Leading in Color with Sarah Morgan: Recent Episodes
Sarah Morgan
Leading in Color is a bi-weekly podcast about cultivating intentional, positive workplace experiences and environments. From recruiting and hiring, to training and development, to coaching and discipline, to policy and strategy, to trends and hot topics. Leading in Color tackles each area thru a lens of diversity, equity, fairness and inclusion. Leading in Color also highlights the unique challenges and cutting-edge creativity of leading with social consciousness in the corporate world.
Join our host, Sarah Morgan, as she navigates these conversations in solo and guest interview episodes to provide practical advice and simple action steps for success.
In this episode of Leading in Color, host Sarah Morgan continues the BlackBlogsMatter / BlackPodsMatter challenge with a powerful message on resilience and endurance titled “Only 1424 Days To Go.”
With 1424 days left until the current occupant is set to leave the White House (barring an early removal), Sarah reminds listeners that, while the road ahead seems long, we have survived before – and we will survive again. She shares a four-part strategy for making it through the next four years with strength and purpose
Follow Leading in Color on Instagram, Threads, and LinkedIn, and don’t forget to leave a 5-star review. Join the conversation using #BlackBlogsMatter.
In this episode of Leading in Color, host Sarah Morgan continues the BlackBlogsMatter / BlackPodsMatter challenge with an unfiltered discussion on “White Privilege STILL So Fragile.”
Sarah breaks down the ongoing weaponization of white privilege fragility, explaining how it continues to show up in workplaces, politics, education, and daily life. She highlights the dangerous intersection of white privilege fragility with oligarchy, supremacy, and fascism, emphasizing that the next four years of this U.S. administration will likely intensify these issues. She also shares a strategic guide for self-protection.
Follow Leading in Color on Instagram, Threads, and LinkedIn, and don’t forget to leave a 5-star review. Join the conversation using #BlackBlogsMatter.
This episode is a must-listen for those looking to navigate today’s complex media landscape with clarity and confidence.
In this episode of Leading in Color, host Sarah Morgan continues the BlackBlogsMatter / BlackPodsMatter challenge with a critical discussion on “Trusting News Sources.”
With growing censorship, misinformation, and biased reporting, Sarah emphasizes the importance of evaluating news sources with discernment. She shares four key questions to help listeners determine whether a source is credible
Sarah also discusses how overexposure to negative news can impact mental health, stressing the need for intentional media consumption. She encourages listeners to seek reliable, fact-based journalism while protecting their well-being from media-induced stress and fear.
Follow Leading in Color on Instagram, Threads, and LinkedIn, and don’t forget to leave a 5-star review. Join the conversation using #BlackBlogsMatter.
Visit BuzzARooneyLLC for Sarah's list of news sources to follow as mentioned in the episode.
In this episode of Leading in Color, host Sarah Morgan continues the BlackBlogsMatter / BlackPodsMatter challenge with a timely discussion on “Online Activism vs Moving in Silence.”
Sarah explores the importance of strategy in activism, recognizing that while speaking out can be powerful, some moments call for discretion. She shares five key questions to help listeners determine when to be vocal online and when to act behind the scenes.
Sarah also reminds listeners that activism has real consequences, from job risks to personal safety, and that moving in silence is sometimes the best way to build power, knowledge, and community before taking action.
This episode challenges listeners to reflect on their role in the movement and make intentional choices about how and when to engage.
Follow Leading in Color on Instagram, Threads, and LinkedIn, and don’t forget to leave a 5-star review. Join the conversation using #BlackBlogsMatter.
In this episode of Leading in Color, host Sarah Morgan continues the BlackBlogsMatter / BlackPodsMatter challenge with one of the most difficult topics of the series: “The War on DEI.”
As a long-time advocate for Diversity, Equity, and Inclusion (DEI), Sarah reflects on the dismantling of DEI efforts in workplaces, politics, and society. She discusses the harmful narratives framing DEI as a divisive or undeserved initiative, the economic and career consequences for Black and marginalized professionals, and the systemic rollback of rights that were once considered protected.
Despite the challenges, Sarah reminds listeners that this fight is far from over. The push against DEI is a reaction to progress, not the end of it. She calls for resilience, strategy, and collective action to hold the line against discrimination, continue advocating for workplace equity, and expose those attempting to erase hard-fought gains.
This episode is a rallying cry for accountability, activism, and resistance in the face of oppression.
Follow Leading in Color on Instagram, Threads, and LinkedIn, and don’t forget to leave a 5-star review. Join the conversation using #BlackBlogsMatter.
In this episode of Leading in Color, host Sarah Morgan continues the BlackBlogsMatter / BlackPodsMatter challenge with a heartfelt discussion on “Keep Black Love Alive.” As a self-proclaimed romantic, Sarah celebrates the beauty and power of love in all its forms—romantic, platonic, and professional—while emphasizing the revolutionary nature of Black love.
She highlights the importance of brotherhood and sisterhood among Black people, stressing that solidarity and support. Sarah shares 5 practical ways Black professionals can show up for each other as a call to action to put aside petty differences, uplift one another. Because Black love, support, and unity are the foundation for survival and success.
Follow Leading in Color on Instagram, Threads, and LinkedIn, and don’t forget to leave a 5-star review. Join the conversation using #BlackBlogsMatter.
In this episode of Leading in Color, host Sarah Morgan keeps it short and powerful with a message about “That Which Needs Protecting.” She reminds listeners that in this season, the most important things to safeguard are peace, plans, paper (finances), and people.
With everything happening in the world, Sarah emphasizes that prioritizing mental well-being, securing financial stability, protecting personal goals, and uplifting community is more important than ever. Sometimes, the simplest advice is the most impactful—if you know, you know.
Follow Leading in Color on Instagram, Threads, and LinkedIn, and don’t forget to leave a 5-star review. Join the conversation using #BlackBlogsMatter.
In this episode of Leading in Color, host Sarah Morgan continues the BlackBlogsMatter / BlackPodsMatter challenge with a powerful discussion on “The 92% vs Everybody.” The title refers to the 92% of Black women who voted for Kamala Harris, demonstrating once again their unwavering commitment to democracy and progress.
Sarah explores the relentless scrutiny and challenges Black women face in every aspect of life—whether in politics, the workplace, or everyday interactions. She breaks down the shifting goalposts that Black women must navigate to prove their qualifications and excellence, only to be met with hostility and dismissal. She also examines the way society continues to expect Black women to lead, fix, and save—despite rarely receiving the same support in return.
This episode is a celebration of Black women’s resilience, intelligence, and impact, and a call to action for them to prioritize their own well-being. Sarah reminds listeners that Black women owe nothing to anyone but themselves.
Follow Leading in Color on Instagram, Threads, and LinkedIn, and don’t forget to leave a 5-star review. Join the conversation using #BlackBlogsMatter.
In this episode of Leading in Color, host Sarah Morgan continues the BlackBlogsMatter / BlackPodsMatter challenge with an eye-opening discussion on “Recognizing OpporCOONities.”
Building on a concept she first explored in 2018, Sarah revisits the idea of how individuals can be lured into compromising situations under the guise of opportunity.
She breaks down the history of the term “coon” and how it has evolved into an insult used within Black communities. The episode explores the dangerous allure of “opporcoonities”—opportunities that, on the surface, appear beneficial but ultimately serve to uphold harmful power structures.
Sarah offers 5 key questions to help listeners assess whether an opportunity is genuine or just an opporcoonity disguised as progress. By recognizing when they are being used for performative diversity or empty gestures, listeners can make better decisions about where to invest their time and energy.
Follow Leading in Color on Instagram, Threads, and LinkedIn, and don’t forget to leave a 5-star review. Join the conversation using #BlackBlogsMatter.
In this episode of Leading in Color, host Sarah Morgan continues the BlackBlogsMatter / BlackPodsMatter challenge with a deep dive into “A Whole 3-Headed Monster.”
Inspired by a conversation about the current political climate, Sarah identifies a new and aggressive force threatening progress—one that goes beyond the entrenched systems of supremacy, patriarchy, and capitalism.
This new monster, fueled by supremacy, fascism, and oligarchy, is operating without restraint, undoing hard-fought advancements with relentless speed. Unlike the traditional systemic forces that have long shaped society, this emerging threat is active, aggressive, and intent on immediate destruction. Sarah emphasizes that fighting this battle requires a different approach—one that combines historical resistance tactics with modern urgency.
Listeners are encouraged to engage with Leading in Color on Instagram and LinkedIn, follow #BlackBlogsMatter / #BlackPodsMatter, and leave a 5-star review for Leading In Color on their preferred podcast platform.
In this episode of Leading in Color, host Sarah Morgan announces the return of BlackBlogsMatter, a writing and podcasting challenge originally launched in 2017. After a four-year hiatus, the challenge returns for 2025 with 12 days of short, impactful episodes airing every Monday, Wednesday, and Friday in February.
Kicking off the series, Sarah explores the ongoing importance of Black voices in a world that continues to suppress them. Drawing inspiration from Toni Morrison’s powerful words, Sarah emphasizes that now is the time to create, speak, and stand firm. And she challenges all listeners—Black and non-Black—to consider how they will use their voices during this season of reflection and action.
