Aarti Shyamsunder

In this episode, we explore equity with Dr. Aarti Shyamsunder Global Head of DEI at YSC Consulting.  Dr. Shyamsunder explains how the ‘E’ in DEI has led to a more systemic, macro-focus on how to balance access and opportunity, as well as a reassessment of the purpose of organizations today.  She shares how to  use the three ‘R’s to  Recognize barriers,  Rebalance pro-actively, and Reduce harm, and the impact of asking ourselves ‘what we can give up?’

In this episode, we explore equity with Dr. Aarti Shyamsunder Global Head of DEI at YSC Consulting.  Dr. Shyamsunder explains how the ‘E’ in DEI has led to a more systemic, macro-focus on how to balance access and opportunity, as well as a reassessment of the purpose of organizations today.  She shares how to  use the three ‘R’s to  Recognize barriers,  Rebalance pro-actively, and Reduce harm, and the impact of asking ourselves ‘what we can give up?’

80. Exploring equity with Dr. Aarti Shyamsunder

In this week’s episode, we explore inclusive design with Pinar Guvenc, Partner at SOUR, an international hybrid design studio, with the mission of solving social and urban issues through sustainable and inclusive methodologies.  Pinar shares how inclusive design practices can benefit any project, at any organization, and bring us one step  closer to true inclusion, while saving time and money over the course of an initiative.  She also explains how we can start using inclusive design principles on our teams immediately, and why creating ‘with’ is better than creating ‘for.’

In this week’s episode, we explore inclusive design with Pinar Guvenc, Partner at SOUR, an international hybrid design studio, with the mission of solving social and urban issues through sustainable and inclusive methodologies.  Pinar shares how inclusive design practices can benefit any project, at any organization, and bring us one step  closer to true inclusion, while saving time and money over the course of an initiative.  She also explains how we can start using inclusive design principles on our teams immediately, and why creating ‘with’ is better than creating ‘for.’

79. Inclusive Design with Pinar Guvenc

Lisa Edwards

In this week’s episode, we dig into diversifying that highest level of leadership - the Board of Directors.  Lisa Edwards, President &amp; COO at Diligent, shares her experience with Board membership -  the challenges inherent in getting appointed, global progress of diversification, and how boards can take a more active role in driving change within their organizations. Lisa also explains why today’s Boards of Directors require new skillsets to effectively lead, and how that opens the door to more diverse membership.

In this week’s episode, we dig into diversifying that highest level of leadership - the Board of Directors.  Lisa Edwards, President &amp; COO at Diligent, shares her experience with Board membership -  the challenges inherent in getting appointed, global progress of diversification, and how boards can take a more active role in driving change within their organizations. Lisa also explains why today’s Boards of Directors require new skillsets to effectively lead, and how that opens the door to more diverse membership.

78. Diversifying your Board of Directors with Lisa Edwards 

Poornima Luthra

In this week’s episode, we speak with Dr. Poornima Luthra, author of ‘Diversifying Diversity: Your guide to Being an Active Ally of Inclusion in the Workplace.’  Dr. Luthra shares how a holistic approach to diversity increases engagement and moves the needle on DEI.  She also tells us about the  Active Ally of Inclusion model, how to develop as active allies, and how to bring people with us on the journey.

In this week’s episode, we speak with Dr. Poornima Luthra, author of ‘Diversifying Diversity: Your guide to Being an Active Ally of Inclusion in the Workplace.’  Dr. Luthra shares how a holistic approach to diversity increases engagement and moves the needle on DEI.  She also tells us about the  Active Ally of Inclusion model, how to develop as active allies, and how to bring people with us on the journey.

77. Diversifying Diversity with Dr. Poornima Luthra

Lisa Toppin

In this week’s episode, we discuss inclusive development with Dr. Lisa Toppin, Vice President and Chief Diversity and Inclusion Officer at Illumina.   Lisa shares her approach to creating development programs that benefit the employee and the business, allowing folks to succeed in the corporate world, without losing authenticity.  From ERGs, to Sponsorship, to leadership development, Lisa tells us how to design programs that are less illusive and more impactful.

In this week’s episode, we discuss inclusive development with Dr. Lisa Toppin, Vice President and Chief Diversity and Inclusion Officer at Illumina.   Lisa shares her approach to creating development programs that benefit the employee and the business, allowing folks to succeed in the corporate world, without losing authenticity.  From ERGs, to Sponsorship, to leadership development, Lisa tells us how to design programs that are less illusive and more impactful.

76. Inclusive development with Dr. Lisa Toppin

Join us for our third and final episode in our Glocalization in DEI mini series.  In this episode, we talk with Dr. Poornima Luthra, founder of TalentED Consultancy,  Associate Professor, author, and TedX speaker.  Dr. Luthra shares how companies must broaden the American narrative around DEI if they want to truly make a global impact, and the important role cultural context plays in designing and implementing a successful DEI initiative.

Join us for our third and final episode in our Glocalization in DEI mini series.  In this episode, we talk with Dr. Poornima Luthra, founder of TalentED Consultancy,  Associate Professor, author, and TedX speaker.  Dr. Luthra shares how companies must broaden the American narrative around DEI if they want to truly make a global impact, and the important role cultural context plays in designing and implementing a successful DEI initiative.

75. Glocalization in DEI with Dr. Poornima Luthra

Emily Schur

Join us for the second episode of our Glocalization in DEI mini-series.  In this episode, we talk with Emily Schur, Senior Vice President of Global Talent from Sunlife Financial.  Emily shares how to ‘think global’ to find commonalities, and how to ‘think local’ to meet the needs of specific communities within your organization.  She also shares Sunlife’s approach to ensuring glocalization shows up in five key areas - products, learning, operations, philanthropy and community, and engagement.

