Michelle Jolivet, speaker, trainer, and President of DEI Recruiting and Consulting, an organization focused on promoting inclusion and diversity in the workforce. She is a highly sought-after speaker on the topics of inclusion and diversity, and leadership. Michelle is a seasoned professional with a wealth of knowledge and expertise. She holds a bachelor’s degree in business, an associate degree in Communication, a Diversity and Inclusion Certification from Cornell University, and a Professional of Human Resources (PHR) certification. She has spoken to organizations such as Starbucks, Compass Group, DallasHR, TSAE, Brinker, Globe Life, USPS and Universities such as SMU and UT at Arlington. With over three decades of experience in various leadership positions, including Director of Company Operations, Division, and Regional Director of Ops with Fortune 500 companies, Michelle has trained thousands in leadership, communication, diversity and inclusion. She is also a decorated US Air Force veteran. She has received numerous awards during her time of service, including the Top Graduate of her class in the NCO Academy, and Top Airman of the Base.
30 plus years in various operational and
HR leadership roles such as Division Manager,
Regional Director of Operations with Fortune 500 companies, and Company Director of Operations.Michelle is a decorated US Air Force veteran.
Companies with diverse leadership teams enjoy significant advantages, boasting a 35% higher return on equity and a 24% higher total return to shareholders. Highly inclusive organizations also demonstrate a remarkable 26% increase in team collaboration and an 18% boost in team commitment. Navigating diversity and inclusion in this polarized culture requires organizations to walk a difficult tightrope. As an organization,
can we ride the fence and choose neutrality in order to avoid alienating anyone, or will we end up alienating everyone? How do you ensure you value and include all your employees, customers, or clients while not alienating others? By navigating the complexities of DE&I, organizations can create an inclusive environment where all individuals feel valued, respected, and empowered to contribute their unique perspectives and talents.
As the workforce becomes increasingly diverse in terms of age, it is important to recognize the different communication styles, values, and expectations of each generation. For instance, the younger generation prefers more frequent feedback, while the older generation may value loyalty and stability. This program will teach us how to bridge the gap
and encourage open communication. It is important to avoid stereotypes and assumptions based on age and recognize that each individual brings unique skills and perspectives to the table. Once you foster this inclusive cross-generational communication, you will see what we all have in common rather than how we are different, which will drive everyone’s success.
It is estimated that between 25% and40% of the workforce are people with disabilities, but many of them stay hidden. By creating an inclusive workplace culture for people with disabilities, companies can tap into a diverse talent pool that can bring new ideas, perspectives, and problem-solving skills. An inclusive environment can boost employee morale,
increase job satisfaction, and lead to higher retention rates. But to hire people with disabilities, companies need to ensure that the recruitment process is accessible and inclusive. They need to be aware of providing accommodations that will help their employees be more productive and successful. They need to educate their team on proper disability etiquette to create an inclusive workplace culture. By actively seeking to hire people with disabilities, companies can improve their bottom line while promoting social responsibility and equity.
Companies with diverse leadership teams enjoy significant advantages, boasting a 35% higher return on equity and a 24% higher total return to shareholders. Highly inclusive organizations also demonstrate a remarkable 26% increase in team collaboration and an 18% boost in team commitment. However, despite these compelling benefits, women
continue to face obstacles on their journey up the leadership ladder, commonly called the “broken rung” phenomenon. In the present landscape, women constitute 48% of the entry-level workforce, but in 2022, only 26% managed to ascend to the C-suite. This session aims to delve deep into empowering women and equipping them with the skills to navigate their way into leadership positions. Furthermore, it seeks to inform leaders on how to actively support and empower more women within their organizations to achieve leadership roles.
Just because your way of leading has worked in the past, it might not work in the future. Things are changing quickly, so you need to change or risk being left behind. Instead of feeling frustrated, you can learn a new way to improve your team's engagement, productivity, and profits without spending more money on salaries and benefits. This program
will teach you how to create an inclusive workplace culture that will help you take your team to the next level. This program is only for leaders who are ready to take bold action and break the rules to succeed for their team and organization.
Whether you're planning a corporate seminar, conference, or special event, our speakers bring a wealth of knowledge and charisma to the stage, ensuring that your audience leaves enlightened and motivated. From business and technology to motivation and leadership to elevate your event to new heights.
