the Offer with Michael Glinter

Special Guest - De-Dee Loftin Davis
 
 Diversity and Inclusion programs are prevalent all over the World.  Fortune 500 companies often times have entire divisions that focus on these initiatives.  But is it enough? Should there be Racial Awareness and Prevention Programs / Initiatives separate from Diversity and Inclusion?  De-Dee has a unique background with experience on both sides. She has been in Diversity and Inclusion roles; along with she brings over 15 years of Racial Education background.  Listen to this unique exchange of views on the topic in today's podcast. 
 
 Today's Podcast Perspective

• De-Dee explains her work with Racism and Racism Education
• Educating on Racial Bias and Racist behaviors in the workplace - Do's and Don’ts
• Corporate Culture - Level of Intimidation when working for someone that is NOT Diversity/Inclusion movement - is emphasizing Racism hurting the movement
• We don't have Ageism, Sexism, Gayism programs or initiatives, why should we focus only on Racism?
• 85-90% of the D&I Leaders are African American - Shouldn't we have more diversity at the top? Reverse discrimination?
• De-Dee speaks on how just because an African American is at the top, does not mean there aren't other forms of diversity reporting to them
• Tokenism of having a black person
• Michael states - I want an African American as the President of the company and a Gay White person in the head of the D&I position
• Are we not propagated stereotypes?
• Lack of Understanding on what people of color go through 
• Racism and Diversity/Inclusion should be separate
• De-Dee believes Diversity/Inclusion programs focus on Normalizing the issues
• Getting clarity and stop automatically assuming things - stop judging people based on their actions
• Racial discrimination and micro-aggression
• Does working for a boss that is white/straight differ from a person you work for that is diverse being gay or another form of protected class?
• What can companies do in order to address Racism
• Education on what it means to be a victim of Racism
• Training and speakers with specialty in Racism
• Changes need to come from the Top; How do we get the top changed
• Normalizing conversations on Racism

 De-Dee Loftin Davis
 https://www.linkedin.com/in/de-dee-loftin-davis-033b164a/
 
GLINTER SOCIAL MEDIA AND CONTACT INFO

 [email protected] (Email)
 https://www.michaelglinter.com/podcast-1 (Podcast)
  http://www.linkedin.com/in/michaelglinter2 (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter (Facebook)
 https://www.youtube.com/c/MichaelGlinter (YouTube)
 www.michaelglinter.com (Website)

Special Guest: Dolores Neira
       
  Dolores is a small business owner with POA for over 20 years. She recently began the process to "level-up" her small business and finally decided to finally write a book that can help leaders who will be challenged to manage a whole new normal for returning staff.   She has always had a heart to mentor women through some of the most challenging times in their lives. For her, being a full-time employee, mother of two toddlers under five years of age, and working on her Master's degree.  She is passionate about creating a mentoring project and has branded it. The Concrete ROSE Project will be launched in September 2020, just after her book "A Workplace Inspired" went out. 
 
 Podcast Notes:

• Misery at Work - Stolen Confidence
• Lack of tools and support in the workplace to prevent bullying and mobbing
• Minority groups tend to be bullied and mobbed the most in the workplace
• Mobbing - is when a group of people gang-up on an individual in the workplace, usually different classes or diverse candidates.
• Generally, mobbing is a reflection of people being jealous of the victim
• Example of Targets of Mobbing - The Pretty Girl 
• Body Shaming / People that are overly attractive
• Looks often can play negative parts for all kinds of people
• Creating the right culture and environment
• Companies training culture before a new employee starts their job
• Many organizations have core values, but they do not enforce or train people to follow them
• Managers lackluster approach to assessing how people promote core values
• Lack of training for Managers.  No training.  Sink or Swim does NOT work
• Defining what core values mean
• People claim they use their beliefs to justify the way they treat people
• Understand people's strengths and weaknesses
• What should people do if they feel they are being mobbed?
• Employees need to find their way in different environments
• Many companies offer therapy and EAP services to help with workplace issues
• People do not leave companies; they leave toxic work cultures

Aworkforceinspired.com to purchase the book 
 
 Guest Info
 Dolores Neira
 Master Trainer/Owner
 Performance Outcomes & Associates
 Inspire Performance; Expect Results
 [email protected] 
https://www.linkedin.com/in/dolores-neira-8b4996a/

GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
https://www.michaelglinter.com/podcast-1 (Podcast)
http://www.linkedin.com/in/michaelglinter2 (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)
 
 

Special Guest: Joy Rain
     
 As a nationally recognized expert and speaker on diversity and inclusion, Joy drives planning and implementation that integrates accountability and inspires individual action. Joy’s uses her gentle strength to lead people to their learning edge which results in elevating an organization’s inclusive culture and elevating individual knowledge and leadership skills. As an executive coach and advisor to Employee Resource Groups’ members and leaders she creates space for organizations to how best ERG's add value by high engagement in professional development opportunities and transforming organization cultures. Her breadth and depth of knowledge of HR operations uniquely positions her as a leader who can effectively integrate the values, principles, and actions into all of HR and subsequently all of business operations.  Joy uses her knowledge of storytelling and narratives to inspire clients to realize their own lived experiences of diversity, equity, and inclusion which results in each of us being the change we all need.
   
