In this episode of DEI After 5, host Sacha welcomes accessibility expert Ofentse Lakwane, who discusses the importance of creating truly accessible workplaces rather than just going through the motions with checkbox solutions.

Originally from South Africa and now based in the UK, Ofentse brings a unique perspective to the inclusive workplace landscape, with a background in technology consulting, system development, education, and youth unemployment. The conversation explores her startup, Wakari, which conducts accessibility audits and provides training to help organizations build meaningful accessibility practices. Ofentse shares her passion for this work, rooted in her own lived experiences, and emphasizes the need for intentionality in fostering inclusive cultures. Tune in for insights on enhancing workplace accessibility and making a real impact on inclusion efforts.

In this episode of DEI After 5, we delve into a pivotal article from Big Think, discussing five key recommendations that will reshape leadership development by 2026. The host emphasizes the importance of aligning learning initiatives with business strategies, ensuring that leadership training reflects the core principles of an organization. They highlight the significance of creating a cohesive architecture for learning and development that resonates with leadership principles, moving beyond mere values. This conversation is essential for anyone looking to understand the future direction of organizational training and development, making it relevant across various industries. Tune in to explore how these insights can impact your organization’s approach to learning and development.

Being a guest on the HCI Podcast gave me the chance to talk about something I care deeply about: how psychological safety becomes the catalyst for workplaces where people can show up fully, speak openly, and actually thrive. At The Equity Equation, this isn’t theory—it’s the core of the work we do every day with leaders, teams, and organizations who want to build cultures where people feel respected, supported, and able to contribute without fear.

Why Psychological Safety Matters

Psychological safety isn’t a trendy buzzword. It’s a real, human need. At its heart, it means people feel safe enough to take risks—ask a question, share a new idea, admit a mistake, or offer a different point of view—without worrying that it will be used against them later.

That’s the foundation of inclusion. You can have the best policies, the most beautifully designed training, or the most diverse team, but if people don’t feel safe enough to speak up, none of it sticks.

On the podcast, I talked about how psychological safety has to be an ongoing practice—not something organizations revisit only when there’s a crisis or a compliance requirement. It’s built through consistent actions, honest conversations, and leaders who understand the impact they have on people’s experiences.

Where Psychological Safety and Inclusion Meet

There’s no way around it: conversations about inclusion have become politicized in ways that often shut people down before the work even begins. But when you strip away the noise, most of us want the exact same thing at work—to be needed, wanted, and valued.

Psychological safety is what makes those things possible.

When people feel safe, they offer ideas more freely. They speak up about behavior or practices that aren’t working. They share concerns before they become issues. They participate fully instead of holding back. This is inclusion in action—not a checklist, not a statement on a wall, but everyday behaviors shaped by trust.

And one of the most important outcomes of psychological safety is that it gives people permission to advocate for themselves and for others. Advocacy isn’t reserved for certain roles or identities. Anyone can notice when something isn’t working for their colleague or their team. Anyone can be part of building a better culture.

Allyship Takes More Than Good Intentions

We also talked about allyship—and how often the word gets misused. You can’t call yourself an ally without actually doing the work. Allyship isn’t a title; it’s a practice. It’s a choice to use whatever privilege you have to challenge harm, disrupt bias, and make sure people feel supported.

This work doesn’t stop the moment it gets uncomfortable. And it doesn’t end with a social media post or a corporate statement. Real allyship looks like risk. It looks like stepping in. It looks like asking yourself:

“What am I willing to do—or give up—to make sure someone else is treated fairly?”

That kind of courage is only possible in environments where psychological safety already exists. The two are inseparable.

Equity Requires Understanding People as Individuals

The conversation turned toward equity, and I shared one of my favorite analogies: raising twins. You may love your children equally, but you don’t support them the same way. They need different things to grow.

Workplaces are no different.

Equality gives everyone the same resources.Equity gives people what they need to succeed.

Leaders who understand this spend less time managing tasks and more time understanding the humans doing the work. Employees today want support, coaching, and mentorship—not just direction. They want leaders who can guide, not just supervise.

That requires emotional intelligence. It requires curiosity. And yes, it requires psychological safety, because people won’t tell you what they need if they don’t feel safe doing so.

