Your DEI Minute™

Jamey welcomes Dr. Tom Bourdon to discuss his debut book, It Lit a Fire, and the practical ways leaders at every level can drive positive change using his Firestarter model. Tom introduces this model, which comprises pull, passion, and courage, as a tool to help individuals stay focused on their course values and take courageous, intentional actions without burning out, particularly in today’s challenging organizational climates.They also talk about how impactful leadership is not limited to those with formal authority and that anyone, from entry-level employees to executives, can catalyze meaningful change. The discussion draws on stories from Tom’s book, featuring well-known figures and everyday change agents alike, emphasizing the importance of personal motivation, the ripple effects of small acts of courage, and the significance of cultivating workplaces where respect, inclusion, and a sense of purpose are foundations. They also reflect on the challenges of sustaining DEI work amid growing polarization and recommend reframing the conversation around universal human values like dignity and fairness.To find out more about Tom's work and grab his book, visit: https://tombourdon.com/it-lit-a-fire

Michelle discusses how leaders can create psychological safety in the workplace amid escalating ICE raids across the U.S. She talks about how beyond legal compliance and physical safety, employers must address widespread fear affecting immigrant employees and broader communities, especially in vulnerable work sites like retail, restaurants, healthcare, manufacturing, and distribution.She defines psychological safety (Amy Edmondson) as an environment where employees can speak up and be authentic without fear of retribution, noting its engagement and productivity benefits. Recommended actions include establishing and widely communicating clear company policies and escalation paths; tailoring protocols to the work environment; providing accessible FAQs, hotlines, and EAP legal resources; clarifying guidance if approached by agents; planning for absences, emergency time off, coverage, and scenarios like wrongful detention; and creating trusted people and spaces for employees to voice concerns, while building these steps into standard operating procedures.To learn more and connect, visit: www.Equity-At-Work.com

Jamey tackles one of the hardest conversations we seem to be able to have whether it's with family or coworkers, and that's the complexities of politics in the workplace. The episode examines how polarized political climates create divergent realities for people, using the example of differing reactions to widely seen videos of ICE killings. Jamey talks about the dual role organizations play: they are both entities expected to take public stances and communities where people with diverse viewpoints must collaborate.The discussion provides actionable best practices for leaders to navigate these political tensions. Key recommendations include clearly and repeatedly communicating organizational priorities, acknowledging facts and conflicting realities, fostering open dialogue about politics, setting ground rules for conversations, protecting political diversity within anti-bias policies, and establishing guidelines for public organizational statements. The episode underscores the importance of balancing transparency and inclusivity, urging leaders to create environments where dissenting views are respected rather than suppressed, even as organizations address and respond to societal events.To learn more, visit: www.Equity-At-Work.com

In this episode, we have a special interview when Michelle welcomes Shubhi Rao, founder and CEO of Uplevyl to discuss the intersection of artificial intelligence and gender equity. The conversation dives deep into how AI can reshape workplace diversity, equity, and inclusion, especially through the innovative lens of Uplevyl’s work creating the world’s largest gender dataset. Shubhi explains how her experiences in top-tier companies, combined with her awareness of the AI investment landscape, inspired the company's mission to build authoritative, female-forward datasets and tools that reflect women’s lived experiences in health, career, money, sports, and safety.The episode also unpacks misconceptions about AI, challenges and opportunities for women in leveraging AI strategically, and practical advice for leaders and board members seeking to bring more diversity into boardrooms. Shubhi Rao offers actionable steps on how to get AI-savvy, underscoring the importance of understanding not just generative AI tools but broader concepts like data, algorithms, risk, cyber-security, and ethics. The episode wraps up with guidance on staying informed in this fast-moving landscape, highlighting newsletters and continual learning as a must for modern leaders.

In this episode, Jamey discusses the concept of leadership through the lens of curiosity, especially as it relates to diversity, equity, and inclusion in the workplace. Jamey reflects on leadership lessons flooding platforms like LinkedIn, noting that while countless methods and archetypes are suggested, true effective leadership boils down to one universal trait: curiosity. By asking questions, leaders avoid the traps of certainty and rigidity, instead collecting information, diffusing tension, and building collaboration.The discussion emphasizes how curiosity does more than just inform decision-making; it acts as a bridge for diverse voices to be heard within teams, allowing leaders to adapt approaches that truly fit their people rather than forcing individuals to conform to static systems. Jamey highlights practical ways to build this skill as an ongoing practice, drawing on ideas from Daniel Kahneman's "Thinking, Fast and Slow" and real workplace leadership scenarios. The episode wraps with actionable tips for leaders looking to embed curiosity into their daily routines for more inclusive and effective teams.Key Topics Discussed:The surplus of leadership advice and archetypes (LinkedIn, thought leaders, etc.)The central role of curiosity in effective leadershipHow curiosity benefits decision-making, collaboration, and tension reductionCustomizing leadership and workplace practices through team inputDiversity and inclusion as natural outcomes of curiosity-based leadershipSystems 1 and 2 thinking (Daniel Kahneman) and their impact on leadership choicesPractical strategies for fostering curiosity in yourself and your teamExamples of curiosity leading to more inclusive workplaces

With the changes in DEI last year, Michelle discusses what the landscape of DEI looksl ike in 2026, and how the widespread confusion and fear surrounding legal changes has impacted business decisions. She talks about how most DEI initiatives remain lawful despite the uncertainty. Leaders are urged not to adopt a wait and see approach or pull back too aggressively, as such tactics risk alienating employees and shareholders, damaging organizational reputation, and forfeiting opportunities for growth and innovation.She also outlines a six-dimensional framework for balancing risk and reward in DEI strategy, touching on financial, legal, regulatory, employee, social, and shareholder perspectives. She highlights the rising employee demand for inclusion and belonging, the costs of retention and disengagement, and the risks posed by reputational setbacks. She closes with actionable advice: recalibrate your strategy by focusing on engagement and inclusion, even if you change the terminology, and leverage available resources to navigate the current climate without abandoning the foundational principles of DEI.

In this episode, Michelle discusses the unique challenges and opportunities of advancing Diversity, Equity, and Inclusion (DEI) initiatives within the hourly workforce. Addressing the common misconception that DEI is only for corporate settings, Michelle advocates for bringing these efforts into field-based environments like retail stores, distribution centers, and call centers. She talks about the tremendous positive impact that thoughtfully implemented DEI programming can have on retention, engagement, and productivity, even among large, dispersed hourly teams.Michelle also shares actionable strategies for leaders looking to embed DEI across their organizations, regardless of employee location or access to technology. She talks about the importance of listening directly to frontline workers, tailoring programming to meet their needs, and finding creative ways to deliver both formal and informal DEI education. Michelle also offers practical tips—like using QR codes, implementing recognition programs, and fostering two-way communication between corporate and the field—to ensure all employees feel valued and included.

