The Intersection: Recent Episodes
Nancy Harris
If you and your organization are ready to do the work, it’s time to take action, and on The Intersection Podcast, we’re going to be wrestling with the HOW of creating a company culture that truly embraces diversity, equity and inclusion. There are three key principles we’re going to be using on this journey: Educate - better leaders are more informed and aware. Act - You need community and support as you create change in the workplace. Change - you're going to see the fruits of your labor and create sustainable change.
You can’t do this work alone and no one else can do it for you. Let’s do it together. This is The Intersection Podcast, and I’m going to be talking to experts from across industries to find out how they’re changing their workplaces and creating cultures where everyone can thrive. Learn more about Nancy Harris and how to create change in your workplace at RestartConsult.com.
Welcome back to the Intersection Podcast! In this episode, I have the privilege of speaking with Corliss Gardner, the Executive Vice President and Chief Diversity, Equity, and Inclusion Officer at Old National Bank. Corliss began her career in finance and, like many of us, found her passion in creating more equitable and inclusive workplaces. .
We discuss Corliss's background, beginning with her early start in banking and how she navigated spaces often being “the only” .
In this conversation, we discuss…
- The importance of mentorship and sponsorship in navigating your career.
- the challenges and successes she faced often being the only Black woman in professional spaces.
- the significance of building support networks and communities to foster a sense of belonging and combat isolation.
- insights into her collaborative approach, partnering with stakeholders to ensure DEI lens is embedded in processes and practices.
This episode is a must-listen for those commited to driving meaningful change in organizational culture. Corliss Gardner's experiences and insights provide valuable guidance for navigating professional spaces, embedding DEI into business practices, and envisioning a future of true belonging.
Resources:
Corliss Garner’s Linkedin
Welcome back to the Intersection Podcast! This week’s conversation is with Jamaal Glenn, an Entrepreneur, Professor, Writer, and Speaker. Jamaal is the founder and CEO of an investment holding company that advises on strategy, investment execution, and corporate governance.
In this conversation, we discuss…
- Why offering remote work options are critical to attracting and retaining top talent
- the importance of experimenting with generative AI to extend the capabilities of existing workers versus fearing it
- the imperative of embedding diversity and inclusion in both the input and output for shaping AI technologies
- why empathy and experimentation are crucial skills for leaders
Join us for this very interesting conversation. Thank you for tuning in!
Resources:
Jamaal’s Linkedin
Jamaal’s Substack
Jamaal’s Website
Happy Wednesday, and welcome back to the Intersection Podcast!
This week I am speaking with Author, Activist, and DEIB Champion Ericka Carmona-Vega. Ericka is a former Human Resource Executive who left the corporate world to pursue her dream of transforming the way we think about leadership. Ericka is also the founder of Flor y Canto Academy.
Ericka’s soon to be published book, RISE: The West Awakens, is a revolutionary take on how ancestral knowledge and wisdom can inform how we lead today.
In our conversation, Ericka and I discuss…
- Her upcoming book series 'Rise', which aims to validate culturally relevant leadership philosophies and empower readers to embrace their unique leadership styles
- the challenges of leading across different generations
- the need for leaders to move away from punitive and fault-finding approaches, and celebrate individual talents, strengths, and empowerment
- why it’s important for leaders to be generous with their wisdom and knowledge, and to walk with gratitude and abundance
Join us for this heartfelt conversation. Thank you for tuning in!
Resources:
Ericka’s Instagram
Ericka’s Tiktok
Happy Wednesday, and welcome back for another episode of the Intersection Podcast! I’m excited to host Thane Kreiner, co-founder of the Black Corporate Board Readiness program at Santa Clara University with Dennis Lanham. In addition to this role he is a board member, Advisor, and former CEO with over 30 years experience starting and growing enterprises.
In our conversation, Thane and I discuss the mission to increase Black representation on corporate boards. We tackle this conversation by discussing…
- The programs powerful framework of “for us, by us” that can be used for any organization seeking to build community and sustainability
- Obliterating the myth that there are no qualified Black executives for board roles
- and the impact of anti-DEI rhetoric on this movement and others like it
Thane elaborates how BCBR has evolved into a community and movement. The program has over 280 alumni and 130 corporate board seats occupied by graduates.
Join us for this enlightening conversation on driving diversity and empowering Black leadership in corporate governance. Thank you for tuning in!
Resources:
Thane Kreiner’s Linkedin
Dennis Lanham Linkedin
Black Corporate Board Readiness
BCBR History
BCBR Application
Welcome to this episode of the Intersection Podcast! Today, I’m privileged to host Suzanne Jakstavich, Human Resource Executive, Leadership Coach and proud mom. Suzanne has a deep commitment to developing people and culture strategies that empower talent, foster growth, and drive business success.
Suzanne's leadership journey was shaped by personal experiences, including growing up with disabled grandparents and observing her parents' work environments. Her people-centric approach emphasizes psychological safety, curiosity, and vulnerability as essential elements of leadership.
In our conversation, Suzanne delves into the challenges facing organizations today, such as:
- managing multi-generational workforces
- navigating work-life integration
- and combating burnout in hybrid work environments.
She underscores the importance of leadership capabilities in allyship, mentorship, and sponsorship to create inclusive and affirming workplaces.
Balancing her career while caring for her autistic son has taught Suzanne the importance of resilience, self-reflection, and finding supportive communities.
Her advice for leaders centers on adopting a growth mindset, prioritizing learning, and remaining curious amidst change.
If given a magic wand, Suzanne would improve employment opportunities for individuals with disabilities, recognizing the transformative power that everyone can bring to the workplace..
Join us as we explore the dynamic intersection of leadership, inclusivity, and workplace culture with Suzanne Jakstavich.
Thank you for listening!
Resources:
Suzanne Jakstavich’s Linkedin
Aspire Chicago
Welcome to this week's episode of the Intersection Podcast! We are excited to have Kate North, a workplace strategy expert, to explore hybrid work and its impact on inclusive workplaces.
As a principal at Global Workplace Analytics (GWA), Kate brings over 30 years of experience as a trusted advisor to business, HR, and real estate leaders. Her passion lies in crafting transformative workplace strategies that align organizational culture with business goals.
Kate is dedicated to helping organizations optimize hybrid work arrangements to boost innovation, engagement, and inclusivity.
The highlights of our discussion about the future of the workplace:
- The challenges and opportunities surrounding hybrid work models.
- Why we must be intentional when designing hybrid workplace models to ensure inclusive cultures.
- The significance of gathering employee feedback, testing different approaches, and prioritizing employee experience.
- Why it is imperative for leaders to be empathetic and transparent when leading in hybrid models
Thank you for listening! You can also follow Kate North for more on hybrid work, and the future of the workplace
Thank you for listening!
Resources:
Hybrid work articleInclusivity articleKate North Linkedin
Welcome to this week's episode of the Intersection Podcast! We are honored to have Emily Voorde, Founder and CEO of INTO Strategies, a disabled-led firm dedicated to fostering inclusivity in moments, movements, and campaigns.
Emily’s journey from an AmeriCorps member to 2nd grade teacher and then serving as a liaison to Disabled Americans and K-12 educators in the Biden-Harris Administration is nothing short of inspiring. With a passion for justice and equitable access to education, Emily brings a wealth of knowledge and expertise on disability representation.
The highlights of our discussion:
- Emily shares insights from her career journey, including her experiences working on Pete Buttigieg's presidential campaign and in the White House Office of Public Engagement.
- We delve into the prevalence of disabilities in the U.S. and the importance of distinguishing between having a disability and disabled identity.
- Practical steps organizations can take to foster disability inclusion including using inclusive language, auditing accessibility, and collecting data on disability representation.
- The impact of disability inclusion on organizational culture and the competitive advantage it brings.
Thank you for joining this vital conversation. You can also follow Emily Voorde for more on advancing equity, inclusion, and accessibility.
Thank you for listening!
Resources:
INTOStrategies.com
@INTOStrategies on Instagram
@ShortyVoorde on Instagram
Emily Voorde Linkedin
Hello, and welcome back to the Intersection Podcast.
This is the third conversation in our series that celebrates and lifts up Black leaders. These conversations are near and dear to my heart. After spending years in Corporate America, often feeling unseen and unheard, I wanted to give voice to our unique experiences. This series provides resources, tools, and a community to let you know you’re not alone.
In this episode, "Owning Your Story - One Leader's Journey to Healing & Wholeness" with Nyerere Billups, we discuss how to empower and support Black employees. Nyerere is a senior pharmaceutical leader extensive experience developing innovative life cycle management strategies from clinical development to commercialization and launch
Nyerere is a people, culture and equity advocate. Believing that when we can show up full it benefits everyone.
In this episode we discuss:
➡️ The importance of therapy and coaching to provide a safe space for self-acceptance. .
➡️ The value of owning your authentic story and lived experience.
➡️ The parallels between therapy and coaching provide a safe space for self-acceptance.
➡️ Why you shouldn’t take assessments personally.
Thank you for being a part of this community as we acknowledge the contributions of Black leaders.
Thank you for listening!
Resources:Nyerere Billups Linkedin
Hello, and welcome to this week's episode of the Intersection Podcast.
In this second installment of “A Love Letter to Black Leaders” we are delighted to have Shayna Hammond. Shayna is Founder & CEO of Lead For Liberation and IndigoWomen. Shayna centers spiritually-inspired and research based coaching methods to center Black leaders and entrepreneurs.
She is also an author with extensive expertise in leadership and life coaching, workplace culture redesign, business strategy, and education. Shayna recently founded Shayna Renee Media, where she delivers keynote speeches, co-curates liberatory events, and will soon launch a podcast (be sure to check it out).
This important series gives voice to our unique experiences as black leaders and provides resources, tools, and a community to let you know you’re not alone.
In this episode we discuss:
⚫ What motivates Shayna - from her early childhood experiences with discrimination to her career in education.
⚫ What liberatory leadership is and how it enables everyone to thrive, innovate and experience a sense of belonging.
⚫ The challenges often facing Black leaders as we navigate lack of support, grace and trust.
⚫ The imperative of self-preservation practices for Black leaders and how to center and make space for your own emotions.
Thank you for listening and being a part of this community as we acknowledge the immeasurable contributions of Black leaders.
Resources:
Shayna Hammond Linkedin
Lead for Liberation
IndigoWomen
Hello, and welcome back to the Intersection Podcast.
This is the first installment of three entitled "It’s Not You - Navigating Leadership As A Black Woman." The conversations over the next few weeks are near and dear to my heart. As a Black woman who spent 20+ years in Corporate America, often feeling unseen and unheard, I wanted to give voice to our unique experiences and provide resources, tools, and a community to let you know you’re not alone.
Over the course of the series, we'll explore what it’s like to work in environments that were not designed by us or for us. And before you turn away and say…"I'm not a black leader” I encourage you to listen as we can all learn and grow from each other.
In this episode, we speak with Dr. Heather Lofton, LMFT, Founder of Dr. Lofton, LMFT Therapy & Consulting. She holds a doctorate in Human Development and Family Studies with a specialty in systems therapy. Dr. Heather also served as Core Faculty and Staff therapist at The Family Institute at Northwestern University's Master of Science Marriage and Family Therapy program.
Her specialty areas of treatment are professional women with depression, anxiety, and work-life balance concerns. Dr. Lofton's primary area of research and treatment specifically focuses on high-achieving black female professionals.
In this episode, we discuss:
➡️ The research on stress, anxiety, and mental health issues among high-achieving Black professional women.
➡️ Real steps organizations can take to support Black Women leaders like ensuring access to coaches and therapists, eliminating flawed assessments, and systemic barriers. All of which positively impact everyone in an organization.
➡️ Resources you can use to support your own healing such as personal audits which assess the risks and costs of overwork and setting clear boundaries around self-care.
Thank you for being a part of this community as we acknowledge the immeasurable contributions of Black leaders present and past.
Thank you for listening!
Resources:
Book: The First, the Few, the Only
Dr. Adia Gooden website is here
Dr. Dara Winley website is here
Therapy for black girls website is here
Psychology Today
Dr. Heather Lofton Linkedin
Welcome back! I hope your 2024 is off to a healthy and nurturing start.
We’re kicking off this first episode of the season with a focus on money. Delving into what’s possible when organizations align financial objectives with their mission and values.
