By Antonio Graham
The podcast currently has 23 episodes available.
Authentic allyship involves actively supporting and advocating for marginalized groups, rather than just passively expressing sympathy. To engage people in becoming effective allies, it is important to educate them on the experiences and struggles of marginalized communities and to emphasize the importance of taking action to create change.
Evidence-based strategies have been shown to improve relations due to allyship, which our guest, Allison Mahaley, has generously shared in this episode.
By following these principles and strategies, individuals can become effective allies and work towards creating a more equitable and just society.
The focus is on discussing authentic allyship and how to engage people to become effective allies. Evidence-based strategies that have improved relations through allyship are also explored. Additionally, principles for engaging and being an ally are discussed.
Guest Bio:
Allison Mahaley, MSA
Partner, The Dialogue Company, LLC
Co-Founder and CEO, Red Fern, LLC
Certified High Performance Learning Journey (HPLJ) Designer
Qualified Administrator of the Intercultural Conflict Styles (ICS)TM
Qualified Administrator of the Intercultural Development Inventory (IDI)TM
Allison is an anti-racism trainer, learning designer, public speaker, and change consultant. After a decade in the classroom, she earned her Masters in School Leadership from UNC-Chapel Hill in 2008 with a focus on equity, excellence, and change management.
As an educator, she consistently succeeded in closing both achievement and discipline gaps. After 20 years as an educational leader, she entered the world of advocacy to address structural racism through education and community organizing. She was awarded several grants to complete projects focused on increasing awareness and commitment to equity in local communities. In 2015, she founded Red Fern, LLC a consulting company focused on creating Virtual Reality (VR) experiences to
increase human understanding. She continues to lead Red Fern as the CEO.
In 2018, she joined the Dialogue Company as a co-facilitator of the Ally Conversation Toolkit Workshop, and her work as an anti-racism trainer entered the corporate arena. She earned a certificate in High-Performance Learning Journey design (HPLJ) in 2019 and worked to translate the ACT toolkit into a transformative learning
experience applicable across domains. Thousands of workshop participants have now experienced the transformative power of effective dialogue as a tool to advance racial equity.
In 2021, Allison became a Partner at the Dialogue Company, focusing on customized learning design and training delivery with a focus on diversity, equity, and inclusion (DEI).
As a learning intervention designer, Allison partners with clients to understand their goals with regard to DEI. She uses multiple methods including but not limited to, the Intercultural Development InventoryTM and the
Conflict Style InventoryTM to assess current beliefs and institutional culture and structure. She then crafts learning interventions to help groups and individuals connect anti-racism efforts to performance metrics and tangible outcomes. She has taught scores of large-group workshops for corporations and nonprofits large and
small, facilitated large and small group dialogues, and designed many multi- stage learning journeys – all with the focus on raising individual awareness to recognize and overcome bias and barriers to equity and inclusion.
Allison is heavily involved in her local community, serving on the Human Relations Commission, the Board of her religious congregation, the executive board and equity committee of the NC Council of Churches, and the
Secretary in her local branch of the NAACP.
Contact:
Web: allisonmahaley.com/contact
Burnout is a state of emotional, physical, and mental exhaustion caused by prolonged stress. A change in venue means moving to a different location, while a change in mindset refers to shifting one's perspective or way of thinking.
Knowing what your best life looks like involves identifying your values, goals, and priorities, and aligning your actions and decisions accordingly.
Encouraging people to choose their own path in life and exercise their freedom is a positive message of empowerment and self-determination.
In this episode with Dr. Taniqua Miller, we are so honored that she has graciously shared her expertise and experience with us.
Guest Bio:
Women’s Health Advocate.
Transformational Coach.
Unapologetic Hype Girl.
Dr. Taniqua Miller is a board-certified OB/GYN and national certified menopause practitioner. She prides herself on her commitment to supporting women and girls through their reproduction transitions and beyond. Through her educational platform, TaniquaMD, she empowers women of color to embrace a boundless midlife. After 14 years in academic medicine, Dr. Miller experienced professional burnout and made the decision to pause her clinical practice. During her time away, she read a devotional giving her a new call to action: Be Boundless. As a first generation American, college graduate, and physician, she now tells her story of burnout and her secret weapon to living a boundless life: quitting!
