Workplace Diversity: Recent Episodes
Gaye Lang
I am Dr. Gaye Lang the President and Founder of Workplace Restorative Practices Inc. I work with business, organizations and institutions to help enhance their productivity by building relationships. The format of the podcast is Interview-style episodes , the topics covered will be workplace diversity, inclusion and equity.
Thank you for tuning in to season eight: “Why is respect in the workplace necessary and important?” See you again in Season 9!
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Today's guest is Helana Myatt Taylor is a native of Fort Wayne, Indiana. She is a historically black college university graduate, twice removed, completed her undergraduate studies at the University of Maryland, Eastern Shore, earning a dual bachelor's degree in humanity, ecology, slash concentration and dietetics, with a minor in Chemistry and rehabilitation services.
Helana is adventurous. She threw a coin on the map to decide where she wanted to move. Upon completing her graduate studies, she landed in Houston, Texas in April 2003. She attended Prairie View A&M University, where she received her Masters of Arts in Educational Leadership and Counseling in 2007. Helana has been a vocational rehabilitation counselor and currently is an area business manager for a pharmaceutical company. She is passionate about helping others, with emphasis on health and wellness in children the foster care system. Helena is a proud mother of two.
In this episode Dr. Gaye Lang and Helana Myatt-Taylor discuss:
- Respecting privacy and avoiding gossip
- Demonstrating professionalism
- Respectful behavior starts with us.
Key Takeaways:
- Respect privacy and avoid gossip to foster meaningful relationships at work
- Demonstrate professional manners like conflict avoidance to increase collaboration, creativity, productivity, and job satisfaction
- Model respectful behavior and prioritize psychological safety to improve performance, health, and idea-sharing
“I like it when the environment where I work in respect your privacy, your personal life. I can be your friend at work. We can be professional colleagues, but friendship outside of my job looks different.” - Helana Myatt-Taylor
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Kimberly Collins is a dedicated educator, wife and mother of three boys from Houston, Texas. She's a graduate of Prairie View A&M University with 17 years of experience in the field of education as a reading teacher. She is passionate about helping young readers. Kimberly founded the Take The Spotlight Foundation in 2023 to provide mentorship and guidance to young people in Houston and the surrounding areas with her commitment to empowering youth. It's Kimberly's wish to make a positive impact on the lives of the next generation.
In this episode Dr. Gaye Lang and Kimberly Collins discuss:
- Overcoming disrespect with action
- Benefits of a respectful workplace .
- Promoting respect in the workplace
Key Takeaways:
- Proving capabilities through hard work and results can overcome disrespect.
- Increased productivity and creativity, the desire to go above and beyond, and a warm and less stressful environment are some of the benefits of a respectful workplace.
- Modeling respect, communicating issues privately, embracing diversity, and working around differences can promote respect in the workplace.
“Understand that everyone's coming from different walks of life, and either you walk with it or you work around it, that's the best way.” - Kimberly Collins
Connect with Kimberly Collins:
LinkedIn: https://www.linkedin.com/in/kimberly-collins-a0b9ab166/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Debra S. Weatherspoon is a native of New Orleans, Louisiana. She relocated to Houston, Texas after Katrina. She is a graduate of Delhi University and HBCU. Debra graduated with a Bachelor of Arts degree in accounting. She also graduated from Florida Institute of Technology with an MBA. She retired as senior auditor of the Department of Defense. After 35 years of service, Debra was VP of membership of the American Federation of Government Employees Union and, additionally, the regional treasurer. She has served in numerous financial capacities and many civic public service and private organizations. Debra is also a neighborhood and community activist.
In this episode, Dr. Gaye Lang and Debra S. Weatherspoon discuss:
- Respect and professionalism
- Benefits of avoiding gossip
- How to model respectful behavior
Key Takeaways:
- A respectful workplace involves being non-judgmental, showing professional courtesy and manners, respecting privacy, being helpful, listening well, and avoiding gossip, conflict, and petty behavior.
- Respect, good manners, being non-judgmental, and avoiding gossip can reduce stress, and increase productivity, creativity, collaboration, goal achievement, and motivation in the workplace.
- Model respectful behavior, initiate private conversations to address issues, and treat others as you want to be treated.
“We should always remember the golden rule - treat people as you want to be treated. Take that to the workplace and to any organization that you are involved in, that will be positive in any arena.” - Debra S. Weatherspoon
Connect with Debra S. Weatherspoon:
LinkedIn: https://www.linkedin.com/in/debra-sterling-weatherspoon-mba-7446763/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Melanie Pondant has over 32 years of experience in education as a teacher, assistant principal, associate principal, Director of Secondary Curriculum and Instruction; and middle school principal at a STEAM Academy in Texas. She has also worked closely with district-level instructional specialists and campus-level administration, playing a pivotal role in turning around campuses to meet state accountability requirements within the district, as well as in other districts in the state. As head of school at the STEAM Academy, Melanie Pondant has focused on fostering a culture of high expectations for all students and staff, where she has implemented innovative student courses and programs to create a strong middle-to-high-school transition. Under her leadership, this STEAM Academy has earned the distinction and designation as a Texas School to Watch by the National Forum of Accelerated Middle School Reform, along with the Texas Association of Secondary School Principals. She earned her bachelor's degree from Henderson State University and a Master of Education from Texas A&M University.
In this episode, Dr. Gaye Lang and Melanie Pondant discuss:
- The role of a safe environment in promoting respect
- The benefits of a respectful workplace.
- Modeling professionalism and respectfulness
Key Takeaways:
- A nonjudgemental and safe environment is important for people to feel respected. Feeling safe and heard is crucial for productivity and creativity.
- A respectful workplace reduces stress and fosters positive workplace experiences leading to more productivity and creativity of ideas.
- Model professionalism and uplift others to demonstrate respect. Treat everyone with respect regardless of their position or paycheck. Building confidence in others, and encouraging professional growth, confidence, and respect are interconnected and are all essential for a successful workplace.
“Diversity is the most important thing in the workplace and society, we all learn from one another.” - Melanie Pondant
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Danita Bailey-Samples holds a baccalaureate degree from Fisk University, an M.A. degree from George Peabody College for Teachers (currently Vanderbilt-Peabody University), and a Ph.D. in Educational Administration from The University Of Texas at Austin. She has served in various roles with numerous public and private entities. These include teacher in Dayton, Ohio, and Houston, Texas, Department Chairperson in Spring Branch I.S.D., Director of Educational Services at Spring Shadows Glen and the West Oaks and HCA Houston Hospital Systems and Adjunct Professor at the University of Houston. She also served as the Academic Enhancement Administrator, Director Of University Scholars and an Assistant Professor in the Department of Educational Leadership and Counseling at Prairie View A&M University; and Senior Coordinator Of Training and Professional Development at The Texas A&M University System for The Regents’ Initiative of The Texas A&M University System, heading a noted faculty development initiative with all nine universities within this system.
In this episode, Dr. Gaye Lang and Dr. Danita Bailey-Samples discuss:
- Confronting a disrespectful person
- Showing respect with words and actions
- The benefits of a respectful environment
- Modeling respect in the workplace
Key Takeaways:
- Sometimes, the way to address a lack of respect is to confront a person with facts and to set clear expectations.
- Respect must be shown not only with words but also through actions. A non-judgmental environment where employees feel safe and comfortable sharing their ideas is a place where respect blossoms.
- Reduced stress, increased productivity, and job satisfaction are some of the benefits of a respectful workplace environment. It also leads to more fun and enjoyment among employees.
- The best way to encourage people to be respectful is for you to model respect in your own words and actions. Show empathy, say kind words, and practice simple gestures.
“It’s so important for people to know that they are valued. We need to show people that. We need to show empathy to people. We need to let them know that we understand them.” - Dr. Danita Bailey-Samples
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Charles Johnson is currently a director of customer and agent experience at an insurance company. He is responsible for ensuring that agents, stations, and workstations, provide them with the most effective and efficient technology in the marketplace. His corporate experiences also include several years at NCR and AT&T. Charles is also a retired colonel of the US Army.
He held several leadership roles, including company and battalion commander. His most enjoyable assignments included time spent at the Pentagon, in the Army Operation Center, and as a battalion commander of a drill sergeant battalion. He is married to Carrie Johnson and they have four adult children, Sydney, Charles the Second, Chad, and Sierra. They also are proud grandparents of Lively and Ever.
In this episode Dr. Gaye Lang and Charles Johnson discuss:
- Finding a solution when disrespected
- Characteristics of a respectful environment
- Benefits of a respectful environment
Key Takeaways:
- When you are in a situation where you feel disrespected, try to find a solution, seek help from a supervisor, and stand up for yourself.
- Non-judgemental environments and professional manners make people feel respected at work. Everyone must treat others like an adult in their communication. Respect other people’s worth ethic.
- A respectful environment leads to increased productivity, better cohesion and collaboration, and job satisfaction. It reduces stress and promotes a better relationship with colleagues.
“If you have a sense that you're being heard, that people value your opinion, they value your work ethic - all of that leads to a feeling of being respected at work. All of that's that's very important.” - Charles Johnson
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Stephanie Booker is from Alton, Illinois, and is a licensed professional counselor who works at a school as a counselor. Stephanie received her Bachelor's of Arts from Greenville University, Greenville, Illinois, Masters in Education, and a Masters of Arts in Counseling from Missouri Baptist University, St Louis, Missouri. Currently pursuing her doctoral degree from Liberty University, Stephanie has always worked in a helping profession, first as a licensed practical nurse for 19 years. She has been an educator for 10 years. Stephanie's personal motto is, “remember that every stumbling block is merely a stepping stone on your own pathway to success.” In other words, use whatever's tripped you up to lift you up. Stephanie is a member of life changer Community Church in Katy, Texas.
In this episode, Dr. Gaye Lang and Stephanie Booker discuss:
- Stand up for yourself
- Set boundaries
- Lead by example
Key Takeaways:
- Stand up for yourself and address disrespect directly until you are able to gain the respect you deserve.
- Set boundaries and communicate your expectations upfront. Advocate for yourself in advance by clearly establishing your boundaries and what you need to feel respected.
- Model the respectful behavior you want to see from others. Lead by example and treating others the way you want to be treated can help foster a more respectful workplace culture.
“Advocating for yourself is important, and sometimes you have to do that in the beginning so that people already know your boundaries, and then once you set your boundaries and respect your boundaries, you don't let other people disrespect them.” - Stephanie Booker
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Ralphaletta Hall is married and is the mother of two children. She is originally from Miami, Florida, and has been living in Houston for 12 years. Ralphaletta graduated from Florida Memorial University with a Bachelor of Science degree in varying exceptionalities. Additionally, she holds a Master of Science degree in reading and learning disabilities from the University of Miami. She has 24 years of teaching experience in the special education department. Currently, Ralphaletta is an art specialist in a Texas public school.
In this episode Dr. Gaye Lang and Ralphaletta Hall discuss:
- The benefits of cultivating respect
- How respect can create a stress-free workplace
- The universal value of respect and diversity
Key Takeaways:
- Cultivating a work atmosphere where employees feel genuinely respected leads not only to heightened communication but also to overall job satisfaction.
- Acknowledging the central role respect plays, individuals can adopt strategies that contribute to a constructive and stress-free workplace, garnering esteem from peers and supervisors.
- Emphasizing the value of diversity and universal respect ensures an inclusive environment where everyone, regardless of their role, is valued and honored.
“No matter what position you hold, to the highest to the lowest, respect is due to everyone.” - Ralphaletta Hall
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Daniel Bennett is a dedicated leader with over ten years of experience in finance, currently managing the Central Austin branch at WaFd Bank. Originally from Mossville, Louisiana, Daniel holds a BS in management and an MBA, embodying a commitment to continuous learning and growth.
In addition to his financial expertise, Daniel is a visionary advocate for diversity, equity, and inclusion. He chairs the BIPOC DEI ERG at WaFd Bank, Chairs the board of A Little Bit of Good nonprofit, and serves as the secretary of the Austin CenTex Chapter of the NABA, as well as recently joining the board of EGBI, fostering community impact and empowerment.
Daniel's creative pursuits include Snapshots by D. Bennett, where his storytelling skills shine through photography and videography, adding depth and resonance to his impactful work. He is also recognized for his work on the award-winning film 'Mossville: When Great Trees Fall,' a powerful exploration of environmental justice issues.
In this episode Dr. Gaye Lang and Daniel Bennett discuss:
- Acknowledging contributions without judgment
- How collaboration fuels productivity
- Humility, dignity, and self-assurance
- Empowering communities through active participation
Key Takeaways:
- Acknowledgment of authentic contributions without judgment and an emphasis on respecting privacy fosters a culture of trust and genuine relationships among colleagues.
- Brave and open collaboration not only fuels a productive atmosphere but also personal development and reinforcement of a consistent personal brand.
- Presenting oneself with dignity and self-assurance, while maintaining humility, is central to commanding respect and setting the stage for genuine engagement.
- Active participation in community affairs and empowering initiatives showcases a commitment to inclusivity, creating a ripple effect that extends beyond the office walls.
“Respect isn't just given, you have to earn it. And in earning it, I demanded it as well.” - Daniel Bennett
Connect with Daniel Bennett:
LinkedIn: https://www.linkedin.com/in/daniel-bennett-mba-loyd/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
With 33 years of financial services, Erica Courtenay-Mann began her career at the first Chicago bank and later had the privilege of working for the first electronic Options Exchange in America during her time on Wall Street. She later contributed her expertise to the national health services in the United Kingdom. Her diverse experiences include banking, accounting, nonprofit, work, social capitalism, startups, and government roles. She is the incoming president of the National Charity League, Incorporated Post oak Chapter Houston, Texas, and the current president of the Barbara Jordan Unit for parliamentarians. She is also a proud Girl Scout troop leader. She is passionate about diversity, equity, inclusion, and belonging. She emphasizes creating safe spaces where everyone belongs. Her dynamic leadership and commitment to philanthropy have also led her to her current fervor as an advocate for the foundation of psychosis research
In this episode, Dr. Gaye Lang and Erica Courtenay-Mann discuss:
- What a respectful workplace looks like
- Is a respectful workplace a necessity?
- How to create a respectful workplace
Key Takeaways:
- A respectful workplace is a place where all employees feel genuinely valued and where nonjudgmental spaces foster active listening, authentic feedback, and robust collaboration.
- A respectful environment isn't just a nice-to-have; it's pivotal for spurring creativity, driving innovation, and boosting productivity.
- Creating a respectful workplace environment starts with self-reflection. Have the courage to engage in critical conversations. Build alliances with colleagues or supervisors who can support your journey towards a more respectful experience.
“You are valuable, your humanity is very important. So make sure that you respect your space and your feelings, and when something doesn't feel right, you make sure that someone knows that you deserve to be in a healthy safe space.” - Erica Courtenay-Mann
Connect with Erica Courtenay-Mann: https://linktr.ee/eycmann
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Respect in the workplace is necessary and important because it promotes a positive work culture, it builds trust between employees and management. It's a win-win for employees and employers
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Thanks for listening to season 7 of Workplace Diversity, adapting to diversity in the workplace. See you again in Season 8!
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Julius Dawson is a native of Texas. He is a graduate of Kashmere High School. Julius attended the University of Houston before being drafted into the United States Army. He worked as a corporate business salesman for Southwestern Bell and AT&T for 27 years. Julius has a small cattle ranch in Lee County, Texas.
In this episode Dr. Gaye Lang and Julius Dawson discuss:
- Planning with the objective in mind
- Empowering people through collaboration
- Celebrating and recognizing team members
Key Takeaways:
- Set things up to deal with an end objective. Lay things out and make sure that every member of the team who had an impact on that objective, knew what those objectives were and knew where you will all end up together.
- Leaders must acknowledge and admit that they don’t know everything. Reaching success and achieving your goals would take the different skills and talents of each member of the team and you need to let your people know that.
- Whenever you delegate a team member to a task, and the team earns a win from their efforts, then you must recognize their work and celebrate it in the team.
“I would always make sure I recognize that they're the ones who actually did the work. They're the ones who actually did this portion and accomplish that. .” - Julius Dawson
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Eric Jones obtained a Bachelor's Degree in Business Administration from Huston-Tillotson University. He subsequently obtained his Master of Arts degree from Austin Graduate School of Theology. Eric currently is Vice President of Operations for Austin Area Urban League, a nonprofit organization. He has held this position for nine years.
In this episode Dr. Gaye Lang and Eric Jones discuss:
- Intergenerational diversity
- Balancing innovation and convention
- Moving forward with change
Key Takeaways:
- Individuals who are part of different generations bring different experiences, different work ethics, different work tools and platforms to the organization. In order to bridge that gap, each person must understand the unique value that other generations bring to the team.
- As the team moves forward into the future with creativity and innovation, individuals from a younger generation need to acknowledge the importance of foundational pieces that are already established.
- The older generation must keep an open mind for new ideas. Don’t be resistant to an idea or new system just because it’s new or not yet understood. At the same time, the younger generation must understand that not every trending tactic is applicable, appropriate, or effective for the specific needs of an organization.
