What's The Difference?

Sara Taylor earned a master's degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years.

Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, "Filter Shift: How Effective People See the World," that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that.

What you'll learn about in this episode:

• The widespread negative impact of political polarization in people's business and family lives
• Extreme trends in polarization and violence that reflect the current reality of our political and cultural spheres
• What cultural competence is and the five stages of it (and how wine is a great metaphor for this)
• The "my team vs. your team" mentality that we all need to break out of to foster a better workplace
• How hyperpolarization turns everyone against each other, including people who share the same ideologies
• Moving conversations in the workplace forward from polarization using minimization and common ground
• Fighting the fear that underlies various problems and divisions in people's personal and professional lives
• Best practices for addressing hyperpolarization among employees and how to approach specific scenarios with the right perspective

Additional resources:

• Website: www.deepseeconsulting.com
• Twitter: @deepseesara

Sara Taylor earned a master's degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota for three years.

Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, "Filter Shift: How Effective People See the World," that explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that.

What you'll learn about in this episode:

• What micro-inequities are and where they come from
• Examples of micro-inequities that people may experience on a daily basis, including Sara's own examples
• The innocent, "hand slap" nature of micro-inequities and why that makes them that much more dangerous
• "Stupid question syndrome" and its impact on others
• The intent vs. impact dichotomy and how to reframe your perspective on interactions with others
• How to stop, slow down one's thoughts, and reevaluate what you want to say and why you want to say it
• What your organization can do to address micro-inequities and create an inclusive, safe work environment

Additional resources:

• Website: www.deepseeconsulting.com
• Twitter: @deepseesara

Colette Campbell is the Director of Talent Acquisition, Diversity and Inclusion for Bremer Bank. Prior to joining Bremer, Colette served as faculty in the disciplines of Business, Human Resources and Human Development. Thirteen years ago, she started a consulting firm that provided coaching, training, and consulting services for many years. She has become known for her dynamic ability to help others create powerful shifts in their own thinking and behavior. Others find her to be enthusiastic, thought-provoking, and innovative in her unique approach to creating significant breakthroughs. She is an expert at finding the strengths within the differences between people and leveraging them to achieve remarkable outcomes.

Colette holds degrees in religious studies and counseling, as well as management and leadership and human development. She was raised in Canada by Jamaican-born parents and has lived and/or taught on almost every continent in the world, providing her with a rich world perspective. In 2015, her family moved to Guatemala for a year and if you are a fan of HGTV, she was on an episode of House Hunters International. She lives in St Paul with her husband, three kids, and pet bird.

What you'll learn about in this episode:

• How Colette's childhood as an immigrant to Canada influenced her interest in and understanding of diversity and inclusion
• Why Colette chose to pursue her first Bachelor's degree in Religious Education and Counselling Studies
• How Colette came to teach GED-equivalent courses and ESL, and why she chose to move to Korea for four years
• How traveling all over the world as a black woman informed her work in diversity and inclusion, and why curiosity is a key component of her work
• How Bremer bank has recently done a brand relaunch to showcase the bank's historical background and its founder's immigrant history
• What advice Colette would offer to people who are just starting out in diversity and inclusion work
• Why finding great partners and getting involved in groups with others who are doing diversity and inclusion work can be a powerful resource

How to connect with Colette Campbell:

• LinkedIn: www.linkedin.com/in/colette-campbell-673bb07/

Shamayne Braman was born in Guyana and immigrated to the United States with her mom and extended family when she was four years old. She lived in an urban center, just outside of Newark New Jersey, where the educational outcomes for students in the school district were bleak.

In 6th grade, Shamayne earned a full scholarship to a prestigious private school three towns away, where the communities, teachers, and students differed from me racially and socio-economically. That same year, her mother suffered a massive stroke. The combination of these events at the same time in her life shaped her understanding of inequity as well as a racial and cultural difference. It also taught her two important skills how to maintain her authenticity among very different social contexts and how to keep pushing when faced with an extreme challenge in her case keeping up her grades while watching her mother lose her ability to speak, write, walk, and otherwise live the healthy normal life that shed lived previously.

