In this week’s episode, we speak to Ripa Rashid, Managing Director and Head of Inclusion and Diversity at the investment bank Cowen. Ripa is a well-known figure in the DEI world and has been a part of it even before inclusion was a standard word in the vocabulary. Ripa shares how she uses the head, heart, and hand mechanism to understand how human behavior drives change. Why DEI can actually be harder than rocket science as the metrics designed to understand human behavior are so much harder to predict. As well as diving into the financial world and how she is creating a more inclusive culture at Cowen. Follow Ripa on LinkedIn https://www.linkedin.com/in/riparashid/

Inclusion Works

62. ‘DEI is harder than rocket science’ with Ripa Rashid from Cowen

In this week’s episode, we speak to Sandy Cross, Chief People Officer at The PGA of America. Sandy speaks to us about the history of The PGA of America and how they’re taking ownership to create a more inclusive environment. She also tells us how they’re looking at the operations of the business through the inclusion lens as well as celebrating micro-moments of inclusion to create real sustainable meaningful change over time.  Follow Sandy on Linkedin: https://www.linkedin.com/in/sandycross1/ Follow Sandy on Twitter https://twitter.com/sandycross?lang=en

61. Creating an authentically inclusive workplace with Sandy Cross from The PGA of America

In this week's episode, we speak to Patrick Colvin, Chief Diversity and Inclusion Officer for the Americas at Societe Generale Corporate & Investment Banking. Patrick shares his insights on the positives of ERGs and what to watch out for, including providing proper governance to stop ERGs from becoming Siloed. As well as touching on the importance of recognizing and embracing generational differences at work.    Follow Patrick on LinkedIn: https://www.linkedin.com/in/patrick-colvin-m-s-ed-phr-shrm-cp-06917867/

60. Embracing ERGs and generational differences with Patrick Colvin from Societe Generale Corporate & Investment Banking

In this week's episode, we speak to Franklin Reed, Executive Director of Inclusion and Diversity at  TEKsystems. Franklin talks to us about inclusion in the tech industry and the barriers to attracting and hiring talent. He shares his advice on how we need to reimagine the hiring process to match the innovation and drive of the tech industry. Franklin also talks to us about his thoughts on bringing in diverse cohorts to help people feel like they’re not ‘the only and lonely’ in organizations and using the cohorts to reinforce a sense of belonging.  Connect with Franklin on LinkedIn: https://www.linkedin.com/in/franklinreed/

59. Attracting and hiring in the tech industry with Franklin Reed from TEKSystems

In this episode, we speak to René Carayol MBE, a leading executive coach, author, public speaker, and broadcaster. René shares the importance of storytelling in understanding the lived experiences of others, sharing some of the stories that helped shape his path. As well as sharing how DEI leaders should focus on emotive stories to influence and persuade executives and to grab their attention to get them on board with your DEI strategies.    Find out more about René’ and his work: https://carayol.com/ Follow René on LinkedIn: https://www.linkedin.com/in/renecarayol/ Follow René on Instagram: https://www.instagram.com/renecarayol/?hl=en

58. ‘Managers talk strategy, leaders tell stories’: The importance of using stories with René Carayol MBE

In this episode, we speak to Jiquanda Nelson, Senior Director of Global Community and Culture at Concentrix. Jiquanda describes herself as a ‘corporate activist’ and shares the ways she is being intentional about the change she makes, including expanding the language of DEI to represent everyone and building a development program focused on underrepresented groups built around sponsorship, equity, and belonging.    Follow Jiquanda here: https://www.linkedin.com/in/jiquandanelson/ Follow Jiquanda on Twitter: https://twitter.com/just_jiquanda?lang=en

57. How to be a ‘corporate activist’ and expand the language of DEI with Jiquanda Nelson

John Mays, Director of Diversity, Equity and Inclusion at KFC US, shares with us KFC’s leadership values of smart, courage and his take on why the best inclusive leaders are coaches and truth-tellers. John explains that we need to move away from ‘what not to say’ in DEI to authentic, heart-led conversations, and how to create the safety that makes these conversations possible. Follow John on LinkedIn - https://www.linkedin.com/in/john-mays-a5082a42/  Check out more on Yum! Brand’s equity and inclusion work here - https://www.yum.com/wps/portal/yumbrands/Yumbrands/kfc-covid-19-response/#equity-inclusion

56. How to lead authentic and heart-led conversations as a DEI leader with John Mays

In this episode we speak to Minaa B., a therapist, wellbeing coach and mental health thought leader, as part of our Mental Health Awareness Week series. Minaa speaks about the relationship between inclusion and mental health, advice for leaders to support BIPOC mental health at work, and the trends she’s seeing in mental health as we tentatively emerge from the Covid-19 pandemic. Minaa also shares her view on covering and code-switching at work, and unpacks why wellbeing is a white-centred space and how the medical and mental health community has traditionally excluded BIPOC. Follow Minaa B. on Instagram - https://www.instagram.com/minaa_b/ Learn more about her work here - https://www.minaab.com/ 

55. Mental health, code-switching and how DEI leaders can support BIPOC mental health at work with Minaa B.

In this episode of Inclusion Works we discuss topics that may be triggering or distressing for some listeners, specifically suicide and self-harm. It’s Mental Health Awareness Week here in the UK, and at Hive Learning we’ve been working on a really exciting new project in the mental health space. We’ve worked with our friends at Shout 85258, the UK’s free, 24/7, confidential textline for anyone who is struggling to cope, to build a new learning program for enterprises called Mental Health Works that’s all about how to lead a supportive conversation. And it’s all based on the framework they use to train 1000s of volunteers each year.  We chat to Christine Morrison, LMHC, BACP, Head of Product Management at Mental Health Innovations, where she shares with us how she got into this space as well, the impact of Covid on people's mental health as well as her three top tips for having more supportive conversations straight from Mental Health Works.  Check out Shout’s website https://giveusashout.org/ Find out more about Mental Health Works and request a demo https://www.hivelearning.com/site/solutions/mental-health/