“I believe in intentional celebration. The purpose of that is to ease the resistance next time when a new idea comes to the table [and] make them more receptive of this new ingredient that's been added to the proverbial workplace gumbo.” - Eric Jones
Connect with Eric Jones:
Website: https://aaul.org/
LinkedIn: https://www.linkedin.com/in/eric-jones-00579713a
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Tavier holds a bachelor's degree in Speech Communication from Stephen F. Austin State University. She possesses a postgraduate qualification in Educational Administration. She is currently pursuing her Master's Degree in Educational Leadership. She serves as the principal of Lion’s Light Academy, which is a home school. Tavier has accumulated three decades of experience in the field of education, having worked in both public and Christian educational institutions. She's a multi-faceted individual, fulfilling roles as a wife, mother, Pastor, teacher, and entrepreneur. Through hard work in education, she is actively making a positive and profound difference in people's lives, all in service to God.
In this episode, Dr. Gaye Lang and Tavier Galloway Parks discuss:
- How to foster deeper relationships within the team
- Make the team feel valued and respected
- Simple acts to give people recognition
- Adapting to diversity in the workplace
Key Takeaways:
- Off-grid team-building activities can foster deeper relationships and break down barriers in the workplace.
- Praise and recognition will make team members feel valued and respected. Be intentional in appreciating each team member in a meaningful and sincere way.
- Simple acts like writing a note or congratulating someone can make a big difference in the workplace. Recognition can boost morale and productivity.
- Being flexible, kind, authentic, and genuine in adapting to diversity in the workplace. Listen intentionally and be open-minded.
“Make sure that we understand what our purpose is. Not having a clear vision can hamper relationships. So we have to understand what is our purpose and then we need to gather outside of the normal work environment.” - Tavier Galloway Parks
Connect with Tavier Galloway Parks:
Instagram: https://www.instagram.com/lionslightacademy
Facebook: https://www.facebook.com/profile.php?id=100083122736564
Website: https://lionslightacademy.org/
Yelp: https://www.yelp.com/biz/ql66i3d5NPzlLP1rcmCgUg
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Sergeant Major Donald Cleveland is a native of Houston, Texas, and is a graduate of the University of North Texas. He holds a Bachelor of Applied Arts and Science degree. Sergeant Major Cleveland retired from the military with 33 years of service. Sergeant Major. Cleveland has trained and mentored over 100 Soldiers throughout his military career.
Sergeant Major Cleveland has been awarded numerous military awards throughout his career. One of Sergeant Majors, greatest highlights was being included in a book entitled 100 Sergeant Majors of Color, and being selected for the Presidential Life Achievement Award.
Sergeant Major Cleveland resides in Houston with his wife, Renee. His children, Joy, Ashley, and Christopher enjoy traveling, sports, and playing golf.
In this episode Dr. Gaye Lang and Sergeant Major Donald Cleveland discuss:
- How diversity makes better teams
- Learning to adapt to diversity
- Listen with intention
- Point
Key Takeaways:
- To make an effective team, everybody needs to adopt the mindset of a team player. Being a team player means understanding and adapting to the diversity around you.
- People have a different starting point when it comes to the journey of adapting to diversity. If you are finding it difficult to grasp or accept some concepts, then give yourself grace and keep learning.
- Listen actively and with intention. Listening well is key to building deep relationships with people and building relationships is the key to adapting to diversity in the workplace.
“We depend on others. We work as a team. There's no place for not accepting diversity. That's one of the core values of the military. Because we have to be all together as one.” - Sergeant Major Donald Cleveland
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Bretticca Moody is a native of Denmark, South Carolina. Growing up in the rural south, she was introduced to disparities at a young age, which has fueled her passion for access and equity especially for underrepresented populations. Bretticca has over a decade of professional experience in higher education and politics and is currently completing her dissertation in the leadership studies Ph.D. program at North Carolina Agricultural and Technical State University. Bretticca’s ultimate goal is to work to help shape and create policies and programs that provide access, equity, and justice for marginalized populations worldwide.
In this episode Dr. Gaye Lang and Bretticca Moody discuss:
- Adversity provides opportunities
- Giving people a space to connect
- The key to building a strong community
Key Takeaways:
- Adversity provides an opportunity for us to show our commitment to show up and our ability to overcome barriers.
- The best and easiest way to get people to bond is to give them a space to connect and bond over things that they have or love in common. Connection doesn’t need to be forced, it is best when it happens organically.
- Public praise is essential if you want to build a positive community - one that reinforces people’s good behaviors and accomplishments by giving them the spotlight.
“One of the main strategies that I employ is treating people as individuals. Oftentimes, we're in spaces where we try to treat everyone alike or every one the same. While fairness is extremely important. You should approach each person as an individual because everyone has different nuances.” - Bretticca Moody
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Norma J. Baker is an educational consultant, author, former adjunct assistant professor, and leadership coach. She is the founder and chief executive officer of Baker and Associates, an educational consulting firm. She uses her expertise in the educational arena to coach administrative leaders to attain student academic success. Dr. Baker has also worked with several textbook companies in editing and providing content for core curriculum. She fulfilled her passion for education and worked in numerous capacities as a school and district administrator with two large urban districts in California. She also worked as an adjunct and associate professor at the University of Southern California, Chapman University, and National University. Dr. Baker received her Bachelor of Science degree in elementary education, and a master's of education in early childhood education in Memphis from the University of Memphis. She earned a Master of Business Administration from California State University, Dominguez Hills, and received her doctorate in educational leadership from the University of LaVerne in California.
In this episode Dr. Gaye Lang and Dr. Norma Baker discuss:
- Countering discriminatory beliefs of others
- Giving people a chance to show who they are
- Making people feel that they belong
- Hearing people’s opinions out
Key Takeaways:
- One of the ways one can counter the discriminatory beliefs of others is to be excellent in your job. This isn’t just to prove that their beliefs are wrong, but it is to show others what you already know - that you belong wherever you are.
- People within a team or group need to be given an opportunity to share about themselves with each other. When a person discovers who it is that they are working with, they can then begin to respect them and value them as people.
- Everybody wants to feel like they belong, especially at work. Therefore, we must practice praising people and doing it often in order to boost their confidence and their connectivity with the rest of the team.
“Everyone should be heard. So they have an idea, let them put their opinion and thought out. Because then they are able to say it aloud. And that gives them an opportunity to figure out if it makes sense. It also gives them a sense of ownership of this idea. That's what really is important when you're working with a diverse group of individuals.” - Dr. Norma Baker
Connect with Dr. Norma Baker:
Email: drnormajbaker@gmail.com
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Theon Wilson is a graduate of St. Mary's Academy High School in New Orleans. She received her undergraduate degree from Newcomb College of Tulane University. Additionally, she received her Doctor of Jurisprudence from Tulane University School of Law. Theon is a member of several boards. She served as the board chair of New Orleans Legal Assistance Corporation, the Housing Authority of New Orleans, Preston House, Southeast Louisiana Girl Scouts Amistad Research Center, and the Irish Channel Action Foundation. As a lawyer, she is practicing law in New Orleans as the sole proprietor of Wilson Law Firm.
In this episode, Dr. Gaye Lang and Theon Wilson discuss:
- Empowering yourself in negative experiences
- Inspiring others with your excellence
- Leading by example
Key Takeaways:
- Adapting may sometimes mean being able to take it when you are put down by someone else and using the experience to empower yourself. Remaining calm is an adaptation. Don’t react, remain calm, be composed, and be in control.
- Demonstrate your level of competence and confidence. Inspire other people with your excellence. Meanwhile, be also willing to talk to younger people in your industry, provide wisdom, and be a role model for them.
- Lead by example. Do the work that you want to see others do in your own career and in your own life. If you want to encourage somebody to keep improving, then you must commit yourself to always grow and always show up as your best.
“If you have a high opinion of yourself, and you demonstrate that people will respect that, and they want to be exactly like that.” - Theon Wilson
Connect with Theon Wilson:
Email: theonaw@aol.com
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Blakey began her career in education in Southern Oregon teaching fourth, seventh, and eighth grades. She became an administrator and worked as a Junior High Vice Principal, Elementary Principal, and Curriculum Coordinator at the district level as the District Director for teaching and learning and an Interim Assistant Superintendent position. Amy had the opportunity to consult as an executive coach with the American reading company supporting schools in California, Texas, and Louisiana. She earned her bachelor's degree in Elementary Education from Western Illinois University and her master's degree in Educational Leadership and Policy and a doctorate degree in Transformational Leadership from Concordia University. Dr. Blakey works as a director at the state level. In her spare time, she loves to watch sports. She loves cooking, reading, traveling, and she spends most of her time with his son, daughter, and grandchildren.
In this episode, Dr. Gaye Lang and Dr. Amy Blakey discuss:
- Moving from a fixed mindset to a growth mindset
- Becoming stronger together
- Building relationships as a leader
- Using positive praise
Key Takeaways:
- When it comes to adapting to diversity, one of the most important first steps is to consider your own cultural background and tendencies, and how they interact with the cultural background of others. Find a way to get out of a fixed mindset and into a growth mindset in order to meet people in the situation halfway
- Diversity can build us up if we allow ourselves to be open to the culture of others and see how their perspective can enhance our own thinking and capabilities. We can be stronger together if we acknowledge the dynamics and commit to being united despite our differences.
- Capitalize on building relationships and getting to know people on a one-on-one basis, honoring their unique abilities, competencies, and personalities. When you’re new as a leader, you have to establish trust and so you have to be someone who walks the walk and talks the talk.
- Give people an opportunity to be highlighted or spotlighted. Encourage them to step out of their comfort zone and use positive praise to help them persevere in the right direction.
“The struggle is in balancing those different dynamics of each of those generations, their strengths, their challenges, and helping them to see that they need each other and that they're stronger together and that they can both learn from one another, as well as being open to a different way of doing things.” - Dr. Amy Blakey
Connect with Dr. Amy Blakey:
LinkedIn: https://www.linkedin.com/in/drblakey-executivecoach/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Iiona Virgin is a Licensed Master Social Worker. She has a Master's Degree in Social Work from Baylor University, a Bachelor's Degree in Human Services, and an Associate's Degree in Early Childhood Education. One of her goals as a therapist is to come alongside and be with the individuals she works with. Iiona wants them to know that she is on the journey with them. She approaches their time together through a holistic, strength-based, and culturally informed perspective. Iiona values the relationships she has with each person. Additionally, she honors all things that make them who they are. She has worked in schools for two and a half years and is currently working in a small rural school outside of Georgetown. Iiona serves students from grades pre-K through 12.
In this episode Dr. Gaye Lang and Iiona Virgin discuss:
- What is diversity all about?
- Communicating cultural differences
- Helping people who are resistant
- The power of building relationships
Key Takeaways:
- Diversity isn’t all about race. It also includes disability diversity, linguistic diversity, cultural diversity, and more.
- It’s important to communicate the differences that you may hold from the culture you belong to. Set some boundaries with people and let people know your honest feelings while at the same time trying your best to be polite.
- The first thing to help people who are resistant to adapting to diversity is to get them to look around and acknowledge that diversity already exists. Once they’ve accepted that fact, ask them then to take baby steps toward adapting to diversity, whatever it is.
- Build relationships. Be very intentional about how you interact with your co-workers. Building relationships cuts down a lot of the friction and creates a sense of belonging.
“Instead of yelling out loud, get engaged in a back-and-forth with them. Pull them to the side? Is there another way that we can engage the student who is showing up in the classroom at that moment versus calling them out?” - Iiona Virgin
Connect with Iiona Virgin:
LinkedIn: https://www.linkedin.com/in/iionavirgin/
Instagram: https://www.instagram.com/augusta_crane/
Website: https://augustacrane.com/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Kimberly is a licensed social worker with 16 years of experience in nonprofit and government. With her belief and commitment to community organizing, change management, and systems development, she is a member of the National Association of Social Workers. She is a founding member and former chair of the Texas Chapter’s Race, Equity, Accountability, and Leadership Committee. She has made a commitment to transform programs and service delivery to immigrant communities, black expecting moms, the unhoused, and individuals living with mental health and substance use concerns.
This personal mission inspires her to serve as a readily available community advocate for those in need. She is committed to addressing the true impact of racial discrimination and empowering the communities that are most affected. Through grounded elevation coaching and consulting, she continues to bridge aspects of her lived experience as a Haitian American woman, caseworker, organizer, teacher, artist, and anti-racism consultant to provide support to black and brown communities nationwide.
In this episode, Dr. Gaye Lang and Kimberly Lauriston discuss:
- The intersectionality of diversity
- Ways one can adapt to diversity
- Seeing the world in color
- The importance of quiet quitting
Key Takeaways:
- Race is very important to diversity but there should also be considerations about ability, gender/sex orientation and identity, and degree or educational level. The intersectionality of all that is important.
- Show people your value through your competence more than your words. If people don’t recognize it, then go to a place where your value is recognized. Even if it can be risky to search elsewhere sometimes, it is worth it to give your best in a community that allows and celebrates you giving your best.
- Everyone in the world has a different story and a different way of seeing the world. If you are not willing to surround yourself with people who are different, you are robbing yourself of the opportunity to see the world in full beautiful colors.
- Quiet quitting is important. Don't do more than what you're paid for so that you will have leverage to request a higher title, higher pay, and more incentives. If they value you, they will pour into you as an employee regardless of your age, sex, and ability.
“Folks who are resisting DEI, I always tell them that ‘you are robbing yourself, of being of growing of learning because you are afraid to experience and see a little bit of the life beyond your own limited experience.’” - Kimberly Lauriston
Connect with Kimberly Lauriston:
Website: https://www.teachingantiracism.com/
LinkedIn: https://www.linkedin.com/in/kimberlylauriston/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
When we adapt, we make something more suitable or become suitable. We also change so that we fit a new or specific situation. Our podcast this season will share ways how we can adapt to workplace diversity.
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Thanks for listening to season 6 of Workplace Diversity. Stay tuned for season 7, where we’ll be discussing Managing the Dynamics of Differences.
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Walter is the international victim advocate for Peace Corps headquarters and provides policy implementation, support, and resources for volunteers around the world. Walter has worked on many special projects for multiple federal agencies, including providing expertise to the US Department of State and the United States Army during the Afghan refugee evacuation, as well as serving as a subject matter expert for the US Department of Health and Human Services while working with unaccompanied minors at the US southern border. Walter has won numerous awards for his humanitarian work, including the Distinguished Directors Award from the Peace Corps, the Outstanding Achievement Award from the US Army, and the Superior Service Award from the Department of State. Outside of his federal duties, Walter provides violence prevention, consultation, and group facilitation to multiple nonprofit organizations in the DC, Maryland, and Virginia areas. Prior to his international advocacy work, Walters served as the senior victim witness coordinator for the State's Attorney's Office, where he served as a liaison between witnesses and victims of crime and community leaders, law enforcement judges, and local nonprofit organizations. During Walter's time there he works with victims of crime that range from petty theft to murder. Walter's previous work history includes working in private law and as an educator in the public school system. During his free time, Walter serves as a big buddy through Camp Jamie, a bereavement camp for children who lost a loved one. Walter holds a bachelor's degree from the University of Maryland, Baltimore County, and political science and legal policy, and a master's degree in human behavior from Hood College. Walter is also certified by the National Organization for Victim Assistance.
In this episode Dr. Gaye Lang and Walter Hood discuss:
- The state of diversity in companies
- Making people feel welcome through diversity
- Consequence of not valuing diversity
- The platinum rule
Key Takeaways:
- There are organizations that genuinely value diversity in their workforce, these are most commonly the kind of company that depends on young labor. Older and smaller organizations that have a long history of being non-diverse would value diversity significantly less.
- Businesses should focus on how they make people feel. They must make people feel welcome and accepted if they want their business to thrive. One way of doing this is by having a diverse hiring practice.
- Studies show that happy employees tend to produce better products or services. Companies must keep their employees happy if they want their business to flourish. Otherwise, the unhappiness of the employees will show in the products and services and clients will start looking for a better place.
- Treat others the way that they want to be treated and consider that perhaps a person who offended you might not have intended to offend you. Most people want to be good, most do not desire to hurt others. Be forgiving, but be firm.
“Studies show happy employees tend to produce better products or better services. And if your employees are unhappy, that's going to have an impact on your products and services.” - Walter Hood
Connect with Walter Hood:
LinkedIn: https://www.linkedin.com/in/walter-h-b141b41b7/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Keshia is a Texas State Certified teacher in the areas of grades four through eight language arts, four through eight generalist, and ESL certified with 16 years of proven knowledge and experience with subject area, content, and research-based instructional strategies and practices. She also holds a certification from the Teacher Leadership Institute and a degree in sociology. Keshia has led content areas, teaching teams to improve instruction and student achievement. Additionally, she has held increasing roles and responsibilities serving as grade level language arts department chair, grade level team lead, as well as ELA campus content instructional specialist. Prior to her career in education, she was a branch manager of a highly successful temporary personnel agency and an HR benefits coordinator with a multibillion-dollar real estate title company. Keisha is a former military wife, an active member of Delta Sigma Theta Sorority Incorporated, and The Links Incorporated.
