Inclusion in Progress
We've been talking about diversity, equity, and inclusion (DEI) in companies for 50+ years, but the conversation isn’t keeping up with how quickly our world is changing. So isn't it about time we updated the conversation for our multihyphenate, multicultural world? This podcast provides equity-minded leaders practical advice to lead inclusion in the workplace. Inclusion in Progress is hosted by Kay Fabella. Kay is a Filipina-American living in Spain since 2010. She's also a DEI practitioner, author, speaker, and CEO of Inclusion in Progress, LLC. Having worked with companies like Red Hat, Instagram, Philips, the IMF, and more, she brings a nuanced international perspective to her company's work with distributed teams. Kay believes that everyone — regardless of race, ethnicity, gender, ability, age or background — has a role to play in creating inclusion for all. Through Kay's own stories and her interviews with experts, Inclusion in Progress will give you the insights, daily micro-actions, and data-driven strategies you need to create an equitable work culture that brings out the best in each of us. So if you're a company leader who's ready to turn DEI from insight into action — hit that subscribe button to learn how your leadership can create a more inclusive world for us all. To learn how we can support your organization with cross-cultural DEI solutions, email us at: [email protected]. To learn more about the future of work culture, download our 2021 whitepaper at: https://inclusioninprogress.com/learn **Please note: we are NOT accepting guests for our podcast.**
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IIP122 Breaking the Glass Ceiling: How to Increase Women’s Representation in Leadership
04/12/2024
IIP122 Breaking the Glass Ceiling: How to Increase Women’s Representation in Leadership
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 . 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: Learn more about the Listen to our discussion of how Download our 2024 Executive Roundtable Findings: Want us to partner with you on building more inclusive distributed work? Read our Forbes features on , , and Learn how to
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IIP121 How Can We Accelerate Progress & Invest in Women Beyond IWD?
03/08/2024
IIP121 How Can We Accelerate Progress & Invest in Women Beyond IWD?
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 . 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: Listen to Sonia’s recommended episode on . Learn more about the headwinds and other . Check out our episode discussing . Download our 2024 Executive Roundtable Findings: Want us to partner with you on building more inclusive distributed work? Read our Forbes features on , , and Learn how to
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IIP120 Do Women of Color Face Double Barriers to Promotion at Work?
02/01/2024
IIP120 Do Women of Color Face Double Barriers to Promotion at Work?
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 . [2:42] What is the state of gender equity and intersectionality in the workplace? [7:28] The barriers faced by women of color in the workplace. [10:05] How to address barriers, headwinds and tailwinds for women of color in the workplace. Links Learn more about . Download our Want us to partner with you on building more inclusive distributed work? Read our Forbes features on , , and Learn how to Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP119 Why Are Women Still Underrepresented in Tech & What Can Be Done?
01/12/2024
IIP119 Why Are Women Still Underrepresented in Tech & What Can Be Done?
Although gender equality has been a core focus of the inclusive workplace conversation, it still continues to be a concern — especially when we see a lack of women in leadership positions in many of the tech companies we partner with. As a woman-owned business, Inclusion in Progress is all too familiar with the lack of growth opportunities in our past work environments. Which is why our mission to continue to empower organizations to walk their talk when it comes to inclusion is not only a professional commitment, but a deeply personal one. And it’s why we’ll be focusing today’s episode on why women are still underrepresented in tech, despite being a core target demographic for many talent pipelines. On this episode of the podcast, we explore: The effects of women underrepresentation in tech on the larger industry What women need to feel supported to stay long enough to step up to leadership positions How the lack of women leadership can affect your company’s productivity and reputation You will also hear our insights on the profound impact that gender equity has on workplace culture and a company’s ability to meet business objectives. To learn more about how we’re partnering with organizations to support gender equity at work, reach out to our team for a consultation at . [0:01] Gender equity stagnation in tech industry despite rapid evolution. [4:51] Women's underrepresentation in tech and its impact on innovation and profitability. [10:47] Lack of women in tech leadership impacts company reputation and growth. Links Download our Want us to partner with you on building more inclusive distributed work? Read our Forbes features on , , and Learn how to Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP118 Unleashing the Power of Data to Achieve Your DEI Goals
12/15/2023
IIP118 Unleashing the Power of Data to Achieve Your DEI Goals
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 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: [email protected] Learn more about Sign up for our . Download our . Want us to partner with you on building more inclusive distributed work? . Read our Forbes features on , , and . Learn how to .
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IIP117 How to Deal with DEI Pushback & Still Affect Company Culture
11/17/2023
IIP117 How to Deal with DEI Pushback & Still Affect Company Culture
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 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: [email protected] Learn more about Sign up for our . Download our . Want us to partner with you on building more inclusive distributed work? . Read our Forbes features on , , and . Learn how to .
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IIP116 How to Find, Select & Outsource DEI Work to Support Your Inclusion Goals
10/20/2023
IIP116 How to Find, Select & Outsource DEI Work to Support Your Inclusion Goals
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 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: [email protected] Sign up for our . Download our . Want us to partner with you on building more inclusive distributed work? . Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP115 Moving the Needle: How External Contractors Can Help Internal DEI Teams Gain Buy-In
09/15/2023
IIP115 Moving the Needle: How External Contractors Can Help Internal DEI Teams Gain Buy-In
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 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: [email protected] Sign up for our . Download our . Want us to partner with you on building more inclusive distributed work? . Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP114 What Does Psychological Safety Look Like on Our Virtual Team?
08/18/2023
IIP114 What Does Psychological Safety Look Like on Our Virtual Team?
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: [email protected] Download our on Hybrid Work & Company Culture. Want us to partner with you on building more inclusive distributed work? . Read our Forbes features on , , and . Learn how to . Listen to our previous episodes on and .