In this episode of DEI Minute, Jamey dives deep into how organizations can effectively gather and operationalize feedback related to Diversity, Equity, and Inclusion (DEI) efforts. He discusses the crucial role feedback plays in advancing DEI initiatives and shaping decision-making processes that are responsive and inclusive.Jamey offers tactical guidance on determining who to solicit feedback from, crafting the right questions, and incorporating both quantitative and qualitative data for well-rounded insights. He highlights best practices for making feedback a routine part of DEI work, exploring how representation, psychological safety, and transparency can improve response rates and trust. The advice is practical: keep feedback processes brief, use multiple channels, consider confidentiality, and share findings widely to promote organizational accountability and reinforce positive change.To learn more and connect, visit: www.Equity-At-Work.comTo grab Michelle's new book, visit: Do DEI RightKey Topics Discussed:The importance of feedback in DEI processesQuantitative vs. qualitative feedback: definitions and usesWho should provide feedback: ensuring broad and representative participationHow to craft broad and specific feedback questionsOperationalizing feedback: best practices for collection and responseMaintaining consistency and psychological safety in feedback methodsThe value of transparency and accountability in sharing feedback resultsTips for maximizing participation and quality of responses

In this episode, Michelle walks listeners through the unique perspectives and workplace expectations of five different generations: Traditionalists, Baby Boomers, Gen X, Millennials, and Gen Z. The discussion centers on how generational influences shape attitudes toward loyalty, communication, motivation, and work-life balance.Michelle talks about the importance of understanding these generational dynamics, not for the sake of stereotyping, but for building stronger, more cohesive teams. She discusses why it's important to use tools like empathy mapping and to consider creative approaches like reverse mentoring to bridge generational gaps. The key takeaway is that by being mindful of the diverse expectations and life experiences employees bring to the workplace, leaders can foster more inclusive, supportive environments that benefit everyone.To learn more and connect, visit: www.Equity-At-Work.comTo grab Michelle's new book, visit: Do DEI RightList of Key Topics DiscussedOverview of five generations in the workplaceKey characteristics and influences for Traditionalists, Baby Boomers, Gen X, Millennials, and Gen ZDifferences in workplace loyalty and expectationsVariations in communication styles and preferencesThe impact of historical events and technological advancements on generational attitudesApproaches for managing multigenerational teams effectivelyThe rise of reverse mentoring and empathy mappingAligning organizational practices to support all generationsResources for further information and support

In this episode, Jamey discusses the importance of making workplace benefits truly inclusive. Addressing the evolving expectations of diverse workforces, Jamey emphasizes that benefits policies must go beyond basic health care and PTO to address the unique needs of all employees—such as those from LGBTQIA+ communities, parents, caregivers, and people with chronic health challenges. The episode provides leaders with concrete actions, caveats, and thoughtful recommendations for evaluating and evolving their benefits programs to foster equity and belonging.Alongside actionable advice, Jamey sheds light on the potential stigmas employees might face when accessing benefits, highlighting the need for leaders to proactively combat these biases. The episode encourages organizations to approach benefits as a strategic tool to support, retain, and empower a truly diverse workforce. It concludes by urging organizations to open conversations about benefits, customize policies to meet specific team needs, and ensure all employees feel safe and supported in utilizing their benefits.To learn more and connect, visit: www.Equity-At-Work.comTo grab Michelle's new book, visit: Do DEI RightKey Topics Discussed:The importance of inclusive benefits in today’s workplacesDifferent categories and types of benefits (beyond just pay)Making health care plans more inclusive (LGBTQIA+ needs, family planning, mental health, reproductive care)Flexibility in work location and hours (remote and hybrid work, flexible schedules)Inclusivity in paid time off, floating holidays, and volunteer hoursEquitable parental, bereavement, and family care leave policiesChildcare and eldercare support through workplace benefitsThe stigma associated with using certain benefits—and how to address itPractical steps for organizations to review and enhance their benefits packages

In this episode, Michelle shares practical insights on how organizations can broaden the impact of their Diversity, Equity, and Inclusion (DEI) principles beyond internal practices and into their community outreach efforts. Michelle explains that while most DEI initiatives focus on improving retention, recruitment, and eliminating bias within company operations, it’s equally important to engage with external opportunities—such as partnerships, supplier diversity, and community involvement—to drive lasting change.The episode introduces a three-circle framework for embedding DEI: starting with employee lifecycle processes, moving outward to organizational alignment, and finally reaching external efforts. The discussion highlights actionable approaches, including partnerships with academic institutions, involvement on boards, industry collaborations, intentional supplier spending, and public communications. Whether for small organizations with little staff turnover or larger companies, the episode serves up creative and accessible strategies to integrate DEI principles across a broader ecosystem.To learn more and connect, visit: www.Equity-At-Work.comTo grab Michelle's new book, visit: Do DEI RightKey Topics Discussed:Common internal DEI focus areas (recruiting, retention, reducing bias)The three-circle framework for embedding DEIWays to extend DEI principles into community partnershipsSpecific examples: academic outreach, board participation, industry collaboration, philanthropyBest practices for supplier diversity and external communicationsTips for small organizations or those with limited employee churnAdditional resources available through the podcast’s website and blog

In this episode, Jamey Applegate tackles the challenges of diversity, equity, and inclusion (DEI) in modern work culture, focusing on practical DEI strategies for workforce development. The conversation centers on how to create workplace equity and workplace inclusion by empowering employees to move from being passive bystanders to active upstanders when addressing workplace challenges. Through frameworks and real-world examples, listeners learn to foster a more supportive and equitable work environment for all.Jamey offers practical guidance on recognizing harm, understanding personal responsibility, and safely intervening. Listeners learn the importance of validating others’ experiences, as well as specific tools—the LIFE acronym and the Four Ds of intervention—to confidently step up and create safer, more supportive workplace environments.To learn more and connect, visit: www.Equity-At-Work.comTo grab Michelle's new book, visit: Do DEI RightKey Topics Discussed:The distinction between bystanders and upstanders in workplace incidentsWhy bystanders stay passive and the risks of non-interventionThe impact of identity, bias, and context in interpreting workplace eventsThe LIFE upstander framework (Lead, Identities, Feelings, Evaluation)The Four Ds of intervention: Direct, Distract, Delegate, DelayPractical scenarios and responses to common workplace harmCommunicating support and validating those affectedEncouragement of culture shifts toward accountability and active supportResources and ways to connect with the DEI Minute team

In this episode, Michelle discusses the practical steps of building an effective communications plan for workplace DEI initiatives. She first talks about the importance of understanding your audience—not just as a broad organizational segment, but as distinct individuals with unique profiles, needs, and influences. To do this, Michelle recommends using empathy maps and provides actionable guidance on how to create and utilize these maps to tailor communications that truly resonate.She also breaks down the essential elements of a DEI communication plan, from clarifying your message and determining urgency to identifying delivery channels and establishing timing for dissemination. A recurring theme is the necessity of repetition; she notes that messages must often be communicated multiple times across various channels to ensure they stick. She reminds us that communication in the success of DEI programs and offers listeners practical checklists while pointing towards additional resources for deeper support.To learn more and connect, visit: www.Equity-At-Work.comTo grab Michelle's new book, visit: Do DEI RightKey Topics DiscussedImportance of audience segmentation and empathy mapping for DEI communicationsHow to build and use empathy mapsStructuring a detailed DEI communications planDetermining urgency and appropriate tone for messagesIdentifying and approving communication stakeholdersChoosing the right channels for message deliveryRepetition and reinforcement in DEI messagingResources and templates available for communication planning

