Diversity Matters with Oscar Holmes IV

Diversity Matters with Oscar Holmes IV Season 5, Episode 1 Episode Title: TransLivesMatter N.O.W. Guest: Angelica Ross Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: "Society's messaging devaluing LGBTQ+ lives, especially Black trans people, perpetuates tragic cycles of oppression and suicide. We must dismantle these systems alongside the community, fostering spaces to heal so all humans can be truly valued." — Angelica Ross The fight for diversity, equality, and inclusion has raged across streets, schools, and workplaces. However, Angelica Ross, an Emmy-nominated actress and activist, took that fight further by bringing authentic transgender characters to life on groundbreaking shows like Pose and American Horror Story. Yet her multi-talented impact extends beyond Hollywood. Through her TransTech incubator and podcast N.O.W. (No Opportunity Wasted), Ross empowers marginalized LGBTQIA+ voices. In this episode, Ross opens up about her iconic "Candy" role, her reasons behind leaving Hollywood, and how Buddhism provided clarity amid turbulence - inspiring her advocacy work. She also shares her vision for political office and the transformative policies she aims to enact to help transgender people of color not just survive but thrive. Join us for this powerful yet refreshingly candid conversation with Angelica Ross, celebrating authenticity, resilience, and effecting change. 3 Exceptional Highlights: Pose showcased the unwavering courage of trans people who fight for authenticity, even when it means facing violence, discrimination, and rejection. Black trans women, despite their immense contributions to art, fashion, and social Despite the enormous contributions Black trans women make to art, fashion, and activism, they continue to face marginalization and exploitation. One should look inward for a deep sense of self-worth and choose moment-by-moment to overcome darker impulses and live authentically. Show Highlights: 01:44 - Angelica Ross discusses her role in "Pose" and its cultural significance for transgender women of color 04:04 - Her experience as an undervalued, marginalized Black transgender woman in Hollywood 10:24 - Behind-the-scenes look at Angelica's iconic "Candy" lipsync performance. 11:31 - How Angelica healed her relationship with her mother despite a rocky period 18:23 - Why Buddhism resonated strongly with Ross and why she wants to introduce it to others 27:28 - The vision of the No Opportunity Wasted Podcast as a larger cultural movement 31:39 - Decriminalizing sex work, addressing oppression, fighting for transgender rights 37:05 - Unique challenges faced by Black transgender women in tech industry 42:57 - What to expect from Angelica Ross's political run and campaign platform 47:43 - Overview of Angelica's upcoming exciting new projects and initiatives Important Links: - - Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 4 Episode 6 Episode Title: Social Class Mobility Guest: Dr. Sean Martin Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “Society often overlooks people who have been upwardly mobile despite having valuable qualities like persistence, grit, and initiative. To truly create a diversity of experiences, backgrounds, and perspectives, it is crucial to recognize and value those from less privileged backgrounds.” – Dr. Sean Martin Social mobility is a cornerstone of the American Dream, a beacon of hope that promises anyone can rise above their starting point and achieve success through hard work and determination. Yet, the reality is far more complicated, and social class can have a profound impact on a person's life trajectory. To shed light on this topic, we have the privilege of welcoming Dr. Sean Martin as the guest chair. With his award-winning research on leadership, organizational culture, and societal contexts' effect on leaders and followers, Dr. Martin is a leading authority on the topic. In this episode, we'll explore the concept of social class and mobility, the challenges faced by people in different social strata, and the implications for diversity, equity, and inclusion efforts. Join us on this journey as we delve into the fascinating world of social class and its influence on our society. 3 Exceptional Highlights: Social class is a position of advantage or disadvantage you have compared to others based on factors like income, education, and occupation, which determine your access to valued resources in society and your ability to succeed. Coming from a less privileged background requires building strong community relationships, which are valuable forms of currency for social support. This mindset can lead to good leadership and teamwork skills in the workplace. Despite society's positive bias towards individuals who have achieved upward mobility, there still seems to be a hesitancy to hire them. Show Highlights: 02:51 - What is social class and how Dr. Martin found interest in this research area 07:56 - Understanding the importance of social class and mobility from a DEI perspective 14:43 - The cultural contradiction of valuing upward mobility and the American Dream while stigmatizing those who achieve it 22:28 - Dr. Martin’s views on the Varsity Blues scandal and how those with privilege can use it to game the system 23:55 - Various ways in which different systems allow individuals to circumvent rules and regulations, including those that are formalized and encouraged 25:53 - Why labeling the United States as a classless society is a fallacy 27:20 - Is it possible for prestigious institutions or elite organizations to co-exist in a fair and equitable world? 31:17 - Strategies for countervailing the data that suggests growing up in privileged environments leads to a more independent mindset 35:22 - Challenges faced by those in the upper class and their impact on shaping society 39:23 - Further social class research Dr. Martin hopes to investigate —-- Important Links: - https://www.darden.virginia.edu/faculty-research/directory/sean-martin Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 4 Episode 4 Episode Title: Advancing DEI: The Necessary Journey Guest: Dr. Ella F. Washington Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “Passion does not create more hours in the day. It's unfair to expect those most impacted by the lack of diversity, equity, and inclusion to fix the problem without compensation. Organizations with limited budgets should find creative solutions.” – Dr. Ella Washington. Many organizations today recognize the importance of workplace diversity, equity, and inclusion. However, many struggle to implement effective strategies that promote diverse perspectives, create equitable opportunities, and foster an inclusive workplace culture. As a result of this struggle, organizations may experience a lack of innovation, reduced employee engagement, and exclusion of underrepresented groups, negatively impacting both their employees and the entire organization. Thus, there is a need to explore practical solutions and insights to help these companies reach meaningful and sustainable outcomes and achieve their DEI goals. In this episode, we have a fantastic scholar and consultant, Dr. Ella Washington, who shares her insights and expertise on the topic of DEI, which is also the subject of her new book, The Necessary Journey. Dr. Washington has extensive experience in the human capital space, impacting clients across various industries, including finance, entertainment, and higher education. She is a professor of practice at Georgetown University's McDonough School of Business and the Founder and CEO of Ellavate Solutions. Whether you're a leader, employee, or academic, Dr. Washington's unique perspective will inspire you to think outside the box and build a truly diverse, equitable, and inclusive workplace. 