I’m thrilled to welcome Dana Britto, Founder & Principal of Cultivar Consulting. Dana is a bold champion for greater equity within nonprofit management and philanthropy. Her expertise as a Lender and Board Treasurer help organizations strengthen financial management systems which ultimately empowers leaders, teams, and the communities they serve.
Join us as we explore the critical intersection of equity and financial practices, and how embedding equity into financial decision-making fosters a more inclusive and just workplace.
In this episode, we discuss:
➡️ The common barriers nonprofits face when discussing finances, including our own personal trauma and negative associations tied to money and systemic oppression.
➡️ The criticality for open dialogue between Finance and other functions (including your Board) which fosters mutual understanding rather than siloed decision-making.
➡️ The power of storytelling to build trust and financial transparency within and outside your organization.
Thank you for being a part of The Intersection Podcast community! Stay tuned for more thought-provoking conversations, as we explore what’s possible when we commit to more equitable and just workplaces.
Resources:
Dana Britto Linkedin
Welcome to a momentous occasion— celebrating the 100th episode of The Intersection Podcast! Your support, engagement, and commitment to not only this podcast, but fostering diverse, equitable, and inclusive workplaces, has been instrumental in making this podcast what it is today. Thank you for being a part of this remarkable community we've created.
In this special episode, I reflect on how far we've come, celebrate accomplishments, and renew my commitment to the podcast’s mission. But that's not all! We're gearing up for what's to come in 2024, and it's going to be an exciting year filled with inspiring conversations and fresh insights.
In this episode:
🌟 I'll reminisce about the most memorable moments and impactful discussions from the past 100 episodes.
🌟 Despite the hurdles facing DEI, I’m choosing to focus on the possibilities that lie ahead.
🌟 And most importantly, a heartfelt thank you to my incredible community of listeners, sharers, commenters, and behind-the-scenes contributors who have made this podcast a powerful platform for change.
🌟 I have an exciting announcement about an upcoming podcast name change, but rest assured, the core mission remains unwavering—to create workplace cultures and systems that support the advancement of marginalized leaders.
As I reflect and celebrate this significant milestone, I’m looking forward to the future with great anticipation. The next 100 episodes promise to be even more transformative, with inspiring insights and thought-provoking conversations. Together, we'll continue to drive positive change and create workplaces where diversity is celebrated, and everyone thrives.
Stay tuned for more engaging discussions and inspiring stories. The Intersection Podcast is just getting started!
“The purpose of equity work is [so we can all] exist as full humans. White supremacy culture [and] other systems of oppression [are] about dehumanization,” Rachel Vicente shares. “Equity work is about [ensuring] people [can] be human - all of the emotions, life experiences, and complexities that come with it, and for us to be able to learn from each other and grow from each other.”
Rachel Vicente is the founder and CEO of Rachel Vicente Consulting, where she provides coaching, professional development, and project-based engagement services to schools, organizations, and companies to achieve equitable systems and structures. She is a DEI strategist and coach dedicated to creating a more just, anti-racist society through coaching and education.
In this week’s show, we talk about:
- White supremacy culture - what it’s about, how it hurts everyone, and modern examples that prove it’s still a pervasive part of society.
- How a lack of shared language is hindering open, honest dialogue.
- The importance of transformation in the workplace, and how it affects more than your organizational culture.
- The ties between capitalism and racial inequality.
Resources
Rachel Vicente on LinkedIn
Hello and welcome to this weeks episode of the Intersection Podcast!
We don’t often equate creativity and imagination with DEI. My guest is busting that myth and bringing a unique lens to the way we approach DEI.
We’re joined by Michaela Ayers, a multi-disciplinary artist and Art Historian who blends creativity into DEIA. Michaela is a seasoned facilitator who offers a human-centered approach to learning that promotes true and lasting behavior change.
A spirited storyteller, Michaela is also the creator of the Black Her Stories project, a platform celebrating the leadership and contributions of Black women throughout history and in modern times.
We explore the following topics in our conversation today:
- Interactive, creative, and engaging approaches to DEI that drive culture change
- Storytelling and vulnerability as a means to help leaders expand their perspective
- Play and imagination as catalysts for transformation and a way
Michaela shares, “I really see the power of design thinking and human centered design in the framing of how we might invite people to imagine how we can start to integrate some of these behaviors or practice some of these principles.”
Thank you for listening to this episode of The Intersection Podcast. Don't forget to subscribe and stay tuned for more thought-provoking conversations.
Resources:
Nourish IG
Black Her Stories IG
Welcome back to the Intersection Podcast! This week we have a replay of an episode from the pandemic, that applies today. When our world feels chaotic, we return to community and culture for support.
Tatyana Fertelmeyster is a diversity and inclusion consultant and expert, and is the founder and Principal of Connecting Differences. For over 20 years, Tatyana has been working as an intercultural professional, having started her career as a therapist for Soviet Union refugees. She also specializes in domestic diversity. She joins me to talk about the mental strains caused by the pandemic and what leaders can do to make it easier for their employees.
Here are a few highlights from our conversation:
- Tatyana’s philosophy is: that wherever there are people, there are differences.
- Leaders have been dealt the same hand as their team members, yet are still expected to be in the know.
- Privilege is something we understand by its absence rather than its presence.
- Right now, it is important to have realistic expectations of yourself and others.
- Any big change is a big loss.
- Leaders need to check in with their people and support them by being understanding and giving them recognition for their hard work.
- In virtual meetings, you should dedicate some time to socializing with your team members to relieve tension and anxiety. Create a space that appreciates candor about people’s current experiences.
- Use your privilege to speak up on someone else’s behalf.
Resources
Tatyana Fertelmeyster on LinkedIn | Twitter
ConnectingDifferences.com
In this podcast replay, we revisit a compelling conversation with Ericka Carmona-Vega, a dedicated Human Resources Leadership Advisor at Streigenics' Latin American branch. Ericka's journey towards advocating for social justice and activism began in the aftermath of the 1992 LA riots, sparking her involvement in community organizing and protests.
During our discussion, Ericka shared her profound insights and experiences in the realm of diversity, equity, and inclusion. She emphasizes that achieving meaningful and lasting progress toward workplace equity, diversity, and inclusivity requires strong leadership. Ericka underscores the importance of organizations not only endorsing DEI programs and initiatives but also implementing these practices at the highest levels of leadership.
Ericka's aspiration is for every echelon of the workplace to mirror the diversity of the customers they serve. Join us in this enlightening conversation as we explore the path to a workplace that is truly equitable, diverse, and inclusive.
Resources
Ericka Carmona-Vega Website | Instagram
Xipe: The corporate Gap Year and Professional Renewal - Ericka Carmona-Vega
Hello and welcome to this week's episode of the Intersection Podcast! If you’re a hiring manager this is a must listen to.
Today we’re joined by Dr. Mira Brancu to discuss the imperative of equitable workplace cultures to attract, retain, and advance underrepresented leaders. Dr. Brancu shares specific advice for women navigating careers, guidance for male allies, and insights on changing systems versus dismantling them.
Dr. Mira Brancu is the Founder and CEO of Towerscope, an award-winning social impact consulting firm. She’s held leadership roles at the US Department of Veterans Affairs and a faculty appointment at Duke University. Mira is the author of "Millennials Guide to Workplace Politics" and is a contributor on women in leadership for Psychology Today
We explore the following topics in our conversation today:
- How to increase visibility and find opportunities in your organization
- The importance of Sponsors and Allies
- A Values-First approach to attracting and retaining talent
Dr. Brancu shares, “Gen Z especially, or even Millenials, they aren’t interested in just working for an organization to get a paycheck or sticking around if they’re not they’re not feeling supported.”
Thank you for listening to this episode of The Intersection Podcast. Don't forget to subscribe and stay tuned for more thought-provoking conversations. Together, we can create a world where diversity is celebrated, and everyone thrives.
Resources:
Towerscope
Towerscope Linkedin
Dr. Mira Brancu Linkedin
Dr. Mira Brancu Instagram
Hello and welcome to another episode of the Intersection Podcast! This week we are joined by Sonia Thompson. Sonia is a luminary in the realm of inclusive marketing and branding. As an inclusive brand coach, strategist, and consultant, Sonia has carved out a niche by helping brands expand their reach by authentically catering to a diverse clientele.
Not only does she boast a formidable resume with columns in prestigious publications like Forbes, but she also leads the conversation on belonging in the business world through her podcast, the 'Inclusion and Marketing' podcast. With an expansive career, insightful viewpoints, and the unique experience of having lived in diverse locales like Argentina, Sonia offers a refreshing perspective on why businesses must prioritize inclusivity for success.
We explore the following topics in our conversation today:
- Sonia's strategies on how brands can grow by effectively connecting with a diverse customer base and the significance of varying consumer journeys.
- Unraveling the challenges of ageism in the digital space, the importance of diversity within teams, and how homogenous thinking can hinder a brand's potential for inclusivity and growth.
- Exploring the profound impact of feeling seen and acknowledged in the business world, especially for women and people of color.
Sonia shares, “I firmly believe that everyone deserves to have a place where they feel like they belong.”
Thank you for listening to this episode of The Intersection Podcast. Don't forget to subscribe and stay tuned for more thought-provoking conversations. Together, we can create a world where diversity is celebrated, and everyone thrives.
Resources:
- Inclusion and Marketing
- Sonia Linkedin
- Sonia Instagram
Welcome to another episode of the Intersection Podcast!
In 2020 during the height of the Pandemic, I joined Clubhouse and found myself in a room called Shared Sisterhood co-facilitated by Dr. Tina Opie and Dr. Beth A. Livingston. The conversations in that room had a tremendous impact on me. They went on to coauthor Shared Sisterhood: How to Take Collective Action for Racial and Gender Equity at Work.
Dr. Tina Opie is an Associate Professor of Management and a prominent voice in the fields of research, teaching, consulting, and public speaking. Dr. Opie is the founder of Opie Consulting Group LLC, where she guides corporations towards transformative change.
Dr. Beth A. Livingston is the Ralph L. Sheets Associate Professor in Industrial Relations at the University of Iowa's Tippie College of Business. With a prolific career studying gender, stereotyping, discrimination, and work-family dynamics, Dr. Livingston's insights enrich our understanding of complex workplace issues.
We explore the following topics in our conversation today:
- Goals and metrics are crucial for DEIJ but reaching goals does not signify true equity. The work is perpetual.
- With the recent SCOTUS ruling on affirmative action, how can leaders and organizations best prepare for the eventual impact on the workplace?
- The Shared Sisterhood Powerful practice of Dig, Bridge, and Collective Action
Dr. Opie says, “It’s really critical that your listeners hear when you feel the temptation to deny a bias, that’s an opportunity for DIG.”
Thank you for listening to this episode of The Intersection Podcast. Don't forget to subscribe and stay tuned for more thought-provoking conversations. Together, we can create a world where diversity is celebrated, and everyone thrives.
Resources:
Shared Sisterhood: How to Take Collective Action for Racial and Gender Equity at Work
Dr. Tina Opie - Linkedin
Dr. Beth A. Livingston - Linkedin\
Colorlines: Asian Americans in an Anti-Black World
Welcome to another edition of The Intersection Podcast!
Today's guest is Stacye Thrasher Brim, the Founder and Principal Consultant of STB Consulting. STB partners with organizations to develop and execute meaningful strategic plans. Stacye has over 20 years of experience leading corporate and nonprofit clients in project management, process improvement, and strategic planning.
We explore the following topics in our conversation today:
- What it looks like to embed DEIJ into your strategic plan.
- The common challenges organizations face when operationalizing their plan.
- Developing quantifiable goals that are realistic and actionable.
Stacye believes, “if you have a strategic plan that is current, and you’re not executing it, slow down and ask yourself why? What’s getting in the way?”
Thank you for listening to this episode of The Intersection Podcast. Don't forget to subscribe and stay tuned for more thought-provoking conversations. Together, we can create a world where diversity is celebrated, and everyone thrives.
Resources:
Website: https://www.stbconsultingllc.com/
LinkedIn: https://www.linkedin.com/in/stacyebrim/
Welcome to another enlightening episode of The Intersection Podcast. This week, we delve into the transformative power of The Libertory Consciousness Framework, with our special guest, Julye Williams. This framework consists of four essential pillars: awareness, analysis, action, and accountable allyship.
Julye Williams founded The Project 2043 Institute, whose mission is to educate and prepare organizations for the multiracial society we live in today and in the future.