   Podcast Notes:

• Have I personally learned anything about my bias' over the last 9 months of episodes
• Experience with privilege hinders our ability to see our own bias
• Our lived experiences affect the way we see the world 
• Is it the fault of the person growing up in a white suburban Jewish neighborhood their fault?
• Your environment could define where your bias comes from, but you can accept and change those biases.
• This crisis of racial equity has propelled a lot of people to consider where their bias comes from
• Who sets parameters on what is a bias?
• Individual differences are different than stereotypes that have researched and developed over time and how those stereotypes impact our day-to-day
• Learning more about your biases and what is acceptable ways to learn about other people 
• Self-education is the easiest way 
• Should we give preferential treatment to the Black Community because you cannot hide your skin color?
• It's tough for a black person to accept a gay person receiving stereotypes when every day when they walk out of the house, they can't change their outside image
• How do you know you are welcome in a group or environment that may be focused on a specific race or culture?
• Groups are designed to bring people outside ethnic groups together; you have to be willing to listen and learn
• Even people of the minority have to be cognizant of their own biases
• Why can't we look at why we have so many unrepresented people in the workplace and how we can make a difference in driving inclusion?
• Can you hear a woman talking about finance in a meeting the same way you can if it is a man?
• Challenges for DE&I is they are frequently not considered part of the main business, or they are not receiving the support
• What methods does one take to create diversity in an industry or field that has always been representative of a particular gender, color, or sexuality?
• What we have learned.

Joy Rain 
Executive Consultant for HR, Diversity, Equity and Inclusion
[email protected]
 https://www.linkedin.com/in/joy-rain
 moving4ward.net   (Company Website)
 
 GLINTER SOCIAL MEDIA AND CONTACT INFO
 [email protected] (Email)
 https://www.michaelglinter.com/podcast-1 (Podcast)
 http://www.linkedin.com/in/michaelglinter2 (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter (Facebook)
 https://www.youtube.com/c/MichaelGlinter (YouTube)
 www.michaelglinter.com (Website)

Special Guest: Ben Baker and Claire Chandler
     
 Ben and Claire's joins the show to talk about their new book "Leading Beyond a Crisis." 
 
 Crises happen. While the COVID-19 pandemic of 2020 has impacted the entire world, it is not the first crisis leaders have had to face, nor will it be the last. True leaders know how to stay focused on "what's next," so they can not only pull their people through today's crisis but also adapt and evolve as necessary to future-proof their business. Through a series of conversations, the authors of Leading Beyond A Crisis explore how the best leaders remain a voice of reason amid the chaos and continue to move their companies forward. The book culminated in dozens of hours of conversations, 12 podcast episodes, and more than 50 years of combined expertise in developing leaders and enhancing their ability to grow their people and their companies. Designed for both current and aspiring leaders, this book is a vital part of the toolkit you need to "get to next" as a leader.
   
   Podcast Notes:

• Pandemic - the long term effect on the way we do business
• Companies navigating through the crisis
• Top 5 Things Companies should think about moving forward beyond today on dealing with the changing environments
• Companies need to go beyond crisis management and start realizing that this will be around for the next year.
• How do you drive changes when half your team is influenced by outside forces to believe that nothing is wrong?
• There is always going to be a need for the business itself needs to be prepared for events like Covid-19; this proves to companies the lack of preparedness
• Companies' environments are very different; every company has to consider the challenges in their environment.  Manufacturing is different than Call Centers.  
• Understand the people and what they feel needs to be done differently to protect them.
• Stop guessing what will make the environments safer, get on the front line and ask the employees that are doing the job
• Executives sitting in their offices away from the operations distances them from making sound decisions
• What can companies do when a lot of people are out with Coronavirus?
• Increased pressure on those that are healthy picking up the slack LEAD with Empathy
• How do companies handle why people are out with the restrictions of HIPPA laws protecting their medical situation?
• Managing the rumor mill without disclosing confidential information