Join us for the second episode of our Glocalization in DEI mini-series.  In this episode, we talk with Emily Schur, Senior Vice President of Global Talent from Sunlife Financial.  Emily shares how to ‘think global’ to find commonalities, and how to ‘think local’ to meet the needs of specific communities within your organization.  She also shares Sunlife’s approach to ensuring glocalization shows up in five key areas - products, learning, operations, philanthropy and community, and engagement.

74. Glocalization in DEI with Emily Schur

Lauren von Stackelberg

Join us for the first episode of our Glocalization in DEI mini-series.  In this episode, we talk with Lauren von Stackelberg, Chief Diversity and Inclusion Officer of the Lego Group.  Lauren shares her experience leading DEI initiatives across six continents, and why it’s vital to ask people what they need, listen deeply, and leverage what you’ve learned to truly make an impact at the local level. 

Join us for the first episode of our Glocalization in DEI mini-series.  In this episode, we talk with Lauren von Stackelberg, Chief Diversity and Inclusion Officer of the Lego Group.  Lauren shares her experience leading DEI initiatives across six continents, and why it’s vital to ask people what they need, listen deeply, and leverage what you’ve learned to truly make an impact at the local level.

73. Glocalization in DEI with Lauren von Stackelberg

Adrienne Trimble

In this week’s episode, we’re joined by Adrienne Trimble, Vice President and Chief Diversity Officer for the Sysco Corporation, and former president and CEO of The National Minority Supplier Development Council.  Adrienne shares why supplier diversity is a driver of economic and social change, and how companies can partner with underrepresented or underutilized businesses to benefit both the communities they serve and their own bottom line.

In this week’s episode, we’re joined by Adrienne Trimble, Vice President and Chief Diversity Officer for the Sysco Corporation, and former president and CEO of The National Minority Supplier Development Council.  Adrienne shares why supplier diversity is a driver of economic and social change, and how companies can partner with underrepresented or underutilized businesses to benefit both the communities they serve and their own bottom line.

72. The link between supplier diversity and economic change with Adrienne Trimble

Laura Dominguez

In this week’s episode, we discuss how people-centered leadership can increase inclusion with  Laura Dominguez,  Head of People and Communities at Cisco Meraki.   Laura  shares how  taking a people-centered approach to things like hybrid work, recognition, and wellbeing have led Cisco Meraki to multiple ‘Great Places to Work’ lists, and how even small steps can help us connect with eachother and build a culture of inclusion.

In this week’s episode, we discuss how people-centered leadership can increase inclusion with  Laura Dominguez,  Head of People and Communities at Cisco Meraki.   Laura  shares how  taking a people-centered approach to things like hybrid work, recognition, and wellbeing have led Cisco Meraki to multiple ‘Great Places to Work’ lists, and how even small steps can help us connect with eachother and build a culture of inclusion.

71. People-centered leadership with Laura Dominguez

The Inclusion Works podcast explores the secrets of building inclusive culture at work and in the community. We’ll be joined by leaders, experts and activists all working to bring fresh thinking to the inclusion debate. We’ll be asking those all-important questions to find out more about them, their work and how they make inclusion work.If you’re interested in driving change, accelerating diversity or simply finding ways to be more inclusive every day, then join us for Inclusion Works. Because diversity is just half of the battle.

Really interesting interviews, changed my perspective on multiple issues.

Great for leaders paying attention to D&I

This is a podcast that NEEDS to be out in the world! I love the personal perspective each episode provides. Creating an inclusive culture is such an important topic and it&#39;s definitely a topic I&#39;m continuing to research.

A Podcast We've Been NEEDING

The Inclusion Works podcast explores the secrets of building inclusive culture at work and in the community. We’ll be joined by leaders, experts and activists all working to bring fresh thinking to the inclusion debate. We’ll be asking those all-important questions to find out more about them, their work and how they make inclusion work. If you’re interested in driving change, accelerating diversity or simply finding ways to be more inclusive every day, then join us for Inclusion Works. Because diversity is just half of the battle.

Inclusion Works

As D&amp;I leaders, many of us know that D&amp;I departments alone can’t move the needle on accelerating diversity or increasing inclusion and belonging alone.    Diversity issues aren’t caused by just one person. They’re caused by the actions of many.    Which is why to build a truly inclusive culture where diverse teams can thrive, you have to make D&amp;I a company wide priority and give every person in your organization the tools to be more inclusive everyday.   On this episode, we interviewed the brilliant Tiffany Edwards, Engagement and Inclusion Director at Droga5 - the award-winning creative agency responsible for producing brilliant and representative ad campaigns for everyone from Game of Thrones to The New York Times to Prudential.   In this episode, we talked about:  How to get your leaders to recognize and commit to diversity The power of digital in creating lasting change How to make courageous conversations a habit    Checkout these resources we mentioned during the podcast:  Courageous Conversation by Glenn Singleton The raceAhead newsletter by Fortune 

As D&amp;I leaders, many of us know that D&amp;I departments alone can’t move the needle on accelerating diversity or increasing inclusion and belonging alone.  Diversity issues aren’t caused by just one person. They’re caused by the actions of many.  Which is why to build a truly inclusive culture where diverse teams can thrive, you have to make D&amp;I a company wide priority and give every person in your organization the tools to be more inclusive everyday. On this episode, we interviewed the brilliant <a href="https://www.linkedin.com/in/tiffanyledwards/" rel="nofollow" target="_blank">Tiffany Edwards</a>, Engagement and Inclusion Director at <a href="https://droga5.com/" rel="nofollow" target="_blank">Droga5</a> - the award-winning creative agency responsible for producing brilliant and representative ad campaigns for everyone from Game of Thrones to The New York Times to Prudential. In this episode, we talked about: <ul> <li>How to get your leaders to recognize and commit to diversity</li> <li>The power of digital in creating lasting change</li> <li>How to make courageous conversations a habit</li> </ul> Checkout these resources we mentioned during the podcast: <ul> <li><a href="https://courageousconversation.com/" rel="nofollow" target="_blank">Courageous Conversation</a> by Glenn Singleton</li> <li>The <a href="https://fortune.com/newsletter/raceahead/" rel="nofollow" target="_blank">raceAhead</a> newsletter by Fortune</li> </ul>

