Episoder
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Hybrid work has been most commonly defined as a blend of in-office and remote work. This form seemed like the perfect solution as we transitioned post-pandemic because it promised flexibility and a balanced approach to the workplace.
However, many organizations have found themselves stuck in the middle ground where the emphasis is still on showing up at the office rather than focusing on productivity. And we have seen that this current iteration of hybrid has significant limitations and consequences for those organizations that are unwilling to adapt.
In this episode of the Inclusion in Progress podcast, discuss the following:
Why you have only heard of one model of “hybrid work” and how other models have performed against it;
How employers monitoring the productivity of their employees in-office may actually be the bottleneck to productivity and profitability that they are trying to avoid;
Why it is important to make decisions surrounding the workplace based on intentionally collected data.
At Inclusion in Progress, we have utilized our three-step Inclusive Distributed Work™ framework to support companies with aligning their people-focused initiates with business critical objectives, to deepen their capacity to understand and address specific issues facing their globally distributed teams.
If you’d like to collaborate with us this year to implement our framework in your organization, email us at [email protected] to book your free consultation call.
#hybridwork #leadership #inclusivedistributedwork #futureofwork
TIMESTAMPS:
[4:21] What are the five models of “hybrid work”? And how have companies made use of these models so far?
[7:08] What are the arguments made by employers to justify going back to the pre-pandemic five-day-a-week in-office mandate? What should your company be focusing on instead?
[13:22] How can you embrace Inclusive Distributed Work™ at your workplace? What is the best approach to use to achieve this?
[16:35] What are the questions you can ask that can help you identify the ideal distributed work model for your organization?
LINKS:
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"
Read the full report of Work From Home Research’s Global Survey of Working Arrangements.
Listen to our previous episode about how other companies are Building a Healthy, Connected Work Culture for Distributed Teams
Read more on the success of Atlassian’s Team Anywhere in their 1,000 Days of Distributed Work Report.
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.
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In this episode of the Inclusion in Progress podcast, we share more about our signature Inclusive Distributed Work™ — which we’ve used with tech companies worldwide to support their distributed teams.
At Inclusion in Progress, we define distributed work as physical distribution (remote, hybrid and in-office) and geographical distribution (global and multicultural). Which means that even before March 2020, our teams were already distributed.
Today, the success of your distributed teams depends on enabling collaboration across difference, geography, culture and time zone — so you can avoid costly attrition due to misunderstandings and inefficiencies; attract and retain top talent; improve communication and collaboration; and increase your global reach and market share.Utilizing our three-step framework, we’ve supported companies with aligning their people-focused initiatives with business critical objectives, and deepening their capacity to understand and address specific issues facing their globally distributed teams.
If you’d like to collaborate with us this year to implement our framework in your organization, email us at [email protected] to book your free consultation call.
#psychologicalsafety #leadership #inclusivedistributedwork #futureofwork
TIMESTAMPS:
[5:55] Empowering distributed teams with a shared culture beyond office walls.
[8:10] Distributed work is a natural evolution of work, enabling collaboration across differences for success.
[13:02] The benefits of enabling inclusive behaviors, mitigating bias, and strengthening communication protocols.
[16:11] Strategies for fostering psychological safety in distributed teams.
LINKS:
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"
Listen to our previous episode where we discuss how Inclusion in Progress got started and 3 Ways Sponsorship Can Address the Gender Gap in Leadership
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.
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Mangler du episoder?
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In our post-pandemic world, many more companies have distributed workforces.
Which means many of the HR, Talent and People leaders that we engage with are having to rethink and redefine how to close the gender gap in leadership — when many no longer share the same physical office space or cultural context.
With that said, research shows that sponsorship remains one of the most effective ways to close the gender gap in leadership.
So how do you know when a sponsorship program is right for you? And how do you apply and launch a sponsorship program for a distributed work environment?
On this episode of the Inclusion in Progress podcast, we look at three ways sponsorship can address the gender gap in leadership — and how you can apply our findings to your own distributed workforce.
At Inclusion in Progress, LLC, we’re passionate about Inclusive Distributed Work™ because we have been afforded the opportunities to advance and advise others in 35+ countries, across generational and cultural differences, while supporting our teams’ experiences with autism, depression, anxiety and ADHD.