Tune in throughout February for more #BlackBlogsMatter / #BlackPodsMatter content, and follow Leading in Color on Instagram and LinkedIn. Also, engage with past content using the #BlackBlogsMatter / #BlackPodsMatter hashtags – and leave a 5-star review for Leading in Color on your favorite podcast platform.
In this solo episode, host Sarah Morgan tackles a few hot topics:
- The Appeals Court rejection of Florida's Stop WOKE Act
- Colorism in the Workplace via HBR
- Addressing Genocides & Anti-Genocide Protests Around the World
Want to submit your question or a hot topic for a future episode? Click HERE.
In this episode, host Sarah Morgan is interviewing Sports Content Creator, Bailey Jackson.
Bailey Jackson is a skilled sports writer and storyteller with experience in Marketing and Sports Broadcasting with The Big Ten Network and Quality Control Sports. Bailey has built a substantial social media following with her captivating content and unique perspective on sports, thanks in part to her interview series that offers exclusive access to professional athletics.
In this episode, Bailey shares:
- why she stays out of sensational journalism and focuses on facts & storytelling
- why the coverage on women’s sports is here to stay
- how unconventional professional paths can create opportunities to pursue purpose
Connect with Bailey Jackson on
- LinkedIn (https://www.linkedin.com/in/baileyjjackson)
- Instagram (@baileyjacksonsports)
- Threads (@baileyjacksonsports)
In this solo episode, host Sarah Morgan tackles a few hot topics:
- Pending FLSA Salary-Exempt Changes for 2024
- The Audacity of Florida's Advice to HR
- Defending Rachel Dolezal and OnlyFans
Want to submit your question or a hot topic for a future episode? Click HERE.
In this episode, host Sarah Morgan is interviewing Thomas Colclough.
Thomas Colclough began his career with EEOC in 1988. He has held various positions such as Investigator, Enforcement Supervisor, Local Office Director of Greensboro, NC, Local Director of the Richmond, Va. Office and Area Director of the Raleigh Area Office.
A native of North Carolina, Thomas attended Saint Augustine’s College in Raleigh, North Carolina, where he received his Bachelor of Science in Business Administration. He earned his master’s degree from the University of North Carolina at Greensboro. He also earned a Certificate in Global Studies from UNCG.
Mr. Colclough served in the military for 23 years (active and reserve). In 2005, Colclough retired from the North Carolina National Guard at the rank of Lieutenant Colonel. He is also a graduate of the Army’s Command and General Staff College.
Thomas currently serves as the Director of Field Management Programs for the EEOC Charlotte District. In this role, he is responsible for ensuring the effective and efficient operations of Field Offices by providing operational oversight and monitoring of program implementation and coordination of administrative services. Thomas identifies problem areas and appropriate corrective actions. The above responsibilities, including direct supervision of the EEOC’s District Directors, are performed for 15 Districts and one Field Office.
In 2019, Thomas was appointed to the Caucus on the Social Status of Black Men and Boys. The bipartisan, 19-member Commission will include congressional lawmakers, executive branch appointees, issue experts, activists, and other stakeholders who will examine social disparities affecting black men and boys in America. Based on its findings, the commission will issue policy recommendations to Congress, the White House, and federal agencies. The bipartisan commission, founded and co-chaired by thee Congresswoman Fredricka Wilson of FL, will craft legislation to implement those recommendations.
In this episode, Mr. Colclough shares:
- a preview of the EEOC’s new Strategic Enforcement Plan
- advice on finding daily inspiration in our work
- the importance of being a lifelong learner about culture thru stories
Connect with Thomas Colclough on LinkedIn. Read more about the Pregnant Workers Fairness Act and the EEOC’s new Strategic Plan on their website HERE. Learn more about the Commission on the Social Status of Black Men & Boys on their website HERE.
In this solo episode, host Sarah Morgan tackles a few hot topics:
- Why Now is NOT the Time to Give Up on Your DEI Initiatives
- How AI will Impact Jobs for the Good -- and Not So Good
- The Ways We've Twisted Accountability vs Micromanagement
If you want to receive the upcoming list of Holiday Gift recommendations, make sure you're signed up for the BuzzARooney Monthly Newsletter.
Also, share your feedback on future Hot Topics and questions for Ask Me Anything HERE.
In this episode, Sarah talks with the workshop leaders of the upcoming HROI Summit on their thoughts on 1) the biggest struggles for organizations in finding talent thru their recruiting efforts, 2) the greatest missed opportunity for organizations in onboarding & orientation, and 3) where conventional professional development workshops is missing the mark for attendees.
The guests are BJ Anderson, Keirsten Greggs and Lorena Pabon. Click their names to connect with them on LinkedIn.
HROI stands for HUMAN Return on Investment. Sarah created the HROI Summit in 2020 to disrupt the existing conference and seminar structure, which was becoming impractical, expensive, and unsustainable for many leaders. Since then, similar events have popped up following the HROI formula.
Now Sarah is back with the support of Humareso to bring 3 new HROI workshops over 3 days, each lasting 3 hours – and filled to the brim with practical insights and interactive learning to make sure attendee walk away poised to implement what they’ve learned when they return to work. And not only is the price affordable – but we offer flexible payment options AND scholarships for those needing a little time or help. Each workshop is work 3 recertification credits for both theHRCI and SHRM certifications
The 2023 HROI Summit will take place from Wednesday, October 25 - Friday, October 27. It is completely online.
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Day 1 is the New Recipe for Workplace Safety where you will learn to create a winning program for psychological and physical safety in your workplace.
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Day 2 is the Tea on Talent where you will learn to develop a recruiting strategy that will connect qualified quality applicants to your jobs and move them swiftly thru the hiring process.
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Day 3 is High Impact Onboarding & Orientation where you will learn to cultivate an exceptional new hire experience.
Registration is open RIGHT NOW for 1, 2, or all 3 of these workshops! When you register for all 3, you are entered for the chance to win 1on1 coaching with Sarah to support you and keep you accountable as you apply what you’ve learned at your job.
Listen to the episode – then click this link to learn more about the HROI Summit. And register before the Early Bird Pricing ends on Wednesday, September 13.
In this solo episode, host Sarah Morgan is answering questions directly from the listeners!
These include:
- Does the Carlee Russell incident make Black victims of crime be taken less seriously?
- What is the right age to begin teaching children about the dark parts of US history?
- Is Lizzo guilty of creating a hostile work environment?
- Which 'Real Housewife' is your all-time fave?
Want to submit your question for a future episode? Click HERE.
In this episode, host Sarah Morgan is interviewing Dr Meisha-Ann Martin.
Dr. Meisha-ann Martin has spent almost twenty years as an employee experience researcher and practitioner and has a PhD in Industrial/Organizational Psychology from the University of South Florida. In her current role as Senior Director, People Analytics and Research at Workhuman, Dr. Martin is part of the Workhuman Consulting Practice and works closely with the WHiQ team. In her role, she provides analytics consulting to clients and prospects and works closely with the team focused on proving the impact of positive work experiences for individuals and organizations.
Dr. Martin is considered a People Analytics/Employee Experience expert as she has led these efforts in companies like Flex, JetBlue and Raymond James Financial and also led the Talent Management function at ServiceMaster. She is considered a thought leader in this space and regularly speaks at conferences, on webinars, on podcasts and has contributed to articles in Forbes, Fortune, HR Dive and Benefits Pro.
In this episode, Dr Meisha-Ann shares:
- The Connection between Analytics and Recognition
- Why Analytics are Critical to Driving Organization Strategy
- The Need for Innovative Survey Approach
Connect with Dr Meisha-Ann Martin on LinkedIn.
Once again, Episode 50 will be our Ask Me Anything episode. You can submit your questions HERE.
In this solo episode, host Sarah Morgan discusses HOT TOPICS in Diversity, Equity & Inclusion to be aware of:
- The SCOTUS Ruling No One Is Talking About -- But Should Be
- Lawyers for Civil Rights Taking on Legacy Admissions
- Lowkey Book Banning in Public Libraries
- Musk vs Meta -- and the Future of Social Media
In this episode, host Sarah Morgan is interviewing Dr Joel A. Davis Brown.
Dr. Joel is the chief visionary officer for the organizational development firm Pneumos. He is also a public speaker and an author. He has worked in leadership and management training since 2006 and also serves as an adjunct professor for the IÉSEG School of Management in Paris.
Dr Joel specializes in training around diversity, equity and inclusion, emotional intelligence, anti-racism, LGBTQ+ inclusion, interpersonal dialogue, and intercultural communication.
He is the author of the book The Souls of Queer Folk: How Understanding LGBTQ+ Cultural Values Can Transform Your Leadership Practices. And Dr Joel holds an educational doctorate from Saint Mary’s College of California and a juris doctorate in law from University of Virginia.
In this episode, Dr Joel shares:
- The Importance of Centering Purpose in your Career
- His Top 3 Criteria in selecting Work
- The History of Intersectionality between the Queer and Black Justice Movements
Connect with Joel through his website, Pneumos, where you will find links to his social media, and more info on the work he is doing.
