The Diversity Pivot
The purpose of this podcast is to have the uncomfortable conversations about diversity, equity, and inclusion that we all need to be having to PIVOT towards positive social change.
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246: Decentering Whiteness with Dr. Janice Gassam Assare
04/14/2024
246: Decentering Whiteness with Dr. Janice Gassam Assare
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 Collective:"If Black women were free, it would mean that everyone else would have to be free since our freedom would necessitate the destruction of all the systems of oppression." Together, we unpack: The differences between white centering and white supremacy The stages of employee lifecycle and how to mitigate decenter whiteness in hiring, succession planning and meetings How to avoid white centering when over 70% of DEI practitioners are white Follow Dr. J at and
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245: April is Autism Acceptance Month with Matt Lowry
04/07/2024
245: April is Autism Acceptance Month with Matt Lowry
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 Connect with Matt at and his work: The Autistic Culture Podcast website: TACP on Apple: Autistic Connections Facebook Group:
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244: An Allyship Approach to Dismantling Systems with Wema Hoover
03/31/2024
244: An Allyship Approach to Dismantling Systems with Wema Hoover
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, Sanofi, Pfizer and Bristol-Myers Squibb. She has partnered with the United Nations and World Economic Forum on global sustainability and diversity, equity and inclusion initiatives. Wema also serves as a contributing writer for Fast Company, Inc, NAMI and Diversity Magazine. Together, we discuss: The need to shift from “diversity recruiting to “inclusive recruiting” How corporations can adapt their diversity programs including ERGs to comply with potential legislation while still maintaining their commitment to inclusion How to move the pendulum and remove DEI from being a partisan football What recent anti-DEI laws passed in Florida and Texas mean for corporate DEI efforts Follow Wema at . and Next Pivot Point at
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243: Why Pronouns Are Important And How They Should Be Used with Julie Kratz
03/24/2024
243: Why Pronouns Are Important And How They Should Be Used with Julie Kratz
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 is addressed in a manner that affirms their identity. Different cultures and communities may have unique pronoun preferences. By sharing pronouns, individuals contribute to a more respectful and understanding environment, acknowledging and embracing the diversity of gender expressions. Read more on and find Julie at www.Nextpivotpoint.com
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242: How Do DEI and AI Coexist with Julie Kratz
03/17/2024
242: How Do DEI and AI Coexist with Julie Kratz
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
03/10/2024
241: Middle Managers Are The Missing Key To DEI Success with Julie Kratz
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 groups. We must focus on managers in organizations as they have the most impact on creating a place where women and others of all races and backgrounds can advance and be retained in leadership. Many managers are promoted because of their individual work performance, but as they continue to ascend in their careers, [their] companies need to be supportive and invest in the development of their inclusive-leadership skills.” and find Julie at www.Nextpivotpoint.com
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240: Why Inclusive Leadership Needs To Be Top Learning Priority with Julie Kratz
03/03/2024
240: Why Inclusive Leadership Needs To Be Top Learning Priority with Julie Kratz
According to a recent report titled “The State of L&D in 2024,” employers see a $7 ROI for every $1 spent on leadership programs, citing that traditional “soft” skills such as emotional intelligence and effective communication are not just nice-to-have, but rather must-have skills for leaders of the future. In this episode Julie shares key reasons why inclusive leadership is a must have for business leaders: Sixty percent of learning leaders pinpointed leadership as the most significant gap in current employee development. Sixty-six percent of learning and development (L & D) professionals identified leadership development as their primary learning focus, with diversity & inclusion and technical skills being second and third, respectively. Leadership development is the most prioritized topic of learning-and-development focus. and find Julie at www.Nextpivotpoint.com.
