions:

Question 1: Some of the data you presented indicated that many Christians in America feel that they are being persecuted and discriminated against for their beliefs. Have you heard that Christians are saying they are discriminated against because of LGBTQ+ ERG activities? Where do you think this idea comes from?

Question 2: What data can we bring to gatekeepers that this conversation about religion and LGBTQ+ identities in the workplace is needed?

Question 3: One of the things you talked about was being aware of the kinds of programming that ERGs do to not inadvertently, for example, invite a speaker considered inflammatory to certain groups. Could a fairly simple checklist be used to vet potential speakers and other similar situations across multiple considerations?

Question 4: When someone is curious and wants to learn more about any particular dimension of difference - what are your best practices for setting up safe spaces for people to ask the questions that they may not ask in ERG settings - essentially where can employees practice safely at work?

Question 5: Should we avoid talking about misinterpretation of Bible quotes, for example, to avoid confrontation?

Question 6: "Tolerance for all but the intolerant" What do you think about this phrase? How do we tolerate people who have negative views?

Question 7: What could be a good response to the notion expressed as, “I don't want to endorse that lifestyle” when people decline to participate in LGBTQ+ ERG activities? Difference between affirming and learning? 

Question 8: Do you think members of inclusive churches feel a special responsibility to hold members of non-inclusive churches accountable for the impact of that exclusion?

Sep 08, 202201:05:14
Ep 101 What is Your X? Why the Workplace is the Perfect Place to Discuss the Undiscussables, Race + Racism Continued

Ep 101 What is Your X? Why the Workplace is the Perfect Place to Discuss the Undiscussables, Race + Racism Continued

In this special bonus episode of The Forum Podcast, Margaret Greenberg and Gina Greenlee from The Business of Race, LLC answer questions from listeners that attended our June 16, 2022 Webinar What is Your X_ Why the Workplace is the Perfect Place to Discuss the Undiscussables, Race + Racism.

Margaret and Gina answer the following questions:

Question 1: Race means different things to different people. What does "Race" mean to the two of you?

Question 2: Are you aware of the IDI (Intercultural Developmental Inventory) tool and if so, would you recommend using this tool with the OSA?

Question 3: [And speaking of metrics} What are some likely metrics for equity?

Question 4: Could you speak to responding to an organization hesitant to explore this topic? [of workplace racial equity]

Question 5: Can you discuss the increased focus on performance and outcome?  How do you manage expectations for those who feel DEI is fixable rather than an ongoing part of an organization’s culture?

Question 6: How does this book address the “othering of racially diverse talent” so that white talent doesn’t feel that it is an attack on whiteness and a burden on them to learn/unlearn?

Sep 08, 202201:17:27
Ep 100 Interrupting Intercultural Codeshifting: Global ICDEI Through a Strengths-Based Lens Part II

Ep 100 Interrupting Intercultural Codeshifting: Global ICDEI Through a Strengths-Based Lens Part II

COVID has created an unanticipated world where we have greater virtual access to others. As teams span geographical and national boundaries to collaborate, the need for deeper intercultural and diversity, equity, and inclusion (ICDEI) awareness, practical tools, and skills has never been more vital.

The world has changed and won’t change back to the way it was, so creating a bridge to greater awareness between incredibly diverse team members, and between oneself and others is critical for optimized workplace communication and performance necessary for solving complex problems.

It is possible to develop an environment with intercultural diversity, incorporating multiple languages and nations, that transcends divisiveness and amplifies the gifts of diversity.

We transformed a network of global intercultural organizations to create conversations that pushed through defensive attitudes and adversarial barriers and moved directly to embrace individual, team, and organizational strengths.

Learning Outcomes
  • Learn to create psychological safety in a highly diverse large group (50+)
  • Understand the importance of relational versus positional respect as a game changer in complex times
  • Achieve 100% engagement in ideating amongst diverse groups


Aug 24, 202224:44
Ep 99 Interrupting Intercultural Codeshifting: Global ICDEI Through a Strengths-Based Lens Part I

Ep 99 Interrupting Intercultural Codeshifting: Global ICDEI Through a Strengths-Based Lens Part I

COVID has created an unanticipated world where we have greater virtual access to others. As teams span geographical and national boundaries to collaborate, the need for deeper intercultural and diversity, equity, and inclusion (ICDEI) awareness, practical tools, and skills has never been more vital.

The world has changed and won’t change back to the way it was, so creating a bridge to greater awareness between incredibly diverse team members, and between oneself and others is critical for optimized workplace communication and performance necessary for solving complex problems.

It is possible to develop an environment with intercultural diversity, incorporating multiple languages and nations, that transcends divisiveness and amplifies the gifts of diversity.

We transformed a network of global intercultural organizations to create conversations that pushed through defensive attitudes and adversarial barriers and moved directly to embrace individual, team, and organizational strengths.

Learning Outcomes

• Learn to create psychological safety in a highly diverse large group (50+)

• Understand the importance of relational versus positional respect as a game changer in complex times

• Achieve 100% engagement in ideating amongst diverse groups

Aug 17, 202201:25:59
Ep 98 The Art of Diplomacy: Skills for DEI Practitioners from the Diplomatic World

Ep 98 The Art of Diplomacy: Skills for DEI Practitioners from the Diplomatic World

Working across differences and bringing together divergent points of view is integral to the work of diplomats. The ability to build coalitions, understanding, and an agreement for how to achieve a common goal are skills that are also applicable for DEI practitioners. Both diplomats and DEI professionals must manage competing priorities, budgets, and being accountable for achieving their goals.

