Gallup’s “State of the Global Workplace” estimates that low employee engagement costs the global economy a staggering $8.9 trillion. That’s 9% of global GDP—basically, the price of fixing our collective mood.

So, how do we boost engagement? Greg Morley says it’s all about fostering a sense of belonging and inclusion.

Greg, one of our early guests in Season One (Episode Ten), has been a long-standing leader in HR and DEI at powerhouses like Moet Hennessy, Disney, and Hasbro. Now, with his debut book “Bond: Belonging and the Keys to Inclusion and Connection,” he shares his battle-tested insights on building engaged, thriving teams and cultures in multicultural organizations.

Episode Breakdown:

2:25—From Season One to Season Three: Is Greg Aging Like Fine Wine or Just Getting More Engaging?

5:35—Belonging in the Workplace: Why It’s Easier to Find a Unicorn Than Foster Connection These Days

"Individuals are more and more isolated because of social media. Social media has this double edged way of impacting people; it makes us much more connected, but much less connected."

"Many people don't have safe places outside of work, and it's a responsibility of employers to create a place that's a safe place to work."

13:02—The Domino Effect of Disconnection: How Losing Belonging Hurts Everyone (Even Your Coffee Breaks)

19:07—Greg’s Take on DEI: Leading Like a Maestro in the Symphony of Work

"It's a matter of appreciating the differences in the workforce. Trying to get the best out of the people so that they feel included."

23:00—Ideas Are Cool, But Leadership Involvement Is Where the Magic Happens

32:50—DEI in the Age of “Woke”: Navigating the Cultural Rollercoaster

36:41—East vs. West in DEI: Same Symphony, Different Instruments

"What I found in Asia is, it is a more collective environment with a collective culture. We really do need to start with the stories of people in the organization rather than starting with the KPI that we want to achieve."

"If it's Hong Kong culture, or it's Japanese culture, then build out from that versus saying, we're gonna have 50 percent target on gender. And then we cascade that to the whole organization, which is more of a Western way of approaching something."

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