Episodes

  • Unlocking the Power of Coaching and Mindset

    Unlocking the Power of Coaching and Mindset
    Nov 25 2025
    When I think about the leaders, teams, and individuals I’ve supported over the years, one truth keeps showing up: mindset is the gateway to transformation. Whether we’re talking about happiness, resilience, purpose, or even navigating workplace stress, the way we frame our experiences shapes the way we move through them. Coaching becomes the vehicle—not because it provides all the answers, but because it gives us the space to ask better questions, build awareness, and shift how we see ourselves and the world around us.Positive psychology gives us a grounding point. At its core, it’s the study of how humans thrive—how joy, connection, meaning, and accomplishment support well-being. What I appreciate most is how it pushes us away from the idea that happiness lives in external markers: the job title, the car, the “perfect” life. It pushes us back toward ourselves. Toward intrinsic motivation. Toward values. Toward the understanding that we create peace from the inside out, not the outside in.And peace isn’t perfection—it’s honest alignment.It’s the moment you realize you can’t keep performing your way into happiness. It’s when you stop arranging your life around the expectations of others and start tuning into who you are, what you need, and what truly matters. That’s where mindset shifts become powerful. A growth-oriented mindset doesn’t ask you to ignore the hard stuff; it asks you to meet it with curiosity instead of fear. It reminds you that setbacks aren’t stop signs—they’re information.So much of the work I do—especially with leaders navigating complex or uncertain environments—comes back to this idea of intentionally cultivating positive emotions. In one of my conversations on the podcast, we talked about the ten positive emotions highlighted in positive psychology: love, joy, serenity, awe, hope, amusement, and others. These emotions aren’t trivial. They’re not fluffy. They’re “peace builders.” They fuel resilience, deepen relationships, and help us shift out of survival mode.Many people are surprised when I say your peace is a skill you can practice.Your joy is a skill.Your optimism and purpose? Skills too.That’s where coaching sits at the intersection of science and lived experience. I often ask clients to identify their joy triggers—small, accessible moments that reset their emotional baseline. A few minutes of anticipation about something exciting. A memory that brings a smile. The comfort of a pet. A moment of gratitude. These tiny shifts matter because they interrupt stress patterns and create room for us to breathe again.This is especially important during tough seasons. I think about a client struggling through a toxic return-to-office mandate. Their stress levels were sky-high. Instead of pushing them to “push through,” we centered on finding small ways to reclaim joy. For them, it was their dogs. That tiny moment of lightness became an anchor in the chaos—proof that even in hard situations, access to joy is still possible.But access to joy isn’t the same for everyone.In fact, it’s not evenly distributed.When I talk to people navigating workplace inequities—especially Black women, women of color, and people whose identities are marginalized—I hear the same themes over and over: exhaustion, suppression of emotion, carrying “strength” as a requirement, not a choice. Generational trauma plays a role here too. Many of us were raised in families where pain was minimized, emotions were tucked away, and pushing through was considered a virtue. That survival mindset served its purpose, but it can keep us from healing.And healing is essential.Not optional. Not indulgent. Essential.Resilience isn’t built from pretending we’re not hurting. It grows when we acknowledge our wounds, seek support, and allow ourselves to process what we’ve been carrying. Coaching helps with the “what’s next”—the forward movement. Counseling helps with the “what happened”—the deeper unpacking. Both matter. Both create room for joy, peace, and clarity to take root.I’ve seen the power of healing and mindset shifts change how people show up in their work and their leadership. When we stop compartmentalizing—when we admit that the personal impacts the professional—everything shifts. Leaders become more human-centered. Teams become more connected. People feel safer to speak, contribute, and grow.Purpose ties it all together.Purpose isn’t a destination; it’s a continual unfolding. It requires presence, emotional honesty, and the willingness to dance in the rain instead of waiting for the storm to pass. Mindset gives us the tools to do that—tools that help us recognize meaning in the midst of uncertainty, and joy in the midst of change.Every conversation I have—whether I’m coaching a leader through a career pivot, talking with a parent trying to support their child, or reflecting on my own journey—comes back to the same ...
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    40 mins
  • Developing Your Empathy Muscle as a Leader

