Let's talk about Diversity Equity Inclusion & Belonging (D&I) in the real world of organizational operations across Governance, Human Resources, Product Delivery, and Supplier Diversity.
InclusionScore
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5.0(2 reviews)
30 episodes
Updated Weekly
Accepts GuestsHas SponsorsLocation 🇺🇸
30
Podcast Authority
BetaPoorBased on show quality, social media presence, reviews, charts, and more
Quality22
Social0
YouTube68
Engagement27
Podcast Overview
Let's talk about Diversity Equity Inclusion & Belonging (D&I) in the real world of organizational operations across Governance, Human Resources, Product Delivery, and Supplier Diversity.
Language
🇺🇲
Publishing Since
4/27/2022
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30
Podcast Authority
BetaPoorBased on show quality, social media presence, reviews, charts, and more
Quality22
Social0
YouTube68
Engagement27
7
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1
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11
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excellent
Episode Length
17 minutes
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6.5/10
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Every 41 days
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Recent Episodes
February 10, 2026
How Starbucks DEI beat Missouri Attorney General
<p>Starbucks DEI beats Missouri Attorney GeneralListen: https://open.substack.com/.../starbucks-dei-beats...Late last week, a federal judge dismissed a lawsuit brought by the Missouri Attorney General challenging Starbucks’ diversity, equity, and inclusion efforts. Viewed through the lens of ISO-30415 (Diversity & Inclusion Service Management), the decision offers a clear, real-world demonstration of why companies benefit from grounding their DEI work in an internationally recognized management standard.</p><p>Read the transcript here </p><p>https://www.inclusionscore.org/post/how-starbucks-dei-beat-missouri-attorney-general</p><p>#DEI #DEINews #ISO30415</p>
February 8, 2026
Fourth Circuit Court of Appeals reversed a lower-court decision on Trump’s anti-DEI executive orders
<p>On Friday - February 6th, a unanimous three-judge panel of the Fourth Circuit Court of Appeals reversed a lower-court decision that had blocked implementation of key provisions of President Trump’s anti-DEI executive orders. In practical terms, the court held that the executive orders are likely lawful and allowed them to remain in effect while litigation continues.The court’s 30-page decision is linked in the article below. I want to highlight one aspect of the ruling because it speaks directly to the phrase that has generated more confusion than almost any other over the past year: “illegal DEI.”This is not a new issue for me. Long before this ruling, Dawn Bennett-Alexander and I co-authored an article specifically addressing the concept of “illegal DEI,” precisely because the term was being used imprecisely—by critics and supporters alike—in ways that obscured what the law actually permits and prohibits.Ever since the January 2025 executive order titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity”—which uses the phrase “illegal DEI”—I have consistently emphasized two points:⏺️ “DEI” itself is not illegal.DEI is an umbrella term that encompasses a wide range of organizational practices across governance, human resources, product delivery, and supply chains. Treating the entire category as unlawful is both legally inaccurate and analytically unserious.And at the same time:⏺️ Some practices labeled as “DEI” can be illegal if they are designed or implemented in ways that violate existing anti-discrimination laws, including Title VII of the Civil Rights Act of 1964.I continue to encounter DEI opponents who fail to grasp the first point, and DEI proponents who fail to grasp the second. This court ruling makes clear that both points are true—and compatible.The Fourth Circuit underscored that:❌ The executive order did not create a new legal category called “illegal DEI,” nor did it render all DEI programs unlawful. The President lacks the authority to rewrite civil-rights law by executive fiat.✅ What the order does require is certification of compliance with existing law. Federal contractors and grant recipients must attest that their DEI-related activities conform to already-established civil-rights obligations.This distinction aligns precisely with how DEI is treated under ISO-30415, which frames diversity and inclusion as a service-management and governance system, not as an ideological project. Under the standard, DEI programs are expected to be auditable, risk-managed, and compliant with applicable laws in the jurisdictions where organizations operate. In other words, lawful compliance is not incidental to DEI—it is foundational.For those who still insist that all DEI is illegal, you do not need to take my word for it. The court itself noted that the Trump administration “represented at oral argument that there is ‘absolutely’ DEI activity that falls comfortably within the confines of the law.”That statement alone should end the debate.DEI is not inherently illegal.Illegal discrimination is illegal.And responsible DEI—when governed, measured, and implemented correctly—using the ISO-30415 Standard your organization will find themselves squarely within the law.#DEI #DEINews #ISO30415 inclusionscore.org/news</p>
June 6, 2025
Financial Impact of the SCOTUS 'reverse discrimination' case
This episode analyzes the Supreme Court's ruling on a 'reverse discrimination' case and its potential financial impact on workplace diversity initiatives.
30 total episodes available
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