The Forum on Workplace Inclusion Podcast

In this podcast you will hear from Travelers and Augsburg University about the benefits of Employer Pipeline Programs. These two partner organizations will take you through the history and structure of Travelers premiere employer pipeline program, Travelers EDGE. Learn how EDGE is transformational in the lives of its participants and why more employer pipeline programs like this are needed in our society. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

Equitable Dinners at Work are custom programs supporting your workplace commitment to advancing equity and belonging through meaningful opportunities for empathy, understanding, and a safe space to practice talking about race and other difficult topics. Based on Out of Hand Theater’s model of Art + Information + Conversation = Culture Shift ©, Equitable Dinners at Work is our solution to a common problem of embedding diversity, equity and inclusion principles in daily organizational practice and gives you skills to enact it in your context. You will leave this session with: 1) Increased understanding of how the arts can be used to activate empathy for people of diverse identities by making the lived experiences of other people appreciatively visible. 2) Increased awareness of how using the Art + Information + Conversation = Culture Shift © model supports ease in naming and discussing equity, diversity and inclusion issues in the workplace. 3) Increased understanding of how this model inspires participants toward taking positive action in alignment with your workplace commitment and their spheres of influence. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

There is a compelling body of data that shows how limited access to reproductive health services will harm America's workforce and negatively impact US companies. Limits on reproductive health access also disproportionately harms marginalized communities and is therefore a worker equity issue. Join us for a deep-dive workshop on how employers can best protect the reproductive health access of their workforce with seven key benefits. Using Gender IDEAL's Pro Repro Playbook, we'll dig into the why and how to provide these benefits, reviewing a cost/benefit calculator, the process for adding benefits, and specific platforms that have developed products to support employers' ability to safely and confidentially provide these benefits. Learning Outcomes: Understanding the business case why organizations should protect workers' reproductive health access and why it is an equity issue. The seven benefits that are critical to protecting worker reproductive health and safety How to price the costs and benefits of the seven benefits, and specific tools that exist to help employers provide these benefits to their workforce --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

Are your Employee Resource Groups losing steam? Research shows mentoring is a proven solution for the advancement and retention of top talent. Many organizations do not have enough mentors to meet the requests. More hybrid and remote work environments make it more difficult for employees to find mentors and find the time to connect. Join us to learn how group mentoring circles can allow you to scale your mentoring efforts, maximize your reach, excite your mentors, ignite peer mentoring, and save your mentors time. Learning Outcomes: --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

In this podcast this human will share his story as an openly transgender man who came out at 15—one of the first to do so in his entire town. Despite being a rapidly-growing group of over 3 million individuals, trans, nonbinary, and gender-nonconforming people are often left out of DEI efforts and conversations. After reviewing what it means to be transgender and all of the language that comes up in these conversations, we'll discuss issues facing the transgender community in the workforce and the world at large, why it matters to be proactive about your company, and what your organization can do to create a safe, supportive environment for all people. Learning Outcomes: --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

In this podcast you’ll learn about the United States’ diverse histories and how they impact work culture while expanding perspective regarding whose history is relevant/important. Learning Outcomes: Understanding the impact sharing diverse histories has on work couture. Identify goals, develop strategies and determine further actions for personal growth. Expand perspective regarding who’s history is relevant/important. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

Learning Outcomes - New data from WorkStep about the #1 reason for supply chain worker turnover. - Companies awareness of the issues. - What companies can do to overcome the workforce shortage. Description New research from WorkStep – a hiring and retention platform for supply chain – found that 77% of frontline employees are considering new roles in the next three months. Historic employee turnover continues to plague businesses operating in the supply chain. WorkStep’s looks at the top factors contributing to employee dissatisfaction, as well as other key themes: The Great Resignation is far from over. Aside from more than three-quarters of respondents saying they plan to explore a new role, the data also found: 46% have been in their current roles for less than one year 54% have switched jobs in the past year Despite record high turnover, management teams rarely, if ever, ask for feedback from their frontline supply chain workforce. 41% of respondents said management never seeks feedback 8% say they’re asked to provide feedback once a year For the employees that get to provide feedback, 70% say their voices aren’t being heard. CEO and co-founder of WorkStep founded WorkStep to help companies empower their frontline workers. The supply chain is a struggling industry that will not recover if these workers continue to be disregarded. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

Learning Outcomes 1. Taking steps to increase 4 core feelings (at work, home, school or community) to eliminate shame and increase healthy belonging and significance. 2. Steps to redirect power struggles (one of 5 patterns) when people believe "might makes right" and "win/lose" is how life works. 3. Forgiving self by knowing 4 steps of change: Unconsciously unhelpful, CONSCIOUSLY UNHELPFUL (get kind), consciously helpful, unconsciously helpful. Description Challenged by poor behavior in others? Tired of harshness AND permissiveness in reaction to it? What do you do, think, and say when people annoy you, anger you, hurt you, worry you or insult you? Are you looking for ways to gain cooperation with adults and children and effect change without diminishing yourself or others? Want effective alternatives to harshness or permissiveness when facing poor behavior? This presentation is for anyone challenged with poor behavior, who wants an effective resolution that preserves the dignity of all involved and improves relationships and a positive sense of community in all. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

