What's The Difference?

Sara Taylor

Diversity is an incredible resource that is likely going untapped in your organization...Here is your chance to change that. Look around this country. Diversity & Inclusion professionals, as well as countless committed leaders and employees have been working hard for decades to create organizations that are more diverse and inclusive. They are working hard to make Diversity & Inclusion (or D&I) a part of the DNA of their organizations and communities. Yet for every two steps forward, we still take one step back. Or two. Or three. It's time for our approach to make sure that two steps forward remains just that: two steps forward. It's time for Diversity 3.0: Transformational Diversity. Transformational Diversity requires us to build new skillsets to go along with new mindsets. It requires us to respond to ever greater levels of complexity. When we operate at this level we ensure that the fact of Diversity, the fact that we are all different to one degree or another, actually transforms individuals with ideas and experiences from ineffective siloed belief-bunkers into truly inclusive environments where everyone interacts at the peak of professional effectiveness. Sara Taylor is author of the best-selling book Filter Shift, and founder of deepSEE Consulting. Each podcast episode of What's The Difference? provides the tools, resources, and insights you need to begin to transform your organization or the organizations with whom you work into the inclusive, effective powerhouses of the 21st century. read less
Sociedade e culturaSociedade e cultura

Episódios

Predicting Recession Outcomes with Organizational Diversity with Sara Taylor
12-10-2022
Predicting Recession Outcomes with Organizational Diversity with Sara Taylor
Predicting Recession Outcomes with Organizational Diversity What You Will Learn: What the Great Recession can teach us about the impact of diversity in organizationsHow diversity can impact your bottom lineThe difference between companies that thrived or flatlined between 2006 and 2014What five marginalized groups impacted organizations the mostWhat five key experiences these groups highlighted as having the greatest impact on themWhere fairness, inclusivity, and validation matters for marginalized groups About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.comTwitter: https://twitter.com/deepSEESara @deepSEESara Other Resources: Recession Report: https://www.greatplacetowork.com/resources/reports/recession-report
Women's Wealth and Pay Equity Part III, with Sara Taylor
05-10-2022
Women's Wealth and Pay Equity Part III, with Sara Taylor
Women’s Wealth and Pay Equity Part III What You Will Learn: More about the insights into women’s wealth that Robyn Ross developed over 20 years in the finance workforce.How the talent acquisition system in the financial services industry is currently backward compared to other industries.What women are doing to stand up for themselves and correct the system.Why diversity is the financially wise choice for financial services companies to make.How to allow people to make honest mistakes that make your company better.What we can do to be more vulnerable about our own biases regarding women’s wealth. Countering Bias in The Finance Sector The finance sector is notoriously lacking when it comes to diversity. Only 8% of workers in this field are women, and an even tinier 0.4% of firms are owned by women. With these statistics in mind, it should be evident that women may feel like a fish out of water upon entering the workforce in this industry. Worse yet, some may never enter the industry because they fear they will be unable to have a rewarding career. While they may have the skill and talent needed to thrive in the field, issues with hiring and biased leadership could easily set a woman behind their male counterparts. In this week’s episode of What’s The Difference podcast, Sara Taylor invites guest Robyn Ross to discuss her actions to counteract bias in the finance sector. Currently, Fear Drives Decision-Making Many leaders in the financial space refuse to embrace diversity because they fear changes to their own position in their respective companies. They use phrases like “meritocracy” to describe why they deserve to succeed in finance while others do not. Yet, quite often, they disregard the reality that many of the people in positions of power in this industry come from incredibly privileged backgrounds. Understanding this, it is up to business leaders to create culturally competent hiring standards that help people who do not come from a place of inherent privilege. Show the Work That Matters Old systems are starting to fade as more women stand up for themselves and male allies support them. In time, the structural bias that has become commonplace will only be a chapter in the past. Yet, some companies are rushing to show off results that they haven’t really achieved yet. They promote themselves as having embraced diversity, solely to make notes in their sustainability reports. Rather than considering the human element of diversity and inclusion, their actions are superficial and purely transactional. Change Won’t Come all at Once You may not be around to see the impacts of the work that you’ve done. Still, that does not mean you shouldn’t do it. Making the financial sector more diverse and inclusive is a collaborative effort that will take every one of you to work together to achieve a specific goal. About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.comTwitter: https://twitter.com/deepSEESara @deepSEESara