After graduation, Shamayne attended Princeton University where she fell in love with education and social justice and went on to pursue her Masters in education policy and management at Harvard University. Shamayne then joined Teach for America where she returned to the community that she grew up in and spent a few years in the classroom. These were formative professional years for me, where she determined the kind of leader she wanted to be and her commitment to equity solidified. During this time, she met her husband, an educator and school administrator also committed to social justice but with a desire to become a social entrepreneur.

The year that she married, they moved to the Twin Cities where he grew up and he started his own real estate business which in addition to residential sales also focuses on reducing housing inequity in the community. She too decided to embark on a new adventure and transitioned from the classroom to Diversity and Inclusion work, in healthcare. It felt paradoxical for her, given the experience that her mother had in the healthcare system as a black woman for Shamayne to work for a hospital system.

Each day, Shamayne works to ensure that every patient, member, and colleague not only feel welcomed included and valued when they walk through their doors but that regardless of identity (race, LGBTQ+ identity, socioeconomic status or any other factor), their patients and members get equitable access to quality care and service and help them live happy and healthy lives.

Through her work, Shamayne had the opportunity to study at Harvard through the Young American Leaders Program, focusing on cross-sector collaboration to create shared prosperity in their communities. She has been fortunate to be named one of Minneapolis St. Pauls 40 Under 40 Honorees and I'm humbled by the recognition. Shamayne has had the opportunity to serve on boards that advance issues she passionate about including OutFront MNs commitment to LGBTQ people, AchieveMpls advancement of opportunities for Minneapolis Youth, and One Heartlands determination to improve the lives of marginalized young people through summer programming.

What you'll learn about in this episode:

• How Shamayne's first introduction to the idea that inequalities exist and how to navigate and engage within the different communities helped her become more self-aware
• How America Corps showed her the inequalities that existed in her community, particularity with children and families of color
• What health disparities and how it relates to healthcare
• Why people of color and members of the LGBTQ+ community experience worse health outcomes than those who identify as white or those who are not racially diverse
• Examples of health disparities between women of color compared to women who are white
• An overview of the work that Shamayne is doing at HealthPartners as it relates to making sure that everyone receives the best quality care as possible
• The unexplored consequences of not being an inclusive environment from a health equity and diversity inclusion perspective and ways HealthPartners is addressing them through collecting data
• How having data on those whose English was not their first language has helped HealthPartners become more inclusive and create an opportunity for them to participate more in therapy
• The top three things that Shamayne advises practitioners wanting to move into diversity and inclusion work specifically in healthcare can do

Additional resources:

• Twitter: @ShamayneBraman
• Website: healthpartners.com

Sara Taylor is the president and founder of deepSEE Consulting. She is a nationally-recognized speaker and consultant specializing in the areas of leadership, diversity, and organizational effectiveness. With over 25-years of experience, Sara balances her real-life anecdotes with research-based theories to deliver for her reader what she delivers for her clients.

What you'll learn about in this episode:

• Sara shares an activity she uses to help people better understand feelings of inclusion and marginalization
• Sara shares a specific example from her own career of feeling like a valued part of a group and knowing that she mattered
• Sara also describes a particular personal example of having felt marginalized and not being heard by a group
• What negative workplace situations can be created by feelings of marginalization, and common reactions marginalized people often feel when being confronted by exclusion
• Why people who feel that they matter and are being included will often work even harder and go above and beyond
• Why people who feel marginalized will often give less than their full potential or even leave the organization entirely
• Why the positive effects of inclusion and the negative effects of marginalization affect everyone within an organization, even dominant groups

Additional resources:

• Website: www.deepSEEconsulting.com

Tweets:

