Afleveringen
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Thanks for listening to season 7 of Workplace Diversity, adapting to diversity in the workplace. See you again in Season 8!
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it. -
Julius Dawson is a native of Texas. He is a graduate of Kashmere High School. Julius attended the University of Houston before being drafted into the United States Army. He worked as a corporate business salesman for Southwestern Bell and AT&T for 27 years. Julius has a small cattle ranch in Lee County, Texas.
In this episode Dr. Gaye Lang and Julius Dawson discuss:
Planning with the objective in mind
Empowering people through collaboration
Celebrating and recognizing team members
Key Takeaways:
Set things up to deal with an end objective. Lay things out and make sure that every member of the team who had an impact on that objective, knew what those objectives were and knew where you will all end up together.
Leaders must acknowledge and admit that they donât know everything. Reaching success and achieving your goals would take the different skills and talents of each member of the team and you need to let your people know that.
Whenever you delegate a team member to a task, and the team earns a win from their efforts, then you must recognize their work and celebrate it in the team.
âI would always make sure I recognize that they're the ones who actually did the work. They're the ones who actually did this portion and accomplish that. .â - Julius Dawson
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Zijn er afleveringen die ontbreken?
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Eric Jones obtained a Bachelor's Degree in Business Administration from Huston-Tillotson University. He subsequently obtained his Master of Arts degree from Austin Graduate School of Theology. Eric currently is Vice President of Operations for Austin Area Urban League, a nonprofit organization. He has held this position for nine years.
In this episode Dr. Gaye Lang and Eric Jones discuss:
Intergenerational diversity
Balancing innovation and convention
Moving forward with change
Key Takeaways:
Individuals who are part of different generations bring different experiences, different work ethics, different work tools and platforms to the organization. In order to bridge that gap, each person must understand the unique value that other generations bring to the team.
As the team moves forward into the future with creativity and innovation, individuals from a younger generation need to acknowledge the importance of foundational pieces that are already established.
The older generation must keep an open mind for new ideas. Donât be resistant to an idea or new system just because itâs new or not yet understood. At the same time, the younger generation must understand that not every trending tactic is applicable, appropriate, or effective for the specific needs of an organization.
âI believe in intentional celebration. The purpose of that is to ease the resistance next time when a new idea comes to the table [and] make them more receptive of this new ingredient that's been added to the proverbial workplace gumbo.â - Eric Jones
Connect with Eric Jones:
Website: https://aaul.org/
LinkedIn: https://www.linkedin.com/in/eric-jones-00579713a
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Tavier holds a bachelor's degree in Speech Communication from Stephen F. Austin State University. She possesses a postgraduate qualification in Educational Administration. She is currently pursuing her Master's Degree in Educational Leadership. She serves as the principal of Lionâs Light Academy, which is a home school. Tavier has accumulated three decades of experience in the field of education, having worked in both public and Christian educational institutions. She's a multi-faceted individual, fulfilling roles as a wife, mother, Pastor, teacher, and entrepreneur. Through hard work in education, she is actively making a positive and profound difference in people's lives, all in service to God.
In this episode, Dr. Gaye Lang and Tavier Galloway Parks discuss:
How to foster deeper relationships within the team
Make the team feel valued and respected
Simple acts to give people recognition
Adapting to diversity in the workplace
Key Takeaways:
Off-grid team-building activities can foster deeper relationships and break down barriers in the workplace.
Praise and recognition will make team members feel valued and respected. Be intentional in appreciating each team member in a meaningful and sincere way.
Simple acts like writing a note or congratulating someone can make a big difference in the workplace. Recognition can boost morale and productivity.
Being flexible, kind, authentic, and genuine in adapting to diversity in the workplace. Listen intentionally and be open-minded.
