- Publisher |
- Kay Fabella
- Media Type |
- audio
- Podknife tags |
- Business,
- Diversity, Equity & Inclusion,
- Human Resources,
- Interview,
- Leadership,
- Management & Marketing,
- Race,
- Workplace
Inclusion in Progress is hosted by Kay Fabella. Kay is a Filipina-American living in Spain since 2010. She's also a DEI practitioner, author, speaker, and CEO of Inclusion in Progress, LLC. Having worked with companies like Red Hat, Instagram, Philips, the IMF, and more, she brings a nuanced international perspective to her company's work with distributed teams. Kay believes that everyone — regardless of race, ethnicity, gender, ability, age or background — has a role to play in creating inclusion for all.
Through Kay's own stories and her interviews with experts, Inclusion in Progress will give you the insights, daily micro-actions, and data-driven strategies you need to create an equitable work culture that brings out the best in each of us. So if you're a company leader who's ready to turn DEI from insight into action — hit that subscribe button to learn how your leadership can create a more inclusive world for us all.
To learn how we can support your organization with cross-cultural DEI solutions, email us at: info@inclusioninprogress.com.
To learn more about the future of work culture, download our 2021 whitepaper at: https://inclusioninprogress.com/learn
**Please note: we are NOT accepting guests for our podcast.**
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Submit ReviewWith a recessive period upon us, we’ve witnessed a growing trend of corporate leaders (particularly in the tech industry) embracing “bossism”: a leadership style that emphasizes a top-down approach to management.
Sadly, that means the first programs on the chopping block are viewed as the nice-to-haves, including the DEI initiatives that many pledged to uphold following George Floyd’s murder. It also means that the people these programs were aimed at supporting are also at risk, at a time when employees and employers need inclusion-focused programs the most.
While those who practice bossism would claim to favor the bottom line, they do so at the expense of the people who are responsible for creating the bottom line in the first place.
In today’s episode, we’ll share the reasons why we can’t undo progress on DEI with the likes of bossism in Big Tech, including:
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Why investing in DEI supports teams during times of change and uncertainty
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Why an inclusive workplace supports post-layoff survivors’ productivity and morale
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Why ongoing DEI initiatives can support today’s and tomorrow’s teams
In This Episode:
[1:15] Is the recessive period creating a trend in which leaders are resorting to bossism?
[4:43] How is the rise of bossism affecting DEI initiatives?
[8:23] Why investing in DEI supports diverse teams during times of uncertainty
[12:34] The impact of bossism in Big Tech on psychological safety and how it affects morale and productivity (even beyond the tech industry)
[14:31] How investing in DEI initiatives can support today’s and tomorrow’s teams
[15:59] Why cutting back on DEI initiatives today will ultimately lead to difficulty retaining and hiring talent in the long run
Links:
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.
Often when we discuss supporting women in the workplace, the conversation immediately turns to maternity leave and motherhood. But more millennials and Gen Zers are choosing to be child-free by choice. This poses a challenge for employers to be more creative about how they approach supporting women’s ability to achieve and advance in the workplace — beyond simply offering maternity leave and family planning.
Rather than associating women with the gender role of childbirth, we need to be more intentional in creating workplace strategies to support all women — regardless of their background, abilities, age, race, ethnicity, country of origin, native language, economic, marital or parental status.
Gender equity is something organizations should care about beyond International Women’s Month. So in this episode of Inclusion in Progress, we take a look at how employers can support women at work who are either childless or child-free, especially as these circumstances and choices become more common for professionals from younger generations who are already stepping into our workplaces.
In This Episode:
[2:33] Why is it hard for women to discuss being child-free by choice?
[6:58] Why are more younger Gen Z and millennial professionals choosing to opt out of having children, and how will that affect gender equity initiatives at work?
[11:14] What is the major difference between child-free by choice and childless?
[16:02] How well-educated, single, non-parent women are evaluated differently at work than both women who have children and their male peers.
[21:30] How to make your work environment psychologically safe for child-free and childless women and why that matters for employers designing gender-inclusive workplaces.
Links:
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.
Read more of Pew Research Center’s 2021 study on US childless adults.
Listen to our podcast guests speak on Miscarriage, Menopause & More: Uncovering Real Experiences of Women at Work.
Read more about the current state of millennial debt in the Wall Street Journal article.
To learn more about Jennifer Merluzzi’s research, check out how single US women say they face workplace penalties.
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.
March is officially the start of International Women’s Month.
But as our latest episode goes live today — do women really have something to celebrate?
Considering the uphill battle women face in their personal and professional lives?
And considering how gender equity in the workplace seems to be backsliding?
In fact, according to LeanIn.Org & McKinsey’s 2022 Women in the Workplace Report, for every woman at the director level who gets promoted to the next level, two women directors are choosing to leave their company.
We don’t just lose ideas, perspectives and talent when women leaders leave — we also lose our best advocates for equity and inclusion.
With that in mind, Inclusion in Progress takes a look at The Great Breakup, the consequences of women leaving the workforce en masse, and how to keep progress on gender equity moving forward by working to retain women on your teams.
In This Episode:
[5:36] What is possible if more legislation were designed with women in mind?
[7:16] What are the consequences of women leaving the workforce?
[9:06] Why are women leaders demanding more from work?
[13:51] How can organization leaders navigate the issue of women leaders leaving the workplace?
[16:30] What are some solutions to support women in leadership positions?
[18:23] How can you keep women leaders on board within your organization?
Links:
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.
Read the full Women in the Workplace report by LeanIn.Org and McKinsey & Company.
Check out our discussion on The 3 Hidden Biases of Hybrid Work & How to Avoid Them.
