HR for Her: Recent Episodes

Sable Badaki

Conversations for Diversity Leaders. A podcast designed for Catalysts ready to disrupt what's happening with women in the workplace. HR for Her provides insights for disruptors, leaders or catalysts to make a difference in gender diversity #hrforher #sheworksnow #podcasts

In this episode, Sable engages in a conversation with Bianca Laureano discussing the spectrum of intersectionality beyond identifies. The power play of intersectionality by silencing communities and thereby having them cover-up.

Sable's takeaways
1. Colorism in the workplace. Its impact on promotions, hiring, and inclusion. How does that help them in promotions?

Value in pay ranges. Excluding pay ranges in job advertisements also means excluding a whole group of job seekers.
Intersectionality training. Teaching people about the various intersections of people to avoid treating people as a monolith.

About Bianca Laureano
Bianca I Laureano is an award-winning educator, curriculum writer, facilitator, and sexologist. She is a Foundress of the Women of Color Sexual Health Network (WOCSHN), The LatiNegrxs Project, ANTE UP! Virtual Freedom Professional Development School for Justice Workers, and hosts LatinoSexuality.com. She has written several curricula that focus on communities of color: What’s the REAL DEAL about Love and Solidarity? (2015) and Communication MixTape: Speak On It Vol 1. (2017) and wrote the sexual and reproductive justice discussion guide for the NYC Department of Health and Mental Hygiene published in 2018. Bianca has been on the board of CLAGS, the LGBTQ Center at CUNY, The Black Girl Project, and SisterSong Women of Color Reproductive Justice Collective. She resides in Oakland, CA. She is the Lead Educator for the Netflix film Crip Camp (2020) and is leading the efforts to create a curriculum that is rooted in disability justice practice, self-determination, and social-emotional learning competences! She will receive an honorary Ph.D. for her work of justice, equity, and inclusion in the US sexuality field in May 2020.

In this episode, I am sharing with you a conversation with my mentor, #Angelique Rewer, #thecorporateagent, This is from her 14-day challenge with small business owners learning to scale their business with corporate clients.

With a focus on helping diversity practitioners grow their firm. I discuss in this conversation:
1. Opportunities outside of the US for consulting
2. Fallacy of ERGs being for all people
3. Importance of studying your craft to become a thought -leader
4. Value of building a toolbox of client offerings

Here are my takeaways:
1. Converting ERG to BRG for greater impact
2. Cross-cultural training and global expansion
3. Program audit to determine inclusivity

www.hrforher.com
www.linkedin.com/sablebadaki

We have seen the challenges women are facing in sports being underpaid, lack of sponsorships, and criticism on the pace of sports. In this conversation with Kaig, he brings a refreshing and unique perspective to the world of sports.

What if we didn't have gender sports? What if we created teams by talent? These are some of the unique thoughts that were shared in this conversation, which can be applied across industries

Join the conversation.

My takeaways for client offerings:

Audit your communicationsfor gender neutrality
Conduct job analysis to establish gender neutral expectations
Review performance standards for gender bias

Host: Please accept our apologies for the mispronunciation of Kaig's name in the introduction
Bio:

Kaig Lightner is a Gender Diversity Consultant with over a decade of experience in creating more gender inclusive spaces. Through the telling of his own personal lived experiences as a queer, transgender man mixed with relevant, tangible information, Kaig creates an environment of expansive growth mindset to learn about a complex and often challenging subject. As the founder of the consulting business Quantum Gender and the nonprofit soccer club Portland Community Football Club, Kaig is well versed in the challenges that entrepreneurs face. Kaig graduated from Portland State University in 2012 with a Masters in Social Work, where is also an adjunct professor. When Kaig isn't running two businesses and teaching you can find him on the soccer field coaching or playing, but also spending time with his partner and their pitbull Charlie.

You can find Kaig at:

Twitter: https://twitter.com/kaiglightner

Instagram: https://www.instagram.com/coach.kaig/

LinkedIn: https://www.linkedin.com/in/kaiglightner/

Website: https://www.kaiglightner.com **the

womeninsports #gendersportsof**

Over 78million American citizens cast their vote for the Biden-Harris ticket, the largest voter turnout in over a century. Both presidential candidates(Trump and Biden) stated they were pro-women; everyone knew women would decide.

Biden ran on a platform with promises to women in healthcare, education, home, and the workplace. He made promises to all women, including protection for transgender women.

Now, the votes are cast; he will assume the presidency on January 20, 2021, with the first woman VP. Do the first 100 days reflect the promises he made to us?