We know that Inclusive Distributed Work™ works. So if you’d like to work with us this year to implement our signature framework in your organization, email us at [email protected] to book your free consultation call with us.
#sponsorship #leadership #genderequity #inclusivedistributedwork #futureofwork
TIMESTAMPS:
[2:59] Sponsorship can address gender gap in leadership through structured opportunities.
[7:23] How sponsorship increases visibility and accessibility for women to enhance their careers and promote them into positions of leadership.
[9:45] Sponsorship benefits both sponsors and protegees, creating a structured allyship opportunity.
[12:27] Kay shares how remote work helped her find creative solutions to mental health and professional obstacles.
LINKS:
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"
Listen to our previous episode where we discuss Do Your Teams Need Mentorship or Sponsorship? How to Understand the Difference.
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.
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We often hear about mentorship or sponsorship programs for companies looking to increase representation as a part of their DEI — or diversity, equity and inclusion — initiatives.
But how do you know which program is the best fit for your organization?
Inspired by our conversations with hundreds of HR, DEI and People leaders of distributed teams, we discuss how to close the gender gap in leadership through a structured, scaleable mentorship or sponsorship program.
For this episode of the Inclusion in Progress podcast, we’ll go over:
Why mentorship and sponsorship are different and why choosing the right one matters for increasing representation on your teams
How mentorship or sponsorship programs are being optimized by some of our client partners and organizations we’ve collaborated with
Our best practices for how to develop a mentorship or sponsorship program in a distributed work environment
At Inclusion in Progress, LLC, we’re deeply committed to empowering others to walk the talk when it comes to inclusion. Which is why we’re pleased to continue sharing our 2024 whitepaper: “How Cybersecurity Companies Can Retain, Promote & Advance Women to Minimize the Gender Gap”.
The whitepaper is a result of our January 2024 roundtable discussions 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:
[3:15] Defining mentorship and sponsorship, and highlighting their different functions.
[5:57] How sponsorship and mentorship programs can increase productivity and diversity in leadership pipelines.
[8:57] How distributed environments create opportunities for launching mentorship/sponsorship programs.
[14:38] Why sponsorship programs are necessary for emerging leaders with untapped potential.
LINKS:
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"
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.
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Organizations that claimed to support diversity and inclusion in the wake of the pandemic are continuing to mandate Return-to-Office policies today.
Leaders are clinging to the paradigm of in-office work as the gateway to productivity and performance — rather than using this moment as an opportunity to leverage the insight they've gained from their own flexible work experiences to innovate new ways of working.
But did you know that flexible work isn't just a nice-to-have but a non-negotiable for closing the gender gap in leadership?
Which is why on this episode of the podcast we discuss:
How strengthening and reiterating your existing distributed work models is advantageous to both men and women;
Why the role of managers is important in increasing women’s representation in leadership;
How strategizing for an inclusive and equitable distributed workplace enables teams with the highest potential and boosts their performance.
At Inclusion in Progress, LLC, we understand the profound impact that gender inclusion has on workplace culture and a company's ability to meet business objectives. Which is why we’re pleased to share the release of our 2024 whitepaper: “How Cybersecurity Companies Can Retain, Promote & Advance Women to Minimize the Gender Gap”.
The whitepaper is a result of our January 2024 roundtable discussions 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:
[0:01] Return to office policies and their impact on diversity and inclusion
[2:24] Increasing women's representation in leadership through flexible work
[6:22] Gender inequality in the workplace and the importance of distributed work models
[9:40] Managers' role in promoting women's leadership in distributed workplaces
[12:41] The benefits of gender inclusion in the workplace
LINKS:
www.inclusioninprogress.com/podcast
www.linkedin.com/company/inclusion-in-progress
Learn more about the three hidden biases of hybrid work and how to avoid them.
Listen to our discussion of how women of color face double barriers to promotion 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.
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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:
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.
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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 [email protected].
[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
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.
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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 [email protected].
[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
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.
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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 [email protected] 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:
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.
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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 [email protected] 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:
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.
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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 [email protected] 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:
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.
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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 [email protected] 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:
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.
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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:
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.
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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:
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.
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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:
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.
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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:
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.
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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:
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.
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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:
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.
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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:
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.
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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:
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.
- Se mer
