ROI of DEI

We covered topics

- What is one thing HR professionals need to stop talking about if they want business leaders to take HR more seriously?

- You describe yourself as a People Economist. What does that mean, and how is that different from the way traditional HR thinks about people?

- When you create a Human Capital P&L, what are the hidden people costs that you often find businesses aren't measuring?

- If you opened the P&L of a growing business, which people-related numbers would you look at first to understand whether the business has a people problem?

- What is unique about your People Risk Audit?

- If an HR leader walked into a CFO's office tomorrow, what three numbers should they understand well enough to have a credible business conversation?

- If you had 90 days and NO new budget what would be the first thing would you do?

- What’s one thing companies should STOP doing, and one thing they should START doing, if they actually want business results?

- If this episode was going to be played in every CFO’s office tomorrow, what 60‑second message would you give them?

- If a skeptical leader is listening to this, what would you say to them?

- What does the ROI of people and culture means to you?

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Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/alexia-c-a0755149/ )

Website - aconsultancyhr.com

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We covered topics

- Why are culture problems mostly invisible?

- What’s your most controversial belief about culture that most leaders would disagree with?

- What does culture converted to action by lean scenes means?

- Let’s talk about the £250k story. What happened?

- What did you actually measure inside the recruitment agency?

- How confident can we be that culture contributed to the sales increase?

- What surprised you most when you saw the results?

- You describe your approach as modular. What does that mean in practice?

- What’s one thing companies should STOP doing, and one thing they should START doing, if they actually want business results from culture?

- If this episode was going to be played in every CFO’s office tomorrow, what 60‑second message would you give them?

- If a consultant shares this episode with a skeptical leader, what part of our conversation do you hope they replay?

- If some is working with you what would be the budget for the first 90 days

- What is the challenge you face in getting budget approval and how do you solve it?

- What does the ROI of DEI mean to you?

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Important Links

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

Website - timeandemotion.com

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We covered topics

- Your journey into Resilience Advocate

- What did you have to rediscover about yourself?

- What impact do you want to create as a speaker?

- What has your experience taught you about resilience that most people misunderstand?

- What do you wish workplaces understood about people who have faced life-changing setbacks?

- How can someone move from feeling sidelined to rebuilding purpose, confidence, and contribution?

- What metrics or signals should organisations look at to understand whether they are truly becoming more inclusive for disabled people?

- What are the 3 big stages you want to speak on?

- How many speaking engagements would you love to do per year?

- What’s the hardest part of getting a budget signed off for a speaking engagement?

- What does the ROI of DEI mean to you?

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Important Links

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

Website - mandysalas.com

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We covered topics

- Your journey into Anti-Bias work

- What impact do you want to create?

- What are your core offers?

- What changes in business when you work with them?

- Which organisations do you serve and what are their headcount?

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

- How do you respond to “We don’t have the budget”?

- How do you explain the ROI of DEI to sceptical buyers?

- What’s your most controversial belief about culture that most people

in our field would disagree with?

- Finish this sentence: “Most companies are wasting money on culture because…”

- What does it really take to hit six figures in this field?

- 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?

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Important Links

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

Website - victoriaverlezza.com

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click here⁠ → ROIofDEI.ai⁠

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We covered topics

- Your career started in advertising and communication before moving deeply into DEI. What pulled you towards diversity and inclusion?

- You’ve spent more than a decade helping organisations attract, retain and develop diverse talent. What have you learned about what actually makes an inclusive culture work?

- Inclusive leadership is a big part of your work, from management training to board consulting. What do leaders tend to misunderstand about their role in creating inclusion?

- You describe your approach as data-driven DEI. What does “data-driven” mean in practice, beyond simply collecting representation or engagement numbers?

- When organisations invest in inclusive recruitment, leadership or talent retention, where do you think the strongest business case for that investment can be found?

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

- 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?

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Important Links

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

Website - wendybroersen.nl

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We covered topics

- Your journey into Belonging

- What impact do you want to create?

