Najauna White is a vibrant force in the travel and tourism sector, with a flair for sparking change and building bridges. Her journey in hospitality and tourism has seen her champion diversity and inclusion at every turn, leading to her current role as Vice President of Diversity, Equity, and Inclusion at Miles Partnership. Here, she's a trailblazer, rolling out impactful DEI initiatives, from educational programs to dynamic staff engagement strategies. We discuss:

1. The ROI of DEI

2. The role of the senior leadership team in DEI

3. How to get middle management support

Follow Najauna at https://www.linkedin.com/in/najaunawhite/ and Julie at https://www.nextpivotpoint.com/ 

Joanna Lane is an expert in creating engaged, inclusive, and equitable workplaces, leveraging her proven success to drive sustainable results for organizations and individuals. With nearly two decades of experience, she supports her partners to integrate an authentic shared language for diversity, equity, inclusion, and belonging (DEIB). She shares:

• Ideas to leverage your privilege for good

• How to engage more white men as allies

• The future of inclusion and what to expect in 2025 and beyond

Follow Joanna at https://www.lanesg.com/ and Julie at https://www.nextpivotpoint.com/ 

Dr. Michelle Quist Ryder is a social psychologist, research professional and the CEO of the American Psychological Foundation, an organization that leverages the power of philanthropy to invest in research and advance psychological knowledge. Dr. Quist Ryder has an extensive background in human-centric organizational design, effective DEI practices and leveraging psychology to solve critical societal issues. Together, we discuss:

• Why employers need to listen to their employees and take actionable steps to create a sustainable workplace that promotes their happiness and well-being

• How to build employee centered workspaces by finding out who is not included and purposefully including them in policies
• The stereotype threat model and how it can help create more allyship

Find Dr. Michelle Quist Ryder at https://ampsychfdn.org/about/apf-team/ and Julie at https://www.nextpivotpoint.com/ 

Leeatt Rothschild is the Founder and CEO of Packed with Purpose, a corporate and personal gifting company that gives back. She is a thought leader on using business as a force for good, and the power of gifting in strengthening relationships. She shares:

• The importance of a handwritten thank you notes in today’s age

• The why behind the gift you have chosen

• How to create the impression I want with the gift I want to give

Find Leatt at https://packedwithpurpose.gifts/ and Julie at https://www.nextpivotpoint.com/ 

With over 15 years of experience in communications at public companies, Rachel Ceccarelli currently serves as the Vice President of Engagement at DHI Group, Inc. (NYSE: DHX) based in Denver, Colorado. In this role, Rachel focuses on advancing diversity and inclusion initiatives, driving employee engagement through training and cultural initiatives, and overseeing programs which create an equitable and attractive workplace for DHI employees. She shares:

1. Establishing a channel for employees to provide feedback is free. Be prepared to listen and take action, while also recognizing limitations due to budgets, resources, etc.

2. Employees are the greatest asset and should be the source for feedback and be included in the solution to move forward. Employee Resource Groups can be low cost, yet incredibly valuable.

3. DEI has gotten a bad reputation partly because companies fall back on their promises and partly because professionals feel it is just a buzz term with no action. Real DEI embraces the differences of people, recognizes that equity is essential to moving forward as a culture and business and values inclusivity not just in words but in practice.

Find Rachel on LinkedIn and Julie at https://www.nextpivotpoint.com/ 

Shari Foos is the founder of The Narrative Method, an award-winning 501C3 that addresses the crisis of loneliness through profound and fun group experiences. Salons, workshops and retreats invite diverse individuals to deeply connect to themselves and each other through sharing their stories, creativity and humanity. She shares:

• The importance of having the experience of being seen and heard without judgment
• Why creative expression is a way to deepen your relationship with yourself
• How to practice Relational Mindfulness to be a better ally

Follow Shari at https://www.thenarrativemethod.org/ and Julie at https://www.nextpivotpoint.com/ 

By shifting the focus from short-term tactical initiatives to longer-term strategic commitments, organizations can develop a more thoughtful DEI strategy.

Full article here: https://www.forbes.com/sites/juliekratz/2024/07/28/dei-is-a-long-game-how-to-budget-strategically/

Find Julie at: https://www.nextpivotpoint.com/ 

Diversity-and-inclusion problems cost organizations in higher turnover and less innovation, and they lose the competitive advantage.

Read full article here: https://www.forbes.com/sites/juliekratz/2024/09/01/5-clues-to-determine-if-your-team-has-an-inclusion-problem/

Find Julie at: https://www.nextpivotpoint.com/ 

Hiring quotas, “bad guy” training, diversity tokenism and public-education overstep are four legitimate concerns organizations can use to avoid DEI backlash. 

Read full article here: https://www.forbes.com/sites/juliekratz/2024/08/25/dei-backlash-4-legitimate-concerns-to-avoid/

Find Julie at: https://www.nextpivotpoint.com/ 

With anti-DEI messages dominating the headlines, it's critical that leaders show the importance of DEI work through its impact.

Read full article here: https://www.forbes.com/sites/juliekratz/2024/06/19/dei-may-be-challenged-but-its-impact-is-undeniable/

Find Julie at: https://www.nextpivotpoint.com/ 

Language matters. If DEI is the right acronym for your organization, don't let the naysayers force you to pivot. If people understand what it means, why it matters and how the organization is using DEI to create a competitive sustainable advantage, it is likely a long-term fit. If you're getting resistance where people are not willing to be allies, perhaps pivoting to a word like “inclusion” or “belonging” might be a better fit. 

Read full article here: https://www.forbes.com/sites/juliekratz/2024/08/21/is-it-time-to-rename-diversity-equity-and-inclusion-dei/

Find Julie at: https://www.nextpivotpoint.com/