Dr. Miller received her BA in Psychology from Yale University and completed her medical degree from Harvard Medical School. But don’t let the Ivy League stats fool you. Dr. Miller’s relatability and authenticity brings her audiences and clients closer to the truest versions of themselves. She is a champion of equity in women’s healthcare and a committed educator for medical students and trainees of color. She has been recognized for her innovation in education and faculty development by the Society of Academic Specialists in General Obstetrics and Gynecology and the Emory School of Medicine. She is a transformative speaker and professional coach for her signature program, Burnout to Boundless™ group coaching program. Her mission is simple: helping burnt out 1st generation professional women of color quit so that they can live a life of their dreams.
https://www.instagram.com/taniquamillermd/
https://www.linkedin.com/in/taniquamillermd/
In the healthcare community and industry, how often do we talk about the care for caregivers of people with illnesses?
In this episode, Dr. Graham and our guest, Althea Lloyd PhD discussed about supporting the supporters, caring for the caregivers and advocating for advocators of their loved ones with sickness because at the end of the day, we are humans and we equally have needs to be met - moreso if you are taking care of another human being who is sick and needs more time, care and attention.
They talked abour different ways you can support yourself if you are a caregiver of a sick loved one and ways to ask for support.
They also talked about breaking social norms and cultural old beliefs that’s hindering caregivers to know their limits and be able to support their sick family member and give the utmost care they need even if sometimes, that means having to relocated them to a facility that will allow them to have access to better care and assistance that you cannot always provide.
This episode is an episode that you didn’t think you needed to know about and learn until now. Having knowledge and being prepared for medicare access for the elderly will not only benefit you when you get old but also in assisting our parents who are in their senior years currently.
Dr. Dr. Crystal Simpsona is so generous in this episode in providing us meaty and covered in details all the information you need to know on to easily navigate this.
This episode is another impactful episode where Dr. Graham along with his guest, Dr. Bradley talked about racial capitalism in the medical field and how people of diverse communities and backgrounds are not being served well by the healthcare system because the system was made for a white cis-het man.
Topics Covered:
Guest Bio:
Cory D. Bradley, PhD, MSW-MPH holds space as a healer, guide, research scientist and legacy social worker convening dialogue critical to (re)existence. He embraces opportunities to advance healing projects as a public intellectual using tools of social science, health equity research, and collective action.
Dr. Bradley earned his doctorate from the Johns Hopkins Bloomberg School of Public Health in 2019. He is currently studying as a postdoc at Washington University School of Medicine developing perspectives that situate health equity and anti-racism in the translation of health interventions through implementation with communities.
Dr. Bradley’s interests span a range of topics including: the sexual health and well-being of Black gay men, stakeholder engagement and mobilization as strategies of power, and diverse implementation science projects framing equitable implementation of health interventions in public health settings.
Time Stamps/Quotes
0:00 What she said was I don't think that we want equity within an unchanged society. So the question for me becomes, can medical service ever be equitable, if the rest of your freedoms are restricted? So what is the responsibility of health systems to participate in an emancipatory liberatory battle with the folks who are to help suffering folks?
9:00 US healthcare system is very much a capitalistic system. So yes, what she had to do was really spin that listen, this works, we will reduce our Medicare spending cost. Because whether people know this or not, if you get readmitted for the same diagnosis, Medicare does not pay for the second visit. So hospitals have to pretty much eat those costs. So here - what she did as a selling pitch to the healthcare system was saying this loud, if you intervene at the community level, and we keep these people from coming back for the same thing every two to three weeks. And now it's six months to a year, you're actually going to save by putting this together. So you know, one might have arguments about that. But I think in speaking the language of the people you need to influence that's absolutely a smart thing she did.
10:42 I think the problem is that our interventions and our approaches, and our deliveries, do not engage folks at the spaces where they live, the realities, right, those kinds of realities. And we need to do a much better job. When I say we, I mean, our systems must do a better job of accommodating those realities, engaging those realities and those lived experiences, and then finding the way that we fine-tune the interventions in the science, the science in the making, with communities and individuals paying attention to all the different kinds of contexts.
