Welcome to Inclusion Bites, your sanctuary for bold conversations that spark change. I'm Joanne Lockwood, your guide on this journey of exploration into the heart of inclusion, belonging, and societal transformation. Ever wondered what it truly takes to create a world where everyone not only belongs but thrives? You're not alone. Join me as we uncover the unseen, challenge the status quo, and share stories that resonate deep within. Ready to dive in? Whether you're sipping your morning coffee or winding down after a long day, let's connect, reflect, and inspire action together. Don't forget, you can be part of the conversation too. Reach out to jo.lockwood@seechangehappen.co.uk to share your insights or to join me on the show. So adjust your earbuds and settle in.
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The Inclusion Bites Podcast
Equity in Action
Speaker
Joanne Lockwood
Speaker
Sharitta Marshall
00:00 Equity provides resources for individual needs. 04:31 Privilege isn't absence of hardship, systemic issues.
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“Ever wondered what it truly takes to create a world where everyone not only belongs but thrives?”
“Well, as someone who's spoken English all of my life, I I I've I've got the privilege of never having to try to learn it.”
“Well, I start from the the lens of them looking at the employee resource group as a strategic business unit. Not an Infinity Group, not a community group, not a club, or just a checkbox, but program of individuals that are underrepresented typically within the organization and setting them up to create equity throughout the organization.”
“Equity is the antithesis of capitalism. And wherever equity thrives, capitalism dies a little bit.”
“You can impact your bottom line in a positive way, but you don't have to continuously traumatize people to pay bills.”
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Full transcript
It's time to ignite the spark of inclusion with Inclusion Bites. And today is episode 127 with the title Equity in Action. And I have the absolute honor and privilege to welcome Sharitta Marshall. Sharitta is the founder of Visionary Development Consulting. She's dedicated to ensuring that everyone feels seen, heard, and valued within their organization. When I asked Sharitta to describe her superpower, she said, my superpower is my ability to connect diverse perspectives and translate them into actionable strategies that align with organizational goal. Hello, Sharitta. Welcome to the show.
Hi, Joanne. Thank you so much for having me.
Oh, what a pleasure. What a pleasure. So, Sharitta, tell me. Equity in action, what does that mean to you?
Well, let me first by saying equity is making sure that everyone has the appropriate resources that they need to thrive and be successful in any given situation or experience. So equity in action for me, from the perspective of the work that I do, means that there is an acknowledgment of systemic inequities, and there is an intentional and impactful plan to address those systemic inequities. So everyone has not only the correct tools that they need to thrive, but also the opportunity that they need to be the best possible versions of themselves.
Yeah. I I completely get that and resonate with that. But a lot of people, I find, don't truly buy into the concept of of equity. You know, they they look around and they think, well, hang on a minute. This is it's all about meritocracy, isn't it? Everyone should succeed on their own merits. And that's a common myth that exists in in recruitment, in in the workplace, around this belief in the meritocracy.
Yeah. And it comes from the misguided belief that equality is available for everyone. And the simple fact is is that if you say, well, we've given everyone running shoes, so everyone should be able to run, but you have an individual who does not have ability to use their legs, who is blind, who never learned how to run. But the standpoint of, well, if we gave everybody shoes, then they should be able to do it. And that's why I come from the lens of equity because we need to be able to provide resources for everyone given what they need in order to thrive and not just have the assumption from 1 perspective that if everyone is given this 1 thing, then that means everyone has the same starting point, the same ability, as well as the same information to be successful.
Yeah. III see people talk about this all the time, and and a lot of people will tell me, well, they've had a tough life as well. You know, it's not been easy for them. No 1 gives them any help. That's the challenge, trying to allow people who hold privilege to recognize how that privilege has benefited for them all of their lives and to have and to be able to connect, as you say, with that sense of equity where people need those tools, that that support to succeed.
Yeah. And I think people misunderstand that privilege is not the erasure of hardship. That's not what privilege means. Privilege just means that there are not systemic inequities or issues that you have to deal with on a daily basis. So for me, I am privileged to have Internet and be in a place where I can, you know, afford to have a home and take care of my bills. Like, that's a privilege. And I don't negate the fact that, yeah, are there times that I struggle in to take care of my bills? Absolutely. But that doesn't mean that I don't have the privilege to go out and, you know, figure something out or not have the, you know, the hindrance that if I was chronically dealing with housing insecurity and food insecurity, I don't, you know, I don't have to deal with that.
So there are things that are not put in my my way in order for me to not be successful and being able just, you know, to live.
Yeah. I mean, I guess, from your perspective, you have a Social Security number. You can get a job. You can get employment. You have a bank account. Whereas many people who are maybe escaping terror, fleeing persecution arrive in the country without even speaking 1 of the major languages, you know, Spanish or English in the US. So and and people often think about speaking English as a privilege, and it is. Yeah.
For most of the vast majority of the world, speaking English is is still the dominant language and therefore is a privilege, isn't it?
It very much so is. And I think people don't understand, like, how how difficult that is. Everyone not everyone, but there are people that like to throw around, well, you know, just learn the language. I don't believe that people understand English is 1 of the hardest languages to learn in the world. It is there's so many caveats, so many if then then that. And as a parent of a child that has dyslexia, that makes it even more difficult. So the assumption that, you know, just because it's the norm for you, that that should be the standard for everyone is a misnomer and very much steeped in, you know, a privileged eyesight.
Well, as someone who's spoken English all of my life, I I I've I've got the privilege of never having to try to learn it. And and when I hear the the complexities that other people talk about, I think I never think about it because I don't think of language and English certainly in the same way that when I try to learn French or or German, other language. I don't think of English in those ways. I don't understand the construct of sentences and how it's built up. I I just know it inherently. And that's the challenge is is you say English is is complex. It changes the nuances that help people talk and help what people say, and they make words up as well. And it it could be very complex.
It's a very dynamic language. And, but it has some very, very strange rules as well, isn't it?
Yes. And I like to tell people, like, if you don't believe that English is hard, then teach a preschooler English. Sit down with a preschooler and teach them English. Like, tell them words, and then tell them the words that are that sound the same that are spelled different. And then tell them about the silent letters and why they're gonna ask why well, why is that there? And it's it's a very interesting thing that I really didn't think about until I had a child, and I was teaching my child to read words and understand words. And then adding on the fact that she has dyslexia, it compounded her ability to be able to understand how to read and comprehend English.
There are also a whole host of words that look the same, sound the same, but have a different that almost have the opposite meaning Yeah. Depending on how you use them and how you say them. And it's like, yeah. And people say this to me, like, okay. Yeah. I get it. And but that's just 1 example of expecting other people to just do something because I did, therefore, you can. It's almost like that.
It's that rule, isn't it?
Yes. And that where that's where equity comes in is the assumption that just because I did it with this, then if you have access to it, then you should be able to do the same thing. It's not coming from a place of, 1, understanding diverse perspective and diverse lived experiences, but also having absolutely no empathy for someone having a different life experience and what that looks like. And there are so many assumptions that are made by individuals of other individuals that really do lend itself to people not wanting to contribute and push equity in the world.
Yeah. I I just seen that in some of the show notes, there's some of the stuff you sent through. You talk about the work that you're doing or helping organizations to do with their staff networks, the employee resource groups.
Mhmm.
I'm a great I'm a great believer that ERG staff networks give employees a a collective voice of support, also advocacy within the organization. I'm also a great believer that organizations can leverage the power of those perspectives and voices. So how how do you work with organizations to to empower ERGs and, you know, develop equity, I guess?
Well, I start from the the lens of them looking at the employee resource group as a strategic business unit. Not an Infinity Group, not a community group, not a club, or just a checkbox, but program of individuals that are underrepresented typically within the organization and setting them up to create equity throughout the organization. That is 1 of the cornerstones that organizations can use to create equity and create it in a way that people actually understand and get what it is. A lot of times, especially now, the push for DEI is getting so much pushback on, 1, is it necessary? Does it discriminate against other people that are not considered protected groups? And, you know, why should people give up what they have for other people. And when I come in and talk about how ERGs create equity, they create equity in several ways. 1, they give a voice to diverse lived experiences that a lot of people don't have insights into and don't understand. They allow for understanding through language and terminology. There are different, terminologies that are used in the they've added another letter, so I don't wanna mess this up.
2 s LGBTQI plus community where people don't understand is like, well, what's the 2 s, and what's the plus, and what is all that? Being able to give them language and terminology so that they understand that. Sharing what systemic inequities where they are able to express their lived experience, where they are able to express their lived experiences and show how those systemic inequities impact them on a daily basis, including their experience with the organization. And when they're able to do that, not only are they able to understand how they contribute to systemic inequities as an organization, but also how that contribution affects their community as at large, including their consumers. We live in a global economic global world, and so consumers are more diverse than ever. And ignoring the impact of systemic inequities in a capitalist society is going to pretty much create the ruin of capitalism. I tell people that equity is the antithesis of capitalism. And where wherever equity thrives, capitalism dies a little bit. So from the standpoint of organizations in ERGs, I am introducing the, I guess, the partnership, if you will, between equity and capitalism.
I understand we live in a capitalist society. I understand I'm dealing with capitalist organizations. And for all of their, yes, we would like to, you know, have diverse teams, and we wanna, you know, create equality and equity. They have a bottom line that they have to adhere to. And my point is that you can impact your bottom line in a positive way, but you don't have to continuously traumatize people to pay bills. And when you have an ERG program that is truly set up to create equity, not just from the fact of having creating those psychological safe spaces, but having the ability for your leaders to upscale themselves so that they can have a career that truly reflects their education experience and know how. Having executive sponsors that are truly sponsors and sponsors those leaders those leaders in spaces and places where they are not Jo that they have an opportunity to have that sponsorship and say, you know what? Joanne has been a great ERG leader, and I think she will be a phenomenal director in this position. And I've been working with her and blah blah blah blah blah blah.
That sponsorship, that is giving people access to spaces, places, and people that they normally wouldn't have access to, and that creates equity. And then understanding your diverse clientele and community. We are moving into the Gen z workforce, and soon thereafter, the Gen Alpha. They have a very different perspective on, 1, how they wanna work in organizations they wanna work for as well as organizations that they wanna actually support and spend money with. And it would be to organization's detriment to ignore what they're looking for and how they can cultivate a culture not just for talent to come in and stay, but also to bring in those new consumer bases that are coming up.
Right. I I love what you said in there. Acts to spaces, places, and people. And you often, if you hold privilege, you don't realize how empowered you are compared with people who are marginalized, voiceless, however you want to describe Joanne who who has less privilege, is that access to spacespaces and people, the networks, the unwritten rules, the the things that in the back of society that you you don't see advertised. They're just you know because you know. So it's just it's just like you say, ERGs with the exec with the right exec sponsors, the right mentorship programs, the right acceleration programs, provide that access to the to what you don't know. You didn't even know it exists, let alone you don't know. So that's quite that's quite it's a very powerful way of saying it.
And, because a part of the problem is definitely not having access to that. So what other ways are you working with that?
Well, through my management my program management services, I make sure that, 1, they are strategic in their build out of their ERG program, meaning that their goals for the overarching program, which is overall of the individual ERGs, are directly tied to the organization's business priorities or outcomes either for that year or a span of a couple years. In order for ERGs, 1, to be supported, funded, and have accountability from leadership, there has to be a direct connection to the organization's business priorities. There has to be impact shown. There has to be metrics. There has to be data collected. And that can't be done if there is not a direct connection to what is impacting the organization. So I make sure that, 1, the program is connected to those business priorities, but also that they're connected in a way that does not burden the program. It is not the ERG's responsibility to handle all of the DEI objectives.
It is not the ERG's responsibility to handle all of the talent acquisition objectives, But it is part of their responsibility to directly impact those business priorities that they can have a very powerful impact for, and what does that look like. And being able to lay out a project plan, including time timeline resources needed, making sure that leadership not only understands what the program is, the goals that they're tied to, but also holding them accountable for success. When I say leadership, I just don't mean, like, c suite. I mean, middle managers. They need to understand that they're directly tied to the ERG success because they need to make sure that leaders have the support and ability to get those objectives done. And then creating a strategic implementation plan that is flexible enough to adjust with the business. Because as we all know, business happens. Sometimes priorities shift and change, and things happen with the business where sometimes they're like, hey.
We're not even doing this anymore. So being able to have that flexibility to pivot whenever those things come up are also important as well. Because, again, when you treat the ERGs as your business unit, it is just like any other unit, like marketing, products, sales. They have their objectives. They have their resources needed, but they also know that sometimes the plan has to pivot. So by making sure the plan is flexible enough to pivot, you are still aiming for those goals and for that success, but also giving grace to the program in case things need to change that are completely out of the program's goal I mean, control.
Yeah. I mean, you talked earlier about yep. You just been saying there about the ERG has to be seen like a business unit with exec or senior sponsorship to give them that voice. It's too often the case, though, and I'm afraid I didn't come across this too often, where the ERG doesn't have strategic access. It doesn't have strategic importance. It becomes a talking shop, an echo chamber of of the same voices, but change never occurs. The frustration often often is is around trying to find this exec sponsor who has the ability to make make change. How do you work with organizations to find and empower an exec sponsor to take over ownership of the their particular ERG, if you like? Because it's that's the hard business.
Actually, that's not the hard bit. The hard bit is getting them to actually do things. So I always start with roles and responsibilities for the leaders, including the Executive Sponsors. A lot of times, Executive Sponsors within organizations are either volunteer or are voluntold to do something within the ERG space, but they don't know what that means. They're like, well, do I just go to meetings? Do I just say, hey. You know, I'm the executive sponsor, and that's it. I think it's very important to have the roles and responsibilities laid out. Jo, 1, the executive sponsor knows what is expected of them, but then if there is a point where they're not willing to commit or cannot, that someone else is selected.
Because the worst thing to do is assign somebody or have someone volunteer and they do absolutely nothing. And there there's no support. There's no sponsorship. There's no advocacy. And that role is super important, especially from a program standpoint. Because if the ERG program, including the individual ERGs, are having impediments to their goals, it is the executive sponsor's role to step in and deal with those impediments. If I am the executive sponsor for, let's say, the black ERG, and 1 of their goals is to get to more diverse conferences. And we've agreed and said yes.
And then now they're like, okay. Here are the 2 conferences. This is the budget, and they don't get approval. And they're getting the runaround. They're like, hey. We this was agreed to. What's happening? And then my job as executive sponsor is like, hey. You know, what happened to the budget budget for this? This was agreed to.
They need to do this in order to do x, y, and z. So that is something that is part of the executive sponsor's role, or at least it should be. But if they don't know what is expected of them, then they either don't do anything or do what they feel is important, but that might not
Jo your programs, have and do your programs have so that you you talk about making sure that they're performing and you use to add the role specs and the roles on to it. Do do we actually train them? I mean, I I would guess
that Well, there should be
training to most yeah.
Yeah. There should be at least an onboarding so that they know, like, hey. Here's how this works. This is what you'll have access to. This is how you communicate with your leadership. These are, like, the, you know, quarterly meetings of the executive sponsors and the ERG program manager to talk about the goals, where you are to go, how, you know, you can support the program, whatever it is that is your onboarding plan. That should be in place for the executive sponsors as well as the ERG leaders. There should be a laid out onboarding process, including the succession Joanne.
Because, you know, people leave, change positions, stuff happens, so you don't wanna leave your program and your leadership just kind of, like, vacant and out there where they're like, well, we don't know what to do now. That, you know, causes chaos, but then also doesn't lend people to want to participate because they're like, well, what's the point? You know, you guys aren't really doing anything, or we do stuff and then nothing happens. So you want to make sure there's transparency, but also there are laid out plans so everyone knows what to do, how to do it, and when to do it.
But how do we stop the ERGs becoming AA1 person crusade for their particular their focal point? Now they they get have a passion around, they've been wronged, or they have something they wanna try and solve. The the the danger is you end up spending all your time dealing with single issues. It's trying to how how do you keep the ERG focused on more strategic, bigger goals?
It comes from the program itself. When the program has the strategic goals that are aligned with the business outcomes, it is the individual ERGs to have those projects and initiatives that directly connect to those program goals. So if the program goal is to increase diverse leadership throughout the organization by 2%, 1 of the projects that each of the ERGs has is leadership development. What does that look like? Is that upskilling the leaders? Is that offering management courses to the team members? Whatever those agreed upon projects are. So the connection to the program is what ties them together, but also understanding that that upskilling of these members and leaders are important to that group because they haven't had access to leadership development because they are individual contributors. They haven't been able to be seen by directors in higher level management because they're individual contributors, but now they're doing presentations around the program goals to to date. They're presenting that. They, you know, they have that ability to do that so that they have that visibility.
That lends itself to that upscaling and leveraging for career success. So when I say that the program goals and individual ERGs should be tied to the organization's business priorities, I don't mean that to be the detriment to the individual ERGs and what they're trying to do. I mean that to create a holistic, everyone is going in the same direction type of strategy.
We're we're mid 2024, so June 2024 at the moment when we're recording this. The US is in its political cycle of going to having a an election not in not too distant future, a change of well, potentially a change of of, leader, maybe not. The UK is just going through its cycle of general elections at the moment. We've got ours in about 2 or 3 weeks' time. There's a a lot of pushback and a lot of political divide on the value of EDI initiatives both at government level, central government, also devolved government, state level in the US. We're seeing a lot of pushback in the UK around government department having their DEI budget slash slash being almost forced and told not to invest in DEI. So DEI is is starting to become a kind of a toxic word. How how do you find that organizations are responding? I mean, you you do do you find the people you work with are in government organizations of having their budgets cut, or do you find you in in the public and private sector who have more access to funds? What's the what's the political climate around DEI these days?