In this episode, Jamey provides actionable insights for organizations striving to maintain effective Employee Resource Groups (ERGs) amidst evolving regulatory requirements. Building on a previous episode about executive orders and ERG compliance, Jamey recaps six crucial tips for sustaining DEI efforts and dives deeper into strategies for keeping ERGs open to all employees while ensuring compliance and fostering meaningful engagement. He stresses the importance of focusing each ERG on the experiences of a specific group, while promoting inclusive participation and connection among all employees.Jamey outlines clear behavioral expectations for ERG spaces, emphasizing inclusion, respect, accountability, and confidentiality. The discussion highlights the need to articulate these expectations to create safe and productive environments, allowing participants to learn from each other and grow together. By setting firm ground rules and professional standards, organizations can ensure that ERGs remain valuable, transformative spaces that enhance the employee experience and advance DEI goals.To learn more and connect, visit: www.Equity-At-Work.comTo grab Michelle's new book, visit: Do DEI RightKey Topics Discussed:Why ERGs should remain in place and open to all employeesHow to keep the focus of ERGs on specific group experiencesDefining ERGs as formal, professionally governed spacesCore behavioral expectations for ERG participantsThe necessity of articulating clear expectations for ERGsThe potential for ERGs to transform company cultureCall to action for organizations needing support with DEI implementation

Michelle dives into the topic of over-compliance in the realm of diversity, equity, and inclusion (DEI), particularly in the wake of recent executive orders and evolving legal guidance in the United States. She explains that despite the prevailing confusion and caution caused by recent governmental actions, DEI initiatives remain essentially legal, with only a few specific practices (like quotas or exclusive programs) now restricted. The conversation examines how some organizations, particularly those heavily reliant on federal funding, have adopted an overly cautious and risk-averse approach—potentially sacrificing progress and undermining their talent, financial stability, and reputation.The episode also highlights the importance of balancing legal risks with the equally significant risks of diminished employee engagement, financial loss, and reputational damage. Drawing on recent research and real-world examples, the speakers stress the continued expectation from employees, consumers, and stakeholders that organizations remain committed to DEI. To learn more, you can find Michelle at www.Equity-At-Work.comKey Topics Discussed:The risks and impact of over-compliance with DEI legal requirementsRecent executive orders and what remains legal in DEI initiativesThe small set of now-restricted practices (e.g., quotas, exclusive programs)The motivations and pressures driving organizations to become overly cautiousBalancing legal risk with employee, financial, and reputational risksRecent research on CEO, employee, and consumer expectations for DEIReal-world case study: Target’s backlash after pulling back on DEIThe importance of inclusive, intentional decision-making by leadershipThe critical role of open communication when making or shifting DEI strategies

In this episode, Jamey explores the growing impact of artificial intelligence (AI) on diversity, equity, and inclusion (DEI) initiatives within organizations. Jamey opens with a balanced perspective, noting that while AI can be a powerful tool for supplementing an organization’s DEI capacity—especially with tasks like data synthesis, trend analysis, and policy review—it also comes with significant limitations and potential risks if not applied thoughtfully. The episode discusses why you need to be cautious when viewing AI as a silver bullet. Instead, advocate for a considered, human-centered approach to integrating AI into DEI strategies.Jamey outlines the key challenges associated with AI, such as its inability to understand organizational context, the risk of bias and misinformation, and the oversimplification of complex DEI work. He emphasizes the importance of human oversight, transparency, and organizational guidelines for responsible AI use. The episode also provides practical use cases where AI can play a supplementary role in DEI, such as landscape analysis, programming, data review, and inclusive practices—always underscoring that human review and contextual adaptation are crucial. Listeners are encouraged to approach AI as a means for improved effectiveness within DEI rather than efficiency, and to remain open-minded but cautious about its integration.To learn more and connect with Jamey, visit: www.Equity-At-Work.comList of Key Topics Discussed:The dual narratives around AI: evangelism and doomsayingAI’s strengths and limitations in supporting DEI initiativesThe importance of intentional, careful, and human-guided AI usageChallenges of anthropomorphizing AI and oversimplifying DEI workThe black box problem: algorithmic transparency and biasHuman irreplaceability in relationship-building, critical thinking, and context adaptationPractical use cases for AI in DEI (e.g., trends analysis, policy review, program support, hiring, data benchmarking)The necessity of human review and context-specific adaptation of AI outputsRecommendations for developing organizational guidelines on AI use in DEI

In this episode of DEI Minute, Jamey addresses how organizations can continue supporting internal programs dedicated to specific groups while ensuring compliance with current and potential future legal restrictions related to diversity, equity, and inclusion (DEI). Jamey discusses the impact of recent executive orders and legal actions on DEI initiatives, particularly focusing on programs like Employee Resource Groups (ERGs) and professional development targeted toward underrepresented groups.Jamey outlines practical steps to make these initiatives both inclusive and legally compliant. The main recommendation is to open all such programs to everyone, while intentionally maintaining their focus on groups historically facing barriers, and ensuring that participation does not influence promotion decisions. Concrete tips are provided for designing and running compliant programs, alongside a resource memo from state Attorneys General for further guidance. To find out more, visit: www.Equity-At-Work.comResources Mentioned: https://www.mass.gov/doc/multi-state-guidance-concerning-diversity-equity-inclusion-and-accessibility-employment-initiatives/downloadKey Topics Discussed:Legal landscape and executive orders impacting DEI initiativesBest practices for keeping internal programs compliantAdapting group-specific leadership and professional development initiativesStrategies for inclusivity while retaining program impactApplication process and promotion policy tips for these programsResource recommendations from state Attorneys GeneralThe importance of legal counsel in adapting DEI policies

In this episode, Jamey tackles the confusion and challenges surrounding diversity, equity, and inclusion (DEI) efforts—particularly in the context of recent executive orders and shifting federal climates. Jamey discusses the impact of these orders on federal agencies and government contractors, noting the chilling effect they've had on DEI programs nationwide. He highlights the widespread uncertainty they've created about which DEI initiatives are legally permissible, pushing many organizations to unnecessarily scale back their efforts out of caution or a perceived desire to comply with the current administration. Despite these challenges, Jamey reassures listeners that DEI programs remain legal and essential for organizational success.The heart of the episode centers on diversity recruiting in this uncertain environment. Jamey lays out six actionable strategies for leaders to ensure their recruiting processes are both impactful and legally compliant. He emphasizes the importance of avoiding quotas, setting aspirational but realistic representation goals, broadening recruitment pipelines, and maintaining a strong commitment to non-discrimination. The discussion also covers the importance of articulating organizational values around DEI and ensuring fairness throughout the hiring and promotion process. Jamey closes by reminding listeners to tailor these recommendations with their legal teams and offers continued support for organizations striving to move DEI forward.To learn more or connect with Jamey, visit: www.equity-at-work.comKey Topics Discussed:Impact of Executive Orders on DEI ProgramsLegal Status and Misconceptions about DEI InitiativesThe Administration’s Framing of DEI and MeritThe Subjectivity of "Best Candidate” and Organizational Value of DiversitySix Strategies for Diversity Recruiting:Avoiding quotasSetting aspirational representation goalsArticulating organizational valuesCommitment to non-discriminationBroadening recruitment pipelinesAdjusting programs to comply with legal requirementsThe Importance of Recruiting from Untapped Talent PipelinesLegal Considerations in Internship and Broader Recruitment ProgramsThe Need for Consistent Evaluation and Structured InterviewsThe Role of Legal Counsel in Implementing DEI StrategiesGuidance for Ongoing DEI Work and How to Reach Out for Support

