Épisodes

  • The Green Book and Beyond: A Journey Through Black Hotel History (Part 1)

    The Green Book and Beyond: A Journey Through Black Hotel History (Part 1)
    Feb 3 2026

    In this episode of DEI After Five, host Sasha welcomes Calvin Stovall, the Chief Experience Officer of Iconic Presentations, to discuss the vital role of hospitality and customer experience across various industries. Calvin shares insights into his work delivering dynamic keynote presentations focused on customer experience and leadership, emphasizing the importance of these concepts in hospitality, healthcare, and real estate. He also highlights his role in the Advanced Leadership Institute, where he is dedicated to preparing African-Americans for leadership positions. Tune in for an engaging conversation on the intersections of customer experience and diversity in leadership.



    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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    23 min
  • Question Everything to Break Free (Revisited)

    Question Everything to Break Free (Revisited)
    Jan 27 2026

    In this episode of DEI After 5, host Sacha Thompson talks to Dr. Donna Oriowo, a sex and relationship therapist and expert, about the anti-racist and anti-black sentiment that challenges the progress made in DEI circles. Dr. Donna Oriowo speaks about her work in the intersection of DEI, mental health, and sexual health, and provides insights on how we can combat these sentiments and move towards a more inclusive society.



    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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    35 min
  • Your Workplace Isn't "Inclusive" If It Isn't Accessible - Part 3

    Your Workplace Isn't "Inclusive" If It Isn't Accessible - Part 3
    Jan 20 2026

    In Part 3 and the final episode with guest Ofentse Lakwane, we explore the importance of genuine commitment from employers towards their employees, moving beyond mere lip service. We discuss how quickly employees can identify insincerity and the necessity for organizations to uphold a higher standard of care and support. They emphasize the significance of accessibility in the workplace, highlighting that everyone, at some point, may require accommodations to succeed. The conversation also touches on the impact of the COVID-19 pandemic, which has altered the way many individuals experience disabilities and necessitated a more inclusive approach in professional settings.

    Tune in for insights on fostering a supportive work environment that truly values employee well-being.



    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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    19 min
  • Your Workplace Isn’t “Inclusive” If It Isn’t Accessible — Part 2

    Your Workplace Isn’t “Inclusive” If It Isn’t Accessible — Part 2
    Jan 13 2026

    In this week's episode of DEI After 5, we continue our engaging conversation with Ofense Lakwane, diving deeper into the concept of intentionality in creating inclusive workplaces. We explore the distinction between performative actions and genuine efforts, highlighting the importance of not just checking boxes, but truly understanding and addressing the needs of all individuals.

    A powerful example is shared about the misuse of a wheelchair-accessible stall, illustrating how organizations sometimes fail to deliver on their commitments to accessibility. We discuss the need for organizations to celebrate their successes while also acknowledging areas for improvement, emphasizing that fostering an inclusive culture requires ongoing effort and awareness.

    Join us as we reflect on what it truly means to create spaces where everyone feels valued and included.



    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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    14 min
  • Your Workplace Isn’t “Inclusive” If It Isn’t Accessible

    Your Workplace Isn’t “Inclusive” If It Isn’t Accessible
    Jan 6 2026

    In this episode of DEI After 5, host Sacha welcomes accessibility expert Ofentse Lakwane, who discusses the importance of creating truly accessible workplaces rather than just going through the motions with checkbox solutions.

    Originally from South Africa and now based in the UK, Ofentse brings a unique perspective to the inclusive workplace landscape, with a background in technology consulting, system development, education, and youth unemployment. The conversation explores her startup, Wakari, which conducts accessibility audits and provides training to help organizations build meaningful accessibility practices. Ofentse shares her passion for this work, rooted in her own lived experiences, and emphasizes the need for intentionality in fostering inclusive cultures. Tune in for insights on enhancing workplace accessibility and making a real impact on inclusion efforts.



