From leadership gaps to communication barriers to unclear expectations — companies are missing opportunities to find a distributed work model that works best for their teams.

On this episode of the Inclusion in Progress podcast, we discuss what is standing in the way of making distributed work models effective, why the debate should move beyond remote vs. RTO (return-to-office), and what leaders like you can do to unlock the true potential of distributed work in 2025 and beyond.

To discover more actionable insights on building effective distributed work models that address key challenges and support both business outcomes and employee well-being, supplement your listening by downloading our Distributed Work Model E-Book. It’s packed with actionable insights to help:

• Build clear, intentional work models that improve productivity.

• Reduce inefficiencies and turnover, boosting your bottom line.

• Position your company as a leader in inclusive, globally distributed teams.

And if you want to learn more, we’re partnering with clients using our Inclusive Distributed Work™ framework this year — all you have to do is reach out to us at info@inclusioninprogress.com.

LINKS:

info@inclusioninprogress.com

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress 

Download our Distributed Work Models E-Book to learn how to find the distributed work model that enables your teams to perform at their best.

Review our previous discussion on IIP096: The Hidden Biases of Hybrid Work.

Learn more about Global Workplace Analytics' study on the Costs of Distributed Work.

Check out Mark Ma and his team's full paper discussing the Return to Office Mandates and Brain Drain.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out!

Learn how to leave a review for the podcast.

We’ve spent 2024 navigating some of the most pressing challenges facing our organizations today:

• Communication breakdowns between teams due to socioeconomic or geopolitical events

• The tug-of-war between return-to-office and remote work

• The politicization of diversity, equity, and inclusion (DEI) itself

…all of which directly affects the teams that leaders claim they’re supporting. 

While organizations are feeling pressure to cut budgets or scale back their efforts — at Inclusion in Progress, we believe that this shift actually presents an opportunity. An opportunity to align inclusion, distributed work, and people-focused strategies more directly with an organization's objectives in 2025 and beyond — and continue to build freer, fairer workplaces that work for us all.

As we wrap up the year, we’re sharing the lessons we’ve learned from 2024, the challenges and opportunities for 2025, and what’s next for us at Inclusion in Progress. 

Finally, we’ll continue to share our resources, insights, and conversations with you here on this podcast as a resource for globally-minded leaders like you. It’s our hope that we can continue to shine a light on the benefits of flexible work — and enable you to continue to lead conversations about how to create your own inclusive distributed workplace. 

Grab your copy of our Distributed Work Models playbook launching in January 2025.

Or email us at info@inclusioninprogress.com to learn how we’re continuing to support organizations with our Inclusive Distributed Work™ framework in the new year.

#inclusionatwork #hybridworkplace #futureofwork #inclusioninprogresspodcast

LINKS:

info@inclusioninprogress.com

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress 

Download our Distributed Work Models playbook to learn how to find the distributed work model that enables your teams to perform at their best.

Download our 2024 Whitepaper: "How Cybersecurity Companies Can Retain, Promote & Advance Women to Minimize the Gender Gap"

Listen to how the return-to-office debate has been politicized in our previous episode, IIP128: Why In-Office Mandates Hinder Innovation & Inclusion

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Subscribe to the Inclusion in Progress Podcast on Apple Podcasts or Spotify to get notified when new episodes come out!

Learn how to leave a review for the podcast.

In a 2023 Deloitte study, 92% of women believed their employers were NOT doing enough to honor their commitment to gender equity?

During the pandemic, women all over the world left the workforce and never came back. 

Today, women leaders are now leaving their organizations at the highest rate ever. 

Inclusion in Progress is committed to empowering organizations to prevent this backslide in gender parity —  particularly during International Women’s Month.

Which is why on this episode of the podcast you will hear our take on:

• Why it is a business-critical issue that women leaders are leaving the workplace;

• What holds women back from becoming leaders in the first place;

• How employers can invest in women beyond International Women’s Day;

• What companies are doing today to successfully retain and advance women at work.

We are also very excited to announce the release of our 2024 whitepaper, where you will gain further insight on how we can accelerate progress and invest in women beyond IWD.

The whitepaper is a result of our January 2024 roundtable with cybersecurity leaders at Broadcom, Cisco, Fortinet, and Palo Alto Networks are doing to promote and advance women in their organizations, and enable more women’s advancement into leadership.

To download our latest whitepaper, head to https://inclusioninprogress.com/learn. 

TIMESTAMPS:

[0:02] Accelerating women's retention and advancement in the workplace.

[4:27] Women's leadership exodus post-pandemic.

[8:26} Navigating gender bias, burnout, and lack of recognition in the workplace.

[15:57] Retaining women leaders in tech companies.

LINKS:

info@inclusioninprogress.com

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress 

Listen to Sonia’s recommended episode on if gender equity plans help all women.

Learn more about the headwinds and other barriers that women of color face to promotion at work.

Check out our episode discussing miscarriage, menopause and more experiences of women at work.

Download our 2024 Executive Roundtable Findings: “DEI is Not Dead: How Cybersecurity Leaders are Closing the Gender Gap”

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

#031 - In this episode, Kay Fabella discusses why it’s so hard to talk about race at work, and ways you can lead courageous conversations about antiracism at your organization.

Kay also gives more historical context for how and why racism was codified — and why dismantling systemic oppression that’s centuries-old takes courage and consistency.

Finally, she shares the three main reasons talking about race in a corporate setting is challenging — and how you can focus on creating psychologically safe spaces at work to keep conversations about race going.