In this solo episode, host Sarah Morgan discusses 3 hot topics in Diversity, Equity & Inclusion to be aware of:
- The NEPC's new DEI Ranking System for Investment Firms
- Pending SCOTUS Ruling to Watch -- and Why
- Uber's "Don't Call Me Karen" Webcast Fiasco
In this episode, host Sarah Morgan is interviewing Recruitment Marketing expert and LGBTQIA+ advocate, Kat Kibben.
Kat Kibben [they/them] is a keynote speaker, writing expert, and LGBTQIA+ advocate who teaches hiring teams how to write inclusive, unbiased job postings that will get the right person to apply faster.
Before founding Three Ears Media, Kat was a CMO, Technical Copywriter, and Managing Editor for leading companies like Monster, Care.com, and Randstad Worldwide. With 15+ years of recruitment marketing and training experience, Kat knows how to turn talented recruiting teams into talented writers who write for people, not about work.
Today, Kat is frequently featured as an HR and recruiting expert in publications like The New York Times, Chicago Tribune, and Forbes. They’ve been named to numerous lists, including LinkedIn’s Top Voices in Job Search & Careers, and have worked with companies like Twitter, Survey Monkey, and National Instruments.
When not speaking, writing, or training, you’ll find Kat traveling the country in their van or spending some much-needed downtime with the dogs that inspired the name Three Ears Media.
In this episode, Kat shares:
- The 3 essential elements of a successful job posting
- The history of institutional bias baked into our job posting tactics
- The reason why The Great Resignation is more of a marketing problem than a recruiting problem
Connect with Kat through their website, Three Ears Media, where you will find links to their social media, their free downloads, and more info on the work they are doing.
In this solo episode, host Sarah Morgan shares her experiences, learnings, and takeaways from the Workhuman LIVE 2023 conference.
Taking place in San Diego, CA during April 17 - 20, the Workhuman LIVE conference featured keynotes and breakout sessions focused on bringing intentionality into HR, and highlighted the ROI of recognizing your people as the humans they are.
Sarah covered breakout sessions on workplace culture, DEI strategy, and bias in the hiring process. She also covered all the keynote sessions and shares about unique aspects of the Workhuman conference and software.
Host Sarah Morgan kicks off SEASON FOUR of Leading in Color with this episode
Sarah talks about the following in this episode:
- Why Quiet Firing & Hiring are MORE dangerous than Quiet Quitting
- Why employers have to get involved in political issues now more than ever
- The impact of misogynoir in the workplace
Here are the shownote links referred to in the episode
- Inclusion Crusade episode discussing layoffs
- follow artist & producer Mozlikly
- article on NLRB ruling featuring Sarah Morgan
Host Sarah Morgan continues the Inside The Great Resignation series.
This is the 5th of 6 episodes in the #InsideTGR series.
In this episode, Sarah talks about:
- Creating Personal Touch in Making Job Offers
- The 4 Keys to Outstanding Onboarding
- The "Hotelization" of Office Spaces
To submit your questions for the next Ask Me Anything, click HERE
Check out these reference links from the episode:
- The 2021 Regus study
- The Inclusion Crusade podcast interview with Mercedes Johnson
This is Part 4 of 6 of the Inside The Great Resignation series – and host Sarah Morgan is interviewing author Kourtney Whitehead.
Kourtney has spent her career helping people build high performing teams and reach their individual work goals, from executive searches to talent management to career coaching. She is an author, senior contributor at Forbes.com, and a frequent speaker and podcast guest on the topics of careers, purpose and fulfillment. Her goal is to demystify the pursuit of meaningful work and help you see that it is not a far-off dream, but something quite achievable.
In this episode, Kourtney shares:
- the 3 tiers of organizations within The Great Resignation and how to diagnose them
- how to find the thread of joy & purpose in your career
- the questions employers should be prepared to answer to gain & keep their talent
Connect with Kourtney through her website, Simply Service (https://simplyservice.org), where you will find links to her social media, her free career downloads, and her book, Working Whole.
Host Sarah Morgan continues the Inside The Great Resignation series.
This is the 3rd of 6 episodes in the #InsideTGR series.
In this episode, Sarah talks about:
- Why Your Hiring Process Needs Retooling
- The Best Questions to Ask Candidates to Ensure They're Primed for Inclusion
- Why Culture Thrive is BETTER than Culture Fit
To submit your questions for the next Ask Me Anything, click HERE
To contact Sarah for consulting or coaching services, email hello@buzzarooneyllc.com
To register for the Workhuman LIVE 2022 conference using Sarah's discount code, click HERE.
- If you've already registered and want to receive credit for the conference, contact Sarah at leadingincolorpodcast@buzzarooneyllc.com
To buy Leading In Color gear at the BuzzARooney Boutique, click HERE.
This is Part 2 of 6 of the Inside The Great Resignation series (#InsideTGR)
In this episode, host Sarah Morgan interviews founder Mark Anthony Dyson.
Mark is a prolific writer, thinker, speaker, award-winning blog, and podcast, a rich source of information for anyone exploring the job market. He has been featured in Forbes, Business Insider, Inc., Fast Company, NPR, and Sirius XM. He is the creator of "The Voice of Job Seekers" blog and podcast – which is a platform of compassionate career and job search guidance.
Mark gives his advice to employers on how to reach and retain talent during The Great Resignation -- and reminds jobseekers why they cannot hold out forever.
Connect with Mark Anthony Dyson thru his website: TheVoiceofJobSeekers.com
Follow Mark on Twitter: @markadyson -- and connect with him on LinkedIn
Host Sarah Morgan kicks off a new series, Inside The Great Resignation.
This is the 1st of 6 episodes in the #InsideTGR series.
In this episode, Sarah talks about:
- The 5 types of job seekers that you want to reach
- Why your job ads are failing
- Where Talent Acquisition will go from here
To submit your questions for the next Ask Me Anything, click HERE
To contact Sarah for consulting or coaching services, email hello@buzzarooneyllc.com
In this episode, host Sarah Morgan answers the following listener questions.
- What advice can you give to people who are job searching and tips on how NOT to become frustrated with the process?
- I have been on at least 5 final interviews for jobs but the other candidate always gets picked. Is there something I should be doing to close the deal on a role?
- What were your thoughts on the Dave Chappelle special? I follow you on social media and I didn’t see you say too much about it. Do you think he is transphobic and should be cancelled like a lot of other woke people do?
- I know you are a fan of General Hospital. What do you think of them firing Jax and Jason for not getting vaccinated?
- What accommodations are currently being made in the HR space for employees with mental health issues?
- What HR challenges are most prevalent as we appear to be coming to the “end” of the pandemic?
To submit your questions for next month's Ask Me Anything, click HERE
To contact Sarah for consulting or coaching services, email hello@buzzarooneyllc.com
To contact Keirsten Greggs the TRAP Recruiter for career coaching & interview prep services, go to her website.
In this episode, host Sarah Morgan discusses her recent career shift and the lessons learned. She discusses the 4 questions you should ask yourself as you consider your satisfaction and next career move.
Listen now.
Connect and follow Humareso online.
Submit your questions HERE by November 18, 2021 to be answered in Episode 37. This link will remain available year-round and all other questions answered in the monthly #AskBuzzAnything newsletter. Subscribe HERE.
In this episode, host Sarah Morgan discusses burnout -- and why it is so much more prevalent & heightened during the pandemic. She also highlights the way this wave of burnout is impacting Black women, other people of color, and other people of traditionally marginalized identities differently and more heavily.
She also discusses ways to overcome this as an individual and how to address it as a leader of people.
Listen now.
In this solo episode, host Sarah Morgan kicks off the #RecoveringAfterRona series by talking about "The Great Resignation".
The Great Resignation is what the media has named this tsunami of resignations that companies are seeing from people who do not want to return to traditional office work after a year of being remote.
In this episode, Sarah breaks down the reasons for why this is happening and what organizations can do to stop it from happening to them.
Sarah also gives overview on what is to come for the rest of the #RecoveringAfterRona series on her blog and podcast thru August 2021.
In this episode, Sarah interviews UR Black Student Coalition leaders Shira Greer and Katiana Issac.
Formed in March 2021 in order to advocate for the wellbeing of Black students at UR, the Coalition is an informal collective comprised of Black students who are in support of the demands listed in the Protect Our Web statement and its addendum. The BSC arose in response to President Crutcher’s February 25, 2021 statement on behalf of the university and the Board of Trustees stating that they intended to keep the name of Ryland Hall (named after enslaver Robert Ryland), and rename Freeman Hall to Mitchell-Freeman Hall (named after Mitchell, a former enslaved person who fought segregation, and Douglas Southall Freeman, a segregationist and eugenicist). While these building names were the catalyst for the BSC’s formation, ultimately the group seeks material changes to better the experiences of Black students on campus.
Students are advocating for the following demands, and are committed to seeing them met:
- Remove the names of Robert Ryland and Douglas Southall Freeman from Ryland Hall and Mitchell-Freeman Hall.
- Expand academic accommodations for all students in light of the ongoing COVID-19 pandemic.
*This demand has been partially met by a UR Faculty Senate motion to allow students to take one course on a Credit/No Credit basis for the spring 2021 semester.
