Inclusion in Progress

For years corporate success was measured by the size of a company's headquarters, but this all changed overnight when the pandemic hit. Companies soon realized that they didn't need their employees to commute to one central location to collaborate effectively. Which is why on this episode of Inclusion in Progress, we're diving into one of the 12 distributed work models we've identified while working with remote and hybrid teams.  This episode breaks down the Hub-And-Spoke Model — which highlights a decentralized approach to workplace design, enabling both in-person and remote collaboration.  We cover: How satellite “spoke” offices can support a central “hub” office in practice What to consider before choosing this Hub-And-Spoke Model for your teams The challenges of implementing this distributed work model and how to solve them We'll be breaking down the rest of all of these work models on future episodes, so subscribe to the podcast to make sure you don't miss out! And if you're a People or HR leader who wants a more detailed breakdown of the 12 distributed work models (and an easy framework to decide which works best for your organization)... Download a copy of our Distributed Work Success E-book today!  To identify any gaps in your current work model  and get tailored insights to improve efficiency and engagement,  take our Free RISE™ Scorecard and get a personalized report in minutes. #InclusiveDistributedWork #HybridWork #FutureOfWork #InclusionInProgress     TIMESTAMPS: [01:55] How the Hub-And-Spoke model reimagines workspaces and how it enables a new level of collaboration [03:51] What are some of the key principles to applying hub and spoke office spaces? [05:50] What are some of the most common challenges for this Distributed Work Model? [06:17] How to know if the Hub-And-Spoke Model is best fit for your organization?     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. Uncover your ideal Distributed Work Model with our RISE™ Scorecard, created to give you personalized insights into what's impacting your team's workflows to discover which model is best fit for your teams. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. 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.

On this episode of Inclusion in Progress, we resume our Distributed Work Expert Series. With this series, we're  highlighting some of the world's leading experts who continue to map, innovate, and design how distributed work looks from inside forward-thinking companies — designing a version of work that works for teams — regardless of where they choose to work. Our goal is to start highlighting distributed work leaders in companies to help forward-thinking leaders like you to: Navigate remote and hybrid work challenges with real-world examples Draw inspiration to find a distributed work model that is best suited for your teams Reimagine your workplaces with research-backed insights from experts at the forefront of the future of work conversation For this episode, we're joined by Leah Knobler, VP of People at Help Scout, who shares their company's commitment to accessibility, transparency, and intentionality — as a fully remote-first organization since 2012.  Leah shares how Help Scout continues to double down on their distributed work model — in spite of the current RTO (return-to-office) trends — and how their remote-first approach has allowed them to continue to grow globally year on year.

As we've learned over the last five years, workplace flexibility is not one-size-fits all. Some teams need structure, others need autonomy. Some teams are scattered across the globe, and others are scattered across a state or a country. Which is why on this episode of Inclusion in Progress, we're diving into one of the 12 distributed work models we've identified while working with remote and hybrid teams.  This episode breaks down the Flexi-Remote + Core Office Weeks Model — which balances strong in-office presence and remote work flexibility for recruitment, retention, and performance goals.  We cover: How the model does against the three principles of our Inclusive Distributed Work™ framework What to consider before choosing this Flexi-Remote + Core Office Weeks Model for your teams The challenges of implementing this distributed work model and how it can affect your teams in the longrun We'll be breaking down the rest of all of these work models on future episodes, so subscribe to the podcast to make sure you don't miss out! And if you're a People or HR leader who wants a more detailed breakdown of the 12 distributed work models (and an easy framework to decide which works best for your organization)... Download a copy of our Distributed Work Success E-book today! #InclusiveDistributedWork #AsynchronousCommunication #HybridWork #InclusionInProgress   TIMESTAMPS: [01:52] Why is Inclusion in Progress highlighting different Distributed Work Models? [02:29] How do we define the Flexi-Remote + Core Office Weeks Model? [02:56] How does this distributed work model measure up against the principles of our Inclusive Distributed Work™ framework? [04:11] What are the challenges that may arise from the implementation of this model?   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. Learn more about Proximity Bias, The 3 Hidden Biases of Hybrid Work & How to Avoid Them. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. 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.

As hybrid work becomes the new normal, companies face the challenge of balancing flexibility with collaboration. This has become the defining challenge for companies worldwide today. For some, hybrid work offers the best of both worlds, providing flexibility for employees while maintaining in-person collaboration. However, without a clear strategy, companies risk increased turnover, disengagement, and missed opportunities for innovation.  On this episode of Inclusion in Progress, we'll discuss: How to design hybrid work models that foster equity, innovation, and long-term success The biggest roadblocks organizations face when tackling the RTO vs remote debate Why hybrid work matters for today's workforce and the future of work Practical solutions to align hybrid strategies with measurable business goals.  To complement your listening to this episode, download our Distributed Work Model E-book for more insights on how you can apply our framework to your distributed teams.   TIMESTAMPS: [03:33] How does Inclusion in Progress define Inclusive Distributed Work™? [06:42] Why are we not advocating for fully remote or fully in-office workplaces? [10:15] Why do we say that the current version of hybrid work is broken? [12:50] What are practical examples of effective distributed work models?   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. Check out IIP Episode 96 to learn more about The 3 Hidden Biases of Hybrid Work & How to Avoid Them. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. 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.  

