Diversity Matters with Oscar Holmes IV

Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives.

Legacy: Racism in Medicine 09/13/2024

Legacy: Racism in Medicine Diversity Matters with Oscar Holmes IV Season 5, Episode 5 Episode Title: Legacy: Racism in Medicine Guest: Dr. Uché Blackstock Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: "The under 6% representation of Black physicians stems from policies like the Flexner Report, which closed many HBCU medical schools, reducing Black doctors and care quality in underserved communities. We must correct these injustices by improving access to education and support in medical training." — Dr. Uché Blackstock Black physicians have shown resilience, but systemic barriers persist across generations. In this episode, we speak with Dr. Uché Blackstock, a physician, health equity advocate, and author of Legacy: A Black Physician Reckons with Racism in Medicine. She’s focused on breaking down these barriers to improve care for marginalized communities. We explore the history of Black representation in medicine, the impact of systemic racism, and urgent reforms for equitable healthcare. Dr. Blackstock offers actionable steps for change, making this a vital listen for anyone committed to health equity. 3 Exceptional Highlights: Even with Harvard degrees, Black individuals still face major health disparities due to systemic and interpersonal racism. Socioeconomic status helps, but Black families still have fewer resources than white families, limiting access to education and opportunities. AAMC data shows wealthier students perform better on the MCAT and are more represented in medical schools due to better access to resources, not intelligence. Show Highlights: Can you discuss your mother’s journey as a black woman in medicine and the lessons you learned from her? 02:35 - Dr. Uché Blackstock My mother overcame tough challenges growing up. As the first in her family to attend college, she went on to Harvard Medical School. Her journey taught me the value of returning to serve your community, no matter your education. What are some urgent reforms needed in our healthcare system to address disparities? 13:07 - Dr. Uché Blackstock Opening new medical schools is a step in the right direction, but we need federally and privately funded pipeline programs from early education and more equitable learning environments. How does the wealth gap contribute to the opportunity gap in education, particularly in medical school? 14:51 - Dr. Oscar Holmes IV Unlike fully funded PhD programs, law and medical schools require a full-time commitment and significant financial resources, disadvantaging those without support. What advice would you give to patients who feel they are not receiving the best health care, and how can they advocate for themselves? 24:47 - Dr. Uché Blackstock Prepare questions, bring support, ask about your diagnosis and treatment, and don't hesitate to get second opinions if unsure about your care. Can you share some insights about your mentors and any critical advice that helped you through tough times? 29:15 - Dr. Uché Blackstock Cross-racial mentoring is essential. Seek out mentors, and offer mentorship when you can. Important Links: Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/33045217

Raising Native American Voices 06/22/2024

Raising Native American Voices Diversity Matters with Oscar Holmes IV Season 5, Episode 4 Episode Title: Raising Native American Voices Guest: Dr. Joe Gladstone Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: "For any Native American advocate, be who you are, find what you’re passionate about, and do your best not to let people talk you out of it. Things won't change instantly, but in the grand scheme of things, good work done diligently will ultimately prevail.” — Dr. Joe Gladstone Too often, the vibrant tapestry of Native American cultures gets flattened into a single, oversimplified narrative. But their powerful voices demand to be heard in all their diversity. In this episode, we're joined by Dr. Joe Gladstone, whose roots span the Blackfeet Tribe of Montana and Nez Perce. As an esteemed educator, he's on a mission to bridge the worlds of modern management principles and the rich wisdom of Native and Indigenous cultures. Currently, he is an Associate Professor of Management at Washington State University’s Carson College of Business. From exploring the deep symbolism of land acknowledgment ceremonies to preserving Indigenous languages, his insights will challenge you to reflect on the profound respect owed to Native communities. We also touch upon transplanar wisdom, a foundational Native American and Indigenous philosophy, and its influences on organization management and business ethics. 3 Exceptional Highlights: Over 500 federally recognized Native American tribes in the U.S. retain sovereignty, as enshrined in the Constitution defining them as sovereign nations alongside foreign states. Land acknowledgments should be accompanied by tangible efforts to recognize, honor, and give back to the Native communities that have historically been connected to that land. Rather than deeming any Native tradition or culture obsolete, we must examine which ones are genuinely authentic to pre-reservation times and which are more recent adaptations. Show Highlights: Can you share how your cultural heritage has influenced your personal and professional journey? 02:31 - Dr. Joe Gladstone Working with tribes has given me a deep understanding of how different cultures perceive and navigate the world. This understanding has influenced my focus as an educator on respecting and helping others draw from their own experiences. What does it mean to be enrolled into a particular tribe, and what does life look like for people on reservations? 08:39 - Dr. Joe Gladstone Each tribe has its own rules around enrollment, which is essentially citizenship. For many tribes like the Blackfeet, you need a certain 'blood quantum' or degree of ancestry to enroll. Your enrollment is usually decided by your parents when you're young based on the tribe's rules. Reservation life ranges from isolated rural communities to urban existences, depending on the tribe's geography and enterprises. What does The PhD Project mean to you? 14:37 - Dr. Joe Gladstone I’m grateful to the PhD Project for connecting me to schools like New Mexico State that were interested in my background with American Indian communities. For minorities to build strong economies, we need business skills around making, managing, and accounting for money. Having professors who look like the students and can make business real for them keeps them engaged to graduate. One of the things that I often get asked is about the practice of Land Acknowledgments and whether or not people should do them. What is your take on it? 21:46 - Dr. Joe Gladstone Land acknowledgments have a deep spiritual tradition among Native peoples. When entering someone else's land, we acknowledge that we are guests, honor past inhabitants, respect the current stewards and their rules, and commit to protecting the land for future generations. How can organizations show authentic respect alongside land acknowledgment ceremonies? 25:15 - Dr. Joe Gladstone Simply saying the words of a land acknowledgment is not enough. Organizations should pair the acknowledgment with concrete actions to give back to the tribal communities whose land they occupy, like building a park, rehabilitating land, holding an annual ceremony/event, etc. Another way would be to educate themselves about the specific Indigenous people who originally lived on and knew that land intimately. We know there are difficulties in preserving Native American culture and art plays an important role in doing that. One of my favorite The Moth episodes is a story that Manuelito Wheeler shared wherein he spearheaded dubbing Star Wars in the Navajo language. What is the importance of projects preserving Native languages? 29:25 - Dr. Joe Gladstone Language and faith are deeply intertwined—preserving language preserves how we understand and view the world through our cultural lens. Dubbing Star Wars into Navajo helps keep the language alive, which is valuable. However, I wonder if translating a deeply philosophical film like Star Wars fully conveyed the metaphysical and spiritual meanings embedded in the original English version. We must explore the question of whether dubbing English films captures the full nuanced meaning, versus creating original Navajo-language content from the start. What advice do you give to other Natives on navigating the challenges of maintaining traditional cultural values while also living in contemporary society? 35:32 - Dr. Joe Gladstone There is this concept of "transmotion" from Native philosopher Gerald Vizenor. It’s the ability to fluidly code-switch between cultural identities, drawing from the useful values and innovations of each world to navigate life's journey seamlessly and carry out our purpose. Transmotion allows you to stay grounded in your traditions while also adapting compatible parts of the mainstream, enabling you to thrive in all spheres of your life's journey. I'm just curious, are there any Native American cultures or traditions that you feel perhaps need to change? 40:06 - Dr. Joe Gladstone It's hard for me to speak on every tribe's customs since there are over 500 different tribes. But I can reflect more broadly on this idea of cultural resilience and how we preserve traditions. The "traditions" practiced today descend from post-reservation elders, so we should examine their deeper ancestral roots. How do you see the future of Native American activism and advocacy evolving in the coming years? Are there any particular initiatives or projects that you want to shout out that involve uplifting Native American voices? 47:06 - Dr. Joe Gladstone One area I've advocated for is getting Native and Indigenous representation recognized in business academia. I founded the Native and Indigenous Peoples Caucus to give more Native voices authority by defining what Indigenous research means, guiding scholarship in this area, and providing editorial oversight. Another powerful form of activism is getting authentic Native stories and characters represented in media, like the work Lily Gladstone does in uplifting those narratives on screen as more than just background roles. Important Links: Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/31847597