- Subsidize off-campus mental health services for Black students.
- Abandon the plan to name the terrace of the new Humanities Commons after an enslaved person or persons.
- Create an endowed chair for the Africana Studies program and begin hiring for the position in the fall of 2021.
- Expand the Multicultural Space and house The Space on its own in a standalone building.
Shira and Katiana talk about their reason for choosing & staying at UR, how the coalition formed, how these demands evolved, and what is coming next for the Protect Our Web movement during our interview. I think it is a really powerful insight into how movements grow from grassroots to global -- as well as revealing on the insidiousness of supremacy in all of our institutions.
Learn more about how to support the #ProtectOurWeb movement HERE.
In this solo episode, host Sarah Morgan discusses what recent health challenges have taught her about boundaries, self-care, and "the power of pausing."
Sarah also provides a preview of what's to come in Season 3 of the show -- and announces her new #RecoveringAfterRona series.
Links to resources mentioned in the episode:
- HR Happy Hour Network Inclusion Crusade show
-
ReOpeningAfterRona series
- Register for Workhuman LIVE 2021 -- it is FREE!
The episode guest is Natalie Egan.
In this episode, we discuss the following:
- The impact of sexism in the workplace
- The challenges of being a tech founder with a marginalized identity
- The importance of cultivating empathy & self-awareness as a leader
Natalie Jane Egan is an openly transgender, B2B software entrepreneur and a recognized thought leader living her life at the intersection of technology and Diversity, Equity, & Inclusion.
Natalie has over 20 years of experience driving digital change, developing high performing teams, building complex products, and selling enterprise solutions.
Today, she is the CEO & Founder of Translator, Inc., where she and her team are on a mission to scale empathy and equality through technology.
Prior to founding Translator in 2016––and prior to her transition––Natalie was CEO & Founder of PeopleLinx, a venture capital backed sales technology solution that was acquired in 2015. In addition to her entrepreneurial pursuits, Natalie has also worked in leadership positions at large public companies like LinkedIn, Autonomy, and Ecolab.
Outside of work, Natalie is a parent, a marathon runner, an artist, and transgender rights activist. Based in Philadelphia, PA -- Natalie received her undergraduate degree from Cornell University, her MBA from The Villanova School of Business, and is currently writing her first book about her transition from a Male-to-Female CEO in corporate America and the business lessons learned along the way.
Connect with Natalie on Instagram and on Twitter
Connect with Translator Company at their website and follow them on Twitter
Remember to register for the HROI Summit and join the BuzzARooney Community to be eligible for an event scholarship and to get my monthly newsletters and to keep up with everything going on with my brand!
The episode guest is Tamer Mokhtar.
In this episode, we discuss the following:
- The most important thing for individuals to know about the upcoming election besides “vote”
- What corporate leaders can do to combat voter suppression and disenfranchisement
- How & why risk is different for Black entrepreneurs
Tamer is a Partner, Investing in US and the Founder, All Americans Vote
Established in 2017, Investing in US (IIU) took on the task of establishing a data-informed hypothesis about how risk capital could offer the greatest leverage in the world of electoral politics. As a partner at IIU, Tamer and his team utilize a venture capital model in examining hundreds of organizations to determine which are mission-aligned and capable of bringing about scaled impact in the areas of technology integration into voter mobilization efforts, digital media/messaging, and turnout.
Concurrently, Tamer founded All Americans Vote (AAV), which focuses on non-partisan efforts to engage America’s electorate by elevating turnout among young and diverse voters. In 2018, All Americans Vote ran turnout tests across two states that brought together a coalition of about a dozen organizations. By sponsoring nearly 2,000 election day poll parties (and a series of activities in the lead-up to election day), AAV attempted to bring about a culture shift in how Americans celebrate the franchise of voting. This experiment will continue through 2020.
Prior to his work with Investing in US and All Americans Vote, Tamer spent two decades in direct marketing, quant based sales management, corporate sales, and executive leadership at both nonprofit and for-profit entities, most recently The Advisory Board Company and The Education Advisory Board (EAB). Tamer is a graduate of Virginia Tech
Connect with Tamer on LinkedIn at “Tamer Mokhtar” and on Twitter
Learn more about Leadership Project Now
Register for the HROI Summit and join the BuzzARooney Community to be eligible for an event scholarship and to get my monthly newsletters and to keep up with everything going on with my brand!
The episode guest is Michael Ogunsanya.
In this episode, we discuss the following:
- Striking the balance of confidence vs coachability in business
- The importance of being proactive in addressing toxic behaviors in the workplace
- Storytelling as the key to finding our purpose and creating our success
Michael Ogunsanya is the cofounder and CEO of Mindstand, an artificial intelligence driven software that detects implicit bias and harassment within internal workplace communications. His company serves to improve company culture with its AI engine that understands the intent and context of conversations to provide you with alerts on what really matters within your workplace community.
Learn more about with Mindstand on their website and on Facebook and on Twitter and on Instagram
Connect with Michael on LinkedIn at “Michaeel Ogunsanya”
and on Twitter and on Instagram
Register for the HROI Summit --- and join the BuzzARooney Community to be eligible for an event scholarship and to get my monthly newsletters and to keep up with everything going on with my brand!
In this solo episode, host Sarah Morgan explains:
- What anti-racism is
- The importance of people being anti-racist vs non-racist
- Why anti-racism is essential to the future of business
Sarah also discusses her upcoming HROI Summit, a 2-day workshop focused on cultivating inclusion and equity in the workplace using anti-racist concepts.
Links to resources mentioned in the episode:
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Sarah's list of resources for beginning anti-racist personal work
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Author Ijeoma Olou's website
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The BuzzARooney Community subscriber site for newsletters & exclusive content
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Episode 19 with Michael C Bush, CEO of the Great Place to Work Institute
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The HROI Summit registration website
The episode guest is Lisa Dinhofer
In this episode, we discuss the following:
- Why COVID-19 is just as traumatic if not more than a workplace shooting or terrorist attack
- Why the murder of George Floyd has triggered such a visceral response for white people that we haven’t seen before surrounding #BlackLivesMatter
- What organizations can do to support the emotional & mental wellness and the psychological safety of employees beyond referring them to the EAP
Lisa Dinhofer, MA, CT, known as “The Crisis Tamer’, works with subject matter and circumstances most people turn away from. She mentors companies past traumatic and destabilizing events, workplace abuse and crisis communications to regain stability, establish a new normal and build resilience. Lisa was an employee at the World Trade Center during the 1993 bombing and was still working in NYC during 9/11. She draws from those first hand experiences of workplace trauma and lessons learned from other workplace tragedies.
Lisa is a certified Thanatologist with a sub-specialty in trauma, trained counselor, trained mediator, and a crisis communication specialist with 18+ years of professional experience training, consulting, coaching, debriefing and public speaking. Lisa works with a diverse client base within both for-profit and non-profit organizations.
She currently serves as a designated coach for an on-line community based in the UK for people struggling with addiction and is a credentialed provider with an EAP.
Lisa's areas of expertise include: unexpected/traumatic disruption | active shooter and employee violence | COVID-19 issues | addiction issues | workplace grief from death and non-death losses | trust building, Target and 'Upstander' training following bullying and sexual harassment | burnout and resilience building | mergers & RIF aftermath issues | scandal | employee termination and other difficult conversations.
She served as an Adjunct Instructor in the Graduate Thanatology program at Hood College, Frederick Maryland and is President of Koden Consulting Services and founder of The Crisis Tamer Club https://crisistamerclub.com/
Connect with Lisa on her website and on LinkedIn at “Lisa Dinhofer, MA CT”
Join the BuzzARooney Community for the #ReOpeningAfterRona freebies and bonus content!
In this solo episode, host Sarah Morgan discusses the steps you need to take to invite an employee to return to work and how to re-orient them to the workplace after being gone for almost 3 months.
Sarah also discusses the handling on annual reviews, compensation re-adjustments, and pay equity auditing.
Sarah also reflects on the impact of George Floyd during this pandemic and the shift it is causing to the landscape of work.
Links mentioned in this episode:
- The Buzz on HR article on Workplace MicroAggressions
- Episode 26 of Leading in Color with Charlie Pleasant, LCSW
- BuzzARooney LLC to signup for Sarah's newsletter and get your FREE #ReOpeningAfterRona downloads
- The Buzz on HR article on Creating Pay Equity
The episode guest is Charnessa Pleasant
In this episode, we discuss the following:
- The important distinction between self-care and self-maintenance
- The self-care behaviors for leaders to model in the workplace
- The importance of self-care for workplaces navigating COVID-19
Charnessa “Charlie” Pleasant a Licensed Clinical Social Worker (held in both Virginia and North Carolina) and is the founder and executive clinician of The Healing Collaborative, PLLC; a local private practice in Richmond, Virginia. She has been a practicing clinician for 7 years.
She is an EMDR trained therapist focusing on the mental and emotional wellness of women who are ready to experience a richer quality of life. Charlie works with clients to address underlying issues causing depression, anxiety, and emotional distress. Charlie is also a NASW certified clinical supervisor for new MSW graduates and works with other practicing clinicians as they offer their gifts of healing.