âMake sure that we understand what our purpose is. Not having a clear vision can hamper relationships. So we have to understand what is our purpose and then we need to gather outside of the normal work environment.â - Tavier Galloway Parks
Connect with Tavier Galloway Parks:
Instagram: https://www.instagram.com/lionslightacademy
Facebook: https://www.facebook.com/profile.php?id=100083122736564
Website: https://lionslightacademy.org/
Yelp: https://www.yelp.com/biz/ql66i3d5NPzlLP1rcmCgUg
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it. -
Sergeant Major Donald Cleveland is a native of Houston, Texas, and is a graduate of the University of North Texas. He holds a Bachelor of Applied Arts and Science degree. Sergeant Major Cleveland retired from the military with 33 years of service. Sergeant Major. Cleveland has trained and mentored over 100 Soldiers throughout his military career.
Sergeant Major Cleveland has been awarded numerous military awards throughout his career. One of Sergeant Majors, greatest highlights was being included in a book entitled 100 Sergeant Majors of Color, and being selected for the Presidential Life Achievement Award.
Sergeant Major Cleveland resides in Houston with his wife, Renee. His children, Joy, Ashley, and Christopher enjoy traveling, sports, and playing golf.
In this episode Dr. Gaye Lang and Sergeant Major Donald Cleveland discuss:
How diversity makes better teams
Learning to adapt to diversity
Listen with intention
Point
Key Takeaways:
To make an effective team, everybody needs to adopt the mindset of a team player. Being a team player means understanding and adapting to the diversity around you.
People have a different starting point when it comes to the journey of adapting to diversity. If you are finding it difficult to grasp or accept some concepts, then give yourself grace and keep learning.
Listen actively and with intention. Listening well is key to building deep relationships with people and building relationships is the key to adapting to diversity in the workplace.
âWe depend on others. We work as a team. There's no place for not accepting diversity. That's one of the core values of the military. Because we have to be all together as one.â - Sergeant Major Donald Cleveland
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Bretticca Moody is a native of Denmark, South Carolina. Growing up in the rural south, she was introduced to disparities at a young age, which has fueled her passion for access and equity especially for underrepresented populations. Bretticca has over a decade of professional experience in higher education and politics and is currently completing her dissertation in the leadership studies Ph.D. program at North Carolina Agricultural and Technical State University. Bretticcaâs ultimate goal is to work to help shape and create policies and programs that provide access, equity, and justice for marginalized populations worldwide.
In this episode Dr. Gaye Lang and Bretticca Moody discuss:
Adversity provides opportunities
Giving people a space to connect
The key to building a strong community
Key Takeaways:
Adversity provides an opportunity for us to show our commitment to show up and our ability to overcome barriers.
The best and easiest way to get people to bond is to give them a space to connect and bond over things that they have or love in common. Connection doesnât need to be forced, it is best when it happens organically.
Public praise is essential if you want to build a positive community - one that reinforces peopleâs good behaviors and accomplishments by giving them the spotlight.
âOne of the main strategies that I employ is treating people as individuals. Oftentimes, we're in spaces where we try to treat everyone alike or every one the same. While fairness is extremely important. You should approach each person as an individual because everyone has different nuances.â - Bretticca Moody
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Dr. Norma J. Baker is an educational consultant, author, former adjunct assistant professor, and leadership coach. She is the founder and chief executive officer of Baker and Associates, an educational consulting firm. She uses her expertise in the educational arena to coach administrative leaders to attain student academic success. Dr. Baker has also worked with several textbook companies in editing and providing content for core curriculum. She fulfilled her passion for education and worked in numerous capacities as a school and district administrator with two large urban districts in California. She also worked as an adjunct and associate professor at the University of Southern California, Chapman University, and National University. Dr. Baker received her Bachelor of Science degree in elementary education, and a master's of education in early childhood education in Memphis from the University of Memphis. She earned a Master of Business Administration from California State University, Dominguez Hills, and received her doctorate in educational leadership from the University of LaVerne in California.
