2nd Birthday Show: It’s Time For Me To Think About Quitting
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This is the slide summary of a show were i talked about; My podcast journey to date The unintended consequences of starting this podcast My considerations for the future of this podcast and much much more Here’s some of what I share in the show: My podcast journey started because I wanted to make an impact “I know what I believed, I believed that people are the most important part of any organisation and everyone should have the opportunity to reach their potential within the workplace. I know that I had a role to play in making this happen but I didn’t know what that would look like” I’ve had some mixed experiences along the way “As a consequence of this podcast I’ve met some of the most genuine, talented and motivated people in my life, either because they were guests or listeners who reached out” I'm grateful for your support “I want to thank you for your attention, your support and your time. I’m grateful for the opportunity and want to continue to support you especially where your goals are aligned
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This is a summary of a review of a book that explains what this means and why you this matters to you.
In todays show I discuss several things including:
My enthusiasm about this book.
How this book moves beyond intersectional rhetoric.
The hidden experiences the book reveals and much much more
Here’s some of what I share in the show:
The Trusted Black Girl Is One Of 8 Archetypes Developed To Explore The Complex Lived Experiences Of Black Women.
I describe how the book explores the nuances of black female experience in the workplace:
“I thought the book was about the concept of The Trusted Black Girl but in this section you quickly realise that it’s just one of 8 concepts explored in the book , I won’t list them here but others include the Angry Black girl which you may have expected to find, but others include the Not Black Girl and the ?Black girl which I think you’ll enjoy reading about”
Black Women are invisible for positive things and hyper visible for negative things.
I discuss how the unique black female experience regarding colleagues and leaders:
“Black women seem to be invisible when it comes to career progression, opportunities and development. But visible when it comes to physical appearance, discretional effort and personal responsibility”.
Mainstream research and diversity and inclusion narratives largely ignore Black Female experiences.
I talk about how the black female experience has been ignored by the mainstream:
“The book is important because it shines a light where I think the mainstream diversity narrative conveniently ignores.”
SHOWNOTES
Roianne Nedd The Trusted Black Girl
Trusted Black Girl: Challenging Perceptions and Maximising the Potential of Black Women in the UK Workplace.
Roianne Nedd Website
Cracked Cocoon Book
Roianne Nedd Twitter
Roianne Nedd LinkedinBook Review: The Trusted Black Girl: Challenging Perceptions and Maximising t...
Book Review: The Trusted Black Girl: Challenging Perceptions and Maximising t...Dr. Jonathan Ashong-Lamptey
This is a summary of an episode with Michael Collins. Michael is the Head of Diversity & Inclusion for New York City Transit, the organisation that runs the New York Subway. He has over 30 years of experience working in US Corporations, his previous employers include American Express, CUNY and American Airlines
As the Diversity & Inclusion leader for a diverse organisation in one of the most diverse cities in the world. Michael has unique and powerful insights that are of incredible value. This is why I wanted to get him on the show.
In todays show we discuss several things including
The reason New York City Transit is a unique organisation
The elegant rule Michael introduced to promote inclusion with employee resource groups
Affirmative Action: What it looks like in practice and much much more
Here’s some of the wisdom that Michael shared:
If you’re leading people, you’re leading Diversity
Michael describes how leaders by virtue of their position are already leading diversity in their organisations. Michael explains leading diversity is more about recognising and responding to the diverse nature of the existing workforce rather than seeking new opportunities:
“If you’re managing people. If you’re leading people then you need to understand that you are leading diversity already. You’re either doing a good job or you’re not. But you are. You’re doing it”
Employee resource groups can directly influence the bottom line
Michael talks about how employee resource groups can provide information that is so valuable to an organisation that it can change the way the organisation works. Michael explains his experience of a particular employee resource group that provided specific consumer insights that changed work practices in an organisation:
“I’ve seen for example, the people with disabilities employee resource group give the organisation information that only that group could have given it”
Affirmative Action in practice
Michael deconstructs Affirmative Action as a programme of change and outlines the key principles involved. Michael explains how affirmative action is a process that intends to address inequalities within the marketplace in order to have a workforce that better represents the population of the people available to do that work:
“We’re going to look at what the census says is available in the marketplace to do these jobs, for example if it’s 30% women that are available to do this job and you have less than that in your organisation, then you should be taking affirmative action to get to that”
Michael Collins: Managing Inclusion in one of the Most Diverse Cities in the ...
Michael Collins: Managing Inclusion in one of the Most Diverse Cities in the ...Dr. Jonathan Ashong-Lamptey
Recomendados
This is a summary of a review of a book that explains what this means and why you this matters to you.
In todays show I discuss several things including:
My enthusiasm about this book.
How this book moves beyond intersectional rhetoric.
The hidden experiences the book reveals and much much more
Here’s some of what I share in the show:
The Trusted Black Girl Is One Of 8 Archetypes Developed To Explore The Complex Lived Experiences Of Black Women.
I describe how the book explores the nuances of black female experience in the workplace:
“I thought the book was about the concept of The Trusted Black Girl but in this section you quickly realise that it’s just one of 8 concepts explored in the book , I won’t list them here but others include the Angry Black girl which you may have expected to find, but others include the Not Black Girl and the ?Black girl which I think you’ll enjoy reading about”
Black Women are invisible for positive things and hyper visible for negative things.