Julye spent 20 years in education where she led international youth exchange programs, co-founded a public elementary school, and develped resources on race & diversity, trauma, and social-emotional learning. Julye is a passionate advocate for racial and social justice, fluent in Spanish and Portuguese, and holds an MBA from Florida A&M University.
During this conversation, we explore the following topics:
- The Libertory Consciousness Framework - what it is and how leaders can utilize it
- The common challenges that organizations encounter as they progress through the framework.
- The importance of understanding historical context and its implication on DEIJ
Julye says, “If I had a magic wand, I would magically make everyone understand the history of how we got to where we are.”
Thank you for joining us in this episode of The Intersection Podcast. Don't forget to subscribe and stay tuned for more thought-provoking conversations. Together, we can create a world where diversity is celebrated, and everyone thrives.
Resources:
Julye Williams Linkedin: https://www.linkedin.com/in/julyewilliams/
The Project 2043 Institute Linkedin: https://www.linkedin.com/company/the-project-2043-institute/
The Project 2043 Institute: http://project2043.com/
“Something that has become even more clear to me is that in all the different ways that we're doing the work [of social justice], we need support,” says Stephanie Hicks.
Stephanie Hicks is the founder and director of Yoga for Black Lives, a series of donation-based yoga classes to support Chicago organizations resisting state violence against Black people. She is a lecturer at The Program on Intergroup Relations and a faculty affiliate of the Institute for Research on Women and Gender at U-M. Using her platform, Stephanie has managed to carve an intersection between social justice, yoga, and mindfulness. In this week’s show, she shares how Yoga for Black Lives came to be and gives details about how she has been helping educate people about social justice. She discusses the impact that combining yoga and mindfulness with activism can have, how leaders can make workspaces more inclusive by adopting social justice education programs, and the meaning of representation.
Tune in to listen to Stephanie, and then let us know: how can you use mindfulness as a tool for social justice? Please share your thoughts in the comments.ResourcesStephanie Hicks on LinkedIn Yoga For Black Lives
This week's podcast is a replay from a conversation I had with Dr. Eleanor Gil-Kashiwabara, who is the founder and CEO of Luminosa Psychology Services. Eleanor is a licensed psychologist and has done extensive work in tribal communities. She also conducts training on diversity, equity, inclusion, and racism. Eleanor is passionate about helping people be comfortable in the space they occupy. She also advocates for creating avenues and services that everyone can access. In this week’s show, she talks about the intersection of racism and intergenerational trauma. More psychologists of color need to be brought into this field, Eleanor says. There aren’t enough people who understand the effects of historical trauma and who can provide services in marginalized communities.
Welcome back to The Intersection Podcast. In this episode, I am speaking with Dr. Lisa Bowleg. Lisa Bowleg, PhD, MA, is a leading scholar of the application of intersectionality to social and behavioral science health research. She is Professor of Applied Social Psychology in the Department of Psychological and Brain Sciences at the George Washington University (GW) and a Co-Director of the Social and Behavioral Sciences Core of the DC Center for AIDS Research (DC CFAR). She is also the Founder and President of the Intersectionality Training Institute (www.intersectionalitytraining.org).
Informed by intersectionality and critical race theory, her research projects examine the effects of social-structural stressors (e.g., unemployment, incarceration, police brutality), intersectional stigma, and protective factors on the health of Black men at diverse intersections of socioeconomic status and sexuality.
In this week’s episode, we discuss
- Lisa’s inspiration was fueled by reading black feminist writers while in college
- What are intersectionality and its impact on organizations and leaders
- The importance of learning about historical oppression, discrimination, and racism and the impact it has on current-day organizations
Lisa shares, “I want people in the DEI workspace to understand the complexity and nuance that intersectionality brings to the work they might be doing. Let’s do the work and keep going.”
Thank you for tuning in to this episode! Stay tuned for more thought-provoking conversations, as we transform our workplaces to be more equitable, inclusive, and just.
Resources:Dr. Bowleg’s Master's Tools: https://journals.sagepub.com/doi/10.1177/10901981211007402
Intersectionality Training Institute: www.intersectionalitytraining.org
Welcome back to another episode of "What's on Your Mind," where we delve intoyour most pressing DEJI questions.
In this week's episode, we discuss
- Moving beyond performative DEIJ
- Doing your own inner work - why as a leader you must to do you own work to effectively create change in your organization
- Why it’s no longer acceptable (not that it ever was) to rely on employees to do the work of DEIJ
Leaders need to embark on their own DEI learning journey. It is not your ERG’s responsibility to lead DEIJ within your organization. Don’t ask employees to commit time, expertise, and passion for free, it is essential to provide compensation. If budgets are limited, organizations can offer learning opportunities or professional development to demonstrate their commitment. By allocating monetary resources to DEI, organizations align their actions with their values, demonstrating that DEI is not merely lip service.
I want to hear from you. What are you doing in your organizations? What’s working?. Please feel free to reach out with any questions, feedback, or success stories at info@restartconsult.com.
Additionally, I invite you to join the upcoming DEI Deep Dive by signing up at restartconsulting.com/dei-deep-dive.
Thank you for tuning in to this episode of "What's on Your Mind." Stay tuned for more thought-provoking conversations, as we transform our workplaces to be more equitable, inclusive, and just.
Whether we like it or not, in today's current climate conversations about DEIJ can be polarizing. What if you had a framework to navigate those conversations? In this week's episode with Dr. Ahmmad Brown (more about him below), we delve into:
- Effective strategies for communicating about DEIJ that help with “diversity fatigue” and encourages leaders to engage in conversation.
- The Intergroup Dialouge framework arose from academics but can be a powerful framework for communication. Bonus…we also share excellent research and resources in the show notes.
- The power of communication to foster sustainability in inclusion and anti-racism
Dr. Ahmmad Brow is a scholar-practitioner. Dr. Brown holds a Ph.D. in organizational behavior from Harvard University, and an M.B.A. and M.A. in Education from Stanford University. He is an assistant professor at Northwestern School of Education and Social Policy, faculty lead for the Leading Equity & Inclusion ( LEIO) certificate program, and president/co-founder of EquityBased Dialogue for Inclusion (EBDI).
As Ahmmad shares, “We are co-creating our workspace, culture, and potentially societal structures. This is a very abstract, high-level vision and what I’ve learned is many organizations aren’t ready.”
Tune in and share what’s working and how you’re navigating DEIJ conversations in your organization.
Resources:
Linkedin Dr. Ahmmad Brown
Equity Based Dialogue for Inclusion (EBDI)
MSLOC
Ximena Zúñiga (2001). "Design Considerations in Intergroup Dialogue." Reference table 2
Schoem, David (2003: "Intergroup dialogue for a just and diverse democracy." Reference the list beginning on page 216
In this week’s episode, Bernadette Smith joins us. She is the founder and CEO of Equality Institute and the award-winning author of four books, including the bestseller Inclusive 360: Proven Solutions for an Equitable Organization.
Bernadette has been named one of Chicago’s Notable LGBTQ Executives by Crain’s Chicago Business and hosts the weekly podcast 5 Things in 15 Minutes: Bringing Good Vibes to DEI.
Bernadette likes to begin working with companies by setting up a series of quick wins. She begins by looking at the business as a whole, and looking at all processes around HR, choosing suppliers, creating marketing campaigns, and developing products. That way steps can be added to check for diversity, equity, and inclusion in each process. She argues that it takes no additional time to be inclusive.
“Right now here in the U.S., many states are making it very hard to exist as a transgender human. I would just encourage folks to reach out to people in the community, especially trans folks. Let them know that you have their back and you’re there to support them and love them.” Bernadette shares.
Tune in to listen, and let us know what insights you gained from this episode. Please support the Trans Justice Funding Project here**.
Resources:*Listen to Bernadette's podcast here.
Bernadette's book Inclusive 360 can be found here.LinkedinWebsite* LaTonya Wilkins' book Leading Below the Surface**
In this week’s episode, Nancy shares several reasons why your DEI training is not having the impact it could have and what you can do to move from performative to sustainable change. She shares a powerful client example that demonstrates how you can create policies and processes that operationalize your traininig.
“Before investing money, time, energy and resources in any type of training be it DEI or anything else. Start with knowing your why. Why are you doing this in the first place?” Nancy shares.
To ensure the effectiveness of DEI training, we need to be intentional about the desired outcomes and changes we wish to see in our workplace. So, what changes do you envision from your DEI training?
Tune in to listen, and let us know what insights you gained from this episode. What will you do differently in the future?
This week we’re going back to The Intersection archives and discussing the limiting beliefs that make up imposter syndrome
“A lot of people recognize the concept of imposter syndrome, but what they don’t identify is that these limiting beliefs that we learn and internalize throughout our lives come from a patriarchal system,” Michelle Mokert comments.
Michelle Morkert is a coach and Global Gender Scholar and Professor. She is the founder of Michelle Morkert Coaching, where she incorporates 17 years of academic experience in women’s and gender studies with her certified professional coach training. Michelle is a self-proclaimed disrupter of imposter syndrome.
In this week’s show, she defines, disrupts, and debunks imposter syndrome and the myths surrounding it. She shares insights on how imposter syndrome intersects with gender and white supremacy culture.
Tune in to listen to Michelle, and let us know: how can you disrupt imposter syndrome in your own lives? Please share your thoughts in the comments.
Resources
Michelle Morkert on LinkedIn
Historically, women, and black women, in particular, have been treated in ways that actively hinder their professional development. Laura Knights, founder and CEO of Knights Consulting LLC, joins me to discuss the systemic barriers and what we can do to dismantle them.
You’ll hear us discussing ideas, such as:
The glass ceiling. This concept does not accurately describe the experience of black women at work. According to research conducted by McKinsey, it doesn’t fit most women at all. The biggest barrier is what they coin the “broken rung”- the first step into leadership.
Systemic barriers. The most common systemic barriers that actively stunt black women’s professional growth include a lack of quality feedback, mentoring, and corporate resistance to doing equity work.
How black women experience burnout. A Black Women Thriving report shared that burnout is a survival mode for black women, which is also applicable on a societal level, not just in the workplace.
Imposter syndrome. The original research for imposter syndrome excluded black women, so it does not reflect their lived experiences. Using the framework of imposter syndrome creates false narratives about themselves that black women internalize, when the barriers to their success are external and systemic.
Resources Laura Knights on LinkedIn | Twitter | Website Reframing Imposter Syndrome Black Women Leading Every Level Leads
We live in a time where separating life and work is impossible. What happens outside of the workplace impacts how we show up in our roles. Especially when it comes to diversity, equity, inclusion, and social justice. Tamara Page, Head of BP’s Western Hemisphere Diversity, Equity, and Inclusion, joins me to discuss the power of speaking up and creating space for vulnerable conversations.
In this week's episode, we discuss the leaders' role in:
Knowers vs. learners. In knowing work cultures, leaders are expected to be experts in their field and act as if they have all the answers. Learning cultures encourage collaboration, inspiring people to gain insight from each other’s different backgrounds, experiences, and lenses in which they see the world.
Everything is integrated. The different aspects of our lives do not exist in silos; rather, they affect each other. Personal bleeds into professional, and vice versa. It’s imperative that leaders get to know their employees as people so they can recognize what events may pull them in different directions.
Suspending beliefs. In listening to people, suspending your own beliefs prevents you from being resistant to learning what you didn’t know before. If it challenges what you know, take it as a new perspective to consider.
Safe spaces. Leaders should take the time to check in with their team, creating psychologically safe spaces, whether physical or virtual, for them to be vulnerable and talk about their personal struggles.
Resources Tamara Page on LinkedIn
Good intentions make little impact where lasting change is concerned. You must work to make your intentions a reality. Sonya Kaleel, founder of The Inclusion Practice and adjunct faculty for Northwestern University’s Leading Equity & Inclusion in Organizations Masters Program, joins me to discuss the importance of moving beyond intention to taking action. In today's episode, we explore:
Intention vs. action. Organizations talk about DEI, but talking about it and doing it are two different things. Oftentimes, organizations don’t know where to start or what to prioritize. It takes more than grand public statements to dismantle issues like systemic racism and inequality.
What gets in the way. Leaders tend to think of DEI as a program to be implemented when in reality, it should be integrated into every aspect of business.
It’s a journey. There is no “one-and-done” approach to embedding DEI. It starts with your own self-awareness as a leader, your organizational culture, and your ‘why’ - the reason you care enough to do the work on a personal and organizational level.
The four C’s. Curiosity, community, courage, and compassion are key components in creating lasting change.