Learning Outcomes - The earlier the knowledge the better the outcome - Become more selfless than selfish - It's never to late Description Inspiring The future Leaders with Guest Joseph Ballard jr & Jacory Whitley aka YB-CEO Ceo of Millionaire Status Records and One Sound North Nonprofit and Manager of One Sound Studio North, for a fascinating conversation about leadership, reaching back for the youth, company culture, the business landscape in Memphis TN and Minneapolis MN. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

Learning outcomes •Identify key concepts to keep in mind when communicating across differences •Acquire effective strategies that will help take the adversity out of diversity dialogues •Develop an action plan for improving your effectiveness around diversity and building more inclusive work environments Description Nowadays, organizations are actively seeking to diversify their workforce, not only because of the impact of demographic changes but also because of the proven benefits diversity brings. Unfortunately, as our workplaces diversify, so does our level of discomfort in working across differences. Many of us feel unprepared for such encounters and, as a result, end up widening the diversity gap. For example, we may say something and unintentionally offend someone. Other times, we say nothing at all because we are afraid to say the wrong thing. We may also wish to take action when witnessing an act of intolerance but lack the skills to educate in an effective and respectful manner. In this podcast, you will gain understanding about how comments such as, “I don’t see color,” and many others impact coworkers despite good intentions, learn strategies to help increase your diversity skills and competence, and develop an action plan for improving your effectiveness around diversity. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

Have you ever wondered how to make systems-wide organizational changes in DEI? When ERGs and training are not moving the needle on your DEI measures, you need a new organizational strategy. By identifying, assessing and developing already existing influencers in every department and at every level in your organization, you can begin to create a Bridge Builder program. Bridge Builders become the linking agents to create stronger organizational communication and more effective collaborative social networks. This is a top-down and bottom-up generative approach to align and support your DEI efforts. In this podcast, Dr. Kanu Kogod will present two examples about how this strategy was implemented- one in a large pharmaceutical company and another at a national non-profit organization. You will be introduced to the four key skills and five roles of a Bridge Builder and the key elements in a Bridge Builder program. Learning Outcomes: --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

Today’s rapid pace of changing demographics and cultural misunderstandings can undermine productivity, adversely impact key relationships, frustrate team dynamics, and interfere with business objectives. Understanding cultural diversity in workplaces has never been more of an imperative. But in recent years, increased awareness around social exclusions faced by underrepresented people has brought equity to the forefront of inclusion creating a cost factor of inequity. This is not just a financial impact, but also a human capital one. Leaders must understand the cost of inequity increases the risk of losing their most critical resource—human capital. In this podcast episode, you will engage in a learning experience to build more equitable workplaces. You’ll understand the difference between equity and equality, learn how to identify inequities, and how to challenge assumptions through engaging case studies. Dr. Thyonne Gordon and Delphine Pruitt will also be presenting at the Forum's December PDL: https://forumworkplaceinclusion.org/dibs/cost-of-inequity-financial-and-human-capital/. Learning Outcomes: --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

Despite progress in the area of disability inclusion, there are still daily examples in the workplace of attitudes, beliefs, and actions toward people with disabilities that are, in a word, weird. For example, a department director sends a company-wide email telling employees that a new employee with a disability is starting. A manager makes assumptions about a usually high-performing employee who suddenly begins to struggle. Or a presenter at a large meeting says they will project their voice rather than using a microphone. This podcast episode features professionals who share their lived experiences of disability-related weirdness in the workplace. We will challenge listeners to explore attitudes and beliefs; discuss reactions to examples presented; and bring creativity, ideas, and expertise to develop strategies and resources to be shared. We will identify ways participants can help build a work culture that treats all people with respect. Learning Outcomes: • Recognize workplace behaviors that perpetuate isolation and segregation of people with disabilities • Identify ways to build a workplace culture that treats all people with dignity and respect • Gain tools and resources to support initiatives to #stopmakingitweird in the workplace --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

On todays podcast Dr. Leo will discuss what the current Puerto Rican diaspora is, its impact on individuals living in the US and considerations for working with Puerto Ricans who have left the island. Learning Outcomes: --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