This podcast shares the ENVOY Model with participants as a framework for key insights from the diplomatic field and how they can be used to achieve the desired end results for DEI practitioners.

Learning Outcome: 

•  Learn techniques to build coalitions to promote and implement DEI initiatives

Aug 10, 202241:20
Ep 97 Connecting the Dots Between Decision-Making and Inclusion

Ep 97 Connecting the Dots Between Decision-Making and Inclusion

Decision-making takes place at every level of an organization every single day, whether within a team working on a project, a department setting targets, or in the C-Suite as leaders make structural changes. In this session, Lisa Russell, co-founder and CEO of Aleria, along with Alexis Gonzales-Black, Partner and Org Design Practice Lead at August Public, will discuss how organizations can build stronger, more inclusive workplaces through better decision-making. They share insights and data from Aleria's work measuring inclusion that demonstrate how decision-making structures cause exclusion and the most common frustrations employees have, as well as tangible tips and guidance from August Public's work to change how people approach decision-making and improve these processes.

Learning Outcomes: 
• Explore specific recommendations around organizational design to be more transparent and increase communication

• Understand the importance of recognition at all levels and cross-department

• Learn how to reduce the feeling of being siloed

Aug 03, 202235:47
Ep 96 Building a Diversity Program as an HR Professional Continued

Ep 96 Building a Diversity Program as an HR Professional Continued

In this special bonus episode of The Forum Podcast, Kari Heistad (Culture Coach International, Diversity Dashboard) answers questions from listeners that attended our May 19, 2022 webinar Building a Diversity Program as an HR Professional.

Kari Heistad answers these questions from our listening audience:

  • Is a DEI Strategy or Equity Strategy/Policy is needed prior to starting substantive DEI work? Or is it important to get that buy in first?
  • What is recommend as an early action to get alignment on roles/expectations for our partners in HR?
  • What is recommend on how to continue to drive employee participation and engagement in ERGs and to keep them focused on the goals? Should ERG members be compensated financially?
  • Approximately how much ERG money is acceptable? And is this money for the group, or compensation for the group leaders?
  • Are there suggestions other than utilizing diversity websites for recruiting?
  • What are some metrics and/or outcomes you suggest we look at or use to measure progress in DEI?
  • What are the qualifications you would recommend for DEI council member?
  • Are there resources for having courageous conversations with individuals that are resistant to DEI initiatives?

For additional context and insight into this topic and conversation, watch the replay of Building a Diversity Program as an HR Professional.

Jun 23, 202201:03:36
Ep 95 Virtual Attraction - Designing and Implementing Inclusive Strategies for Virtual Recruiting

Ep 95 Virtual Attraction - Designing and Implementing Inclusive Strategies for Virtual Recruiting

In this episode of The Forum Podcast, Marie Larson (City of Minneapolis) and Karyn Berg (Ramsey County) provide information and resources to design, implement, and improve candidate outreach through virtual recruiting.

The unprecedented challenges of COVID-19 have left organizations struggling to find effective, efficient methods for reaching candidates. As they re-examine standard practices, many companies find they lack the tools and networks they need to locate diverse applicants in today’s fluctuating labor market.

This episode will dive deep into the power of collaboration, examine revamped messaging and processes for virtual recruiting experiences, and emphasize the importance of building inclusive opportunities to maximize your diverse hiring potential.

Learning Outcomes
  • Design a virtual recruiting strategy—identify and prioritize your goals
  • Expand your collaboration—inventory recruiting channels and identify additional partnerships
  • Create your action plan—use our template to guide your planning, charting a course for success!
Show Notes

Companion Planning Guide - Download

Podcast timestamps:

  • Introduction/Overview: .00- 7:50
  • Segment 1: 7:50-20:08
  • Segment 2: 20:08 – 27:05
  • Segment 3: 27:05 – 40:00

Segment 1 Resources:

Presenter Contact Information:

  • Marie Larson, Industry Relations Manager
    City of Minneapolis Department of Community Planning and Economic Development
    Marie.larson@minneapolismn.gov
    LinkedIn
  • Karyn Berg, Planning and Evaluation Analyst
    Ramsey County Workforce Solutions
    Karyn.berg@co.ramsey.mn.us
    LinkedIn
Jun 07, 202247:48
Ep 94 A Public Health Perspective on DEI and Health Equity

Ep 94 A Public Health Perspective on DEI and Health Equity

In this episode of The Forum Podcast Dr. Harry Petaway (Equity Communities of Practice) chats with us on how social determinants of health are interlaced with DEI and collaborative approach to health equity.

Topics covered in this episode
  • What is Health Equity
  • Why is health equity all of our responsibility
  • How corporate and community DEI initiatives influence health equity
  • Who’s responsible for health equity?
  • How do corporate and community DEI initiatives influence Health Equity?
  • How can organizations like the Forum on Workplace Inclusion help achieve Health Equity?
  • What can we do as individuals to help Health Equity?
May 25, 202252:13
Ep 93 Achieving Community Engagement and Social Impact Through a Community-Based University Partnership

Ep 93 Achieving Community Engagement and Social Impact Through a Community-Based University Partnership

In this episode of The Forum Podcast Dr. Charlyn Hilliman (Capella University) and Dr. Barbara Butts Williams (Capella University) explore how an established direct path is possible between talent, employment, and leadership skills through strategic partnerships.

