In This Moment - A New Perspective on DEI

Overview: In this Season 2 finale, Janet and Khalil explore what it takes to build lasting change when the ground keeps shifting. They connect the dots from eleven episodes, examining how organizations can move from reaction to redesign, from symbolism to systems. Through frameworks on clarity, strategic elimination, and collective action, they offer a roadmap for resilient leadership. The conversation celebrates the diverse voices that shaped this season and poses three essential questions every leader must answer.Key Takeaways:Season 2 was a celebration of teamwork and collaboration.Diversity and inclusion were central to the success of the team.AI should enhance humanity, not replace it.Reframing DEI as a business performance issue is crucial.Shifting from symbolism to systems is necessary for real change.Building trust requires authentic leadership and data-driven decisions.Clarity is essential for strategic action.Strategic elimination can simplify processes and enhance impact.Collective action is vital for resilience in challenging times.The insights gained this season will inform future discussions.

Overview: The conversation explores the evolving landscape of data collection in organizations, emphasizing the shift towards self-identification and the importance of anonymity in employee surveys. It highlights the need for real-time data collection methods that foster trust and engagement among employees. The discussion also delves into the erosion of trust in organizations, the significance of authentic leadership, and the challenges of navigating authenticity in the context of diversity, equity, and inclusion (DEI) work. The role of artificial intelligence in bias detection and the necessity of identifying barriers to growth within organizations are also examined. Finally, the conversation addresses the global perspectives on diversity and inclusion and offers insights on individual actions that can support a more inclusive environment.Key Takeaways: Self-identification in data collection is becoming more prevalent.Anonymity in surveys increases employee honesty.Real-time data collection enhances engagement and insights.Trust is crucial for productivity and engagement.Authentic leadership fosters a positive workplace culture.Navigating authenticity can be challenging in DEI work.AI has the potential to disrupt biases in organizations.Identifying barriers to growth is essential for organizational success.Global perspectives on diversity and inclusion vary significantly.Individuals can support inclusion by allowing authenticity and grace.About Our Guest:Pam Jeffords is a transformational leader and global thought leader on inclusive workplace cultures. As Managing Partner of BE Labs, she advises organizations on aligning people and culture strategies with business outcomes. With over three decades of experience, she challenges organizations to rethink traditional approaches. Previously, Jeffords led Mercer’s global DEIB consulting practice and was a Partner at PwC in the Workforce of the Future team. Her work has been featured in Fortune Magazine and The Economist.

Overview: In this insightful episode, LaQuenta Jacobs, a workplace culture and inclusion strategist, delves into the critical gap between what companies claim about inclusion and their actual practices. She emphasizes the importance of embedding inclusion into core organizational systems rather than treating it as a separate program. Jacobs highlights the consequences of cultural misalignment, such as market disconnection and loss of competitive edge, urging organizations to align their internal culture with their external brand to thrive in today's market.Takeaways: Cultural Alignment is Key: Organizations must align their written commitments with their cultural practices to avoid erosion and disconnection. Inclusion by Design: Embedding inclusion into core systems like performance reviews and team structures is essential for sustainable change. Internal Drives External: Companies with authentic internal inclusion can effectively market externally, maintaining market connection and competitive advantage. Beyond Psychological Safety: Real inclusion involves transparency, accountability, and sustainable change, not just psychological safety.Market Impact: Misaligned cultures lead to loss of market connection and competitive edge, as seen in companies like Target and American Eagle.Leadership Evolution: Leaders must evolve with societal changes to embrace diverse cultures and flexible work arrangements. Speak Up Culture: Organizations should foster environments where transparency is rewarded, and groupthink is challenged.Strategic DEI Integration: Diversity, equity, and inclusion should be integrated into all organizational functions, not treated as standalone initiatives.Consumer Connection: Companies must have diverse teams to authentically connect with varied consumer bases.Resilience and Adaptability: Change champions need resilience and adaptability to align personal and business objectives for effective transformation.Meet Our Guest: LaQuenta Jacobs is the former Global Vice President of Inclusion, Equity and Diversity at Kimberly-Clark. A progressive human resources executive with over 23 years of experience, she is a certified Executive Leadership Coach and cultural diversity assessment expert. Jacobs is a recognized leader in organizational development and a champion for creating inclusive work environments

