Your DEI Minute™

Michelle welcomes Milton Dodd, President of Infinity Systems and Chairperson of the Forum for Workplace Inclusion. They talk about the history and revitalization of the Forum, one of the nation’s longest-running DEI conferences, which was recently saved from closure by Milton and his team.

Michelle highlights the remarkable legacy and importance of preserving such spaces for fostering inclusive work environments, especially amid current political and cultural challenges facing DEI efforts. Milton shares his vision for expanding the Forum’s impact through year-round engagement, innovative cross-sector collaboration, and the development of robust standards for measuring inclusion. They also talk about the significance of Minneapolis as a hub for DEI work, its historical flashpoints, and the necessity for resilient and data-driven approaches to creating equitable workplaces.

More about Milton:

Milton Dodd is President of Infinity Systems and Conference Chairperson of The Forum on Workplace Inclusion, one of the nation's longest-running workplace inclusion conferences. When the Forum faced closure after 35 years, Infinity Systems acquired the organization to preserve and reimagine its legacy. Under Milton's leadership, the Forum was successfully relaunched, bringing together nearly 200 attendees from more than 80 organizations and establishing a renewed platform for learning, connection, and year-round engagement. Through both Infinity Systems and the Forum, Milton is committed to helping organizations build stronger cultures, measure meaningful progress, and create workplaces where people and organizations can thrive.

To connect with Milton, visit:

• Infinity Systems www.isimetrics.com
• Forum Forumworkplaceinclusion.net
• Forum LinkedIn Forum
• Milton Linkdedin Milton

Michelle dives into the evolving concept of human-in-the-loop within the context of AI and technology in the workplace. She emphasizes the importance of moving beyond the superficial reassurance that humans will always have a role alongside AI, urging leaders to clearly define what involvement truly means for employees. Drawing from recent research by Data and Society, Michelle outlines four essential elements of human oversight in AI: knowledge, observation, control, and intervention. She illustrates how lacking any of these can undermine both the integrity of AI processes and employee trust.

She also highlights the need to foster psychological safety and diverse perspectives within AI oversight teams, warning against prioritizing speed and efficiency at the expense of inclusion. She stresses the critical role of aligning performance measurements and job expectations with responsible AI oversight, ensuring employees feel secure and valued as AI tools become more integrated into organizational processes. The episode concludes with actionable insights for sustaining a robust employee value proposition and supporting DEI as AI technologies advance.

Michelle welcomes Dr. Steve Yacovelli, also known as the Gay Leadership Dude, to discuss the evolving landscape of inclusive leadership and the role of artificial intelligence in modern workplaces. Dr. Steve shares insights from his 30-year career in leadership development, DEI, and instructional technology, highlighting the enduring importance of effective listening and feedback as foundations for inclusive leadership. The conversation explores how AI can be leveraged as a digital colleague, not just a tool, to enhance inclusivity, efficiency, and professional development while ensuring organizational values and culture are embedded in AI-enabled processes.

They also discuss the practical strategies for using AI, including the creation of an AI Constitution and a virtual board of advisors to foster diversity of thought in business and leadership decisions. Dr. Steve talks about the growing need for organizations to implement intentional guardrails, governance, and change management as they integrate AI. They also discuss the opportunity for leaders to use AI to drive deeper self-preparation, allyship, and inclusivity, cautioning against reducing professional development investments and stressing the importance of robust measurement and metrics to prove the value of DEI and leadership programs.

To connect with and find out more about Dr. Steve, visit: https://www.linkedin.com/in/steveyacovelli

To learn more about Michelle, visit: www.Equity-at-work.com

Michelle, explores the intersection of artificial intelligence (AI) and workplace culture through a diversity, equity, and inclusion (DEI) lens. She discusses the proliferation of AI tools—from traditional machine learning to generative and agentic AI—and emphasizes not only their promise for efficiency and innovation but also their risks, including bias, loss of human oversight, and potential erosion of organizational culture. She highlights the importance of intentional design, robust change management, and clear governance in AI deployment to ensure AI enhances, rather than undermines, both employee experience and company values. Throughout the episode,

Michelle outlines the challenges organizations face when racing to adopt AI without sufficient focus on human impact, inclusion, and accountability. She provides actionable guidance on mitigating bias, promoting psychological safety, and updating skill sets and feedback mechanisms to adapt to AI-infused workplaces. The episode concludes with a call for leaders to prioritize empathy, transparency, and continuous learning to navigate the evolving landscape effectively.

To learn more, visit www.Equity-At-Work.com

In this episode, Jamey talks about the evolving concept of thought diversity and its increasingly prominent role in workplace and higher education debates. The discussion explores how thought diversity became a political flashpoint, drawing from recent legislative actions such as Indiana’s Senate Enrolled Act 202 and federal efforts to promote intellectual diversity, sometimes through controversial means like faculty quotas based on political affiliation. Jamey untangles what people actually mean by thought diversity, recognizing its potential value—such as fostering stronger decision-making and encouraging disagreement—but also highlights its growing misuse as a tool to undermine broader inclusion efforts and discredit expertise.