DEI Backlash 06/01/2024

DEI Backlash Diversity Matters with Oscar Holmes IV Season 5, Episode 3 Episode Title: DEI Backlash Guest: Dr. Enobong “Anna” Branch Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “Despite efforts to dismantle DEI, our inherent differences remain. These differences will continue to shape our neighborhoods, school systems, and nation. Will we accept inequity and division or invest in an inclusive future for all?” — Anna Branch America's strength lies in its diversity. But as Diversity, Equity, and Inclusion (DEI) efforts face scrutiny, how can we ensure the American Dream remains achievable for everyone? In this episode, we're privileged to have Dr. Enobong "Anna" Branch join us for an insightful discussion around this timely topic. Dr. Branch is the esteemed Senior Vice President for Equity at Rutgers University, where she provides strategic leadership to ensure equity is embedded across research, education, and public engagement for faculty, staff, and students. Drawing from her extensive expertise in confronting DEI challenges, Dr. Branch offers invaluable perspectives on navigating the evolving DEI landscape. Her insights illuminate pathways to overcome systemic barriers and build a more equitable future where opportunity knows no boundaries. 3 Exceptional Highlights: True progress in diversity and inclusion requires not only representation but also actively addressing the unique challenges faced by underrepresented groups in leadership roles. Schools must champion equity, not just equality. This means dismantling racial bias and fostering a truly inclusive environment for all students. The promise and myth of the "American Dream" being achievable through hard work resonates across racial/ethnic groups. However, this myth overlooks broader systemic factors, which can lead other minority groups to question why Black Americans haven't succeeded. Show Highlights: What lessons have you learned as a leader for equity at this moment? 08:15 - Anna Branch Embracing directionality and progress, even during challenging times like the COVID-19 pandemic, is crucial for effective leadership. If we aren't intentional about creating environments that allow people of diverse backgrounds to thrive in higher education, we will be in trouble. What inspired you to write the book "Work in Black and White," and what should readers gain from it? 15:34 - Anna Branch The book aims to explore how workers themselves understand and experience labor market inequality, moving beyond trends and data. Changing labor dynamics challenged the job stability and American Dream notion of hard work alone leading to success, prompting the re-examining of these concepts through racial experiences. How can we address racial inequalities without conflating first-generation status? 19:41 - Anna Branch Being a first-generation student means navigating unspoken academic rules and norms that can pose challenges if not properly supported. Assumptions, stereotypes, and lack of representation can undermine the sense of belonging for students of color, regardless of their generational status. Is education alone enough to achieve the American Dream? 27:32 - Anna Branch Distressingly, Black women with terminal degrees can earn similar incomes as white men with only some college education, highlighting educational attainment not translating to equal economic opportunities across races. How can we approach the current level of backlash against DEI efforts today? 38:24 - Anna Branch Early DEI efforts (post-2020) prioritized hiring over tackling systemic issues within institutions. The real work is dismantling these ingrained patterns of inequity. What is your advice for finding joy? 53:11 - Anna Branch Black joy is a powerful act of resistance. It defies the narrative of suffering and celebrates the beauty of simply existing. We are human beings, not just human doings. Taking time to simply "be" can bring peace in a chaotic world. Important Links: Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/31559217