Hybrid work is a spectrum — and there are more than two options than just fully remote and fully in-office.  Which is why on this episode of Inclusion in Progress, we're diving into one of the 12 distributed work models we've identified over the past decade of working with remote and hybrid teams.  This episode breaks down the Asynchronous-First + Planned In-Office Time Model — which balances asynchronous or async work with intentional in-office time — balancing employees' desire for flexibility with curated networking and team-building opportunities to improve employee engagement.  We cover: How the async work model looks like in practice and why in-office time still matters What to consider before choosing this async + in-office model for your teams The challenges of implementing this distributed work model and how to solve them We'll be breaking down the rest of all of these work models on future episodes, so subscribe to the podcast to make sure you don't miss out! And if you're a People or HR leader who wants a more detailed breakdown of the 12 distributed work models (and an easy framework to decide which works best for your organization)... Download a copy of our Distributed Work Success E-book today! #InclusiveDistributedWork #AsynchronousCommunication #HybridWork #InclusionInProgress   TIMESTAMPS: [03:14] How Inclusion in Progress defines and measures Inclusive Distributed Work™ [06:18] What are some of the key principles to applying asynchronous work with planned in-office time? [07:33] What are some of the most common challenges for this Distributed Work Model? [09:12] How to know if the Asynchronous-First + Planned In-Office Time Model is for your organization?   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. Want us to partner with you on finding your best-fit hybrid work strategy? Get in touch to learn how we can tailor our services to your company's DEI and remote work initiatives. 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.

On this episode of Inclusion in Progress, we kick off our Distributed Work Expert Series. With this series, we're  highlighting some of the world's leading experts who continue to map, innovate, and design how distributed work looks from inside forward-thinking companies — designing a version of work that works for teams — regardless of where they choose to work. Our goal is to start highlighting distributed work leaders in companies to help forward-thinking leaders like you to: Navigate distributed work challenges with confidence, innovation, and inspiration from real-world examples Design a version of work that works best for your teams Reimagine and reconstruct the future of distributed workplaces  For our first episode, we are joined by Dajana Berisavljević Đakonović, Head of People at Toggl, who shares their company's commitment to creating successful, healthy work environments —  regardless of where their teams are across the globe.

In today's global workplace, effective communication can make or break a team's success. But for multicultural, distributed teams, navigating differences in language, cultural norms, and collaboration styles often feels overwhelming.    In this episode of Inclusion in Progress, we uncover the root causes of communication challenges in distributed teams — and more importantly, how to solve them.   You'll learn: Why cultural nuances often lead to misunderstandings and misaligned expectations. The key to establishing clear norms for synchronous and asynchronous communication. How leaders can model inclusive behaviors that build trust and alignment.   Whether you're managing a globally distributed team or part of one, this episode offers actionable strategies to help your team collaborate more effectively.  

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.

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.

IIP128 Why In-Office Mandates Hinder Innovation & Inclusion Show Notes The company on everyone's mind in the ongoing return-to-office debates is none other than Amazon. The global company's decision to roll back hybrid work models and reinstate in-office mandates in January 2025 has raised eyebrows — and not in a good way.   While Amazon (and companies like them) may view this in-office mandate as a way to "restore" collaboration, will it instead stifle the very innovation it wants to improve?   In this episode of the Inclusion in Progress podcast, we talk about: Why in-office mandates hinder flexibility, which is a non-negotiable for employees today; The ways that innovation and creativity can thrive outside a shared physical workspace;  How forward-thinking leaders like you can move beyond return-to-office or RTO mandates to embrace a version of distributed work that helps your teams thrive.   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 to implement our framework in your organization, email us at info@inclusioninprogress.com to book your free consultation call.   #returntooffice  #leadership #inclusivedistributedwork #futureofwork 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" Read the full Amazon Message from CEO Andy Jassy: Strengthening our culture and teams. Learn more about  WFH Research's findings on hybrid and remote work models.  Review the University of Pittsburgh - Katz Graduate School of Business' study on Return-to-Office Mandates. 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.

Since 2022, employers have been working against a global talent shortage, particularly amongst knowledge workers. This has put immense pressure on teams, increasing the risk of burnout, and prompting some leaders to consider leaving their positions. Doubling down on DEI (diversity, equity and inclusion) to increase the presence of underrepresented or excluded groups — whether from non-traditional backgrounds, cultures, or life trajectories — is not just a nice-to-have. It's critical to help you widen, deepen, and strengthen your talent pool with ideas and perspectives. At the same time, it's important to remember that many of the traditionally excluded groups you're targeting with your DEI initiatives are greatly in favor of distributed work. Barriers to increasing diversity can be overcome if your organization embraces a true distributed work model. 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 info@inclusioninprogress.com to book your free consultation call. #dei #leadership #inclusivedistributedwork #futureofwork     TIMESTAMPS: [03:34]  What can you do to encourage employee interaction, engagement, and productivity in a distributed work setting? [06:17] How do we define DEI? How does this definition differ when in the context of distributed work? [09:23] What are the challenges you first have to address before activating your DEI initiatives [14:11] What guidelines can Inclusion in Progress offer to help HR and People leaders on your DEI journey?     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" Read the full report of Work From Home Research's Global Survey of Working Arrangements. Learn more about Contending With Stereotype Threat at Work: A Model of Long-Term Responses Listen to episode IIP125 where we explore What is Inclusive Distributed Work™? An Introduction to Our Framework. Get started on mitigating bias at work with the help of episode IIP096: The 3 Hidden Biases of Hybrid Work & How to Avoid Them. 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.

