Episoder
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Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
JFK welcomes Dawn Bennett-Alexander or "Dr. BA" as she is affectionately called by her students from the University of Georgia. She is the namesake of UGA's "Dawn Bennett-Alexander Inclusive Community Award", and is arguably the 1st Diversity Equity Inclusion & Belonging (D&I) professional. She has worked on D&I initiatives in academia since 1982, and wrote the first Employment Law Text Book, now in its 10th Edition.
More at her company's site www.practicaldiversity.com
She is a cum laude graduate of the Howard University School of Law and a magna cum laude graduate of the Federal City College (now the University of the District of Columbia). Licensed to practice in DC and six federal jurisdictions, she is a emerita associate professor of Employment Law & Legal Studies of the University of Georgia's Terry College of Business, retiring in February 2021 after 33 years and over 60 awards and recognitions for teaching and service, including 10 Outstanding Professor of the Year Awards. A celebrated author, facilitator and consultant with nearly 40 years of experience in bringing people together, she created Practical Diversity to help the world take diversity from theory to practice by doing the necessary heart work. Upon her retirement, the University of Georgia honored her contributions by creating the first-of-its-kind annual Dawn D. Bennett-Alexander Inclusive Community Award for faculty demonstrating a significant commitment to Diversity & Inclusion. -
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
JFK shares a Supplier Diversity Panel from the Inclusion Corporation D&I Service Management certification program with participants from insuarnce & finance firms Assurant, State Farm, & FIS.
Below are some of the D&I Elements from D&I Domains 29 & 30 that compelled the questions during the panel.
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Manglende episoder?
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Join us in this asynchronous online course that introduces the ISO-30415 Standard via the D&I Service Management (DISM) Lifecycle framework. This course hosts weekly live Q&A sessions with Lecturers to demonstrate the Inclusion Maturity Model Integration (IMMI) and use-cases across organizational Governance, Product Delivery, Human Resources, and Supply-Chain management.
inclusionscore.org/certification
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Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
JFK talks with Effenus Henderson about some of the differences between the Global Diversity Equity & Inclusion Benchmark (GDEIB) and the ISO-30415 Standard for Diversity & Inclusion Service Management (DISM).
Join us for more for more at the DISMForum.com
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Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
How much longer is DEI going to be around?
An interview on D&I Insurance with Jason Quaglia with JFK
Jason A QUAGLIA - Vice President of Risk Management Solutions of America, Commercial Insurance Brokerage House interviews:
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In this bonus episode, James Felton Keith, CEO is InclusionScore gives some of his thoughts and takeaways from the Techstars DC Start-up Venture Capital Cohort. He's a bit long-winded and could've went into about 5 hours worth of detail, but this was a 50 minute start. If you have any questions leave them in the comments for us or DM us at @InclusionScore (everywhere except for Twitter).
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Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
JFK shares a Supplier Diversity Panel from the Inclusion Corporation D&I Service Management certification program with participants from State Farm, & Fiserv.
Below are some of the D&I Elements from D&I Domains 29 & 30 that compelled the questions during the panel.
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Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
July 13, 2023 - JFK joins US Senator Michael Donald Brown to mentor on leadership and company culture at Volunteers of America, one of the largest non-profit organizations in the United States. The Futures Fund Community Health Incubator accelerates social enterprises that improve quality, equity, and access to care for Medicaid and at-risk populations.
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Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
Kay & Jay discuss the headline Non-Disparagement Clauses Are Retroactively Voided, NLRB’s Top Cop Clarifies
Below are some of the questions D&I Elements from D&I Domains 5 & 6 that would be asked of Starbucks to defend itself against systematic reverse-racism lawsuits.
6.1 - Can you identify percentage changes of D&I risks and opportunities? 5.1 - Does your team ensure the rationale for D&I is established and organizational leaders articulate theircommitment to sponsor, develop and sustain an inclusive organization? 5.4 - Does your team ensure that all members of the workforce understand and share in the achievement of D&I objectives? -
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
Kay & Jay briefly answer more question from the 2022 cohorts of D&I Professionals certified in the ISO-30415 standard. Here we explore a question from the D&I Officer of one of America's largest states. Listen to her question and the 4 part answer from JFK.
1st:
ERG leaders should not be writing these policies, because they are not a part of the organization's mission/function. They should serve as auxiliary or advisory boards to keep the policies as authentically ambitious as reasonably possible per the organization's potential to make progress. You (or the D&I Leader) should write the policy as skeletons with objectives as a starter and assign them to management-level leaders. You can tie ERGs to each policy, but there should be 32 Max. The objective here is to normalize D&I as a process activity not a people-specific activity, so that even if you were replaced with a Rich Straight White Cisgender man, he would still be obligated to report on these process functions, as he would accounting at the end of a month, quarter, year.
2nd:
I understand that management-level leaders may just ignore the policy that you delegate to them, but the mere existence of these policies is what makes the management accountable, per your job description, which your management probably wrote too generously and poorly, not considering the legal implications. Use your ERG leaders to anonymously-in-caucus accuse the management in charge of your policy variations of discrimination. (Ignoring us is a violation). That is what they are actually there for. Even if you lose your job, there is a paper trail of you doing your job and the organization bucking the process in place. That's worth at least $217K in the USA today, and there is plenty of other work for you to do in this space from your current or other locations. D&I Pro was the #2 job on LinkedIn last year and I know about 20 companies that want an auditor as soon as yesterday.
