We covered topics

- Your journey into becoming an AI specialist

- What has that taught you about helping leaders make important decisions when the data is incomplete?

- Which argument from Douglas Hubbard’s book, How to Measure Anything, are we focusing on for today's conversation?

- Can you explain further why measurement does not need to eliminate uncertainty and only reduce it?

-

- How do we build trust with business leadership on any cost model?

- What indicators do we have to look for to know the HR Leader is trusting the formula?

- How do we conclude if HR trusts the numbers?

- How do we transfer confidence to the HR Leader to make the connection with business impact?

- Are reputational risk, opportunity cost, and damaged client relationships a strong enough business case to defend?

- What separates a credible business-impact argument from a chain of speculative claims?

- What language would help the HR Leader deal with internal uncertainties?

- How do we build conviction in creating a correlation between leading signals and the investment decision?

- How do we overcome an investment decision with the risk of uncertainty when we know causation can't be proved in 90 days Pilot?

- What would make the results strong enough to approve further investment?

- How does someone trained in measurement under uncertainty think about using correlational signals like these to justify a budget decision?

- What is one thing a DEI consultant should change about how they present numbers to an HR leader or CFO?

- When should a leader be confident enough to say, “We do not know everything, but we know enough to act”?

----

Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/gkhayes/ )

Website - valuedrivendatascience.com

----

Join my weekday newsletter, ROI of DEI

Sign up here⁠ → ROIofDEI.ai⁠

Any feedback? Please email ⁠[email protected]⁠

We covered topics

- Your journey into neurodiversity

- What impact do you want to create?

- What are some common assumptions about productivity that quietly damage neurodivergent employees

- Where do you see the clearest business cost of non-inclusive workplaces?

- What would you measure first to show that better support for neurodivergent employees improves performance

- What are some beliefs about people and performance that workplaces need to rethink?

- What does a neuroinclusive leader do differently in day-to-day communication?

- Have you seen a moment where a small adjustment or accommodation made a measurable difference?

- If a senior leader asked you to justify neuroinclusion in business terms, how would you explain?

- How do you share success stories that resonate with non-DEI leaders?

- What is your core offer? How do you help organisations?

- If you had 90 days inside one organisation with no new budget, what would you change first?

- What’s the hardest part of getting a budget signed off for the work you do?

----

Important Links

Gillian Forth - LinkedIn (https://www.linkedin.com/in/gillian-forth-coach/)

Website - thelowachiever.com

----

Join the newsletter ROI of DEI

Click here⁠ → ROIofDEI.ai⁠

Any feedback? Please email ⁠[email protected]⁠

We covered topics - Your journey into Anti-Racism- What impact do you want to create?- Your book is called It Was Never About That. What is the "that" people mistakenly believe racism is about?- Why did you decide to write this book?- Who should read this book?- What becomes invisible when we define racism primarily as hate?- Can someone genuinely believe they are not racist while still supporting decisions, practices, or systems that produce racially unequal outcomes?- You highlight the Black-white racial wealth gap, job discrimination, and medical racism. Why did you choose these as central examples?- Do you believe in capitalism?- Why do disparities continue even in institutions that publicly state their commitment to fairness and equality?- You write about gaslighting DEI advocates. What does that gaslighting commonly sound like?- How can an anti-racism advocate respond when someone says, "Everything is about race now"?- What are some ordinary workplace practices that appear neutral but can create unequal racial outcomes?- How can leaders move beyond one-off unconscious bias training and create lasting change?- What workplace data should leaders examine to determine whether racial inequality exists?- What is the business cost of refusing to examine everyday racism within an organisation?- Do you do consulting?- What are your final thoughts before we end this episode?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/paul-ladipo/ ) Book - It Was Never About That -

We covered topics

- Your journey into ethics and corporate culture.

- What impact do you want to create?

- What does a healthy speak-up culture look like inside an organisation?

- Why do employees stay silent even when they see something wrong?

- What is the cost of silence for a business?

- How can leaders make employees feel safe enough to report concerns?

- How do you explain whistleblowing as a cultural tool, not just a compliance tool?

- If you had 90 days inside one organisation with no new budget, what would you change first?

- Any success stories about your client that you often talk about in sales meetings?

- What’s the hardest part of getting a budget signed off for the work you do?

- What does the ROI of DEI mean to you?

----

Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/shannon-walker-2833b513/ )

Website - whistleblowersecurity.com

- caseiq.com

----

Join my daily weekday newsletter, ROI of DEI

Sign up here⁠ → ROIofDEI.ai⁠

Any feedback? Please email ⁠[email protected]⁠

We covered topics:

- Your journey into workplace strategy.

- When you hear the phrase “high-performing workplace culture,” what does that mean to you?

- What are the early signs that a workplace culture is helping performance instead of hurting it?