Effective Allyship 05/11/2024

Effective Allyship Diversity Matters with Oscar Holmes IV Season 5, Episode 2 Episode Title: Effective Allyship Guest: Julie Kratz Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “True allyship stems from genuine, sustained efforts to support marginalized groups, amplify their voices, and remove obstacles without seeking personal credit or fame. It requires intentional, consistent actions in both personal and professional spheres.” — Julie Kratz In the ongoing pursuit of a more equitable and inclusive world, the concept of allyship has emerged as a powerful force for change. But what does it truly mean to be an ally? And how can we move beyond performative gestures to create lasting, meaningful impact? This episode dives deep into these questions with our guest Julie Kratz. Julie has dedicated her career to empowering people to become better allies. After her own experiences in corporate America, she founded her own speaking business to help organizations foster inclusive environments. Julie is an accomplished Forbes contributor, podcast co-host, TEDx speaker, and author of six books, one of which we will go in-depth today: Allyship in Action. Join us for a thought-provoking discussion with Julie Kratz. Through honest conversations and practical examples, she challenges us to confront our own biases and explore actionable strategies for building genuine allyship. 3 Exceptional Highlights: One of the biggest challenges with DEI work is that many people don't fully understand what it means, and there are false narratives and misconceptions around terms like "diversity hire" circulating. Subconscious biases can perpetuate inequities within existing systems. We must evaluate all individuals based on demonstrable performance rather than perceived potential. Sustainable change in DEI requires a series of smaller, consistent actions rather than overwhelming initiatives, which proves more effective in fostering long-term shifts. Show Highlights: Was there a specific event or experience that spurred you to write Allyship in Action? 06:45 Julie Kratz The book was inspired by my own journey. But seeing my daughter experience microaggressions and witnessing them herself truly drove the point home. We need more tools to be better allies. Your book references the concept of "white guilt." Can you elaborate on this idea? 10:32 Julie Kratz It refers to the discomfort and guilt white people feel when having to confront or think about their whiteness and privilege in a white supremacist culture. White privilege enables the ability to move freely and avoid repercussions for certain behaviors that would not be acceptable for people of color. Moving from apathy/denial to awareness about white privilege is a crucial step, but education is still needed to help more people reach that awareness. Moving beyond awareness to action is a significant hurdle. What strategies can bridge this gap and dismantle systems of advantage? 14:51 Julie Kratz The systems were designed by and for certain groups to succeed, making systemic change challenging but necessary work. Corporations need to examine processes like hiring, job descriptions, and promotion criteria to remove biases perpetuating homogeneity. The surge of allyship witnessed in 2020 seems to be tapering off. What are your insights on this current trend? 18:47 Julie Kratz The biggest gap hampering DEI progress is the lack of lived experiences with microaggressions, harassment, and belittling that underrepresented groups face, which is hard for others to grasp fully. Engaging people with curiosity and prompting them to explain their understanding can often lead them to realize their stance is flawed. Your book mentions the myth of meritocracy alongside the challenge of limited lived experiences. Can you elaborate on how these ideas intertwine to hinder progress? 26:11 Julie Kratz The myth of meritocracy is the belief that success is solely based on hard work and individual merit, disregarding systemic barriers faced by marginalized groups. We need to reframe the idea of "privilege" as an opportunity to be an ally and leverage one's advantages to support others rather than view it negatively. A prevailing notion suggests that DEI is a zero-sum game. Can you share your thoughts on this perspective? 30:58 Julie Kratz The zero-sum game is such a harmful mentality. It isn't an ”I lose, you win.” When we share resources, we all benefit. Having diverse teams and inclusive environments expands opportunities and benefits for everyone rather than redistributing a fixed amount of resources. What advice do you have for those considering a career in the DEI space? 37:55 Julie Kratz DEI work can be taxing, with many emotional ups and downs. Get clarity on what activities truly energize and give you purpose, and then strategically focus your DEI efforts there to avoid burnout. One misconception we often hear is that DEI initiatives are excessively expensive. Let's explore the cost implications of fostering a diverse and inclusive workplace. 40:13 Oscar Holmes IV Organizations often pay much more for consulting/training on other business topics like leadership compared to DEI. Most DEI professionals are not highly paid and often do the work on top of their regular job duties voluntarily. Important Links: Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/31243742

TransLivesMatterN.O.W. 04/26/2024

TransLivesMatterN.O.W. Diversity Matters with Oscar Holmes IV Season 5, Episode 1 Episode Title: TransLivesMatter N.O.W. Guest: Angelica Ross Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: "Society's messaging devaluing LGBTQ+ lives, especially Black trans people, perpetuates tragic cycles of oppression and suicide. We must dismantle these systems alongside the community, fostering spaces to heal so all humans can be truly valued." — Angelica Ross The fight for diversity, equality, and inclusion has raged across streets, schools, and workplaces. However, Angelica Ross, an Emmy-nominated actress and activist, took that fight further by bringing authentic transgender characters to life on groundbreaking shows like Pose and American Horror Story. Yet her multi-talented impact extends beyond Hollywood. Through her TransTech incubator and podcast N.O.W. (No Opportunity Wasted), Ross empowers marginalized LGBTQIA+ voices. In this episode, Ross opens up about her iconic "Candy" role, her reasons behind leaving Hollywood, and how Buddhism provided clarity amid turbulence - inspiring her advocacy work. She also shares her vision for political office and the transformative policies she aims to enact to help transgender people of color not just survive but thrive. Join us for this powerful yet refreshingly candid conversation with Angelica Ross, celebrating authenticity, resilience, and effecting change. 3 Exceptional Highlights: Pose showcased the unwavering courage of trans people who fight for authenticity, even when it means facing violence, discrimination, and rejection. Black trans women, despite their immense contributions to art, fashion, and social Despite the enormous contributions Black trans women make to art, fashion, and activism, they continue to face marginalization and exploitation. One should look inward for a deep sense of self-worth and choose moment-by-moment to overcome darker impulses and live authentically. Show Highlights: 01:44 - Angelica Ross discusses her role in "Pose" and its cultural significance for transgender women of color 04:04 - Her experience as an undervalued, marginalized Black transgender woman in Hollywood 10:24 - Behind-the-scenes look at Angelica's iconic "Candy" lipsync performance. 11:31 - How Angelica healed her relationship with her mother despite a rocky period 18:23 - Why Buddhism resonated strongly with Ross and why she wants to introduce it to others 27:28 - The vision of the No Opportunity Wasted Podcast as a larger cultural movement 31:39 - Decriminalizing sex work, addressing oppression, fighting for transgender rights 37:05 - Unique challenges faced by Black transgender women in tech industry 42:57 - What to expect from Angelica Ross's political run and campaign platform 47:43 - Overview of Angelica's upcoming exciting new projects and initiatives Important Links: - - Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/31003203