22. Why Your D&I Department Won’t Succeed Alone

If you’re reading this, we don’t need to convince you about why it’s important to practice inclusion. But inspired by the conversation across National Inclusion Week in the UK a few weeks ago, we wanted to share all of the best bits of advice our guests have shared so far on the small things all of us can do to be more inclusive TODAY.  We ask all of our guests ‘What’s one thing everyone can do to be more inclusive this week’? Tune in to hear practical tips from:  Dame Jayne Ann Gadhia - newly announced CEO UKI of Salesforce Aubrey Blanche - Head of Diversity &amp; Belonging at Atlassian Asif Sadiq - Head of Diversity, Inclusion &amp; Belonging at The Telegraph Kathryn Jacobs and Sue Unerman - Authors of The Glass Wall   Will you make a change this week? Subscribe to Inclusion Works on  Apple Podcasts,  Spotify, or tune in  on our website.

If you’re reading this, we don’t need to convince you about why it’s important to practice inclusion. But inspired by the conversation across National Inclusion Week in the UK a few weeks ago, we wanted to share all of the best bits of advice our guests have shared so far on the small things all of us can do to be more inclusive TODAY.  We ask all of our guests ‘What’s one thing everyone can do to be more inclusive this week’? Tune in to hear practical tips from: <ul> <li>Dame Jayne Ann Gadhia - newly announced CEO UKI of Salesforce</li> <li>Aubrey Blanche - Head of Diversity &amp; Belonging at Atlassian</li> <li>Asif Sadiq - Head of Diversity, Inclusion &amp; Belonging at The Telegraph</li> <li>Kathryn Jacobs and Sue Unerman - Authors of The Glass Wall </li> </ul> Will you make a change this week? Subscribe to Inclusion Works on <a href="https://podcasts.apple.com/us/podcast/inclusion-works/id1449310233" rel="nofollow" target="_blank"> Apple Podcasts</a>, <a href="https://open.spotify.com/show/634EXwDgESZlC6IoIfQy13" rel="nofollow" target="_blank"> Spotify</a>, or tune in <a href="https://www.hivelearning.com/site/inclusionworks/" rel="nofollow" target="_blank"> on our website</a>.

20. Here’s What 14  Leaders Say You Can Do to Be More Inclusive Right Now

Vessy Tasheva

It’s Monday and you’re at work.   Your colleague asks “How was your weekend?”   You think about your weekend, carefully filtering the details before you speak. You don’t feel entirely comfortable sharing honestly. This is the reality for many LGBTQ+ people, according to diversity and inclusion consultant Vessy Tasheva. We were honored to speak to Vessy for the latest version of the Inclusion Works podcast, where she shared her insight into how companies can get inclusion right by taking action, getting senior buy-in and mixing culture and business to create a space where everyone - and in particular, members of LGBTQ+ communities, feel like they belong.

It’s Monday and you’re at work.   Your colleague asks “How was your weekend?”   You think about your weekend, carefully filtering the details before you speak. You don’t feel entirely comfortable sharing honestly. This is the reality for many LGBTQ+ people, according to diversity and inclusion consultant <a href="https://www.linkedin.com/in/vesselinatasheva/" rel="nofollow" target="_blank">Vessy Tasheva</a>. We were honored to speak to Vessy for the latest version of the Inclusion Works podcast, where she shared her insight into how companies can get inclusion right by taking action, getting senior buy-in and mixing culture and business to create a space where everyone - and in particular, members of LGBTQ+ communities, feel like they belong.

8. Being LGBTQ+ Inclusive In the Modern Workplace: Why ‘Caring’ Isn’t Enough w/ Vessy Tasheva

Natalie Sigona

Early in her career, Natalie Sigona applied for a promotion. She didn’t get it. She knew in terms of the work she'd done, and in terms of her submission, that she was deserving of the promotion. When she went to get feedback from those involved, one of the things they mentioned was the pink handbag she’d been carrying. They said she needed to be careful about how people might perceive it. Even though she was very angry, she handled the situation with grace. In fact, the way she addressed the situation actually enabled her to get a double promotion. This story highlights how remarkable Natalie is, and how committed she is to diversity and inclusion. That’s why we wanted to invite her to be a guest on this episode of the  Inclusion Works podcast. On the show Natalie shared some of the personal experiences that made her aware of inclusion. She also talked about what inclusion means to her and how we can all start taking steps to increase inclusion and belonging in our own workplaces.

Early in her career, Natalie Sigona applied for a promotion. She didn’t get it. She knew in terms of the work she'd done, and in terms of her submission, that she was deserving of the promotion. When she went to get feedback from those involved, one of the things they mentioned was the pink handbag she’d been carrying. They said she needed to be careful about how people might perceive it. Even though she was very angry, she handled the situation with grace. In fact, the way she addressed the situation actually enabled her to get a double promotion. This story highlights how remarkable Natalie is, and how committed she is to diversity and inclusion. That’s why we wanted to invite her to be a guest on this episode of the <a href="https://podcasts.apple.com/us/podcast/inclusion-works/id1449310233" rel="nofollow" target="_blank"> Inclusion Works</a> podcast. On the show Natalie shared some of the personal experiences that made her aware of inclusion. She also talked about what inclusion means to her and how we can all start taking steps to increase inclusion and belonging in our own workplaces.

12. Natalie Sigona — The Remarkable Example of Diversity, Inclusion, and Belonging

Yari Blanco

Innovation comes from diversity of thought. It comes from people from different backgrounds doing things differently - rather than the same people doing the same thing over and over again. In this episode of Inclusion Works, we spoke to Yari Blanco - senior manager of culture and diversity at The Wing, a network of work and community spaces designed for women. Yari shared her insight into how the privileged among us can foster innovation in our communities by simply passing the mic.