In this episode Dr. Gaye Lang and Keshia Chatman discuss:
- Why it’s important to have diverse leaders
- The need for a sense of belonging
- Making diversity a priority
Key Takeaways:
- The leadership of the campus should represent the demographics of the student population. That is important to make the students feel safe.
- The employee population of any establishment should look like the rainbow. People want to feel a sense of belonging, they want to feel safe and welcome.
- Make diversity a priority. Everyone has to feel that the same message is being sent across the whole organization. No one should feel like an outsider.
“I need to see that diversity is important to you. And you don't have to tell me, I should be able to see it by the diverse people who work there.” - Keshia Chatman
Connect with Keshia Chatman:
LinkedIn: https://www.linkedin.com/in/keshia-chatman-b0089b94/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/dr-gaye-lang-341232232/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Shanedria Wagner is a graduate of Texas A&M University, Shanedria Wagner earned a bachelor’s degree in French and a second degree in speech communication. She went on to earn her master’s degree in bilingual education from the University of Houston. Her studies also include superior-level French courses at the University of Caen in Normandy, France. She is a linguist who speaks, reads, and writes in French and in Spanish.
While teaching in the Alief and Houston Independent School Districts, she served as a foreign language/speech communication teacher at the secondary level and as an elementary bilingual instructor. A highlight of her career was teaching at her alma mater, Mac Arthur Elementary School. Mrs. Wagner has also taught ESL courses and citizenship classes. Her enormously effective teaching techniques and compassion for her pupils have earned her three Teacher-of-the-Year Awards.
As a national consultant, Mrs. Wagner has devoted the past twenty years to tailoring engaging and motivating
presentations to meet the needs of her diverse clients. She presents a variety of workshops ranging from techniques for second language acquisition to innovative strategies for reading, math, grammar, and writing instruction. Her audiences have comprised children, administrators, school board members, parents, politicians, and instructors in twenty-five states. She has been hired as a presenter, translator, lecturer, panelist, keynoter, test-writer, and motivational speaker.
In this episode Dr. Gaye Lang and Shanedria Wagner discuss:
- The value of promoting diversity
- The priority of the leadership
- Innovation and diversity
Key Takeaways:
- Promoting diversity is a moral obligation and is a way to amend the inequity that transpired in the past and still echoes in our present age. Compliance with the diverse initiatives of the leadership is a step toward the right direction but is a means to an end.
- The way employees treat people is a direct reflection of the expectations of their job and what the leadership of a company values. When people value diversity, they seek out those who are different from all walks of life and from all backgrounds.
- If you put an older person with a lot of wisdom and a young person with a lot of fresh ideas, then what you get is a powerhouse of innovation.
“Be the change. If you're in a situation when someone's not valuing diversity, speak up about it. And then watch your words. We have to consider how our words might affect somebody else, especially when discussing topics that could be potentially controversial.” - Shanedria Wagner
Connect with Shanedria Wagner:
Website: https://www.shanwag.com/ | www.spanishetc.com | and www.shanwag.org
LinkedIn: https://www.linkedin.com/in/shanedria-wagner-m-ed-a92397118/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
About Adam Powell: Adam is the chief of staff at MVP, a tech company in the sports and entertainment sector. He has years of experience working in mission-focused organizations such as a union organizer, school district administrator, and state employee. This career path began at Texas Christian University, where he co-founded the university's African American and Africana Studies minor and the Department of Comparative Race and Ethnic Studies before graduating with his bachelor's degree in history. Raised by educators in the suburbs of Northern Austin, Adam is passionate about giving back to his home community. He serves on the board of directors for the Safe Alliance on the Capital Metro Public Safety Advisory Committee and as vice president of the North Shoal Creek Neighborhood Association. He also creates short-form videos on Austin history and local politics on TikTok and Instagram.
In this episode, Dr. Gaye Lang and Adam Powell discuss:
- The benefits of diversity
- Diversity in leadership
- Attracting and retaining diverse talent
- The red flags of poor retention
Key Takeaways:
- It is ideal for companies to apply diverse practices just for the sake of it being the right thing to do. However, one can’t deny the benefits that diversity brings to a company’s profitability, popularity, and growth.
- Diversity must be applied across the board in the organization. People should be able to see diverse groups in positions of leadership, for the organization to attract and retain a more diverse workforce.
- Diversity doesn’t stop at just hiring, an organization must also make a continuous effort to retain diverse talents so they do not miss out on the benefits of diversity. Make people feel seen and heard, and apply their ideas. Make people feel like they belong, and they will stay.
- Retention is one of the primary metrics that companies must always look into. If you look at your metrics and can see poor retention in a specific racial identity or gender identity for example, then those are red flags that need investigation, discussion, and a solution.
“The secret is, there is no secret, which is if you have diversity in leadership and diversity of people who are doing great work in your company that is going to attract people who look like them who come from those experiences.” - Adam Powell
Connect with Adam Powell:
LinkedIn: https://www.linkedin.com/in/adam-powell-92248a115/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Patricia Leonard is the educational community partner for affinity groups for a high school in Minnesota. She has worked as a corporate Computer Applications trainer, a K-12 educator for 10 years, and higher education for five years. Patricia's recent work provides a step-by-step structure guide for creating affinity groups in high school. These groups include black student union, Asian Student Association, Latino Student Association, Muslim Student Association, Indigenous Student Council, and gender sexual alliance. In working with affinity groups, she has successfully supported and assisted 16 students in securing full scholarships or substantial financial aid packages for college, guided three students in their decision to attend historically black colleges and universities, fostering diversity and representation in higher education, and providing guidance and support to one student who will be joining the armed services, specifically the Navy to pursue their chosen career path. Patricia loves giving back to the community and working with students in assisting them in navigating their journey in the future of their education.
In this episode Dr. Gaye Lang and Patricia Leonard discuss:
- Why companies are trying their best to be inclusive
- The telltale signs of a truly diverse company
- The gift that diversity brings to a community or organization
Key Takeaways:
- Companies today are trying their best to be inclusive and to foster diversity in their company population. One of the main benefits of opening up the doors to inclusivity and diversity is the boost in good employment and employee retention.
- A company that is truly diverse and inclusive is one that gives opportunities for people of color within the company to create innovative techniques, ask them questions, listen to them, and apply their ideas.
- Diversity increases innovation, creativity, and strategic thinking, because the teams of people who come from different backgrounds can draw up on their unique experiences, and a wider range of knowledge to spark new and innovative ideas.
“Diversity increases innovation, creativity, and strategic thinking.” - Patricia Leonard
Connect with Patricia Leonard:
Facebook: https://www.facebook.com/patricia.leonard.9465/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Candi Gadison is a Licensed Clinical Social Worker (LCSW-S) and a board-approved supervisor for licensed master social workers seeking their clinical licensure.
Candi received her Bachelor of Science degree in Biology from Texas State University and her Masters in Social Work from The University of Texas at Austin. Candi has worked with Intervention Services since 2007 when the agency first began providing services in east Williamson County. Candi has worked with students in K-12 and in the Granger and Taylor School Districts.
She currently serves in the role of Executive Director/Clinical Supervisor for Impact Counseling Services. Candi’s previous work experience includes crisis intervention in hospitals and with the military, individual and family counseling for clients involved with CPS, and working with adolescents and their families in residential settings.
Candi continues to enjoy working with adolescents and their community of systems whether that be the family, school or peers. Candi’s hope is that individuals and families will feel empowered to increase communication, understanding, empathy, and grow healthier relationships with one another. Candi believes building trusting relationships is a core foundation for any change we hope for within ourselves and others.
In this episode Dr. Gaye Lang and Candi Gadison discuss:
- Diversity’s effect on a company’s bottom line
- Applying collaborative leadership within the organization
- The consequences of not pushing for diversity
- Being intentional in embracing diversity
Key Takeaways:
- Increasing your employee population’s overall diversity will also increase its overall creativity. Doing the right thing in terms of diversity directly and positively affects a company’s bottom line.
- Increasing diversity in a company’s population isn’t enough, the voices of diverse individuals must also be heard. The company must show that it truly values its people and is listening to them through collaborative leadership.
- If companies do not push for diversity in their hiring and organizational practices, they will miss out on a lot of creativity, talent, and unique ideas. They will also miss out on connection, growth, and learning more about the world outside of their bubble.
- Be intentional in creating and embracing diversity. Embrace diversity for the right reasons. Continue to work on yourself internally if you are struggling with any bias or prejudice. Operate from a value system that’s meaningful to you.
“It's really important that companies value diversity because of the creativity that they can bring in when they bring people of different ethnic groups, races, different background experiences.” - Candi Gadison
Connect with Candi Gadison:
Website: https://impactcounselingservices.org/candi-gadison
LinkedIn: https://www.linkedin.com/in/candi-gadison-lcsw-s-0b0a3213/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Deirdre Williams, Ed.D., the Chief Bridge Builder with U-Bridge Consulting Group, has an impressive educational leadership history. She combines her skills in education, public health research, and evaluation to support leaders with changing their organizational cultures and improving learning outcomes for all students.
Deirdre has served in several educational leadership roles including the Executive Director of the School Reform Initiative, the premier source for professional development and resources related to creating transformational learning communities fiercely committed to educational equity and excellence.
Under her leadership, the organization supported districts across the country with building equity bridges to engage student and community voices in the development of equity policy and programs to eliminate gaps in student outcomes.
She also launched the Commitment to Equity Institute a year-long initiative for leaders, teachers, and students who are focused on dismantling systems of oppression in their schools.
In this episode Dr. Gaye Lang and Dr. Deirdre Williams discuss:
- Surface diversity vs. valuing diversity
- Making people feel belonging
- The synergy of the young and the experienced
- Creating a diverse culture effectively
Key Takeaways:
- Valuing diversity is more than just allowing your organization to have a more diverse population, it’s also about listening to your people’s unique perspective and ideas.
- When it comes to diversity, it’s important to create an environment that promotes and propagates a sense of belonging. Creating a sense of belonging is all about making people feel seen and heard, with follow-up and application.
- Without a diverse level of energy and a diverse employee base, it’s really the company that misses out. A team that has young people with innovative ideas, new technology and youthful energy, plus older people with wisdom, skills, and knowledge gained through vast experiences will become a powerhouse.
- You cannot create a diversity culture with one individual, because they’ve got to think about training, leadership, onboarding, and many more. It takes a whole team of people working together to make policies, procedures, and accountability that create a diverse culture.
“We have to experience a sense of belonging. And the sense of belonging happens when we're seen and we're heard.” - Dr. Deirdre Williams
Connect with Dr. Deirdre Williams:
Website: https://www.ubridgeproject.com/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Larry Bryant is a professor of special education at Metropolitan State University and the School of Urban Education. Dr. Bryant’s research examines the cultural relationship between urban adolescents and social systems. His immediate interest lies in understanding the impact of race in education, the social interaction between race and social systems, and social justice and education. He uses theories of justice, anti-racist and trauma-informed theories to address the phenomenon of the over-representation of African American males in special education programs for students identified with emotional and or behavioral disabilities.
In addition, Dr. Bryant employs several andragogy practices when teaching and mentoring nontraditional pre-service educators about not only the academic side of education but also the social-emotional traumas of a formal and institutionalized education system.
In this episode Dr. Gaye Lang and Dr. Larry Bryant discuss:
- The optics of valuing diversity
- The state of diversity in society
- Push and pull theory
Key Takeaways:
- Some companies show support for diversity as part of a marketing campaign. It pays off, as they will have more “diverse dollars” coming into their company. People feel safe purchasing and frequenting places that have representation. This doesn’t mean that every company that “supports” diversity is genuine.
- Society is moving the needle on diversity and equity but not very far. We are still moving the needle, but it’s been a very slow process. Organizations and groups do see the benefits of it, and are slowly buying into it.
- No one wants to be sold anything, but people always want to buy something. People are often resistant when they feel like they are being persuaded. This resistance doesn’t come from the unwillingness to adopt new ideas, it’s a natural reaction to being sold something. Give people time and access, so that they can buy into diversity.
“I believe that we have to find a way to attract people to who we are as individuals, and what types of different identities that we bring to our spaces.” - Dr. Larry Bryant
Connect with Dr. Larry Bryant:
Email: larry.bryant@metrostate.edu
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/dr-gaye-lang-341232232/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Lorna Hermosura is the principal and Project Director of Step Up Texas and is an assistant professor of instruction in the College of Education at the University of Texas at Austin, where she teaches restorative practices to future teachers.
Dr. Lorna holds a Ph.D. in educational leadership and policy, a master's degree in counseling, and a bachelor's degree in psychology. Prior to earning her Ph.D., Dr. Lorna administrated federal grant-funded educational programs to support college access, college success, and dropout prevention among low-income, first-generation, and multicultural students.
Dr. Lorna’s early work with foster children and youth fogged her perspective that schools can serve as a protective factor that offsets difficult lived experiences.
Dr. Lorna’s research interests are restorative practices, trauma-informed practices, and implementation. Her dissertation research was on the school-to-prison pipeline. When not working, Lorna enjoys exploring baking and spending quality time with her husband, pets, family, and friends.
In this episode Dr. Gaye Lang and Dr. Lorna Hermosura discuss:
- The difference that diversity makes
- Why diversity makes sense
- How companies can show diversity
- Embracing diversity
Key Takeaways:
- Research says that people in diverse workplaces are happier, they want to stay at their jobs, and they feel pretty good about being there.
- Diversity makes logical sense for corporations. Turnover is costly in terms of having to refill that position, but also in the sense of not being able to retain organizational insight and momentum. Also, consumers feel it if workers at a company are happy with their job.
- A lot of companies claim that they are diverse, but they need to walk their talk and make people feel it. The environment of people should be filled with diversity. Products should be designed with variations that fit many types of physical differences.
- Attracting employees and retaining them will be an insurmountable challenge for employers who do not embrace diversity. The world’s trend is already moving towards a better place which is valuing every piece of humanity, companies and people who do not embrace the value of diversity will be left behind.
“Having products that embrace the differences of diverse people, it's a welcoming gesture, and I think it also would be profitable.” - Dr. Lorna Hermosura
Connect with Dr. Lorna Hermosura:
Email: lorna@utexas.edu
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
LaCole Foots loves to learn about the world and uses her poetry to sift through some of the biggest questions we all face and dreams we all share. Her self-published poetry anthology, "Durance," was a collection of coping with grief, healing and finding oneself in the process. She is continuing to explore these big themes and more in her current projects and sees HEAVY LIGHT as a milestone in her journey. She has an analytical background with an MPA from Carnegie Mellon University and when not writing poetry, she is storytelling through data as a data strategist at her analytics firm.
In this episode Dr. Gaye Lang and LaCole Foots discuss:
- The value of execution in pushing for diversity
- The relationship between diversity and innovation
- Creative freedom and critical thinking
Key Takeaways:
- The push for valuing diversity is important but the most critical part of that is the execution. It’s not just that you are engaging diverse voices, for example, it’s also about how you engage diverse voices.
- Diversity and innovation go hand in hand. Innovative companies tend to pursue diversity and companies who pursue diversity end up increasing innovation and effectiveness.
- People from different backgrounds have the capacity to address an issue from a unique perspective. The more diverse an organization is, the more perspectives there will be and a high diversity in the team results in more creative freedom and a more open space for critical thinking.
“That's the value of diversity is that you enrich your life by having different people with different experiences to share it with. That's the beauty of it.” - LaCole Foots
Connect with LaCole Foots:
Website: https://lacolefoots.wordpress.com/
LinkedIn: https://www.linkedin.com/in/lafoots/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
This season we’re talking about valuing diversity. Is diversity valued because it’s the right thing to do or is it the most profitable thing to do for businesses and organizations? What do you think? Stay tuned and enjoy the podcast!
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Raul has been a follower of Christ for over 41 years and has been pastoring New Life At The Cross for 25 years. Raul grew up in poverty, and lost his father. At a young age he found hope in the gospel of Jesus Christ. He has been married for 35 years and is blessed with four children and nine grandchildren. Pastor Raul has a Master's of divinity and is currently working on his PhD.
In this episode Dr. Gaye Lang and Pastor Raul Elizondo discuss:
- Ways on learning more about other people’s culture
- Challenges of asking the right questions
- How to build a bridge
- Being intentional and taking time to listen
- Investing in someone’s life
Key Takeaways:
- Engaging with other people respectfully through conversation and making them feel that they are heard is very important in learning other people’s culture. These basic human connection things should not be forgotten.
- You will overcome the challenges of asking the right questions if you will make it easier for other people to open up through asking genuinely and graciously enough to understand and gain some insight.
- In building a bridge, it is better to give people the benefit of the doubt through kindness, patiently explaining things and showing them appreciation for our culture.
- The world would definitely be a better place if everyone knew how to establish relationships by being intentional, purposeful and taking time to meet other people to ask and listen in a respectful manner.
- If everyone is kind hearted and knows how to invest in someone’s life through creating safe spaces or showing love and care about how his or her life was going as well as giving them some compliments, would be one of the best things an individual could have done in this world.
“We should see each other as the potential to be a better person to be a better human being that complement each other. Instead of competing against each other, we just complement each other and make a difference to give.”