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 info@inclusioninprogress.com 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: 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" 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.  

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 info@inclusioninprogress.com 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: 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" 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.  

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 info@inclusioninprogress.com 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: 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" 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.  

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: 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" 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.

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: info@inclusioninprogress.com 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.

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] Gender equity and intersectionality in the workplace.   [7:28] 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.  

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.  

Meta. Netflix. Amazon. Spotify. Google. We've been watching as some of the biggest names in tech have implemented mass layoffs for the first time since the Covid-19 pandemic began. And while it's easy to look at the headlines in numbers, there is a very human cost that our teams face. Both for those who are laid off and those who are left behind.    In the wake of these layoffs, how do organizations maintain employee morale for those left behind? Especially when everyone's now working in a distributed environment?   In this episode of Inclusion in Progress, we'll be discussing what workplace survival syndrome is, how it affects employee morale post-layoffs, and what you and your company can do to support remaining team members after they watch their colleagues leave.   Here's what we will explore: What is workplace survivor syndrome? Who is affected when companies engage in layoffs? How workplace survivor syndrome impacts psychological safety How employers can best support their teams after a downsizing   In This Episode: [5:58] What is workplace survivor syndrome and why does it matter to employers? [7:58] What are the consequences of workplace downsizing or restructuring on those left behind? [11:47]  How embracing empathy and modeling vulnerability impacts psychological safety, productivity and engagement for workplace survivors [20:15] The benefits of opening a dialogue with your employees and listening to their feedback after a reorg or similar organizational change   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.  

Quiet quitting was the buzzword of 2022. And although 2023 has barely begun, yet another phrase has surfaced as a potential solution: quiet hiring. Essentially, quiet hiring leans more toward developing the talent already within an organization or seeking specialists in the form of external contractors — instead of hiring and training new personnel.    But in the wake of many organizations restructuring, downsizing or laying off teams — what could quiet hiring actually look like for your company? Could quiet hiring help you expand your talent pool? Or could quiet hiring negatively affect employee morale for your distributed workforce?   While the goal is to ensure psychological safety within your teams while continuing to meet business priorities, we at Inclusion in Progress want to help you examine the potential impact quiet hiring can have on your organization — and which strategy would work for your teams.   Here's what we will explore: What is quiet hiring in a distributed workforce? How can quiet hiring be of immediate benefit to your distributed workforce? How to manage the social and emotional aspects of hiring contractors to your team. How can you respectfully engage in quiet hiring practices for your organization?   In This Episode: [3:42] What is quiet hiring? [10:43] How does quiet hiring work within organizations? [12:57]  How to avoid burnout with a quiet hiring strategy. [20:15] The benefits of bringing on external suppliers and short term contractors.   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.  

Work culture used to be defined by shared physical spaces. Now it's about the people, the ideas, shared values and the behaviors you model. Almost three years after the pandemic started, work culture continues to evolve and shift. With so much going on in the world, your team has become your constant as a proxy for the organization you work for. Which means the line between personal and professional has become increasingly blurred for a distributed workforce.    For those from historically marginalized or excluded backgrounds, it's even more important to feel supported by your work community, both personally and professionally. So in a time when distributed teams are becoming the norm, how can we build a healthy, connected work culture that meets all of these different needs?  In today's episode of Inclusion in Progress, we'll be: Sharing examples of good practice we've observed in the tech industry around building a healthy, connected work culture for distributed teams Discuss how to account for newly emerging biases in the current workforce Creating an environment in which people feel comfortable to show up Examples of how to create an environment that encourages sharing ideas and equal involvement   [1:17] How does  redefining spaces impact your organizational values and behaviors in a world of distributed workforces and blurring work-life lines? [4:28] What does it mean to model psychological safety with asynchronous communication channels that establish trust and connection for distributed teams? [7:07] How do we  dismantle the misconceptions that persist around flexible workforces and highlight opportunities for companies to implement DEI strategies? [9:07] How Spotify and Dropbox invested in career advancement and retention without compromising their employee expectations. [12:01] What types of unforeseen biases may surface in a distributed workforce that would not apply in a  shared office environment? [17:18] What does a healthy connected work culture look like for distributed teams in 2023?   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   Listen to Team IIP reflect on Our Top 3 Episodes of 2022 & What's Next for the Podcast  Check out more of our distributed work case study discussions with  Dropbox, Quora & Spotify: 3 Hybrid Workplace Models that Are Working  Check out our previous episode on The 3 Hidden Biases of Hybrid Work & How to Avoid Them    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.