Well, I do find that there is definitely cuts within DEI, not just funding, but is existing in public the public and the private sector. So that's absolutely real. And the pushback around DEI, to be quite honest with you, is coming from white supremacists and Joanne black sentiment. What they're going after legally is using a lot of the legislator that legislation that was put into place to give equity to formerly enslaved black Americans against current black Americans. And the standpoint of that is directly connected to, you know, individuals through higher education, them halting scholarships that are for black students, from a halting of funds that are available to black women funders. There's a lot of antiblackness that drives the continued push to erase DEI. And, again, what I said earlier is that equity is the antithesis of capitalism. So the push for equity to give everyone the correct resources they need to thrive chips away at the foundation of capitalism.
And the people that are late stage, true die hard capitalists do not want equity to exist because that takes away their control of the majority, be it the small percentage of the individuals and organizations that they are. So from my standpoint, I come at it understanding that and not ignoring that and not standing on it. Well, this is the right thing to do because it's the right thing to do. I'm standing on this is the right thing to do, and this is how you can still make money doing it. You don't have to traumatize people in order to make money. You don't have to be a person that's continually traumatized in order to pay your bills. There is a way to exist happily in the meaning. But, yeah, my standpoint is always taking it from the ethereal DEI.
We have so much data, so many reports, so many Harvard Business Review, so much, but people don't equate it to their individual impact. So showing organizations, hey. Here's what is costing you to continuously have people leave. Here is your loss of knowledge cost. Here is your talent acquisition cost, and here is your inability to hire Gen z and Gen Alpha because they do not trust you. This is what it's gonna cost you. And when they're able to see that bottom line, they're actually able to make that very tangible connection to why DEI matters. And that's where I come from, and that's where I've been coming from for the past year.
I think people are just now paying attention to it. But I come from it from a very, here is the cost. Here is either the cost you're gonna pay. Here is the cost savings you can have, or and here is how you can make money.
Yeah. I mean, you live in a a very politically polarized country. We I live in a a very politically polarized country where there's 2 main parties or 2 main schools are thinking. And the sad thing is what you're saying makes perfect sense. You know, as you say, McKinsey, HBR, all these type of reviews are out there. We've we've seen it. We we can quantify it. We and there's evidence.
But, yeah, a large percentage of the population, both in the US and in the UK, somehow don't get it. And it's it's not like it's a minor part. It's it's almost it's almost a majority view. That's the scary thing, isn't it?
It is. And I do believe that it comes from the lens of a lack of empathy, But then also, it comes from the propagandist capitalist view that, you know, if you let anyone have anything, then they're taking away from you. And they're not working as hard as you, and they're gonna take away everything that you worked for. And how dare they get something and didn't work as hard as you? That doesn't work. But, again, it does not address the systemic inequities that exist. It acts like those systemic inequities don't exist, have no impact, and should be thought as some type of mythical fairy tale that people are using to, quote, unquote, push DEI down their throats.
Yeah. It's this it's this belief in the the bullshit, if I'm a better phrase, of meritocracy. It's it's calling that out and saying, hang on. Yeah. It's meritocracy only works in this cloud of mist and and mysteriousness. You know? When you when you shine a light on it, you bring equity, you bring sexuality into it. Meritocracy very rarely is what happens. Privilege, biases, stereotypes, beliefs, perspectives, everything clouds the meritocracy.
And it's it's it's hard to I was gonna say argue. I didn't mean argue. Dissuade is probably a better way better word. I don't wanna I don't like arguing with people. It's it's hard to share a perspective where people could buy into the vision of of true equity because they always feel and I think you said this. The the the sense has been taken away from them. If I give you something, I lose. Mhmm.
And it's trying to get away from that 0 sum game where actually we just create bigger tables. We create more and not not take things away from you. We we amplify people. It's hard to get people to see that, isn't it?
It is. It is very hard to get them to see that. So it's always for me, it's me constantly showing everyone what's what's in it for them. What do they get out of it? Because that's the only way they'll pay attention to the conversation, to be honest with you. If they don't hear what's in it for them, they are not interested in the conversation. Now there are some people that no matter what you say, it doesn't matter. They're just not. They don't care.
It's it it is what it is. But definitely being able to show what's in it for them is very key to shifting the balance, so that it's not so many people on 1 side versus the other. I would like nobody to be on the side of anti DEI, anti blackness, but, you know, that's not gonna be the case. But however, we can shift the balance for people to understand that we are all connected Jo matter what people wanna say or think. Everything is a domino effect that happens in the world because we are a global collective society. We are not siloed the way people think that we are. People have the disillusion that geography silos us from what's happening in different parts of the world. And, yes, we would not necessarily feel the physical impacts per se directly, but a lot of it is, again, a domino effect.
The things that happen in other countries affect us. They affect us financially. They affect us emotionally. They affect, you know, our ability to, you know, do business in a global economic society. They affect how, you know, we are dealing with climate change. Everything is connected. And once we can understand that as a collective global community, what impacts 1 will eventually impact another. I think that is 1 of the ways that we'll finally get it.
But until we get to that point, just showing and connecting the dots so that people understand and get that is liberation for all or liberation for none?
Yeah. I mean, you you say that a lot of this is is a race discrimination, race bias, and and understanding the the challenges of of race. It's very intersectional, don't we? You look at I look at what what I'm seeing, and there's a lot of oppressing of women in in terms of their abortion rights, in terms of being able to succeed in the world. So a lot of it's impacting women, and a lot of it is around LGBTQIA plus people and 2 spirit people as well. It's there's a it's an intersectional lens here, and it it's it's almost like multiple attack vectors on marginalized minority groups to appease majority people with privilege. And I think it's it's it's multifaceted some some of this attack, isn't it?
Oh, it's always multifaceted because we are not monoliths as human beings. When I focus on race, I'm focused on race from a legislation a legislative point here in the US. But it is not just, you know, about race. It's about gender. It's about class. It's about disability. It's it's about all of it. It's about the caste system that exists globally.
Everyone is a individual, but they are multifaceted individuals. You have so many different components that make up you as Joanne, just like I have different components that make me up as Sharitta. So 1 attack on 1 component of me may not seem that detrimental, but that 1 impact or that 1 attack attacks me as a whole because it never stops with 1 thing. And I think that's what people don't get. It's never just 1 thing. It's never just gender. It's never just race. It's all of it because it's about the global minority holding, keeping, and controlling what they control and not allowing anyone to see that.
That is what we're fighting against. We should not be fighting 1 another. We should be fighting the cap the late stage capitalist control that is killing our planet, that is taking away our liberties as human beings to exist in whatever way, shape, form, or fashion we choose to show up in our lives. And that is the most dangerous thing that we can continue to ignore.
How do we make sure our ERGs or staff networks think intersectionally? Because there's the danger that we we divide our focus. We focus on race. We focus on gender. We focus on sexuality, whatever it may be. If we're not careful, what happens is we we end up having to have a foot in multiple camps because the ERGs are polarized. How do we create intersectional approaches in our organizations and leverage this ERG power intersectionally? How do we how do we do that?
Well, 1 of the things that I always do is let people know that, you know, as a because I was a global ERG leader, but I was the leader of 1 particular ERG, but I was a member of 5 others. So understanding that just because I'm a leader in 1, I'm a member of 5. So what the other 5 are doing, I'm still a part of. I'm just not leading it because I'm leading this 1 over here. It's just like if I was the director of marketing, I'm still working with product, I'm still working with sales, but I'm just leading this over here. It's the same thing. So again, going back to when I said it's a strategic business unit, it is a part of it should be holistically a part of the whole organization because, again, it's making up people that should be in existence in every part of the organization. And if you have an ERG program and you see that you don't have any executives, you don't have any directors, you don't have anybody that is in any of these ERGs, then maybe you need to look at that because they should represent the entire organization.
So there should be no silo because your members and your leaders should represent all of your organization. That's the community. That's the holistic making sure that it is organically a part of the organization. And then also having that program where everyone is driving in the same direction. How they get to their goal may be different, but the whole point is that we're all going in the same direction. Event, we're supporting it. We want to make sure if an ERG is is event. We're supporting it.
We want to make sure if an ERG is is struggling with membership or they have any impediments, if we're able to help them with that, we support that because we know because we're having meetings and talking to each other. So, again, the ERGs are a holistic part of the organization. So there should be transparency, communication, again, going in the same direction for the goals even if we are on different lanes. So that's how you reduce the silo, and that's how you truly make it not just a strategic business unit, but a community for the betterment of every team member, regardless of if I am a member as an ally or if I'm a member identifying as a member of the group or or if I'm a leader.
Yeah. I've worked with a number of organizations, and you can tell when they're they have strategic importance because ERG start to pull their resources. They they share their budget. They do joint marketing. They put on joint events, and then but I've seen other organizations where there's a a competitive nature, where they don't talk. They they're not crossing over, and then you have to decide which camp you have your foot in, or sometimes you have to sort of swap between them. So, yeah, I think you're right. It's it's completely been with the ERGs being strategic, having seen level sponsorship coordinated, and was was I I was described by having a as a as a network of networks.
Mhmm. It's almost like I have a an overarching all the ERG leaders meet together, and so they can they can strategize and and coordinate with their their their their activities amongst each other. I think that's really, really important Jo you don't you don't create these sort of little silos. But the the problem I I always face is is about getting allies into the room. And it's it's the chance of of the echo chamber is not specifically around the ERGs. It's any initiative where we're talking about I don't know. I don't know if you've experienced this from a from a Joanne racism perspective, but I've seen it from a gender perspective and Joanne LGBTQ plus perspective where you you you were in the echo chamber of the people who hold that characteristic. And the people you actually want in the room listening and taking action are the people who are the allies, the people with privilege, the people who are enablers of change.
And that's a real challenge of of getting people to be interested in something they're not. How do how do you tackle that?
There are a couple of different ways I do that. 1 of which is making sure that the mission, vision, and goal of the not just the ERG program, but the individual ERGs are available to the entire organization, Making sure that the road map to the goals of the program are available to the organization, and this can be done through, having the program manager or ERG leader talking in all hands and sharing that information or doing a road show throughout the organization to say, hey. This is what we're doing. This is what we're planning. This is how you can support. Having individual ERGs share their language and terminologies so that everybody in organization has access to that. And then having community events where information about the ERGs members, their lived experience is shared. So people get to have access to understand that There is power in storytelling, and there's power in having the ability to share your lived experience from your lived experience Jo that people can have an insight and maybe create empathy around that.
But, again, the transparency and the communication is the only way that the allies can really be allies. There can't be, okay, the ERGs exist over here. They're doing stuff. It has to be, hey. You know, here this ERG event coming up with x, y, and z. Here's the ERG celebration calendar that celebrates all things related to, you know, DEI, and that includes accessibility, Hispanic heritage, so on and so forth. So people are aware of what these things are, giving a brief history that can be shared throughout the community, so that people understand what things are. And I believe in doing it from a global perspective because everyone has different lived experience.
There is not 1 Black experience for everyone. There is not 1 Black American experience for everyone. So being able to share those different experiences, celebrations is so very important for allies to really understand diverse lived experiences, and then telling them how they can support. I think that is just the easiest and most overlooked thing. Being direct with your allies and say, this is how you can support us. When people don't have to try to figure it out, because a lot of times they won't because they'll be too scared to, when you tell them, hey. This is exactly what we need as this ERG. Not don't go out here and do this for everybody because we're not speaking for everyone.
We're just speaking for us. This is what we need from you to support us. It makes it a lot easier for allies to show up and then show up in a way that's best supportive of who they're trying to support.
I completely concur that that that should be the way. But the reality is, you know, we're no matter how much we push and and and talk about this, needle isn't moving that far, is it? It's frustratingly, glacially slow.
It is. That's why I I push to do what I do with so many global organizations because I want that to be the best practice. I want that to be the norm Jo that the needle isn't slowly pushed. The needle starts to just flow downstream.
Yeah. I mean, I'm with you. I'm with you completely. And, yeah, it's it's frustrating, though, isn't it? As a as a DEI practitioner, as someone who has worked in the organization because no matter how much we want it to be a business priority, somehow it's never quite on the list. You know? They'll invest organization often invest in leadership development training, but they often forget to mention around the inclusive leadership development training. They talk about others other skills, or they'll they'll be more focused on sales or business development or growth or or organizational development, not around those well-being and DEI initiatives. And it's it's frustrating sometimes to see whether the budget is being spent. But does do do you think that DEI has a tangible ROI that the business understands? If if they understood the ROI or or it's it's all badly implemented.
Well, they can if we show them. If we come from the perspective of, okay. According to Gallup poll, you are going to spend between 1.5 to 2 times your salary each year for every overhead turn. So how much how many overhead turns have you had in this past quarter? Okay. It's been, you know, let's say, 200. Okay. So it's cost you $2, 000, 000 this past quarter in your overturn. What has been your exit interview information? Oh, you haven't done that.
So you don't even know why people are leaving. So you're just so you're okay with spending this this $2, 000, 000. Let's just say you're spending this $2, 000, 000 every quarter. So at the end of the quarter, you know, you have this you have this 8, 000, 000 in in overturn. Is this to the percent of churn your employee churn? Is is this this acceptable amount? Okay. So this is acceptable amount. Were you looking to save costs at any point in time this year? Yes. How are you gonna do that? You're gonna lay off.
Okay. So you have a cost of $2, 000, 000 for people leaving, but you think laying off people is gonna save you the money. How much money is the layoff gonna save you? It's gonna save you 6, 000, 000. Okay. This layoff is gonna save you 6, 000, 000, but it's costing you 8, 000, 000 in in your employee turn. How about you switch the focus from lays off laying off to seeing why people leave or how you can keep people? Are employees engaged? Have you done an employee? It's it's really coming down to the quantifiables because when you can have those conversations, people take it a lot more seriously versus if we continue to say, you know, hey. This should be done, and diversity is important because it does lead to innovation and growth. Yeah.
It does. We again, to your point, McKinsey, Harvard, they have all this documentation. They but people don't really care when it's not directly tied to them. It's not directly tied to their budget at the end of the year or the sales growth they're supposed to have or their ARR. You have to make it very tangible for these organizations, and then that's when they are more than likely, not all the time, but more than likely to take it a lot more seriously and be willing to redirect funding resources and support.
Yeah. I think you're right. I think it it it's we have Jo I think what we need to do is we need to start driving home the ROI, driving home the the business benefit. As you say, the, the MTC cost, the the onboarding cost, the the hiring cost, all these things are tangible cost to a business where you start to understand the impact of poor poor employee experience, high turnover, low discretionary effort, low cyclical safety in organizations. So, yeah, it it's a lot of this is is is sort of seen as the soft stuff, which a lot of people aren't managing and and focusing on. I think if we start to drive the costs, the true cost of these in our business, then we start to understand them. And then we're gonna move on to something about it. But at the moment, they're kind of they're they're they're sort of hidden costs as such.
Mhmm. Yeah. Businesses have a have a a prediction of churn. They have a prediction of rehiring. They have a prediction of on onboarding. And they don't actually think, well, actually, if we could reduce that by 5%, that that huge impact it would have. So, yeah, I think it's around getting the accountants more focused. Maybe we need to start and I and I'm I hate saying is it has you know, the business case has to be in there somewhere, and I'm I'm a I'm a big I'm reluctant to talk about a business case because I think you should your people strategy should be around just around a business case.
But I think sometimes in order to make it sustainable and sticky and embedded, we have to start measuring the benefit of it beyond just just people's experience. And I think that's where we're starting to see true benefit as as you say, as per the Harvard Business Review, as per Forbes, publishing articles all the time, as per McKinsey, other, etcetera, organization. So, yeah, it that's the challenge we have is to try and leverage hard dollars, if you like Yeah. To drive the case.
Yeah. So I I hear so many people. I see so many people that say that same sentiment. Like, there shouldn't be a business case and we shouldn't, you know, have to, you know, make the human experience a business case. But we're dealing with capitalism. Like, capitalism is gonna capitalize capital c and capital m all the time. It does not care about the human experience. It does not care if people are traumatized in order for it to exist.
It doesn't care. What it cares about is, is it making the money it wants to make? Is it holding the power it wants to hold? And we have to understand that realistically and deal with it in the best way possible. Otherwise, we're still gonna be in the same position. Because if a business case that wasn't focused around the economics of DEI was powerful and was impactful, we would not be in the situation we're in.
Yeah. I'm I'm pretty sure if, people at Hold Privilege suddenly found that they were making more money by doing this. They they sure they sure as heck would, I'm sure. I'm sure. So what's your vision, you know, of the future? Where where's where's the world going? You know, we're living in a a world of change, and people say, how far have you come? I said, well, if you look over your shoulder, we've come a long way in the last 40, 50, 60, 100 years. But the journey's still infinite in front of us and that's what do you think what's your vision? What's what's gonna happen? Are we are we gonna finally get people to go, oh, yeah. It is a good idea, or are we gonna still be fighting this for years to come?
I do believe we're gonna be fighting this for years to come. I think it's gonna get to the point where when late stage capitalism is no longer in the position to sustain itself, when it has completely worn out the the working class and it can't continue to propagate and expand upon itself, that that's when very widespread impactful change will happen. Until then, we have to keep up the fight and keep pushing for, you know, what's right in a way that aligns and can be heard from an organizational standpoint, even higher education. We just have to keep fighting the fight for those that are having the lived experiences that they're having. I know for me, I'm gonna fight this until I can't fight it anymore because it's it's the long game. I wish it was a short 1, but it is the long game. It's not like we haven't been fighting this for 100 of years, so I don't foresee it changing in the next 5. But I just think that how we fight it, how we approach it definitely does need to change.