- Where do organisations usually go wrong when they try to improve culture?

- What are the most common business risks leaders underestimate until it is too late?

- What is the correlation between the workplace culture and retaining good people?

- What role does trust play in creating an engaged and high-performing workplace?

- What are the best business benefits of improving employee engagement?

- If you had 90 days inside one organisation with no new budget, what would you change first?

- What’s the hardest part of getting a budget signed off for the work you do?

- What does the ROI of DEI mean to you?

----

Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/contactmecarliebell/ )

Website - citationcanada.com

----

Download the white paper ROI of DEI, ⁠

click here⁠ → ROIofDEI.ai⁠

Any feedback? please email ⁠[email protected]⁠

We covered topics

- Origin Story of Know Better Do Better Consulting.

- What impact do you want to create?

- What are your core offers?

- Why do they call you The Chaos Whisperer™

- What has changed for you in your business in the current market recently?

- What is your primary challenge today in talking to a prospect?

- What offer felt effortless to sell, and why did it work?

- How did you land your first 5-figure clients?

- What is the hardest thing about getting the budget approved?

- If you have 90 days to work with a client, what would be the first things you would do?

- What does the ROI of DEI mean to you?

----

Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/cassrcooper/ )

Website - knowbetterdobetter.co

----

Download the white paper ROI of DEI, ⁠

click here⁠ → ROIofDEI.ai⁠

Any feedback? please email ⁠[email protected]⁠

We covered topics

- Your journey into DEI

- What impact do you want to create?

- What is your core offer?

- You’ve built your work around measurement, why does measurement matter so much in this space?

- How is Culture work currently budgeted in organisations?

- Any success stories that stood out for company?

- If you had 90 days inside one organisation, what would you change first?

- If a leader listening to this is still unsure about measuring culture, what would you say to them?

- What does the ROI of DEI mean to you?

----

Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/chris-jones-a23aa51/ )

Website - spectradiversity.com

----

Download the white paper ROI of DEI, ⁠

click here⁠ → ROIofDEI.ai⁠

Any feedback? please email ⁠[email protected]⁠

We covered topics

- Your journey into leadership, inclusion, and social mobility.

- What impact do you want to create through your work?

- How does Flex Legal help the cause of social mobility?

- How do you quantify the outcome in the bottom line?

- How can businesses benefit from the talent strategy you offer?

- Why is social mobility one of the least understood areas of diversity?

- What support do employees from lower socioeconomic backgrounds often need, but may not ask for?

- What role does mentoring play in improving social mobility inside organisations?

- If you had 90 days inside one organisation with no new budget, what would you change first?

- Have you worked with external consultants? What’s the hardest part of getting a budget signed off for the work you do?

- What does the ROI of DEI mean to you?

----

Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/kategaskell1111/ )

Website - go.flex.legal

----

Download the white paper ROI of DEI, ⁠

click here⁠ → ROIofDEI.ai⁠

Any feedback? please email ⁠[email protected]⁠

We covered topics

- Your journey into Neuroinclusion

- What impact do you want to create?

- If a leadership team truly embraced neuroinclusive design, what business outcome would improve first?

- You say burnout isn’t a time management problem. What problem is it?

- Was there a moment where you thought, ‘If they could see this in metrics and money, the buy-in would be easy’?

- How does neuroinclusion improve decision-making quality, not just well-being?

- What’s the difference between designing a neuroinclusive system and making individual accommodations?

- When you think about the best client you’ve ever helped, what actually changed in their business?

- What’s the hardest part of getting a budget signed off for this kind of work?

- If you had 90 days and no new budget what changes would you do first?

- What does the ROI of DEI mean to you?

----

Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/ronald-sosa-cvpm-ccfp-pgd-cld/ )

Website - syn-apt.me

----

Download the white paper ROI of DEI, ⁠

click here⁠ → ROIofDEI.ai⁠

Any feedback? please email ⁠[email protected]⁠

We covered topics

- Your journey into culture and transformation.

- What impact do you want to create through your work?

- You say the best transformations happen when we stop treating people as resources and start treating them as our purpose. What does that mean in practice?

- How do you balance business goals with the human impact of change?

- What usually gets missed when organisations go through restructuring, integration, or rebranding?

- How is culture work currently budgeted in your organisation?

- How do you communicate the cost vs. value of culture to your finance team?

- Have you worked with or hired an external DEI consultant?

- How do you share success stories that resonate with non-DEI leaders?

- If you had 90 days inside one organisation with no new budget, what would you change first?

- What’s the hardest part of getting a budget signed off for the work you do?

- What does the ROI of DEI mean to you?

----

Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/nicoleasimpson/ )

----

Download the white paper ROI of DEI, ⁠

click here⁠ → ROIofDEI.ai⁠

Any feedback? please email ⁠[email protected]⁠