Inclusion in Progress

Shame is said to be one of the pillars of dehumanization. And yet it has been deployed in so many ways to control and move people to act, that the negative ramifications of it can be felt through generations — and also within organizations. As companies navigate multiple generations, cultures, identities and lived experiences in the workplace, it's becoming increasingly challenging to ensure that everyone's voice is heard, respected, represented, and ultimately cared for. But the demand to see it through is at an all-time high. The cry for change is loud, but so is the shame surrounding the actions of leaders who are trying to make their work environments more equitable and inclusive.

On today's episode of Inclusion in Progress, we break down the concerning trend around using shame as the primary tool of conversation within DEI., and hold space for an open conversation about whether or not there might be a better way forward. We break down the difference between shame vs. accountability, and why knowing the difference between both in ourselves first can help move the needle on equity and inclusion work. While we don't have all the answers, we have a shared desire to see this industry inspire impact and sustainable change, not propagate the same types of exclusionary behavior we say we're committed to dismantling. This is a big episode, and is likely to cause a moment or two of reflection and thought, so please press pause as many times as you need, and join us on today's conversation.

In This Episode:

[3:48] Since DEI was pulled to the forefront of everyone's mind 2 years ago, people are beginning to feel like change isn't happening fast enough — but who is really responsible for that?

[8:41] How some members of the DEI industry  are choosing to utilize shame in how they show up online, and why it might be hindering the progress we're making to build inclusion in our workplaces.

[13:28] The "fly on the wall" conversations from client partners about feeling like they're being shamed — and how the constant focus on what's "missing" or what "isn't going right" might actually be doing more harm than good in the would-be allies and leaders we need

[17:10] A brief primer on shame, its history as a centuries-old tool of oppression and dehumanization, and the unique response it causes in our bodies that prevent productive, solution-oriented, compassionate conversations from happening.

[22:57] The distinction between shame vs. accountability, why many of our workplaces are already rooted in shame, and how shaming can actually backfire in DEI work because it makes the work performative.

[31:00] The arguments for and against cancel culture, how it's extended to our workplace, and how using it in DEI work actually compromises psychological safety and prevents sustainable action and accountability.

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.

Read more about black intersectional feminism in Audré Lorde's book, "The Master's Tools Won't Dismantle the Masters' House"

Read more of Dr. Bruce Perry and Oprah Winfrey's conversation in their book, "What Happened to You?: Conversations on Trauma, Resilience, and Healing"

Listen to Brené Brown's thoughts on Shame and Accountability on her podcast, Unlocking Us with Brené Brown.

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.

Burnout becoming more common among professionals in different industries, but diversity and inclusion practitioners in particular seem to experience it at higher rates. With so many factors at play within the role of a DEI professional, it's not surprising that so many of us doing this work feel drained, overwhelmed or even helpless sometimes. But what people may not have a clear understanding of is why diversity and inclusion practitioners experience burnout so often and so severely.


On today's episode of Inclusion in Progress, we dive into what it is about DEI work that causes burnout; what obstacles stand in the way of practitioners in corporate environments that often lead to burnout; what needs to change in order for DEI to get the traction it truly requires to make lasting change; and what organizational leaders, DEI practitioners and allies alike can to do move in the direction of that vision.  

In This Episode:

[1:17] Why this episode is so important to DEI practitioners, and how we can get it into the earbuds of even more people who would benefit from hearing it so they don't feel alone.

[6:15] Kay shares her mental health journey and how her lived experiences provide the context and perspective through which she approaches DEI work with the Inclusion in Progress team.

[11:04] Why are companies struggling to find effective DEI solutions, and what will it take for DEI to get the consideration, priority and attention it truly requires and deserves within organizations.

[18:09] What obstacles are created by workplace structures, and what can organizations do to help their DEI leaders navigate those challenges and reduce the likelihood of turnover.

[20:43] Why DEI leaders feel like they are under immense pressure, where those pressures are coming from, and how DEI professionals can find help within and outside their organization to support them in their work.

[28:10] Why burnout in DEI professionals can be mitigated with the support of leaders, employees and listeners like you to band together to create change with our organizations, instead if inclusion work only falling on one person or a small team.

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.

In this episode of Inclusion in Progress, we're dissecting what success looks like for Diversity, Equity and Inclusion as an industry. What should we be looking at as DEI facilitators, consultants and practitioners? What milestones or benchmarks should we be measured against or compared to? How can the organizations that hire us and put their trust in us to bring change to their environment obtain data or proof that what we're doing is working? Those are just a few of the many questions we dive into  in this episode. It's time to determine what success really looks like, from the perspective of not only us as practitioners, but to the organizations, leaders, and their teams as well.