    Developing Your Empathy Muscle as a Leader
    Nov 18 2025
    If there’s one leadership skill that keeps coming up in every conversation I have—with clients, podcast guests, and leaders navigating the post-pandemic workplace—it’s empathy. Not the “I feel sorry for you” kind. Not sympathy. Real empathy. The kind that helps you actually feel with people, not just observe their struggle from the outside.This skill isn’t soft. It isn’t optional. And it definitely isn’t something you can toggle on only when it’s convenient. Empathy is a leadership muscle. And like any muscle, if you don’t build it intentionally, it won’t be there when you need it.Empathy Isn’t About Fixing—It’s About ConnectingIn my conversation with consultant and engineer Erin Thorpe on DEI After 5, she described the trap so many leaders fall into: problem-solving their way through people issues.Think of it like having a hammer. It’s useful for certain tasks. But if everything is treated like a nail, you’re going to do more harm than good.No one wants to be “fixed.”People want to be understood.Empathy is the tool leaders often overlook in their toolbox—the one that helps you slow down, get curious, and genuinely connect with the human in front of you. It asks you to step into their world long enough to understand what’s happening beneath the surface.The First Step: Build Your Emotional CapacityBefore leaders can extend empathy to others, they have to be willing to feel their own emotions. And let’s be honest: many of us were taught to leave feelings at the door and “be professional.”But today’s workplace doesn’t reward emotional disconnection. It demands emotional capacity.Start small. Erin talked about using the shower as a safe place to acknowledge your emotions—no emails, no team requests, no interruptions. Just you and whatever’s bubbling up. Practicing this regularly makes it easier to hold space when your team brings their emotions to you.Because here’s the truth:You can’t support what you don’t understand.And you can’t understand what you refuse to feel.Name the Emotion Before You Respond to ItMost people can identify four emotions: happy, sad, angry, frustrated. But there are layers beneath each one. Tools like the “emotion wheel” can help you name what’s actually going on—disappointment, overwhelm, shame, discouragement, excitement, anticipation.Being able to name an emotion helps you regulate it. And if you can regulate yours, you’ll be far better equipped to support someone else.This is why emotional intelligence is so tied to effective leadership. It’s not about perfect composure—it’s about honest awareness.Your Body Already Knows What’s Going OnVerbal communication only tells part of the story. The rest shows up in body language—crossed arms, fidgeting, leaning away from the screen, avoiding eye contact, a quick smirk that flashes and disappears. Most leaders notice these cues without knowing what to do with them.Here’s where empathy comes in.Instead of assuming, lead with curiosity:* “I’m picking up something—what’s coming up for you right now?”* “I noticed you leaned back when that topic came up. Tell me more.”When you see a cue, don’t ignore it. Check it, explore it, understand it.This attention doesn’t slow down productivity. It accelerates it. People work better when they feel seen.Emotions Are a Part of InclusionEveryone expresses emotions differently. Some people shut down. Some people get loud. Some tear up. Some fling a hammer across the room (yes, that actually happens on job sites).What matters is this:Emotions are human.And inclusion is not possible without making room for that humanity.Too often, tears get labeled as “unprofessional,” especially for women. Anger gets labeled as “aggressive,” especially for women of color. Both interpretations are rooted in bias, not truth.You can’t build an inclusive workplace while demanding emotional sameness.True inclusion means creating space for people to show up as they are—and not punishing them for it.People Need to Feel Valued, Seen, Heard, and ConnectedIf one of these is missing, belonging breaks down:* Valued – “I matter to this team.”* Seen – “You notice and respect who I am.”* Heard – “My voice isn’t dismissed.”* Connected – “I’m part of something here.”Leaders who get this right don’t just improve culture—they increase retention, commitment, innovation, and trust. The emotional connection people feel at work directly impacts how they show up.And part of that connection comes from modeling it yourself. You can’t pour from an empty cup. You have to know what you need, too.Empathy Starts Small—but Consistency MattersBuilding this muscle doesn’t require grand gestures. Start with manageable habits:* Check in with your own emotions daily.* When irritation rises, pause for 30 seconds instead of responding immediately.* Take a sip of water or walk for two minutes when overwhelmed.* ...
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    41 mins
  • Building Trust and Accountability: The Key to Effective Leadership