Book Info
 Leading Beyond A Crisis: A Conversation About What's Next 
 https://www.amazon.com/dp/1777256313/ref=cm_sw_em_r_mt_dp_oGjEFb9Y17MPJ
 
 Guest Info
 Ben Baker  
 [email protected]
 www.podcasthostforhire.com
 www.bookameetingwithben.com
 
 Claire Chandler
 President & Founder 
 Talent Boost
 E: [email protected] 
 www.ClaireChandler.net
    
 GLINTER SOCIAL MEDIA AND CONTACT INFO
 [email protected] (Email)
 https://www.michaelglinter.com/podcast-1 (Podcast)
 http://www.linkedin.com/in/michaelglinter2 (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter (Facebook)
 https://www.youtube.com/c/MichaelGlinter (YouTube)
 www.michaelglinter.com (Website)

Special Guest: Mark Benton
    
 Mark Benton has been in HR for over 25 years and brings an amazing background out of McKesson, PepsiCo, and Accenture.  He talks about being a purposeful leader and how we can impact change in the conversation to drive change. His focus on creating a sense of belonging and a safe place for all people makes us realize that it does not stop once a person joins a company, and we need to do more. 
  
  Podcast Notes:

• Mark talks about his Journey - starting in College
• College - creating access to students for programs and groups, pulling all students into the fold, including minority students
• Society does not do enough to discourage clicks and grouping at an early age
• This starts in the home with the Parents
• Children often do not think about how they are different at an early age, but as we grow, we learn how we are different and feel a sense of not belonging
• Mark talks about how his mindset has changed and how, in most recent years, and how that has changed.  
• Biggest challenges for most companies to get past the roadblocks
• Belonging - Creating a safe place for people to work and an environment where they feel a sense of belonging 
• Even in environments where companies say they are Inclusive and have these programs still make many people pause
• 200+ Years of people feeling unaccepted because of who they are, how do we change this behavior and mindset?
• Habits, behaviors, and bias' can't be turned off with a light switch
• Change starts with one conversation at a time.
• Keys to Change - Trust, Empathy, Being Assertive

Guest Info

Mark Benton
 VP, Talent Management & Diversity- McKesson Corporation
 https://www.linkedin.com/in/mark-benton-6558575/
    
 GLINTER SOCIAL MEDIA AND CONTACT INFO
 [email protected] (Email)
 https://www.michaelglinter.com/podcast-1 (Podcast)
 http://www.linkedin.com/in/michaelglinter2 (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter (Facebook)
 https://www.youtube.com/c/MichaelGlinter (YouTube)
 www.michaelglinter.com (Website)

Special Guest: David Hauser author of Tump on Leadership
 
 David is a Human Resources Executive, consultant, and researcher with over 20 years of experience in the field. He concentrates on incorporating principles of culture, leadership, and organizational development to improve business strategies and, ultimately, performance. Also, he has a Ph.D. in leadership and is passionate about making leadership great (again).
 
 Podcast Notes:

• You can be a bad leader and still be successful
• David talks about Lincoln on Leadership and the disparity between LIncoln and Trump
• This is about Leadership, NOT Politics
• Top 5 Attributes of Trump Leadership 
• #1 Confidence - Confidence with no acceptance of when they are wrong.  There is no wrong, and they can pivot to make you think they are always right.
• #2 Coercion rather than Persuading - I'm going to coerce you what to do, and you are going to be happy to do it. Suppose you don't do it, then you are out.  It's a cult-like mentality.
• #3 Gaslighting - you can't trust your judgment so that you can trust mine as a leader.  How you see the world is flawed, so you need to start seeing it the way I see it
• #4 Preach an illusion and continue to repeat.  We should be preaching a vision and continue to promote it.  His style is preaching an illusion (no basis in reality), and continue to repeat it to engrain it as reality.
• # 5 Surrounding yourself with Yes Men. 
• It is OK to push back and be the squeaky wheel, but not playing the game right can cause damage and prohibit your growth
• Two things about Trump's Leadership Style that are GREAT.
• #1 - Communication - He is very good at repetition and consistency.  Keeping his message the same. 
• #2 - Boil down a complex message to something straightforward. 
• Repeating things over and over again is designed to keep people in-line (example, "Fake News."
• Once Trump leaves office one day, how do we repair the concept of leadership?
• If we are going to get back to some resemblance of normal, it will be about emotion 
•  It will not be easy for anyone taking over after a Narcissistic leader to redirect the team
• Taking over and being a servant leader makes it much more challenging, but ultimately it will be what is necessary to get any organization back on track

