In this episode, Jamey talks about creating trauma-informed workplaces. He highlights the significant shift in organizational culture over recent years, emphasizing the need for companies to allow employees to bring their whole selves to work, including any trauma they've experienced. He outlines the urgency of developing a trauma-informed workplace as a key component of a prosperous, inclusive, and supportive work environment.

He also breaks down the steps to establish a trauma-informed workplace, starting with understanding trauma and its long-term impacts. He stresses the importance of empowering employees to be authentic and developing supportive policies and practices. He also discusses the need for training on behavioral expectations to mitigate trauma and prevent re-traumatization.

To connect with and learn more, visit: https://www.equity-at-work.com/

• Introduction to Trauma-Informed Workplaces
• Shifts in Organizational Culture
• Impact of External Events on Workplace Dynamics
• Understanding Trauma and Its Effects
• Empowering Employees to Bring Their Whole Selves to Work
• Developing Supportive Policies, Processes, and Practices
• Training on Behavioral Expectations and Trauma Prevention
• Importance of Intentionality in Trauma-Informed Initiatives

In this episode, Michelle discusses the intricacies of how organizations can determine which social issues to weigh in on, especially given the highly charged nature of today's social environment. Michelle provides a detailed framework used to help organizations navigate this complex landscape. The framework includes key questions that companies should ask themselves to ensure that their responses align with their core values, business strategy, employee promise, and stakeholder interests. Additionally, Michelle emphasizes the importance of maintaining consistency between internal and external communications to avoid presenting a contradictory image to the world.

The episode serves as a practical guide for DEI leaders who often grapple with the dilemma of making public statements on various social justice issues. Using examples like the Israel-Palestine conflict and the outpouring of support following George Floyd's murder, Michelle illustrates the consequences of hastily made statements. By adhering to a structured approach, organizations can more effectively manage their responses, mitigate risks, and potentially drive meaningful change.

To connect with and learn more, visit: https://www.equity-at-work.com/

Key Topics Discussed:

• Introduction to Social Issue Responses
• Importance of Aligning Internal and External Communications
• Framework for Deciding When to Weigh In on Social Issues
• Questions to Guide Decision-Making
• Impact on Business and Employees
• Alignment with Strategy and Values
• Consistency with Employee Promises
• Influence on Customers and Stakeholders
• Reputation Management
• Potential to Drive Change
• Importance of Internal Transparency and Communications
• Practical Examples and Risk Mitigation

In this episode, Jamey discusses the distinction between focusing on beliefs and behaviors within the context of DEI initiatives in the workplace. He talks about why DEI can be a polarizing topic, with some detractors questioning its value. Instead of getting bogged down by changing beliefs, Jamey argues for a focus on observable behaviors that can drive meaningful change. He outlines the various pitfalls of focusing on beliefs, such as inefficient use of time, allowing resistance to dictate the environment, centering the wrong aspect of workplace dynamics, and contradicting the inclusive goals of DEI.

Jamey emphasizes the practical benefits of focusing on behaviors, using pronoun usage as a real-world example to illustrate his points. He asserts that clear expectations for behaviors can integrate DEI into daily organizational operations, facilitating a more inclusive and effective work environment. By setting and maintaining these behavioral expectations, organizations can demonstrate the value of DEI initiatives and potentially influence resistant employees through the positive outcomes they witness firsthand.

Key Topics Discussed:

• The Belief that DEI is Good for Business
• Pitfalls of Focusing on Beliefs in the Workplace
• Operational Inefficiency of Changing Beliefs
• How Belief-Focus Allows DEI Resistance to Persist
• Centering Actions Over Beliefs
• Contradictions of Belief-Focus with DEI Goals
• Benefits of Focusing on Behaviors Over Beliefs
• Practical Example: Pronoun Usage in the Workplace
• How Behavioral Expectations Can Drive Effective DEI Integration

In this episode, Michelle discusses the crucial topic of supplier diversity as an effective way to extend DEI principles beyond the internal workings of an organization and into the community. Michelle outlines six key areas to consider when developing a supplier diversity program: mission and principles, KPIs and spending, sourcing and onboarding, support and development, tier 2 suppliers, and governance. By focusing on these areas, organizations can better align their supplier diversity efforts with their overarching DEI goals, ensuring meaningful and measurable impact.

