The Diversity Pivot

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 wi...

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...

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.m...

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.

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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 a...

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

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 valu...

According to a recent report titled “The State of L&D in 2024,” employers see a $7 ROI for every $1 spent on leadership programs, citing that traditional “soft” skills such as emotional intelligence and effective communication are not just nice-to-have, but rather must-have skills for leaders of the future. In this episode Julie shares key reasons why inclusive leadership is a must have for business leaders:

Sixty percent of learning leaders pinpointed leadership as the most significant gap in current employee development. Sixty-six percent of learning and development (L & D) professionals identified leadership development as their primary learning focus, with diversity...

DEI is at an inflection point. There is a mixed bag of evidence showing continued slow support of DEI:

Job postings for DEI are down. Most employees perceive DEI as positive, yet there is a significant political divide. DEI investment is steady and projected to double by 2026. Investors and legislation are continuing to pressure organizations to prioritize DEI. Younger employees see DEI as non-negotiable.

Learn the 10 actionable tips in this week's podcast with Julie Kratz.

 Read more on Forbes and find Julie at www.Nextpivotpoint.com

Psychological safety, defined simply, is the ability to say or do hard things without the fear of retaliation at work. In a competitive labor market, it is a must-have, not a nice-to-have. Julie breaks down new research showing:

42% of managers feel psychologically safe compared to 57% of executives 40% of leaders agreed that if they made a mistake, it would be held against them 53% of employees feel safe to take a risk versus 76% of executives 68% of employees agreed that no one on their teams would deliberately undermine them

Read more on Forbes here and find Julie at www.nextpivotpoint.co...