Not all diversity dimensions are easily detected, and in some cases they will go unnoticed entirely. Even the most seasoned practitioner needs to acknowledge their blind spots and ask for help when creating a DEI strategy that advocates for all. This episode shines a light on how you can assess where the opportunities are for creating greater access to opportunity in your organization, how to survey your team members to better understand  what your talent is  facing in a non-work capacity that may influence their experience in the workplace, and how to translate those metrics into initiatives that will position you as a DEI leader advocating for their collective well-being and advancement. We also dive into what we're seeing from our client partners with regards to the hybrid work conversation and equity considerations to make for things like parental leave, neurodiversity, injury or illness related absences, geographically distributed multicultural workforces, and considerations to be made for those who choose to work from home to ensure that they won't face more barriers than in an in-office setting.

Finally, Inclusion in Progress shares our thoughts on how to communicate progress on DEI for different levels of your organization, from your senior leaders, to your employees, to external stakeholders and future talent. Over the last two years, we've witnessed the ebbs and flows of the inclusion conversation on global teams. And we acknowledge how easy it is to get frustrated or feel burnt out by not seeing change move as quickly in our workplaces as we'd like. This episode was inspired by the many fellow practitioners, both working within and externally supporting companies,  to serve as a guide to help you think about how you can meaningfully measure progress and keep forward momentum on building equitable workplaces that support everyone..

In This Episode:

[5:15] Two years after the global push for equity, inclusion and representation in the workplace: How is DEI making changes as an industry to the corporate picture?

[10:00] Do your DEI efforts, initiatives and surveys factor in the unseen nuances of identity such as depression, anxiety or neurodivergence?

[11:55] Are remote workers properly represented and valued alongside those who have returned to the office? How can you ensure that working from home does not incur unintended penalties to those who choose it over coming back to work?

[13:10] What are some questions that you could be asking to help your team feel heard, understood, supported and factored-in to decisions within your company?

[17:57] What are some of the metrics you could be using to get a feel for where you are as a company on your DEI journey, and measure the effectiveness of your inclusion efforts?

[24:32] How can we measure things like behavioral changes within our organizations in order to ensure the things we are doing are actually getting the results we've set out to achieve?

[36:42] How do we get senior leaders in on the conversation, and how do we acknowledge accountability and demonstrate sensitivity when discussing challenging situations around DEI?

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.

In this episode of Inclusion in Progress, we take a moment to discuss one of the forgotten and often overlooked facets of diversity and inclusion: faith. Kay takes us through her thought process and into the realm of religion and spiritual beliefs as they are—and could be— within the workplace, and where it fits into this season's theme of psychological safety at work.

Religion has been included in conversations surrounding diversity and inclusion in the past, and organizations have made many steps to ensure that religious and spiritual beliefs are recognized in terms of giving appropriate days off, or making dress code expectations more respectful of cultural and religious needs. But what could we be doing as leaders to make it a safer topic? How can we support each other's beliefs in the day-to-day operation of our business? How could we be more supportive and even celebratory of one another's beliefs? How would it impact our teams and talent retention if people came to work and felt good about sharing their religious and spiritual beliefs openly instead of putting them aside? It's a deep question, and there is a lot to consider for organizations that we walk you through on the podcast based on our work with cross-cultural and remote teams.

On top of that, our post-pandemic world has left a lot of leaders with questions on how to handle religious or political exemptions surrounding vaccine mandates in the workplace: which is very top of mind and requires a lot of case by case attention. Regardless of where our teams stand on vaccine mandates due to their religious beliefs, we still need to nurture an environment where everyone feels psychologically safe to support one another through this challenging season. Ultimately, we hope this episode helps you consider how religious and spiritual beliefs should be factored into your DEI strategy, and into how you consider supporting inclusion for your teams navigating our rapidly changing workplace.

In This Episode:

[5:20] Kay shares some of her findings about religion and faith in the workplace: both from the Inclusion in Progress team, as well as statistics that tell a story even though your coworkers may not.

[8:12] Kay educates us on the US 1964 Equal Employment Opportunity Act, and shares some of the ways it has helped to shape the diversity and inclusion landscape today.

[9:33] Why it's important to include faith in our diversity, equity and inclusion (DEI) initiatives

[11:27] Your colleagues and coworkers may not be talking about their religious beliefs at work, but you can be sure they're basing their decisions around them. How can we as leaders support that?

[19:02] As a leader, the psychological safety of your team where faith is concerned starts with you. How can you cultivate and nurture an environment where people feel safe to hold their beliefs?

