Research Adjacent’s Post

Hi, it's Jebeh Edmunds. In today's podcast, we're focusing on key vocabulary terms in diversity, equity, and inclusion. I'll impart to you six key terms: inclusion, intersectionality, marginalized privilege, unconscious bias, and white fragility. I picked these terms because they seem to be the most commonly misunderstood key terms when it comes to diversity and equity. Sit back and reflect on why we still fear talking about the social construct of race and how the power of perception affects the community. Broaden your horizons and embrace diversity—by doing so, you’ll create a positive change toward an inclusive and culturally competent community. Tune in for the full episode arriving shortly on my YouTube channel: https://lnkd.in/gxvHj-3n #JebehCulturalConsulting #CulturalCurriculumChat #inclusionmatters #intersectionality #marginalizedprivilege #unconsciousbias #whitefragility #racialsocialconstruct #communityimpact #diversityembraced #embracediversity #inclusion

How do you run Moms at Work? How does Moms at Work advocate? How do you do it Allison Venditti, CHRP, CHRL? Here it is in podcast form. I try and answer all the things for you and how Moms at Work has created belonging for me and for over 30k women. https://lnkd.in/gffqsuKr

I am so glad #WFH #WFO is being addressed as some CEO's who are not interviewing their employees (yes they should be walking around talking with employees directly) do not realize what the #Commute is like for so many employees #LongCommutes #UnrealiablePublicTransportation thanks to #TTC & #Metrolinx being subpar in their infrastructure and service delivery; or long drives in heavy traffic; and these commutes arise after getting the kids to school; older parents to elder care; single parents dealing with work and home life etc etc etc. To #MakeTheCommuteWorthwhile will take more than game rooms; nice cafes; comfy couches to sit on. Optimal Performance Consultants has one of the most unique views into what your employees want and need - with over 600 ergonomic assessments; direct interview with over 5,000 employees in the last 4 years and employees knowing their feedback is not divulged to managers and Directors, we have the answers. If your #CSuite #FacilityManagers #CorporateRealEstate #Brokers #RealEstateBrokers #HumanResourcesProfessionals want to know what employees want & need (Surveys are not as accurate as they are made out to be and have limitations in their interpretations) contact our team: J.Sleeth@OptimalPerformance.ca

Unpopular opinion: #UnconsciousBias training might not be the silver bullet we thought it was. 🎯💔 We've witnessed countless organizations invest heavily in these programs. 🔍 The logic seems sound: reveal hidden biases, increase awareness, improve #diversity. 🤔 But here's the twist: the evidence tells a different story. Dr. Jonathan Ashong-Lamptey talks about the disconnect between popular practice and empirical evidence - and why we need evidence-based #inclusion strategies. 🎙 Listen to the full episode on the Reconstructing Inclusion #podcast by Amri B. Johnson.

🗣 "In those early years, people are afraid to [speak up], they think of imposter syndrome, especially with women.. Do they have anything to say? Do they even want to listen? Does it matter? The answer is yes." 🎙 Our CCO Angeley Mullins recently featured on a podcast episode with Oakwell Hampton! 🎙 In the 4th episode of the Inclusive Code, Angeley shared her knowledge on diversity, equity and inclusion (DEI), her experiences as a woman in leadership (especially in the world of tech), and the importance of self-growth. 💪 If you'd like to listen to the episode check out the links in the comments below 👇👇 #womenintech #tech #womeninleadership #inclusivecode #dei #diversityequityinclusion #podcast

Diversity and Inclusion. It doesn't need to be difficult. Listen to SIMMA Lieberman on the podcast Your Intended Message https://lnkd.in/gW2R3e7 #diversityinclusion #diversity #inclusion #inclusiveleadership #inclusiveworkplace Hi, I'm Simma Lieberman. The inclusionist. I help create inclusive cultures where people love to do the best work and live their best in their community. And I would like to listen to Your Intended Message and my episode with George Torok. And in this episode, we talked about how to get your intended message across by understanding diversity and inclusion and understanding who you are in order to be able to understand who other people are, and that will help you get your message that will help you get to where you want to be heard.

Last week, my pal Onome O. joined us on the Women Talk Tech Podcast to chat about the intersection of tech and government! This was such a fun episode to listen to and I loved Onome's insights on the incredible value of women and young people of diverse backgrounds in politics:) Tune in: https://lnkd.in/ebGSTDnX #WomenTalkTech #WomenInTech #WomeninGovernment #WomeninPolitics #politics #canpoli

In 2023, I really changed my approach in my mission to serve you on your Inclusion Journey. Here’s what I did: - Reviewed 30 books in 30 weeks  - Posted insights and inspirations 7 days a week - Shared all the content from my podcast, not just teasers.  - Shared more about our Evidence Based Inclusion practice - Interviewed authors of books you may be interested in This is more in line with my mission To help a million people like you to make your workplace inclusive I wanted to move away from vanity metrics. Here’s the weird thing: MORE people check out the show. MORE people contact me saying they use what we share. MORE people are getting results. I’m cheering you on for 2024! Follow me if you want ongoing encouragement in these practices. 

I've spent over 10 years talking to #marketing leaders about what stops them being strategic growth builders in their organisations. Sometimes we can blame the short-sightedness of the CEO or CFO to recognise #brand & #marketing as investment, rather than cost; other times, it's the lack of boldness in the #CMO or the struggle to step outside that very skinny comms & campaign swim lane they've allowed themselves to be channelled into. Sometimes, it's resistance to change, or an inherent fear of trying something different & possibly not getting it perfectly right the first time. Or it could be the limitations of the tools & targeting at their disposal. But then sometimes, marketers simply don't know, or fail to recognise, the bubble they can live in professionally; that what makes our target customers behave & think differently could be rather different to our own behaviours & beliefs. I'm pleased to say we're constructively confronting these hurdles & more in the new CulturalPulse podcast series, #CALDTalks. This 6-part series is all about exploring Australia's rich cultural diversity as a growth lever for Australian #marketing teams & their brands. Multicultural Australia is a huge opportunity. More than 51% of the nation's citizens were either born overseas, or have at least 1 parent who was. The nuances this represents in consumption patterns, brand affinities, channel preferences, behaviours, trust in institutions, influences & product engagement are significant. Marketers who are able to firstly, recognise these, and secondly, harness these to engage more authentically with consumers, will have a substantial #growth advantage over their peers. And yet as we discover through this series, there are several lingering misconceptions & myths to bust - some known, some unknown to many of the marketing fraternity - if marketers are to truly realise the power of #culturalinclusivity in their work and brand actions. I sincerely hope Australian marketers find the expert insights & discussions presented throughout this new podcast series to be useful & insightful. Importantly, I hope they inspire listeners to do something different & innovative in a way that values the rich cultural heritage of modern Australia.

Those of us who are “too quiet” have considered responses when we do share. In my experience, this is because we’ve listened to multiple perspectives, we’ve taken time to understand the complexities, we’ve seen the big picture and the details, which gives us insight to join the dots between seemingly disparate matters. How do you make space for “quiet” people to contribute meaningfully and purposefully?