- Many leaders still describe belonging as a "soft" topic. Have we simply been looking in the wrong place for its cost?

- You've worked with executive leaders. What changes when those legal costs are no longer absorbed by HR or Legal, but attached to the P&L of the manager tied to the bonus?

- Most organisations see that as a Talent Acquisition problem. Why is that the wrong way to think about it?

- Once legal outcomes are linked, & If the full cost of replacing employees appeared on a manager's P&L, how do you think their leadership priorities would change?

- In your experience, how does a lack of belonging eventually show up as legal exposure, whether through EEO complaints, discrimination cases, grievances, or investigations?

- Once someone is hired, the next invisible cost is capability. How closely do belonging, learning, and productivity actually connect?

- Engagement surveys often end up as HR reports. What changes when engagement scores become part of a manager's own performance review?

- If every executive listening today could make just one invisible cost visible inside their organisation next quarter, which one would create the biggest improvement in belonging and business performance?

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

- I love when you say If I have to show the ROI of DEI, you are not my client, How did you develop this confidence in the current market?

- What does the ROI of DEI mean to you?

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Important Links

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

Website - alwayschristopher.com

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Any feedback? please email ⁠vikra⁠[email protected]

We covered topics

- Your journey into Inclusion

- What impact do you want to create?

- You say you are often brought in to “defuse situations.” What does that usually look like inside an organisation?

- What is the difference between making people aware of inclusion and making direct changes that people can actually experience at work?

- How do you explain the business value of creating work environments where people can work safely?

- What are the hidden costs when organizations ignore conflict, exclusion, or unclear communication?

- What metrics or signals could leaders track to understand whether inclusion is improving the workplace?

- 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?

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Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/beccsriley/?locale=en )

Website - beccsriley.de

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Join my weekday newsletter, ROI of DEI

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We covered topics

- You describe yourself as “The Culture Ajagun.” What does that name mean?

- What inspired you to write Culture Blooming, and what impact do you hope the book creates?

- The book challenges leaders to treat culture like a garden rather than a construction project. Why is that distinction so important?

- Could you introduce the SERN™ framework and explain how Soil, Exposure, Roots, and Nutrients work together?

- How do you help leaders connect workplace culture with business outcomes such as retention?

- 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?

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Important Links

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

Website - theculturepartnership.com

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Join my weekday newsletter, ROI of DEI

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We covered topics

- Recap of your journey into data-driven DEI

- “Every budget is a leadership biography.” What do you mean by that?

- Why is this a better question: "How do leadership experiences influence the decisions leaders make once they get there?"

- In your research, representation alone was not a reliable predictor of outcomes. What surprised you most about that finding?

- Can you explain the idea of investment logic in simple terms for a leader who has never heard that phrase before?

- When you look at a DEI budget, what does it usually reveal about what leaders truly believe?

- Your research suggests low-performing organisations spent around 50% of DEI investment on training, while high-performing organisations spent closer to 25%. Why is overreliance on training a problem?

- What should executives be looking at beyond headcount data if they want to understand whether leadership diversity is actually shaping strategy?

- If a DEI consultant is helping a client review their DEI budget, what questions should they ask to uncover the client’s real investment logic?

- What would you say to a CEO or CFO who is listening to this episode?

- 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?

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Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/cheryl-ingram-29093067/ )

YouTube - https://youtube.com/@inclusologists?si=iKXyTjHwlGjGQbt5

Research Data Image - https://73bit.com/ROI_of_DEI/Ep242_Data.png

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Sign up here⁠ → ROIofDEI.ai⁠

Any feedback? please email ⁠[email protected]⁠

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?

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- 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”?

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Important Links

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

Website - valuedrivendatascience.com

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Join my weekday newsletter, ROI of DEI

Sign up here⁠ → ROIofDEI.ai⁠

Any feedback? Please email ⁠[email protected]⁠