Through thoughtful partnerships between community-based organizations and universities, an established direct path is possible between talent, employment, and leadership skills. These strategic partnerships help mitigate social and economic inequities and give back to employees, thus changing lives where they work and live. The aim is to positively impact our community and regions through the power of education and applied scholarship.

The community-based and university partnership’s mission focus is to provide fellows from cultural and economic development groups, local government, and major employers with the tools, resources, and experiences to make a lasting impact on our society.

This podcast episode provides best practices, outcomes, and strategies for engaging members ready to demonstrate active leadership, community engagement, and a commitment to help mitigate social, economic, health, racial, and educational inequities within their communities.

Learning Outcomes
  • Develop community engagement strategies that provide a direct path between learning and employment
  • Examine the tools, resources, and experiences used by participating employees to impact society
  • Explore a model for talent, community engagement, and leadership development through partnerships
May 13, 202230:03
Ep 92 Changing Generational Poverty By Paying People to Learn Tech Skills

Ep 92 Changing Generational Poverty By Paying People to Learn Tech Skills

In this episode of The Forum Podcast Irma Olguin Jr. (Bitwise Industries) and Michelle Skoor (Bitwise Industries) explores how the tech industry could use paid apprenticeships to approach systemic inequities in the tech industry and curb generational poverty.

The tech industry has a workforce shortage and a major problem with the lack of diversity within its ranks. If companies look for talent in new places, they will find many people from underserved communities to fill these roles. The challenge is that many of these people can’t access the education needed to enter the industry. So how do we upskill people who can’t afford traditional training programs?

The simple answer is: Pay them to learn. Using the budget for existing IT projects, companies can instead build apprenticeship programs or work with firms that leverage apprentices to build the software. This allows people, who would otherwise have no way to afford training, to acquire hands-on technical experience.

Tech, as one of the fastest-growing industries, has the ability to change the lives of some of the most vulnerable in the U.S. When the tech industry leverages apprenticeship programs, people who were trapped in poverty have access to high-wage, high-growth jobs.

Learning Outcomes
  • Understand how companies that use apprentices benefit the most from the arrangement
  • See how having a diverse workforce leads to innovation and is a competitive advantage
  • Learn that apprentices can build infrastructure for outdated IT platforms while escaping systemic poverty
Apr 27, 202244:36
Ep 91 Developing the Next Generation of Little Allies

Ep 91 Developing the Next Generation of Little Allies

In this episode of The Forum Podcast Julie Kratz shares stories, ideas, and research from her new children’s book, “Little Allies.” She discusses the importance and impact of having conversations about diversity, inclusion, and allyship earlier with the children in our lives.

Julie wrote her book in response to difficult conversations about racism at home with her own daughters. “Little Allies” and this talk are meant to be a resource to help parents and people leaders everywhere guide little ones along this journey toward allyship."

Learning Outcomes
  • Why we need to talk to kids and start this conversation earlier
  • What being an ally means: Allyship starts at home and kids naturally enjoy diversity
  • How to be an ally: Allyship is a journey and adults are modeling it every day
Apr 12, 202234:27
Ep 90 Building Mental Fitness: Shift From Surviving to Thriving

Ep 90 Building Mental Fitness: Shift From Surviving to Thriving

In this episode of The Forum Podcast Amy Yip (Amy Yip Coaching) shares what mental fitness is, why it matters, skills & practices to build their own mental fitness, and how to apply it in cultivating a more diverse, equitable, inclusive workplace.

If you’re physically fit, you’d be able to climb a steep hill without much physical stress. Same with mental fitness. The more mentally fit you are, the more you’ll be able to handle the stress, anxiety, and frustrations that come from work and personal life challenges.

Recent events such as the pandemic, social unrest, and political changes have overstretched many of us. Mental fitness is the X factor. Your level of Mental Fitness is the best predictor of how happy you are, and how well you perform relative to your potential. It’s the key to unlocking your growth mindset and ability to evolve, change and adapt. So you can not just survive but thrive in these tumultuous times. Good news: like physical fitness, you can boost your mental fitness with practice.

Learning Outcomes
  • Describe what mental fitness is and why it’s important to building a positive workplace culture
  • Identify and summarize the three core muscles at the root of mental fitness
  • Apply the mental fitness skills and practices to better handle daily work & personal life challenges
Mar 28, 202201:01:23
Podcast Ep. 89: Ensuring Equity and Belonging in the Future World of Work

Podcast Ep. 89: Ensuring Equity and Belonging in the Future World of Work

In this episode of The Forum Podcast, Jennifer Brown (Jennifer Brown Consulting) shares actionable insights for leading in today's changing and uncertain environment, creating workplaces that are equitable and inclusive for all members, and becoming a purpose-driven organization.

The nation’s future increasingly relies on corporate leaders doing the right thing. To maintain economic viability in the future, today’s leaders must tackle systemic racism and remove the barriers that prevent the full participation and inclusion of marginalized groups - in society and in the workplace. Solving the nation’s legacy of inequality and achieving real change will require authentic, inclusive and intentional leadership. The most effective leaders are cultivating new traits, including empathy, self-awareness, vulnerability, cultural competence, emotional intelligence, and risk taking. They are personally committed to diversity, equity and inclusion (DEI), purpose and sustainability - and are willing to hold themselves and others publicly accountable for results.