[22:25] How can we hold psychological safety at the forefront of our minds against the backdrop of this post-pandemic working world, and navigate vaccine mandates in a way that honors everyone on your team?

Links:

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

Religious Faith & Business Foundation

Tanenbaum Center for Interreligious Understanding

What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws

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.

In this episode of Inclusion in Progress, we will be discussing psychological safety and what it means for you and your team in the workplace. Kay will take a deep dive into the definition of psychological safety, its significance highlighted by the pandemic, and how it helps to make your workplace a more inclusive and welcoming space for all. 

Psychological safety can be hugely beneficial for teams and leaders everywhere to foster in order to make your workplace more accommodating for everyone, especially in a remote or hybrid workplace. Psychological safety means that we as contributing members of a team or organization should feel comfortable sharing ideas and asking for help without fear of being punished or humiliated for speaking up, and teams that foster this positive environment ultimately get more buy-in from each individual, and experience more success.

Kay gives us the information as well as some of the tools and insights we as leaders need to consider and utilize when establishing and maintaining a psychologically safe environment for our teams. She also does a great job in setting expectations, and helping us to understand that it won't happen all at once, and that creating a psychologically safe environment will not only require time, consistent effort, and attention, but also that each member of the team is on board and is understanding of one another.

In This Episode:

[5:09] What does psychological safety mean and why is it important?

[7:21] What does the research say about psychological safety on teams, and how do we create an environment that supports it? 

[13:46] Transparency, communication and boundaries all play a key role in establishing psychological safety, but  how do they fit together?

[22:50] How clearly articulating boundaries surrounding communication, scheduling, response times and personal requirements can completely change your team's experience.

[27:19] It's not an easy task, but it's worth it. If you need support or information on creating psychologically safe environments for yourself and your team, these resources will help!

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.

In this episode of Inclusion in Progress, we will be exploring all the ways that we can make our workplaces truly family friendly, more accommodating and inclusive spaces for ALL caregivers. 

Today we will be delving into the subject of family, how the very definition of family is changing in today's rapidly evolving world, and how that affects whether or not our employees fall under the caregiver category. We will delve deeply into why EAPs or Employee Assistance Plans need to be updated to include benefits for caregivers, paid leave for different family and caregiving situations, and considering situations such as bereavement, pregnancy and infertility. 

One of the questions we tackle often with client partners at Inclusion in Progress is how each of our definitions of family can change depending on our cultural background, upbringing, location or personal values. And it's our hope that employers and leaders can begin to make space for family and caregiving that go beyond heteronormative roles. Tune into the episode to find out how to make your workplaces truy family friendly for all! 

In This Episode:

[5:00] What is the position of traditional and non-traditional families in the workplace today?

[10:00] How is the definition of family changing in the world at large, and how are these changes impacting our teams professionally and personally?

[15:00] What challenges do immigrant or cross-cultural workers face in the workplace?

[19:08] We address the increasingly occurring issues surrounding caregiver burnout, particularly against the backdrop of the pandemic and the Great Resignation

[20:10] We discuss solutions for companies to stay ahead of the curve and evolve their policies to reflect the different definitions of family that employees bring to the table..

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.

In honor of International Women's Day, Kay Fabella will be hosting a variety of subject matter experts to uncover real experiences of women at work on the Inclusion in Progress podcast. Each guest will cover different topics of concern for women in the workplace: from bias towards trans women, gender equity and cultural identity, the gender pay gap, as well as miscarriage, fertility loss and menopause. This episode covers a wide range of things that women are facing every day at work, and how organizations that are committed to gender equity can support women from across the spectrum of experiences! 

Many people think that the conversation about gender equity at work revolves around maternity policies and caregiving. But the reality is that companies that want to truly support women's advancement in the workplace must consider the real, often "hidden" experiences that many struggle to disclose to their employers.

We all have a part to play in making the workplace a more inclusive, diverse and psychologically safe place for everyone, and the advice from our guest experts will broaden your perspective and offer a wealth of actionable ideas to support and sustain female representation and gender-inclusive workplaces. . 

In This Episode:

[2:56] What's happening in the world today with gender equity at work?

[5:47] How can organizations support women of color at work? - Ashanti Bentil-Dhue and Yai Vargas

[16:30] How companies can support allyship for trans and non-binary women and intersectional identities in your company. - Celia Sandhya Daniels

[7:53] The impact of menopause in the workplace. - Julie Dennis

[28:32] Supporting women with pregnancy and miscarriage in the workplace. - Rachel Parrott

[43:03] What is the importance of visibility for women and their career progression? - Gemma Stow

[45:53] How do we close the gender pay gap? - Michelle Gyimah

Links

To download our 2021 Future of Work Culture whitepaper, click here.