- Pastor Raul Elizondo
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by : Denice Salem
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Rachel has been an educator for 15 years. She is currently a district instructional technology specialist that assists teachers throughout the entire district on how to use and integrate technology into their classrooms. Rachel has taught math to fifth and sixth graders in smaller and larger urban districts. She has been married to an amazing man, and for eight years, and they have five loving Furbabies. Rachel is currently working on her doctorate degree in curriculum and instruction with an emphasis on Educational Technology at the University of Florida.
In this episode Dr. Gaye Lang and Rachel Medrano discuss:
- How going beyond tolerance affects productivity
- Learning from someone’s culture
- How to respond to people who see you in a limited way
- Building cultural competency
Key Takeaways:
- If you want your team to be productive in the workplace, you’ve got to move past tolerance. You’ve got to show every individual that who they are and where they came from matters.
- Be willing to make yourself vulnerable to ask questions. Don’t be afraid to ask, be curious, and put yourself in a position to learn someone’s culture.
- Don’t let people put you into a box. Show your expertise and always be available to teach or help others in those areas. Be honest enough to admit that you don’t have an answer when you don’t have an answer.
- Build cultural competency by finding good resources and going through them as an individual. When you run into people from that culture which you studied about, you can use the things you’ve learned and confirm with them if it’s true or accurate as a jumping-off point in order to engage people in conversations.
“We got to stop putting people into boxes, just because they look a certain way. They speak a certain way, they have a certain last name. You can't judge that anymore, especially in this day and age, because the knowledge is so vast, and people's backgrounds are so different, that the boxes really can't exist anymore.” - Rachel Medrano
Connect with Rachel Medrano:
LinkedIn: https://www.linkedin.com/in/rachel-medrano-4b175213b/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
About J. La'Shay Black: She has spent more than 20 years as an asset integrity engineer in the oil and gas industry working abroad and domestically. She is also an Army Veteran of Operation Iraqi Freedom.
In this episode Dr. Gaye Lang and J. La'Shay Black discuss:
- Listening to people’s stories
- Recognizing and challenging biases
- The golden rule and the platinum rule
- Standing up for what’s right
Key Takeaways:
- Cultivate a heart of discovery. Treat every opportunity to learn from someone’s culture as sacred, listen carefully, and hear their stories. Ask sincere questions and be genuine.
- Recognize your own bias and the biases of others. Take the time to discuss stereotypes around your culture with people around you and try to explain why they are incorrect or why things might not be as they appear in the world or in the media.
- Practice the golden rule and the platinum rule. Treat people the way that you want to be treated and also, ask them how they want to be treated and treat them as such.
- When negative biases and stereotypes are pointed toward you, don’t be afraid, don’t shy away from them. Stand up for yourself and show them your true self. Show them that they’re wrong and that you are the living evidence of that fact.
“I've always tried to do is show people, that the things that they may see in the movies or on television aren't necessarily the truth, aren't the only stories that are happening in the United States. And here I am an example of what makes that different.” – J. La'Shay Black
Connect with J. La'Shay Black:
Twitter: https://twitter.com/Endurance97
Facebook: https://www.facebook.com/Endurance97
Instagram: https://www.instagram.com/jamettablack/
Tiktok: https://www.tiktok.com/@ssendurance97
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
About Mr. Landen Parkin: Landen Parkin is a graduate of St. Cloud State University, where he received a Bachelor of Arts in Communication Arts and literature. Mr. Parkin has worked as an educator for three years, he was drawn to education due to a love of working with and empowering students. In his spare time, he likes to write poetry, read and enjoys hiking in the Minnesota wilderness.
In this episode Dr. Gaye Lang and Landen Parkin discuss:
- The on-ramp to cultural competency
- Being aware of where you stand and looking forward
- Taking a step in the right direction
- Influencing others in your orbit
Key Takeaways:
- Tolerance is the on-ramp to cultural competency. You’ve got to take baby steps in order to build cultural competency. Tolerance is the very first step of that journey.
- Everyone comes from a different place and everyone is going to be at a different level when it comes to cultural competency. It’s important for you to understand where you stand in that continuum and to look forward to how you can improve.
- Cultural competency is about you working on yourself, it’s a self-improvement process that will lead to you understanding other people and people understanding you. You’ll never get it perfect, but you have to try and keep trying.
- As you move further in that cultural competency continuum, seek to not only level yourself up in this aspect but also to help others by influencing those in your direct orbit.
“Be aware of who you are, look inward, and have some self-reflection on where you stand. And then I think it's important to then look forward to how you can actively be better.” - Landen Parkin
Connect with Landen Parkin:
Website: https://landenparkin.com/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Tess Jackson is a government analyst, federal leadership coast, and a navy veteran who takes pride in her experience. With over 20 years as an executive administrator, Tess has expertise in forging constructive corporate communication to help infuse diversity in the workplace, increase feelings of belonging, add organizational value, and enhance transparency in decision-making. Additionally, Tess is a children’s author.
In this episode Dr. Gaye Lang and Tess Jackson discuss:
- Grasping listening opportunities
- Asking questions the right way
- Colorblindness isn’t anti-racism
- Training your self-awareness
Key Takeaways:
- Listen and assess the information you are being given. Every time a person allows you into their space and lets you learn from them, treat it like an opportunity.
- Ask the question in the right way. Instead of saying “why did you think that?”, ask “how did you come to that conclusion?” It makes people more comfortable to engage.
- Colorblindness doesn’t serve anyone, being apathetic or willfully ignorant of someone’s identity is not the solution to racism. People want to be seen, heard, and loved for who they are. You can’t just erase a person.
- People must strive to gain greater awareness and knowledge of their own culture so that when they engage in a conversation with other people, they’ll be able to communicate clearly how they want to be referred to or addressed.
“Be open. Open up yourself to different perspectives, different ideologies. When you work with people, you have to stop, be open, listen, and then assess the information that you are being given.” - Tess Jackson
Connect with Tess Jackson:
Amazon: https://www.amazon.com/stores/T.-M.-Jackson/author/B08P6J3GQN
Facebook: https://www.facebook.com/TMJacksonAuthor
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Juanita M. Cleaver Simmons , PhD, Diversity Consultant, specializes in training and designs for diversity, equity, climate, workplace civility and inclusion, and Equity Coaching with theoretical and practical strategies. Her passion is facilitating seminars in leadership development for cultural competency and excellence in equity. She is the former Vice President of Diversity, Equity, and Inclusion at Northwest Missouri State University. She was awarded emerita associate professor at the University of Missouri-Columbia, where she served in the Educational Leadership and Policy Analysis division of the College of Education. She earned her PhD in Urban Superintendency and Public Affairs, and a Master’s in Educational Leadership from the University of Texas-Austin. Her research agenda focuses on race, gender, class, and equity in organizations and institutions. She has authored numerous peer-reviewed publications, book chapters, and diversity training manuals. She is a former school teacher and administrator who continues to work with leaders in public institutions. Among her numerous awards, she was featured in the January 2018 issue of Ingram’s business magazine as one of “50 Missourians You Should Know.” Her work as a diversity, equity, and inclusion consultant includes University Cooperative Extension System’s Foundation, Engage & Empower Webinar Training – Diversity and Inclusion Three-Part Series: Foundation & Program Design for Diversity Infrastructure; Implicit Bias, Civility, and Microaggressions in the Workplace; Civility II, Institutional Inequities, Organizational Socialization. Thompson Coburn’s Annual Employment, and Employee Benefits Law Seminar - Deep-Seeded: Understanding Implicit Bias.
In this episode Dr. Gaye Lang and Dr. Juanita M. Cleaver Simmons discuss: The lowest level of anti-racism. Growing in cultural competency The business benefits of diversity Teaching people to take responsibility Key Takeaways: Tolerance is the lowest level of anti-racism. It simply means to endure a person or an ideology that you don’t really agree with in the same way that ones endures by way of complying to a policy. People must not stop at a basic level of civility. They must seek to grow their knowledge of cultural competency language. Companies that focus on diversity and have advocacies benefit from increased productivity and profitability. It’s not just a humanistic endeavor, but also a capitalistic one. We must teach people first and foremost to take personal responsibility and to have the desire to grow their thinking in the space of diversity, equity, inclusion, and tolerance. “Tolerance - indicates a position of power over, it means that you are in a position to make the decision to tolerate or endure. It’s simply the lowest level of anti-racism.” - Dr. Juanita M. Cleaver Simmons
Connect with Dr. Juanita M. Cleaver Simmons: Website: https://www.tmconsultants.org/ Connect with Dr. Gaye Lang: Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it. Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn. Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/ Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS: Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Karla D. Brown served as an educator for nearly 30 years as an elementary school teacher and administrator in Houston, Texas in Southern California. She has served as an adjunct professor at Texas Southern University and California Baptist University. She holds a doctorate degree in curriculum and instruction.
In this episode Dr. Gaye Lang and Dr. Karla Brown discuss:
- Allowing people to speak up about their experience
- Immersing yourself in other cultures
- The most powerful tool in spreading the message of tolerance
- Seeing the good in people
Key Takeaways:
- Boxes get checked, but that doesn’t necessarily mean that things change. Therefore, organizations must create an opportunity for people to openly talk about their experience in the organization related to tolerance.
- When you find yourself in a different culture, explore the community. Immerse yourself in their art and music. Listen to the people and go to their places. Respect people and develop a curiosity for people’s lives.
- Media is the most powerful tool for spreading knowledge. It’s a good starting point for educating people en masse about the reality of the world and what we can do about it.
- Have a positive outlook in life. Look at the good instead of the bad in the person. Nobody wants to wake up each day feeling frustration and anger. We need to learn to forgive so that we could experience life better.
“Stepping out of that comfort zone makes all the difference. Going in and trying to see what can I see different. How can I do something different today? Or what can I do to change the outlook on people in general?” - Dr. Karla Brown
Connect with Dr. Karla Brown:
LinkedIn: https://www.linkedin.com/in/karla-d-brown-ed-d-28263416/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Eddie Blaylark’s educational career includes over 20 years of experience including as a classroom teacher, an alternative school director in Denver, Colorado, and most recently, as an associate principal. Eddie Blaylark has proven results in transforming systems. In his first year at the middle school level, he reduced the out-of-school suspension by a whopping 68% and lead professional development sessions in effective communication with staff through an equity lens. Eddie Blaylark is a leader that promotes an equity mindset through results-oriented practices that support student and teacher growth in an environment conducive to changing culture.
In this episode Dr. Gaye Lang and Eddie Blaylark discuss:
- Working at an individual level
- Fostering growth in yourself and others
- Knowing your end game
Key Takeaways:
- Tolerance is a learning process that requires an individual to look within and cultivate a desire to change. It isn’t only self-awareness that’s necessary, but a willingness to go into different environments.
- Foster growth within yourself and then foster that growth in the people around you. The results that you want to see in others have to begin with you.
- Look at the end game in your position. Where do you want to be in the next three years? Create a life map from where you are to where you want to be and refer to it to see if you’re on the path to what your goal is.
“Tolerance - the individual has to take an inward-outward approach, and they have to want to change and if that desire to change is there, then that that will be a lot easier for this process to take place.” - Eddie Blaylark
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Joy Johnson-Carruthers is a Master Trainer, Workforce Development Leader and Diversity, Equity, and Inclusion advocate with over twenty years of experience developing high-performing teams across the United States and abroad. Joy is a board member with the Middle Tennessee Society for Human Resource Management. She serves as the director of Diversity & Inclusion and named the 2019 Diversity & Inclusion Professional of the Year. She is the recipient of the 2020 MT-SHRM Leadership Award and the HCA, HealthTrust Supply Chain Impact Award.
Joy’s career of service began in the United States Army, and later as a police officer in St. Louis, Missouri. Her law enforcement career ended when a drunk driver rear-ended her patrol car. Joy went on to find her passion in education and workforce training, working as an adjunct professor of Humanities and Cultural Studies for over ten years. Her studies abroad include West Africa and South Korea.
In this episode Dr. Gaye Lang and Joy Johnson-Carruthers discuss:
- The first step toward tolerance
- Differences make us strong
- The real enemy of equity
- Putting relationships first
Key Takeaways:
- The journey of learning about other cultures starts with learning about your own. Know the history, the struggle, and the experiences of your ancestors so that you can have awareness, respect, and pride in who you are and where you came from.
- Differences are what makes us strong, differences are what built America. We need to move away from mere compliance, we need to promote education, community, and ultimately, understanding of each one’s differences by cultivating relationships with one another.
- We’re not up against a race or a group of people based on the color of their skin, what we’re up against is the policies and structures that were created to perpetuate a system of inequity. That’s the enemy that DIET is trying to challenge.
- We must have difficult conversations and allow people to speak their minds without fear of being hated as an individual. If we want to teach hard truths, we’ve got to start with having a relationship and creating a community.
“When you are on a journey to learn about culture, start with self. Because once you understand who you are, you can have a healthy respect for those in your own culture. Then, you’re more able to have a healthy respect for other cultures.” - Joy Johnson-Carruthers
Connect with Joy Johnson-Carruthers:
Website: https://www.jtrainingsolutions.net/
LinkedIn: https://www.linkedin.com/in/joy-johnsoncarruthers/
Email: joy@jtrainingsolutions.net
Phone: 615-772-4374
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Tim Lord is an experienced leader of a community-based arts and social justice organization with a demonstrated history of working with social service and arts organizations. He is skilled in Nonprofit Organizations, Major Gifts Fundraising for Arts Organizations, Board Development/Communications Campaigns (including Event Planning), Community Relations & Engagement Strategies as well as Fundraising Leadership/Community Outreach Training programs. Tim has a particular commitment to race-equity work, to partnering to dismantling institutional racist systems, and to collaborating in building pathways to equity and opportunity.
In this episode Dr. Gaye Lang and Tim Lord discuss:
- The only way that race equity training could work
- The heart of the work of anti-racism
- What does it take to really push forward anti-racism
- Restoration is a two-way street
Key Takeaways:
- The key to race equity training is to do it long-term and make it an ongoing thing. The goal of training isn’t only to make the organization better but to impact the individual from within.
- Internalizing the impact of racism as one from the dominant race doesn’t have to involve beating yourself up, it’s about recognizing your personal mistakes and the mistakes of the system you’ve grown up under and being willing to be the start of the change. It’s not about shame, guilt, or blame, it’s about being a good human.
- Undoing racism, and implicit bias and upholding restorative justice isn’t about just checking boxes. People need to be guided towards having an ongoing self-reflective journey and be inspired to have the courage to do the right thing.
- Even though white males in America are carrying the heavy burden to make the bridge, always remember that restoration is a two-way street. You’ve got to meet halfway and be respectful of their efforts if you perceive them to be genuine.
“Race equity training can be very effective, and it can truly change your practices, relationships, and the way you do your work both internally and externally but only if you commit to it over the long term.” - Tim Lord
Connect with Tim Lord :
Website: https://www.dreamyard.com/ | https://www.dyprep.org/
LinkedIn: https://www.linkedin.com/in/tim-lord-267439/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Kenneth Gay is the CEO and founder of Kenneth Gay Education, LLC. He has over 21 years of educational leadership experience in public schools. Lieutenant Colonel Gay currently serves in the Army Reserves with over 27 years of experience.
Coach Kisha White is a certified wellness and empowerment coach. She specializes in helping individuals overcome mental blockers that keep them from accomplishing their goals. Coach White has 28 years of service in the army reserves and is a proud mother of three.
Dr. Gay and Coach Kisha has developed a strategic partnership in order to help each others minority owned and veteran owned businesses succeed.
In this episode Dr. Gaye Lang, Dr. Kenneth Gay and Coach Kisha White discuss:
- Tolerance is a personal choice
- Misunderstandings in communication
- How tolerance comes alive in a community
- No shame in asking for help
Key Takeaways:
- Usually, it’s up to the organization’s heads to initiate and drive better tolerance for the community. However, genuine tolerance can only be built up when people choose to and if they put their own personal effort in making their community a more tolerant place.
- A lot of misunderstanding happens whenever people communicate because they each come from different backgrounds. When misunderstandings aren’t addressed, when they are bottled up, that’s how intolerance festers in a community.
- When members of a community come together to take tolerance beyond the training, that’s when true transformation starts. People need to commit to creating relationships with one another in order to truly understand each other.
- Always remember that there is no shame in asking for help. If you or someone you know is having issues in the mental health space, then know that help is available.