54. Mental Health - how to lead more supportive conversations with Christine Morrison

In this episode, we do a deep dive into the benefits of sponsorship with sponsor/sponsee pair Jonathan Atwood, former Head of Communications, Global Supply Chain at Unilever and Mita Mallick, Head of Inclusion, Equity and Impact at Carta (formerly Head of Diversity and Inclusion and Cross-Cultural Marketing at Unilever). They candidly share the story of their relationship, how sponsorship works, how it’s different than mentorship, and the power it has to nurture talent from underrepresented groups in particular. Mita also shares some tips for DEI leaders on how to design a sponsorship program.   You can learn more about sponsorship and Jonathan & Mita’s story in the Sylvia Ann Hewlett’s book The Sponsor Effect - http://www.sylviaannhewlett.com/books.html     Follow Mita on LinkedIn - https://www.linkedin.com/in/mita-mallick-2b165822  Follow Jonathan on LinkedIn - https://www.linkedin.com/in/jonathan-atwood-%F0%9F%8F%A0%F0%9F%98%B7-08b6637/

53. Sponsorship: a personal story of how it works, the benefits and tips on how to set up a successful sponsorship program with Mita Mallick & Jonathan Atwood

In this episode we speak to UBS Global Wealth Management’s Chief Economist, Paul Donovan, about the real cost of prejudice, and why businesses acutely need to be both diverse and inclusive to survive The Fourth Industrial Revolution. Paul speaks about the cost of covering at work, and the subtler tendency for LGBTQ+ individuals to self-censor. And Paul shares that economics is a helpful lens because it’s objective, and gives us his own argument for diversity and inclusion drawn from five years worth of research for his book Profit & Prejudice.  Learn more about Paul and his work: https://ubs.com/pauldonovan  Follow Paul on Twitter or LinkedIn: https://twitter.com/PDonovan_econ / https://uk.linkedin.com/in/padonovan  Paul’s book Profit & Prejudice is available through Routledge: https://www.routledge.com/Profit-and-Prejudice-The-Luddites-of-the-Fourth-Industrial-Revolution/Donovan/p/book/9780367566777 

52. The economic impact of prejudice and inequality on the global economy with economist Paul Donovan

In this episode we speak to Iveliz Crespo, Global Diversity, Equity & Inclusion Advisor at the international law firm Reed Smith, about social mobility at work and how to redesign hiring, performance measurement and talent development practices to be more equitable. Iveliz shares examples of how elitism comes into work practices and crops up in everyday interactions — a topic we agree isn’t discussed enough in corporate DEI. They also share ideas of systemic solutions to help folks overcome imposter syndrome, and a wealth of tips on how to reshape hiring and talent practices to minimise bias and maximise equity. We especially loved Iveliz’s points about culture fit and referrals in hiring, and protective hesitation in feedback & performance measurement. Check out Iveliz’s podcast, Inclusivity Included from Reed Smith: https://reedsmithdiversity.podbean.com/

51. Class, social mobility and how to redesign talent practices to support social mobility with Iveliz Crespo

In this episode, we hear from Rachel Cheeks-Givan, Global Director of Diversity and Inclusion at Pfizer, about equity and the culture you need to achieve it. Back in November 2020 Rachel joined us for a panel session on changing and sustaining culture remotely. During that panel session, she shared with us how Pfizer brings the value of equity to life by framing it as being seen, being heard, and being cared for.  Check out the full recording of that panel session here. https://vimeo.com/486007323

50. Embedding equity into the core values of your organization with Rachel Cheeks-Givan

In this episode we hear from Sarah Kheir, AVP, Head of Enterprise DEI at Sun Life about their response to the events of 2020.  Sarah joined us for a panel session on scaling inclusion digitally and shared with us how Sun Life were able to react to the events of 2020 with the use of Hive Learning's Inclusion Works. As well as her 'lightbulb moment of connecting the life experience to the technology to engage everyone in your DEI strategy'. Check out the full recording of that panel session here https://vimeo.com/504887873 Check out Sun Life’s story here https://www.hivelearning.com/site/sun-life-launches-inclusion-works-by-hive-learning-to-advance-dei-globally/

49. Combining digital and the lived experience with Sarah Kheir

In this episode, we hear from Mitra Janes, the Group Head of Diversity and Inclusion at RSA about how it’s impossible to reach everyone in your DEI strategy.   Mitra joined us for a panel session on engaging the unengaged and shared with us her innovative way to get those hardest-to-reach cynics on board and even get them to advocate for your DEI initiatives. Check out the full recording of that panel session here. https://vimeo.com/513860157

48. Tapping into the power of converted cynics with Mitra Janes

The Inclusion Works podcast explores the secrets of building inclusive culture at work and in the community. We’ll be joined by leaders, experts and activists all working to bring fresh thinking to the inclusion debate. We’ll be asking those all-important questions to find out more about them, their work and how they make inclusion work. If you’re interested in driving change, accelerating diversity or simply finding ways to be more inclusive every day, then join us for Inclusion Works. Because diversity is just half of the battle.

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Inclusion Works

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