30 episodes

If you have any form of Inclusion, Diversity and Belonging remit then this is the show for you. From thought-provoking conversations about parenting, gender stereotypes and racial inequality through to neurodiversity, sexuality and more, you’ll build your knowledge and get amazing advice from experts. To be the best in your field, you’ll need this latest thinking in Inclusion and Diversity so you can speak with enhanced confidence and credibility. Join Nadia Nagamootoo each month for inspiring conversations that you can use to accelerate your organisation’s journey towards inclusion.

Why Care‪?‬ Nadia Nagamootoo

    • Business
    • 5.0 • 10 Ratings

If you have any form of Inclusion, Diversity and Belonging remit then this is the show for you. From thought-provoking conversations about parenting, gender stereotypes and racial inequality through to neurodiversity, sexuality and more, you’ll build your knowledge and get amazing advice from experts. To be the best in your field, you’ll need this latest thinking in Inclusion and Diversity so you can speak with enhanced confidence and credibility. Join Nadia Nagamootoo each month for inspiring conversations that you can use to accelerate your organisation’s journey towards inclusion.

    29. DEI Mythbusters with Paolo Gaudiano

    29. DEI Mythbusters with Paolo Gaudiano

    “Let’s not focus on just the number of representations, let’s focus on creating an environment where everyone has an equal chance to succeed, the numbers will then work themselves out. We would truly have the best people in the best positions instead of advantaged privileged white men who might have advanced in their career because of privilege they didn’t even see, and that leads to the disparities that we see.” 

    In Episode 29, I am joined by Paolo Gaudiano, Co-Founder and President at Aleria Research Corporation, and Chief Scientist at Aleria, to debunk the myths commonly associated with DEI. He is on a mission to help organisations become more inclusive, diverse, equitable, and successful. Notwithstanding, he is Chair and co-organizer of the annual Diversity and Inclusion Research Conference, and also writes about DEI on Forbes. Paolo shares the sophisticated simulation he has designed to capture the complex scenarios of organisational life and how bias leads to some inevitable outcomes. We explore the common DEI myths and backlash from majority groups and he explains why the support and investment of leadership is so critical to DEI success. 

    Paolo’s interest in DEI is evident in his career journey, which has spanned over three decades in interdisciplinary research, teaching, entrepreneurship, consulting, public speaking, and writing. Through his work, he noticed that there was a huge gap between the experiences that people described based on their diverse identities and the solutions. Paolo’s passion for DEI is based on his desire to change the way people think of DEI, quantifying the links between individual behaviour and organisational outcomes. Through his research on measuring inclusion, Paolo identified two universal themes: 

    • Respect or the lack thereof is by far the most common issue that causes people to feel uncomfortable and excluded at work. 

    • Women, in all the different types of organisations (global, domestic, small or large) feel more exclusion than men. And this leads to a greater turnover of women and a tendency to ‘truncate their career’. 

    Later in our discussion, he explains, the ‘zero-sum’ mindset gives rise to sentiments whereby the white majority feel that they are being pushed out. Particularly, he advises organisations to steer clear of the obsessive focus on increasing numerical representation of diverse individuals as those individuals will end up leaving when they feel excluded. Instead, there should be a focus on creating an inclusive environment where everyone has an equal chance to succeed. 

    On this basis, he offers advice on why leaders should treat DEI as their number one priority. As he rightly explains, leaders should focus on understanding the impact of diversifying their human assets, they should know how to optimise it to get more efficiency out of it, as they do other assets in their company, such as financial and marketing assets. Lastly, Paolo speaks on the unique discomfort he faces when trying to balance the viewpoints of those who share similar diversity characteristics to him but have different views on DEI, to those who aren’t but are being faced with injustice. He explains trying to ensure that he addresses the issue in a way that will acknowledge the difficulties of each side, but also making them aware of the other perspective in a way that is not shaming or challenging their beliefs. 



    Links:

    Paolo can be found on LinkedIn at Paolo Gaudiano.



    For more from Aleria, visit their website at: https://www.aleria.tech 

    For more from Aleria Research Corporation, visit their website at: https://www.aleriaresearch.org 





    To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

    • 45 min
    28: DEI and the Art of Localisation with Claire Brody

    28: DEI and the Art of Localisation with Claire Brody

    “There’s no pressure on you to be global - there’s pressure on you to think about who is around your table. To think about who you’re bringing in to start a strategy.”