 Guest Info
 GUEST INFORMATION!
 David Hauser, PhD
 Twitter: @realDavidHauser
  
Order Trump on Leadership
Trump on Leadership: Executive-ish Strategies for Tough Times https://www.amazon.com/dp/B08J1WX4BB/ref=cm_sw_r_sms_api_i_aN2BFbH3QA3A2
 
 GLINTER SOCIAL MEDIA AND CONTACT INFO
 [email protected] (Email)
 https://www.michaelglinter.com/podcast-1 (Podcast)
 http://www.linkedin.com/in/michaelglinter2 (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter (Facebook)
 https://www.youtube.com/c/MichaelGlinter (YouTube)
 www.michaelglinter.com (Website)
  
  
 
 

Special Guest: Erika Shorter
   
 Erika brings an amazing and unique background being a Diversity Female, ex-Military Veteran, that looks at Diversity as an individual situation within every single company. Erika brings 21 years of D&I experience in the military, government agency, and private sectors and paints a unique picture that we often do not think about. 
 
 Podcast Notes:

• How do government agencies and the military differ when it comes D&I initiatives and the advancement of these initiatives. 
• Training is there but just lacking and the bare minimum - the most value you receive depends on the commanding officer or person running the organization
• Overall the government doesn't do broad enough and extensive training
• In the military - people with long names - they would Americanize people by shortening long names into nicknames without asking the person if that was OK.
• What was it like for an African American Female 10 years ago
• Being female was challenging in 2000; being African American Female, you didn't feel comfortable
• Women were frequently viewed as objects - sexual contentations
• Diversity in organizations can be a lot of things, even things not defined by the EEO
• Diversity doesn't always mean if you are African American you are Diversity
• Organizations are all different, self-reflecting on the organization on the makeup of a company defines Diversity 
• How does the military prepare people for the private sector - exposure
• Challenges culturally around the globe being female in the military 
• Being in the military can even cause people to be discriminating on
• Military stigma impacting people when finding work
• How do we hire Diversity without causing reverse discrimination?
• What does Belonging mean in the phrase Diversity, Inclusion, Equity, and Belonging
• Companies have to create a work culture where everyone feels they belong in the organization
• Companies need to self reflect as an organization on what Diversity means to self and us reflect on our own biases
• Everyone has biases no matter who you are and what you stand for
• Teaching people about their biases and how it impacts an organization

 Guest Info

Erika Fountain Shorter
 https://www.linkedin.com/in/erika-fountain-shorter/
   
 GLINTER SOCIAL MEDIA AND CONTACT INFO
  [email protected] (Email)
  https://www.michaelglinter.com/podcast-1 (Podcast)
  http://www.linkedin.com/in/michaelglinter2 (Linked In)
  #MichaelAGlinter (Twitter)
  http://www.facebook.com/michael.glinter (Facebook)
  https://www.youtube.com/c/MichaelGlinter (YouTube)
  www.michaelglinter.com (Website)

Special Guest: Ira Wolfe
 
  An accomplished speaker and author of Recruiting in the Age of Googlization, Ira has been a leader in pre-hire and leadership assessments, recruitment marketing, and workforce trends for 25 years. He puts forth the passion and mindset required for the convergence between people and technology. Today he joins the podcast to talk about how staffing and hiring have changed in the advent of the internet, social media, and the pandemic.

• How has the pandemic changed the landscaping of the job market and recruiting
• Changes to the job market are causing the skills shortage to go away
• New Era of dealing with the Digitalization and Automation of work and working from home
• Skills Shortages - there is not going to be as much of a need for hard skills shortages with the baby boomers retiring that we initial though
• Understanding working remote, digital knowledge, and practices are becoming much more critical.
• Organic growth of employees now is more important than ever before especially given the lull we have in the economy to allow us to catch up
• Advances in Artificial Intelligence and 3D are technical skills are becoming a need but a need that people are already gravitating toward
• Soft Skills - The realization of needing to teach people more human in a modern world of automation - which includes empathy, compassion, and continuous learning
•  Continuing education during down-times is critical to follow the trends - learn new skills, especially those that are growing
• Many organizations and online platforms are offering free skills training
• Once you get a certification or training on a high demand skill, now what
• Starting in a company in a lower-level role that will leverage you to the skill/position is more likely to happen
• Businesses are horrible in identifying what is essential, so their criteria often are unrealistic
• Companies even go so far as defining the type of personality they think they need
• What is Googlization 
• How Googling things teaches us, but also can make us stupid
• Google has replaced the need for us to master or know things
• Look at the job you are in and understand the future of that industry

 Guest Info

  Ira S Wolfe
  Success Performance Solutions
  President and Chief Googlization Officer
  http://www.super-solutions.com 
  https://www.irawolfe.com/
  https://www.linkedin.com/in/irawolfe/
  
