the Offer with Michael Glinter

Season 2 Highlights: Courageous Engagement: Leading and Driving Diversity and Engagement Programs with Monique Lanaux from PepsiCo

December 31, 2020 Michael Glinter
the Offer with Michael Glinter
Season 2 Highlights: Courageous Engagement: Leading and Driving Diversity and Engagement Programs with Monique Lanaux from PepsiCo
Show Notes

Special Guest - Monique Lanaux - PepsiCo -  Senior Director, Global Diversity & Engagement
     
  Monique has been a leader with PepsiCo/Frito-Lay for 15 years and has quickly progressed to her role in Diversity and Engagement within the organization.  This conversation was inspiring.  It was an incredible story of how PepsiCo not only drives their D&I program forward but how they start the process of education at the very beginning when the employee starts at the company.  THIS, my friends, will be a lesson learned on how COMPANIES should execute their programs!  This is a MUST listen to the episode.
      
      Today's Podcast Perspective 

  • What do companies with successful D&I Cultures and Programs do differently?
  • Making Diversity and Inclusion a business priority
  • PepsiCo starts their employees on Day 1 with Training and Program involvement
  • Diversity, Inclusion, Belong, Engagement
  • Educated about non-negotiables at PepsiCo
  • Teaching employees how to handle being uncomfortable
  • What you share creates the landscape on what is or is not acceptable behavior
  • What is Courageous Engagement?
  • Employees are taught to have Courageous conversations and how to engage their team.  
  • You can't wait till there is a problem, you need to begin with education and should be part of your onboarding
  • It is essential to understand what your leaders stand for
  • What is stopping companies from growing Diversity to the Top! Equity?
  • There must be a shared and common leadership from top-down
  • Take ownership of the current state of your organization
  • What about roles that often are categorized as "male-based" or "female-based" roles? Do you try to break that trend?
  • Considering your pool of candidates to make sure you have an equitable pool of candidates.
  • Consider the makeup of your interview team
  • What about people that are forgotten - Blind People? People with Autism
  • PepsiCo's outreach to the forgotten ones
  • Self-Identification Campaign to help create a program to help forgotten people
  • Partnering with organizations to expand and actively bring diverse groups of people into the organization
  • What kind of resources are available for education? 
  •  What can companies do to start their journey indeed to become and Diversity and Inclusive organization
  • Leadership MUST sponsor the change - it starts from the CEO
  • Does a person of color have to be the leader of a D&I program?  Can a gay person or disabled person garner the same amount of respect?
  • The leader should be more about where they came from and how they grew to the role and their identity.

GUEST INFO
  Monique Lanaux
  Senior Director, Global Diversity & Engagement at PepsiCo
  https://www.linkedin.com/in/monique-lanaux-7665115/

   
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