Inclusion in Progress Kay Fabella

Organizations that claimed to support diversity and inclusion in the wake of the pandemic are continuing to mandate Return-to-Office policies today. 
 
Leaders are clinging to the paradigm of in-office work as the gateway to productivity and performance — rather than using this moment as an opportunity to leverage the insight they've gained from their own flexible work experiences to innovate new ways of working.
 
But did you know that flexible work isn't just a nice-to-have but a non-negotiable for closing the gender gap in leadership? 
 
Which is why on this episode of the podcast we discuss:
How strengthening and reiterating your existing distributed work models is advantageous to both men and women;
Why the role of managers is important in increasing women’s representation in leadership;
How strategizing for an inclusive and equitable distributed workplace enables teams with the highest potential and boosts their performance.
 
At Inclusion in Progress, LLC, we understand the profound impact that gender inclusion has on workplace culture and a company's ability to meet business objectives. Which is why we’re pleased to share the release of our 2024 whitepaper: “How Cybersecurity Companies Can Retain, Promote & Advance Women to Minimize the Gender Gap”.

The whitepaper is a result of our January 2024 roundtable discussions with cybersecurity leaders at Broadcom, Cisco, Fortinet, and Palo Alto Networks are doing to promote and advance women in their organizations, and enable more women’s advancement into leadership.
 
To download our latest whitepaper, head to https://inclusioninprogress.com/learn. 



TIMESTAMPS:
 
[0:01] Return to office policies and their impact on diversity and inclusion
[2:24] Increasing women's representation in leadership through flexible work
[6:22] Gender inequality in the workplace and the importance of distributed work models
[9:40] Managers' role in promoting women's leadership in distributed workplaces
[12:41] The benefits of gender inclusion in the workplace
 
LINKS:
info@inclusioninprogress.com
www.inclusioninprogress.com/podcast
www.linkedin.com/company/inclusion-in-progress 
Learn more about the three hidden biases of hybrid work and how to avoid them.
Listen to our discussion of how women of color face double barriers to promotion at work.
Download our 2024 Executive Roundtable Findings: “DEI is Not Dead: How Cybersecurity Leaders are Closing the Gender Gap”
Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.
Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.
Learn how to leave a review for the podcast.

In a 2023 Deloitte study, 92% of women believed their employers were NOT doing enough to honor their commitment to gender equity?
 
During the pandemic, women all over the world left the workforce and never came back. 
Today, women leaders are now leaving their organizations at the highest rate ever. 
 
Inclusion in Progress is committed to empowering organizations to prevent this backslide in gender parity —  particularly during International Women’s Month.
 
Which is why on this episode of the podcast you will hear our take on:
Why it is a business-critical issue that women leaders are leaving the workplace;
What holds women back from becoming leaders in the first place;
How employers can invest in women beyond International Women’s Day;
What companies are doing today to successfully retain and advance women at work.
 
We are also very excited to announce the release of our 2024 whitepaper, where you will gain further insight on how we can accelerate progress and invest in women beyond IWD.

The whitepaper is a result of our January 2024 roundtable with cybersecurity leaders at Broadcom, Cisco, Fortinet, and Palo Alto Networks are doing to promote and advance women in their organizations, and enable more women’s advancement into leadership.
 
To download our latest whitepaper, head to https://inclusioninprogress.com/learn. 



TIMESTAMPS:
 
[0:02] Accelerating women's retention and advancement in the workplace.
[4:27] Women's leadership exodus post-pandemic.
[8:26} Navigating gender bias, burnout, and lack of recognition in the workplace.
[15:57] Retaining women leaders in tech companies.






LINKS:
info@inclusioninprogress.com
www.inclusioninprogress.com/podcast
www.linkedin.com/company/inclusion-in-progress 
Listen to Sonia’s recommended episode on if gender equity plans help all women.
Learn more about the headwinds and other barriers that women of color face to promotion at work.
Check out our episode discussing miscarriage, menopause and more experiences of women at work.
Download our 2024 Executive Roundtable Findings: “DEI is Not Dead: How Cybersecurity Leaders are Closing the Gender Gap”
Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.
Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.
Learn how to leave a review for the podcast.

In a time where we need innovation to discover solutions for our fast-changing world, is your company paying attention to the lived experiences of women (particularly at the intersection of race and gender)? How can you make sure there are more seats at the table for women — particularly women of color — to contribute the ideas we need to meet tomorrow’s challenges? 
For today’s episode of the Inclusion in Progress podcast, we discuss:
How we can address gender inequality and why we can’t overlook the experience of women of color in the workplace
How the intersection of gender and systemic racism can affect performance — and how employers can mitigate headwinds for women of color at work
How centering women of color in your gender equity strategies at work will contribute to a more inclusive, innovative work culture that supports high performance for all of your team members
We also look into how promoting gender diversity with an intersectional lens can have a positive impact on your companies’ financial performance, employee engagement, retention and attraction of top talent.
If you want to learn more about how we’re partnering with tech and cybersecurity organizations to level the playing field for gender equity at work, email us at info@inclusioninprogress.com.
 
[2:42] What is the state of gender equity and intersectionality in the workplace?
[7:28] The barriers faced by women of color in the workplace.
[10:05] How to address barriers, headwinds  and tailwinds for women of color in the workplace.
 
Links
info@inclusioninprogress.com
www.inclusioninprogress.com/podcast
www.linkedin.com/company/inclusion-in-progress 
Learn more about Why Intersectionality Matters for Your DEI Strategy.
Download our 2023 Executive Roundtable Findings.
Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.
Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.
Learn how to leave a review for the podcast.
 