Overview:In this conversation, Andrés Tapia discusses the evolving landscape of diversity and inclusion (D&I) within organizations, emphasizing the shift from a social justice framework to a business imperative. He highlights the challenges and opportunities that arise from current crises, urging leaders and individuals to adapt and find new ways to engage with D&I efforts. Tapia stresses the importance of sustainability in D&I practices, the need for organizations to recognize the value of diverse talent, and the role individuals can play in fostering an inclusive environment. Ultimately, he encourages a proactive approach to navigating the complexities of the corporate world while maintaining a commitment to social justice principles.Takeaways:We're definitely in a crisis that will intensify.D&I efforts have been criminalized, creating real threats.Social justice is not the currency of for-profit organizations.D&I should not be based on trends; it needs to be sustainable.Diversity is destiny; organizations must embrace it.Individuals must take control of their own developmental paths.Mentorship is crucial; individuals should seek it out proactively.Organizations need to recognize the value of diverse talent for business success.The current crisis presents an opportunity for reflection and growth.We must reinvent D&I strategies to be more effective and inclusive.About Our Guest: Andrés Tapia is a globally recognized strategist on leadership, culture, and organizational transformation. As Founder and President of Andrés Tapia Strategy Group, he helps senior leaders navigate disruption through character-centered leadership and inclusive, human-centric strategies. A pioneer in leadership and team development, Tapia has designed and launched breakthrough frameworks used by thousands of executives worldwide. His current work, including the CharacterGPS™ leadership framework, equips organizations to turn disruption into innovation and build cultures of resilience, trust, and high performance.

Overview:In this conversation, Zach Nunn discusses the implications of AI on the future of work, emphasizing the unsustainable nature of replacing human jobs with technology. He highlights the fear surrounding job loss due to AI, the reality of AI implementation failures, and the importance of change management in organizations. The discussion also touches on the need for diversity in tech, the ethical considerations of AI, and the evolving corporate landscape. Nunn encourages individuals to prepare for the future by staying informed and adaptable in a rapidly changing job market.Key Takeaways:- Organizations are increasingly choosing AI solutions over long-term people investment.- The reality of AI implementation shows a high failure rate in organizations.- AI is not a replacement for human intelligence but a tool to assist.- Diversity in tech is crucial for innovation and ethical considerations.- Change management is essential for organizations to adapt to new technologies.- Individuals should prepare for the future by keeping their skills updated.- The corporate landscape is shifting towards a more transactional relationship with employees.- Ethical implications of AI must be considered in corporate strategies.- The hype surrounding AI often overshadows its actual capabilities.- The future of work will require a balance between technology and human roles.About Our Guest:Zachary Nunn, PHR, is the founder and CEO of Living Corporate, a media and consulting firm focused on centering and amplifying Black and Brown voices in the workplace. A seasoned HR professional with a background in talent acquisition and organizational growth, Nunn has transformed his podcast into a six-figure consulting firm. He is a prominent voice in the DEI space, offering insights on corporate culture and workplace equity through his platform and various speaking engagements.

OverviewIn this episode, Janet and Khalil reflect on the first half of their season, discussing insights from various guests about workplace dynamics, the importance of seeing reality as it is, and the need for collaboration over capitulation. They emphasize the significance of understanding power dynamics within organizations and the necessity of building robust systems that promote diversity, equity, and inclusion. The conversation also touches on the challenges faced by women in the workforce and the importance of allyship in creating inclusive environments.Key TakeawaysOrganizations need to see things as they are, not as they wish them to be.Understanding where the power lies is crucial for effective change.Performative actions in diversity and inclusion can lead to backlash.The concept of a controlled burn can help eliminate ineffective practices.Capitulation to external pressures can reveal an organization's true values.Collaboration among organizations can strengthen collective action.Inclusion must be intentional and not an afterthought.Women are often pushed out of the workforce rather than choosing to leave.Building systems that can't be rolled back is essential for progress.Diversity should foster open dialogue and differing perspectives.