Coaching as a Tool for Inclusion

One of the things I emphasize often—both in my coaching practice and in the podcast conversation—is that coaching is one of the most powerful tools for building equitable, inclusive cultures.

Mentoring is about sharing expertise.Coaching is about asking questions that help people uncover their own answers.

When leaders coach well, they help people make sense of challenges, explore possibilities, and build confidence. Coaching gives people ownership over their growth. And that ownership increases trust—because they don’t feel like they’re being evaluated; they feel like they’re being supported.

In a psychologically safe workplace, coaching becomes part of the culture—not just something offered to a handful of high performers. It becomes a way leaders communicate, partner, and stay connected to their teams.

Inclusion Benefits Everyone

One thing I always try to make clear: inclusion isn’t about giving to one group at the expense of another. When workplaces become more inclusive, everyone benefits. Collaboration improves. Innovation increases. Retention gets stronger. Relationships deepen.

A rising tide really does lift all ships.

The goal isn’t to center one group over another—it’s to create environments where everyone can do their best work without carrying the weight of fear or exclusion.

An Invitation

If this conversation resonated, it’s because so many organizations are searching for ways to rebuild trust, strengthen culture, and support their people more effectively—especially in uncertain times.

Psychological safety is the starting point.

It’s the key to creating workplaces where people feel grounded, confident, and empowered. And it’s the foundation of the work we do at The Equity Equation: assessments, coaching, training, and long-term partnership that helps leaders turn intention into action.

If you’re ready to explore what psychological safety could look like in your organization, let’s talk. The work is challenging, but the impact is real—and lasting.

Creating spaces where people feel safe, respected, and able to show up as their full selves isn’t just “nice to have” anymore—it’s necessary. As conversations about diversity and inclusion get quieter in some rooms, the need for brave, supportive communities grows louder. Whether you’re learning, leading, or simply trying to navigate today’s workplace culture, empathy, curiosity, and belonging are the foundation of any environment where people can thrive.

This theme came through powerfully in my conversation with Gemma Toner of Tone Networks. Her work offers a clear example of what’s possible when we intentionally build communities that put people first.

Safe Spaces Are a Lifeline

In a moment where formal DEI programs are being scaled back or eliminated, people still need places to learn, ask questions, and connect without fear of being judged. That’s where platforms like Tone Networks shine. Their community was built with accessibility in mind—not just in terms of content, but in terms of comfort.

Instead of traditional, rigid learning structures, they create experiences where people can engage, reflect, and grow at their own pace. Anonymous questions, bite-sized content, and a truly welcoming environment make it easier for folks to step in without feeling like they need to perform or “get it right.” When people feel safe, they’re more willing to stretch, listen, and understand.

And that matters now more than ever.

Empathy as the Entry Point

If safe spaces are the goal, empathy is the door we walk through to get there.Empathy doesn’t require us to agree with someone; it requires us to try to understand them. It’s slowing down long enough to ask, “What might be true for them right now?”

When we give people grace—recognizing that a tough moment doesn’t define their whole character—we build trust. That trust becomes the foundation for deeper conversations, more honest reflection, and more courageous learning.

And it doesn’t end with others. Empathy toward ourselves—especially when we’re overwhelmed or unsure—helps us stay grounded and curious rather than defensive.

Curiosity Keeps Us Connected

Curiosity helps us move beyond our own lenses. Every one of us brings multiple dimensions of identity into a room—race, gender, family roles, lived experiences, culture, values, and more. Some of those things are visible. Others are not.

When we lead with curiosity instead of assumptions, we create space to understand the fuller picture of someone’s identity. This shift moves us from “I know what you need” to “Help me understand your experience.”

That mindset makes room for people to bring their whole selves—not just the parts they think will be accepted.

Inclusion Means Embracing Our Multidimensional Lives

Inclusivity isn’t about building spaces for one group—it’s about building spaces where people with a range of identities feel seen, heard, and supported.

Yes, some spaces intentionally center marginalized voices to address the gaps they experience. But that doesn’t make them exclusionary. It means there’s a purpose and a point of connection. It means people get the chance to be understood without having to defend their existence.

When everyone is welcomed and encouraged to learn from each other’s lived experiences, communities become richer and more resilient. It’s the opposite of division—it’s intentional connection.

