DEI in Action

In this episode, William Tincup is joined by Deborah Hanus [https://www.linkedin.com/in/deborahhanus/], the founder and CEO of Sparrow [https://trysparrow.com/], an HR technology company focused on improving the leave management process. Tim Sackett [https://www.linkedin.com/in/timsackett/], an HR analyst and CEO at HRU Tech [https://hrutech.com/], also joins the conversation. The discussion centers around DEI in the workplace. Deborah shares how she built Sparrow with a strong foundation in DEI. The conversation covers topics such as unconscious bias, the importance of hiring for culture fit, the potential pitfalls of DEI efforts, and the need for ongoing measurement to track progress. Tim and Deborah emphasize the significance of intention and measurement in DEI initiatives. Tim emphasizes the need for clear measures of success in every role. Deborah stresses the importance of building DEI into company systems and diligently monitoring progress.

In this episode, William Tincup speaks with Angela Cheng Cimini [https://www.linkedin.com/in/angela-cheng-cimini-160890a/], the CHRO of Harvard Business Publishing [https://hbr.org/]. They discuss the evolution of DEI and how it has become a mainstream topic in recent years. They also touch on the importance of not just talking about DEI, but taking action and making mistakes in the process. Angela emphasizes the need for allyship and sponsorship to lift up underrepresented and marginalized individuals. The conversation ends with a discussion on measuring DEI progress and the ultimate goal of making DEI a natural and normal part of every conversation.

In this episode, William Tincup sits down with Ian White [https://www.linkedin.com/in/ianbwhite/], CEO of ChartHop [https://www.charthop.com/], and Ariana Moon [https://www.linkedin.com/in/ariana-s-moon/], who leads talent planning and acquisition at Greenhouse [https://greenhouse.com]. They discuss what they think is being done well in terms of DEI, including the increased awareness and conversations around the topic and the use of new technology to measure progress. They also acknowledge that progress has been made in recent years but that momentum seems to have slowed down. Where can improvements be made and how can we measure progress? Ariana shares an interesting exercise her team did to model out the future demographics of their company and what hiring would need to look like to achieve those goals. Ian emphasizes the importance of measuring not just representation but also engagement and belonging, and how their company measures pay equity, attrition, and performance. Overall, the discussion highlights the importance of intentional and sustained efforts towards DEI in the workplace.

In this episode, William Tincup chats with Mark Simpson [https://www.linkedin.com/in/markjsimpson/], founder and CEO of Pillar [https://www.pillar.hr/], about the role of DEI in the recruitment process. They discuss Mark's motivation for starting Pillar, advancements and shortcomings in DEI, and the importance of data in addressing biases and promoting equitable practices. Listen in to discover how standardizing interviews without making them robotic can create a safe space for candidates and ensure a fair and diverse work environment.

In this episode, William Tincup is joined by guests Liz Kofman-Burns [https://www.linkedin.com/in/yelizavetta/] and Amber Madison [https://www.linkedin.com/in/ambermadison/] from Peoplism [https://peoplism.com/] to discuss innovative strategies for organizations to approach DEI initiatives more effectively. Liz and Amber emphasize the importance of focusing on an organization's unique needs and goals rather than defaulting to cookie-cutter solutions. By asking questions about desired outcomes, companies can create tailored strategies for fostering a more inclusive and diverse environment. They also highlight the significance of measuring progress by capturing employee sentiment around inclusion and belonging through DEI surveys. This valuable feedback can uncover critical insights into employee-manager relationships and feelings of value within the organization.