3rd:
Get your organization addicted to an automated technological process of audit, change, consideration, and execution of policy principals. The stronger you make your paper trail at the lower levels of the organization the more difficult it will be for leadership to just ignore what you've built. Ignoring your standardized structure is by default either retaliation (55% of EEOC claims) or discrimination (45% of EEOC claims).
The process is entrapment.
4th:
I would start with looking for another incentive for D&I, without the HR Director's buy-in. The world can't wait for HR people to care or smarten up. Do you know how the state is insured and how many grievances the state departments have? My team rarely talks to HR people until the CFO realized that the HR people should be in more trouble. We tie grievances to the regular costs of doing business and ask the CFO the three questions at the top of this link, after showing them how much they spend in either turnover or grievances, we ask if the HR director is worth it. You don't have to do this. I could do it tomorrow... We do need to make a non HR case for D&I and the case is that D&I is not about feel-good or even demographic change, it is about not losing your shirt to lawsuits. The Black, Latino, Womens, and LGBT bar who all support your Governor right now would have a field day with this. Let's table that piece for a moment.
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Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
Kay & Jay briefly discuss Onboarding & Induction which is D&I Domain 13 & 14 based on a question from one of the newly minted D&I Professionals in our Certification Course in #ISO30415 in the USA. As they briefly touch on the D&I Domain, below is the guiding D&I Element from domain 13
13.2 Does your team ensure structured onboarding process plans are implemented for the induction of new people into the organization from their first day, first week, and first three months. The onboarding process should ensure that diverse needs are met and individual requirements regarding work environment, facilities and technologies are recognize? -
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
Kay & Jay discuss Supplier Diversity via the 5th & 6th D&I Domains of the ISO-30415 Standard, specifically the D&I Framework and how it applied to the current headline: Starbucks executives, directors are sued over diversity policies
Below are some of the questions D&I Elements from D&I Domains 5 & 6 that would be asked of Starbucks to defend itself against systematic reverse-racism lawsuits.
5.1 - Does your team ensure the rationale for D&I is established and organizational leaders articulate their
commitment to sponsor, develop and sustain an inclusive organization? 5.4 - Does your team ensure that all members of the workforce understand and share in the achievement of D&I objectives? 6.1 - Can you identify percentage changes of D&I risks and opportunities? -
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
Kay & Jay discuss Supplier Diversity via the 29th & 30th D&I Domains of the ISO-30415 Standard, specifically the 4th D&I Element of the 29th which asks:
[29.4/10.4.2] Does your team communicate the organization’s D&I expectations, including the D&I principles, to potential supply chain partners? -
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
JFK sits down with Dawn Bennett-Alexander or "Dr. BA" as she is affectionately called by her students from the University of Georgia. She is the namesake of UGA's "Dawn Bennett-Alexander Inclusive Community Award", and is arguably the 1st Diversity Equity Inclusion & Belonging (D&I) professional. She has worked on D&I initiatives in academia since 1982, and wrote the first Employment Law Text Book, now in its 10th Edition.
More at her company's site www.practicaldiversity.comShe is a cum laude graduate of the Howard University School of Law and a magna cum laude graduate of the Federal City College (now the University of the District of Columbia). Licensed to practice in DC and six federal jurisdictions, she is a emerita associate professor of Employment Law & Legal Studies of the University of Georgia's Terry College of Business, retiring in February 2021 after 33 years and over 60 awards and recognitions for teaching and service, including 10 Outstanding Professor of the Year Awards. A celebrated author, facilitator and consultant with nearly 40 years of experience in bringing people together, she created Practical Diversity to help the world take diversity from theory to practice by doing the necessary heart work. Upon her retirement, the University of Georgia honored her contributions by creating the first-of-its-kind annual Dawn D. Bennett-Alexander Inclusive Community Award for faculty demonstrating a significant commitment to Diversity & Inclusion.
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Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
In this episode, we interview Linda Espinosa Valencia (She/Her), Co-Founder of Ventura Collective and certified ISO-30415 EDI Consultant to discuss Hispanic Heritage Month and the language Hispanic versus Latinx.
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Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
In this episode:
We get to meet Karen & James to discuss why it is necessary to standardize and professionalize D&I and how we got here. They'll also discuss a few news headlines driving the market for corporate D&I:
New board diversity rules in UK and US heighten D&O #insurance risk: Marsh #DiversityandInclusion disclosure set to influence D&O underwriting https://twitter.com/InclusionScore/status/1565038086169444353?s=20&t=gcUKgpRsQpSIdrsNFuQOQg This week @AmericanExpress hit with lawsuit alleging discrimination against White employees. Failing to have an #ISO30415 backed process is a real risk for #DiversityandInclusion on all levels https://twitter.com/InclusionScore/status/1564078253207429121?s=20&t=gcUKgpRsQpSIdrsNFuQOQg A man is awarded a $4.4 million settlement after being racially profiled in @Walmart - This is a EPL #insurance claim. https://twitter.com/InclusionScore/status/1563956927058640897?s=20&t=gcUKgpRsQpSIdrsNFuQOQg -
Join Karen Prater Jasmine and James Felton Keith, executives of the #1 global certifying body in organizational Diversity Equity Inclusion & Belonging (D&I) per the International ISO-30415 Standard for D&I.
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DEI is about more than just the optics of a company website—it must be embedded into our economic, social, and political systems in order to solve the world’s biggest problems. Join James Felton Keith, award-winning engineer, economist, and the CEO of InclusionScore, as he explains the bigger picture of DEI, how the future of work ties into that picture, and how meaningful inclusion has the power to transform the world.
