Lanaya Irvin's guest appearances

Lanaya Irvin

WSJ Secrets of Wealthy Women

The Fix

Black Love: The Interviews

Therese Tucker

Moj Mahdara

Julie Smolyansky

Deborah Norville

Sheryl Palmer

Marla Beck

Frida Polli

Sarah Deer

Meredith Vieira

Vanessa Williams

Karol Ward

Katie Rodan

Miko Branch

Carrie Sheffield

Stacy Lewis

OwlTail

Every year companies spend about $8 billion on DEI initiatives in the United States, according to research conducted by the consulting firm McKinsey. With all this money and attention given to DEI efforts we need to ask ourselves an important question: Who benefits? A 2019 report entitled Being Black in Corporate America: An Intersectional Exploration released by the consulting firm Coqual, finds that black professionals are more likely to encounter prejudice and microaggressions than any other racial or ethnic group. They are less likely than their white counterparts to have access to senior leaders and to have support from their managers. Yet few white professionals see what their black colleagues are up against. 65% of black professionals say that black employees have to work harder in order to advance, but only 16% of their white colleagues agree with that statement. The study also finds that black professionals are more likely than white professionals to be ambitious, and they are more likely to have strong professional networks.   In this episode, Lanaya Irvin, CEO at Coqual, explains Coqual’s report findings in more detail.    Coqual recently launched a study around black talent in the UK.  We saw a similar perception gap.  There's this material gap in perception that makes overcoming this, these hurdles of retention, development, advancement that much more difficult.  This happens because the gap between what employees are experiencing and what their peers or their managers understand or believe, is really wide. The starting point is recognizing that we must account for all areas of difference and different lived experiences in understanding inequality and addressing the issues it creates.   Here Lanaya shares with us three actions we can all use in bridging this gap: Action One: Lift up the ideas of others in order to foster a sense of belonging. Action Two: Have clear expectations around how you can advance or gain promotions at work. Action Three:  Embrace all differences of those around you whether it be a person’s skillset, their unique contributions to work or their challenges.   Lanaya Irvin Coqual

Every year companies spend about $8 billion on DEI initiatives in the United States, according to research conducted by the consulting firm McKinsey. With all this money and attention given to DEI efforts we need to ask ourselves an important question: Who benefits? A 2019 report entitled Being Black in Corporate America: An Intersectional Exploration released by the consulting firm Coqual, finds that black professionals are more likely to encounter prejudice and microaggressions than any other racial or ethnic group. They are less likely than their white counterparts to have access to senior leaders and to have support from their managers. Yet few white professionals see what their black colleagues are up against. 65% of black professionals say that black employees have to work harder in order to advance, but only 16% of their white colleagues agree with that statement. The study also finds that black professionals are more likely than white professionals to be ambitious, and they are more likely to have strong professional networks. In this episode, Lanaya Irvin, CEO at Coqual, explains Coqual’s report findings in more detail.  Coqual recently launched a study around black talent in the UK.  We saw a similar perception gap.  There's this material gap in perception that makes overcoming this, these hurdles of retention, development, advancement that much more difficult.  This happens because the gap between what employees are experiencing and what their peers or their managers understand or believe, is really wide. The starting point is recognizing that we must account for all areas of difference and different lived experiences in understanding inequality and addressing the issues it creates. Here Lanaya shares with us three actions we can all use in bridging this gap: Action One: Lift up the ideas of others in order to foster a sense of belonging. Action Two: Have clear expectations around how you can advance or gain promotions at work. Action Three:  Embrace all differences of those around you whether it be a person’s skillset, their unique contributions to work or their challenges. <a href="https://www.linkedin.com/in/lanaya-irvin-mba" rel="nofollow" target="_blank">Lanaya Irvin</a> <a href="https://coqual.org/team/lanaya-irvin/" rel="nofollow" target="_blank">Coqual</a>

Lanaya Irvin: Who Benefits from DEI?

Janessa would first lay eyes on Lanaya at a finance conference. There was definitely a spark, and due to the intervening of a mutual friend, she was able to actually meet her. The same friend also insisted on putting together a dinner for the three of them. It was from that point that their love story would begin. From dinner and drinks to texts that Lanaya insist were in "the booty call hours" the two would end up finding it hard to picture their lives without the other. Listen to this 2018 interview for Black Love Doc to hear how they navigated being queer Black women in the finance space, the bigotry they've faced from strangers and family, and how their love keeps them going.=====If you haven't started watching Couch Conversations on the BL+ app, let this be your reminder 🙌🏿 Black Love + Black joy + hosts Tab &amp; Chance = a great time!🖤 The entire season of Couch Conversations is available NOW on our Black Love+ app and the premiere episode is on Black Love's Youtube page. Happy watching!#CouchConversations is presented in partnership with @Target.Connect with us:@blacklove on Instagram@blacklovedoc on Facebook@blacklovedoc on Twitter

Janessa would first lay eyes on Lanaya at a finance conference. There was definitely a spark, and due to the intervening of a mutual friend, she was able to actually meet her. The same friend also insisted on putting together a dinner for the three of them. It was from that point that their love story would begin. From dinner and drinks to texts that Lanaya insist were in "the booty call hours" the two would end up finding it hard to picture their lives without the other. Listen to this 2018 interview for Black Love Doc to hear how they navigated being queer Black women in the finance space, the bigotry they've faced from strangers and family, and how their love keeps them going.=====If you haven't started watching Couch Conversations on the BL+ app, let this be your reminder 🙌🏿 Black Love + Black joy + hosts Tab &amp; Chance = a great time! 🖤 The entire season of Couch Conversations is available NOW on our <a href="https://blacklove.com/app/" rel="nofollow" target="_blank">Black Love+ app </a>and the premiere episode is on Black Love's Youtube page. Happy watching! <a href="https://www.instagram.com/explore/tags/couchconversations/" rel="nofollow" target="_blank">#CouchConversations</a> is presented in partnership with <a href="https://www.instagram.com/Target/" rel="nofollow" target="_blank">@Target</a>.Connect with us:<a href="https://www.instagram.com/blacklove/" rel="nofollow" target="_blank">@blacklove</a> on Instagram<a href="https://www.facebook.com/blacklovedoc" rel="nofollow" target="_blank">@blacklovedoc</a> on Facebook<a href="https://twitter.com/blacklovedoc" rel="nofollow" target="_blank">@blacklovedoc</a> on Twitter

Lanaya Irvin & Janessa Cox-Irvin

Lanaya Irvin, president of the Center for Talent Innovation, tells WSJ's Veronica Dagher why she thinks it's important to have discussions about race in the workplace and how the killing of George Floyd sparked a conversation at her own organization.

Lanaya Irvin: Talking About Race At Work