Learning Outcomes
  • Cultivate the leadership traits needed to lead through periods of change and uncertainty
  • Adopt best practices to build accountability for DEI results at all levels of the organization
  • Build cultures where all employees are allies and upstanders for equity and inclusion.
Mar 10, 202246:34
Ep 88 Identifying and Addressing Microaggressions with Volunteers (And Other Well-Meaning People)

Ep 88 Identifying and Addressing Microaggressions with Volunteers (And Other Well-Meaning People)

In this episode of The Forum Podcast, Wendy Vang-Roberts (Minnesota Alliance for Volunteer Advancement) and Yixiu Chen (State of Minnesota Department of Human Services) discuss the way unconscious biases show up in the form of microaggressions.

Most volunteers are kind, amazing people who care about your cause and want to help others, so it’s rare that they would blatantly or intentionally say or do something hurtful. But we all hold biases. Some that we may not be aware of. These are unconscious biases, and they can show up in the form of microaggressions, which can be challenging to address, especially with well-meaning people. In this interactive session, we will define and provide examples of microaggressions, discuss how they can show up in volunteer programs and talk about the harmful effects they have. You will leave with strategies to navigate these difficult conversations with your volunteers to create more inclusive spaces.

Learning Outcomes
  • Participants will gain an understanding of microaggressions and how they show up
  • Participants will gain an understanding of the harmful effects of microaggressions
  • Participants will leave with strategies to address microaggressions
Mar 04, 202250:30
Podcast Ep. 87: Theory of Racelessness

Podcast Ep. 87: Theory of Racelessness

In this episode of The Forum Podcast, Dr. Sheena Mason (Theory of Racelessness) returns for another timely deep dive into the Theory of Racelessness, which reflects two philosophical positions on “race” that are uncommonly taught & commonly misunderstood: skepticism—the belief that race does not exist in nature—& eliminativism—the position that the concept of race, whatever it is, should be eradicated from human society.

Dr. Sheena Mason's theory of racelessness is a methodological & pedagogical framework for analysis that illustrates how the undoing of racism requires the undoing of “race.” Her theory inspires a more astute identification & analysis of racism. It stops the unintentional reification of racism by ceasing to uphold race ideology and its corresponding language. Theory of racelessness is also a philosophy of race that extends & explores the boundaries of racial skepticism & delineates more precise paths toward racial eliminativism, which she interprets as enabling us to transcend racism finally. Such transcendence allows us to recognize our individual & collective cultural & ethnic pluralism, a prerequisite awareness that leads society toward embracing a genuinely liberal cosmopolitanism.

The theory of racelessness reflects two philosophical positions on “race” that are uncommonly taught & commonly misunderstood: skepticism—the belief that race does not exist in nature—& eliminativism—the position that the concept of race, whatever it is, should be eradicated from human society. The core tenets of the theory of racelessness are as follows: Race does not exist in nature. Race does not exist as a social construction. Everyone is raceless. Racism includes the belief in race as biological or a construction & the practice of racialization. Racism is not everywhere & is not the cause for every perceived “racial” disparity or negative interaction. We can overcome racism. Her forthcoming book Theory of Racelessness: A Case for Antirace(ism) (2022)—under contract with Palgrave Macmillan as part of an African American & Africana philosophy series—describes, defines, & applies my signature theory to African American literary studies, a representative case study.

Learning Outcomes
  • How to identify and define philosophies of race
  • Why we should separate culture, class, and ethnicity from race
  • What is the theory of racelessness
Feb 09, 202258:45
Ep 86 Demystifying Culture: Building an Inclusive Culture that Lasts Continued

Ep 86 Demystifying Culture: Building an Inclusive Culture that Lasts Continued

In this special bonus episode of The Forum Podcast, Lilian Eilers (The Blue Ocean Company) answer questions from listeners that attended our December 16, 2021 webinar Demystifying Culture: Building an Inclusive Culture that Lasts.

Lilian Eilers answer questions from our listening audience around these talking points:

  • What is SWAM?
  • Doesn’t pandering to the SWAM group have a reinforcing effect on their already disproportionate power and privilege?
  • How can we prevent our culture change mission from becoming a struggle for power or domination?
  • Does SWAM reinforce superiority and dominance?
  • How to address a scarcity versus abundance mindset, especially with the SWAM group?
  • How we can make the shift from extrinsic to intrinsic?
  • What does it look like to promote psychological safety?
  • How to make the "business" case for first responders (Fire Department/EMS etc.).
  • What are the distinctions between urgency and speed? Where can a balance be found between the two to advance culture change?

For additional context and insight into this topic and conversation, watch the replay of Demystifying Culture: Building an Inclusive Culture that Lasts.

Feb 02, 202223:11
Ep 85 Pursuing Better Community Health Outcomes Through Inclusion & Diversity in the Workplace

Ep 85 Pursuing Better Community Health Outcomes Through Inclusion & Diversity in the Workplace

In this episode of The Forum Podcast, Damion Jones shares his journey as Global Head, VP of Inclusion & Diversity at Bayer, the global pharmaceuticals and life sciences company.

