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Pivot Point
США
Добавлен 10 июн 2016
Next Pivot Point works to promote allyship and inclusion across all dimensions of diversity in the workplace to make sure everyone feels seen, heard, and belonging at work.
268: DEI Backlash: 4 Legitimate Concerns To Avoid with Julie Kratz
Hiring quotas, “bad guy” training, diversity tokenism and public-education overstep are four legitimate concerns organizations can use to avoid DEI backlash.
Read full article here: www.forbes.com/sites/juliekratz/2024/08/25/dei-backlash-4-legitimate-concerns-to-avoid/
Find Julie at: www.nextpivotpoint.com/
Read full article here: www.forbes.com/sites/juliekratz/2024/08/25/dei-backlash-4-legitimate-concerns-to-avoid/
Find Julie at: www.nextpivotpoint.com/
Просмотров: 117
Видео
267: DEI May Be Challenged But Its Impact Is Undeniable with Julie Kratz
Просмотров 10День назад
With anti-DEI messages dominating the headlines, it's critical that leaders show the importance of DEI work through its impact. Read full article here: www.forbes.com/sites/juliekratz/2024/06/19/dei-may-be-challenged-but-its-impact-is-undeniable/ Find Julie at: www.nextpivotpoint.com/
265: Why Are We Still Talking About The Business Case For Diversity with Julie Kratz
Просмотров 4021 день назад
The business case for diversity is not new. It has been around for decades. Diversity, equity and inclusion (DEI) leaders have been sharing the same business case for years. It has been demonstrated time and again that diverse-led organizations are: Thirty-nine percent more likely to outperform those lacking diversity Twelve times more likely to engage and retain employees Nearly eight and a ha...
264: How To Talk About DEI At Work In A Polarizing Political Climate with Julie Kratz
Просмотров 20Месяц назад
Successful organizations embed DEI into their cultures to avoid political polarization and keep a steady drum beat of DEI communications. Read full article here: www.forbes.com/sites/juliekratz/2024/07/14/how-to-talk-about-dei-work-in-a-polarizing-political-climate/ Find Julie at: www.nextpivotpoint.com/
263: How Psychologically Safe Is Your Workplace with Julie Kratz
Просмотров 35Месяц назад
Psychological safety, simply put, means creating a place where people can share hard things. In the workplace, that means employees feel safe to speak up about mistakes, weaknesses and failures, and they feel they can challenge the status quo openly without fear of retribution. Julie unpacks what it is and why it matters in this week's podcast. Read full article at: www.forbes.com/sites/juliekr...
262: True White Allies with Aisha Suleiman
Просмотров 10Месяц назад
Aisha Suleiman is Head of Diversity, Equity, and Inclusion (DEI) for IPG Mediabrands EMEA region, overseeing 21 diverse markets. As a founding member of Amazon UK’s Black Employee Resource Group (BEN), she championed change while serving as Chair. In 2022, Aisha launched True White Allies, a groundbreaking film project spotlighting historical White anti-racists from the 1700s onward, inspiring ...
261: See It to Believe It, Women in Gaming with Aubree White
Просмотров 36Месяц назад
Aubree White is a passionate gamer and coach who led the Bob Jones High School Rocket League team to a victory at the 2019 through 2024 PlayVS Alabama state championships. She is an outspoken advocate in driving diversity in esports, encouraging more women to get involved, and has seen first-hand how gaming can help drive more inclusive, community-based HS experiences. Together, we discuss: The...
260: Getting Senior Leadership Engaged in DEI with Yasmina Passeri
Просмотров 14Месяц назад
Yasmina Passeri, a distinguished Senior Project Manager in the Tech industry with over 12 years of stellar experience, stands as a testament to resilience, passion, and a relentless commitment to fostering Diversity, Equity, and Inclusion (DEI) within the dynamic realm of technology. Her journey, marked by cultural richness and a dedication to breaking barriers, has made her a beacon for change...
259: How to Upskill the Workforce with Jennifer Schwab Wangers
Просмотров 152 месяца назад
Jennifer Schwab Wangers, the founder and CEO of ENTITY Academy, has one goal in mind: to support and empower diverse talent through education and mentorship. Together, we discuss: The challenges facing underserved communities with higher education Systemic issues and fixes that will upskill our labor force How to be a better ally to upskill those around you Learn more at www.entityacademy.com/ ...
