Inclusion in Progress

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] 

www.inclusioninprogress.com/podcast

www.linkedin.com/company/inclusion-in-progress

Download our 2023 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about working with us in 2023

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

The Inclusion in Progress podcast started in 2019 as a way for DEI Consultant, Kay Fabella, to share her thoughts and insights with others — and now Inclusion in Progress is now a team that spans EMEA, APAC and the Americas! This Thanksgiving weekend, Team IIP is honoring the spirit of gratitude, reflecting on the past year on how far we have come as a company, and our growth as individuals and as a team. We also want to celebrate hitting 100 podcast episodes and three years of the podcast, which wouldn't be possible without listeners (like you!) from over 35 countries worldwide. To mark this milestone, we take a look at three of our most downloaded episodes in 2022.

In this episode, our listeners will finally be able to hear the different voices of our team and have a look into how we strive to understand each other, no matter how different we all are. We have a conversation about the state of DEI, how our definition of psychological safety has expanded at work post-pandemic, how our team embraces and leans into our differences to grow, and how important self-care and community care are for well-being. We also reflect on how we have inspired others with the industry stories we've shared on this show — and our own experiences as a multicultural remote team.

In This Episode:

[01:17] Why Kay Fabella decided to launch the Inclusion in Progress podcast to share her insights as a DEI consultant.

[05:08] Who is Team IIP? Who makes up the multicultural team that has shaped our company?

[08:23] What our Pause to Progress company value means to us and why it motivated us to take a month-long break earlier this year.

[ ] Why is there no clear answer to how we can have conversations in DEI without shaming each other? 

[ ] How setting boundaries at work can help you avoid burnout and why burnout is more difficult to spot when working in a hybrid or remote environment?

Links:

[email protected]  

www.inclusioninprogress.com/podcast

www.instagram.com/inclusioninprogress

www.twitter.com/inclusioninprog

www.linkedin.com/company/inclusion-in-progress

Download our 2021 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey. 

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Hear more of our Top 3 Episodes of 2022: Psychological Safety for DEI Practitioners: Why We're Taking Next Month Off, How Can We Have Conversations in DEI Without Shaming Each Other? and How to Spot Signs of Burnout in a Remote Team (Before it Happens). 

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

The workplace trend that has caught everyone's attention as we move into a time of recession is called Quiet Quitting. This phenomenon has posed a problem for companies because not only are they seeing their employees demotivated to take initiative, but they are experiencing the outright resistance to take on any work that their teams feel are out of their scope of work.

Research from Dr. Timothy Clark has led us here at Inclusion in Progress to believe, however,  that being more intentional about Psychological Safety in the workplace can help reduce the risk of Quiet Quitting. Listen to this episode to find out how giving your people a place to belong, learn freely, measure their contributions, and oppose the status quo can be advantageous to your teams!

In This Episode

[4:54] What is "Quiet Quitting" and why is it a big deal for companies? Why are employees resorting to Quiet Quitting?

[9:11] What you may not know about how psychological safety and Quiet Quitting are connected.

[11:42] How to avoid distributed teams engaging in Quiet Quitting during a time of recession or economic uncertainty.

[15:17] Why do managers play a critical role in whether or not an employee decides to engage in Quiet Quitting?

[17:30] The importance of giving your different team members a way to feel like their voices are heard and how it reduces the likelihood that they'll Quiet Quit (or not-so-quietly quit).

Links:

[email protected] 

www.inclusioninprogress.com/podcast

www.instagram.com/inclusioninprogress

www.twitter.com/inclusioninprog

www.linkedin.com/company/inclusion-in-progress

Download our 2021 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey. 

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

Is company culture really dying? Here at Inclusion in Progress, we believe that company culture is shifting, changing and evolving into something it has never been before post-pandemic – and will continue to do so for years to come. With remote and hybrid work environments becoming more common for organizations, it can seem like organizations are struggling to establish buy-in and retain talent due to the challenges of not having everyone in the same physical environment. 

Thought leaders like Malcolm Gladwell would argue that the shift to fully remote or hybrid work has brought more challenges to connectivity, collaboration and communication for team members – and is actually killing company culture. But has the move to distributed work environments really made it harder for us to work effectively together with a shared sense of purpose? . Listen to the episode to find out our thoughts on whether company culture is really dying in a post-Covid world!  

In This Episode

[4:46] The Malcom Gladwell quote that put company culture under the microscope (and set our LinkedIn feeds on fire).

[7:48] As the dynamics of organizations are changing in response to Covid-19, what are the benefits and challenges that distributed teams face in staying connected?? 

[11:12] How to adapt your company culture to effectively handle the possibility of remote teams

[17:07] The  mindset that you need to evolve your company culture to meet the challenges of distributed work 

Links:

[email protected] 

www.inclusioninprogress.com/podcast

www.instagram.com/inclusioninprogress

www.twitter.com/inclusioninprog

www.linkedin.com/company/inclusion-in-progress

Download our 2021 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey. 

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Check out our definition of Company Culture in What Does Company Culture Mean Today?