Damion has a unique perspective on how large health-focused companies like his can foster dialogues that promote inclusive work environments that help all employees thrive, and in turn, lead to better business outcomes for the organization and better health outcomes for its customers.

As an advocate who seeks to encourage diverse and equitable experiences, especially in the workplace, Damion’s efforts have led to the formation of grassroots groups across Bayer, allowing employees to discuss and advocate for causes related to inclusion and diversity.

Learning Outcomes
  • Encourage transparent discussions
  • Empower employees to seek equitable solutions in the workplace
  • Build trust among their colleagues and within their community.
Jan 26, 202226:38
Ep 84 Courageously Hack Into Your DEI Opportunities

Ep 84 Courageously Hack Into Your DEI Opportunities

In this episode of The Forum Podcast, Xaulanda Simmonds-Emmanuel (The XauSky Group) and Patrick Maniboon, "The Courage Hacker" anchor the conversation at the intersection of research, storytelling, and application where one uses agency on three levels - self, proxy, and organizational – to strengthen vital diversity leadership skills and nurture inclusive workspaces.

By 2050, the demographic trends indicate a minority-majority shift where Blacks, Asians, Hispanics, and other racial minority groups will become the majority of the population, brings mixed emotions regarding what work, life and society will look like. In a recent Pew Research Center survey of adults, 35% felt the shift is very/somewhat good, 42% were neither good nor bad and 23% felt it was very/somewhat bad. With more than half of adults, uncertain of the benefits of the minority-majority shift, what are vital diversity leadership skills that can be applied to create more inclusive, equitable, and sustainable workspaces?

Learning Outcomes
  • Courageously hack self-doubt, uncertainty, and fear that holds back leaders in diverse settings
  • Use knowledge sharing to explore the unknown and the new way of working with diverse professionals
  • Apply multiple leadership lenses to help employees work passionately in diverse workspaces
Jan 12, 202201:03:21
Ep 83 Hiring Revolution

Ep 83 Hiring Revolution

In this episode of The Forum Podcast, Trina C. Olson and Alfonso T. Wenker (Team Dynamics), layout the six-part process outlined in their forthcoming book, Hiring Revolution: A Guide to Disrupt Racism + Sexism in Hiring.

Olson and Wenker share what they have done to find and hire teams of people that are incredibly diverse – across race, gender identity, sexual orientation, religious tradition, age, ability, ethnicity, immigration experience, and more. Hiring Revolution is an invitation to stop, start, do more of, do less of, and do differently. It is a purposefully tactical approach to hiring the team you claim you want.

Through a thoughtful reimagining of team building, you will begin the process of reckoning with all the times and places where your hiring intent (find “the best” “most qualified” workers) did not ultimately match your impact (inadvertently convincing yourself that white male workers were the best choice). The session explores small, medium, and large shifts that can transform your hiring practices toward a more equitable way of doing business. The session does not spend time pointing out everything done wrong in hiring days past – the Hiring Revolution session will identify specific problems and pair each with a viable solution you could start implementing today.

Learning Outcomes
  • Understand how current hiring best practice produces racist and sexist results
  • Learn new tools to disrupt individual and group race/gender bias when hiring
  • Explore a revolutionized approach to hiring to truly achieve your race/gender hiring diversity goals
Handouts

Team Dynamics - Speaking Engagement Kit 2021 - Download

Dec 20, 202144:57
Ep 82 Do's and Don'ts of Measuring Inclusion

Ep 82 Do's and Don'ts of Measuring Inclusion

In this episode of The Forum Podcast, Arshiya Malik and Lisa Russell (Aleria) cover the top three do's and don'ts of measuring inclusion based on their work and time in the industry.

As organizations plan their 2022 Diversity, Equity, and Inclusion (DEI) strategies, it’s a good time to reflect on what works, what doesn’t, and consider how we can really move the needle next year. In this episode, Lisa Russell and Arshiya Malik, co-founders of HRTech company, Aleria, share what they have learned through their work measuring inclusion. They highlight the key things to avoid including focusing on the wrong metrics, the wrong ways of driving participation, and why it shouldn’t be looked at as an HR activity. They also share a few tips for measuring inclusion including prioritizing organization-wide alignment, inclusive data collection practices, and the importance of closing the loop.

Learning Outcomes
  • To understand how to build successful DEI strategies
  • To understand the value of measuring inclusion
Dec 09, 202136:01
Ep 81 Fostering Women Leaders: Learnings From a Tibetan Leadership Development Context

Ep 81 Fostering Women Leaders: Learnings From a Tibetan Leadership Development Context

In this episode of The Forum Podcast, Tenzin Nordon (Get Ready Program) will address how individuals and organizations can foster women’s leadership by applying learnings from her research in the Tibetan community.

Fostering women’s leadership is a story of inclusion. During this podcast, Tenzin Nordon, a researcher and community leader, will share her research on fostering Tibetan Women Leaders of tomorrow. Her research details the leadership challenges 6 Tibetan women leaders faced in their leadership journeys and the strategies individuals and organizations can use to foster Tibetan women’s leadership. Learnings from this case study shed light on how individual women can cultivate their leadership and how organizations can create environments for women leaders and other marginalized populations to thrive in. "

Learning Outcomes
  • To understand the leadership development context Tibetan women leaders face
  • To understand the components of the individual and organizational leadership development plans
Nov 23, 202124:57
Podcast Ep. 80: Strategies and Tools to Support Successful Transitions of Young People of Color Into the Workplace

Podcast Ep. 80: Strategies and Tools to Support Successful Transitions of Young People of Color Into the Workplace

In this episode of The Forum Podcast, Dr. Jessica Isom explores specific strategies and tools to support young people of color transitioning into the workplace.

