DEI After 5 with Sacha

In this episode of DEI After 5, I’m joined by Minda Harts to talk about what trust really looks like at work—and how to rebuild it when it’s been strained. We unpack her 7 Trust Languages framework and the everyday behaviors that shape credibility, psychological safety, and team culture. If you’re leading through change or trying to strengthen relationships on your team, this conversation will give you clear language and practical ways to move forward. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this episode, we dive into the critical relationship between employee experience and customer experience within the hospitality industry and beyond. Our host, Sacha Thompson and this week's guest, Calvin Stovall discuss the importance of inclusion, emphasizing that erasure and exclusion can significantly impact both employees and customers. The conversation highlights that your employees are also your customers, and a positive employee experience is essential for delivering exceptional customer service. Calvin shares a powerful quote: "There is no positive customer experience until you have a positive employee experience first," underscoring the need for organizations to prioritize their teams. Tune in for valuable insights on fostering an inclusive environment that benefits everyone involved. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this episode of DEI After Five, host Sasha welcomes Calvin Stovall, the Chief Experience Officer of Iconic Presentations, to discuss the vital role of hospitality and customer experience across various industries. Calvin shares insights into his work delivering dynamic keynote presentations focused on customer experience and leadership, emphasizing the importance of these concepts in hospitality, healthcare, and real estate. He also highlights his role in the Advanced Leadership Institute, where he is dedicated to preparing African-Americans for leadership positions. Tune in for an engaging conversation on the intersections of customer experience and diversity in leadership. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this episode of DEI After 5, host Sacha Thompson talks to Dr. Donna Oriowo, a sex and relationship therapist and expert, about the anti-racist and anti-black sentiment that challenges the progress made in DEI circles. Dr. Donna Oriowo speaks about her work in the intersection of DEI, mental health, and sexual health, and provides insights on how we can combat these sentiments and move towards a more inclusive society. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In Part 3 and the final episode with guest Ofentse Lakwane, we explore the importance of genuine commitment from employers towards their employees, moving beyond mere lip service. We discuss how quickly employees can identify insincerity and the necessity for organizations to uphold a higher standard of care and support. They emphasize the significance of accessibility in the workplace, highlighting that everyone, at some point, may require accommodations to succeed. The conversation also touches on the impact of the COVID-19 pandemic, which has altered the way many individuals experience disabilities and necessitated a more inclusive approach in professional settings. Tune in for insights on fostering a supportive work environment that truly values employee well-being. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this week's episode of DEI After 5, we continue our engaging conversation with Ofense Lakwane, diving deeper into the concept of intentionality in creating inclusive workplaces. We explore the distinction between performative actions and genuine efforts, highlighting the importance of not just checking boxes, but truly understanding and addressing the needs of all individuals. A powerful example is shared about the misuse of a wheelchair-accessible stall, illustrating how organizations sometimes fail to deliver on their commitments to accessibility. We discuss the need for organizations to celebrate their successes while also acknowledging areas for improvement, emphasizing that fostering an inclusive culture requires ongoing effort and awareness. Join us as we reflect on what it truly means to create spaces where everyone feels valued and included. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this episode of DEI After 5, host Sacha welcomes accessibility expert Ofentse Lakwane, who discusses the importance of creating truly accessible workplaces rather than just going through the motions with checkbox solutions. Originally from South Africa and now based in the UK, Ofentse brings a unique perspective to the inclusive workplace landscape, with a background in technology consulting, system development, education, and youth unemployment. The conversation explores her startup, Wakari, which conducts accessibility audits and provides training to help organizations build meaningful accessibility practices. Ofentse shares her passion for this work, rooted in her own lived experiences, and emphasizes the need for intentionality in fostering inclusive cultures. Tune in for insights on enhancing workplace accessibility and making a real impact on inclusion efforts. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

In this episode of DEI After 5, we delve into a pivotal article from Big Think, discussing five key recommendations that will reshape leadership development by 2026. The host emphasizes the importance of aligning learning initiatives with business strategies, ensuring that leadership training reflects the core principles of an organization. They highlight the significance of creating a cohesive architecture for learning and development that resonates with leadership principles, moving beyond mere values. This conversation is essential for anyone looking to understand the future direction of organizational training and development, making it relevant across various industries. Tune in to explore how these insights can impact your organization’s approach to learning and development. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

