The Diversity Pivot Julie Kratz

John Hackston is the Head of Thought Leadership at the Myers-Briggs Company, where he leads the company’s Oxford-based research team.
He is a frequent commentator on the effects of personality type on work and life, and has authored numerous studies, published papers in peer-reviewed journals, presented at conferences for organizations such as The British Association for Psychological Type, and has written on various personality type-related subjects in top outlets such as the Harvard Business Review. Some of his most recent research focuses on diversity and inclusion in the workplace, sustainability in organizations and the intersection of personality type and neurodiversity. Together, we discuss:
The four aspects of personality and they impact workplace inclusion
How personality type impacts biases
Why personality can be a gateway to diversity and inclusion
Follow John on LinkedIn and Next Pivot Point at https://nextpivotpoint.com/

Melanie Dulbecco’s mantra is “grow, baby, grow!” and that’s exactly what she’s done for over 30 years as Torani’s first CEO outside the founding family. Torani, a globally recognized flavor company and certified B-Corp, has averaged double-digit, year-over-year growth in that time. The company culture is palpable, with a shared passion around Torani’s purpose: “Flavor for All, Opportunity for All.” She shares how to:
Build core values around a people-first culture
Measure regrettable turnover to improve retention
Make a role profile with success factors and build skills over time
Connect with Melanie on LinkedIn and follow Next Pivot Point at https://nextpivotpoint.com/.

Dr. Janice Gassam Assare has over 10 years of experience facilitating racial dialogue and educating others about equity and inclusion. The work that she does is inspired by her mom and her willingness to speak up and speak out against the oppressive systems that she had to navigate in her workplace. Through the strength and perseverance personified through her, she is invigorated to be the change I seek in the world and the workplace.
Dr. J centers her work around the liberation of Black people and more specifically, Black womxn. The reason for this is echoed in the words of the Combahee River Collective:"If Black women were free, it would mean that everyone else would have to be free since our freedom would necessitate the destruction of all the systems of oppression."
Together, we unpack:
The differences between white centering and white supremacy The stages of employee lifecycle and how to mitigate decenter whiteness in hiring, succession planning and meetings How to avoid white centering when over 70% of DEI practitioners are white Follow Dr. J at https://www.drjanicegassam.com/ and https://www.linkedin.com/in/JaniceGassamPhD/ 
 

It goes without saying that autistic people are human. Yet, for the longest time, autism has been contextualized as robots or needing to be fixed.
Matt Lowry is an Autistic adult and Licensed Psychological Practitioner who works exclusively with Autistic clients, performing neurodiversity-affirming Autism evaluations and providing Autistic Centered Therapy (AuCT)--a form of therapy that he helped create.
Together, we cover:
Why intersectionality is critical to the future of autism False assumptions people make about autism How to make workplaces more inclusive to people with autism  Connect with Matt at https://www.mattlowrylpp.com and his work:
The Autistic Culture Podcast website: https://autisticculture.substack.com
TACP on Apple: https://podcasts.apple.com/us/podcast/the-autistic-culture-podcast/id1653171456  
Autistic Connections Facebook Group: https://www.facebook.com/groups/619732285448185

Wema Hoover is a global executive and transformational leader of diversity, equity, & inclusion (DEI) and human resources and Principal & CEO of Wema Hoover Advisors, executive coaching firm and Be Limitless Consulting a DEI and Culture firm.
Wema has a proven track record of creating systemic change in organizational culture by embedding diversity and inclusion into people practices, processes, and product approach on a global scale. Wema is a former global Chief Diversity Officer and Head of Culture who has lived in four (4) countries and ran global teams in 26 countries for Google, Sanofi, Pfizer and Bristol-Myers Squibb.
She has partnered with the United Nations and World Economic Forum on global sustainability and diversity, equity and inclusion initiatives. Wema also serves as a contributing writer for Fast Company, Inc, NAMI and Diversity Magazine.
Together, we discuss:
The need to shift from “diversity recruiting to “inclusive recruiting”
How corporations can adapt their diversity programs including ERGs to comply with potential legislation while still maintaining their commitment to inclusion
How to move the pendulum and remove DEI from being a partisan football
What recent anti-DEI laws passed in Florida and Texas mean for corporate DEI efforts
Follow Wema at https://www.wemahoover.com/. and Next Pivot Point at nextpivotpoint.com
 

For folks who identify as non-binary or transgender, pronouns are essential to their identity. For folks who identify as cisgender (meaning you identify as the same gender you were assigned at birth where your gender generally corresponds to your biological sex), it may seem silly to share pronouns that may seem obvious to others. Sharing your pronouns is a way to lift the burden off others whose pronouns may not be as clear. 
Sharing pronouns creates a welcoming environment for individuals of all gender identities. It helps avoid assumptions based on appearance and ensures that everyone is addressed in a manner that affirms their identity. Different cultures and communities may have unique pronoun preferences. By sharing pronouns, individuals contribute to a more respectful and understanding environment, acknowledging and embracing the diversity of gender expressions.
Read more on Forbes and find Julie at www.Nextpivotpoint.com