3 Exceptional Highlights: The journey toward diversity, equity, and inclusion is a gradual process that requires sustained effort and time to achieve structural and systemic change. Diversity of thought should not replace demographic diversity, which should remain a foundational goal until representation goals are achieved at every level. A workplace utopia is a space where bias and exclusion are dismantled, and individuals are valued for their strengths, allowing everyone to thrive. Show Highlights: 03:18 - What inspired Dr. Ella Washington to write The Necessary Journey? 09:29 - Discover the five stages of the DEI Maturity Model 13:54 - Hesitations most companies face when being classified in early stages, such as Awareness or Compliance 15:38 - How to foster diversity of thought and allow for constructive discourse to achieve optimal business outcomes 18:53 - The most common pitfalls organizations encounter on their DEI journey 23:14 - The impact of inadequate DEI support and lack of real commitment from organizations 24:54 - The emotional and visceral toll employees face when DEI initiatives are not supported in the workplace 27:18 - Senior leadership can improve their understanding of DEI through cost-effective strategies 29:19 - When to hire a Chief Diversity Officer and how to prepare for the hiring process 33:38 - Foster innovation to build a truly diverse, equitable, and inclusive workplace 35:23 - How can organizations ensure that their employee resource groups (ERGs) are not used to exploit the labor of their members? —-- Important Links: - - - Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 4 Episode 3 Episode Title: Corporate DEI Initiatives Guest: Dr. Anthony C. Hood Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “If you're looking for somebody to do diversity recruiting or put on panel discussions, Women's History Month, Black History Month, go find somebody else. But if you want to impact and drive workplace change, I'm interested - Dr. Anthony C. Hood” In today's rapidly changing world, diversity, equity, and inclusion have become essential elements for organizations looking to succeed and stay competitive. More and more organizations in corporate America recognize the value of creating a diverse workforce. However, achieving true diversity, equity, and inclusion goes beyond addressing race. It commits to building an environment where everyone is treated equitably and given equal opportunities, regardless of background, ethnicity, or other personal characteristics. My guest today is Dr. Anthony Hood, an exceptional academic and corporate executive who is deeply involved and entrenched in diversity, equity, and inclusion activity within Alabama and beyond. In this episode, we talk about his experiences as a Chief DEI officer in corporate America and how he leads with evidence-based data when presenting strategies for progress and measuring success through KPIs, metrics, goals, and visions. Join us as we delve into the challenges and opportunities of promoting real, meaningful change that goes beyond mere performance. 3 Exceptional Highlights: The holy grail in diversity, equity, and inclusion (DEI) work is when it ties up with all areas of the organization, impacting compensation and performance evaluation. Anti-black racism still exists in corporate America, and most companies are not ready to discuss it. It's essential to approach diversity research and literature nuanced and complexly to grasp its full implications for organizations. Show Highlights: 03:09 - Why Dr. Anthony Hood made the bold decision to leave academia and return to corporate America 05:36 - Is the Chief DEI Officer role more performative than effective following the tragic death of George Floyd? 11:25 - How to collaborate with respected colleagues without giving off perceptions of superiority or stepping on their expertise 13:15 - Why Dr. Hood wants to create a safe environment as a Chief DEI officer where people feel psychologically safe with him 15:02 - Lessons learned from some of the most challenging initiatives in the workplace encountered by Dr. Hood 17:27 - The importance of speaking corporate slang to gain traction in DEI initiatives 19:25 - Why are DEI metrics so crucial, and which ones should companies focus on? 28:45 - If it's not equitable for one, it's not equitable for everyone 30:32 - Leaders often hoard talent to the point of sabotaging their mobility 34:31 - Several community DEI initiatives Dr. Anthony Hood is most involved in Important Links: Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 4 Episode 2 Episode Title: Critical Race Theory Guest: Dr. Victor Ray Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “It’s frustrating when people who know nothing about racism in American history misrepresent critical race theory, ban books, and target scholars genuinely reckoning America's racial order.” Although civil rights movements and social justice movements have made significant progress over the years, systemic racism and discrimination continue to plague American society to this day. Critical race theory reveals the underlying causes of racial inequality and the ways in which power, privilege, and oppression can contribute to progress as well as undermine it. And in this episode, Dr. Victor Ray, a renowned public scholar whose work has been featured in outlets such as the Washington Post, Harvard Business Review, and Boston Review, and author of the book, On Critical Race Theory: Why It Matters and Why You Should Care, shares his expertise on what critical race theory entails, how it is being misrepresented in ongoing debates in education and society, and its impact on the ongoing fight for racial equality in the United States. 3 Exceptional Highlights: Growing up as a mixed-race individual and witnessing differential treatment between his family members opened Dr. Victor’s eyes to the social construction of race. Organizations are already infused with racial processes, from access to education and legal protection to capital. It is crucial to organize as groups and resist those who are waging a war against critical race theory, diversity, equity, and inclusion. Show Highlights: What is the history behind Critical Race Theory and how is it being viewed in this time period? 02:49 Dr. Victor Ray Critical race theory was pioneered by scholars such as Derrick Bell, Kimberlé Crenshaw, and Richard Delgado that originated from the backlash of the civil rights movement in the 60s and early 70s. Ideas from this theory spread beyond the law to explain why racial inequality is so deeply entrenched in American society and why progress toward equality is often temporary and fiercely opposed. How Dr. Victor Ray’s personal experience deeply shaped his research and pivotal moments in his understanding of race 09:15 Dr. Victor Ray My experiences differed greatly from my dad and brother growing up, who would get stopped by cops or called on security. However, as a professor in a predominantly white space, folks would attempt to bond with me through racist jokes or assumptions about black people. Can you explain the concept of whiteness as a property? 15:00 Dr. Victor Ray Whiteness as a credential allows white people to move into and up organizations in a way that often appears neutral but is deeply shaped by their racial identity. How do we grapple with the rise of authoritarianism, fascism, and racism as a society? 19:05 Dr. Victor Ray The rise of authoritarianism, fascism, and racism can be countered by organizing ourselves to regain control of school boards, legislatures, and voting. How do you view folks attempting to delegitimize the term ‘woke’ in relation to critical race theory? 24:15 Dr. Victor Ray Wokeness is a term that originated in the black vernacular to describe awareness of social inequalities in the United States. Criticizing the concept of "woke" is similar to criticizing equal opportunity. Will we ever get to a point where we can make our own racial progress without having to suffer backlash? 27:22 Dr. Victor Ray Many believe that the fight against racial inequality has an endpoint, but history doesn’t work that way....

