Trish Mandewo's guest appearances

Trish Mandewo

The Small Nonprofit

The Influencer Club

MW Shares

Ricky Shetty

Trina Isakson

Ann Wilson

Anne Connelly

Amy Milne

Earl Thomas

Chris Conroy

Laura Rubinstein

Matt Barnett

Kishshana Palmer

Nikki Bell

Beth Kanter

Laura Beauparlant

Charmaine Hammond

Daddy Blogger

OwlTail

05.24.23 | Diversity and inclusion expert Trish Mandewo, a City of Coquitlam councillor and co-founder and CEO of Synergy on Boards Consulting Group, joins us to discuss practical ways to get more Black, Indigenous, and People of Colour (BIPOC) communities involved in local government and why doing so is important. The post Diversity and Inclusion with Trish Mandewo appeared first on Municipal World.

05.24.23 | Diversity and inclusion expert Trish Mandewo, a City of Coquitlam councillor and co-founder and CEO of Synergy on Boards Consulting Group, joins us to discuss practical ways to get more Black, Indigenous, and People of Colour (BIPOC) communities involved in local government and why doing so is important. The post <a href="https://www.municipalworld.com/podcasts/trish-mandewo/" rel="nofollow" target="_blank">Diversity and Inclusion with Trish Mandewo</a> appeared first on <a href="https://www.municipalworld.com" rel="nofollow" target="_blank">Municipal World</a>.

Diversity and Inclusion with Trish Mandewo

More and more organizations are prioritizing diversity and inclusion as their strategic priorities. But how are organizations actually doing this work? On today’s episode, Trish Mandewo, Founder &amp; CEO at Synergy on Boards Consulting Group and Coquitlam City Councillor, shares with us how to distinguish D&amp;I tactics that are lip service and perpetuate harm from those that have a lasting and meaningful impact. Myths that Trish wants us to walk away If we have diverse representation in our leadership team and on our board, our organization will be inclusive. Tokenism is far from diversity and inclusion. As well, don’t automatically assume BIPOC people have the expertise or responsibility to push for diversity, inclusion and equity at the organization. We will do a D&amp;I training and we will have done “the work.” If your mindset is that D&amp;I work is something to be done within a short span of time with limited effort and resources, you’re already starting at the wrong place. Diversity takes time, and diversity, inclusion and equity is a commitment, not a temporary goal. Trish’ tips on building diverse and inclusive cultureWhen you recruit, look outside of your own circle. If you’re struggling to look for diverse talents, it’s not that there are none. Most likely, it’s because your organization has been looking at the same places or engaging the same exec search firm that doesn’t include diverse talents in their network. Get out of your familiar circle and cast the net wider.Assess your inclusive framework with all kinds of inclusion in mind. Don’t limit your equity and inclusive framework and policy to inclusion based on race. There are many kinds of discrimination, gender based, age based, disability based etc. Look at everything with an inclusive lens. Don’t do preferential hiring based on diversity measures and then shove all the EDI responsibilities to those employees or board members. This in itself is perpetuating the narrative and culture of discrimination. No one wants to be seen, valued or hired solely based on their race, gender, age etc. Trust and value diverse talents for their competencies and apply true meritocracy. Favourite Quotes from Today’s EpisodePost your favourite quote on social to share with us!“We need to not wait to be invited to come to the circle. We need to invite ourselves into the circle. Because when you experience inequity over the years, you get to a point where you just think you’re just going to stand outside the circle and look in. Keep inviting yourselves into the circle.”“Inclusion starts now, and diversity takes time. Show me that your company actually has an inclusion framework so that when the person that you're looking for comes in,  they're going to come into your place that’s welcoming, where they can feel like they belong. If your organization is just going to hire diverse candidates and do nothing else, then you might be bringing in people into an environment which is not ready or welcoming for them.”Resources from this EpisodeThe Good PartnershipTrish on LinkedinOur friends and sponsors at Keela asked me to put together a guide of fundraising tips I wished every small nonprofit knew. Go ahead and download the guide here: https://www.keela.co/consultant/the-good-partnership (and don't forget that Keela offers our listeners 40% off their first year's subscription).