Check out our previous episode to hear our reflections on Dropbox, Quora & Spotify: 3 Hybrid Workplace Models that Are Working

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

Do hybrid working models actually support equity and inclusion? Have companies been more successful as a result of moving to hybrid working models? Is the push to get workers back into the office warranted? There are a lot of questions coming to the surface about what organizations should be doing in regards to their work culture and shifting employee expectations. 

As companies examine whether or not to go more remote, or get their people face to face again, Spotify, Dropbox and Quora are examples of hybrid work models that are meeting their DEI goals, adapting to employee expectations for flexible work, while increasing cost savings and bottom lines. Listen to this episode for case studies on hybrid workplaces that are working well, resulting in a huge benefit to organizations and to their teams, who thrive when they have the flexibility they need to do their best work.

In This Episode

[5:57] With offices opening back up and employees being encouraged to come back to work, what are some of the trends Inclusion in Progress has  been seeing within organizations?

[8:08] The Dropbox approach: What have they done to accommodate their employees, support company culture, and increase opportunities? 

[10:21] What changes have Quora implemented that have resulted in huge growth, expansion and diversification of their business?

[12:22] Spotify's "work from anywhere" policy has provided a number of benefits while expanding their teams: what are some of the perks of letting their workforce work remotely?

[15:00] Flexible working is here to stay – are you making it work for your organization? 

Links:

[email protected] 

www.inclusioninprogress.com/podcast

www.instagram.com/inclusioninprogress

www.twitter.com/inclusioninprog

www.linkedin.com/company/inclusion-in-progress

Download our 2021 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey. 

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: What Remote Teams REALLY Need to Feel Included at Work

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

Today's episode is timely, because it's all about hidden biases that we might see in a fully remote work or hybrid work environment. We're going over the things that get in the way of building positive working relationships with one another. Now this is a conversation the Inclusion in Progress team has often because we, too, have to check our own biases regularly when it comes to working with one another across EMEA, APAC and the Americas. We also know, from working with our client partners, that we're not alone in experiencing this. 

So on today's episode, we're going to look at a few of the hidden biases that we've witnessed in hybrid or remote work that you may or may not be aware of, and discuss some ways to avoid them. If you're a forward-thinking leader who is interested in learning about and tackling your potential hidden biases for the betterment of your team? This is definitely an episode for you.

In This Episode

[4:09] What are some examples of hidden biases that may be found within hybrid or remote work environments?

[5:38] What are some of the challenges created by location bias, and what impact could it have on an organization?

[10:08] What is virtual performance bias, how does it show up within teams, and how does it affect psychological safety and trust?

[17:06] How does cultural bias show up specifically within a remote or hybrid workplacel?

[18:45] How to begin acknowledging, working on and moving beyond the hidden biases within your organization as it navigates the future of work.

Links:

[email protected] 

www.inclusioninprogress.com/podcast

www.instagram.com/inclusioninprogress

www.twitter.com/inclusioninprog

www.linkedin.com/company/inclusion-in-progress

Download our 2021 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey. 

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: What Remote Teams REALLY Need to Feel Included at Work

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

For today's episode, we're diving into what we've seen as the number one barrier to remote teams being truly effective: That's risk. More specifically, risk tolerance. We've seen this on our team, and we've seen it for the client partners that we've consulted with from all over the world. With all of the challenges that companies are facing right now. It's critical that teams continue to have space to share their best ideas with one another. 

For a team to innovate, you need to be able to solve problems. To solve problems, especially ones that your team has never seen before, you need to take risks. If the people on your team don't know how to tolerate risk, or are unwilling to explore options together when they're faced with uncertainty, how can a team come up with new ideas? 

Without risk tolerance, and the ability for your team to work through challenges together, it becomes a huge barrier to virtual teams. Risk tolerance is really just another way of saying resilience in the face of uncertainty. It's important for the psychological safety of a remote team especially to be able to lean on one another and navigate that uncertainty together. Ensuring your team is more resilient in the face of risk, instead of being risk averse, could make a huge difference in how your remote team comes to work every day.

In This Episode

[6:03] What is risk tolerance and why is it so important to a remote team?

[8:55] Why do team members feel pressure to be nice, even though they may not agree with the direction the team is moving?

[10:10] How to encourage teams to move beyond groupthink and bring their ideas forward to benefit the team.

[12:12] What is a placeholder solution and why is it an effective tool for teams to utilize in order to feel seen, heard and psychologically safe to contribute?

[16:42] What is the 10/10/10 rule and how can it be used to calculate risk?

[20:52] Why are remote employees "Quiet Quitting" and what can leaders do about it?

Links:

[email protected] 

www.inclusioninprogress.com/podcast

www.instagram.com/inclusioninprogress

www.twitter.com/inclusioninprog

www.linkedin.com/company/inclusion-in-progress

Download our 2021 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey. 