  GLINTER SOCIAL MEDIA AND CONTACT INFO
  
  [email protected] (Email)
  https://www.michaelglinter.com/podcast-1 (Podcast)
  http://www.linkedin.com/in/michaelglinter2 (Linked In)
  #MichaelAGlinter (Twitter)
  http://www.facebook.com/michael.glinter (Facebook)
  https://www.youtube.com/c/MichaelGlinter (YouTube)
  www.michaelglinter.com (Website)

Special Guest: Jodi Davidson, Sodexo
    
 Jodi has spent the last 17 years with Sodexo in the D&I arena. She has seen how D&I evolve, especially as the digital era and social media have become bigger and more prevalent in society. She also has a great understanding of the constant and rapid change within the D&I space and the need not always to be looking at changing your programs, but also the need to self-educate as well. 
           
  Today's Podcast Perspective

• Jodi talks about how she got in the D&I Space
• D&I 17 years ago has evolved 10x over
• Social Media's impact on D&I over the years and how we have had to pivot.
• An organization's once perceived as trailblazers were then seen as having a burning platform
• Professions, Equity, and Internal Organic Growth was put on a spotlight
• As the world has moved to the digital era, opportunities have become more obvious
• Rhetoric that comes out that may not even be a reality, so organizations need to counter rhetoric with reality often
• External Communication of programs and employee feelings of an organization
• The complexity of D&I can be very different depending on the company - service businesses are much more complicated
• Better than to go fast - addressing D&I in a complex business takes time
• Middle management often is the stopgap that controls the success of D&I
• Enabling management to do the right thing and imbed D&I into the infrastructure of the organization
• Lower Level Manager's actually can implement D&I practices WITHOUT a formal program coming from the top; it can help the Manager grow
• When a manager deploys a program or idea that creates a higher level of profitability, it puts a positive spotlight on what they are doing
• Driving D&I without corporate financial support
• Everyone can and does have ownership - we hire a person for a reason
• 17 years - looking back - what could have been done differently?
• Recognizing that leader of D&I are also a student
• Time to Innovate and Celebrate the Wins knowing there is more that can be done!

 
 GUEST INFORMATION!
 Jodi Davidson
 Vice President, Diversity & Inclusion
Sodexo
 A world leader in Food and Facilities Management Services www.sodexoUSA.com
 https://www.linkedin.com/in/jodidavidson1/

 
 GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2  (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter  (Facebook)
https://www.youtube.com/c/MichaelGlinter  (YouTube)
www.michaelglinter.com  (Website)

Special Guest: Robin Barbacane 
  
 Robin brings a diverse background over a 30-year career working for some of multiple Fortune 100 Companies.  During her time at E&Y, She was part of the Global Diversity and Inclusiveness Talent Team.  Today, she offers us a new look at D&I at E&Y and how other companies can pivot to a better understanding of people and driving a new culture of acceptance in the workplace.
         
  Today's Podcast Perspective

• Robin introduces us to her role in D&I at E&Y - Diversity and Inclusion Center of Excellence
• Unconscious Bias - Megatrend today - making individuals aware of different stages on how unconscious bias was impacting the organization
• Embracing differences as they evolve - journey that has no end
• E&Y sprinkling D&I throughout the recruitment and onboarding process
• D&I is part of the entire process and the ongoing development including studying all the megatrends allowing the company to evolve
• D&I different throughout the globe in other countries
• Being aware of global cultural trends and country behavior toward diversity groups
• Discrimination does exist everywhere, sometimes much worse than in America
• Creating an environment where people feel comfortable having discussions and differences of opinion on issues
• What companies can do differently with D&I
• Understand the culture - from the top down
• Putting well-qualified individuals in the D&I roles not just based on their diverse background
• Do you need to have Diversity at the top in the boardroom to support a D&I program startup
• Breaking the cycle of people hiring in their likeness

If you are looking for employment - JUDGE is looking for candidates to provide to their clients!  Judge supports clients in IT, banking/lending/mortgage, manufacturing, finance/accounting, scientific, healthcare, consumer goods, and much more.  Contact Robin below or go to http://www.judge.com to create your profile.

GUEST INFORMATION!
 Robin J Barbacane
 Managing Director, Financial Services
The Judge Group
Email: [email protected]
Company Info: https://www.judge.com/
 
GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected] (Email)
https://bit.ly/michaelglinter (Podcast)
http://www.linkedin.com/in/michaelglinter2  (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter  (Facebook)
https://www.youtube.com/c/MichaelGlinter  (YouTube)
www.michaelglinter.com  (Website)