More and more organizations are prioritizing diversity and inclusion as their strategic priorities. But how are organizations actually doing this work? On today’s episode, Trish Mandewo, Founder &amp; CEO at Synergy on Boards Consulting Group and Coquitlam City Councillor, shares with us how to distinguish D&amp;I tactics that are lip service and perpetuate harm from those that have a lasting and meaningful impact.  Myths that Trish wants us to walk away <ol><li>If we have diverse representation in our leadership team and on our board, our organization will be inclusive. Tokenism is far from diversity and inclusion. As well, don’t automatically assume BIPOC people have the expertise or responsibility to push for diversity, inclusion and equity at the organization. </li><li>We will do a D&amp;I training and we will have done “the work.” If your mindset is that D&amp;I work is something to be done within a short span of time with limited effort and resources, you’re already starting at the wrong place. Diversity takes time, and diversity, inclusion and equity is a commitment, not a temporary goal. </li></ol> Trish’ tips on building diverse and inclusive culture <ol><li>When you recruit, look outside of your own circle. If you’re struggling to look for diverse talents, it’s not that there are none. Most likely, it’s because your organization has been looking at the same places or engaging the same exec search firm that doesn’t include diverse talents in their network. Get out of your familiar circle and cast the net wider.</li><li>Assess your inclusive framework with all kinds of inclusion in mind. Don’t limit your equity and inclusive framework and policy to inclusion based on race. There are many kinds of discrimination, gender based, age based, disability based etc. Look at everything with an inclusive lens. </li><li>Don’t do preferential hiring based on diversity measures and then shove all the EDI responsibilities to those employees or board members. This in itself is perpetuating the narrative and culture of discrimination. No one wants to be seen, valued or hired solely based on their race, gender, age etc. Trust and value diverse talents for their competencies and apply true meritocracy. </li></ol> Favourite Quotes from Today’s Episode Post your favourite quote on social to share with us!“We need to not wait to be invited to come to the circle. We need to invite ourselves into the circle. Because when you experience inequity over the years, you get to a point where you just think you’re just going to stand outside the circle and look in. Keep inviting yourselves into the circle.”“Inclusion starts now, and diversity takes time. Show me that your company actually has an inclusion framework so that when the person that you're looking for comes in,  they're going to come into your place that’s welcoming, where they can feel like they belong. If your organization is just going to hire diverse candidates and do nothing else, then you might be bringing in people into an environment which is not ready or welcoming for them.” Resources from this Episode<a href="https://www.thegoodpartnership.com/" rel="nofollow" target="_blank">The Good Partnership</a><a href="https://www.linkedin.com/in/trish-mandewo-1929a560/?trk=pub-pbmap&amp;originalSubdomain=ca" rel="nofollow" target="_blank">Trish on Linkedin</a><a href="https://synergyonboards.com/" rel="nofollow" target="_blank"></a>Our friends and sponsors at Keela asked me to put together a guide of fundraising tips I wished every small nonprofit knew. Go ahead and download the guide here: <a href="https://www.keela.co/consultant/the-good-partnership" rel="nofollow" target="_blank">https://www.keela.co/consultant/the-good-partnership</a> (and don't forget that <a href="https://www.keela.co/consultant/the-good-partnership" rel="nofollow" target="_blank">Keela</a> offers our listeners 40% off their first year's subscription).

dismantling tokenism with Trish Mandewo

Trish is a multi award-winning serial entrepreneur, mentor, and business consultant.  Trish’s expertise is in business development for start-ups and SME’s with a unique perspective on organizational culture, processes, and partnerships.  She is also a city Councillor for City of Coquitlam, Co-Founder of Women’s Collaborative Hub Society. Through her company Ubuntu StratEdge, Trish is a Diversity &amp; Inclusion consultant for Simon Fraser University Venture Connections Entrepreneurship Program.  She is also an Author and motivational speaker.

Trish is a multi award-winning serial entrepreneur, mentor, and business consultant. Trish’s expertise is in business development for start-ups and SME’s with a unique perspective on organizational culture, processes, and partnerships. She is also a city Councillor for City of Coquitlam, Co-Founder of Women’s Collaborative Hub Society. Through her company Ubuntu StratEdge, Trish is a Diversity &amp; Inclusion consultant for Simon Fraser University Venture Connections Entrepreneurship Program. She is also an Author and motivational speaker.

Influence Club 5 Tips to improve your business with Trish Mandewo