    Building Trust and Accountability: The Key to Effective Leadership
    Nov 11 2025
    Leadership today demands more than vision or authority—it requires trust. In workplaces where uncertainty and change are constant, the leaders who succeed are those who create environments where people feel safe, supported, and empowered to deliver their best work. As Damian Goldvarg shared in our recent conversation, effective leadership is not about control—it’s about cultivating trust and accountability so that teams can thrive without micromanagement.Trust is not a soft skill—it’s a strategic one. When leaders trust their teams, they create the conditions for psychological safety, innovation, and shared ownership. When that trust is missing, fear fills the void. Micromanagement takes over, creativity stalls, and engagement plummets.The foundation of effective leadership lies in understanding that trust enables accountability without micromanagement. Teams that operate from a place of trust know what’s expected of them and have the confidence to deliver. They hold themselves accountable not because they’re being watched, but because they’re invested in the outcome.Trust Is a Choice We MakeTrust doesn’t happen by default—it’s a choice, an intentional decision we make every day in our interactions. Some people give it freely; others hold it close, shaped by past experiences or team dynamics. For leaders, understanding their own relationship with trust is the first step toward building it.When leaders choose to trust, they communicate belief in their team’s competence and integrity. When they don’t, that skepticism often gets mirrored back. The energy of distrust—whether it shows up in tone, body language, or behavior—can create a cycle of fear and disengagement.That’s why the most effective leaders cultivate self-awareness and curiosity. Instead of asking, “Why did this go wrong?” they ask, “What’s behind this?” or “What support might be needed here?” This shift from judgment to inquiry transforms how teams operate.Embrace Discomfort to Build TrustBuilding trust often means stepping into uncomfortable territory. Whether it’s addressing performance issues, navigating layoffs, or discussing mental health, leaders must be willing to engage in conversations that stretch them.Avoiding discomfort may protect leaders from awkward moments—but it prevents growth. In contrast, embracing discomfort builds credibility. When leaders demonstrate that they’re willing to have hard conversations with honesty and care, they model the very accountability they expect from others.As Damian noted, discomfort is not a signal to retreat—it’s an invitation to deepen trust. Asking questions like “What’s the worst that can happen?” or “What do you need from me right now?” helps to reframe fear into opportunity.Developing Your Inner Coaching VoiceLeadership requires a new kind of fluency—one rooted in self-reflection and emotional intelligence. The inner coaching voice is that quiet guide that helps leaders pause, assess, and respond rather than react.When we work with external coaches, over time we begin to internalize their guidance. That becomes our inner coach—the voice that reminds us to breathe before responding, to question assumptions, to align actions with values. Developing this inner voice helps leaders model what self-accountability looks like.It also helps leaders navigate emotional triggers and stay grounded when challenges arise. Leaders who can name their emotions, understand their impact, and stay centered during conflict create stability for others. They embody psychological safety in action.Human-Centered Leadership Is the FutureThe traditional command-and-control models of leadership no longer work in a world where people crave meaning, connection, and trust. Human-centered leadership focuses on people first—recognizing that performance follows well-being.This kind of leadership blends empathy, coaching, and emotional intelligence with clarity and accountability. It’s not about being “soft”; it’s about being real. It’s about knowing when to step in and when to step back. It’s about trusting your people enough to let them lead, and supporting them when they stumble.When leaders model trust, they give their teams permission to take risks, share ideas, and own outcomes. The result? Stronger performance, higher engagement, and cultures where accountability is shared, not enforced.The Bottom LineBuilding trust and accountability isn’t a one-time initiative—it’s an ongoing practice. It requires courage, curiosity, and compassion. It asks leaders to look inward before pointing outward.When we choose trust, we create psychological safety. When we embrace discomfort, we strengthen relationships. And when we lead with humanity, we build organizations where people—and results—thrive.If you’re ready to explore what it looks like to build a Culture of Care in your organization—and the role the leader-as-coach plays in making ...
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    21 mins
  • Leading with a Coaching Mindset: Transforming Leadership for a Human-Centered Workplace

    Leading with a Coaching Mindset: Transforming Leadership for a Human-Centered Workplace
    Nov 4 2025

    In this episode of DEI After Five, host [Host Name] welcomes author and organizational psychologist Damian Goldvarg to discuss his book, "Lead with a Coaching Mindset." The conversation focuses on the urgent need for a shift in leadership from project management to a more human-centered approach, especially in today's complex times. Damian shares his extensive background in psychology and leadership development, highlighting his experience training leaders around the world for over two decades. Tune in to discover valuable insights on how adopting a coaching mindset can transform leadership practices and foster more effective team dynamics.