Social Class Mobility 05/02/2023

Social Class Mobility Diversity Matters with Oscar Holmes IV Season 4 Episode 6 Episode Title: Social Class Mobility Guest: Dr. Sean Martin Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “Society often overlooks people who have been upwardly mobile despite having valuable qualities like persistence, grit, and initiative. To truly create a diversity of experiences, backgrounds, and perspectives, it is crucial to recognize and value those from less privileged backgrounds.” – Dr. Sean Martin Social mobility is a cornerstone of the American Dream, a beacon of hope that promises anyone can rise above their starting point and achieve success through hard work and determination. Yet, the reality is far more complicated, and social class can have a profound impact on a person's life trajectory. To shed light on this topic, we have the privilege of welcoming Dr. Sean Martin as the guest chair. With his award-winning research on leadership, organizational culture, and societal contexts' effect on leaders and followers, Dr. Martin is a leading authority on the topic. In this episode, we'll explore the concept of social class and mobility, the challenges faced by people in different social strata, and the implications for diversity, equity, and inclusion efforts. Join us on this journey as we delve into the fascinating world of social class and its influence on our society. 3 Exceptional Highlights: Social class is a position of advantage or disadvantage you have compared to others based on factors like income, education, and occupation, which determine your access to valued resources in society and your ability to succeed. Coming from a less privileged background requires building strong community relationships, which are valuable forms of currency for social support. This mindset can lead to good leadership and teamwork skills in the workplace. Despite society's positive bias towards individuals who have achieved upward mobility, there still seems to be a hesitancy to hire them. Show Highlights: 02:51 - What is social class and how Dr. Martin found interest in this research area 07:56 - Understanding the importance of social class and mobility from a DEI perspective 14:43 - The cultural contradiction of valuing upward mobility and the American Dream while stigmatizing those who achieve it 22:28 - Dr. Martin’s views on the Varsity Blues scandal and how those with privilege can use it to game the system 23:55 - Various ways in which different systems allow individuals to circumvent rules and regulations, including those that are formalized and encouraged 25:53 - Why labeling the United States as a classless society is a fallacy 27:20 - Is it possible for prestigious institutions or elite organizations to co-exist in a fair and equitable world? 31:17 - Strategies for countervailing the data that suggests growing up in privileged environments leads to a more independent mindset 35:22 - Challenges faced by those in the upper class and their impact on shaping society 39:23 - Further social class research Dr. Martin hopes to investigate —-- Important Links: - https://www.darden.virginia.edu/faculty-research/directory/sean-martin Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/26720658

Disability & Accessibility Awareness 04/25/2023

Advancing DEI: The Necessary Journey 04/03/2023

Advancing DEI: The Necessary Journey Diversity Matters with Oscar Holmes IV Season 4 Episode 4 Episode Title: Advancing DEI: The Necessary Journey Guest: Dr. Ella F. Washington Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “Passion does not create more hours in the day. It's unfair to expect those most impacted by the lack of diversity, equity, and inclusion to fix the problem without compensation. Organizations with limited budgets should find creative solutions.” – Dr. Ella Washington. Many organizations today recognize the importance of workplace diversity, equity, and inclusion. However, many struggle to implement effective strategies that promote diverse perspectives, create equitable opportunities, and foster an inclusive workplace culture. As a result of this struggle, organizations may experience a lack of innovation, reduced employee engagement, and exclusion of underrepresented groups, negatively impacting both their employees and the entire organization. Thus, there is a need to explore practical solutions and insights to help these companies reach meaningful and sustainable outcomes and achieve their DEI goals. In this episode, we have a fantastic scholar and consultant, Dr. Ella Washington, who shares her insights and expertise on the topic of DEI, which is also the subject of her new book, The Necessary Journey. Dr. Washington has extensive experience in the human capital space, impacting clients across various industries, including finance, entertainment, and higher education. She is a professor of practice at Georgetown University's McDonough School of Business and the Founder and CEO of Ellavate Solutions. Whether you're a leader, employee, or academic, Dr. Washington's unique perspective will inspire you to think outside the box and build a truly diverse, equitable, and inclusive workplace. 3 Exceptional Highlights: The journey toward diversity, equity, and inclusion is a gradual process that requires sustained effort and time to achieve structural and systemic change. Diversity of thought should not replace demographic diversity, which should remain a foundational goal until representation goals are achieved at every level. A workplace utopia is a space where bias and exclusion are dismantled, and individuals are valued for their strengths, allowing everyone to thrive. Show Highlights: 03:18 - What inspired Dr. Ella Washington to write The Necessary Journey? 09:29 - Discover the five stages of the DEI Maturity Model 13:54 - Hesitations most companies face when being classified in early stages, such as Awareness or Compliance 15:38 - How to foster diversity of thought and allow for constructive discourse to achieve optimal business outcomes 18:53 - The most common pitfalls organizations encounter on their DEI journey 23:14 - The impact of inadequate DEI support and lack of real commitment from organizations 24:54 - The emotional and visceral toll employees face when DEI initiatives are not supported in the workplace 27:18 - Senior leadership can improve their understanding of DEI through cost-effective strategies 29:19 - When to hire a Chief Diversity Officer and how to prepare for the hiring process 33:38 - Foster innovation to build a truly diverse, equitable, and inclusive workplace 35:23 - How can organizations ensure that their employee resource groups (ERGs) are not used to exploit the labor of their members? —-- Important Links: - - - Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/26429388

Corporate DEI Initiatives 03/18/2023

Corporate DEI Initiatives Diversity Matters with Oscar Holmes IV Season 4 Episode 3 Episode Title: Corporate DEI Initiatives Guest: Dr. Anthony C. Hood Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “If you're looking for somebody to do diversity recruiting or put on panel discussions, Women's History Month, Black History Month, go find somebody else. But if you want to impact and drive workplace change, I'm interested - Dr. Anthony C. Hood” In today's rapidly changing world, diversity, equity, and inclusion have become essential elements for organizations looking to succeed and stay competitive. More and more organizations in corporate America recognize the value of creating a diverse workforce. However, achieving true diversity, equity, and inclusion goes beyond addressing race. It commits to building an environment where everyone is treated equitably and given equal opportunities, regardless of background, ethnicity, or other personal characteristics. My guest today is Dr. Anthony Hood, an exceptional academic and corporate executive who is deeply involved and entrenched in diversity, equity, and inclusion activity within Alabama and beyond. In this episode, we talk about his experiences as a Chief DEI officer in corporate America and how he leads with evidence-based data when presenting strategies for progress and measuring success through KPIs, metrics, goals, and visions. Join us as we delve into the challenges and opportunities of promoting real, meaningful change that goes beyond mere performance. 3 Exceptional Highlights: The holy grail in diversity, equity, and inclusion (DEI) work is when it ties up with all areas of the organization, impacting compensation and performance evaluation. Anti-black racism still exists in corporate America, and most companies are not ready to discuss it. It's essential to approach diversity research and literature nuanced and complexly to grasp its full implications for organizations. Show Highlights: 03:09 - Why Dr. Anthony Hood made the bold decision to leave academia and return to corporate America 05:36 - Is the Chief DEI Officer role more performative than effective following the tragic death of George Floyd? 11:25 - How to collaborate with respected colleagues without giving off perceptions of superiority or stepping on their expertise 13:15 - Why Dr. Hood wants to create a safe environment as a Chief DEI officer where people feel psychologically safe with him 15:02 - Lessons learned from some of the most challenging initiatives in the workplace encountered by Dr. Hood 17:27 - The importance of speaking corporate slang to gain traction in DEI initiatives 19:25 - Why are DEI metrics so crucial, and which ones should companies focus on? 28:45 - If it's not equitable for one, it's not equitable for everyone 30:32 - Leaders often hoard talent to the point of sabotaging their mobility 34:31 - Several community DEI initiatives Dr. Anthony Hood is most involved in Important Links: Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/26267826

