95 episodes

We've been talking about diversity, equity, and inclusion (DEI) in companies for 50+ years, but the conversation isn’t keeping up with how quickly our world is changing. So isn't it about time we updated the conversation for our multihyphenate, multicultural world? This podcast provides equity-minded leaders practical advice to lead inclusion in the workplace.

Inclusion in Progress is hosted by Kay Fabella. Kay is a Filipina-American living in Spain since 2010. She's also a DEI practitioner, author, speaker, and CEO of Inclusion in Progress, LLC. Having worked with companies like Red Hat, Instagram, Philips, the IMF, and more, she brings a nuanced international perspective to her company's work with distributed teams. Kay believes that everyone — regardless of race, ethnicity, gender, ability, age or background — has a role to play in creating inclusion for all.

Through Kay's own stories and her interviews with experts, Inclusion in Progress will give you the insights, daily micro-actions, and data-driven strategies you need to create an equitable work culture that brings out the best in each of us. So if you're a company leader who's ready to turn DEI from insight into action — hit that subscribe button to learn how your leadership can create a more inclusive world for us all.

To learn how we can support your organization with cross-cultural DEI solutions, email us at: info@inclusioninprogress.com.

To learn more about the future of work culture, download our 2021 whitepaper at: https://inclusioninprogress.com/learn

**Please note: we are NOT accepting guests for our podcast.**

Inclusion in Progress Kay Fabella

    • Business
    • 5.0 • 26 Ratings

We've been talking about diversity, equity, and inclusion (DEI) in companies for 50+ years, but the conversation isn’t keeping up with how quickly our world is changing. So isn't it about time we updated the conversation for our multihyphenate, multicultural world? This podcast provides equity-minded leaders practical advice to lead inclusion in the workplace.

Inclusion in Progress is hosted by Kay Fabella. Kay is a Filipina-American living in Spain since 2010. She's also a DEI practitioner, author, speaker, and CEO of Inclusion in Progress, LLC. Having worked with companies like Red Hat, Instagram, Philips, the IMF, and more, she brings a nuanced international perspective to her company's work with distributed teams. Kay believes that everyone — regardless of race, ethnicity, gender, ability, age or background — has a role to play in creating inclusion for all.

Through Kay's own stories and her interviews with experts, Inclusion in Progress will give you the insights, daily micro-actions, and data-driven strategies you need to create an equitable work culture that brings out the best in each of us. So if you're a company leader who's ready to turn DEI from insight into action — hit that subscribe button to learn how your leadership can create a more inclusive world for us all.

To learn how we can support your organization with cross-cultural DEI solutions, email us at: info@inclusioninprogress.com.

To learn more about the future of work culture, download our 2021 whitepaper at: https://inclusioninprogress.com/learn

**Please note: we are NOT accepting guests for our podcast.**

    IIP095 The #1 Barrier to Virtual Team Effectiveness & How to Overcome It

    IIP095 The #1 Barrier to Virtual Team Effectiveness & How to Overcome It

    For today's episode, we're diving into what we've seen as the number one barrier to remote teams being truly effective: That’s risk. More specifically, risk tolerance. We've seen this on our team, and we've seen it for the client partners that we've consulted with from all over the world. With all of the challenges that companies are facing right now. It's critical that teams continue to have space to share their best ideas with one another. 
     
    For a team to innovate, you need to be able to solve problems. To solve problems, especially ones that your team has never seen before, you need to take risks. If the people on your team don't know how to tolerate risk, or are unwilling to explore options together when they're faced with uncertainty, how can a team come up with new ideas? 
     
    Without risk tolerance, and the ability for your team to work through challenges together, it becomes a huge barrier to virtual teams. Risk tolerance is really just another way of saying resilience in the face of uncertainty. It's important for the psychological safety of a remote team especially to be able to lean on one another and navigate that uncertainty together. Ensuring your team is more resilient in the face of risk, instead of being risk averse, could make a huge difference in how your remote team comes to work every day.
     
    In This Episode
    [6:03] What is risk tolerance and why is it so important to a remote team?
    [8:55] Why do team members feel pressure to be nice, even though they may not agree with the direction the team is moving?
    [10:10] How to encourage teams to move beyond groupthink and bring their ideas forward to benefit the team.
    [12:12] What is a placeholder solution and why is it an effective tool for teams to utilize in order to feel seen, heard and psychologically safe to contribute?
    [16:42] What is the 10/10/10 rule and how can it be used to calculate risk?
    [20:52] Why are remote employees “Quiet Quitting” and what can leaders do about it?
     