It's hard to ignore the pandemic's impact on the increase of distributed workplaces, whether companies chose to institute hybrid or fully-remote work. But while remote-first workplaces have offered many benefits for both employers and employees, they've also brought challenges to teams' connectivity, collaboration, and psychological safety.   As we head into 2023, organizations now face a new challenge: with an uncertain economy and labor market, they have to set up  a standard for flexible work in a way that balances business outcomes with employee expectations. In today's episode, we're going to look at some of the ways DEI can support psychological safety for employees in 2023 and beyond.   Here's what we'll cover in today's episode:    Key post-pandemic work trends (and what this means for DEI)  The key challenges for psychological safety within distributed teams  Supporting psychological safety for DEI practitioners (and why it matters)  Examples of good practice to build psychological safety in distributed workforces   In This Episode [1:16] Which major themes around work culture, DEI and talent retention did we observe in our 2023 whitepaper? [10:54] What challenges have presented themselves with the rise of remote work in 2022? [13:03] Why does the tech industry have the capacity to shape all future workplaces? [17:48] The benefits of doubling down on creating a psychologically safe environment for distributed teams and what that looks like in practice [25:23] Why lone DEI practitioners cannot be the only solution for all marginalized experiences in the workplace   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.

If 2021 was all about the Great Resignation, 2022 has been all about Quiet Quitting. While they may sound like polar opposites, they actually do have a lot in common: both movements are about expressing a desire for our workforce to be valued, heard and supported. With that in mind, what do companies need to focus on in 2023 to ensure that they continue to recruit and retain the best talent?   Team IIP is also excited to announce the release of our 2023 whitepaper on the Future of Work Culture for distributed teams — which is now available for download on our website.   Here's what we'll cover in today's episode:  Why increased commitment to DEI should be a priority for companies in 2023  The lasting impact of the pandemic on distributed workforces How we can learn from how tech companies are making distributed workforces work  The Gen Z Effect: how DEI can help companies with succession planning for younger talent Examples of good practice in DEI for recruitment and retention of top talent    In This Episode [4:45] What are some of the challenges organizations are facing when retaining their top talent? [9:46] What are the top tech companies doing to engage their employees on their distributed teams? [13:00] How are distributed workplaces and other well-being initiatives driving the competition to retain top talent across a number of industries? [13:45] How did having a diverse team positively impact the revenue of S&P 500 companies in 2020? / Why the business case for the implementation of DEI should no longer be ignored? [21:00] Why is having a diverse workforce good for business in 2023?   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.

The Inclusion in Progress podcast started in 2019 as a way for DEI Consultant, Kay Fabella, to share her thoughts and insights with others — and now Inclusion in Progress is now a team that spans EMEA, APAC and the Americas! This Thanksgiving weekend, Team IIP is honoring the spirit of gratitude, reflecting on the past year on how far we have come as a company, and our growth as individuals and as a team. We also want to celebrate hitting 100 podcast episodes and three years of the podcast, which wouldn't be possible without listeners (like you!) from over 35 countries worldwide. To mark this milestone, we take a look at three of our most downloaded episodes in 2022.   In this episode, our listeners will finally be able to hear the different voices of our team and have a look into how we strive to understand each other, no matter how different we all are. We have a conversation about the state of DEI, how our definition of psychological safety has expanded at work post-pandemic, how our team embraces and leans into our differences to grow, and how important self-care and community care are for well-being. We also reflect on how we have inspired others with the industry stories we've shared on this show — and our own experiences as a multicultural remote team.   In This Episode:   [01:17] Why Kay Fabella decided to launch the Inclusion in Progress podcast to share her insights as a DEI consultant. [05:08] Who is Team IIP? Who makes up the multicultural team that has shaped our company? [08:23] What our Pause to Progress company value means to us and why it motivated us to take a month-long break earlier this year. [ ] Why is there no clear answer to how we can have conversations in DEI without shaming each other?  [ ] How setting boundaries at work can help you avoid burnout and why burnout is more difficult to spot when working in a hybrid or remote environment?   Links: info@inclusionandprogress.com   www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress Download our 2021 Future of Work Culture whitepaper. Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey.  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. Hear more of our Top 3 Episodes of 2022: Psychological Safety for DEI Practitioners: Why We're Taking Next Month Off, How Can We Have Conversations in DEI Without Shaming Each Other? and How to Spot Signs of Burnout in a Remote Team (Before it Happens).  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.

The workplace trend that has caught everyone's attention as we move into a time of recession is called Quiet Quitting. This phenomenon has posed a problem for companies because not only are they seeing their employees demotivated to take initiative, but they are experiencing the outright resistance to take on any work that their teams feel are out of their scope of work.   Research from Dr. Timothy Clark has led us here at Inclusion in Progress to believe, however,  that being more intentional about Psychological Safety in the workplace can help reduce the risk of Quiet Quitting. Listen to this episode to find out how giving your people a place to belong, learn freely, measure their contributions, and oppose the status quo can be advantageous to your teams!   In This Episode [4:54] What is “Quiet Quitting” and why is it a big deal for companies? Why are employees resorting to Quiet Quitting? [9:11] What you may not know about how psychological safety and Quiet Quitting are connected. [11:42] How to avoid distributed teams engaging in Quiet Quitting during a time of recession or economic uncertainty. [15:17] Why do managers play a critical role in whether or not an employee decides to engage in Quiet Quitting? [17:30] The importance of giving your different team members a way to feel like their voices are heard and how it reduces the likelihood that they'll Quiet Quit (or not-so-quietly quit). Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress Download our 2021 Future of Work Culture whitepaper. Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey.  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.