Critical Race Theory 03/13/2023

Critical Race Theory Diversity Matters with Oscar Holmes IV Season 4 Episode 2 Episode Title: Critical Race Theory Guest: Dr. Victor Ray Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “It’s frustrating when people who know nothing about racism in American history misrepresent critical race theory, ban books, and target scholars genuinely reckoning America's racial order.” Although civil rights movements and social justice movements have made significant progress over the years, systemic racism and discrimination continue to plague American society to this day. Critical race theory reveals the underlying causes of racial inequality and the ways in which power, privilege, and oppression can contribute to progress as well as undermine it. And in this episode, Dr. Victor Ray, a renowned public scholar whose work has been featured in outlets such as the Washington Post, Harvard Business Review, and Boston Review, and author of the book, On Critical Race Theory: Why It Matters and Why You Should Care, shares his expertise on what critical race theory entails, how it is being misrepresented in ongoing debates in education and society, and its impact on the ongoing fight for racial equality in the United States. 3 Exceptional Highlights: Growing up as a mixed-race individual and witnessing differential treatment between his family members opened Dr. Victor’s eyes to the social construction of race. Organizations are already infused with racial processes, from access to education and legal protection to capital. It is crucial to organize as groups and resist those who are waging a war against critical race theory, diversity, equity, and inclusion. Show Highlights: What is the history behind Critical Race Theory and how is it being viewed in this time period? 02:49 Dr. Victor Ray Critical race theory was pioneered by scholars such as Derrick Bell, Kimberlé Crenshaw, and Richard Delgado that originated from the backlash of the civil rights movement in the 60s and early 70s. Ideas from this theory spread beyond the law to explain why racial inequality is so deeply entrenched in American society and why progress toward equality is often temporary and fiercely opposed. How Dr. Victor Ray’s personal experience deeply shaped his research and pivotal moments in his understanding of race 09:15 Dr. Victor Ray My experiences differed greatly from my dad and brother growing up, who would get stopped by cops or called on security. However, as a professor in a predominantly white space, folks would attempt to bond with me through racist jokes or assumptions about black people. Can you explain the concept of whiteness as a property? 15:00 Dr. Victor Ray Whiteness as a credential allows white people to move into and up organizations in a way that often appears neutral but is deeply shaped by their racial identity. How do we grapple with the rise of authoritarianism, fascism, and racism as a society? 19:05 Dr. Victor Ray The rise of authoritarianism, fascism, and racism can be countered by organizing ourselves to regain control of school boards, legislatures, and voting. How do you view folks attempting to delegitimize the term ‘woke’ in relation to critical race theory? 24:15 Dr. Victor Ray Wokeness is a term that originated in the black vernacular to describe awareness of social inequalities in the United States. Criticizing the concept of "woke" is similar to criticizing equal opportunity. Will we ever get to a point where we can make our own racial progress without having to suffer backlash? 27:22 Dr. Victor Ray Many believe that the fight against racial inequality has an endpoint, but history doesn’t work that way. Ongoing collective action and scholarship are needed to come up with real lasting solutions. Important Links: Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/26205402

Understanding Microaggressions 03/07/2023

Understanding Microaggressions Diversity Matters with Oscar Holmes IV Season 4 Episode 1 Episode Title: Understanding Microaggressions Guest: Dr. Kevin Nadal Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “All forms of discrimination are hurtful, all forms of bias are harmful, and we should all be doing the work to demonstrate that this needs to stop.” Microaggressions are often subtle but harmful acts that convey negative messages toward people of color, the LGBTQ+ community, and other historically marginalized groups. Despite being subtle, they can have a devastating effect on individuals and communities. Research shows that these experiences can lead to a range of adverse outcomes, such as decreased self-esteem, anxiety, depression, and even physical health problems. This is why we have professor, author, psychologist, and activist Dr. Kevin Nadal on the show, one of the leading researchers in understanding the impacts of microaggressions. In this episode, he shares the research surrounding microaggressions, their effects on mental and physical health in marginalized communities, the various forms they take, and how we all can work towards creating a more inclusive society. 3 Exceptional Highlights: Microaggressions are covert acts that may not be intentional or perceived as harmful by the perpetrator. The focus is on the manifestation of the act rather than the impact. Leaders can model accountability by creating a culture where people feel comfortable discussing issues of race and diversity and by holding themselves responsible for any harm they may cause or microaggressions they may commit. The normalization of microaggressions within marginalized communities, particularly those with intersectional identities, is a systemic issue that causes significant harm and suffering. Show Highlights: The history of microaggressions and how the research began 2:28 Dr. Kevin Nadal Microaggressions were first coined in the 1970s by a black American psychiatrist named Chester Pierce, and the term was revived in 2007 by Dr. Derald Wing Sue at Columbia University to study subtle forms of discrimination, specifically towards people of color. Research has since grown to include other historically marginalized groups and the term has spread into mainstream vernacular. How he addresses the accusations of bias in the scholarly work which may dismiss his research as unscientific 15:52 Dr. Kevin Nadal I feel more connected and passionate about topics that are relevant to me personally, and it shows in my work. When others criticize my research or accuse me of bias, it often reveals more about them than about me. It demonstrates that they may not feel connected to certain communities or issues, and they may hold colorblind ideologies or even white supremacist beliefs. His advice to people who experience and deal with microaggressions constantly 20:47 Dr. Kevin Nadal While it is not our responsibility as targets of these microaggressions to educate others, it can be helpful to call out the behavior, personalize the harm caused, and walk away. I encourage externalizing racism by naming it and recognizing that it's a systemic issue, not a personal one. His advice to scholars, and people in general, on how they can do rigorous work, while keeping the importance of activism at the forefront of their efforts 31:58 Dr. Kevin Nadal My advice would be to ignore negative voices and focus on externalizing messages of self-doubt by talking about them and finding a supportive community. Important Links: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/26152257