Charlie graduated from Virginia Commonwealth University in 2001 with a Bachelor of Arts in Political Science and holds two Masters from Eastern Michigan University in Social Work and Women and Gender Studies. Prior to transitioning into her career in mental health and wellness, she enjoyed a fulfilling career in Higher Education for more than 15 years; serving in roles such as the Assistant Director of Education and Training with the Sexual Assault Prevention and Awareness Center at The University of Michigan-Ann Arbor; Program Coordinator for the Center for Multicultural Affairs and Adjunct Professor with the Department of Women & Gender Studies at Eastern Michigan University. It was while serving in these capacities that Charlie developed her passion for supporting women with regards to their emotional health and wellness.
When not working, Charlie enjoys traveling, discovering local breweries with her husband Jerry, perusing local bookstores, napping and adding new healing crystals to her collection (Smokey Quartz is her favorite).
Connect with Charlie on Twitter @charliepleasant and on LinkedIn at “Charlie Pleasant LCSW”
In Part 3 of the #ReOpeningAfterRona series, Sarah is discussing the impact of COVID-19 on compliance and company culture. This episode gives guidance on the FFCRA, FMLA, and ADA as well as advice on re-opening phases, re-orientation policies, and reacclimating employees to working outside the home.
Part 1 of the series is about preparing the physical office space for reopening. Listen to it HERE.
Part 2 of the series is about dealing with microaggressions in remote work. Read it HERE.
If you need more guidance on the FFCRA, visit this website.
If you need more guidance on the FMLA, visit this website. Or signup for Sarah's HR Summer School session HERE.
If you need more guidance on the ADA, visit this website.
Don't forget Sarah is providing exclusive content to her BuzzARooney subscribers as part of the #ReOpeningAfterRona series. To join the BuzzARooney community, visit Sarah's website at www.BuzzARooneyLLC.com and signup! You will receive your free downloads within 24 hours after joining The Hive.
Sarah Morgan kicks off the #ReOpeningAfterRona series with this episode focused on all the questions you need to ask your employees and all the steps you need to take to prepare your office to reopen after the COVID19 pandemic.
This episode is Part 1 of this 7-part series that will crossover between Leading in Color and Sarah's blog, The Buzz on HR.
Sarah is also providing exclusive content to her BuzzARooney subscribers as part of this series. Signup HERE to subscribe and get her exclusive content.
With this episode, subscribers receive 2 free downloads:
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Employee Needs Survey - This list of survey questions will help you find out the concerns and needs of your employees about re-entering the traditional workplace as restrictions lessen and businesses reopen
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Office Reopening Readiness Questionnaire - This list of questions to consider will help you think through all the contingencies for your employees and your office before reopening and inviting employees to re-enter the workplace.
To join the BuzzARooney community, visit Sarah's website at www.BuzzARooneyLLC.com and signup! You will receive your free downloads within 24 hours after signing up.
Host Sarah Morgan kicks off Season 2 discussing what she's been up to during this two month break and how she's personally been coping with the global pandemic, COVID-19.
In this episode, Sarah also gives practical advice on:
- managing your home office space and staying organized & focused while working remotely
- leading and supporting your team with the transition to virtual work
- navigating mental health challenges during this pandemic
- conducting layoffs, furloughs and other workforce reductions with dignity
If you want to know more about Sarah's work with #BlackBlogsMatter as mentioned in the episode, check out Sarah's blog and this Instagram page.
If you want to learn more about Chris Fields of The Resume Crusade and support his legacy, check out these Tweets and this information about his Memorial Scholarship
Be sure to join our email list to get the latest on Leading in Color and everything under the BuzzARooney brand umbrella.
The Season 1 Finale show is a solo episode featuring Audience Questions submitted via social media and email being answered by host, Sarah Morgan.
Listen to Sarah’s answers to these questions and more!
Connect with Sarah on her website: www.BuzzARooneyLLC.com
Follow the show pages on Facebook and Instagram at “Leading in Color Podcast” and Twitter at “Leading in Color” -- and you can email the show at leadingincolorpodcast@gmail.com
This is a solo episode featuring Audience Questions submitted via social media and email being answered by host, Sarah Morgan.
Among the questions answered in the episode are:
- How do you balance working full time and building a brand as well as being a mom and wife?
- What are your thoughts on a former employee returning to work for an environment that was toxic for them?
- How long does one or should one, who works in HR, stick around with a company that externally touts Diversity & Inclusion but internally do not create the vehicles to improve the D&I?
- How do you keep leadership from shutting down on issues that make them uncomfortable while keeping employees motivated?
- How do we go about launching and growing employee resource groups? Should they form organically or does HR create them? How do you get employees excited about them so they will engage?
- How should men flirt or express interest in a woman at work in light of #MeToo?
- Being bi-racial, do you ever feel uncomfortable or unqualified talking about issues of race so aggressively? How do your White relatives react? What advice do you have for other bi-racial people who want to gain more confidence at this?
Listed to Sarah’s answers to these questions and more!
Follow the show pages on Facebook and Instagram at “Leading in Color Podcast” and Twitter at “Leading in Color” -- and you can email the show at leadingincolorpodcast@gmail.com
The episode guest is Michael C Bush
Conscious capitalism warrior, Michael Bush is the CEO of Great Place to Work®, Inc., the agency that compiles Fortune’s “100 Best Companies to Work For” list. Bush leads 58 global offices responsible for gathering data from 10 million employees as part of the company’s mission to build a better society by improving work conditions for all.
An innovation heavyweight with 30 years of executive experience, Mr. Bush has an impressive track record of strengthening efficiency and growing organizations. As CEO of Tetra Tech Communications, he grew the company’s revenue from 40 million to 300 million. During the financial uncertainty of 2008, he secured financing for the young company Clark Sustainable Resource Developments which was later successfully acquired by Triton Logging of Canada.
Bush is the founder and current president of 8 Factors, an online learning platform focused on business management and hosted in partnership with Udemy. Additionally, Bush is the founder and president of the Mattmar Group, which has been providing turnaround leadership to companies that need to get back on a sustainable path since 2002.
Bush served as a member of President Obama’s White House Business Council. He is a founding member of the private equity fund, Fund Good Jobs and teaches entrepreneurship classes at Stanford University and Mills College.
Under Bush’s leadership and tapping insights from their data, Great Place to Work has built a new approach for their assessments, including a new leadership framework and retooling of its technology, surveys and company rankings to better evaluate and rank companies as a way to inspire and equip them towards being better – better for business, better for people and better for the world. Companies that are Certified with GPTW and go on to achieve the sought after rankings on their lists have up to 65% turnover lower than rivals and stock returns of three times the market average. This has resulted in many companies seeking Bush’s advice on how to get these kinds of results within their organization. Today’s business climate is defined by speed, social technologies and people expecting “values” besides value. As a result, Bush helps leaders create an outstanding culture for everyone, no matter who they are or what they do for the organization. They must build a Great Place to Work For All. This is not just for social justice reasons, but for defining business success. Michael Bush and his team from GPTW (who are also committed to creating their own FOR ALL workplace reflective of its teachings!), published a new book with Berrett-Koehler Publishers: A Great Place to Work for All
Thank you for listening to Episode 1 9of the Leading in Color podcast. I hope you will connect with Michael Bush on Twitter @MBushGPTW and on LinkedIn at “Michael C Bush"
Check out Michael's TED Talk.
Register for the Great Place To Work 2020 Summit.
I also hope you will connect with Leading in Color at @leadingincolorpodcast on FB and Instagram and @leadingincolor on Twitter. I’d love your feedback and questions at my email leadingincolorpodcast@gmail.com -- and of course I want you to subscribe, rate and review the podcast on Apple Podcasts, Google Podcasts, Spotify and now iHeart Radio and Stitcher!
The episode guest is Mary-Frances Winters.
Mary-Frances Winters is the founder and CEO of The Winters Group, Inc., a 35-year-old global diversity and inclusion consulting firm. For the past three decades she has impacted over hundreds of organizations and thousands of individuals with her thought-provoking message, and her approach to diversity and inclusion.
Ms. Winters is a master strategist with experience in strategic planning, change management, diversity, organization development, training and facilitation, systems thinking and qualitative and quantitative research methods. She has extensive experience in working with senior leadership teams to drive organizational change.
Among her many awards and distinctions, Ms. Winters received the Winds of Change award from the Forum on Workplace Inclusion in 2016. She was also featured in Forbes’ June 2016 publication, which honored some of the DC Metro area’s most powerful women.
Ms. Winters is the author of four books with her most recent being, We Can’t Talk about That at Work!: How to Talk about Race, Religion, Politics, and Other Polarizing Topics.
Ms. Winters Lives Inclusively® by building relationships across difference— thinking about what she says, does and thinks and questioning whether it fosters inclusion. She says hello to strangers, assumes positive intent and believes her purpose on earth is to break down barriers and build bridges across difference.
Here are the takeaways from this interview with Mary-Frances Winters:
- Self-awareness is crucial. We all have a cultural frame that shapes our views. We need to understand this, reflect on it, and be willing to learn about others.
- Dialogue over debate. Instead of fighting to be right and engaging in cancel culture, listen for understanding and to find shared meaning and common ground.