This podcast provides mental health and wellbeing tips and guidance to young people of color who are transitioning into the workforce. Topics will include peer networks and support, the need to seek assistance, identification of symptoms, and managing stress and anxiety with a focus on both early career and race based stressors in the workplace.

Learning Outcomes
  • How to access and build peer support networks
  • How to recognize distress in yourself and others
  • How to proactively manage early career stress, race based stress and performance anxiety
Nov 23, 202141:13
Ep 79 Engaging Deaf Customers and Employees Continued

Ep 79 Engaging Deaf Customers and Employees Continued

In this special bonus episode of The Forum Podcast, Vannessa LeBoss (Communication Service for the Deaf) and Craig Radford (Communication Service for the Deaf) answer questions from listeners that attended our September 16, 2021 webinar Engaging with Deaf Customers and Employees.

Vannessa LeBoss and Craig Radford answer questions from our listening audience around these talking points:

  • Organizations & consultants that can help us create that successful program
  • Costs associated with DVC
  • Service available for targeted hiring to the deaf community
  • Where to find ASL training for our staff in order to better serve our internal and external customers
  • Recommendations for DVC software or organizations who offer this software
  • Recommendations for larger organizations to implement DVC
  • Resources for improving customer intimacy within the healthcare setting
  • Firms that work directly with deaf/hard of hearing people that companies could partner with to get our job posting into the deaf community

For additional context and insight into this topic and conversation, watch the replay of Engaging with Deaf Customers and Employees.

Nov 04, 202122:34
Podcast Ep. 78: ERGs - An Untapped Resource Worthy of Your Investment

Podcast Ep. 78: ERGs - An Untapped Resource Worthy of Your Investment

In this episode of The Forum Podcast, Graciela Meibar (Graciela Meibar Consulting) and Jane Hyun (Hyun & Associates) explore the value Employee Resource Groups (ERGs) bring to an organization like developing internal talent, providing insights on sensitive DEI matters, and more.

ERG’s remain a valuable resource inside companies. Yet, are organizations fully utilizing these networks? This session focuses on the value that ERGs bring to an organization, and shows examples of how they might serve as a platform for developing internal talent, providing insights on sensitive DE&I matters, recommending ambassadors for the company brand(s), and identifying new resources for outreach and recruitment. ERGs can also be a showcase for the network’s leadership’s talent and skills, and an outlet to develop their authentic leadership in a supportive environment.

  • When setting up ERG’s or recommending resources for future initiatives, do you focus on the value that they bring to the organization?
  • What are the benefits to the ERG’s leadership?
  • How do ERG’s have a positive impact on the business and outward mission of the organization?"
Learning Outcomes
  • Learn to build and develop ERG’s to add value to the organization
  • Identify two to three strategies for creating the right structure for success
  • Effectively communicate the contributions of ERGs to your audience while removing barriers
Oct 26, 202152:01
Ep 77 Interlocking Inequities: White Supremacy & Ableism

Ep 77 Interlocking Inequities: White Supremacy & Ableism

In this episode of The Forum Podcast, Alli Strong-Martin (Lifeworks Services, Inc.) and Ashley Oolman (Lifeworks Services, Inc.) lead listeners through a discussion about how ableism and white supremacy interlock to hinder inclusion.

Though one of the most intersectional protected classes, people with disabilities are often kept from full participation in communities and workplaces due to lingering bias and unaddressed discrimination. For disabled people who carry additional marginalized identities, these gaps become even more vast. This leads to disproportionate rates of unemployment and poverty amongst 61 million people living in the US who have a disability. In this podcast, we uncover the ways in which white, non-disabled bodies and minds have hoarded power in organizations for decades, and how we can advocate for universal policies and practices that increase workplace inclusion for all, ending the cycle of white supremacy and ableism at work.

Learning Outcomes
  • Confront complacency in ableism and begin to dismantle personal bias contributing to disability exclusion
  • Learn to recognize the intersection of multiple systems of oppression
  • Discover opportunities to advance intersectional inclusion in the workplace
Oct 12, 202101:01:36
Ep 76 Using Innovative Simulation Strategies to Dismantle Systemic Racism Continued

Ep 76 Using Innovative Simulation Strategies to Dismantle Systemic Racism Continued

In this special bonus episode of The Forum Podcast, Samreen Vora (Children's Minnesota) and Brittany Dahlen (Children's Minnesota) answer questions from listeners that attended our August 19, 2021 webinar Using Innovative Simulation Strategies to Dismantle Systemic Racism.

Samreen Vora and Brittany Dahlen answer questions from our listening audience around these talking points:

  • Bias mitigation strategies, evidence and effectiveness
  • Measurable outcomes with simulations performed and the impact on participant behaviors
  • Examples of bias mitigation strategies and simulation used outside of bedside care and outside of the healthcare setting
  • How to prepared facilitators for simulation sessions
  • Recommendations for those who may have more limited resources and how they can bring this to their own organizations

.

