This episode of Inspiring Change takes on a topic that is top of mind for businesses around the world: Diversity, Equity and Inclusion. Scott welcomes three women who are at the forefront of the conversation, offering insights on making people of all backgrounds feel welcome – and valuable – in the workplace. Hosts of the Calm Edged Rebels podcast, Advita Patel, Trudy Lewis and Jenni Field, share their expertise, experience and ideas.

The conversation covers challenges associated with educating and inspiring genuine commitment on the part of leaders, changing workplace culture and engaging employees. The guests share insights on what makes for meaningful change. The process is not straightforward. It requires clear priorities, fearless and frank conversation and a program to roll out real, sustainable change. But, as Scott's guests explain, there are common hurdles: generational assumptions, laziness, fear and awkwardness when it comes to tackling learned behaviors. By bringing awareness, however, internal communications professionals can set the stage for transformation.

Scott wraps up the episode with questions about the bottom-line benefits DEI brings, according to myriad reports and studies. Advita, Jenni and Trudy also tease out some of the ancillary benefits, such as employee retention and fresh perspectives. They also share concrete places to establish meaningful change by ensuring diverse representation in board rooms, at conferences, among interview participants and through training and development materials. After listening to this podcast, you'll understand the "say-do gap" and how making a commitment to meaningful DEI measures translates into enlightened leadership, employee engagement, enhanced profitability and changes in the workplace that will pay huge cultural dividends for generations to come.

Additional episodes of Inspiring Change are available here.

Key Takeaways:

• DEI – diversity, equity and inclusion – is clearly definable and important.
• Diversity and inclusivity stall for a number of (mostly non-malicious) reasons.
• Is entrenched racism and bias at the root of intransigence when it comes to changing workplace cultures?
• The goal isn't for people to assert that they aren't racist. It's for everyone to enjoin in being anti-racist.
• Statements of intent are not the same thing as meaningful change. Are businesses making actual, tangible commitments to DEI? Unfortunately, there are "say-do" gaps.
• Exemplary organizations are out there – and reaping concrete business benefits.
• There are demonstrable, empirical financial benefits to implementing DEI.
• In addition to benefiting the bottom line, DEI also enriches the workplace culture.
• Better retention is a huge value-add for companies that institute meaningful DEI.
• Practical ways in which organizations are implementing change, including creating safe spaces and increasing intentionality about participants in interviews, conferences and meetings.
• The role of leadership: "Glocal" requires not just organization-wide alignment but also committed, visionary leadership.
• Closing thoughts on critical first steps.