Respect and Community Hold It All Together

A community can only be as strong as its agreements. Tone Networks models this beautifully by setting boundaries around respect, accountability, and compassion. Those expectations help shape a culture where people feel like they can speak freely and know the space will be held with care.

The same applies in workplaces, classrooms, and everyday life.Clear expectations help us protect the emotional safety of the people around us. And when people feel safe, they show up more fully—not just as employees or learners, but as human beings.

Personal Growth Is Part of Inclusion

Inclusion isn’t just about policy. It’s also about personal practice.It’s the gratitude list you write in the morning.It’s the cup of tea that anchors your day.It’s the small moments of self-care that refill your energy.It’s helping someone when you can, because your cup feels full enough to share.

Those grounding practices strengthen our capacity to lead with empathy and patience. When we’re running on empty, it’s much harder to be open, curious, or generous. Self-care isn’t separate from inclusion—it fuels it.

Meeting People Where They Are Matters

Whether you’re nurturing a community or leading a team, understanding your audience is key. People engage when the message fits their needs, their pace, and their lived experience. It’s not about diluting the truth—it’s about delivering it in a way that people can actually receive.

Customized messaging shows care.Listening to your people shows respect.Creating access shows commitment.

And that’s how communities grow—in trust, not in fear.

Our Charge Moving Forward

Safe spaces don’t happen by accident. They’re built with intention, compassion, and a willingness to learn from one another. When we anchor ourselves in empathy, stay curious, and honor the full identities of the people around us, we lay the groundwork for environments where everyone can breathe a little easier.

Platforms like Tone Networks remind us that inclusive learning is still very much alive—and deeply needed. But this work doesn’t just live in virtual communities. It lives in our homes, workplaces, friendships, and leadership choices.

If we want a more equitable world, we must create the conditions for people to feel seen and safe. That starts with us—how we listen, how we show up, and how we treat one another.

And when we commit to building these spaces with care, we help create a culture where people don’t just survive—they thrive.

When I think about the leaders, teams, and individuals I’ve supported over the years, one truth keeps showing up: mindset is the gateway to transformation. Whether we’re talking about happiness, resilience, purpose, or even navigating workplace stress, the way we frame our experiences shapes the way we move through them. Coaching becomes the vehicle—not because it provides all the answers, but because it gives us the space to ask better questions, build awareness, and shift how we see ourselves and the world around us.

Positive psychology gives us a grounding point. At its core, it’s the study of how humans thrive—how joy, connection, meaning, and accomplishment support well-being. What I appreciate most is how it pushes us away from the idea that happiness lives in external markers: the job title, the car, the “perfect” life. It pushes us back toward ourselves. Toward intrinsic motivation. Toward values. Toward the understanding that we create peace from the inside out, not the outside in.

And peace isn’t perfection—it’s honest alignment.

It’s the moment you realize you can’t keep performing your way into happiness. It’s when you stop arranging your life around the expectations of others and start tuning into who you are, what you need, and what truly matters. That’s where mindset shifts become powerful. A growth-oriented mindset doesn’t ask you to ignore the hard stuff; it asks you to meet it with curiosity instead of fear. It reminds you that setbacks aren’t stop signs—they’re information.

So much of the work I do—especially with leaders navigating complex or uncertain environments—comes back to this idea of intentionally cultivating positive emotions. In one of my conversations on the podcast, we talked about the ten positive emotions highlighted in positive psychology: love, joy, serenity, awe, hope, amusement, and others. These emotions aren’t trivial. They’re not fluffy. They’re “peace builders.” They fuel resilience, deepen relationships, and help us shift out of survival mode.

Many people are surprised when I say your peace is a skill you can practice.Your joy is a skill.Your optimism and purpose? Skills too.

That’s where coaching sits at the intersection of science and lived experience. I often ask clients to identify their joy triggers—small, accessible moments that reset their emotional baseline. A few minutes of anticipation about something exciting. A memory that brings a smile. The comfort of a pet. A moment of gratitude. These tiny shifts matter because they interrupt stress patterns and create room for us to breathe again.