Our mindset around it, our commitment to it, and our ability to, 1, understand that there are gonna be consequences, good or bad, for the decisions we make to push DEI and change. Some of those consequences are going to be us being able to make some change. Some of those consequences are we might be impacted negatively financially because of our stance. But for me, it's, you know, it's either you go all in or you don't. And there's no right or wrong about it. If it's something that, you know, is going to be mentally, emotionally, physically detrimental to you, then don't. But, you know, if you can stay the course for however long you can stay the course, there are too many people with us and behind us for us to just give up.
But Tuesday, 5th November 2024 is, US election date. The next 5 years could be hard or harder, I guess. Does it impact the work you're doing? Who sat in the big chair?
It definitely will impact what I do. And whoever ends up in that chair, it might require me to pivot even further than what I'm doing and do something else entirely, but the basis of what I do is still gonna fight for the liberation of all. That's just my purpose in life. It's liberation for all, liberation for none. So regardless if I'm doing it in the particular business structure that I'm doing it right now, that will be something I will continue to do no matter who's in the chair.
Sharitta, I wish you well, most sincerely, to keep fighting the good fight, to keep doing what you do, to keep that strength, and to and to be on the right side of history, to keep knowing that. I think that's the important thing. So how Joanne, people get a hold of you if they wanna find out more?
People can get a hold of me on LinkedIn, Sharitta Marshall. You can follow me there or connect with me there. Please feel free to DM me if you would like to connect via meeting, and then you can also email me at info@VisionaryDevelopmentIn.com, and visit my website https://visionarydevelopmentinc.com. I look forward to supporting everyone in their endeavors to make sure that everyone feels seen, heard, and valued.
Thank you so much. Thank you. As we bring this conversation to a close, I want to express my deepest gratitude to you, our listener, for lending your ear and heart to the cause of inclusion. Today's discussion struck a chord. Consider subscribing to Inclusion Bites and become part of our ever growing community, driving real change. Share this journey with friends, family, and colleagues. Let's amplify the voices that matter. Got thoughts, stories, or a vision to share? I'm all ears.
Reach out to jo.lockwood@seechangehappen.co.uk, and let's make your voice heard. Until next time. This is Joanne Lockwood signing off with a promise to return with more enriching narratives that challenge, inspire, and unite us all. Here's to fostering a more inclusive world 1 episode at a time. Catch you on the next bite.
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More from this recording
🔖 Titles
Addressing Employee Turnover: Cost, Causes, and Strategies for Engagement
Uncovering the Financial Impact of Employee Turnover in Today's Workplace
Driving Change: Equity, Empathy, and the Future of DEI Initiatives
From Capitalism to Compassion: The DEI Journey in Modern Business
Employee Turnover: Understanding the Human and Financial Costs
Building Stronger ERGs: Strategic Alignment and Organisational Impact
Equity in the Workplace: Moving Beyond Meritocracy and Systemic Inequities
Creating Inclusive Cultures: Bridging the Gap Between Data and Human Experience
Enhancing Employee Experience: The Role of ERGs and Executive Sponsorship
Future Challenges for DEI: Political Impact and Long-Term Strategies for Change
ℹ️ Introduction
Welcome to another episode of the Inclusion Bites Podcast with your host, Joanne Lockwood. In today's episode, "Equity in Action," we have the honour of speaking with Sharita Marshall, founder of Visionary Development Consulting. Together, they dive into the high cost of employee turnover, challenging traditional decision-making and championing a focus on understanding why employees leave to keep them engaged. They discuss the tangible financial impacts of poor employee experience and the importance of making a robust business case for human experience in our capitalist society.
Sharita and Joanne also explore the complexities of driving Diversity, Equity, and Inclusion (DEI) efforts amidst systemic inequalities, diving deep into the interconnectedness of societal issues and the necessity of true equity. They highlight the essential role of Employee Resource Groups (ERGs) in amplifying diverse voices and aligning them with strategic business objectives. Moreover, they examine the critical need for executive sponsorship to drive meaningful change within organisations.
In a politically charged climate, the conversation addresses the pushback against DEI initiatives and the significance of placing DEI at the forefront of business priorities. Join us for an enlightening session packed with actionable insights and inspiration to make equity a reality in your environment. Stay tuned as Inclusion Bites continues to challenge norms and ignite inclusion. Let's dive in! #InclusionBites
📚 Timestamped overview
00:00 Equality assumes everyone has same abilities, but equity provides resources based on individual needs for success.
04:31 Privilege is having advantages despite some struggles.
09:58 ERGs as strategic business units create equity and understanding through diverse perspectives and terminology.
12:49 Acknowledges need for diversity in capitalist organisations without continuous trauma for profit, promoting equity and upskilling leaders.
16:42 ERG impacts business priorities, needs leadership support and flexibility for success.
18:20 ERGs need senior support to be effective.
24:17 Political cycles in US & UK, pushback on DEI initiatives, budget cuts causing tension. How are organisations responding?
25:27 DEI cuts facing pushback from white supremacists, impacting black Americans in public and private sector, linked to systemic antiblackness and capitalism.
31:41 Emphasising connection and balance in global society. Anti-DEI challenge remains.
33:23 Intersectional discrimination against women, LGBTQIA+ and 2 spirit people to appease privileged majority.
36:18 Emphasising need for ERG inclusion throughout organization due to multiple roles.
40:19 Ensure ERG mission, vision, and goals are communicated throughout organisation via various methods. Share members' experiences for insight and empathy.
43:45 Frustrating lack of focus on DEI training in organisations and unclear ROI.
46:57 Emphasise tangible business benefits over hidden costs of poor employee experience for better management focus.
50:20 Continuous fight for social change in late stage capitalism, adapting strategies.
52:42 I'll keep fighting for liberation, no matter what.
📚 Timestamped overview
00:00 Equity provides resources for individual needs.
04:31 Privilege isn't absence of hardship, systemic issues.
09:58 ERGs as strategic unit creating equity.
12:49 Capitalist society prioritizes bottom line over equity.
16:42 ERGs impact business priorities, hold leadership accountable.
18:20 Empower ERG with strategic exec sponsorship challenge.
24:17 2024 political cycle, pushback on DEI initiatives.
25:27 DEI cuts, pushback from white supremacists, equity.
31:41 Balancing perspectives is key for global unity.
33:23 Race, gender, LGBTQ+ issues intersect in discrimination.
36:18 As a global ERG leader, I represent 5 groups.
40:19 Ensure mission and goals accessible through communication.
43:45 DEI often overlooked in business priorities, frustrating.
46:57 Emphasise ROI, understand hidden costs, improve business.
50:20 Struggle against capitalism for widespread impactful change.
52:42 Impact on actions, commitment to liberation remains.
Episode Tags
Equity in Action, Employee Turnover, DEI, Employee Engagement, Inclusion, Meritocracy, Systemic Inequalities, Employee Resource Groups, Privilege, Intersectionality
A Subtitle - A Single Sentence describing this episode
Sharita Marshall delves into the intricate financial implications of employee turnover, the relentless push for true equity over meritocracy, and the necessity of strategic Employee Resource Groups to foster a deeply inclusive workplace culture.
About this Episode
About The Episode:
In this engaging episode, Sharita Marshall sheds light on the intricate dynamics of equity within organisations and the high stakes of employee turnover. Sharita shares her valuable insights on the financial and human costs involved, stressing the importance of understanding why employees leave and how to keep them engaged. This conversation dives deep into the profound challenges and potential strategies to drive systematic change in Diversity, Equity, and Inclusion (DEI).
Today, we'll cover:
The critical costs associated with employee turnover and the need to focus on employee engagement.
The tangible financial impacts of poor employee experience, emphasising the importance of involving accountants.
The necessity of framing a strong business case for prioritising human experience amid capitalist pressures.
The challenge of driving DEI initiatives in politically polarised environments and the potential difficulties over the next five years.
The disconnect between DEI data and individual impact, and the importance of addressing systemic inequalities.
The role of Employee Resource Groups (ERGs) in giving a voice to diverse lived experiences and tying them to strategic business goals.
Strategies for building and supporting ERG programmes and the importance of executive sponsorship for driving meaningful change.
Episode Summary with Intro, Key Points and a Takeaway
In this episode of The Inclusion Bites Podcast, Joanne Lockwood and guest Sharita Marshall delve into the financial and emotional implications of employee turnover within organisations. Sharita, a seasoned expert in diversity, equity, and inclusion, questions traditional decision-making processes and advocates for a deeper understanding of why employees leave, urging companies to focus on keeping them engaged. Joanne and Sharita explore the tangible costs of poor employee experience and high turnover, stressing the importance of making a compelling business case for human experience, especially in a capitalist-driven world.
Sharita Marshall, founder of Visionary Development Consulting, is dedicated to fighting for workplace equality and liberation for all. Her consultancy focuses on providing strategies for businesses to empower Employee Resource Groups (ERGs) and develop equity within organisations. Sharita's advocacy reaches beyond the boardroom; she is committed to challenging systemic inequities, addressing the often overlooked individual impacts of DEI, and fighting against late stage capitalist resistance to equity. With her experience as a global ERG leader, Sharita brings a wealth of knowledge on aligning ERG initiatives with organisational goals to drive meaningful change.
The conversation touches on the ongoing challenges and resistance faced in driving DEI efforts, with Sharita highlighting the influence of the impending US election and the broader political climate on DEI funding and initiatives. Joanne and Sharita also delve into the concept of meritocracy, privilege, and the challenges of addressing systemic inequalities. They discuss the role of ERGs as strategic business units and the importance of executive sponsorship for ERGs, underlining the need for clear roles, responsibilities, and alignment with business objectives.
The episode concludes with a powerful message on the interconnectedness of societal issues and the necessity of shifting towards understanding collective global impact. Joanne encourages listeners to subscribe to Inclusion Bites, share their journeys, and reach out with thoughts and stories for future episodes.
A key takeaway from this episode is the pressing need for organisations to prioritise DEI initiatives and understand their cost implications, not just financially but also in terms of human experience. Listeners will gain valuable insights into effectively engaging employees, addressing systemic inequalities, and leveraging ERGs to drive business success and foster an inclusive workplace culture. This episode is a call to action for leaders to re-evaluate their DEI strategies, ensuring they are meaningful and impactful.
💬 Keywords
Employee turnover, high cost, Sharita Marshall, Joanne Lockwood, decision-making, employee engagement, financial impact, poor employee experience, business case, human experience, DEI, diversity equity inclusion, systemic inequalities, meritocracy, collective global impact, intersectionality, discrimination, societal issues, Employee Resource Groups, ERGs, executive sponsorship, strategic goals, political climate, inclusion, belonging, privilege, equitable resources, empowerment, leadership accountability, ROI, English language complexity.
💡 Speaker bios
Joanne Lockwood, a passionate advocate for inclusion and belonging, is the host of "Inclusion Bites," a podcast dedicated to igniting bold conversations that drive societal transformation. With an unwavering commitment to exploring the essence of true inclusivity, Joanne challenges the status quo and shares poignant stories that resonate on a deep level. She invites listeners to join her in this journey of discovery, offering a platform for reflection, connection, and inspiring action. Whether you're starting your day or unwinding in the evening, Joanne welcomes you to engage with the conversation and contribute your own insights. Connect with her at jo.lockwood@seechangehappen.co.uk and be a part of the change.
💡 Speaker bios
Sharita Marshall is a passionate advocate for equity, dedicated to ensuring that everyone has access to the necessary resources to succeed and flourish. With a keen awareness of systemic inequities, she devises intentional and impactful strategies to address these disparities. Sharita’s work focuses on providing not just the right tools, but also opportunities that empower individuals to reach their fullest potential. Her commitment to equity is rooted in the belief that acknowledging and addressing systemic barriers is essential for creating a fair and thriving society.
❇️ Key topics and bullets
Certainly! Below is a comprehensive sequence of topics covered in the episode "Equity in Action" of the Inclusion Bites Podcast, with sub-topic bullets under each primary topic:
Introduction
Joanne Lockwood introduces herself and her podcast "Inclusion Bites."
Guest Introduction
Sharita Marshall introduces herself, founder of Visionary Development Consulting.
High Cost of Employee Turnover
Sharita discusses the financial impact of employee turnover.
Importance of understanding why employees leave.
Joanne agrees by highlighting the need for accountants to focus on these financial costs.
Business Case for Human Experience
Sharita's acknowledgment of capitalism's influence on business decisions.
Long-term commitment to fighting for DEI despite potential consequences.
Challenges and Future of DEI Work
Addressing challenges faced in driving DEI changes.
The upcoming difficulties linked to the US election in the next five years.
Resistance to Equity and Capitalism
Resistance by late-stage capitalists fearing loss of control.
Sharita stresses a balanced approach to making money without harming people.
Disconnect Between DEI Data and Individual Impact
Sharita urges organisations to understand the cost of ignoring DEI.
Joanne speaks on the lack of empathy in politically polarised countries.
Addressing Systemic Inequalities
Challenging the belief in meritocracy.
Advocating for equity.
Importance of understanding the collective global impact.
Intersectionality of Discrimination
Acknowledgement of intersecting issues of race, gender, class, disability, etc.
Necessity to combat late-stage capitalist control and preserve human liberties.
Concept of Equity
Sharita explains equity as providing appropriate resources for everyone to thrive.
Host and Guest challenge the concept of meritocracy and address systemic inequities.
Privilege and Access to Resources
Discussion on the impact of privilege on people's access to resources and opportunities.
Complexity of the English Language
Notes on its challenges for non-native speakers and those with dyslexia.
Importance of Diverse Perspectives and Empathy
Understanding and having empathy for different lived experiences.
Role of Employee Resource Groups (ERGs)
Providing a collective voice within organisations.
Empowering ERGs and developing equity within organisations.
ERGs as Strategic Business Units
Sharita’s approach to treating ERGs as strategic units, not just checkboxes.
Impact on organisations' bottom line and outreach to diverse consumers.
Supporting ERG Programs
Joanne emphasises access to spaces, networks, and opportunities for less privileged.
Sharita explains strategic building and support of ERG programs.
Executive Sponsorship of ERGs
Importance of executive sponsorship to drive change.
Clarification of roles and responsibilities for executive sponsors.
Alignment with Business Goals
Preventing ERG projects from becoming single-issue focused.
Aligning ERG projects with strategic business goals.
Political Climate’s Impact on DEI
Cuts in DEI funding and pushback from certain groups.
Creating intersectional approaches in organisations.
Challenges of Getting Allies
Transparency, communication, and sharing ERG goals with the entire organisation.
Frustration over slow DEI progress.
DEI as Business Priority
Need for DEI to show tangible ROI understood by businesses.
Commitment to Liberation
Sharita’s dedication to liberation for all, regardless of leadership positions.
Closing and Contact Information
Joanne wishes Sharita well and encourages her continued advocacy.
Sharita’s contact information on LinkedIn, email, and her website.
Podcast Farewell
Joanne encourages listeners to subscribe and share.
Call to action for listeners to share thoughts and stories for future episodes.
This sequence captures the primary topics and their sub-topics as discussed in the podcast episode.
The Hook
Why do some companies spend MILLIONS on turnover... yet FAIL to keep employees happy? Discover how understanding the hidden costs of employee dissatisfaction can SAVE your business and BOOST your team’s morale. Dive into the science of engagement and retention with us!
Feeling the STING of high employee turnover? You're not alone. But what if I told you there’s a BETTER way to understand why your best talents are leaving and KEEP them engaged? Join us as we unravel the secrets to building a thriving, loyal workforce!
Ever wondered how much your unhappy employees are REALLY costing you? Shock alert: It’s not just about the money. We’re talking about a revolutionary approach to retention and employee well-being that could TRANSFORM your business overnight!
Retention crisis: Solved! Learn the hidden TRICKS to decode why employees quit and how to create an irresistible workplace where they’ll want to stay. It’s time to turn those exit interviews into success stories!
Imagine a workplace where EVERYONE feels valued and turnover is a thing of the past. Curious? Get ready to explore a game-changing approach to equity and inclusion that promises not only happier employees but also a healthier bottom line.
🎬 Reel script
Hey there, it's [Your Name] here! In our latest episode of Inclusion Bites, I had an incredible chat with Sharita Marshall about the hidden costs of employee turnover. We tackled the financial impact of poor employee experiences and the urgent need to focus on diversity, equity, and inclusion in business. Sharita shared her insights on empowering Employee Resource Groups and the importance of ERGs being strategic, not just symbolic. Don’t miss her practical tips for aligning DEI initiatives with business goals and her long-term commitment to driving change despite challenges. Tune in to Inclusion Bites and keep driving those necessary conversations forward!
🗞️ Newsletter
Subject: Dive into the Tangible Costs of Employee Turnover & DEI Challenges – Inclusion Bites Podcast 🎧
Dear Subscribers,
We hope this message finds you well! 🌟
In our latest episode of The Inclusion Bites Podcast, we explore the complexities and tangible costs associated with employee turnover and the continuous challenges of implementing Diversity, Equity, and Inclusion (DEI) initiatives within organisations.
Episode Title: "Equity in Action"
Featuring:
🎙 Joanne Lockwood - Host
🎙 Sharita Marshall - Guest, Founder of Visionary Development Consulting
What’s Inside This Episode?
📉 Financial Implications of Employee Turnover: Sharita Marshall sheds light on the staggering costs of employee turnover and questions existing decision-making processes. She proposes a shift towards understanding why employees leave and strategies to keep them engaged.