Diversity Matters with Oscar Holmes IV Season 4 Episode 1 Episode Title: Understanding Microaggressions Guest: Dr. Kevin Nadal Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “All forms of discrimination are hurtful, all forms of bias are harmful, and we should all be doing the work to demonstrate that this needs to stop.” Microaggressions are often subtle but harmful acts that convey negative messages toward people of color, the LGBTQ+ community, and other historically marginalized groups. Despite being subtle, they can have a devastating effect on individuals and communities. Research shows that these experiences can lead to a range of adverse outcomes, such as decreased self-esteem, anxiety, depression, and even physical health problems. This is why we have professor, author, psychologist, and activist Dr. Kevin Nadal on the show, one of the leading researchers in understanding the impacts of microaggressions. In this episode, he shares the research surrounding microaggressions, their effects on mental and physical health in marginalized communities, the various forms they take, and how we all can work towards creating a more inclusive society. 3 Exceptional Highlights: Microaggressions are covert acts that may not be intentional or perceived as harmful by the perpetrator. The focus is on the manifestation of the act rather than the impact. Leaders can model accountability by creating a culture where people feel comfortable discussing issues of race and diversity and by holding themselves responsible for any harm they may cause or microaggressions they may commit. The normalization of microaggressions within marginalized communities, particularly those with intersectional identities, is a systemic issue that causes significant harm and suffering. Show Highlights: The history of microaggressions and how the research began 2:28 Dr. Kevin Nadal Microaggressions were first coined in the 1970s by a black American psychiatrist named Chester Pierce, and the term was revived in 2007 by Dr. Derald Wing Sue at Columbia University to study subtle forms of discrimination, specifically towards people of color. Research has since grown to include other historically marginalized groups and the term has spread into mainstream vernacular. How he addresses the accusations of bias in the scholarly work which may dismiss his research as unscientific 15:52 Dr. Kevin Nadal I feel more connected and passionate about topics that are relevant to me personally, and it shows in my work. When others criticize my research or accuse me of bias, it often reveals more about them than about me. It demonstrates that they may not feel connected to certain communities or issues, and they may hold colorblind ideologies or even white supremacist beliefs. His advice to people who experience and deal with microaggressions constantly 20:47 Dr. Kevin Nadal While it is not our responsibility as targets of these microaggressions to educate others, it can be helpful to call out the behavior, personalize the harm caused, and walk away. I encourage externalizing racism by naming it and recognizing that it's a systemic issue, not a personal one. His advice to scholars, and people in general, on how they can do rigorous work, while keeping the importance of activism at the forefront of their efforts 31:58 Dr. Kevin Nadal My advice would be to ignore negative voices and focus on externalizing messages of self-doubt by talking about them and finding a supportive community. Important Links: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk...

Diversity Matters with Oscar Holmes IV Season 3 Episode 7 Episode Title: Shared Sisterhood Guest: Dr. Tina Opie Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “This is what Black women know: When push comes to shove, white women choose race over gender - every single time.” - Kim McLarin Whether we admit it or not, gender and racial bias is still present in the organizations and in society. And though the past few decades have shown progress, there’s so much improvement to be done, especially with black and other colored women experiencing more disadvantages compared to their white counterparts. Dr. Tina Opie is an award-winning researcher, professor and management consultant who combines theory and practice on the power of authenticity and how to create a more diverse, inclusive and equitable workplace in several industries. In this episode, she shares about her upcoming book ”Shared Sisterhood”, co-authored with Dr. Beth Ann Livingston. Dissecting through the lens of history, research and real-life examples of the white women privilege, the racial stereotypes that even accomplished black women experience, overcoming racial trauma, and the vision of all linking arms towards equality in the workplace and the world. Exceptional Highlights: White women choose race over gender because of the way power structures our society. Being white women gives proximity to white men, who are the power brokers and holders throughout the history of the world. The central focus and philosophy behind Shared Sisterhood is the value of equity and power in the workplace, which is quite distinct from friendship. For systemic change to happen for all women, it also needs to translate across races. In capitalist society, people are greedy and power is structured as a zero sum game. Everything gained by others is a loss for them. Show Highlights: Definition of Shared Sisterhood 06:06 Dr. Tina Opie Shared sisterhood is when you work together across differences, develop authentic connections, and then link arms and work to dismantle systemic inequity. The Dig and Bridge Framework forming authentic workplace relationships 07:38 Dr. Tina Opie Dig is about surfacing the assumptions that you have about identity. How did you come to think about your own race, your ethnicity, the ethnicity of other people? Bridge is about authentically connecting with people and keeping that connection authentic. What is an ally, accomplice, and co-conspirator 20:06 Dr. Tina Opie An ally believes in equity in theory but they're not about to sacrifice anything. The next level is an accomplice who believes in equity and is willing to make a sacrifice and do something, but it tends to be on their own terms and not aligned with the needs of the group that they are fighting for. A co-conspirator pursues collective action by using his social, financial and political capital to make change. Men’s role in this movement 37:38 Dr. Tina Opie Masculine traits like assertiveness, being tall, and stomping your fist are seen as necessary to get ahead. Adopting feminine values like empathy, authenticity, vulnerability, and risk-taking for the common good produces the kind of leaders that are needed more in the workplace. Important Links: Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 3 Episode 6 Episode Title: The Acting White Phenomenon Guest: Dr. Myles Durkee Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “When individuals don't fit that very strategic, limited profile of how we expect each racial group to behave, that can leave them vulnerable to being accused of acting white.” Forming your identity and achieving successful academic status has become a significant factor in discrimination and stereotyping in America. We see this issue primarily in middle school up until college and even in a professional setting. To be discriminated against by other races is one thing, but to be pointed out by your community has become a phenomenon that we now call Acting White. Dr. Myles Durkee, an Assistant Professor of Psychology at The University of Michigan, joins us in this episode. He has won numerous awards for his research, where he examines cultural invalidations perpetrated by in-group and out-group members to determine how these experiences are associated with critical psychosocial results. We deep dive into different scenarios and people’s backgrounds, where these accusations are often involved, and what circumstances we often link to this behaviour. Does Acting White only accuse people who speak a particular accent besides their race and how you dress? Does it go beyond academic accomplishments? Dr. Durkee sheds light on the intensity of this experience and how it affects the people involved in these incidents of invalidation. Learn self-protective strategies to help mitigate adverse outcomes when dealing with the Acting White phenomenon. 3 Exceptional Highlights: Essentially, by behaving in a way that doesn't fit with the societal stereotypes associated with a racial group, they can be vulnerable to being accused of acting white by their peers, family members, strangers, and sometimes even teachers. If you're behaving in a way that goes against the cultural norms, or the cultural tendencies, then your peers likely have the same racial group. They will judge you now as an individual and less so as an ambassador of the racial group. These cultural validations, and the acting white accusations, tend to emerge around elementary school for most individuals, pick up the pace at middle school, and hit a peak during high school. Show Highlights: The importance of context in Acting White labels 5:05 Dr. Myles Durkee Within that context, the school setting's cultural climate and racial composition have significant influence. So we think about the racial composition when you're in a school and are in the majority group, even if you are a person of colour; you're much more likely to be perceived and judged as an individual because you're in the majority group. 6:13 Dr. Myles Durkee When these groups are in the extreme minority, the stakes are higher to represent the group in a positive light. And any of you who come from a marginalised group, it's now to protect the group's reputation from trying not to confirm some of these negative stereotypes. The profiles of students who experience Acting White accusations 12:29 Dr. Myles Durkee The research literature has heavily focused on black folks with this dynamic, but it happens to most groups of colour in teenagers. So when we measure data, most of our data has been with black and Latinx. Late adolescence and young adults. 13:01 Dr. Myles Durkee In terms of the single trait in which people are most likely to be accused of acting white, it's hands down their style of speech. So above and beyond everything else, based on how you talk, it will leave you the most vulnerable to...

Diversity Matters with Oscar Holmes IV Season 3 Episode 5 Episode Title: Policing in America Guest: Dr. Rashawn Ray Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “If we solve the statistics, we will solve what is happening with policing the scene. To do that, we have to determine the cultural manifestations of racism and of the black threat.” People don’t realize that when we talk about policing in America, it goes beyond protecting specific turfs and areas. To understand what it truly meant, you must go deep into the history, origin, and background of law enforcement. And in this episode, we welcome Dr. Rashawn Ray to the guest chair as he discusses the culture and law enforcement practices that lead to police brutality. Dr. Rashawn earned all his sociology degrees and has published over 50 books, articles, chapters, and nearly 20 op-eds. He also shares his extensive research and work on liberation for oppressed people, particularly for Black and Brown people, and the criminalization effect. Listen closely as we talk about the in-depth analysis of the efficacy of body cameras, the determinants of police brutality, and police misconduct payouts to understand better the current state of America’s policing. There are so many factors we need to address when it comes to the structure and improvement of policing institutions. Learn what we need to solve racism in connection to civilian payout and police misconduct in the words of Dr. Rashawn. 3 Exceptional Highlights: The roots of law enforcement in the United States go back to slave patrols, groups of people who would round up black people fleeing plantations who were escaping their enslavement. Overwhelmingly, it is white people who created the social institution and maintained and enforced the social institution. And so when we think about those origins, that's important. There were 87% enslaved black people. And even the free black people didn't mean they were free. Even today, it is still valid that black people haven't fully reached liberation. Show Highlights: The history of convict leasing 3:55 Dr. Rashawn Ray Convict Leasing was what happened after slavery formally ended. So we're talking about the late 1800s and early 1900s. It became prominent and known as Slavery by Another Name, where black people were arrested and accosted for minor infractions. Interestingly, some of the same sorts of things that we hear today. The efficacy of body cameras and the determinants of police brutality 21:03 Dr. Rashawn Ray There's overwhelming agreement on body-worn cameras, implicit bias training, the importance of police officers being held accountable for their behaviour, and the need to deal with the law enforcement Bill of Rights. It gives police officers the ability to commit crimes in their personal or professional lives and not be held accountable for them like the general public. The prominent movement of police defunding 28:12 Dr. Rashawn Ray So two points here, defunding the police means reallocating funding, and it does not mean obliterating the system. You know, it does not mean ending law enforcement, as we know, and some people think we should abolish policing. 33:20 Dr. Rashawn Ray I think all of those matter; when we take an evidence-based, market-driven approach, we get to the best solution for a city or a police department and then help them to move forward in a way that is healthy and beneficial for everyone. Important Links: Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers...