    Links:
    info@inclusionandprogress.com 
    www.inclusioninprogress.com/podcast
    www.instagram.com/inclusioninprogress
    www.twitter.com/inclusioninprog
    www.linkedin.com/company/inclusion-in-progress



    Download our 2021 Future of Work Culture whitepaper.
    Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey. 
    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.
    Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: What Remote Teams REALLY Need to Feel Included at Work
    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.

    • 26 min
    IIP094 Diversity & Inclusion in Remote Work: What to Measure to Create Effective Teams

    IIP094 Diversity & Inclusion in Remote Work: What to Measure to Create Effective Teams

    Today’s episode addresses a very important question: What does diversity and inclusion look like when it intersects with the remote work conversation for companies? This conversation has a few different components to think about, as it leads to more questions such as: is it necessary to know who a person is outside of the work environment in order to create a psychologically safe workplace? What are some of the work preferences that members of your team have, and are you willing to be accommodating to them? How can we make remote workers feel like they are a valuable and appreciated part of the organization — even when they’re not coming into a physical work environment or in the same timezone or country?
     
     Well, as luck may have it, this is our sweet spot at Inclusion in Progress as a fully remote team that spans EMEA, APAC and the Americas. We’ve taken all of our years of experience and our latest insights from supporting our client partners since before the Covid-19 pandemic  to know how to measure equity and inclusion with our remote teams in mind. We’ve been able to help organizations create an equitable,  inclusive flexible working environment for their remote teams using the exact same criteria we outline in this episode!
     
    In This Episode:
    [7:03] What is the biggest obstacle to inclusion on distributed teams?
    [7:55] Why it may be a good idea to share and communicate your story a little more openly as a member of a remote team.
    [10:50] What can help your team achieve superior levels of participation, cooperation, and collaboration?
    [11:55] Why is it important to understand the  identities present on your remote team and how does it help create an inclusive work environment?
    [12:45] How do work preferences factor into the DEI equation when teams are working remotely?
    [15:46] What do Superpowers and Kryptonite have to do with remote work— and how does Team IIP factor this into our measurement of diversity and inclusion?
    [18:53] Does your team culture help members within the team feel supported  — whether they’re co-located or not?
    [21:00] The benefits of having a shared or common language when your team is distributed .
     
    Links:
    info@inclusionandprogress.com 
    www.inclusioninprogress.com/podcast
    www.instagram.com/inclusioninprogress
    www.twitter.com/inclusioninprog
    www.linkedin.com/company/inclusion-in-progress



    Download our 2021 Future of Work Culture whitepaper.
    Ready to renew your commitment to greater equity and inclusion? Get in touch today to learn more about our Inclusive Virtual Work Survey. 
    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.
    Check out our previous episode to learn more about the different types of trust that make remote teams work effectively: What Remote Teams REALLY Need to Feel Included at Work
    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.

    • 35 min
    IIP093 What Remote Teams REALLY Need to Feel Included at Work

    IIP093 What Remote Teams REALLY Need to Feel Included at Work

    Hybrid or fully distributed teams need to work even harder to find a rhythm together than teams who share an office or coworking space. Remote teams still have to meet their objectives, , find ways to collaborate as a group, and innovate in partnership with one another. In this episode, Inclusion in Progress is going to be diving into the number one thing that remote teams need to work effectively and  feel included at work. As a fully remote team that is comfortable gathering data across cultures and borders, and knows the challenges and benefits of supporting teams working virtually — we share not only our experiences, but the experiences of other organizations we’re supporting to find success with their remote teams. 
    In This Episode:
    [1:45] A brief recap after our month away [5:05] Team IIP’s thoughts on the remote vs. in-person debate and how we define Work From Anywhere . [7:30] We share case studies of how flexible work can support increased representation of diverse groups and perspectives within an organization [11:30] What role does trust play in making remote team members feel welcome and included at work? [14:40] Which two forms of interpersonal trust do we measure when we assess how effective virtual teams are? [18:35] Why is institutional trust integral to the success of remote teams?  
    Links:
    info@inclusionandprogress.com 
    www.inclusioninprogress.com/podcast
    www.instagram.com/inclusioninprogress
    www.twitter.com/inclusioninprog
    www.linkedin.com/company/inclusion-in-progress
     
    To learn how to leave a review for the podcast, click here. 
    Connect with Us
    info@inclusioninprogress.com
    https://www.linkedin.com/company/inclusion-in-progress
    Connect with Our Founder
    https://www.linkedin.com/in/kayfabella
     
    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.