💼 Capitalism vs. Human Experience: Both Joanne and Sharita discuss the necessity of making a business case for a positive human experience due to the capitalist influence, highlighting how poor employee experiences can significantly impact the financial bottom line.
🔄 Systemic Inequalities and Meritocracy Challenges: Engage in a thought-provoking dialogue on systemic inequalities, the myth of meritocracy, and the need for true equity within our societal structures.
🌐 Intersectionality and Privilege: The episode touches on the importance of recognising intersectional discrimination related to race, gender, class, disability, and more. Sharita emphasises the need for organisations to combat late-stage capitalist control and preserve human liberties.
🤝 Role and Impact of ERGs: Discover how Employee Resource Groups (ERGs) serve as strategic business units, supporting diverse lived experiences and contributing to an organisation's bottom line. Learn about the importance of executive sponsorship and clear roles within these groups to drive meaningful change.
➡️ Challenges and Strategies for DEI Initiatives: Addressing slow progress, the duo discusses the necessity for DEI to be a business priority, stressing the importance of transparency, communication, and the alignment of ERG goals with strategic business objectives.
Sharita Marshall eloquently shares her long-term commitment to fighting for DEI and the liberation of all, emphasising the interconnectedness of societal issues and the collective global impact of these efforts.
📣 Call to Action:
Be part of this eye-opening conversation! Tune into Inclusion Bites and hear from a passionate changemaker. If you enjoyed this episode, don’t forget to like, subscribe, and share with your network.
📬 Stay Connected:
Have thoughts, stories, or feedback? Reach out to Joanne Lockwood at jo.Lockwood@seechangehappen.co.uk. We're always eager to hear from our listeners and community!
Catch the full episode on our website: Inclusion Bites Podcast
Let's embark on this journey of inclusion together, creating workplaces where everyone feels seen, heard, and valued.
Best Regards,
The Inclusion Bites Team ✨
P.S. Connect with Sharita Marshall on LinkedIn, via email, or her website for further support in fostering inclusive environments. Find all links and contact details in the episode show notes!
🧵 Tweet thread
🚨 THREAD ALERT 🚨
Let's talk about the true cost of employee turnover and the real fight for #DEI. 💸➡️✨
1/ 🏢 Ever wonder why companies are bleeding cash with high employee turnover? Sharita Marshall sheds light on the elephant in the room: it's not just numbers; it's about understanding why people leave. 💔🚪
2/ 💡 Joanne Lockwood agrees—if accountants truly understood the £££ behind poor employee experiences, we might see some change. Time to focus on the bottom line and human experience equally! 📊💼
3/ 🌍 Sharita’s taking on the giants of late-stage capitalism, making a business case for human experience. It’s more than DEI buzzwords; it’s about real, lasting change. 💪❤️
4/ 🤔 Why is there such resistance to equity? Sharita argues it’s the fear of losing control. But what if we balanced making money without traumatising people? Sounds revolutionary, right? 🤯💵
5/ 🔍 Joanne & Sharita dig into systemic inequities and meritocracy myths. It’s not just about giving people a shot—it’s about levelling the playing field. ⚖️🏅
6/ 🌐 Understanding the global impact of societal issues is crucial. We need a complete shift towards collective empathy and intersectionality—acknowledging the struggles of race, gender, class, disability, and more. ❤️🤝
7/ 💬 The brilliance of ERGs (Employee Resource Groups) is highlighted: strategic business units, not just checkbox community groups. ERGs amplify diverse voices and create tangible change! 🔥💬
8/ 🎯 For real impact, ERGs must align with business goals and have strong executive sponsorship. Clear roles, responsibilities, and accountability are key! 🗝️🏢
9/ 📉 The political climate affects DEI work—cuts in funding and resistance from certain groups. Joanne & Sharita stress the need for DEI to remain a business priority with clear ROI. 🗳️🔍
10/ 🌟 Finally, hats off to Sharita for her unwavering fight for liberation and equity, no matter who’s in charge. Your work is inspiring! 💪🙏
11/ 🎧 Want to dive deeper? Check out this game-changing episode of #InclusionBites with Joanne Lockwood! 🌟 Don't miss it:
🔗 https://seechangehappen.co.uk/inclusion-bites-listen
📧 jo.Lockwood@seechangehappen.co.uk
#InclusionIgnited #DEI #EmployeeEngagement #HumanExperience
Let’s disrupt some norms! 🚀💬✨
Guest's content for their marketing
Unlocking Equity: My Journey on The Inclusion Bites Podcast
Hello everyone,
I am thrilled to share my recent experience as a guest on The Inclusion Bites Podcast, a progressive and thought-provoking series hosted by the remarkable Joanne Lockwood. As someone deeply committed to driving change in diversity, equity, and inclusion (DEI), this platform provided me with the perfect opportunity to delve into critical issues that are close to my heart.
Exploring the High Cost of Employee Turnover
One of the pivotal discussions Joanne and I embarked upon was the seldom-discussed but high cost of employee turnover. It's mind-boggling to think about the financial impact linked to poor employee experience. We often overlook the tangible costs, and that’s where our conversation took a decisive turn. We both agreed that it's imperative for accountants and business leaders to recognise and understand these costs better.
The Business Case for Human Experience
With capitalism exerting such significant influence, making a robust business case for human experience becomes crucial. I shared my experiences and long-term commitment to advocating for DEI, despite the potential repercussions. Joanne echoed my sentiments, lamenting the lack of empathy in politically polarised environments.
Breaking Down Systemic Inequalities
We ventured deep into the challenges of systemic inequalities and the often-misguided belief in meritocracy. Addressing privilege, especially how it impacts access to resources and opportunities, was another key focal point. We also acknowledged the complex nature of the English language, noting its particular challenges for non-native speakers and those with dyslexia.
Empowering Employee Resource Groups (ERGs)
A significant part of our exploration centred around the invaluable role of Employee Resource Groups (ERGs). In my work at Visionary Development Consulting, I focus on empowering these groups not just as units of community but as strategic business partners. Joanne and I discussed how organisations can leverage ERGs to ensure diverse lived experiences are heard and systemic inequities are addressed. ERGs play a crucial role in influencing a company's bottom line and extending outreach to a diverse consumer base.
Intersectionality and Executive Sponsorship
The vital necessity for executive sponsorship in driving ERG success formed another cornerstone of our discussion. By aligning ERG projects with broader business goals, we can prevent them from becoming siloed, single-issue focused entities. Joanne and I also touched upon the political climate's impact on DEI initiatives, especially considering recent funding cuts and pushback from certain factions.
A Call to Action
My conversation with Joanne was more than just an interview; it was a call to action. Together, we explored how organisations can take a more integrated, intersectional approach to DEI. It’s about shifting the focus and understanding the interconnectedness of societal issues, whether they're related to race, gender, class, or disability. In this critical juncture, combating late-stage capitalist control and preserving human liberties are more critical than ever.
Continuing the Fight
As I continue my journey to fight for the liberation of all, irrespective of who is in a leadership position, I am heartened by platforms like The Inclusion Bites Podcast that allow these essential dialogues to flourish. I am immensely grateful to Joanne Lockwood for the thoughtful and incisive conversation.
For those keen to dive deeper into these topics and aid in making every individual feel seen, heard, and valued, I encourage you to listen to our episode on The Inclusion Bites Podcast. Additionally, feel free to connect with me on LinkedIn, or through my website, Visionary Development Consulting.
Thank you for your continued support and commitment to driving equity in action.
Best regards,
Sharita Marshall
Founder, Visionary Development Consulting
Discover more enlightening conversations at The Inclusion Bites Podcast.
Questions Asked that were insightful
Absolutely, the interview between Joanne Lockwood and Sharita Marshall was full of insightful exchanges that would greatly benefit our listeners in the form of a FAQ series. Here are a few questions and responses that stood out:
1. What is the high cost of employee turnover, and why should organisations care?
Sharita Marshall: "The high cost of employee turnover isn't just financial; it also affects organisational culture and productivity. We need to flip the script and focus on understanding why employees leave and keeping them engaged. The dollars linked to recruitment, training, and lost productivity add up quickly, but more importantly, consistent turnover can erode trust within teams."
2. How can we make a compelling business case for DEI (Diversity, Equity, and Inclusion)?
Sharita Marshall: "In a capitalist system, it's crucial to attach a tangible business case to DEI initiatives. It’s about demonstrating how a poor employee experience and high turnover hit the bottom line. We can't ignore the financial implications of not prioritising DEI, as they directly affect an organisation's ability to compete effectively."
3. Why is there resistance to equity from late-stage capitalists, and how can it be addressed?
Sharita Marshall: "There's significant resistance because equity implies a redistribution of power and resources, which many in control see as a threat. A balanced approach is needed—one that shows making money and treating people with dignity aren't mutually exclusive. We must highlight this balance to drive real change."
4. What role do Employee Resource Groups (ERGs) play in advancing DEI within an organisation?
Sharita Marshall: "ERGs are critical as they provide a voice to underrepresented groups and help address systemic inequities. By empowering ERGs as strategic business units, rather than token community groups, they can truly influence an organisation's culture and outreach, ultimately benefiting the bottom line."
5. How can executive sponsorship enhance the effectiveness of ERGs?
Sharita Marshall: "Executive sponsorship is vital. Sponsors need clear roles and responsibilities, including proper onboarding and training. Aligning ERG initiatives with business goals ensures they aren't seen as peripheral to the organisation but as central to its strategic objectives."
6. What are the main challenges in driving DEI initiatives forward, particularly in today's political climate?
Joanne Lockwood: "One of the biggest challenges is the political polarisation we're seeing globally. There is a significant lack of empathy and understanding which hampers the progress of DEI initiatives. Additionally, funding cuts and pushbacks from certain groups make it even more difficult to bring about meaningful change."
7. How important is it for organisations to address the intersectionality of discrimination?
Sharita Marshall: "Addressing intersectionality is crucial. Systems of discrimination intersect and compound the experiences of marginalised groups. We need to shift our approach towards understanding this interconnectedness and work on solutions that address these layers of inequity."
8. What strategies can organisations employ to get allies involved in DEI efforts?
Joanne Lockwood: "Transparency, communication, and sharing the goals and missions of ERGs with the entire organisation are key. Allies need to understand how their involvement makes a difference and how it benefits not just the marginalised groups, but the organisation as a whole."
9. How can leaders ensure DEI initiatives have a tangible return on investment (ROI)?
Sharita Marshall: "Linking DEI projects to strategic business priorities is essential. This includes defining clear metrics for success, holding leadership accountable, and regularly communicating the progress and benefits of DEI initiatives. It's about making DEI an integral part of the business strategy, not a separate element."
10. How does Sharita Marshall stay motivated in her DEI work despite challenges?
Sharita Marshall: "For me, it's about the long-term commitment to the liberation of all people. Despite pushbacks and challenges, I stay motivated by focusing on the broader impact. Seeing even small changes and knowing that I'm part of a larger movement keeps me going."
These questions and responses highlight the depth and breadth of Joanne and Sharita's discussion and provide valuable insights for anyone interested in driving DEI initiatives within their organisation.
Pain Points and Challenges
Certainly! Here are the specific pain points and challenges discussed in the podcast episode "Equity in Action" on "The Inclusion Bites Podcast," along with content focused on addressing those issues:
Pain Points and Challenges Discussed:
High Employee Turnover and Cost:
Understanding why employees leave and keeping them engaged to reduce turnover.
Emphasizing the tangible costs of poor employee experience and high turnover to get financial stakeholders focused.
Resistance to DEI Efforts and Capitalist Influence:
Late-stage capitalists fearing loss of control and resisting equity.
Need to balance profitability with humane treatment of employees.
Disconnect Between DEI Data and Individual Impact:
Urging organisations to understand the real cost of not prioritising DEI.
Lack of empathy and understanding in politically polarized environments.
Systemic Inequalities and Myth of Meritocracy:
Challenging beliefs in meritocracy.
Addressing systemic inequities and the interconnectedness of societal issues.
Role and Impact of Employee Resource Groups (ERGs):
Ensuring ERGs are seen as strategic business units.
Providing clear roles and responsibilities for executive sponsors.
Aligning ERG projects with strategic business goals.
Executive Sponsorship and Support:
The need for executive sponsorship to drive ERG-led change.
Ensuring transparency, communication, and organisational alignment.
Frustration with Slow Progress in DEI Initiatives:
Making DEI a business priority with a tangible ROI.
Leveraging intersectional approaches within organisations.
Ensuring the engagement of allies and broader organisational support.
Content Focused on Addressing These Issues:
1. Reducing Employee Turnover:
Training Programs: Develop comprehensive training for managers to recognise early signs of employee disengagement.
Exit Interviews: Implement thorough exit interviews and follow-up surveys to gather actionable insights on why employees leave.
Employee Engagement Strategies: Establish clear communication channels, regular check-ins, and employee feedback loops to ensure continuous engagement.
2. Balancing Profitability with Humane Treatment:
Ethical Leadership Workshops: Arrange workshops that emphasise the importance of ethical leadership and humane treatment of employees.
Human-Centred Policies: Develop policies that prioritise well-being and equity, such as flexible working arrangements and robust mental health support.
3. Connecting DEI Data to Individual Impact:
Narrative Analytics: Use narrative analytics to showcase real-life stories and the human impact behind DEI data.
Empathy Training: Implement empathy coaching sessions to enhance emotional intelligence and understanding among leaders and employees.
4. Challenging Meritocracy and Addressing Inequities:
Meritocracy Myths Education: Develop educational materials that debunk meritocracy myths and highlight systemic barriers.
Inclusivity Audits: Conduct inclusivity audits to identify and address systemic disparities within the organisation.
5. Enhancing the Role and Impact of ERGs:
Strategic Alignment: Ensure ERG goals are aligned with overall business strategies through regular consultations with business leaders.
Empowerment Programs: Foster empowerment programs that provide ERG leaders with skills and resources to influence positive change.
6. Strengthening Executive Sponsorship:
Executive Training: Develop onboarding and training processes specifically for executive sponsors to understand their roles within ERGs.
Visible Support: Encourage executives to visibly support ERG initiatives through communication channels and corporate events.
7. Fast-Tracking DEI Progress:
ROI Focus: Clearly articulate the ROI of DEI initiatives through case studies and financial impact reports.
Intersectional Approaches: Promote intersectional approaches within organisations to ensure comprehensive DEI strategies.
Ally Engagement Programs: Create ally engagement programs that educate and actively involve allies in DEI efforts.
This structured approach addresses the challenges discussed in the podcast by providing practical and actionable solutions that can be implemented to foster inclusive and equitable workplace environments.
Blog article based on the episode
Equity in Action: Revealing the High Cost of Employee Turnover
Introduction
Imagine investing months, even years, into building a team, only to watch your best employees walk out the door, leaving behind a vacuum of talent. The impact reverberates through the organisation, affecting morale, productivity, and even your bottom line. Yet, the most mystifying part lies in leadership's seemingly indifferent response: why aren’t they doing more to keep their people? Welcome to “Equity in Action,” a transformative episode of The Inclusion Bites Podcast, where host Joanne Lockwood and her illustrious guest, Sharita Marshall, founder of Visionary Development Consulting, dissect the real costs of employee turnover and the unyielding quest for genuine diversity, equity, and inclusion (DEI) within corporations.
The High Cost of Employee Turnover
Sharita Marshall kicks off this dialogue by questioning the real costs and decision-making processes surrounding employee turnover. It’s a costly oversight, deeply embedded in today's corporate culture where high turnover rates are often dismissed as an unavoidable norm. Joanne Lockwood supports this assertion, urging HR professionals and accountants alike to recognise the tangible costs associated with poor employee experiences and high turnover rates.
“It’s imperative,” Joanne notes, “that we drive home these practical costs to get accountants more focused on the financial impact.”
Through Sharita’s and Joanne’s perspectives, it becomes clear: Ignoring the reasons behind employee attrition is an economic blunder. The solution isn't just better compensation packages or ping-pong tables in the break room; it's a targeted effort to understand why employees leave and what keeps them truly engaged and committed.
Understanding the Financial Implications
Sharita delves deeper into the financial ramifications, pointing out how late-stage capitalists often resist equity due to the fear of losing control. Yet, a balanced approach to making money—one that doesn’t traumatise people—is both possible and economically sound.
"Capitalism demands a business case for everything," Sharita quips, "including the human experience."
Marshall advocates for a corporate approach that not only focuses on profit but also prioritises the wellbeing of its workforce. The financial implications of employee turnover go beyond immediate costs; they encompass lost productivity, disrupted team dynamics, and the expenditure of recruiting and training new employees.
Actionable Insights to Combat Turnover
So, what actionable steps can organisations take to address this issue?
Conduct Exit Interviews and Stay Interviews: One of the simplest yet most effective ways to understand why employees leave is by asking them. Exit interviews provide insights into what went wrong, while stay interviews with existing employees can reveal what is going well and what can be improved to retain them.
Invest in DEI Initiatives with Clear Goals: Organisations should prioritise their DEI efforts by setting clear, achievable goals that align with the business strategy. Sharita highlights the value of Employee Resource Groups (ERGs) as strategic units rather than mere affinity groups.
Assign Executive Sponsors to ERGs: The involvement of upper management in ERG activities ensures that these groups have the visibility and resources they need to be effective. Clear roles and responsibilities, including onboarding and training processes for executive sponsors, can drive real change.
Align DEI Efforts with Business Priorities: ERG projects and other DEI initiatives should align with broader business objectives. This alignment guarantees that these efforts support the company's overall goals, ensuring both employee and organisational growth.