For additional context and insight into this topic and conversation, watch the replay of Using Innovative Simulation Strategies to Dismantle Systemic Racism.

Sep 29, 202133:52
Ep 75 A Liberated Love Note - For Black Folks in DEI When “Doin’ The Work” No Longer Feels Like Enough

Ep 75 A Liberated Love Note - For Black Folks in DEI When “Doin’ The Work” No Longer Feels Like Enough

In this episode of The Forum Podcast, Brittany J. Harris (also known as Brittany Janay) shares a thoughtful note of affirmation and loving accountability to Black folks working in DEI. The toll of working in DEI while Black is well documented and there are not many spaces that center the healing and nurturing that this toll calls for—particularly as Black practitioners work to dismantle the very same systems they too are impacted by.

Brittany uses a conversation that came up in a 2021 Forum on Workplace Inclusion session to set context for this episode and offers to Black practitioners critical reflections and affirmations around three words: Clarity, Ease, and Collective.

As part of this episode, listeners will be encouraged to engage with the three learning outcomes listed below.

Brittany shares her reflections on these topics and offers insight into what she refers to as her own “intrapersonal reckoning” in hopes that it is possibility for others.

Learning Outcomes
  • Unpack internalized anti-blackness and capitalism by disrupting the lie that our bodies are merely tools for production, and that our work is our worth
  • Consider the imperative of boundaries in how we show up in community
  • Reflect on what it means to embody an abundance mindset that serves as a gateway to the power in the collective
Sep 22, 202146:37
Ep 74 How to Communicate So People See the System

Ep 74 How to Communicate So People See the System

In this episode of The Forum Podcast, Minal Bopaiah (Brevity & Wit) will discuss key insights from social science, particularly psychology, on how audiences hear our messages and why they need to see the system if we really want things to change.

If data and logic was enough to change people's minds, we wouldn't be arguing about climate change.

There's a lot behavioral science can tell us about how we can communicate diversity, equity, and inclusion in a way that gets past people's defenses and really moves the needle on this issue. Unfortunately, most DEI practitioners are unaware of the power of framing and strategic communications. Find out what works and what doesn't. This episode will make you question your assumptions about the power of storytelling and the importance of communications in creating inclusive cultures.

Learning Outcomes
  • Understand what framing and strategic communications are and how it relates to advancing DEI
  • Learn the biggest obstacle to getting audiences to get on board with racial equity work
  • Discover how you can frame your DEI initiative for greater adoption
Sep 07, 202148:06
Ep 73 Connecting ERGs During Distanced and Polarized Times Continued

Ep 73 Connecting ERGs During Distanced and Polarized Times Continued

In this special bonus episode of The Forum Podcast, Farzana Nayani (Farzana Nayani, Consulting and Training) answers questions from listeners that attended our July 15, 2021 webinar Connecting ERGs During Distanced and Polarized Times.

Definition of acronyms:

  • ERG = Employee Resource Group
  • DEI = Diversity, Equity, and Inclusion
  • BRG = Business Resource Group

Farzana Nayani answers questions from our listening audience around these talking points:

  • The difference between ERGs from affinity groups
  • Practical tips to introduce ERGs
  • How ERG leaders are better aligning ERG talent movement and advancement across the organization and in partnership with HR
  • How can DEI professionals help ERG leaders to pivot and take their ERGs to the next level
  • How to hold ERG leaders accountable if given paid and/or protected time
  • How to track and substantiate ERG productivity and value
  • Ways to gathered feedback
  • How to engage allies in ERGs without compromising the "safe space"
  • How to take care of the DEI leaders who may be struggling with their own emotions while having to hold space for the organization
  • How to reach people outside of our main communication tool like Yammer
  • Different ways to manage Global Business Resource Groups (BRG) in a way that allows for a global structure with regional and local relevance

.

For additional context and insight into this topic and conversation, watch the replay of Connecting ERGs During Distanced and Polarized Times.

Aug 31, 202134:60
Ep 72 How Different Philosophies of Race can Help us Heal

Ep 72 How Different Philosophies of Race can Help us Heal

In this episode of The Forum Podcast, Dr. Sheena Mason (Theory of Racelessness) deep dives into the concept of race and how by knowing more about race philosophy, we can begin to intentionally uproot racism in our everyday lives.

Dr. Sheena Mason shares how the concept of race, while not rooted in biology or science, continues to be naturalized and viewed as something "of nature." The camouflaging of racism as race (i.e., race[ism]) remains, in large part, why many people and institutions have failed to entirely and meaningfully address racism even when actively participating in anti-racist efforts.

With this in mind, Dr. Mason talks about and defines the philosophies of race as indicated through popular discourse, literature, and civil rights efforts. She will discuss further readings and ideas to consider. Ultimately, the podcast shows how many people unintentionally uphold racism. Importantly, she shares how we can stop.

Learning Outcomes
  • Listeners will know what the philosophies of race are
  • Listeners will be able to identify where they stand philosophically
  • Listeners will be able to think further about how their present philosophy might contradict their expressed aims
Aug 24, 202159:40
Ep 71 Mastering Cultural Differences: Strategies for Leading a Global Workforce Continued

Ep 71 Mastering Cultural Differences: Strategies for Leading a Global Workforce Continued

In this special bonus episode of The Forum Podcast, Luiza Dreasher (Mastering Cultural Differences) answer questions from listeners that attended our May 27, 2021 webinar Mastering Cultural Differences: Strategies for Leading a Global Workforce.

