Just One Q

How can we combat mental illness stigma in the workplace?While physical health conditions are usually met with empathy and clear support systems, mental illnesses are frequently met with silence, judgment, and stigma. Unaddressed stigma (and self-stigma) can cause employees to push through symptoms rather than seeking timely medical care or utilizing Employee Assistance Programs (EAPs), which damages morale, retention, and overall productivity. Luckily, eliminating stigma is one of the most solvable challenges facing modern employers. When organizations deploy company-wide training, they can establish a shared language, increase EAP utilization, and build a culture of health and safety.On this episode of Just One Q, Dominique chats with Jason Finucan, founder of StigmaZero and author of Jason: 1 | Stigma: 0 – My battle with mental illness at home and in the workplace. Drawing from his personal experiences with both open-heart surgery and bipolar I disorder, Jason contrasts societal responses to physical versus mental health conditions and explains why curing stigma is entirely achievable. He breaks down practical strategies for normalizing mental health conversations, supporting colleagues safely, and improving workplace productivity.Keep Up with Jason:https://www.jasonfinucan.com/Try Learning Snippets:https://dialectic.solutions/signupContact Us to Be a Guest on Just One Q:https://dialectic.solutions/podcast-guest

What works and what doesn't in DEI practice today?Since 2020, diversity, equity, and inclusion (DEI) practice has undergone a fundamental transformation, shifting away from performative, one-and-done unconscious bias workshops toward quieter, systemic change. Early corporate responses often relied on abstract academic theory that alienated employees while failing to address root institutional inequities. Today, effective practice reframes DEI as an embedded technical skill – focusing on fairness, operational life-cycle analysis, and structural accessibility rather than trying to shift individual beliefs. By moving away from static committees toward agile working groups and human-centered design frameworks, organizations can empower everyday leaders to build sustainable, inclusive workplace cultures.On the 100th episode of Just One Q, Dominique chats with founding host Dr. Melissa Horne about the evolution of workplace DEI from 2020 to today. They explore the pitfalls of early performative initiatives, the challenges and rewards of treating DEI as an embedded technical skill, and how leaders can drive meaningful, systemic culture change.Keep Up with Melissa:https://www.linkedin.com/in/melissa-horne-phd-2b8b3a9a/Try Learning Snippets:https://dialectic.solutions/signupContact Us to Be a Guest on Just One Q:https://dialectic.solutions/podcast-guest 

Can neurodivergent adults heal our relationship with “productivity”? Healing our relationship with productivity is the key to finding satisfaction and self-efficacy at work. By understanding diverse productivity styles and the emotional factors that affect productivity, we can break free from negative cycles of guilt and shame. Reframing productivity can give us the self-knowledge and vocabulary we need to better self-advocate, to collaborate, and to work in ways that work for us. On this replay episode of Just One Q, Dominique chats with guest Kerry Ann King, a wellbeing and productivity expert and CEO of Eluminate Labs. They examine our relationship with “productivity” and how we can rethink it through self-compassion, understanding our productivity styles, and addressing the emotional factors that impact how we work. They also explore strategies for supporting neurodivergent individuals and building inclusive workplaces. Keep Up with Kerry Ann:https://eluminatelabs.com/ Try Learning Snippets:https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q:https://dialectic.solutions/podcast-guest

How can critical thinking shape our AI use in the workplace? Large Language Models (LLMs) function as sophisticated “auto-complete” engines that predict the next most likely word based on statistical patterns rather than reasoning, understanding truth, or possessing consciousness. While there are many good uses for LLMs in daily life, their application in high-stakes and high-judgement tasks can have professional consequences. When we over-rely on LLMs at work, we risk eroding core intellectual skills, flattening diverse perspectives, and creating workplace inequalities. On this episode of Just One Q, Dominique chats with Dr. Aaron Barth, founder and president of Dialectic. They demystify the mechanics under the hood of Large Language Models (LLMs), discuss the psychological traps of ascribing intelligence to software, and share practical frameworks for using AI responsibly without sacrificing equity or human judgment in the workplace.   Keep Up with Aaron: https://www.linkedin.com/in/aaronbarthphd/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest  

How can we design equitable employee benefits? Employee benefits dictate far more than basic health coverage – they’re a fundamental indicator of financial security, holistic health, and overall workplace equity. Traditional plans often default to nuclear family frameworks that inadvertently disqualify equity deserving groups. By moving away from static, one-size-fits-all perks and implementing a strategic DEI lens, organizations can leverage usage data to build flexible coverage systems that shift from basic administrative compliance to a true corporate culture of human belonging. On this episode of Just One Q, Dominique chats with Kristin McCartney, Director of People & Culture at J.L. Richards & Associates. They discuss how employers can transition to data-driven, flexible frameworks when creating benefit plans. Kristin breaks down enhancements that benefit employees who are S2LGBTQ+, neurodivergent, Indigenous, first-generation professionals, or who practice certain religions. She argues that designing benefits for all signals a deeply supportive culture. Keep Up with Kristin: https://www.linkedin.com/in/kristin-mccartney-chrp-335336a6/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