Innovation comes from diversity of thought. It comes from people from different backgrounds doing things differently - rather than the same people doing the same thing over and over again. In this episode of Inclusion Works, we spoke to <a href="https://www.linkedin.com/in/yaritzamejia/" rel="nofollow" target="_blank">Yari Blanco</a> - senior manager of culture and diversity at <a href="https://www.the-wing.com/" rel="nofollow" target="_blank">The Wing</a>, a network of work and community spaces designed for women. Yari shared her insight into how the privileged among us can foster innovation in our communities by simply passing the mic.

7. Privilege and Power: Pass the Mic w/ Yari Blanco

If you were new to a country, didn't have a credit score, and had no access to mainstream banking, where would you go for financial assistance? Payday lenders? Credit cards? What about a worker who experiences an unexpected change in financial circumstances? How does that person's stress affect themselves, their families, and their employers? Financial wellness can contribute to an inclusive economy and social order. Asesh Sarkar is Global CEO and Co-founder at Salary Finance, an award-winning global FinTech, and Dhiren Master is Chief Marketing Officer at Salary Finance. We chatted to Asesh and Dhiren about:  How financial worries are related to your spending, saving, and borrowing habits. How people with money worries are five times more likely to have troubled relationships with their colleagues and eight times more likely to have trouble concentrating. The importance of empowering the individual to take better control over the situation that they're in rather than solve the problem for them. 

If you were new to a country, didn't have a credit score, and had no access to mainstream banking, where would you go for financial assistance? Payday lenders? Credit cards? What about a worker who experiences an unexpected change in financial circumstances? How does that person's stress affect themselves, their families, and their employers? Financial wellness can contribute to an inclusive economy and social order. <a href="https://www.linkedin.com/in/asesh-sarkar-bb22031/" rel="nofollow" target="_blank">Asesh Sarkar</a> is Global CEO and Co-founder at Salary Finance, an award-winning global FinTech, and <a href="https://www.linkedin.com/in/dhiren-master-0a714410/" rel="nofollow" target="_blank">Dhiren Master</a> is Chief Marketing Officer at Salary Finance. We chatted to Asesh and Dhiren about: <ul> <li>How financial worries are related to your spending, saving, and borrowing habits.</li> <li>How people with money worries are five times more likely to have troubled relationships with their colleagues and eight times more likely to have trouble concentrating.</li> <li>The importance of empowering the individual to take better control over the situation that they're in rather than solve the problem for them.</li> </ul>

25. Everything You Need to Know About Financial Inclusion

Sonja Gittens Ottley

How many times have you encountered a company with a set a values that didn’t match their actions? We see it all the time, don’t we? “Culture” has become synonymous with “Values,” so we tend to think changing values will change the culture. News flash: it won’t. On today’s episode of Inclusion Works, we sat down with  Sonja Gittens Ottley head of diversity and inclusion at  Asana. From the beginning, Asana’s leadership has been laser focused on building a culture that is inclusive. They approach it the same way they approach the building of their products; in a really intentional way. It’s more than just team outings or free lunch at the office… It’s about ensuring that you’re prioritizing the creators of your product: your employees. Because when people feel comfortable in their workplace, they contribute more to your business. Culture is not a set of cute, clever statements you can easily rattle off or spray paint on your walls. It’s about behavior shift.

How many times have you encountered a company with a set a values that didn’t match their actions? We see it all the time, don’t we? “Culture” has become synonymous with “Values,” so we tend to think changing values will change the culture. News flash: it won’t. On today’s episode of Inclusion Works, we sat down with <a href="https://www.linkedin.com/in/sonja-gittens-ottley-292a943/" rel="nofollow" target="_blank"> Sonja Gittens Ottley</a> head of diversity and inclusion at <a href="https://asana.com/premium?utm_campaign=NA-Brand-Core-Exact&amp;utm_source=google&amp;utm_medium=pd_cpc_br&amp;utm_content=321404415537&amp;gclid=Cj0KCQiA7IDiBRCLARIsABIPohje7xP4aeDYX-50q8LgaZLKfrWhjDyJB1Lrvik9c9oS-81H7wMGd_0aAqUwEALw_wcB" rel="nofollow" target="_blank"> Asana</a>. From the beginning, Asana’s leadership has been laser focused on building a culture that is inclusive. They approach it the same way they approach the building of their products; in a really intentional way. It’s more than just team outings or free lunch at the office… It’s about ensuring that you’re prioritizing the creators of your product: your employees. Because when people feel comfortable in their workplace, they contribute more to your business. Culture is not a set of cute, clever statements you can easily rattle off or spray paint on your walls. It’s about behavior shift.

2: Why Changing Your Values Won’t Change Your Culture w/ Sonja Gittens Ottley

Jackie Glenn

Jackie Glenn is the former Chief Diversity Officer of EMC Corporation, Dell, author of  Lift as I Climb: An Immigrant Girl’s Journey Through Corporate America and founder of Glenn Diversity &amp; HR Solutions. Jackie’s adaptation to American culture as an immigrant from Jamaica helped her cultivate skills and insights that uniquely qualified her to lead EMC’s efforts to create a diverse workforce, and an environment that would retain top talent from around the globe. On her journey, Jackie identified 10 critical behaviours or ‘gems’ that all organisations must practice to create a truly inclusive environment that enables diverse teams to thrive. In this episode, we were honored that Jackie shared 4 of her 10 “gems” with us.