    This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe
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    16 mins
  • From Boring to Engaging: Transforming Onboarding for the New Workforce

    From Boring to Engaging: Transforming Onboarding for the New Workforce
    Oct 28 2025
    Let’s be honest—most onboarding experiences are forgettable at best and overwhelming at worst. Yet for many organizations, the way they welcome new employees hasn’t kept up. Traditional onboarding often feels like a box to check—an administrative marathon of paperwork, policies, and PowerPoints. But in a world where people are craving connection, clarity, and belonging, that approach simply doesn’t work anymore.As discussed in a recent DEI After 5 episode, embracing change—especially when it comes to how we onboard—can be a powerful catalyst for growth, both for individuals and organizations.Why Onboarding Needs to ChangeWe know that employees decide whether they’ll stay with an organization within their first few months—and for Generation Z, that decision happens even faster. According to recent data, 20% of Gen Z employees quit because of poor onboarding, and 8% leave within the first 90 days if the experience doesn’t meet expectations. That’s not just a retention problem—it’s a culture problem.Gen Z and younger millennials are entering the workforce with a clear set of values. They want to understand what a company stands for from day one. In fact, 62% of women and 42% of men in Gen Z expect to learn about their organization’s diversity, equity, and inclusion (DEI) policies during onboarding. This isn’t just a “nice-to-have” feature—it’s foundational to how they decide whether they belong.When onboarding fails to answer those deeper questions—Do I fit here? Is this a place where I can grow? Will my voice matter?—employees start to disengage before they’ve even begun.From Administrative to TransformationalEffective onboarding is no longer about checklists—it’s about connection. It’s an invitation to embrace change, to build trust, and to set the tone for psychological safety from day one.Organizations that get this right are moving from “orientation sessions” to onboarding experiences—interactive, personalized, and grounded in the company’s values and culture. Instead of overwhelming new hires with information, they’re creating space for exploration and engagement.In the podcast, we explored how today’s employees are wired for interactivity. They grew up in digital spaces that reward curiosity and participation. Sitting through hours of dense slides? That’s a fast track to disengagement. In fact, 75% of Gen Z admits to skipping or fast-forwarding through boring onboarding content.Modern onboarding should mirror how people learn and connect today:* Short, engaging videos that bring your culture and values to life.* Interactive learning tools that reinforce understanding instead of memorization.* Opportunities for dialogue, where new hires can safely ask questions without fear of judgment.* Stories and experiences that show—not just tell—how your organization lives its values.Psychological Safety Starts on Day OneA powerful theme from the podcast was the link between effective onboarding and psychological safety. When employees feel comfortable asking questions, sharing feedback, or admitting what they don’t know, they’re more likely to succeed—and stay.But when onboarding is rigid or transactional, it sends an early signal: “We care more about compliance than connection.” And that’s where disengagement begins.By reframing onboarding as the first act of culture-building, organizations can demonstrate trust and transparency immediately. That first impression becomes the foundation for engagement, innovation, and long-term commitment.Embracing Change for GrowthEmbracing change—whether in how we work, lead, or onboard—requires adaptability and courage. It’s about stepping outside of what’s comfortable to build something that actually resonates.The most successful organizations are those that view onboarding not as a one-time event, but as an evolving process of integration and growth. They understand that people don’t just need information—they need belonging.When leaders create space for new hires to feel seen, supported, and empowered, they set the stage for resilience, innovation, and shared success. Change, after all, is only disruptive when we resist it. When we lean into it, it becomes the very thing that helps us grow.If you want to learn more about how to create a culture of care, foster psychological safety, and design workplaces where people thrive from day one, subscribe to our YouTube channelSacha Thompson, founder of The Equity Equation, boasts 20+ years of experience spanning education, non-profit, and tech sectors. With a fervent commitment to inclusive leadership and workplace equity, Sacha specializes in fostering psychological safety for all team members. Her transformative coaching and consultancy services have earned her recognition in Forbes, Newsweek, and Business Insider. A seasoned speaker on psychological safety and leadership, Sacha is dedicated to building inclusive cultures and driving ...
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    15 mins
  • The Future of DEI: Building a Culture of Care