What changes when we lead with trauma sensitivity? Trauma is far more common than most realize, affecting at least 70% of people, and its hidden residue frequently drives workplace conflict through survival mechanisms like freezing or fawning. Through trauma sensitivity, leaders can look past superficial personality clashes, avoid replicating past injuries, and proactively cultivate structural safety where everyone can safely show up and do their best work. On this episode of Just One Q, Dominique chats with workplace human rights lawyer, consultant, and author Adriana Leigh about her book, Trauma Sensitivity at Work. They break down how common stress responses manifest in everyday team dynamics, differentiate a checkbox “informed” approach from genuine sensitivity, and discuss practical strategies like “meeting hygiene”. Learn how leaders can prioritize emotional regulation to build more humane, supportive, and highly effective workplace cultures. Keep Up with Adriana: https://algconsulting.ca/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

How does gender affect workplace conflict? Task conflict – challenging ideas to find the best possible solutions – is essential for team innovation, but it carries hidden risks for women. While men are often rewarded with a boost in perceived agency for engaging in task conflict, women are frequently penalized for violating gender stereotypes. This subtle bias can lead to workplace distancing, lost opportunities, and long-term occupational segregation. Overcoming this barrier requires team members and leaders to think critically about their biases, audit their evaluations for gendered tone, and actively create conditions where everyone can safely discuss ideas. On this episode of Just One Q, Dominique chats with Dr. Samantha Hancock, an assistant professor at Western University whose research focuses on the challenges faced by women pursuing leadership. Together, they explore how gender bias penalizes women for the exact same assertive behaviors that benefit their male colleagues. Dr. Hancock shares actionable takeaways for individuals and leaders to recognize these micro-biases and build genuinely equitable teams. Keep Up with Samantha: https://www.linkedin.com/in/sehancock27/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

How can we elevate disability inclusion to true belonging? Inclusion is something systems do through policies and rules, but belonging is something people feel when they are truly wanted in a space rather than just "allowed" to be there. True belonging requires a shift from reactive, procedural accommodations that place the onus on the individual, to proactive, collective access that removes environmental and social barriers for everyone. By centering lived experience and applying an intersectional lens, organizations support a culture where disability is normalized within professional life. On this episode of Just One Q, Dominique chats with Ingrid Palmer, an award-winning speaker, social justice consultant, and Principal IDEAL Advocate at Realize Canada. Through impactful personal stories, they explore the shift from procedural inclusion to true belonging for disabled employees, the power of universal design, and how to move beyond reactive accommodations to proactive, collective access. Keep Up with Ingrid: https://www.linkedin.com/in/focusonability/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

How can ADHDers thrive at work? Navigating the workplace with ADHD presents unique challenges, but it also offers a distinct set of strengths and perspectives. Unlocking our best work can require a tailored approach: “gamifying” mundane tasks, offloading cognitive weight to digital tools, and finding unconventional ways to manage energy, focus, and time. When combined with foundational self-care, these strategies can transform perceived limitations into powerful creative assets. The strategies themselves often become valuable contributions to the wider team. For instance, visual storytelling can help an ADHD mind retain complex information and, at an organizational scale, that same approach becomes a pillar of an inclusive, high-impact communication strategy. On this episode of Just One Q, Dominique chats with guest Scott Mooney, an award-winning educational illustrator with over 30 years of experience. Scott shares candidly about his late diagnosis of ADHD, his specific strategies for self-management and productivity, and how visual storytelling can bridge communication gaps in the workplace. Keep Up with Scott: https://www.moon-man.com/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest  

Can we “integrate” inclusion work without making it invisible?As we mark the 100th anniversary of Black History Month this February, organizations face a pivotal moment in the evolution of inclusion work. While many companies are moving toward "integrating" inclusion principles into their broader processes and talent lifecycles, there is a risk that these efforts will fade into the background without deliberate, sustained focus.Dean Delpeache introduces the "3 I's" framework (Intentionality, Integration, and Invisibility) to highlight key tensions and to help leaders assess their strategy. By coupling integration with explicit accountability and modeled inclusive behaviours, organizations can ensure that their commitment to equity remains visible and effective, even as the public conversation quiets.On this episode of Just One Q, Dominique chats with guest Dean Delpeache, a talent management expert and the Director of Strasity. They discuss the historical context of the Black History Month centennial, the state of inclusion work in 2026, and offer practical strategies for leaders to keep anti-racism work front and center.Keep Up with Dean:https://www.linkedin.com/in/deandelpeache/https://strasity.com/Try Learning Snippets:https://dialectic.solutions/signupContact Us to Be a Guest on Just One Q:https://dialectic.solutions/podcast-guest