Content Disclaimer
The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.

Although gender equality has been a core focus of the inclusive workplace conversation, it still continues to be a concern — especially when we see a lack of women in leadership positions in many of the tech companies we partner with. 
 
As a woman-owned business, Inclusion in Progress is all too familiar with the lack of growth opportunities in our past work environments. Which is why our mission to continue to empower organizations to walk their talk when it comes to inclusion is not only a professional commitment, but a deeply personal one. And it’s why we’ll be focusing today’s episode on why women are still underrepresented in tech, despite being a core target demographic for many talent pipelines.
 
On this episode of the podcast, we explore:
The effects of women underrepresentation in tech on the larger industry
What women need to feel supported to stay long enough to step up to leadership positions
How the lack of women leadership can affect your company’s productivity and reputation
 
You will also hear our insights on the profound impact that gender equity has on workplace culture and a company’s ability to meet business objectives. 
 
To learn more about how we’re partnering with organizations to support gender equity at work, reach out to our team for a consultation at info@inclusioninprogress.com.
 
[0:01] Gender equity stagnation in tech industry despite rapid evolution.
[4:51] Women's underrepresentation in tech and its impact on innovation and profitability.
[10:47] Lack of women in tech leadership impacts company reputation and growth.
Links
info@inclusioninprogress.com
www.inclusioninprogress.com/podcast
www.linkedin.com/company/inclusion-in-progress 
Download our 2023 Executive Roundtable Findings.
Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.
Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.
Learn how to leave a review for the podcast.
 
Content Disclaimer
The information contained above is provided for information purposes only. The contents of this article, video or audio are not intended to amount to advice and you should not rely on any of the contents of this article, video or audio. Professional advice should be obtained before taking or refraining from taking any action as a result of the contents of this article, video or audio. Inclusion in Progress disclaims all liability and responsibility arising from any reliance placed on any of the contents of this article, video or audio. Disclaimer: Some of these links are for products and services offered by the podcast creator.
 

On our last few episodes of the Inclusion in Progress podcast, we’ve been sharing examples of the types of diversity, equity and inclusion (DEI) work we’ve done with client partners. 
 
In today’s episode, we’re speaking with Paul Barber, Vice President of Human Resources at Listrak. He oversaw the transition of the organization from a primarily office-based culture to a remote-first company and partnered with Team IIP to help address the needs of their distributed teams in a rapidly changing work environment. 
 
We also supported Listrak with establishing DEI baselines for the organization, as well as gathered anonymous data and insights that were key to delivering equitable talent strategies for their employees.
 
In our conversation, we discuss: 
How Paul first got into DEI work and how he has witnessed the changes in how leaders and employees engage with the conversation in the workplace over the last three decades
Why he recommends that HR and People leaders partner with an external consultant and how our data provided the foundation for his organizational priorities at Listrak
His thoughts on why DEI work is a journey that will only grow in importance over the next few years — and why leaders must continue to implement it in a way that fits their organizational journey
 
If you want to partner with IIP to create more equitable, effective teams in your hybrid workplace — email info@inclusioninprogress.com to book a free no-pressure consultation with our team. 




In This Episode:
[7:13] How external validation from contractors helped reinforce the importance of diversity, equity, and inclusion efforts in an organization, particularly in securing support from senior management and the finance department.
[9:00] How DEI efforts help organizations keep their people and implement data backed recommendations, resulting in hiring internationally and keeping teams intact.
[14:00] The importance of leadership buy-in and external partnerships for successful DEI work.
Links:
info@inclusionandprogress.com 
www.inclusioninprogress.com/podcast
www.linkedin.com/company/inclusion-in-progress
 
Learn more about Paul Barber.
Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”.
Download our 2023 Executive Roundtable Findings.
Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.
Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.
Learn how to leave a review for the podcast.
 

On our last few episodes of the Inclusion in Progress podcast, we’ve been sharing examples of the types of diversity, equity and inclusion (DEI) work we’ve done with client partners. 
 
In today’s episode, we’re speaking with Jimmy Rose, former Vice President for Employee Experience at Cotiviti. Since connecting with Jimmy in 2020, we were fortunate to partner with him to establish DEI foundations for his company, teams and larger company culture.
 
In our conversation, we discuss:
 
How Jimmy first got into DEI work and how he’s seen the industry shift through the lens of Operations, HR and Employee Experience in Cotiviti
How it was like to partner with us at Inclusion in Progress — and why he recommends working with an external consultant to focus a company’s DEI goals in the early stages
How the current landscape affects the urgency of DEI objectives companies set during the pandemic — and Jimmy’s advice for practitioners when facing pushback or discomfort
 
If you want to partner with IIP to create more equitable, effective teams in your hybrid workplace — email info@inclusioninprogress.com to book a free no-pressure consultation with our team. 
 
In This Episode:
[3:19] ​​Jimmy reflects on his solo journey in leading DEI efforts and recognizing the need for external support.
[7:04] Using data collection to understand the current status and identify areas for improvement within your organization.
[11:08] The importance of cultural sensitivity when discussing diversity and inclusion.
[15:04] Jimmy talks about starting an ERG at the organization he worked for with no budget, and the importance of getting started.
 
Links:
info@inclusionandprogress.com 
www.inclusioninprogress.com/podcast
www.linkedin.com/company/inclusion-in-progress
 
Learn more about Jimmy Rose.
Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”.
Download our 2023 Executive Roundtable Findings.
Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.
Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.
Learn how to leave a review for the podcast.