    The Future of DEI: Building a Culture of Care
    Oct 23 2025

    In this episode of DEI After 5, Sacha reflects on the future of diversity, equity, and inclusion (DEI) work in organizations. Addressing a recent question posed by a caller, the discussion emphasizes that while the specific terminology around DEI may evolve, the essence of the work remains crucial due to our inherent diversity as humans. She notes a shift in organizational needs, moving away from one-off workshops towards a deeper focus on cultural transformation, rebuilding trust, and addressing past harms. This episode explores the importance of psychological safety and the end goals of DEI efforts, particularly regarding representation and inclusivity in the workplace. Tune in for insights on creating effective and lasting change in organizational culture.



    This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe
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    16 mins
  • Who Gets Left Out When AI Makes the Decisions?

    Who Gets Left Out When AI Makes the Decisions?
    Oct 14 2025
    Artificial Intelligence (AI) is transforming how we work, hire, and even how we define success—but it’s also quietly reshaping conversations around diversity, equity, and inclusion (DEI). While AI promises efficiency and data-driven insights, it also poses serious risks when bias goes unchecked. On a recent episode of DEI After 5, I sat down with Dr. Alexandra Zelin to unpack what this means for today’s workplaces—and for the future of inclusive leadership.The Promise and Peril of AI in the WorkplaceAI’s rise has brought undeniable innovation. From streamlining hiring processes to identifying performance trends, organizations are using AI tools to make quicker, more “objective” decisions. But as Dr. Zelin pointed out, objectivity is an illusion if the data behind these systems isn’t diverse or equitable.AI learns from the data it’s fed. When that data reflects historical inequities—like the underrepresentation of women and people of color in leadership roles—it doesn’t correct the problem; it reinforces it. We’ve seen this play out in hiring algorithms that favor men’s resumes or in medical research where AI models fail to recognize symptoms in women or nonwhite patients because the training data lacked diversity.Simply put: if the inputs are biased, the outputs will be too.Why Diverse Data MattersDiverse data isn’t just a technical issue—it’s an ethical one. When data reflects only a narrow slice of the population, it limits opportunity for everyone else. Dr. Zelin used Amazon’s hiring experiment as a cautionary tale: when the company trained an algorithm on resumes from existing employees (mostly white men), the system learned to favor similar candidates. Instead of broadening opportunity, it replicated exclusion.This is why diversity in AI data sets is critical. It’s not enough for technology to be innovative—it must also be inclusive. That means bringing in voices from underrepresented groups not just as subjects of the data, but as creators, testers, and decision-makers in the design process.The Role of History in Modern DataData doesn’t exist in a vacuum. Historical context shapes it—and ignoring that context can lead to devastating blind spots. Consider how redlining continues to influence school funding and neighborhood investment, or how standardized tests like the SAT privilege certain cultural experiences. These systemic biases become baked into the data that AI learns from, creating a self-reinforcing cycle.If we don’t account for those historical inequities, AI will simply digitize discrimination under the guise of neutrality. That’s why inclusive design and critical data review are so important—because fairness isn’t automatic. It has to be built.Laws Are Catching UpSome progress is being made. New York City, for example, has passed legislation requiring companies to disclose when they use AI in hiring and to conduct equity audits of their systems. These laws are a step toward greater transparency and accountability, helping ensure that technology doesn’t operate unchecked behind closed doors.While these regulations don’t yet capture the full complexity of intersectional discrimination, they open the door to necessary scrutiny. They challenge organizations to look beyond surface-level diversity numbers and confront systemic barriers that limit access and opportunity.AI and Workplace Equity AnalysisBeyond hiring, AI can also be used for good—to uncover inequities within organizations. When trained responsibly, AI can analyze patterns in promotions, pay, and engagement to reveal where disparities exist. It can help organizations ask better questions: Who gets access to stretch assignments? Whose feedback is taken seriously? Who’s being left behind?But again, AI is a tool, not a cure. It requires human oversight, context, and ethical interpretation. Numbers alone can’t tell the full story of someone’s experience at work. Humans must interpret what the data means—and decide what to do about it.Human Oversight Is Non-NegotiableOne of the most important takeaways from my conversation with Dr. Zelin is that AI needs human interpretation. Technology can process information at lightning speed, but it can’t understand nuance, empathy, or lived experience. Both humans and AI are capable of bias—the difference is that humans can reflect, adjust, and make meaning.That’s why the future of inclusive workplaces isn’t about replacing human judgment with algorithms—it’s about using AI to support it. AI can flag patterns and inconsistencies, but humans must provide the context and compassion to respond appropriately.Building an Inclusive AI FutureAI can either amplify inequality or accelerate inclusion—it depends on how we build and use it. The key lies in:* Diversifying data sources to ensure AI reflects a wide range of experiences and identities.* Embedding transparency through regular audits, equity impact assessments, and ...
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    32 mins
  • Inclusion in AI Is Critical