In this episode of the DEI Minute, Jamey addresses the impact of recent executive orders from the Trump administration on employee resource groups (ERGs) in the workplace. The discussion opens with an important legal update—a federal judge's preliminary injunction that temporarily blocks certain aspects of these orders, particularly as they pertain to investigations of organizations running DEI programs. Despite ongoing challenges, Jamey discusses how both DEI initiatives and ERGs remain legal and essential, offering practical advice for organizations striving to maintain these groups amid legal uncertainty.The episode dives deep into how ERGs support organizational culture and employee well-being, highlighting their role in fostering inclusion, professional development, retention, and recruitment. Jamey outlines actionable steps for businesses to safeguard and structure their ERGs to ensure compliance with current and potential future regulations. By clarifying ERG purposes, ensuring voluntary participation, and separating ERG activities from hiring or promotions, companies can uphold the immense value these groups provide. To learn more or connect with Jamey, visit: www.equity-at-work.comKey Topics Discussed:The origins and evolution of employee resource groups (ERGs)Difference between ERGs and affinity groupsThe value and impact of ERGs for individuals and organizationsCurrent legality of DEI and ERGs in private companies and agenciesRisks and misconceptions around ERGs and DEI complianceActionable steps to keep ERGs both effective and compliant:Clear policies and definitionsVoluntary and open participationSeparation from hiring and promotion practicesProfessional behavior standardsLegal responsibilities around harassment and discriminationThe importance of informal peer connection spacesImportance of tailored legal guidance for organizations

In this episode, Michelle discusses what it means to create an inclusive and accessible workplace for everyone—particularly focusing on supporting employees with disabilities. Michelle highlights how organizations often approach disability accommodation from a compliance standpoint, waiting for requests rather than proactively designing accessible environments. She emphasizes the positive impact of being proactive—not only does this prepare the workplace for a diverse talent pool, but it also signals to candidates and current employees that inclusion and belonging are priorities from day one.Michelle shares practical strategies for establishing accessible spaces, such as configurable workstations, quiet rooms, and making accommodations for both visible and invisible disabilities. She underlines the importance of individualized support, inclusive language, and normalizing the conversation around accommodations. To find out more about and connect with Michelle, visit: www.Equity-at-work.comKey Topics Discussed:Proactive vs reactive approaches to disability accommodationThe hesitation employees feel in requesting accommodationsHow proactive accessibility supports recruitment and retentionExamples of workplace accommodations (quiet rooms, adjustable workstations, etc.)The wide range of visible and invisible disabilitiesTemporary vs. permanent disabilitiesThe importance of individualized support and active listeningUsing inclusive language and avoiding outdated or harmful termsKey statistics on disability prevalence, accommodation costs, and retention ratesThe role of flexibility and normalization in supporting employees

In this episode, Jamey tackles the crucial question of where Diversity, Equity, and Inclusion (DEI) should sit within an organization’s structure. Drawing on common pitfalls and practical recommendations, Jamey explains why embedding DEI as a secondary or split responsibility—often within HR—is a mistake that can undermine the initiative’s effectiveness. The episode highlights the difference between HR and DEI, emphasizing that DEI is not a compliance exercise but a strategic, culture-shaping function that deserves dedicated staffing and focus.Jamey offers actionable advice, urging organizations to treat DEI as a core priority by assigning full-time staff and ideally establishing it as a standalone department. The discussion covers the importance of pairing passion with expertise in DEI leadership and why structural placement matters for long-term program success. For organizations not yet able to fully resource DEI, Jamey suggests ways to mitigate risks and set DEI leaders up for success as they work toward a more robust model.To connect and learn more, visit: https://www.equity-at-work.com/Key Topics Discussed:Common challenges in staffing and locating DEI within organizationsPitfalls of housing DEI within HR or making it a part-time responsibilityThe distinction between HR and DEI roles and focusThe negative impact of treating DEI as a compliance exerciseThe importance of dedicated DEI staff and resourcesRecommendations for optimal DEI placement: standalone department or people experience/engagement teamThe need for DEI leaders with both passion and expertisePractical considerations for organizations with current resource constraints

In this episode, Michelle covers some of the top ways to drive lasting DEI change in your organization, providing actionable insights for leaders at every stage of their diversity, equity, and inclusion journey. Drawing from extensive experience, Michelle outlines broad, mindset-shaping principles essential to making DEI efforts effective and sustainable, rather than just a box-ticking exercise. She discusses that while tactical tips for program design or policy implementation are important, actual lasting change starts with thoughtful leadership, cultural alignment, and ongoing accountability.She also talks about the critical importance of leading by listening, being honest about their DEI journey, grounding their strategies in their organization’s unique culture, and setting purposeful, measurable goals for both internal and external impact. Michelle also discusses the need for authenticity, stressing that performative actions can hinder efforts, and highlights how integrating DEI into the organization’s core DNA, backed by strong leadership and accountability, is key.To learn more about Michelle, visit: https://www.equity-at-work.com/Key Topics Discussed:Leading by listening and demonstrating empathyHonesty and transparency regarding DEI progress and setbacksDeveloping culture-specific DEI strategies and languageClarifying the purpose and goals of DEI workBalancing internal and external DEI goalsAvoiding performative actions; being “real” or stepping backOperationalizing DEI so it becomes part of organizational DNACEO and top executive leadership in DEI effortsBuilding clear accountability into every people leader’s roleGrounding all DEI initiatives in change management techniques

In this episode, Jamey dives into the landscape of DEI (Diversity, Equity, and Inclusion) trainings, focusing on two common pitfalls organizations encounter when implementing DEI education. Jamey emphasizes that while education should be a foundational component of any effective DEI strategy, it is often mistakenly used as a one-size-fits-all solution. The episode highlights the importance of integrating education within a broader strategy that also addresses policies, procedures, and behaviors, rather than relying solely on training sessions to create real change.Jamey also critiques the common practice of delivering mass, all-staff DEI trainings, arguing that these large group settings often hinder meaningful engagement, vulnerability, and participation. Instead, Jamey recommends a more intentional and tiered approach, such as delivering training in smaller groups and prioritizing leaders’ participation first. This method not only boosts the effectiveness of the trainings but also underscores DEI as an organizational priority and allows for a more tailored, impactful experience. The episode wraps up with actionable advice on making DEI education a more participatory and strategic part of organizational growth—reminding listeners that effective DEI work is multi-faceted and ongoing.To find out more, visit: www.Equity-At-Work.comKey Topics Discussed:The necessity of DEI education as part of a comprehensive DEI strategyThe misconception of training as the sole solution to DEI challengesDrawbacks of conducting large, all-staff DEI trainingsThe benefits of small group training sessions for engagement and vulnerabilityImportance of sequential, tiered training (starting with leaders)Integrating education with policy and procedure changesCreating intentional groupings for maximum training impactUsing education to facilitate genuine discussion, reflection, and organizational changeEmphasizing DEI as an organizational, not merely individual, priority

In this episode, Michelle covers microaggressions in the workplace, offering a thoughtful exploration of what the term means, how microaggressions manifest, and their profound impact on individuals and organizational culture. Michelle explains that microaggressions are verbal or nonverbal slights, snubs, or insults—whether intentional or not—that communicate negative or hostile messages based on aspects of a person's identity, such as race, gender, age, or ability. She emphasizes that while these actions may seem minor or innocuous on the surface, their cumulative effect can be deeply harmful, eroding individuals’ sense of belonging and engagement at work.Throughout the episode, Michelle outlines the different forms microaggressions can take, from repeatedly mispronouncing someone’s name to making assumptions about an employee’s abilities based on stereotypes. She discusses the heightened impact for individuals with intersectional identities and closes by providing listeners with practical questions to foster reflection and action: How do we enable timely and safe reporting, how do we ensure psychological safety in our responses, and what organizational norms can help prevent microaggressions? To find out more and connect with Michelle and Jamey, visit: https://www.equity-at-work.com/Key Topics Discussed:Definition and explanation of microaggressionsRelationship between unconscious bias and microaggressionsVerbal and nonverbal examples of microaggressionsImpact on individuals, especially those with intersectional identitiesCommon workplace examples of microaggressionsPsychological and professional consequences for affected employeesBarriers to reporting and addressing microaggressionsStrategies and reflective questions for organizations to address microaggressions