Breaking Down the Wealth Gap, Part 1 with Sara Taylor
21-09-2022
Breaking Down the Wealth Gap, Part 1 with Sara Taylor
Breaking Down the Wealth Gap, Part 1 What You Will Learn: What is Equal Pay Day, and what does it represent?How pay disparities between men and women increase for different ethnic groupsWhere women are continuously losing wealth outside of their jobsHow much longer would a woman have to work than a man in a single year to earn the same wealthHow education level actually increases the wealth gapThe hiring and promotion gap between men and women About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.comTwitter: https://twitter.com/deepSEESara @deepSEESara Other Resources: Merrill Study: https://www.ml.com/women-research.htmlFortune study: https://fortune.com/2020/06/19/investment-management-diversity-hedge-funds-mutual-funds-real-estate-pe-private-equity/Lifting as We Climb: https://static1.squarespace.com/static/5c50b84131d4df5265e7392d/t/5c5c7801ec212d4fd499ba39/1549563907681/Lifting_As_We_Climb_InsightCCED_2010.pdfWomen’s Wealth Gap: https://womenswealthgap.org/wp-content/uploads/2017/06/Closing-the-Womens-Wealth-Gap-Report-Jan2017.pdfStudent Loan Debt Gap: https://www.aauw.org/resources/news/media/press-releases/analysis-women-hold-two-thirds-of-countrys-1-4-trillion-student-debt/Amazon, Women in the Workplace: https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2019.pdfHBR Women’s Raise Gap: https://hbr.org/2018/06/research-women-ask-for-raises-as-often-as-men-but-are-less-likely-to-get-themForbes Unconscious Bias: https://www.forbes.com/sites/kimelsesser/2020/08/27/financial-advisors-unconscious-bias-works-against-women/?sh=654a9c213f76
What Florida’s Stop WOKE Act Means for Organizations, with Sara Taylor
31-08-2022
What Florida’s Stop WOKE Act Means for Organizations, with Sara Taylor
What Florida’s Stop WOKE Act Means for Organizations What You Will Learn: What is Florida’s Stop WOKE ActHow this will affect educational and workplace organizations in the futureWhat motivated this type of legislation to be createdWhat the bill is trying to achieve vs. what it will actually achieveHow some of the bill’s overarching concepts are okay but fall flat in realityHow this bill promotes continued polarization and minimization (stages 1 and 2 of cultural competence)Why the most important place to address cultural differences is still in schools and workplaces About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.comTwitter: https://twitter.com/deepSEESara @deepSEESaraThe Journey to Equity and InclusionFlorida Senate Stop WOKE Act
Episode Title: Five Stages of Cultural Competence Part III, with Sara Taylor
24-08-2022
Episode Title: Five Stages of Cultural Competence Part III, with Sara Taylor
Five Stages of Cultural Competence Part III What You Will Learn: Perceived orientation vs. developmental orientation: What is it, and how does it affect cultural competence?How unresolved issues from previous stages of development keep us stuckWhat is trailing orientation, and how does it create more polarization?How both dominant and marginalized groups can reverse their orientation and feed off of polarizationWhy our best intentions and moving toward equality often don’t workHow to begin breaking the cycle of trailing orientation and polarization in DEI work About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.comTwitter: https://twitter.com/deepSEESara @deepSEESaraCNBC Closing the Gap Digest of Education Statistics
Five Stages of Cultural Competence Part II, with Sara Taylor
17-08-2022
Five Stages of Cultural Competence Part II, with Sara Taylor
What You Will Learn: How we see differences in each stage of cultural competenceThe specific areas of development that contribute to us getting stuck in one of the earlier stagesUnderstanding why it’s so difficult to approach DEI work from stage four or fiveHow our own judgments based on which stage we’re in can affect our perception of othersWhere most of the population sits on this scale of awarenessWhy the “us vs. them,” “good vs. bad” mentality continuously stagnates our cultural understandingHow discomfort and fear play a role in the hesitancy to move into deeper stages of competence About Sara Taylor Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years. Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that. How to Connect with Sara Taylor: Website: www.deepseeconsulting.comTwitter: https://twitter.com/deepSEESara @deepSEESaraCNBC Closing the Gap
