The Forum on Workplace Inclusion podcast offers an opportunity to engage with diversity, equity, and inclusion topics on a monthly basis. With a wide array of relevant DEI topics, we welcome you to join in each month as attendees from a variety of industries around the globe participate and share their ideas.
For 30 years, The Forum on Workplace Inclusion® has served as a convening hub for those seeking to grow their leadership and effectiveness in the field of diversity and inclusion by engaging people, advancing ideas and igniting change.
In this episode of The Forum Podcast, Tiffany Hudson, co-founder of The Nova Collective, speaks with Dr. Jaci Devine, Research & Communication Strategy at The Nova Collective, about internal marketing best practices and storytelling techniques to use to get buy-in and generate traction for your company's programs.
How do you internally market the work you do? You may have the best diversity, equity, and inclusion (DEI) or Supplier Diversity program in the world, but it can fall flat without the proper internal communications strategy. We’re talking to Nova’s own Dr. Jaci Devine about internal marketing best practices and storytelling techniques we use to get buy-in and generate traction for your programs. We want workforces to see DEI as an opportunity and investment in personal & professional development, not a ‘check the box’ program. And that takes a Strategic Communications Plan.
This podcast is great for anyone tasked with sharing a message internally within your company or organization.
Understand the intersection of Business Objectives and Communication Objectives, and how they fit into a Strategic Communications Plan
Recognize the core pillars of a communications plan (Audience, Sources, Channel, Tone
Build capacity around best practices for positioning, storytelling, and planning D&I and Supplier Diversity communication
Presenters: Tiffany Hudson (The Nova Collective), Dr. Jaci Devine, (The Nova Collective)
Diversity and Inclusion is one of the top priorities in all big companies. However, it is still hard to successfully form teams that differ in cultural/ethnic backgrounds, sexual orientation and gender. Scientific studies show why this is so challenging: when people with different ethnic backgrounds work together more physiological stress reactions are measured in their bodies, compared to when they work in a team where everyone is alike. Cultural diversity can lead to different nonverbal interactions and as a result one cannot read the “other person” automatically and needs to invest more time to decode gestures and intentions. Add to this our human tendency to focus on our feelings and perceptions instead of statistics and significant results. When homogenous and heterogenous teams solve case studies, the heterogenous teams are more likely to solve the case, because diverse perspectives lead to questioning agreed upon assumptions and more discussions to find common ground. However, due to our blind spots mixed teams often feel uncomfortable while working together and doubt their performance. The homogenous teams on the other hand are often certain that they were successful, because working together felt effortlessly, even though their results are below heterogenous teams. When working together doesn’t feel good and teams do not realize that their results were great, it can easily come across that all D&I initiatives are meaningless.
What’s more, scientists have measured a spotlight effect: the missteps of minorities are more easily noticed, remembered longer and judged more harshly. People tend to perceive for example that when a business woman shares her view she is speaking on behalf of all women and that her opinion represents her entire gender. The same holds true for LGBTQI+ individuals or racial minorities. This effect leads minorities to automatically adapt to habits and customs of the majority, to feel less different, but the constant tension of fitting in and standing out can lead to exhaustion and less productivity. Why should we then even want diversity? Because the world is flat and it is most beneficial for any global business. The more perspectives we have the better we are in solving complex challenges and the less mistakes we make. Diverse companies show increased innovation and creativity, have reportedly better customer service and public image, attract and retain top talents, are more likely to have higher financial returns and have more motivated and effective employees.
This session contains the newest scientific findings and recent cases from industries on how to discover our blind spots when it comes to working together and also delivers a practical toolkit on how to successfully implement D&I changes across the whole firm, such as establishing a new reward structure, changing evaluation and interview procedures and on how to have courageous conversations with all employees to ensure that everyone feels respected and welcome in their work environment for who they are.
Learn how Unconscious Biases occur when trying to build an inclusive work environment
Receive scientific and industry case studies on how to attract, retain and promote minority groups
Take action with our five-step toolkit against “everyday biases” and improve your business culture
Presenter Laura Wendt, A.T. Kearney
In this episode of The Forum Podcast, Dr. Joel A. Brown examines the topic: What Does It Mean to Be LGBTQ from a cultural perspective?
Despite the legal advances made in recent years, LGBTQ people continue to be marginalized within U.S. society. According to various social indicators, LGBTQ people are disproportionately stigmatized and discriminated against due to their cultural identity and cultural sensibilities. Even in 2019, it seems that mainstream (and even intra-communal) study of queer culture has been fairly one-dimensional or superficial. This begs the question: What exactly does it mean to be LGBTQ, and how can we create a deeper understanding of our experiences?
In order to better illuminate the cultural experience of LGBTQ people, this podcast will examine the topic: What Does It Mean to Be LGBTQ from a cultural perspective? We will focus on current research and hear opinions on who our community is 50 years after Stonewall. The conversation will be genuine, warm, and lively, and will give community members and allies additional insight into who the LGBTQ community is are and what the community has contributed to society.