- You can’t make people do this work. Creating learning experiences and safe spaces for conversation area great, especially in our workplaces. However, you cannot make people do this work and improve their cultural competence. Be willing to step back or walk away.
Thank you for listening to Episode 18 of the Leading in Color podcast. I hope you will connect with Mary-Frances on Twitter @maryfwinters and on LinkedIn at “MaryFWinters” and on Instagram at “Mary Frances Winters” … and you can follow The Winters Group at https://www.wintersgroup.com and connect with them on Twitter, LinkedIn, Instagram and Facebook at The Winters Group.
I also hope you will connect with Leading in Color at @leadingincolorpodcast on FB and Instagram and @leadingincolor on Twitter. I’d love your feedback and questions at my email leadingincolorpodcast@gmail.com -- and of course I want you to subscribe, rate and review the podcast on Apple Podcasts, Google Podcasts, Spotify and now iHeart Radio and Stitcher!
This is a solo episode featuring host, Sarah Morgan, discussing the importance of defining microaggression and including policy and conduct standards forbidding it in your workplace.
MicroAggressions are the often foundation where discrimination, harassment and bullying are built. Having a policy to address occurrences is the best way to get started eradicating bias and increasing inclusion in your workplace.
Sarah also discusses Mizzou's failed diversity campaign and how the Always and McDonald's brands have shown progressive, inclusive and ethical leadership during Hot Topics.
Follow the show pages on Facebook and Instagram at “Leading in Color Podcast” and Twitter at “Leading in Color” -- and you can email the show at leadingincolorpodcast@gmail.com
The episode guest is Anne Tomkinson.
Anne Tomkinson, SHRM-SCP, is an HR practitioner in Washington, DC. With over fifteen years in the field, Anne has experience overseeing all aspects of employment relations and employment law as well as strategic planning, policy development, program/project management, budgeting and contract negotiations.
She has provided human resources and operational consultation to a variety of DC area non-profit organizations and has served as a board member of Little Lights Urban Ministries, a non-profit providing resources for underserved students and families in DC. Anne holds a Bachelor of Arts and Master of Science in Management from The Catholic University of America.
Anne is a successful coach, trainer, mentor and public speaker, and thrives on creating positive teamwork and fostering a culture of engagement. Anne is passionate about equity and justice, and works to create spaces where everyone can bring their authentic selves to work.
Here are the takeaways from this interview with Anne:
- We are all racist … Because our society is built on supremacy, all of us are racist. We must accept this and actively work to be anti-racist.
- We must listen to the voices in the margins … Our society centers and normalizes Whiteness. We must actively seek marginalized voices to listen to and learn from.
- Anti-racism work is ongoing and never ending … You cannot attend one workshop or read one book and declare your anti-racism work complete. It takes ongoing, regular effort. Anne cited Layla Saad’s Me & White Supremacy book as a great resource for this. You can pre-order the book here.
Thank you for listening to Episode 16 of the Leading in Color podcast. I hope you will connect with Anne on Twitter @annetomk and on LinkedIn at “Anne-Tomkinson”
I also hope you will connect with Leading in Color at @leadingincolorpodcast on FB and Instagram and @leadingincolor on Twitter. I’d love your feedback and questions at my email leadingincolorpodcast@gmail.com -- and of course I want you to subscribe, rate and review the podcast on Apple Podcasts, Google Podcasts, Spotify and now iHeart Radio and Stitcher!
This is a solo episode featuring updates on the EEO1 Component 2, the repeal of the ACA Cadillac Tax and potential payroll issues caused by Leap Day in 2020.
Here’s the link to the viral incident at NC State University discussed in the episode: https://abc11.com/5585611
Here’s the link to my new website where you can connect with me for consulting and speaking opportunities: https://buzzarooneyllc.com
Follow the show pages on Facebook and Instagram at “Leading in Color Podcast” and Twitter at “Leading in Color” -- and you can email the show at leadingincolorpodcast@gmail.com
In this episode, Sarah shares the story of a profiling incident with her children during the summer. She ties this to hot topic stories about body policing, body shaming and dress code.
Here are the stories referred to in the episode:
https://cbsaustin.com/news/local/east-texas-school-district-tells-boy-to-cut-hair-or-wear-a-dress
https://www.washingtonpost.com/sports/2019/09/11/victory-by-swimmer-disqualified-wedgie-is-reinstated-by-alaska-officials/
Also, here are the links to Sarah's guest appearances on other podcast shows:
Cavness HR show - Change Management
#SecureTheSeat with Minda Harts - The Warning Signs of Toxic Environments
#NoEgo with Cy Wakeman - Intersectional Allyship in Leadership
Today's Leading In Color episode guest is Katrina Jones.
Katrina Jones is the head of diversity and inclusion for a major tech company headquartered in the San Francisco Bay Area. Her area of expertise and passion is in developing workplace solutions that increase organizational effectiveness, boost employee engagement, and contribute to a more equitable and inclusive work environment.
Katrina previously served as the HR and diversity lead at Vimeo, creating the company’s first-ever diversity strategy and plan to disrupt bias. She has also worked in a number of inclusion and diversity, and HR roles, with multinational companies, across industries.
Katrina holds an MA in Human Resource Management from The Catholic University of America.
Here are the takeaways from this interview with Katrina:
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HR vs DE&I … Organizations have to determine where diversity, equity and inclusion are best advocated for. Sometimes HR cannot be that place either because we’re too transactional or because we are too rigid and risk averse to be the disruptors needed to make the shift. Ultimately, HR needs to see DE&I as a complementary area of our overall work and focus on ways to collaborate until we call all live under the same umbrella.
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DE&I-Q and EQ … Similar to what Dr Conrad said in Episode 11, Katrina talks about that need to increase your DE&I-Q and your EQ at the same time. She highlights the importance of recognizing this is something that is going to take a good amount of time and effort. Confronting and unlearning our bias is not an overnight process. We cannot expect views that we’ve developed over a lifetime to disappear after one seminar. Katrina highlighted the work of White Men as Full Diversity Partners as a worthwhile resource.
Please connect with Katrina on Twitter @Katrina_HRM and on LinkedIn at “Katrina Jones"
I also hope you will connect with Leading in Color at @leadingincolorpodcast on FB and Instagram and @leadingincolor on Twitter. I’d love your feedback and questions at my email leadingincolorpodcast@gmail.com -- and of course I want you to subscribe, rate and review the podcast on Apple Podcasts, Google Podcasts and Spotify.
This is a solo episode featuring updates on the EEO1 Component 2, ordinances for changes to gender neutral language in Berkeley, CA and lessons from a viral racist attack in Raleigh, NC.
Here’s the link to the CNN article discussed in the episode: https://www.cnn.com/2019/07/18/us/berkeley-gendered-language-ban-trnd/index.html
Here’s the link to the viral racist incident in Raleigh discussed in the episode: https://www.wral.com/i-would-say-it-again-says-woman-who-used-racial-slur-in-north-hills-restaurant-confrontation/18530118/
Here’s the link to my new website where you can signup for my newsletter: https://buzzarooneyllc.com/
The lessons from this episode is about infusing your company values into your workforce. Sarah outlines 5 events and 4 spaces to consider in this.
The 5 events are onboarding, orientation, promotion/transfer, anniversary and exit.
The 4 spaces are workspaces, breakspaces, restrooms and bulletin boards.
Additionally, Sarah provided questions to consider when cultivating these events and spaces.
Questions for events are:
- What is important for the person to know about in this moment?
- What is important for the person to do?
- What is important for them to understand or for you to assess?
- What is important for the person to feel?
Questions for spaces are:
- What physical workspace does this person need?
- What equipment does this person need?
- What do we want people to feel in these spaces?
- What does the space need to look like? This ties to the last question.
- How often will we update our spaces?
Follow the show pages on Facebook and Instagram at “Leading in Color Podcast” and Twitter at “Leading in Color” -- and you can email the show at leadingincolorpodcast@gmail.com
This is a solo episode featuring personal updates as well as legal updates on the EEO1 Component 2, the CROWN Act recently passed in California, and the new requirements for job postings in Washington state.
Here’s the link to the Cary Magazine article discussed in the episode: https://www.carymagazine.com/features/meet-the-2019-movers-shakers/
Here’s the link to the Buzz on HR post referenced in the episode: https://thebuzzonhr.com/2011/06/19/four-letter-hr-wisdom-from-my-dad/
Here are the links to the websites and books discussed in the episode:
- https://www.wintersgroup.com/
- https://www.blackspeakersnetwork.com/
- https://treneesmith.com/
Here’s the link to my new website where you can signup for my newsletter: https://buzzarooneyllc.com/
This episode’s interview is with Dr. Jarik Conrad.
Jarik Conrad, EdD, SPHR, SHRM-SCP, is a best-selling author and sought after keynote speaker. He has been recognized as a thought-leader in the areas of emotional intelligence, diversity and inclusion, and leadership.
Dr. Conrad is the Sr. Director of Human Capital Management (HCM) Innovation for Ultimate Software. Jarik has held significant human resources roles at Fortune 500 companies, including McDonnell Douglas (Boeing), Pillsbury (General Mills), Union Carbide (Dow), Citigroup, and CSX Technology. In addition, he directed the human resources department for the City of Jacksonville, Florida.