This is especially important during tough seasons. I think about a client struggling through a toxic return-to-office mandate. Their stress levels were sky-high. Instead of pushing them to “push through,” we centered on finding small ways to reclaim joy. For them, it was their dogs. That tiny moment of lightness became an anchor in the chaos—proof that even in hard situations, access to joy is still possible.

But access to joy isn’t the same for everyone.In fact, it’s not evenly distributed.

When I talk to people navigating workplace inequities—especially Black women, women of color, and people whose identities are marginalized—I hear the same themes over and over: exhaustion, suppression of emotion, carrying “strength” as a requirement, not a choice. Generational trauma plays a role here too. Many of us were raised in families where pain was minimized, emotions were tucked away, and pushing through was considered a virtue. That survival mindset served its purpose, but it can keep us from healing.

And healing is essential.Not optional. Not indulgent. Essential.

Resilience isn’t built from pretending we’re not hurting. It grows when we acknowledge our wounds, seek support, and allow ourselves to process what we’ve been carrying. Coaching helps with the “what’s next”—the forward movement. Counseling helps with the “what happened”—the deeper unpacking. Both matter. Both create room for joy, peace, and clarity to take root.

I’ve seen the power of healing and mindset shifts change how people show up in their work and their leadership. When we stop compartmentalizing—when we admit that the personal impacts the professional—everything shifts. Leaders become more human-centered. Teams become more connected. People feel safer to speak, contribute, and grow.

Purpose ties it all together.

Purpose isn’t a destination; it’s a continual unfolding. It requires presence, emotional honesty, and the willingness to dance in the rain instead of waiting for the storm to pass. Mindset gives us the tools to do that—tools that help us recognize meaning in the midst of uncertainty, and joy in the midst of change.

Every conversation I have—whether I’m coaching a leader through a career pivot, talking with a parent trying to support their child, or reflecting on my own journey—comes back to the same truth:

You can’t unlock your purpose, your peace, or your joy without unlocking your mindset.

And coaching gives you the structure and support to do just that. It helps you slow down, reflect, challenge old narratives, and take intentional steps forward. It helps you build habits that sustain your well-being—not just when things are calm, but especially when life feels heavy.

If there’s one thing I want people to walk away with, it’s this:

You deserve access to joy.You deserve healing.You deserve support.And you deserve to feel grounded in who you are becoming.

Unlocking the power of coaching and mindset isn’t just about performance or productivity—it’s about creating a life that feels aligned, meaningful, and emotionally whole. When you give yourself permission to do that work, everything else begins to shift.

Because when your mindset expands, your world expands with it.

If there’s one leadership skill that keeps coming up in every conversation I have—with clients, podcast guests, and leaders navigating the post-pandemic workplace—it’s empathy. Not the “I feel sorry for you” kind. Not sympathy. Real empathy. The kind that helps you actually feel with people, not just observe their struggle from the outside.

This skill isn’t soft. It isn’t optional. And it definitely isn’t something you can toggle on only when it’s convenient. Empathy is a leadership muscle. And like any muscle, if you don’t build it intentionally, it won’t be there when you need it.

Empathy Isn’t About Fixing—It’s About Connecting

In my conversation with consultant and engineer Erin Thorpe on DEI After 5, she described the trap so many leaders fall into: problem-solving their way through people issues.

Think of it like having a hammer. It’s useful for certain tasks. But if everything is treated like a nail, you’re going to do more harm than good.

No one wants to be “fixed.”People want to be understood.

Empathy is the tool leaders often overlook in their toolbox—the one that helps you slow down, get curious, and genuinely connect with the human in front of you. It asks you to step into their world long enough to understand what’s happening beneath the surface.

The First Step: Build Your Emotional Capacity

Before leaders can extend empathy to others, they have to be willing to feel their own emotions. And let’s be honest: many of us were taught to leave feelings at the door and “be professional.”

But today’s workplace doesn’t reward emotional disconnection. It demands emotional capacity.

Start small. Erin talked about using the shower as a safe place to acknowledge your emotions—no emails, no team requests, no interruptions. Just you and whatever’s bubbling up. Practicing this regularly makes it easier to hold space when your team brings their emotions to you.

Because here’s the truth:You can’t support what you don’t understand.And you can’t understand what you refuse to feel.