Being a guest on the HCI Podcast gave me the chance to talk about something I care deeply about: how psychological safety becomes the catalyst for workplaces where people can show up fully, speak openly, and actually thrive. At The Equity Equation, this isn’t theory—it’s the core of the work we do every day with leaders, teams, and organizations who want to build cultures where people feel respected, supported, and able to contribute without fear. Why Psychological Safety Matters Psychological safety isn’t a trendy buzzword. It’s a real, human need. At its heart, it means people feel safe enough to take risks—ask a question, share a new idea, admit a mistake, or offer a different point of view—without worrying that it will be used against them later. That’s the foundation of inclusion. You can have the best policies, the most beautifully designed training, or the most diverse team, but if people don’t feel safe enough to speak up, none of it sticks. On the podcast, I talked about how psychological safety has to be an ongoing practice—not something organizations revisit only when there’s a crisis or a compliance requirement. It’s built through consistent actions, honest conversations, and leaders who understand the impact they have on people’s experiences. Where Psychological Safety and Inclusion Meet There’s no way around it: conversations about inclusion have become politicized in ways that often shut people down before the work even begins. But when you strip away the noise, most of us want the exact same thing at work—to be needed, wanted, and valued. Psychological safety is what makes those things possible. When people feel safe, they offer ideas more freely. They speak up about behavior or practices that aren’t working. They share concerns before they become issues. They participate fully instead of holding back. This is inclusion in action—not a checklist, not a statement on a wall, but everyday behaviors shaped by trust. And one of the most important outcomes of psychological safety is that it gives people permission to advocate for themselves and for others. Advocacy isn’t reserved for certain roles or identities. Anyone can notice when something isn’t working for their colleague or their team. Anyone can be part of building a better culture. Allyship Takes More Than Good Intentions We also talked about allyship—and how often the word gets misused. You can’t call yourself an ally without actually doing the work. Allyship isn’t a title; it’s a practice. It’s a choice to use whatever privilege you have to challenge harm, disrupt bias, and make sure people feel supported. This work doesn’t stop the moment it gets uncomfortable. And it doesn’t end with a social media post or a corporate statement. Real allyship looks like risk. It looks like stepping in. It looks like asking yourself: “What am I willing to do—or give up—to make sure someone else is treated fairly?” That kind of courage is only possible in environments where psychological safety already exists. The two are inseparable. Equity Requires Understanding People as Individuals The conversation turned toward equity, and I shared one of my favorite analogies: raising twins. You may love your children equally, but you don’t support them the same way. They need different things to grow. Workplaces are no different. Equality gives everyone the same resources.Equity gives people what they need to succeed. Leaders who understand this spend less time managing tasks and more time understanding the humans doing the work. Employees today want support, coaching, and mentorship—not just direction. They want leaders who can guide, not just supervise. That requires emotional intelligence. It requires curiosity. And yes, it requires psychological safety, because people won’t tell you what they need if they don’t feel safe doing so. Coaching as a Tool for Inclusion One of the things I emphasize often—both in my coaching practice and in the podcast...

Creating spaces where people feel safe, respected, and able to show up as their full selves isn’t just “nice to have” anymore—it’s necessary. As conversations about diversity and inclusion get quieter in some rooms, the need for brave, supportive communities grows louder. Whether you’re learning, leading, or simply trying to navigate today’s workplace culture, empathy, curiosity, and belonging are the foundation of any environment where people can thrive. This theme came through powerfully in my conversation with Gemma Toner of Tone Networks. Her work offers a clear example of what’s possible when we intentionally build communities that put people first. Safe Spaces Are a Lifeline In a moment where formal DEI programs are being scaled back or eliminated, people still need places to learn, ask questions, and connect without fear of being judged. That’s where platforms like Tone Networks shine. Their community was built with accessibility in mind—not just in terms of content, but in terms of comfort. Instead of traditional, rigid learning structures, they create experiences where people can engage, reflect, and grow at their own pace. Anonymous questions, bite-sized content, and a truly welcoming environment make it easier for folks to step in without feeling like they need to perform or “get it right.” When people feel safe, they’re more willing to stretch, listen, and understand. And that matters now more than ever. Empathy as the Entry Point If safe spaces are the goal, empathy is the door we walk through to get there.Empathy doesn’t require us to agree with someone; it requires us to try to understand them. It’s slowing down long enough to ask, “What might be true for them right now?” When we give people grace—recognizing that a tough moment doesn’t define their whole character—we build trust. That trust becomes the foundation for deeper conversations, more honest reflection, and more courageous learning. And it