I discuss how the unique black female experience regarding colleagues and leaders:
“Black women seem to be invisible when it comes to career progression, opportunities and development. But visible when it comes to physical appearance, discretional effort and personal responsibility”.
Mainstream research and diversity and inclusion narratives largely ignore Black Female experiences.
I talk about how the black female experience has been ignored by the mainstream:
“The book is important because it shines a light where I think the mainstream diversity narrative conveniently ignores.”
SHOWNOTES
Roianne Nedd The Trusted Black Girl
Trusted Black Girl: Challenging Perceptions and Maximising the Potential of Black Women in the UK Workplace.
Roianne Nedd Website
Cracked Cocoon Book
Roianne Nedd Twitter
Roianne Nedd LinkedinBook Review: The Trusted Black Girl: Challenging Perceptions and Maximising t...
Book Review: The Trusted Black Girl: Challenging Perceptions and Maximising t...Dr. Jonathan Ashong-Lamptey
This is a summary of an episode with Michael Collins. Michael is the Head of Diversity & Inclusion for New York City Transit, the organisation that runs the New York Subway. He has over 30 years of experience working in US Corporations, his previous employers include American Express, CUNY and American Airlines
As the Diversity & Inclusion leader for a diverse organisation in one of the most diverse cities in the world. Michael has unique and powerful insights that are of incredible value. This is why I wanted to get him on the show.
In todays show we discuss several things including
The reason New York City Transit is a unique organisation
The elegant rule Michael introduced to promote inclusion with employee resource groups
Affirmative Action: What it looks like in practice and much much more
Here’s some of the wisdom that Michael shared:
If you’re leading people, you’re leading Diversity
Michael describes how leaders by virtue of their position are already leading diversity in their organisations. Michael explains leading diversity is more about recognising and responding to the diverse nature of the existing workforce rather than seeking new opportunities:
“If you’re managing people. If you’re leading people then you need to understand that you are leading diversity already. You’re either doing a good job or you’re not. But you are. You’re doing it”
Employee resource groups can directly influence the bottom line
Michael talks about how employee resource groups can provide information that is so valuable to an organisation that it can change the way the organisation works. Michael explains his experience of a particular employee resource group that provided specific consumer insights that changed work practices in an organisation:
“I’ve seen for example, the people with disabilities employee resource group give the organisation information that only that group could have given it”
Affirmative Action in practice
Michael deconstructs Affirmative Action as a programme of change and outlines the key principles involved. Michael explains how affirmative action is a process that intends to address inequalities within the marketplace in order to have a workforce that better represents the population of the people available to do that work:
“We’re going to look at what the census says is available in the marketplace to do these jobs, for example if it’s 30% women that are available to do this job and you have less than that in your organisation, then you should be taking affirmative action to get to that”
Michael Collins: Managing Inclusion in one of the Most Diverse Cities in the ...
Michael Collins: Managing Inclusion in one of the Most Diverse Cities in the ...Dr. Jonathan Ashong-Lamptey
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Destacado
More than Just Lines on a Map: Best Practices for U.S Bike Routes
This session highlights best practices and lessons learned for U.S. Bike Route System designation, as well as how and why these routes should be integrated into bicycle planning at the local and regional level.
Presenters:
Presenter: Kevin Luecke Toole Design Group
Co-Presenter: Virginia Sullivan Adventure Cycling AssociationMore than Just Lines on a Map: Best Practices for U.S Bike Routes
More than Just Lines on a Map: Best Practices for U.S Bike RoutesProject for Public Spaces & National Center for Biking and Walking
Destacado (20)
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More than Just Lines on a Map: Best Practices for U.S Bike Routes
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2nd Birthday Show: It’s Time For Me To Think About Quitting
- 1. Dr. Jonathan Ashong-Lamptey 2nd Birthday Show: It’s Time For Me To Think About Quitting
- 3. Jonathan is a Diversity & Inclusion Broadcaster, Speaker & Thought Leader
- 4. Jonathan works with organisations to make them inclusive
- 5. Jonathan is on a mission to help a million people like you to make your workplace inclusive
- 6. Top 3 Items Covered
- 7. #1. My podcast journey to date T O P T H R E E I T E M S C O V E R E D
- 8. #2. The unintended consequences of starting this podcast T O P T H R E E I T E M S C O V E R E D
- 9. #3. My considerations for the future of this podcast T O P T H R E E I T E M S C O V E R E D
- 10. Top 3 Takeaways
- 11. #1. My podcast journey started because I wanted to make an impact T O P T H R E E T A K E A W A Y S
- 12. #2. I’ve had some mixed experiences along the way, some good, some not so much T O P T H R E E T A K E A W A Y S
- 13. #3. I'm grateful for your support T O P T H R E E T A K E A W A Y S
- 14. Top 3 Quotes
- 15. #1. “I made a pilot episode and put it on Soundcloud and I said to myself I’m going to do this for 2 years." T O P T H R E E Q U O T E S
- 16. #2. “if my ideas or the content that I shared was popular.. then we would have an inclusive workplace wouldn’t we?" T O P T H R E E Q U O T E S
- 17. #3. “I’m grateful for the opportunity" T O P T H R E E Q U O T E S
- 18. What Can I Do To Help You More?
- 19. What Should I Start Doing? Click Here To Tell Me
- 20. What Should I Stop Doing? Click Here To Tell Me
- 21. What Should I Continue Doing? Click Here To Tell Me
- 22. Click Here To Learn How I'm Already Supporting Your Inclusion Goals