HR Labs is a podcast that explores how to create a better employee experience for all your people. In season 3, new hosts Duane La Bom and Jeff Miller talk to industry leaders about today’s most critical business topic — diversity, equity, inclusion, and belonging (DEIB). Most companies have prioritized their DEIB strategies, but the challenge is taking those plans and good intentions and turning them into actual results. Together with their guests, Duane and Jeff will lead conversations about meaningful ways you can create a more equitable workplace for everyone.
3.6 Building a culture of DEIB 24/7/365
25:50In the season 3 finale of HR Labs, Duane is joined by A Cloud Guru's chief people guru Lorraine Vargas Townsend to discuss what belonging means, what it looks like at work, and the positive impacts it has on people. According to Townsend, "The opposite of belonging is a culture where tokenism thrives and where tolerating people wins instead of celebrating people and helping them get to prosperity and growth." Why creating a sense of belonging matters A true culture of belonging is one where you are accepted and celebrated and supports you in a way that can help unleash your true potential. It's why, Townsend explains, “Belonging is not a diversity metric.” It’s about creating a culture where you can be yourself, you can share ideas, fully contribute to team and organizational goals and see a career path in front of you. And belonging has a direct impact on retention, engagement and performance outcomes. Reflecting on her own experiences and those of her mother’s, Lorraine shares key strategies for unleashing people potential through intentional practices and commitments. She also shares what A Cloud Guru is doing to reach its goal “to build the most inclusive company in tech.” When it comes to what we all can do to build a sense of belonging, Lorraine put it best when she said, "That actual human experience is where we're going to find the moments that either create belonging or create exclusion, that either support people or don't, or treat people like humans or treat people like cogs in a wheel." Take a listen to learn why adding belonging to your DEI strategy is critical to driving engagement, retention and outcomes that matter. If you missed any of the previous episodes from season 3, we invite you to catch up on the rest of the season here. On behalf of our season 3 hosts Duane and Jeff, and all of us at Cornerstone, thanks for listening, and be well. Read Lorraine's story about her mom: My Mom's American Dream Follow Lorraine: https://www.linkedin.com/in/lvargast/ https://lorrainevargastownsend.medium.com/ https://twitter.com/chiefpeopleguru Check out A Cloud Guru: https://acloudguru.com/ Follow Duane: https://www.linkedin.com/in/duane-la-bom/ Follow Cornerstone: https://twitter.com/CornerstoneInc https://www.instagram.com/cornerstoneondemand/ https://www.linkedin.com/company/cornerstone-ondemand/ https://www.facebook.com/csodcommunity/
3.5 Technology’s Role in Eliminating Bias
30:25"The primary thing we're trying to understand is, from a soft skill holistic perspective, what are you best suited for in the world of work." That was Frida Polli, Ph.D. and CEO and co-founder of pymetrics, a company mixing behavioral science and AI to build fairer workplaces. This week, Jeff and Dr. Polli discuss how you can use data and technology to advance diversity, equity, inclusion and belonging (DEIB) efforts and remove unconscious bias from your organization’s hiring process. How AI can actually make your recruiting process more human "What everyone was trying to understand in this matchmaking process, both the individual who was going through it as well as the company that was recruiting, was not what was on someone's resume—that was clear. Really what they wanted to know about someone was their soft skills. Their cognitive, social, and emotional makeup. Like what makes them different and human and unique," explains Dr. Polli. According to Dr. Polli, when it comes to recruiting, "Everybody hates the fact that a job search takes three months, six months. We sort of have this expectation that the process has to be painful." Using AI to build diverse workforces of the future The conversation then moves to ways you can use AI to streamline and diversify your hiring process while avoiding AI that instead scales human bias and makes the world less fair. Dr. Polli and Jeff go deep in on how pymetrics is using behavioral science and audited AI technology to build the diverse workforces of the future. "A lot of times talent is overlooked because it doesn't fit the mold. That's silly," says Dr. Polli when she explains pymetrics’ philosophy on helping you hire better at your company. And according to Dr. Polli, "To solve the diversity problem, we need to be a little less cautious and a little more bold." Follow Dr. Polli: https://www.linkedin.com/in/frida-polli-phd-03a1855/ https://twitter.com/fridapolli Check out pymetrics: https://www.pymetrics.ai/ Follow Jeff: https://www.linkedin.com/in/drjmiller/ Follow Cornerstone: https://twitter.com/CornerstoneInc https://www.instagram.com/cornerstoneondemand/ https://www.linkedin.com/company/cornerstone-ondemand/ https://www.facebook.com/csodcommunity/