doesn’t end with others. Empathy toward ourselves—especially when we’re overwhelmed or unsure—helps us stay grounded and curious rather than defensive. Curiosity Keeps Us Connected Curiosity helps us move beyond our own lenses. Every one of us brings multiple dimensions of identity into a room—race, gender, family roles, lived experiences, culture, values, and more. Some of those things are visible. Others are not. When we lead with curiosity instead of assumptions, we create space to understand the fuller picture of someone’s identity. This shift moves us from “I know what you need” to “Help me understand your experience.” That mindset makes room for people to bring their whole selves—not just the parts they think will be accepted. Inclusion Means Embracing Our Multidimensional Lives Inclusivity isn’t about building spaces for one group—it’s about building spaces where people with a range of identities feel seen, heard, and supported. Yes, some spaces intentionally center marginalized voices to address the gaps they experience. But that doesn’t make them exclusionary. It means there’s a purpose and a point of connection. It means people get the chance to be understood without having to defend their existence. When everyone is welcomed and encouraged to learn from each other’s lived experiences, communities become richer and more resilient. It’s the opposite of division—it’s intentional connection. Respect and Community Hold It All Together A community can only be as strong as its agreements. Tone Networks models this beautifully by setting boundaries around respect, accountability, and compassion. Those expectations help shape a culture where people feel like they can speak freely and know the space will be held with care. The same applies in workplaces, classrooms, and everyday life.Clear expectations help us protect the emotional safety of the people around us. And when people feel safe, they show up more fully—not just as employees or learners, but as human beings. Personal Growth Is Part of...

When I think about the leaders, teams, and individuals I’ve supported over the years, one truth keeps showing up: mindset is the gateway to transformation. Whether we’re talking about happiness, resilience, purpose, or even navigating workplace stress, the way we frame our experiences shapes the way we move through them. Coaching becomes the vehicle—not because it provides all the answers, but because it gives us the space to ask better questions, build awareness, and shift how we see ourselves and the world around us. Positive psychology gives us a grounding point. At its core, it’s the study of how humans thrive—how joy, connection, meaning, and accomplishment support well-being. What I appreciate most is how it pushes us away from the idea that happiness lives in external markers: the job title, the car, the “perfect” life. It pushes us back toward ourselves. Toward intrinsic motivation. Toward values. Toward the understanding that we create peace from the inside out, not the outside in. And peace isn’t perfection—it’s honest alignment. It’s the moment you realize you can’t keep performing your way into happiness. It’s when you stop arranging your life around the expectations of others and start tuning into who you are, what you need, and what truly matters. That’s where mindset shifts become powerful. A growth-oriented mindset doesn’t ask you to ignore the hard stuff; it asks you to meet it with curiosity instead of fear. It reminds you that setbacks aren’t stop signs—they’re information. So much of the work I do—especially with leaders navigating complex or uncertain environments—comes back to this idea of intentionally cultivating positive emotions. In one of my conversations on the podcast, we talked about the ten positive emotions highlighted in positive psychology: love, joy, serenity, awe, hope, amusement, and others. These emotions aren’t trivial. They’re not fluffy. They’re “peace builders.” They fuel resilience, deepen relationships, and help us shift out of survival mode. Many people are surprised when I say your peace is a skill you can practice.Your joy is a skill.Your optimism and purpose? Skills too. That’s where coaching sits at the intersection of science and lived experience. I often ask clients to identify their joy triggers—small, accessible moments that reset their emotional baseline. A few minutes of anticipation about something exciting. A memory that brings a smile. The comfort of a pet. A moment of gratitude. These tiny shifts matter because they interrupt stress patterns and create room for us to breathe again. This is especially important during tough seasons. I think about a client struggling through a toxic return-to-office mandate. Their stress levels were sky-high. Instead of pushing them to “push through,” we centered on finding small ways to reclaim joy. For them, it was their dogs. That tiny moment of lightness became an anchor in the chaos—proof that even in hard situations, access to joy is still possible. But access to joy isn’t the same for everyone.In fact, it’s not evenly distributed. When I talk to people navigating workplace inequities—especially Black women, women of color, and people whose identities are marginalized—I hear the same themes over and over: exhaustion, suppression of emotion, carrying “strength” as a requirement, not a choice. Generational trauma plays a role here too. Many of us were raised in families where pain was minimized, emotions were tucked away, and pushing through was considered a virtue. That survival mindset served its purpose, but it can keep us from healing. And healing is essential.Not optional. Not indulgent. Essential. Resilience isn’t built from pretending we’re not hurting. It grows when we acknowledge our wounds, seek support, and allow ourselves to process what we’ve been carrying. Coaching helps with the “what’s next”—the forward movement. Counseling helps with the “what happened”—the deeper unpacking. Both matter. Both create room...