In this episode, Jamey covers the crucial topic of analytics and tracking DEI (Diversity, Equity, and Inclusion) metrics in the workplace. He addresses common challenges organizations face when attempting to measure the effectiveness of their DEI initiatives, highlighting frequent mistakes like tracking either too many or too few data points, neglecting to set clear goals, and falling prey to confirmation bias. Jamey talks about the importance of finding a balance in data collection—enough to track progress meaningfully, but not so much that it becomes overwhelming and counterproductive.He also talks about how having the right metrics aligned with specific DEI initiatives allows organizations to track progress over time, celebrate successes, and identify areas needing improvement. Jamey also stresses the importance of communicating data effectively within organizations, catering to varying levels of data literacy among employees, and creating both high-level overviews and deeper dashboards for more detailed exploration. Ultimately, using data thoughtfully helps organizations move beyond surface-level engagement and make DEI a central, measurable business priority, fostering stronger leadership connections and more inclusive decision-making.To find out more or connect with Jamey or Michelle, visit: https://www.equity-at-work.com/Key Topics Discussed:The importance of tracking DEI metrics to determine program successCommon pitfalls in DEI analytics (too much/too little data, lack of goals, confirmation bias)The balance between data collection and actionable insightsThe process of setting clear, initiative-aligned metricsThe role of qualitative data, such as engagement surveysThe need for company-specific data dashboards and visualizationsWays to communicate data effectively to different audiences within an organizationThe benefits of becoming more data-literate and data-driven in DEI workHow data connects leadership more closely with organizational culture and well-being

At a time when it feels like DEI is no longer a priority, does the data share a different story?In this episode, MIchelle talks about the truth in what employees are look dives into the latest research on employee and employer demand for Diversity, Equity, and Inclusion (DEI) initiatives in the workplace. She highlights compelling data from recent studies, revealing that employee interest in DEI programs is at an all-time high, matching the fervor seen in 2020, despite fluctuating headlines and changes within the federal government. Bogan walks listeners through data from leading organizations like Edelman and Bridge Partners, detailing how DEI efforts are not only being requested by employees but are also leading to tangible business benefits, such as increased retention, loyalty, and even improved financial performance.The episode also discusses the specific DEI commitments companies are making, from outreach and hiring practices to professional development and supplier diversity. Bogan emphasizes the correlation between comprehensive DEI initiatives and employee satisfaction, trust, and retention, supporting her points with statistics and trends from reputable sources. The key takeaway is clear—investing in DEI is both a moral and business imperative, with employees seeking inclusive cultures and organizations significantly benefiting from such environments.Key Topics Discussed:- Recent spike in employee demand for DEI initiatives across all demographics- Breakdown of Edelman’s Trust Barometer findings on DEI in the workplace- Bridge Partners’ research on leadership investment in DEI- Increasing company commitments to DEI in areas like pay equity, ERGs, mentoring, supplier diversity, and professional development- Impact of DEI investment on employee loyalty and retention- Quantifiable business benefits of DEI, including revenue, innovation, market expansion, and stock performance- Debunking negative media narratives regarding DEI and focusing on what employees are truly asking for

In this episode, Jamey discusses the importance of knowing how to recruit diverse talent and highlights strategies that organizations typically consider, such as forming partnerships with HBCUs, HSIs, and other underrepresented groups. Jamey also talks about the critical need to understand and improve the internal environment to support diverse employees. Addressing internal policies and practices is key to retaining and supporting diverse talent long-term, rather than just focusing on recruitment alone. Learn why starting with internal evaluation is essential for sustainable diversity and inclusion in your workplace.If you're interested in the resources that Michelle discussed, visit: https://www.equity-at-work.com/Key Topics Discussed:Significance of recruiting diverse talentCommon strategies considered by organizationsImportance of assessing internal organizational cultureChallenges of quota systemsRetaining diverse talentBuilding supportive and inclusive environments before recruitmentThe impact of existing employees' experiencesLong-term strategic planning for DEI initiatives

In this episode, Jamey focuses on navigating religious diversity in the workplace by highlighting the integral role that religious beliefs and practices play in many people's lives and how these elements are naturally brought into work environments. The episode also discusses the challenges organizations face, from dress codes conflicting with religious attire to dietary requirements during work events. Jamey talks about the importance of creating inclusive and respectful workspaces that accommodate religious practices, such as prayer times and religious holidays, while also considering legal implications under Title VII of the Civil Rights Act of 1964, which mandates accommodations for religious practices.Throughout the episode, Jamey outlines best practices for organizations integrating religious inclusivity. This includes avoiding assumptions about employees' needs, developing anti-bias policies, and implementing inclusive practices such as providing quiet spaces for prayer. Jamey also stresses the value of training programs that educate employees about various religious beliefs without placing the burden of representation on employees of specific faiths. By fostering an environment of respect and inclusion, organizations can help ensure all employees feel valued, leading to greater buy-in and engagement from staff, especially those from minority religious backgrounds.If you're interested in the resources that Michelle discussed, visit: https://www.equity-at-work.com/Key Topics Discussed:Importance of religion in the workplaceCommon challenges with religious practices at workLegal considerations under Title VII of the Civil Rights Act of 1964Best practices for fostering religious inclusivityImpact of religion on decision-making and biasCreating accommodating environments for religious observance

In this episode, Michelle covers the recent updates by the Equal Employment Opportunity Commission (EEOC) concerning harassment and discrimination in the workplace. After noting an increase in allegations over the past five years, the EEOC has consolidated its guidelines to clearly define what constitutes harassment based on various facets, such as race, color, religion, sex, national origin, age, disability, or genetic information. The episode provides a detailed breakdown of each category, explaining what behaviors and characteristics could potentially lead to harassment or discrimination claims. Michelle emphasizes the importance of these guidelines being an integral part of HR compliance policies and recommends regular reviews to ensure a safe and inclusive work environment.The episode also covers the complexity and nuance of the guidelines, praising the EEOC for including over 70 examples to help organizations better understand and apply them. Michelle encourages listeners to stay informed about the latest updates and incorporate them into training and policy revisions to foster an equitable workplace. She also directs listeners to the EEOC website for further information and resources.If you're interested in the resources that Michelle discussed, visit: https://www.equity-at-work.com/Key Topics Discussed:Overview of the EEOC and its roleRecent updates to EEOC harassment and discrimination guidelinesDetailed explanation of harassment categories – race, color, national origin, religion, sex, age, disability, and genetic informationImportance of integrating these guidelines into HR compliance policiesThe value of regular review and education on DEI issuesAvailability of resources and examples to clarify guidelines

In this episode, the conversation centers around the recent executive orders under the new administration that are related to diversity, equity, and inclusion (DEI) in the workplace, and their impact on organizations. Michelle provides an overview of who is affected by these orders, focusing on federal agencies, contractors, and organizations receiving federal funding. She emphasizes the importance for leaders to stay informed, consulting employment attorneys to understand the implications for their specific organizations. Michelle highlights key takeaways, and how companies can begin to navigate these new orders.The episode also covers additional mandates specific to federal agencies and contractors, notably around gender recognition and intimate spaces. Michelle provides guidance on how organizations can navigate these challenges while upholding DEI commitments. She encourages organizations to consult legal counsel to assess risks and develop strategies. If you're interested in the resources that Michelle discussed, visit: https://www.equity-at-work.com/