#030 - Kay Fabella wraps up her three-part series on her latest whitepaper on diversity and inclusion at big tech firms, and key recommendations for inclusion-driven companies moving forward.

Kay also shares why building an inclusive work culture is not only beneficial to current teams but also tomorrow’s future talent — and what that means for how you can lead DEI at your company.

Finally, she shares what strategies her roundtable participants were implementing at their big tech firms during the pandemic — and why diversity, equity and inclusion will determine the future survival of your organization.

#029 - In this episode, Kay continues to share her key findings from her latest whitepaper on diversity and inclusion for big tech, and what it means for the future of work culture.

Kay also shares why she’s added the letter E to her role as a DEI Consultant, as a result of the conversation she had at the executive roundtable she hosted with big tech firms in April 2020 and what the small but symbolic change means.

Finally, she discusses why equity is critical to conversations around inclusion and why she remains hopeful as she watches individuals and companies commit to long-term change.

#028 - In this episode of Inclusion in Progress, Kay is discussing male allyship with Brian Ballantyne, Senior Program Manager at Amazon Luxeumbourg, and owner of Amazon’s global D&I strategy. He is also the author of the book, Confessions of a Working Father, where he shares how men can step up in the caregiving duties at home.

Brian talks about how his multicultural, intersectional upbringing helped shape his worldviews early on and strengthened his commitment to D&I long before he started working. 

He also shares his ongoing allyship journey as a white British man based in Luxembourg, and talks about ways he’s committed time, effort and energy to creating inclusive work environments.

#027 - As protests in the wake of George Floyd’s death are on the rise in her come country of the US, Kay shares the strange journey she’s gone through as her personal and professional world as a D&I consultant have collided.

Against this backdrop, she shares several specific calls to action for non-black allies, while reminding listeners that the work of achieving inclusion is a longer journey — and the unique opportunity we have to affect change in both our organizations and in society at large. This requires all hands on deck, as well as patience and persistence if we truly want lasting change.

To continue the dialogue for long-term solutions for D&I in companies, Kay talks about the launch of her whitepaper, sharing key findings from her April 2020 executive roundtable with big tech firms — and how companies can prepare for a future workplace that benefits us all.

#026 - For minority leaders, ERGs (employee resource groups) provide a sense of community and belonging in an organization — which is why they’re critical to D&I initiatives.

And with more companies struggling to manage remote and distributed teams, ERGs have even more of a critical role to play in helping employees stay safe, connected and supported in uncertain times.

In this episode, Kay Fabella shares actionable ideas and strategies to help ERG leaders adapt their programming for a virtual environment.

#025 - In honor of May’s Asian Pacific Islander Awareness (APIA) month, Kay walks through why we need to support Asian and Asian-American communities more than ever.

She also shares the history of how Anti-Asian xenophobia is nothing new — and why the conversation around racism isn’t just black and white.

Finally, Kay discusses concrete ways API employees, ERG and D&I leaders, allies and advocates can contribute to leading inclusive conversations at work even after Covid-19.

#024 - In this episode of Inclusion in Progress, Kay speaks with Felicia Jadczak, Co-CEO, Co-Founder & Head of Training at She+ Geeks Out: a platform for womxn and their allies to advocate for gender equity and inclusion in technology.

In this discussion, Felicia shares how being the “only” in many rooms inspired her to create She+ Geeks Out, and why she believes that gender equity in tech can help level the playing field for women in other industries, too. 

She also talks about how women in tech can advocate for inclusion without burning out, and the important role of male allyship in creating inclusive work environments.

#023 - In honor of May’s Mental Health Awareness month, Kay shares practical advice and tips for fellow D&I practitioners to avoid burnout.

She also dives into her own lessons from experiencing burnout early in her career — and how she prioritizes her mental health to continue to serve her clients and colleagues.

Finally, Kay discusses why emotional boundaries are critical to our D&I work and how self-care and self-preservation help us show up as better allies and advocates.

#022 - In this episode, Kay talks about five ways not to communicate in a crisis with your team, and what to do instead to foster inclusion and belonging. 

She also shares a deeply personal experience with grief — and what it can teach you about practicing empathy and inclusive leadership for others during hard times.

Finally, Kay walks you through the five specific ways not to talk to someone when they are experiencing trauma or pain to encourage the vulnerability needed for inclusive conversations.

In a time where we need innovation to discover solutions for our fast-changing world, is your company paying attention to the lived experiences of women (particularly at the intersection of race and gender)? How can you make sure there are more seats at the table for women — particularly women of color — to contribute the ideas we need to meet tomorrow’s challenges? 

For today’s episode of the Inclusion in Progress podcast, we discuss:

• How we can address gender inequality and why we can’t overlook the experience of women of color in the workplace

• How the intersection of gender and systemic racism can affect performance — and how employers can mitigate headwinds for women of color at work

• How centering women of color in your gender equity strategies at work will contribute to a more inclusive, innovative work culture that supports high performance for all of your team members

We also look into how promoting gender diversity with an intersectional lens can have a positive impact on your companies’ financial performance, employee engagement, retention and attraction of top talent.

If you want to learn more about how we’re partnering with tech and cybersecurity organizations to level the playing field for gender equity at work, email us at info@inclusioninprogress.com.

[2:42] What is the state of gender equity and intersectionality in the workplace?

[7:28] The barriers faced by women of color in the workplace.

[10:05] How to address barriers, headwinds  and tailwinds for women of color in the workplace.

