The INCLUSIVE ENTERPRISE Podcast

On this episode of  The Inclusive Enterprise Podcast, Inclusive Leaders Group Senior Consultant,  Dr. Courtney L. McCluney discusses the ways leaders and organizations can effectively create a racial equity culture and develop inclusive leaders.Courtney McCluney is an Assistant Professor of Organizational Behavior in the ILR School at Cornell University.  Courtney uses multiple methods to examine DEI and Racial Equity. Her research deepens the study of race, gender, and intersectionality in organizations by examining practices that create and reinforce marginalized groups' experiences at work. Courtney's research has been published in Harvard Business Review, MIT Sloan Management Review and Forbes.She continues to be recognized for her deep expertise with numerous awards including, Ideas Worth Teaching Award, Aspen Institute Business & Society Program for “Advancing Racial Equity at Work” one of eight chosen among nominees representing 90 schools from 19 countries.Please listen to this dynamic conversation, subscribe to hear future episodes and leave us a review.

Keith Wyche is a Seasoned Executive, Board Director, Best Selling Author & Speaker, Diversity, Equity & Inclusion (DEI) Thought Leader, and Change Accelerator. He has risen through the ranks. With more than 30 years of experience, earning significant results for some of America’s best-known corporations including Walmart, Ameritech, Convergys, AT&T, IBM, Pitney Bowes, and SuperValu, Keith has become a successful corporate president and one of the highest-ranking African-American executives in the U.S.Keith understands the rules for success, and shares his insights as an author of the recent book Diversity is not Enough A Roadmap to Recruit Develop and promote Black Leaders in America.  He has appeared on the Today Show, Fox Business News, and media outlets such as TIME, USA Today and Black Enterprise. He has received several awards including The MLK Jr. International Board of Renaissance Leaders by Morehouse College for his dedication to developing young talent.In this episode, Keith shares his perspective on why Black Professionals have lost faith in DE&I programs, what is contributing to the situation, and how to correct it.  A strong inclusive leadership culture and commitment with accountability are key elements of success. For more information see our blog Why Workplace DEI Programs are Failing Black Employees and other thought leadership resources. 

There's a phrase 'Sports imitates life."  What happens in sports is often a reflection of life and society. In 1947 Jackie Robinson broke the color barrier in Baseball, 75 years ago. How far have we come since then?There are people who excel and bring their 'A' game each day AND are true game changers, true role models inspiring people as inclusive leaders, for teams to deliver transformative change in the workplace and the community.Be sure to listen to this thought provoking episode with Nona Lee, Executive Vice President & Chief Legal Officer & Chair of D-backs for Change Justice. Equity. Diversity. Inclusion. (J.E.D.I. Council) at Arizona Diamondbacks. Nona is also a member of Chief, a  membership network focused on connecting and supporting women executive leaders. She reveals insightful tips and stories about DEI as a core value, its impact on the business, the communities the organization entertains and serves from a C-Suite perspective. She reflects on her childhood, career, DEI strategic planning and action, overcoming barriers to inclusion and equity, and the legacy of building a better work environment for all people to contribute and thrive, now and for generations to come.We are so glad to have Nona share as a Diversity, Equity & Inclusion champion and Black, gay woman who applies her expertise and lived experience to make a difference in others’ lives, in the sports world and beyond.For more information on Allyship, Intersectionality, Employee Resources Groups and Race in the Workplace visit our Thought Leadership resources section of our site for these e-guides.Follow us on Linkedin and Instagram @inclusiveleadersgroupllc

A Boston Consulting Group survey about the global insurance workforce revealed for the first time, insurance industry talent included company values as one of the ten workplace attributes that they care about most in 2020.  The vast majority, 71%—and 78% of employees age 30 or younger—said that issues related to diversity and inclusion have become more important to them over the past year.Equity issues are significant enough that 55% of all insurance talent and 60% of younger employees would exclude from a job search companies whose positions on diversity and inclusion do not match their own.Eloiza Domingo is the Vice President of Human Resources and Chief Inclusive, Diversity & Equity Officer for The Allstate Corporate. She assumed this role in 2021 with responsibility for building on Allstate’s strong foundation and culture of Inclusive Diversity & Equity by shaping the multi-year Inclusive Diversity & Equity plan to create an enduring impact inside and outside of the company. As she partners with colleagues and teams across Allstate, Eloiza furthers the company’s goal of being the most diverse protection solutions company.Her experience across industries at the executive level in HR and Diversity offers a unique perspective and great insights regarding Talent, Inclusion, Diversity, Equity, and the future of work.  Her business acumen and ability to forge strong relationships are key to delivering evidence-based results.Eloiza’s background spans sectors including academia, law enforcement, academic medicine at Johns Hopkins, and pharmaceuticals. She has been recognized as a Female Disrupter by Medium in 2020, one of the 100 Most Influential Filipina Women in the World by the Filipina Women's Network, received the 2017 Senior Executive award from the National Association of Healthcare Executives and was featured on the Maryland Daily Record's Very Important Professionals Success by 40 list.Eloiza holds an M.S. in Higher Education and Student Affairs with a minor in Counseling and concentration in Diversity Education, and a B.A. in Psychology and Sociology with a minor in Spanish from Indiana University in Bloomington, IN.She draws on her depth of experience and shares practical advice to positively influence and sustain a valuable impact on the culture of all the organizations where she leads Inclusion, Diversity, and Equity.