<a href="https://www.linkedin.com/in/jackie-glenn/" rel="nofollow" target="_blank">Jackie Glenn</a> is the former Chief Diversity Officer of EMC Corporation, Dell, author of <a href="https://www.amazon.com/Lift-Climb-Immigrant-Journey-Corporate/dp/1728303028" rel="nofollow" target="_blank"> Lift as I Climb: An Immigrant Girl’s Journey Through Corporate America</a> and founder of <a href="https://glenndiversity.com/" rel="nofollow" target="_blank">Glenn Diversity &amp; HR Solutions</a>. Jackie’s adaptation to American culture as an immigrant from Jamaica helped her cultivate skills and insights that uniquely qualified her to lead EMC’s efforts to create a diverse workforce, and an environment that would retain top talent from around the globe. On her journey, Jackie identified 10 critical behaviours or ‘gems’ that all organisations must practice to create a truly inclusive environment that enables diverse teams to thrive. In this episode, we were honored that Jackie shared 4 of her 10 “gems” with us.

18. 4 Secret Weapons for Building a Culture of Inclusion w/ Jackie Glenn

Toby Mildon

When you think about inclusive environment design, you might think about creating gender neutral toilets. But what about creating toilets accessible for guide dogs too? If you’re a gay man and a disabled person, where do you go when your LGBTQ+ ERG and your Disability ERG host an event on the same night? In turns out, often our well intentioned inclusion strategies can be exclusive.   Toby Mildon is a Diversity and Inclusion Architect at MILDON, formerly D&amp;I lead at Deloitte and the BBC, and a pioneer of intersectionality. We chatted to Toby about:  The problem with tackling D&amp;I one underrepresented group at a time How to navigate the tension between benefits that are genuinely inclusive and those that are naturally exclusive, like childcare supplements His thoughts on “people-first” language (and inclusive language in general)   Watch out for Toby’s forthcoming book due out in Autumn 2019, tentatively titled Inclusive Growth.

When you think about inclusive environment design, you might think about creating gender neutral toilets. But what about creating toilets accessible for guide dogs too? If you’re a gay man and a disabled person, where do you go when your LGBTQ+ ERG and your Disability ERG host an event on the same night? In turns out, often our well intentioned inclusion strategies can be exclusive.  <a href="https://www.linkedin.com/in/tobymildon/?originalSubdomain=uk" rel="nofollow" target="_blank"> Toby Mildon</a> is a Diversity and Inclusion Architect at <a href="https://www.mildon.co.uk/" rel="nofollow" target="_blank">MILDON</a>, formerly D&amp;I lead at Deloitte and the BBC, and a pioneer of intersectionality. We chatted to Toby about: <ul> <li>The problem with tackling D&amp;I one underrepresented group at a time</li> <li>How to navigate the tension between benefits that are genuinely inclusive and those that are naturally exclusive, like childcare supplements</li> <li>His thoughts on “people-first” language (and inclusive language in general)</li> </ul> Watch out for Toby’s forthcoming book due out in Autumn 2019, tentatively titled Inclusive Growth.

19. It’s Time to Make Inclusion Inclusive: Why Tackling One Underrepresented Group Won’t Work w/ Toby Mildon

In the D&amp;I community we often talk about how difficult “the only” experience can be. The feeling of being the only woman, or the only person of color in a room. But what does that really feel like and how can it shape our perspective of what a powerful inclusion strategy really looks like?  Stephanie Foster is a Product Manager at the leading fintech business Fiserv, and founder of the Women in Wireless movement. We’re honored that she shared her experiences of being the only woman of color in the room, and how that shaped her world view of what it takes to be a better ally.  Links Stephanie referenced in this podcast were:  McKinsey/Lean In Women in the Workplace Report 2018 - https://womenintheworkplace.com/ The Memo by Minda Harts [book] - http://mindaharts.com/ Mellody Hobson Wants Less Talk and More Action When it Comes to Corporate Diversity - https://fortune.com/2018/09/25/brainstorm-reinvent-mellody-hobson/ Mellody Hobson's TED Talk Color Blind or Color Brave? - https://www.ted.com/talks/mellody_hobson_color_blind_or_color_brave?language=en 

In the D&amp;I community we often talk about how difficult “the only” experience can be. The feeling of being the only woman, or the only person of color in a room. But what does that really feel like and how can it shape our perspective of what a powerful inclusion strategy really looks like?  <a href="https://www.linkedin.com/in/stephaniefoster2/" rel="nofollow" target="_blank">Stephanie Foster</a> is a Product Manager at the leading fintech business <a href="https://www.fiserv.com/" rel="nofollow" target="_blank">Fiserv</a>, and founder of the Women in Wireless movement. We’re honored that she shared her experiences of being the only woman of color in the room, and how that shaped her world view of what it takes to be a better ally.  Links Stephanie referenced in this podcast were: <ul> <li>McKinsey/Lean In Women in the Workplace Report 2018 - <a href="https://womenintheworkplace.com/" rel="nofollow" target="_blank">https://womenintheworkplace.com/</a></li> <li>The Memo by Minda Harts [book] - <a href="http://mindaharts.com/" rel="nofollow" target="_blank">http://mindaharts.com/</a></li> <li>Mellody Hobson Wants Less Talk and More Action When it Comes to Corporate Diversity - <a href="https://fortune.com/2018/09/25/brainstorm-reinvent-mellody-hobson/" rel="nofollow" target="_blank">https://fortune.com/2018/09/25/brainstorm-reinvent-mellody-hobson/</a></li> <li>Mellody Hobson's TED Talk Color Blind or Color Brave? - <a href="https://www.ted.com/talks/mellody_hobson_color_blind_or_color_brave?language=en" rel="nofollow" target="_blank">https://www.ted.com/talks/mellody_hobson_color_blind_or_color_brave?language=en</a></li> </ul>