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239: Why DEI Will Not DIE with Julie Kratz
02/25/2024
239: Why DEI Will Not DIE with Julie Kratz
DEI is at an inflection point. There is a mixed bag of evidence showing continued slow support of DEI: Job postings for DEI are down. Most employees perceive DEI as positive, yet there is a significant political divide. DEI investment is steady and projected to double by 2026. Investors and legislation are continuing to pressure organizations to prioritize DEI. Younger employees see DEI as non-negotiable. Learn the 10 actionable tips in this week's podcast with Julie Kratz. and find Julie at
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238: The Growing Psychological Safety Disconnect Between Leaders And Employees with Julie Kratz
02/18/2024
238: The Growing Psychological Safety Disconnect Between Leaders And Employees with Julie Kratz
Psychological safety, defined simply, is the ability to say or do hard things without the fear of retaliation at work. In a competitive labor market, it is a must-have, not a nice-to-have. Julie breaks down new research showing: 42% of managers feel psychologically safe compared to 57% of executives 40% of leaders agreed that if they made a mistake, it would be held against them 53% of employees feel safe to take a risk versus 76% of executives 68% of employees agreed that no one on their teams would deliberately undermine them Read more on and find Julie at www.nextpivotpoint.com.
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237: Are You an Active or Performative Ally with Poornima Luthra
02/11/2024
237: Are You an Active or Performative Ally with Poornima Luthra
Dr. Poornima Luthra is the author of ‘Diversifying Diversity: Your guide to being an active ally of inclusion in the workplace’ and ‘The Art of Active Allyship’, the author of the HBR articles ‘Do your global teams see DEI as an American issue?’ and ‘7 ways to practice active allyship’, and a Tedx speaker. Her third book, ‘Leading through Bias.’ Luthra is also Associate Professor at the Copenhagen Business School and the founder and CEO of TalentED Consultancy. She joins the podcast to share: Her unique definition of allyship and why it is hard to translate into other languages How to measure allyship using the knowledge, attitude, behavior framework The 7 behaviors of active allies Learn more about Dr. Luthra at and Julie at www.nextpivotpoint.com.
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236: Making Diversity Glo-cal (Global + Local) with Rick Hammell
02/04/2024
236: Making Diversity Glo-cal (Global + Local) with Rick Hammell
Rick Hammell is the Founder and majority shareholder of Atlas, a groundbreaking company he established in 2015. With more than 20 years of experience in human resources, employee management, and global workforces, Rick's accomplishments have garnered recognition from prominent analyst firms, including Nelson Hall, IEC Group, and Everest Group. Together, we unpack: Why global growth is necessary for small businesses How diversity and inclusion is perceived differently around the world Future of work - hybrid, remote or in person? As Rick says, “younger people have different expectations. My generation grew up to respect our elders. Every generation has a different experience than previous generations. Folks coming into the workforce today didn’t start work in an office, have grown up using technology from the start and the employee experience is critical for them. Communicating change with why and benefits to them is pivotal. Must have end goal rather than change for change sake.” Find Rick on LinkedIn and Julie at www.nextpivotpoint.com.