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.
Meta. Netflix. Amazon. Spotify. Google. We’ve been watching as some of the biggest names in tech have implemented mass layoffs for the first time since the Covid-19 pandemic began. And while it’s easy to look at the headlines in numbers, there is a very human cost that our teams face. Both for those who are laid off and those who are left behind.
In the wake of these layoffs, how do organizations maintain employee morale for those left behind? Especially when everyone’s now working in a distributed environment?
In this episode of Inclusion in Progress, we’ll be discussing what workplace survival syndrome is, how it affects employee morale post-layoffs, and what you and your company can do to support remaining team members after they watch their colleagues leave.
Here’s what we will explore:
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What is workplace survivor syndrome?
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Who is affected when companies engage in layoffs?
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How workplace survivor syndrome impacts psychological safety
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How employers can best support their teams after a downsizing
In This Episode:
[5:58] What is workplace survivor syndrome and why does it matter to employers?
[7:58] What are the consequences of workplace downsizing or restructuring on those left behind?
[11:47] How embracing empathy and modeling vulnerability impacts psychological safety, productivity and engagement for workplace survivors
[20:15] The benefits of opening a dialogue with your employees and listening to their feedback after a reorg or similar organizational change
Links:
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.
Quiet quitting was the buzzword of 2022. And although 2023 has barely begun, yet another phrase has surfaced as a potential solution: quiet hiring. Essentially, quiet hiring leans more toward developing the talent already within an organization or seeking specialists in the form of external contractors — instead of hiring and training new personnel.
But in the wake of many organizations restructuring, downsizing or laying off teams — what could quiet hiring actually look like for your company? Could quiet hiring help you expand your talent pool? Or could quiet hiring negatively affect employee morale for your distributed workforce?
While the goal is to ensure psychological safety within your teams while continuing to meet business priorities, we at Inclusion in Progress want to help you examine the potential impact quiet hiring can have on your organization — and which strategy would work for your teams.
Here’s what we will explore:
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What is quiet hiring in a distributed workforce?
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How can quiet hiring be of immediate benefit to your distributed workforce?
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How to manage the social and emotional aspects of hiring contractors to your team.
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How can you respectfully engage in quiet hiring practices for your organization?
In This Episode:
[3:42] What is quiet hiring?
[10:43] How does quiet hiring work within organizations?
[12:57] How to avoid burnout with a quiet hiring strategy.
[20:15] The benefits of bringing on external suppliers and short term contractors.
Links:
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.
Work culture used to be defined by shared physical spaces. Now it’s about the people, the ideas, shared values and the behaviors you model. Almost three years after the pandemic started, work culture continues to evolve and shift. With so much going on in the world, your team has become your constant as a proxy for the organization you work for. Which means the line between personal and professional has become increasingly blurred for a distributed workforce.
For those from historically marginalized or excluded backgrounds, it’s even more important to feel supported by your work community, both personally and professionally. So in a time when distributed teams are becoming the norm, how can we build a healthy, connected work culture that meets all of these different needs?
In today's episode of Inclusion in Progress, we'll be:
- Sharing examples of good practice we’ve observed in the tech industry around building a healthy, connected work culture for distributed teams
- Discuss how to account for newly emerging biases in the current workforce
- Creating an environment in which people feel comfortable to show up
- Examples of how to create an environment that encourages sharing ideas and equal involvement
[1:17] How does redefining spaces impact your organizational values and behaviors in a world of distributed workforces and blurring work-life lines?
[4:28] What does it mean to model psychological safety with asynchronous communication channels that establish trust and connection for distributed teams?
[7:07] How do we dismantle the misconceptions that persist around flexible workforces and highlight opportunities for companies to implement DEI strategies?
[9:07] How Spotify and Dropbox invested in career advancement and retention without compromising their employee expectations.
[12:01] What types of unforeseen biases may surface in a distributed workforce that would not apply in a shared office environment?
[17:18] What does a healthy connected work culture look like for distributed teams in 2023?
Links:
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
Listen to Team IIP reflect on Our Top 3 Episodes of 2022 & What's Next for the Podcast
Check out more of our distributed work case study discussions with Dropbox, Quora & Spotify: 3 Hybrid Workplace Models that Are Working
Check out our previous episode on The 3 Hidden Biases of Hybrid Work & How to Avoid Them
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.
It’s hard to ignore the pandemic's impact on the increase of distributed workplaces, whether companies chose to institute hybrid or fully-remote work. But while remote-first workplaces have offered many benefits for both employers and employees, they've also brought challenges to teams’ connectivity, collaboration, and psychological safety.
As we head into 2023, organizations now face a new challenge: with an uncertain economy and labor market, they have to set up a standard for flexible work in a way that balances business outcomes with employee expectations. In today’s episode, we’re going to look at some of the ways DEI can support psychological safety for employees in 2023 and beyond.
Here’s what we’ll cover in today’s episode:
- Key post-pandemic work trends (and what this means for DEI)
- The key challenges for psychological safety within distributed teams
- Supporting psychological safety for DEI practitioners (and why it matters)
- Examples of good practice to build psychological safety in distributed workforces
In This Episode
[1:16] Which major themes around work culture, DEI and talent retention did we observe in our 2023 whitepaper?
[10:54] What challenges have presented themselves with the rise of remote work in 2022?
[13:03] Why does the tech industry have the capacity to shape all future workplaces?
[17:48] The benefits of doubling down on creating a psychologically safe environment for distributed teams and what that looks like in practice
[25:23] Why lone DEI practitioners cannot be the only solution for all marginalized experiences in the workplace
Links:
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.
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:
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:
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:
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.
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