Shared Sisterhood 09/30/2022

Shared Sisterhood Diversity Matters with Oscar Holmes IV Season 3 Episode 7 Episode Title: Shared Sisterhood Guest: Dr. Tina Opie Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “This is what Black women know: When push comes to shove, white women choose race over gender - every single time.” - Kim McLarin Whether we admit it or not, gender and racial bias is still present in the organizations and in society. And though the past few decades have shown progress, there’s so much improvement to be done, especially with black and other colored women experiencing more disadvantages compared to their white counterparts. Dr. Tina Opie is an award-winning researcher, professor and management consultant who combines theory and practice on the power of authenticity and how to create a more diverse, inclusive and equitable workplace in several industries. In this episode, she shares about her upcoming book ”Shared Sisterhood”, co-authored with Dr. Beth Ann Livingston. Dissecting through the lens of history, research and real-life examples of the white women privilege, the racial stereotypes that even accomplished black women experience, overcoming racial trauma, and the vision of all linking arms towards equality in the workplace and the world. Exceptional Highlights: White women choose race over gender because of the way power structures our society. Being white women gives proximity to white men, who are the power brokers and holders throughout the history of the world. The central focus and philosophy behind Shared Sisterhood is the value of equity and power in the workplace, which is quite distinct from friendship. For systemic change to happen for all women, it also needs to translate across races. In capitalist society, people are greedy and power is structured as a zero sum game. Everything gained by others is a loss for them. Show Highlights: Definition of Shared Sisterhood 06:06 Dr. Tina Opie Shared sisterhood is when you work together across differences, develop authentic connections, and then link arms and work to dismantle systemic inequity. The Dig and Bridge Framework forming authentic workplace relationships 07:38 Dr. Tina Opie Dig is about surfacing the assumptions that you have about identity. How did you come to think about your own race, your ethnicity, the ethnicity of other people? Bridge is about authentically connecting with people and keeping that connection authentic. What is an ally, accomplice, and co-conspirator 20:06 Dr. Tina Opie An ally believes in equity in theory but they're not about to sacrifice anything. The next level is an accomplice who believes in equity and is willing to make a sacrifice and do something, but it tends to be on their own terms and not aligned with the needs of the group that they are fighting for. A co-conspirator pursues collective action by using his social, financial and political capital to make change. Men’s role in this movement 37:38 Dr. Tina Opie Masculine traits like assertiveness, being tall, and stomping your fist are seen as necessary to get ahead. Adopting feminine values like empathy, authenticity, vulnerability, and risk-taking for the common good produces the kind of leaders that are needed more in the workplace. Important Links: Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/24543708

The Acting White Phenomenon 09/05/2022

The Acting White Phenomenon Diversity Matters with Oscar Holmes IV Season 3 Episode 6 Episode Title: The Acting White Phenomenon Guest: Dr. Myles Durkee Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “When individuals don't fit that very strategic, limited profile of how we expect each racial group to behave, that can leave them vulnerable to being accused of acting white.” Forming your identity and achieving successful academic status has become a significant factor in discrimination and stereotyping in America. We see this issue primarily in middle school up until college and even in a professional setting. To be discriminated against by other races is one thing, but to be pointed out by your community has become a phenomenon that we now call Acting White. Dr. Myles Durkee, an Assistant Professor of Psychology at The University of Michigan, joins us in this episode. He has won numerous awards for his research, where he examines cultural invalidations perpetrated by in-group and out-group members to determine how these experiences are associated with critical psychosocial results. We deep dive into different scenarios and people’s backgrounds, where these accusations are often involved, and what circumstances we often link to this behaviour. Does Acting White only accuse people who speak a particular accent besides their race and how you dress? Does it go beyond academic accomplishments? Dr. Durkee sheds light on the intensity of this experience and how it affects the people involved in these incidents of invalidation. Learn self-protective strategies to help mitigate adverse outcomes when dealing with the Acting White phenomenon. 3 Exceptional Highlights: Essentially, by behaving in a way that doesn't fit with the societal stereotypes associated with a racial group, they can be vulnerable to being accused of acting white by their peers, family members, strangers, and sometimes even teachers. If you're behaving in a way that goes against the cultural norms, or the cultural tendencies, then your peers likely have the same racial group. They will judge you now as an individual and less so as an ambassador of the racial group. These cultural validations, and the acting white accusations, tend to emerge around elementary school for most individuals, pick up the pace at middle school, and hit a peak during high school. Show Highlights: The importance of context in Acting White labels 5:05 Dr. Myles Durkee Within that context, the school setting's cultural climate and racial composition have significant influence. So we think about the racial composition when you're in a school and are in the majority group, even if you are a person of colour; you're much more likely to be perceived and judged as an individual because you're in the majority group. 6:13 Dr. Myles Durkee When these groups are in the extreme minority, the stakes are higher to represent the group in a positive light. And any of you who come from a marginalised group, it's now to protect the group's reputation from trying not to confirm some of these negative stereotypes. The profiles of students who experience Acting White accusations 12:29 Dr. Myles Durkee The research literature has heavily focused on black folks with this dynamic, but it happens to most groups of colour in teenagers. So when we measure data, most of our data has been with black and Latinx. Late adolescence and young adults. 13:01 Dr. Myles Durkee In terms of the single trait in which people are most likely to be accused of acting white, it's hands down their style of speech. So above and beyond everything else, based on how you talk, it will leave you the most vulnerable to being accused of acting white. Are females more targeted with the act of white label than male? 27:23 Dr. Myles Durkee If women of colour defy a racial stereotype, regardless of the attribute, then they're much more likely to be accused of acting white for defying that racial stereotype. 29:03 Dr. Myles Durkee But for men of colour, the same behaviour, speaking correctly, can now be accused based on their race, their gender, and their sexuality. The psychology of the perpetrators 29:03 Dr. Myles Durkee It's not necessarily how frequently they have victimized themselves by acting white in the past. But more so, how disturbing and distressful those accusations compel them to perpetrate more frequently in the future. Important Links: Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/24276846