Is company culture really dying? Here at Inclusion in Progress, we believe that company culture is shifting, changing and evolving into something it has never been before post-pandemic – and will continue to do so for years to come. With remote and hybrid work environments becoming more common for organizations, it can seem like organizations are struggling to establish buy-in and retain talent due to the challenges of not having everyone in the same physical environment.    Thought leaders like Malcolm Gladwell would argue that the shift to fully remote or hybrid work has brought more challenges to connectivity, collaboration and communication for team members – and is actually killing company culture. But has the move to distributed work environments really made it harder for us to work effectively together with a shared sense of purpose? . Listen to the episode to find out our thoughts on whether company culture is really dying in a post-Covid world!     In This Episode [4:46] The Malcom Gladwell quote that put company culture under the microscope (and set our LinkedIn feeds on fire). [7:48] As the dynamics of organizations are changing in response to Covid-19, what are the benefits and challenges that distributed teams face in staying connected??  [11:12] How to adapt your company culture to effectively handle the possibility of remote teams [17:07] The  mindset that you need to evolve your company culture to meet the challenges of distributed work    Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress Download our 2021 Future of Work Culture whitepaper. Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey.  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. Check out our definition of Company Culture in What Does Company Culture Mean Today? Check out our previous episode to hear our reflections on Dropbox, Quora & Spotify: 3 Hybrid Workplace Models that Are Working 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.

Do hybrid working models actually support equity and inclusion? Have companies been more successful as a result of moving to hybrid working models? Is the push to get workers back into the office warranted? There are a lot of questions coming to the surface about what organizations should be doing in regards to their work culture and shifting employee expectations.    As companies examine whether or not to go more remote, or get their people face to face again, Spotify, Dropbox and Quora are examples of hybrid work models that are meeting their DEI goals, adapting to employee expectations for flexible work, while increasing cost savings and bottom lines. Listen to this episode for case studies on hybrid workplaces that are working well, resulting in a huge benefit to organizations and to their teams, who thrive when they have the flexibility they need to do their best work. In This Episode [5:57] With offices opening back up and employees being encouraged to come back to work, what are some of the trends Inclusion in Progress has  been seeing within organizations? [8:08] The Dropbox approach: What have they done to accommodate their employees, support company culture, and increase opportunities?  [10:21] What changes have Quora implemented that have resulted in huge growth, expansion and diversification of their business? [12:22] Spotify's “work from anywhere” policy has provided a number of benefits while expanding their teams: what are some of the perks of letting their workforce work remotely? [15:00] Flexible working is here to stay – are you making it work for your organization?    Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress Download our 2021 Future of Work Culture whitepaper. Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey.  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. Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: What Remote Teams REALLY Need to Feel Included at Work 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.

Today's episode is timely, because it's all about hidden biases that we might see in a fully remote work or hybrid work environment. We're going over the things that get in the way of building positive working relationships with one another. Now this is a conversation the Inclusion in Progress team has often because we, too, have to check our own biases regularly when it comes to working with one another across EMEA, APAC and the Americas. We also know, from working with our client partners, that we're not alone in experiencing this.    So on today's episode, we're going to look at a few of the hidden biases that we've witnessed in hybrid or remote work that you may or may not be aware of, and discuss some ways to avoid them. If you're a forward-thinking leader who is interested in learning about and tackling your potential hidden biases for the betterment of your team? This is definitely an episode for you.   In This Episode [4:09] What are some examples of hidden biases that may be found within hybrid or remote work environments? [5:38] What are some of the challenges created by location bias, and what impact could it have on an organization? [10:08] What is virtual performance bias, how does it show up within teams, and how does it affect psychological safety and trust? [17:06] How does cultural bias show up specifically within a remote or hybrid workplacel? [18:45] How to begin acknowledging, working on and moving beyond the hidden biases within your organization as it navigates the future of work.   Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress Download our 2021 Future of Work Culture whitepaper. Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey.  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. Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: What Remote Teams REALLY Need to Feel Included at Work 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.

For today's episode, we're diving into what we've seen as the number one barrier to remote teams being truly effective: That's risk. More specifically, risk tolerance. We've seen this on our team, and we've seen it for the client partners that we've consulted with from all over the world. With all of the challenges that companies are facing right now. It's critical that teams continue to have space to share their best ideas with one another.    For a team to innovate, you need to be able to solve problems. To solve problems, especially ones that your team has never seen before, you need to take risks. If the people on your team don't know how to tolerate risk, or are unwilling to explore options together when they're faced with uncertainty, how can a team come up with new ideas?    Without risk tolerance, and the ability for your team to work through challenges together, it becomes a huge barrier to virtual teams. Risk tolerance is really just another way of saying resilience in the face of uncertainty. It's important for the psychological safety of a remote team especially to be able to lean on one another and navigate that uncertainty together. Ensuring your team is more resilient in the face of risk, instead of being risk averse, could make a huge difference in how your remote team comes to work every day.   In This Episode [6:03] What is risk tolerance and why is it so important to a remote team? [8:55] Why do team members feel pressure to be nice, even though they may not agree with the direction the team is moving? [10:10] How to encourage teams to move beyond groupthink and bring their ideas forward to benefit the team. [12:12] What is a placeholder solution and why is it an effective tool for teams to utilize in order to feel seen, heard and psychologically safe to contribute? [16:42] What is the 10/10/10 rule and how can it be used to calculate risk? [20:52] Why are remote employees “Quiet Quitting” and what can leaders do about it?   Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress Download our 2021 Future of Work Culture whitepaper. Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey.  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. Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: What Remote Teams REALLY Need to Feel Included at Work 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.