Diversity Matters with Oscar Holmes IV Season 3 Episode 3 Episode Title: The Imposter Phenomenon Guest: Dr. Angélica Gutiérrez Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “We need to start changing the narrative, stop thinking about the individual as the issue, and start examining how these environments are triggering the impostorization of individuals..” In any field or industry, people commonly experience insecurity, the perception of being a fraud and undeserving of all their triumphs and accomplishments. They genuinely doubt their achievements. It has become an ordinary reality to most of us, especially those who have successfully attained their goals or desired profession. We call this the Imposter Syndrome. To Dr. Angélica Gutiérrez, an Associate Professor of Management at Loyola Marymount University, and a contributor for Inc. Magazine, while working on her research, she refers to it as The Imposter Phenomenon to avoid the stigma and create a safe space for people to express their experience with it. In her research, she realized that most articles and discussions on this topic tend to focus on the individual viewed solely as the issue. Thus the strategies that they promote to counter this phenomenon are often fixed to an individual approach. Hence, she coined the term ‘Impostorization’, which means considering the role of the environment and how it triggers the imposter feeling. Dr. Gutiérrez talks more about the policies and practices of organizations that can lead to people questioning their intelligence, competence, and sense of belonging in the spaces they occupy. She also talks about the critical importance of how these institutions can help in avoiding impostorization among their people. 3 Exceptional Highlights: Relationships are so meaningful. And the intentions that you have behind the feedback are so essential for people in organizations, particularly the Latinx and African American communities, because you need to be aware of the stereotypes that are out there that create this impostorization for us. Extensive research finds that in many organizations, these standards of professionalism tend to be very narrowly defined. A lot of organizations are encouraging employees to bring their authentic selves to work. But when they show up as our true selves, they're asked to modify who they are. Some studies find that low self-esteem is highly correlated with the imposter phenomenon. But they're distinct constructs. Show Highlights: The importance of changing the narrative in impostorization 13:38 Dr. Angélica Gutiérrez Strategies and effectiveness may be minimal if you're feeling like an impostor because of your environment and the organizations you belong to. 14:40 Dr. Angélica Gutiérrez It's crucial to change the narrative and stop thinking about an individual as the main issue and start examining how these environments are triggering the impostorization of a person and how we can work around that. How to give critical constructive feedback without triggering impostorization 17:26 Dr. Angélica Gutiérrez You can express what you think is essential in the person's work and let them know that there are different ways that they can strengthen it. You deliver the message in a more effective developmental way than using atrocious words. 18:44 Dr. Angélica Gutiérrez You can start establishing a good relationship with your students or employees to feel comfortable with you, and they can trust that you have their best interest at heart. The irony and connection of authenticity and impostorization 20:51 Dr. Angélica Gutiérrez Impostorization comes in when the...

Diversity Matters with Oscar Holmes IV Season 3 Episode 2 Episode Title: Black Faces in High Places Guest: Dr. Jeffrey A. Robinson Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “The Black Faces in High Places book is not just about getting your success; it's undoubtedly a matter of seeking significance and impact on our community, the black community.” People of color sometimes find it challenging to succeed in corporations or institutions led mainly by white people because of systems and culture. The black community has so much talent, but discrimination and being outnumbered by white people can make it more difficult to climb the corporate ladder, which adds multiple barriers to dominating the competitive world. And that's how the book was written twelve years ago by Jeffrey Robinson, the Prudential Chair in Business at Rutgers Business School & Randal Pinkett. It is where they shared 10 revolutionary strategies for playing & changing the game to transform the system not only for them but the whole community. And in this episode, they talk about the new book, , which aims to help the black professionals reach the top and stay there. Listen until the end of the episode and be more confident in breaking down the barriers that prevent you from having a real opportunity to make it to high places. Know what's the importance of having a mentor, a great network, and how you can find meaning in what you do to attain success. 3 Exceptional Highlights: Mentors help develop great entrepreneurs, great business leaders, and great community leaders. Ikigai is developing self-mastery and finding meaning in what you do. In entrepreneurship, the type of network you need to be successful is the entrepreneurial network: the sparse network that takes advantage of borrowing networks from other folks. Show Highlights: How is your previous book, Black Faces in White Places, connected to your new book, Black Faces in High Places? 2:44 Jeffrey Robinson Black Faces in White Places was level one. It's what happens when you enter the workforce & how do you deal with it. There are certainly some parallels between the two books because we had a lot of things we wrote the first time around that we didn't use and weren't able to use. So we had already thought to ourselves, some of those things we couldn't write in the first book one day, we'll write in the second book. Finally, that day came. And that's how we got to the new book, Black Faces in High Places. Why is it important to have a game changer's mindset? 8:00 Jeffrey Robinson You're playing a series of games whether we are in a corporation or academic institution. When you have achieved success in that game, you have to think if that's the right game to play for you & other people like you. The game changes when you start rethinking the system & how it's played to make it more equitable. And if you can transform the system for the communities, corporations, and institutions to make the game better for those who are coming behind you, you have the game changer mindset. What are the top three strategies that you'd suggest people focus on? 12:50 Jeffrey Robinson Ikigai Networking Mentorship Is it possible that black people can do all the strategies and still not make it to the top? 37:29 Jeffrey Robinson Some people change careers; they either start their businesses or hit certain ceilings in their companies. In contrast, some decide to focus on their families. But don't assume that when we say high places, it's only in the corporation because there are many ways to make an impact, be successful, and be significant. Technically, some people could do...

