In this episode, Jamey talks about creating trauma-informed workplaces. He highlights the significant shift in organizational culture over recent years, emphasizing the need for companies to allow employees to bring their whole selves to work, including any trauma they've experienced. He outlines the urgency of developing a trauma-informed workplace as a key component of a prosperous, inclusive, and supportive work environment.

He also breaks down the steps to establish a trauma-informed workplace, starting with understanding trauma and its long-term impacts. He stresses the importance of empowering employees to be authentic and developing supportive policies and practices. He also discusses the need for training on behavioral expectations to mitigate trauma and prevent re-traumatization.

To connect with and learn more, visit: https://www.equity-at-work.com/

• Introduction to Trauma-Informed Workplaces
• Shifts in Organizational Culture
• Impact of External Events on Workplace Dynamics
• Understanding Trauma and Its Effects
• Empowering Employees to Bring Their Whole Selves to Work
• Developing Supportive Policies, Processes, and Practices
• Training on Behavioral Expectations and Trauma Prevention
• Importance of Intentionality in Trauma-Informed Initiatives

In this episode, Michelle discusses the intricacies of how organizations can determine which social issues to weigh in on, especially given the highly charged nature of today's social environment. Michelle provides a detailed framework used to help organizations navigate this complex landscape. The framework includes key questions that companies should ask themselves to ensure that their responses align with their core values, business strategy, employee promise, and stakeholder interests. Additionally, Michelle emphasizes the importance of maintaining consistency between internal and external communications to avoid presenting a contradictory image to the world.

The episode serves as a practical guide for DEI leaders who often grapple with the dilemma of making public statements on various social justice issues. Using examples like the Israel-Palestine conflict and the outpouring of support following George Floyd's murder, Michelle illustrates the consequences of hastily made statements. By adhering to a structured approach, organizations can more effectively manage their responses, mitigate risks, and potentially drive meaningful change.

To connect with and learn more, visit: https://www.equity-at-work.com/

Key Topics Discussed:

• Introduction to Social Issue Responses
• Importance of Aligning Internal and External Communications
• Framework for Deciding When to Weigh In on Social Issues
• Questions to Guide Decision-Making
• Impact on Business and Employees
• Alignment with Strategy and Values
• Consistency with Employee Promises
• Influence on Customers and Stakeholders
• Reputation Management
• Potential to Drive Change
• Importance of Internal Transparency and Communications
• Practical Examples and Risk Mitigation

In this episode, Jamey discusses the distinction between focusing on beliefs and behaviors within the context of DEI initiatives in the workplace. He talks about why DEI can be a polarizing topic, with some detractors questioning its value. Instead of getting bogged down by changing beliefs, Jamey argues for a focus on observable behaviors that can drive meaningful change. He outlines the various pitfalls of focusing on beliefs, such as inefficient use of time, allowing resistance to dictate the environment, centering the wrong aspect of workplace dynamics, and contradicting the inclusive goals of DEI.

Jamey emphasizes the practical benefits of focusing on behaviors, using pronoun usage as a real-world example to illustrate his points. He asserts that clear expectations for behaviors can integrate DEI into daily organizational operations, facilitating a more inclusive and effective work environment. By setting and maintaining these behavioral expectations, organizations can demonstrate the value of DEI initiatives and potentially influence resistant employees through the positive outcomes they witness firsthand.

Key Topics Discussed:

• The Belief that DEI is Good for Business
• Pitfalls of Focusing on Beliefs in the Workplace
• Operational Inefficiency of Changing Beliefs
• How Belief-Focus Allows DEI Resistance to Persist
• Centering Actions Over Beliefs
• Contradictions of Belief-Focus with DEI Goals
• Benefits of Focusing on Behaviors Over Beliefs
• Practical Example: Pronoun Usage in the Workplace
• How Behavioral Expectations Can Drive Effective DEI Integration