ROI of DEI

73bit.com
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a business growth podcast for DEI consultants

  1. 3d ago

    247 Resilience Is not Just Inspiration. It Is Inclusion with Mandy Salas

    We covered topics - Your journey into Resilience Advocate - What did you have to rediscover about yourself? - What impact do you want to create as a speaker? - What has your experience taught you about resilience that most people misunderstand? - What do you wish workplaces understood about people who have faced life-changing setbacks? - How can someone move from feeling sidelined to rebuilding purpose, confidence, and contribution? - What metrics or signals should organisations look at to understand whether they are truly becoming more inclusive for disabled people? - What are the 3 big stages you want to speak on? - How many speaking engagements would you love to do per year? - What’s the hardest part of getting a budget signed off for a speaking engagement? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/immandysalas/ ) Website - mandysalas.com ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikram@73bit.com⁠

  2. Sep 26

    246 How a culture strategist runs a successful business with Guest Dr. Victoria V

    We covered topics - Your journey into Anti-Bias work - What impact do you want to create? - What are your core offers? - What changes in business when you work with them? - Which organisations do you serve and what are their headcount? - What offer felt effortless to sell, and why did it work? - How do you respond to “We don’t have the budget”? - How do you explain the ROI of DEI to sceptical buyers? - What’s your most controversial belief about culture that most people in our field would disagree with? - Finish this sentence: “Most companies are wasting money on culture because…” - What does it really take to hit six figures in this field? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/victoria-verlezza/ ) Website - victoriaverlezza.com ---- Download the white paper ROI of DEI, ⁠ click here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikram@73bit.com⁠

  3. Sep 19

    245 How Inclusive Culture Drives Business Impact with Guest Wendy Broersen

    We covered topics - Your career started in advertising and communication before moving deeply into DEI. What pulled you towards diversity and inclusion? - You’ve spent more than a decade helping organisations attract, retain and develop diverse talent. What have you learned about what actually makes an inclusive culture work? - Inclusive leadership is a big part of your work, from management training to board consulting. What do leaders tend to misunderstand about their role in creating inclusion? - You describe your approach as data-driven DEI. What does “data-driven” mean in practice, beyond simply collecting representation or engagement numbers? - When organisations invest in inclusive recruitment, leadership or talent retention, where do you think the strongest business case for that investment can be found? - When you think about the best client you’ve ever helped, what actually changed in their business? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/wendybroersen/ ) Website - wendybroersen.nl ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikram@73bit.com⁠

  4. Sep 12

    244 Invisible Cost of Belonging with Guest Christopher Bylone

    We covered topics - Your journey into Belonging - What impact do you want to create? - Many leaders still describe belonging as a "soft" topic. Have we simply been looking in the wrong place for its cost? - You've worked with executive leaders. What changes when those legal costs are no longer absorbed by HR or Legal, but attached to the P&L of the manager tied to the bonus? - Most organisations see that as a Talent Acquisition problem. Why is that the wrong way to think about it? - Once legal outcomes are linked, & If the full cost of replacing employees appeared on a manager's P&L, how do you think their leadership priorities would change? - In your experience, how does a lack of belonging eventually show up as legal exposure, whether through EEO complaints, discrimination cases, grievances, or investigations? - Once someone is hired, the next invisible cost is capability. How closely do belonging, learning, and productivity actually connect? - Engagement surveys often end up as HR reports. What changes when engagement scores become part of a manager's own performance review? - If every executive listening today could make just one invisible cost visible inside their organisation next quarter, which one would create the biggest improvement in belonging and business performance? - If you had 90 days inside one organisation with no new budget, what would you change first? - I love when you say If I have to show the ROI of DEI, you are not my client, How did you develop this confidence in the current market? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/christopherbylone/ ) Website - alwayschristopher.com ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikra⁠m@73bit.com