11:17 I think the problem is that our interventions and our approaches, and our deliveries, do not engage folks at the spaces where they live, the realities, right, those kinds of realities and we need to do a much better job. When I say we, I mean, our systems must do a better job of accommodating those realities, engaging those realities and those lived experiences, and then f
According to the Adoption Network, over 135,000 children get adopted every year in the United States. However, these kids are more than statistics. These are human beings with complex and layered lives, often riddled with traumas that are, unfortunately, rarely talked about or supported even by their loving adoptive families.
Trauma is often overlooked in adoption for many reasons. It can be difficult for families to discuss. Adoptive families may feel like they need to protect their child from further hurt, or they may feel guilty about the traumas their child has experienced.
Additionally, many adoptive families are not aware of the signs of trauma or how to support their child through it. Culture can also play a huge role in how trauma is viewed.
The effects of trauma among adopted children, though, can amplify not only in the household but also in the community.
How can the black community help these families, especially the children, heal?
To answer this significant question, I reached out to adoption advocate, Stacey Gatlin, who runs the organization, Yes, We Adopt. In this podcast episode, we discussed the barriers to adoption inside our communities, why adoption is traumatic for kids, and how adoptive parents can get much-needed support.
Gatlin adoptive parent herself, she has a unique perspective when it comes to understanding and talking about trauma in the black community.
Topics Covered:
Guest Bio:
Stacey Gatlin is a servant leader dedicated to the development of people, processes, and organizations. Her true passion is helping to make a difference in the lives of women and children. She is committed to long-lasting personal, professional, and community development through her career and volunteer activities. She recently transitioned her corporate experience in talent management, process improvement, and project management into entrepreneurship and advocacy.
As an adoptive mom, Stacey saw a need to rewrite the narrative around Black adoption and fostering from the negative stereotypes often portrayed in the news. She created Yes We Adopt (yesweadopt.com) to help enlighten Black individuals and couples to the need for adoptive and foster parents and provide support in their journey. As she further engaged with adoptees and birth parents, she also wants Yes We Adopt to help elevate their voices and to enact change. In addition to her work in Yes We Adopt, Stacey is also a Court Appointed Special Advocate (CASA) in New Jersey for children in foster care.
In 2017, Stacey launched her own lifestyle management business, Victory Concierge (victoryconcierge.net). The business provides online business management and virtual assistance to busy professionals and small businesses. Victory Concierge is a perfect merger between her passion for helping others and her attention to detail. Stacey’s customers entrust her to handle the administrative responsibilities while they focus on growing their business and/or career. She works with diverse professionals in the private sector, including legal, medical, consulting, and beauty industries.
In her previous career, Stacey enjoyed 15+ years with Johnson & Johnson spending the first half of her career in operations and supply chain with experience in planning, manufacturing supervision, and customer service. In the second half of her career, she leveraged her network, ability to drive results, and coaching skills in talent mana
The United States has one of the biggest populations of incarcerated individuals in the world. According to the Sentencing Project, the number of people sent to prisons and jails had already increased by over 500% over the last 4 decades.
And yet, a growing body of literature shows that as many as 20% of those incarcerated are wrongfully convicted. Worse, the country has a high recidivism rate. At least 65% are rearrested, while 50% go back to prisons and jails.
What causes this? One of the foremost answers is the focus of the justice system on punishment instead of rehabilitation.
This topic, however, is way beyond my scope. To better understand this point, I've invited one of the esteemed judges in New Jersey, Judge Victoria Pratt. She's the author of the Power of Dignity, a compelling book that champions her advocacy, which is criminal justice reformation.
In this episode, we'll talk about the disparities that exist within the US justice system and how they disproportionately impact people of color, how broken our country's system is, and what we can do to change it.