If there’s one leadership skill that keeps coming up in every conversation I have—with clients, podcast guests, and leaders navigating the post-pandemic workplace—it’s empathy. Not the “I feel sorry for you” kind. Not sympathy. Real empathy. The kind that helps you actually feel with people, not just observe their struggle from the outside. This skill isn’t soft. It isn’t optional. And it definitely isn’t something you can toggle on only when it’s convenient. Empathy is a leadership muscle. And like any muscle, if you don’t build it intentionally, it won’t be there when you need it. Empathy Isn’t About Fixing—It’s About Connecting In my conversation with consultant and engineer Erin Thorpe on DEI After 5, she described the trap so many leaders fall into: problem-solving their way through people issues. Think of it like having a hammer. It’s useful for certain tasks. But if everything is treated like a nail, you’re going to do more harm than good. No one wants to be “fixed.”People want to be understood. Empathy is the tool leaders often overlook in their toolbox—the one that helps you slow down, get curious, and genuinely connect with the human in front of you. It asks you to step into their world long enough to understand what’s happening beneath the surface. The First Step: Build Your Emotional Capacity Before leaders can extend empathy to others, they have to be willing to feel their own emotions. And let’s be honest: many of us were taught to leave feelings at the door and “be professional.” But today’s workplace doesn’t reward emotional disconnection. It demands emotional capacity. Start small. Erin talked about using the shower as a safe place to acknowledge your emotions—no emails, no team requests, no interruptions. Just you and whatever’s bubbling up. Practicing this regularly makes it easier to hold space when your team brings their emotions to you. Because here’s the truth:You can’t support what you don’t understand.And you can’t understand what you refuse to feel. Name the Emotion Before You Respond to It Most people can identify four emotions: happy, sad, angry, frustrated. But there are layers beneath each one. Tools like the “emotion wheel” can help you name what’s actually going on—disappointment, overwhelm, shame, discouragement, excitement, anticipation. Being able to name an emotion helps you regulate it. And if you can regulate yours, you’ll be far better equipped to support someone else. This is why emotional intelligence is so tied to effective leadership. It’s not about perfect composure—it’s about honest awareness. Your Body Already Knows What’s Going On Verbal communication only tells part of the story. The rest shows up in body language—crossed arms, fidgeting, leaning away from the screen, avoiding eye contact, a quick smirk that flashes and disappears. Most leaders notice these cues without knowing what to do with them. Here’s where empathy comes in. Instead of assuming, lead with curiosity: * “I’m picking up something—what’s coming up for you right now?” * “I noticed you leaned back when that topic came up. Tell me more.” When you see a cue, don’t ignore it. Check it, explore it, understand it. This attention doesn’t slow down productivity. It accelerates it. People work better when they feel seen. Emotions Are a Part of Inclusion Everyone expresses emotions differently. Some people shut down. Some people get loud. Some tear up. Some fling a hammer across the room (yes, that actually happens on job sites). What matters is this:Emotions are human.And inclusion is not possible without making room for that humanity. Too often, tears get labeled as “unprofessional,” especially for women. Anger gets labeled as “aggressive,” especially for women of color. Both interpretations are rooted in bias, not truth. You can’t build an inclusive workplace while demanding emotional sameness. True inclusion means creating space for people to show up as they are—and not punishing them for...