257: How to Improve Workplace Accessibility with Aimee Harman
Просмотров 212 месяца назад
Aimee Harman is co-founder of Let’s Harmonize, a DEIA consulting firm based in the UK. She joins us to share: Reverse mentoring and why it is so beneficial to both parties What she wishes people understood about neurodivergence The benefits of accessibility and how to be a more accessible workplace Follow Aimee at www.linkedin.com/in/aimee-harman/ and find Julie at www.nextpivotpoint.com/
256: Two Spectrums, Grief & Autism with Dr. Kenneth J. Doka
Просмотров 602 месяца назад
Kenneth J. Doka, PhD, MDiv, is an Autism & Grief Project advisory board member and the Senior Vice President of Grief Programs at Hospice Foundation of America (HFA) and recipient of the 2019 Lifetime Achievement Award from the Association for Death Education and Counseling. Together, we discuss: The Autism & Grief Project and how it helps adults with autism cope with grief and loss Why is it i...
255: The Cloudy Outlook for DEI with Betty Thompson
Просмотров 382 месяца назад
Betty Thompson is Booz Allen's chief people officer, and as the senior leader for their people services organization, Betty is instrumental in creating world-class employment experiences and ensures best-in-class talent to solve client’s evolving needs. Betty brings a particular focus on diversity, equity, and inclusion (DEI) and provides executive oversight and support to drive the firm’s DEI ...
253: Barriers Facing Women of Color at Work with Dr Varina Michaels
Просмотров 163 месяца назад
Dr Varina Michaels is all about people. Leading people, learning about people and advocating for people. She is an experienced Strategy, Leadership and Human Resource Management professional with deep expertise in Global Diversity and Inclusion, Intercultural Management, Neurodiversity and Leadership Development. She and I discuss: The barriers facing women of color in the workplace How to desi...
252: Embracing Neurodiversity with Pasha Marlowe
Просмотров 353 месяца назад
Pasha Marlowe (she/they) has 30 years of experience as a marriage and family therapist and neurodivergent coach. She specializes in intergenerational leadership through the lens of mental health, neurodiversity, inclusion, and neuroqueering (challenging neuronormativity, cis/heteronormativity, and other societal norms). Together, we discuss: What masking is and why neurodivergent people cover a...
251: Top Workplace Trends with Josh Bersin
Просмотров 73 месяца назад
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 workpl...
250: What Keeps Business Leaders Up at Night with Julie Kratz
Просмотров 223 месяца назад
250: What Keeps Business Leaders Up at Night with Julie Kratz
249: Are Business Leaders Quiet Quitting on DEI with Julie Kratz
Просмотров 664 месяца назад
249: Are Business Leaders Quiet Quitting on DEI with Julie Kratz
248: The Intersection of Personality and DEI with John Hackston
Просмотров 344 месяца назад
248: The Intersection of Personality and DEI with John Hackston
246: Decentering Whiteness with Dr. Janice Gassam Assare
Просмотров 524 месяца назад
246: Decentering Whiteness with Dr. Janice Gassam Assare
244: An Allyship Approach to Dismantling Systems with Wema Hoover
Просмотров 165 месяцев назад
244: An Allyship Approach to Dismantling Systems with Wema Hoover
243: Why Pronouns Are Important And How They Should Be Used with Julie Kratz
Просмотров 155 месяцев назад
243: Why Pronouns Are Important And How They Should Be Used with Julie Kratz
242: How Do DEI and AI Coexist with Julie Kratz
Просмотров 145 месяцев назад
242: How Do DEI and AI Coexist with Julie Kratz
241: Middle Managers Are The Missing Key To DEI Success with Julie Kratz
Просмотров 206 месяцев назад
241: Middle Managers Are The Missing Key To DEI Success with Julie Kratz
240: Why Inclusive Leadership Needs To Be Top Learning Priority with Julie Kratz
Просмотров 156 месяцев назад
240: Why Inclusive Leadership Needs To Be Top Learning Priority with Julie Kratz
239: Why DEI Will Not DIE with Julie Kratz
Просмотров 246 месяцев назад
239: Why DEI Will Not DIE with Julie Kratz
238: The Growing Psychological Safety Disconnect Between Leaders And Employees with Julie Kratz
Просмотров 96 месяцев назад
238: The Growing Psychological Safety Disconnect Between Leaders And Employees with Julie Kratz
236: Making Diversity Glo-cal (Global + Local) with Rick Hammel
Просмотров 47 месяцев назад
236: Making Diversity Glo-cal (Global Local) with Rick Hammel
235: Feedback-Fueled Allyship Strategies For Continuous Improvement with Julie Kratz
Просмотров 177 месяцев назад
235: Feedback-Fueled Allyship Strategies For Continuous Improvement with Julie Kratz
234: Build A Strategic Roadmap For DEI To Avoid Stalling Out with Julie Kratz
Просмотров 197 месяцев назад
234: Build A Strategic Roadmap For DEI To Avoid Stalling Out with Julie Kratz
I've noticed DEI is only being pushed where there's air conditioning and carpets. I haven't seen a lot of attention paid to getting mining, deep sea fishers, loggers, drill rig operators, and Himalayan Sherpas filled with 50+ percent of DEI hires. Personally, I think government needs to force DEI candidates into these jobs in order to become a more inclusive society.