In this episode, I discuss the Biden-Harris ticket promises compared to their first 100 days in office. Here are my takeaways for clients offerings:

Facilitating a strategic plan that includes programs for all women, benefits for domestic violence and improved linkage to the affordable care act
Policy Review ensuring policies reflect today's women's issues and concerns'
questions regarding salary history
negotiating salary
fertility
gender pay equity
Mental health policy and programs

The words we use matter, the importance of having and using the right diversity and inclusion terms in the workplace cannot be overemphasized; over the years has the diversity and inclusion field. It has evolved with new language and terminologies.

In this episode, Sable is joined with Brenna Kutch to take us through gender and non-gender terms, talk about two peas in a pod. So relax, get your pen and paper and enjoy

Breakthebinary

Sables Takeaway
1 . Create a Gender Diversity Dictionary
2. Use the terms in the workplace, make it your language
3. Bring in allies and train them to use the terms

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

Brenna Kutch Bio

Brenna Kutch (them /them or her /her) is a self-described bureaucratic activist - creating structural change through policy and organizational inclusion. They spend their time working towards equality, joining social justice and human rights causes, challenging binaries, and over-committing. Their professional background is in HR and DEI, and they hold a Master of Public Administration in Human Resource Management from Portland State University.

www.brennakutch.com

Nika White, Nika White Consulting, shares the value of bringing impact to organizations vs. activity. Organizations are engaging diversity consultants for various solutions. The consultant must ensure they are presenting sustainable solutions by understanding the bandwidth of the organization. What is their lived experience? What has motivated this contact? What infrastructure is available to support the implementation of the plan? These are some of the points Nika discusses for consultants seeking to provide more than an activity. Asking these questions position the consultant for an impactful solution.

Here are Sable Takeaways

Vet your potential client to ensure you understand their motivation for seeking support for DEI .
Assess the lived experiences and reason for the request from the organization. Why now? What are their expectations?
Establish the business case with the ROI for crafting a sustainable plan.

womenliftasyouclimb #protectthefullturf

About Nika White

Dr. Nika White is a national authority and fearless advocate for diversity, inclusion, and equity. As an award-winning management and leadership consultant, keynote speaker published author, and executive practitioner for D&I efforts across the
business, government, non-profit, and education, Dr. White helps organizations break barriers and integrate diversity into their business frameworks.

Over her 20+ years of leadership, Dr. White has worked with over 100 corporate, educational, government, and non-profit brands, managed over $200 million in business assets for her clients, and written two books on diversity, equity, and inclusion. She has presented over 150 keynote speeches and presentations across the country on issues such as team engagement, organizational leadership, strategic diversity, and intentional inclusion. Dr. White’s talks bring a mixture of expertise, passion, vision, and authentic style to create holistic takeaways for audiences.

www.nikawhite.com

This episode is from an interview, our host Sable Badaki was a guest on the Empowered Conversations podcast. How do we have our voices heard from women? Where do women need to be heard? That's the conversation of this podcast, where I discuss the importance of having our voice heard. The privilege that we all have and how to use it for pushing forward the agenda for women.

findyourprotest

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

In this episode, Karen Hinds, a diversity expert at Workplace Success Group, discusses the impact of Trump's ban on diversity training. She shared her experience working with senior leaders on race relations and the impact on corporate America.

Karen reminds us of the value and importance of this work. She states," too many people have been educated to top the anti-racism work." There has been an awakening of leaders. Yet, work still needs to be done since the Crown Act is not approved nationwide.

Grab some actionable tips on providing diversity services; despite the ban on diversity, work is still not only needed, but clients are still paying.

Sable's Takeaways

Support clients by incorporating diversity into their core values
Facilitate conversations. Educate.
Discuss and include intersectionality into your programming

doitnow

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

About Karen Hinds

Karen Hinds is a leadership and diversity and inclusion expert. She used her experience in building talent pipelines for financial services companies to launch her company over 20 years ago. Workplace Success Group is a strategic, talent development firm that works with organizations to cultivate and retain their next generation of leaders. Through her work with the Caribbean Development Bank and Dods Training from the United Kingdom, Karen has facilitated leadership programs with government leaders from 19 Caribbean and South American nations.

http://workplacesuccess.com/

In our #HerStory episode, Katie Neeves a trans ambassador shares her very personal and intimate story of transitioning from Martin Neeves, a famous and well-known photographer to Katie Neeves. In her story, she leaves diversity practitioners with key takeaways for making the workplace better for trans people. She shares the importance of :

Having a plan for trans employees
2.Have trans awareness training
Do the simple things to make the transition smooth

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

About Katie
Katie Neeves is a woman on a mission - but not just any woman and not just any mission! She came out publicly as being transgender after living for 48 years as a man. Katie formed Cool2BTrans to support and inspire other trans people and also to educate the general public on trans issues. She helps organisations with diversity and inclusion by providing trans awareness training and public speaking in an entertaining way by using her infectious sense of humour. A recent participant in one of Katies webinars described it as "...the most interesting webinar so far and definitely the funniest". Katie appears regularly in the media and she is on both ITV's and the BBC's lists of experts.