Resources Sonya Kaleel on LinkedIn
Culture change is about operationalizing your values, asking for input, and adapting when something is no longer working. Leaders at every level should be culture champions in their organizations. Rich Johnson, VP of Global Leadership Development at Spaulding Ridge and one of Crain’s Chicago Business 22 notable executives in DEI, joins me to explore if culture can be scaled and, if so, what that looks like.
We’ll be exploring…
Defining culture. Culture is the collective behaviors of an organization and how those translate into the systems and processes people experience every day. It radiates from the top down and bottom up. There are strategic and grassroots elements to culture.
Living your values. The DNA of your company is important: it is made up of the values you choose and the behaviors you endorse. Aligning your core values involves a deep commitment to practicing them at every level of the organization.
Culture and global growth. Having global employees can be challenging when it comes to culture, but hiring people who align with your core values puts the organization in a better position as you grow.
The intersection between decision-making and culture. The importance of making decisions that reflect your values and culture.
Resources Rich Johnson on LinkedIn
Balance, readiness and change. We say we want to embrace DEI, but are we ready? In order to create a workplace where we can all thrive, we must walk the fine line between personal and organizational readiness for change. Shawntal Mallory, attorney, professor, and Executive Director of the Nebraska Legal Diversity Council, joins me today to talk about the challenges and objections to discussing DEI in the workplace.
You’ll hear us discussing key ideas, such as:
The pendulum swing. It’s been observed that one step forward equals another step back when it comes to civil rights movements in the US. Whenever gains are achieved, there’s always some kind of blowback.
Moving from transactional DEI to transformative DEI. People tend to lean into the discomfort of addressing inequity in the workplace, preferring DEI to be transactional like they’re checking off a box.
What to do when faced with objection to DEI work in your organization. Change of this kind is always met with resistance. There will be daggers thrown at you, and you need to have the fortitude and support to withstand them.
What DEI really is. Stop referring to DEI as a program - it is a journey, a part of how you lead and who you are as a leader. In the words of former President Obama, “It’s a relay race.” You run the race until you can’t anymore, then pass the baton onto the next generation.
Resources Shawntal Mallory on LinkedIn
Belonging is integral to DEI, yet not enough focus is placed on it. Companies often unintentionally block themselves from creating cultures of belonging, which affects the way their employees show up at work. Gisele Marcus, Professor of Practice in DEI at Washington University in St. Louis, joins me to explore belonging and inclusion and how companies can start being intentional about fostering it in their environments.
You’ll hear us discuss key ideas, such as:
Belonging as an extension of inclusion. Do you feel comfortable in your environment? Do you feel that when you walk into a room, your voice will be heard, and you will be welcomed in that space?
The challenge of creating cultures of belonging. Typically, companies aren’t intentional about making belonging a focus, which is one reason many employees don’t feel a part of the workplace.
How companies can improve their cultures. Transparency, curiosity, and preparation go a long way in making employees feel like they belong. Leaders should also practice listening and setting clear expectations.
Assessing where your organization or team is at. If you don’t know how employees experience your culture, you must ask them.
Resources Gisele Marcus on the Web | LinkedIn | Twitter Email her at gisele@giselemarcus.com
We do our best work when we can show up as our whole selves, but there are usually several obstacles when we do. It’s especially difficult when your identity has historically not been centered in the workplace we exist in today. The workplace was designed around a very specific set of identity factors, and the further away you are from those factors, the less chance you have to win the game - which results in the less “you” you bring to work. Sandhya Sudhakar, coach, consultant and founder of SELF at WORK, joins me to explore the things that hold us back from authentic leadership, and what we can do - individually and collectively - to break those barriers.
You’ll hear us discuss key ideas, such as:
Why practicing self-compassion and investing in yourself are imperative as a leader. Emotional intelligence is an invaluable skill that all leaders should practice.
Being an authentic leader in spaces that typically exclude you. The workplace was built by white men for white men, and when you don’t fit that description, especially as a person of color, you’re often met with some resistance.
The ways trauma manifests in leadership. We all carry little traumas with us into work, and they impact the ways we do certain things and interact with other people.
Examining the systems your company has in place. Are they hurting or hindering the advancement of people of color? Are they performative, or leading to actual change?
Resources Sandhya Sudhakar on LinkedIn
This episode is a replay of one of the year's most popular episodes. Enjoy!
“We talk about diversity, equity and inclusion as if it’s a program or a series of dashboards with an endpoint,” Betsy Leonard remarks, “when what we’re really doing is transforming the very water we swim in and the very air we breathe. It’s never-ending work.”
Betsy Leonard is Executive Director of Kartemquin Films, an Oscar-winning collaborative non-profit that uplifts and empowers documentary makers who create stories that encourage equity, justice, and engagement in society. As a passionate leader and strategist, she sees herself as a connector of people and ideas.
In this week’s show, Betsy discusses the imperative of doing self-work and shares her personal journey to becoming anti-racist and how she's educated herself. She talks about learning to "sit in" love and liberation, and gives insight into the work Kartemquin is doing.
Tune in to listen to Betsy, and then let us know: how can you live in love and liberation in your community? Please share your thoughts in the comments.
Resources Betsy Leonard on LinkedIn Kartemquin.com
Amplifying RJ Podcast So You Want to Talk About Race by Ijeoma Oluo America’s Original Sin by Jim Wallis TRHT - Truth, Racial Healing, and Transformation Putting Racism on the Table
This episode is a replay of one of the year's most popular episodes. Enjoy!
“Meritocracy is a myth. It suggests that your success is based solely on your work ethic, your grit, your resilience, your ability to pull yourself up by your bootstraps and go make something of yourself,” John says. “I would suggest that there has [historically] been no one who has worked harder in this country than a Black American, and yet the outcomes don’t reflect that.”
John Graham Jr. is VP of Global Employer Branding, Diversity and Culture at Shaker Recruitment Marketing and an HBCU graduate. He is dedicated to improving the lived experiences of marginalized employee populations and is the author of Plantation Theory: The Black Professional's Struggle Between Freedom and Security.
In this week’s show, he talks about the challenges that Black professionals face in corporate America. He shares insights about ushering in a new era of DE&I, moving from compliance to lived experiences.
Tune in to listen to John, and then let us know: do you think meritocracy is a myth? Please share your thoughts in the comments.
Resources John Graham Jr. on LinkedIn | Twitter
“A lot of the malaise happens because there’s a reconfiguration of the internal goals that you set in your younger years and the reality [that] you may not be where you thought you were going to be,” Adrion Porter shares. “You have the traffic jams of life coming at you… at the same time.”
Adrion Porter is the founder of Mid-Career Mastery, a platform dedicated to building the most powerful personal and professional growth community for people over 40. He is the creator and host of the Gen X Amplified podcast, where he highlights and gives a voice to the powerful generation between Boomers and Millennials. Adrion is a speaker, thought partner, and age diversity advocate.
In this week’s show, we talk about:
The paradox of aging, or how happiness follows a U-curve during our lives.
Getting out of the midlife malaise.
The power of multigenerational work teams.
How age discrimination manifests in the workplace.
Resources Adrion Porter on the Web | LinkedIn | Twitter Mid-Career Mastery
“If you’re an advocate for organizational justice and workplace equity, you need to be looking through that lens in your day-to-day operations as well,” Melissa Horne shares. “These are big systems that we’re all working with, but we can resist when we’re intentional about it.”
Melissa Horne is Director of Business Growth and Development at Dialect, an inclusive workplace learning company creating custom experiences based on science. She is the host of the Just One Q podcast, and an advocate for DEI and belonging.
In this week’s show, we talk about:
Utilizing resistance in the workplace to bring about change.
Why people are often hesitant to change.
The intersection of confidence, motivation, and learning.
What organizations need to consider when they want to make a difference.
Resources Melissa Horne on LinkedIn
“When we are fearful and isolate ourselves from other people who might not see things or believe in things as we do, we create fissures in our society,” Jeanne McInerney shares, “and those fissures weaken us as a city, as a country, and as individuals.”
Jeanne McInerney is Board President at Heal Chicago, a nonprofit that creates life-changing workshops that reduce bias and promote equity by developing interpersonal connections between people from all walks of life. She is also the founder of Align 20/20, and the former Director of Development Center for Multicultural Communities at what was then known as Healing Racism Chicago Southland.
In this week’s show, we talk about:
What gets in the way of us really hearing people’s stories.
How to approach your leader with concerns about their leadership style.
The power of facilitated dialogue, and why a lack of it is so dangerous.
Resources Jeanne McInerney on LinkedIn
“I believe that the current standards of professionalism within the capitalist system were not made for or by people of the global majority and of marginalized groups,” Desi Carson shares. “Debunking professionalism, for me, is just bringing back the human component of it and how we can lead with love, compassion, kindness and understanding within the workplace.”
Desi Carson is Development Partner and Director of Programs and Partnerships at IDEAS Generation. In addition to being a community builder and social activist, she is an advocate, speaker, and writer. Desi is a mental health equity champion using hair care as an entry point with her business, PsychoHairapy, which she manages as Business Development Manager.
In this week’s show we talk about:
The hybrid model of face-to-face and remote work, and why it shouldn’t inspire fear.
Restructuring how we perceive time and deadlines.
Managing the different needs and work styles of a team as a leader.
Dismantling the traditional punitive and rigid workplace culture.
Resources Desi Carson on LinkedIn
PLEASE NOTE: This episode touches on sexual assault. Listener discretion is advised. If you are uncomfortable with that topic, we encourage you to avoid this episode.
“When it's about finding our voice and speaking our truth… what I like to draw back to is: this is a job that you have, but who you are, how you feel about yourself and the way you function in the world is more paramount,” Minita Gandhi shares. “And so in terms of whether to speak up or not and finding truth, the really simple thing I say is: if you were to talk to your 80-year-old self right now, what would they want you to do in this moment?”
Minita Gandhi is an actress, playwright, healer, and the former National Program Director for AGE (Advance Gender Equity in the Arts). In addition to leading workshops for business leadership and a variety of other topics, they privately coach arts leaders and senior executives at Minita Studio, aiding them in achieving their goals through a holistic lens. Their platforms include but are not limited to: equity through an intersectional lens, sexual assault, mentorship, and advocacy and empowerment for those who represent marginalized genders.
In this week’s show we talk about:
The collective experience of the pandemic, and what it taught us.
The importance of pluralism - why it’s imperative that we come together and compromise because there will never be just one right voice to follow.
Ways in which we can create change.
Allowing people to learn from their mistakes, and not defining others based on one moment of their lives.
Resources Minita Gandhi on the Web, Twitter, Instagram
“The purpose of equity work is [so we can all] exist as full humans. White supremacy culture [and] other systems of oppression [are] about dehumanization,” Rachel Vicente shares. “Equity work is about [ensuring] people [can] be human - all of the emotions, life experiences and complexities that come with it, and for us to be able to learn from each other and grow from each other.”
Rachel Vicente is founder and CEO at Rachel Vicente Consulting, where she provides coaching, professional development, and project-based engagement services to schools, organizations, and companies to achieve equitable systems and structures. She is a DEI strategist and coach dedicated to creating a more just, anti-racist society through coaching and education.
In this week’s show we talk about:
White supremacy culture - what it’s really about, how it hurts everyone, and modern examples that prove it’s still a pervasive part of society.
How a lack of shared language is hindering open, honest dialogue.
The importance of transformation in the workplace, and how it affects more than your organizational culture.
The ties between capitalism and racial inequality.
Resources Rachel Vicente on LinkedIn
“[Things] have changed some, but if you look at technology teams at most companies in America, it still skews quite a bit to male and white,” John Higginson remarks. “There has been progress, but there’s still a lot of way to go.”
John Higginson is Chief Technology Officer at Chief, where he oversees the creation of the technology and data science that underlies the sites and mobile apps used every day by its members. Chief is dedicated to changing the face of leadership by connecting and supporting women executive leaders. John is also tech advisor to the board of directors of several organizations and a member, investor, and advisor with Hyde Park Angels.
In this week’s show we talk about:
What has changed since a 2014 study that showed 70% of tech teams in North America were white and male.
There is good data for embracing more diverse teams - from creativity and problem solving, to productivity and innovation.
The opportunities to disrupt the way we think about and do things in technology (and other) organizations.
What practices can you adopt to make diversity a no-brainer part of your company’s culture?
