DEI After 5

In this week's episode of DEI After 5, we dive deep into the transformative power of introspective work and community building with the incredible Coach Fred Foreman Sr., CEO of One Blood Movement of Unity. In our conversation, we explored several profound insights that I believe are crucial for anyone committed to fostering diversity, equity, and inclusion. Here are my top three takeaways: The Power of the Mirror: Coach Fred emphasizes the importance of self-reflection through the "mirror effect." He encourages individuals to look deeply into both their physical and metaphorical mirrors to understand who they truly are. This introspective work is essential for personal growth and for fostering genuine connections with others. As we navigate our own biases and beliefs, we can better understand and empathize with those around us. Community Over Individualism: In a world that often promotes a "me, me, me" mentality, Coach Fred reminds us of the significance of community. He highlights the need to teach teamwork and collaboration, especially to our youth. By instilling values of companionship and support, we can create a culture where everyone feels responsible for one another. This shift from individualism to community-oriented thinking is vital for eradicating the "isms" that divide us. Understanding the 'Why': One of the most powerful aspects of Coach Fred's approach is his focus on the "why" behind our actions. Whether it's making your bed or helping others, understanding the purpose behind our actions helps solidify our values and commitments. This principle not only applies to youth but to adults as well. When we grasp the significance of our contributions, we are more likely to engage meaningfully and consistently. I encourage you to listen to this enlightening episode and reflect on how you can incorporate these insights into your own life and work. Together, we can create a more inclusive and understanding world. Tune in every Tuesday at 5:15 PM Eastern on YouTube or wherever you listen to your podcasts. Don't forget to like, share, and subscribe!

This is another timely episode of DEI After 5. This week, I dive deep into the critical topic of psychological safety in the workplace with the incredible Alida Miranda-Wolff, CEO of Ethos Talent. As someone who has dedicated over a decade to diversity, equity, inclusion, and belonging (DEIB), Alida brings a wealth of knowledge and experience to the conversation. Here are three key takeaways from our enlightening discussion that I believe every leader and employee should consider: Empowerment Starts with Your Circle of Authority: Alida emphasizes the importance of starting with your immediate team when advocating for DEIB initiatives. By creating structures that amplify diverse voices—like implementing meeting agreements—you can foster an inclusive environment. This approach not only benefits underrepresented groups but also enhances the overall team culture. Remember, every new hire can be a cultural co-founder, and how you show up can significantly impact your organization. Accountability and Empathy Can Coexist: One of the most powerful insights from our conversation is that accountability does not have to come at the expense of empathy. Leaders can set high expectations while providing the necessary support for their team members to succeed. This dual approach creates a culture where employees feel valued and understood, ultimately leading to better performance and job satisfaction. As Alida puts it, it’s about holding ourselves and others accountable in a way that respects individual needs. The Importance of Community and Self-Care: In a world where the demands on our time and energy are ever-increasing, Alida reminds us of the significance of community and self-care. She encourages us to ask ourselves, "What do I need right now to love myself?" This self-inquiry is crucial for maintaining our well-being, especially in high-stress environments. By recognizing our own needs, we can better support our colleagues and foster a more compassionate workplace. I invite you to listen to this episode and reflect on how you can implement these takeaways in your work environment. Together, we can create spaces where everyone feels safe, valued, and empowered to thrive. Are you struggling in an environment that isn't psychologically safe for you? The Resilience Pathway is here to provide support. DM to learn more.

To our valued DEI After 5 community: After nearly three incredible years of insightful conversations and shared journeys, we’ve made the difficult decision to pause production of the podcast, with our last episode airing on December 31st. Thank you to each of you who has tuned in, shared your thoughts, and supported us along the way. Your engagement has been the heart of this podcast, and it’s been an honor to bring these conversations to life. This isn’t goodbye—it’s simply a pause as we explore sustainable ways to continue this work in the future. We hope the stories and discussions shared have inspired you as much as they have us. Stay connected, and please join us for these final episodes as we close out the year together. Thank you for being a part of the DEI After 5 community. ??

I’m excited to share this week's episode featuring the insightful Patrice Lumumba Jones, co-founder and chief creative officer at Enlightened Media. In this episode, we dive deep into the current landscape of diversity, equity, and inclusion (DEI) and the historical context that has shaped our present challenges. Here are three key takeaways that I believe are crucial for anyone invested in this work: Understanding the Historical Context is Essential: Patrice emphasizes that many DEI trainings begin without providing the necessary historical context. To truly understand where we are today, we must look back to pivotal moments in history, such as Bacon's Rebellion in 1676, which laid the groundwork for systemic racism. By recognizing how these historical events have shaped our current societal structures, we can better navigate the complexities of DEI work today. Racism is Systemic and Institutional: One of the most powerful points made in our conversation is that racism is not just an individual issue but a systemic one. The economic interests that have historically benefited from racial inequities continue to influence our society. As DEI practitioners, we must acknowledge that real change requires a collective effort across all institutions. It’s not enough to simply advocate for diversity; we must also address the underlying systems that perpetuate inequality. The Fight for Equity is Ongoing: As we discussed, the fight for equity is not a one-time task but an ongoing struggle. The Civil Rights Act was passed in 1965, but the timeline of systemic racism stretches back to 1619. We must remain vigilant and proactive in our efforts to maintain justice and equity. This means holding organizations accountable for their commitments and ensuring that DEI initiatives are not just performative but lead to meaningful change. I encourage you to listen to this episode and reflect on these takeaways. The work of DEI is critical, and understanding our history is the first step toward creating a more equitable future. Tune in tomorrow at 5:15p ET on YouTube or your favorite podcast platform, and let’s continue this important conversation! #DEI #Diversity #Equity #Inclusion #Podcast #SocialJustice #History #Accountability