17. What “The Only” Experience Really Feels Like & How to Become a Better Ally

Ed Warner

Is your office truly accessible? Only 6% of people with a disability are wheelchair users, yet when we think about designing accessible spaces, we immediately think of wheelchair accessibility. What about the other 94% of people with disabilities, including invisible disabilities? In this episode, accessible design expert Ed Warner shares practically how to create a workspace that's truly inclusive. Ed is co-founder and CEO of Motionspot, an award-winning design consultancy specialised in creating accessible and inspiring spaces, and is also the UK's Government Champion for Accessible Design. Listen in to learn about evidence-based design, some no-nos and quick wins for accessible spaces, design principles for neurodiverse individuals, and top tips for low-cost/no-cost things to do to improve your workspace accessibility.  Links for episode: - https://www.youtube.com/watch?v=dlbMqvt4SOU -  https://www.motionspot.co.uk/accessible-design-inspiration/ - https://www.motionspot.co.uk/blog/ - https://www.motionspot.co.uk/wheelchair-accessible-toilet/

Is your office truly accessible? Only 6% of people with a disability are wheelchair users, yet when we think about designing accessible spaces, we immediately think of wheelchair accessibility. What about the other 94% of people with disabilities, including invisible disabilities? In this episode, accessible design expert Ed Warner shares practically how to create a workspace that's truly inclusive. Ed is co-founder and CEO of Motionspot, an award-winning design consultancy specialised in creating accessible and inspiring spaces, and is also the UK's Government Champion for Accessible Design. Listen in to learn about evidence-based design, some no-nos and quick wins for accessible spaces, design principles for neurodiverse individuals, and top tips for low-cost/no-cost things to do to improve your workspace accessibility. Links for episode: - <a href="https://www.youtube.com/watch?v=dlbMqvt4SOU" rel="nofollow" target="_blank">https://www.youtube.com/watch?v=dlbMqvt4SOU</a> - <a href="https://www.motionspot.co.uk/accessible-design-inspiration/" rel="nofollow" target="_blank"> https://www.motionspot.co.uk/accessible-design-inspiration/</a> - <a href="https://www.motionspot.co.uk/blog/" rel="nofollow" target="_blank">https://www.motionspot.co.uk/blog/</a> - <a href="%20https:/www.motionspot.co.uk/wheelchair-accessible-toilet/" rel="nofollow" target="_blank">https://www.motionspot.co.uk/wheelchair-accessible-toilet/</a>

23. Designing a Beautiful, Accessible Workspace with Ed Warner from Motionspot

Fiona Young

Most diversity and inclusion programmes don’t work. While companies may have training for D&amp;I in place, most focus solely on unconscious bias or cultural awareness. It also tends to be mandatory, face-to-face, and one-off, all of which can be problematic. There are even studies that show this can trigger backlash. Culture is a combination of shared values AND shared behaviours. So if you’re trying to change a culture, you can’t just update your values and expect things to change. You have to change behaviours too. Traditional training often fails because it doesn’t give people the practical tools to change what they’re doing every day. On this episode of Inclusion Works, Fiona Young, Head of D&amp;I practice at Hive Learning walks us through four specific ways to create a D&amp;I programme in your company that can actually change the culture quickly.

Most diversity and inclusion programmes don’t work. While companies may have training for D&amp;I in place, most focus solely on unconscious bias or cultural awareness. It also tends to be mandatory, face-to-face, and one-off, all of which can be problematic. There are even studies that show this can trigger backlash. Culture is a combination of shared values AND shared behaviours. So if you’re trying to change a culture, you can’t just update your values and expect things to change. You have to change behaviours too. Traditional training often fails because it doesn’t give people the practical tools to change what they’re doing every day. On this episode of Inclusion Works, Fiona Young, Head of D&amp;I practice at Hive Learning walks us through four specific ways to create a D&amp;I programme in your company that can actually change the culture quickly.

9. Four Ways To Create A Diversity Programme That Changes Culture Fast w/ Fiona Young

Sereena Abbassi

Our guest Sereena Abbassi, Worldwide Head of Culture and Inclusion at M&amp;C Saatchi, had some suggests that a critical part of building a more inclusive culture is to take time to interact with people that you wouldn't usually interact with. Far too often we dehumanize people without even realizing we dehumanize them. Stepping into someone else’s shoes can be an eye-opening and powerful exercise to enable you to see how people relate to you when you’re out of your perceived sphere of comfort.  So step into someone else’s shoes, really seeing them and acknowledge their experience and how it’s different to your own.

Our guest <a href="https://www.linkedin.com/in/sereenaabbassi/" rel="nofollow" target="_blank">Sereena Abbassi</a>, Worldwide Head of Culture and Inclusion at <a href="http://mcsaatchi.com/" rel="nofollow" target="_blank">M&amp;C Saatchi</a>, had some suggests that a critical part of building a more inclusive culture is to take time to interact with people that you wouldn't usually interact with. Far too often we dehumanize people without even realizing we dehumanize them. Stepping into someone else’s shoes can be an eye-opening and powerful exercise to enable you to see how people relate to you when you’re out of your perceived sphere of comfort. So step into someone else’s shoes, really seeing them and acknowledge their experience and how it’s different to your own.

4. Building Inclusion Starts with Empathy w/ Sereena Abbassi 

 Gamiel Yafai is the co-author of  Demystifying Diversity and Managing Director at Diversity Marketplace. When he conducted 35 pieces of research about the perceptions minority groups have towards employers he learned 2 major things:    People know your brand, but they don’t know your employer brand. They don’t know the variety of roles you have on offer that might be accessible to them. Often, employer brands are almost invisible to these groups.     Of the challenges that minority groups faced in 2003, they’re still facing 95% of them in 2019. If you’re an employer, it’s a mistake to think that what you’re communicating is reaching everyone.    Listen to our interview with Gamiel to hear his advice for making sure your employer brand helps - not hinders- you in your mission to attract diverse talent.   Listen to this episode and more from Inclusion Works at Apple Podcasts, Spotify, or our website.