Michelle also highlights the importance of aligning with suppliers who share similar values and encourages tracking current spending patterns to set achievable goals. She also discusses the need to support and develop long-term relationships with diverse suppliers, potentially turning them into strategic partners. Resources and organizations like the Billion Dollar Roundtable, the National Minority Supplier Development Council, and numerous chambers of commerce are recommended for organizations seeking guidance on supplier diversity.

To learn more or connect with Michelle, visit: https://www.equity-at-work.com/

Key Topics Discussed:

• Introduction to Supplier Diversity
• Definition of Diverse Suppliers
• Importance of Supplier Diversity
• Key Areas to Consider in Supplier Diversity Strategies
• Resources and Organizations for Supplier Diversity:
• Guidance on Implementing Supplier Diversity Initiatives

In this episode, Jamey continues to talk about setting DEI goals using the SMART Plus framework. He discusses a real-world example of working with a large organization to implement unconscious bias training. By breaking down the goal into specific, measurable, achievable, relevant, and time-bound components, Jamey showcases how to develop and implement DEI initiatives successfully. He also emphasizes the importance of additional elements, such as accountability and DEI alignment, to ensure that goals are clearly defined and achievable within a set timeframe.

The discussion covers setting specific and measurable targets, ensuring achievable and relevant goals, and determining a realistic timeline. Jamey also elaborates on the importance of collecting qualitative and quantitative data to measure the impact of training and offers some actionable steps so you can start setting your own DEI goals.

To find out more, visit: https://www.equity-at-work.com/

Key Topics Discussed:

• Overview of the SMART Plus Framework
• Real-world Example: Unconscious Bias Training
• Specific Goals and Activities Required
• Measuring the Training's Impact
• Ensuring Achievability and Relevance
• Setting Time-bound Objectives
• Accountability through a RACI Framework
• DEI Alignment: Readiness, Capacity, and Leadership
• Wrap-up and Actionable Insights for Listeners

In this episode, Jamey discusses the crucial topic of setting DEI goals within organizations. He first talks about the common misstep organizations make by jumping directly into DEI programs without evaluating their current standing or readiness, and without setting clear goals to track the success of these initiatives. The episode also talks about the importance of establishing DEI goals that align with other organizational objectives and are monitored and adjusted regularly to ensure effectiveness.

Jamey introduces the SMART Plus framework for setting DEI goals, explaining the traditional SMART criteria— Specific, Measurable, Achievable, Relevant, and Time-bound—and adding elements focused on accountability and DEI alignment. This additional focus includes assessing DEI readiness, capacity, and leadership alignment to ensure that the organization is fully prepared to meet its DEI objectives.

To find out more or connect with Jamey, visit: https://Equity-at-work.com

Key Topics Discussed:

• Introduction to the importance of setting DEI goals
• Risks of starting DEI programs without proper goal-setting
• Alignment of DEI goals with overall organizational objectives
• Overview of the traditional SMART goal-setting framework
• Introduction of the SMART Plus framework, including elements of accountability and DEI alignment
• Importance of assessing DEI readiness, capacity, and leadership alignment

In this episode, Michelle dives into the critical role of empathy within the framework of Diversity, Equity, and Inclusion (DEI). She highlights the shift from traditional workplace norms that once favored emotional detachment towards a more empathetic and emotionally intelligent approach. Michelle discusses how empathy serves as a fundamental pillar for creating a psychologically safe and inclusive work environment. By understanding and sharing the feelings, experiences, and perspectives of others, leaders can foster trust and a strong sense of belonging among employees.

Michelle also outlines the different types of empathy: behavioral, cognitive, and emotional, emphasizing how each can be effectively utilized in the workplace. She also discusses attributes that enhance empathy, such as authenticity, emotional resilience, curiosity, optimism, and flexibility. She also offers practical advice on channeling empathy into actionable allyship, reinforcing that embracing empathy is not just a soft skill but a strategic approach for driving meaningful DEI outcomes.