Name the Emotion Before You Respond to It

Most people can identify four emotions: happy, sad, angry, frustrated. But there are layers beneath each one. Tools like the “emotion wheel” can help you name what’s actually going on—disappointment, overwhelm, shame, discouragement, excitement, anticipation.

Being able to name an emotion helps you regulate it. And if you can regulate yours, you’ll be far better equipped to support someone else.

This is why emotional intelligence is so tied to effective leadership. It’s not about perfect composure—it’s about honest awareness.

Your Body Already Knows What’s Going On

Verbal communication only tells part of the story. The rest shows up in body language—crossed arms, fidgeting, leaning away from the screen, avoiding eye contact, a quick smirk that flashes and disappears. Most leaders notice these cues without knowing what to do with them.

Here’s where empathy comes in.

Instead of assuming, lead with curiosity:

* “I’m picking up something—what’s coming up for you right now?”

* “I noticed you leaned back when that topic came up. Tell me more.”

When you see a cue, don’t ignore it. Check it, explore it, understand it.

This attention doesn’t slow down productivity. It accelerates it. People work better when they feel seen.

Emotions Are a Part of Inclusion

Everyone expresses emotions differently. Some people shut down. Some people get loud. Some tear up. Some fling a hammer across the room (yes, that actually happens on job sites).

What matters is this:Emotions are human.And inclusion is not possible without making room for that humanity.

Too often, tears get labeled as “unprofessional,” especially for women. Anger gets labeled as “aggressive,” especially for women of color. Both interpretations are rooted in bias, not truth.

You can’t build an inclusive workplace while demanding emotional sameness.

True inclusion means creating space for people to show up as they are—and not punishing them for it.

People Need to Feel Valued, Seen, Heard, and Connected

If one of these is missing, belonging breaks down:

* Valued – “I matter to this team.”

* Seen – “You notice and respect who I am.”

* Heard – “My voice isn’t dismissed.”

* Connected – “I’m part of something here.”

Leaders who get this right don’t just improve culture—they increase retention, commitment, innovation, and trust. The emotional connection people feel at work directly impacts how they show up.

And part of that connection comes from modeling it yourself. You can’t pour from an empty cup. You have to know what you need, too.

Empathy Starts Small—but Consistency Matters

Building this muscle doesn’t require grand gestures. Start with manageable habits:

* Check in with your own emotions daily.

* When irritation rises, pause for 30 seconds instead of responding immediately.

* Take a sip of water or walk for two minutes when overwhelmed.

* Ask your team questions that go beyond the task list:“What’s weighing on you today?”“What support would feel most helpful right now?”

These small practices build your capacity to respond instead of react—especially in moments where emotions are high.

Why Empathy Matters Now More Than Ever

This workforce is different. Expectations are different. The world is different.

Employees want leaders who:

* recognize their humanity

* listen without judgment

* acknowledge emotions without making them “a problem to fix”

* create psychological safety

* value the whole person, not just the role they fill

That’s the leader people remember.That’s the leader people trust.And that’s the leader organizations need if they want to move forward—especially in times of uncertainty.

The Bottom Line

Empathy isn’t a soft skill.It’s a leadership advantage.

It helps you understand people more deeply, build trust more quickly, and create workplaces where folks feel safe enough to speak up, take risks, and grow.

It requires curiosity.It requires practice.It requires emotional awareness—your own and others’.

But the more you develop this muscle, the more natural it becomes.

And the more natural it becomes, the more powerful your leadership will be.

If you’d like support helping your leaders strengthen their empathy muscle, deepen psychological safety, and build truly inclusive team cultures, I’m here to help. Let’s talk about what that can look like for your organization.

Leadership today demands more than vision or authority—it requires trust. In workplaces where uncertainty and change are constant, the leaders who succeed are those who create environments where people feel safe, supported, and empowered to deliver their best work. As Damian Goldvarg shared in our recent conversation, effective leadership is not about control—it’s about cultivating trust and accountability so that teams can thrive without micromanagement.

Trust is not a soft skill—it’s a strategic one. When leaders trust their teams, they create the conditions for psychological safety, innovation, and shared ownership. When that trust is missing, fear fills the void. Micromanagement takes over, creativity stalls, and engagement plummets.