Dr. Conrad earned a bachelor’s degree from the University of Illinois, two master’s degrees from Cornell University, and a doctor of education degree from the University of North Florida. He is also a certified Senior Professional in Human Resources (SPHR), a SHRM Senior Certified Professional (SHRM-SCP), a certified intercultural sensitivity expert, and a certified emotional intelligence expert. He also holds a certification in Plant-Based Nutrition and is a certified personal trainer (CPT).
The primary takeaways from this interview are:
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Understand the science of your brain. This is crucial to working to combat and overcome bias. Our mirror neuron system is the part of our brain that makes us naturally want to connect with people -- first thru shared appearance then thru shared experience. The only way to move beyond it is to understand it and actively work at being more mindful of how it creeps in so we can make fully aware choices.
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EQ is the future of work. As leaders, what we have to work on is our ability to manage stress, to remain optimistic and keep our esteem high in the face of adversity, to control our impulses, to leverage our intellect in how we influence. That takes more EQ than IQ. If you want to lead in color, you have to actively work on your EQ -- both in terms of your own self awareness and self management as well as your awareness of others and how you manage relationships.
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Total Wellness. Our health is interconnected. Stress from home and work, racial stress, financial stress, etc. all have an impact on our physical and mental health. This impacts our workplace from both a productivity and medical trend experience standpoint -- and from an innovation standpoint.
Dr. Conrad mentions these bodies of work during the interview which you may want to read more about:
- Daniel Goleman’s work on Emotional Intelligence
- Dr. Conrad’s book “The Fragile Mind”
- The Ultimate Software blog
- The Ultimate Software webinar on Mental Health in the workplace
Connect with Dr. Conrad on LinkedIn at @cornellians and on Twitter @DrJarikConrad.
Today's episode guest is Stephanie Ghoston-Paul.
Stephanie Ghoston-Paul is a recovering lawyer and an internationally recognized speaker, facilitator, and organizational development consultant. She brings over 15 years of experience in advancing equity, fostering inclusive leadership and sparking systems transformation using racial justice and healing frameworks.
Stephanie's unique approach skillfully and wholeheartedly combines her sharp legal mind, problem solving skills, and love of people to powerfully serve clients and challenge existing systems. She has worked with leaders and staff in the nonprofit, for-profit, education, foundation and public sectors to integrate equity and inclusion into the core identities of those organizations. She's well versed in assessing organizational culture, tool building, and strategic coaching for equity. Stephanie is also on the board for the Global Youth Leadership Institute, a program she completed in high school as a member of its founding cohort.
Stephanie mentions the following resources during the episode for you to check out in doing your own education surrounding equity and inclusion:
- “Emergent Strategy” book by Adrienne Maree Brown
- “Unapologetic: A Black, Queer, and Feminist Mandate for Radical Movements” book by Charlene Carruthers
- “How We Fight White Supremacy: A Field Guide to Black Resistance” book by Akiba Solomon
- “Antifragile: Things That Gain from Disorder” book by Nasim Nicholas Taleb
- “The Characteristics of White Supremacy Culture” article by Tema Okun
Stephanie also discusses some shifts organizations must make to “prime:” their workplace for inclusion and equity prior to hiring marginalized candidates to reduce the likelihood for harm and increase retention:
- Mindset shift. This requires the organization to become open and aware of ways supremacist and patriarchal ideologies exist in the world and in the workplace. The organization must commit to dismantling the systems and addressing non-commitment by any and all individuals.
- Cultural shift. This requires the organization to examine its cultural norms, affinity groups and existing diversity. The organization must examine its norms for communication, engagement and addressing differences and conflict in its current population to make sure it is healthy before adding additional diversity to the mix.
- Policy shift. This requires the organization to look at its compensation, time off, leave and other employee-centered policies to ensure they are inclusive and minimize disparate impact. If the enforcement of these policies currently have disparate impact, the organization needs to address and resolve these issues before adding additional diversity to the mix.
Stephanie strongly believes that individuals, communities and organizations must be primed for a foundational identity shift in order for any anti-bias, inclusion and equity efforts to be long-lasting and sustainable. There also needs to be a clear understanding of the appropriate workplace relationship between interpersonal relationships and accountability for the heart, mind, belief and behavior which causes inclusion challenges to be overcome. Achieving this requires commitment to anti-fragility and consequences for those who fail to fully, sincerely commit.
Connect with Stephanie on Twitter, Facebook and Instagram @cultivatedsense and on LinkedIn at “Stephanie Ghoston Paul”. Also be sure to go to her website stephanieghoston.com to sign up for her newsletter and stay up to date on both the live and web events she’s involved in.
Click HEREto register for Stephanie’s June 18, 2019 webinar, “Leading & Coaching for Equity.”
I also hope you will connect with Leading in Color at @leadingincolorpodcast on FB and Instagram and @leadingincolor on Twitter. I’d love your feedback and questions at my email leadingincolorpodcast@gmail.com -- and of course I want you to subscribe, rate and review the podcast on Apple Podcasts, Google Podcasts and Spotify.
In this episode, host Sarah Morgan talks about company values -- how to determine and define them, how to infuse them into your culture, AND how to make sure they are inclusive.
Back in Episode 3 when Sarah did a breakdown about what cultivating positive workplace experiences and environments with a focus on diversity, inclusion and social-consciousness truly means, as an action step, she talked about asking yourself what your organizational values are and what they look like in action. She dives deeper on the subject in this episode.
This process starts by identifying the difference between Mission, Vision and Values. Your mission is “why”, your vision is “what” and your values are “how”.
There are 2 recommended exercises to determine and define your company values:
- Brainstorm/Brain-dump of words which embody what the company is most proud of and how it wants to operate
- Role Modeling by examining the traits and behaviors of top performing and respected employees.
Once a list is made, group similar words together and refine the list until 3-7 words are selected. Continue the conversation about the behaviors of someone acting out and embodying these values as a guide for creating policies and procedures which infuse and embed your values across the organization.
Connect with the Leading in Color podcast:
- Instagram: @leadingincolorpodcast
- Twitter: @leadingincolor
- Email: leadingincolorpodcast@gmail.com
Connect with our host, Sarah Morgan
- Instagram and Twitter: @thebuzzonhr
- Email: buzzarooney@gmail.com
Dr. Kimya N. Dennis is the guest for this Leading in Color episode.
Dr. Dennis is an educator, researcher, consultant, and community advocate specializing in mental health, suicide and suicidal self-harm, law enforcement, criminal justice system, sexual health and freedom, and reproductive health and freedom. This captures contributing demographic and cultural factors, demographic and cultural identities, and legality and illegality. The general population is reached with emphasis on underserved and underrepresented individuals, communities, and cultures.
This is Part 2 of 2 featuring the conclusion of the episode Dr. Dennis. Be sure to listen to both parts to gain full insight into her advice and perspectives.
Dr. Dennis advocates for “Diversity 365,” which means looking at diversity from every angle, every day -- not just when negative issues arise or during required annual trainings.
Here are the takeaways from Dr. Dennis in Episode 7:
- Focus on consciousness and cultural awareness over correctness. This means errors will be made in what we say and do -- but a sincere apology will be given and we will move forward. Sometimes, apologies will not lead to forgiveness or reconciliation right away or ever. This is OK.
- Look at your organization's policies and procedures to determine if they are causing harm and negative impact on marginalized groups. For example, family leave needs to expand to include modern definitions and structures. Survey your employees to determine their true needs and structure programming around this. Assess annually for progress.
- Ignore ignorance but address harm. Instead of labeling people and their opinions as racist. Focus on their actions and the impact it has on others.
During the show, we discussed "infantilization of work". This article was from the Ravishly blog and here is the LINK.
Also, Dr. Dennis's event about Colorism is coming up in June. Here is the LINK to register
Learn more about Dr. Dennis on her website, www.kimyandennis.com. Connect with her on Facebook and LinkedIn at @kimyandennis and on Twitter @KimyaNDennisPhD.
Dr. Kimya N. Dennis is the guest for this Leading in Color episode.
Dr. Dennis is an educator, researcher, consultant, and community advocate specializing in mental health, suicide and suicidal self-harm, law enforcement, criminal justice system, sexual health and freedom, and reproductive health and freedom. This captures contributing demographic and cultural factors, demographic and cultural identities, and legality and illegality. The general population is reached with emphasis on underserved and underrepresented individuals, communities, and cultures.
This is Part 1 of 2 featuring Dr. Dennis. Episode 7 will feature the conclusion of the interview. Be sure to listen to both parts to gain full insight into her advice and perspectives.
Dr. Dennis advocates for “Diversity 365,” which means looking at diversity from every angle, every day -- not just when negative issues arise or during required annual trainings. The primary takeaways from Part 1 are:
- Change begins within. Before you begin working with others, start by working with yourself. Understand your own biases and privileges, and challenge yourself to overcome them and use your power to help others without expectation of reward or accolades. Be both knowledgeable and teachable.