Resources John Higginson on the Web | LinkedIn | Twitter
“A lot of people recognize the concept of imposter syndrome, but what they don’t identify is that these limiting beliefs that we learn and internalize throughout our lives come from a patriarchal system,” Michelle Mokert comments.
Michelle Morkert is a coach and Global Gender Scholar and Professor. She is the founder of Michelle Morkert Coaching, where she incorporates 17 years of academic experience in women’s and gender studies with her certified professional coach training. Michelle is a self-proclaimed disrupter of imposter syndrome.
In this week’s show, she defines, disrupts, and debunks imposter syndrome and the myths surrounding it. She shares insights on how imposter syndrome intersects with gender and white supremacy culture.
Tune in to listen to Michelle, and let us know: how can you disrupt imposter syndrome in your own lives? Please share your thoughts in the comments.
Resources Michelle Morkert on Linked
“The courageous space is saying ‘Not only am I feeling comfortable and safe [enough] that I can have these conversations and not be attacked, I’m also going to be completely transparent,’” Dr. Dwight Rhodes says.
Dr. Dwight Rhondes is the Founder and CEO of Rhodes2Equity Consulting. He is on a mission to create equitable and just classrooms where ALL students thrive. He is an experienced educator with a history of success working in K-12 public and charter schools before launching his consulting firm.
In this week's episode, we talk about the difference between safe and courageous spaces and why we must all get comfortable with discomfort if we want to create real transformation from the classroom to the boardroom.
Tune in to listen and let us know, what are you doing to create courageous spaces where everyone can thrive? Please share your thoughts in the comments and thanks for listening!
Resources Dr. Dwight Rhodes on LinkedIn Rhodes2Equity.org
In honor of Women’s History month, I'm speaking with amazing women who are pushing boundaries and uplifting others by the great work they are doing.
“When we were shopping this idea to agents, people really wanted to focus on the sensational stories that were raw in pain and misery,” Melonie Boone shares, “but we were trying to focus on overcoming the pain versus keeping people in it.”
Melonie Boone serves as Partner at RHR International, where she works as a business psychologist to help executive leaders excel at peak performance. She is also CEO of Blue Havana Chicago and B Ana Studios Inc. With over two decades of experience in leadership, Melonie is a passionate entrepreneur.
Yayra Tsikudo is Consultant and Project Manager at the Institute for Organizational Psychology. She is also the Career Services Graduate Assistant, and Assessment Center Coordinator at The Chicago School of Professional Psychology. Yayra is currently co-writing a book with Melonie that focuses on empowering women from around the globe through storytelling.
In this week’s show, Melonie and Yayra discuss the idea behind D.I.G: A Woman's Guide to Discovering her Inner Greatness, a book full of stories of everyday women finding their inner greatness. They explore their research methods, the organization that was born from it, and the most common themes that came up.
Tune in to listen to Malonie and Yayra, and then let us know: how do you discover your inner greatness? Please share your thoughts in the comments.
Resources Melonie Boone on LinkedIn | Twitter MelonieBoonePhD.com
Yayra Tsikudo on LinkedIn TheDIGBook.com
“We work in silos,” Leona Christy claims. “We have a certain set of people we know well, who have probably gone through similar sets of professional experiences as us, and that really limits our worldview; what kind of solutions are possible, who we might want to work with, what kinds of value those people can add, as well as how we can learn as individuals and as teams.”
It’s International Women’s Month, and I’m speaking with phenomenal women in leadership like Leona Christy. Leona is the founder and CEO of Catalyst Ed, an organization dedicated to empowering leaders and amplifying impact. Leona is passionate about supplying leaders with the support and guidance they require to connect with the right “providers” for their mission-critical needs.
In this week’s show, Leona shares Catalyst Ed’s mission, the vision behind the organization, and what they have accomplished so far. She talks about the importance of replenishment and healing, and how leaders can create space for both.
Tune in, share your thoughts, and send to a colleague who you think would benefit from this conversation.
Thanks for listening and your support!
Resources Leona Christy on LinkedIn | Twitter Catalyst-Ed.org
“We talk about diversity, equity and inclusion as if it’s a program or a series of dashboards with an endpoint,” Betsy Leonard remarks, “when what we’re really doing is transforming the very water we swim in and the very air we breathe. It’s never-ending work.”
Betsy Leonard is Executive Director of Kartemquin Films, an Oscar-winning collaborative non-profit that uplifts and empowers documentary makers who create stories that encourage equity, justice, and engagement in society. As a passionate leader and strategist, she sees herself as a connector of people and ideas.
In this week’s show, Betsy discusses the imperative of doing self-work and shares her personal journey to becoming anti-racist and how she's educated herself. She talks about learning to "sit in" love and liberation, and gives insight into the work Kartemquin is doing.
Tune in to listen to Betsy, and then let us know: how can you live in love and liberation in your community? Please share your thoughts in the comments.
Resources Betsy Leonard on LinkedIn Kartemquin.com
Amplifying RJ Podcast So You Want to Talk About Race by Ijeoma Oluo America’s Original Sin by Jim Wallis TRHT - Truth, Racial Healing, and Transformation Putting Racism on the Table
“Sincere and sustained behavior change almost always involves a certain amount of identity change,” Joe Gernstandt believes. “You’ve got to uncover some stuff about yourself and why you care about this work if you’re really going to be a leader.”
Joe Gernstandt is a DEI consultant, keynote speaker, and author dedicated to helping leaders understand that the work of DEI starts within yourself.
In this week’s episode, Joe talks about his work as an inclusion strategist, the journey that led him into DE&I, and why self-reflection, especially as a leader, is imperative to create workplaces that are inclusive and equitable.
Tune in to listen to Joe, and then let us know: What self-work have you done and how has it changed you? Please share your thoughts in the comments.
Resources Joe Gernstandt on LinkedIn | Twitter | Facebook | YouTube JoeGernstandt.com
“There was this misunderstanding that the work of DE&I just lies within changing policies, processes, and procedures, but what’s emerging now is the idea that all of this work ultimately starts within,” Emily Nordquist says. “You can’t go to your company and say, ‘I love that DE&I statement; that’s really good for us’ and then go sit down at your dinner table and not live out those values.”
Emily Nordquist is Interim Director and Senior Program Manager for the Baumhart Center at Loyola University Chicago. She is also a member of the Impact Investing Advisory Council at YWCA Metropolitan Chicago, and Alumni Ambassador of the Community Leadership Corps at the Obama Foundation. As a self-appointed community builder and innovation leader, Emily is dedicated to building a better world through business, which she believes can be a key driver for change.
In this week’s show, she talks about transformative community building, reimagining our concept of business, and the role of self-work in moving towards a just world.
Tune in to listen to Emily, and then let us know: how can you contribute to building transformative communities in your environment? Please share your thoughts in the comments.
Resources Emily Nordquist on LinkedIn Emily Nordquist
Although 65% of HR is white and female, things like pay equity still haven’t been achieved because the organizational structure of companies was designed by white men for white men, Nicole Dessain claims. “This isn’t to blame HR; it’s to understand the context of why things are the way they are,” she adds.
Nicole Dessain is Chief Employee Experience Designer at talent.imperative inc and the founder of the #HRvsRacism. She helps organizations craft human-centered, equitable workplaces. She has worked with large companies like Walmart, Apple and Capital One, as well as small but mighty organizations like Grubhub, Arity, and the NBA’s Orlando Magic.
In this week’s show, she talks about the paradox of one group being in charge of creating equitable workplaces for every other group, why being ‘nice’ doesn’t necessarily equate to goodness, and what you need to do to be a true ally in the work of DEI.
Tune in to listen to Nicole, and then let us know: what is one thing you'll do to disrupt the status quo in HR? Or, what is one thing you'll do to create more equity in HR? Please share your thoughts in the comments.
Resources Nicole Dessain on LinkedIn | Twitter TalentImperative.com
“I hope that you will join us as we embark on new things and focus on what's possible in the new year,” Nancy shares. “I want to thank everyone for your time, for sharing, for all that you do in terms of making the workplace more equitable, more inclusive and more just.”
In this week’s show, host Nancy Harris wraps up the year with a special message to listeners, guests, and all contributors to The Intersection Podcast. Tune in to listen to Nancy, and then let us know: what are you looking forward to in 2022? Please share your thoughts in the comments.
Resources Nancy Harris on LinkedIn | Twitter RestartConsult.com
I’m bringing back one of the most popular episodes of 2021, Aaron Walker, founder and CEO of Camelback Ventures. Camelback Ventures is dedicated to supporting innovative, diverse leaders ready to take their social impact vision to the next level. Aaron talks about how Camelback was founded and their professional journey. He gives insights about growing a small business. One such insight is $60-$90 billion dollars a year is spent in investing in small businesses that one’s friends and family members are growing. Due to the racial wealth gap, less than 10% of that funding is going to black and brown-owned businesses.
Resources Aaron Walker on LinkedIn | Twitter CamelbackVentures.org
“We’re at the transformation trifecta right now, which is this pivot point of change,” Angela Howard claims. “A huge piece of this is this emerging generation, who is a different breed of holding organizations accountable to things like social justice and environmental sustainability… They’re expecting them to walk the walk and talk the talk.”
Angela Howard is founder and Chief Transformation Officer of Angela R. Howard Consulting, where she partners with executives, founders, and leaders to shape and actualize their organizational cultures for the collective good of their businesses, their employees, and communities they serve. As an organizational psychologist, culture strategist, and social entrepreneur, Angela is passionate about building human-centric workplaces, better leaders and thriving communities along-side growth minded leaders.
In this week’s show, she talks about recent developments in the DEI sphere, and culture through the lens of DEI. She shares insights on why equality and equity both achieve different results.
Tune in to listen to Angela, and then let us know: how else is generation Z contributing to social change? Please share your thoughts in the comments.
Resources Angela Howard on LinkedIn | Twitter AngelaRHoward.com
“I think collectively we are suffering from a form of PTSD,” says Alexandra Levit, “and we’ll continue to do so because there's never been an opportunity to stop and grieve for what we've lost over the last 18 months.”
Alexandra Levit is the founder and CEO of Inspiration at Work, an organization dedicated to preparing organizations and their employees to be competitive and marketable in the future business world. She was named to the international global ranking of business thought leaders, Thinkers50 Radar 2019. Alexandra is a workforce and human capital analyst and futurist, and author of many bestselling books.
In this week’s show, she talks about mental health, and how unemployment affects it. She discusses the importance of forecasting, and the Great Resignation, and shares insights about a resource she is developing to help people think flexibly and take motivational action toward a job search.
Tune in to listen to Maria, and then let us know: how can leaders help support their employees’ mental wellness? Please share your thoughts in the comments.
Resources Alexandra Levit on LinkedIn | Twitter AlexandraLevit.com
“The higher you go up the corporate ladder, the more you need a coach,” says Maria Campillo. “The information you have and the way you receive feedback may be a little tainted, due to your position and perspective.”
Maria Campillo is Associate Director of Leadership Development at the University of Chicago Booth School of Business. She is also a Global Design specialist at BTS Coach. Maria is dedicated to designing and delivering world-class, end-to-end leadership programs that attract, grow, and retain a diverse pipeline of leadership and talent.
In this week’s show, she talks about the merits of coaching, and how it can help DEI. She discusses authenticity, awareness, and disrupting deep-seated biases.
Tune in to listen to Maria, and then let us know: how can coaching improve DEI in your environment? Please share your thoughts in the comments.
Resources Maria Campillo on LinkedIn
“There are three factors to below the surface leadership,” LaTonya shares. “There’s REAL leadership, which is relatable, equitable, aware, and loyal; empathetic leadership; and psychologically safe relationships.”
LaTonya Wilkins is a leadership, executive, and team coach, keynote speaker, and founder of The Change Coaches. She is passionate about influencing real change in the workplace. LaTonya is the author of Leading Below the Surface: How to Build Real (and Psychologically Safe) Relationships With People Who are Different from You, which is the number one bestselling new release in management science.
In this week’s show, she talks about the characteristics of good, effective leadership that is versatile, dependable, and fair to everyone. She discusses how culture affects relationships and performance.
Tune in to listen to LaTonya, and then let us know: how can you lead below the surface at your workplace? Please share your thoughts in the comments.