• What is inclusion and why should it matter to you? On this episode of What's the Difference, I show why inclusion or marginalization affects everyone: http://bit.ly/2R7JJcp
• On this episode of the podcast I share personal stories of feeling included and feeling marginalized, and I discuss why both matter: http://bit.ly/2R7JJcp
• Have you ever felt like your good ideas were being ignored and you weren't being heard? That's marginalization. Learn more: http://bit.ly/2R7JJcp
• Marginalized team members feel less engaged and often feel pushed out. That's why inclusion matters to everyone. Listen: http://bit.ly/2R7JJcp
• Even if you aren't a part of a minority group, you should still care a great deal about inclusion in your workplace. Find out why: http://bit.ly/2R7JJcp

Dr. Rohini Anand is Global Chief Diversity Officer for Sodexo, responsible for the strategic direction, implementation, and alignment of Sodexo's integrated global diversity and inclusion initiatives, as well as Sodexo's corporate social responsibility and wellness strategies.

Under Dr. Anand's leadership, Sodexo received the prestigious 2012 Catalyst Award and has ranked in the top ten for nine consecutive years on the DiversityInc business index of Top Companies for Diversity and Inclusion. In addition, The Human Rights Campaign has given Sodexo a 100 percent rating on its Corporate Equality Index for nine years and Sodexo was named Global Sustainability Industry Leader in its sector for the 13th year in a row by the Dow Jones Sustainability Index (DJSI). Additionally, Sodexo has been ranked as the top-scoring company in its sector for its excellent sustainability performance in the benchmark RobecoSAM 'Sustainability Yearbook 2017' for ten consecutive years. Today, the Sodexo brand is synonymous with diversity, sustainability, and wellness leadership. Sodexo's remarkable global culture change, led by diversity and inclusion, is featured in a Harvard Business School case study entitled Shifting the Diversity Climate: the Sodexo Solution as well as profiled in several books on global diversity and inclusion.

Dr. Anand received her Ph.D. from the University of Michigan. She chairs the Catalyst Board of Advisors and serves on the boards of several organizations including the Gay, Lesbian & Straight Education Network (GLSEN), Community Wealth Partners, the National Organization on Disabilities (NOD) and Sodexo's Stop Hunger Foundation. She also serves on the Charter Communications External Diversity and Inclusion Council.

What you'll learn about in this episode:

• How moving to the United States after growing up in India showed Rohini how it feels to be a part of a minority group for the first time
• How transitioning from being a consultant to working for a single company at Sodexo was a powerful opportunity for her
• How Sodexo is a giant worldwide organization as well as a global leader in diversity and inclusion
• How Sodexo managers are held accountable for inclusivity behaviors by linking a portion of their bonus pay to inclusivity metrics
• What specific measures are found on the inclusivity scorecards at Sodexo, and why it goes beyond checking off boxes
• What kind of backlash Sodexo initially saw when tracking inclusivity practices and linking them to bonuses, and how adding the right metrics made a difference
• What advice Rohini would offer to organizations who don't have the ability to link inclusivity metrics to bonuses
• How Sodexo has done studies that determined that more diverse teams are more productive and effective than less diverse teams
• Why cultural competence is a vital component for Sodexo, especially as a global company, and why trust and respect between teams across borders is key
• How Rohini keeps everyone engaged in inclusivity and diversity work, and why ingraining it into the organization's culture is vital
• Why global populism is causing a regression in diversity and inclusion around the world, and why corporations rather than governments will lead the charge for change
• What advice Rohini would offer to people who are new to diversity and inclusion work, and why partnerships and allies are key

Additional resources:

• LinkedIn: www.linkedin.com/in/rohinianand/

Mark E. Fowler is responsible for overseeing the design and implementation of Tanenbaum's programmatic trainings. Mark has been involved in New York City's education community for over 20 years and is a skilled facilitator/trainer who worked with teachers, counselors, administrators, and students at the Anti-Defamation League on prejudice reduction, conflict resolution, and reducing bias and bullying. He is a sought-after keynote speaker and facilitator who has addressed organizations throughout New York on issues of equality in race, gender, sexual orientation, and religion. He earned a B.A. in English and Education at Duke University and was trained as a Mediation and Conflict Resolution Specialist with the NYC Department of Education. Mark also is a graduate of the One Spirit Interfaith Seminary and is an ordained Interfaith/Interspiritual minister.