Happy Monday all!! I’m thrilled to announce the latest episode of DEI After 5 drops TOMORROW!! This week, I had the pleasure of speaking with Kristin Bell, PRC, CDR, CDP, SPHR, co-founder and COO of ReviewTailor, about the often-overlooked aspects of performance reviews and how they can impact employees, especially those from historically excluded backgrounds. Here are three key takeaways from our enlightening conversation: The Importance of Managing Up: One of the most empowering strategies we discussed is the concept of "managing up." Employees should take the initiative to have proactive conversations with their managers about expectations and goals. Don’t wait for your manager to schedule a one-on-one; instead, take charge of your career by asking about organizational priorities and how you can align your contributions to those goals. This not only clarifies your path but also positions you as a strategic partner in your organization. Document Everything: Documentation is your best friend! Whether it’s keeping track of your accomplishments, feedback from colleagues, or even challenging interactions, having a written record can be invaluable. Kristen emphasized that this documentation serves as supporting evidence during performance reviews and can protect you in cases of retaliation or discrimination. Remember, it’s not just about the good; document the challenges too. This comprehensive narrative will empower you to advocate for yourself effectively. Understanding the Review Process: The performance review process is often fraught with biases and misunderstandings. Kristen shared insights on how performance is only a small part of the success equation. Factors like image and exposure play a significant role in how you are perceived in the workplace. It’s crucial to understand how these elements interact and to actively manage your performance narrative. By doing so, you can better navigate the complexities of workplace dynamics and ensure that your contributions are recognized. I hope you find these insights as valuable as I did! Tune in to the full episode to explore these topics further and equip yourself with the tools to advocate for your success in the workplace. As always, I encourage you to like, share, and subscribe to DEI After 5 so we can continue to spread awareness and foster inclusive environments together. Catch you in the next episode! #DEI #Diversity #Equity #Inclusion #PerformanceReviews #CareerDevelopment #Podcast #Leadership #Advocacy

?? **Embracing Diversity, Equity, and Inclusion: A Global Necessity** In today's interconnected world, your customer base is more diverse than ever. Dismissing DEI efforts is not a viable option for companies aiming to thrive. Here's why: - **Diverse Demographics:** Marketing and client services must cater to a wide array of cultures and age groups. - **Global Workforce:** Employees work across continents, requiring an understanding of cultural dynamics and communication nuances. - **Ingrained DEI Culture:** Successful organizations don't just tick boxes; they embed DEI into their daily operations, creating inclusive environments naturally. So, the question isn't about whether DEI will endure—it's already here to stay. It's about defining what DEI means to you and how it functions in your organization. How are you embedding DEI into your workplace culture? Share your experiences and thoughts in the comments! ?? #Diversity #Equity #Inclusion #GlobalBusiness #WorkplaceCulture #CustomerEngagement

I'm excited to share the latest episode of DEI After 5 goes live tomorrow!! This week, we dive deep into the evolving landscape of diversity, equity, and inclusion (DEI) with the incredible Natalie Dusey ACG, co-founder of Meet The People. In this episode, we explore how organizations can truly embrace the human element in their workforce, especially during challenging times. Here are three key takeaways that stood out to me: Inclusivity as a Foundation: Natalie emphasizes the importance of inclusivity in every aspect of an organization, starting from recruitment. When employees feel included and valued, it fosters a culture of buy-in and collaboration. This foundational element is crucial for navigating the complexities of DEI, especially as we face anti-DEI legislation and societal shifts. It's not just about checking boxes; it's about creating an environment where everyone feels they belong. Beyond Compliance: We discussed how the conversation around accommodations often gets tied to compliance, but it should extend far beyond that. It's about understanding individual needs and providing the necessary support for everyone to thrive. This requires open dialogue and a willingness to listen, ensuring that all voices are heard and valued. As Natalie pointed out, creating a space for these conversations is essential for innovation and growth. Modeling Behavior: One of the most powerful insights from our conversation was the idea of modeling the behavior we want to see in our organizations. Natalie shared how Meet the People operates with a focus on inclusivity and collaboration, which sets the tone for their clients and partners. By embodying these values, organizations can inspire others to do the same, creating a ripple effect that transforms the industry. As we continue to navigate the complexities of DEI, it's vital to remember that our efforts must be genuine and rooted in a desire to uplift and empower all individuals. I invite you to listen to this episode and reflect on how you can implement these takeaways in your own work and organization. Tune in TOMORROW at 5:15p ET to hear more about how we can all contribute to a more inclusive future!