Resources LaTonya Wilkins on LinkedIn | Twitter LaTonyaWilkins.com
Leading Below the Surface: How to Build Real (and Psychologically Safe) Relationships With People Who are Different from You
“Meritocracy is a myth. It suggests that your success is based solely on your work ethic, your grit, your resilience, your ability to pull yourself up by your bootstraps and go make something of yourself,” John says. “I would suggest that there has [historically] been no one who has worked harder in this country than a Black American, and yet the outcomes don’t reflect that.”
John Graham Jr. is VP of Global Employer Branding, Diversity and Culture at Shaker Recruitment Marketing and an HBCU graduate. He is dedicated to improving the lived experiences of marginalized employee populations and is the author of Plantation Theory: The Black Professional's Struggle Between Freedom and Security.
In this week’s show, he talks about the challenges that Black professionals face in corporate America. He shares insights about ushering in a new era of DE&I, moving from compliance to lived experiences.
Tune in to listen to John, and then let us know: do you think meritocracy is a myth? Please share your thoughts in the comments.
Resources John Graham Jr. on LinkedIn | Twitter
“When we say the arts are not diverse or that ballet is the foundation of all dance forms, it's actually doing us harm by being exclusive; by disregarding the art forms of people, by disregarding the voices, by disregarding what makes us individuals and what makes our communities special,” José says.
José Ochoa is the Founder of The Chicago School for the Arts (ChiArts) and now the President of ChiArts Foundation. He is determined to break down barriers in the arts which have historically held back people of color. In this week’s show, José talks about why ChiArts was founded, and what challenges it faced at its inception. He discusses how they became the most diverse arts school in the country and the inequalities that artists of color face in the industry.
Tune in to listen to José, and then let us know: how can each of us contribute to equality in the arts? Please share your thoughts in the comments.
Resources José Ochoa on LinkedIn ChiArts.org
“Within a culture that is as flawed and filled with errors as the American public school system is, you [have to] do bits and pieces [to fix it],” Andrea Smith-Morgan shares. “The amount of work needed to be done was overwhelming, but once I started internally equipping myself to fix it, it became easier.”
Andrea Smith-Morgan is founder and CEO of Mindful Awareness Academy for Children (MAAC). Andrea has over 26 years of experience in teaching and is highly certified as an educator of English, Special Education, LDTC, and K-8.
In this week’s show, she discusses the disparities and inequalities in education, the origin of change, and the benefits of introducing mindfulness to children, especially children of color.
Tune in to listen to Andrea, and then let us know: how can you internally equip yourself to make external change? Please share your thoughts in the comments.
Resources MAAC
" ...There is something too, when you don't have a diverse staff, it's harder to create the systemic change to your marketing that you got to do in order to create...a huge change in your audience. Those things go together, they just do,” Laura Burgos shares.
Laura Burgos is Director of Marketing and Communications at Oregon Shakespeare Festival. She specializes in marketing and business strategy, data analysis, and community outreach. Laura is passionate about creating welcoming and inclusive spaces for ALL who are interested in the arts.
In this week’s show, she discusses the importance of staff diversity and representation and how that sets the stage (pun intended) for more diverse and inclusive audiences.
Let us know...what is your organization doing to create space for different voices?
Resources Laura Burgos on LinkedIn | Twitter
“I’ve always worked with women in engineering, but what I’ve been trying to do in the past few months is talk to girls as they’re exploring what they want to be when they grow up.” Reem Jaghlit says. There are lots of examples that demonstrate amazing careers for women, but none that highlight women in engineering, so she decided to start those conversations with girls to see what they think about programming. None of them say they want to be engineers, and that is something Reem wants to change.
I speak with Reem about what organizations can do to help improve representation and attract more young women to STEM professions. Reem’s journey in engineering has taken her from leadership at large organizations to entrepreneurship and everything in between, always with a focus on mentoring the next generation.
Tune in to hear how your organization can support building a pipeline of women in STEM. Then, let us know - what is your organization doing?
Resources: Reem Jaghlit LinkedIn | Instagram Emerge Jewelry
“I always bang my head against a wall at how difficult diversity and inclusion is to cultivate in organizations,” Kevin McFall shares. “It’s a business imperative. A significant percentage of high-performing companies are ones that have embraced diversity and inclusion.”
He's a Diversity and Inclusion expert focused on dismantling systems that hold back people of color in tech. He is also a co-host, interviewer, and music journalist at Vintage House. Kevin is the Managing Director and founder of Red Clay Digital, and an adjunct instructor at City Colleges of Chicago-Harold Washington College.
In this week's show, Kevin talks about the importance of mentorship and sponsorship and why these two things are critical if we want to attract and retain diverse tech professionals.
Tune in to listen to Kevin, and then let us know: how has technology made diversity and inclusion easier in your community? Please share your thoughts in the comments.
Resources Kevin McFall on LinkedIn | Twitter
According to Megan McCann, the last 12 months have been pivotal in bringing a much needed and frank dialogue to the forefront regarding diversity, equity and inclusion in tech.
Megan McCann is CEO and founder of McCann Partners. The co-founder of ARA (Attract, Retain and Advance) a national organization focused on helping women navigate and advance in tech. Megan is dedicated to advancing diversity and cultivating talent across the technology industry, and is an expert in recruitment, HR, and gender equality.
In this week’s episode, she discusses her passion for expanding the influence and impact of women in technology. Megan also candidly shares her insights on what it means to be a true ally.
Tune in to listen to Megan, and then let us know: in what ways can you be a better ally? Please share your thoughts in the comments.
Resources Megan McCann on LinkedIn | Twitter Allyship in Action
“Something that has become even more clear to me is that in all the different ways that we're doing the work [of social justice], we need support,” says Stephanie Hicks.
Stephanie Hicks is the founder and director of Yoga for Black Lives, a series of donation-based yoga classes to support Chicago organizations resisting state violence against Black people. She is a lecturer at The Program on Intergroup Relations and a faculty affiliate of the Institute for Research on Women and Gender at U-M. Using her platform, Stephanie has managed to carve an intersection between social justice, yoga, and mindfulness.
In this week’s show, she shares how Yoga for Black Lives came to be and gives details about how she has been helping educate people about social justice. She discusses the impact that combining yoga and mindfulness with activism can have, how leaders can make workspaces more inclusive by adopting social justice education programs, and the meaning of representation.
Tune in to listen to Stephanie, and then let us know: how can you use mindfulness as a tool for social justice? Please share your thoughts in the comments.
Resources Stephanie Hicks on LinkedIn Yoga For Black Lives
According to Saba Bondo, since change comes from within, a coach should inspire transformation rather than just tell you that you need to change.
Saba Bando is a certified life and leadership coach and positive psychology practitioner. She uses her experience in personal development, psychology, spirituality, and neuroscience research to guide her clients towards the future they want to create in their own lives. Saba is passionate about finding ways to make the world a more equitable, inclusive, and anti-racist place.
In this week’s show, she discusses how coaching can help instigate change and transformation. Coaches can also help people dismantle their limiting beliefs, especially about why they think something cannot be equitable.
Tune in to listen to Saba, and then let us know: how can coaching instigate change in your workplace? Please let us know in the comments.
Resources Saba Bando on LinkedIn Email: saba@sababando.com SabaBando.com
When leaders model their vulnerability...it encourages employees to do the same which positively impacts workplace culture, says Claudia Richman, Founder, Principal, and Change Artist at We Grow Forward and my guest this week on the podcast.
Claudia is an Organization Design and Change expert who has done extensive work helping companies plan and navigate high growth.
Claudia most recently converted her passion into action, at a technology firm, where she helped create a culture focused on equity, diversity, and anti-bias.
In this week's show, she talks about how she did that, the importance of dismantling processes/policies that do not support equity, and the role of vulnerable leaders in creating change. Tune in to listen to Claudia’s enlightening insights and then let us know: How might we disrupt the inequitable policies in our workplaces? Also, who else do you know who is doing this important work? Please share in the comments. Resources Claudia Richman on LinkedIn | Twitter
This week I’m talking to Dr. Eleanor Gil-Kashiwabara, who is the founder and CEO of Luminosa Psychology Services. Eleanor is a licensed psychologist and has done extensive work in tribal communities. She also conducts training on diversity, equity, inclusion, and racism. Eleanor is passionate about helping people be comfortable in the space they occupy. She also advocates for creating avenues and services that everyone can access. In this week’s show, she talks about the intersection of racism and intergenerational trauma. More psychologists of color need to be brought into this field, Eleanor says. There aren’t enough people who understand the effects of historical trauma and who can provide services in marginalized communities.
Resources Dr. Eleanor Gil-Kashiwabara on LinkedIn LuminosaPsych.com
May is Mental Health Awareness Month, and one thing I know for sure is that doing the work of DEI and social justice can be emotionally draining. Finding ways to nurture yourself is critical. This is why, on this week's episode, I'm honored to speak with Taylor Elise Morrison. She is the Founder of The Inner Workout, Facilitator, and Podcast host. Inner Workout is Taylor’s brainchild, born out of her mission to help others beat burnout through sustainable self-care practices. Inner Workout is a personal development tool inspired by yogic philosophy. It has been featured in various well-known platforms such as Forbes, Entrepreneur, and PopSugar. Taylor talks about the origins of Inner Workout and shares why she felt it was a necessary invention. She discusses the five dimensions of well-being, which are physical, energetic, mental and emotional, wisdom, and bliss.
Resources Taylor Elyse Morrison on LinkedIn | Twitter TaylorElyse.com | InnerWorkout.co
This week, I’m talking to Halleemah Nash, who is the founder of Rosecrans Ventures. She is a people strategist, social entrepreneur, and internship innovator dedicated to scaling professional development solutions for Generation Z talent of color. Halleemah is passionate about creating environments where excellence and cultural authenticity intersect.
She discusses how we can build tomorrow’s diverse workforce for today and shares insights about attracting and retaining diverse talent. One such insight is that there should be a deeper talent acquisition strategy than simply networking with people you already know. Sufficient effort and work must be put into reimagining what talent looks like; if it’s too easy to hire someone, you’ll end up with the same thing over and over.
Resources Halleemah Nash on LinkedIn | Twitter RosecransVentures.com
This week I’m speaking with Matt Blakely, the Vice President of Corporate Social Responsibility and Sustainability at Reinsurance Group of America, Inc. Previously, he coordinated efforts in inclusion, equity, and diversity at Motorola Solutions for 3 years. He now leads RGA’s humanitarian work in areas such as philanthropy and volunteerism. He shares details about the ideals RGA promotes. One such ideal is that there is an intersection between society and the organizations within it, and those organizations have a role to play to enrich and enhance their surrounding communities. In addition, equity, diversion, inclusion and community efforts should be a part of the organization’s culture.
Matt discusses his professional journey and lessons he learnt along the way. He says that while we are subject to historical forces, we can change that by working together.
Resources Matt Blakely on LinkedIn Email: mattblakely@gmail.com RGARE.com
During National Women’s History month, I’m talking to outstanding women like Keecia Broy, who is the founder and CEO of KLB Consulting, an organization specializing in executive search, and the School Board President at Oak Park Elementary District 97. Keecia has a passion for nonprofit work, and has dedicated most of her professional career to the nonprofit sector. She has a drive to connect talented people to organizations in need of their skills and capabilities. As a former teacher, Keecia feels strongly that executive level positions in nonprofits and schools should reflect the communities they serve. She debunks myths about diversity in talent acquisition. One such myth is that it’s difficult to find diverse individuals - specifically in black and brown communities - with the levels of technique and knowledge necessary for certain positions. Often, people set the bar higher for candidates of color, putting them at an immediate disadvantage, and write them off if they don’t measure up.
Resources Keecia Broy on LinkedIn KLB Consulting
March is Women's History Month, a time to learn about and celebrate women doing amazing things. One of these women is Lauren Leader, who is the co-founder and CEO of All In Together, a non-partisan, non-profit organization dedicated to women's civic education and participation. She is also the Executive Advisor at Leader Chivee Advisors, LLC, specializing in diversity, public affairs, engagement, communications, and corporate social responsibility. She is an author, activist, and DE&I expert. Lauren talks about the impact of the pandemic on women’s economic participation, and how public policy influences the workplace. She tells me that COVID-19 is pushing women out of the workforce at an alarming rate, forcing them to choose between domestic and work-related responsibilities.
Resources Lauren Leader on LinkedIn | Twitter LaurenLeader.com AITogether.org
This week, I’m speaking with Myah Irick, who is the founder, Senior Vice President, and Private Wealth Manager of The Irick Group at Merrill Private Wealth Management. Myah is dedicated to educating and empowering others to realize their impact and optimize their time and money. She believes that financial empowerment is about being in control of your money, and not the other way around. She shares insights about the path to financial empowerment and what it entails, and how it intersects with DE&I. One such insight is that being an informed customer and asking the right questions is essential for navigating financial systems.