What you'll learn about in this episode:

• How Mark's career journey led him to work at the Tanenbaum Center, and how he joined the One Spirit Interfaith Seminary
• Why Tanenbaum's mission is to promote religious tolerance and help eliminate religious prejudice, and how that work especially matters in the workplace
• How Tanenbaum is a secular and non-sectarian nonprofit with a long history of leading the forefront of religious diversity work
• What surprising findings Tanenbaum has discovered in their religious diversity research, and how information from their surveys has helped guide their work
• Why having clear processes for registering complaints around religious diversity issues can actually help with the retention of staff
• How Tanenbaum is partnering with companies to help improve their religious diversity to allow staff to believe and practice their faith or non-faith freely
• What factors have contributed to a drastic increase in hate crimes in recent years compared to in previous decades
• Why the effects of hate crimes expand far beyond their victims and touch the lives of everyone the victim is connected to, and why no religious faith is immune to violence
• Why education is the key to combating extremism, and how Tanenbaum is working to improve public education with free resources
• Why it is important to understand not just why hate happens and how people become indoctrinated into hate but to understand what strategies are effectively bringing people out of that life
• Why understanding your own biases and limits around religious diversity is critical to working in diversity and inclusion

Additional resources:

• Tanenbaum Center Facebook page: www.facebook.com/TanenbaumCenter/
• Tanenbaum Center Twitter: https://twitter.com/TanenbaumCenter
• Tanenbaum Center LinkedIn page: www.linkedin.com/company/tanenbaum-center/
• Mark Fowler's LinkedIn page: www.linkedin.com/in/mark-fowler-9468b36/
• Mark Fowler's Twitter: https://twitter.com/revmarkfowler
• Tanenbaum workplace resources: www.tanenbaum.org/workplace
• Tanenbaum resources website: www.tanenbaum.org/combatingextremism
• Anti-Defamation League H.E.A.T. Map tool:
• • https://www.adl.org/education-and-resources/resource-knowledge-base/adl-heat-map

Mark E. Fowler is responsible for overseeing the design and implementation of Tanenbaum's programmatic trainings. Mark has been involved in New York City's education community for over 20 years and is a skilled facilitator/trainer who worked with teachers, counselors, administrators, and students at the Anti-Defamation League on prejudice reduction, conflict resolution, and reducing bias and bullying. He is a sought-after keynote speaker and facilitator who has addressed organizations throughout New York on issues of equality in race, gender, sexual orientation, and religion. He earned a B.A. in English and Education at Duke University and was trained as a Mediation and Conflict Resolution Specialist with the NYC Department of Education. Mark also is a graduate of the One Spirit Interfaith Seminary and is an ordained Interfaith/Interspiritual minister.

What you'll learn about in this episode:

• How Mark's career journey led him to work at the Tanenbaum Center, and how he joined the One Spirit Interfaith Seminary
• Why Tanenbaum's mission is to promote religious tolerance and help eliminate religious prejudice, and how that work especially matters in the workplace
• How Tanenbaum is a secular and non-sectarian nonprofit with a long history of leading the forefront of religious diversity work
• What surprising findings Tanenbaum has discovered in their religious diversity research, and how information from their surveys has helped guide their work
• Why having clear processes for registering complaints around religious diversity issues can actually help with the retention of staff
• How Tanenbaum is partnering with companies to help improve their religious diversity to allow staff to believe and practice their faith or non-faith freely
• What factors have contributed to a drastic increase in hate crimes in recent years compared to in previous decades
• Why the effects of hate crimes expand far beyond their victims and touch the lives of everyone the victim is connected to, and why no religious faith is immune to violence
• Why education is the key to combating extremism, and how Tanenbaum is working to improve public education with free resources
• Why it is important to understand not just why hate happens and how people become indoctrinated into hate but to understand what strategies are effectively bringing people out of that life
• Why understanding your own biases and limits around religious diversity is critical to working in diversity and inclusion