Presenter: Dr. Joel A. Brown
In this episode of The Forum Podcast, Lisa Love (Twin Cities PBS) explores obesity myths, stereotypes, and internalized fat phobia leading to greater understanding of people of size.
The BIG FAT DEAL is the gaping hole in the inclusion of people of size to the diversity sphere. This session will challenge stereotypes and perceptions about people of size. Experience the discrimination faced by people of size, and learn how those consequences intersect with other diversity dimensions such as gender and race. Explore internalized fat phobia and experiment with loving your body. Take the opportunity to ask a super morbidly obese person questions in our “Ask a Fat Person” Q&A section. Watch a PBS NOVA segment on obesity, discuss the science, and learn about why size is not a protected class and how inclusion of size and shape to D&I policies and programs strengthens individuals and organizations.
NOVA Study: After watching this NOVA story, do you agree with Dr. Friedman that “It’s their biology that makes it difficult for them to lose those pounds, not some personal failing.” 97% responded yes.
Explore obesity myths, stereotypes and internalized fat phobia leading to greater understanding of people of size
Acquire knowledge and concrete solutions to making workplaces more body positive and inclusive to people of all sizes
Challenge traditional thinking about inclusion of size to D&I
Presenter: Lisa Love (Twin Cities PBS)
In this episode of The Forum Podcast, Jaylani Hussein shares best management practices to support Muslim clients, employees, and colleagues.
You may know when Ramadan is. You may know about Friday prayer and halal food but how do you actually go about creating a workplace that supports your diverse workforce? Jaylani goes over different techniques and processes that are used to accommodate Muslims by different employers paying particular attention to policies and structures that have ACTUALLY been adopted by employers. This Podcast is not Islam 101. Instead, this Podcast is meant for people who are interested in and committed to making their workplaces inclusive, focusing specifically on Muslims but with some general take-aways for supporting all peoples in your workplace.
Come away with concrete ideas of how to re-restructure your workplace to be more inclusive
Learn what other people in your industry or comparable workplaces are doing to be more accommodating towards diverse religions
Leave feeling that productivity and religious accommodation can co-exist
In this episode of The Forum Podcast, Lisa Love challenges stereotypes and perceptions about people of size and looks at how inclusion of size and shape to DEI policies and programs strengthens individuals and organizations.
This Podcast is an annual conference special episode featuring playback from one of our 2018 conference Spotlight Sessions called, “What’s the big fat deal?” with Lisa Love from Twin Cities PBS.
Lisa takes the stage to Challenge stereotypes and perceptions about people of size. Experience the discrimination faced by people of size and learn how inclusion of size and shape to DEI policies and programs strengthens individuals and organizations. This Podcast will Explore internalized fat phobia and experiment with loving your body.
Presenter: Lisa Love
In this episode of The Forum Podcast, La'Wana Harris speaks about CEO and corporate activism and addresses the tough questions corporate activism raises .
PR firms are now building entire practices around CEO activism. The marketplace also reflects this ongoing transformation, with consumers either rewarding or publicly penalizing companies for their support for social justice issues or lack thereof. And there are instances where a single act committed by a single employee can impact consumer trust for an entire enterprise. Navigating this shifting landscape raises some tough questions that we will address: What are the risks and potential rewards associated with taking a stand? How do you determine when to weigh in and when to remain silent? What practical tools and techniques exist to help bridge the gap between business and societal issues? Join this webinar to explore how to empower corporate activism across all levels of the organization.
Develop effective strategies for corporate activism and managing the effects of societal issues in the workplace.
Create a readiness framework for responses that honor your values and beliefs at the individual and organizational level.
Apply a coaching model to empower standing up and speaking out.
Presenter: La'Wana Harris
In this episode of The Forum Podcast, Milagros Phillips speaks to the concept of colorism, its history, and its impact on today's workplace.
More than 100 years before the Mayflower landed on what is now known as the continental USA, colorism was being used as a form of division that determined your economy, class, and position in society. Today colorism is alive and well and could undermining hiring, promotion, retention, mentoring and ultimately your bottom line. Join us in exploring this 500-year-old legacy and its impact on our modern workplace, as we seek to create inclusion and belonging in our organizations.
What is colorism and its history?
The various ways colorism impacts diversity and inclusion
How awareness of colorism can change the way you do business
Presenter: Milagros Phillips
In this episode of The Forum Podcast, Devin C. Hughes talks about the positive impact of inclusive work environment as a performance enhancers.
The research is clear—positive and inclusive environments are performance enhancers. They are characterized by higher productivity, less turnover and more resilient cultures. Organizations with happy employees outperform the competition by as much as 202% . Happy and engaged employees are committed and passionate about the work they do, resulting in higher performance and lower turnover rates. Leaders who know how to cultivate positive emotion tap into an endless well of psychological capital – hope, optimism, confidence, resilience and belief – that has the power to keep people and teams innovating, creating value and more successful even in tough times. Attend and learn the real, tangible and actionable steps to building a better workplace culture, using a proven method for culture change.
Review the prevalence and cost of poor employee well-being and unhealthy culture.
Understand how Positive Psychology and Social-Emotional Intelligence impacts employee performance and organizational health.
