The Forum on Workplace Inclusion Podcast

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: Discover a systemic strategy for DEI in uncertain environments based on social networks Understand the four fundamental bridge- building skills and why they matter so much for success. Learn how the five roles of a Bridge-Builder vary by interest, skill and need. --- 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: Learn the history of inequity among different racial groups within the United States Define equity and equality and how they differ from one another Assess the cost of inequity, learn how to identify inequities, and apply an equity lens to everything we do --- 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:  Define what is meant by Puerto Rican Diaspora. Define 3 aspects that make Puerto Rican migrants to the USA unique.  Identify at least 2 uniquely Puerto Rican challenges that PR employees face when living in Main Land USA. --- 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. 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

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

In this special bonus episode of The Forum Podcast, Kari Heistad (Culture Coach International, Diversity Dashboard) answers questions from listeners that attended our May 19, 2022 webinar Building a Diversity Program as an HR Professional. Kari Heistad answers these questions from our listening audience: Is a DEI Strategy or Equity Strategy/Policy is needed prior to starting substantive DEI work? Or is it important to get that buy in first? What is recommend as an early action to get alignment on roles/expectations for our partners in HR? What is recommend on how to continue to drive employee participation and engagement in ERGs and to keep them focused on the goals? Should ERG members be compensated financially? Approximately how much ERG money is acceptable? And is this money for the group, or compensation for the group leaders? Are there suggestions other than utilizing diversity websites for recruiting? What are some metrics and/or outcomes you suggest we look at or use to measure progress in DEI? What are the qualifications you would recommend for DEI council member? Are there resources for having courageous conversations with individuals that are resistant to DEI initiatives? For additional context and insight into this topic and conversation, watch the replay of Building a Diversity Program as an HR Professional. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

In this episode of The Forum Podcast, Marie Larson (City of Minneapolis) and Karyn Berg (Ramsey County) provide information and resources to design, implement, and improve candidate outreach through virtual recruiting. The unprecedented challenges of COVID-19 have left organizations struggling to find effective, efficient methods for reaching candidates. As they re-examine standard practices, many companies find they lack the tools and networks they need to locate diverse applicants in today’s fluctuating labor market. This episode will dive deep into the power of collaboration, examine revamped messaging and processes for virtual recruiting experiences, and emphasize the importance of building inclusive opportunities to maximize your diverse hiring potential. Learning Outcomes Design a virtual recruiting strategy—identify and prioritize your goals Expand your collaboration—inventory recruiting channels and identify additional partnerships Create your action plan—use our template to guide your planning, charting a course for success! Show Notes Companion Planning Guide - Download Podcast timestamps: Introduction/Overview: .00- 7:50 Segment 1: 7:50-20:08 Segment 2: 20:08 – 27:05 Segment 3: 27:05 – 40:00 Segment 1 Resources: Is Your Company Actually Fighting Racism, or Just Talking About It, by Kira Hudson Banks and Richard Harvey: June 11, 2020, Harvard Business Review (Harvey, 2020) 9 Examples of Unconscious Bias for Manager to Watch For Presenter Contact Information: Marie Larson, Industry Relations Manager City of Minneapolis Department of Community Planning and Economic Development Marie.larson@minneapolismn.gov LinkedIn Karyn Berg, Planning and Evaluation Analyst Ramsey County Workforce Solutions Karyn.berg@co.ramsey.mn.us LinkedIn --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

In this episode of The Forum Podcast Dr. Harry Petaway (Equity Communities of Practice) chats with us on how social determinants of health are interlaced with DEI and collaborative approach to health equity. Topics covered in this episode What is Health Equity Why is health equity all of our responsibility How corporate and community DEI initiatives influence health equity Who’s responsible for health equity? How do corporate and community DEI initiatives influence Health Equity? How can organizations like the Forum on Workplace Inclusion help achieve Health Equity? What can we do as individuals to help Health Equity? --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

In this episode of The Forum Podcast Dr. Charlyn Hilliman (Capella University) and Dr. Barbara Butts Williams (Capella University) explore how an established direct path is possible between talent, employment, and leadership skills through strategic partnerships. Through thoughtful partnerships between community-based organizations and universities, an established direct path is possible between talent, employment, and leadership skills. These strategic partnerships help mitigate social and economic inequities and give back to employees, thus changing lives where they work and live. The aim is to positively impact our community and regions through the power of education and applied scholarship. The community-based and university partnership’s mission focus is to provide fellows from cultural and economic development groups, local government, and major employers with the tools, resources, and experiences to make a lasting impact on our society. This podcast episode provides best practices, outcomes, and strategies for engaging members ready to demonstrate active leadership, community engagement, and a commitment to help mitigate social, economic, health, racial, and educational inequities within their communities. Learning Outcomes Develop community engagement strategies that provide a direct path between learning and employment Examine the tools, resources, and experiences used by participating employees to impact society Explore a model for talent, community engagement, and leadership development through partnerships --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