Today's episode addresses a very important question: What does diversity and inclusion look like when it intersects with the remote work conversation for companies? This conversation has a few different components to think about, as it leads to more questions such as: is it necessary to know who a person is outside of the work environment in order to create a psychologically safe workplace? What are some of the work preferences that members of your team have, and are you willing to be accommodating to them? How can we make remote workers feel like they are a valuable and appreciated part of the organization — even when they're not coming into a physical work environment or in the same timezone or country?    Well, as luck may have it, this is our sweet spot at Inclusion in Progress as a fully remote team that spans EMEA, APAC and the Americas. We've taken all of our years of experience and our latest insights from supporting our client partners since before the Covid-19 pandemic  to know how to measure equity and inclusion with our remote teams in mind. We've been able to help organizations create an equitable,  inclusive flexible working environment for their remote teams using the exact same criteria we outline in this episode!   In This Episode: [7:03] What is the biggest obstacle to inclusion on distributed teams? [7:55] Why it may be a good idea to share and communicate your story a little more openly as a member of a remote team. [10:50] What can help your team achieve superior levels of participation, cooperation, and collaboration? [11:55] Why is it important to understand the  identities present on your remote team and how does it help create an inclusive work environment? [12:45] How do work preferences factor into the DEI equation when teams are working remotely? [15:46] What do Superpowers and Kryptonite have to do with remote work— and how does Team IIP factor this into our measurement of diversity and inclusion? [18:53] Does your team culture help members within the team feel supported  — whether they're co-located or not? [21:00] The benefits of having a shared or common language when your team is distributed .   Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress Download our 2021 Future of Work Culture whitepaper. Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey.  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. Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: What Remote Teams REALLY Need to Feel Included at Work 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.

Hybrid or fully distributed teams need to work even harder to find a rhythm together than teams who share an office or coworking space. Remote teams still have to meet their objectives, , find ways to collaborate as a group, and innovate in partnership with one another. In this episode, Inclusion in Progress is going to be diving into the number one thing that remote teams need to work effectively and  feel included at work. As a fully remote team that is comfortable gathering data across cultures and borders, and knows the challenges and benefits of supporting teams working virtually — we share not only our experiences, but the experiences of other organizations we're supporting to find success with their remote teams.  In This Episode: [1:45] A brief recap after our month away [5:05] Team IIP's thoughts on the remote vs. in-person debate and how we define Work From Anywhere . [7:30] We share case studies of how flexible work can support increased representation of diverse groups and perspectives within an organization [11:30] What role does trust play in making remote team members feel welcome and included at work? [14:40] Which two forms of interpersonal trust do we measure when we assess how effective virtual teams are? [18:35] Why is institutional trust integral to the success of remote teams?   Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress   To learn how to leave a review for the podcast, click here.  Connect with Us info@inclusioninprogress.com https://www.linkedin.com/company/inclusion-in-progress Connect with Our Founder https://www.linkedin.com/in/kayfabella   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.

The quest to create a more diverse, inclusive and accepting organization is an ongoing process that requires attention and effort daily. DEI work is also the kind of thing that requires emotional stamina, the ability to hold space while others grow around us, and also the ability to compassionately, realistically challenge our own biases in order to truly create safe environments where people can thrive and give their best at work. But all too often, the people tasked with providing psychological safety for others  struggle to separate themselves from the mission at hand, and can lead to burnout if DEI practitioners and leaders aren't careful.    In order to facilitate  equity and inclusion work at a capacity that draws from our best selves, we have to remember to take pauses as well. Which is why we've decided here on Team Inclusion in Progress that as organizations in the northern hemisphere go into summer mode, that we will also center our own psychological safety - by taking a month off to rest, recharge our batteries, and reflect. On today's episode, we'll be sharing what reflections led to this decision, why we are centering our own well-being to come back stronger,  and how we are eager to bring a renewed perspective and passion for the work when we return in  August!   In This Episode:  [06:00] Why the Inclusion in Progress team is taking a month off in July and what led to this decision [11:20] Why taking a step back to evaluate your progress and regain your peace is important when leading DEI work - and our reflections for those who are considering taking time away [16:07] How finding moments of pause and joy can help you support you and those who look to you for help [22:33] Embracing that “bringing your whole self to work” means pouring into and drawing strength from your non-DEI, non-work roles, too     Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress   To learn how to leave a review for the podcast, click here.  Connect with Us info@inclusioninprogress.com https://www.linkedin.com/company/inclusion-in-progress Connect with Our Founder https://www.linkedin.com/in/kayfabella   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.