This conversation explores the challenges and opportunities for women in technology, particularly in the context of AI and workforce dynamics. It discusses the alarming rates at which women are leaving the workforce, the implications of generational shifts, and the importance of diversity in tech. The speakers emphasize the need for self-awareness, building networks, and recognizing glass cliff opportunities to navigate corporate culture effectively. They also highlight the significance of creating positive work environments and the role of healed women in supporting others on their professional journeys.Key TakeawaysUnderstanding your motivations is crucial for career success.AI is reshaping the workforce and requires new skills.Women are underrepresented in AI and tech roles.Generational shifts are impacting workforce dynamics.The glass ceiling and glass cliff present unique challenges for women.Diversity in tech is essential for innovation and success.Building a strong network is vital for career advancement.Creating a positive work culture attracts and retains talent.Self-awareness can lead to better career decisions.Finding support from healed women can empower personal growth.

OverviewIn this conversation, Tom Moore discusses the anticipated pressure tactics organizations may face from the federal government over the next 24 months. He highlights the dynamics between federal and state responses, the vulnerability of various industries, and the importance of collective resistance against capitulation. The discussion also touches on the legal challenges organizations may encounter, the need for proactive strategies, and the historical context of compliance and resistance. Ultimately, the conversation emphasizes the power of collective action and the potential for individuals to mobilize change in challenging times.About Our GuestTom Moore is a senior fellow at the Center for American Progress, focusing on democracy and government reform. From 2015 to 2023, he served as counsel and chief of staff to Federal Election Commissioner Ellen L. Weintraub, where he co-devised a legal strategy that broke a decade-long FEC enforcement deadlock. Moore has a diverse background, having worked as a political reporter for CNN, a litigator for Latham & Watkins, and a two-term Rockville City Council member. He is a graduate of Davidson College and Georgetown Law.

OverviewThis conversation explores the challenges and strategies for having difficult conversations in politically polarized workplaces. The speakers discuss the importance of courageous communication, understanding incivility and microaggressions, and the role of belonging in organizations. They emphasize the need for frameworks to facilitate courageous conversations and the impact of generational shifts on workplace expectations. The discussion also highlights the significance of finding one's voice and agency, the power of collaboration, and the role of hope and love in driving change.About Our GuestDr. Allison Schlobohm is a clinical associate professor of management and corporate communication at the University of North Carolina at Chapel Hill’s Kenan-Flagler Business School. She equips leaders with the skills to lead diverse, inclusive organizations and build strong professional relationships. Dr. Schlobohm is also an independent consultant, providing communication coaching and facilitating workshops. Her research and teaching focus on leadership, power, and privilege in corporate environments.

OverviewThis conversation delves into the complexities of Diversity, Equity, and Inclusion (DEI) efforts in the workplace, highlighting the backlash faced by those in power and the importance of engaging them in the conversation. The speakers discuss the fear surrounding DEI initiatives, the necessity of inclusion for business success, and the role of allies in fostering a supportive environment. They emphasize the need for leaders to prepare for a diverse workforce, the significance of storytelling in DEI, and the dynamics of power in allyship. Ultimately, the discussion calls for a personal commitment to allyship and the importance of understanding one's own motivations for engaging in this work.TakeawaysPeople with power often feel excluded from DEI efforts.The fear of losing status can hinder engagement in DEI.Inclusion is essential for business success and talent retention.Invitation is more effective than exclusion in DEI initiatives.Storytelling can enhance the impact of DEI efforts.Power dynamics in the workplace are complex and often misunderstood.Vulnerability in leadership can foster a more inclusive environment.The burden of DEI work often falls on marginalized groups.Finding a personal 'why' is crucial for effective allyship.Complacency and avoidance are detrimental to progress in DEI.About Our Guest, Julie KratzJulie Kratz is a highly acclaimed inclusive leadership trainer, TEDx speaker, and author of seven books. As the founder of Next Pivot Point, she helps organizations develop more inclusive workplace cultures. With an MBA and certifications as a Master Coach and in unconscious bias and psychological safety, Kratz is a sought-after consultant and speaker on allyship and inclusion. Her work is dedicated to fostering diversity and equity in the workplace through practical and impactful strategies.