In this episode of DEI Minute, host Jamey Applegate, senior director of DEI at Equity at Work, delves into the significance of supporting transgender individuals in the workplace. The episode begins by establishing foundational definitions related to gender identity, gender expression, and the gender transition process. Applegate underscores the importance of understanding these terms to foster a supportive environment where everyone can truly be themselves and thrive professionally. Acknowledging the political and controversial nature of the topic, Applegate emphasizes the core aim of ensuring success and authenticity for all employees.Providing practical guidance, Applegate outlines five ways to support transgender individuals in professional settings. These include using correct names and pronouns, being an active ally, maintaining professionalism by avoiding invasive questions, advocating for inclusive policies, and engaging in ongoing professional development. The episode concludes by reinforcing the necessity of creating inclusive workplaces and offering assistance in implementing these practices. The discussion is aimed at both leaders looking to initiate or sustain DEI efforts and any individual committed to fostering equality and respect in their organization.Key Topics Discussed:Definitions of gender identity, gender expression, and gender transitionImportance of using correct names and pronounsThe role of an ally in supporting transgender coworkersProfessionalism in respecting privacy and avoiding invasive questionsAdvocacy for inclusive policies and practices within organizationsThe value of professional development in understanding and supporting the transgender community

In this episode, Michelle continues discussing the top 15 myths about Diversity, Equity, and Inclusion (DEI), focusing on the last seven. Michelle begins by addressing the misconception that small companies can't implement DEI initiatives. She emphasizes that regardless of size, companies can engage in cultural observances, re-evaluate inclusive policies, and establish external partnerships to enhance diversity efforts. She clarifies that DEI does not pertain to politics; rather, it focuses on putting people first and fostering an inclusive environment.She also dismisses the notion that merely having diverse individuals on leadership teams signifies a job done in DEI, stressing the need for a continued and dynamic approach to leadership diversity. She reflects upon the political resistance DEI faces, reiterating its core principle of fairness. Moreover, she talks about the over-reliance on employee resource groups and DEI task forces, advocating for an integrated DEI strategy within the organization's DNA that includes leadership accountability. Michelle concludes by encouraging organizations to persist in their DEI efforts, recognizing both challenges and opportunities for growth.Key Topics Discussed:DEI Initiatives in Small CompaniesDEI and Political PerceptionsLeadership Diversity Beyond TokenismPolitical Attacks on DEIRole and Limitations of Employee Resource Groups (ERGs)Addressing Industry Diversity NormsFunction and Integration of DEI Task Forces

In this episode, Michelle dives into some of the biggest myths and misconceptions about Diversity, Equity, and Inclusion (DEI) in the workplace. This episode kicks off a two-part series. In the first part, Michelle debunks seven common myths that organizations often encounter. These include the misconceptions that merely recruiting differently will solve DEI issues, that changing review and promotion formulas will harm business, and that DEI initiatives conflict with meritocracy. She also addresses the fears that DEI compromises employee quality or negatively targets white men, the idea that DEI is about setting quotas, and the belief that focusing on DEI will disrupt employee productivity.Michelle emphasizes the importance of internal organizational readiness and the need for bias-free processes in recruitment, reviews, and promotions. She highlights that DEI, when implemented correctly, supports a true meritocracy and fosters an inclusive work environment for everyone. To connect with and learn more, visit: https://www.equity-at-work.com/Key Topics Discussed:The fallacy of thinking recruiting alone will solve DEI issues.The misconception that changing these will harm business.Clarifying that DEI supports, rather than conflicts with, meritocracy.Debunking the idea that DEI compromises the quality of employees.Addressing fears that DEI targets white men negatively.The misunderstanding that DEI is about setting quotas.Refuting the belief that DEI initiatives distract and reduce productivity.

In this episode, Jamey talks about creating trauma-informed workplaces. He highlights the significant shift in organizational culture over recent years, emphasizing the need for companies to allow employees to bring their whole selves to work, including any trauma they've experienced. He outlines the urgency of developing a trauma-informed workplace as a key component of a prosperous, inclusive, and supportive work environment.He also breaks down the steps to establish a trauma-informed workplace, starting with understanding trauma and its long-term impacts. He stresses the importance of empowering employees to be authentic and developing supportive policies and practices. He also discusses the need for training on behavioral expectations to mitigate trauma and prevent re-traumatization. To connect with and learn more, visit: https://www.equity-at-work.com/Key Topics Discussed:Introduction to Trauma-Informed WorkplacesShifts in Organizational CultureImpact of External Events on Workplace DynamicsUnderstanding Trauma and Its EffectsEmpowering Employees to Bring Their Whole Selves to WorkDeveloping Supportive Policies, Processes, and PracticesTraining on Behavioral Expectations and Trauma PreventionImportance of Intentionality in Trauma-Informed Initiatives

In this episode, Michelle discusses the intricacies of how organizations can determine which social issues to weigh in on, especially given the highly charged nature of today's social environment. Michelle provides a detailed framework used to help organizations navigate this complex landscape. The framework includes key questions that companies should ask themselves to ensure that their responses align with their core values, business strategy, employee promise, and stakeholder interests. Additionally, Michelle emphasizes the importance of maintaining consistency between internal and external communications to avoid presenting a contradictory image to the world.The episode serves as a practical guide for DEI leaders who often grapple with the dilemma of making public statements on various social justice issues. Using examples like the Israel-Palestine conflict and the outpouring of support following George Floyd's murder, Michelle illustrates the consequences of hastily made statements. By adhering to a structured approach, organizations can more effectively manage their responses, mitigate risks, and potentially drive meaningful change.To connect with and learn more, visit: https://www.equity-at-work.com/Key Topics Discussed:Introduction to Social Issue ResponsesImportance of Aligning Internal and External CommunicationsFramework for Deciding When to Weigh In on Social IssuesQuestions to Guide Decision-MakingImpact on Business and EmployeesAlignment with Strategy and ValuesConsistency with Employee PromisesInfluence on Customers and StakeholdersReputation ManagementPotential to Drive ChangeImportance of Internal Transparency and CommunicationsPractical Examples and Risk Mitigation

In this episode, Jamey discusses the distinction between focusing on beliefs and behaviors within the context of DEI initiatives in the workplace. He talks about why DEI can be a polarizing topic, with some detractors questioning its value. Instead of getting bogged down by changing beliefs, Jamey argues for a focus on observable behaviors that can drive meaningful change. He outlines the various pitfalls of focusing on beliefs, such as inefficient use of time, allowing resistance to dictate the environment, centering the wrong aspect of workplace dynamics, and contradicting the inclusive goals of DEI.Jamey emphasizes the practical benefits of focusing on behaviors, using pronoun usage as a real-world example to illustrate his points. He asserts that clear expectations for behaviors can integrate DEI into daily organizational operations, facilitating a more inclusive and effective work environment. By setting and maintaining these behavioral expectations, organizations can demonstrate the value of DEI initiatives and potentially influence resistant employees through the positive outcomes they witness firsthand.Key Topics Discussed:The Belief that DEI is Good for BusinessPitfalls of Focusing on Beliefs in the WorkplaceOperational Inefficiency of Changing BeliefsHow Belief-Focus Allows DEI Resistance to PersistCentering Actions Over BeliefsContradictions of Belief-Focus with DEI GoalsBenefits of Focusing on Behaviors Over BeliefsPractical Example: Pronoun Usage in the WorkplaceHow Behavioral Expectations Can Drive Effective DEI Integration