Shame is said to be one of the pillars of dehumanization. And yet it has been deployed in so many ways to control and move people to act, that the negative ramifications of it can be felt through generations — and also within organizations. As companies navigate multiple generations, cultures, identities and lived experiences in the workplace, it's becoming increasingly challenging to ensure that everyone's voice is heard, respected, represented, and ultimately cared for. But the demand to see it through is at an all-time high. The cry for change is loud, but so is the shame surrounding the actions of leaders who are trying to make their work environments more equitable and inclusive.   On today's episode of Inclusion in Progress, we break down the concerning trend around using shame as the primary tool of conversation within DEI., and hold space for an open conversation about whether or not there might be a better way forward. We break down the difference between shame vs. accountability, and why knowing the difference between both in ourselves first can help move the needle on equity and inclusion work. While we don't have all the answers, we have a shared desire to see this industry inspire impact and sustainable change, not propagate the same types of exclusionary behavior we say we're committed to dismantling. This is a big episode, and is likely to cause a moment or two of reflection and thought, so please press pause as many times as you need, and join us on today's conversation.   In This Episode: [3:48] Since DEI was pulled to the forefront of everyone's mind 2 years ago, people are beginning to feel like change isn't happening fast enough — but who is really responsible for that? [8:41] How some members of the DEI industry  are choosing to utilize shame in how they show up online, and why it might be hindering the progress we're making to build inclusion in our workplaces. [13:28] The “fly on the wall” conversations from client partners about feeling like they're being shamed — and how the constant focus on what's “missing” or what “isn't going right” might actually be doing more harm than good in the would-be allies and leaders we need [17:10] A brief primer on shame, its history as a centuries-old tool of oppression and dehumanization, and the unique response it causes in our bodies that prevent productive, solution-oriented, compassionate conversations from happening. [22:57] The distinction between shame vs. accountability, why many of our workplaces are already rooted in shame, and how shaming can actually backfire in DEI work because it makes the work performative. [31:00] The arguments for and against cancel culture, how it's extended to our workplace, and how using it in DEI work actually compromises psychological safety and prevents sustainable action and accountability.   Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress   To learn how to leave a review for the podcast, click here. Read more about black intersectional feminism in Audré Lorde's book, “The Master's Tools Won't Dismantle the Masters' House”   Read more of Dr. Bruce Perry and Oprah Winfrey's conversation in their book, “What Happened to You?: Conversations on Trauma, Resilience, and Healing”   Listen to Brené Brown's thoughts on Shame and Accountability on her podcast, Unlocking Us with Brené Brown.   Connect with Us info@inclusioninprogress.com https://www.linkedin.com/company/inclusion-in-progress Connect with Our Founder https://www.linkedin.com/in/kayfabella   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.

Burnout becoming more common among professionals in different industries, but diversity and inclusion practitioners in particular seem to experience it at higher rates. With so many factors at play within the role of a DEI professional, it's not surprising that so many of us doing this work feel drained, overwhelmed or even helpless sometimes. But what people may not have a clear understanding of is why diversity and inclusion practitioners experience burnout so often and so severely. On today's episode of Inclusion in Progress, we dive into what it is about DEI work that causes burnout; what obstacles stand in the way of practitioners in corporate environments that often lead to burnout; what needs to change in order for DEI to get the traction it truly requires to make lasting change; and what organizational leaders, DEI practitioners and allies alike can to do move in the direction of that vision.   In This Episode: [1:17] Why this episode is so important to DEI practitioners, and how we can get it into the earbuds of even more people who would benefit from hearing it so they don't feel alone. [6:15] Kay shares her mental health journey and how her lived experiences provide the context and perspective through which she approaches DEI work with the Inclusion in Progress team. [11:04] Why are companies struggling to find effective DEI solutions, and what will it take for DEI to get the consideration, priority and attention it truly requires and deserves within organizations. [18:09] What obstacles are created by workplace structures, and what can organizations do to help their DEI leaders navigate those challenges and reduce the likelihood of turnover. [20:43] Why DEI leaders feel like they are under immense pressure, where those pressures are coming from, and how DEI professionals can find help within and outside their organization to support them in their work. [28:10] Why burnout in DEI professionals can be mitigated with the support of leaders, employees and listeners like you to band together to create change with our organizations, instead if inclusion work only falling on one person or a small team.   Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress   To learn how to leave a review for the podcast, click here. Connect with Us info@inclusioninprogress.com https://www.linkedin.com/company/inclusion-in-progress Connect with Our Founder https://www.linkedin.com/in/kayfabella   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.