Policing in America 08/29/2022

Policing in America Diversity Matters with Oscar Holmes IV Season 3 Episode 5 Episode Title: Policing in America Guest: Dr. Rashawn Ray Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “If we solve the statistics, we will solve what is happening with policing the scene. To do that, we have to determine the cultural manifestations of racism and of the black threat.” People don’t realize that when we talk about policing in America, it goes beyond protecting specific turfs and areas. To understand what it truly meant, you must go deep into the history, origin, and background of law enforcement. And in this episode, we welcome Dr. Rashawn Ray to the guest chair as he discusses the culture and law enforcement practices that lead to police brutality. Dr. Rashawn earned all his sociology degrees and has published over 50 books, articles, chapters, and nearly 20 op-eds. He also shares his extensive research and work on liberation for oppressed people, particularly for Black and Brown people, and the criminalization effect. Listen closely as we talk about the in-depth analysis of the efficacy of body cameras, the determinants of police brutality, and police misconduct payouts to understand better the current state of America’s policing. There are so many factors we need to address when it comes to the structure and improvement of policing institutions. Learn what we need to solve racism in connection to civilian payout and police misconduct in the words of Dr. Rashawn. 3 Exceptional Highlights: The roots of law enforcement in the United States go back to slave patrols, groups of people who would round up black people fleeing plantations who were escaping their enslavement. Overwhelmingly, it is white people who created the social institution and maintained and enforced the social institution. And so when we think about those origins, that's important. There were 87% enslaved black people. And even the free black people didn't mean they were free. Even today, it is still valid that black people haven't fully reached liberation. Show Highlights: The history of convict leasing 3:55 Dr. Rashawn Ray Convict Leasing was what happened after slavery formally ended. So we're talking about the late 1800s and early 1900s. It became prominent and known as Slavery by Another Name, where black people were arrested and accosted for minor infractions. Interestingly, some of the same sorts of things that we hear today. The efficacy of body cameras and the determinants of police brutality 21:03 Dr. Rashawn Ray There's overwhelming agreement on body-worn cameras, implicit bias training, the importance of police officers being held accountable for their behaviour, and the need to deal with the law enforcement Bill of Rights. It gives police officers the ability to commit crimes in their personal or professional lives and not be held accountable for them like the general public. The prominent movement of police defunding 28:12 Dr. Rashawn Ray So two points here, defunding the police means reallocating funding, and it does not mean obliterating the system. You know, it does not mean ending law enforcement, as we know, and some people think we should abolish policing. 33:20 Dr. Rashawn Ray I think all of those matter; when we take an evidence-based, market-driven approach, we get to the best solution for a city or a police department and then help them to move forward in a way that is healthy and beneficial for everyone. Important Links: Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/24198798

DEI & Corporate Boards 06/27/2022

The Impostor Phenomenon 05/28/2022

The Impostor Phenomenon Diversity Matters with Oscar Holmes IV Season 3 Episode 3 Episode Title: The Imposter Phenomenon Guest: Dr. Angélica Gutiérrez Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “We need to start changing the narrative, stop thinking about the individual as the issue, and start examining how these environments are triggering the impostorization of individuals..” In any field or industry, people commonly experience insecurity, the perception of being a fraud and undeserving of all their triumphs and accomplishments. They genuinely doubt their achievements. It has become an ordinary reality to most of us, especially those who have successfully attained their goals or desired profession. We call this the Imposter Syndrome. To Dr. Angélica Gutiérrez, an Associate Professor of Management at Loyola Marymount University, and a contributor for Inc. Magazine, while working on her research, she refers to it as The Imposter Phenomenon to avoid the stigma and create a safe space for people to express their experience with it. In her research, she realized that most articles and discussions on this topic tend to focus on the individual viewed solely as the issue. Thus the strategies that they promote to counter this phenomenon are often fixed to an individual approach. Hence, she coined the term ‘Impostorization’, which means considering the role of the environment and how it triggers the imposter feeling. Dr. Gutiérrez talks more about the policies and practices of organizations that can lead to people questioning their intelligence, competence, and sense of belonging in the spaces they occupy. She also talks about the critical importance of how these institutions can help in avoiding impostorization among their people. 3 Exceptional Highlights: Relationships are so meaningful. And the intentions that you have behind the feedback are so essential for people in organizations, particularly the Latinx and African American communities, because you need to be aware of the stereotypes that are out there that create this impostorization for us. Extensive research finds that in many organizations, these standards of professionalism tend to be very narrowly defined. A lot of organizations are encouraging employees to bring their authentic selves to work. But when they show up as our true selves, they're asked to modify who they are. Some studies find that low self-esteem is highly correlated with the imposter phenomenon. But they're distinct constructs. Show Highlights: The importance of changing the narrative in impostorization 13:38 Dr. Angélica Gutiérrez Strategies and effectiveness may be minimal if you're feeling like an impostor because of your environment and the organizations you belong to. 14:40 Dr. Angélica Gutiérrez It's crucial to change the narrative and stop thinking about an individual as the main issue and start examining how these environments are triggering the impostorization of a person and how we can work around that. How to give critical constructive feedback without triggering impostorization 17:26 Dr. Angélica Gutiérrez You can express what you think is essential in the person's work and let them know that there are different ways that they can strengthen it. You deliver the message in a more effective developmental way than using atrocious words. 18:44 Dr. Angélica Gutiérrez You can start establishing a good relationship with your students or employees to feel comfortable with you, and they can trust that you have their best interest at heart. The irony and connection of authenticity and impostorization 20:51 Dr. Angélica Gutiérrez Impostorization comes in when the organization is not receptive to an employee's authenticity. 22:30 Dr. Angélica Gutiérrez Most organizations don't recognize that how we pronounce our name is connected with our identity and sense of authenticity. By asking us to use a nickname or anglicizing our name can lead to impostorization. Eliminating impostorization in organizations 30:10 Dr. Angélica Gutiérrez Carefully examine how their existing policies and practices and how they do business may be inadvertently causing employees to feel like they don't belong in that environment. 30:58 Dr. Angélica Gutiérrez Pay disparity. Suppose an employee performs the same work as somebody else in the organization, and they discover that they're getting paid less than their counterpart. In that case, that can lead that employee to question their value to the company. Important Links: Dr. Angélica Gutiérrez Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/23254055