Links

info@inclusioninprogress.com

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress 

Learn more about Why Intersectionality Matters for Your DEI Strategy.

Download our 2023 Executive Roundtable Findings.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

#021 - In this episode, Kay dives into a few takeaways from one of her most popular virtual workshops for her corporate clients: how to be a better remote manager. 

She also shares some of the technology and techniques she’s helping managers implement to connect with one another virtually — and what to consider when creating a remote communication playbook for your team.

Finally, Kay makes the important distinction between being an effective and an inclusive remote manager, and how prioritizing inclusion for with your teams virtually translates to greater engagement and productivity.

#020 - Kay talks about the importance of inclusive leadership — and why leaders must continue to prioritize belonging for their teams in uncertain times.

She also shares her personal experiences with COVID-19: as a recipient of pandemic-motivated xenophobia, as a global citizen with family members on the frontlines in the US and the Philippines, and as a worried daughter-in-law in Spain.

Finally, Kay lists three key reflections for inclusion-driven leaders and professionals to consider when helping their teams transition into flexible working during coronavirus.

#019 - In this episode of Inclusion in Progress, Kay is speaking to Dr. Janice Gassam, Senior Forbes Contributor, TEDx speaker, and D&I consultant with a Ph.D. in Organizational Psychology.

In this discussion, Janice shares how she built her successful personal brand while in between jobs, and how she leveraged her opportunities for visibility and professional growth to create the successful career she has today.

She also shares why LinkedIn is her favorite platform, her top tips for building your personal brand consistently between jobs, and her advice for minority professionals to achieve greater visibility at work.

#018 - In this episode, Kay talks candidly about the new “C” word, coronavirus, and shares what she’s been doing to support her clients at financial services and tech companies — to add remote work policies to their D&I remits.

She also discusses her recent Forbes feature where she shared how she and other D&I practitioners are moving their training online to continue delivering for corporate clients.

Finally, Kay deep dives into why having a flexible work policy for employees is a critical component of diversity and inclusion, to help support your teams through COVID-19 and beyond.

#017 - To conclude International Women’s Month, Kay talks about the gender pay gap in tech, and what she believes technology companies can do to create gender inclusion for their industry.

She also walks through the key reasons why tech companies have a responsibility to lead the conversation on the gender pay gap — and how they can set the tone for other industries on gender equity as well.

Finally, Kay shares three concrete strategies that tech companies can actually close the gender pay gap and build intersectional gender inclusion for their teams.

#016 - Kay directs this episode of Inclusion in Progress on behalf of women of color like herself towards white women who’ve asked how they can be better intersectional allies for gender equality.

She also dives into the history of feminism and systemic racism, and how that influences the personal and professional advancement of women of color with respect to their non-minority counterparts.

Finally, Kay shares what concrete ways white women can help stand side-by-side with women of color to build a truly gender-inclusive world that benefits us all.

#015 - In this episode of Inclusion in Progress, Kay is speaking to Jennifer Brown, the best-selling author of How to Be an Inclusive Leader: Your Role in Creating Cultures of Belonging Where Everyone Can Thrive.

In this discussion, Jennifer shares how she found her voice on diversity and inclusion as a member of the LGBTQ+ community, how she built her 7-figure consulting business with a team of over 20 D&I experts, and her thoughts on building gender inclusion and intersectionality in organizations.

She also shares the challenges women still face at work, the importance of continuing to inform and educate yourself on the challenges of other underrepresented groups, and her predictions on D&I trends that will shape companies for this decade and beyond.

#014 - Kay reflects on her mixed feelings on International Women’s Day as a woman of color, what she wishes would change, and why the dialogue on gender equality needs to be intersectional in our companies and communities.

She also defines intersectional feminism, and shares the danger of the superwoman leadership myth in helping women achieve equality at work.

Finally, Kay talks about what real measures companies can implement to create gender inclusion for their female workers to grow and thrive as leaders at work.

#013 - Kay focuses this episode for anyone who is learning and willing to become a better ally for minority professionals, sharing daily actions you can take to build a more inclusive world.

She also discusses why allyship must be intersectional — not just for white male and female cisgender allies, but for those of us who fall into minority groups ourselves.

Finally, Kay talks about why micro-steps and individual choices from allies and minorities alike help lead to more inclusion in progress.

#012 - Kay discusses how NOT to celebrate Black History Month in your organization, and why it’s critical to foster black representation and inclusion for your business in 2020 and beyond.

She also talks about specific case studies of where brands have gone wrong in celebrating Black History Month, and what your company can do instead to acknowledge your black professionals without tokenizing or trivializing.

Finally, Kay shares why awareness months are still critical for creating systemic inclusion in our companies — and how showing you care for minority employees is good for business, too.

Although gender equality has been a core focus of the inclusive workplace conversation, it still continues to be a concern — especially when we see a lack of women in leadership positions in many of the tech companies we partner with. 

As a woman-owned business, Inclusion in Progress is all too familiar with the lack of growth opportunities in our past work environments. Which is why our mission to continue to empower organizations to walk their talk when it comes to inclusion is not only a professional commitment, but a deeply personal one. And it’s why we’ll be focusing today’s episode on why women are still underrepresented in tech, despite being a core target demographic for many talent pipelines.

On this episode of the podcast, we explore:

• The effects of women underrepresentation in tech on the larger industry

• What women need to feel supported to stay long enough to step up to leadership positions

• How the lack of women leadership can affect your company’s productivity and reputation

You will also hear our insights on the profound impact that gender equity has on workplace culture and a company’s ability to meet business objectives. 