3.4 Engaging white men and middle managers in DEIB strategies
18:47This week, Duane sits down with sociology professor Don Tomaskovic-Devey Ph.D. from the University of Massachusetts-Amherst to discuss how to engage white men and middle managers in DEIB strategies. Dr. Tomaskovic-Devey researches the causes of workplace inequity, and he and Duane waste no time getting into it. According to Dr. Tomaskovic-Devey, "There's a disconnect between where the work normally gets done and the [company's] diversity and inclusion agenda." In the episode, why that is, who is dropping the ball, and what we all can do to help solve it. Duane's experience from his first job until now as the Chief Diversity Officer at Cornerstone has shown him that the biggest difference between successful and mediocre DEIB initiatives is "their ability to engage white men and middle managers in the conversation and the solution." Dr. Tomaskovic-Devey agrees on the role of white males and diversity, and he explains the two things keeping these groups of people from fully embracing and facilitating the company's DEIB efforts. What's missing in DEIB strategies is conversation When it comes to addressing diversity at the individual employee level, "Training is only one component," says Duane. "What's often missing is the important dialog and conversation that needs to happen prior to the training and after." And according to Dr. Tomaskovic-Devey, science backs this up: "Most diversity training has a short-term effect for people who are already primed for the message. ... For the people who are resistant to the message, it often produces backlash." Because training doesn't seem to have the long-term impacts we all would hope for, Duane and Dr. Tomaskovic-Devey then dig into how we change people's minds and hearts for the better. Dr. Tomaskovic-Devey even walks us through what a few of the organizations he's studied did to have successful DEIB initiatives and how you can use his learnings in your initiatives. "The stakeholders inside the firm became empowered." When it comes to solving why diversity and inclusion strategies are struggling at any company, he says, "The real solutions here are always going to be organizational." Tune in to the episode to learn more from Duane and Dr. Tomaskovic-Devey's conversation. Follow Dr. Tomaskovic-Devey: https://www.linkedin.com/in/donald-tomaskovic-devey-666873b/ https://www.umass.edu/issr/donald-tomaskovic-devey Follow Duane: https://www.linkedin.com/in/duane-la-bom/ Follow Cornerstone: https://twitter.com/CornerstoneInc https://www.instagram.com/cornerstoneondemand/ https://www.linkedin.com/company/cornerstone-ondemand/ https://www.facebook.com/csodcommunity/
3.3 Ensuring equal pay for all
26:48"We’ve not overcome the perception that women should be paid less because they need less – that's not true," says Lilly Ledbetter, activist, the namesake of the Lilly Ledbetter Fair Pay Act of 2009, and this week's guest. She and Jeff sit down to discuss her fight from undervalued Goodyear manager to pay equity icon. Along the way, they discuss how to negotiate salary, equal pay for equal work, how companies can make swift, effective change, and so much more. After spending 19 years working for Goodyear, of tire and blimp fame, Lilly discovered she was making 40% less than the white men doing the same exact job she was. The thought of how much money this had cost her and her family left her devastated. For Lilly, "I knew it wasn't right. It was not the law. I couldn't let it go." So she filed a charge with the Equal Employment Opportunity Commission, and her case made it all the way to the US Supreme Court. And that's only the beginning of her storied career. She and Jeff also discuss how the modern workplace is handling equal pay. Spoiler Alert: Lilly says, "Not as good as it should." The Equal Pay Act was passed in 1963 and was supposed to eliminate wage discrimination from then on. "Well, it didn't," says Lilly. "Because it wasn't enforced." She and Jeff dig into why that is and what Human Resource teams can do to ensure everyone is equally paid across the board. “My goal in life is to make a difference.” And Lilly truly has. This is a conversation not to miss! Learn more about Lilly: http://www.lillyledbetter.com/ Follow Jeff: https://www.linkedin.com/in/drjmiller/ Follow Cornerstone: https://twitter.com/CornerstoneInc https://www.instagram.com/cornerstoneondemand/ https://www.linkedin.com/company/cornerstone-ondemand/ https://www.facebook.com/csodcommunity/
