Advertise on podcast: ROI of DEI

We covered topics - What go you into Disability Inclusion? - What does “beyond compliance” and towards actionable inclusion look like in practice? - As a legally blind researcher, what do leaders often misunderstand about accessibility? - What is one research-backed idea that every organisation could implement quickly? - What does the work of IEP Sensei focuses on? - How do you share success stories that resonate with non-DEI leaders? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/treasa-praino/?isSelfProfile=false ) Website - iepsensei.com writeforsuccess.orgCalendly - https://calendly.com/treasa-praino-writeforsuccess/speaking-inquiry-20-minutes ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - How do you help your clients? - What’s your most controversial belief about Human Capital that most people in our field would disagree with? - Finish this sentence: “Most organisations underestimate the financial value of their people because…” - What is usually broken in the system when managers feel they have to micromanage? - You worked on an initiative at ABB that you say resulted in approximately £250K in savings. Take us back to the beginning. What business problem were you actually trying to solve? - How did you used the evidence and showed it to leaders and what happened? - When does saved time become genuine financial value, rather than simply theoretical capacity? - If you had 90 days and NO new budget, what exact steps would you take in the organisation show ROI? - Your promise is essentially better productivity without micromanagement. How do those two things connect? - What's one people problem organisations keep treating as emotional that should actually be treated as an operational or financial problem? - If a CFO gave you 60 seconds to explain why Human Capital belongs in the financial conversation, what would you say? - What's one Human Capital number you think every executive team should know but probably doesn't? - What does the ROI of Human Capital mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/hazraatkinson/ ) ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - How is AI really changing the workforce? - What human capabilities should companies protect as AI grows? - What does ethical AI actually look like in practice? - Can AI make a workplace less fair without leaders noticing? - What is the business cost of getting AI ethics wrong? - How do you measure the ROI of responsible AI? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/adblanche/ ) Website - aubreyblanche.com Newsletters - https://www.linkedin.com/newsletters/the-mathpath-notes-7472885177921372160 https://www.linkedin.com/newsletters/people-over-platforms-7503355832764379136 ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - What is one thing HR professionals need to stop talking about if they want business leaders to take HR more seriously? - You describe yourself as a People Economist. What does that mean, and how is that different from the way traditional HR thinks about people? - When you create a Human Capital P&L, what are the hidden people costs that you often find businesses aren't measuring? - If you opened the P&L of a growing business, which people-related numbers would you look at first to understand whether the business has a people problem? - What is unique about your People Risk Audit? - If an HR leader walked into a CFO's office tomorrow, what three numbers should they understand well enough to have a credible business conversation? - If you had 90 days and NO new budget what would be the first thing would you do? - What’s one thing companies should STOP doing, and one thing they should START doing, if they actually want business results? - If this episode was going to be played in every CFO’s office tomorrow, what 60‑second message would you give them? - If a skeptical leader is listening to this, what would you say to them? - What does the ROI of people and culture means to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/alexia-c-a0755149/ ) Website - aconsultancyhr.com ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Why are culture problems mostly invisible? - What’s your most controversial belief about culture that most leaders would disagree with? - What does culture converted to action by lean scenes means? - Let’s talk about the £250k story. What happened? - What did you actually measure inside the recruitment agency? - How confident can we be that culture contributed to the sales increase? - What surprised you most when you saw the results? - You describe your approach as modular. What does that mean in practice? - What’s one thing companies should STOP doing, and one thing they should START doing, if they actually want business results from culture? - If this episode was going to be played in every CFO’s office tomorrow, what 60‑second message would you give them? - If a consultant shares this episode with a skeptical leader, what part of our conversation do you hope they replay? - If some is working with you what would be the budget for the first 90 days - What is the challenge you face in getting budget approval and how do you solve it? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/zak-moore/ ) Website - timeandemotion.com ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Your journey into Resilience Advocate - What did you have to rediscover about yourself? - What impact do you want to create as a speaker? - What has your experience taught you about resilience that most people misunderstand? - What do you wish workplaces understood about people who have faced life-changing setbacks? - How can someone move from feeling sidelined to rebuilding purpose, confidence, and contribution? - What metrics or signals should organisations look at to understand whether they are truly becoming more inclusive for disabled people? - What are the 3 big stages you want to speak on? - How many speaking engagements would you love to do per year? - What’s the hardest part of getting a budget signed off for a speaking engagement? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/immandysalas/ ) Website - mandysalas.com ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Your journey into Anti-Bias work - What impact do you want to create? - What are your core offers? - What changes in business when you work with them? - Which organisations do you serve and what are their headcount? - What offer felt effortless to sell, and why did it work? - How do you respond to “We don’t have the budget”? - How do you explain the ROI of DEI to sceptical buyers? - What’s your most controversial belief about culture that most people in our field would disagree with? - Finish this sentence: “Most companies are wasting money on culture because…” - What does it really take to hit six figures in this field? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/victoria-verlezza/ ) Website - victoriaverlezza.com ---- Download the white paper ROI of DEI, ⁠ click here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Your career started in advertising and communication before moving deeply into DEI. What pulled you towards diversity and inclusion? - You’ve spent more than a decade helping organisations attract, retain and develop diverse talent. What have you learned about what actually makes an inclusive culture work? - Inclusive leadership is a big part of your work, from management training to board consulting. What do leaders tend to misunderstand about their role in creating inclusion? - You describe your approach as data-driven DEI. What does “data-driven” mean in practice, beyond simply collecting representation or engagement numbers? - When organisations invest in inclusive recruitment, leadership or talent retention, where do you think the strongest business case for that investment can be found? - When you think about the best client you’ve ever helped, what actually changed in their business? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/wendybroersen/ ) Website - wendybroersen.nl ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Your journey into Belonging - What impact do you want to create? - Many leaders still describe belonging as a "soft" topic. Have we simply been looking in the wrong place for its cost? - You've worked with executive leaders. What changes when those legal costs are no longer absorbed by HR or Legal, but attached to the P&L of the manager tied to the bonus? - Most organisations see that as a Talent Acquisition problem. Why is that the wrong way to think about it? - Once legal outcomes are linked, & If the full cost of replacing employees appeared on a manager's P&L, how do you think their leadership priorities would change? - In your experience, how does a lack of belonging eventually show up as legal exposure, whether through EEO complaints, discrimination cases, grievances, or investigations? - Once someone is hired, the next invisible cost is capability. How closely do belonging, learning, and productivity actually connect? - Engagement surveys often end up as HR reports. What changes when engagement scores become part of a manager's own performance review? - If every executive listening today could make just one invisible cost visible inside their organisation next quarter, which one would create the biggest improvement in belonging and business performance? - If you had 90 days inside one organisation with no new budget, what would you change first? - I love when you say If I have to show the ROI of DEI, you are not my client, How did you develop this confidence in the current market? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/christopherbylone/ ) Website - alwayschristopher.com ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikra⁠[email protected]

We covered topics - Your journey into Inclusion - What impact do you want to create? - You say you are often brought in to “defuse situations.” What does that usually look like inside an organisation? - What is the difference between making people aware of inclusion and making direct changes that people can actually experience at work? - How do you explain the business value of creating work environments where people can work safely? - What are the hidden costs when organizations ignore conflict, exclusion, or unclear communication? - What metrics or signals could leaders track to understand whether inclusion is improving the workplace? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/beccsriley/?locale=en ) Website - beccsriley.de ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - You describe yourself as “The Culture Ajagun.” What does that name mean? - What inspired you to write Culture Blooming, and what impact do you hope the book creates? - The book challenges leaders to treat culture like a garden rather than a construction project. Why is that distinction so important? - Could you introduce the SERN™ framework and explain how Soil, Exposure, Roots, and Nutrients work together? - How do you help leaders connect workplace culture with business outcomes such as retention? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/abiadamson/ ) Website - theculturepartnership.com ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Recap of your journey into data-driven DEI - “Every budget is a leadership biography.” What do you mean by that? - Why is this a better question: "How do leadership experiences influence the decisions leaders make once they get there?" - In your research, representation alone was not a reliable predictor of outcomes. What surprised you most about that finding? - Can you explain the idea of investment logic in simple terms for a leader who has never heard that phrase before? - When you look at a DEI budget, what does it usually reveal about what leaders truly believe? - Your research suggests low-performing organisations spent around 50% of DEI investment on training, while high-performing organisations spent closer to 25%. Why is overreliance on training a problem? - What should executives be looking at beyond headcount data if they want to understand whether leadership diversity is actually shaping strategy? - If a DEI consultant is helping a client review their DEI budget, what questions should they ask to uncover the client’s real investment logic? - What would you say to a CEO or CFO who is listening to this episode? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? - What does the ROI of DEI mean to you? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/cheryl-ingram-29093067/ ) YouTube - https://youtube.com/@inclusologists?si=iKXyTjHwlGjGQbt5 Research Data Image - https://73bit.com/ROI_of_DEI/Ep242_Data.png ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Your journey into becoming an AI specialist - What has that taught you about helping leaders make important decisions when the data is incomplete? - Which argument from Douglas Hubbard’s book, How to Measure Anything, are we focusing on for today's conversation? - Can you explain further why measurement does not need to eliminate uncertainty and only reduce it? - - How do we build trust with business leadership on any cost model? - What indicators do we have to look for to know the HR Leader is trusting the formula? - How do we conclude if HR trusts the numbers? - How do we transfer confidence to the HR Leader to make the connection with business impact? - Are reputational risk, opportunity cost, and damaged client relationships a strong enough business case to defend? - What separates a credible business-impact argument from a chain of speculative claims? - What language would help the HR Leader deal with internal uncertainties? - How do we build conviction in creating a correlation between leading signals and the investment decision? - How do we overcome an investment decision with the risk of uncertainty when we know causation can't be proved in 90 days Pilot? - What would make the results strong enough to approve further investment? - How does someone trained in measurement under uncertainty think about using correlational signals like these to justify a budget decision? - What is one thing a DEI consultant should change about how they present numbers to an HR leader or CFO? - When should a leader be confident enough to say, “We do not know everything, but we know enough to act”? ---- Important Links Guest - LinkedIn ( https://www.linkedin.com/in/gkhayes/ ) Website - valuedrivendatascience.com ---- Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? Please email ⁠[email protected]⁠

We covered topics - Your journey into neurodiversity - What impact do you want to create? - What are some common assumptions about productivity that quietly damage neurodivergent employees - Where do you see the clearest business cost of non-inclusive workplaces? - What would you measure first to show that better support for neurodivergent employees improves performance - What are some beliefs about people and performance that workplaces need to rethink? - What does a neuroinclusive leader do differently in day-to-day communication? - Have you seen a moment where a small adjustment or accommodation made a measurable difference? - If a senior leader asked you to justify neuroinclusion in business terms, how would you explain? - How do you share success stories that resonate with non-DEI leaders? - What is your core offer? How do you help organisations? - If you had 90 days inside one organisation with no new budget, what would you change first? - What’s the hardest part of getting a budget signed off for the work you do? ---- Important Links Gillian Forth - LinkedIn (https://www.linkedin.com/in/gillian-forth-coach/) Website - thelowachiever.com ---- Join the newsletter ROI of DEI Click here⁠ → ROIofDEI.ai⁠ Any feedback? Please email ⁠[email protected]⁠

We covered topics - Your journey into Anti-Racism- What impact do you want to create?- Your book is called It Was Never About That. What is the "that" people mistakenly believe racism is about?- Why did you decide to write this book?- Who should read this book?- What becomes invisible when we define racism primarily as hate?- Can someone genuinely believe they are not racist while still supporting decisions, practices, or systems that produce racially unequal outcomes?- You highlight the Black-white racial wealth gap, job discrimination, and medical racism. Why did you choose these as central examples?- Do you believe in capitalism?- Why do disparities continue even in institutions that publicly state their commitment to fairness and equality?- You write about gaslighting DEI advocates. What does that gaslighting commonly sound like?- How can an anti-racism advocate respond when someone says, "Everything is about race now"?- What are some ordinary workplace practices that appear neutral but can create unequal racial outcomes?- How can leaders move beyond one-off unconscious bias training and create lasting change?- What workplace data should leaders examine to determine whether racial inequality exists?- What is the business cost of refusing to examine everyday racism within an organisation?- Do you do consulting?- What are your final thoughts before we end this episode?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/paul-ladipo/ ) Book - It Was Never About That -