Diversity Matters with Oscar Holmes IV Season 3 Episode 1 Episode Title: The Standardized Testing Problem Guest: Mr. Akil Bello Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: “Even if the score has improved, it's the same kid; it's the same person with almost the same knowledge.” Test or exam preparation is what students go through to increase their performance on standardized tests, usually for college university admissions. While the fair test is an advocacy organization that advocates for more limited, more reasonable & transparent use of standardized assessments, from K10 through 16. The movement supports the push not to administer standardized tests during a pandemic, to help students get better results on their exams. As we all know, the test measures performance under intense pressure, influenced by some sampling of the things learned from K 10. Sadly, the test isn't decoupling one's actual knowledge and abilities from the secondary elements, which are time pressure & societal pressure. And that negatively affects someone's performance during the test. That's why Mr. Akil Bello, an educator, entrepreneur, and testing expert, deep dives into why he is a big critic of the test preparation industry while being a test consultant & a fair test advocate at the same time. In this episode, he talks to us about the most significant issues with standardized testing, specifically for college university admissions. And he shares what institutions can do in higher education to make admissions more equitable. 3 Exceptional Highlights: If you isolated any particular part of basketball, let's say free throw shooting, would you use free throw statistics as the way to choose your NBA franchise? That's what essentially everyone who puts significant weight on the test is doing. All highly speeded high pressure, high stakes, standardized tests have something in common & that is there is a signal-to-noise ratio, which is unclear at best. And I would argue there's more noise than signal for many constituencies. Varsity blues is a representative of where we've reached in higher education. And it's part of the problem. Every day, families are doing variations of Varsity blues on different scales. Show Highlights: How Mr. Akil Bello got into the test prep consulting industry 2:27 Mr. Akil Bello My entry into test prep was motivated by poverty & supported by nepotism. As a poor college kid, I needed money. I was studying architecture, but I wanted a part-time gig. So I went to my aunt and asked her if she could help me out. She pointed me to the Princeton Review and told me to use her name, and I got a job. That led to a total of 17 years working with them. You are known for calling elite, highly selective schools like Harvard and Stanford “highly rejective.” Can you explain why using this language and new framing is important to you? 19:13 Mr. Akil Bello One of the biggest problems in education is conflating historical advantage and wealth with educational quality. Just like your casual use of the word elite right now, I never use the word elite because it yields the position of power and respect to these institutions. You were an expert contributor on Netflix’s Operation Varsity Blues, a documentary highlighting the elite college admissions scam. Please help us understand why and how something like this can occur. 28:31 Mr. Akil Bello CAPITALISM and AMERICA. To me, the entire scam is interesting. Because you have families who have a disposable X, hundreds of 1000s of dollars, this was money available for bribes. This is disposable income that was somehow, rather than giving it to the child to...

Diversity Matters with Oscar Holmes IV Season 2 Episode 5 Season Finale Episode Title: HBCUs & The Morehouse Mystique Guest: Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: Historically Black Colleges and Universities like Morehouse help young Black men search for excellence to understand who they are and their capabilities. Through the assistance of the former, Black men explore their potential without the shadow of being a person of color or oppression that lowers their confidence and self-esteem. Furthermore, it takes them away from being forced to answer other people’s questions about who they are and pushes them to focus on discovering themselves. Young Black men come to Morehouse College, a private historically Black men's liberal arts college in Atlanta, Georgia, in the most crucial period of their adult development. Its impact on the community is vast because it represents something that the country needs. In addition, it serves as the Good Housekeeping Seal of male excellence as college degrees are increasingly becoming a currency in society. In this episode with Dr. David Thomas, the 12th President of Morehouse College in January 2018, you’ll learn more about the journey and challenges of HBCUs and how they open huge opportunities to Black men. Discover what other plans they have to expand the growth of Morehouse College for their students. 3 Exceptional Highlights: Don’t just research what you are passionate about. Instead, understand what the minefields are that will be in front of you. Then ask yourself if you are committed to pursuing excellence in the context of those frictions. You can’t achieve the American idea without achieving the Morehouse idea. If we can create a joint offering, we can satisfy many of the needs of our students at a level that we could not afford to do by ourselves. Show Highlights: What is the Morehouse Mystique? 11:51 Dr. Thomas I don't believe in the Morehouse Mystique. Morehouse is an idea in the same way that America is an idea that we have decided is worth waking up every day and attempting to perfect. What are the biggest challenges that HBCUs, including Morehouse College, face? 26:22 Dr. Thomas Affordability is the biggest issue that we face, followed by the way that for the last thirty years, many historically Black colleges have managed the pressure on their finances is to defer work on physical and technological infrastructure. The challenges for us are developing the full array of resources needed to make our students viable for the opportunities in the 21st century. What is the path forward that you see for HBCUs and Morehouse College? 29:22 Dr. Thomas The future for HBCUs is finding ways while preserving our distinctive brands to collaborate, to multiply the effect of our individual resources. What are the accomplishments that you are most proud of that you’ve been able to do in such a short time? 31:36 Dr. Thomas I think that we've done a good job of putting Morehouse back in the imagination of our community, and our constituency, as a college. People see Morehouse as a force in shaping the 21st century, and our students, our alumni, and our faculties feel that. What’s next for Morehouse College? 32:24 Dr. Thomas We are launching the first Morehouse online degree program targeting men with some college credit, but have never finished. Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity...