To learn more about how we’re partnering with organizations to support gender equity at work, reach out to our team for a consultation at info@inclusioninprogress.com.

[0:01] Gender equity stagnation in tech industry despite rapid evolution.

[4:51] Women's underrepresentation in tech and its impact on innovation and profitability.

[10:47] Lack of women in tech leadership impacts company reputation and growth.

Links

info@inclusioninprogress.com

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress 

Download our 2023 Executive Roundtable Findings.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

#011 - In this episode of Inclusion in Progress, Kay is speaking to Minda Harts, entrepreneur, speaker and best-selling author of The Memo: What Women of Color Need to Know to Secure a Seat at the Table. 

In this discussion, Minda shares how her book, billed as “Lean In” for WOC, came to be even when she was told there was no audience for it. 

She also shares the hurdles women of color still face at work, how to navigate organizations where they’re still not included, and how they can actively work to show up as their full selves in the workplace and build more inclusive work cultures for us all.

#010 - Kay shares three ways you can boost your visibility at work as a minority professional to advocate for your own career advancement as well as a more inclusive workplace culture.

She also shares why even though you feel like you’re struggling to become more visible in your organization, it’s important to remember your responsibility in paving the way for the people who come after you.

Finally, Kay focuses on how you can use your individual stories and experiences to help you challenge perceptions and engage in meaningful conversations that lead to more inclusion.

#009 - Kay discusses three ways to meaningfully measure inclusion to help you successfully execute your data-driven D&I strategy in your organization.

She also shares why data and insights are key to helping you increase buy-in from your leadership team, and to inform the next steps for your diversity and inclusion initiative.

Finally, Kay shares why the messaging you use in your surveys is critical to encourage as much participation as possible from underrepresented groups, and build a more inclusive company culture where everyone can thrive.

#008 - Kay shares the three main reasons diverse talent will leave your organization, and what you can do about it to continue to build a truly inclusive work culture.

She talks about why you need to see diversity and inclusion from the perspective of going beyond just attracting diverse talent, for you to truly retain employees from minority groups.

Finally, Kay shares the three key things you can do to keep your diverse talent engaged, happy and thriving, and the positive effect that has on your company’s reputation and profitability.

Want to work with Kay on a Diversity & Inclusion solution for your organization? Check out her services here -or- book a free 20-minute discovery call here.

#007 - Kay shares her honest thoughts about the term "POC" or "people of color" as a Filipina American expat living in Spain, and offers a nuanced take on the idea of labels in diversity and inclusion.

She talks about how she often shied away from wading into discussions about diversity and inclusion as recently as a year before she started the Inclusion in Progress podcast, and why she often felt like she couldn't lend her voice to conversations about D&I.

Finally, Kay offers her honest reflections on umbrella terms like POC or BAME and the "simplicity" they provide. But she also asks us to consider that when it comes to conversations around diversity and inclusion in our workplaces, we can't erase specificity for the sake of ease of the conversations we need to build a more inclusive world.

Want to work with Kay on a Diversity & Inclusion solution for your organization? Check out her services here -or- book a free 20-minute discovery call here.

#006 - In the first episode of 2020, Kay shares the diversity and inclusion industry trends to look for in this decade to keep your company ahead of the curve.

She talks about the 5 D&I trends to look out for if you want to build a meaningful, measurable diversity and inclusion initiative in your organization by walking you through industry best practices and key questions to consider when creating a more inclusive workplace.

Want to work with Kay on a Diversity & Inclusion solution for your organization? Check out her services here -or- book a free 20-minute discovery call here.

#005 - Kay shares the data and statistics you need to make the business case for inclusion in your organization, to help you understand and advocate effectively for the need for D&I.

She talks about what her corporate clients struggle with when trying to convince key stakeholders to turn D&I from buzzword to business reality.

Finally, Kay shares the 3 questions she uses with her own clients to help them see the need for a meaningful D&I initiatives in their companies, as well as the different solutions she offers to help create systemic inclusion across their organizations.

Want to work with Kay on a Diversity & Inclusion solution for your organization? Check out her services here -or- book a free 20-minute discovery call here.

#004 - Kay shares her thoughts on former President Barack Obama's comments on wokeness and cancel culture, and whether or not they are positively contributing to our work with diversity and inclusion.

She shares her recent conversations with potential non-minority allies and advocates, and how she struggled to find a place to discuss issues around her identity before starting her podcast.

Finally, she walks you through the key difference to help create truly inclusive spaces which also bring non-minority advocates and allies to the table.

Want to work with Kay on a Diversity & Inclusion solution for your organization? Check out her services here -or- book a free 20-minute discovery call here.

#003 - Kay reflects on an intriguing conversation she had with an HR Director at a prominent telecommunications firm in Spain, where she lives, and how it got her thinking about how we define inclusion within our companies.

She explains her definition of the 7 pillars of inclusion, and discusses how the context, culture and country can all affect what we prioritize in our organizations and when.

Finally, she walks you through how you can approach and have meaningful conversations about D&I as a minority, and what you can do as a non-minority to help be an advocate and accomplice for your minority counterparts.

Check out Kay's post on LinkedIn where she talks about key D&I stats here: http://bit.ly/kay-LIpost-DI

Want to work with Kay on a Diversity & Inclusion solution for your organization? Check out her services here -or- book a free 20-minute discovery call here.