Topics Covered:
Guest Bio:
Judge Victoria Pratt has gained national and international acclaim for her commitment to reforming the criminal justice system. During her tenure as the Chief Judge in Newark Municipal Court in Newark, New Jersey, she spent years gaining a deep understanding of how to deliver justice to court participants in a manner that increased their trust in the legal system and changed their behavior. While presiding over Newark Community Solutions, the Community Court, she used procedural justice and innovative problem solving to provide alternative sentences to low-level offenders including community service, counseling sessions, and her signature assignment of introspective essays. Her respectful approach has had a transformational impact on court participants, the community, and court practitioners. Her TED Talk, How Judges Can Show Respect, has been translated into 11 languages, has over one million views, and has a Facebook clip with over 30 million views. A globally recognized expert, she has worked with jurisdictions across the nation, and as far as Dubai, Ukraine, England, Scotland, Trinidad and Tobago, and Mexico facilitating workshops and presentations. She has also been featured in the Guardian, Forbes and The Tamron Hall Show, to name a few. She continues to champion criminal justice reform through her consulting firm Pratt Lucien Consultants, LLC, by sharing her skills and approach with others. She has worked with corporations such as LinkedIn, Facebook, and Prudential, as well as other institutions and organizations about how to heighten and restore respect to their day-to-day operations so that their mission can be better achieved. She is currently a professor of Professional Practice and the Director of Strategic Planning and Program Development at Rutgers School of Criminal Justice in Newark, NJ. Previously she served as a Visiting Professor at Rutgers Law School in Newark where she taught Problem Solving Justice and Restorative Justice. She currently Chairs the Boards of the Center for Court Innovation and New Jersey’s Edna Mahan Women’s Correcti
In recent years, more organizations have been diversifying their workplace. Newer studies suggest that the more diverse the workforce is, the more productive they are. Productivity translates to profits, so it's no surprise that businesses are eager to embrace this concept.
But how truly diverse are these enterprises? The reality doesn't reflect the objective, especially for the black population.
Although 15 million workers in private employment are black, they represent less than 20% of the total workforce in the United States.
The demographic is also more likely to earn less than their peers, even in industries they dominate. Many are also working in front-line services, while only a few can climb up the ranks and reach the managerial level.
Is diversity in the workplace more of a problem than a solution against discrimination and racism?
For this episode in And the Question Is, we talked with one of the subject-matter experts in workplace diversity. Dr. Monica Cox is an equity angel specializing in and championing creating inclusive environments.
We discussed why businesses should stop playing diversity and discover strategies on how we can move forward in making it a more inclusive space for everyone, especially for our black brothers and sisters.
Guest Bio:
Monica F. Cox, Ph.D., is a disruptor, trailblazer, change agent, and leader who believes in living an authentic life even if it makes people uncomfortable. She grew up an only child in rural southeast Alabama, where she was raised by her educator parents to persist in the face of personal and professional adversity. As a coach, she guides clients in areas of career development; business strategy; and diversity, equity, and inclusion. A Distinguished Professor and entrepreneur, Dr. Cox's inquisitive nature contribute to her passion for educating others and sharing what she has learned via her experiences.
Website & Social Media Handles for Dr. Monica Cox
Twitter, IG & Tic Tok - @drmonicacox
Website - www.drmonicacox.com
LinkedIn - https://www.linkedin.com/in/monicafcox/
Topics Covered:
You can listen to episodes of And the Question Is with Dr. Graham on:
Stay connected & follow the podcast on Instagram! Make sure you subscribe, rate and review! Share on social media using the hashtag #ATQIwithDrGraham.
Email [email protected] with feedback or questions!
Time Stamps/Quotes
04:25: So I always think about retention, instead of just recruitment and the dog and pony show, as I say, I think about how institutions and just organizations, in general, cheat people because that's the issue. You know, I feel that all the backroom conversation happens with how bad an organiza
Black people face many challenges when trying to ascend to corporate leadership positions. They may often be passed over for promotion in favor of less-qualified white candidates.
Additionally, studies have shown that black employees are more likely to be disciplined or fired than their white counterparts even when they perform equally or better in their jobs. They are also more vulnerable to racist microaggressions or tokenism in the workplace. Those who succeed may also struggle to keep their position for a long period.
How do they avoid all these? Our episode in And The Question Is provides a fitting answer. Together with our resource persons, Dr. Randal Pinkett and Dr. Jeffrey Robinson, authors of “Black Faces in High Places, we tackle ten strategic actions that will bring blacks into C-level positions—and help them stay there.
We then elaborate on the specific traits and values that blacks need to embody and adapt to succeed in the corporate jungle.
This episode is crucial because it is only when we see more black faces in high places that we can hope to create a more inclusive society and workplace.