Diversity Matters with Oscar Holmes IV Season 2 Episode 4 Episode Title: Codeswitching 101 Guest: Dr. Courtney McCluney Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: Human beings crave belongingness. It is part of our basic needs. But due to differences in race, gender, beliefs, and characteristics, discrimination exists. To protect oneself from becoming a victim of hurt, some prefer to hide behind code-switching. Code-switching is when people shift their behavior, appearance, speech, and how they present themselves in various social contexts. Dr. Courtney McCluney, an assistant professor of organizational behavior in the School of Industrial and Labor Relations at Cornell University, does research to understand people's motivation in these shifting behaviors. She mentioned that one of the triggers is being a member of a marginalized, oppressed group. Learn more about the different types of code-switching and understand if it’s the right thing to do when you feel discriminated against. Listen until the end as Dr. Courtney shares her personal stories that can help you get out of the pressure and help you do things at your maximum potential amidst social differences. 3 Exceptional Highlights: Code-switching is a mechanism that allows people to emulate the norms and behaviors of a group that they are trying to achieve an outcome from it. We have a million different definitions of what it means to be professional. Having everyone "Speak The Same", it limits ourselves as humans. Show Highlights: Who is Dr. Courtney McCluney beyond the professional bio? 3:27 Dr. Courtney I would pretend that I was a teacher. In front of my stuffed animals, I had a little chalkboard in my room. And I would be teaching them random subjects or topics. I'm sure it had something to do with a children's book I was reading at the time. What is code switching? 7:59 Dr. Courtney The term itself comes from linguistics studies, and it meant switching between languages. But over time, as social scientists started to explore many of the behaviors that anthropologists noticed amongst people in different groups worldwide, they saw that it was more than just language switching; it was demeanor, social interactions. Dr. Courtney McCluney’s memorable code stories 25:22 Dr. Courtney Some of the ones that I remember, we had a lot of people in healthcare take our survey. Whenever I'm going into a patient's room, this is coming from most physicians and nurses; the patient identifies as white. "I feel that I, as a physician, have to adjust my normal way of speaking and demeanor even though I have authority in that room." There's this immediate power difference there. What is blackccent? 34:08 Dr. Courtney That came to my mind, like when I see a black person, and I presume I have to change my speech to relate to them better. What is Dr. Courtney working on now? 42:33 Dr. Courtney One of my current large ongoing projects in Detroit, Michigan, is understanding how organizations operate with the knowledge that they exist in a predominantly black space? Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 2 Episode 3 Episode Title: Politics in the 21st Century Guest: Honorable Representative Malcolm Kenyatta Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: Pain can either make you or break you. It helps you become the better or worse version of yourself. But in most cases, pain is a driving force for a person to be who he wants to be, embody his aspirations in life, and become an instrument of change. Malcolm Kenyatta, a Democratic member of the Pennsylvania House of Representatives representing the great District 181, sincerely believes that people who experience pain and failures because of the system are the ones who should be in politics to drive the change that everybody deserves. His childhood experiences serve as his motivation to get involved in politics, serve truthfully and create a better government for the present and future generation. Listen until the end to get to know him more and understand why he's deserving of your support. 3 Exceptional Highlights: Here's the problem with our primary system. Most of the districts are solidly blue or solidly red. That means that most elected officials only have to be responsive to the most extreme voices in their particular party. I think when you spend the whole time focused on just climbing a ladder, the altitude does something to your brain. I think in the Senate, we need people who are closest to the pain. We need to value lived experience, we need to have people who are experiencing the failures of our government, to be the ones who are going to drive the change. Show Highlights: Who is Malcolm Kenyatta beyond a professional bio? 3:14 Malcolm I grew up in an incredibly working poor family and I was really upset about it. My parents got divorced when I was pretty young. And my mom took kids and I watched her work all the time, she was a home health care aide for most of her career. Have you always been interested in politics at a young age? 6:58 Malcolm I was eleven and I was living on this block, Woodstock Street. And I came home and I was complaining about stuff that I saw on the block. And without skipping a beat, my mom said, "If you care so much, go do something about it." So I ran for junior black captain. What advice would you give to people wanting to be a good person in politics? 23:30 Malcolm Well just tell the truth. It's really that simple. If you tell the truth all the time, then you never have to come up with some lie or recalibrate what you believe based on the moment. What would you say to the voters who may think your senate run is a bit premature at this stage? 26:20 Malcolm I don't have much to say other than I think that what we need right now is not folks who are committed to spending their lives in politics climbing the ladder. But what we need are good people who understand the issues on the ground, in the highest positions in our country. What is your assessment of our politics, on a state and national level? 40:22 Malcolm We are at a fundamental crossroads. What we do next, I believe, is for all the marbles. We did what we needed to do in terms of electing a new president winning both chambers by slim majorities. But there's a real movement that is underway on the non positive side, led by lies and disinformation and misinformation that wants to tear the country apart. Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to...

Diversity Matters with Oscar Holmes IV Season 2 Episode 2 Episode Title: Anti-Asian Bias & Effective Allyship Guest: Ed Ng Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: Fighting for a cause is never easy. It requires courage and sacrifice amid pain, tears, and sometimes, betrayal. To make it a success, you have to be with the right people who have the same heart as you. But how would you know if you're fighting with the right ones? In this episode, Dr. Ed Ng, the James, and Elizabeth Freeman Professor of Management at Bucknell University, tells us about Allyship's three parts; Personal Responsibility, Volunteerism, and True Intentions. For him, authentic Allyship gives you purpose in life and should not be done as a hobby or egoistic acts. Showing up and listening to those who experience stress, trauma, and toxicity because of the emotional damage racism brings, e.g., the murder of George Floyd and the mass shootings, shows empathy for others and cultural humility, which is essential in being a sincere ally. Important Links: 3 Exceptional Highlights: I hope my allyship makes people feel worthy of all the things that I've been fortunate to enjoy and have access to education, economic opportunities, and a happy life. That's what allyship means to me. Being an ally requires personal sacrifice, not something we do out of ego or makes us feel good because we stood up for someone or something. It takes someone with power and influence, in other words, leaders, to do something that can make things better for others. We need more allies in leaders. Show Highlights: What does being an ally mean to Ed Ng and why is it so important? 3:54 Dr. Ed Ng To me, allyship has three parts. First, of course, is taking on personal responsibility to help someone or a group of individuals who experience systemic discrimination so that they can be treated fairly and equitably, just like everybody else. What skills or some qualities a person needs to be an effective ally? 8:20 Dr. Ed Ng There are no qualifications or skills you need to be an ally. Anybody can be an ally, as long as you have good intent. But I feel that there are certain qualities or attributes, or values that one should have to be a good ally. The time he's been best at being an ally, and when he's fallen short of being one 20:57 Dr. Ed Ng I think this occurred last year when someone accused me of using my positional power to provide a voice to a group of scholars for a community who experienced intense trauma. Has he experienced an increase in bias or violence? 34:12 Dr. Ed Ng Fortunately, because I'm in central PA, it's a very small community. I have not personally experienced any violence directed at me. But my parents live in Vancouver, and they have. I have Asian students who are fearful on campus; they don't want to go off-campus. What can you do to be fair to the students who experience different stresses? 38: Dr. Ed Ng I sent an email to all the students in my college after the shootings. My message was really simple: I was available to speak to anyone that day, the next day, the next week, and so on. I wanted them to know that they can turn to someone, even if all they needed was somebody to talk to. Call to Action: Subscribe to Diversity Matters and get exclusive access to all episodes of Beyond the Mill, which is my live diversity dialogues talk show that I host on campus at Rutgers University-Camden. Episode Sponsor Links: Producer Links: Host Social Media Links: Subscribe to Diversity Matters Apple | Google | Spotify | Stitcher