#002 - Kay has decided to start the show with a topic that she's been passionate about her entire life: the power of stories to lead change. The core of the work she's done with business leaders and entrepreneurs across 17+ industries is centered around storytelling, and she's witnessed how individual stories lead to more connection and more visibility for underrepresented groups.

She starts off by explaining a bit of her story growing up as a daughter of Filipino immigrants in Los Angeles, California, all the way through to her cultural encounters as an immigrant herself in Madrid, Spain, since 2010. Kay also shares her encounters with discrimination, and how she's learned to share those stories in uncomfortable conversations with others to bring about change.

Finally, she walks you through how you can share your encounters with discrimination in the workplace without diminishing your truth, and step up as a minority leader to encourage advocacy, allyship, and a step towards systemic inclusion.

Check out Kay's post on LinkedIn where she talks about why she's championing other WOC and POC online here: http://bit.ly/kay-LIpost-WOC

Want to work with Kay on a Diversity & Inclusion solution for your organization? Check out her services here -or- book a free 20-minute discovery call here.

On our last few episodes of the Inclusion in Progress podcast, we’ve been sharing examples of the types of diversity, equity and inclusion (DEI) work we’ve done with client partners. 

In today’s episode, we’re speaking with Paul Barber, Vice President of Human Resources at Listrak. He oversaw the transition of the organization from a primarily office-based culture to a remote-first company and partnered with Team IIP to help address the needs of their distributed teams in a rapidly changing work environment. 

We also supported Listrak with establishing DEI baselines for the organization, as well as gathered anonymous data and insights that were key to delivering equitable talent strategies for their employees.

In our conversation, we discuss: 

• How Paul first got into DEI work and how he has witnessed the changes in how leaders and employees engage with the conversation in the workplace over the last three decades

• Why he recommends that HR and People leaders partner with an external consultant and how our data provided the foundation for his organizational priorities at Listrak

• His thoughts on why DEI work is a journey that will only grow in importance over the next few years — and why leaders must continue to implement it in a way that fits their organizational journey

If you want to partner with IIP to create more equitable, effective teams in your hybrid workplace — email info@inclusioninprogress.com to book a free no-pressure consultation with our team. 

In This Episode:

[7:13] How external validation from contractors helped reinforce the importance of diversity, equity, and inclusion efforts in an organization, particularly in securing support from senior management and the finance department.

[9:00] How DEI efforts help organizations keep their people and implement data backed recommendations, resulting in hiring internationally and keeping teams intact.

[14:00] The importance of leadership buy-in and external partnerships for successful DEI work.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Learn more about Paul Barber.

Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”.

Download our 2023 Executive Roundtable Findings.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

#001 - Welcome to the first episode of the Inclusion in Progress podcast! Kay Fabella is an author and award-winning visibility coach who is dedicated to helping underrepresented professionals step up as authors, speakers, and influencers — and redefine the face of leadership.

Kay is a Filipina-American expat in Spain who's helped startups and Fortune 500s to multiply their audiences through story-driven strategies. Inclusion in Progress is a bi-weekly show that focuses on tips, tricks, and techniques to spread your message + communicate with impact. Kay will share her knowledge about visibility, her own diversity and inclusion stories, and highlight experts who've stepped up as leaders even when they're the "only" one in the room.

To grab Kay's free guide, Top 10 Visibility Activities to grow your audience organically as a minority thought leader, just head to: https://kayfabella.com/start-here

Want to work with Kay on a Diversity & Inclusion solution for your organization? Check out her services here -or- book a free 20-minute discovery call here.

On our last few episodes of the Inclusion in Progress podcast, we’ve been sharing examples of the types of diversity, equity and inclusion (DEI) work we’ve done with client partners. 

In today’s episode, we’re speaking with Jimmy Rose, former Vice President for Employee Experience at Cotiviti. Since connecting with Jimmy in 2020, we were fortunate to partner with him to establish DEI foundations for his company, teams and larger company culture.

In our conversation, we discuss:

• How Jimmy first got into DEI work and how he’s seen the industry shift through the lens of Operations, HR and Employee Experience in Cotiviti

• How it was like to partner with us at Inclusion in Progress — and why he recommends working with an external consultant to focus a company’s DEI goals in the early stages

• How the current landscape affects the urgency of DEI objectives companies set during the pandemic — and Jimmy’s advice for practitioners when facing pushback or discomfort

If you want to partner with IIP to create more equitable, effective teams in your hybrid workplace — email info@inclusioninprogress.com to book a free no-pressure consultation with our team. 

In This Episode:

[3:19] ​​Jimmy reflects on his solo journey in leading DEI efforts and recognizing the need for external support.

[7:04] Using data collection to understand the current status and identify areas for improvement within your organization.

[11:08] The importance of cultural sensitivity when discussing diversity and inclusion.

[15:04] Jimmy talks about starting an ERG at the organization he worked for with no budget, and the importance of getting started.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Learn more about Jimmy Rose.

Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”.

Download our 2023 Executive Roundtable Findings.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

On the next few episodes of the Inclusion in Progress podcast, we’re sharing examples of the types of diversity, equity and inclusion (DEI) work we’ve done with client partners. 

In today’s episode, we’re speaking with Regina Lawless, former DEI Head of Instagram and Founder of Bossy & Blissful. Regina has led multiple diversity, equity and inclusion initiatives to advance underrepresented talent, particularly in the tech industry. We were fortunate to partner with her during her time at Instagram and Meta before she started her own venture to empower professional women of color to create lives on their own terms.