I’m thrilled to announce the latest episode of DEI After 5 hits the airwaves TOMORROW! This week, I had the pleasure of speaking with the incredible Briaunna Embrey-Banks, CEO and founder of Owning My Blackness Consulting. Here are three key takeaways from our enlightening conversation: The Importance of Safe Spaces: Briaunna shared her journey of creating Owning My Blackness, which began as a student initiative on her campus. She emphasized how crucial it is for students, especially those from marginalized backgrounds, to have safe spaces where they can express themselves and find community. These spaces are not just about addressing DEI issues; they are vital for emotional support and empowerment. As professionals, we must advocate for and create these environments in our workplaces and communities. Listening to the Voices of the Youth: One of the most powerful points Briaunna made was the need for adults to truly listen to the stories of young people. She highlighted that every student’s experience is unique, and understanding their individual challenges is essential for providing effective support. This is a call to action for all of us—whether you’re a parent, educator, or corporate leader—to engage with the youth in our lives and adapt our approaches based on their needs and experiences. The Future of DEI Work: Briaunna discussed the current state of DEI initiatives, noting the rise and fall of interest in these programs post-George Floyd. She stressed the importance of having qualified individuals in DEI roles who can drive real change. As we look to the future, it’s imperative that we invest in training and policy changes that reinforce the importance of DEI in all sectors, especially education. This episode is a must-listen for anyone passionate about making a difference in the DEI space. Join us as we explore how we can support the next generation and ensure that diversity, equity, and inclusion are at the forefront of our efforts. Be sure to tune in tomorrow at 5:15p ET to hear more about Briaunna's inspiring journey and the impactful work she’s doing!

I'm excited to share our latest episode featuring the incredible Candace Tuck, an emotional intelligence specialist and "spirit chiropractor." In this week's episode, we dive deep into the importance of emotional intelligence in both our personal and professional lives. Here are three key takeaways that I believe will resonate with you: Understanding Emotional Intelligence: Emotional intelligence is about knowing who you are and being able to articulate your feelings in the moment. Candace emphasizes that when we understand ourselves, we can navigate situations more effectively. This self-awareness allows us to respond rather than react, leading to healthier interactions with others. The Power of Choice: One of the most profound insights from our conversation is the idea that we always have a choice. Candace highlights that when we accept our circumstances, we empower ourselves to make intentional decisions. Whether it's choosing to speak up, walk away, or simply accept a situation, recognizing our power of choice can transform our experiences and interactions. Being Present and Mindful: We often find ourselves caught up in the past or worrying about the future, which can lead to anxiety and stress. Candace reminds us that being present is crucial. By practicing mindfulness and acceptance, we can better manage our emotions and improve our relationships. This awareness not only benefits us but also those around us, as we become more attuned to how our emotions impact others. I encourage you to listen to this episode and reflect on how emotional intelligence plays a role in your life. Remember, the journey of self-discovery and emotional awareness is ongoing, and it's never too late to start! Tune in today at 5:15pm ET on YouTube or wherever you listen to your podcasts! Let's continue to grow together in our understanding of ourselves and others. Until next time, be intentional about your emotions and how you show up in the world!

I'm excited to share the latest episode of DEI After 5, where we dive deep into the topic of inclusive leadership with the incredible Eddie Pate, Ph.D. (He/Him) / Published Author! This week's episode explores what inclusive leadership looks like in practice, especially during challenging times when diversity, equity, and inclusion (DEI) efforts are under scrutiny. Here are three key takeaways that I believe every leader should reflect on: Embrace Vulnerability and Empathy: Eddie emphasizes the importance of being vulnerable as a leader. It’s not about being perfect; it’s about being willing to listen, learn, and take feedback. Inclusive leaders must cultivate empathy and understand the diverse experiences of their team members. This means stepping outside of your own perspective and genuinely seeking to understand how others perceive the world. Remember, it’s not about you; it’s about how others experience their reality. The Power of Daily Practices: Inclusive leadership is not an overwhelming task; it can be empowering! Eddie introduces the concept of "dropping pebbles"—small, inclusive actions that can create ripples of change within an organization. By committing to daily practices that promote inclusivity, leaders can foster a culture of belonging. This can be as simple as checking in with team members, acknowledging their unique contributions, or creating spaces for open dialogue. Recognize and Address Privilege: One of the most profound insights from our conversation is the need for leaders to reflect on their own privileges and biases. Eddie challenges the notion of colorblindness and highlights that true equity means recognizing and addressing the systemic barriers that exist. By understanding our own intersectionality and how it shapes our experiences, we can lead more effectively and create environments where everyone has the opportunity to thrive. I encourage you to listen to this episode and reflect on how you can implement these takeaways in your own leadership journey. Together, we can create more inclusive workplaces where everyone feels valued and empowered. Tune in tomorrow at 5:15p ET and let’s start making those ripples of change!