    In Episode 28, I am joined by Claire Brody, Director of Diversity, Equity, and Inclusion at Warner Bros. Discovery, to discuss the art of localisation. Claire shares valuable learning and insight on how to develop a DEI strategy that can be adapted at a local level, addressing proximity bias and the importance of perspective-taking.

    Claire’s DEI journey is filled with varied career experiences - she has worked as an assistant producer and on-camera presenter. She is also a certified yoga instructor, a poet, and a published children’s author. Claire’s experiences outside of the US deepened her commitment to empowering her colleagues in local regions. Through leading with radical empathy and a sincere intention to foster an inclusive and conscious culture of well-being and belonging, she has had numerous achievements such as building the first DEI function in EMEA, creating the first mental health infrastructure for the enterprise, and founding the inaugural enterprise Disney Pride employee resource group.

    In our conversation, we explore the cultural differences between Western and Eastern cultures and how that should shape a DEI strategy. Based on a Western perspective, DEI is really about celebrating what makes you different, however, she explains that the Eastern culture is rooted in harmony. Thus, it is about organisations understanding these differences and shaping their strategy around this. As we discuss in the interview, it is important that “we empower our region to empower us as experts to create a nimble and global strategy”. As such, it becomes a strategic framework that each region feeds into, thereby making it more applicable to the local country. Claire clarifies that it is only through engaging in the art of localisation that we then truly understand the unique value each region brings to the table when creating a DEI strategy.

    Further on in our conversation, Claire offers advice and tips to leaders on how to be proactive in implementing their DEI strategy. With the opportunities available at HQ, it is imperative that organisations have talent mobility schemes, which create visibility and empowers talent across the globe by providing them with an opportunity in the HQ for their own development, and also for leaders, so they have increased visibility of their expertise.

    To conclude, Claire admits that addressing our biases can be challenging to do, as it requires recognising the “potency of whiteness and the hysteria that comes from it”, and that can be a very uncomfortable thing to accept. As she rightly mentions, “Having the privilege of being exposed to black culture doesn’t absolve her of her white identity”, rather, constant practice is required in “deconstructing the systems that I operate in and benefit from”. Claire explains that in order to be inclusive, we need to move beyond discomfort, adopt perspective-taking, and be active allies. By constantly doing this, we are one more step closer to building and creating an inclusive space for our employees and for ourselves.



    Links:

    Claire can be found on LinkedIn as Claire Brody

    For more from Warner Bros. Discovery, visit their website at: https://wbd.com/



    To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

    • 35 min
    27. The Inner Work of Inclusive Leadership with Rose Cartolari

    27. The Inner Work of Inclusive Leadership with Rose Cartolari

    The Inner Work of Inclusive Leadership

    “We need to be able to be so attuned to what’s going out around you. And the only way to do that in a stable way is by being rooted in the way you are. In really understanding…OK, is this me? This constant evaluating.”

    In Episode 27, I am joined by Rose Cartolari, Founder and Director of RC Consulting, which specialises in Leadership Advisory and Executive Coaching, to discuss the inner work of inclusive leadership, primarily focusing on the importance of self-reflection and flexibility as a leader, and the dissonance between being a successful leader and an inclusive leader.

    Rose’s interest in DEI is evident through her 30-year career journey. Rose has had experiences in management roles for large organisations such as American Express and UNICEF, and experiences teaching at elite business schools in the US and Italy, as well as co-founding and serving as COO of Scharper Pharmaceuticals SpA. Rose’s experiences has empowered her to embark on a mission to bring diverse voices into all spaces where decisions are made. To accomplish her mission in promoting DEI, she is a TedX speaker, a co-author of Winning Mindset and she serves on the Executive Committee of European Women on Boards. She also sits on the Advisory Board of DiverCity magazine and is a member of the invitation-only Forbes Coaches Council.

    Upon exploring what DEI means to her, we speak about the importance of being an inclusive leader, such as the difficulties in balancing the intellectual friction between creating a culture of psychological safety and a culture that promotes freedom of speech, and the challenges technology and global ways of working bring to leaders in the DEI space.