Topics Covered:
Guest Bio:
Randal Pinkett, Ph.D., MBA, has established himself as an entrepreneur, speaker, author, and scholar. He is the co-founder, chairman, and CEO of BCT Partners, global, multimillion-dollar research, training, consulting, technology, and data analytics firm. BCT’s mission is to provide insights about diverse people that lead to equity. The company has been recognized by Forbes as one of America’s Best Management Consulting Firms, Ernst & Young as EY Entrepreneur of the Year, Manage HR Magazine as a Top 10 Firm for Diversity & Inclusion, the Black Enterprise BE100s list of the nation’s largest African American-owned businesses, and the Inc. 5000 list of the fastest-growing private companies in America.
Dr. Pinkett is an expert in several areas relating to emerging technologies, “big data” analytics, social innovation, culture, diversity, equity, and inclusion (DEI), and is a regular contributor on MSNBC, CNN, and Fox Business News. An international public speaker, he is the author and co-author of several books including Data-Driven DEI: The Tools and Metrics You Need to Analyze, Measure and Improve Diversity, Equity & Inclusion, Black Faces in White Places: 10 Game-Changing Strategies to Achieve Success and Find Greatness, Black Faces in High Places: 10 Strategic Actions for Black Professionals to Reach the Top and Stay There, Campus CEO: The Student Entrepreneur’s Guide to Launching a Multimillion-Dollar Business, and No-Money Down CEO: How to Start Your Dream Business with Little or No Cash.
He holds five degrees including a B.S. in Electrical Engineering from Rutgers University; a M.S. in Computer Science from the University of Oxford in England; and a M.S. in Electrical Engineering, MBA, and Ph.D. from MIT. Most notably, he was the first and only African-American to receive the prestigious Rhodes Scholarship at Rutgers University; he was inducted to the Academic All-America Hall of Fame, as a former high jumper, long jumper, sprinter and captain of the men’s track and field team; and he was the winner of NBC’s hit reality television show, “The Apprentice.” A lifetime member of Alpha Phi Alpha Fraternity Incorporated, he is happily married to Natasha Williams-Pinkett and the proud father of two daughters, Amira and Aniyah, and two sons, Jaz and Marquis.
Jeffrey A. Robinson, Ph.D. is an award-winning business school professor, international speaker and entrepreneur.&nb
According to Mental Health America (MHA), over 16% of black or African American people had a mental illness in 2017. That’s about 7 million individuals - more than the combined population of Philadelphia, Houston, and Detroit. Despite the prevalence, it remains a touchy, sensitive subject that prevents many from getting the support they need. The question is why.
To shed more light on this pressing problem in our black community, I talked to Dr. Jonathan Shepard, whose knowledge and expertise made him the appropriate person to discuss the barriers of care. It turns out there are many. The goal of this episode, however, isn’t just to provide information about the severity of the issue but to also offer reasons black people—men, in particular—should learn to seek help now available in many forms.
As we point out in this episode, we still have a long way to go in making even the topic of black mental health accessible. But this is why we’re here in the first place: to provide space for a healthy discussion on matters that affect our community, whether we like it or not.
Topics Covered:
You can listen to episodes of And the Question Is with Dr. Graham on:
Stay connected & follow the podcast on Instagram! Make sure you subscribe, rate and review! Share on social media using the hashtag #ATQIwithDrGraham.
Email [email protected] with feedback or questions!
Time Stamps/Quotes
8:58-9:08: To me, faith is what tends to be able to cope with a number of stresses of life. You cannot cope with what we're going through right now if your faith is weak. Again, they [faith and mental health] don't intersect. They are one and the same.
16:30-16:41: That's where I'm going with this. And so when you hear people like me talking about this, you want to know that we understand that their mental health professionals do get it. And we're letting you know that you need to be able to connect with somebody.
28:11-28:32: I'm not here to challenge your belief. I'm here to expand your capacity. Because if you expand your capacity, then you'll have the ability to look beyond what I'm even saying. And your boundaries will even expand for the Lord told us that if you would believe or me, and if you really understand my word and my purpose for you, it will cause you to have brain expansion.
The podcast currently has 23 episodes available.