In this episode Dr. Gaye Lang and Dr. Norma Baker discuss:
Countering discriminatory beliefs of others
Giving people a chance to show who they are
Making people feel that they belong
Hearing peopleâs opinions out
Key Takeaways:
One of the ways one can counter the discriminatory beliefs of others is to be excellent in your job. This isnât just to prove that their beliefs are wrong, but it is to show others what you already know - that you belong wherever you are.
People within a team or group need to be given an opportunity to share about themselves with each other. When a person discovers who it is that they are working with, they can then begin to respect them and value them as people.
Everybody wants to feel like they belong, especially at work. Therefore, we must practice praising people and doing it often in order to boost their confidence and their connectivity with the rest of the team.
âEveryone should be heard. So they have an idea, let them put their opinion and thought out. Because then they are able to say it aloud. And that gives them an opportunity to figure out if it makes sense. It also gives them a sense of ownership of this idea. That's what really is important when you're working with a diverse group of individuals.â - Dr. Norma Baker
Connect with Dr. Norma Baker:
Email: [email protected]
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Theon Wilson is a graduate of St. Mary's Academy High School in New Orleans. She received her undergraduate degree from Newcomb College of Tulane University. Additionally, she received her Doctor of Jurisprudence from Tulane University School of Law. Theon is a member of several boards. She served as the board chair of New Orleans Legal Assistance Corporation, the Housing Authority of New Orleans, Preston House, Southeast Louisiana Girl Scouts Amistad Research Center, and the Irish Channel Action Foundation. As a lawyer, she is practicing law in New Orleans as the sole proprietor of Wilson Law Firm.
In this episode, Dr. Gaye Lang and Theon Wilson discuss:
Empowering yourself in negative experiences
Inspiring others with your excellence
Leading by example
Key Takeaways:
Adapting may sometimes mean being able to take it when you are put down by someone else and using the experience to empower yourself. Remaining calm is an adaptation. Donât react, remain calm, be composed, and be in control.
Demonstrate your level of competence and confidence. Inspire other people with your excellence. Meanwhile, be also willing to talk to younger people in your industry, provide wisdom, and be a role model for them.
Lead by example. Do the work that you want to see others do in your own career and in your own life. If you want to encourage somebody to keep improving, then you must commit yourself to always grow and always show up as your best.
âIf you have a high opinion of yourself, and you demonstrate that people will respect that, and they want to be exactly like that.â - Theon Wilson
Connect with Theon Wilson:
Email: [email protected]
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Dr. Blakey began her career in education in Southern Oregon teaching fourth, seventh, and eighth grades. She became an administrator and worked as a Junior High Vice Principal, Elementary Principal, and Curriculum Coordinator at the district level as the District Director for teaching and learning and an Interim Assistant Superintendent position. Amy had the opportunity to consult as an executive coach with the American reading company supporting schools in California, Texas, and Louisiana. She earned her bachelor's degree in Elementary Education from Western Illinois University and her master's degree in Educational Leadership and Policy and a doctorate degree in Transformational Leadership from Concordia University. Dr. Blakey works as a director at the state level. In her spare time, she loves to watch sports. She loves cooking, reading, traveling, and she spends most of her time with his son, daughter, and grandchildren.
In this episode, Dr. Gaye Lang and Dr. Amy Blakey discuss:
Moving from a fixed mindset to a growth mindset
Becoming stronger together
Building relationships as a leader
Using positive praise
Key Takeaways:
When it comes to adapting to diversity, one of the most important first steps is to consider your own cultural background and tendencies, and how they interact with the cultural background of others. Find a way to get out of a fixed mindset and into a growth mindset in order to meet people in the situation halfway
Diversity can build us up if we allow ourselves to be open to the culture of others and see how their perspective can enhance our own thinking and capabilities. We can be stronger together if we acknowledge the dynamics and commit to being united despite our differences.
Capitalize on building relationships and getting to know people on a one-on-one basis, honoring their unique abilities, competencies, and personalities. When youâre new as a leader, you have to establish trust and so you have to be someone who walks the walk and talks the talk.