<a href="https://www.linkedin.com/in/linkedingamielyafai/?originalSubdomain=uk" rel="nofollow" target="_blank"> Gamiel Yafai</a> is the co-author of <a href="https://www.amazon.com/Demystifying-Diversity-Handbook-Navigate-Inclusion/dp/1908531894" rel="nofollow" target="_blank"> Demystifying Diversity</a> and Managing Director at <a href="https://diversitymarketplace.co.uk/" rel="nofollow" target="_blank">Diversity Marketplace</a>. When he conducted 35 pieces of research about the perceptions minority groups have towards employers he learned 2 major things: <ol> <li>People know your brand, but they don’t know your employer brand. They don’t know the variety of roles you have on offer that might be accessible to them. Often, employer brands are almost invisible to these groups.</li> </ol> <ol> <li>Of the challenges that minority groups faced in 2003, they’re still facing 95% of them in 2019. If you’re an employer, it’s a mistake to think that what you’re communicating is reaching everyone.</li> </ol> Listen to our interview with Gamiel to hear his advice for making sure your employer brand helps - not hinders- you in your mission to attract diverse talent. Listen to this episode and more from Inclusion Works at Apple Podcasts, Spotify, or our website.

21. Why Your Employer Brand Is Critical For Attracting Diverse Talent (And Why You Might Be Getting It Wrong)

Kathyrn Jacob OBE

Women are still under-represented in the executive suite, especially in tech. Sue Unerman, Chief Transformation Officer at MediaCom, and  Kathryn Jacob, OBE, CEO of Pearl &amp; Dean, are the authors of The Glass Wall. If you’re looking to rise through the ranks, or help others do so, these accomplished women have some advice on how to...  Recognise that there’s a lot of work to do and that women’s representation in upper management is woefully inadequate. Understand the factors holding women back and how to overcome them - whether you’re a woman or not. Find practical ways to give others a hand up Create a support network with diverse experiences and us a different POV to untangle a problem.  Their rallying cry? “Avengers, assemble!”

Women are still under-represented in the executive suite, especially in tech. <a href="https://www.linkedin.com/in/sue-unerman-7945058/" rel="nofollow" target="_blank">Sue Unerman</a>, Chief Transformation Officer at <a href="https://www.mediacom.com/" rel="nofollow" target="_blank">MediaCom</a>, and <a href="https://www.linkedin.com/in/kathryn-jacob-obe-757a156/" rel="nofollow" target="_blank"> Kathryn Jacob, OBE,</a> CEO of <a href="http://pearlanddean.com/" rel="nofollow" target="_blank">Pearl &amp; Dean</a>, are the authors of The Glass Wall. If you’re looking to rise through the ranks, or help others do so, these accomplished women have some advice on how to... <ul> <li>Recognise that there’s a lot of work to do and that women’s representation in upper management is woefully inadequate.</li> <li>Understand the factors holding women back and how to overcome them - whether you’re a woman or not.</li> <li>Find practical ways to give others a hand up</li> <li>Create a support network with diverse experiences and us a different POV to untangle a problem.</li> </ul> Their rallying cry? “Avengers, assemble!”

3. Smashing The Glass Wall with Pragmatic Feminism w/ authors of The Glass Wall, Kathyrn Jacob OBE and Sue Unerman

Most of us belong to the neutral middle — but being neutral is no longer enough. Frankly, it isn’t actually neutral, either. It’s a tacit agreement that things are okay as they are, when they patently aren’t. On this episode, I interview  Marissa Ellis, Founder of Diversily and creator of the  Change Canvas: What we talked about:  The formula for change Why neutrality isn’t neutral The Change Canvas (P.S. it’s free) Barriers to cultural change &amp; how to overcome them 

Most of us belong to the neutral middle — but being neutral is no longer enough. Frankly, it isn’t actually neutral, either. It’s a tacit agreement that things are okay as they are, when they patently aren’t. On this episode, I interview <a href="https://www.linkedin.com/in/marissaellis/?originalSubdomain=uk" rel="nofollow" target="_blank"> Marissa Ellis</a>, Founder of <a href="https://diversily.thinkific.com/" rel="nofollow" target="_blank">Diversily</a> and creator of the <a href="https://diversily.thinkific.com/courses/The-Change-Canvas" rel="nofollow" target="_blank"> Change Canvas</a>: What we talked about: <ul> <li>The formula for change</li> <li>Why neutrality isn’t neutral</li> <li>The Change Canvas (P.S. it’s free)</li> <li>Barriers to cultural change &amp; how to overcome them</li> </ul>

24. The Neutral Middle Is Hindering Change

Being inclusive is good for morale, and can strengthen a company’s bottom line. This is one of the things I learned from my recent conversation with Adelmise Warner, global head of diversity and inclusion for Sirius XM and Pandora. People are their company’s strongest assets. If you treat them fairly, they'll stay. Believe it or not, this also limits or reduces a company’s risk of litigation. If you treat people fairly, they feel like they're part of the whole. They will work harder because they believe they are part of a team that is pulling in tandem. Because they get the same fair and even-handed opportunities as their peers, they will have no incentive to malign or sue you. Inclusion work is about making sure people feel like they have a voice at work and are treated fairly. An executive needs to make sure that (s)he is doing things that are right for the employees and that those things are not mutually exclusive from representing the best financial interests of the company.  

Being inclusive is good for morale, and can strengthen a company’s bottom line. This is one of the things I learned from my recent conversation with <a href="https://www.linkedin.com/in/adelmisewarner/" rel="nofollow" target="_blank">Adelmise Warner</a>, global head of diversity and inclusion for <a href="https://www.siriusxm.com/" rel="nofollow" target="_blank">Sirius XM</a> and <a href="https://www.pandora.com/" rel="nofollow" target="_blank">Pandora</a>. People are their company’s strongest assets. If you treat them fairly, they'll stay. Believe it or not, this also limits or reduces a company’s risk of litigation. If you treat people fairly, they feel like they're part of the whole. They will work harder because they believe they are part of a team that is pulling in tandem. Because they get the same fair and even-handed opportunities as their peers, they will have no incentive to malign or sue you. Inclusion work is about making sure people feel like they have a voice at work and are treated fairly. An executive needs to make sure that (s)he is doing things that are right for the employees and that those things are not mutually exclusive from representing the best financial interests of the company.