    As we explore in our conversation, there seems to be a disconnect in what is required from leaders - as an inclusive leader, it is important to show humanity and vulnerability to your employees, but as a successful leader, it is important to show competence. The difficulties in balancing these intellectual frictions are what is dampening the efforts of leaders to fully embrace diversity, equity and inclusion.Rose mentions that in order to help them overcome these difficulties, it is imperative that there is a renewed focus on empowering leaders, not on fixing them in the DEI space.

    To finish our conversation, I ask Rose about how leaders can learn to embrace the inner work of inclusion. She believes it lies greatly on self-reflection, having that courage to take that step towards inclusion, receiving support and encouragement from others and leading with empathy. As such, leaders can then become someone who is reliable, trustworthy and influential, but it takes courage to make that step towards diversity, equity and inclusion. She finishes insightfully by saying that we should focus on ‘not carrying leaders but really coaching them, not fixing them but empowering them’. By doing this, we are taking a step further in promoting and perfecting the inner work of inclusive leadership.



    Links:

    Rose can be found on:

    · LinkedIn at Rose Cartolari

    · Twitter at @Rosecartolari

    · Facebook at Rose Cartolari

    For more from RC Consulting, you can visit their website at: https://rosecartolari.com/



    To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

    • 38 min
    26. Silencing the Echo Chambers with Sámi Ben-Ali

    26. Silencing the Echo Chambers with Sámi Ben-Ali

    “Talent is everywhere, but opportunity is not”

    In Episode 26 I am joined by Sámi Ben-Ali, Vice President of Inclusion & Diversity at Wood, to discuss the importance of silencing the echo chambers, recognising that lived experience fuels individual perspectives, and how times of global crisis often put the focus on individual survival over the needs of the group.

    Sámi’s interest in DEI started earlier in life than many of my guests. He grew up in a small town in the Northwest of England in a multi-ethnic, multi-faith household with his White Irish Catholic Scouse mother and his Arab Muslim Tunisian father. Diversity was always present and obvious in Sámi’s life, and this was only accentuated by Sámi going to university in America when he was 18 and feeling a lack of inclusion.

    After spending some time exploring how these experiences have shaped Sámi’s view of what DEI should be - which is that of a holistic approach - the conversation moves to the importance of broadening horizons and actively trying to reduce the echo chambers we find ourselves in. These echo chambers are often restrictive and impact on our ability to debate and consider other viewpoints.

    In times of global crisis, it often seems that people’s survival instincts take over and individual preservation is prioritised over helping out the group or wider society. This can often affect how people engage with DEI and undergo perspective taking. Indeed, we then discuss the power of perspective taking and understanding how lived experience impacts upon the viewpoints we develop.

    We bring the episode to a close by discussing the importance of diversifying talent pools through the recruitment process. One of Sámi’s mantras is “Talent is everywhere, but opportunity is not” and Wood certainly lives by this mantra too. Sámi talks us through all the brilliant actions that are being undertaken by Wood to ensure that the next generation of talent globally is diverse and included.



    Links:

    Sámi can be found on LinkedIn as: Sámi Ben-Ali

    For more from Wood, you can visit their website at: https://www.woodplc.com/

    To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

    • 43 min
    25. The Power of Truth with Devi Virdi

    25. The Power of Truth with Devi Virdi

    “When it comes to creating that inclusive culture, frankly you’re either leading the way or getting in the way – because neutral doesn’t exist”

    In Episode 25 I am joined by Devi Virdi, Group Head of Diversity & Inclusion at Centrica, to discuss how cultural intelligence is key to inclusive leadership, the importance of collecting employee data, and ‘the power of truth’.

    Devi’s DEI journey is one flavoured by many different cultures, and journey is definitely an appropriate word. Devi has worked for most of her career in the travel and hospitality sector, working across various sectors and functions including HR, sales, marketing and operations. It was during a leadership role that Devi looked around the room and realised – no one else looked like her.

    It was this feeling of ‘onlyness’ that initially empowered her to stand up and make a difference. We speak on what it is like to experience these complex feelings of being the only, and why it inspired Devi to become a change agent. She realised that many of their teams didn’t resonate with the cultures they operated in, and this highlighted the need for greater cultural intelligence.

    Devi has a great passion for cultural intelligence (or ‘CQ’), and she elaborates on why she thinks it’s so crucial for leaders to understand, and why it is a key trait (along with many others) needed for inclusive leadership. She brought this passion to her role at Centrica and it led to establishing a ‘Shadow Board’ - providing diverse mirrors to the Centrica Board to help them better understand the diversity present in the company so they can strive for better inclusion in their decision making.