In our conversation, we discuss:

• How Regina first got into DEI work and how she’s watched the industry evolve during her years working in corporate companies like Micron, Instagram and more

• How it was like to partner with us at Inclusion in Progress during the pandemic, and why she encourages employers to consider outsourcing their DEI work to support their in-house teams

• Why the work of building equitable, inclusive workplaces is ongoing — and her advice to other DEI professionals and folks from underrepresented groups

If you want to partner with IIP to create more equitable, effective teams in your hybrid workplace — email info@inclusioninprogress.com to book a free no-pressure consultation with our team. 

In This Episode:

[6:11] Partnering with external contractors for learning, development and support. 

[9:05] the benefits of partnering with external contractors including bringing in fresh perspectives and expertise.

[11:54] Advice for those just beginning in DEI work.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”.

Download our 2023 Executive Roundtable Findings.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

On the Inclusion in Progress podcast, we’ve shared examples of the types of interventions and work we’ve done with client partners. But we’ve never featured any of them until now.

Many of our listeners have asked what it’s like to work in DEI, both as an external contractor and as part of an internal DEI team. So in today’s episode, we’re speaking with Anthony Papini, the Global DEI Lead of ActiveCampaign. Not only has he been a long-time podcast listener, he’s also partnered with #TeamIIP in his current and previous roles leading diversity, equity and inclusion.

In our conversation, we discuss:

• How Anthony first got into DEI work and how he’s watched the conversation evolve 

• The benefits of an in-house DEI team working with an external partner and how he partnered with Inclusion in Progress

• Why buy-in for DEI work is critical — even in a recessive period — and the advice he’d give to current and aspiring practitioners looking to lead equity and inclusion in the future of work

You’ll also hear examples from a seasoned practitioner (and one of our esteemed client partners!) — as well as why in-house and external practitioners can work together effectively to gain buy-in and support business-critical functions.

If you want to partner with IIP to create more equitable, effective teams in your hybrid workplace — email info@inclusioninprogress.com to book a free no-pressure consultation with our team. 

In This Episode:

[3:35] Diversity, inclusion, and belonging in the workplace.

[15:57] The importance of external support for DEI practitioners.

[21:50] The challenges and benefits of being a DEI practitioner.

[27:30] Diversity, equity, and inclusion as a client partner.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”.

Download our 2023 Executive Roundtable Findings.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

On our Inclusion in Progress podcast, we often talk about how we help our client partners from around the world design psychological safety for their virtual teams. 

But what does building psychological safety look like on our own fully remote team at Team IIP? And how do we apply those same lessons to our company as we evolve?

That’s exactly what we’ll look at in this episode of the Inclusion in Progress podcast.

Here’s what we’ll explore: 

• What we’ve learned about the importance of psychological safety, well-being, and work-life balance for DEI practitioners

• Why Team IIP believes that rest is even more necessary in a fast-changing world and ever-evolving work environment

• How we’re applying what we share with our client partners to our own company culture of psychological safety on our virtual team

You’ll also hear examples of how we model psychological safety in our day-to-day interactions as a fully distributed team - as well as why we will continue to create time off for our mental health and well-being moving forward.

If you want to read more about our latest whitepaper,  “Is hybrid work killing company culture?,” you can download a copy on our website at inclusioninprogress.com/learn or head to the link in the show notes to grab your copy.

In This Episode:

[9:30] How does company culture impact mental health?

[11:34] Why was Inclusion in Progress founded?

[18:37] Why "checking yourself at the door" is something we can no longer go back to.

[21:16] How taking a break has changed the way team Inclusion in Progress works.

[26:01] The power of showing up when you feel safe.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Download our 2023 Executive Roundtable Findings on Hybrid Work & Company Culture.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Listen to our previous episodes on Psychological Safety for DEI Practitioners and Why “Professionalism” and “Culture Fit” Undermine DEI.

This month, we’re hosting a mini-series on “Hybrid Work & Company Culture'' where we’ll be sharing what we’ve learned from speaking to tech companies like HP and HubSpot on whether or not hybrid work is killing company culture. 

 We have been discussing the importance of equity in a hybrid workplace, how to equip leaders for remote-first or hybrid teams, and how flexible working and company culture strategies go hand-in-hand with DEI, plus actionable ideas we’ve been sharing with our client partners to support employees in a remote or hybrid work environment. 

In this final episode of our series, we go over how our roundtable participants explained how they’ve come to rely on different platforms to maintain employee engagement and morale, foster a sense of community, and facilitate company culture initiatives. Our discussion highlighted the wide range of company-led and employee-led initiatives to support community-building among distributed team members.

If you want to read more about our Executive Roundtable findings, we’re pleased to announce the release of our latest whitepaper,  “Is hybrid work killing company culture?” You can download a copy on our website at inclusioninprogress.com/learn or  head to the link in the show notes to grab your copy.

In This Episode:

[3:11] The importance of tech platforms for culture.

[6:42] How hybrid work will affect equity and advancement.

[8:17] Company culture initiatives that support psychological safety.

[11:14] How to better manage psychological safety in a hybrid workplace?

[13:12] Flexible working and company culture strategies.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”.

Download our 2023 Executive Roundtable Findings.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

This month, we’re hosting a mini-series on “Hybrid Work & Company Culture'' where we’ll be sharing what we’ve learned from speaking to tech companies like HP and HubSpot on whether or not hybrid work is killing company culture. 