6. Putting Employees First Puts the Company First w/ Adelmise Warner 

Fiona Smith

Inclusion and diversity aren’t about lowering the bar. They’re about finding the right bar in the first place. Fiona Smith and Katy Murray, cofounders of Catalyst Collective a consultancy creating resources and community for leaders who want to shift the dial on diversity and inclusion, visited the Inclusion Works podcast recently to share their views on what’s wrong with our traditional models for measuring worker success. Many workplaces have an unspoken, unconscious view of what the ideal worker looks like. It’s typically been defined by the traditional white male model of leadership (which is, by definition, exclusive). It often defines success by focusing on a particular educational background or certain life experiences that all too often are closely linked to privilege. When we don’t question or consider the inherent bias in this model, we put undue stress on the few senior minorities who might be on staff. They consequently feel they must fulfill all of the mentoring, coaching, etc. responsibilities to junior minority staff. If you’re looking to reset your bar, Smith &amp; Murray have three suggestions to start.  Use your privilege to get people's voices heard. Use your privilege to take people places. Make sure people get the credit for the work they do in the spaces where their voices aren't heard. 

Inclusion and diversity aren’t about lowering the bar. They’re about finding the right bar in the first place. <a href="https://www.linkedin.com/in/fiona-smith-050b481b/" rel="nofollow" target="_blank">Fiona Smith</a> and <a href="https://www.linkedin.com/in/katycatalyst/" rel="nofollow" target="_blank">Katy Murray</a>, cofounders of <a href="https://www.catalyst-collective.com/" rel="nofollow" target="_blank">Catalyst Collective</a> a consultancy creating resources and community for leaders who want to shift the dial on diversity and inclusion, visited the Inclusion Works podcast recently to share their views on what’s wrong with our traditional models for measuring worker success. Many workplaces have an unspoken, unconscious view of what the ideal worker looks like. It’s typically been defined by the traditional white male model of leadership (which is, by definition, exclusive). It often defines success by focusing on a particular educational background or certain life experiences that all too often are closely linked to privilege. When we don’t question or consider the inherent bias in this model, we put undue stress on the few senior minorities who might be on staff. They consequently feel they must fulfill all of the mentoring, coaching, etc. responsibilities to junior minority staff. If you’re looking to reset your bar, Smith &amp; Murray have three suggestions to start. <ul> <li>Use your privilege to get people's voices heard.</li> <li>Use your privilege to take people places.</li> <li>Make sure people get the credit for the work they do in the spaces where their voices aren't heard.</li> </ul>

11. We’re Using the Wrong Bar to Measure Worker Success w/ Katy Murray and Fiona Smith

It is impossible to strip people of their personal biases. Deeply ingrained in us from a really young age, even when we become aware of our bias and have an intention to change, they’re nearly impossible to remove. While we can’t change our personal biases, we CAN change our hiring processes to remove our inability to be unbiased. From demanding a diverse candidate pool to anonymizing the resumes and CVs, there are many ways to strip bias from your everyday hiring practices. Fiona Young leads content at Hive Learning where she also leads the diversity and inclusion practice. On this episode, you’ll hear about four practices you can implement this week to strip bias from your hiring practice.  

It is impossible to strip people of their personal biases. Deeply ingrained in us from a really young age, even when we become aware of our bias and have an intention to change, they’re nearly impossible to remove. While we can’t change our personal biases, we CAN change our hiring processes to remove our inability to be unbiased. From demanding a diverse candidate pool to anonymizing the resumes and CVs, there are many ways to strip bias from your everyday hiring practices. Fiona Young leads content at Hive Learning where she also leads the diversity and inclusion practice. On this episode, you’ll hear about four practices you can implement this week to strip bias from your hiring practice.

5. Four Ways To Strip Bias From Your Hiring Practice w/ Fiona Young 

Aubrey Blanche

Why is “culture fit” a bad fit for creating an inclusive work culture? Aubrey Blanche, head of diversity and belonging at Atlassian, was a guest on Inclusion Works recently and shared her thoughts about how most businesses seeking to diversify are doing it backward. Blanche calls culture fit one of the worst talent concepts that's ever been invented, one that is anti-innovation. At Atlassian, they interview for values alignment instead. They look for specific behaviors that are congruent with their corporate values. These include:  A commitment to candor and transparency Thinking about the folks around you Finding some joy in your work  Their interviews are designed to tease out the people who have demonstrated those behaviors in the past and who want to work in a way that is collaborative, positive, and additive to the culture. Blanche said applicants don’t need to fit a perfect mold, just be interested in going above and beyond to support and help their colleagues.

Why is “culture fit” a bad fit for creating an inclusive work culture? <a href="https://www.linkedin.com/in/adblanche/" rel="nofollow" target="_blank">Aubrey Blanche</a>, head of diversity and belonging at <a href="http://www.atlassian.com/%E2%80%8E" rel="nofollow" target="_blank">Atlassian</a>, was a guest on Inclusion Works recently and shared her thoughts about how most businesses seeking to diversify are doing it backward. Blanche calls culture fit one of the worst talent concepts that's ever been invented, one that is anti-innovation. At Atlassian, they interview for values alignment instead. They look for specific behaviors that are congruent with their corporate values. These include: <ul> <li>A commitment to candor and transparency</li> <li>Thinking about the folks around you</li> <li>Finding some joy in your work</li> </ul> Their interviews are designed to tease out the people who have demonstrated those behaviors in the past and who want to work in a way that is collaborative, positive, and additive to the culture. Blanche said applicants don’t need to fit a perfect mold, just be interested in going above and beyond to support and help their colleagues.

10. Culture Fit is a Bad Fit for An Inclusive Work Culture w/ Aubrey Blanche

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