100 episodes

The purpose of this podcast is to have the uncomfortable conversations about diversity, equity, and inclusion that we all need to be having to PIVOT towards positive social change.

The Diversity Pivot Julie Kratz

    • Business
    • 4.8 • 27 Ratings

The purpose of this podcast is to have the uncomfortable conversations about diversity, equity, and inclusion that we all need to be having to PIVOT towards positive social change.

    246: Decentering Whiteness with Dr. Janice Gassam Assare

    246: Decentering Whiteness with Dr. Janice Gassam Assare

    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/ 
     

    • 38 min
    245: April is Autism Acceptance Month with Matt Lowry

    245: April is Autism Acceptance Month with Matt Lowry

    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

    • 46 min
    244: An Allyship Approach to Dismantling Systems with Wema Hoover

    244: An Allyship Approach to Dismantling Systems with Wema Hoover

    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
     

    • 34 min
    243: Why Pronouns Are Important And How They Should Be Used with Julie Kratz

    243: Why Pronouns Are Important And How They Should Be Used with Julie Kratz

    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

    • 7 min
    242: How Do DEI and AI Coexist with Julie Kratz

    242: How Do DEI and AI Coexist with Julie Kratz

    Leaders are being tasked with managing a record level of change from politics to social issues due to the rapid pace of technological change. Those who embrace the human skills along with the technical skills will thrive.

    AI cannot replace human skills. To establish a competitive advantage in a tight labor market, it's smart to balance these skills in the workplace. This balance boosts retention, productivity and the quality of work performance.
    Learn more on Forbes and find Julie at www.Nextpivotpoint.com

    • 7 min
    241: Middle Managers Are The Missing Key To DEI Success with Julie Kratz

    241: Middle Managers Are The Missing Key To DEI Success with Julie Kratz

    In an era of cancel culture there is a fear of saying or doing the wrong thing that often leads to inaction. The dominant group could fear feeling less relevant, could be concerned about the reputation risk involved in speaking up and could have a zero-sum-game mentality (one person or group wins and one loses).
    In my interview with Sandra Quince, CEO of Paradigm for Parity, she explained that “diversity is the next dirty word. What people don’t get is that DEI is not a replacement strategy. The goal of DEI is for everyone to feel valued. This is especially true for women and marginalized groups. We must focus on managers in organizations as they have the most impact on creating a place where women and others of all races and backgrounds can advance and be retained in leadership. Many managers are promoted because of their individual work performance, but as they continue to ascend in their careers, [their] companies need to be supportive and invest in the development of their inclusive-leadership skills.”
     Learn more on Forbes and find Julie at www.Nextpivotpoint.com

    • 7 min

Customer Reviews

4.8 out of 5
27 Ratings

27 Ratings

Suzanne Wertheim ,

Always insightful and practical

If you’re looking for practical, useful insights into DEI work (and ally work), then this is the podcast for you. Julie Kratz is clear-eyed and asks the right questions. Always a useful takeaway!

Travel Business Success.com Radio ,

Julie is Leading the Diversity and Inclusion Charge. Very Inspirational

It’s a sad but true fact, that inspite of years of research, and the clear documented bottom line benefits of more inclusive diverse leadership of women and people of color, that the US has not made much progress…

Thank God for advocates like Julie who bring on great fellow advocates, consultants and coaches as guest that are actively engaged in helping advance more diverse leadership, especially at senior levels.

I recommend women (and ESPECIALLY MEN) listen, and learn from this podcast and help sponsor and assist more women to advance into C-Suite roles.

Your company and team will be happier, have better retention and make more money too.

bej2024 ,

Open and wise

Julie is truly open to and active in dismantling racism and building belonging. She’s expert in her field and can guide her guests well to bring out rich and subtle points.

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