    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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    15 min
  • The Future of Leadership Development: Insights from Big Think

    The Future of Leadership Development: Insights from Big Think
    Dec 16 2025

    In this episode of DEI After 5, we delve into a pivotal article from Big Think, discussing five key recommendations that will reshape leadership development by 2026. The host emphasizes the importance of aligning learning initiatives with business strategies, ensuring that leadership training reflects the core principles of an organization. They highlight the significance of creating a cohesive architecture for learning and development that resonates with leadership principles, moving beyond mere values. This conversation is essential for anyone looking to understand the future direction of organizational training and development, making it relevant across various industries. Tune in to explore how these insights can impact your organization’s approach to learning and development.



    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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    13 min
  • Creating Psychological Safety: The Key to an Inclusive Workplace

    Creating Psychological Safety: The Key to an Inclusive Workplace
    Dec 9 2025
    Being a guest on the HCI Podcast gave me the chance to talk about something I care deeply about: how psychological safety becomes the catalyst for workplaces where people can show up fully, speak openly, and actually thrive. At The Equity Equation, this isn’t theory—it’s the core of the work we do every day with leaders, teams, and organizations who want to build cultures where people feel respected, supported, and able to contribute without fear.Why Psychological Safety MattersPsychological safety isn’t a trendy buzzword. It’s a real, human need. At its heart, it means people feel safe enough to take risks—ask a question, share a new idea, admit a mistake, or offer a different point of view—without worrying that it will be used against them later.That’s the foundation of inclusion. You can have the best policies, the most beautifully designed training, or the most diverse team, but if people don’t feel safe enough to speak up, none of it sticks.On the podcast, I talked about how psychological safety has to be an ongoing practice—not something organizations revisit only when there’s a crisis or a compliance requirement. It’s built through consistent actions, honest conversations, and leaders who understand the impact they have on people’s experiences.Where Psychological Safety and Inclusion MeetThere’s no way around it: conversations about inclusion have become politicized in ways that often shut people down before the work even begins. But when you strip away the noise, most of us want the exact same thing at work—to be needed, wanted, and valued.Psychological safety is what makes those things possible.When people feel safe, they offer ideas more freely. They speak up about behavior or practices that aren’t working. They share concerns before they become issues. They participate fully instead of holding back. This is inclusion in action—not a checklist, not a statement on a wall, but everyday behaviors shaped by trust.And one of the most important outcomes of psychological safety is that it gives people permission to advocate for themselves and for others. Advocacy isn’t reserved for certain roles or identities. Anyone can notice when something isn’t working for their colleague or their team. Anyone can be part of building a better culture.Allyship Takes More Than Good IntentionsWe also talked about allyship—and how often the word gets misused. You can’t call yourself an ally without actually doing the work. Allyship isn’t a title; it’s a practice. It’s a choice to use whatever privilege you have to challenge harm, disrupt bias, and make sure people feel supported.This work doesn’t stop the moment it gets uncomfortable. And it doesn’t end with a social media post or a corporate statement. Real allyship looks like risk. It looks like stepping in. It looks like asking yourself:“What am I willing to do—or give up—to make sure someone else is treated fairly?”That kind of courage is only possible in environments where psychological safety already exists. The two are inseparable.Equity Requires Understanding People as IndividualsThe conversation turned toward equity, and I shared one of my favorite analogies: raising twins. You may love your children equally, but you don’t support them the same way. They need different things to grow.Workplaces are no different.Equality gives everyone the same resources.Equity gives people what they need to succeed.Leaders who understand this spend less time managing tasks and more time understanding the humans doing the work. Employees today want support, coaching, and mentorship—not just direction. They want leaders who can guide, not just supervise.That requires emotional intelligence. It requires curiosity. And yes, it requires psychological safety, because people won’t tell you what they need if they don’t feel safe doing so.Coaching as a Tool for InclusionOne of the things I emphasize often—both in my coaching practice and in the podcast conversation—is that coaching is one of the most powerful tools for building equitable, inclusive cultures.Mentoring is about sharing expertise.Coaching is about asking questions that help people uncover their own answers.When leaders coach well, they help people make sense of challenges, explore possibilities, and build confidence. Coaching gives people ownership over their growth. And that ownership increases trust—because they don’t feel like they’re being evaluated; they feel like they’re being supported.In a psychologically safe workplace, coaching becomes part of the culture—not just something offered to a handful of high performers. It becomes a way leaders communicate, partner, and stay connected to their teams.Inclusion Benefits EveryoneOne thing I always try to make clear: inclusion isn’t about giving to one group at the expense of another. When workplaces become more inclusive, everyone benefits. Collaboration improves. Innovation increases....
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    27 min
  • Empathy, Curiosity, and Inclusion: Keys to Building Safe Spaces

