エピソード

  • How One Firm Paid for Child Care to Retain Working Mothers

    How One Firm Paid for Child Care to Retain Working Mothers
    2026/06/07
    Lucas and Luna explore how one mid-size accounting firm—Bennett Advisors—funded a child care subsidy program that cut turnover among working mothers by 40 percent in two years. They break down the program's structure: a flat $500 monthly subsidy per child under age six, funded by reallocating 5 percent of the partner bonus pool. Lucas cites the firm's retention data: before the program, annual turnover for mothers with young kids was 28 percent; after two years, it dropped to 17 percent. The hosts also discuss the cost-benefit math: each retained employee saved roughly $35,000 in recruiting and training costs, so the program paid for itself within 18 months. Luna raises the question of scalability for smaller firms, and Lucas suggests a sliding-scale model tied to salary. The episode closes with a reflection on whether child care support is the single highest-leverage intervention for gender equity in professional services. #ChildCare #WorkingMothers #Retention #Turnover #BennettAdvisors #AccountingFirm #GenderEquity #ParentalSupport #SubsidyProgram #CostBenefit #Careers #DiversityPodcast #FexingoBusiness #BusinessPodcast #FamilyPolicy #TalentRetention #HRStrategy #EmployeeBenefits Keep every episode free: buymeacoffee.com/fexingo
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    10 分
  • How One Company Created a Job-Sharing Program That Actually Worked

    How One Company Created a Job-Sharing Program That Actually Worked
    2026/06/07
    In this episode of The Diversity Career Podcast, Lucas and Luna explore how a mid-sized tech firm called WorkBetter designed a job-sharing program that allowed two part-time employees to split one full-time role—and kept both on track for promotion. We dig into the specific mechanics: how they split responsibilities, handled performance reviews, and avoided the 'two half-employees' trap. The program, launched in 2024, now covers 12 percent of the company's workforce and has reduced turnover among working parents by 30 percent. Lucas and Luna discuss why most job-sharing programs fail (ambiguous handoffs, unequal pay) and what WorkBetter did differently, including a shared email inbox and a single performance review that evaluated both partners as a unit. They also consider whether job-sharing could become a mainstream retention tool for companies serious about inclusion. #JobSharing #WorkBetter #FlexibleWork #WorkingParents #Retention #Inclusion #PartTimeWork #CareerGrowth #PerformanceReviews #TurnoverReduction #DEI #WorkplaceInnovation #UnderrepresentedTalent #Careers #DiversityPodcast #FexingoBusiness #BusinessPodcast #EmployeeRetention Keep every episode free: buymeacoffee.com/fexingo
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    8 分
  • How One Firm Made Its Return-to-Work Program a Second Chance Pipeline

    How One Firm Made Its Return-to-Work Program a Second Chance Pipeline
    2026/06/06
    Episode 35 of The Diversity Career Podcast explores how one large professional services firm turned its return-to-work program into a genuine second-chance pipeline for professionals who took extended career breaks — especially women and underrepresented groups re-entering after caregiving, health issues, or layoffs. Lucas and Luna unpack the specific design choices that made the program successful: a paid 12-week 're-onboarding' period with a dedicated coach, project-based rather than permanent placement initially, and a deliberate culture shift to destigmatize resume gaps. They cite data from the firm's internal tracking showing that 78% of participants converted to full-time roles, and that retention among those hires was 15% higher than the firm's average for experienced hires. The hosts also discuss the challenge of scaling such programs without diluting quality, and what other employers can learn from this model. #ReturnToWork #CareerBreaks #SecondChanceHiring #WomenInBusiness #UnderrepresentedProfessionals #InclusiveHiring #ResumeGap #Caregiving #ProfessionalServicesFirm #ReOnboarding #CareerPivot #DiversityAndInclusion #TalentPipeline #Retention #Careers #FexingoBusiness #BusinessPodcast #TheDiversityCareerPodcast Keep every episode free: buymeacoffee.com/fexingo
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    8 分
  • How One Company Used Name-Blind Resumes to Fix Hiring Bias

    How One Company Used Name-Blind Resumes to Fix Hiring Bias
    2026/06/06
    Episode 34 of The Diversity Career Podcast explores how a global professional services firm eliminated names from resumes during initial screening, cutting interview-stage gender bias by 32% and ethnic minority callback disparities by 16% within 18 months. Lucas and Luna discuss the behavioral economics behind name bias, how the firm designed the program, the surprising resistance from hiring managers, and the data that eventually won them over. They also examine the limits of name-blind hiring—whether bias simply moves to later stages—and what companies can learn from the firm's transparency about both successes and failures. #NameBlindHiring #HiringBias #DEIBestPractices #ResumeScreening #BlindRecruitment #BehavioralEconomics #GenderEquity #RacialEquity #TalentAcquisition #HiringManagers #InterviewBias #DataDrivenDEI #DiversityCareerPodcast #FexingoBusiness #BusinessPodcast #Careers #Inclusion #UnderrepresentedProfessionals Keep every episode free: buymeacoffee.com/fexingo
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    14 分
  • How One Firm Added Disability Hiring and Kept It Going