Leadership today demands more than vision or authority—it requires trust. In workplaces where uncertainty and change are constant, the leaders who succeed are those who create environments where people feel safe, supported, and empowered to deliver their best work. As Damian Goldvarg shared in our recent conversation, effective leadership is not about control—it’s about cultivating trust and accountability so that teams can thrive without micromanagement. Trust is not a soft skill—it’s a strategic one. When leaders trust their teams, they create the conditions for psychological safety, innovation, and shared ownership. When that trust is missing, fear fills the void. Micromanagement takes over, creativity stalls, and engagement plummets. The foundation of effective leadership lies in understanding that trust enables accountability without micromanagement. Teams that operate from a place of trust know what’s expected of them and have the confidence to deliver. They hold themselves accountable not because they’re being watched, but because they’re invested in the outcome. Trust Is a Choice We Make Trust doesn’t happen by default—it’s a choice, an intentional decision we make every day in our interactions. Some people give it freely; others hold it close, shaped by past experiences or team dynamics. For leaders, understanding their own relationship with trust is the first step toward building it. When leaders choose to trust, they communicate belief in their team’s competence and integrity. When they don’t, that skepticism often gets mirrored back. The energy of distrust—whether it shows up in tone, body language, or behavior—can create a cycle of fear and disengagement. That’s why the most effective leaders cultivate self-awareness and curiosity. Instead of asking, “Why did this go wrong?” they ask, “What’s behind this?” or “What support might be needed here?” This shift from judgment to inquiry transforms how teams operate. Embrace Discomfort to Build Trust Building trust often means stepping into uncomfortable territory. Whether it’s addressing performance issues, navigating layoffs, or discussing mental health, leaders must be willing to engage in conversations that stretch them. Avoiding discomfort may protect leaders from awkward moments—but it prevents growth. In contrast, embracing discomfort builds credibility. When leaders demonstrate that they’re willing to have hard conversations with honesty and care, they model the very accountability they expect from others. As Damian noted, discomfort is not a signal to retreat—it’s an invitation to deepen trust. Asking questions like “What’s the worst that can happen?” or “What do you need from me right now?” helps to reframe fear into opportunity. Developing Your Inner Coaching Voice Leadership requires a new kind of fluency—one rooted in self-reflection and emotional intelligence. The inner coaching voice is that quiet guide that helps leaders pause, assess, and respond rather than react. When we work with external coaches, over time we begin to internalize their guidance. That becomes our inner coach—the voice that reminds us to breathe before responding, to question assumptions, to align actions with values. Developing this inner voice helps leaders model what self-accountability looks like. It also helps leaders navigate emotional triggers and stay grounded when challenges arise. Leaders who can name their emotions, understand their impact, and stay centered during conflict create stability for others. They embody psychological safety in action. Human-Centered Leadership Is the Future The traditional command-and-control models of leadership no longer work in a world where people crave meaning, connection, and trust. Human-centered leadership focuses on people first—recognizing that performance follows well-being. This kind of leadership blends empathy, coaching, and emotional intelligence with clarity and accountability. It’s not about being “soft”; it’s...

In this episode of DEI After Five, host [Host Name] welcomes author and organizational psychologist Damian Goldvarg to discuss his book, "Lead with a Coaching Mindset." The conversation focuses on the urgent need for a shift in leadership from project management to a more human-centered approach, especially in today's complex times. Damian shares his extensive background in psychology and leadership development, highlighting his experience training leaders around the world for over two decades. Tune in to discover valuable insights on how adopting a coaching mindset can transform leadership practices and foster more effective team dynamics. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

Let’s be honest—most onboarding experiences are forgettable at best and overwhelming at worst. Yet for many organizations, the way they welcome new employees hasn’t kept up. Traditional onboarding often feels like a box to check—an administrative marathon of paperwork, policies, and PowerPoints. But in a world where people are craving connection, clarity, and belonging, that approach simply doesn’t work anymore. As discussed in a recent DEI After 5 episode, embracing change—especially when it comes to how we onboard—can be a powerful catalyst for growth, both for individuals and organizations. Why Onboarding Needs to Change We know that employees decide whether they’ll stay with an organization within their first few months—and for Generation Z, that decision happens even faster. According to recent data, 20% of Gen Z employees quit because of poor onboarding, and 8% leave within the first 90 days if the experience doesn’t meet expectations. That’s not just a retention problem—it’s a culture problem. Gen Z and younger millennials are entering the workforce with a clear set of values. They want to understand what a company stands for from day one. In fact, 62% of women and 42% of men in Gen Z expect to learn about their organization’s diversity, equity, and inclusion (DEI) policies during onboarding. This isn’t just a “nice-to-have” feature—it’s foundational to how they decide whether they belong. When onboarding fails to answer those deeper questions—Do I fit here? Is this a place where I can grow? Will my voice matter?—employees start to disengage before they’ve even begun. From Administrative to Transformational Effective onboarding is no longer about checklists—it’s about connection. It’s an invitation to embrace change, to build trust, and to set the tone for psychological safety from day one. Organizations that get this right are moving from “orientation sessions” to onboarding experiences—interactive, personalized, and grounded in the company’s values and culture. Instead of overwhelming new hires with information, they’re creating space for exploration and engagement. In the podcast, we explored how today’s employees are wired for interactivity. They grew up in digital spaces that reward curiosity and participation. Sitting through hours of dense slides? That’s a fast track to disengagement. In fact, 75% of Gen Z admits to skipping or fast-forwarding through boring onboarding content. Modern onboarding should mirror how people learn and connect today: * Short, engaging videos that bring your culture and values to life. * Interactive learning tools that reinforce understanding instead of memorization. * Opportunities for dialogue, where new hires can safely ask questions without fear of judgment. * Stories and experiences that show—not just tell—how your organization lives its values. Psychological Safety Starts on Day One A powerful theme from the podcast was the link between effective onboarding and psychological safety. When employees feel comfortable asking questions, sharing feedback, or admitting what they don’t know, they’re more likely to succeed—and stay. But when onboarding is rigid or transactional, it sends an early signal: “We care more about compliance than connection.” And that’s where disengagement begins. By reframing onboarding as the first act of culture-building, organizations can demonstrate trust and transparency immediately. That first impression becomes the foundation for engagement, innovation, and long-term commitment. Embracing Change for Growth Embracing change—whether in how we work, lead, or onboard—requires adaptability and courage. It’s about stepping outside of what’s comfortable to build something that actually resonates. The most successful organizations are those that view onboarding not as a one-time event, but as an evolving process of integration and growth. They understand that people don’t just need information—they need belonging. When leaders create space...