Website: www.cool2btrans.co.uk
LinkedIn: https://www.linkedin.com/in/katie-neeves-trans-ambassador-43626814/
Facebook: www.facebook.com/cool2btrans

Twitter: @cool2btrans
Instagram: cool2btrans

YouTube channel: http://www.youtube.com/c/Cool2BTrans

This episode Sable and Jennifer discuss the various areas of inclusion ranging from sustainable solutions to intersectionality. Jennifer reminds of the Danger of the Well-Meaning Person. Listen to the end, diversity consultants for Sable's takeaways. These takeaways can be used for training, strategic plans, or coaching services.

The Danger of the Well-Meaning Person
Lack of Intersectionality
Importance of Resilence

wholeself

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

About Jennifer

JENNIFER BROWN is an award-winning entrepreneur, dynamic speaker, and diversity and inclusion expert. She is the Founder and CEO of Jennifer Brown Consulting (JBC), a strategic leadership and diversity consulting firm that coaches business leaders worldwide on critical issues of talent and workplace strategy. Brown is a passionate advocate for social equality who helps businesses foster healthier, more productive workplace cultures. Her book Inclusion: Diversity, the New Workplace & the Will to Change (2016) will inspire leadership to embrace the opportunity that diversity represents and empower advocates to drive change that resonates in today’s world. Jennifer's second book, How to Be an Inclusive Leader, is a shortlist O.W.L. Award and Nautilus Book Award winner in Business categorize, and provides a step-by-step guide for the personal and emotional journey we must undertake to create an inclusive workplace where everyone can thrive.

https://jenniferbrownconsulting.com/ https://jenniferbrownconsulting.com/

Sable shares this nugget on Allyship. In these times, we have many self-proclaimed allies. Sable asks a very important question. Do you know me, Ally?

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

Our guest Ashanti Bentil Dhbue co-founder of #100White Women. HR roles are mostly held in the UK by white women. In this session, Ashanti explains why it was so critical to teach white women their role as allies to women in the black community.l

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

More information on #100WhiteWomen https://theallyshipcircle.vipmembervault.com/products/courses/view/1033223

equityfirst

Resource Groups have become an integral part of organizations as a partner to solve diversity issues. In this episode, Sable provides step by step guidelines for Diversity Practitioners to create a Resource Group Playbook in their organization. She even digs into the differences between employee resource groups vs. business resource groups. Discover some critical components for maintaining momentum in resource groups to avoid premature death.

She addresses the elephant in the room regarding Women's Resource Groups - they are not one size fits all. For women come in many different packages, and must create Women's Resource Groups to address all women.

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

I want to talk to you today about what a woman really wants in an organization so that we don't just continue to attract her but are also able to retain her because we clearly understand the value of women. Listen in to find out how to make sure you listen to the women in your organization.

In this episode, I go over a few things women want in organizations, for example, flexible working arrangements, access to pivotal jobs, a harassment free zone, fair pay, and to stop the bias between race and gender.

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

Cornelia has worked with non-white identifying women at the director level and above to see how, when they rise to that level, they really are sentenced to silence. Their voices go oftentimes unheard. They feel devalued, they're frustrated and overwhelmed in ways that we find to be different than when they were managers in the organization.

Cornelia found that this is in a large part, because they had a peer group to support them when they were managers. When these women get to the director level, in many organizations, that peer group goes away. And so they're silenced because they don't have a place to go to use their voice, and they don't feel like their voice is being heard at the table.

In this episode of HR for Her, Cornelia will share the findings that she had in her Sentenced to Silence report on how to make sure this doesn’t happen in your organization.

We talk about how to make sure to indicate or communicate that women of color are wanted in the organization, how to put clear policies in place around people’s behavior, and the power of accountability in an organization.

#actionbeyondbehaviour

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

Links:https://www.corneliashipley.com/

There is so much data and research on the loneliness epidemic in the world and at work. Social connection is the most important thing to prioritize in your organization, especially in a virtual or remote work environment.

If we put social connection low on the priority list, you are going to very quickly see people that feel not valued. They don't feel like their contributions matter. And eventually the survey data shows us they will leave and they're going to be suffering from loneliness.

Our guest Tara Powers is going to be talking to us from her book ‘Virtual Teams for Dummies’ in this episode. She identified six agreements that every manager should have.

These agreements give managers guidelines they can use to support the women in their organization, who could either be caregivers or these women who are also feeling isolated. Now, all of a sudden they're working from home and maybe that’s not what they signed up for in the beginning. So these six agreements are really conversations that teams need to have, even if they are only partially working virtually.