In this episode, Michelle discusses the crucial topic of supplier diversity as an effective way to extend DEI principles beyond the internal workings of an organization and into the community. Michelle outlines six key areas to consider when developing a supplier diversity program: mission and principles, KPIs and spending, sourcing and onboarding, support and development, tier 2 suppliers, and governance. By focusing on these areas, organizations can better align their supplier diversity efforts with their overarching DEI goals, ensuring meaningful and measurable impact.Michelle also highlights the importance of aligning with suppliers who share similar values and encourages tracking current spending patterns to set achievable goals. She also discusses the need to support and develop long-term relationships with diverse suppliers, potentially turning them into strategic partners. Resources and organizations like the Billion Dollar Roundtable, the National Minority Supplier Development Council, and numerous chambers of commerce are recommended for organizations seeking guidance on supplier diversity. To learn more or connect with Michelle, visit: https://www.equity-at-work.com/Key Topics Discussed:Introduction to Supplier DiversityDefinition of Diverse SuppliersImportance of Supplier DiversityKey Areas to Consider in Supplier Diversity StrategiesResources and Organizations for Supplier Diversity:Guidance on Implementing Supplier Diversity Initiatives

In this episode, Jamey continues to talk about setting DEI goals using the SMART Plus framework. He discusses a real-world example of working with a large organization to implement unconscious bias training. By breaking down the goal into specific, measurable, achievable, relevant, and time-bound components, Jamey showcases how to develop and implement DEI initiatives successfully. He also emphasizes the importance of additional elements, such as accountability and DEI alignment, to ensure that goals are clearly defined and achievable within a set timeframe.The discussion covers setting specific and measurable targets, ensuring achievable and relevant goals, and determining a realistic timeline. Jamey also elaborates on the importance of collecting qualitative and quantitative data to measure the impact of training and offers some actionable steps so you can start setting your own DEI goals.To find out more, visit: https://www.equity-at-work.com/Key Topics Discussed:Overview of the SMART Plus FrameworkReal-world Example: Unconscious Bias TrainingSpecific Goals and Activities RequiredMeasuring the Training's ImpactEnsuring Achievability and RelevanceSetting Time-bound ObjectivesAccountability through a RACI FrameworkDEI Alignment: Readiness, Capacity, and LeadershipWrap-up and Actionable Insights for Listeners

In this episode, Jamey discusses the crucial topic of setting DEI goals within organizations. He first talks about the common misstep organizations make by jumping directly into DEI programs without evaluating their current standing or readiness, and without setting clear goals to track the success of these initiatives. The episode also talks about the importance of establishing DEI goals that align with other organizational objectives and are monitored and adjusted regularly to ensure effectiveness.Jamey introduces the SMART Plus framework for setting DEI goals, explaining the traditional SMART criteria— Specific, Measurable, Achievable, Relevant, and Time-bound—and adding elements focused on accountability and DEI alignment. This additional focus includes assessing DEI readiness, capacity, and leadership alignment to ensure that the organization is fully prepared to meet its DEI objectives. To find out more or connect with Jamey, visit: https://Equity-at-work.comKey Topics Discussed:Introduction to the importance of setting DEI goalsRisks of starting DEI programs without proper goal-settingAlignment of DEI goals with overall organizational objectivesOverview of the traditional SMART goal-setting frameworkIntroduction of the SMART Plus framework, including elements of accountability and DEI alignmentImportance of assessing DEI readiness, capacity, and leadership alignment

In this episode, Michelle dives into the critical role of empathy within the framework of Diversity, Equity, and Inclusion (DEI). She highlights the shift from traditional workplace norms that once favored emotional detachment towards a more empathetic and emotionally intelligent approach. Michelle discusses how empathy serves as a fundamental pillar for creating a psychologically safe and inclusive work environment. By understanding and sharing the feelings, experiences, and perspectives of others, leaders can foster trust and a strong sense of belonging among employees.Michelle also outlines the different types of empathy: behavioral, cognitive, and emotional, emphasizing how each can be effectively utilized in the workplace. She also discusses attributes that enhance empathy, such as authenticity, emotional resilience, curiosity, optimism, and flexibility. She also offers practical advice on channeling empathy into actionable allyship, reinforcing that embracing empathy is not just a soft skill but a strategic approach for driving meaningful DEI outcomes.To find out more or connect with Michelle, visit: https://Equity-at-work.comKey Topics Discussed:Importance of empathy in DEIDefinition and elements of empathyDifference between empathy and sympathyTypes of empathy: behavioral, cognitive, and emotionalAttributes that enhance empathy: authenticity, resilience, curiosity, optimism, and flexibilityRole of empathy in building psychological safetyPractical steps to demonstrate and apply empathyConnection between empathy and allyshipEncouraging leaders to embrace empathy for DEI success

In this episode, Jamey dives into the concept of DEI readiness, discussing how organizations often rush into implementing flashy DEI initiatives without a deeper, data-driven strategy, which can lead to superficial changes that don't address underlying issues. Jamey outlines the importance of assessing an organization's current state before rolling out DEI programs and introduces three critical steps for achieving DEI readiness. These steps are:Conducting a current state assessmentDefining DEI purpose and visionDeveloping a comprehensive DEI road map and strategyJamey also discusses best practices for evaluating an organization's foundational culture and DEI landscape, such as conducting organization-wide surveys and listening tours. The episode also covers the necessity of leadership alignment and capacity, underscoring the role of senior leaders in driving DEI success. Emphasizing a strategic and intentional approach, Jamey advises that DEI efforts should start with an accurate assessment of the organization's current state and steadily build towards meaningful and sustainable progress.For more information and to connect with Jamey, visit: https://www.equity-at-work.com/Key Topics Discussed:DEI readiness and its importancePitfalls of jumping into DEI initiatives without a strategyAssessing the current state of organizational culture and DEIBest practices for conducting surveys and listening toursLeadership's role in DEI alignment and capacityCreating DEI purpose and vision statementsDeveloping a DEI road map and strategyBalancing regulatory compliance with strategic DEI initiativesSteps for long-term sustainable DEI success

In our previous episode, we discussed making a business case for DEI. In this episode, we cover some metrics and examples that you can apply to your own company. Recognizing the intricacies in articulating the benefits of DEI initiatives, Michelle outlines actionable steps to illustrate the diverse and far-reaching impacts of inclusion on your organization’s bottom line. From evaluating internal metrics like engagement and turnover rates to tracking external community involvement and volunteering efforts, Michelle provides a comprehensive guide on how exactly to measure success and areas for improvement.Michelle also discusses how to align DEI metrics with your organization’s values and goals, ensuring that initiatives are not just implemented, but are meaningfully integrated and sustained. Whether it’s through measuring Net Promoter Scores (NPS) or employee tenure, Michelle offers valuable insights and real-world examples that can help paint a clear picture for leadership and stakeholders.For more information and to connect with Michelle, visit: https://www.equity-at-work.com/Key Topics Discussed:Inclusion Metrics: Engagement, NPS, Tenure, and TurnoverTracking Leave of Absence and Career Progression Post-LeaveCommunity Engagement and Volunteering MetricsCreating a Balanced Scorecard for DEITailoring Metrics to Specific Organizational GoalsReal-World Examples of Successful DEI Implementation

