Let's [Not] Circle Back

Enjoy the first episode of our podcast, Let’s [Not] Circle Back. In this episode, Dr. Patrice Palmer and Pam Jeffords discuss navigating Diversity, Equity, Inclusion, and Belonging (DEIB) work in the first 100 days under a new administration. They share five essential tips: (1) Stop panicking and approach challenges with measured perspective, (2) Reframe pushback as valuable organizational feedback, (3) Develop truly data-driven strategies beyond basic representation metrics, (4) Challenge "common practices" often disguised as best practices, particularly regarding ineffective training programs, and (5) Connect DEIB efforts directly to talent and business strategies. Through engaging stories and real-world examples, they explore how organizations can move beyond superficial programs to create meaningful change, emphasizing the importance of authentic conversation and scenario-based learning. The discussion delves into generational differences in workplace expectations, the evolution of corporate language and behavior, and why traditional unconscious bias training often falls short. Palmer and Jeffords stress that this moment presents an opportunity to reimagine DEIB work, making it more strategic, legally sound, and genuinely impactful for all employees. Their conversation offers practical guidance for practitioners and leaders seeking to maintain momentum in DEIB initiatives while adapting to a changing landscape.

Enjoy this preview of our podcast Let’s [Not] Circle Back where Dr. Patrice Palmer gives advice on how to think about Black History Month and creating meaningful programs for your employees.  In our first full episode next week, Dr. Patrice Palmer and Pam Jeffords discuss navigating Diversity, Equity, Inclusion, and Belonging (DEIB) work in the first 100 days under a new administration. They share five essential tips: (1) Stop panicking and approach challenges with measured perspective, (2) Reframe pushback as valuable organizational feedback, (3) Develop truly data-driven strategies beyond basic representation metrics, (4) Challenge "common practices" often disguised as best practices, particularly regarding ineffective training programs, and (5) Connect DEIB efforts directly to talent and business strategies. Through engaging stories and real-world examples, they explore how organizations can move beyond superficial programs to create meaningful change, emphasizing the importance of authentic conversation and scenario-based learning. The discussion delves into generational differences in workplace expectations, the evolution of corporate language and behavior, and why traditional unconscious bias training often falls short. Palmer and Jeffords stress that this moment presents an opportunity to reimagine DEIB work, making it more strategic, legally sound, and genuinely impactful for all employees. Their conversation offers practical guidance for practitioners and leaders seeking to maintain momentum in DEIB initiatives while adapting to a changing landscape.