In this second episode of the series, we will be discussing the importance of equity in a hybrid workplace, how to equip leaders for remote-first or hybrid teams, and how flexible working and company culture strategies go hand-in-hand with DEI, plus actionable ideas we’ve been sharing with our client partners to support employees in a remote or hybrid work environment

If you want to follow along with the Hybrid Work & Company Culture mini-series on the podcast this month — and get access to inclusive insights from our team in your inbox — head to the link in the show notes or go to https://inclusioninprogress.com/podcast-miniseries-2023 to sign up.

In This Episode:

[1:19] Introduction to hybrid work and company culture.

[8:09] The definition of DEI and psychological safety.

[11:44] The importance of company culture and buy-in of tech leaders.

[13:57] The essence of a company culture that supports psychological safety.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”.

Download our 2023 Executive Roundtable Findings.

Learn more from Harvard Business Review’s Survey: What Attracts Top Tech Talent?

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

A principle at the core of our Inclusive Distributed Work™ framework is compassionate collision — bringing different perspectives to the table and creating psychological safety for everyone to contribute their ideas and views to an organization.

The goal of compassionate collision isn’t to “fix” or “solve” complex issues overnight, but to create an environment where people can express themselves without fear of retaliation.

Our CEO, Kay Fabella, has been having difficult conversations with leaders recently, and a common theme is emerging: How can we maintain unity within our teams when global events are so divisive? Especially as we the world realizes that geopolitical and socio-economic stressors of the past few years are here to stay? 

While it’s impossible to have one perfect solution, we at Inclusion in Progress have found that the following recommendations for creating safe spaces for difficult conversations is crucial:

• Foster spaces for respectful discussion that model compassion and encourage diverse perspectives.

•  Set communication norms, encourage constructive debates, and create space for emotional support.

• Offer training on inclusive leadership, provide mental health resources, and schedule 1:1 check-ins.

If you want to learn more about our Inclusive Distributed Work™ framework and how it’s enhancing performance and connectivity for distributed teams, book a call with us by emailing info@inclusioninprogress.com.

#psychologicalsafety #compassionatecollision #culturaladaptability #inclusivedistributedwork #futureofwork #inclusioninprogresspodcast

LINKS:

info@inclusioninprogress.com

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress 

Download our 2024 Whitepaper: "How Cybersecurity Companies Can Retain, Promote & Advance Women to Minimize the Gender Gap"

Learn more from our previous episode about how to Create Psychological Safety on Remote Teams

Listen to how we covered Psychological Safety for DEI Practitioners: Top Tips from IIP

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

This month, we’re hosting a mini-series on “Hybrid Work & Company Culture'' where we’ll be sharing what we’ve learned from speaking to tech companies like HP and HubSpot on whether or not hybrid work is killing company culture. 

Over the next three episodes, we will be discussing the importance of equity in a hybrid workplace, how to equip leaders for remote-first or hybrid teams, and how flexible working and company culture strategies go hand-in-hand with DEI, plus actionable ideas we’ve been sharing with our client partners to support employees in a remote or hybrid work environment. 

In this episode, we’ll be talking about some of the findings from a virtual roundtable we hosted with DEI practitioners in the tech industry to discuss how they were adapting and building upon their differentiated people strategies to serve diverse groups working remotely. 

If you want to follow along with the Hybrid Work & Company Culture mini-series on the podcast this month — and get access to inclusive insights from our team in your inbox — head to the link in the show notes or go to https://inclusioninprogress.com/podcast-miniseries-2023 to sign up.

In This Episode:

[3:45} What is company culture today vs pre-pandemic?

[5:27] How flexible work continues to be a top priority for organizations.

[8:53] How can tech companies benefit from supporting flexible work?

[12:15] Empowering managers to lead remotely active campaigns.

[13:13] The importance of equity when designing a hybrid workplace.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Download our 2023 Roundtable Findings: Is Hybrid Work Killing Company Culture?.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Learn more about Why D&I Only Works With Equity in Episode IIP029.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

Most people think DEI is a nice-to-have for their organizations — and they’re often one of the first programs to go in recessive periods.

But DEI is not only a way to keep your best people and ideas and support your bottom-line, it’s actually non-negotiable for employees. And it influences their decisions around who they work for and the type of performance they will give while they’re there. 

In this episode, we’ll be talking about some of the findings from a virtual roundtable we hosted with DEI practitioners in the tech industry in April 2023 to discuss how they’re expanding their strategies while considering employees’ desires for well-being and flexible work.

We also announce our upcoming mini-series in July 2023 on “Hybrid Work & Company Culture” where we’ll share more about our roundtable conversation. 

In This Episode:

[2:08] The difference in company culture today vs pre-pandemic.

[5:21] The importance of understanding the needs of remote employees for DEI.

[7:47] What is the actual cost of poor mental health to employers in 2023?

[11:51] How the conversation around work-life balance and well-being in the tech industry are redefining company culture.

[13:36] How to help remote teams in self-identifying and managing mental health.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”.

Download our 2023 Future of Work Culture whitepaper.

Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

Regardless of where you fall on the political spectrum, activism and DEI work are actually extensions of one another.

For us at #TeamIIP, we know that historically excluded or marginalized groups simply *can’t* check their identities at the door when entering a professional workplace. To those we’ve spoken with and worked alongside, DEI is not just about fighting for equal opportunities in the workplace — it's about their lives and their livelihood. 

But that doesn’t mean that implementing DEI policies (such as inclusive language) at work isn’t without its complications.