You know you need a solid DEI strategy within your company, but how do you justify the cost of adding or cultivating one?In this episode, Michelle discusses the crucial task of building a business case for Diversity, Equity, and Inclusion (DEI) in the workplace. Recognizing the challenges that many organizations face in justifying and proving the value of DEI initiatives, Michelle outlines a structured approach to demonstrate the tangible benefits. She shares important metrics and examples, explaining how even small changes in gender diversity can significantly boost revenue and the performance of companies on various financial fronts.Michelle also discusses specific measures for diversity and equity, both internally and externally. She offers advice about how organizations can track progress, such as monitoring representation, hiring, promotions, and compensation. Additionally, Michelle presents a visual quadrant framework to help organizations plot the desired impact level of their DEI initiatives. For more information or to connect with Michelle, visit: https://www.equity-at-work.com/Key Topics Discussed:Five Key Benefits of Investing in DEI WorkMetrics and KPIs for Measuring DEI ImpactEquity at Work’s Quadrant Framework for Measuring ImpactDiversity: Internal and External MeasuresEquity: Internal and External MeasuresPreparation for the Next Episode on Inclusion

In this episode, Jamey dives in to the critical topic of ownership of Diversity, Equity, and Inclusion (DEI) within an organization. Jamey talks about how everyone in the organization should feel a sense of ownership and engagement in DEI efforts, creating a collective and inclusive environment. Jamey provides a comprehensive overview of the different roles and responsibilities essential for successful DEI implementation, focusing particularly on the DEI leader, senior leadership, human resources, and compliance functions.Jamey also stresses the importance of having a dedicated DEI leader who is part of the senior leadership team, enabling them to influence organizational change effectively. The discussion also covers how senior leaders can reinforce DEI by prioritizing it alongside other business metrics and actively participating in DEI activities. While HR and compliance are often associated with DEI, Jamey argues that DEI should be a standalone function to highlight its importance and cross-functional nature. For more information or to connect with Jamey, visit: https://www.equity-at-work.com/Key Topics Discussed:Importance of Collective Ownership of DEIRole and Responsibilities of a DEI LeaderInvolvement of Senior Leadership in DEIPosition of DEI as a Standalone FunctionContribution of HR and Compliance to DEIStrategies for Integrating DEI into Organizational CulturePotential Evolution of DEI Roles and Responsibilities Over Time

In this episode of Your DEI Minute™, host Jamey Applegate discusses the critical topic of psychological safety in the workplace. Psychological safety is the belief that one won't be punished or humiliated for speaking up, asking questions, or making mistakes. Jamey emphasizes that this concept is foundational for creating an organizational culture where employees feel secure and valued. When psychological safety is present, it can dramatically enhance innovation, productivity, and employee engagement.Jamey also covers what it feels like to be in a psychologically safe environment, highlighting the significance of support from team members, valuing integrity and honesty, and treating everyone fairly. To foster such an environment, Jamey outlines ten specific actions that leaders and team members can implement. These range from knowing and correctly pronouncing team members' names to developing formal structures for feedback and conflict resolution. The episode concludes with a reminder that building a culture of psychological safety is an ongoing process filled with learning opportunities.For more information or to connect with Jamey, visit: https://www.equity-at-work.com/Key Topics Discussed:Definition of Psychological SafetyImportance of Psychological Safety in Organizational CultureImpact of Psychological Safety on Innovation, Productivity, and Employee EngagementFeelings Associated with Psychological SafetyTen Actions to Build Psychological Safety

In today's episode, Michelle introduces a comprehensive DEI (Diversity, Equity, and Inclusion) maturity model designed to guide organizations through DEI initiatives' systematic implementation and evolution. The model is divided into three primary stages: setting the foundation, operationalizing DEI, and expanding and enhancing DEI. Michelle discusses the importance of each stage, detailing the essential actions and cultural dependencies required to succeed. For instance, setting the foundation entails compliance-related tasks, defining DEI objectives, and establishing psychological safety, while operationalizing DEI involves integrating DEI into daily operations, policies, and communication strategies. Finally, the expansion stage focuses on continuous learning, mentorship, community outreach, and embedding DEI metrics into all performance reviews.The episode also covers the holistic and iterative approach to DEI, stressing that organizations must solidify foundational elements before progressing to more advanced stages. Michelle also discusses the importance of psychological safety, inclusive team norms, and transparent leadership styles as critical components across all maturity stages. By following this structured roadmap, organizations can more effectively navigate their DEI journeys, ensuring sustainable and impactful changes.For more information or to connect with Michelle, visit: https://www.equity-at-work.com/Key Topics Discussed:Introduction to the DEI Maturity ModelSetting the Foundation for DEIOperationalizing DEIExpanding and Enhancing DEICultural Dependencies for DEI Success

In this episode of Your DEI Minute™, Michelle Bogan, founder and CEO of Equity at Work™, discusses the fundamental components of DEI—Diversity, Equity, and Inclusion—in the workplace. Michelle breaks down each element, starting with the broad and nuanced concept of diversity, which encompasses not just race, gender, and sexual orientation but also age, ethnicity, disability status, communication styles, and more. She highlights how diversity can change depending on the setting and emphasizes the importance of understanding these variations to foster a truly inclusive environment.Moving on to equity, Michelle clarifies the often-confused terms of equity and equality. She explains that equity involves providing fair opportunities and access, tailored to individual needs, to ensure everyone can succeed and thrive. Examples range from physical accommodations to ensuring pay equity. Finally, she discusses inclusion, which is about creating an environment where everyone can be authentic, feel valued, and genuinely belong. Michelle also touches on the broader implications of DEI, such as justice and belonging, and provides actionable advice on how organizations can start implementing these principles effectively.Key Topics Discussed:Breakdown of Diversity: Definition and examplesThe expanded view of diversity beyond race, gender, and sexual orientationImportance of understanding diversity in different settingsEquity vs. Equality: Definitions and DistinctionsExamples and importance of equitable practices in the workplaceInclusion: Creating a supportive environment for every employeeThe concept of belonging and its relation to inclusionExtending DEI to include justice (DEIJ) and its implicationsSteps for organizations to begin their DEI work effectively

In this first episode of Your DEI Minute™, host Michelle Bogan, founder and CEO of Equity at Work™, details a practical, five-step framework for setting up an organization's successful Diversity, Equity, and Inclusion (DEI) Program. She discusses why crucial steps must be taken to establish a solid foundation no matter where an organization is on its DEI journey. These steps include:Taking an honest look at the current state of DEI within your organization.Setting clear and tangible goalsFully resourcing the workEnsuring comprehensive education and communicationMaintaining an agile approach to adapt to unforeseen challenges and opportunities.Michelle dives deeper into each step with practical advice and real-world examples. She speaks at length about the importance of data in understanding where the organization currently stands and how to set realistic goals. She also discusses the necessity of internal and external resources to fully support DEI initiatives and stresses the significance of continuous education to ensure everyone in the organization is aligned with DEI principles. Throughout the episode, Michelle emphasizes that DEI is an ongoing journey, not a one-time box-checking exercise, and requires consistent commitment and agility to adapt to evolving needs.To learn more or connect with Michelle, visit: https://www.equity-at-work.com/

Welcome to Your DEI Minute™, your go-to podcast for leaders looking to navigate the ever-evolving landscape of diversity, equity, and inclusion in the workplace