    • 23 min
    IIP092 Psychological Safety for DEI Practitioners: Why We're Taking Next Month Off

    IIP092 Psychological Safety for DEI Practitioners: Why We're Taking Next Month Off

    The quest to create a more diverse, inclusive and accepting organization is an ongoing process that requires attention and effort daily. DEI work is also the kind of thing that requires emotional stamina, the ability to hold space while others grow around us, and also the ability to compassionately, realistically challenge our own biases in order to truly create safe environments where people can thrive and give their best at work. But all too often, the people tasked with providing psychological safety for others  struggle to separate themselves from the mission at hand, and can lead to burnout if DEI practitioners and leaders aren’t careful. 
     
    In order to facilitate  equity and inclusion work at a capacity that draws from our best selves, we have to remember to take pauses as well. Which is why we’ve decided here on Team Inclusion in Progress that as organizations in the northern hemisphere go into summer mode, that we will also center our own psychological safety - by taking a month off to rest, recharge our batteries, and reflect. On today’s episode, we’ll be sharing what reflections led to this decision, why we are centering our own well-being to come back stronger,  and how we are eager to bring a renewed perspective and passion for the work when we return in  August!
     
    In This Episode: 
    [06:00] Why the Inclusion in Progress team is taking a month off in July and what led to this decision
    [11:20] Why taking a step back to evaluate your progress and regain your peace is important when leading DEI work - and our reflections for those who are considering taking time away
    [16:07] How finding moments of pause and joy can help you support you and those who look to you for help
    [22:33] Embracing that “bringing your whole self to work” means pouring into and drawing strength from your non-DEI, non-work roles, too
     
     
    Links:
    info@inclusionandprogress.com 
    www.inclusioninprogress.com/podcast
    www.instagram.com/inclusioninprogress
    www.twitter.com/inclusioninprog
    www.linkedin.com/company/inclusion-in-progress
     
    To learn how to leave a review for the podcast, click here. 
    Connect with Us
    info@inclusioninprogress.com
    https://www.linkedin.com/company/inclusion-in-progress
    Connect with Our Founder
    https://www.linkedin.com/in/kayfabella
     
    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.

    • 30 min
    How Can We Have Conversations in DEI Without Shaming Each Other?

    How Can We Have Conversations in DEI Without Shaming Each Other?

    Shame is said to be one of the pillars of dehumanization. And yet it has been deployed in so many ways to control and move people to act, that the negative ramifications of it can be felt through generations — and also within organizations. As companies navigate multiple generations, cultures, identities and lived experiences in the workplace, it’s becoming increasingly challenging to ensure that everyone’s voice is heard, respected, represented, and ultimately cared for. But the demand to see it through is at an all-time high. The cry for change is loud, but so is the shame surrounding the actions of leaders who are trying to make their work environments more equitable and inclusive.
     
    On today’s episode of Inclusion in Progress, we break down the concerning trend around using shame as the primary tool of conversation within DEI., and hold space for an open conversation about whether or not there might be a better way forward. We break down the difference between shame vs. accountability, and why knowing the difference between both in ourselves first can help move the needle on equity and inclusion work. While we don’t have all the answers, we have a shared desire to see this industry inspire impact and sustainable change, not propagate the same types of exclusionary behavior we say we’re committed to dismantling. This is a big episode, and is likely to cause a moment or two of reflection and thought, so please press pause as many times as you need, and join us on today’s conversation.
     
    In This Episode:
    [3:48] Since DEI was pulled to the forefront of everyone’s mind 2 years ago, people are beginning to feel like change isn't happening fast enough — but who is really responsible for that?
    [8:41] How some members of the DEI industry  are choosing to utilize shame in how they show up online, and why it might be hindering the progress we’re making to build inclusion in our workplaces.
    [13:28] The “fly on the wall” conversations from client partners about feeling like they’re being shamed — and how the constant focus on what’s “missing” or what “isn’t going right” might actually be doing more harm than good in the would-be allies and leaders we need
    [17:10] A brief primer on shame, its history as a centuries-old tool of oppression and dehumanization, and the unique response it causes in our bodies that prevent productive, solution-oriented, compassionate conversations from happening.
    [22:57] The distinction between shame vs. accountability, why many of our workplaces are already rooted in shame, and how shaming can actually backfire in DEI work because it makes the work performative.
    [31:00] The arguments for and against cancel culture, how it’s extended to our workplace, and how using it in DEI work actually compromises psychological safety and prevents sustainable action and accountability.
     