Ready to partner with us on a tailored DEI solution for your company? Get in touch today for a complimentary call.

Read our Forbes features here, here, and here.

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. Kay Fabella 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.

Welcome back to another episode of the Inclusion in Progress Podcast with your host, Kay Fabella! Today Kay will be discussing the key points to having healthy work-life boundaries. She will be going over the five ways to create your own personal boundaries in the workplace and your everyday life that will help to ensure your well-being and your mental health, as well as your professional performance and success. Each individual has a different story, with different needs and accommodations that must be considered, and there is no-one-size-fits-all solution. 

So today Kay will be sharing her insights on what managers and employees in a remote environment can do to look after their mental health through clear boundaries, whether it's in your place of work or in your off time!

Kay also dives into tools that are available to each of us that we can utilize to make communication easier while working with teams remotely, and also to help make workplace interactions more effective and encourage trust-building for teams.So, without any further ado, let's dive into today's episode.

In This Episode:

[3:00] Ways that Inclusion In Progress operates as a fully remote team.

[7:30] What exactly are boundaries and why are they important?

[13:30] Helpful tools we've found in our work that we recommend for communicating with remote teams to help establish boundaries and balance.

[15:55] How to understand when the appropriate time is to slow down and regroup as a remote team member.

[22:00] How can we create a virtual workspace where everyone feels safe, welcome and supported to set and honor each other's boundaries? 

[23:40] Boundary-setting is the key to a healthy work-life balance, and it's all about respect.

[28:40] How do we move this idea of productivity to the collective team in a way that honors equity and inclusion?

Links

Download our 2021 Future of Work Culture whitepaper.

Ready to partner with us on a tailored DEI solution for your company? Get in touch today for a complimentary call.

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.

Read more of Microsoft's The New Future of Work research initiative. 

Learn how to leave a review for the podcast.

So today Kay will be sharing her insights on what to do and how to handle different situations, whether it's in your place of work or in your off time, on how best to move forward and maintain a healthy relationship with work and life! 

Kay also dives into tools that are available to each of us that we can utilize to make communication easier, and also to help limit workplace interactions and encourage time off! So, without any further ado, let's into today's episode.

In This Episode:

[3:00] What's new and exciting with the Inclusion In Progress team?

[7:30] What exactly are boundaries and why are they important?

[13:30] Kay shares various helpful tools that are recommended to use for communicating with those around you to help establish boundaries and balance.

[15:55] Kay helps us understand when the appropriate time is to slow down and regroup.

[22:00] Every individual is different, with unique situations in the workplace and in life. How can we create a space where everyone feels safe, welcome and supported? 

[23:40] Boundary setting is the key to a healthy work-life balance, and it's all about respect.

[28:40]How do we move this idea of productivity and what you do as an individual, to the collective team? How can we further collaborate and help one another thrive?

Links

Download our 2021 Future of Work Culture whitepaper.

Ready to partner with us on a tailored DEI solution for your company? Get in touch today for a complimentary call.

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.

Read more of Microsoft's The New Future of Work research initiative. 

Learn how to leave a review for the podcast.

#083 - In this episode, Kay Fabella asks: are we all suffering from ADHD in a remote world? She shares her thoughts about our current mental states due to the blurred lines between life and work since the pandemic began.

Kay discusses the harmful stigma around ADHD and how it is important to design remote workplaces to support both neurotypical and neurodivergent folks to contribute their best work.

Finally, Kay gives ways you can support your remote teams who are struggling with neurodivergence or ADHD-like symptoms, to increase the likelihood that they'll stay.

Links

Download our 2021 Future of Work Culture whitepaper.

Ready to partner with us on a tailored DEI solution for your company? Get in touch today for a complimentary call.

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.

Read more of Dr. Edward Hallowell's Driven to Distraction and Delivered From Distraction.

Driven to Distraction and Delivered From Distraction by Dr. Edward Hallowell

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. Kay Fabella 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.

#082 - In this episode, Kay Fabella discusses the impact of "work from anywhere" on teams' mental health, and what organizations should consider when fostering inclusion.

Kay discusses the potential mental health considerations for employees who choose to work from anywhere in the world, as she reflects on the past eight years as a remote business owner. She offers anecdotes that highlight the challenges of isolation and relocation burnout on remote workers. 

Finally, Kay shares strategies companies can use to support remote teams' mental health, no matter where they decide to live and work.

Links

To download our 2021 Future of Work Culture whitepaper, click here.

Ready to partner with us on a tailored DEI solution for your company? Get in touch today for a complimentary call.

Read our Forbes features here, here, and here.

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. Kay Fabella 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.