Erika Irish Brown is Citi’s Global Head of Talent and Chief Diversity, Equity and Inclusion Officer, responsible for driving Citi’s agenda on talent planning, succession planning and leadership development and developing its global DEI strategy. Prior to joining Citi, Erika served as Chief Diversity Officer at Goldman Sachs; Global Head of Diversity and Inclusion at Bloomberg; and led executive and diversity hiring efforts at Bank of America and Lehman Brothers. Erika's background also includes a range of banking and finance roles, including Head of Business Development for Black Entertainment Television, Senior Associate in High Yield Capital Markets at Morgan Stanley, and Senior Policy Analyst for Domestic Finance for the United States Department of the Treasury. Erika is Vice Chair of the Bedford Stuyvesant Restoration Corporation, a community development corporation based in Brooklyn, New York; and serves on the Boards of Columbia Business School and Riverside Hawks, a youth basketball program in Harlem, New York City.

At a time when the power to dictate the rules at work is no longer retained by the C-suite or boardroom, what metrics can leaders bank on to build trust with their people, inspire well-being and retain talent? How can we get key stakeholders to commit to our cause and co-lead systemic changes in our organizations and in our communities? And what can business leaders do to set the stage for ‘Diversity, Equity and Inclusion’ training to actually work, and bring real, measurable impact?

“If people did more listening, made themselves vulnerable, and understood the different lived experiences of people of different backgrounds, that would set the table to get to the place where training could really have an impact.”

Erika Irish Brown

This episode offers key insights on:

• Five key metrics for selecting, developing, supporting and growing talent to enable the employer-employee relationship to thrive in these fast-changing times

• Powerful techniques for influencing key stakeholders and getting their buy-in for leading systemic, scalable change across organizations and communities

• What leaders need to do to make ‘Diversity, Equity and Inclusion’ training to actually work, and bring real, measurable impact

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