In this episode of DEI After 5, Sacha reflects on the future of diversity, equity, and inclusion (DEI) work in organizations. Addressing a recent question posed by a caller, the discussion emphasizes that while the specific terminology around DEI may evolve, the essence of the work remains crucial due to our inherent diversity as humans. She notes a shift in organizational needs, moving away from one-off workshops towards a deeper focus on cultural transformation, rebuilding trust, and addressing past harms. This episode explores the importance of psychological safety and the end goals of DEI efforts, particularly regarding representation and inclusivity in the workplace. Tune in for insights on creating effective and lasting change in organizational culture. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe

Artificial Intelligence (AI) is transforming how we work, hire, and even how we define success—but it’s also quietly reshaping conversations around diversity, equity, and inclusion (DEI). While AI promises efficiency and data-driven insights, it also poses serious risks when bias goes unchecked. On a recent episode of DEI After 5, I sat down with Dr. Alexandra Zelin to unpack what this means for today’s workplaces—and for the future of inclusive leadership. The Promise and Peril of AI in the Workplace AI’s rise has brought undeniable innovation. From streamlining hiring processes to identifying performance trends, organizations are using AI tools to make quicker, more “objective” decisions. But as Dr. Zelin pointed out, objectivity is an illusion if the data behind these systems isn’t diverse or equitable. AI learns from the data it’s fed. When that data reflects historical inequities—like the underrepresentation of women and people of color in leadership roles—it doesn’t correct the problem; it reinforces it. We’ve seen this play out in hiring algorithms that favor men’s resumes or in medical research where AI models fail to recognize symptoms in women or nonwhite patients because the training data lacked diversity. Simply put: if the inputs are biased, the outputs will be too. Why Diverse Data Matters Diverse data isn’t just a technical issue—it’s an ethical one. When data reflects only a narrow slice of the population, it limits opportunity for everyone else. Dr. Zelin used Amazon’s hiring experiment as a cautionary tale: when the company trained an algorithm on resumes from existing employees (mostly white men), the system learned to favor similar candidates. Instead of broadening opportunity, it replicated exclusion. This is why diversity in AI data sets is critical. It’s not enough for technology to be innovative—it must also be inclusive. That means bringing in voices from underrepresented groups not just as subjects of the data, but as creators, testers, and decision-makers in the design process. The Role of History in Modern Data Data doesn’t exist in a vacuum. Historical context shapes it—and ignoring that context can lead to devastating blind spots. Consider how redlining continues to influence school funding and neighborhood investment, or how standardized tests like the SAT privilege certain cultural experiences. These systemic biases become baked into the data that AI learns from, creating a self-reinforcing cycle. If we don’t account for those historical inequities, AI will simply digitize discrimination under the guise of neutrality. That’s why inclusive design and critical data review are so important—because fairness isn’t automatic. It has to be built. Laws Are Catching Up Some progress is being made. New York City, for example, has passed legislation requiring companies to disclose when they use AI in hiring and to conduct equity audits of their systems. These laws are a step toward greater transparency and accountability, helping ensure that technology doesn’t operate unchecked behind closed doors. While these regulations don’t yet capture the full complexity of intersectional discrimination, they open the door to necessary scrutiny. They challenge organizations to look beyond surface-level diversity numbers and confront systemic barriers that limit access and opportunity. AI and Workplace Equity Analysis Beyond hiring, AI can also be used for good—to uncover inequities within organizations. When trained responsibly, AI can analyze patterns in promotions, pay, and engagement to reveal where disparities exist. It can help organizations ask better questions: Who gets access to stretch assignments? Whose feedback is taken seriously? Who’s being left behind? But again, AI is a tool, not a cure. It requires human oversight, context, and ethical interpretation. Numbers alone can’t tell the full story of someone’s experience at work. Humans must interpret what the data means—and decide what to do...