Resources Myah Irick on LinkedIn The Irick Group
My guest this week is Aaron Walker, who is the founder and CEO of Camelback Ventures. Camelback Ventures is dedicated to supporting innovative, diverse leaders ready to take their social impact vision to the next level. Aaron talks about how Camelback was founded and their professional journey. He gives insights about growing a small business. One such insight is $60-$90 billion investment dollars a year are spent on small businesses owned by the friends and family members of the investors. Due to the racial wealth gap, less than 10% of that funding is going to black and brown-owned businesses.
Resources Aaron Walker on LinkedIn | Twitter CamelbackVentures.org
This week I’m talking to Becky Kekula, who serves as the Disability Equality Index (DEI) Director at Disability:IN. She is also an International Motivational Speaker and a Social Media Marketing Consultant. Disability:IN is the leading nonprofit resource for business disability inclusion worldwide. Becky is very passionate about carving a space in conversations about diversity and inclusion for people with disabilities, which stems from her personal experiences with dwarfism. She shares insights about the work that is being done in this space, and how to effectively practice allyship with the disabled community. One such insight is that the disabled community must be a part of the initial framework of diversity and inclusion initiatives, and not an afterthought.
Resources Becky Kekula on LinkedIn | Twitter | Facebook | YouTube BeckyMotivates.com
This year has been rough for everyone. We have had to confront the sinister face of racism, as well as the ravages of COVID-19. I’d like to acknowledge and thank all our front-line workers for their heroic efforts every day to keep us safe. I also thank my guests this past year for their time and their insightful, engaging conversations. Thank you to my listeners, for without you, none of this would be possible. 2020 has made it clear to me that the road to racial equality is still being paved, and that I need to continue doing my part in creating a space for change. My hope is still alive, and I’m excited to start another year of The Intersection Podcast with you. Here’s to something new and refreshing in 2021!
Please enjoy this replay of one of our most popular episodes!
This week I’m speaking with Lisa Cockrell, a payroll diversity and inclusion expert, and the Senior Payroll Lead at Radio Flyer. Lisa is passionate about public speaking, which stems from her experience as an orator during high school. Lisa speaks about the power Black women possess and how the corporate world can cultivate it, which was the topic of her DisruptHR talk last year. She shares insights into the experience of a working Black woman, and the “superpowers” we have to offer. One such insight is the dichotomy of Black women having to juggle two worlds: our world, which we leave in the car, and the world of whatever environment we are in, in which we immerse ourselves. Resources Lisa Cockrell on LinkedIn The Power Of Black Women: Six Ways Corporate America Can Cultivate This Power! by Lisa Cockrell
My guest this week is Renetta McCann, who is the Chief Inclusion Experiences Officer at Publicis Groupe, and the Principal of Renetta McCann, LLC. She has 4 decades of experience in the advertising industry, and was the CEO of Starcom MediaVest Group Worldwide. She joins me to discuss how diversity, equity, and inclusion (DE&I) intersects with business. Renetta shares her insights about the lack of proper management that DE&I was started with. HR is blamed for not solving the diversity, equity and inclusion issue, but that wasn’t HR’s job, Renetta posits. DE&I is an individual responsibility: everyone - at every level in an organization - is responsible for it.
Resources Renetta McCann on LinkedIn | Twitter PublicisGroupe.com/en
This week I’m speaking with Michele Steele, who is a bureau reporter at ESPN. She is heavily involved in the Special Olympics, even receiving some awards for her work. Seeing her father battle Parkinson’s disease for over 20 years, gave Michelle a passion for inclusivity. She joins Nancy Harris to discuss the intersection of inclusivity and sports, media, and management. She shares what it’s like being a woman in a male-dominated field of work. “Adaptability is an underrated skill [when in a male-dominated workplace],” she says, “you’re always going to have to adapt to changing conditions.” You can find a link to Michele's talk here.
This week, I’m speaking with Nicole Dessain, who is the founder and Chief Employee Experience Designer of talent.imperative inc, an award-winning employee experience design consultancy. talent.imperative inc uses the power of design thinking to make organizations more people-centric. They are trusted by notable corporations like Apple, McDonald’s, and Ford, and have been featured in the Chicago Tribune and HuffPost. Nicole is also the founder of DisruptHR Chicago, and HR.Hackathon. She joins me today to share insights about how companies and HR can benefit from design thinking. One such insight is that a lack of diversity and inclusivity on a planning team can lessen the impact of the initiatives being planned.
Resources Nicole Dessain on LinkedIn | Twitter https://www.talentimperative.com | hrhackathonalliance.com
Design Justice: Community-Led Practices to Build the Worlds We Need by Sasha Costanza-Chock
This week I’m speaking with Christian Harris, who is actually my nephew! Christian is the co-owner of MaidPro Oak Park, Director of Operations at D.M. Burton, and Senior Consultant at OVP Management Consulting Group. Christian grew up with a lawyer as a mom and a history teacher as a dad, so it’s no wonder he is such a staunch advocate for social justice. He joins me today to discuss inequities against black and brown communities, and possible solutions to combat them. One such inequity is the wealth gap. A study shows that the average black college graduate will be worth less than the average white high school graduate for a number of factors such as inheritance, financial literacy, and home values. Christian believes black communities need more homeownership as a way to accumulate generational wealth.
Resources Christian Harris on LinkedIn
This week I’m speaking with Nassim Abdi, Ph.D. Nassim is the CEO and co-founder of StoryBolt, a platform that uses the power of storytelling to cultivate diversity, equity, and inclusion, and unpack biases. They use short documentary-like films to create space for meaningful conversations. Nassim talks about her background as well as StoryBolt’s origins, objectives, and impact. She shares some of the insights she has gained from her experience. Employees have spoken about the depth of their learning experience with StoryBolt, most notably with global documentaries that touch on issues that are prevalent in North America.
Resources Nassim Abdi on LinkedIn | Twitter StoryBolt.com
This week, I’m speaking with Stela Lupushor, who is the founder and Chief Reframer at Reframe.Work. Reframe.Work is an organization dedicated to helping companies solve management challenges and maximizing their potential through science, technology, analytics, and human-centered design. Stela is also the founder and Chairperson for the Board of Directors of amazing.community, a non-profit for equipping women aged 45+ to thrive in inclusive workplaces. She talks about amazing.community’s origins, mission, and impact, as well as the effects the current pandemic is having on the global workforce. Stela notes that one of the major challenges for the foreseeable future will be managing industries and occupations that do not lend themselves to digital ways of working.
Resources Stela Lupushor on LinkedIn | Twitter Reframe.work amazing.community
This week I’m speaking with Matt Blakely, the Vice President of Corporate Social Responsibility and Sustainability at Reinsurance Group of America, Inc. Previously, he coordinated efforts in inclusion, equity, and diversity at Motorola Solutions for 3 years. He now leads RGA’s humanitarian work in areas such as philanthropy and volunteerism. He shares details about the ideals RGA promotes. One such ideal is that there is an intersection between society and the organizations within it, and those organizations have a role to play to enrich and enhance their surrounding communities. In addition, equity, diversion, inclusion and community efforts should be a part of the organization’s culture.
Matt discusses his professional journey and lessons he learnt along the way. He says that while we are subject to historical forces, we can change that by working together.
Resources Matt Blakely on LinkedIn Email: mattblakely@gmail.com RGARE.com
This week I’m speakinging with Trisha Daho, a Chief Strategy Officer, D&I Authority Change Agent, and the founder and CEO of Empowered Leadership Cultivation. Empowered is an organization dedicated to helping growing companies with business strategy and developing diverse, equitable, and inclusive work environments with inclusive leaders. Trisha talks about how leaders are dealing with the fallout of the current pandemic. As this crisis is unprecedented, leaders do not know how to coach their employees through it, and employees are not equipped to be fully productive right now. The lines that used to separate one’s personal life from their professional life are gone, and interacting with someone on a strictly professional level when they are juggling copious amounts of stress is impossible. The more you can show up to help your employees navigate that stress, the more gravitas you have as a leader, Trisha says.
Resources Trisha Daho on LinkedIn EmpoweredLC.com
This week, I’m speaking with Ify Walker who is the Founder and CEO of Offor, the talent broker company. Offor is dedicated to challenging how executives of color are hired, promoted, and paid in the United States. Over the past several years, 90% of the new hires Offor has matched have come from black, asian, or latinx backgrounds. Ify is an attorney turned entrepreneur, driven by her desire to give people of color fair opportunities in the corporate world. She speaks about Offor’s mission, gives insights about racial injustice, and debunks myths surrounding people of color in the workplace. Two such myths are that the lack of diversity in the workplace is attributed to the lack of talent in communities of color, and that hiring is a meritocracy. In reality, research shows that companies hire people in their networks, and that the majority of white Americans only know one other black person.
Resources Ify Walker on LinkedIn | Twitter Email: ify@offor.co Offor.co
This week I’m speaking with Lisa Cockrell, a payroll diversity and inclusion expert, and the Senior Payroll Lead at Radio Flyer. Lisa is passionate about public speaking, which stems from her experience as an orator during high school. Lisa speaks about the power black women possess and how the corporate world can cultivate it, which was the topic of her DisruptHR talk last year. She shares insights into the experience of a working black woman, and the “superpowers” we have to offer. One such insight is the dichotomy of black women having to juggle two worlds: our world, which we leave in the car, and the world of whatever environment we are in, in which we immerse ourselves.
Resources Lisa Cockrell on LinkedIn The Power Of Black Women: Six Ways Corporate America Can Cultivate This Power! by Lisa Cockrell
This week I’m chatting with Levi Baer, who is the Director of Training for Chicago United for Equity, an organization committed to dismantling systemic racism through training and education. He is also the co-founder and Community Builder of Second Shift Chicago, an innovative coworking space. He is very passionate about diversity, equity and inclusion. Growing up on a farm taught him the value of community, connectedness, and hard work, which he still carries with him today. He shares insights he gained over the years about racial equity. One such insight is that people do not only want to be heard, but also have input in decision-making processes, especially when it directly affects them.
Levi’s hope is that organizations recognize that everyone has unique, powerful things to offer and seek to create a mosaic out of each diverse contribution instead of molding a homogenous workforce.
Resources Levi Baer on LinkedIn | Instagram SecondShiftChicago.com ChicagoUnitedforEquity.org
This week I’m chatting with Ericka Carmona-Vega, a part-time Human Resources Leadership Advisor for the Latin American branch of Streigenics. Growing up in the wake of the LA riots of 1992 pushed Ericka toward social justice and activism at a young age, leading her to organize protests and community efforts in her community. She shares details about her experiences in the fields of diversity, equity, and inclusion. Significant and sustainable movement toward a more equitable, diverse, and inclusive workplace must be driven through leadership, Ericka urges. Organizations must not only support the programs and initiatives, but also put those practices to work within their highest levels of leadership.
Ericka’s wish is for every level of the workplace to be as diverse as the customers they serve.
Resources Ericka Carmona-Vega on LinkedIn | Twitter | Instagram Xipe: The corporate Gap Year and Professional Renewal - Ericka Carmona-Vega
This week I’m speaking with Chris Lemark, a mental health advocate, hip hop artist, and founder of Coffee, Hip Hop and Mental Health. Chris shares the story of how he spent many years suffering in silence, before a pivotal moment that pushed him to first go to therapy, which resulted in him creating his business and bringing access to mental health care to more people. Right now mental health in the workplace (and home, and community) is a critical issue, particularly for black people, and too often people are going about their lives and into workplaces without even knowing the extent of their trauma, or that they need help. That help is often stigmatized, which is one of the key issues Chris’s work tries to address. Using music to help bridge the gaps, and mitigate the anxiety about therapy and mental health discussions, makes it more accessible for more people, especially under a system of systemic racism.
Resources Coffee, Hip Hop, and Mental Health on Facebook or Instagram Chhamh.com
This week I’m chatting with LaTonya Wilkins, Director of Talent Management at the GIES College of Business, and the Principal of LaTonya Wilkins Coaching and Speaking. She is in a position of leadership in numerous organizations, which has given her insights into creating work environments that support diversity, equity and inclusion. LaTonya shares some of these insights and the research behind them. One observation she has made is that most people have gone through some sort of unconscious bias training, which makes them fearful of difference. The solution to this problem is exposure to the differences they fear, which has been found to reduce biases and increase levels of oxytocin, a chemical that builds trust.