Learn key strategies to improve communication and trust throughout your organization.
This Podcast is a replay about January 24, 2019 webinar titled, "Third Wave: The Future of Work, Engagement, Well-Being & Inclusion."
In this episode of The Forum Podcast, President and Co-Founder of International Insights Dr. Gleb Tsipursky speaks on how we can overcome our native tribalism through emotional and social intelligence.
Listeners of today's Podcast have the opportunity to receive an offer by Dr. Tsipursky. More details available on the Podcast.
According to the Pew Research Center, the U.S. Asian population is diverse. A record 20 million Asian Americans trace their roots to more than 20 countries in East and Southeast Asia and the Indian subcontinent, each with unique histories, cultures, languages and other characteristics. The U.S. Asian population grew 72% between 2000 and 2015 (from 11.9 million to 20.4 million), the fastest growth rate of any major racial or ethnic group. The median annual household income of households headed by Asian Americans is $73,060, compared with $53,600 among all U.S. households. About half of Asians ages 25 and older (51%) have a bachelor’s degree or more, compared with 30% of all Americans this age. Yet in a recent study it was found that Asian Americans Are the Least Likely Group in the U.S. to Be Promoted to Management. Also many companies choose to lump all Asians into a single group for representation which can be detrimental for your business.
This session looks at key research by Community Business into the differences between Western and Asian perspectives in the workplace, talent and leadership. It also looks at the diversity of Asia and Asians, providing an explanation as to why, companies need to pay more attention to how they treat their Asian employees and customers.
1.) Learn about key differences in the perspective of Western and Asian leadership and working styles.
2.) Understand the diversity of Asian talent and customers.
3.) Have some key takeaways on how to engage Asian talent and customers differently.
Florence Chan, Community Business
Linda Akutagwa of Leadership Education for Asia Pacifics Inc.
The need for more diverse and inclusive organizations is broadly accepted today. Still, organizations keep struggling with driving change successfully: While seven in ten respondents to a survey conducted for Newsweek say the topic is clearly visible on the strategy of their organization, just two in five express that they are on track to achieve their diversity and inclusion (D&I) goals. And there is a stuck pattern emerging. Just a minority of those off track say they “could be doing more to support D&I”.
Based on a global survey of D&I professionals and senior leaders, this webinar provides insight in actions that have an impact. By looking at what sets successful organizations apart, it introduces key success factors and pragmatic ways to more effectively drive the change for greater diversity.
Learning Outcomes: 1. Gain insight in key D&I practices that have an impact. 2. Understand what sets successful organizations apart. 3. Learn from industry best practices.
Presenters: Veronika Hucke, D&I Strategy and Solutions and Lisa Kepinski, Inclusion Institute
Smart teams fuel company growth, and these days, ERGs are driving the front lines of business like never before. At the same time, the role of the Executive Sponsor has never been more critical in supporting this value creation, and harnessing the potential of these tremendous leadership pipelines.
From the pages of JBC’s white paper, “Executive Sponsors Fuel High-Performance ERGs,” Jennifer Brown (Jennifer Brown Consulting) along with Guido Tamburini (Capco) and Monica Boll (Accenture) discuss how leadership can help leverage the executive sponsor role as a powerful catalyst to accelerate ERG maturation and business alignment. Executive Sponsors have played an important role so far in helping ERGs create a compelling value proposition for the organizations that support them and for prospective members. Going forward, the role of executives will only increase. Learn rationales and methods for deploying Executive Sponsors who help company ERGs produce beneficial business results.
One of the most common frustrations and questions asked by women and people of color, and by DEI professionals is the proverbial "How do I get a seat at the table?" More and more professionals report that they want to be recognized as valuable contributors in important business decisions, gain the credibility and visibility that their counterparts experience (often with less effort), and they want access to opportunities. Unfortunately, when the global workforce demographics have shifted significantly over the past 20 years, too many minorities still experience microaggressions, being overlooked, marginalized, and undervalued, and still do not have a seat at the table.
In this webinar playback, Dr. Shirley Davis will identify the key skills and behaviors and proven strategies and techniques that will enable minority professionals to not just "earn a seat" at the senior leadership table but how to sustain their level of influence and impact in their organizations.
Women’s participation in the global workforce has increased across industries and sectors, yet women remain underrepresented in business leadership roles worldwide.
Although evidence shows that gender diversity contributes to improved performance and effectiveness within organizations, there remain many systemic and organizational barriers to women’s participation and inclusion in the workplace. Cultural expectations, norms and values further impact and inhibit the ability of women to advance to leadership positions.
There are strategies that both organizations and women themselves can employ to increase leadership opportunities in the workplace. During this engaging and informative webinar, we will draw on current and relevant research and examples to explore challenges and strategic opportunities for the advancement of women in leadership in the global workplace and marketplace.
In this podcast, we will share a powerful case study for creating a global virtual technical network that combined a knowledge management platform along with explicit inclusion mindsets and behaviors to make problems visible and solve technical problems more rapidly across a complex, recently merged enterprise.