Give people an opportunity to be highlighted or spotlighted. Encourage them to step out of their comfort zone and use positive praise to help them persevere in the right direction.
âThe struggle is in balancing those different dynamics of each of those generations, their strengths, their challenges, and helping them to see that they need each other and that they're stronger together and that they can both learn from one another, as well as being open to a different way of doing things.â - Dr. Amy Blakey
Connect with Dr. Amy Blakey:
LinkedIn: https://www.linkedin.com/in/drblakey-executivecoach/
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Iiona Virgin is a Licensed Master Social Worker. She has a Master's Degree in Social Work from Baylor University, a Bachelor's Degree in Human Services, and an Associate's Degree in Early Childhood Education. One of her goals as a therapist is to come alongside and be with the individuals she works with. Iiona wants them to know that she is on the journey with them. She approaches their time together through a holistic, strength-based, and culturally informed perspective. Iiona values the relationships she has with each person. Additionally, she honors all things that make them who they are. She has worked in schools for two and a half years and is currently working in a small rural school outside of Georgetown. Iiona serves students from grades pre-K through 12.
In this episode Dr. Gaye Lang and Iiona Virgin discuss:
What is diversity all about?
Communicating cultural differences
Helping people who are resistant
The power of building relationships
Key Takeaways:
Diversity isnât all about race. It also includes disability diversity, linguistic diversity, cultural diversity, and more.
Itâs important to communicate the differences that you may hold from the culture you belong to. Set some boundaries with people and let people know your honest feelings while at the same time trying your best to be polite.
The first thing to help people who are resistant to adapting to diversity is to get them to look around and acknowledge that diversity already exists. Once theyâve accepted that fact, ask them then to take baby steps toward adapting to diversity, whatever it is.
Build relationships. Be very intentional about how you interact with your co-workers. Building relationships cuts down a lot of the friction and creates a sense of belonging.
âInstead of yelling out loud, get engaged in a back-and-forth with them. Pull them to the side? Is there another way that we can engage the student who is showing up in the classroom at that moment versus calling them out?â - Iiona Virgin
Connect with Iiona Virgin:
LinkedIn: https://www.linkedin.com/in/iionavirgin/
Instagram: https://www.instagram.com/augusta_crane/
Website: https://augustacrane.com/
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Kimberly is a licensed social worker with 16 years of experience in nonprofit and government. With her belief and commitment to community organizing, change management, and systems development, she is a member of the National Association of Social Workers. She is a founding member and former chair of the Texas Chapterâs Race, Equity, Accountability, and Leadership Committee. She has made a commitment to transform programs and service delivery to immigrant communities, black expecting moms, the unhoused, and individuals living with mental health and substance use concerns.
This personal mission inspires her to serve as a readily available community advocate for those in need. She is committed to addressing the true impact of racial discrimination and empowering the communities that are most affected. Through grounded elevation coaching and consulting, she continues to bridge aspects of her lived experience as a Haitian American woman, caseworker, organizer, teacher, artist, and anti-racism consultant to provide support to black and brown communities nationwide.
In this episode, Dr. Gaye Lang and Kimberly Lauriston discuss:
The intersectionality of diversity
Ways one can adapt to diversity
Seeing the world in color
The importance of quiet quitting
Key Takeaways:
Race is very important to diversity but there should also be considerations about ability, gender/sex orientation and identity, and degree or educational level. The intersectionality of all that is important.
Show people your value through your competence more than your words. If people donât recognize it, then go to a place where your value is recognized. Even if it can be risky to search elsewhere sometimes, it is worth it to give your best in a community that allows and celebrates you giving your best.
Everyone in the world has a different story and a different way of seeing the world. If you are not willing to surround yourself with people who are different, you are robbing yourself of the opportunity to see the world in full beautiful colors.
Quiet quitting is important. Don't do more than what you're paid for so that you will have leverage to request a higher title, higher pay, and more incentives. If they value you, they will pour into you as an employee regardless of your age, sex, and ability.
