202: UC Berkeley’s Focus on People and Culture

What’s wrong with the term, Human Resources? In this enlightening conversation, Eugene Whitlock explains why he prefers People and Culture. He also describes the valuable work his DEI team has done to put in place an Equity Training Series and an Inclusive Leadership Academy for faculty and staff.

Eugene is Associate Vice Chancellor for Human Resources and the Chief People & Culture Officer at the University of California Berkeley. Eugene leads a 75-person human resources department including talent acquisition, people and organization development, employee and labor relations, total rewards, diversity equity, inclusion and belonging, and human resources information systems. During his time at UC Berkeley, Eugene has emphasized the creation of a workplace where everyone can be themselves and feel like they belong.

You’ll discover:

What Eugene did when he became a leader for the first time
Why he’s a big believer in feedback
The reason for changing from Human Resources to People and Culture
Why Eugene set up a DEI team and the programs now offered to faculty and staff
Two research projects in the Psychology Department and the Haas School of Business that Eugene is involved with

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Eugene’s Resource

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UC Berkeley’s GROW Program Offerings

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180: A Leader Who Checks His Ego at the Door

What does it look like when you “Put People First?” My guest Mark McNally describes what how it works in his company, and it starts with listening to learn from the people around him. He’s a leader who isn’t afraid to say he loves the people he works with.

Mark is the Founder and Chief Nobody at Nobody Studios. He’s been involved in 15 start-ups over the course of his career, so he knows a thing or two about what it takes to create and maintain a successful business. I love the emphasis he puts on the PEOPLE side, and during our conversation you’ll see why and how he does that.

You’ll discover:

The story behind the founding and the name of Nobody Studios
Why Mark says communication is the key
The kind of culture Mark is creating in his company
The distinction Mark makes between leadership and culture
What he learned in the Army Special Ops that serves him well today

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Mark’s Resources

Website

Nobody Studios

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172: Empowering Women to Create Greater Impact

Did you know that women lost 36 years of progress in 2020 alone? That’s a startling statistic from the World Economic Forum, and Jane Finette is committed to reversing that trend.

Jane is the Founder and Executive Director of The Coaching Fellowship, a nonprofit organization dedicated to the development of young women leaders in social and environmental change. Jane has dedicated her life to achieving equality for women — empowering them to create impact and build the world of tomorrow, today. She’s the author of Unlocked: How Empowered Women Empower Women, which is a must-read to understand the challenges women around the world have faced and are still facing today.

You’ll discover:

Why Jane founded The Coaching Fellowship and what she wants to achieve with it
Why women lost 36 years of progress in 2020—what happened and what was lost
Why people should care about gender equality
Specific steps women can take individually to support other women
What men can do to support equality for women

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Jane’s Resources

Website

Jane Finette

The Coaching Fellowship

Book

Unlocked: How Empowered Women Empower Women

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116: Creating Civility and Respect at Work

What if there were a way to create a workplace (and world!) where people genuinely respect those who aren’t like them? That’s the focus of Robin Rosenberg’s work. As CEO and Founder of Live in Their World, Robin combines her expertise as a clinical psychologist with her passion for using Virtual Reality for good. Join our conversation to learn about the programs she’s created to help all employees of a company become more sensitive to bias and its effects…and develop more respectful and productive ways to interact with each other.

Robin is board certified in clinical psychology by the American Board of Professional Psychology, and a Fellow of the American Academy of Clinical Psychology. She has taught psychology classes at Harvard University and Lesley University and has written psychology textbooks. She’s also had psychotherapy and coaching practices in the San Francisco Bay Area and New York City.

You’ll discover:

How Robin defines civility in the workplace
Why she prefers the sequence of Equity, Inclusion and Diversity (EID) instead of DEI.
The impact on workplace behavior when someone is able to experience virtually what another person goes through when being disrespected
The challenges of remote and hybrid work environments…and how to overcome them

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Robin’s Website

Live in Their World

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096: How to Build a Diverse and Inclusive Culture

Diversity, Equity and Inclusion are hot topics these days, and rightly so. Do you know all the facets involved in addressing each of these in the workplace? If not, catch this important interview with my guest, Sarah Tabet. She shares behaviors we might unconsciously engaged in that could be perceived as a micro-aggression by the other person.

Sarah is Global Human Resources Director at Schneider Electric in Dubai and a business partner to senior leaders in the area of Diversity and Inclusion. Sarah has more than a decade of multi-national experience in the human resources field. She’s passionate about D&I and has even written a book to raise awareness and introduce strategies: Inclusion Starts with U: A Call to Spread a Culture of Inclusion to All Diversities.

You’ll discover:

Events that created Sarah’s passion for these topics
The distinction between Diversity and Inclusion
Negative consequences for not addressing their importance and relevance at work
The three elements that are essential for building a diverse, inclusive culture
Factors that influence compensation and opportunities for advancement for women

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