  5. Sep 5

    243 Defusing Workplace Tension Through Real Inclusion with Beccs Riley

    We covered topics - Your journey into Inclusion - What impact do you want to create? - You say you are often brought in to “defuse situations.” What does that usually look like inside an organisation? - What is the difference between making people aware of inclusion and making direct changes that people can actually experience at work? - How do you explain the business value of creating work environments where people can work safely? - What are the hidden costs when organizations ignore conflict, exclusion, or unclear communication? - What metrics or signals could leaders track to understand whether inclusion is improving the workplace? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/beccsriley/?locale=en ) Website - beccsriley.de ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikram@73bit.com⁠

  6. Aug 29

    242 Culture Blooming: Nurturing Workplaces Where People Grow with Guest Abi Adamson

    We covered topics - You describe yourself as “The Culture Ajagun.” What does that name mean? - What inspired you to write Culture Blooming, and what impact do you hope the book creates? - The book challenges leaders to treat culture like a garden rather than a construction project. Why is that distinction so important? - Could you introduce the SERN™ framework and explain how Soil, Exposure, Roots, and Nutrients work together? - How do you help leaders connect workplace culture with business outcomes such as retention? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/abiadamson/ ) Website - theculturepartnership.com ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikram@73bit.com⁠

  7. Aug 22

    241 DEI Investment Logic - Every Budget Is a Leadership Biography with Cheryl Ingram

    We covered topics - Recap of your journey into data-driven DEI - “Every budget is a leadership biography.” What do you mean by that? - Why is this a better question: "How do leadership experiences influence the decisions leaders make once they get there?" - In your research, representation alone was not a reliable predictor of outcomes. What surprised you most about that finding? - Can you explain the idea of investment logic in simple terms for a leader who has never heard that phrase before? - When you look at a DEI budget, what does it usually reveal about what leaders truly believe? - Your research suggests low-performing organisations spent around 50% of DEI investment on training, while high-performing organisations spent closer to 25%. Why is overreliance on training a problem? - What should executives be looking at beyond headcount data if they want to understand whether leadership diversity is actually shaping strategy? - If a DEI consultant is helping a client review their DEI budget, what questions should they ask to uncover the client’s real investment logic? - What would you say to a CEO or CFO who is listening to this episode? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/cheryl-ingram-29093067/ ) YouTube - https://youtube.com/@inclusologists?si=iKXyTjHwlGjGQbt5 Research Data Image - https://73bit.com/ROI_of_DEI/Ep242_Data.png ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikram@73bit.com⁠

  8. Aug 15

    240 Measuring the Cost of Culture Under Uncertainty with Genevieve Hayes

    We covered topics - Your journey into becoming an AI specialist - What has that taught you about helping leaders make important decisions when the data is incomplete? - Which argument from Douglas Hubbard’s book, How to Measure Anything, are we focusing on for today's conversation? - Can you explain further why measurement does not need to eliminate uncertainty and only reduce it? - - How do we build trust with business leadership on any cost model? - What indicators do we have to look for to know the HR Leader is trusting the formula? - How do we conclude if HR trusts the numbers? - How do we transfer confidence to the HR Leader to make the connection with business impact? - Are reputational risk, opportunity cost, and damaged client relationships a strong enough business case to defend? - What separates a credible business-impact argument from a chain of speculative claims? - What language would help the HR Leader deal with internal uncertainties? - How do we build conviction in creating a correlation between leading signals and the investment decision? - How do we overcome an investment decision with the risk of uncertainty when we know causation can't be proved in 90 days Pilot? - What would make the results strong enough to approve further investment? - How does someone trained in measurement under uncertainty think about using correlational signals like these to justify a budget decision? - What is one thing a DEI consultant should change about how they present numbers to an HR leader or CFO? - When should a leader be confident enough to say, “We do not know everything, but we know enough to act”? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/gkhayes/ ) Website - valuedrivendatascience.com ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? Please email ⁠vikram@73bit.com⁠

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a business growth podcast for DEI consultants

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  • Creator
    73bit.com
  • Years Active
    2021 - 2026
  • Episodes
    248
  • Rating
    Clean
  • Copyright
    © 73bit.com
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    ROI of DEI