    How One Firm Added Disability Hiring and Kept It Going
    2026/06/05
    Episode 33 of The Diversity Career Podcast explores how a mid-sized software company, AccessAbility Solutions, built a sustained disability hiring program that didn't fizzle out after the first year. Lucas and Luna break down the specific steps: partnering with local vocational rehab agencies, redesigning the interview process to remove hidden barriers, and creating a mentorship track for new hires. They also discuss the financial case—how turnover dropped by 18 percent in teams that participated—and the common pitfalls other companies face when trying to replicate the model. No buzzwords, no guilt-tripping, just a concrete playbook that one company actually made work. #DisabilityHiring #DisabilityInclusion #Accessibility #Neurodiversity #VocationalRehab #InclusiveHiring #WorkplaceAccommodations #JobDesign #CareerDevelopment #EmployeeRetention #DEI #AccessAbilitySolutions #BusinessCase #HumanResources #TalentAcquisition #WorkplaceCulture #FexingoBusiness #BusinessPodcast Keep every episode free: buymeacoffee.com/fexingo
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    8 分
  • How One Company Matched Every Employee to a Mentorship

    How One Company Matched Every Employee to a Mentorship
    2026/06/05
    Episode 32 of The Diversity Career Podcast explores a novel mentorship model at a global consulting firm. Instead of leaving mentorship to chance, the company used an algorithm to match every single employee with a mentor based on career goals, background, and skills. Lucas and Luna discuss the results: a 25% increase in promotion rates for underrepresented groups within two years, and a dramatic drop in mentorship program drop-off. They also talk about the pitfalls — how the algorithm initially replicated bias by pairing junior women of color with senior white male mentors, and how the firm fixed that by adding a preference-matching filter. Specific, actionable, and honest about what didn't work. #Mentorship #AlgorithmicMatching #Consulting #DiversityAndInclusion #DEI #CareerDevelopment #UnderrepresentedProfessionals #PromotionRates #BiasInAI #PreferenceMatching #Retention #InclusiveWorkplace #TalentManagement #HRTech #TheDiversityCareerPodcast #FexingoBusiness #BusinessPodcast #Careers Keep every episode free: buymeacoffee.com/fexingo
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    9 分
  • How One Company Used Internal Mobility to Retain Underrepresented Talent

    How One Company Used Internal Mobility to Retain Underrepresented Talent
    2026/06/04
    Episode 31 of The Diversity Career Podcast looks at how one company, a Fortune 500 retailer, built an internal mobility program specifically to retain Black and Latino professionals. Lucas and Luna break down the program's key design choices: a dedicated talent marketplace, manager incentives to release employees, and a two-year tracking system that measured both promotion rates and retention. They discuss the data behind the initiative—how internal hires from underrepresented groups stayed 40% longer than external hires—and what other companies can learn about making mobility actually inclusive instead of a paper policy. No buzzwords, just what worked and what didn't. #InternalMobility #Retention #UnderrepresentedTalent #BlackProfessionals #LatinoProfessionals #TalentMarketplace #CareerDevelopment #DiversityAndInclusion #DEI #Fortune500 #RetailIndustry #PromotionRates #EmployeeRetention #InclusiveWorkplace #Mentorship #Sponsorship #FexingoBusiness #BusinessPodcast Keep every episode free: buymeacoffee.com/fexingo
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    10 分
  • How One Company Paid for Child Care to Retain Women

    How One Company Paid for Child Care to Retain Women
    2026/06/04
    Episode 30 of The Diversity Career Podcast explores a specific case: how a mid-sized professional services firm in Chicago, Smithfield Advisors, introduced a child care subsidy program in early 2024 and reversed a trend of mid-career women leaving the firm at twice the rate of men. We walk through the program design, the economics (a $2,400 annual subsidy per child), and the results after 18 months: a 40% drop in voluntary turnover among mothers with young children, and a measurable improvement in promotion rates for women. Lucas and Luna debate whether the program is scalable to smaller firms and whether it's a genuine equity intervention or just a perk that helps high earners most. The conversation stays grounded in a single example with real numbers, avoiding generalities. #ChildCare #WomenAtWork #Retention #Equity #Careers #WorkingMothers #DiversityAndInclusion #EmployeeBenefits #Turnover #SmithfieldAdvisors #MidCareerWomen #PaidLeave #CareerProgression #FamilyPolicy #GenderEquity #Business #FexingoBusiness #BusinessPodcast Keep every episode free: buymeacoffee.com/fexingo
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    8 分