In this episode, originally recorded for the Live Your Possible Podcast with host Darrin Tulley (CEO and Chief of Possibilities @ Ignite Happy), Jennifer explores strategies for creating inclusive workplaces, the concept of 360-degree allyship, and how leaders can foster psychological safety in their teams. She discusses why organizations must move beyond surface-level changes to address systemic issues, how to navigate workplace transformations in a hybrid world, and what it means to be an inclusive leader during times of uncertainty. The conversation provides actionable insights for leaders looking to build cultures of belonging where everyone can thrive, while examining how authenticity and vulnerability can drive meaningful organizational change.

In this episode Jennifer engages in a timely conversation with Jen Stark and Jarrid Green, co-directors of the Center for Business and Social Justice, about their Social Justice Guide for Business and its implications in the wake of recent political developments. The discussion explores how companies can navigate DEI initiatives and social justice work during challenging times, examining the evolution from standalone programs to integrated approaches. The guests share insights on economic inclusion, identity politics, and the role of businesses in advancing social justice while adapting to changing political landscapes. They reflect on the sustainability of various DEI tools and metrics, including corporate equality indexes, while considering how organizations can maintain progress on inclusion even as traditional accountability measures face new pressures. The conversation offers both pragmatic strategies and hopeful perspectives on the future of social justice work in business.

This episode, originally recorded as a Community Call, features a conversation with John Grosshandler, Co-founder of the GenderCool Project, and a panel of parent advocates who are working to transform corporate America through trans inclusion. Joined by corporate leaders who are parents of trans youth, the discussion explores how personal experience shapes workplace leadership and activism. From GenderCool's mission to replace misinformed opinions with positive experiences, to strategies for building corporate support networks, these leaders share stories of challenge and triumph. They discuss how companies are evolving their approach to trans inclusion, the impact of storytelling, and why parents are emerging as key advocates in the fight for LGBTQ+ rights.

In this episode, Jennifer and her podcast producer explore the power of slowing down in times of change. Drawing from Viktor Frankl, Buddhist teachings, and farming practices, they challenge hustle culture and discuss how the energy used to maintain things is the energy needed for change. They examine how periods of rest - like fields in farming - create growth. This conversation offers a view on work transitions, particularly in DEI work, and shows that in times of uncertainty, strength comes from the choice to pause, reflect, and find new paths forward.

Author, speaker, and consultant Lily Zheng returns to The Will To Change to discuss their new book, DEI Deconstructed, which centers on accountable and effective practices to achieve DEI outcomes in organizations. Discover why even leaders with the best of intentions find it difficult to achieve the DEI outcomes they desire. Lily also discusses the outcomes that they typically advise leaders to achieve and how to measure them. They also reveal how they work with leaders who may be resistant to DEI efforts.

In recognition of Diwali, we are re-airing this episode, which features a conversation between Jennifer Brown and Mita Mallick, Head of Inclusion, Equity and Impact at Carta.  Jennifer and Mita discuss the importance of authentic and accurate representation of diverse cultures in the media. The conversation stemmed from a LinkedIn post by Mita about her reaction to the Diwali episode of And Just Like That, a revival of the HBO television series Sex and the City. Mita breaks down the episode, which was described in a Vogue article as a “messy tangle of misnomers and misappropriation.” Mita also discusses the exhaustion many people from marginalized communities feel, and what allies can do to help.

Step inside the world of U.S. intelligence agencies with Stephanie LaRue, Chief Diversity Officer for the U.S. Intelligence Community, as she reveals how she's transforming culture across 18 federal intelligence organizations. From her unexpected journey as a first-generation American and CIA attorney to becoming one of the youngest executives in the Senior National Intelligence Service, Stephanie shares candid insights about driving change in the world's most complex bureaucracy. Learn how she's measuring progress through innovative maturity models, building bridges across agencies, and why diversity isn't just about recruitment—it's mission-critical to national security. Tune in for a rare glimpse into leadership at the highest levels of government service. 

In this episode, Jennifer is joined by Tiffany Yu, disability advocate, author, and founder of Diversability, for a discussion about the evolution of disability rights and inclusion. Tiffany shares her journey from accident survivor to changemaker, offering insights into disability advocacy. She also discusses approaches to raising awareness, including grassroots organizing, social media, and her book "The Anti-Ableist Manifesto." The conversation covers the nature of social change, resilience in advocacy work, and Tiffany's vision for disability inclusion.

This episode was recorded for the Farsight Chat podcast and is being shared with permission on the Will to Change. Host Farah Bala discusses unconscious bias with Harvard University experts Dr. Tessa Charlesworth and Caitlin Finton. The conversation covers implicit bias, the Harvard Implicit Association Test, and research on bias evolution. Topics include the decrease in some biases, the persistence of others, global perspectives on bias, and strategies for combating prejudices. The guests address criticisms of the IAT and explain its value in understanding cultural biases. They also explore the concept of intersectionality, examining how different biases interact, particularly around race and wealth.