Artificial intelligence is changing everything.How we work, how we make decisions, and how we connect with one another. But as powerful as AI is, it also carries the risk of reinforcing the very inequities many of us have spent years trying to dismantle. Inclusion in AI isn’t just a technical issue — it’s a human one. As we continue to integrate AI into everyday life — from hiring and lending to healthcare and education — we must ensure these systems reflect the full diversity of the people they serve. The Problem with Biased Data AI systems are only as good as the data we feed them. When that data is incomplete or biased, the results can be harmful. A facial recognition system trained primarily on lighter skin tones struggles to identify darker ones.A healthcare algorithm trained on white patients misdiagnoses patients of color. These aren’t “what if” scenarios — they’re real-world examples of what happens when inclusion isn’t built in from the start. Bias in AI happens when development teams lack diversity, when datasets don’t represent real populations, and when ethical concerns are treated as add-ons instead of fundamentals. Valuing Diversity in AI Development Inclusion starts with who’s at the table.When teams are diverse across race, gender, culture, and lived experience, they bring perspectives that identify blind spots others might miss. This isn’t just about fairness — it’s about better outcomes. Diverse teams design more adaptive, ethical, and market-ready tools. Organizations must embed values, equity, and accountability into their AI strategies — not as PR afterthoughts but as guiding principles. A truly inclusive culture listens to those most impacted, prioritizes accessibility, and makes ethical conversations part of how innovation happens. Empowering Communities to Lead Solutions Communities know their own needs best. When we empower them with the tools and data to solve problems, solutions become more sustainable and relevant. In AI, this means involving communities in design, not just testing.When farmers use AI to predict droughts based on local data — or healthcare systems integrate community health data into diagnostics — the outcomes are more accurate, fair, and impactful. Consumers also play a role by being conscious of how our data is used and advocating for transparency and fairness. Inclusion in AI is a collective effort — not just a corporate one. Inclusive Culture = Responsible AI Responsible AI starts with culture. Psychological safety within organizations allows people to raise concerns about bias or harm without fear. That’s how innovation and accountability grow together. True AI governance requires more than just engineers — it needs ethicists, sociologists, and community voices. Responsible AI isn’t just about algorithms; it’s about aligning technology with human values like fairness, trust, and equity. Inclusion Drives Business Success Let’s be clear — inclusion isn’t just a moral imperative. It’s a strategic advantage. Inclusive organizations make better decisions, innovate faster, and attract top talent. In AI and data science, diversity of thought leads to better products and fewer ethical pitfalls. When technical and non-technical teams collaborate effectively, they build tools that serve broader audiences and strengthen brand trust — the foundation for sustainable growth. The Power of Community Connection At the heart of all innovation is connection. AI may be powered by data, but its impact is deeply human. Strong communities — within organizations and across sectors — are what make inclusive, ethical technology possible. When people feel connected, supported, and valued, they bring the creativity and courage needed to build tools that reflect the world we want, not just the one we have. Community isn’t just about belonging; it’s about resilience — aligning purpose with progress. Final Thought Inclusion in AI is not optional — it’s essential. It’s how we...