The art is horrible and notice all the 'bad' children are both white and male? Gotta put those biases in early. I am surprised there wasn't a male offsider to Ally, Conrad, so you could also lie about what the term Comrade means.
You Marxists are going to burn in hellfire. Get ready.
Without adults informing small children about these topics they wouldn't know they exist. I think it's important to normalize these new things with children as young as we can. If their parents aren't discussing it, as teachers we should do it.
Somebody should check this guys hard drive. Got a hunch he a pedo.
Jewish hag
Very helpful for me, thanks a lot
Malevolent insecurity White masochism
White woman Margaret Sanger founder of THE NEGRO PROJECT impacted the Black community.
Our resistance to this insidious ideology will not die, either. /ex-Dem
Gender postmodernism is a cult. I've pulled a total 180 on this topic, just from educating myself about it.
The nonbinary identity promotes toxic misogyny. Stop your hate.
Women who identify as trans or nonbinary have human rights. All women, regardless of how they identify, have human rights. They deserve sex-affirming psychotherapy and support. Stop your misogyny. Stop your hate. Men who describe themselves as transwomen are not women.
You must be one of the good white people.
Government has no right to discriminate based on race. That includes government schools. We should abolish all race based government policies. If you want to discriminate based on race; you'll have to do it outside government institutions and without government agents.
Promo_SM
This is a total grift
Great session!!!!
I really appreciate this forum....
Amazing conversation! Im from SC, too.
🤢
P r o m o S M
DEI is not a priority. The priority for any organization should be hiring the most qualified and talented applicants available. DEI creates diversity hires who are less than qualified, which places more stress and workload on the strong and competent workers (like myself) to pick up the slack. I'm glad to hear that companies are defending their DEI programs. DEI is clearly a poor strategy for institutional efficiency, as is clearly evidenced by our current political administration. Time for DEI to be put out to pasture, for good.
Disagree. Our EDI program helped de-bias our hiring processes, reduced the number of micro-aggressions and surfaced some of the problems (especially in leadership) we were experiencing. Better inclusion = better employees = better results.
