248: The Intersection of Personality and DEI with John Hackston
Release Date: 04/28/2024
250: What Keeps Business Leaders Up at Night with Julie Kratz
The Diversity Pivot
In a recent study, CEOs cited workforce development, business strategy and HR financial impact as top concerns. , department chair and Thomas C. Vandiver, bicentennial chair at the USC Darla Moore School of Business, conducts a survey of Fortune 500 CHROs every year, interviews CEOs about the challenges they face, and shares his findings in the report . In an interview with me, Patrick shared some of these findings, chief among them: Developing strategic workforce plans topped the list of CEO challenges, with 41% indicating this process needs improvement and 7% indicating it needs vast...
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249: Are Business Leaders Quiet Quitting on DEI with Julie Kratz
The Diversity Pivot
DEI continues to be polarized in the news cycle - from state legislation to public withdrawals of support. What's next for DEI? Leaders embedding it in their organizations because it is good for business. Read more on and follow Next Pivot Point at https://nextpivotpoint.com/
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248: The Intersection of Personality and DEI with John Hackston
The Diversity Pivot
John Hackston is the Head of Thought Leadership at the Myers-Briggs Company, where he leads the company’s Oxford-based research team. He is a frequent commentator on the effects of personality type on work and life, and has authored numerous studies, published papers in peer-reviewed journals, presented at conferences for organizations such as The British Association for Psychological Type, and has written on various personality type-related subjects in top outlets such as the Harvard Business Review. Some of his most recent research focuses on diversity and inclusion in the workplace,...
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247: The Inclusive Employee Experience with Torani CEO Melanie Dulbecco
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...
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246: Decentering Whiteness with Dr. Janice Gassam Assare
The Diversity Pivot
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...
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245: April is Autism Acceptance Month with Matt Lowry
The Diversity Pivot
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 ...
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244: An Allyship Approach to Dismantling Systems with Wema Hoover
The Diversity Pivot
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,...
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243: Why Pronouns Are Important And How They Should Be Used with Julie Kratz
The Diversity Pivot
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...
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242: How Do DEI and AI Coexist with Julie Kratz
The Diversity Pivot
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 and find Julie at www.Nextpivotpoint.com
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241: Middle Managers Are The Missing Key To DEI Success with Julie Kratz
The Diversity Pivot
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...
info_outlineJohn Hackston is the Head of Thought Leadership at the Myers-Briggs Company, where he leads the company’s Oxford-based research team.
He is a frequent commentator on the effects of personality type on work and life, and has authored numerous studies, published papers in peer-reviewed journals, presented at conferences for organizations such as The British Association for Psychological Type, and has written on various personality type-related subjects in top outlets such as the Harvard Business Review. Some of his most recent research focuses on diversity and inclusion in the workplace, sustainability in organizations and the intersection of personality type and neurodiversity. Together, we discuss:
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The four aspects of personality and they impact workplace inclusion
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How personality type impacts biases
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Why personality can be a gateway to diversity and inclusion
Follow John on LinkedIn and Next Pivot Point at https://nextpivotpoint.com/