âFolks who are resisting DEI, I always tell them that âyou are robbing yourself, of being of growing of learning because you are afraid to experience and see a little bit of the life beyond your own limited experience.ââ - Kimberly Lauriston
Connect with Kimberly Lauriston:
Website: https://www.teachingantiracism.com/
LinkedIn: https://www.linkedin.com/in/kimberlylauriston/
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it. -
When we adapt, we make something more suitable or become suitable. We also change so that we fit a new or specific situation. Our podcast this season will share ways how we can adapt to workplace diversity.
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Thanks for listening to season 6 of Workplace Diversity. Stay tuned for season 7, where weâll be discussing Managing the Dynamics of Differences.
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Walter is the international victim advocate for Peace Corps headquarters and provides policy implementation, support, and resources for volunteers around the world. Walter has worked on many special projects for multiple federal agencies, including providing expertise to the US Department of State and the United States Army during the Afghan refugee evacuation, as well as serving as a subject matter expert for the US Department of Health and Human Services while working with unaccompanied minors at the US southern border. Walter has won numerous awards for his humanitarian work, including the Distinguished Directors Award from the Peace Corps, the Outstanding Achievement Award from the US Army, and the Superior Service Award from the Department of State. Outside of his federal duties, Walter provides violence prevention, consultation, and group facilitation to multiple nonprofit organizations in the DC, Maryland, and Virginia areas. Prior to his international advocacy work, Walters served as the senior victim witness coordinator for the State's Attorney's Office, where he served as a liaison between witnesses and victims of crime and community leaders, law enforcement judges, and local nonprofit organizations. During Walter's time there he works with victims of crime that range from petty theft to murder. Walter's previous work history includes working in private law and as an educator in the public school system. During his free time, Walter serves as a big buddy through Camp Jamie, a bereavement camp for children who lost a loved one. Walter holds a bachelor's degree from the University of Maryland, Baltimore County, and political science and legal policy, and a master's degree in human behavior from Hood College. Walter is also certified by the National Organization for Victim Assistance.
In this episode Dr. Gaye Lang and Walter Hood discuss:
The state of diversity in companies
Making people feel welcome through diversity
Consequence of not valuing diversity
The platinum rule
Key Takeaways:
There are organizations that genuinely value diversity in their workforce, these are most commonly the kind of company that depends on young labor. Older and smaller organizations that have a long history of being non-diverse would value diversity significantly less.
Businesses should focus on how they make people feel. They must make people feel welcome and accepted if they want their business to thrive. One way of doing this is by having a diverse hiring practice.
Studies show that happy employees tend to produce better products or services. Companies must keep their employees happy if they want their business to flourish. Otherwise, the unhappiness of the employees will show in the products and services and clients will start looking for a better place.
Treat others the way that they want to be treated and consider that perhaps a person who offended you might not have intended to offend you. Most people want to be good, most do not desire to hurt others. Be forgiving, but be firm.
âStudies show happy employees tend to produce better products or better services. And if your employees are unhappy, that's going to have an impact on your products and services.â - Walter Hood
Connect with Walter Hood:
LinkedIn: https://www.linkedin.com/in/walter-h-b141b41b7/
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Keshia is a Texas State Certified teacher in the areas of grades four through eight language arts, four through eight generalist, and ESL certified with 16 years of proven knowledge and experience with subject area, content, and research-based instructional strategies and practices. She also holds a certification from the Teacher Leadership Institute and a degree in sociology. Keshia has led content areas, teaching teams to improve instruction and student achievement. Additionally, she has held increasing roles and responsibilities serving as grade level language arts department chair, grade level team lead, as well as ELA campus content instructional specialist. Prior to her career in education, she was a branch manager of a highly successful temporary personnel agency and an HR benefits coordinator with a multibillion-dollar real estate title company. Keisha is a former military wife, an active member of Delta Sigma Theta Sorority Incorporated, and The Links Incorporated.