- Know when to speak and when to be quiet. Many people only want to talk about diversity in a philosophical or theoretical way. This cannot lead to lasting change or inclusion. Do not waste too much time or effort working with these individuals to change their minds. Instead, focus your work with those who are willing to engage in productive, dynamic dialogue and work on policy change.
- Challenge falsehoods. Do not allow tokenism, false color-blindness, or assumptions about inclusion to persist in spaces you occupy. Speak up with confidence and authority against works which do not solve real problems or spread untrue information.
Dr. Dennis mentions 3 bodies of work during the interview which you may want to read more about:
- WEB DuBois’s “Double Consciousness”
- Mark Granovetter’s “The Strength of Weak Ties Theory”
- Robert Merton’s “Typology of Prejudice & Discrimination”
Learn more about Dr. Dennis on her website, www.kimyandennis.com. Connect with her on Facebook and LinkedIn at @kimyandennis and on Twitter @KimyaNDennisPhD.
In this episode, host Sarah Morgan talks hot topics!
She covers legal updates about the Annual EEO-1 Report, the new Sick Leave Law in Michigan, and the new anti-discrimination law in NYC.
She also discusses this recent article from NPR about the risks to health from High Deductible Health Plans -- and provides tips to protect your organization and employees.
Finally, Sarah talks HR technology, her recent travels to the Ultimate Software Connections conference, the Workhuman conference, and the honor of being named one of the Top 100 Influencers in HR Tech.
Connect with the Leading in Color podcast:
- Instagram: @leadingincolorpodcast
- Twitter: @leadingincolor
- Email: leadingincolorpodcast@gmail.com
Connect with our host, Sarah Morgan
- Instagram and Twitter: @thebuzzonhr
- Email: buzzarooney@gmail.com
Kandia Johnson is the guest for this Leading in Color episode.
Kandia Johnson transformed her life from working as a corporate communications and learning consultant for a Fortune 500 company to founder of Kandid Conversations LLC, a communications consulting and training company.
Leveraging her 15 years of experience working with senior leaders and employees from companies such as Deloitte Consulting, Johnson & Johnson, and The U.S. Navy, Kandia started her own company to teach executives and entrepreneurs how to stand out, get noticed and become influential leaders in their fields. Through a series of leadership development workshops and one-to-one coaching, she’s helped her clients land executive positions, launch global awareness campaigns, land TV segments, and speaking engagements.
Beyond being featured in Forbes, Business Insider, Black Enterprise, and more, Kandia has delivered presentations on stages throughout the United States and Africa. To date, she’s been invited to speak at conferences and events for influential brands such as The South by Southwest (SXSW) Conference, Harvard University Business School, Williams Sonoma, The James Beard Foundation, The WIE Symposium and African Women in Technology.
Tapping into her sweet spot for amplifying the voices of female hidden figures—women who are under-served, underestimated and underrepresented, Kandia launched 'The She Deserves More Project', a mentorship program to help women gain confidence, make connections and break barriers in life and business.
The 3 take-aways from this episode are:
- We hold ourselves back when we don’t know how to tell our career story. We fail to personalize our successes, we fail to use words that convey action, and we fail to quantify our impact. This matters when you’re leading in color because you cannot get approval for programming without being able to make the business case and convey you are the best person to lead the efforts.
- We have to get clear on what management defines as success. If our managers don’t set expectations with us, we have to ask. This matters when you’re leading in colors because not every environment is going to be ready or willing to cultivate positive experiences using diversity, inclusion and social consciousness as the lens. If this is important to you, you cannot stay in an environment who will not commit to it and who will not support your growth.
- We have practice and prepare. At every stage of our career and for every moment we need to show up and be fully present for, we have practice and prepare. Kandia suggests writing things out then editing yourself to make sure your message if confident and clear. This matters when you’re leading in color because cultivating positive workplaces is an intentional activity. And anything successful we do with intention has to be something we practice and prepare for.
Kandia is offering her Confidence Guide FREE to the Leading In Color podcast listeners. Go to Apple Podcasts, Spotify or Google Podcasts, subscribe to Leading In Color then take a screenshot of your subscribed status and email it to leadingincolorpodcast@gmail.com and I will send you the link to download the Confidence Guide.
Also, here's LINK to the Level Up Your Career webinar that Kandia and I did with The Memo:
Thank you for listening to Episode 4 of the Leading in Color podcast. Be sure to take advantage of this freebie AND connect with Kandia on Twitter, Facebook and LinkedIn at @kandiajohnson and on Instagram @kandij
Connect with Leading in Color at @leadingincolorpodcast on FB and Instagram and @leadingincolor on Twitter. I’d love your feedback and questions at my email leadingincolorpodcast@gmail.com and of course I want you to subscribe, rate and review the podcast on Apple Podcasts, Google Podcasts and Spotify.
This episode features an interview with Amanda Andere, the Chief Executive Officer of Funders Together to End Homelessness.
Amanda has spent over fifteen years working in the nonprofit and public sector as a leader committed to addressing racial equity, social justice, and economic opportunity through advocacy for systemic change.
Prior to joining Funders Together to End Homelessness as CEO, she served as the CEO of Wider Opportunities for Women, a national advocacy organization. Previously she served as an adjunct professor at George Mason University teaching Nonprofit Management, Executive Director of FACETS, and Vice President of Cornerstones; who have similar missions of preventing and ending homelessness and breaking the cycle of poverty.
In addition to her work as CEO at Funders Together to End Homelessness, she serves as a board member of the United Philanthropy Forum, the James Madison Political Science Alumni, and co-chair of A Way Home America, a national movement to end youth homelessness. She is also a member of the steering committee for The Campaign for Housing and Community Development Funding.
Amanda shares great wisdom nuggets on how we all can be better at Leading In Color:
- The persistent power of data. Pay attention to what it is saying and take action based on the information if you’re serious about leading with intentional intersectionality and inclusion
- Corporate advocacy. If you are wanting to build an advocacy program in your organization, it has to be about more than just charitable giving. Look at your organization, why it exists and who it serves. Then build programming to try to address that AND invest in creating pathways to eradicate the problem in the future. Also do not forget about your local community and be involved in advocating for the places where your employees live to make sure they have affordable housing, transportation and education.
- Build diverse teams. Be intentional and take your time. Think about the culture you have vs the one you’re trying to build. Set that vision with your current team AND be honest with your candidates about where you have it together and where you’re have growth opportunity.
- Be a compassionate hard-ass. Set high expectations -- but give grace to make mistakes and perform at less than 100% when life happens.
Connect with Amanda Andere:
- Website: www.funderstogether.org
- Instagram: @AmandaMisiko
- Twitter: @AmandaAndere
- LinkedIn: https://www.linkedin.com/in/amanda-andere-68761b2
Subscribe to the Leading In Color podcast on iTunes, Spotify, Google Podcasts and Soundcloud!
Follow the Leading In Color podcast:
- Instagram: @leadingincolorpodcast
- Twitter: @leadingincolor
- Email: leadingincolorpodcast@gmail.com
Follow our host, Sarah Morgan:
- Instagram and Twitter: @thebuzzonhr
- Email: buzzarooney@gmail.com
In this episode, host Sarah Morgan defines what it means to “cultivate positive workplace experiences thru diversity & inclusion w/social consciousness” by breaking down each individual word to compile a full definition. Leading in Color is *intentionally creating the ideal environment for the growth and development of the presence and possession of features and qualities that demonstrate confidence, certainty, pragmatism, optimism, productivity rather than their absence everywhere and anywhere work is done thru having a variety of people from different races and cultures who are empowered, involved and feel as sense of belonging and respect with awareness and concern for improving the defects of how the society where the organization exists is organized and operations to overcome the defects in how people relate to each other* ... BOOM!
To evaluate your company to evaluate the work environment you are cultivating, start with these questions:
- What do your values look like in action? This assumes you have values. If you don’t, start with identifying those.Your values should be words or phrases that express what is fundamentally important and essential to you.
- What are the common experiences and environments in our organization? How do they align with the values we’ve defined?
- What are the key policies and programs in our organization? How do they align with the values we’ve defined?
Connect with the Leading in Color podcast:
- Instagram: @leadingincolorpodcast
- Twitter: @leadingincolor
- Email: leadingincolorpodcast@gmail.com
Connect with our host, Sarah Morgan
- Instagram and Twitter: @thebuzzonhr
- Email: buzzarooney@gmail.com
Welcome to the Leading in Color podcast!
Listen as host, Sarah Morgan, tells the story of how and why she created this podcast. Also, learn more about Sarah as she shares her professional and personal journey from Recruiting Coordinator to HR Executive and Social Media sensation!
Also check out these resources mentioned in the episode:
- Keirsten Greggs: www.traprecruiter.com
- Performance I Create podcast: http://www.blogtalkradio.com/performanceicreate
- Nicaila Matthews of Side Hustle Pro: https://www.sidehustlepro.co/
- The Buzz on HR blog: www.thebuzzonhr.com
Follow the Leading in Color podcast online:
- Facebook: leadingincolorpodcast
- Twitter: leadingincolor
- Instagram: leadingincolorpodcast
Email the host with your feedback and questions: leadingincolorpodcast@gmail.com