Why Is Recognition at Work So Important?

A truly inclusive workplace requires invention and reinvention, mistakes and humility, adaptation to a changing world, constant self-reflection, and, sometimes, significant sacrifice. In this exclusive interview, Dr. Ella Washington talks about her new book, The Necessary Journey: Making Real Progress on Equity and Inclusion.

Positive outcomes should be the goal of organizational DEI efforts, says Aiko Bethea, founder of RARE Coaching and Consulting. Deeper questions need to be asked that will inform their approach. "Many of us are used to going into a workplace ... and compartmentalizing things so I can get through the day and get my work done. So now, all of a sudden, because it's an imperative to you, you want to have a conversation about race that you're thoroughly ill-equipped to speak of." Bethea joins the podcast to discuss what companies need in order to embark on DEI efforts.

Many organizations do not prioritize recognition at work. When it is given, it’s often experienced differently by employees -- including women and people of color. How can employers make recognition more equitable? Meisha-Ann Martin, senior director of People Analytics and Research at Workhuman, joins the podcast to discuss.

Sharing meals can be a way of bringing colleagues together. But food can also be a source of judgment, shame and division in a workplace. Dr. Psyche Williams-Forson, author of Eating While Black: Food Shaming and Race in America, joins the podcast to discuss how employers and employees can be more mindful about cultural and class differences in approaches to food, eating, costs, waste and more. “Food plays a lot of different roles in our lives, whether we acknowledge it or not ... whether it’s in our homes or the workplace or any other institution we engage with,” Williams-Forson says.

Some employees dread performance reviews; others leave them confused or wishing they got more from them. How can managers be considerate of the best way to deliver feedback? And how can they be more inclusive when giving evaluations? Debbie Goldstein, CEO of Triad Consulting Group, joins the podcast to discuss the changing nature of these conversations in a transforming workplace, common pitfalls managers encounter and how they can avoid them.

Have we collectively projected ideas about professionalism that may or may not have anything to do with what being professional actually means? Dr. Tina Opie, Chief Vision Officer at Opie Consulting Group, joins the podcast to talk about where these norms originate, what organizations miss when they let conformity to these norms take place, and where they should put their focus instead. “Organizations really need to interrogate what they are doing if people who are performing well still don’t feel like they belong because of things like professional attire, guidelines or norms,” Dr. Opie says.

The holiday season is a time for celebration, but it also presents an opportunity to be thoughtful and considerate of others. Many cultural holidays take place during this time of the year -- and people celebrate them in different ways. How can employers and coworkers alike celebrate and respect one another’s differences? Are there things we should consider as companies host holiday parties? “Cultural Competence” cohosts Dr. Ella Washington and Camille Lloyd also look back on their favorite episodes of 2021.

Are there constructs in our workplaces that reinforce forms of social oppression? How do we tear these barriers down? And what are some of the pitfalls employers can avoid in trying to address this? Lisa Toppin, global head of diversity and inclusion at Illumina, joins the podcast to discuss.

Talking about money, including one’s pay, is taboo for many -- but there may be a generational shift occurring in attitudes on talking about pay. How should we talk about pay? Why is there a need for pay transparency? And what is the difference between “equal pay for equal work” and pay equity? Ruth Thomas, pay equity strategist at Payscale, joins the podcast to discuss some effective strategies employers can implement in addressing pay inequity. What missteps can organizations avoid in opening up the discussion about pay?

Are workplaces evolving strongly enough to be inclusive? How do you effectively have conversations about race across workplaces and teams? Marva Smalls -- executive vice president, global head of inclusion at ViacomCBS and executive vice president, public affairs, kids and family entertainment brands at ViacomCBS Media Networks -- joins the podcast to talk about creating environments that facilitate “courageous conversations,” bringing your whole self to work and more.