One one side, we’ve witnessed facing pushback over the years from those who think that the use of inclusive language is tone policing.

On the other end of the spectrum, we’ve witnessed those who all too freely shame someone for their mistakes (sometimes fellow DEI practitioners) when the audience fails to meet an ever-evolving standard for inclusive language.

Inspired by our 2020 episode with Michelle MiJung Kim, we revisit the idea of inclusive language three years on and discuss:

• What inclusive language is, what it is not, and who it ultimately benefits

• How implementing inclusive language can be done with intentionality (without gate-keeping or shaming others in the process)

• Why it's less about saying the “right thing” and more about respecting the nuances of identity that language brings

• Our take on how to guide inclusive language in 2023 for more equitable workplaces

In This Episode:

[7:41] The origin and evolution of the word “woke”.

[12:42] What is inclusive language and why does it matter?

[15:36] How are people responding to inclusive language guidelines?

[31:49] How to be more inclusive in day-to-day communication.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Download our 2023 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about working with us in 2023.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

With a recessive period upon us, we’ve witnessed a growing trend of corporate leaders (particularly in the tech industry) embracing “bossism”: a leadership style that emphasizes a top-down approach to management.

Sadly, that means the first programs on the chopping block are viewed as the nice-to-haves, including the DEI initiatives that many pledged to uphold following George Floyd’s murder. It also means that the people these programs were aimed at supporting are also at risk, at a time when employees and employers need inclusion-focused programs the most.

While those who practice bossism would claim to favor the bottom line, they do so at the expense of the people who are responsible for creating the bottom line in the first place. 

In today’s episode, we’ll share the reasons why we can’t undo progress on DEI with the likes of bossism in Big Tech, including:

• Why investing in DEI supports teams during times of change and uncertainty

• Why an inclusive workplace supports post-layoff survivors’ productivity and morale

• Why ongoing DEI initiatives can support today’s and tomorrow’s teams

In This Episode:

[1:15] Is the recessive period creating a trend in which leaders are resorting to bossism?

[4:43] How is the rise of bossism affecting DEI initiatives?

[8:23] Why investing in DEI supports diverse teams during times of uncertainty

[12:34] The impact of bossism in Big Tech on psychological safety and how it affects morale and productivity (even beyond the tech industry)

[14:31] How investing in DEI initiatives can support today’s and tomorrow’s teams

[15:59] Why cutting back on DEI initiatives today will ultimately lead to difficulty retaining and hiring talent in the long run

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Download our 2023 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about working with us in 2023.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

Often when we discuss supporting women in the workplace, the conversation immediately turns to maternity leave and motherhood. But more millennials and Gen Zers are choosing to be child-free by choice. This poses a challenge for employers to be more creative about how they approach supporting women’s ability to achieve and advance in the workplace — beyond simply offering maternity leave and family planning.

Rather than associating women with the gender role of childbirth, we need to be more intentional in creating workplace strategies to support all women — regardless of their background, abilities, age, race, ethnicity, country of origin, native language, economic, marital or parental status.

Gender equity is something organizations should care about beyond International Women’s Month. So in this episode of Inclusion in Progress, we take a look at how employers can support women at work who are either childless or child-free, especially as these circumstances and choices become more common for professionals from younger generations who are already stepping into our workplaces. 

In This Episode:

[2:33] Why is it hard for women to discuss being child-free by choice?

[6:58] Why are more younger Gen Z and millennial professionals choosing to opt out of having children, and how will that affect gender equity initiatives at work?

[11:14] What is the major difference between child-free by choice and childless?

[16:02] How well-educated, single, non-parent women are evaluated differently at work than both women who have children and their male peers.

[21:30] How to make your work environment psychologically safe for child-free and childless women and why that matters for employers designing gender-inclusive workplaces.

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Download our 2023 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about working with us in 2023.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Read more of Pew Research Center’s 2021 study on US childless adults. 

Listen to our podcast guests speak on Miscarriage, Menopause & More: Uncovering Real Experiences of Women at Work.

Read more about the current state of millennial debt in the Wall Street Journal article.

To learn more about Jennifer Merluzzi’s research, check out how single US women say they face workplace penalties.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

March is officially the start of International Women’s Month. 

But as our latest episode goes live today — do women really have something to celebrate? 

Considering the uphill battle women face in their personal and professional lives?

And considering how gender equity in the workplace seems to be backsliding?

In fact, according to LeanIn.Org & McKinsey’s 2022 Women in the Workplace Report, for every woman at the director level who gets promoted to the next level, two women directors are choosing to leave their company.

We don’t just lose ideas, perspectives and talent when women leaders leave — we also lose our best advocates for equity and inclusion.

With that in mind, Inclusion in Progress takes a look at The Great Breakup, the consequences of women leaving the workforce en masse, and how to keep progress on gender equity moving forward by working to retain women on your teams.

In This Episode:

[5:36] What is possible if more legislation were designed with women in mind?

[7:16] What are the consequences of women leaving the workforce?

[9:06] Why are women leaders demanding more from work?

[13:51] How can organization leaders navigate the issue of women leaders leaving the workplace? 

[16:30] What are some solutions to support women in leadership positions? 

[18:23] How can you keep women leaders on board within your organization?

Links:

info@inclusionandprogress.com 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Download our 2023 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about working with us in 2023.

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Read the full Women in the Workplace report by LeanIn.Org and McKinsey & Company.

Check out our discussion on The 3 Hidden Biases of Hybrid Work & How to Avoid Them.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.