ROI of DEI

We covered topics - What go you into Disability Inclusion?- What does “beyond compliance” and towards actionable inclusion look like in practice?- As a legally blind researcher, what do leaders often misunderstand about accessibility?- What is one research-backed idea that every organisation could implement quickly?- What does the work of IEP Sensei focuses on?- How do you share success stories that resonate with non-DEI leaders?- If you had 90 days inside one organisation with no new budget, what would you change first?- What’s the hardest part of getting a budget signed off for the work you do?- What does the ROI of DEI mean to you?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/treasa-praino/?isSelfProfile=false ) Website - iepsensei.com writeforsuccess.orgCalendly - https://calendly.com/treasa-praino-writeforsuccess/speaking-inquiry-20-minutes ----Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - How do you help your clients?- What’s your most controversial belief about Human Capital that most people in our field would disagree with? - Finish this sentence: “Most organisations underestimate the financial value of their people because…”- What is usually broken in the system when managers feel they have to micromanage?- You worked on an initiative at ABB that you say resulted in approximately £250K in savings. Take us back to the beginning. What business problem were you actually trying to solve?- How did you used the evidence and showed it to leaders and what happened?- When does saved time become genuine financial value, rather than simply theoretical capacity?- If you had 90 days and NO new budget, what exact steps would you take in the organisation show ROI? - Your promise is essentially better productivity without micromanagement. How do those two things connect?- What's one people problem organisations keep treating as emotional that should actually be treated as an operational or financial problem?- If a CFO gave you 60 seconds to explain why Human Capital belongs in the financial conversation, what would you say?- What's one Human Capital number you think every executive team should know but probably doesn't?- What does the ROI of Human Capital mean to you?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/hazraatkinson/ ) ----Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - How is AI really changing the workforce?- What human capabilities should companies protect as AI grows?- What does ethical AI actually look like in practice?- Can AI make a workplace less fair without leaders noticing?- What is the business cost of getting AI ethics wrong?- How do you measure the ROI of responsible AI?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/adblanche/ ) Website - aubreyblanche.com Newsletters - https://www.linkedin.com/newsletters/the-mathpath-notes-7472885177921372160https://www.linkedin.com/newsletters/people-over-platforms-7503355832764379136----Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - What is one thing HR professionals need to stop talking about if they want business leaders to take HR more seriously?- You describe yourself as a People Economist. What does that mean, and how is that different from the way traditional HR thinks about people?- When you create a Human Capital P&L, what are the hidden people costs that you often find businesses aren't measuring?- If you opened the P&L of a growing business, which people-related numbers would you look at first to understand whether the business has a people problem?- What is unique about your People Risk Audit?- If an HR leader walked into a CFO's office tomorrow, what three numbers should they understand well enough to have a credible business conversation?- If you had 90 days and NO new budget what would be the first thing would you do?- What’s one thing companies should STOP doing, and one thing they should START doing, if they actually want business results?- If this episode was going to be played in every CFO’s office tomorrow, what 60‑second message would you give them?- If a skeptical leader is listening to this, what would you say to them?- What does the ROI of people and culture means to you?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/alexia-c-a0755149/ ) Website - aconsultancyhr.com ----Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Why are culture problems mostly invisible?- What’s your most controversial belief about culture that most leaders would disagree with? - What does culture converted to action by lean scenes means?- Let’s talk about the £250k story. What happened?- What did you actually measure inside the recruitment agency?- How confident can we be that culture contributed to the sales increase?- What surprised you most when you saw the results?- You describe your approach as modular. What does that mean in practice?- What’s one thing companies should STOP doing, and one thing they should START doing, if they actually want business results from culture?- If this episode was going to be played in every CFO’s office tomorrow, what 60‑second message would you give them? - If a consultant shares this episode with a skeptical leader, what part of our conversation do you hope they replay? - If some is working with you what would be the budget for the first 90 days- What is the challenge you face in getting budget approval and how do you solve it?- What does the ROI of DEI mean to you?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/zak-moore/ ) Website - timeandemotion.com----Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Your journey into Resilience Advocate- What did you have to rediscover about yourself?- What impact do you want to create as a speaker?- What has your experience taught you about resilience that most people misunderstand?- What do you wish workplaces understood about people who have faced life-changing setbacks?- How can someone move from feeling sidelined to rebuilding purpose, confidence, and contribution?- What metrics or signals should organisations look at to understand whether they are truly becoming more inclusive for disabled people?- What are the 3 big stages you want to speak on? - How many speaking engagements would you love to do per year?- What’s the hardest part of getting a budget signed off for a speaking engagement?- What does the ROI of DEI mean to you?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/immandysalas/ ) Website - mandysalas.com ----Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Your journey into Anti-Bias work- What impact do you want to create?- What are your core offers?- What changes in business when you work with them?- Which organisations do you serve and what are their headcount? - What offer felt effortless to sell, and why did it work?- How do you respond to “We don’t have the budget”?- How do you explain the ROI of DEI to sceptical buyers?- What’s your most controversial belief about culture that most peoplein our field would disagree with?- Finish this sentence: “Most companies are wasting money on culture because…”- What does it really take to hit six figures in this field?- If you had 90 days inside one organisation with no new budget, what would you change first?- What’s the hardest part of getting a budget signed off for the work you do?- What does the ROI of DEI mean to you?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/victoria-verlezza/ ) Website - victoriaverlezza.com ----Download the white paper ROI of DEI, ⁠click here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Your career started in advertising and communication before moving deeply into DEI. What pulled you towards diversity and inclusion?- You’ve spent more than a decade helping organisations attract, retain and develop diverse talent. What have you learned about what actually makes an inclusive culture work?- Inclusive leadership is a big part of your work, from management training to board consulting. What do leaders tend to misunderstand about their role in creating inclusion?- You describe your approach as data-driven DEI. What does “data-driven” mean in practice, beyond simply collecting representation or engagement numbers?- When organisations invest in inclusive recruitment, leadership or talent retention, where do you think the strongest business case for that investment can be found?- When you think about the best client you’ve ever helped, what actually changed in their business?- If you had 90 days inside one organisation with no new budget, what would you change first?- What’s the hardest part of getting a budget signed off for the work you do?- What does the ROI of DEI mean to you?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/wendybroersen/ ) Website - wendybroersen.nl----Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠

We covered topics - Your journey into Belonging- What impact do you want to create?- Many leaders still describe belonging as a "soft" topic. Have we simply been looking in the wrong place for its cost?- You've worked with executive leaders. What changes when those legal costs are no longer absorbed by HR or Legal, but attached to the P&L of the manager tied to the bonus?- Most organisations see that as a Talent Acquisition problem. Why is that the wrong way to think about it?- Once legal outcomes are linked, & If the full cost of replacing employees appeared on a manager's P&L, how do you think their leadership priorities would change?- In your experience, how does a lack of belonging eventually show up as legal exposure, whether through EEO complaints, discrimination cases, grievances, or investigations?- Once someone is hired, the next invisible cost is capability. How closely do belonging, learning, and productivity actually connect?- Engagement surveys often end up as HR reports. What changes when engagement scores become part of a manager's own performance review?- If every executive listening today could make just one invisible cost visible inside their organisation next quarter, which one would create the biggest improvement in belonging and business performance?- If you had 90 days inside one organisation with no new budget, what would you change first?- I love when you say If I have to show the ROI of DEI, you are not my client, How did you develop this confidence in the current market?- What does the ROI of DEI mean to you?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/christopherbylone/ ) Website - alwayschristopher.com----Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠vikra⁠[email protected]

We covered topics - Your journey into Inclusion- What impact do you want to create?- You say you are often brought in to “defuse situations.” What does that usually look like inside an organisation?- What is the difference between making people aware of inclusion and making direct changes that people can actually experience at work?- How do you explain the business value of creating work environments where people can work safely?- What are the hidden costs when organizations ignore conflict, exclusion, or unclear communication?- What metrics or signals could leaders track to understand whether inclusion is improving the workplace?- If you had 90 days inside one organisation with no new budget, what would you change first?- What’s the hardest part of getting a budget signed off for the work you do?- What does the ROI of DEI mean to you?----Important LinksGuest - LinkedIn ( https://www.linkedin.com/in/beccsriley/?locale=en ) Website - beccsriley.de----Join my weekday newsletter, ROI of DEI Sign up here⁠ → ROIofDEI.ai⁠ Any feedback? please email ⁠[email protected]⁠