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235: Feedback-Fueled Allyship Strategies For Continuous Improvement with Julie Kratz
01/28/2024
235: Feedback-Fueled Allyship Strategies For Continuous Improvement with Julie Kratz
The best allies understand that allyship is about progress over perfection. That means there will be mistakes and failures along the way. Afterall, that is how allies learn to be better. Yet, most hopeful allies wonder if they are getting it right. It is common to wonder, “I think I'm a strong ally, but what if my colleagues of diverse backgrounds don't see me that way?” or “I want to be a better ally, and I am not sure if I am doing enough.” To tap into feedback-fueled allyship to know where to improve, consider these ideas: Accept that allyship begins within Apologize and own shortcomings Ask for feedback Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
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234: Build A Strategic Roadmap For DEI To Avoid Stalling Out with Julie Kratz
01/21/2024
234: Build A Strategic Roadmap For DEI To Avoid Stalling Out with Julie Kratz
Organizations deeply committed to diversity, equity and inclusion (DEI) work understand it's a long game. DEI is a journey rather than a destination. Yet, having tangible priorities and expected outcomes is key to long-term success. Industry leaders in DEI often build a road map of activities for the coming year. It is connected to an overall strategy that outlines what DEI means at the organization and why it matters. Before building a road map of priorities, define your DEI strategy. This should align with your organization's mission and values to ensure authenticity. Ideally, DEI connects to your existing cultural values. Also, consider doing an assessment to determine your organization's current DEI status. Without a thoughtful assessment, you risk prioritizing the wrong activities. Julie unpacks how to build a roadmap in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
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233: Gen Z Is Shaping The Future Of Corporate America Not The Other Way Around with Julie Kratz
01/14/2024
233: Gen Z Is Shaping The Future Of Corporate America Not The Other Way Around with Julie Kratz
In the ever-evolving landscape of business and technology, it's no secret that each generation brings its unique perspectives, values, and expectations to the table. Generation Z, born between the late 1990s and the early 2010s, currently make up 30% of the world's population and are expected to account for 27% of the workforce by 2025. What makes Gen-Z so different, and how are they influencing corporate America? Julie unpacks this in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
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232: 5 Best Practices For HR Leaders Managing DEI with Julie Kratz
01/07/2024
232: 5 Best Practices For HR Leaders Managing DEI with Julie Kratz
The relationship between diversity, equity and inclusion (DEI) and Human Resources (HR) is often complicated. While there is overlap and the need to work together, there are stark differences. Many HR practitioners get involved or voluntold (volunteered without being asked) to manage DEI at their organizations without the skills and resources to genuinely support DEI efforts. To better manage this complex relationship, consider this list of best practices for HR leaders who are managing DEI: Start with your own education Advocate for the appropriate budget Ensure you have a seat at the leadership table Engage your allies Measure the business impact of DEI Julie unpacks these best practices in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
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231: Your DEI Program Isnt As Effective As You Think with Julie Kratz
12/17/2023
231: Your DEI Program Isnt As Effective As You Think with Julie Kratz
Effectiveness of DEI programs can be measured in multiple ways. The most common measurements of participation rates, number of programs and ERG activities are ineffective at measuring impact to the organization. Yet, there are better measurements that do address impact. To better assess impact, start by asking the question, “What problem is our DEI program trying to solve at our organization?” Is it turnover, engagement or innovation, perhaps? Then get granular with the data that will measure whether that problem is being addressed. DEI is more than a program. It is a series of intentional and consistent actions that are embedded in the organization’s culture. Consider these ideas to evaluate DEI program effectiveness: Diversity of talent pools in the hiring process Retention of diverse talent Perceptions of inclusion Diversity of leadership representation Middle-management engagement Julie unpacks these ideas in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
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230: 5 Common Inclusion Myths And How To Debunk Them with Julie Kratz
12/10/2023
230: 5 Common Inclusion Myths And How To Debunk Them with Julie Kratz
Rarely do people aspire to be non-inclusive. More often, people claim they want to be inclusive, yet they don't know how to demonstrate it effectively. There are gaps in lived experiences and knowledge that can lead to unintentional, yet harmful non-inclusive behavior. In an interview with Mita Mallick, author of, she shared, “On my journey of allyship, I have realized I have unintentionally at times put the burden on individuals from historically marginalized communities to educate me. We cannot continue to burden Black and Brown individuals to educate us on hurt and harm they continue to experience, both in our communities and in our workplaces. I now understand that it’s my job to gain understanding and empathy for lived experiences that aren’t my own.” Julie unpacks the key myths with Mita in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
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229: Whats The Difference Between DEI And Allyship, Learn Three Key Distinctions with Julie Kratz
12/03/2023
229: Whats The Difference Between DEI And Allyship, Learn Three Key Distinctions with Julie Kratz
Diversity, equity and inclusion (DEI) and allyship, terms often discussed in the same conversation, are very different in practice. DEI is about issues of representation, dismantling bias in systems and creating spaces where everyone feels they belong. Julie unpacks the 3 key distinctions in this week's episode. Follow Julie on Forbes to get the latest articles here: https://www.forbes.com/sites/juliekratz/.