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IIP113 [Mini-Series] Hybrid Work & Company Culture: How Organizations are Helping Their Leaders Equip Themselves for the Remote-First or Hybrid Workplace
07/28/2023
IIP113 [Mini-Series] Hybrid Work & Company Culture: How Organizations are Helping Their Leaders Equip Themselves for the Remote-First or Hybrid Workplace
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: [email protected] Sign up for our . Download our . Want us to partner with you on building more inclusive distributed work? . Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP112 [Mini-Series] Hybrid Work & Company Culture: How Flexible Working and Company Culture Strategies Go Hand-In-Hand with DEI
07/21/2023
IIP112 [Mini-Series] Hybrid Work & Company Culture: How Flexible Working and Company Culture Strategies Go Hand-In-Hand with 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. 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: [email protected] Sign up for our . Download our . Learn more from Want us to partner with you on building more inclusive distributed work? . Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP111 [Mini-Series] Hybrid Work & Company Culture: What is The Importance of Equity in a Hybrid Workplace?
07/14/2023
IIP111 [Mini-Series] Hybrid Work & Company Culture: What is The Importance of Equity in a Hybrid Workplace?
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: [email protected] Download our . Want us to partner with you on building more inclusive distributed work? . Learn more about in Episode IIP029. Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP110 The Role of DEI in Remote Teams’ Mental Health & Well-being
06/09/2023
IIP110 The Role of DEI in Remote Teams’ Mental Health & Well-being
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: [email protected] Sign up for our . Download our . Want us to partner with you on building more inclusive distributed work? . Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP109 Say the Right Thing: Why Inclusive Language Still Matters in the Workplace
05/12/2023
IIP109 Say the Right Thing: Why Inclusive Language Still Matters in the Workplace
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? . Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP108 The Rise of Bossism & Why it Will Undo Progress on DEI
04/14/2023
IIP108 The Rise of Bossism & Why it Will Undo Progress on DEI
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? . Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP107 Beyond Maternity Leave: How to Support Child-Free & Childless Women at Work
03/24/2023
IIP107 Beyond Maternity Leave: How to Support Child-Free & Childless Women at Work
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? . Read our Forbes features on , , and . Read more of Pew Research Center’s 2021 study on . Listen to our podcast guests speak on . Read more about the current state of millennial debt in the . To learn more about Jennifer Merluzzi’s research, check out how . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP106 What We Lose When Women Leave the Workforce & How to Fix the Pipeline
03/10/2023
IIP106 What We Lose When Women Leave the Workforce & How to Fix the Pipeline
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? . Read our Forbes features on , , and . Read the full by LeanIn.Org and McKinsey & Company. Check out our discussion on . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP105 Workplace Survivor Syndrome: How to Boost Employee Morale After Layoffs
02/24/2023
IIP105 Workplace Survivor Syndrome: How to Boost Employee Morale After Layoffs
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP104 What Does Quiet Hiring Look Like in a Distributed Workforce?
02/10/2023
IIP104 What Does Quiet Hiring Look Like in a Distributed Workforce?
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP103 Building a Healthy, Connected Work Culture for Distributed Teams
01/27/2023
IIP103 Building a Healthy, Connected Work Culture for Distributed Teams
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Listen to Team IIP reflect on Check out more of our distributed work case study discussions with Check out our previous episode on Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP102 How Can DEI Support Psychological Safety For Employees in 2023 And Beyond?
01/13/2023
IIP102 How Can DEI Support Psychological Safety For Employees in 2023 And Beyond?
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP101 How Do Companies Engage Top Talent on Distributed Teams?
12/16/2022
IIP101 How Do Companies Engage Top Talent on Distributed Teams?
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP100 Our Top 3 Episodes of 2022 & What's Next for the Podcast
11/25/2022
IIP100 Our Top 3 Episodes of 2022 & What's Next for the Podcast
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Read our Forbes features on , , and . Hear more of our Top 3 Episodes of 2022: , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP099 What Quiet Quitting Can Tell Us About Psychological Safety
11/11/2022
IIP099 What Quiet Quitting Can Tell Us About Psychological Safety
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Read our Forbes features on , , and . Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP098 Is Company Culture Dying Because of Remote Work?
10/28/2022
IIP098 Is Company Culture Dying Because of Remote Work?
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Read our Forbes features on , , and . Check out our definition of Company Culture in Check out our previous episode to hear our reflections on Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP097 Dropbox, Quora & Spotify: 3 Hybrid Workplace Models that Are Working
10/14/2022
IIP097 Dropbox, Quora & Spotify: 3 Hybrid Workplace Models that Are Working
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Read our Forbes features on , , and . Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP096 The 3 Hidden Biases of Hybrid Work & How to Avoid Them
09/30/2022
IIP096 The 3 Hidden Biases of Hybrid Work & How to Avoid Them
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Read our Forbes features on , , and . Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP095 The #1 Barrier to Virtual Team Effectiveness & How to Overcome It
09/16/2022
IIP095 The #1 Barrier to Virtual Team Effectiveness & How to Overcome It
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Read our Forbes features on , , and . Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP094 Diversity & Inclusion in Remote Work: What to Measure to Create Effective Teams
08/26/2022
IIP094 Diversity & Inclusion in Remote Work: What to Measure to Create Effective Teams
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: [email protected] Download our . Ready to renew your commitment to greater equity and inclusion? Read our Forbes features on , , and . Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: Learn how to . Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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IIP093 What Remote Teams REALLY Need to Feel Included at Work
08/12/2022
IIP093 What Remote Teams REALLY Need to Feel Included at Work
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: [email protected] To learn how to leave a review for the podcast, click . Connect with Us [email protected] Connect with Our Founder Content Disclaimer The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
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