In this episode of Inclusion in Progress, we're dissecting what success looks like for Diversity, Equity and Inclusion as an industry. What should we be looking at as DEI facilitators, consultants and practitioners? What milestones or benchmarks should we be measured against or compared to? How can the organizations that hire us and put their trust in us to bring change to their environment obtain data or proof that what we're doing is working? Those are just a few of the many questions we dive into  in this episode. It's time to determine what success really looks like, from the perspective of not only us as practitioners, but to the organizations, leaders, and their teams as well.   Not all diversity dimensions are easily detected, and in some cases they will go unnoticed entirely. Even the most seasoned practitioner needs to acknowledge their blind spots and ask for help when creating a DEI strategy that advocates for all. This episode shines a light on how you can assess where the opportunities are for creating greater access to opportunity in your organization, how to survey your team members to better understand  what your talent is  facing in a non-work capacity that may influence their experience in the workplace, and how to translate those metrics into initiatives that will position you as a DEI leader advocating for their collective well-being and advancement. We also dive into what we're seeing from our client partners with regards to the hybrid work conversation and equity considerations to make for things like parental leave, neurodiversity, injury or illness related absences, geographically distributed multicultural workforces,and considerations to be made for those who choose to work from home to ensure that they won't face more barriers than in an in-office setting.   Finally,  Inclusion in Progress shares our thoughts on how to communicate progress on DEI for different levels of your organization, from your senior leaders, to your employees, to external stakeholders and future talent. Over the last two years, we've witnessed the ebbs and flows of the inclusion conversation on global teams. And we acknowledge how easy it is to get frustrated or feel burnt out by not seeing change move as quickly in our workplaces as we'd like. This episode was inspired by the many fellow practitioners, both working within and externally supporting companies,  to serve as a guide to help you think about how you can meaningfully measure progress and keep forward momentum on building equitable workplaces that support everyone.. In This Episode: [5:15] Two years after the global push for equity, inclusion and representation in the workplace: How is DEI making changes as an industry to the corporate picture? [10:00] Do your DEI efforts, initiatives and surveys factor in the unseen nuances of identity such as depression, anxiety or neurodivergence? [11:55] Are remote workers properly represented and valued alongside those who have returned to the office? How can you ensure that working from home does not incur unintended penalties to those who choose it over coming back to work? [13:10] What are some questions that you could be asking to help your team feel heard, understood, supported and factored-in to decisions within your company? [17:57] What are some of the metrics you could be using to get a feel for where you are as a company on your DEI journey, and measure the effectiveness of your inclusion efforts? [24:32] How can we measure things like behavioral changes within our organizations in order to ensure the things we are doing are actually getting the results we've set out to achieve? [36:42] How do we get senior leaders in on the conversation, and how do we acknowledge accountability and demonstrate sensitivity when discussing challenging situations around DEI? Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress   To learn how to leave a review for the podcast, click here. Connect with Us info@inclusioninprogress.com https://www.linkedin.com/company/inclusion-in-progress Connect with Our Founder https://www.linkedin.com/in/kayfabella   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.

In this episode of Inclusion in Progress, we take a moment to discuss one of the forgotten and often overlooked facets of diversity and inclusion: faith. Kay takes us through her thought process and into the realm of religion and spiritual beliefs as they are—and could be— within the workplace, and where it fits into this season's theme of psychological safety at work.   Religion has been included in conversations surrounding diversity and inclusion in the past, and organizations have made many steps to ensure that religious and spiritual beliefs are recognized in terms of giving appropriate days off, or making dress code expectations more respectful of cultural and religious needs. But what could we be doing as leaders to make it a safer topic? How can we support each other's beliefs in the day-to-day operation of our business? How could we be more supportive and even celebratory of one another's beliefs? How would it impact our teams and talent retention if people came to work and felt good about sharing their religious and spiritual beliefs openly instead of putting them aside? It's a deep question, and there is a lot to consider for organizations that we walk you through on the podcast based on our work with cross-cultural and remote teams.   On top of that, our post-pandemic world has left a lot of leaders with questions on how to handle religious or political exemptions surrounding vaccine mandates in the workplace: which is very top of mind and requires a lot of case by case attention. Regardless of where our teams stand on vaccine mandates due to their religious beliefs, we still need to nurture an environment where everyone feels psychologically safe to support one another through this challenging season. Ultimately, we hope this episode helps you consider how religious and spiritual beliefs should be factored into your DEI strategy, and into how you consider supporting inclusion for your teams navigating our rapidly changing workplace.   In This Episode: [5:20] Kay shares some of her findings about religion and faith in the workplace: both from the Inclusion in Progress team, as well as statistics that tell a story even though your coworkers may not. [8:12] Kay educates us on the US 1964 Equal Employment Opportunity Act, and shares some of the ways it has helped to shape the diversity and inclusion landscape today. [9:33] Why it's important to include faith in our diversity, equity and inclusion (DEI) initiatives [11:27] Your colleagues and coworkers may not be talking about their religious beliefs at work, but you can be sure they're basing their decisions around them. How can we as leaders support that? [19:02] As a leader, the psychological safety of your team where faith is concerned starts with you. How can you cultivate and nurture an environment where people feel safe to hold their beliefs? [22:25] How can we hold psychological safety at the forefront of our minds against the backdrop of this post-pandemic working world, and navigate vaccine mandates in a way that honors everyone on your team? Links: info@inclusionandprogress.com  www.inclusioninprogress.com/podcast www.instagram.com/inclusioninprogress www.twitter.com/inclusioninprog www.linkedin.com/company/inclusion-in-progress   To learn how to leave a review for the podcast, click here.   Religious Faith & Business Foundation Tanenbaum Center for Interreligious Understanding What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws Connect with Us info@inclusioninprogress.com https://www.linkedin.com/company/inclusion-in-progress Connect with Our Founder https://www.linkedin.com/in/kayfabella   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.