Black Faces in High Places 04/24/2022

Black Faces in High Places Diversity Matters with Oscar Holmes IV Season 3 Episode 2 Episode Title: Black Faces in High Places Guest: Dr. Jeffrey A. Robinson Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “The Black Faces in High Places book is not just about getting your success; it's undoubtedly a matter of seeking significance and impact on our community, the black community.” People of color sometimes find it challenging to succeed in corporations or institutions led mainly by white people because of systems and culture. The black community has so much talent, but discrimination and being outnumbered by white people can make it more difficult to climb the corporate ladder, which adds multiple barriers to dominating the competitive world. And that's how the book was written twelve years ago by Jeffrey Robinson, the Prudential Chair in Business at Rutgers Business School & Randal Pinkett. It is where they shared 10 revolutionary strategies for playing & changing the game to transform the system not only for them but the whole community. And in this episode, they talk about the new book, , which aims to help the black professionals reach the top and stay there. Listen until the end of the episode and be more confident in breaking down the barriers that prevent you from having a real opportunity to make it to high places. Know what's the importance of having a mentor, a great network, and how you can find meaning in what you do to attain success. 3 Exceptional Highlights: Mentors help develop great entrepreneurs, great business leaders, and great community leaders. Ikigai is developing self-mastery and finding meaning in what you do. In entrepreneurship, the type of network you need to be successful is the entrepreneurial network: the sparse network that takes advantage of borrowing networks from other folks. Show Highlights: How is your previous book, Black Faces in White Places, connected to your new book, Black Faces in High Places? 2:44 Jeffrey Robinson Black Faces in White Places was level one. It's what happens when you enter the workforce & how do you deal with it. There are certainly some parallels between the two books because we had a lot of things we wrote the first time around that we didn't use and weren't able to use. So we had already thought to ourselves, some of those things we couldn't write in the first book one day, we'll write in the second book. Finally, that day came. And that's how we got to the new book, Black Faces in High Places. Why is it important to have a game changer's mindset? 8:00 Jeffrey Robinson You're playing a series of games whether we are in a corporation or academic institution. When you have achieved success in that game, you have to think if that's the right game to play for you & other people like you. The game changes when you start rethinking the system & how it's played to make it more equitable. And if you can transform the system for the communities, corporations, and institutions to make the game better for those who are coming behind you, you have the game changer mindset. What are the top three strategies that you'd suggest people focus on? 12:50 Jeffrey Robinson Ikigai Networking Mentorship Is it possible that black people can do all the strategies and still not make it to the top? 37:29 Jeffrey Robinson Some people change careers; they either start their businesses or hit certain ceilings in their companies. In contrast, some decide to focus on their families. But don't assume that when we say high places, it's only in the corporation because there are many ways to make an impact, be successful, and be significant. Technically, some people could do all of these things and still not make it. But the question is, did they see all the opportunities in front of them? Do they think about where they could make the most impact and use their skills best? Important Links: Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters | Google | | /episode/index/show/diversitymatters/id/22891982

The Standardized Testing Problem 04/18/2022

The Standardized Testing Problem Diversity Matters with Oscar Holmes IV Season 3 Episode 1 Episode Title: The Standardized Testing Problem Guest: Mr. Akil Bello Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “Even if the score has improved, it's the same kid; it's the same person with almost the same knowledge.” Test or exam preparation is what students go through to increase their performance on standardized tests, usually for college university admissions. While the fair test is an advocacy organization that advocates for more limited, more reasonable & transparent use of standardized assessments, from K10 through 16. The movement supports the push not to administer standardized tests during a pandemic, to help students get better results on their exams. As we all know, the test measures performance under intense pressure, influenced by some sampling of the things learned from K 10. Sadly, the test isn't decoupling one's actual knowledge and abilities from the secondary elements, which are time pressure & societal pressure. And that negatively affects someone's performance during the test. That's why Mr. Akil Bello, an educator, entrepreneur, and testing expert, deep dives into why he is a big critic of the test preparation industry while being a test consultant & a fair test advocate at the same time. In this episode, he talks to us about the most significant issues with standardized testing, specifically for college university admissions. And he shares what institutions can do in higher education to make admissions more equitable. 3 Exceptional Highlights: If you isolated any particular part of basketball, let's say free throw shooting, would you use free throw statistics as the way to choose your NBA franchise? That's what essentially everyone who puts significant weight on the test is doing. All highly speeded high pressure, high stakes, standardized tests have something in common & that is there is a signal-to-noise ratio, which is unclear at best. And I would argue there's more noise than signal for many constituencies. Varsity blues is a representative of where we've reached in higher education. And it's part of the problem. Every day, families are doing variations of Varsity blues on different scales. Show Highlights: How Mr. Akil Bello got into the test prep consulting industry 2:27 Mr. Akil Bello My entry into test prep was motivated by poverty & supported by nepotism. As a poor college kid, I needed money. I was studying architecture, but I wanted a part-time gig. So I went to my aunt and asked her if she could help me out. She pointed me to the Princeton Review and told me to use her name, and I got a job. That led to a total of 17 years working with them. You are known for calling elite, highly selective schools like Harvard and Stanford “highly rejective.” Can you explain why using this language and new framing is important to you? 19:13 Mr. Akil Bello One of the biggest problems in education is conflating historical advantage and wealth with educational quality. Just like your casual use of the word elite right now, I never use the word elite because it yields the position of power and respect to these institutions. You were an expert contributor on Netflix’s Operation Varsity Blues, a documentary highlighting the elite college admissions scam. Please help us understand why and how something like this can occur. 28:31 Mr. Akil Bello CAPITALISM and AMERICA. To me, the entire scam is interesting. Because you have families who have a disposable X, hundreds of 1000s of dollars, this was money available for bribes. This is disposable income that was somehow, rather than giving it to the child to invest or giving it to them in a trust fund, it was worth spending this money to get this particular university sticker on the back of your car. Why should the general public care about not getting into their top-choice school or some highly rejective school they wanted to go to? 21:16 Mr. Akil Bello Oh, they shouldn't care. I think that the Stanfords of the world command far too much attention and brand recognition. I think that far too much attention these places receive is the country club effect. It's the exclusion that creates the aura of "Oh, we want to join." And I think that that's the problem. And I would never join a country club. What should we do in higher education to make admissions more equitable? 35:07 Mr. Akil Bello Interrogate your policies for historical bias. Are the policies and the requirements of my admissions process those that advantage students with wealth and access? Is it a necessary component of the process that helps select the most prepared students? And I would argue that in most cases, these policies aren't. Legacy admissions are problematic. How about we just get rid of that? Important Links: Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher /episode/index/show/diversitymatters/id/22827491