    Part of understanding the employees at Centrica better includes regular data collection on their characteristics and experiences. Devi shares that asking the right questions is crucial to understanding what your employees need, and investing to meet this. We then talk about how to create the right environment to allow employees the safety to be able to answer these questions fully and honestly.

    To finish our conversation I ask Devi what she thinks DEI will look like in 20 years’ time, and she answers that she believes it will lie greatly with further advances in technology allowing for greater inclusion, but only if these technologies are made with inclusive thought and voices.



    Links:

    Devi can be found on LinkedIn as Devi Virdi

    More from Centrica can be found on https://www.centrica.com/



    To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

    • 38 min
    24. DEI: Creating a Holistic Narrative with Geoffrey Williams

    24. DEI: Creating a Holistic Narrative with Geoffrey Williams

    “Everyone has their personal passion points, and [DEI] conversation[s are] often looked at from a personal viewpoint. So it’s not really looked at as a business driver or a business conversation, it’s looked at as ‘I care about gender’, ‘I care about race’, ‘I care about disability because my child has a disability’ and you have to encourage the leaders to go outside the scope of their personal passion”



    In Episode 24 I am joined by Geoffrey Williams, Vice President / Global Head Diversity Equity & Inclusion at Burberry, to discuss empowering the next generation of workers, the toxic cycle of “paying your dues”, and the cultural nuances in global DEI strategy.

    As with many DEI professionals, Geoffrey didn’t start out in the field – in fact he hesitated to work in DEI when he was given the first opportunity so as not to be stereotyped. Starting out in the music and entertainment business, his increasing work with people led him to move over into Learning & Development in HR. It was during this role he bore witness to an unfair scenario that led him speaking up to the CEO. This culminated in Geoffrey being offered a DEI role to help rectify the situation, and after much research he realised DEI work was more than just giving speeches about discrimination.

    After talking about growing up as a Black boy in the UK in the 80s and the role of his parents in teaching how to navigate this, we talk about Geoffrey’s current work with Rocking Ur Teams in empowering and educating the youth of today and making their career aspirations accessible. This progresses into a discussion over how the expectations of the current youth entering the workforce are different to previous generations, and how organisations desperately need to adapt if they want the best talent.

    This adaption includes how organisations and leaders must break the cycle of “paying your dues” with entry level employees committing overtime, free labour and demeaning tasks because that’s what the leaders had to do. Geoffrey shares how leaders must be engaged with DEI beyond their own pet passion projects or characteristics relevant to them - he calls this leaders being “bubble bound” to their own social bubble and worldview.

    As we bring the conversation to a close, we discuss the common response of “oh well that doesn’t happen here” that we both hear when talking about racism or other discrimination. Many people believe that discrimination problems in other countries don’t happen in their own country due to it manifesting in different ways. Geoffrey explains how this is a cultural nuance that must be adapted to by global organisations, but western leaders should be careful to do it sensitively and not prioritise their own western views.



    Links:

    Geoffrey can be found on:

    · LinkedIn at Geoffrey O. Williams

    · Instagram at @geoffrey.o.williams

    · Twitter at @GWEntertainment

    Geoffrey can also be found on his website at: https://geoffreyowilliams.com/

    For more from Rocking Ur Teams, visit: http://rockingurteens.com/

    For Geoffrey’s Ted X talk on ‘The Pressure on Young Shoulders’ visit: https://www.youtube.com/watch?v=bl0tGp3eRIs&ab_channel=TEDxTalks



    To hear Why Care? episodes first, sign up to our newsletter here, and you can find more from us at Avenir via our LinkTree here.

    • 43 min

Customer Reviews

5.0 out of 5
10 Ratings

10 Ratings

Nina_Goswami ,

Learning a lot

Nadia is sharing best practice across sectors through her podcast. Enjoyed our conversation and listening to many others.

johndanwright ,

Great podcast

An important podcast showcasing and discussing the latest topics in DEI and in a way that’s accessible to the listener. Hugely enjoyed it.

OXNYGHF ,

Highly recommended

Nadia puts the guests at ease and is able to communicate with them well. I really enjoy listening to these podcasts as it speaks on relevant topics within the spectrum of DEI.

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