Diversity Matters with Oscar Holmes IV Season 2 Episode 1 Episode Title: Anti-Asian Bias & Edge Book Discussion Guest: Dr. Laura Huang Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: The racism virus sadly continues. During the offseason of The Diversity Matters Podcast, a lot has happened, like the murders of George Floyd, Ahmaud Arbery, and Breonna Taylor. Anti-Asian bias and violence are rising while the deadly pandemic is still ongoing (also known as COVID19). Stereotyping has also been one of several painful struggles of many because others see them as incompetent due to their accent and color. In this episode, Dr. Laura Huang, the author of EDGE: Turning Adversity into Advantage, an award-winning professor at Harvard business school and the creator and co-founder of Project Emplify, shares her knowledge and experiences about disadvantage, bias, and disparities. She says that there are deeper issues behind racism and discrimination that not all people understand. But despite all the draining problems people of color experience, she sees something that's inherently powerful, and that is deep solidarity. Listen as Dr. Laura Huang tells her story about how she met Elon Musk and what she did when he wanted her out of his office. She shares and breaks down the four ways to have an "EDGE" and get an appointment with a very important person you want to meet, like Elon Musk. 3 Exceptional Highlights: When we understand the unique ways in which we can delight our customers, that is the equivalent of being able to have them pause for a second and consider us in a slightly different way so that we can have the opportunity to show them how we enrich and provide value. I appreciate that there's something very inherently powerful, especially around the increasing concerns that we have about race in America, that there is so much deep solidarity. They didn't talk about their accent, but because they were addressing these underlying perceptions and stereotypes, they were able to flip it in their favor and redirect people to their advantages, and positively impact these outcomes. Show Highlights: Why did Dr. Huang decide to write the book EDGE? 3:26 Dr. Huang I had been doing all this research on disadvantages and disparities and people who are underestimated in the workplace and entrepreneurship for the last decade and finding out that these disparities and disadvantages were based on things like subtle signals, cues, and perceptions. If you are a person whose identity group has negative stereotypes, how can you use that stereotype to your advantage? 6:40 Dr. Huang One of the first studies that I ran when I became a researcher was looking at the role of accent or how people communicate. Growing up as a child, I saw both my parents getting turned down for promotion after promotion after promotion. How does one get a meeting with Elon Musk? 22:02 Dr. Huang This meeting was very serendipitous, where a friend of mine was talking about the emergence of the private space industry and thought that I had some things that I could add. And so we showed up at his office to kind of talk about this. What are the four ways to gain the “EDGE”? 27:11 Dr. Huang The title of the book is EDGE but EDGE actually stands for the components of this framework that I developed through my research. The E stands for enrich, the D stands for delight, the G stands for guide and the final E stands for effort. How to eradicate White Supremacy and address Asian American and Pacific Islander violence and bias? 32:20 Dr. Huang It's so easy for the intent to get misconstrued, which is inherently part of the problem. Racism...

Diversity Matters with Oscar Holmes IV Season 1 Episode 6 Season Finale Episode Title: Black LGBTQ Narratives Guest: James Earl Hardy Diversity Matters with Oscar Holmes IV is a podcast that explores all things diversity, equity, and inclusion (DEI) related. In each episode, Oscar and his guests have lively discussions around DEI topics, explore the latest research on the topic, and discuss the implications so that listeners will be more knowledgeable about the topics and be able to apply the insights to their lives. Show Summary: In this episode, James Earl Hardy, the author of the groundbreaking B-Boy Blues series, an honors graduate of Columbia University’s Graduate School of Journalism and an entertainment feature writer and cultural critic for a number of well-known outlets like Entertainment Weekly, Essence, the Advocate, and the Washington Post, shares his coming out story and his motivation to write Black gay and bi narratives. He was still a journalist when the B-Boy Blues series was published in 1994. But he saw the unexpected response in 1995 where he figured that it wasn’t just a one-off thing. He knew back then that it was really about them; the community. According to him, artistic expression can move and change the world if used properly. It is one’s responsibility to speak and stand up against the injustices that we experience daily. And he’s blessed to witness that in his community which supports him and helps spread the message. Description: This episode teaches self-acceptance and courage to speak up and defend the rights of each community that exists all over the world. It explains how writing serves as an instrument to hear different narratives from the lives of the people we think doesn’t exist. Don’t be afraid to let people know who you really are. You deserve to be heard, loved, and accepted. Guest Contact & Promos: 3 Value Bombs: Be fearless not only in your craft but also in your purpose. Is it important to have a community of artisans who do artistic expressions and you're not doing this alone. I don't know what tomorrow brings but I'm doing everything in my power to fight injustices. Show Highlights: Are there ways that you would describe yourself that might not show up in a formal bio but that are important to your sense of self? 3:00 James Well, that's pretty much an open book most to the public. And that's probably because most people assume that the B- Boy Blues series is my story. Which is, which it is, naturally. It definitely is an extension of me. Who and what inspired you to become a writer and to specifically write Black gay and bi narratives? 11:47 James Well, writing to me has always been like breathing. I've always done it. I don't remember ever not doing it. I can't think what would happen if I couldn't. So it's always been a part of me. So, I was doing my thing and having a lot of fun doing it. But it wasn't until B-Boy Blues that I really understood the power of the pen. What is the origin of jood and why do you feel it necessary to keep it alive in your work? 23:41 James Well, actually, the word has been a creation of a very Jewish friend of mine. He's been saying it forever when I was constructing Raheim as a character. I wanted him to have a language that was all his own and so Jood just fits him, perfectly. In the book, Raheim identifies as bisexual. What it important to you to make him bisexual and not just gay? 32:28 James I guess first of all, Raheim doesn't really identify as bisexual is kind of like a convenient marker for other people to tag him as that, as you see with you know, with the world. When they have a conversation about Raheim and Mitchell being a couple. He's a man who has clearly had sex with both sexes, and who finds both sexes attractive. 38:14 James Well, we still have so many from A to Z. I can't really say that those weren't told, because I know many SGL writers who have written stories that very much illuminate other aspects of our lives. So, it's not...