3.2 Responding to micro (and not so micro) aggressions
33:34Though companies have been taking steps to address overt racism at work, microaggressions present a wholly different challenge. In this episode, Duane speaks to Dr. Ella Washington — an organizational psychology professor at Georgetown University’s McDonough School of Business and founder of DEI strategy and consulting agency Ellavate Solutions — about microaggressions in the workplace, their damaging impact on building a culture of belonging, and how and when to respond to them. What is a microaggression? According to Dr. Washington, microaggressions are “the everyday subtle, unintentional — but sometimes intentional — interactions or behaviors that communicate some type of bias towards a historically marginalized group.” They are the seemingly innocuous things people say that are actually racist, sexist, or offensive. Dealing with microaggressions at work “Microaggressions, for so long, have been thought of as acceptable forms of comedy. Someone says an offhanded joke, and people laugh and kind of keep going. People don’t realize they’re being offensive,” explains Dr. Washington. Trying to fully “solve” or “eliminate” microaggressions at work is a righteous but unattainable goal. Having an anti-discrimination policy at work isn’t enough. As Duane and Dr. Washington discuss, HR teams and leaders alike need to be consistent in handling complaints and providing training on how to identify and address microaggressions. Tune into this episode to learn how HR professionals can be the catalyst for creating a work environment where people feel comfortable speaking up and calling out micro (and not so micro) aggressions. Follow Dr. Washington: https://www.linkedin.com/in/ella-f-washington-ph-d-a6490761/ Check out Ellavate Solutions: https://www.ellavatesolutions.com/ Follow Duane: https://www.linkedin.com/in/duane-la-bom/ Follow Cornerstone: https://twitter.com/CornerstoneInc https://www.instagram.com/cornerstoneondemand/ https://www.linkedin.com/company/cornerstone-ondemand/ https://www.facebook.com/csodcommunity/
3.1 Recognizing and defeating unconscious bias
24:22What are you doing to overcome unconscious bias? In this first episode of Season 3, Torin Ellis, diversity strategist, author, and co-host of the Crazy and The King podcast, joins Jeff to discuss what you can do in the short and long term to address and defeat unconscious bias. Yes, more and more companies are implementing training to help boost diversity and inclusion in the workplace, but according to Torin, training isn’t nearly enough. Training, while important, shouldn’t take the place of real action—like having difficult conversations or actually holding yourself, employees, and leaders accountable for their contributions to diversity, equity, inclusion and belonging (DEIB). Overcoming unconscious bias is a constant journey Knowing the unconscious bias definition can only do so much. “People and organizations lean on the academic definition as a way to be like, ‘We’re part of the good crew. We care.’ No. You don’t care enough,” says Torin. “Addressing unconscious bias is just the start.” For him, overcoming unconscious bias is a constant journey, “I hold everyone responsible for being a better human.” Whether your company is a global enterprise, a five-person startup, or a one-person shop, in this episode, Torin challenges you to take the necessary steps to “wrestle with what it means to be human.” Listen to the full conversation for more of Torin’s views on how to lift the “curtain of complacency and mediocrity” and be a part of meaningful change when it comes to supporting DEIB in the workplace. And if you like the conversation, subscribe to HR Labs to never miss a future episode. Episode correction: At the ~11:53 min mark of the episode, Torin states that the Democratic Party hasn’t had a Black woman lead a committee in 40-something years. After the interview, Torin shared with us that he misquoted from an interview Congresswoman Brenda Lawrence conducted on #RolandMartinUnfiltered. In the interview, Congresswoman Lawrence states there hasn’t been a Black female in a Democratic Caucus leadership position in over 40 years. You can view that interview here: https://www.house.gov/leadership SUBSCRIBE HERE: https://podcasts.apple.com/us/podcast/hr-labs/id1482283780 Follow Torin: https://twitter.com/torinellis https://www.linkedin.com/in/torinellis/ Listen to Crazy and The King: https://evergreenpodcasts.com/crazy-and-the-king Follow Jeff: https://www.linkedin.com/in/drjmiller/ Follow Cornerstone: https://twitter.com/CornerstoneInc https://www.instagram.com/cornerstoneondemand/ https://www.linkedin.com/company/cornerstone-ondemand/ https://www.facebook.com/csodcommunity/
