• What the 5 stages of cultural competence are.
• How the first three stages of developing cultural competence cultivate cultural humility.
• How cultural humility encourages cultural responsiveness.

Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years.

Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that.

• Website: www.deepseeconsulting.com
• Twitter: https://twitter.com/deepSEESara @deepSEESara

• The ways that diversity, equity, and inclusion promote innovation.
• How diversity, equity, and inclusion efforts influence long-term employee retention.
• Why inclusive, equitable, and diverse organizations generate a strong sense of belonging for employees.
• The cost of losing an employee due to lack of DEI standards.
• The value of managers maintaining a firm commitment to diversity.
• How cultural competence allows us to be our best selves in diverse workplace environments.

Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years.

Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that.

• Website: www.deepseeconsulting.com
• Twitter: https://twitter.com/deepSEESara @deepSEESara

• The value of answering the question “what is diversity?”
• How diversity was once defined, compared to the way organizations are encouraged to define it today.
• What aspects or characteristics of a person should be calculated into “diversity” metrics and where to draw the line.
• The limits organizations face when trying to implement diversity programs.
• The importance of finding out why people with specific identities are not finding their place in your organization.

Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years.

Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that.

• Website: www.deepseeconsulting.com
• Twitter: https://twitter.com/deepSEESara @deepSEESara

• Recession Report: https://www.greatplacetowork.com/resources/reports/recession-report

• What the Great Recession can teach us about the impact of diversity in organizations
• How diversity can impact your bottom line
• The difference between companies that thrived or flatlined between 2006 and 2014
• What five marginalized groups impacted organizations the most
• What five key experiences these groups highlighted as having the greatest impact on them
• Where fairness, inclusivity, and validation matters for marginalized groups

Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years.

Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that.

• Website: www.deepseeconsulting.com
• Twitter: https://twitter.com/deepSEESara @deepSEESara

• Recession Report: https://www.greatplacetowork.com/resources/reports/recession-report

• More about the insights into women’s wealth that Robyn Ross developed over 20 years in the finance workforce.
• How the talent acquisition system in the financial services industry is currently backward compared to other industries.
• What women are doing to stand up for themselves and correct the system.
• Why diversity is the financially wise choice for financial services companies to make.
• How to allow people to make honest mistakes that make your company better.
• What we can do to be more vulnerable about our own biases regarding women’s wealth.

The finance sector is notoriously lacking when it comes to diversity. Only 8% of workers in this field are women, and an even tinier 0.4% of firms are owned by women. With these statistics in mind, it should be evident that women may feel like a fish out of water upon entering the workforce in this industry.

Worse yet, some may never enter the industry because they fear they will be unable to have a rewarding career. While they may have the skill and talent needed to thrive in the field, issues with hiring and biased leadership could easily set a woman behind their male counterparts.

In this week’s episode of What’s The Difference podcast, Sara Taylor invites guest Robyn Ross to discuss her actions to counteract bias in the finance sector.

Many leaders in the financial space refuse to embrace diversity because they fear changes to their own position in their respective companies. They use phrases like “meritocracy” to describe why they deserve to succeed in finance while others do not. Yet, quite often, they disregard the reality that many of the people in positions of power in this industry come from incredibly privileged backgrounds. Understanding this, it is up to business leaders to create culturally competent hiring standards that help people who do not come from a place of inherent privilege.

Old systems are starting to fade as more women stand up for themselves and male allies support them. In time, the structural bias that has become commonplace will only be a chapter in the past. Yet, some companies are rushing to show off results that they haven’t really achieved yet. They promote themselves as having embraced diversity, solely to make notes in their sustainability reports. Rather than considering the human element of diversity and inclusion, their actions are superficial and purely transactional.

You may not be around to see the impacts of the work that you’ve done. Still, that does not mean you shouldn’t do it. Making the financial sector more diverse and inclusive is a collaborative effort that will take every one of you to work together to achieve a specific goal.

Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years.

Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that.

• Website: www.deepseeconsulting.com
• Twitter: https://twitter.com/deepSEESara @deepSEESara

• Women earn less, and have less wealth to invest with
• The majority of investment management firms are owned by white men; less than 1% by women
• Why women get worse advice from financial advisors
• How women in investing outperform men by 40 basis points
• How gender plays a role in the treatment of investors by advisors and firms
• The effect of biases on wealth equity in society

Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years.

Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that.

• Website: www.deepseeconsulting.com
• Twitter: https://twitter.com/deepSEESara @deepSEESara

• • What is Equal Pay Day, and what does it represent?
  • How pay disparities between men and women increase for different ethnic groups
  • Where women are continuously losing wealth outside of their jobs
  • How much longer would a woman have to work than a man in a single year to earn the same wealth
  • How education level actually increases the wealth gap
  • The hiring and promotion gap between men and women

Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years.

Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that.

• Website: www.deepseeconsulting.com
• Twitter: https://twitter.com/deepSEESara @deepSEESara

• Merrill Study: https://www.ml.com/women-research.html
• Fortune study: https://fortune.com/2020/06/19/investment-management-diversity-hedge-funds-mutual-funds-real-estate-pe-private-equity/
• Lifting as We Climb: https://static1.squarespace.com/static/5c50b84131d4df5265e7392d/t/5c5c7801ec212d4fd499ba39/1549563907681/Lifting_As_We_Climb_InsightCCED_2010.pdf
• Women’s Wealth Gap: https://womenswealthgap.org/wp-content/uploads/2017/06/Closing-the-Womens-Wealth-Gap-Report-Jan2017.pdf
• Student Loan Debt Gap: https://www.aauw.org/resources/news/media/press-releases/analysis-women-hold-two-thirds-of-countrys-1-4-trillion-student-debt/
• Amazon, Women in the Workplace: https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2019.pdf
• HBR Women’s Raise Gap: https://hbr.org/2018/06/research-women-ask-for-raises-as-often-as-men-but-are-less-likely-to-get-them
• Forbes Unconscious Bias: https://www.forbes.com/sites/kimelsesser/2020/08/27/financial-advisors-unconscious-bias-works-against-women/?sh=654a9c213f76

• Why it’s important to consider the impact your decisions have on individuals in the workplace
• How our unconscious biases create distrust
• Why assuming difference will help us to break away from unconscious bias
• Why we should be outcome-focused; managing work over managing people
• How distrust of our workers keeps us from cultivating equity
• Strategies that can help us see other perspectives and do more to create equity
• Examples of the pitfalls leadership often faces when making decisions about equity

Sara Taylor earned a master’s degree in Diversity and Organizational Development from the University of Minnesota. She served as a leadership and diversity specialist at the University of Minnesota for five years and as director of diversity and inclusion for Ramsey County, Minnesota, for three years.

Sara is the founder and president of deepSEE Consulting and has worked with companies as large as Coca-Cola, General Mills, 3M Company, AARP, and numerous others. She has a new book, “Filter Shift: How Effective People See the World,” which explores how our unconscious is actually making choices and decisions for us, all without our knowing — and how to change that.

• Website: www.deepseeconsulting.com
• Twitter: https://twitter.com/deepSEESara @deepSEESara