To find out more or connect with Michelle, visit: https://Equity-at-work.com

Key Topics Discussed:

• Importance of empathy in DEI
• Definition and elements of empathy
• Difference between empathy and sympathy
• Types of empathy: behavioral, cognitive, and emotional
• Attributes that enhance empathy: authenticity, resilience, curiosity, optimism, and flexibility
• Role of empathy in building psychological safety
• Practical steps to demonstrate and apply empathy
• Connection between empathy and allyship
• Encouraging leaders to embrace empathy for DEI success

In this episode, Jamey dives into the concept of DEI readiness, discussing how organizations often rush into implementing flashy DEI initiatives without a deeper, data-driven strategy, which can lead to superficial changes that don't address underlying issues. Jamey outlines the importance of assessing an organization's current state before rolling out DEI programs and introduces three critical steps for achieving DEI readiness.

These steps are:

1. Conducting a current state assessment
2. Defining DEI purpose and vision
3. Developing a comprehensive DEI road map and strategy

Jamey also discusses best practices for evaluating an organization's foundational culture and DEI landscape, such as conducting organization-wide surveys and listening tours. The episode also covers the necessity of leadership alignment and capacity, underscoring the role of senior leaders in driving DEI success.

Emphasizing a strategic and intentional approach, Jamey advises that DEI efforts should start with an accurate assessment of the organization's current state and steadily build towards meaningful and sustainable progress.

For more information and to connect with Jamey, visit: https://www.equity-at-work.com/

Key Topics Discussed:

• DEI readiness and its importance
• Pitfalls of jumping into DEI initiatives without a strategy
• Assessing the current state of organizational culture and DEI
• Best practices for conducting surveys and listening tours
• Leadership's role in DEI alignment and capacity
• Creating DEI purpose and vision statements
• Developing a DEI road map and strategy
• Balancing regulatory compliance with strategic DEI initiatives
• Steps for long-term sustainable DEI success

In our previous episode, we discussed making a business case for DEI. In this episode, we cover some metrics and examples that you can apply to your own company.

Recognizing the intricacies in articulating the benefits of DEI initiatives, Michelle outlines actionable steps to illustrate the diverse and far-reaching impacts of inclusion on your organization’s bottom line. From evaluating internal metrics like engagement and turnover rates to tracking external community involvement and volunteering efforts, Michelle provides a comprehensive guide on how exactly to measure success and areas for improvement.

Michelle also discusses how to align DEI metrics with your organization’s values and goals, ensuring that initiatives are not just implemented, but are meaningfully integrated and sustained. Whether it’s through measuring Net Promoter Scores (NPS) or employee tenure, Michelle offers valuable insights and real-world examples that can help paint a clear picture for leadership and stakeholders.

For more information and to connect with Michelle, visit: https://www.equity-at-work.com/

Key Topics Discussed:

• Inclusion Metrics: Engagement, NPS, Tenure, and Turnover
• Tracking Leave of Absence and Career Progression Post-Leave
• Community Engagement and Volunteering Metrics
• Creating a Balanced Scorecard for DEI
• Tailoring Metrics to Specific Organizational Goals
• Real-World Examples of Successful DEI Implementation

You know you need a solid DEI strategy within your company, but how do you justify the cost of adding or cultivating one?

In this episode, Michelle discusses the crucial task of building a business case for Diversity, Equity, and Inclusion (DEI) in the workplace. Recognizing the challenges that many organizations face in justifying and proving the value of DEI initiatives, Michelle outlines a structured approach to demonstrate the tangible benefits. She shares important metrics and examples, explaining how even small changes in gender diversity can significantly boost revenue and the performance of companies on various financial fronts.

Michelle also discusses specific measures for diversity and equity, both internally and externally. She offers advice about how organizations can track progress, such as monitoring representation, hiring, promotions, and compensation. Additionally, Michelle presents a visual quadrant framework to help organizations plot the desired impact level of their DEI initiatives.

For more information or to connect with Michelle, visit: https://www.equity-at-work.com/

Key Topics Discussed:

• Five Key Benefits of Investing in DEI Work
• Metrics and KPIs for Measuring DEI Impact
• Equity at Work’s Quadrant Framework for Measuring Impact
• Diversity: Internal and External Measures
• Equity: Internal and External Measures
• Preparation for the Next Episode on Inclusion