LaTonya discusses the value of coaching to both employees and leaders. She also dismisses the claims of diversifying the workforce as “lowering the standards,” saying that it is instead “lowering the hurdle.”
Resources LaTonya Wilkins on LinkedIn | Twitter | Instagram LaTonyaWilkins.com
This week I’m chatting with Tom Alexander, the CEO and Co-Founder of Holistic. Holistic helps people have better employee experiences through the use of data: they look at every aspect of the employee’s experience, from before they are hired until after they leave, in order to understand challenges and opportunities. Tom shares numerous findings obtained from the data collected by Holistic. One such finding is that the seriousness and timeliness with which performance reviews are performed closely mirrors the pay inequity gap. They have also observed that companies want to be made aware of their shortcomings in terms of diversity, equity and inclusion, but not without a proposed solution.
Tom shares insights and solutions for dealing with difficult situations. He also says that the day-to-day efforts put towards building and maintaining an inclusive environment are as much of a reward as the results.
Resources Tom Alexander on LinkedIn HolisticIndex.com
Emily Blum is the Executive Director of ADA25 Advanced Leadership, an organization dedicated to advancing and developing leaders with disabilities in the workplace. It was founded during the 25th anniversary of the Americans with Disabilities Act, and born out of frustration with the lack of leaders with disabilities at tables of influence and power. With a background rooted in social justice and communications, Emily believes that disability is and should be a part of every conversation. She joins me today to discuss the journeys of those with disabilities and the value they bring to the table.
Here are a few highlights from our conversation:
There is a pervasive belief that disability is a pejorative. Emily’s personal journey taught her that her disability is an asset that gives her unique perspective and insight. It’s not a liability.
In Chicago, one in five people have a disability, but studies show only three percent feel comfortable enough disclosing that information to their employer.
Accommodations are about allowing people to do the best job they can.
Creating the space for people to come as their authentic selves to the workplace is hard and undervalued work.
Diversity, equity and inclusion starts with making a commitment.
There is a societal expectation for leaders with disabilities to carry the bags of every person who has a handicap. Disability looks different on every person, and is experienced in ways unique to each individual.
There is incredible power that leadership can create.
Leaders with disabilities should be involved in policy making departments, especially when it affects those within that community.
Resources Emily Blum on LinkedIn | Twitter ADA25Chicago.com | Twitter | Facebook
Tatyana Fertelmeyster is a diversity and inclusion consultant and expert, and is the founder and Principal of Connecting Differences. For over 20 years, Tatyana has been working as an intercultural professional, having started her career as a therapist for Soviet Union refugees. She also specializes in domestic diversity. She joins me to talk about the mental strains caused by the pandemic and what leaders can do to make it easier for their employees.
Here are a few highlights from our conversation:
Tatyana’s philosophy is: wherever there are people, there are differences.
Leaders have been dealt the same hand as their team members, yet are still expected to be in the know.
Privilege is something we understand by its absence rather than its presence.
Right now, it is important to have realistic expectations of yourself and others.
Any big change is a big loss.
Leaders need to check in with their people and support them by being understanding and giving them recognition for their hard work.
In virtual meetings, you should dedicate some time to socializing with your team members to relieve tension and anxiety. Create a space that appreciates candor about people’s current experiences.
Use your privilege to speak up on someone else’s behalf.
Resources Tatyana Fertelmeyster on LinkedIn | Twitter ConnectingDifferences.com
Torin Ellis is the Principal of the Torin Ellis Brand. He is an author, and the host of Career Mix. Torin has done work with many organizations, helping them in the diversity, equity and inclusion space, in particular around employment recruitment branding. He joins Nancy Harris to discuss talent acquisition and improving D&I initiatives in this week’s episode.
Here are a few highlights from their conversation:
Torin’s experience in working with different companies showed him that representation decreased the higher up the chain of responsibilities and compensation you go.
In 1919, Ford Motor Company was one of the first organizations to focus on hiring a diverse workforce.
Too many individuals are hiding behind mediocrity and complacency wrapped up into a ribbon of excuses.
The diversity and inclusion conversation in the workplace does not have to have a punitive tone.
Improving diversity and inclusion comes down to will vs skill; if the desire is there, the efficiency can be sourced.
Two major setbacks to improving diversity and inclusion are time and budget.
Tax classification, geographic location, and the industry of an organization are not excuses for neglecting to diversify the workforce.
If you want to see change in your organization, you need to do things differently.
Less excuses, more excitement,
Resources Torin Ellis on LinkedIn | Facebook | Twitter | SiriusXM
Dorri McWhorter, CEO of the YWCA Metropolitan Chicago, is this week’s guest on The Intersection Podcast. Dorri describes herself as a socially conscious international business leader dedicated to improving the world. She chats with Nancy Harris about improving your workforce by recognizing the humanity of those around you.
Here are a few highlights from their conversation:
When she was 11, Dorri wrote a letter to Santa Claus asking him to make her parents allow her to be their accountant for a month.
Dorri believes all businesses are social enterprises whether they know it or not.
At the YWCA Metropolitan Chicago, the heads of departments are given alternative names to cement their roles as cultivators of potential.
Dorri’s philosophy for running an ethical workplace is that all relationships an organization has with people should be consistent. An employee should have the same experience as a customer.
Leaders need to find out if their employees feel they have done enough to make them feel included. Leaders should not rely on their perception of their impact.
The YWCA Metropolitan Chicago came up with an acronym to represent their values: CARE (creativity, authenticity, respect, and excellence).
Dorri views their initiatives to build a better workplace as “putting the human back in Human Resources.”
If people are in your workforce then they are needed and should be valued.
Resources YWCA Metropolitan Chicago Dorri McWhorter on LinkedIn | Twitter
Nancy Harris chats with Elena Valentine, CEO and co-founder of Skill Scout, an organization which specializes in talent acquisition and employer branding, about a more inclusive way to build your workforce.
Here are a few highlights from their conversation:
Elena is dedicated to looking past qualifications and sourcing talent in trendy ways: by media, which she calls the literacy of the 21st century.
You cannot be what you cannot see, Elena says.
The idea for Skill Scout stemmed from Elena’s and her colleague’s realization that many youths and disenfranchised communities lacked access and exposure to job opportunities.
“Production light” is a method Skill Scout uses to help companies attract more employees. By encouraging the employees to show their experiences via their own smartphones, they democratize the tools so more narratives can be shared.
Elena quotes, “If you want to change the story, you must change the storyteller.”
Elena shares some of the backlash she received from putting women of color at the center of her other business, Mezcla Media Collective. She explains that rather than being about diversity and access, the purpose of her decision was about equity.
We have to look at our employees holistically, as more than just workers and as people with unique interests and families, Elena says.
At the heart of diversity and inclusion is feeling like you belong.
Resources SkillScout.com
Nancy Harris speaks with Huma Qazi, global diversity, equity and inclusion expert and founder of Huma Qazi Limited, a consulting firm which focuses on creating a more diverse and inclusive work environment. Nancy and Huma discuss opportunities and actions one can take to effect real transformation in the workplace.
Here are a few highlights from their insightful conversation:
Huma advises organizations how to implement strategies that build a more inclusive and cohesive work environment.
The biggest challenge in creating an inclusive workplace is a lack of strategic alignment, Huma says.
Huma defines impact as a lasting change that can be measured and recorded as data.
A shift in perspective is not enough to create change. Huma says that altered behaviors are what makes lasting change happen, and they can be measured.
Exercises intended to boost employees’ awareness, while intellectual, must be practical and applicable.
Nancy comments that Huma’s consultation is meant to equip leaders with the capacity to engage and lead diverse teams.
Diversity needs to be looked at with a wider lens than just gender splits and ethnicity splits. When you start looking at employees as unique individuals, you start to see the talent that the company has.
Resources HumaQazi.com
Nancy Harris chats with Sandee Kastrul, President and co-founder of I.C. Stars, an innovative nonprofit leadership and development program that prepares inner-city youth for employment in the IT industry. Nancy and Sandee discuss how the I.C. Stars program challenges clients and the participants themselves to change their perceptions through fun and memorable experiences.
Here are a few highlights from their inspiring conversation:
The I.C.Stars program is not only a learning environment, but also creates a space for reflection through the daily high tea. A cornerstone of their culture, this daily ritual allows participants to reimagine their future. It’s also a chief element of how the program changes perceptions about inner-city youth.
Sandee says that the program flips the paradigm of the traditional charity model. It’s about making opportunities for others, she says.
The I.C.Stars program is at the intersection of social justice, leadership and community involvement.
The other side of conflict is change.
When we embrace diversity and inclusion, we become more valuable as someone who can walk between worlds, Sandee says. We now have more ideas and innovations, and new ways to connect to our customers.
The more you can create an experience for stakeholders, the greater the connection they feel to your organization, and the more they are willing to support the work you’re doing.
We should look at people for their potential versus their pedigree.
Adversity builds resilience, inside of which is reciprocity, critical thinking skills, creativity and chutzpah.
Resources ICStars.org
On The Intersection Podcast, host Nancy Harris and guests tackle the important issues of social justice, business and leadership, and how to bring them together to transform the workplace. In this first episode, Nancy’s guest is Ivy Walker, CEO of Purpose Workforce Solutions. Ivy’s company works with opportunity youth to not only place them in organizations, but also to create career pathways for them. She and Nancy talk about what it means to truly have an inclusive workplace, as well as the work Purpose Workforce Solutions is doing to disrupt the way we think about talent in the workplace.
Here are a few highlights from their conversation:
Opportunity youth are 18-24 year olds who are typically disconnected from work and school.
Ivy’s company provides one full year of post-placement coaching and wraparound supportive services for the youth they place.
Young people are coming to the workplace to earn a living, but they're also bringing the challenges that they live every day with them. Ivy says her company helps them to reframe those challenges into strengths that could benefit them as well as the companies they work for.
Diversity is inviting me to the dance; inclusion is asking me to dance when I’m there.
Ivy asks clients to commit to providing real-time feedback “so that we can properly coach the youth that we place.”
Nancy says that manager-employee relationships is one of the biggest challenges in HR.
Companies need to invest in cultural awareness training.
80% of people go to work disengaged. Ivy shares some tips on how employee engagement can be improved.
Funders do not have the risk appetite for investing in social ventures, Ivy explains, because the returns are not usually as tangible as investing in the technology space.
Activity is the illusion of progress.
Tackle difficult challenges by reframing the problem and working backwards, Ivy advises.
Resources PurposeWorkforce.com Purpose Workforce Solutions on Twitter | Facebook | Instagram Ivy Walker on Twitter | Linkedin
Eddie Bocanegra brings a unique perspective to the conversation about violence prevention and criminal justice reform. He argues that formerly incarcerated persons can and should be given the opportunity to rejoin the workforce, and with the proper support, they have the potential to be great contributors to society. A former offender himself, Eddie now heads one of the largest anti violence programs in the country, READI Chicago (Rapid Employment and Development Initiative). Eddie joins Nancy Harris in this episode of The Intersection Podcast and challenges listeners to create a workplace where we can bring in those who have been previously incarcerated.
Here are a few highlights from their riveting conversation.
Eddie shares his life story, including why he was sentenced to prison, and how he changed direction afterwards.
Eddie wanted to change how society perceives people like him. He wanted to prove that “we're more than capable of exceeding and meeting our deliverables, given the right tools.”
READI Chicago’s mission is to serve those who are more likely to be a victim or offender of gun violence. Eddie describes the steps READI Chicago takes to support its clients to change negative behaviors and become more employable.
Major progress has been made in the last two years. Eddie says that some hospitals and banks are now employing the formerly incarcerated.
Companies should train their staff to be trauma informed.
When you hire someone who was formerly incarcerated, and pay them well, you get a high return in terms of less turnover, and a longer commitment, Eddie says.
Nancy comments that there is a lot of untapped talent out there, but are we willing to do the work?
Eddie wants his legacy to be that he created pathways of opportunities.
Resources HeartlandAlliance.org ebocanegra@heartlandalliance.org
Welcome to the Intersection podcast! In this show, Nancy Harris is going to be talking to experts, leaders, and entrepreneurs about the critical issues around diversity, inclusion, leadership and social justice that professionals need to navigate a changing business climate.