The foundation of effective leadership lies in understanding that trust enables accountability without micromanagement. Teams that operate from a place of trust know what’s expected of them and have the confidence to deliver. They hold themselves accountable not because they’re being watched, but because they’re invested in the outcome.

Trust Is a Choice We Make

Trust doesn’t happen by default—it’s a choice, an intentional decision we make every day in our interactions. Some people give it freely; others hold it close, shaped by past experiences or team dynamics. For leaders, understanding their own relationship with trust is the first step toward building it.

When leaders choose to trust, they communicate belief in their team’s competence and integrity. When they don’t, that skepticism often gets mirrored back. The energy of distrust—whether it shows up in tone, body language, or behavior—can create a cycle of fear and disengagement.

That’s why the most effective leaders cultivate self-awareness and curiosity. Instead of asking, “Why did this go wrong?” they ask, “What’s behind this?” or “What support might be needed here?” This shift from judgment to inquiry transforms how teams operate.

Embrace Discomfort to Build Trust

Building trust often means stepping into uncomfortable territory. Whether it’s addressing performance issues, navigating layoffs, or discussing mental health, leaders must be willing to engage in conversations that stretch them.

Avoiding discomfort may protect leaders from awkward moments—but it prevents growth. In contrast, embracing discomfort builds credibility. When leaders demonstrate that they’re willing to have hard conversations with honesty and care, they model the very accountability they expect from others.

As Damian noted, discomfort is not a signal to retreat—it’s an invitation to deepen trust. Asking questions like “What’s the worst that can happen?” or “What do you need from me right now?” helps to reframe fear into opportunity.

Developing Your Inner Coaching Voice

Leadership requires a new kind of fluency—one rooted in self-reflection and emotional intelligence. The inner coaching voice is that quiet guide that helps leaders pause, assess, and respond rather than react.

When we work with external coaches, over time we begin to internalize their guidance. That becomes our inner coach—the voice that reminds us to breathe before responding, to question assumptions, to align actions with values. Developing this inner voice helps leaders model what self-accountability looks like.

It also helps leaders navigate emotional triggers and stay grounded when challenges arise. Leaders who can name their emotions, understand their impact, and stay centered during conflict create stability for others. They embody psychological safety in action.

Human-Centered Leadership Is the Future

The traditional command-and-control models of leadership no longer work in a world where people crave meaning, connection, and trust. Human-centered leadership focuses on people first—recognizing that performance follows well-being.

This kind of leadership blends empathy, coaching, and emotional intelligence with clarity and accountability. It’s not about being “soft”; it’s about being real. It’s about knowing when to step in and when to step back. It’s about trusting your people enough to let them lead, and supporting them when they stumble.

When leaders model trust, they give their teams permission to take risks, share ideas, and own outcomes. The result? Stronger performance, higher engagement, and cultures where accountability is shared, not enforced.

The Bottom LineBuilding trust and accountability isn’t a one-time initiative—it’s an ongoing practice. It requires courage, curiosity, and compassion. It asks leaders to look inward before pointing outward.

When we choose trust, we create psychological safety. When we embrace discomfort, we strengthen relationships. And when we lead with humanity, we build organizations where people—and results—thrive.

If you’re ready to explore what it looks like to build a Culture of Care in your organization—and the role the leader-as-coach plays in making that happen—reach out to learn more about our upcoming programs. Let’s build workplaces rooted in trust, accountability, and care—together.

In this episode of DEI After Five, host [Host Name] welcomes author and organizational psychologist Damian Goldvarg to discuss his book, "Lead with a Coaching Mindset." The conversation focuses on the urgent need for a shift in leadership from project management to a more human-centered approach, especially in today's complex times. Damian shares his extensive background in psychology and leadership development, highlighting his experience training leaders around the world for over two decades. Tune in to discover valuable insights on how adopting a coaching mindset can transform leadership practices and foster more effective team dynamics.

Let’s be honest—most onboarding experiences are forgettable at best and overwhelming at worst. Yet for many organizations, the way they welcome new employees hasn’t kept up. Traditional onboarding often feels like a box to check—an administrative marathon of paperwork, policies, and PowerPoints. But in a world where people are craving connection, clarity, and belonging, that approach simply doesn’t work anymore.