In this episode Dr. Gaye Lang and Keshia Chatman discuss:
Why itâs important to have diverse leaders
The need for a sense of belonging
Making diversity a priority
Key Takeaways:
The leadership of the campus should represent the demographics of the student population. That is important to make the students feel safe.
The employee population of any establishment should look like the rainbow. People want to feel a sense of belonging, they want to feel safe and welcome.
Make diversity a priority. Everyone has to feel that the same message is being sent across the whole organization. No one should feel like an outsider.
âI need to see that diversity is important to you. And you don't have to tell me, I should be able to see it by the diverse people who work there.â - Keshia Chatman
Connect with Keshia Chatman:
LinkedIn: https://www.linkedin.com/in/keshia-chatman-b0089b94/
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/dr-gaye-lang-341232232/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Shanedria Wagner is a graduate of Texas A&M University, Shanedria Wagner earned a bachelorâs degree in French and a second degree in speech communication. She went on to earn her masterâs degree in bilingual education from the University of Houston. Her studies also include superior-level French courses at the University of Caen in Normandy, France. She is a linguist who speaks, reads, and writes in French and in Spanish.
While teaching in the Alief and Houston Independent School Districts, she served as a foreign language/speech communication teacher at the secondary level and as an elementary bilingual instructor. A highlight of her career was teaching at her alma mater, Mac Arthur Elementary School. Mrs. Wagner has also taught ESL courses and citizenship classes. Her enormously effective teaching techniques and compassion for her pupils have earned her three Teacher-of-the-Year Awards.
As a national consultant, Mrs. Wagner has devoted the past twenty years to tailoring engaging and motivating
presentations to meet the needs of her diverse clients. She presents a variety of workshops ranging from techniques for second language acquisition to innovative strategies for reading, math, grammar, and writing instruction. Her audiences have comprised children, administrators, school board members, parents, politicians, and instructors in twenty-five states. She has been hired as a presenter, translator, lecturer, panelist, keynoter, test-writer, and motivational speaker.
In this episode Dr. Gaye Lang and Shanedria Wagner discuss:
The value of promoting diversity
The priority of the leadership
Innovation and diversity
Key Takeaways:
Promoting diversity is a moral obligation and is a way to amend the inequity that transpired in the past and still echoes in our present age. Compliance with the diverse initiatives of the leadership is a step toward the right direction but is a means to an end.
The way employees treat people is a direct reflection of the expectations of their job and what the leadership of a company values. When people value diversity, they seek out those who are different from all walks of life and from all backgrounds.
If you put an older person with a lot of wisdom and a young person with a lot of fresh ideas, then what you get is a powerhouse of innovation.
âBe the change. If you're in a situation when someone's not valuing diversity, speak up about it. And then watch your words. We have to consider how our words might affect somebody else, especially when discussing topics that could be potentially controversial.â - Shanedria Wagner
Connect with Shanedria Wagner:
Website: https://www.shanwag.com/ | www.spanishetc.com | and www.shanwag.org
LinkedIn: https://www.linkedin.com/in/shanedria-wagner-m-ed-a92397118/
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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About Adam Powell: Adam is the chief of staff at MVP, a tech company in the sports and entertainment sector. He has years of experience working in mission-focused organizations such as a union organizer, school district administrator, and state employee. This career path began at Texas Christian University, where he co-founded the university's African American and Africana Studies minor and the Department of Comparative Race and Ethnic Studies before graduating with his bachelor's degree in history. Raised by educators in the suburbs of Northern Austin, Adam is passionate about giving back to his home community. He serves on the board of directors for the Safe Alliance on the Capital Metro Public Safety Advisory Committee and as vice president of the North Shoal Creek Neighborhood Association. He also creates short-form videos on Austin history and local politics on TikTok and Instagram.