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: What Remote Teams REALLY Need to Feel Included at Work

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

Today's episode addresses a very important question: What does diversity and inclusion look like when it intersects with the remote work conversation for companies? This conversation has a few different components to think about, as it leads to more questions such as: is it necessary to know who a person is outside of the work environment in order to create a psychologically safe workplace? What are some of the work preferences that members of your team have, and are you willing to be accommodating to them? How can we make remote workers feel like they are a valuable and appreciated part of the organization — even when they're not coming into a physical work environment or in the same timezone or country?

 Well, as luck may have it, this is our sweet spot at Inclusion in Progress as a fully remote team that spans EMEA, APAC and the Americas. We've taken all of our years of experience and our latest insights from supporting our client partners since before the Covid-19 pandemic  to know how to measure equity and inclusion with our remote teams in mind. We've been able to help organizations create an equitable,  inclusive flexible working environment for their remote teams using the exact same criteria we outline in this episode!

In This Episode:

[7:03] What is the biggest obstacle to inclusion on distributed teams?

[7:55] Why it may be a good idea to share and communicate your story a little more openly as a member of a remote team.

[10:50] What can help your team achieve superior levels of participation, cooperation, and collaboration?

[11:55] Why is it important to understand the  identities present on your remote team and how does it help create an inclusive work environment?

[12:45] How do work preferences factor into the DEI equation when teams are working remotely?

[15:46] What do Superpowers and Kryptonite have to do with remote work— and how does Team IIP factor this into our measurement of diversity and inclusion?

[18:53] Does your team culture help members within the team feel supported  — whether they're co-located or not?

[21:00] The benefits of having a shared or common language when your team is distributed .

Links:

[email protected] 

www.inclusioninprogress.com/podcast

www.instagram.com/inclusioninprogress

www.twitter.com/inclusioninprog

www.linkedin.com/company/inclusion-in-progress

Download our 2021 Future of Work Culture whitepaper.

Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey. 

Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.

Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: What Remote Teams REALLY Need to Feel Included at Work

Learn how to leave a review for the podcast.

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

Hybrid or fully distributed teams need to work even harder to find a rhythm together than teams who share an office or coworking space. Remote teams still have to meet their objectives, , find ways to collaborate as a group, and innovate in partnership with one another. In this episode, Inclusion in Progress is going to be diving into the number one thing that remote teams need to work effectively and  feel included at work. As a fully remote team that is comfortable gathering data across cultures and borders, and knows the challenges and benefits of supporting teams working virtually — we share not only our experiences, but the experiences of other organizations we're supporting to find success with their remote teams. 

In This Episode:

• [1:45] A brief recap after our month away
• [5:05] Team IIP's thoughts on the remote vs. in-person debate and how we define Work From Anywhere .
• [7:30] We share case studies of how flexible work can support increased representation of diverse groups and perspectives within an organization
• [11:30] What role does trust play in making remote team members feel welcome and included at work?
• [14:40] Which two forms of interpersonal trust do we measure when we assess how effective virtual teams are?
• [18:35] Why is institutional trust integral to the success of remote teams?

Links:

[email protected] 

www.inclusioninprogress.com/podcast

www.instagram.com/inclusioninprogress

www.twitter.com/inclusioninprog

www.linkedin.com/company/inclusion-in-progress

To learn how to leave a review for the podcast, click here. 

Connect with Us

[email protected]

https://www.linkedin.com/company/inclusion-in-progress

Connect with Our Founder

https://www.linkedin.com/in/kayfabella

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

The quest to create a more diverse, inclusive and accepting organization is an ongoing process that requires attention and effort daily. DEI work is also the kind of thing that requires emotional stamina, the ability to hold space while others grow around us, and also the ability to compassionately, realistically challenge our own biases in order to truly create safe environments where people can thrive and give their best at work. But all too often, the people tasked with providing psychological safety for others  struggle to separate themselves from the mission at hand, and can lead to burnout if DEI practitioners and leaders aren't careful. 

In order to facilitate  equity and inclusion work at a capacity that draws from our best selves, we have to remember to take pauses as well. Which is why we've decided here on Team Inclusion in Progress that as organizations in the northern hemisphere go into summer mode, that we will also center our own psychological safety - by taking a month off to rest, recharge our batteries, and reflect. On today's episode, we'll be sharing what reflections led to this decision, why we are centering our own well-being to come back stronger,  and how we are eager to bring a renewed perspective and passion for the work when we return in  August!

In This Episode: 

[06:00] Why the Inclusion in Progress team is taking a month off in July and what led to this decision

[11:20] Why taking a step back to evaluate your progress and regain your peace is important when leading DEI work - and our reflections for those who are considering taking time away

[16:07] How finding moments of pause and joy can help you support you and those who look to you for help

[22:33] Embracing that "bringing your whole self to work" means pouring into and drawing strength from your non-DEI, non-work roles, too

Links:

[email protected] 

www.inclusioninprogress.com/podcast

www.instagram.com/inclusioninprogress

www.twitter.com/inclusioninprog

www.linkedin.com/company/inclusion-in-progress

To learn how to leave a review for the podcast, click here. 

Connect with Us

[email protected]

https://www.linkedin.com/company/inclusion-in-progress

Connect with Our Founder

https://www.linkedin.com/in/kayfabella

Content Disclaimer

The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.