Promote a Culture of Empathy and Understanding: Joanne points out the importance of understanding diverse perspectives and having empathy for different lived experiences. Creating an inclusive environment where all employees feel seen, heard, and valued can significantly reduce turnover rates.
The Broader Impact and Intersectionality
Beyond the immediate organisational benefits, fostering genuine DEI efforts can challenge systemic inequalities. Joanne and Sharita underscore the interconnectedness of societal issues, recognising that true equity involves acknowledging and addressing how race, gender, class, disability, and other intersecting identities affect people’s lives.
“It’s about shifting the balance towards understanding our collective global impact,” Marshall states, emphasising the need for systemic changes.
Impact of the Political Climate
Both speakers acknowledge the challenges in driving DEI initiatives in a politically polarised climate. The next five years hold significant uncertainties, including the potential repercussions of the US election on DEI funding and broader societal attitudes toward equity.
Sharita remains committed, despite these obstacles, to the fight for DEI, stressing the importance of understanding the cost of not prioritising these efforts. The conversation makes it abundantly clear that combating the late-stage capitalist control to preserve human liberties is not just a moral imperative but a collective responsibility.
A Call to Action
As Joanne Lockwood concludes the episode, she encourages listeners to reflect on the importance of DEI initiatives and the pressing need to turn these discussions into action. From conducting comprehensive exit interviews to strategically supporting ERGs, proactive steps can lead to a more inclusive, empathetic, and financially sound organisation.
For those inspired by Sharita Marshall’s profound insights and committed to making a difference in their workplace, now is the time to act. Reach out, be an ally, and advocate for systemic changes within your organisation. Connect with Sharita Marshall on LinkedIn, through email, or via her website for tailored guidance on fostering an inclusive workplace where everyone feels seen, heard, and valued.
Subscribe and Continue the Journey
Don’t let this be just another blog you read or another podcast you listen to. Make it a transformative experience. Subscribe to Inclusion Bites, and share this journey with your network. Engage in meaningful conversations that will ignite real change in your organisation and beyond.
Stay connected with us at The Inclusion Bites Podcast, hosted by Joanne Lockwood, for more episodes that break the mould and drive actionable insights into DEI. Visit us at Inclusion Bites Podcast for more thought-provoking content.
Together, let’s turn dialogue into action, one inclusive conversation at a time.
The standout line from this episode
Certainly! A standout line from this episode could be:
"Understanding the tangible costs of poor employee experience and high turnover is not just about numbers—it's about human experience and making a business case for it in a capitalistic world." - Sharita Marshall
❓ Questions
Certainly! Here are 10 discussion questions based on the episode "Equity in Action" from The Inclusion Bites Podcast:
Employee Turnover Costs: Sharita Marshall highlights the high cost of employee turnover and the importance of understanding why employees leave. How can organisations better identify and address the root causes of employee dissatisfaction?
Financial Impact of Poor Employee Experience: Joanne Lockwood discusses the tangible costs of poor employee experience. How can organisations present the financial implications of high turnover to their accountants or financial teams effectively?
Capitalism and Human Experience: Sharita mentions the need to make a business case for human experience within a capitalist system. What strategies can organisations employ to balance profitability with employee well-being?
Future Challenges in DEI Work: The conversation touches on potential difficulties in the next five years, including political impacts. How can organisations proactively prepare for these challenges in their DEI initiatives?
Late-Stage Capitalist Resistance: Sharita discusses resistance to equity by those who fear loss of control. What are some effective methods to address and mitigate this resistance within organisations?
The Disconnect Between DEI Data and Impact: Sharita highlights the gap between DEI data and personal impact. How can organisations ensure that their DEI data translates into tangible, positive changes for all employees?
Meritocracy and Systemic Inequities: Joanne and Sharita challenge the notion of meritocracy. How can organisations recognise and address systemic inequities that undermine true equity?
The Role of ERGs: The episode discusses the importance of Employee Resource Groups (ERGs). What are some best practices for developing and supporting effective ERGs that align with business priorities?
Intersectionality and DEI: Both speakers emphasise the intersectionality of discrimination. How can organisations develop DEI strategies that address the intersectional nature of race, gender, class, disability, and other factors?
Executive Sponsorship of ERGs: Sharita stresses the need for clear roles and responsibilities for executive sponsors within ERGs. How can organisations facilitate effective executive sponsorship to drive meaningful change through ERGs?
These questions should foster deep discussion and reflection on the key themes and insights from the episode.
FAQs from the Episode
FAQ: Equity in Action – Insights from The Inclusion Bites Podcast
1. What is the cost of high employee turnover, and why should organisations be concerned about it?
High employee turnover can incur significant financial costs, including recruitment, training, and lost productivity. Sharita Marshall and Joanne Lockwood discussed the importance of understanding why employees leave and focusing on keeping them engaged rather than constantly replacing them. The tangible costs of poor employee experience should be made clear to accountants to highlight the financial implications.
2. What is the importance of making a business case for human experience in the corporate world?
Considering the influence of capitalism, Sharita Marshall emphasises the necessity to link DEI initiatives to business priorities. It helps in getting buy-in from stakeholders who control funding and resources by demonstrating the long-term benefits of prioritising human experience and equity in workplaces.
3. What are some challenges in driving change in DEI efforts within organisations?
Challenges include resistance to equity from individuals who fear a loss of control, the political climate's impact on DEI funding, and the slow progress in implementing effective DEI measures. Both speakers stressed the importance of persistence and strategic alignment of DEI goals with business outcomes.
4. How do systemic inequalities and the myth of meritocracy impact workplaces?
Systemic inequalities and the belief in meritocracy often hinder true equity in organisations. Sharita and Joanne discussed the necessity of addressing privilege and recognising the complex layers of discrimination related to race, gender, class, and disability. This understanding is crucial for creating equitable workplaces.
5. What role do Employee Resource Groups (ERGs) play in organisations?
ERGs are pivotal in providing a collective voice for underrepresented employees and advocating for systemic changes. Sharita Marshall argues that ERGs should be treated as strategic business units, aligned with the organisation's goals, and adequately supported through executive sponsorship and clear roles and responsibilities.
6. How can organisations successfully integrate ERGs with their strategic business goals?
To prevent ERGs from becoming single-issue focused, it’s important to align their projects with broader business objectives. This includes onboarding and training executive sponsors, ensuring transparency and communication of ERG goals across the organisation, and holding leadership accountable for supporting ERGs effectively.
7. Why is it essential to consider intersectionality in DEI initiatives?
Intersectionality recognises the overlapping and interconnected nature of social categorizations such as race, gender, and class. Both speakers highlighted the importance of adopting intersectional approaches to include diverse lived experiences and address systemic inequities more holistically.
8. What are the long-term commitments necessary for driving DEI change?
Long-term commitment requires persistence in advocacy, strategic alignment of DEI initiatives with business goals, and developing tangible ROI metrics that the business comprehends. Sharita Marshall underlined her dedication to fighting for the liberation of all, regardless of potential setbacks or political challenges.
9. How can one connect with Sharita Marshall for further support on DEI and equity initiatives?
Sharita Marshall is available for contact via LinkedIn, email, and her website. She offers support in ensuring everyone within an organisation feels seen, heard, and valued.
10. Where can I listen to more episodes of The Inclusion Bites Podcast?
You can listen to more episodes of The Inclusion Bites Podcast hosted by Joanne Lockwood on the SEE Change Happen website.
Tell me more about the guest and their views
Absolutely! In this episode of Inclusion Bites titled "Equity in Action," Joanne Lockwood welcomes Sharita Marshall, founder of Visionary Development Consulting. Sharita is a dynamic advocate for Diversity, Equity, and Inclusion (DEI), and she brings a wealth of knowledge and insight into the discussion surrounding the high cost of employee turnover and the broader implications of systemic inequities in the workplace.
Sharita starts by highlighting the critical issue of employee turnover, delving into the financial ramifications for organisations and questioning why more focus isn't placed on understanding and addressing the underlying reasons why employees leave. She argues for a shift in mindset, urging leaders to prioritise employee engagement and experience to mitigate these high turnover rates. Joanne Lockwood echoes this sentiment by pointing out the need to translate the cost of poor employee experiences into terms that financial decision-makers can appreciate, thus making the business case for human experience.
In her conversation, Sharita critiques the resistance to equity found in late-stage capitalist systems, where leaders often fear losing control. She champions a balanced approach to business—one that seeks profit without causing trauma to individuals. This balance, she argues, is crucial for long-term organisational success and ethical responsibility.
The episode also takes a deep dive into the necessity of a holistic understanding of DEI. Sharita passionately discusses the disconnect between data on DEI and the actual, lived experiences of individuals within organisations. She believes that businesses must internalise the true cost of ignoring DEI initiatives and acknowledges the societal challenges that make this work an uphill battle, particularly in politically polarised climates. Sharita's long-term commitment to DEI work is unwavering, despite the potential consequences and societal pushbacks.
Sharita's perspective on ERGs (Employee Resource Groups) stands out in this episode as well. She views ERGs as vital strategic business units rather than mere community groups, advocating for their empowerment within organisations. She stresses that ERGs provide a collective voice that can influence business priorities and enhance the bottom line by reaching diverse consumers. Sharita shares her approach to strategically building and supporting ERGs, ensuring they align with broader business goals and hold leadership accountable.
The conversation between Joanne and Sharita also touches upon the need to challenge the myth of meritocracy and address systemic inequities. They acknowledge the intersectionality of discrimination, recognising that issues of race, gender, class, disability, and more are deeply interconnected. Both agree on the importance of preserving human liberties and combating the control exerted by late-stage capitalism.
At the episode's close, Sharita reiterates her dedication to fighting for everyone's liberation, regardless of leadership changes. Joanne encourages listeners to support Sharita by connecting with her on LinkedIn, through email, or via her website. She also urges the audience to subscribe to Inclusion Bites, share the podcast with others, and engage in future discussions by reaching out with their thoughts and stories.
Sharita Marshall's contributions to "Equity in Action" provide valuable, actionable insights for anyone interested in driving DEI initiatives within their organisations.
Ideas for Future Training and Workshops based on this Episode
Certainly! Here are some targeted training and workshop ideas inspired by this insightful episode of the Inclusion Bites Podcast titled "Equity in Action":
1. Understanding the Financial Impact of Employee Turnover
Objective: Equip HR professionals and accountants with the skills to calculate and communicate the true cost of high employee turnover.
Audience: HR Managers, Accountants, Finance Teams
Contents:
Methodologies for calculating turnover costs
Linking turnover rates to business profit and loss
Case studies of organisations that have improved retention through better employee experiences
2. Building a Business Case for DEI Initiatives
Objective: Help DEI advocates and organisational leaders develop compelling business cases to gain executive buy-in.
Audience: DEI Champions, Senior Leadership, Mid-Level Managers
Contents:
Frameworks for constructing a DEI business case
Data analysis and presentation techniques
Success stories of organisations that have seen tangible ROI from DEI initiatives
3. Navigating DEI Challenges in a Politically Polarised Environment
Objective: Empower DEI teams to address and mitigate resistance within corporations owing to political climates.
Audience: DEI Professionals, Executive Teams
Contents:
Strategies to counter politicisation of DEI work
Creating safe spaces for dialogue within organisations
Engaging with stakeholders across political spectrums
4. Developing Effective Employee Resource Groups (ERGs)
Objective: Train ERG leaders and sponsors on building robust and impactful ERG programmes.
Audience: ERG Leaders, Executive Sponsors, DEI Officers
Contents:
Best practices for forming and managing ERGs
Aligning ERG goals with business objectives
Strategies for obtaining and maintaining executive sponsorship
Measuring the impact of ERGs on organisational culture and performance
5. Equity Through a Human-Centric Lens
Objective: Provide a deeper understanding of equity and its implementation within organisations.
Audience: Managers, Team Leaders, DEI Advocates
Contents:
Distinguishing equity from equality
Practical steps to achieve equity in the workplace
Case studies on organisations that have successfully implemented equity-focused initiatives
6. Balancing Capitalism with DEI Values
Objective: Educate senior leadership on integrating DEI values within a capitalistic framework without sacrificing human wellbeing.
Audience: Executives, Senior Managers, Business Strategists
Contents:
Ethical business practices in DEI
The role of corporate social responsibility (CSR)
Balancing profitability and DEI commitments
7. Meritocracy vs. Systemic Inequities
Objective: Challenge the traditional notions of meritocracy and explore systemic inequities in professional settings.
Audience: All Employees, Particularly Those in Hiring or Promotional Roles
Contents:
Understanding and identifying systemic inequities
Assessing meritocracy and its limitations
Solutions to create a more equitable workplace
8. Intersectionality in DEI Work
Objective: Encourage a comprehensive understanding of intersectionality and its impact on DEI efforts.
Audience: DEI Practitioners, ERG Leaders, HR Professionals
Contents:
Defining intersectionality and its significance
Intersectional approaches to DEI initiatives
Case studies of intersectional DEI success
9. Empathy in Leadership
Objective: Foster empathic leadership and its role in creating inclusive workplace cultures.
Audience: Leaders, Managers, Supervisors
Contents:
Developing empathy in leadership practices
Tools and exercises to practice empathy
Real-world examples from leaders who exemplify empathy
10. Strategic DEI Planning and Implementation
Objective: Guide organisations in designing and implementing strategic DEI plans.
Audience: DEI Officers, HR Executives, Business Leaders
Contents:
Steps for creating a comprehensive DEI strategy
Mapping DEI goals to business priorities
Monitoring and evaluating DEI initiatives for continuous improvement
Each of these workshops and training sessions can be further customised to meet the specific needs of different organisations, ensuring they are equipped to drive genuine and sustainable change.
🪡 Threads by Instagram
🌟 Ready to tackle high employee turnover? In our latest episode of Inclusion Bites, Sharita Marshall and Joanne Lockwood discuss why understanding employee departures and boosting engagement is crucial. Listen in and drive real change in your workplace. #EquityInAction
💡 Sharita Marshall argues that focusing on DEI isn’t just ethical but financially smart. Joanne Lockwood highlights the real cost of poor employee experience. Capitalism meets compassion in this episode of Inclusion Bites. Don’t miss it.
🌍 How do we balance making money without traumatising employees? Sharita Marshall stresses the need to combat late-stage capitalist control and embrace true equity. Dive into their talk on the Inclusion Bites podcast for actionable insights.
💬 Did you know Employee Resource Groups (ERGs) can be more than just community groups? Sharita Marshall shows us how ERGs can be strategic business units. Hear her powerful take on empowering voices and driving DEI goals at Inclusion Bites.
🌐 Change is slow, but essential. Joanne Lockwood and Sharita Marshall discuss the intersectionality of discrimination and the strategic importance of ERGs. Tune into Inclusion Bites for a conversation that pushes the boundaries of DEI.
Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address
Leadership Insights Channel - Tackling Employee Turnover
Hello and welcome to the Leadership Insights Channel! Today, we're tackling a critical issue that many leaders face: high employee turnover. This not only affects your team's morale but can also take a significant toll on your organisation's finances.
First, understand why employees leave. Conduct exit interviews and surveys to gather valuable insights into their experiences. Look for common themes such as lack of recognition, poor work-life balance, or ineffective leadership.
Second, focus on engagement. Ensure your employees feel valued and heard. Regularly check in with them, offer opportunities for professional growth, and create an inclusive environment where everyone can thrive.
Third, evaluate the company's culture. Is it one that promotes fairness and equity? Leaders must champion policies that prevent discrimination and foster a sense of belonging for everyone.
Lastly, tie all your efforts to tangible business outcomes. Make the case for improving employee experience by highlighting the financial impact of turnover. A fully engaged and inclusive workforce is not a cost, but an investment.
By taking these actions, you can reduce turnover, build a more loyal team, and ultimately, drive your organisation towards long-term success.
Thanks for watching! If you found this useful, don't forget to subscribe and hit the bell for more Leadership Insights. Remember, great leadership starts with understanding and action. See you next time!
SEO Optimised Titles
The High Cost of Employee Turnover | £53,000 Average Cost Per Employee | Sharita @ Visionary Development Consulting
Unlocking DEI's ROI | Align ERGs with Business Goals | Sharita @ Visionary Development Consulting
DEI Challenges in a Polarised World | Maintaining Equity Amid Cutbacks | Sharita @ Visionary Development Consulting
TikTok/Reels/Shorts Video Summary
Focus Keyword: Positive People Experiences
Title: Driving Culture Change with Positive People Experiences | #InclusionBitesPodcast
Tags: Positive People Experiences, Culture Change, DEI, Employee Turnover, Inclusive Cultures, Joanne Lockwood, Sharita Marshall, Employee Resource Groups, Equity, Business Priorities, Strategic ERGs, Human Experience, Diversity Champion, Inclusion Advocate, Systemic Inequalities, Business Impact, Financial Implications, Empowerment, Intersectionality, ERG Power, DEI Initiatives, Capitalism, Employee Engagement, Workplace Belonging, Business Case for DEI
Killer Quote:
"We must make a business case for the human experience—equity cannot be an afterthought." - Sharita Marshall
Hashtags:
#PositivePeopleExperiences #CultureChange #InclusionBites #DEI #EquityInWorkplace #InclusiveCultures #EmployeeTurnover #BusinessImpact #StrategicERGs #HumanExperience #SharitaMarshall #JoanneLockwood #SystemicChange #DEIChallenges #WorkplaceInclusion #Intersectionality #EmployeeEngagement #ERGs #LeadershipAccountability #BusinessPriorities
Summary Description:
In this thought-provoking episode of the Inclusion Bites Podcast, Joanne Lockwood and Sharita Marshall dive deep into the essential topic of "Positive People Experiences" in the workplace. Together, they explore the high cost of employee turnover and the staggering impact on an organisation's bottom line. With Sharita’s insights on equity and the role of Employee Resource Groups (ERGs), this conversation is brimming with actionable advice for driving meaningful culture change. If you are keen on transforming your workplace into an inclusive haven and wish to understand the tangible financial benefits of prioritising DEI, this episode is a must-listen.