“Anyone within any particular organization needs to set a tone, that everyone feels vulnerable enough that they could share statements or ask questions, but also allow for feedback that will be helpful to them. This happens when you have a safe space; when people have built relationships with individuals and have had the opportunity to learn about each other.” - Dr. Kenneth Gay
“There's just different types of ways that we have to just reassure people. That they're safe with us, what we talked about is safe, that it’s a judgment free zone.” - Coach Kisha White
Connect with Dr. Kenneth Gay:
Facebook: https://www.facebook.com/Kenneth-Gay-Education
Instagram: www.instagram.com/Kenneth-Gay-Education
Twitter: https://twitter.com/kennethgayeducation
LinkedIn: https://www.linkedin.com/in/dr-kenneth-gay
Website: www.kennethgayeducation.com | https://bit.ly/3J5lYgd
Connect with Coach Kisha White:
FaceBook: https://www.facebook.com/coachkishawhite
Instagram: www.instagram.com/coachkishawhite
Website: www.coachkishawhite.com | https://bit.ly/3b9tRVq
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Andre Hornsby has 35 years of experience in Public Education. His work has been in higher education and k-12 education. Dr. Hornsby’s administrative career has been in multiple school districts across The United States, the smallest being 8000 students and the very largest of a million students in America. He has held various positions in his career such as educator, teacher, magnet school teacher, magnet school coordinator, principal, executive director, district or area superintendent and Chief Executive Officer. Many of the schools he was responsible for across the united states have predominantly minority student populations and made statistically significant gains in student achievement. With that in mind, most of these districts were under federal supervision for one or more violations for federal laws under federal court supervision for desegregation. Positive results were the byproduct of the focused efforts of the professional staff that existed in the public school education where Dr. Hornsby worked.
In this episode Dr. Gaye Lang and Dr. Andre Hornsby discuss:
- One-shot trainings won’t get you very far
- Challenges in every human interaction
- Making children feel like they belong
- How organizations are doomed to ignore diversity
Key Takeaways:
- If the organization is not focused on tolerance and you’re doing a one-shot training to meet some standard, you’re not going to get things implemented.
- There will always be challenges where there are any human interactions. The goal is to take all the differences and the diversity that everyone brings and find ways to integrate them in a way that allows the organization to be productive.
- Children have to feel that the way they come in and show up when going into an environment is respected and not challenged just because it’s different from the people responsible for organizing and leading the environment.
- If you don’t talk about, reward, or recognize diversity, then your organization is doomed to ignore diversity.
“What gets monitored, gets done. It’s plain and simple… you have to have that system of accountability attached to it in order to emphasize the importance of what that organization is attempting to do, especially in areas of Diversity, Equity, Inclusion, and Tolerance.” - Dr. Andre Hornsby
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Raj Sethuraju: Raj is a recovering criminologist, alcoholic, and survivor of sexual abuse, with over 20 years of community-based activism as a researcher and educator. Inspired by the resilience of our youth and the men in our prison systems, he trains school staff, probation agents, community members, and justice personnel on restorative practices, trauma and healing, value-centered leadership, community building, and unpacking implicit biases. He believes in raising consciousness utilizing the restorative circle process. In his latest work, raj explores the depths of our justice system and creates a framework in which knowledge and heart become the root of our practices.
In this episode Dr. Gaye Lang and Dr. Raj Sethuraju discuss:
- How to train tolerance effectively
- Forgiveness is a good thing
- Commitment to personal growth
- Preserving your humanity
Key Takeaways:
- If training in tolerance doesn’t go into the heart, it’s just going to be yet another box to check and a certificate to receive. There has to be real transformation in order for tolerance to really be applied.
- Forgiveness is a good thing, excusing somebody is a good thing. Helping somebody understand that it’s alright to make a mistake is a good thing.
- Tolerance is hard work. It takes a lot of personal reflection and a lot of commitment to growing and being better.
- Self care is not self-indulgence, self care is about self-preservation. How are you preserving your own humanity?
“If we’re not in struggle, we are in suffering.” - Dr. Raj Sethuraju
Connect with Dr. Raj Sethuraju:
Phone: (763) 657-3750
Email: raj.sethuraju@metrostate.edu
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Anne Buchanan brings together a unique combination of restorative justice principles and practices to support people who want to find a better way to work through conflict, disagreements, and misunderstandings whether through our legal systems, schools, faith-based communities, families or organizations, her practice is based on the belief that repairing relationships should be the primary focus for finding transformative solutions to confusing and difficult conflict situations. Her expertise includes program development, training, and facilitation, services with the goal of building happy, healthy relationships as a foundational approach to repairing harm, healing, and transforming conflict. Anne’s approach is designed to address the underlying influences that are harming individuals, families, and groups of people within our communities, leading to a deeper understanding of the issues that lay a foundation for sustainable healing solutions.
In this episode Dr. Gaye Lang and Anne Buchanan discuss:
- The end result of tolerance
- Tolerance that transcends training
- Addressing an issue in a circle
- The role of the facilitator in circles
Key Takeaways:
- The end result we hope for in tolerance is that everybody could feel that they belong.
- Tolerance needs to transcend program or training, it has to be deeply embedded in our hearts.
- Talk individually first to a person who is presenting the challenge, then address the issue in a circle. Make sure that everybody has the opportunity to express how they see the issue.
- The outcome is 100% based on how the people in the circle would respond to the process. The facilitator only facilitates and manages the flow of the process.
“[Tolerance is] critically important for not only my work, but my life and in the world. I need to get to know you and to get to know you means I have to be in a relationship with you and I have to do it in a way where I listen and I am able to step forward in a way that provides dignity…” - Anne Buchanan
Connect with Anne Buchanan:
Website: https://www.croirestorativedialogue.com/
LinkedIn: https://www.linkedin.com/in/anne-buchanan/
Email: annegbuchanan@gmail.com
Resources:
-
“So You Want to Talk About Race” by Ijeoma Oluo: https://www.amazon.com/You-Want-Talk-About-Race/dp/1580056776
-
“Lead from the Outside: How to Build Your Future and Make Real Change” by Stacey Abrams: https://www.amazon.com/Lead-Outside-Build-Future-Change/dp/1250214807
-
“Colorizing Restorative Justice: Voicing Our Realities”: https://www.amazon.com/Colorizing-Restorative-Justice-Voicing-Realities-ebook/dp/B08DWLW8H7
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Christian De Leon has worked as a social worker for over 8 years, she has worked with hospice patients, people with disabilities, and school-age children. Christian’s experience has taught her that everyone requires assistance at some point in time in life. The goal is always to find ways to bridge gaps between the communities and available resources. Her social worker model is: support, advocate, and educate.
In this episode Dr. Gaye Lang and Christian De Leon discuss:
- How intolerance limits the success of organizations
- The antidote to intolerance
- Understanding the difference in another’s perspective
- Leading the way into a safer and more tolerant workplace
Key Takeaways:
- If tolerance isn’t trained, taught, and enforced, the success of the company will be limited, no matter what company it is.
- The antidote to intolerance is tolerance. Sometimes, this means that you have to be patient and tolerate people who display intolerant behavior. Find a common ground and build a relationship.
- Everybody looks at a situation with different eyes because of their experiences and backgrounds. Just because they are different from us doesn’t mean that they’re wrong.
- Leaders have to be the one to engage and initiate in the workplace when it comes to safety and tolerance in the workplace.
“Change is never gonna happen if I just cut off the relationship because they don’t agree with me.” - Christian De Leon
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Teresa is the #1 international best-selling author of “Mass Influence: The Habits of the Highly Influential” which has been on the best-sellers list in seven countries over the past six years. The four-time international best-selling author Teresa teaches marketing courses around the globe to business leaders and entrepreneurs on how to create massively successful word-of-mouth campaigns. Teresa heads the international Evolutionary Business Council, a membership-based organization that empowers change makers to create profitability and impact businesses that have a lasting and transformational impact on the individuals they serve.
In this episode Dr. Gaye Lang and Teresa de Grosbois discuss:
- Staying curious and having a learner’s mindset
- Valuing people’s differences
- Tolerance should be a priority
- Being committed to tolerance
Key Takeaways:
- Being open to learning will help you in the long run, no matter where you are. Such is the case for diversity, equity, inclusion, and tolerance. You need to keep an open mind and stay curious, never letting yourself fall into the mindset that you know everything there is to know about a culture or environment.
- Valuing people for being extremely different from you will open up a whole world full of possibilities. No matter who you are, you’re not immune to making mistakes so when you do, apologize.
- Tolerance should be a priority, not an after-thought. It has to be on the agenda of your meetings and events. You have to keep talking about it and keep asking questions.
- Being committed to tolerance isn’t about being perfect and saying all the right things all the time, but being able to catch yourself when you make a mistake and make an effort to behave better in the future.
“The more I dive into this conversation, the more I realize I don’t know and I just have to keep being curious on the journey. I just have to keep asking questions and I have to accept that I don’t know what the heck I’m doing most times and I need to keep asking because every environment you move into not only has different needs but also different opportunities.” - Teresa de Grosbois
Connect with Teresa de Grosbois:
Twitter: https://twitter.com/TeresaDee
Website: https://teresadegrosbois.com/
LinkedIn: https://www.linkedin.com/in/teresadegrosbois/
Books: https://www.amazon.com/Teresa-de-Grosbois/e/B00BFD4GXI/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/dr-gaye-lang-341232232/
Facebook: https://www.facebook.com/gaye.lang.779/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Pastor Bruce Parks has been married to his lovely wife, Tavier Parks, for 27 years. They have three children. Bruce and Tavier have pastored Revival House Church in Spring Texas for the last 24 years. He has and continues to minister internationally and domestically. Because of the diversity of his congregation, he is well-versed in identifying Diversity, Inclusion, Equity and Tolerance training issues and providing biblically-based solutions.
In this episode Dr. Gaye Lang and Pastor Bruce Parks discuss:
- How people develop intolerant beliefs
- Encouraging someone to change their heart
- Immersing yourself in another culture
- Learning from your own culture
Key Takeaways:
- Tolerance means that one accepts the beauty and remarkability of every person that lives on this planet. The mind is the filter, it processes things. If it processes the wrong things, it takes that as truth even when it’s not. It will take a mental reengineering to be able to examine your life and find out where these wrong beliefs came from.
- Encouraging someone to change their ways is like defeating a fortress. You do it by bringing them fresh water and fresh food, make their life better. Give them the truth and then you’ll change their heart.
- Develop a genuine curiosity and interest in other people’s culture. Be willing to let go of things that you’ve thought were right. Immerse yourself into other cultures, open yourself up to connect with other people.
- Learn your history. Read great writers and poets from your own background. Learn their experiences and how their experiences shape your experiences
“The hardest person to reach in the planet is a deceived person because they do not believe that they’re deceived about anything. They’ll believe that they understand.” - Pastor Bruce Parks
Connect with Pastor Bruce Parks:
Facebook: https://www.facebook.com/RevivalHouseChurchSpring/
YouTube: https://www.youtube.com/channel/UCB-tJiwod_3xFPEYxui53eA/
Website: https://www.revivalhousechurch.org/ | https://www.revivaltower.net/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
About Dr. Nicky Chamblee: She has been an educator for 19+ years and is licensed in New York and Texas in the areas of English Language Arts, Special Education, and English as a second language. She has received extensive training in restorative practices including a graduate certificate, She currently provides training as a restorative practices instructor. From 2017 to 2020, she has started her career as an english teacher and restorative discipline coordinator for a local school district. She then became the restorative practices coordinator for a neighboring district in 2021 when she returned to that district. She is one of the restorative practices coordinator for the district that leads the district and all the practices as it relates to restorative discipline.
In this episode Dr. Gaye Lang and Dr. Nicky Chamblee discuss:
- What tolerance really is
- Educating people about tolerance
- Genuine tolerance versus forced
- Benefits of tolerance in the workplace
Key Takeaways:
- Tolerance is more than just saying “I tolerate you”, it’s all about caring for that other person and making them really feel that you want them to feel like they belong in your space.
- When educating people about tolerance in events where people were told to come, be prepared to give them points they could walk away with. Give ideas on what they can do after that relates to what they are already doing.
- People can sense the difference between being genuine or forced. Changing outward behaviors is not enough, one must really work on themselves and embody the idea that people deserve to be accepted.
- If you need a practical reason to practice and encourage tolerance in the workplace, then know that when people feel accepted and valued for who they are - when they feel like they belong, they are able to perform their tasks better.
“When I think about this idea of training and tolerance, I think it’s important because in every interaction you wanna honor human dignity...we also train with the idea and understanding that we have different people in front of us and we’re different people and so we wanna model what we want people to walk away in the training that we’re conducting. ” - Dr. Nicky Chamblee
Connect with Dr. Nicky Chamblee:
Phone: 682-325-9324
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Eduardo Briceño is a global keynote speaker, facilitator, and guide supporting leaders cultivating growth mindset cultures. Prior to that he was the CEO of Mindset Works, the pioneer in growth mindset development services, which he co founded in 2007 with Stanford professor Carol Dweck, Lisa Blackwell, and others, and led for over a decade. Before that he was a technology investor with Credit Suisse’s venture capital arm the Sprout Group and served on several for-profit and nonprofit boards.
Eduardo’s TEDx talk on growth mindset and TED Talk on the Learning Zone and the Performance Zone have each been viewed by millions. He is a Pahara-Aspen Fellow, a member of the Aspen Institute’s Global Leadership Network, and an inductee in the Happiness Hall of Fame.
Eduardo grew up in Caracas, Venezuela. He holds bachelor’s degrees in economics and engineering from the University of Pennsylvania, as well as an MBA and M.A. in education from Stanford University. Most importantly, he continues to enjoy lifelong learning every day.
In this episode Dr. Gaye Lang and Eduardo Briceno discuss:
- Having a growth mindset as a way to learn tolerance
- Improving through collaboration with others
- Giving people grace to ask you questions
- The role of leaders in tolerance
Key Takeaways:
- Having a growth mindset is key to developing an attitude of tolerance. You need to start with the belief that you can change and that you can be better.
- Receiving feedback from others, taking it in and committing to change is the best way that you can constantly improve. Being able to be humble enough to receive feedback will take inner work and self-awareness.
- Give people the grace and space to ask you questions. If they don’t ask questions, approach them and point out what you’d want them to know. You can’t grow if you don’t see anything else, you have to be able to see other options.
- Leaders must be the first to step up in the journey towards growth in the area of tolerance. They must set an example and walk their talk. People follow the leader and the members see if the leader is being genuine or not.
“We have to do self-work. That’s really important. We also can collaborate with others to grow together because other people can help us see what we don’t see. Learning on our own, learning with others and helping others to learn.” - Eduardo Briceno
Connect with Eduardo Briceno:
Twitter: https://twitter.com/ebriceno8
Website: https://www.briceno.com/home | https://www.wiringgrowth.com/ | https://www.mindsetworks.com/
LinkedIn: https://www.linkedin.com/in/eduardo-briceno/
Important Resources:
Mindset, by Carol Dweck: https://smile.amazon.com/Mindset-Psychology-Carol-S-Dweck-ebook/dp/B000FCKPHG
Carol Dweck's TED Talk on growth mindset: https://www.ted.com/talks/carol_dweck_the_power_of_believing_that_you_can_improve?language=la
Eduardo’s TEDx Talk on growth mindset: https://www.youtube.com/watch?v=pN34FNbOKXc
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Robert W. Mixon, Jr. is a retired U.S. Army Major General, former President of a manufacturing company, EVP of a diverse, innovative not for profit company, and Leadership Consultant. He serves as a faculty member at the Thayer Leader Development Group at West Point and various premier business schools including The Simon School of Business at the University of Rochester, The Olin Business School at Washington University in St. Louis, and the Cox Business School at Southern Methodist University.
In this episode Dr. Gaye Lang and Robert Mixon discuss:
- Internalizing tolerance in one’s own life
- How an organization can benefit from practicing tolerance
- The value of being transparent and genuine
- Being fully committed to tolerance
Key Takeaways:
- We must expect leaders to demonstrate their commitment to diversity, inclusion, equity, and tolerance. They have to walk the talk and not just talk it. It has to be a genuine way of life, a genuine belief, and not just a one-time event.
- When every leader and every team member commits to practicing tolerance, the whole organization benefits. Organizations that have embraced tolerance have been seen to grow both internally and externally because of it.
- You can’t fool people. People will know when you’re not being genuine. It’s best to be transparent. If there’s a problem, admit that there’s a problem, create a system of change and commit towards getting better.
- If you can’t be in it to win it, then don’t be in it. You can’t put one foot in and one foot out. The saying is true in diversity, inclusion, equity, and tolerance. You have to be fully committed to it and really embody the values in your life.
“Training is not episodic, it shouldn’t be a one-time event every year or every six months. It should be part of our way we do things… It truly has to be a way of life, if you’re going to grow a world-class culture.” - Robert Mixon
Connect with Robert Mixon:
Twitter: http://twitter.com/levelfiveassoc
Facebook: http://www.facebook.com/LevelFiveAssociates?fref=ts
YouTube: http://www.youtube.com/channel/UClp-MK0vsoRaI0yvMdZTs1A
Website: https://www.levelfiveassociates.com/
LinkedIn: https://www.linkedin.com/company/level-five-associates/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Welcome to the fourth season of Workplace Diversity! In this season, we’ll be discussing how training relating to diversity is maintained and sustained once completed. There are two factors that come into play: first, the training must be ongoing and not just one and done; second, tolerance must be seen as something that's as crucial as any part of the training.
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Nancy Riestenberg is a member of the Minnesota Restorative Practices Community. She’s also the author of “Circle in the Square: Building Community and Repairing Harm in School”. She has worked for a long time in violence prevention, asset promotion, and restorative practices in school. For fun, Nancy likes sitting in circles with others.