As discussed in a recent DEI After 5 episode, embracing change—especially when it comes to how we onboard—can be a powerful catalyst for growth, both for individuals and organizations.

Why Onboarding Needs to Change

We know that employees decide whether they’ll stay with an organization within their first few months—and for Generation Z, that decision happens even faster. According to recent data, 20% of Gen Z employees quit because of poor onboarding, and 8% leave within the first 90 days if the experience doesn’t meet expectations. That’s not just a retention problem—it’s a culture problem.

Gen Z and younger millennials are entering the workforce with a clear set of values. They want to understand what a company stands for from day one. In fact, 62% of women and 42% of men in Gen Z expect to learn about their organization’s diversity, equity, and inclusion (DEI) policies during onboarding. This isn’t just a “nice-to-have” feature—it’s foundational to how they decide whether they belong.

When onboarding fails to answer those deeper questions—Do I fit here? Is this a place where I can grow? Will my voice matter?—employees start to disengage before they’ve even begun.

From Administrative to Transformational

Effective onboarding is no longer about checklists—it’s about connection. It’s an invitation to embrace change, to build trust, and to set the tone for psychological safety from day one.

Organizations that get this right are moving from “orientation sessions” to onboarding experiences—interactive, personalized, and grounded in the company’s values and culture. Instead of overwhelming new hires with information, they’re creating space for exploration and engagement.

In the podcast, we explored how today’s employees are wired for interactivity. They grew up in digital spaces that reward curiosity and participation. Sitting through hours of dense slides? That’s a fast track to disengagement. In fact, 75% of Gen Z admits to skipping or fast-forwarding through boring onboarding content.

Modern onboarding should mirror how people learn and connect today:

* Short, engaging videos that bring your culture and values to life.

* Interactive learning tools that reinforce understanding instead of memorization.

* Opportunities for dialogue, where new hires can safely ask questions without fear of judgment.

* Stories and experiences that show—not just tell—how your organization lives its values.

Psychological Safety Starts on Day One

A powerful theme from the podcast was the link between effective onboarding and psychological safety. When employees feel comfortable asking questions, sharing feedback, or admitting what they don’t know, they’re more likely to succeed—and stay.

But when onboarding is rigid or transactional, it sends an early signal: “We care more about compliance than connection.” And that’s where disengagement begins.

By reframing onboarding as the first act of culture-building, organizations can demonstrate trust and transparency immediately. That first impression becomes the foundation for engagement, innovation, and long-term commitment.

Embracing Change for Growth

Embracing change—whether in how we work, lead, or onboard—requires adaptability and courage. It’s about stepping outside of what’s comfortable to build something that actually resonates.

The most successful organizations are those that view onboarding not as a one-time event, but as an evolving process of integration and growth. They understand that people don’t just need information—they need belonging.

When leaders create space for new hires to feel seen, supported, and empowered, they set the stage for resilience, innovation, and shared success. Change, after all, is only disruptive when we resist it. When we lean into it, it becomes the very thing that helps us grow.

If you want to learn more about how to create a culture of care, foster psychological safety, and design workplaces where people thrive from day one, subscribe to our YouTube channel

Sacha Thompson, founder of The Equity Equation, boasts 20+ years of experience spanning education, non-profit, and tech sectors. With a fervent commitment to inclusive leadership and workplace equity, Sacha specializes in fostering psychological safety for all team members. Her transformative coaching and consultancy services have earned her recognition in Forbes, Newsweek, and Business Insider. A seasoned speaker on psychological safety and leadership, Sacha is dedicated to building inclusive cultures and driving organizational success. She was most recently featured in Success, NBC News, Newsweek, and Business Insider.

In this episode of DEI After 5, Sacha reflects on the future of diversity, equity, and inclusion (DEI) work in organizations. Addressing a recent question posed by a caller, the discussion emphasizes that while the specific terminology around DEI may evolve, the essence of the work remains crucial due to our inherent diversity as humans. She notes a shift in organizational needs, moving away from one-off workshops towards a deeper focus on cultural transformation, rebuilding trust, and addressing past harms. This episode explores the importance of psychological safety and the end goals of DEI efforts, particularly regarding representation and inclusivity in the workplace. Tune in for insights on creating effective and lasting change in organizational culture.