In this special bonus episode of The Forum Podcast, Nina Boe from Tanenbaum Center for Interreligious Understanding and Jean-Marie Navetta from PFLAG National answer questions from listeners that attended our July 21, 2022 Webinar Beyond the Blame Game: Religion and LGBTQ Inclusion at Work Nina and Jean-Marie answer the following questions: Question 1: Some of the data you presented indicated that many Christians in America feel that they are being persecuted and discriminated against for their beliefs. Have you heard that Christians are saying they are discriminated against because of LGBTQ+ ERG activities? Where do you think this idea comes from? Question 2: What data can we bring to gatekeepers that this conversation about religion and LGBTQ+ identities in the workplace is needed? Question 3: One of the things you talked about was being aware of the kinds of programming that ERGs do to not inadvertently, for example, invite a speaker considered inflammatory to certain groups. Could a fairly simple checklist be used to vet potential speakers and other similar situations across multiple considerations? Question 4: When someone is curious and wants to learn more about any particular dimension of difference - what are your best practices for setting up safe spaces for people to ask the questions that they may not ask in ERG settings - essentially where can employees practice safely at work? Question 5: Should we avoid talking about misinterpretation of Bible quotes, for example, to avoid confrontation? Question 6: "Tolerance for all but the intolerant" What do you think about this phrase? How do we tolerate people who have negative views? Question 7: What could be a good response to the notion expressed as, “I don't want to endorse that lifestyle” when people decline to participate in LGBTQ+ ERG activities? Difference between affirming and learning? Question 8: Do you think members of inclusive churches feel a special responsibility to hold members of non-inclusive churches accountable for the impact of that exclusion? --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

In this special bonus episode of The Forum Podcast, Margaret Greenberg and Gina Greenlee from The Business of Race, LLC answer questions from listeners that attended our June 16, 2022 Webinar What is Your X_ Why the Workplace is the Perfect Place to Discuss the Undiscussables, Race + Racism. Margaret and Gina answer the following questions: Question 1: Race means different things to different people. What does "Race" mean to the two of you? Question 2: Are you aware of the IDI (Intercultural Developmental Inventory) tool and if so, would you recommend using this tool with the OSA? Question 3: [And speaking of metrics} What are some likely metrics for equity? Question 4: Could you speak to responding to an organization hesitant to explore this topic? [of workplace racial equity] Question 5: Can you discuss the increased focus on performance and outcome? How do you manage expectations for those who feel DEI is fixable rather than an ongoing part of an organization’s culture? Question 6: How does this book address the “othering of racially diverse talent” so that white talent doesn’t feel that it is an attack on whiteness and a burden on them to learn/unlearn? --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

COVID has created an unanticipated world where we have greater virtual access to others. As teams span geographical and national boundaries to collaborate, the need for deeper intercultural and diversity, equity, and inclusion (ICDEI) awareness, practical tools, and skills has never been more vital. The world has changed and won’t change back to the way it was, so creating a bridge to greater awareness between incredibly diverse team members, and between oneself and others is critical for optimized workplace communication and performance necessary for solving complex problems. It is possible to develop an environment with intercultural diversity, incorporating multiple languages and nations, that transcends divisiveness and amplifies the gifts of diversity. We transformed a network of global intercultural organizations to create conversations that pushed through defensive attitudes and adversarial barriers and moved directly to embrace individual, team, and organizational strengths. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

COVID has created an unanticipated world where we have greater virtual access to others. As teams span geographical and national boundaries to collaborate, the need for deeper intercultural and diversity, equity, and inclusion (ICDEI) awareness, practical tools, and skills has never been more vital. The world has changed and won’t change back to the way it was, so creating a bridge to greater awareness between incredibly diverse team members, and between oneself and others is critical for optimized workplace communication and performance necessary for solving complex problems. It is possible to develop an environment with intercultural diversity, incorporating multiple languages and nations, that transcends divisiveness and amplifies the gifts of diversity. We transformed a network of global intercultural organizations to create conversations that pushed through defensive attitudes and adversarial barriers and moved directly to embrace individual, team, and organizational strengths. Learning Outcomes • Learn to create psychological safety in a highly diverse large group (50+) • Understand the importance of relational versus positional respect as a game changer in complex times • Achieve 100% engagement in ideating amongst diverse groups --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

Working across differences and bringing together divergent points of view is integral to the work of diplomats. The ability to build coalitions, understanding, and an agreement for how to achieve a common goal are skills that are also applicable for DEI practitioners. Both diplomats and DEI professionals must manage competing priorities, budgets, and being accountable for achieving their goals. This podcast shares the ENVOY Model with participants as a framework for key insights from the diplomatic field and how they can be used to achieve the desired end results for DEI practitioners. Learning Outcome: • Learn techniques to build coalitions to promote and implement DEI initiatives --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

Decision-making takes place at every level of an organization every single day, whether within a team working on a project, a department setting targets, or in the C-Suite as leaders make structural changes. In this session, Lisa Russell, co-founder and CEO of Aleria, along with Alexis Gonzales-Black, Partner and Org Design Practice Lead at August Public, will discuss how organizations can build stronger, more inclusive workplaces through better decision-making. They share insights and data from Aleria's work measuring inclusion that demonstrate how decision-making structures cause exclusion and the most common frustrations employees have, as well as tangible tips and guidance from August Public's work to change how people approach decision-making and improve these processes. Learning Outcomes: • Explore specific recommendations around organizational design to be more transparent and increase communication • Understand the importance of recognition at all levels and cross-department • Learn how to reduce the feeling of being siloed --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support