    Links:
    info@inclusionandprogress.com 
    www.inclusioninprogress.com/podcast
    www.instagram.com/inclusioninprogress
    www.twitter.com/inclusioninprog
    www.linkedin.com/company/inclusion-in-progress
     
    To learn how to leave a review for the podcast, click here.
    Read more about black intersectional feminism in Audré Lorde’s book, “The Master’s Tools Won’t Dismantle the Masters’ House”
     
    Read more of Dr. Bruce Perry and Oprah Winfrey’s conversation in their book, “What Happened to You?: Conversations on Trauma, Resilience, and Healing”
     
    Listen to Brené Brown’s thoughts on Shame and Accountability on her podcast, Unlocking Us with Brené Brown.
     
    Connect with Us
    info@inclusioninprogress.com
    https://www.linkedin.com/company/inclusion-in-progress
    Connect with Our Founder
    https://www.linkedin.com/in/kayfabella
     
    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 ar

    • 43 min
    IIP090 Why is Burnout So Common in Diversity and Inclusion Practitioners?

    IIP090 Why is Burnout So Common in Diversity and Inclusion Practitioners?

    Burnout becoming more common among professionals in different industries, but diversity and inclusion practitioners in particular seem to experience it at higher rates. With so many factors at play within the role of a DEI professional, it’s not surprising that so many of us doing this work feel drained, overwhelmed or even helpless sometimes. But what people may not have a clear understanding of is why diversity and inclusion practitioners experience burnout so often and so severely.


    On today’s episode of Inclusion in Progress, we dive into what it is about DEI work that causes burnout; what obstacles stand in the way of practitioners in corporate environments that often lead to burnout; what needs to change in order for DEI to get the traction it truly requires to make lasting change; and what organizational leaders, DEI practitioners and allies alike can to do move in the direction of that vision.  
    In This Episode:
    [1:17] Why this episode is so important to DEI practitioners, and how we can get it into the earbuds of even more people who would benefit from hearing it so they don't feel alone.
    [6:15] Kay shares her mental health journey and how her lived experiences provide the context and perspective through which she approaches DEI work with the Inclusion in Progress team.
    [11:04] Why are companies struggling to find effective DEI solutions, and what will it take for DEI to get the consideration, priority and attention it truly requires and deserves within organizations.
    [18:09] What obstacles are created by workplace structures, and what can organizations do to help their DEI leaders navigate those challenges and reduce the likelihood of turnover.
    [20:43] Why DEI leaders feel like they are under immense pressure, where those pressures are coming from, and how DEI professionals can find help within and outside their organization to support them in their work.
    [28:10] Why burnout in DEI professionals can be mitigated with the support of leaders, employees and listeners like you to band together to create change with our organizations, instead if inclusion work only falling on one person or a small team.
     
    Links:
    info@inclusionandprogress.com 
    www.inclusioninprogress.com/podcast
    www.instagram.com/inclusioninprogress
    www.twitter.com/inclusioninprog
    www.linkedin.com/company/inclusion-in-progress
     
    To learn how to leave a review for the podcast, click here.
    Connect with Us
    info@inclusioninprogress.com
    https://www.linkedin.com/company/inclusion-in-progress
    Connect with Our Founder
    https://www.linkedin.com/in/kayfabella
     
    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.

    • 36 min

Customer Reviews

5.0 out of 5
26 Ratings

26 Ratings

savvy_entrepreneur ,

DEI outside the box

I can really nerd out on this podcast! Whether it’s an interview or an episode where Kay is sharing reflections, there are always smart and thoughtful takeaways, especially on a global DEI perspective.

Sonia E. Thompson ,

Such well done and important content

I recently listed to the show about ensuring your gender equity plan includes all women, and I just have to say wow! Kay - this show is so well done, and so thoughtful, and incredibly insightful.

Thank you for your commitment to educating in this manner - it’s so needed!

HadyMendez ,

Educational and informative

I love DEI. And I can tell that Kay does too. This show brings together best of breed ideas and guests for important conversations. I’ve used a lot of what I’ve learned on this podcast to promote DEI at work. Kay is a great host who is clearly well versed on the topic!!

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