Rocki Howard is Chief People and Equity Officer of a fantastic startup titled the Mom Project. She’s been recognized as a leader with an extensive background in HR and a member of the distinguished Forbes Human Resources Council.Chandra Sanders is the Director of an innovative non-profit initiative at the MomProject titled RISE and is a Fortune 100 Tech Consultant that further supports the projects’ mission. Both will tell us about their own stories and their impact on lives for the better.The Mom Project is committed to helping women remain active in the workforce in every stage of their journey, and proud to work with employers who are committed to designing and supporting a better workplace.   It connects talented professionals with world-class employers who understand that no one should have to choose between family and career.RISE is a scholarship program committed to accelerating equity for moms and women of color by providing access to upskill tech certifications, while harnessing the power of community, support, and job placement—in six months or less, and at no cost to participants!Rocki and Chandra are Diversity, Equity & Inclusion champions and Black women of action, who apply their expertise and lived experience to make a difference in the lives of working mothers every day.    For more details visit The MomProject.com or MomProject.org.For more information from ILG on Allyship, Intersectionality, Employee Resources Groups and Race in the Workplace visit our Thought Leadership resources section of our site InclusiveLeadersGroup.com  for these e-guides.

DeShaun Wise Porter, Global Head, VP of Diversity and Inclusion and Engagement for Hilton International and team at Hilton have earned countless awards year over year, ranked number one Fortune 100 Best Places to Work for two years in a row. And number one on Diversity Inc, Top 50 Companies 2021 ranking, just to name a few. And our listeners are eager to hear how your organization plans, executes, adapts, and thrives in these challenging and highly rewarding times. DeShaun and I met at Kimberly Clark years ago as colleagues, and to this day we continue to share the passion for growing talent and a belief in the importance of everyone achieving their full potential in an environment that is inclusive, supportive, where we can all bring our best selves to work with a true sense of belonging, and purpose.This episode, we'll discuss strategy, progress and culture. The hospitality industry is unique in that it represents talent from all walks of life. You could consider it a microcosm of society with diverse dimensions, identities, and intersectionality. A diverse talent community demands a flexible structure and commitment to inclusion and belonging at every level with accountability. DeShaun is innovating and setting the standard for over 360,000 team members with DEI through the lifecycle as Hilton attracts, advances, retains talent now and in the future.For more information on Allyship, Intersectionality, Employee Resources Groups and Race in the Workplace visit our Thought Leadership resources section of our site for these e-guides.

Speak up? Take a stand –even if it’s unpopular?  Our special guest did just that and you’ll find his story inspiring.  Fighting for what’s right is in his DNA. His ‘wakeup call’ to innovate became apparent as an entrepreneur in 2020.  His solution is making waves in the technology sector and recruiting field by enabling better recruiting and hiring decisions for inclusive workplaces to thrive.Research has found that 75% of all resumes submitted through Applicant Tracking Systems are never even seen by human eyes. Jobseekers using Rhett’s software application platform will be able to apply for positions with peace of mind, knowing their profiles are being seen by people and they are being considered for their talent rather than the kind of personal characteristics that often lead to non-diverse, non-inclusive workplaces that often lead to non-diverse, non-inclusive workplaces. Rhett Lindsey is the founder and CEO of Siimee (pronounced see me), a social impact company whose mission is to reduce bias in hiring and transform the way employers connect with job seekers. Prior to launching Siimee, Rhett spent over seven years leading and collaborating with teams at prominent companies including Facebook, Tinder, Microsoft, and The Walt Disney Company, sourcing and hiring talent in the technology and software development sectors. Founded on the premise that diversity and inclusion can support a company’s bottom line, Siimee believes that a fair, unbiased hiring process is the starting point to a healthy, equitable workplace. Lindsey’s story and experiences in recruiting have been nationally featured in media outlets including The Washington Post, CNBC, and CBS News This Morning.This episode  will explore his  life experiences and how his discovery and focus on systemic change has led to a new approach to recruiting. 