3.0 What is DEI and B? And why is adding the B so important?
10:14What do we mean when we talk about DEI and “B”? Before digging into important topics this season — like unconscious bias and pay equity — HR Labs hosts Duane and Jeff wanted to take the time to set the stage. In this bonus episode of Season 3, they chat with Cornerstone thought leader Jeremy Spake about what DEIB (diversity, equity, inclusion, and belonging) really means, and why adding that "B" is so important. As Jeremy says, “These acronyms are ever evolving. So, I think it’s important for all of us to remember that whether you’re using DEI, IND, or DEIB, our goals all should be pointed in the same direction—which is to have an organization where all employees feel empowered to bring their whole selves to work and to thrive in doing so.” Listen to this bonus episode to hear the full conversation and to familiarize yourself with the different ways that individuals and organizations refer to inclusion initiatives. SUBSCRIBE HERE: https://podcasts.apple.com/us/podcast/hr-labs/id1482283780 Episode resource: Diversity, Equity and Inclusion in Talent Management Connect with Jeremy: https://www.linkedin.com/in/jeremyspake/ Connect with Duane: https://www.linkedin.com/in/duane-la-bom/ Connect with Jeff: https://www.linkedin.com/in/drjmiller/ Connect with Cornerstone: https://www.instagram.com/cornerstoneondemand/ https://www.linkedin.com/company/cornerstone-ondemand/ https://www.facebook.com/csodcommunity/ https://twitter.com/CornerstoneInc
Trailer – Season 3 – Advancing Diversity, Equity and Inclusion in the Workplace
1:44HR Labs is back! In season 3, new hosts Duane La Bom and Jeff Miller explore how to turn your diversity, equity, and inclusion strategies into meaningful actions and outcomes. Subscribe today to never miss an episode. Duane, chief diversity officer at Cornerstone, and Jeff, chief learning officer and VP of organizational effectiveness at Cornerstone, aren’t shying away from discussing the challenging, uncomfortable topics facing businesses today. Season 3 is dedicated to building an informed understanding of what it takes to build a better organization for everyone through meaningful diversity, equity, inclusion – and belonging – practices. According to Jeff, “We aren’t saying we have all the answers here. But if there’s one thing we know at Cornerstone, it’s that learning is a critical part of growing and driving change.” Duane and Jeff aren’t undertaking this DEI conversation on their own, though. They brought a few friends, industry experts, activists, and thought leaders on this journey too. Friends like: Torin Ellis — human capital strategist speaker, author, radio and podcast host — talking about recognizing and defeating unconscious bias. Ella Washington Ph.D. — organizational psychologist at Georgetown University’s McDonough School of Business — talking about responding to micro- (and not so micro-) aggressions. Lilly Ledbetter — equal pay activist and inspiration for the Lilly Ledbetter Fair Pay Act of 2009 — talking about ensuring equal pay for all. Lorraine Vargas Townsend — chief people guru at A Cloud Guru — talking about building a culture of DEI 24/7/365. And many more! Join Duane and Jeff every other week for meaningful conversations on how to move your DEI strategies forward. Duane put it best when he said, “No matter where you and your company are on the DEI journey, we hope you’ll join us for stories and insights as we look to take this work from intention to impact.” SUBSCRIBE HERE: https://podcasts.apple.com/us/podcast/hr-labs/id1482283780 Follow Duane: https://www.linkedin.com/in/duane-la-bom/ Follow Jeff: https://www.linkedin.com/in/drjmiller/ Follow Cornerstone: https://www.instagram.com/cornerstoneondemand/ https://www.linkedin.com/company/cornerstone-ondemand/ https://www.facebook.com/csodcommunity/ https://twitter.com/CornerstoneInc
2.5 VR, Remote Work, and Profits through People
24:05On the final episode of this season, we hear about the future of People First. What happens on the other side of a pandemic? Jerry Davis from the University of Michigan, Ross School of Business walks us through what it means to take a holistic approach to your workforce and your organization's end goals. Viewing your people as your strategy to increase profits leads to success on both sides. Then we take a look towards the future with Talespin CEO Kyle Jackson, and examine what role Virtual Reality is going to play in employee development in the coming years.
2.4 We Hear From the People in "People First"
26:16So far this season we have heard from a number of guests talking about how the economic landscape has shifted to value people over profit. In this episode, we go to the ground floor and talk to the people who are feeling the effects of these policies and practices. We also talk with Jeff Miller about the psychology behind employee support, and how you can ensure your organization stays engaged through these shifting times.