In this episode Dr. Gaye Lang and Nancy Riestenberg discuss:
- Intention in being restorative
- Where restoration starts
- Creating conditions where people can express
- Keeping your hand on the plow
Key Takeaways:
- It takes intention to be restorative since it is easier to not be restorative.
- People need to first be aware of their own biases, their own understandings of the world. They need to have a curiosity for people that are different from them.
- Think about how we can create conditions for them to be able to feel as though people can express themselves.
- Keep your hand on the plow, don’t stop fighting for ground when it comes to creating spaces of equity within your community.
“People are unique and so it’s very important for people to be able to continually learn and practice and explore and make mistakes and be fallible and learn some more.” - Nancy Riestenberg
Check out Nancy’s book, “Circle in the Square: Building Community and Repairing Harm in School” by clicking here: https://www.amazon.com/Circle-Square-Building-Community-Repairing/dp/0972188673
Connect with Nancy Riestenberg:
LinkedIn: https://www.linkedin.com/in/nancy-riestenberg-b13a4a24/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Abdul Malik Muhammad: Equity in the Workplace and in the World
For nearly three decades, Dr. Abdul Malik Muhammad has been serving both youth and adults as an educator, transformational leader, entrepreneur, and author. Always working with the underserved in the urban and rural areas, he has focused on the development of boys to men, has been active in social justice and building progressive organizations. His previous leadership journeys have included being a principal, campus president of a career college, corporate director of education, and regional vice president of a national mental health care organization. He is currently the founder and CEO of Akoben LLC., and Transforming Lives INC. Through his work, he is continuing to diligently transform lives, one community at a time. He is the author of The Restorative Journey Book 1, the theory and application of restorative practices and contributing author of the recently released, Colorizing Restorative Justice: Voicing Our Realities. He has a B.A. in International Affairs from Franklin and Marshall College, and M.A. in Educational Leadership from the College of Notre Dame of Maryland, and an EbD in Educational Leadership from the University of Delaware. He lives in Delaware with his wife, children, and three dogs.
In this episode Dr. Gaye Lang and Abdul Malik Muhammad discuss:
- Leadership resembling whom it serves
- Making a stand no matter what
- Creating safe spaces and being brave
- The law of the farm
Key Takeaways:
- We should look like the people that we are serving, in all the different equity, identity domains - we should look like the people that we are serving. Leadership should resemble the staff of which it serves.
- Have a role, make a stand. You may not be able to do a lot, but whatever you can, do offer. When you do make it, know that it’s now your turn to make sure others like you make it as well.
- Think about how you can create safe spaces for people within your area of influence and also how you can show up as brave to people who look to you.
- Sometimes you’re in the season of the planting, other times you’re in the season of the harvesting. We benefit from the labors of others and others benefit too from ours.
“Creating equitable spaces wherever we find ourselves is the primary mission of our generation… Every generation has a mission and it either fulfills it or betrays it.” - Abdul Malik Muhammad
Connect with Abdul Malik Muhammad:
Website: https://akobenllc.org/
LinkedIn: https://www.linkedin.com/in/malik-muhammad-0ab4b77b/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Jennifer McCready-Resnick is a school counselor in Texas. This is her 28th year in education, she’s a graduate of Trinity University, B.A and M.A in Teaching and University of North Texas M.E.D. in Counselling. In her current job, she helps implement restorative practices in the fall of 2018 as a relational approach to build school culture and address student behavior with the focus on belonging over exclusion, social engagement over control, and meaningful accountability over punishment. In the circle, students experience a structured intentional space that promotes connection, understanding, dialogue, respect, equality, empathy and emotional literacy, problem-solving, responsibility, self-regulation, self-awareness, and shared leadership. 2021-2022 marked her fourth year of restorative practices implementation. Outside of school, Jennifer enjoys reading, pilates, yoga, biking, and traveling.
In this episode Dr. Gaye Lang and Jennifer McCready-Resnick discuss:
- Restorative rather than punitive
- Creating spaces of equity in schools
- Letting counselors counsel
- The key to creating equity
Key Takeaways:
- Respond to issues in a restorative manner, making punitive action a secondary option.
- As the school grows and new facilities and technology are introduced, we need to make sure that people who are in the older facilities have just as much access to it as everyone else.
- It’s a counselor’s job to counsel the students but often, they’re being given clerical work. We must advocate for counselors to be able to do their job.
- Listening is the key ability that we need in order to create spaces of equity within our communities.
“There's nothing more powerful than sitting in a circle with the group of staff and students... everyone feels equal... everyone gets to speak, the speaker gets to speak without interruption and everyone else has permission to listen…” - Jennifer McCready-Resnick
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Jeffrey Clemmons Episode 8 Season 3 Equity in the workplace and in the world
Jeffrey Clemmons is a senior studying Political Science at Huston-Tillotson University in Austin where he serves in a number of roles on campus including President of the campus NAACP chapter. Off-campus, he is the chair of Austin’s College Student Commission. He plans to continue his work in public service as a staffer for Congressman Lloyd Doggett in Washington, DC in 2022.
In this episode Dr. Gaye Lang and Jeffrey Clemmons discuss:
- Education as the pathway to citizenship
- Breaking through walls
- Turning inequity into empowerment
- Being thankful and being bold
Key Takeaways:
- Inequity in education is a legacy of the desire of people with power from the past to maintain slavery. Education is a pathway to citizenship and various opportunities and everyone must be given access to it.
- Being the first person of color in anything means that you have to break down or break through some walls.
- Facing inequity and coming out strong and more knowledgeable about life and reality is an advantage that mostly only people of color can have. In that sense, people are able to turn inequity into empowerment.
- Always be prepared to say “thank you” to people and be bold. Know that you’re never out of place and that you are where you’re supposed to be. Find that confidence within yourself.
“That’s part of restoring the inequities that we face every single day is that we have to be able to hold the door open and also save a plate for people who don’t get to sit at the table.” - Jeffrey Clemmons
Connect with Jeffrey Clemmons:
LinkedIn: https://www.linkedin.com/in/jeffrey-clemmons-917579193/
Twitter: https://twitter.com/jefflmclemmons
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Butterfly Luv Hugs is the founder of Flutter Your Potential Creative Transformation Academy. She is an educational leader, an award winning teacher, transformational speaker and career coach who excels at creating and facilitating successful life skills and employability programs in a variety of educational environments. A real butterfly by nature, her life’s calling is to ignite the hearts and souls of young people of color all around the world by teaching them how to creatively flutter their full potential. She is very passionate about inspiring the next generation of LGBTQ young leaders of color to courageously step into their divine purpose by harnessing the power of belief to create and live the life of their dreams. Butterfly has two beautiful daughters and is the grandmother of seven wonderful grandchildren. She enjoys all things nature: meditating at the beach, rainy days, beautiful sunsets, stargazing, reading, listening to music, dancing, fun art projects, and crafting delectable culinary delights. In this episode Dr. Gaye Lang and Butterfly Luv Hugs discuss:
- Appointing qualified educators
- Establish an environment of support
- Removing biases and creating spaces
- Meditating to bring confidence and understanding
Key Takeaways:
- Equity in school can be achieved by appointing a qualified educator. Schools shouldn’t give up on any student, and must support the ones that are especially having a hard time.
- Establish that we are all not here to change one another, but everyone’s here to respect, accept, love and support each other for who they are and help each other be successful.
- Remove biases, create spaces where anybody would feel like they belong - that they would not be treated differently.
- Meditate and be still and know that the universe has your back. That knowing will bring confidence and understanding of these things you’ve learned that you now must teach others.
“Providing that safe space is important right now for young people, especially for young people of color… where they would be respected, loved, supported.” - Butterfly Luv Hugs
Connect with Butterfly Luv Hugs:
LinkedIn: https://www.linkedin.com/in/butterfly-luv-hugz/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Nataline Hall has a Master’s Degree in Social Work from the University of Texas, Rio Grande Valley and has worked with diverse populations in the field for 15 years. She has worked with youth and adults in a variety of settings. Some of her most significant experiences include: working with youth aging out of foster care, adults diagnosed with end-stage renal disease, and managing international volunteer programs in Costa Rica and Peru. Nataline values macro social work and collaborating with community stakeholders to insure those in need are represented and served appropriately. She is a member of her local community resource and coordination group, holds the national leadership identification committee position for the national association of social workers, coastal bin branch and is a mental health first-aid instructor.
In this episode Dr. Gaye Lang and Nataline Hall discuss:
- Listening to understand
- Validating people’s experiences
- Making support accessible
- A sense of belongingness
Key Takeaways:
- We need to listen intently and try to understand the needs of people. Don’t just listen to respond, and don’t assume what people need - you can only provide equity if you know where people are coming from.
- Letting others know that their experiences are real and that they are heard is a huge step towards making people feel safe.
- It’s not enough to just have support available, you also have to make it accessible. Make sure that the people you want to impact know that help is available for them.
- Create a space that provides a sense of belongingness. People need people who accepts them, validates their experiences, and helps them to be a better person.
“Hurt people hurt people, and healed people help people.” - Nataline Hall
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Queen Grant is a Shreveport Native and has 19 years of higher education experience. She currently resides in Baton Rouge, Louisiana where she is the Director of Communications and Outreach for the Louisiana Community and Technical College System. Queena has managed several successful missions teams at post-secondary institutions across Texas, California, Pennsylvania, and Nevada. She has brought great energy and commitment to establish innovative strategies and successful programs for engaging prospective new and continuing students in the college experience. She has a Bachelor’s Degree from the University of Louisiana and Monroe in Pre-law, a Master’s Degree in Organizational Management from the University of Phoenix. Currently, she’s ABD towards her Doctorate Degree in Education from Northcentral University. Queena’s commitment to serving the community is longstanding. She has been a member of Zeta Phi Beta Sorority Inc., for 24 years and is also a member of the Association of Career and Technology Education and the Louisiana Association of Collegiate Registrars and Admissions Officers.
In this episode Dr. Gaye Lang and Queena Grant discuss:
- The effect of seeing other people like yourself
- Targeting specific groups to promote equity
- How to secure a diverse selection of people
- Being intentional and keeping people accountable
Key Takeaways:
- When people don’t see others that look like them in high places, people aren’t encouraged to aspire.
- Be specific with your actions, intentionally target groups that are not given a lot of opportunity, focus on them and give them the tools they need to succeed.
- When looking for the right candidates, do the work yourself. Don’t leave it all to job sites or headhunters to do it because you might not get diverse selection.
- Keep the higher ups accountable. When they say they’re going to do something - remind them to follow-up on their word.
“Be very deliberate and intentional about the population that you want to target and the profile of the person that you want to target, have smart goals. Hold your organizations accountable.” - Queena Grant
Connect with Queena Grant:
LinkedIn: https://www.linkedin.com/in/queena-grant-418a2a9/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Darlene Brown is an independent consultant with 35 years of experience in education. She has worked at the elementary, secondary, and higher education levels. Additionally, she has served in leadership roles at Institute of Research. Dr. Brown is the Founding Director of the New Beginnings Charter School Network and a Founding Member of Edward Hynes Charter School Board of Directors in New Orleans. All this work is done in the midst of Hurricane Katrina.
She is a chapter author in the recently published book, “Called to Sankofa: Leading In, Through and Beyond Disaster―A Narrative Account of African Americans Leading Education in Post-Katrina New Orleans”. More recently, Dr. Brown served as a member in a diversity and inclusion council and the chair of the employee research group, focused on increasing opportunities for employees from diverse ratio and ethnic backgrounds at a large international research organization.
In this episode Dr. Gaye Lang and Dr. Darlene Brown discuss:
- Equity is the foundation
- Application rather than “awareness”
- Prioritizing equity in the workplace
- Transparency, honest, and self-reflection
Key Takeaways:
- Equity is the foundation - it will make someone feel they belong, that they are whole and that they are supported.
- People have got to step up and stand firm in not only promoting equity practices, but actually practicing equity.
- Our concern shouldn’t be on providing the same things for everybody, but on making sure that each one has what they need in order to have an equal opportunity for success.
- Be honest about how far do you have to go in terms of applying equity in the workplace. Look at the data, numbers don’t lie - they’ll reveal the reality of equity in your organization, whether it exists or doesn’t at the moment.
“Equity in the workplace is the thing that will allow diversity and inclusion to come to fruition… unfortunately sometimes we focus on the diversity piece which is we can visibly see that we have diverse cultures and races and beliefs and genders there…but equity practices say that we have opportunities that are for everyone in the workplace. ” - Dr. Darlene Brown
Connect with Dr. Darlene Brown:
Facebook: https://www.facebook.com/darlene.brown.5030
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
William A. Sommers of Austin, Texas continues to be a learner, former teacher and principal, author, leadership coach and consultant. Bill has come out of retirement multiple times to put theory into practice as apprenticeable.
Bill has been a consultant for leadership coaching, cognitive coaching, adaptive schools, leveraging polarities, brain research, poverty, habits of mind, conflict management and classroom management strategies. He was also on the Board of Trustees of the National Staff Development Council, now known as Learning Forward, for five years and was president for one year. In addition to serving graduate faculties in several universities, Dr. Sommers has been a program director for an adolescent chemical dependency treatment center and on the advisory board of a halfway house for 20 years.
Bill has authored and co-authored over 10 books, his latest are “Creating Talent Density: Accelerating Adult Learning”, “Responding to Resistance: Thirty Strategies to Manage Conflict in Your School”, “Nine Professional Conversations to Change Our Schools: A Dashboard of Options”.
Bill and his colleague, Skip Olson, launched the website www.LearningOmnivores.com which includes educational posts, new rules, and book reviews. Bill is a practitioner who integrates theory into helping leaders get better. Dr. Sommers continues to coach school and business leaders using The Stakeholder-centered Coaching developed by Marshall Goldsmith.
In this episode Dr. Gaye Lang and William A. Sommers discuss:
- Using the platinum rule to build equity
- Leading by example
- Supporting the underdogs
- When the “best practice” doesn’t work
Key Takeaways:
- Each person has different needs. Treat them not as how you want to be treated but as how they want to be treated. Think about what they would need to be the best leader that they need.
- The leader must first practice and embody equity, checking each policy and organizational action to see if any are against their desire to be equitable. Then the staff must be held accountable in the same way.
- Recognize and appreciate the underdogs, reward the people that were able to beat the odds. Think about what can be done to make sure that the underdogs get what they need in order to succeed. In the same way, be mindful of which voices are yet unheard, bring them in the conversation.
- The “best practice” doesn’t work for everybody so a teacher has to make time and make an effort to understand what will help each student learn. Don’t leave anybody behind.
“Model what you believe. Communicate through words, deeds, actions. Build relationships. Creativity: don’t tell anybody there’s only one way to do something. Have emotional agility. ” - William A. Sommers
Connect with William A. Sommers:
Twitter: https://twitter.com/BillSommers8
LinkedIn: https://www.linkedin.com/in/bill-sommers-a971b3169/
Website: https://learningomnivores.com
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Officer Vanessa Westley is a twenty-five year veteran of the Chicago Police Department. She has served in various positions within the Department’s Patrol Division and other units. She began her service in Community Policing in 2004 under now-retired First Deputy Dana V. Starks, as project manager in the Department’s CAPS Project Office. She later served as project manager for the Mayor’s Office of Faith Based and Community Partnerships. Currently she is the program manager for the Chicago Police Department’s and the Metro YMCA’s “Bridging the Divide” program. She is the special projects coordinator for the CAPS Revitalization effort launched in 2013. She leads the community engagement training program for the Department through DePaul University’s Center for Urban Education. Vanessa is a Restorative Justice and Art of Hosting practitioner and trainer.
In this episode Dr. Gaye Lang and Vanessa Westley discuss:
- What true equity is all about
- Acknowledging the voice of the youth
- Honoring the voice of the community
- Collaboration rather than command
Key Takeaways:
- Equity is all about truly making everybody feel like they belong where everyone feels safe to share their ideas without fear of being judged or shut down.
- The voice of the youth must be acknowledged, heard and validated. Make sure that you don’t have a judgement for what standard they have to live up to.
- Leaders of the government today must understand and honor the voice of the community. There exists a great need for dialogue between them and the people they supposedly serve.
- Public safety can be achieved through collaboration between the system and the community. The community, however, has more stakes in the issue since they are the ones that are pretty much affected if not the most.
“If you value the voices in that community, you would’ve probably went and asked them first.” - Vanessa Westley
Connect with Vanessa Westley:
LinkedIn: https://www.linkedin.com/in/vanessa-westley-98a4002b/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Welcome to Season 3 of the Workplace Diversity Podcast. This season, I and my guests will discuss equity in the workplace and around the world. Organizations that value equity understand that each employee has varying access to privileges, and they utilize this understanding by providing more assistance to those who have less access.
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Thank you for joining us on Workplace Diversity season two, see you in January for season three where we will talk about equity in the workplace and in the world.