    Inclusion in AI Is Critical
    Oct 7 2025
    Artificial intelligence is changing everything.How we work, how we make decisions, and how we connect with one another. But as powerful as AI is, it also carries the risk of reinforcing the very inequities many of us have spent years trying to dismantle.Inclusion in AI isn’t just a technical issue — it’s a human one. As we continue to integrate AI into everyday life — from hiring and lending to healthcare and education — we must ensure these systems reflect the full diversity of the people they serve.The Problem with Biased DataAI systems are only as good as the data we feed them. When that data is incomplete or biased, the results can be harmful.A facial recognition system trained primarily on lighter skin tones struggles to identify darker ones.A healthcare algorithm trained on white patients misdiagnoses patients of color.These aren’t “what if” scenarios — they’re real-world examples of what happens when inclusion isn’t built in from the start.Bias in AI happens when development teams lack diversity, when datasets don’t represent real populations, and when ethical concerns are treated as add-ons instead of fundamentals.Valuing Diversity in AI DevelopmentInclusion starts with who’s at the table.When teams are diverse across race, gender, culture, and lived experience, they bring perspectives that identify blind spots others might miss.This isn’t just about fairness — it’s about better outcomes. Diverse teams design more adaptive, ethical, and market-ready tools.Organizations must embed values, equity, and accountability into their AI strategies — not as PR afterthoughts but as guiding principles. A truly inclusive culture listens to those most impacted, prioritizes accessibility, and makes ethical conversations part of how innovation happens.Empowering Communities to Lead SolutionsCommunities know their own needs best. When we empower them with the tools and data to solve problems, solutions become more sustainable and relevant.In AI, this means involving communities in design, not just testing.When farmers use AI to predict droughts based on local data — or healthcare systems integrate community health data into diagnostics — the outcomes are more accurate, fair, and impactful.Consumers also play a role by being conscious of how our data is used and advocating for transparency and fairness. Inclusion in AI is a collective effort — not just a corporate one.Inclusive Culture = Responsible AIResponsible AI starts with culture. Psychological safety within organizations allows people to raise concerns about bias or harm without fear. That’s how innovation and accountability grow together.True AI governance requires more than just engineers — it needs ethicists, sociologists, and community voices. Responsible AI isn’t just about algorithms; it’s about aligning technology with human values like fairness, trust, and equity.Inclusion Drives Business SuccessLet’s be clear — inclusion isn’t just a moral imperative. It’s a strategic advantage.Inclusive organizations make better decisions, innovate faster, and attract top talent. In AI and data science, diversity of thought leads to better products and fewer ethical pitfalls.When technical and non-technical teams collaborate effectively, they build tools that serve broader audiences and strengthen brand trust — the foundation for sustainable growth.The Power of Community ConnectionAt the heart of all innovation is connection.AI may be powered by data, but its impact is deeply human. Strong communities — within organizations and across sectors — are what make inclusive, ethical technology possible.When people feel connected, supported, and valued, they bring the creativity and courage needed to build tools that reflect the world we want, not just the one we have.Community isn’t just about belonging; it’s about resilience — aligning purpose with progress.Final ThoughtInclusion in AI is not optional — it’s essential.It’s how we ensure technology serves humanity, not the other way around.By valuing diversity, empowering communities, and building inclusive cultures, we can create AI systems that are ethical, responsible, and reflective of the best of who we are.Innovation and inclusion must move forward together.What’s your take?Have you seen examples — good or bad — of how AI is impacting inclusion in your industry? Share your thoughts in the comments or reply to this week’s DEI After 5 episode featuring Catherine Goetz. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit deiafter5.substack.com/subscribe
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    33 mins