In this episode of The Forum Podcast Irma Olguin Jr. (Bitwise Industries) and Michelle Skoor (Bitwise Industries) explores how the tech industry could use paid apprenticeships to approach systemic inequities in the tech industry and curb generational poverty. The tech industry has a workforce shortage and a major problem with the lack of diversity within its ranks. If companies look for talent in new places, they will find many people from underserved communities to fill these roles. The challenge is that many of these people can’t access the education needed to enter the industry. So how do we upskill people who can’t afford traditional training programs? The simple answer is: Pay them to learn. Using the budget for existing IT projects, companies can instead build apprenticeship programs or work with firms that leverage apprentices to build the software. This allows people, who would otherwise have no way to afford training, to acquire hands-on technical experience. Tech, as one of the fastest-growing industries, has the ability to change the lives of some of the most vulnerable in the U.S. When the tech industry leverages apprenticeship programs, people who were trapped in poverty have access to high-wage, high-growth jobs. Learning Outcomes Understand how companies that use apprentices benefit the most from the arrangement See how having a diverse workforce leads to innovation and is a competitive advantage Learn that apprentices can build infrastructure for outdated IT platforms while escaping systemic poverty --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

In this episode of The Forum Podcast Julie Kratz shares stories, ideas, and research from her new children’s book, “Little Allies.” She discusses the importance and impact of having conversations about diversity, inclusion, and allyship earlier with the children in our lives. Julie wrote her book in response to difficult conversations about racism at home with her own daughters. “Little Allies” and this talk are meant to be a resource to help parents and people leaders everywhere guide little ones along this journey toward allyship." Learning Outcomes Why we need to talk to kids and start this conversation earlier What being an ally means: Allyship starts at home and kids naturally enjoy diversity How to be an ally: Allyship is a journey and adults are modeling it every day --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

In this episode of The Forum Podcast Amy Yip (Amy Yip Coaching) shares what mental fitness is, why it matters, skills & practices to build their own mental fitness, and how to apply it in cultivating a more diverse, equitable, inclusive workplace. If you’re physically fit, you’d be able to climb a steep hill without much physical stress. Same with mental fitness. The more mentally fit you are, the more you’ll be able to handle the stress, anxiety, and frustrations that come from work and personal life challenges. Recent events such as the pandemic, social unrest, and political changes have overstretched many of us. Mental fitness is the X factor. Your level of Mental Fitness is the best predictor of how happy you are, and how well you perform relative to your potential. It’s the key to unlocking your growth mindset and ability to evolve, change and adapt. So you can not just survive but thrive in these tumultuous times. Good news: like physical fitness, you can boost your mental fitness with practice. Learning Outcomes Describe what mental fitness is and why it’s important to building a positive workplace culture Identify and summarize the three core muscles at the root of mental fitness Apply the mental fitness skills and practices to better handle daily work & personal life challenges --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support

In this episode of The Forum Podcast, Jennifer Brown (Jennifer Brown Consulting) shares actionable insights for leading in today's changing and uncertain environment, creating workplaces that are equitable and inclusive for all members, and becoming a purpose-driven organization. The nation’s future increasingly relies on corporate leaders doing the right thing. To maintain economic viability in the future, today’s leaders must tackle systemic racism and remove the barriers that prevent the full participation and inclusion of marginalized groups - in society and in the workplace. Solving the nation’s legacy of inequality and achieving real change will require authentic, inclusive and intentional leadership. The most effective leaders are cultivating new traits, including empathy, self-awareness, vulnerability, cultural competence, emotional intelligence, and risk taking. They are personally committed to diversity, equity and inclusion (DEI), purpose and sustainability - and are willing to hold themselves and others publicly accountable for results. Learning Outcomes Cultivate the leadership traits needed to lead through periods of change and uncertainty Adopt best practices to build accountability for DEI results at all levels of the organization Build cultures where all employees are allies and upstanders for equity and inclusion. --- Support this podcast: https://podcasters.spotify.com/pod/show/fwi/support