IIP043 How to Be Inclusive in the Workplace

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 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.

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.

Although gender equality has arguably 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.

 

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.

 

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.

 

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.