Additional resources:

• Tanenbaum Center Facebook page: www.facebook.com/TanenbaumCenter/
• Tanenbaum Center Twitter: https://twitter.com/TanenbaumCenter
• Tanenbaum Center LinkedIn page: www.linkedin.com/company/tanenbaum-center/
• Mark Fowler's LinkedIn page: www.linkedin.com/in/mark-fowler-9468b36/
• Mark Fowler's Twitter: https://twitter.com/revmarkfowler
• Tanenbaum workplace resources: www.tanenbaum.org/workplace
• Tanenbaum resources website: www.tanenbaum.org/combatingextremism
• Anti-Defamation League H.E.A.T. Map tool:
• • https://www.adl.org/education-and-resources/resource-knowledge-base/adl-heat-map

Matthew Hanzlik is a diversity and inclusion leader at Nielsen, the global data and measurement company best known for the Nielsen TV Ratings. At Nielsen, he is focused on ensuring talent practices are inclusive, equitable, and enable all of Nielsen's global associates to achieve their full potential. His approach to my work and volunteerism is inspired by Oscar Wilde's quote "Be yourself, because everyone else is taken."

He is recognized by Business Equality Network as a Top 40 LGTBQ Leader Under 40. He serves as an emeritus board member for the Parkinson Foundation Minnesota Chapter.

What you'll learn about in this episode:

• How Matt began working in diversity and inclusion, and what role he fulfills as Nielsen's Program Director for Diversity & Inclusion
• How a part of Matt's role at Nielsen is to work in leadership development in their Diverse Leadership Network at a global level
• How Nielsen's leadership development program has been able to show clear results, with almost 50% of the 2014 graduates now in VP or General Manager positions
• How leadership development participants, their direct managers, and a senior executive with the company all work together to develop and grow their careers
• How cultural competence is a part of the Nielsen leadership development program in a two-pronged manner
• Why Nielsen refers to the relationship between a senior executive and a leadership development student as a "coaching" relationship rather than co-mentoring
• What challenges Matt has faced working in the diversity and inclusion space on a global level, and how the global level is very different than work here in the U.S.
• How diversity and inclusion are vital to Nielsen both internally as well as to the consumer data they collect globally
• Why Nielsen CEO David Kenny wrote a New York Times op-ed called "A C.E.O.'s Plea: Don't Mess With the Census" in opposition to efforts to ask about citizenship on the 2020 US Census
• What advice Matt would offer to a new practitioner just starting out in the field of diversity and inclusion work

Additional resources:

• LinkedIn: https://www.linkedin.com/in/matthanzlik/
• Nielsen's Return to Sender: How Big Data Alone Can Be Biased and Unrepresentative article: https://bit.ly/2Q8xiNh
• Nielsen CEO David Kenny's New York Times op-ed A C.E.O.'s Plea: Don't Mess With the Census: https://nyti.ms/30mjwes

Sara Taylor is the president and founder of deepSEE Consulting. She is a nationally-recognized speaker and consultant specializing in the areas of leadership, diversity, and organizational effectiveness. With over 25-years of experience, Sara balances her real-life anecdotes with research-based theories to deliver for her reader what she delivers for her clients.

• Why a single study claiming that diversity training doesn't work is not representative of reality
• Why people wouldn't pay much heed to a headline claiming "math education doesn't work", and why the same should be true for diversity training
• Sara reads a news article, but she swaps the words "diversity training" for "math education" to prove how biased the article is
• Why a one-off training seminar on diversity doesn't bring many benefits, and why the true solution is a long-term systemic approach
• Why organizations need to invest the time and resources into diversity and inclusion training that works, now more than ever
• Why perpetuating negative stereotypes about diversity training in a time when it is most needed is irresponsible

• Website: www.deepseeconsulting.com