Overview:

In this Season 2 finale, Janet and Khalil explore what it takes to build lasting change when the ground keeps shifting. They connect the dots from eleven episodes, examining how organizations can move from reaction to redesign, from symbolism to systems. Through frameworks on clarity, strategic elimination, and collective action, they offer a roadmap for resilient leadership. The conversation celebrates the diverse voices that shaped this season and poses three essential questions every leader must answer.

Key Takeaways:

• Season 2 was a celebration of teamwork and collaboration.

• Diversity and inclusion were central to the success of the team.

• AI should enhance humanity, not replace it.

• Reframing DEI as a business performance issue is crucial.

• Shifting from symbolism to systems is necessary for real change.

• Building trust requires authentic leadership and data-driven decisions.

• Clarity is essential for strategic action.

• Strategic elimination can simplify processes and enhance impact.

• Collective action is vital for resilience in challenging times.

• The insights gained this season will inform future discussions.

Overview:

The conversation explores the evolving landscape of data collection in organizations, emphasizing the shift towards self-identification and the importance of anonymity in employee surveys. It highlights the need for real-time data collection methods that foster trust and engagement among employees. The discussion also delves into the erosion of trust in organizations, the significance of authentic leadership, and the challenges of navigating authenticity in the context of diversity, equity, and inclusion (DEI) work. The role of artificial intelligence in bias detection and the necessity of identifying barriers to growth within organizations are also examined. Finally, the conversation addresses the global perspectives on diversity and inclusion and offers insights on individual actions that can support a more inclusive environment.

Key Takeaways:

• Self-identification in data collection is becoming more prevalent.

• Anonymity in surveys increases employee honesty.

• Real-time data collection enhances engagement and insights.

• Trust is crucial for productivity and engagement.

• Authentic leadership fosters a positive workplace culture.

• Navigating authenticity can be challenging in DEI work.

• AI has the potential to disrupt biases in organizations.

• Identifying barriers to growth is essential for organizational success.

• Global perspectives on diversity and inclusion vary significantly.

• Individuals can support inclusion by allowing authenticity and grace.

About Our Guest:

Pam Jeffords is a transformational leader and global thought leader on inclusive workplace cultures. As Managing Partner of BE Labs, she advises organizations on aligning people and culture strategies with business outcomes. With over three decades of experience, she challenges organizations to rethink traditional approaches. Previously, Jeffords led Mercer’s global DEIB consulting practice and was a Partner at PwC in the Workforce of the Future team. Her work has been featured in Fortune Magazine and The Economist.

Overview:

In this insightful episode, LaQuenta Jacobs, a workplace culture and inclusion strategist, delves into the critical gap between what companies claim about inclusion and their actual practices. She emphasizes the importance of embedding inclusion into core organizational systems rather than treating it as a separate program. Jacobs highlights the consequences of cultural misalignment, such as market disconnection and loss of competitive edge, urging organizations to align their internal culture with their external brand to thrive in today's market.

Takeaways:

• Cultural Alignment is Key: Organizations must align their written commitments with their cultural practices to avoid erosion and disconnection.

• Inclusion by Design: Embedding inclusion into core systems like performance reviews and team structures is essential for sustainable change.

• Internal Drives External: Companies with authentic internal inclusion can effectively market externally, maintaining market connection and competitive advantage.

• Beyond Psychological Safety: Real inclusion involves transparency, accountability, and sustainable change, not just psychological safety.

• Market Impact: Misaligned cultures lead to loss of market connection and competitive edge, as seen in companies like Target and American Eagle.

• Leadership Evolution: Leaders must evolve with societal changes to embrace diverse cultures and flexible work arrangements.

• Speak Up Culture: Organizations should foster environments where transparency is rewarded, and groupthink is challenged.

• Strategic DEI Integration: Diversity, equity, and inclusion should be integrated into all organizational functions, not treated as standalone initiatives.

• Consumer Connection: Companies must have diverse teams to authentically connect with varied consumer bases.

• Resilience and Adaptability: Change champions need resilience and adaptability to align personal and business objectives for effective transformation.

Meet Our Guest:

LaQuenta Jacobs is the former Global Vice President of Inclusion, Equity and Diversity at Kimberly-Clark. A progressive human resources executive with over 23 years of experience, she is a certified Executive Leadership Coach and cultural diversity assessment expert. Jacobs is a recognized leader in organizational development and a champion for creating inclusive work environments