Purchase "Colorizing Restorative Justice", "Restorative Discipline Practices" and "Seven" by clicking on this link: https://www.workplacerestorativepracticesinc.com/store/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Marissa Valentine began her career in public affairs in 2011 when she embarked on her journey in the United States navy as a mass communications specialist. In civilian terms, that would be a journalist providing public affairs support for United States Captains, Admirals and Foreign Dignitaries. After her service was completed, Marissa worked in the Municipal Government as an aid to the Mayor of Bay City and the city manager. Currently, Marissa is a business manager in the office of finance at a Liberal Arts College. Marissa enjoys crafting arts, writing poetry, reading and skateboarding with her son and crafting with her younger children.
In this episode Dr. Gaye Lang and Marissa Valentine discuss:
- Facing exclusion in schools and the big difference with inclusive environments
- Exclusion experiences in athletics in rural areas
- Teaching the truth about racism and discrimination with your children
- How you can respond to discrimnation against your child
Key Takeaways:
- In more rural schools, there tends to be a hierarchy of who’s important and who isn’t - children of color unfortunately tend to receive that treatment.
- In rural sports, people will choose based on popularity - the big difference can be really noticed when you come to big cities and play on more even fields.
- Talk about the truth about racial bias and prejudice to your kids at an appropriate time but also talk about hope for change in the future and how they can find worth in their identity.
- Ask your children how their day went, how teachers and students treated them today. Ask them how they were talked to and how it made them feel.
“Advocate for your child. Know the handbook for the child’s school, know the area in which you live… talk to your child about bias, stereotypes and about what they can and can do… always be present.” - Marissa Valentine
Connect with Marissa Valentine:
LinkedIn: https://www.linkedin.com/in/marissa-valentine-306786113/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Attorney Jon Powell is a law professor at Campbell University in North Carolina and serves as the director of the Restorative Justice Clinic which receives referrals from the juvenile justice system, adult criminal court and Wake County schools. The clinic involves law students in all aspects of restorative justice which includes victim-offender dialogue in school and court cases, as well as victim impact work through restorative circles in the prisons. Prior to working at Campbell University and the Restorative Justice Clinic, Jon practiced law in Wake and Harnett Counties. Jon’s primary focus was in criminal defense, he received his law degree from Campbell University in 1988. Prior to attending law school, Jon worked for Carolina Power and Light Company during which he received his bachelor of arts in communication from North Carolina state.
In this episode Dr. Gaye Lang and Jon Powell discuss:
- Restorative justice in law and the difference of law and justice
- The fault of zero-tolerance policies in schools
- Factors that contribute to inequality
- Restorative justice and retributive justice
Key Takeaways:
- Law and justice are different from each other. The law does not necessarily bring about justice.
- We come closer to equality whenever privileged groups realize any inherent bias, especially the people in authority - like teachers and officers and admit that they must grow out of those biases.
- There’s nothing wrong with making an error as long as you apologize and move on.
- Punishment is the goal of retributive justice while healing is the goal of restorative justice.
“Our legal system[retributive justice] is designed that we don’t admit wrongdoing. Restorative justice is designed that we can create a safe space that people can come into and we can admit when we’re wrong without fear of punishment.- Jon Powell
Connect with Jon Powell:
Email: jonpowell@campbell.edu
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Today’s guests are Retired military, powerhouse performers and motivational couple, Shawn 7 and Queen Kimmie executive producers of B.O.S.S. Effect for bold, outspoken, soulful, storytellers who want to increase their income, impact and influence.
In this episode Dr. Gaye Lang, Shawn 7 and Queen Kimmie discuss:
- The reality of joining the military as a minority
- One race, the human race
- Experiences that nobody can take
- Discrimination in being self-employed
Key Takeaways:
- We’ve come a long way but we still have a long way to go when it comes to diversity and inclusion.
- USA is not even close to being the standard when it comes to inclusivity and diversity with all the things that has happened recently, we can see how much bias people have against the oppressed.
- Our hope for the future is the younger generation will be more educated on inclusivity and diversity, and that people will see race as being only one - the human race.
“Until we look at each other as one race, the human race, and stop identifying as being separate from each other - only then are we gonna be able to make progress that’s actually gonna stick and move forward...” - Queen Kimmie
Connect with Queen Kimmie:
Instagram: https://www.instagram.com/queenkimmie101/
Facebook: https://www.facebook.com/Queenkimmie101/
YouTube: https://www.youtube.com/channel/UCmiYThBVaio5OtUDw1m5wqg (ScatterBrain Kingdom) | https://www.youtube.com/channel/UCvfPyP8OUUUxqCpBi1y1YhQ (Queen kimmie 101)
Pinterest: https://www.pinterest.ph/queenkimmie101/
Website: https://www.queenkimmie.com/
Connect with Shawn 7:
Twitter: https://twitter.com/gedalion
Instagram: https://www.instagram.com/shawn7akaGedaLion/
Facebook: https://www.facebook.com/Shawn7akaGedaLion/
YouTube: https://www.youtube.com/channel/UCjg8Dl6T4dzvlQVvpLJxPPg
Spotify: https://open.spotify.com/artist/06mpfko3iMve32iVd44xsb
iTunes: https://music.apple.com/us/artist/geda-lion/531362644
Tidal: www.tidal.com/us/store/artist/4629689
Website: https://iamgedalion.com/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Christianne Paras is an Ilocona, originally from the Locos Region of the Philippines. She currently resides as an uninvited guest, an immigrant settler, Kwikwetlem people of British Columbia, Canada. With over 20 years of experience in the restorative justice field, she is an accomplished facilitator with expertise in a variety of practice models including victim-offender dialogue, family group conferencing and peacemaking circles. She is currently the executive director of Restorative Justice Association of British Columbia and the co-founder of ROOTS: Reclaiming Our Own Truths and Stories, an organization dedicated to anti-racism work and restorative justice in community space. She is a published researched and author, and has been involved in wide-variety of research projects on topics such as safety in senior living, spaces online gambling, race, criminal justice system, and restorative justice. Most recently, she is one of the authors of the newly published award-winning book, “Colorizing Restorative Justice: Voicing Our Realities”.
In this episode Dr. Gaye Lang and Christianne Paras discuss:
- The romanticization of “The American Dream”
- Discrimination even in restorative justice groups
- “Token” or technical inclusivity versus genuine restorative justice
- The difficulty of “fitting in” and the truth about equitability
Key Takeaways:
- You could convey the discrimination you feel as politely and as concisely as you can and still be misunderstood. But you still have to try, even if it sucks that you have to initiate restoration even as the harmed party.
- Don’t let people tell you that it’s your fault when they’re being discriminatory. It’s possible that your seeking of restorative justice can be weaponized against you but let your voice out nonetheless.
- It takes humility to admit that one has done wrong, and genuine care to promise to do something about it. Most people, don’t have these two things. Instead, what they have is a desire to be “right” and their aversion to being called out for their mistakes.
- The greatest challenge to equitability is the refusal of those who are in the dominant culture on top to give way for it.
“What it felt like if I could summarize is, ‘yes, come to the table, Christianne, here’s a space for you.’ And once I sat down at the table, it was like ‘okay, Christianne, now we want you to be quiet and not be seen’. That’s how it felt and the reaction for when you do call things out is not in the spirit of restoration.” - Christianne Paras
Order the book, “Colorizing Restorative Justice: Voicing Our Realities”: https://www.amazon.com/Colorizing-Restorative-Justice-Voicing-Realities-ebook/dp/B08DWLW8H7
Connect with Christianne Paras:
Instagram: https://www.instagram.com/reclaimingourstories/
Website: https://rjabc.ca/ |
Email: christianneparas@cjibc.org
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Suzie Carter started out as a low-pay hairdresser trying to support two young girls so she decided whatever it took to create her own business. After much blood, sweat, and tears, she went on to create not one, but two ten million dollar companies. Her core genius is her ability to simplify complicated issues by creating simple, proven systems that are guaranteed to create dynamic growth. She has helped over 100,000 entrepreneurs increase their revenues by more than 3000% percent.
In this episode Dr. Gaye Lang and Susie Carder discuss:
- Growing up in a racist family
- Perception of interracial marriages
- The quest to find community and acceptance
- Tips for surviving exclusion when in an interracial marriage
Key Takeaways:
- Racist points of views often begin in the family, but once one is old and has had opportunity to broaden their view, they can choose to do what’s right.
- Teach your children their innate worth and to not let anyone look down on them because of their color.
- Raising children of color as a white single mom must not be done alone, seeking a wise role model for them that looks like them will help tremendously shape and strengthen their self-worth and love for their own culture.
“...my quest to find community, to find women and men that looked like them so that they could see beauty in every shape and size, not just this white model.” - Susie Carder
Get Susie’s “Power Your Profits” Ebook by clicking on this link: https://www.poweryourprofitsbook.com/ebook
Connect with Susie Carder:
Twitter: https://twitter.com/susiecarder
LinkedIn: https://www.linkedin.com/in/susiecarder/
Instagram: https://www.instagram.com/susiecarder/
Facebook: https://www.facebook.com/SusieCarder/
Website: https://susiecarder.com/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
About Amy Hardeman: Education was not a choice for her as a path or vocation but it was selected for her. She’s taught for 20 years, 10 years in elementary, 4 years in secondary, she also worked at an educational service center. Her journey in academia was first in the realm of special education. She taught special education as a resource teacher and as an inclusion teacher. As a special education teacher, she understood that she had to become an advocate for her students and parents. To navigate the world of education is difficult, but much more so when you’re coming from a deficit socio-economic position. She became a bridge for her parents and students to succeed in the academic realm. Switching to regular education was just as arduous, students who were struggling need extra attention and support that fosters caring and a safe place to learn. As a behavior specialist for highschool, the need for a safe place to speak their truth is duly important at this age of maturity. High School students face a world that does not afford them the slow pace of maturing academically and psychologically. Many of their challenges are adult challenges. Working with highschool students taught her how to create a safe space for meaningful conversations.
In this episode Dr. Gaye Lang and Amy Hardeman Garcia discuss:
- Assumptions of others in minority interracial marriages
- How minority interracial couples experience exclusion
- Exclusion experienced by minority children
- Strategies and recommendations in surviving a interracial marriage
Key Takeaways:
- Within minority groups, exclusion is often based on how well you can fit in. But with white people, exclusion is more socio-economic based.
- When people ask stupid racist questions, ask them why they’re asking it. Don’t let them make you uncomfortable - make them uncomfortable.
- In any relationship, you have to always have a strong sense of self and build it too in your children.
“Being double minority, if you are doubtful of yourself and who you are in this world, the world will tear you down. You need a strong sense of identity... If you’re black and mexican, you come from two points of strength.” - Amy Hardeman Garcia
Connect with Amy Hardeman Garcia:
Twitter: https://twitter.com/amyeh_garcia
LinkedIn: https://www.linkedin.com/in/amy-hardeman-garcia-333485104/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Kay Pranis started with Peacemaking Circles. Her initial teachers in the circle workplace was Barry Stuart, a judge from Yukon Canada; Mark Wedge; and Harold Gatsby. From 1994 to 2003, Kay held the position of Restorative Justice Planner at the Minnesota Department of Corrections. Since that initial exposure to the use of peacemaking circles in the justice system, Kay has been involved and developing the use of Peacemaking Circles in Schools, Social Services, Churches, Families, Neighborhoods, Museums, Universities, Municipal Planning and Workplaces. Kay has co-authored several books about circles, “Peacemaking Circles: from Conflict to Community”, “The Little Book of The Circle Process: A New/Old Approach To Peacemaking”, “Doing Democracy with Circles: Engaging Communities in Public Planning”, “Heart of Hope Resource Guide: Using Peacemaking Circles to Develop Emotional Literacy, Promote Healing and Build Healthy Relationships” and “Circle Forward: Building a Restorative School Community”.
In this episode Dr. Gaye Lang and Kay Pranis discuss:
- Partnering with allies to incite social change and transitioning from being a trained oppressor to becoming an empathetic and respectful ally.
- How shame affects people and how to help others out of it
- Understanding people, showing humility and empathy to people of other cultures.
- Building allies with people at work
Key Takeaways:
- Most people don’t want to be oppressors and there’s a lot of shame involved with acknowledging that they’ve been trained to oppress. They need a safe space to discover the harm they cause and be able to change.
- If you want to influence someone positively, you have to make them feel safe, listened to and understood.
- Shame is the driver of behavior that’s hurtful to others, it’s a hard place to be. We try to layer it with anger or accusation of other people, pretending that we don’t care.
- For white people, in very big ways, humility is right now one of the most important things for us to be wearing that we need to be humble about how little we know about the structure that privileges us.
“Humility is not about being less than, but about understanding that we’re not ‘better than-’” - Kay Pranis
Connect with Kay Pranis:
Order Kay’s books: https://www.amazon.com/Kay-Pranis/e/B001K8T6Q0%3F
Website: https://livingjusticepress.org/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Justin Pogue is an award-winning author and real estate consultant based on San Jose, California. His book, “Rental Secrets” has already helped so many people around the country. Fox news, the Mercury News, SF Gate, Realtor.com, and Apartment Therapy have all featured his insights for the benefit of their audiences. Since 2003, he has developed and managed Apartments, Rental Homes, and Student Housing across United States. Justin holds a degree in Economics from The Wharton School of the University of Pennsylvania as well as an MBA at University of Virginia Darden School.
In this episode Dr. Gaye Lang and Justin Pogue discuss:
- Reaching out to people when not included
- Strategies that can get you included and noticed
- Inclusive resources for finding success as a beginner
- The two parts to inclusion
Key Takeaways:
- There are some situations where you really have to stop waiting for yourself to be included, and open that door yourself.
- Make yourself available. Arrive early in meetings and don’t rush to leave by the end, use that time to network with others.
- If you’re working for somebody, the money they’re paying you is an investment. They are investing in you.
- Letting the “victim mindset” take over you prevents you from creating and re-creating and moving on to that next step.
“Inclusion - there’s two parts. There’s others wanting to include you and there’s also you coming to the table with drive, ambition, interest and all of that.” - Justin Pogue
Get Justin’s Book, Rental Secrets here: https://www.amazon.com/Rental-Secrets-Reduce-Quality-Communities/dp/1543978479
1 Min. book trailer video: https://www.youtube.com/watch?app=desktop&v=Mh5iYXEhz1Y
Connect with Justin Pogue:
Twitter: https://twitter.com/rentalsecret
Instagram: https://www.instagram.com/rentalsecrets/
Website: https://rentalsecrets.net/
LinkedIn: https://www.linkedin.com/in/justincpogue
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
David Ryan Barcega Castro-Harris (all five names for the ancestors) is the son of Bien & DP, grandson of Ruth & Yolando and Ruth & Jesse. As the Founder of Amplify RJ, he is building a digital platform to share the philosophy, practices, and values of Restorative Justice.
Now living in “Los Angelish” with his wife Wendy, he leans on the training from his elders and his experiences doing Restorative Justice work in Chicago schools, community, and criminal legal settings to share knowledge and create experiences that help folks across the world understand Restorative Justice as a relationship centered-way of being, not merely a program for addressing harm. Outside of RJ, he’s always down to talk NBA basketball, gourmet doughnuts, or explore the fundamental nature of reality.
In this episode Dr. Gaye Lang and David Ryan Barcega Castro-Harris discuss:
- The dark origin of the word “diversity” and its resonance to our modern world
- Indegenous values of interconnection
- Restorative justice: what it’s all about
- Inequality and marginalization
Key Takeaways:
- If you’re creating a system of “diversity” in your company to improve profit, power and reputation without the desire to actually make people feel like they belong, that’s hypocrisy and that doesn’t build relationships that are rooted in equity and trust.
- Restorative justice is not all about “cancelling” people - it’s about repairing harm that’s done, leveling the playing field and preventing future harm.
- Creating diversity in the workplace is not just about checking a box, it’s committing to equality and to power-sharing.
- People are people, there's more to us than what others know.
“Restorative justice is about repairing harm with the people who are most involved… but also proactively building relationships that are rooted in equity and trust.” - David Ryan Barcega Castro-Harris
Connect with David Ryan Barcega Castro-Harris:
Website: https://www.amplifyrj.com/
Twitter: https://twitter.com/amplifyrj
Instagram: https://www.instagram.com/amplify.rj/
Facebook: https://www.facebook.com/amplifyrj
Website: https://www.amplifyrj.com/
YouTube: https://www.youtube.com/c/AmplifyRJ
LinkedIn:https://www.linkedin.com/in/restorative-justice/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Erica Littlewolf is from the northern Cheyenne and works in the Mennonite Central Committee - Central State with Indigenous Visioning circle. She is committed to the work of decolonization, authentic relationships and healing. With her B.S. in Psychology and American-Indian Studies, she applies her education to social justice issues and how they impact indigenous people.
In this episode Dr. Gaye Lang and Erica Littlewolf discuss:
- The big difference between inclusion and being a “token person”
- Being “allowed” to have a voice in the corporate world
- Political correctness and framing the conversation
- Ideas for breaking off into a space where you can interact with non-natives
Key Takeaways:
- Don’t put people in a box based on where they’re from or what group they belong to, people are people and should be given the respect and space that people deserve.
- Giving people the benefit of the doubt is exhausting, especially when knowledge these days are just so easily accessible.
- There’s really nothing wrong with direct truth, what’s wrong is being disrespectful of people. Respecting others could mean saying the truth frankly and plainly.