Responding to Identity-Based Trauma Events, with Del Esparza & Dr. Brandale Mills Cox
11-05-2022
Responding to Identity-Based Trauma Events, with Del Esparza & Dr. Brandale Mills Cox
What You Will Learn: Should organizations respond to identity-based trauma eventsHow Americans view the responses of organizations following incidentsWhat can organizations do if they misstep, and how can they strengthen their brand afterwardHow ongoing transparency and accountability impact the strength of a brandWhat consumer demographics expect the most and the least from brandsWhich demographic is the most loyal and less likely to shiftHow the language used when addressing social justice issues affects public opinion About Del Esparza & Dr. Brandale Mills Cox Del Esparza is a DEI advocate and the CEO of Esparza Advertising, a full-service marketing firm, focused on driving successful brands by making a scene. Del has a demonstrated history of working in the marketing and advertising industry and is skilled in digital marketing, web design, market research, management, direct marketing, and marketing strategy. Dr. Brandale Mills Cox recently published her book, “Black Women Filmmakers and Black Love on Screen,” which offers a definition of Black Love and an analysis of how it is portrayed from the perspective of a Black female filmmaker. She has presented her research at international and national conferences, with her scholarship including issues related to feminism, social media, racial politics, film, female representations in the mass media, and popular culture. Dr. Mills’ passion and desire for positive social advocacy is reflected in many of her roles in the journalism, communication, public relations, and event coordinating fields. Her position as Senior Coordinator for the National Diversity Council and as Operations Coordinator at d-mars.com Marketing and Communications, (publisher of the only African-American Business Journal in the city of Houston), has given her the opportunity to advocate for diverse communities and organizations. Dr. Mills has also served as a Public Relations Consultant for several Houston area non-profit organizations dedicated to assisting under-served communities. How to connect with Del Esparza & Dr. Brandale Mills Cox: Del Esparza: Website: https://esparza.com/LinkedIn: https://www.linkedin.com/in/del-esparza-8b49781/https://www.linkedin.com/company/esparza-advertising/Facebook: https://www.facebook.com/esparzaadvertising/Twitter: https://www.facebook.com/esparzaadvertising/ Dr. Brandale Mills Cox: Website: https://drbrandalemills.com/https://www.inclusivemarketresearchgroup.com/LinkedIn: https://www.linkedin.com/in/brandale-mills-cox-ph-d-327751b/https://www.linkedin.com/company/inclusive-market-research-group/Facebook: https://www.facebook.com/inclusivemrg/Twitter: https://twitter.com/InclusiveMRG How to Connect with Sara Taylor: Website: www.deepseeconsulting.comTwitter: @deepseesara
Inclusion Coaches Part II, with Sara Taylor and Gina Kundan
04-05-2022
Inclusion Coaches Part II, with Sara Taylor and Gina Kundan
What You Will Learn: How working as a Resident Advisor during college introduced Gina to DEI as a professionIn what ways bias impacts productivity in the workplace, and how to overcome itHow peer equity/inclusion coaches fit into the MnDOT organizationWhy it’s important to contribute to DEI conversations that are already being heldHow to select peer equity/inclusion coaches for your organizationWhat are the most important parts of peer equity coach trainingWhy it’s crucial that peer inclusion coaches know what is beyond the scope of their job About Gina Kundan Gina Kundan is Deputy Director and D&I Manager for the office of Equity and Diversity with MnDOT. She has a strong passion for equity and remains committed to integrating a culture of inclusion into best practices. Gina holds a Master’s degree in Public Affairs from the University of Minnesota’s Humphrey School, focusing on culturally competent leadership and management, and a Master’s degree in Social Theory from Hamline University. She is a certified Intercultural Development Inventory (IDI), Intercultural Conflict Styles (ICS) administrator, and a trained mediator. Making good use of her BFA in Dance from Wright State University, Gina spent several decades performing and teaching. She is currently board Chair for Ananya Dance Theatre. She’s a proud mother, grandmother, spouse, and auntie. How to connect with Gina Kundan: Website: MnDOT - Diversity and Inclusion Contacts (state.mn.us) Twitter: https://www.twitter.com/GinaKundanLinkedIn: https://www.linkedin.com/in/gina-kundan-ma-mpa-ba53231/ How to Connect with Sara Taylor: Website: www.deepseeconsulting.comTwitter: @deepseesara