    Empathy, Curiosity, and Inclusion: Keys to Building Safe Spaces
    Dec 2 2025
    Creating spaces where people feel safe, respected, and able to show up as their full selves isn’t just “nice to have” anymore—it’s necessary. As conversations about diversity and inclusion get quieter in some rooms, the need for brave, supportive communities grows louder. Whether you’re learning, leading, or simply trying to navigate today’s workplace culture, empathy, curiosity, and belonging are the foundation of any environment where people can thrive.This theme came through powerfully in my conversation with Gemma Toner of Tone Networks. Her work offers a clear example of what’s possible when we intentionally build communities that put people first.Safe Spaces Are a LifelineIn a moment where formal DEI programs are being scaled back or eliminated, people still need places to learn, ask questions, and connect without fear of being judged. That’s where platforms like Tone Networks shine. Their community was built with accessibility in mind—not just in terms of content, but in terms of comfort.Instead of traditional, rigid learning structures, they create experiences where people can engage, reflect, and grow at their own pace. Anonymous questions, bite-sized content, and a truly welcoming environment make it easier for folks to step in without feeling like they need to perform or “get it right.” When people feel safe, they’re more willing to stretch, listen, and understand.And that matters now more than ever.Empathy as the Entry PointIf safe spaces are the goal, empathy is the door we walk through to get there.Empathy doesn’t require us to agree with someone; it requires us to try to understand them. It’s slowing down long enough to ask, “What might be true for them right now?”When we give people grace—recognizing that a tough moment doesn’t define their whole character—we build trust. That trust becomes the foundation for deeper conversations, more honest reflection, and more courageous learning.And it doesn’t end with others. Empathy toward ourselves—especially when we’re overwhelmed or unsure—helps us stay grounded and curious rather than defensive.Curiosity Keeps Us ConnectedCuriosity helps us move beyond our own lenses. Every one of us brings multiple dimensions of identity into a room—race, gender, family roles, lived experiences, culture, values, and more. Some of those things are visible. Others are not.When we lead with curiosity instead of assumptions, we create space to understand the fuller picture of someone’s identity. This shift moves us from “I know what you need” to “Help me understand your experience.”That mindset makes room for people to bring their whole selves—not just the parts they think will be accepted.Inclusion Means Embracing Our Multidimensional LivesInclusivity isn’t about building spaces for one group—it’s about building spaces where people with a range of identities feel seen, heard, and supported.Yes, some spaces intentionally center marginalized voices to address the gaps they experience. But that doesn’t make them exclusionary. It means there’s a purpose and a point of connection. It means people get the chance to be understood without having to defend their existence.When everyone is welcomed and encouraged to learn from each other’s lived experiences, communities become richer and more resilient. It’s the opposite of division—it’s intentional connection.Respect and Community Hold It All TogetherA community can only be as strong as its agreements. Tone Networks models this beautifully by setting boundaries around respect, accountability, and compassion. Those expectations help shape a culture where people feel like they can speak freely and know the space will be held with care.The same applies in workplaces, classrooms, and everyday life.Clear expectations help us protect the emotional safety of the people around us. And when people feel safe, they show up more fully—not just as employees or learners, but as human beings.Personal Growth Is Part of InclusionInclusion isn’t just about policy. It’s also about personal practice.It’s the gratitude list you write in the morning.It’s the cup of tea that anchors your day.It’s the small moments of self-care that refill your energy.It’s helping someone when you can, because your cup feels full enough to share.Those grounding practices strengthen our capacity to lead with empathy and patience. When we’re running on empty, it’s much harder to be open, curious, or generous. Self-care isn’t separate from inclusion—it fuels it.Meeting People Where They Are MattersWhether you’re nurturing a community or leading a team, understanding your audience is key. People engage when the message fits their needs, their pace, and their lived experience. It’s not about diluting the truth—it’s about delivering it in a way that people can actually receive.Customized messaging shows care.Listening to your people shows respect.Creating ...
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    35 min