Luiza answers questions from our listening audience around these talking points:

  • Balancing assimilation.
  • How to be culturally competent if culture happens on a continuum.
  • How to communicate with several cultural styles at the same time.
  • Resources for better understanding these cultural differences.
  • How to best prepare for interacting respectfully with colleagues from other countries.
  • How to help colleagues be more culturally competent.

For additional context and insight into this topic and conversation, watch the replay of Mastering Cultural Differences: Strategies for Leading a Global WorkforceVisit Luiza's website.


Aug 18, 202126:52
Ep 70 A Step-by-Step Guide to Developing and Implementing a Diversity and Inclusion Program

Ep 70 A Step-by-Step Guide to Developing and Implementing a Diversity and Inclusion Program

In this episode of The Forum Podcast, Roselle Rogers (Circa) and Pamela Pujo (Affirmity) offer a practical and actionable guide to launching or refreshing your organization's DEI program.

With the increasing pressures from the burgeoning discussion around race and diversity, many HR practitioners have been assigned the responsibility for developing a Diversity and Inclusion program in their organizations. What are the key components of a D&I program? What are the key elements for success and engagement? How do you measure success beyond applicants and hires? How do you make it sustainable? How can you take it beyond a program into a transformative business strategy?

Learning Outcomes
  • Understand the core components of a Diversity and Inclusion program
  • Learn a step-by-step process for designing a diversity and inclusion program that is integrated
  • Learn best practices for implementation and measuring results
Aug 10, 202137:39
Ep 69 How to be an Ally While Also Being Marginalized

Ep 69 How to be an Ally While Also Being Marginalized

In this episode of The Forum Podcast, Dr. Theodora Philip (TAP Consultants, LLC) and Xaulanda Simmonds-Emmanuel (The XaySky Group) explore being an ally as Black Caribbean women, and, through storytelling, they share strategies to advocate and promote equity at work and in society.

While much of the focus in recent times have been on racial, ethic, and LGBTQ+ discrimination and disparities, who is an ally, how to be one and the actions that should be taken to promote equity of the marginalized they support is more complex than the headlines. Fundamentally, discrimination and inequities are related to a spectrum of characteristics that involves just being human. These include but are not limited to age, culture, disabilities (innate or acquired), gender, indigenous heritage, religion, spirituality, socioeconomic, political views, among others. The challenge becomes when the ally themselves show up in society or are perceived as a member of the marginalized group under attack.

Learning Outcomes
  • Define ally from the perspective of a marginalized person, who seeks equity at work & in society
  • Share ally stories and strategies that promote self-reflection, understanding & clarity of role
  • Explore ally-ship (identified & assumed) with targeted, context and culture specific interventions
Jul 27, 202143:56
Ep 68 The Future of Domestic Terrorism on the Workplace: Identifying Risks, Protecting Employees, and How D&I Professionals Can Recognize Potential Threats

Ep 68 The Future of Domestic Terrorism on the Workplace: Identifying Risks, Protecting Employees, and How D&I Professionals Can Recognize Potential Threats

In this episode of The Forum Podcast, Zaylore Stout (Zaylore Stout & Associates, LLC) and Jim Potts (Potts & Associates) explore domestic terrorism, how DEI professionals can recognize potential threats, and practical ways to implement situational awareness.

The world is changing. Communication and technology are bringing our shores closer together. The internet presents an opportunity for violent extremist to reach out all over the world to present their ideologies to anyone willing to listen. Individuals, including children and young adults, are being radicalized which in turn, translates into domestic terrorism. The Oklahoma Bombing, Columbine, Pulse Nightclub, Stoneman Douglas, the US Capitol, mall shootings and places of faith being attacked are all examples of historical events that will be addressed along with statistics while highlighting the detrimental impact of women v. men and hate groups (by state) on workplaces across the country. Understanding why people lash out violently in the workplace is the first step HR and D&I professionals can take towards mitigating risk factors that may materialize in the workplace.

Learning Outcomes
  • Identify eight factors giving rise to domestic terrorism in the workplace
  • Conduct your own site assessment for potential risk factors
  • Develop and execute a federally mandated workplace security plan
Jul 13, 202149:17
Ep 67 You're Worth It!

Ep 67 You're Worth It!

In this episode of The Forum Podcast, Ha-Keem Abdel-Khaliq (Cargill) explores the need to consider the well being of leaders and the demands it places on them when charged with driving diversity, equity, and inclusion within their organization.

You are leading a social revolution! If you think of the revolution as a journey that we are all embarking upon to create long-lasting change, we often forget about the individuals we are asking to lead them. We identify the problem, create the vision, ask leaders to lead, and forget that what’s being asked of them can often lead to: doubt, worry, fatigue, exhaustion, no career movement, no pay increase, increased personal and professional vulnerability, to name a few.

We are ultimately relying on the goodwill and moral compass of these individuals to drive change forward without providing the “recharge”, “emotional deposits”, or realizing the “psychological safety” needed to lead this revolution.

Learning Outcomes
  • Identify the signs of career / goodwill stalls
  • Find your recharge
  • Realize your value - you're worth it!
Jun 22, 202149:47