@@mtjohnson65 Yeah, this just isn't accurate. DEI places merit below the DEI agenda, necessarily deprioritizing the talent and quality of work which is needed to make anything thrive, especially business. I could answer this question from many angles but I will give you just two... 1) Companies which embrace DEI are successful *not* because they embrace DEI, but because they were successful before they embraced this ideal and became successful as a result of the quality of talent in their workers, not in the skin colors or sexual identities of their workers. Microsoft, Amazon, Google, Samsung, Apple, and any company you can name was successful before it implemented DEI, because DEI is not needed to make companies successful. 2) On the contrary, DEI can directly harm businesses and their operations. Easy examples are the Bud Light and Target boycotts, which have lost those two companies collectively somewhere around $40 billion in the last three months. Consider, that is about 1/3 the amount of money we have given to Ukraine, all vaporized for Target and Annheiser Busch / InBev because they embraced DEI over other ideals, such as the preferences of their customer bases. Now, I think diversity is important in a company. What do I mean by diversity? I mean real diversity, across multiple sets of dimensions rather than the ones espoused by identitarian leftist types (race, sex, gender, sexuality...) These would include things like political leanings, interest, age, religion, and nearly any other criterion you could name. Of course, for any characteristic you are likely to find a distribution of talent along some curve for the given characteristic (younger people may tend to be better at programming AI whereas older programmers may be better at things like Python and Java), but to pretend that DEI fixes all the woes of the world is such a gross misrepresentation of not only what it is, but also what it actually does to companies which were way more successful before they implemented it. Also: DEI is responsible for many other financial flops such as Lightyear, Little Mermaid, Bros, Strange World, and many others. I suspect wokeness and DEI are like parasites which are being injected into companies so that they destroy themselves from within, as this seems to be the trend we keep continuing to see. Open to having my mind changed though ;)
"Diversity" is always an excuse to push bullshit ideologies. Nope, don't want to be part of your cult.
Loved the energy! And you are beautiful.
Yeee
cringe
amazing
She’s amazing wowww
Good job, I used this for a paper...
Great video! Thanks for sharing Julie!
"Unbound - A woman's Guide to Power" This needs to be spread far and wide! Thank you Julie.
Nice
Those individual identities are you serious you are white and are being told you can't be white and excepting it, you are promoting anyone who isn't white dear oh lord what you think they gonna do with you when you've given them control, think about oh sry your not allowed to think are you, people like you are pathetic on another level.
Have you actually listened to yourself, you are totally deranged, you clearly have been brainwashed.
KSA or DIE. If you’re a government worker or a veteran that has applied for a government job your qualifications are based upon: KSA = Knowledge, Skills, Ability. DIE = Diversity, Inclusion, Equity (Equity is not the same as Equality) does nothing to prove an individual’s Knowledge, Skills and Ability to do the job. If a company feels compelled to add a DIE hiring manager or change their company logo to rainbow colors to pander to the LGBTQ group or DIE group, it’s perceived as patronizing and thus that company may be suspect or actually guilty of past discriminatory hiring practices. The bottom line…any Federal, State, public or private company that discriminates against a person’s race, religion, age, gender, sexual orientation, political affiliation, economic status, veteran status or disability is in violation of State and Federal employment laws. Teach your children well.
Thanks
0:48 vum.fyi
99.75% of the parental leave in my organisation is taken by women. How do I persuade 50% of these women to surrender their leave to advance gender equality? 100% of the work place injuries in my organisation are male for the last 5 years. How do we persuade the women to take on the dirty and dangerous jobs so that we can have gender equality and more women (and fewer men) are injured at work?
Julie, whats the point of having people to just repeat the same tired points and stories. Have someone who disagree with you for a change?
You still have white guilt. It bleeds right thur the whole podcast.
Yeah the brainwashing can be tiring
These people are ghouls who would enslave their own kids
Interesting dialog... looking forward to getting further into it over the next break here. How to explain both Twin City DA and the press' stifling of the evidence presented in this short video which conclusively PROVES initial conspiracy accusation regarding George Floyd's murder were/are valid? ruclips.net/video/UjQJRhgdrgk/видео.html
I'm curious what makes you think you're more qualified than an actual POC to teach people about diversity... I find this highly offensive and if you really support diversity you should step aside and let an actual diverse person lead this initiative.
Great upload! I believe you'd enjoy my videos too. Keep up with the great work! 💜💕
Hi Julie, are you available to conduct web based presentations to individual companies on unconscious bias and leading like allies?
Thanks Julie, I've been so impressed for quite awhile by your content and your desire to make out world and especially our workplaces more inclusive so th at a greater trust and cohesion evolves.
I love your approach, Julie, especially when you asked people if they only work with people who are like them, and more importantly, you urged them to expand that circle. Thank you for all you do.
How does someone deal with the guilt and shame of having privilege? I have a lot of privilege (I'm a straight white male) and I feel a lot of shame about the advantages I have as a straight white male.
Your Series is great. Just a Marketing thought is you should increase your branding of who you are, Name, Your RUclips Brand, and others. Great work the business world needs to have your skills as a natural, well implemented and accepted competency.Mark