In this episode, Dr. Gaye Lang and Adam Powell discuss:
The benefits of diversity
Diversity in leadership
Attracting and retaining diverse talent
The red flags of poor retention
Key Takeaways:
It is ideal for companies to apply diverse practices just for the sake of it being the right thing to do. However, one canât deny the benefits that diversity brings to a companyâs profitability, popularity, and growth.
Diversity must be applied across the board in the organization. People should be able to see diverse groups in positions of leadership, for the organization to attract and retain a more diverse workforce.
Diversity doesnât stop at just hiring, an organization must also make a continuous effort to retain diverse talents so they do not miss out on the benefits of diversity. Make people feel seen and heard, and apply their ideas. Make people feel like they belong, and they will stay.
Retention is one of the primary metrics that companies must always look into. If you look at your metrics and can see poor retention in a specific racial identity or gender identity for example, then those are red flags that need investigation, discussion, and a solution.
âThe secret is, there is no secret, which is if you have diversity in leadership and diversity of people who are doing great work in your company that is going to attract people who look like them who come from those experiences.â - Adam Powell
Connect with Adam Powell:
LinkedIn: https://www.linkedin.com/in/adam-powell-92248a115/
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
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Patricia Leonard is the educational community partner for affinity groups for a high school in Minnesota. She has worked as a corporate Computer Applications trainer, a K-12 educator for 10 years, and higher education for five years. Patricia's recent work provides a step-by-step structure guide for creating affinity groups in high school. These groups include black student union, Asian Student Association, Latino Student Association, Muslim Student Association, Indigenous Student Council, and gender sexual alliance. In working with affinity groups, she has successfully supported and assisted 16 students in securing full scholarships or substantial financial aid packages for college, guided three students in their decision to attend historically black colleges and universities, fostering diversity and representation in higher education, and providing guidance and support to one student who will be joining the armed services, specifically the Navy to pursue their chosen career path. Patricia loves giving back to the community and working with students in assisting them in navigating their journey in the future of their education.
In this episode Dr. Gaye Lang and Patricia Leonard discuss:
Why companies are trying their best to be inclusive
The telltale signs of a truly diverse company
The gift that diversity brings to a community or organization
Key Takeaways:
Companies today are trying their best to be inclusive and to foster diversity in their company population. One of the main benefits of opening up the doors to inclusivity and diversity is the boost in good employment and employee retention.
A company that is truly diverse and inclusive is one that gives opportunities for people of color within the company to create innovative techniques, ask them questions, listen to them, and apply their ideas.
Diversity increases innovation, creativity, and strategic thinking, because the teams of people who come from different backgrounds can draw up on their unique experiences, and a wider range of knowledge to spark new and innovative ideas.
âDiversity increases innovation, creativity, and strategic thinking.â - Patricia Leonard
Connect with Patricia Leonard:
Facebook: https://www.facebook.com/patricia.leonard.9465/
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it.
-
Candi Gadison is a Licensed Clinical Social Worker (LCSW-S) and a board-approved supervisor for licensed master social workers seeking their clinical licensure.
Candi received her Bachelor of Science degree in Biology from Texas State University and her Masters in Social Work from The University of Texas at Austin. Candi has worked with Intervention Services since 2007 when the agency first began providing services in east Williamson County. Candi has worked with students in K-12 and in the Granger and Taylor School Districts.
She currently serves in the role of Executive Director/Clinical Supervisor for Impact Counseling Services. Candiâs previous work experience includes crisis intervention in hospitals and with the military, individual and family counseling for clients involved with CPS, and working with adolescents and their families in residential settings.
Candi continues to enjoy working with adolescents and their community of systems whether that be the family, school or peers. Candiâs hope is that individuals and families will feel empowered to increase communication, understanding, empathy, and grow healthier relationships with one another. Candi believes building trusting relationships is a core foundation for any change we hope for within ourselves and others.