Northwell Health sets the standard of excellence in Healthcare DEI with numerous awards and several years of experience building sustainable solutions. As New York State’s largest health care provider and private employer, Northwell Health has been named, the best health system for diversity in the United States, for the second year in a row, and made the list for the ninth straight year, while remaining in the top spot in the 2021 DiversityInc rankings for Hospitals and Health Systems. Aligning and embedding DEI in your mission and culture is key to success.  Many leaders are embarking on their DEI journey with a focus on the talent lifecycle in their organizations.  Building a comprehensive talent strategy to maximize DEI, requires thought leadership, tools and techniques based on proven best practices and next practices.With 23 hospitals and 800 outpatient centers across New York City, Long Island, Westchester, and Connecticut—areas hard hit by COVID-19 early on—and a workforce in the trenches of the pandemic every day, keeping employees safe, motivated and engaged is an ongoing challenge.In this episode we’ll discuss strategy, culture, influence, and explore four key phases of the talent life cycle: Attract, Engage, Develop and Advance to optimize DEI in organizations in these unique times and realize positive results.   Maxine Carrington is Northwell Health’s senior vice president and chief human resources officer.  She shares deep expertise, practical advice, and inspiring vision on this topic. The talent life cycle offers a framework to measure DEI success with real-world perspective for all listeners on their DEI journey---meeting you where you are, as you strive to be an Employer of Choice and the Best Place to Work for All.Maxine has served in progressively responsible leadership roles and has successfully driven team member engagement and development at every layer of the health system. Most recently, she served as deputy chief human resources officer where she was responsible for the design and implementation of strategic initiatives related to the team member experience, career and performance development, change management, workforce diversity, equity and inclusion, corporate social responsibility and compensation. Prior to joining Northwell, Carrington was a manager and attorney with the New York City Mayor’s Office of Labor Relations.

Diversity is critical to a company’s success, but inclusion highlights the strengths and abilities that ALL employees bring to the workplace. With employers launching or implementing diversity inclusion initiatives, it is apparent that diversity and inclusion are important for businesses and essential to develop a robust talent pipeline. Including veterans as a part of the talent pipeline is a measure of championing diversity of thought, experience and perspectives. As nearly 200,000 servicemen and women returned to civilian life each year, Inclusive Enterprise podcast wanted to know what organizations are doing to proactively embrace, attract, hire, and retain veteran employees.Three organizations enabling veterans to successfully transition from uniform to the workplace include The United States Department of Veterans Affairs – the VA, USVETS - a national advocacy organization, and  Logicalis - an information and communications technology infrastructure and service provider and a significant employer of Veterans.  All three are in different stages of their diversity equity and inclusion strategic journeys with efforts that positively impact veterans, businesses and the communities they serve.Our guests include Mr. Harvey W. Johnson, Deputy Assistant Secretary, Resolution Management, Diversity and inclusion for the U.S. Department of Veterans Affairs. Mr. Darryl J. Vincent, Chief Operating Officer at USVets, United States Veterans initiative, and Captain Ed Graves of the US Air Force, Manager at Logicalis, US and President of the Logicalis' largest employee resource group, the Military Personnel Employee Resource Group (MPERG) which includes those who currently serve or who have ever served in the United States Army, Navy, Air Force, Marine Corps, or Coast Guard, and now Spaceforce, whether on active duty, or in the National Guard, or military reserves.The global protests over the unjust killing of George Floyd in 2020, as well as other black citizens, forced a reckoning among American businesses that more had to be done to take on systemic racism. Following his death, corporate america spoke out against racism, police brutality, and many companies made promises to reform their practices or to invest in efforts to fight racism in the community.We asked our three distinguished leaders who are dedicated to veterans inclusion in the workplace, to share their experiences and insights.

After a year where diversity, equity, and inclusion (DEI) became a hot topic in the workplace, advocates for workers with disabilities express cautious optimism about the nation’s movement toward a more inclusive workplace. There has been progress, they say, but disabled workers—many of whom have no outward sign of disability—can still feel overlooked or undervalued by the companies they work for.Part of the problem, advocates say, is that “disability” covers such a wide range of conditions, many of them not apparent to people who may be co-workers or managers. And workers who start a career free of disabilities may acquire one or more as they grow older.Discussions in the media are a testament to how the dial has shifted when it comes to conversations around disability inclusion in business, we are not there yet, but change is happening. However, there must be a concerted effort to drive progress forward at a greater pace – only 3% of articles on diversity and inclusion in 2020 referenced disability.The American Association of People with Disabilities and Disability:IN are responsible for establishing the annual Disability Equality Index® (DEI®) Best Places to Work.™  Two leading companies that regularly appear on the Best Places To Work for Persons with Disabilities are JP Morgan Chase and Royal Caribbean Group.Our distinguished guests are Jim Sinocchi, Head of Disability Inclusion for JPMorganChase and Ron Pettit, Director, Disability Inclusion & ADA Compliance Officer for Royal Caribbean Group share their experiences driving change  across industries throughout their careers with vision for a more inclusive world.Why Your DEI Strategy Should Include DisabilityFor more Information about Building a Business Case for Disability Inclusion please see our e-guide in the Thought Leadership section and Disability Essentials in the Training section of our site.