Welcome back to Dr. Anita’s second Real Conversation From the C-Suite with Attorney Joe L. Richardson, Managing Partner with The McCune Law Group. Today, they’re going to consider how the trend among corporations to reposition and/or reprioritize DEI runs the risk of exposing the practice of diversity washing, or even worse, possibly eliminating DEI completely.

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Hello, Community! Dr. Anita is excited to kick off this month’s Real Conversation from the C-Suite with her guest Attorney Joe L. Richardson, Managing Partner with the McCune Law Group. Her annual theme for September, in honor of the Labor Day holiday, is Laboring for Justice as Labor of Love.

In their first conversation, Attorney Richardson will share his legal perspective on the trickle-down effect of the Supreme Court decision about affirmative action on college campuses.
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If you’ve been following Dr. Anita’s podcasts for a while now, you know that in September, the theme of “Laboring for Justice as a Labor of Love” coincides with Labor Day. The decline in a commitment to DEI in our workplaces since the Supreme Court's ruling against affirmative action in college admissions processes is a critical matter that will be the topic of discussion this month on Real Conversations from the C-Suite with Attorney Joseph Richardson, Managing Partner at McCune Law Group.
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Thank you for returning for Dr. Anita’s third and final conversation with Mr. Peter Deragon, Managing Director and Global Practice Leader at Stanton Chase, a global executive search and consulting firm. Today, they explore how Pete and Stanton Chase are making an impact on the leadership pipeline by intentionally making the case for increasing diversity in meaningful ways that increase the bottom line.

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Welcome back to Dr. Anita’s second conversation with Mr. Peter Deragon, Managing Director and Global Practice Leader at Stanton Chase, a global executive search and consulting firm. Today, they’re going to consider what the corporate “Why not pursue DEI?” might be that continues to result in many companies implementing check-the-box initiatives that amount to diversity washing, or even worse, deprioritizing DEI altogether.

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Hello, Community! Dr. Anita is excited to kick-off this month’s Real Conversation from the C-Suite with her guest Mr. Peter Deragon, Managing Director and Global Practice Leader at Stanton Chase, a global executive search and consulting firm.
In their first conversation, they’re going to discuss the impacts of the recent supreme court decision about affirmation action on college campuses and how it may influence the priority DEI has in corporate America.
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As a Diversity, Inclusion & Belonging consultant, Dr. Anita felt compelled to address some recent developments that may have far-reaching implications for the journey of creating equitable and inclusive workplace environments. Join her to explore a topic that might be just as controversial as the recent Supreme Court decision that impacts college admissions, and perhaps the decline in prioritizing workplace belonging for all.

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Thank you for returning to Dr. Anita’s final conversation with Mr. Michael C. Bush, CEO of Great Place to Work. The last word on the topic of the changing workforce is this: treat people – all your people – like the greatest asset that they are. This is why being intentional about creating a Great Place to Work For All has been Mr. Bush’s vision.

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Thank you for returning for Dr. Anita’s third conversation with Mr. Michael C. Bush, CEO of Great Place to Work as they help us get clear about who is everybody. For the past couple of years, using the word Diversity is being reframed as the “D” word. Diversity means a lot of things in addition to race, ethnicity, gender identity, and disability. Diversity also includes recognition of neuro-diversity and a host of other ways people present as their best selves. Let’s lean into the discomfort about the “D” word and talk about it.
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Welcome back to Dr. Anita’s second conversation with Mr. Michael C. Bush CEO of Great Place to Work. Hang on to your seat as Mr. Bush and Dr. Anita explore the data about the past, present, and future workforce. Embrace and adapt to the change because it’s going to happen.
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