By Equity at Work
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The podcast currently has 13 episodes available.
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/
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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/
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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
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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
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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:
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/
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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/
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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/
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In this episode, Jamey dives in to the critical topic of ownership of Diversity, Equity, and Inclusion (DEI) within an organization. Jamey talks about how everyone in the organization should feel a sense of ownership and engagement in DEI efforts, creating a collective and inclusive environment. Jamey provides a comprehensive overview of the different roles and responsibilities essential for successful DEI implementation, focusing particularly on the DEI leader, senior leadership, human resources, and compliance functions.
Jamey also stresses the importance of having a dedicated DEI leader who is part of the senior leadership team, enabling them to influence organizational change effectively. The discussion also covers how senior leaders can reinforce DEI by prioritizing it alongside other business metrics and actively participating in DEI activities. While HR and compliance are often associated with DEI, Jamey argues that DEI should be a standalone function to highlight its importance and cross-functional nature.
For more information or to connect with Jamey, visit: https://www.equity-at-work.com/
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In this episode of Your DEI Minute™, host Jamey Applegate discusses the critical topic of psychological safety in the workplace. Psychological safety is the belief that one won't be punished or humiliated for speaking up, asking questions, or making mistakes. Jamey emphasizes that this concept is foundational for creating an organizational culture where employees feel secure and valued. When psychological safety is present, it can dramatically enhance innovation, productivity, and employee engagement.
Jamey also covers what it feels like to be in a psychologically safe environment, highlighting the significance of support from team members, valuing integrity and honesty, and treating everyone fairly. To foster such an environment, Jamey outlines ten specific actions that leaders and team members can implement. These range from knowing and correctly pronouncing team members' names to developing formal structures for feedback and conflict resolution. The episode concludes with a reminder that building a culture of psychological safety is an ongoing process filled with learning opportunities.
For more information or to connect with Jamey, visit: https://www.equity-at-work.com/
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In today's episode, Michelle introduces a comprehensive DEI (Diversity, Equity, and Inclusion) maturity model designed to guide organizations through DEI initiatives' systematic implementation and evolution. The model is divided into three primary stages: setting the foundation, operationalizing DEI, and expanding and enhancing DEI. Michelle discusses the importance of each stage, detailing the essential actions and cultural dependencies required to succeed. For instance, setting the foundation entails compliance-related tasks, defining DEI objectives, and establishing psychological safety, while operationalizing DEI involves integrating DEI into daily operations, policies, and communication strategies. Finally, the expansion stage focuses on continuous learning, mentorship, community outreach, and embedding DEI metrics into all performance reviews.
The episode also covers the holistic and iterative approach to DEI, stressing that organizations must solidify foundational elements before progressing to more advanced stages. Michelle also discusses the importance of psychological safety, inclusive team norms, and transparent leadership styles as critical components across all maturity stages. By following this structured roadmap, organizations can more effectively navigate their DEI journeys, ensuring sustainable and impactful changes.
For more information or to connect with Michelle, visit: https://www.equity-at-work.com/
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The podcast currently has 13 episodes available.
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