Jamey offers a nuanced framework for evaluating the health of thought diversity in their organizations. He talked about common pitfalls like false balance, coercive neutrality, and how ambiguous mandates for thought diversity can stifle genuine discussion or mask attacks on identity-driven diversity.

Michelle discusses the latest findings from the 2026 Edelman Trust Barometer, highlighting the concerning rise of polarization and declining trust within the workforce. She explains how these trends, driven by broader societal and political turbulence, are manifesting in the workplace as a retreat into insularity and rising intolerance for differing worldviews. Alarming statistics, such as a significant portion of employees unwilling to engage with colleagues who hold different beliefs, highlight the urgent need for action by organizational leaders.

To address these challenges, Michelle talks about the importance of fostering connection, open communication, and an environment where employees can feel safe and respected despite differences. She offers actionable strategies, from pulse surveys to focus groups and direct conversations, urging leaders to proactively gauge and address underlying tensions to maintain a productive, inclusive work culture.

To find out more and connect with Michelle, visit: www.Equity-at-work.com

In this episode, Jamey is joined by Karen Catlin, author of the Better Allies book series, for an in-depth discussion on the intersection of artificial intelligence (AI) and diversity, equity, and inclusion (DEI) in the workplace. After spending decades studying AI, Karen talks about how AI is shaping workplace practices, highlighting both its potential and the challenges it presents, particularly around bias, competency perception, and representation in AI driven projects.

They also talk about the competence penalty faced by underrepresented groups when using AI at work, the visibility and opportunity gaps in AI pilot projects, and the systemic barriers that persist even as organizations adopt groundbreaking technologies. The group also discusses prudent strategies for integrating AI responsibly, emphasizing transparency, diverse representation, and the need to continuously evaluate for unintended biases in AI-enabled systems.

Jamey explores the origins, evolution, and current usage of the word woke in American culture. He starts with a reflection on a 2021 rally where former President Donald Trump weaponized woke as an insult, signifying a shift in how the term is used in the political mainstream. Jamey traces the word’s roots back to African American vernacular English of the 1930s, where woke originally signified being aware of social injustices, especially those impacting Black communities, and was passed down as a call for vigilance and action during the civil rights era.

He also discusses the appropriation and politicization of woke, especially in the 2010s and 2020s, as it became both a compliment and an insult across different groups. Jamey also highlights the contemporary split in its perception—while some continue to see woke as a positive term linked to awareness and education on social injustices, others have adopted it as a derogatory label for progressive beliefs.

To learn more or connect with Jamey, visit: www.equity-at-work.com.

Michelle welcomes Jennifer Brown, a prominent figure in the DEI and leadership space, to explore the evolving landscape of diversity, equity, and inclusion in the workplace. They talk about the concept of inclusive leadership, highlighting actionable ways leaders can foster environments where everyone feels safe, valued, and able to contribute fully. Jennifer shares insights from her extensive career—including her proprietary inclusive leadership model and the nuanced difficulties leaders face transitioning from traditional command-and-control styles to more inclusive approaches.

They also talk about the recent challenges and retrenchments affecting DEI initiatives, especially amidst political and social changes. Jennifer talks about the importance of adapting DEI strategies, even in a time of regulatory and societal pushback, and discusses her latest book, "The Shape of Change." They also offer practical guidance for leaders grappling with uncertainty, the increasing complexity introduced by rapid advancements in AI, and a call to embrace innovation, humility, and introspection in leading diverse organizations forward.

To learn more about Jennifer and order her book, visit: https://jenniferbrownspeaks.com/

Jamey welcomes Dr. Tom Bourdon to discuss his debut book, It Lit a Fire, and the practical ways leaders at every level can drive positive change using his Firestarter model. Tom introduces this model, which comprises pull, passion, and courage, as a tool to help individuals stay focused on their course values and take courageous, intentional actions without burning out, particularly in today’s challenging organizational climates.

They also talk about how impactful leadership is not limited to those with formal authority and that anyone, from entry-level employees to executives, can catalyze meaningful change. The discussion draws on stories from Tom’s book, featuring well-known figures and everyday change agents alike, emphasizing the importance of personal motivation, the ripple effects of small acts of courage, and the significance of cultivating workplaces where respect, inclusion, and a sense of purpose are foundations. They also reflect on the challenges of sustaining DEI work amid growing polarization and recommend reframing the conversation around universal human values like dignity and fairness.

To find out more about Tom's work and grab his book, visit: https://tombourdon.com/it-lit-a-fire