Allyship in Action

Jennifer Schwab Wangers, the founder and CEO of ENTITY Academy, has one goal in mind: to support and empower diverse talent through education and mentorship. Together, we discuss: The challenges facing underserved communities with higher education Systemic issues and fixes that will upskill our labor force How to be a better ally to upskill those around you Learn more at https://www.entityacademy.com/ and find Julie at https://www.nextpivotpoint.com/  

Aimee Harman is co-founder of Let’s Harmonize, a DEIA consulting firm based in the UK. She joins us to share: Reverse mentoring and why it is so beneficial to both parties What she wishes people understood about neurodivergence The benefits of accessibility and how to be a more accessible workplace Follow Aimee at https://www.linkedin.com/in/aimee-harman/ and find Julie at https://www.nextpivotpoint.com/  

Kenneth J. Doka, PhD, MDiv, is an Autism & Grief Project advisory board member and the Senior Vice President of Grief Programs at Hospice Foundation of America (HFA) and recipient of the 2019 Lifetime Achievement Award from the Association for Death Education and Counseling. Together, we discuss: The Autism & Grief Project and how it helps adults with autism cope with grief and loss Why is it important to focus on supporting autistic adults when it comes to dealing with grief, and how does the project aim to bridge the support gap What are some common challenges that adults on the autism spectrum face when dealing with grief, and how does the project address these challenges Learn more at https://www.autismandgrief.org/ and find Julie at https://www.nextpivotpoint.com/  

Betty Thompson is Booz Allen's chief people officer, and as the senior leader for their people services organization, Betty is instrumental in creating world-class employment experiences and ensures best-in-class talent to solve client’s evolving needs. Betty brings a particular focus on diversity, equity, and inclusion (DEI) and provides executive oversight and support to drive the firm’s DEI strategy and action plan. She is also responsible for culture and change, holistic employee wellness, employee engagement, and technical skill building. Together, we explore: Their Women’s Agenda program and how it helped close the gender gap How college degree requirements can hinder diversity efforts Why psychological safety is a critical focus for future innovation  Find Betty on LinkedIn and Julie at www.nextpivotpoint.com .

David Moerlein has created psychologically safe spaces at work for more than a decade, regularly integrating DEI into the psychological safety conversation. During his 15 years at Google, he managed hundreds of people across ten global offices and was awarded numerous awards for coaching and management. His book, The Safety Effect shares tools David has implemented over the years to help others create psychological safety for themselves and others. He just released the audiobook a couple weeks ago for those busy managers who struggle to find time to read. Together, we unpack: What psychological safety is and why it matters to all humans Strategies to improve psychological safety at work The leaders' role in psychological safety Follow David at https://www.thesafetyeffect.com/ and Julie at www.nextpivotpoint.com.

Dr Varina Michaels is all about people. Leading people, learning about people and advocating for people. She is an experienced Strategy, Leadership and Human Resource Management professional with deep expertise in Global Diversity and Inclusion, Intercultural Management, Neurodiversity and Leadership Development. She and I discuss: The barriers facing women of color in the workplace How to design research inclusively Questions to ask to ensure full inclusivity of the complexity of humans Follow Dr. Michaels' work at: www.paisleygroup.com.au, Research & Advocacy - Women of Colour Australia and www.linkedin.com/in/varina.

Pasha Marlowe (she/they) has 30 years of experience as a marriage and family therapist and neurodivergent coach. She specializes in intergenerational leadership through the lens of mental health, neurodiversity, inclusion, and neuroqueering (challenging neuronormativity, cis/heteronormativity, and other societal norms). Together, we discuss: What masking is and why neurodivergent people cover aspects of neurodiversity Why neurodiversity is about intersectionality, especially for those with the most marginalized identities How inclusive design solves for one, and serves many Follow Pasha at https://pashamarlowe.com and Julie at www.nextpivotpoint.com.   

Josh Bersin, an influential Industry Analyst and CEO of The Josh Bersin Company, shares his insights on the evolving workplace landscape. He highlights four key trends shaping 2024, including the impact of labor shortages and AI on recruitment strategies. The discussion emphasizes the crucial role of CHROs in fostering productivity and adaptability. Bersin also critiques superficial DEI initiatives, advocating for deeper integration of diversity into corporate culture. Data’s role in enhancing inclusion and addressing misalignments is also a focal point.

In a recent study, CEOs cited workforce development, business strategy and HR financial impact as top concerns. Patrick Wright, department chair and Thomas C. Vandiver, bicentennial chair at the USC Darla Moore School of Business, conducts a survey of Fortune 500 CHROs every year, interviews CEOs about the challenges they face, and shares his findings in the report Executive Succession. In an interview with me, Patrick shared some of these findings, chief among them: Developing strategic workforce plans topped the list of CEO challenges, with 41% indicating this process needs improvement and 7% indicating it needs vast improvement. Influencing the development of business strategy was a priority, with 24% stating it needs improvement and 3% saying it needs vast improvement. Understanding the financial impact of HR processes was listed, with 22% noting it needs improvement and 2% asserting needs vast improvement. Read full article at: https://www.forbes.com/sites/juliekratz/2024/02/18/the-top-three-problems-keeping-business-leaders-up-at-night/

DEI continues to be polarized in the news cycle - from state legislation to public withdrawals of support. What's next for DEI? Leaders embedding it in their organizations because it is good for business. Read more on Forbes.com and follow Next Pivot Point at https://nextpivotpoint.com/