Kanarys Inc's guest appearances

Kanarys Inc

HRchat Podcast

Whitney Johnson

Chris Bailey

Trevor Noah

John Butler

Chris Lee

Simon Sinek

Albert Qian

Mark Babbitt

Kathy Caprino

Joey Price

Chris Russell

Sarah Wilson

Kevin Harrington

Janet Stovall

Mark Timm

OwlTail

Mandy Price

In this HRchat episode, we ask what it really means to be a diverse, inclusive, and equitable employer in a world forever changed by the murder of George Floyd and the impetus that gave to the global Black Lives Matter movement?Bill's guest this time is Mandy Price, an advocate for DEI and the CEO and co-founder of Kanarys, Inc., a tech company taking a holistic approach to solving Diversity, Equity, and Inclusion (DEI) challenges enabling companies to immediately take action towards systemic change. Mandy was named a Top 100 HR Tech Influencer of 2021 by Human Resource Executive, and she and her co-founder, Star Carter, were recognized as two of Entrepreneur magazine’s Top 100 Most Powerful Women of 2020. Questions include:You're quoted as saying "diversity equity, inclusion issues ... are difficult to diagnose ... but organizations need ... help to diagnose them to understand exactly what, from an institutional basis, needs to be changed to ensure that they are promoting that healthy workplace." How can companies get to a place where they accept they need to diagnose their DEI policies? What needs to change in the leadership's mindset?What goes into diagnosing the DEI efforts of a company? What are the typical challenges faced by HR leaders keen to make a change? Where do they begin?In an interview for D Magazine, you say "We make assumptions about people we don’t know, and those prejudices are often dissolved through real connection." What does 'real connection' mean in the context of building an equitable and welcoming company culture? A 2015 Deloitte survey found that 83 percent of Millennials are actively engaged if they believe the company fosters an inclusive culture, while only 60 percent of millennials are actively engaged within work environments that do not promote inclusivity. As we go through a very fierce war for top Millennial and Gen Z talent, what are the tangible things that companies can do to prove their employer brand stands for DEI? share examplesWhat does it really mean to be a diverse, inclusive, equitable, and attractive employer brand in a world forever changed by the murder of George Floyd and the impetus that gave to the global Black Lives Matter movement?We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

In this HRchat episode, we ask what it really means to be a diverse, inclusive, and equitable employer in a world forever changed by the murder of George Floyd and the impetus that gave to the global Black Lives Matter movement? Bill's guest this time is <a href="https://www.linkedin.com/in/mandysprice/" rel="nofollow" target="_blank">Mandy Price</a>, an advocate for DEI and the CEO and co-founder of <a href="https://www.kanarys.com/" rel="nofollow" target="_blank">Kanarys, Inc.</a>, a tech company taking a holistic approach to solving Diversity, Equity, and Inclusion (DEI) challenges enabling companies to immediately take action towards systemic change.  Mandy was named a Top 100 HR Tech Influencer of 2021 by Human Resource Executive, and she and her co-founder, Star Carter, were recognized as two of Entrepreneur magazine’s Top 100 Most Powerful Women of 2020.  Questions include: <ul><li>You're <a href="https://www.google.com/url?q=https://www.bizjournals.com/houston/news/2020/12/30/mandy-price-kanarys-texas-business-minds.html&amp;sa=D&amp;source=calendar&amp;ust=1630403035140775&amp;usg=AOvVaw1p_VI7qi5AIsSMLmZ7nRqw" rel="nofollow" target="_blank">quoted as saying</a> "diversity equity, inclusion issues ... are difficult to diagnose ... but organizations need ... help to diagnose them to understand exactly what, from an institutional basis, needs to be changed to ensure that they are promoting that healthy workplace." </li><li>How can companies get to a place where they accept they need to diagnose their DEI policies? What needs to change in the leadership's mindset?</li><li>What goes into diagnosing the DEI efforts of a company? What are the typical challenges faced by HR leaders keen to make a change? Where do they begin?</li><li>In an<a href="https://www.google.com/url?q=https://www.dmagazine.com/publications/d-ceo/2021/april/kanarys-ceo-mandy-price-brings-data-to-dei-efforts/&amp;sa=D&amp;source=calendar&amp;ust=1630403035140775&amp;usg=AOvVaw15SXnH_c7Snu111hg-_4ZJ" rel="nofollow" target="_blank"> interview for D Magazine</a>, you say "We make assumptions about people we don’t know, and those prejudices are often dissolved through real connection." What does 'real connection' mean in the context of building an equitable and welcoming company culture? </li><li>A 2015 Deloitte survey found that 83 percent of Millennials are actively engaged if they believe the company fosters an inclusive culture, while only 60 percent of millennials are actively engaged within work environments that do not promote inclusivity. As we go through a very fierce war for top Millennial and Gen Z talent, what are the tangible things that companies can do to prove their employer brand stands for DEI? share examples</li><li>What does it really mean to be a diverse, inclusive, equitable, and attractive employer brand in a world forever changed by the murder of George Floyd and the impetus that gave to the global Black Lives Matter movement?</li></ul> We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.

How to Prove You're an Equitable Employer w/ Mandy Price, Kanarys Inc