#humanconnectionDownload HRforHer Gender Diversity Dictionary - www.hrforher.com

About Tara

As a 20-year talent development professional, Tara Powers is an international best-selling author, award winning leadership and Wiley DISC expert, sought after speaker and crusader against boring, ineffective employee engagement initiatives and leadership training. She’s worked with over 300 companies and more than 30,000 leaders building programs and launching initiatives that deliver high touch and high impact for her clients.

For 4 years, Tara’s Leadership Programs have earned the prestigious recognition as a Top 10 Leadership 500 Award winner by HR.com alongside big names such as Korn Ferry, Level (3), Hilton, Honda, MIT and DDI. Tara is also a judge for the coveted Brandon Hall Excellence Awards which recognizes the best organizations globally that have successfully deployed programs, strategies, modalities, processes, systems, and tools that have achieved measurable results.

In July 2018, Tara published Virtual Team for Dummies with Wiley and was recognized in Colorado Business Magazine as a Woman to Watch. In January 2019, Tara was awarded an HR Contributor Icon Award for her thought leadership on virtual teams chosen by a jury that included senior executives from PepsiCo, GE, UPS, TIAA, TripAdvisor, HP, New York Life and more.

Tara speaks nationally on vital topics such as the importance of human connection and emotional intelligence in leadership, simple secrets to creating healthy organizations and how to build cohesive and committed teams.

Links

https://powersresourcecenter.com/

Welcome to the first episode of HR for Her. This podcast is for you if you are a human resource professional leader, practitioner, influencer consultant, diversity leader, consultant... If you are in a position where you are concerned about what is happening for women in the workplace, then you have landed in the right place.

In this episode, I will introduce myself, Sable Badaki, and I will explain why I started this podcast and what to expect. Please subscribe to my podcast and don’t miss future episodes.

HR for Her Podcast is dedicated to helping HR professionals create the strategy, the policies and the procedure to make sure that women are positioned to function in the roles that they need to, so their organizations can actually outperform the rest.

This is not about creating a checklist, this is about creating an action list. An action list that we are going to see to make a difference in gender diversity in our organizations, and how we are going to do that together. So stay tuned on HR for her, subscribe, tell your friends about it, tell your colleagues about it, so we can make sure gender diversity stays on top.

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

How to live your ‘Devine’ life? How can you have the time and freedom to do what you want? That is the question my guest in this episode, Tameika Isaac Devine, will answer for us.

Living your dream life, or your ‘Devine’ life, is also possible when you work in corporate America. Corporate America is evolving and the biggest change is that bosses and corporations want to make employees happy.

Tameika gives you the steps you can take to achieve your ‘Devine’ life while working for an employer, but she also gives tips on how to make sure that the women in your organization don’t have to ask for this. How can organizations create opportunities or policies to make this possible for their employees? Tune in to today’s episode to find out.

worklifeintegration

Download HRforHer Gender Diversity Dictionary - www.hrforher.com

About Tameika

Tameika Isaac Devine is an elected official, attorney, a leading expert and speaker on work-life integration for busy working moms whose insights have been featured through media outlets such as CNN, MSNBC, Forbes, Today's Parent, Jet Magazine and more.

As a busy working mom and wife, Tameika understands the challenges that can come with trying to excel both at home and at work. Tameika’s personal passion is in helping working moms conquer overwhelm in order to perform their best at work and at home. She is an advocate for women in leadership and speaks on work-life balance/integration, leadership and networking, and politics and community engagement. Additionally, she has authored multiple books including, “Think Like A CEO, Act Like A Mom: The Pursuit of Work Life Integration” where she shares the perfect blend of sage advice and personal anecdotes to explain how working moms can truly have it all.

First elected in 2002 at the age of 29, Tameika is currently in her 5th term in Columbia, South Carolina. Tameika is a partner in the law firm of Jabber & Isaac, PA. She is also the Founder of The Possibilities Institute, LLC, a peak performance public speaking, coaching and consulting firm specializing in working with women leaders and working moms.

Tameika’s leadership has been recognized nationally. She has been named one of the 50th Most Influential People in the Midlands by Columbia Business Monthly and a 2018 Woman of Influence by the Columbia Regional Business Report. She was selected by Governing Magazine to be one of their 20 leaders in the Women in Government Leadership Programs.

Tameika also serves as Co-Chair of the National League of Cities’ Youth Education and Families Council and as a board member of Women in Municipal Government. Tameika and her husband Jamie co-host a monthly show entitled "Date Night With The Devines", where they discuss with other high achieving couples, love, marriage, raising a family and building successful careers.

Links:

http://www.tameikaisaacdevine.com/

A podcast for industry leaders diversity and HR genders who are talking about the stats and plans and are ready to transform their organization.

Download HRforHer Gender Diversity Dictionary - www.hrforher.com