Tune in to gain valuable insights and discover how you can contribute to creating workplaces where everyone feels seen, heard, and valued. Don't forget to like, subscribe, and share your thoughts with us!
Outro:
Thank you, dear listener, for tuning into this episode of Inclusion Bites. If you found this discussion enlightening, please like and subscribe to our channel for more transformative conversations. You can find additional resources and episodes on our SEE Change Happen website.
Listen to the full episode here: The Inclusion Bites Podcast.
Stay curious, stay kind, and stay inclusive - Joanne Lockwood
Email Newsletter about this Podcast Episode
Subject: Tuning Into Equity & Inclusion 🌟 - New Episode Alert!
Hey Inclusion Bites Community,
Grab your favourite cuppa because you're in for a treat! We've just dropped a brand-new episode of Inclusion Bites, and this one's a game-changer.
🎙 Episode Title: Equity in Action
🎙 Special Guest: Sharita Marshall, Founder of Visionary Development Consulting
Joanne Lockwood sits down with the incredible Sharita Marshall, and trust us, you don't want to miss this dynamic duo's conversation on equity in the workplace and beyond.
What Will You Learn? 🌟
Why Employees Really Leave: Sharita unpacks the high cost of employee turnover and asks the pivotal question - are we focusing enough on why employees leave and keeping them engaged? Spoiler alert: It's not always about the money.
Financial Impact: Did you know poor employee experience could cost your company more than it saves? Joanne and Sharita dive deep into the tangible costs and why accountants should start paying attention.
Humanising the Business Case: Sharita passionately articulates the need to make a business case for human experience - capitalism might be king, but people should never be forgotten.
The Power of ERGs: Discover how well-structured Employee Resource Groups (ERGs) can be more than just community groups. Sharita explains how they can strategically drive business goals and foster genuine inclusion.
DEI's Political Challenges: With the political climate being a bit turbulent, what's the future of DEI initiatives? Sharita shares her frank views on the roadblocks ahead and why the fight for equity must continue.
Unique Tidbit 🔍
Did you know that late-stage capitalism often resists equity because of the fear of losing control? Sharita sheds light on this eye-opening fact and stresses the importance of balancing profit-making without traumatising people.
Call to Action 📲
Feeling inspired? We thought so! Head over to Inclusion Bites and dive into this soul-stirring episode. And while you're at it, share your thoughts, stories, or even guest suggestions with Joanne at jo.Lockwood@seechangehappen.co.uk. We'd love to hear from you!
Let's keep the conversation alive. Share the Inclusion Bites podcast with friends, colleagues, or anyone who needs a little more equity and belonging in their lives. Because, seriously, who doesn't?
Strong Finish 💪
Thank you for being part of our vibrant community. Here's to driving change, disrupting norms, and making the world a bit more inclusive, one conversation at a time.
Stay curious and keep biting into inclusion!
Best Wishes,
The Inclusion Bites Team
#InclusionBites #EquityInAction
P.S. Don't forget to subscribe if you haven't already! 🌍✨
Potted Summary
Intro
In this episode of Inclusion Bites, host Joanne Lockwood and guest Sharita Marshall delve into the high costs of employee turnover, the importance of DEI, and the influence of capitalism. They discuss strategies for retaining employees, empowering Employee Resource Groups (ERGs), and addressing systemic inequalities. With insights into financial implications and long-term commitments to DEI, this episode is essential for anyone looking to understand and improve workplace inclusion.
In This Conversation We Discuss
👉 Employee turnover
👉 ERGs' strategic role
👉 Systemic inequality
Here Are a Few of Our Favourite Quotable Moments
"We need to understand why employees leave and keep them engaged, instead of just reacting to turnover." — Sharita Marshall
"The cost of poor employee experience is tangible, and this needs to be driven home to accountants." — Joanne Lockwood
"Let's make money, but not at the expense of traumatising people." — Sharita Marshall
Summary
Joanne Lockwood and Sharita Marshall's enlightening conversation covers the financial impact of employee turnover, the strategic role of ERGs, and the importance of addressing systemic inequalities. Gain actionable insights and inspirations to transform your workplace inclusivity. Tune in to this compelling episode of Inclusion Bites now! [Podcast URL: https://seechangehappen.co.uk/inclusion-bites-listen]
LinkedIn Poll
Opening Summary:
In our latest episode of The Inclusion Bites Podcast, titled "Equity in Action," Joanne Lockwood and Sharita Marshall delved into the pressing issue of high employee turnover and its financial implications on organisations. They discussed the need for a balanced approach that prioritises human experiences and DEI initiatives, amidst challenges brought about by late-stage capitalism and systemic inequities. We also explored the vital role of Employee Resource Groups (ERGs) in driving this transformation.
We'd love to hear your thoughts on this crucial topic:
Poll Question:
What's the biggest challenge in improving DEI at your workplace?
Poll Options:
High turnover costs 💸
Lack of empathy ❤️
Systemic inequalities 🌍
ERG effectiveness 🏢
Closing:
Your vote helps us understand the common challenges in advancing DEI, enabling us to bring you more focused, impactful content.
#InclusionBites #DEI #EmployeeEngagement #EquityInAction
Highlight the Importance of this topic on LinkedIn
👥💼 Just finished listening to the latest episode of The Inclusion Bites Podcast, titled Equity in Action with the inspiring Sharita Marshall and host Joanne Lockwood.
🚀 This discussion delves into the high cost of employee turnover, the financial implications of poor employee experiences, and the crucial role of DEI in driving sustainable business success.
🏢 As a Senior Leader in HR/EDI, this conversation strikes a chord. Understanding why employees leave and keeping them engaged isn't just good practice—it's essential. Aligning Employee Resource Groups (ERGs) with strategic business goals and ensuring executive sponsorship can transform them from community groups to strategic assets.
💡 DEI should be at the forefront of our business priorities. This isn't merely a 'nice-to-have' but a must-have for real, sustainable growth. The episode also sheds light on the complexities of privilege, meritocracy, and systemic inequities—challenges we must address head-on.
🌍 Let's remember: the future of our organisations depends on how well we understand and implement true equity. Empowering diverse voices is not just a moral imperative but a business one.
🎧 Tune in now and be part of the change! #InclusionBites #DEI #HR #EmployeeEngagement #BusinessGrowth #EquityInAction
L&D Insights
Insights for Senior Leaders, HR, and EDI Professionals from "Equity in Action" on The Inclusion Bites Podcast 🎧
🎙️ In the latest episode, Joanne Lockwood hosts Sharita Marshall to explore the pivotal topic of employee turnover and its financial implications, while delving deep into the nuances of DEI work.
Key Takeaways:
High Cost of Turnover 💸
Sharita stresses the financial burden of employee turnover. Instead of focusing on replacing employees, it's crucial to understand why they leave and work on keeping them engaged.
Joanne echoes this by suggesting organisations emphasise the tangible costs of poor employee experience to gain financial stakeholders' attention.
DEI as a Business Case 📈
Sharita acknowledges the capitalist framework we operate within and underscores the importance of making a business case for the human experience. Highlighting how neglecting DEI can impact the bottom line is crucial.
This includes understanding the intersectionality of discrimination, which further points to systemic inequalities affecting race, gender, class, disability, and more.
Employee Resource Groups (ERGs) 👥
Critical structures within businesses, ERGs must evolve from being mere checkboxes to strategic business units that support and give voice to diverse experiences.
They should align with business priorities and be supported by executive sponsorship for effective change.
Addressing Privilege and Systemic Inequities 🏛️
The episode challenges the myth of meritocracy by highlighting the role privilege plays in access to opportunities.
Executive roles should focus on making space for those with less privilege, often sidelined in capitalist structures.
Aha Moments: 💡
Financial Impacts of Poor DEI: Understanding that not prioritising DEI has significant financial repercussions was a standout moment. Recognising this could shift how organisations allocate resources.
Power of ERGs: Seeing ERGs not just as community groups but as strategic business assets tied to organisational success can revolutionise how they are perceived and utilised.
Recommended Actions:
Prioritise Employee Engagement: Instead of repeatedly replacing employees, invest in strategies to understand and improve their engagement and retention.
Make DEI Financially Tangible: Communicate the costs of poor employee experiences and turnover in financial terms to engage stakeholders more effectively.
Transform ERGs: Support and develop ERGs as strategic components within your business. Ensure they have clear roles, responsibilities, and executive sponsorship.
Focus on Intersectionality: Structure your DEI initiatives to address overlapping discrimination factors, ensuring a holistic approach.
Educate on Privilege: Implement training that raises awareness about the impact of privilege and meritocracy within your organisation.
Social Media Hashtags:
#InclusionBites
#EquityInAction
#DEIStrategy
#ERGEmpowerment
#LeadershipInsights
By incorporating these insights and "aha moments," HR and EDI professionals can drive meaningful change within their organisations. The key is to shift perspectives from viewing DEI as a "nice to have" to recognising its critical impact on business success. 🚀
Shorts Video Script
Attention-Grabbing Title for Social Media Video:
Unlock the True Cost of Employee Turnover & How ERGs Can Drive DEI Change! #EmployeeRetention #DEI #EquityInAction #HumanExperience #Engagement
Hashtags:
#EmployeeRetention
#DEI
#EquityInAction
#HumanExperience
#Engagement
Script:
Text on screen: 💼 The High Cost of Employee Turnover: Why You Should Care
Hey everyone! Let's talk about something crucial—employee turnover and its true cost to your organisation. Imagine losing valuable team members constantly. It's not just about replacing them; it's about asking why they’re leaving.
Text on screen: 📊 The Business Case for Human Experience
Now, think about the financial impact. Poor employee experiences lead to high turnover, and this hits the bottom line hard. Accountants and business leaders need to realise the importance of investing in a good workplace culture.
Text on screen: 💬 The Role of Capitalism & The Fight for DEI
In today’s capitalist society, every investment needs a business case. When we talk about Diversity, Equity, and Inclusion (DEI), we aren't just idealistic. Supporting DEI is about making a balanced approach to profitability without traumatising people.
Text on screen: 🏞️ Addressing Systemic Inequities & Meritocracy
Systemic inequities exist, and the belief in meritocracy often isn't the reality. Organisations must understand that without prioritising DEI, they miss out on a diverse pool of talent and perspectives.
Text on screen: 🌍 Executive Sponsorship of ERGs
Now, here's a game-changer: Employee Resource Groups (ERGs). These aren't just community groups; they can drive real change. But for that, they need strong executive sponsorship, clear roles, and alignment with business goals.
Text on screen: 🎯 Strategic Role of ERGs in DEI
ERGs can provide powerful voices within organisations, advocating for system-wide changes and influencing business priorities. They are vital in helping organisations reach diverse markets and stay competitive.
Text on screen: 🌟 Making DEI a Business Priority
So, how do we fight for liberation and equity in our workplaces? By making DEI a strategic priority with clear Return on Investment (ROI). It isn't just a moral imperative; it's a business one.
Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨
Glossary of Terms and Phrases
Certainly! Here are some of the concepts and terms discussed in this episode of the Inclusion Bites Podcast that may not be frequently used by the general public, along with their implied definitions:
Employee Turnover: The rate at which employees leave a company and are replaced by new hires. The episode emphasizes understanding the reasons behind turnover and the costs associated with it.
DEI (Diversity, Equity, and Inclusion): Initiatives and policies aimed at promoting the representation and fair treatment of different demographic groups within an organisation.
Meritocracy: A system in which advancement in society is based on individual ability or achievement. The episode challenges this concept by addressing systemic inequities.
Late Stage Capitalism: A term used to describe the perceived last, most complex phase of capitalism, where economic inequalities and the struggle for control become prominent.
Business Case for Human Experience: Justifying actions that improve employee well-being by highlighting their positive financial impact on the organisation.
Employee Resource Groups (ERGs): Voluntary, employee-led groups within an organisation that aim to foster a diverse and inclusive workplace aligned with the organisation's mission and values.
Executive Sponsorship: The active participation and support of senior executives in the initiatives led by ERGs to ensure their alignment with business goals and to drive change.
Intersectionality: The interconnected nature of social categorizations such as race, class, and gender, which create overlapping and interdependent systems of disadvantage or discrimination.
Systemic Inequities: Deeply embedded inequalities within social and economic systems that affect individuals based on their demographic characteristics.
Strategic Business Unit (SBU): An ERG treated as an SBU implies it functions with a clear strategic alignment to the business goals, demonstrating its value beyond being a mere community group.
Capitalist Control: The influence and control exerted by those who hold significant economic power within a capitalist system, which can be resistant to equitable change.
Human Liberties: Fundamental rights and freedoms that all individuals are entitled to, which DEI efforts strive to protect and promote.
Global ERG Leader: A person who leads and coordinates Employee Resource Groups on a global scale, ensuring the alignment of these groups with the organisation's international objectives.
ROI (Return on Investment): A measure used to evaluate the efficiency or profitability of an investment, here used in the context of justifying DEI initiatives by their financial returns.
Capitalism: An economic system in which private individuals or businesses own capital goods and the production of goods and services is based on supply and demand in the marketplace.
Traumatising People: In this context, causing significant stress or harm to employees, often referenced as a consequence of poor workplace practices or policies.
These terms are pivotal in understanding the conversation around equity in action, employee retention, and the critical role of DEI within organisations.
SEO Optimised YouTube Content
Focus Keyword: Positive People Experiences
Title: Equity in Action: Unexplored Ways to Retain Talent | #InclusionBitesPodcast
Tags: Positive People Experiences, Culture Change, DEI, inclusion, workplace equity, employee turnover, employee engagement, leadership, business impact, employee retention, Joanne Lockwood, Sharita Marshall, HR strategy, ERGs, systemic inequalities, meritocracy, privilege, workplace culture, executive sponsorship, advocacy, DEI initiatives, strategic goals, intersectionality, human experience, empathy in business
Killer Quote: "A balanced approach to making money without traumatising people should be our organisational norm." - Sharita Marshall
Hashtags: #PositivePeopleExperiences, #CultureChange, #Inclusion, #Diversity, #Equity, #Retention, #Engagement, #Leadership, #BusinessImpact, #EmployeeExperience, #OrganisationalCulture, #InclusiveLeadership, #StrategicDEI, #Privilege, #SystemicInequality, #WorkplaceAdvocacy, #Intersectionality, #EmployeeResourceGroups, #ExecutiveSponsorship, #ActionableInsights
Why Listen:
In this episode of the Inclusion Bites Podcast, titled "Equity in Action: Unexplored Ways to Retain Talent," we dive deep into the essence of Positive People Experiences and the vital Culture Change needed to keep an organisation thriving in today's competitive landscape. I, Joanne Lockwood, am thrilled to introduce Sharita Marshall, founder of Visionary Development Consulting. Sharita is a forward-thinking advocate for diversity, equity, and inclusion (DEI), who passionately sheds light on the high costs associated with employee turnover. She challenges the orthodox decision-making processes around this issue and presents a compelling case for focusing on understanding why employees leave and how to keep them engaged.
The Financial Toll of Turnover:
Sharita begins by discussing the usually overlooked financial implications of high employee turnover. The tangible costs here go beyond recruitment and training and extend to the loss of institutional knowledge and lower organisational morale. Sharita calls attention to the importance of accountants and financial departments comprehending these costs fully to drive meaningful action.
I eagerly agree with Sharita that driving home these tangible costs is crucial for getting the financial gatekeepers to pay more than lip service to improving employee experiences. When costs are laid bare, the roadmap towards better DEI becomes clearer and aligned with business priorities.
Capitalism and DEI:
Sharita also delves into an essential focus on capitalism's influence over DEI initiatives. She acknowledges that in a capitalist society, making a robust business case is necessary for DEI initiatives to gain traction. However, her long-term commitment to DEI work remains steadfast, even amid political and financial pushbacks. Sharita makes the poignant argument that DEI should not only be about overcoming biases but also about making sound business sense by retaining talented employees and enhancing overall workplace culture.
Challenges and Systemic Inequalities:
Our conversation shifts towards the significant and ongoing challenges in DEI efforts, particularly in politically polarised environments. We lament the lack of empathy and understanding that pervades many workplaces, hindering true equity. Together, we discuss the essential change required to address systemic inequalities genuinely, moving beyond the myth of meritocracy to constitute fairer workplace practices.
Sharita passionately emphasises the interconnectedness of societal issues and the need to understand our collective global impact. I resonate deeply with this sentiment and echo her call for businesses to weigh the cost of not prioritising DEI seriously.
Role of Employee Resource Groups (ERGs):
One of the pathways Sharita advocates for is the strategic use of Employee Resource Groups (ERGs). These are not just community groups but should be seen as strategic business units that give voice to diverse lived experiences and align with the business's larger goals. Sharita shares her approach to empowering ERGs by providing them with the necessary resources, executive sponsorship, and a clear understanding of their roles and responsibilities. Aligning ERG projects with strategic business goals ensures they serve their intended purpose without becoming siloed or losing focus.
Executive sponsorship is another critical aspect we explore. Both Sharita and I agree that for ERGs to be truly effective, there must be clear onboarding and training processes for executive sponsors. These leaders should be held accountable to the success of these initiatives to ensure they are not merely performative gestures but actual change drivers within the organisation.