- Know the difference between the dominant way of being and the cultural way of being. Both ways are valuable, you have to know when to use which way.
“Be able to carry out what you need to but then hold your own values and never overstep that.” - Erica Littlewolf
Connect with Erica Littlewolf:
Instagram: https://www.instagram.com/reclaimingourstories
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Welcome to Workplace Diversity Podcast: D.I.E.T. Diversity, Inclusion, Equity, Tolerance. I'm Dr. Gaye Lang, the president and founder of Workplace Restorative Practices. I have more than 40 years of experience in training and leadership development, & I use those insights to educate, empower & inspire business leaders. I hope that this podcast gives you a solid understanding of the role that diversity plays in our society, and how you can create a positive and more inclusive environment in your workplace.
This season we're gonna be talking about workplace inclusion or exclusion and building partnerships.
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Three Vital Practices to avoid a potential lawsuit.
www.WorkplaceRestorativePracticesInc.com for free download
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/gaye.lang.779/
Grab Your Power Your Profits E-Book & FREE BONUS here: https://www.poweryourprofitsbook.com/ebook
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Edward Valandra is commonly known but he is also called Wembley Wahab Sheila, his Lakota name. Dr. Valandra resides in his traditional homelands, which go as far east as St. Paul, where he lives right now. This homeland he talks about is the traditional homelands of his people, which is still occupied by the settlers illegally, which he likes to make known for the purpose of acknowledgment.
Denise Breton is Co-Publisher and executive director at Living Justice Press where she has worked over the last 20 years to develop. Denise would like to acknowledge she, her mother, and the Living Justice Press are located in the Dakota homeland, land stolen through genocide. Denise refers to herself as a white settler squatting here because she is here illegally. She also acknowledges that she benefits from this and so does Living Justice Press and this awareness has given a profound orientation to the work that Living Justice Press does. Denise is an author and has written four books and is working on her fifth, which is called Harm Dependent No More.
In this episode Dr. Gaye Lang, Dr. Edward Valandra, & Denise Breton discuss:
- Incorporating racial justice as a part of restorative justice
- A variety of experiences with racism and injustice.
- Recognizing a living with double standards.
- The risks that come with speaking the truth.
Key Takeaways:
- There is not always a fair chance or a level playing field, but you need to keep going anyway.
- Emphasize and practice the actions that we preach so that we can lead by example.
- Furthering the movement is the work of people of color to raise the dialogue and help it keep growing.
“The book creates a space for the movement to organically move forward.” - Denise Breton
Mentioned:
Harm-Dependent No More
Colorizing Restorative Justice
Connect with Living Justice Press:
Twitter: https://twitter.com/LJPBooks
Instagram: https://www.instagram.com/livingjusticepress/
Facebook: https://www.facebook.com/livingjusticepress
Website: http://www.livingjusticepress.org/
Email: ljpress@aol.com
Phone: 651-695-1008
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Michael Hirsch is a Professor of Sociology and Dean of the College of Arts and Sciences at Houston, Towson University in Austin, and Mr. Quincy Dunlap, President, and CEO of Austin area Urban League.
In this episode Dr. Gaye Lang, Dr. Hirsch, and Mr. Dunlap discuss:
- Inequities within our justice system.
- The positivity and diversity of peaceful protest and demonstration.
- National symbols and how they are used negatively.
- Investing in diversity, equity, and inclusion through sustained effort.
Key Takeaways:
- We need to look to and put pressure on our elected officials to make it their responsibility to work to resolve this problem within our country.
- It’s important to support businesses and people who make it a point to bring inclusivity and equity.
- We must start by challenging smaller inaccuracies, “attack the untruths,” and prove that they are false then keep moving up through the larger inaccuracies.
“Before we can look at anything else we need to look at our own self deficiencies in this space of healing.” - Mr. Dunlap
Connect with Dr. Michael Hirsch:
Website: https://htu.edu/faculty-directory/dr-michael-hirsch
LinkedIn: https://www.linkedin.com/in/michael-hirsch-a35a337/
Connect with Quincy Dunlap:
LinkedIn: https://www.linkedin.com/in/quincy-dunlap8a8a1960/
Twitter: https://twitter.com/quetothepoint?lang=en
Austin Area Urban League: https://aaul.org/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Robert Ford earned his B.S. Degree in chemistry from Southern University in Baton Rouge, LA, and Ph.D. in physical chemistry from Purdue University in Lafayette, IN. He was recently recognized as a distinguished alumnus by both institutions. He is also a retired professor from the Department of Chemistry in the College of Science, Engineering, and Technology at Texas Southern University. He is CEO of DFR Industries LLC and a Zotech Global LLC Advisor. He serves on the College of Science and Engineering Advisory Board for TSU and Southern University in Baton Rouge. He is a board secretary for TSU Earl Carl Institute for Legal and Social Policy. Bob is an International Consultant having conducted projects in South Africa, Gambia, Senegal, Nigeria, Taiwan, Germany, Brazil, Belize, Tanzania, and Zanzibar. He has also studied STEM programs in education in China, Singapore, and Malaysia.
In this episode Dr. Gaye Lang and Dr. Robert Ford discuss:
- The National Science Program and its focus on STEM fields.
- Multi-level preparation for the STEM fields.
- Student preparation strategies, scholarships, research backing, advisors, and financial support.
- Understanding parent apprehension and aversion to STEM fields.
Key Takeaways:
- The importance of building minority interest and learning supports within STEM fields throughout the k-12 school system.
- The significance of building community support behind bolstering African American involvement in science professions.
- Making faculty aware of possible solutions while encouraging students to work in cooperatively in teams.
“This issue is not something that one institution can solve, it is a community of institutions.” - Dr. Robert Ford
Mentioned:
https://lsamp-nb.rutgers.edu/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
In this episode, I will sit down with Dr. Rogers and have a conversation about diversity and women in leadership.
Dr. Rogers is the Chief Academic Officer for the Colgate Rochester Crozer Divinity School. She oversees all educational programs, provides leadership for the faculty, in shaping and articulating a common vision and a sense of vocation for theological education, and she supervises the Academic Life, administrative staff. With experience in the business sector and higher education administration she had previously served as Vice President for Academic Affairs, Director of Lange Institute, and Assistant Chaplain at the Lange College in Jackson, TN.
Dr. Rogers earned her Bachelor’s of Science Degree Summa Cum Laude in Mathematics and Secondary Education from Howard University. She has also received her Masters and Ph.D. in Theology from Four Theological Seminary. She is a member of The American Academy of Religion and serves currently as Co-Chair of the Guills Women of Color Scholarship Teaching and Activism Unit.
In this episode Dr. Gaye Lang and Deborah Rogers discuss:
- Inviting others to respect the leadership of women of color.
- Addressing unconscious biases.
- The resistance to leadership of black women.
- The lack of support for African American leadership.
Key Takeaways:
- Women do not need to emulate men to be good leaders.
- Don’t count yourself out of something because you hold yourself too much too high of a standard.
- “Develop the habit of integrity when the stakes are low.”
“Even today, the bodies of black women can be penalized when we assert control over our own bodies.” - Dr. Deborah Rogers
Connect with Dr. Deborah Rogers:
Website: https://www.crcds.edu/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
In this episode, Rob Guy and I will discuss if it is the responsibility of African Americans to be the diversity ambassador in their workplace.
Rob Guy has over 20 years of experience in the point of sales computer industry. He is currently a Telecom Manager. Rob serves on the Black Employee Inclusion Network Group at his company. He works to have the interests of black employees acknowledged and recognized by executive management. In 2020 the company had the first black history program in recognition of black history month. Additionally, 2021 was the first year that the company has recognized Martin Luther King Jr. Day as a holiday.
In this episode Dr. Gaye Lang and Rob Guy discuss:
- Diversity fatigue black employees are feeling within their companies.
- Social supports for black management as opposed to white management.
- Altering your behavior when being around and encountering others.
- Carrying the burden of being diversity ambassadors.
Key Takeaways:
- It’s vital that the diversity leader within the company knows the company culture, and is not an outsider coming in without knowing the inner workings of the company.
- The importance of being authentic to yourself so that you never forget or get confused about who you really are as a person and the values you hold dear.
- The importance of the corporate America mindset in building a safe space to be heard and make the necessary changes.
“As long as we are black in America, we are going to carry the burden.” - Rob Guy
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
In today’s episode, I will sit down with Human Resources Consultant Yvonne E.L. Silver to discuss how to recruit, retain and reward diversity in the corporate suite.
Yvonne is the Founder of Flourish as well as Women and Wisdom Media. She is a Speaker, Author, Radio Host, and Podcast Host. She is a Certified Executive Coach and Chartered Professional Human Resource Consultant. She leverages over 30 years of experience and eight high growth startups and supporting fortune 500 firms. Drawing on her experience as a Founder, Consultant, and Human Resource Director her overnight bestseller Words Women and Wisdom The Modern Art of Confident Conversation.
In this episode Dr. Gaye Lang and Yvonne E.L. Silver discuss:
- Rethinking how we put together the corporate suite.
- How and why diversity makes a positive difference in the workplace.
- Where corporate America can go to search for quality African American talent.
- The importance of a diversity initiative within companies and the proper implementation of its procedure.
Key Takeaways:
- Remove the names, sex, ethnicity, and college information from the files of employees up for interviews so that you are basing your decision based on experience rather than sex, religion, or race.
- It’s pertinent that the people within leadership positions emphasize a job well done based while explicitly citing results.
- A client centric mission as a company should be a priority since studies show that the internal staff of the company matches the ethnicity, religion, etc of the company customers. Increase the diversity of your products to increase overall company diversity.
“Hiring managers tend to hire people like them.” - Yvonne E.L. Silver
Connect with Yvonne E.L. Silver:
Website: https://wordswomenandwisdom.com/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
In this episode, Eva Medilek and I will discuss the best practices to achieve cultural diversity in the corporate suite
Eva is a Certified High-Performance Coach and Relationship Success Coach. She has coached both men and women, in the areas of personal development, leadership, and mastering habits for success. She specializes in helping driven high achievers have healthier, happier, and more intimate connections in their relationships. She uses her personal experience along with her leadership, relationship, and high-performance training to teach you how to truly have it all.
In this episode Dr. Gaye Lang and Eva Medilek discuss:
- It’s about more than performance be inclusive about where are you looking for your talent.
- Emphasizing hiring employees with resilience and perseverance.
- Ideas for corporate America to increase diversity at the C suite level.
- The importance of courage to move a company forward.
Key Takeaways:
- Everyone in the C suite needs to do work to increase allyship and diversity.
- Coach and guide others so that they can be better with the inclusion of diversity.
- Develop human connection by taking the time to learn about the people in your organization so that you can guide and mentor them.
- Find someone with who you can be honest and open to ask questions and find clarification.
“When you a qualified person of color you’re getting an extra layer of genetic, ancestral, intelligence and value that you can’t get in an anglo employee.” - Eva Medilek
Mentioned:
-Colorizing Restorative Justice https://www.workplacerestorativepracticesinc.com/email/
Connect with Eva Medilek:
Website: https://aw12d394.aweb.page/talkwitheva
https://www.evamedilek.com/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
In the fifth episode, Robert Rico and I will discuss the importance of creating a respectful dialogue about race in America. How can law enforcement play a role in this?
Robert is a lecturer and the University of Texas at San Antonio in the College of Health Community and Policy the Department of Criminology and Criminal Justice. He also is the Restorative Justice Coordinator in the Office of Inclusive Excellence. Robert served as a police officer for 20 years and is a graduate of the Bill Blackwood Law Enforcement Management Institute of Texas Leadership Command College at Sam Houston University. Robert SErved as a member of the Advisory Council of the National Association of Community and REsortative Justice. He is the Founder and Program Coordinator for the Restorative Justice Program of Kendale County.
In this episode Dr. Gaye Lang and Robert Rico discuss:
- Creating a respectful dialogue around race in America.
- Making meetings accessible to the audience you are trying to reach.
- Restrictions of civil service or collective bargaining rights.
- Transparency, honesty, and fairness given to both sides.
Key Takeaways:
- Creating a safe space and dialogue between communities and law enforcement so that each side can understand the others feelings and understanding of things.
- Law enforcement making it clear they are there to help the community but they also need the communities help to do that by building relationships, empowerment, and trust.
- Using “I feel” messages or statements to avoid blaming others and build empathy.
- Communication and listening skills are vital to be able to build relationships and deescalate hostile situations.
“We have to build trust in order to have conversations.” - Robert Rico
Connect with Robert Rico:
LinkedIn: https://www.linkedin.com/in/robert-rico-98961673/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
In the fourth episode, I will sit down with Environmental Health and Safety Engineer, John Mack Jr. to discuss the Black Lives Matter protests and workplace diversity. Are companies changing their policies and support in the workplace?
John is the Environmental Health and Safety Engineer at Intel Corporation in Rio Rancho, New Mexico. He is a graduate of the University of Texas at Austin and Southeastern Oklahoma State Univerity with a Masters Degree in Science and Occupational Safety and Health. He establishes a safe work environment by performing risk assessments for new equipment materials and managing site-safety progr4ams and conducting mandatory compliance audits.
In this episode Dr. Gaye Lang and John Mack discuss:
- Communication and continued education within the workplace.
- Companies that promote based on skill.
- Management that seeks you out for your expertise.
- Knowing when to move on from a toxic work environment.
Key Takeaways:
- Make an effort to build a 1 on 1 relationship with your coworkers.
- Search for companies who are willing to invest in their employees as well as their interactions and relationships.
- Quality companies have diverse groups within the company to support and build respect for those diverse groups.
“Don’t waste your life you have to move forward to do what’s best for you and your family.” - John Mack
Connect with John Mack:
LinkedIn: https://www.linkedin.com/in/john-mack-msosh-gsp-72a582101/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Quincy Dunlap is President and CEO of the Austin Area Urban League. Quincy has spent the last 20 plus years working tirelessly for the advancement of underserved, underrepresented, and under resourced communities. His professional time in the movement began in 2010 at the New York Urban League where he served as the Director of College Access. He served as Manager for The Education and Youth Development Division with The National Urban League where his primary responsibility was administrative and programmatic oversight of The National Urban League signature program Project Ready. For the last three years, he has served as the Vice President of The Board of Directors for The National Urban League Federal Credit Union. One of his major accomplishments is becoming a graduate of The National Urban League Duke Universities Corporate Education Emerging Leaders Program.
In this episode Dr. Gaye Lang and Quincy Dunlap discuss:
- What role bureaucracy plays in protest causation.
- Inducing change through protest.
- Recognizing suppression occurs through a variety of means.
- Ethics in information distribution and consumption.
Key Takeaways:
- Recognize the power construct and motivation behind bureaucracy.
- Don’t get so comfortable in privilege that you forget what it’s like to be an underprivileged person in our society.
- Society needs to hold people accountable for their immorality.
- Be engaged and aware so that you can make an educated decision about a situation.
“Complacency is detrimental.” - Quincy Dunlap
Connect with Quincy Dunlap:
LinkedIn: https://www.linkedin.com/in/quincy-dunlap8a8a1960/
Twitter: https://twitter.com/quetothepoint?lang=en
Austin Area Urban League: https://aaul.org/
Connect with Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Dr. Michael Hirsch is a Professor of Sociology and Dean of The College of Arts and Science at Houston Tillotson University in Houston. His research has been published in such journals as Applied Social Science, Social Behavior and Personality, Healthy Perspectives, and Parentology. He is a member of the American Sociological Association and the Association of Applied Clinical Sociology. Dr. Hirsch teaches Criminology, Environmental Sociology, Social Science Research Methods, Social Theory, and Sociology of Sports.
In this episode Dr. Gaye Lang and Dr. Michael Hirsch discuss:
- Protests throughout American history.
- The roles of racial inequality and police brutality in protest.
- The visual account of protest inducing incidents.
- Enacting change by joining together for the greater good.
Key Takeaways:
- The discernment of people protesting in the covid era.
- Younger generations will replace the older generations that cause and retain racial divides.
- Broaden and embrace education as the most resistance comes from knowing the least about the subject.
- Partake in restorative practices and healing circles, create a safe space for you and others to speak their truth without being judged.
“We disarm our fear by believing that if something bad has happened to somebody it must be because they provoked it.” - Dr. Michael Hirsch
Connect with Dr. Michael Hirsch:
Website: https://htu.edu/faculty-directory/dr-michael-hirsch
LinkedIn: https://www.linkedin.com/in/michael-hirsch-a35a337/
Connect with Dr. Gaye Lang:
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Kristen Braun
Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it.
Welcome to the Workplace Diversity Podcast: D.I.E.T. Diversity, Inclusion, Equity, Tolerance.
For those of you who don’t know me: my name is Dr. Gaye Lang, and I am the president and founder of Workplace Restorative Practices. I have more than forty years of experience in training and leadership development, and now, I am using those insights to educate, empower, and inspire business leaders. I hope that this podcast will give you a solid understanding of the role that diversity plays in our society, and how you can create a positive and more inclusive environment in your workplace.
Don’t forget to subscribe to the show, so that you don’t miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.