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228: How to Use Inclusive Language with Suzanne Wertheim
11/26/2023
228: How to Use Inclusive Language with Suzanne Wertheim
Dr. Suzanne Wertheim is a former professor of linguistic anthropology and a national expert on inclusive language. After faculty positions at Northwestern, University of Maryland, and UCLA, she left academia to start her own consultancy. Dr. Wertheim applies social science to real-world problems, and gives people access to useful concepts that were once stuck behind academic walls. Her book, The Inclusive Language Field Guide. She joins us to share: Six principles of inclusive language The importance of acknowledging flavors of language How to identify language patterns and use language heuristics Follow Suzanne at https://www.suzannewertheim.com/.
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227: Celebrate DEI With An Inclusion Month (And Year Round Activities) with Julie Kratz
11/19/2023
227: Celebrate DEI With An Inclusion Month (And Year Round Activities) with Julie Kratz
Given the recent pushback on diversity, equity and inclusion (DEI) efforts, many organizations are retreating from the conversation on inclusion at the very time we need it the most. Yet, what is inspiring is the organizations that were already authentically committed are deepening their commitments to DEI as a long-term competitive advantage. Rather than one-and-done training or performative cultural celebrations, organizations authentically committed to DEI are trying a different approach. This year, I've seen organizations increasingly celebrating inclusion months (along with year-round activities). The themes vary from centering on allyship to intersectionality to teaching human skills to create more inclusive cultures like vulnerability and empathy. Learn more from Julie Kratz in this episode and at and at .
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226: How to Get The Budget You Need For DEI with Julie Kratz
11/12/2023
226: How to Get The Budget You Need For DEI with Julie Kratz
Tis the season for annual budgeting. For active diversity, equity and inclusion (DEI) leaders, this is the time when you know if your organization is truly committed to inclusion. Investment is necessary for true commitment. Budgets are essential to drive positive change. For those leaders putting together their budgets and plans for the upcoming year, consider these strategies: Calculate the ROI of activities Get feedback on what employees want most Develop an allyship program Spend time 1:1 with senior leaders to cultivate buy-in Know your why and share it loudly and broadly Learn more at and at
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225: Why Being Inclusive Is Important For Everyone's Career with Julie Kratz
11/05/2023
225: Why Being Inclusive Is Important For Everyone's Career with Julie Kratz
If you think diversity, equity and inclusion (DEI) is just a fad, or you're not “diverse,” so you shouldn't do the work, you're mistaken. DEI is for everyone, especially today's emerging leader. DEI work is important for your career to: Stay relevant Connect with purpose Be more innovative Learn more from Julie Kratz in this episode and at and at .