Facing Political Climate and Future Challenges:
The episode also addresses the real-world impacts of the current political climate on DEI initiatives. Sharita discusses funding cuts and pushback from certain political groups, urging the need for DEI to be a business priority with a tangible return on investment (ROI) that leadership must recognise. Despite these challenges, Sharita’s passion for liberating all employees remains undeterred.
As we wrap up our discussion, Sharita highlights the importance of transparency, communication, and the strategic alignment of ERGs’ goals with the broader organisational mission. She calls on allies to step up and get involved in supporting these vital groups.
Personal and Organisational Commitment:
Ultimately, Sharita’s dedication to fighting for the liberation of all, regardless of political climates or leadership positions, is the heart of this empowering conversation. Her insights shed light on the unique aspects of building equitable and inclusive workplaces where positive people experiences are not just aspirational but integral to the business strategy.
To hear more inspiring and actionable insights from Sharita Marshall and myself, tune into this episode of the Inclusion Bites Podcast. Don't miss out on how we can collectively drive a culture change towards a more inclusive and thriving workplace environment.
Closing Summary and Call to Action:
As we conclude this episode, let's summarise the key learning points and actionable insights for driving Positive People Experiences and achieving Culture Change in your organisation:
Understanding Turnover Costs: Recognise the high costs of employee turnover beyond recruitment—consider training, loss of knowledge, and impact on morale.
Empathy in Decision-Making: Integrate empathy into financial planning by making a compelling business case for DEI initiatives, focusing on the ROI of retaining talent.
Beyond Capitalism: Understand the challenges posed by capitalism on DEI efforts and creatively find ways to balance profit with the welfare of the people.
Systemic Inequalities: Challenge the myth of meritocracy and work towards rectifying systemic inequalities to create a fairer workplace.
Interconnected Societal Issues: Comprehend the intersectionality of discrimination issues and consider the global impact of societal issues on workplace practices.
Strategic ERGs: Transform ERGs from community groups into strategic business units that align with your organisational goals and give voice to diverse experiences.
Executive Sponsorship: Ensure clear roles, responsibilities, and training for executive sponsors of ERGs to drive effective outcomes and maintain accountability.
Alignment with Goals: Align ERG projects with strategic business goals to avoid them becoming single-issue focused and ensure integrated organisational development.
Navigating Political Climates: Stay informed about the political impacts on DEI funding and initiatives, advocating for DEI as a business priority with clear ROI.
Transparency and Communication: Foster transparency, open communication, and shared goals across the organisation to make DEI efforts inclusive and widely supported.
Allyship: Encourage allies to actively participate in DEI initiatives, support ERGs, and promote inclusive practices throughout the organisation.
Long-Term Commitment: Maintain a long-term commitment to DEI, understanding that significant change requires persistent effort and dedication.
Empathy and Understanding: Cultivate empathy and understanding of diverse perspectives and lived experiences to drive meaningful change.
Balanced Approach to Profit: Aim for a balanced approach where making money does not come at the cost of traumatising people, enhancing both organisational health and employee welfare.
Creating Impact: Focus on creating tangible impacts through well-supported ERGs, aligning their initiatives with broader organisational missions, and holding leadership accountable.
By following these insights, you can foster a more inclusive, engaging, and thriving workplace, embodying Positive People Experiences and driving necessary Culture Change.
Outro:
Thank you for tuning in to this episode of the Inclusion Bites Podcast. We hope you found our discussion on "Equity in Action" insightful and empowering. If you enjoyed this episode, please like and subscribe to our channel for more conversations on driving inclusive change in the workplace. For more information, visit SEE Change Happen's website at https://seechangehappen.co.uk and the Inclusion Bites Podcast at https://seechangehappen.co.uk/inclusion-bites-listen.
Stay curious, stay kind, and stay inclusive - Joanne Lockwood
Root Cause Analyst - Why!
Alright, let's dive into a Root Cause Analysis based on the themes discussed in this episode of The Inclusion Bites Podcast titled "Equity in Action."
Key Problem: High Cost of Employee Turnover and Poor Employee Experience
Why are employee turnover and poor employee experience high?
Because employees feel disengaged and undervalued within the organisation.Why do employees feel disengaged and undervalued?
Because there is a lack of understanding and commitment from leadership on prioritising diversity, equity, and inclusion (DEI).Why is there a lack of understanding and commitment from leadership on DEI?
Because DEI initiatives are often seen as non-essential or as burdensome costs rather than strategic investments that improve workplace culture and financial outcomes.Why are DEI initiatives viewed as non-essential or burdensome costs?
Because many leaders are influenced by late-stage capitalist mindsets prioritising immediate financial gains over long-term benefits, and they might not fully grasp the tangible ROI of these initiatives.Why do these late-stage capitalist mindsets prevail within leadership?
Because there is a systemic issue where traditional business education and capitalist structures emphasise profit maximisation over human-centric approaches, leading to a predominant belief in meritocracy and resistance to change.
Summary of Findings:
The root cause of high employee turnover and poor employee experience can be traced back to a deeply ingrained capitalist mindset within leadership that prioritises short-term financial gain over long-term investments in DEI. This mindset results in a lack of understanding and commitment towards creating a more inclusive and equitable workplace, leading to employee disengagement and turnover.
Potential Solutions:
Leadership Education and Training:
Implement comprehensive training programmes for leadership to elucidate the strategic importance of DEI, emphasising the financial ROI and the long-term benefits of an engaged and diverse workforce.Data-Driven Decision Making:
Utilise robust data analytics to showcase the correlation between DEI initiatives, improved employee satisfaction, and positive financial outcomes. Provide concrete evidence to make the business case more compelling for executives.Integrate DEI into Core Business Strategy:
Ensure that DEI objectives are embedded within the core business strategy and linked directly to business priorities and outcomes. This integration can help in reshaping the perception of DEI from being a peripheral activity to a central strategic imperative.Executive Sponsorship and Accountability:
Develop clear roles and responsibilities for executive sponsors of Employee Resource Groups (ERGs), including onboarding and continual training processes. Establish accountability mechanisms to ensure leadership is driving DEI initiatives efficiently.Promote Empathy and Understanding:
Create platforms for sharing diverse lived experiences within the organisation to foster empathy and understanding. Encourage open conversations about the impact of privilege and systemic inequities to humanise the business case for DEI.
These solutions aim to dismantle the prevailing capitalist mindset and cultivate a leadership culture that values and invests in DEI as a means to enhance both human experience and business success.
Canva Slider Checklist
Episode Carousel
Slide 1:
📣 Provoking Question:
"Is your organisation truly valuing its employees, or are you just another casualty of high turnover?"
Slide 2:
🗣️ Insightful Dialogue:
"Sharita Marshall challenges the decision-making around employee turnover. What if instead of letting talent walk out the door, we focused on understanding why they leave and keeping them engaged?"
Slide 3:
💰 Financial Impact:
"Joanne Lockwood stresses the tangible costs of poor employee experience. It's not just about retention—it's about the bottom line. Are your accountants factoring in the financial impact?"
Slide 4:
💡 Strategic ERGs:
"Employee Resource Groups aren't just tick-box exercises. Sharita Marshall discusses how ERGs can be strategic business units that align with company goals and drive meaningful change."
Slide 5:
🎧 Call to Action:
"Dive deeper into these crucial conversations on 'Equity in Action.' Listen to the latest episode of The Inclusion Bites Podcast on [Podcast URL] and join us in transforming workplace culture! #InclusionBites #EquityInAction"
6 major topics
Equity in Action: Why Human Experience is Crucial
In this thought-provoking conversation I recently had with Sharita Marshall, founder of Visionary Development Consulting, we delved into the intricacies of employee turnover, the financial ramifications of a poor employee experience, and the ongoing struggle to advance diversity, equity, and inclusion (DEI) in the workplace. Our dialogue spanned multiple key topics that are crucial for any organisation aiming to cultivate a truly inclusive environment. From the tangible costs of high turnover to the role of Employee Resource Groups (ERGs), we left no stone unturned.
The Cost of Turnover: Unmasking the Financial Burden
Our discussion kicked off with Sharita challenging the omnipresent issue of employee turnover. She questioned why organisations often fail to dig deeper into why employees leave. Instead of endlessly churning through new hires, why aren't we focusing on retaining and engaging the talent we already have? Sharita highlighted that the high cost of turnover isn't just an HR problem; it's a business problem that directly impacts the bottom line. Imagine if we could quantify this financial hit more palpably—perhaps it would get the accountants squirming!
Intriguingly, she suggested reframing the conversation to showcase the tangible financial costs poor employee experience incurs. It's not just about employee replacement costs; it's about lost productivity, decreased morale, and the potential ripple effects throughout the organisation.
A Business Case for Human Experience: Capitalism Meets Empathy
Sharita had an enlightening perspective on making a business case for human experience. In our capitalist society, DEI initiatives often need to demonstrate a return on investment to gain traction. But how do we measure something as intangible as human experience? Sharita passionately argued that a balanced approach to capitalism—one that doesn't traumatise people—can lead to better business outcomes.
Can the capitalism we know co-exist with genuine human empathy? Sharita thinks it can, and it should! By keeping an eye on both profit and people, organisations can pave the way for a sustainable future. This left me contemplating: What if more companies adopted this balanced approach?
Systemic Inequities: Shattering the Myth of Meritocracy
Another riveting topic was the dismantling of systemic inequities and the myth of meritocracy. We spoke candidly about the flawed belief that everyone starts on an equal footing. Sharita pointed out the disconnect between the data on diversity and individual experiences. Organisations often collect data to illustrate their DEI efforts, but do they genuinely grasp the personal impact of systemic inequities?
We both lamented the often cold, data-driven approach many organisations take, devoid of true empathy and understanding. Could bridging this empathy gap be the key to meaningful DEI change?
Employee Resource Groups (ERGs): Beyond Box-Ticking
Our conversation naturally flowed into the pivotal role of ERGs. Too often treated as mere community groups or checkbox exercises, Sharita advocates for ERGs to be seen as strategic business units. By empowering ERGs and tying them to business priorities, they can become a powerful driver of change within organisations.
ERGs give a voice to diverse lived experiences, helping to address systemic inequities and influencing organisational policies. Sharita shared fascinating insights into how she helps organisations build and support strategic ERG programs, aligning them with wider business goals. It left me wondering: What untapped potential lies within our existing ERG frameworks?
Executive Sponsorship: Critical for Change
Next, we tackled the importance of executive sponsorship for ERGs. For ERGs to genuinely drive change, they need more than just lip service; they need committed executive sponsors with clear roles and responsibilities. Sharita emphasised the need for proper onboarding and training processes for these sponsors.
Why aren't more organisations ensuring that their ERG sponsors are adequately prepared? Sharita's perspective underscores the need for strategic alignment and sustained investment from leadership.
Intersectionality and the Fight for Liberation
Finally, our conversation touched on the broader, intersectional nature of discrimination. Sharita was unequivocal in her commitment to fighting for the liberation of all, regardless of leadership. We explored how societal issues are interconnected, affecting race, gender, class, disability, and more.
Sharita's viewpoint calls for collective action and a shift towards understanding our global impact. This holistic approach challenges us to think beyond individual DEI initiatives and consider their broader societal implications.
As our conversation wrapped up, I couldn't help but feel inspired by Sharita's unwavering dedication to equity and inclusion. If you'd like to hear more about these compelling topics and join our journey of inclusion, make sure to follow our conversations and share your thoughts with us. Let's keep pushing for a world where everyone feels seen, heard, and valued.
TikTok Summary
🎧✨ Calling all changemakers! Dive into our latest episode of The Inclusion Bites Podcast with @JoLockwood! This time, we're featuring the incredible Sharita Marshall as we delve into the real cost of employee turnover, the power of ERGs, and the unyielding fight for equity. Ready to get inspired and drive real change? 🌍💼
👂Hear from thought leaders.
🔍Discover the business case for DEI.
🔥Join the movement for inclusion!
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#InclusionBites #DEI #EquityInAction #Podcast #SeeChangeHappen #Changemakers #EmployeeTurnover #ERGs #InclusionRevolution
Slogans and Image Prompts
Sure, I can help with that! Here are some slogans, soundbites, and quotes from the episode "Equity in Action," complete with detailed AI image generation prompts:
Slogans/Soundbites/Quotes
"Understand Why They Leave, Keep Them Engaged"
AI Image Generation Prompt:
Create a vibrant and modern design featuring the phrase "Understand Why They Leave, Keep Them Engaged". Use a mix of bold typography and subtle employee-related icons (like briefcases, handshake symbols, and connectivity symbols) to convey the message. The background can be a blend of corporate colours like navy blue and grey, providing a professional look.
"Equity Over Meritocracy"
AI Image Generation Prompt:
Design an eye-catching graphic featuring the phrase "Equity Over Meritocracy". Include visual elements that represent equality (like balanced scales) and diverse groups of people standing together. Use bright, inclusive colours to create a sense of unity and fairness.
"Human Experience Before Profit"
AI Image Generation Prompt:
Generate a bold and impactful design with the phrase "Human Experience Before Profit". Incorporate imagery such as people holding hands, hearts, and financial symbols crossed out. Use warm colours like red, orange, and yellow to evoke emotion and compassion.
"Drive Change, Combat Inequities"
AI Image Generation Prompt:
Create a dynamic and inspiring image with the phrase "Drive Change, Combat Inequities". Include elements that suggest movement and progress, such as arrows or roadmaps, along with diverse silhouettes of people working together. Use gradients and diverse skin tones to enhance the imagery.
"ERGs: A Collective Voice for Change"
AI Image Generation Prompt:
Design a compelling graphic featuring the phrase "ERGs: A Collective Voice for Change". Incorporate elements such as megaphones, speech bubbles, and groups of people in diverse colours and outfits symbolizing various roles in a company. Use a combination of professional and vibrant colours to balance formality and engagement.
Hashtags
#EquityInAction
AI Image Generation Prompt:
Style the hashtag #EquityInAction with a professional font and include icons of gears turning (symbolizing action) and diverse individuals around the hashtag. Use corporate colours like navy blue and white for a polished look.
#UnderstoodValuedEngaged
AI Image Generation Prompt:
Render the hashtag #UnderstoodValuedEngaged in a harmonious and clean design. Include gentle visual elements such as abstract human figures standing in a circle, symbolizing inclusion and engagement. Use soft, inclusive colours like pastel blues and greens.
#BalanceAndProsper
AI Image Generation Prompt:
Create an elegant design featuring the hashtag #BalanceAndProsper. Visual elements should include scales balanced with diverse groups of people on one side and symbols of prosperity (like growth charts and dollar signs) on the other. Use a sophisticated colour palette with gold and dark green tones.
#BeyondMerit
AI Image Generation Prompt:
Design a sleek and modern graphic with the hashtag #BeyondMerit. Incorporate futuristic elements such as abstract lines and shapes that suggest innovation and progress. The colours should be contrasting and bold, like black, white, and electric blue.
#EmpathyInLeadership
AI Image Generation Prompt:
Generate a warm and inviting design for the hashtag #EmpathyInLeadership. Visuals could include an abstract depiction of a heart within a brain, symbolizing empathetic thinking. Use inviting colours such as purple, pink, and gold to create a sense of compassion and leadership.
Note: These prompts are intended to give an AI image generator a clear and creative direction for producing visuals that would match the message and theme of each slogan, soundbite, or hashtag. The prompts should result in visually appealing designs that reinforce the importance and impact of DEI initiatives discussed in the episode.
Inclusion Bites Spotlight
Sharita Marshall, our guest on Equity in Action, this episode of The Inclusion Bites Podcast, brings profound insight into the critical issue of employee turnover and its far-reaching consequences. As the founder of Visionary Development Consulting, Sharita highlights the significant financial and human costs of high employee turnover while questioning the decision-making processes that overlook these vital concerns.
Sharita advocates for a deeper understanding of why employees leave and a renewed focus on keeping them engaged. Her approach recognises the necessity of making a compelling business case for human experience, especially within the realms of capitalism. She is steadfast in her commitment to advancing Diversity, Equity, and Inclusion (DEI) work, undeterred by potential setbacks.
In her discussion with our host, Joanne Lockwood, Sharita challenges late-stage capitalist mindsets that resist equity due to fear of losing control. She eloquently argues for a balanced approach to profitability, one that avoids traumatising people in the pursuit of financial gains. Sharita underscores the disconnect between data on DEI and the individual impact, stressing the importance for organisations to acknowledge the cost of neglecting DEI.
Together with Joanne, Sharita delves into systemic inequalities, the fallacy of meritocracy, and the need for tangible equity. They emphasise the interwoven nature of societal issues and the imperative to shift towards understanding the collective global impact. Their conversation also touches on the pivotal role of Employee Resource Groups (ERGs) in fostering a supportive and strategic environment within organisations.
On this episode, Sharita offers her expertise in aligning ERG initiatives with business goals, ensuring they are not merely token gestures but integral to organisational success. The discussion extends to the necessity of executive sponsorship, clear roles, and strategic alignment to drive real change.
Through their dialogue, Sharita and Joanne confront the slow progress of DEI efforts and the necessity of framing DEI work as a business priority with demonstrable return on investment. Sharita remains dedicated to the liberation of all, regardless of leadership changes, and Joanne encourages listeners to stay engaged in the fight for inclusion and equity.
Join us on Equity in Action to gain actionable insights and renewed inspiration for championing inclusive change within your organisation. Stay connected with Sharita through LinkedIn, email, and her website, and be sure to subscribe to Inclusion Bites for more enlightening conversations.