In this episode Dr. Gaye Lang and Candi Gadison discuss:
Diversityâs effect on a companyâs bottom line
Applying collaborative leadership within the organization
The consequences of not pushing for diversity
Being intentional in embracing diversity
Key Takeaways:
Increasing your employee populationâs overall diversity will also increase its overall creativity. Doing the right thing in terms of diversity directly and positively affects a companyâs bottom line.
Increasing diversity in a companyâs population isnât enough, the voices of diverse individuals must also be heard. The company must show that it truly values its people and is listening to them through collaborative leadership.
If companies do not push for diversity in their hiring and organizational practices, they will miss out on a lot of creativity, talent, and unique ideas. They will also miss out on connection, growth, and learning more about the world outside of their bubble.
Be intentional in creating and embracing diversity. Embrace diversity for the right reasons. Continue to work on yourself internally if you are struggling with any bias or prejudice. Operate from a value system thatâs meaningful to you.
âIt's really important that companies value diversity because of the creativity that they can bring in when they bring people of different ethnic groups, races, different background experiences.â - Candi Gadison
Connect with Candi Gadison:
Website: https://impactcounselingservices.org/candi-gadison
LinkedIn: https://www.linkedin.com/in/candi-gadison-lcsw-s-0b0a3213/
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEY WORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it. -
Deirdre Williams, Ed.D., the Chief Bridge Builder with U-Bridge Consulting Group, has an impressive educational leadership history. She combines her skills in education, public health research, and evaluation to support leaders with changing their organizational cultures and improving learning outcomes for all students.
Deirdre has served in several educational leadership roles including the Executive Director of the School Reform Initiative, the premier source for professional development and resources related to creating transformational learning communities fiercely committed to educational equity and excellence.
Under her leadership, the organization supported districts across the country with building equity bridges to engage student and community voices in the development of equity policy and programs to eliminate gaps in student outcomes.
She also launched the Commitment to Equity Institute a year-long initiative for leaders, teachers, and students who are focused on dismantling systems of oppression in their schools.
In this episode Dr. Gaye Lang and Dr. Deirdre Williams discuss:
Surface diversity vs. valuing diversity
Making people feel belonging
The synergy of the young and the experienced
Creating a diverse culture effectively
Key Takeaways:
Valuing diversity is more than just allowing your organization to have a more diverse population, itâs also about listening to your peopleâs unique perspective and ideas.
When it comes to diversity, itâs important to create an environment that promotes and propagates a sense of belonging. Creating a sense of belonging is all about making people feel seen and heard, with follow-up and application.
Without a diverse level of energy and a diverse employee base, itâs really the company that misses out. A team that has young people with innovative ideas, new technology and youthful energy, plus older people with wisdom, skills, and knowledge gained through vast experiences will become a powerhouse.
You cannot create a diversity culture with one individual, because theyâve got to think about training, leadership, onboarding, and many more. It takes a whole team of people working together to make policies, procedures, and accountability that create a diverse culture.
âWe have to experience a sense of belonging. And the sense of belonging happens when we're seen and we're heard.â - Dr. Deirdre Williams
Connect with Dr. Deirdre Williams:
Website: https://www.ubridgeproject.com/
Connect with Dr. Gaye Lang:
Donât forget to subscribe to the show, so that you donât miss a single episode; and please leave a rating and review. I would greatly appreciate it.
Follow our show on Facebook and check out our Website for more details and to engage with our podcast community. You can also follow Dr. Lang on LinkedIn.
Download Three Vital Practices to avoid a potential lawsuit for free by clicking this link: www.WorkplaceRestorativePracticesInc.com
LinkedIn: https://www.linkedin.com/in/gaye-lang-1735761b5/
Facebook: https://www.facebook.com/Dr.Gaye.Lang/
KEYWORDS:
Diversity, inclusion, equity, tolerance, racism, bias, implicit bias, and explicit bias.
Show notes by Podcastologist: Justine Talla
Audio production by Turnkey Podcast Productions. You're the expert.âŻYour podcast willâŻprove it. - Laat meer zien