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224: Allyship Starts With The Most Marginalized First with Julie Kratz
10/29/2023
224: Allyship Starts With The Most Marginalized First with Julie Kratz
In diversity work, it is critical that allyship focuses on the most marginalized communities first. When we focus on issues that affect people with one dimension of diversity, we can help all marginalized communities, yet the impact is far less. When we start with an intersectional approach to allyship, we likely make it better for a larger collection of people. Starting with the most marginalized is pivotal to effective allyship as evidenced by: The curb-cut effect Challenges with centering The positive impact of inclusive language Learn more at and at
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223: Diversity Statistics You Need To Know When Hiring Gen Z with Julie Kratz
10/22/2023
223: Diversity Statistics You Need To Know When Hiring Gen Z with Julie Kratz
Gen Z has an unwavering commitment to diversity and inclusion. Did you know that… 83% said that a company’s commitment to diversity and inclusion is important when choosing an employer 74% have taken some form of action in the past year to support social and political causes 31% identify as LGBTQ+ (lesbian, gay, bisexual, transgender, queer or other gender identities or sexual orientations) 48% are from racially and ethnically diverse backgrounds (non-white) Learn more at https://www.forbes.com/sites/juliekratz and at
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222: How To Go Back To School Inclusively with Julie Kratz
10/15/2023
222: How To Go Back To School Inclusively with Julie Kratz
With diversity and inclusion issues dominating the news cycle, many parents, caregivers and educators are wondering how to create inclusive spaces and continue inclusive conversations with young people this back-to-school season. From the removal of AP African American Studies in some school districts, anti-LGBTQ+ legislation, book bans, and drag queen performance restrictions to looming threats of gun violence in schools, young people are growing up in unprecedented times. They also are highly likely to support issues on inclusion. Learn 10 key practices to make back-to-school time inclusion with Julie Kratz. Learn more at and at
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221: What People Don't Understand About Affirmative Action with Julie Kratz
10/08/2023
221: What People Don't Understand About Affirmative Action with Julie Kratz
With this summer’s SCOTUS ruling against affirmative action, it is predicted that enrollment of students of color will decline at universities, leading ultimately to declines in workforce participation. This is problematic because younger generations are increasingly more diverse. The lack of representation in the workforce creates a disconnect between the population and employment where organizations will struggle to reflect the very communities that they are trying to serve. Despite this concern, only 36% of Americans perceive affirmative action positively. There are some common misunderstandings about affirmative action that people need to understand for these perceptions to shift. Learn what misunderstandings can help narrow the gap in this episode with Julie Kratz. Learn more at and at
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220: ESG and Hidden Linkage to DEI with Julie Kratz
10/01/2023
220: ESG and Hidden Linkage to DEI with Julie Kratz
Political division and anti-woke legislation have backed many C-suite leaders into a corner related to DEI efforts: forcing them to walk a fine line between accommodating employee expectations and addressing customer needs while still avoiding controversy. Yet, ESG (Environmental, Social, Governance) mandates will further establish a need for DEI strategies and metrics. Learn more at or at
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219: Making DEI Real with Goals with Chéla Gage
07/02/2023
219: Making DEI Real with Goals with Chéla Gage
Chéla Gage is back on the Diversity Pivot Podcast by popular demand. Chéla is responsible for developing and creating the strategic long-term hiring plan and initiatives to advance diversity, equity, inclusion & belonging for Reformation. Together on this episode, we discuss how: Industry and organization size influences DEI work and how to pivot to changing needs Changing 2030 demographics are a reality and what to do now to prepare for a much more diverse workforce in the future To set up a robust DEIB certification program and hold all leaders accountable Meet Chela at .
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218: How to Overcome Workplace Bullying with Zenica Chatman
06/25/2023
218: How to Overcome Workplace Bullying with Zenica Chatman
Zenica Chatman is a certified personal and executive coach, helping women rediscover their inner strength and confidence in the aftermath of workplace-related trauma. On this episode, Julie and Zenica discuss: Zenica's own personal story of trauma that led her to DEI work What bullying behaviors to look out for and how to intervene as an ally How to set up an anti-bullying policy to prevent it, respecting all leadership styles Connect with Zenica at .
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217: How to be a Better Ally to People with Disabilities with Catarina Rivera
06/18/2023
217: How to be a Better Ally to People with Disabilities with Catarina Rivera
Catarina Rivera is a public speaker and DEI consultant with over 14 years of experience in the public sector. Catarina works with companies to improve accessibility and inclusion, retain employees, and design better products. She is the founder of Blindish Latina. On this episode, Julie and Catarina discuss: Why captions are critical to accessibility Non-obvious ways to be more inclusive Tropes to watch out for about inspiration or victim Connect with her at https://www.catarinarivera.com/ and get her free e-book, watch her TedTalk and get tips in your inbox!
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