YouTube Description
Challenging the Status Quo: The Real Cost of Employee Turnover and DEI 🌍
Are we underestimating the true impact of employee turnover? Sharita Marshall joins our host Joanne Lockwood to challenge the decisions driving this costly phenomenon and to reveal why understanding the "why" behind employee exits is crucial. Brace yourself for a compelling conversation that addresses the intersection of capitalism, DEI, and systemic inequities. 🌟
In This Episode:
High Cost of Turnover: Sharita Marshall unveils the financial and emotional toll of high employee turnover, urging businesses to decipher the reasons behind departures to keep their workforce engaged and productive.
Driving DEI with Data: Joanne Lockwood and Sharita stress the importance of data in making a business case for Diversity, Equity, and Inclusion, revealing how the lack of DEI strategies can harm the bottom line.
Systemic Inequities: The duo dives into systemic inequities, challenging the myth of meritocracy and advocating for a balanced approach to capitalism – one that doesn’t traumatise but empowers.
Key Insights:
Capitalism and Control: Late-stage capitalism's resistance to equity and how it impacts employee morale.
Meaning of Equity: Sharita explains equity with her unique perspective, highlighting why providing appropriate resources for everyone is vital.
Role of ERGs: Discover how empowering Employee Resource Groups can be a strategic move to bolster DEI efforts and improve organisational outreach.
Closing Takeaways:
Transform your thinking about turnover and DEI. Align ERGs with business goals and hold leadership accountable. Understand the intersectionality of discrimination and stand ready to combat late-stage capitalist control to preserve liberties and drive true equity.
Ready to Drive Change? 📈 Don’t miss these actionable steps to fuel your DEI initiatives.
🔗 Subscribe to Inclusion Bites: Inclusion Bites Podcast
Connect with Sharita Marshall:
LinkedIn
Email
Website
Join the Conversation:
👉 Subscribe to Inclusion Bites, share your thoughts, and reach out with your stories. Together, let’s build inclusive cultures that thrive!
#InclusionBites #DEI #EmployeeTurnover #EquityInAction #SystemicInequities #DiversityAndInclusion #ERGs #Capitalism #Meritocracy #JoanneLockwood
Tap into elevated levels of understanding, empathy, and strategic DEI planning—one bold conversation at a time. 🌟
10 Question Quiz
Quiz: Equity in Action
1. According to Sharita Marshall, why do late-stage capitalists resist equity?
A) Fear of losing employees
B) Fear of loss of control
C) Lack of understanding
D) Financial constraints
2. What does Joanne Lockwood emphasise about the financial impact of poor employee experience?
A) It's a minor inconvenience
B) It should be highlighted to accountants
C) It has no tangible costs
D) It's unimportant in a company
3. Sharita Marshall believes it is essential to balance making money without:
A) Increasing profits
B) Expanding the company
C) Traumatizing people
D) Hiring new employees
4. What does Sharita note as a significant disconnection related to DEI efforts?
A) Market trends and employee satisfaction
B) Data and individual impact
C) Management and team dynamics
D) Employee benefits and company profits
5. Joanne Lockwood and Sharita Marshall both discuss the importance of outlining what for executive sponsors of ERGs?
A) Vacation policies
B) Clear roles and responsibilities
C) Financial incentives
D) Project timelines
6. What challenge related to ERGs do both speakers mention during their conversation?
A) Lack of projects
B) Getting allies into the room
C) Overlapping roles
D) Redundant goals
7. How does Sharita Marshall define equity?
A) Distributing the same resources equally
B) Appropriately allocating resources for everyone to thrive
C) Providing resources based on tenure
D) Giving more resources to high performers
8. Which aspect of political climate impact on DEI initiatives do Joanne and Sharita discuss?
A) Increased funding for DEI
B) Unchanged DEI policies
C) Cuts in DEI funding
D) Expansion of DEI initiatives
9. What is Joanne's view on the slow progress of DEI initiatives?
A) It should be ignored
B) It’s perfectly acceptable
C) It's important to prioritise with tangible ROI
D) No steps are necessary to accelerate it
10. How does Sharita Marshall see her long-term commitment to fighting for DEI?
A) She might give up due to potential consequences
B) Only until the end of the current year
C) Indefinite dedication to fighting for the liberation of all
D) Temporarily until she changes her career
Answer Key and Rationale
B) Fear of loss of control
Rationale: Sharita discusses late-stage capitalists' resistance to equity due to their fear of losing control over their operations and influence.B) It should be highlighted to accountants
Rationale: Joanne Lockwood stresses the need to drive home the tangible costs of poor employee experience to get accountants focused on the financial impact.C) Traumatizing people
Rationale: Sharita Marshall argues for a balanced approach that makes money without causing trauma to people.B) Data and individual impact
Rationale: Marshall highlights the disconnect between organisational data on DEI and its impact on individuals, urging organisations to understand the actual cost of not prioritising DEI.B) Clear roles and responsibilities
Rationale: Both speakers emphasise the importance of defining clear roles and responsibilities for executive sponsors within ERGs, including proper onboarding and training processes.B) Getting allies into the room
Rationale: The discussion mentions the challenge of involving allies in ERG initiatives, ensuring transparency and broad communication of ERG goals.B) Appropriately allocating resources for everyone to thrive
Rationale: Sharita defines equity as providing the necessary resources in a way that allows everyone to thrive, rather than equally distributing them.C) Cuts in DEI funding
Rationale: The conversation touches on the political climate's negative impact on DEI initiatives, especially noting the reduction in DEI funding and pushback from certain groups.C) It's important to prioritise with tangible ROI
Rationale: Joanne highlights the frustration with the slow progress in DEI initiatives and stresses the importance of aligning DEI with business priorities and demonstrating tangible ROI.C) Indefinite dedication to fighting for the liberation of all
Rationale: Sharita Marshall is dedicated to continuing her fight for DEI and the liberation of all individuals, irrespective of potential consequences or leadership changes.
Summary Paragraph
Sharita Marshall discusses the resistance to equity from late-stage capitalists due to their fear of losing control. Joanne Lockwood emphasises the need for accountants to focus on the tangible financial impacts of poor employee experiences. Sharita argues for balancing financial goals without traumatising people. She also highlights the significant disconnect between DEI data and individual impact, urging organisations to understand the cost of not prioritising DEI. Both speakers stress the importance of defining clear roles and responsibilities for executive sponsors within Employee Resource Groups (ERGs). A shared challenge noted is the difficulty in getting allies involved in ERG initiatives. Sharita defines equity as the appropriate allocation of resources for everyone to thrive. The political climate's impact, particularly cuts in DEI funding, is a concern, yet Joanne sees the slow DEI progress as an imperative that needs to demonstrate tangible ROI. Sharita's long-term commitment remains strong as she continues to fight for the liberation of all individuals.
In "Equity in Action," the conversation intricately delves into the complexities of driving effective DEI initiatives within organisations, balancing financial goals with human impact, and the essential roles of ERGs and executive sponsors in fostering a truly inclusive culture.
Rhyme Scheme and Rhythm Podcast Poetry
Equity Embraced: A Journey in Verse
In halls where workers come and go,
A costly turnover’s quite a show.
Decisions made without much thought,
Forgetting lessons often taught.
Why do employees leave their posts?
Engage them more, bring out their boasts.
The cost is high, the impact clear,
Neglecting them leads to a tear.
In math, the numbers seldom lie,
Accountants too must see and sigh.
Poor experiences drive the flow,
Financial losses swiftly grow.
In capitalism’s tight embrace,
A human touch can find no place.
Yet business sense and hearts entwine,
For DEI, on this incline.
Resistance comes from those in power,
Fearing loss in their grand tower.
A balance struck, both fair and wise,
Let equity's sun start to rise.
Amidst the charts and data streams,
Reconnect with human dreams.
For privilege hides the steps we climb,
And meritocracy's old chime.
Systemic issues we must face,
Race, gender, class—all in this space.
The world’s entwined in myriad ways,
For liberty, our voices raise.
Resource groups, both strong and true,
Empowerment’s voice rings through and through.
Not just for show or ticked-off goals,
But strategies with collective souls.
The sponsors, executives bold,
Must lead the way, let stories unfold.
Aligning projects to business aim,
To keep the equity flame.
Transparency and allies sought,
In rooms where open hearts are taught.
For slow progress can cause dismay,
But ROI keeps doubts at bay.
Through trials, futures yet unknown,
We'll fight for freedoms to be shown.
Despite the turns, we'll stand our ground,
For in equity, our trust is bound.
With thanks to Sharita Marshall too,
For sharing insights, deep and true.
Join our quest, subscribe today,
And share the tales that light our way.
Key Learnings
Key Learning and Takeaway:
The episode "Equity in Action" underscores the critical need for businesses to truly understand and engage with the high costs associated with employee turnover and the broader financial implications of neglecting diversity, equity, and inclusion (DEI). It emphasises the necessity of making a compelling business case for human experience and stresses the importance of addressing systemic inequalities through strategic and empathetic approaches, such as empowering Employee Resource Groups (ERGs) and ensuring executive sponsorship.
Blurb #1:
Point #1: The Financial Burden of Turnover
Sharita Marshall highlights the significant costs of high employee turnover and challenges the ineffective decision-making processes that often overlook these expenses. Joanne Lockwood agrees, urging for greater awareness among accountants and business leaders about the tangible financial impact of neglecting employee experience.
Blurb #2:
Point #2: The Human Experience in Capitalism
Marshall discusses the necessity of making a robust business case for human experience in the context of capitalism. Despite potential pushbacks, she commits to long-term advocacy for DEI, centring on empathy and the need to balance profitability with humane treatment of employees.
Blurb #3:
Point #3: Empowering Employee Resource Groups (ERGs)
The discussion spans the vital role of ERGs in providing a collective voice and advocating for systemic change. Marshall and Lockwood emphasise the need for ERGs to be viewed as strategic business units, not mere community groups, ensuring their initiatives align with broader business goals.
Blurb #4:
Point #4: Intersectional DEI Approaches and Systemic Change
The episode delves into the interconnected nature of societal issues, advocating for true equity and challenging the myth of meritocracy. Both speakers underscore the importance of intersectional approaches within organisations, acknowledging the multifaceted impacts of discrimination across race, gender, class, disability, and more.
For more enriching conversations on inclusion and belonging, subscribe to the Inclusion Bites Podcast and join Joanne Lockwood on this transformative journey at Inclusion Bites. #InclusionBites
Book Outline
Book Outline: Equity in Action: Driving Change in DEI
Chapter 1: Introduction to Equity in the Workplace
Defining Equity: Understanding the concept of equity and its distinction from equality.
Importance of Equity: The necessity of providing appropriate resources for every individual to thrive.
Capitalism and Human Experience: Balancing business objectives with the well-being of employees.
Chapter 2: The High Cost of Employee Turnover
Financial Implications: Quantifying the tangible costs associated with poor employee experience and high turnover.
Retention vs. Recruitment: Shifting focus from recruiting to engaging and retaining existing talent.
Case Studies: Real-world examples illustrating the cost of ignoring DEI principles.
Chapter 3: Understanding Employee Departure
Reasons for Leaving: Exploring common reasons behind employee turnover.
Creating Engagement: Strategies for keeping employees engaged and invested in their roles.
Employee Feedback: Harnessing feedback to understand and address underlying issues.
Chapter 4: Systemic Inequities in the Workplace
Challenges in DEI: Navigating the ongoing difficulties in driving meaningful DEI change.
Intersectionality: Addressing the multifaceted nature of discrimination impacting race, gender, class, disability, and more.
Meritocracy Myth: Challenging the belief in meritocracy and advocating for real equity.
Chapter 5: Privilege and Access
Understanding Privilege: The impact of privilege on access to resources and opportunities.
Empathy and Lived Experiences: Promoting empathy for diverse perspectives and lived experiences.
Practical Steps: Methods to provide access to spaces, networks, and opportunities for underprivileged groups.
Chapter 6: Employee Resource Groups (ERGs) as Change Agents
Role of ERGs: The function of ERGs in supporting diverse voices within organisations.
Empowering ERGs: Transforming ERGs into strategic business units focused on organisational goals.
Executive Sponsorship: The importance of clear roles, responsibilities, and training for executive ERG sponsors.
Chapter 7: Aligning ERG Projects with Business Goals
Strategic Integration: Ensuring ERG projects align with broader business objectives.
Avoiding Single-Issue Traps: Encouraging a holistic and intersectional approach to ERG initiatives.
Success Metrics: Measuring the impact of ERG efforts on the organisation's bottom line.
Chapter 8: Overcoming Resistance in Late Stage Capitalism
Control and Fear: Addressing concerns of late-stage capitalists wary of losing control.
Human Experience vs. Profit: Balancing profitability with the humane treatment of employees.
Global Impact: Shifting the focus towards understanding and addressing collective global issues.
Chapter 9: Political Climate and DEI Initiatives
Political Influence: Understanding the impact of political dynamics on DEI funding and initiatives.
Strategic Adaptations: Adapting DEI strategies to navigate political and economic shifts.
Advocacy and Resilience: Committing to DEI work despite external pressures and challenges.
Chapter 10: The Future of DEI
Long-Term Commitment: Preparing for the evolving landscape of DEI work in the coming years.
Continued Advocacy: Strategies for maintaining momentum in DEI efforts amidst changing political tides.
Inspiration for Action: Encouraging readers to engage in and support DEI initiatives actively.
Conclusion: A Call to Action
Summary of Insights: Recap of the main themes and actionable insights from the book.
Encouragement: Motivating readers to apply the insights to their organisations and communities.
Further Engagement: Inviting readers to continue the conversation and remain committed to DEI.
Chapter Summaries
Chapter 1: Establishes the foundational concepts of equity and its importance in the workplace.
Chapter 2: Delves into the financial and organisational costs of employee turnover.
Chapter 3: Explores the reasons for employee departure and strategies to prevent it.
Chapter 4: Addresses systemic inequalities and the challenges in driving DEI change.
Chapter 5: Discusses the impact of privilege on access to resources and opportunities.
Chapter 6: Highlights the role and strategies of ERGs as agents of change within organisations.
Chapter 7: Emphasises the importance of aligning ERG projects with business objectives.
Chapter 8: Examines resistance from late-stage capitalism and advocates for balanced approaches.
Chapter 9: Analyzes the political climate's effect on DEI initiatives and strategies for resilience.
Chapter 10: Looks towards the future, encouraging sustained commitment to DEI work.
Potential Titles
Equity in Action: Transforming Workplaces for a Fairer Future
Beyond Turnover: The Financial and Human Cost of Ignoring DEI
Building Bridges: Empathy, Equity, and Empowerment in the Workplace
The DEI Imperative: Strategies for a Balanced and Inclusive Organisation
Future-Proofing Diversity: Navigating the Next Era of DEI Initiatives
Incorporating Quotes and Examples
To be placed strategically within chapters to highlight key points and real-world applications.
Interactive Elements
Reflection Questions: At the end of each chapter, encourage personal and organisational introspection.
Action Steps: Practical steps for readers to implement DEI strategies in their contexts.
Additional Resources: Suggested readings, tools, and organisations supporting DEI efforts.
By following this outline, the book will transform the podcast's rich discussion into a structured, informative, and engaging resource on DEI, appealing to a broad audience and driving meaningful change.
Maxims to live by…
Invest in Understanding: Prioritise understanding why employees leave over constantly seeking new hires.
Highlight Financial Impact: Recognise and communicate the tangible costs of poor employee experience and high turnover on the business's bottom line.
Make the Business Case: Frame the need for improving human experiences within a business context to garner support from all stakeholders.
Commit to Long-term Change: Stay devoted to diversity, equity, and inclusion (DEI) efforts, despite potential challenges or opposition.
Challenge Capitalist Control: Advocate for equity and inclusion even within capitalist systems that may resist these changes.
Balance Profit and People: Strive to achieve business success without causing harm or trauma to individuals.
Bridge Data and Impact: Ensure that metrics on DEI translate into real, meaningful impacts on people.
Foster Empathy and Understanding: Combat lack of empathy and polarisation by promoting understanding and compassion.
Address Systemic Inequality: Question meritocracy and actively work towards removing systemic barriers to equity.
Think Globally, Act Locally: Understand and address how local DEI efforts contribute to global societal impacts.
Consider Intersectionality: Recognise that discrimination often intersects across race, gender, class, disability, and other identities.
Preserve Human Liberties: Fight against control mechanisms that undermine human rights and freedoms.
Appreciate Diverse Perspectives: Value and seek out the lived experiences and perspectives of different individuals.
Support Employee Voice: Empower Employee Resource Groups (ERGs) to amplify diverse voices within organisations.
Integrate ERGs Strategically: Treat ERGs as strategic business units to align their goals with organisational priorities.
Promote Access and Opportunities: Work to provide equitable access to spaces, networks, and opportunities for all.
Enlist Executive Support: Ensure that executive sponsorship for ERGs includes clear roles, responsibilities, and training.
Align with Business Goals: Encourage ERG projects to align with overarching business objectives to avoid becoming single-issue focused.
Build Transparent Communication: Foster open, transparent communication channels about ERG goals and missions within the organisation.
Prioritise Tangible ROI: Demonstrate how DEI initiatives contribute to tangible returns on investment for the business.
Embrace All Forms of Liberation: Advocate for the liberation and equity of all, regardless of leadership changes or political climates.
Empower and Encourage: Continuously support and encourage those fighting for equity and inclusion to stay dedicated to their cause.
Episode Category
Primary Category: Cultural Diversity
Secondary Category: Female Empowerment
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