The Diversity Pivot Julie Kratz

Josh Bersin is Industry Analyst and CEO of advisory firm The Josh Bersin Company. He is an author, educator, and thought leader focusing on the global talent market and the challenges and trends impacting business workforces around the world. Josh studies the world of work, HR and leadership practices, and the broad talent technology market. He is often cited as one of the leading HR and workplace industry analysts in the world. Together, we discuss:
The top four trends affecting the workplace in 2024 and beyond
Hidden trends that leaders are not paying attention to
The future of DEI and how to embed it more into culture
Follow Josh at www.JoshBersin.com and Julie at www.nextpivotpoint.com 
 

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/

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/