In today’s diverse and interconnected world, effective marketing requires more than clever slogans or broad demographic data—it requires understanding people. That was the heart of my conversation with Hernan Tagliani, who emphasized why representation and cultural relevance are critical to building authentic connections with consumers. Too often, brands rely on general market research and assume it will apply to multicultural audiences. The result? Campaigns that fall flat because they treat groups like the Hispanic community, for example, as one-dimensional. The reality is far more complex—language, culture, regional differences, and generational dynamics all influence consumer behavior. Why Cultural Nuance Matters A common misstep brands make is translating a campaign into another language and calling it multicultural marketing. But language alone isn’t enough. Culture outweighs translation. A campaign that resonates in Mexico may not land the same way in Miami or Los Angeles, even though the audience may all identify as Hispanic. Similarly, Caribbean, American-born Black, and African immigrants each bring unique lived experiences that shape their consumer behavior. To ignore these nuances is to miss the heart of what truly connects with people. Research Beyond the Basics Real engagement begins with research that goes deeper than age, income, or education levels. Hernan shared how understanding that many Hispanic consumers live in multigenerational households can shape campaigns that speak to both younger and older family members. Or how knowing that Hispanic consumers are highly active online informs where and how brands should show up. When companies commit to uncovering the “DNA” of their consumers—what drives them, what matters most, what builds loyalty—they uncover opportunities that generic data will never reveal. Representation at the Table Representation isn’t just about the people in ads—it’s about who makes the decisions. Diverse voices in marketing teams and leadership are essential to asking the right questions and challenging assumptions. Without them, brands risk missing cultural signals, alienating customers, and leaving revenue on the table. The data is clear: diverse communities, especially Latino and Black consumers, are not niche markets. They represent trillions in spending power and are driving much of the population and workforce growth in the U.S. Multicultural Marketing Drives Growth Between 2010 and 2030, Latinos alone are expected to account for more than half of new homeowners in the U.S. By 2045, White consumers will no longer be the majority. These demographic shifts aren’t projections to consider “someday.” They are happening now. Brands that fail to reallocate budgets and strategies to align with multicultural growth are actively missing opportunities to build long-term loyalty and market share. And let’s not forget: we live in a global economy. Consumers don’t only compare brands locally—they compare experiences worldwide. A marketing campaign must resonate not just across borders of language, but across borders of culture and identity. Moving Beyond Quotas This isn’t about checking a diversity box. It’s about building campaigns and teams that reflect the audiences we want to reach. It’s about making cultural relevance and representation part of the core business strategy, not an afterthought. Hernan put it plainly: if you’re not prioritizing multicultural marketing, you’re already behind your competition. Final Thoughts Marketing is, at its core, about connection. That connection comes from understanding people not as statistics, but as individuals with unique stories, cultures, and preferences. By investing in research, elevating diverse voices, and tailoring strategies to cultural realities, brands can create campaigns that don’t just sell products but foster trust, loyalty, and meaningful relationships. Representation isn’t just powerful—it’s profitable. And in today’s...

In today’s marketplace, the role of multicultural consumers isn’t just important—it’s essential. During this week’s DEI After 5 episode, I sat down with Hernan Tagliani, an expert in multicultural marketing, to unpack why brands must stop treating cultural celebrations like Hispanic Heritage Month as optional or seasonal gestures. We started by calling out something many of us notice: some companies go all out for certain commemorative months but remain silent during others. That silence is not neutral. It sends a message about who and what a brand values. Hernan pointed to companies like E.L.F. Beauty that have made multicultural marketing a core part of their DNA—and the results show in their growth. Contrast that with brands that shy away or do nothing, and you see the difference between thriving and being left behind. The data is clear. Forty-four percent of consumers today identify as multicultural, and that number will reach 48% by 2027. Among Millennials and Gen Z—the generations already shaping culture and purchasing power—over half identify as multicultural. That’s not a niche market; that’s the market. Ignoring it isn’t just a missed opportunity, it’s a risk to your brand’s relevance. Hernan also highlighted the growth within the Hispanic community in particular. Sixty-seven percent of Hispanics in the U.S. are U.S.-born, and more than half live in middle and upper-class households. Eleven percent are considered affluent. This is a demographic with spending power, influence, and an expectation that brands will see them, respect them, and engage authentically. And here’s the key word: authenticity. Consumers today are savvy. They know when a brand is simply checking a box versus making a real commitment. The Target backlash we discussed is a good reminder: you can’t claim to support diverse communities in your marketing and then pull back when there’s pushback. That erodes trust quickly. So what does authenticity look like? It’s about weaving diversity into your strategy year-round, not just during heritage months. It’s about investing in diverse businesses, elevating diverse voices, and building marketing campaigns that reflect the lived realities of your consumers. It’s about being bold—loud and proud, as Hernan says—because your consumers are watching, and they want to know if you’re willing to stand by your values. The bottom line is this: engaging multicultural consumers isn’t just a marketing tactic; it’s a business imperative. The brands that embrace inclusivity and cultural relevance authentically will not only deepen loyalty but also drive long-term growth. The ones that don’t will find themselves struggling to keep up in a marketplace that’s moving on without them. As Hernan reminds us, the time for action is now. Cultural celebrations are not checkboxes on a calendar—they are opportunities to connect, to engage, and to grow. Brands that take them seriously, with authenticity and courage, will thrive in the diverse future that’s already here. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe