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.
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The Inclusion Bites Podcast
Infusing Empathy
Speaker
Joanne Lockwood
Speaker
Fiona Dawson
Speaker
Rita Hallgató
00:00 Rita and I merge powerful superpowers in corporate DEI. 06:15 Advocate for inclusive positive people experiences.
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Highlights
“Ever wondered what it truly takes to create a world where everyone not only belongs but thrives? You're not alone.”
“I have always recognized, of course, as many people do, the power of personal storytelling to be able to help build empathy and touch hearts of minds and, like, create change.”
“And what I'm seeing is that we've not made enough progress. And sometimes it feels that we're going backwards, in D&I and in our initiatives and approach.”
“I just literally quit my job make my dreams come true, and there you go.”
“It can be educative, but not in like telling what people to do, but you know, using empathy and, you know, using personal stories to to share how people, you know, feel in their workplace.”
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Full transcript
So adjust your earbuds and settle in. It's time to ignite the spark of inclusion with Inclusion Bites. And today is episode 117 with the title infusing empathy. I have the absolute honor and privilege to welcome 2 guests today, Rita Hallgató and Fiona Dawson. Rita and Fiona are collaborators in D&I and storytelling. And when I asked Rita to describe her superpower, she said it is her impossible dreams and the strength of other women. And when I asked Fiona, she said this is her ability to listen and make people feel heard. Hello, Fiona.
Hello, Rita. Welcome to the show.
Hello, Jo. How are you? Joanne.
Hey. Well, as I said, this is my first venture into a a threesome, I guess. We can call this my first, polyamorous podcast if you want. So let's see how it goes. Yeah. My my show notes have gone out the window. We're off piece today, so anything can happen. So Rita, Fiona, infusing empathy, who wants to go first?
I'll jump in first, I think. Are you wanting to know how we infuse empathy?
Go on. Tell me your story. Yeah. Tell tell me your story. You're a DIY story. Tell tell us more about yourself.
So Rita and I started we realized that we are super our superpowers naturally come together to be able to have a really powerful impact when it comes to corporate DEI work. So my background was in corporate diversity, equity, inclusion, belonging, and accessibility. And then in 2010, I left the corporate environment and started off being an independent filmmaker. I have always recognized, of course, as many people do, the power of personal storytelling to be able to help build empathy and touch hearts of minds and, like, create change. So rather than lecturing people too much or, you know, criticizing people for not understanding or calling them haters, Instead, my work kind of pulls away from that, and I create films that help people feel someone else's lived experience so that you can find things in common and therefore build empathy. That work that I started doing has kind of merged into a corporate space. And so last year, Rita and I were working on a really cool project together, making a short film for a client who has international operations, and we got to create a film together for this client to be able to use for internal distribution. And we realized that our skill set and our background was just such a nice marriage as it were, where I'll let Rita talk about, you know, where she comes from.
But we found that when we can put these two perspectives together, we have an opportunity to be able to work with corporations and corporate D&I programs in a pretty unique way and actually move corporations towards creating short form story content and focusing on values and lived experience in order to help employees internally understand one another despite their their perceived differences and help them realize they actually have a lot more in common than we realize on the surface. So it's, extremely rewarding work. We get to get to know people, like, at an emotional level, and help them be more intimate with their personal storytelling than people are typically afforded within a corporate environment. So it's pretty cool.
It's pretty cool. Wow. I'm, I've got loads I wanna talk about there. Rita, do you wanna dovetail into, yeah, your part of that equation?
Yeah. Just to add to that, like, I have been in the corporate HR international corporate HR world for over 15 years, and I've gone independent, last year, early last year. And I noticed that D&I obviously has been a hot topic in the corporate environment, even before that. And what I'm seeing is that we've not made enough progress. And sometimes it feels that we're going backwards, in D&I and in our initiatives and approach. And, you know, I might even say that we're approaching it wrong. We're focusing on the wrong targets. And I'm seeing a lot of businesses still in 2024 looking at diversity as the means, Whereas I think we should be, aiming to create an environment that's inclusive, equitable, accessible, that makes people feel they belong, which then would result in diversity.
And whilst working in this project together with Fiona, we realized that, you know, we share the same values. We share the same view in how we see we would approach D&I in the corporate workplace. And I believe personal storytelling is exactly the means that companies can potentially use and and and build empathy and and and even compassion. So that's that's where we started collaborating.
I love the way you used the word feel. And I'm a I'm a a passionate advocate and believer that people feel included. They feel belonging through culture, through the environment. Now I always say that inclusion is how you make people feel by how you treat them, so how we treat people in terms of how they they fit into the organization. And I also agree with what you said there about the DEI is the input, the output, and I would describe it as positive people experiences. You know, you have a positive experience of working with me, working the organization as a customer, as an employee, as a stakeholder, shareholder, whatever it may be. It's about focusing on that outcome because we all wanna be treated positively. And I think that's where we get caught up with the wokism or the anti woke stuff we get caught accused of.
We're not trying to change the world. We just wanted my everyone have a a better experience in life and and workplace. So that that what you said there was really, really resonant. And, if you don't know, I mean, I I I've been both sides of the camera. Yeah. I've been I do a lot of professional speaking, a lot of stuff in corporates. I even took part in Channel 4 UK documentary a few years ago as well. So I'm used to having people sticking a lens in front
of me
and saying, how do you feel? And it's kind of It's a tough gig sometimes, isn't it, building that trust?
Yeah. No. It it is. And, like, I and also for your audience, I'll explain where I am in the world because my accent is very British, so I'm aware of Channel 4. But I have not lived in the UK since 1998, and I lived and volunteered in Bangladesh for 6 and a half months. I was in Portugal for a year, and then I ended up in Houston, Texas in the year 2000. So I've lived in the US now for 24 years, eleven and a half years in Houston, moved to New York, 9 total in New York and DC, and then back to Texas. So in my filmmaking work and capacity, I didn't go to film school.
I just literally quit my job make my dreams come true, and there you go. And I had the good fortune of connecting with people, and I'll specifically name, like, Gabe Silverman and Jamie Coughlin at Side by Side Studios. They collaborated with me on the trans military project that I started in 2012, where we were sharing stories of active duty transgender service members in order to raise awareness that they were still banned from the US military, and that project lasted around 8 years or so. And so it was through that experience of working with Gabe and Jamie that I learned some of the practical aspects of filmmaking. So I've somehow become a a direct a film director, but I love being on camera as well. Like you, Joanne love hosting stuff. Like, I'm working on an unscripted show that I that I host. But I think that when it comes to creating a space for people to feel comfortable sharing how they feel, Of course, the foundation of that is trust, and I had to had to learn, but also I think that I know my personality is that I do create a place where people can feel vulnerable because I am willing to be vulnerable too.
Like, I'm willing to share parts of me, and I think that when we do that, it can be symbiotic. It's like a dance. Like, I love interviewing people because I love forgetting that the the cameras are around, the lights are around, and it's just me and that one or sometimes 2, 2 people that you're interviewing, but it's like a dance and, like and you're connecting with the eyes and, like, you just allow to that person and elicit their story. And, you know, I'll share, you know, parts of me too, and it's like an exchange. You know? I don't think you could expect someone just to pour their heart out if you're not willing to pour your heart out too, And, of course, I have to create space where I'm not taking over. It's not too much of me, but somebody who's creating an environment, excuse me, somebody who's creating an environment for somebody else to share has to be able to share themselves as well. And, that's what I found in this work, you know, and if now, like, maybe 14 years of making films and it's, it's very, very powerful, and I think that you you see the audience's reaction afterwards, and, like, with the trans military work, we had the short film on the New York Times, and then the feature documentary premiered at South by Southwest, and so I went to a lot of different film festivals. And after watching those films, like, the number of people in the audience that will come up to you afterwards, thank you for doing the work, and thank you for sharing the stories.
And I had so many people who privately came out to me after watching the film. So you like, you're in a theater and, like, you're the the film director, and they're coming up to meet you. And there were several people throughout the year of touring with that film that would kinda take me aside and whisper that, you know, they're trans and they're early in their transition, and no one really knows. And thank you so much for sharing these stories because it helps me see that I can be out. Like, I can be myself and, you know, our characters as they were, you know, who are real people, They their stories inspired other people and helped other people feel less alone. So it's it's really awesome to now, like, take that experience of being an independent filmmaker and take it into corporations because most people go to a corporation or go to some business for their job, and they spend more time there than they do at home. And so why would we not take this work into a business where people are? You know, I want to affect change, and so I've got to take it to where people are the majority of the time. And it's just a really beautiful experience.
I've I've got so much I wanna dive into there, but let's let Rita chip in first before we, come back.
Yeah. To just add to Fiona's words, I mean, corporate workspace is such an amazing place where personal storytelling can work in 2 ways. It can be educative, but not in like telling what people to do, but you know, using empathy and, you know, using personal stories to to share how people, you know, feel in their workplace. And there are a lot of businesses out there who are very inclusive, you know, who are very accessible. You know, people feel they belong, and and it gives them the opportunity to show it to other people inside and outside of their company who I think, you know, you could benefit more from using personal storytelling. And on the other side, I think it helps businesses who are very early in their inclusive journey, to to learn more about, you know, how they how they could make make it more inclusive. And Fiona is amazing at that. Like, I mean, my surname literally means listener, but I'm not a listener.
I'm not really good at that. And I sat through interviews with Fiona, you know, listening in the background as the executive producer. And the safe space she creates is amazing, and and it's truly truly amazing to to listen how she connects with with the people she interviews and and shares their stories.
Thank you, Rita. Yeah. Yeah.
We have a a mutual virtual hug here. Yeah. Oh, yeah. So whereabouts in the world are are you, Rita? Are you Texas as well? Or are you, somewhere else?
Jo. I'm actually based in I'm based in London, but I yeah. I'm originally Hungarian. So obviously, people can hear my accent. Some people can even guess that I'm having Eastern European accent, but I've lived in the UK for about 12 years and a year and a half in between in India. But yeah, I've spent almost a third of my life in the UK so far. So, yeah, I'm based in London.
They were all kind of displaced because I was originally born in Singapore. I didn't live there for long, but I was originally born in Singapore. So I guess I'm not living in my country of birth either. And that that shared that shared sort of lived experience. It it's I think it's remarkable that you've you've you've both fallen into what you do and together. I'm I'm I'm conscious about the fact that, you know, Fiona, you live in Texas, which isn't, from an outsider's perspective, isn't the most tolerant of of administrations within the state. And, Rita, your your Hungarian background, we we can all see a lot of challenges emanating from Hungary and certain Eastern European countries and the attitudes of old. So do do you find that you're having an uphill battle to push against maybe the infrastructure where you're based, or or do you find it's quite an Joanne open door you're working I got you a person
on reach.
Or a meet to get person. Got it.
Yeah. I mean, I think the D&I space is an uphill battle. Like, you know, we've all seen that D&I budgets are being cut. And it's kind of, you know, the same uphill battle as in a lot of other things, but, in in the corporate world. But we're definitely seeing fellow practitioners, and D&I colleagues telling us, you know, how they would love to do a number of things, but they, they aren't able to because, you know, when when budgets are tight, unfortunately, D&I budgets are the first to to be cut, even within the people budgets. And and it's really sad to see, but at the same time, I think it it gives us power, more power to fuel into myself, to to push back and to maybe educate leaders that the way they've been thinking about D&I is not the right approach. And and because I think a lot of leaders expected initiatives to bring immediate results, and it did not happen because the approach has been wrong. And it's not a it's not a sprint, it's a marathon.
And I think that's where the early learnings, you know, for fellow D&I practitioners came from when, you know, we all started doing bits and pieces, and and we realized, you know, hang on. This isn't gonna bring meaningful change. And now we're facing this challenge that I think a lot of us now know how we would approach it or how we should approach it, but now we don't have the budget. So it's a bit of a catch 22 situation where where I think we are finding our way to make this work in the corporate environment. But now a lot of the lot of the in house D&I practitioners don't have the budget. So, yeah, definitely an uphill an uphill battle.
Yeah. We see I mean, I see a lot of rhetoric in the obviously, I'm UK based at the moment. A lot of rhetoric in the UK press around the government talking about D&I initiatives are a waste of money. They haven't delivered the benefits. All this kind of pushback. And I think even here, the same from the US in certain, you know, government issues. They're pushing back against EDI, D&I training. I think you you both made the point that people went into it without the right expectations, without the right momentum and longevity.
They're not tracking it. They're seeing D&I as an overhead, which why we're seeing budget cuts. We're not seeing D&I as an investment. In the same way, we see maybe leadership development or the people space. It's always still seen as an investment often. So I think we need to move that narrative from seeing D&I as a cost and a hassle and and a wokeness and a and a and a sojourn we have to sort of fight our way through to actually leveraging productivity, happiness, discretionary effort, reduce hiring costs, reduce turnover, reduce onboarding, all these kind of immediate, which we can quote Gartner and McKinsey and all these stats that the cows come home. But a lot of companies just don't get it right, do they? And I think the storytelling you're approaching it with, for me, is key. Listening to the impact you're gonna have with people's lives.
Yeah. When you say, Laffy, I know it's people coming up to you afterwards having experienced the content you're producing and with a tear in their eye with the story to tell back to you. That must be immensely empowering.
Yeah. It is. Like, just, oh my gosh. Hearing you say those words until I got chills and getting emotional just thinking about it because it is. And you can't separate that experience from a workplace as well. Like, I think for traditionally, you know, workplace has been where, you know, leave your personal life at home, leave your feelings at home, leave everything else at home, work, go to work, you know, be a machine at work, and then and then go back home, and, like, we know that doesn't exist anymore. You know, that model of the workplace, you know, is is gone, is vanished. And I think, like, going back to your point about where we are in the world, you know, I'm in Austin, Texas, so it's the capital of Texas.
I actually happen to be in a WeWork that's on congress, and I can see the state capital from from this building. And so I am faced with the politicians in Texas on a daily basis, and I personally love being in this place in the world because I feel there is so much great work to be done. I do work with, Equality Texas. Like, that's the one not the nonprofit that my company, Freeline Productions, does work for, and we're helping educate, entertain, and inspire through personal storytelling with Equality Texas. And I think that talking about both in the UK and in the US and states across the US, how, like, DEI is being canceled and gotten rid of, I personally believe it's not going away. It's just shifting and it's got, you know, it's gonna probably be labeled something else. But when you're talking about people development and leadership, you can't have a leadership training if you don't talk about the just diversification of your workforce. Like, from stats here in the US, like, 1 in 5 Gen z identifies as LGBT.
You know, the future is very queer. Not only here in the US is it very queer, you know, white people by numbers are gonna be less than 50%. I mean and that's just a fact, but we're all, like, spiritual beings having a human experience. We just happen to be put into different human needs. So, you know, so it's like, if you want to be a leader, you're gonna have to educate yourself on what these humans are going to look like and behave like and be culturally raised in order to have a successful workforce, in order to have a successful business. And, you know, Rita and I know, like, studies show that when you have an inclusive environment, it's better for your bottom line. Like, we've known that for a long time. But instead of going, oh, it's better for the bottom line.
Therefore, I need to hire this many, you know, black people, this many gay people, you know, this many people living with disability. And if I get them all together in a room, then we're gonna make lots of money. And, of course, we know that's rubbish. It doesn't work like that. Like, you've got to be able to be less afraid of bringing vulnerability, kindness, courage, empathy, joy, fear, sadness, grief, all these things that we all experience. Let's talk about them at work as well. I mean and that's when you start to create a space where people can be seen and heard. A lot of people say they don't like labels, and I can understand that, but labels help you find each other.
You know, I'm a very out and proud bisexual, cisgender, immigrant woman living with a non apparent disability, and I'm gonna give those labels so that somebody who's also living with one of those identities knows that I can relate to potentially to their experience, and we can talk about it. And and that's that's what we I think we need to to bring into that environment. So, you know, one more thing I'll say, then I'll stop talking because I really just feel like I'm going off in multiple angles. I just think that we're living in a time of the universe, of the world, of society, where there are massive shifts happening. There's a big change, and change is extremely scary to lots of people. And so if us as d DEI practitioners, storytellers, people who build empathy, if we can help carry people through change and help decrease that fear, then I think that, you know, we'll create places where everybody can, be happy and live in joy.
And with you, yeah, I mean, we we should all be queer meat sacks. I think that's probably a good way to look at it, isn't it? Yeah.
Exactly.
Yeah. And, and Kionna talked about, yeah, Kionna talked about society. And I think it's super important to remind ourselves that corporations have the ability and power to influence broader changes in the society. And I think we, or people in corporations and especially people in leadership tend to forget that, that, you know, everything starts somewhere, and big companies have that power. And leading by example is super important in businesses because that's where we're able to make broader changes and, you know, changing the society from the individual's perspective is is a lot more difficult. But if you look at, you know, the big enterprises and the way they make changes in their policies that affect, you know, their employees could have easily a broader impact on the society. So that's why I believe that we do have to focus on educating and helping corporations to really bring those changes and not just pay the lip service because that's where we can then influence bigger bigger changes and and not just, you know, in the UK or in the US, but in places like Hungary as well or in, you know, other other countries.
We've we've seen examples where the power of the corporate voice, if you like, for want of a better word, corporate allyship. We've seen it with in Florida with Disney. We've seen it with the bathroom bill in the US where corporations basically pulled out. Was it South Carolina for a while and said, we're not gonna operate here if you're gonna have these discriminatory tactics. We've seen people putting pressure on Bermuda and places like that where ships are are registered, where they ban gay marriage. So we've seen that going on. We've seen other regimes being, you know, if you like, ostracized Myanmar and places like that in the world where they they look yep. Queer rights have been pushed back.
But then we see governments such as the UK government and the potential next US government, almost red light or green lighting, sorry, anti trans and anti gay type rhetoric. And it it's we we need to stand up as a as a as a as a corporate nation, if you like, because my time in corporate life is very welcoming. It suddenly becomes messy for me in in in pits of society influenced by the government sometimes, and I think that's that's the struggle. So, Fiona, you wanted to dive in there?
I wanted to add something as well, like and I totally agree that, you know, businesses, corporations do have this opportunity to continue their leadership in this space. And when it comes to budgets, you know, when a DEI budget is cut, really, I would love to see marketing teams jumping in. Like, marketing teams typically have much, much larger budgets than DEI, and I think that here in the US where a few companies, particularly last year, were kind of, like, in hot seats based upon their actions with DEI, like, if marketing and DEI were communicating really, you know, in in foots in step together, then a lot of that I think could have been very different. And I think with the work that Rita and I do, you know, when it comes to filmmaking, I personally would love to work with a marketing team and a DEI team, but the marketing team with a DEI perspective because those budgets are gonna be able to fund the kind of films that we're making and the animation that we're making. It doesn't have to be labeled DEI, and I think people you know, marketing teams will spend 100 of 1,000, if not 1,000,000 of dollars on flashy ads and that kind of stuff. But for a smaller budget, you could make an authentic independent film and have incredible impact. And I I just think that there is so much opportunity that's out there. This is this is not like a desert.
So, Basa, I understand you you work with a lot of start ups and, entrepreneurs, buildings, you know, building hope hopefully, hyperscale businesses. They have the ideal opportunity to to start with EDID and Inclusive Leadership at at heart, but often often often they're founded by a tight knit pair or small group of of college leavers or whatever it may be. And it's often hard for them to bring other people into their mix in the early stages. So how do you encourage businesses like that to embrace the power of of of of of of more of of a broader demographic?
I mean, it's it's not easy because when founders start their business and, you know, they try and make it work and they they try and build a viable and long term sustainable business. Often, you know, the people part is important, but it's not the number one priority. Like, you know, they they would hire people who will help them to get to that next stage to to to achieve that goal. And in an ideal world, it would happen along with a long term people strategy where they are building a sustainable work place from the get go. But to be fair and honest, small businesses, you know, struggle a lot at the very beginning, and I don't think D&I and sort of inclusion proactively comes into the picture before they reach 60, 70 employees. And, you know, I don't blame them because they have so many things to be worried about. And and and, you know, we don't get to see those businesses that don't even make it to this stage Joanne and a lot of them don't. But there's definitely an opportunity and and not by, you know, they don't need to hire a D&I practitioner or a or a senior people leader from the get go, but there's definitely opportunities for those founders and leaders early on to educate themselves and to be conscious and mindful about how they are going to build an inclusive workplace.
And what I'm hearing and seeing the most is oftentimes leaders don't know where to start and that's that's another problem, right? Like, okay, I want to build an inclusive workplace, but where do I start? And, and, and that's what makes it, makes it difficult. And I think us as fractional people leaders like myself, you know, have this opportunity to to support these founders and and build that workplace. But it's it's unfortunately in a very, you know, difficult business environment. It's not a not an immediate priority.
Yeah. I I've I've experienced very similar in some of the works work I've been doing. It's a shame because what we're effectively saying is D&I isn't important until I can afford it. Where we should be saying Yeah. D&I should be integral to the founder's mindset at the very early stages because you can't afford not to do it. You know, when we talk about these businesses struggling or not growing or not not succeeding, is it because they haven't got that diversity of mindset? They they're they're giving living in an echo chamber. They need to broaden their horizons on that.
Yeah. And it's I think it starts with this, you know, small simple things. And and a lot of these founders might still think, you know, with numbers in their head, with diversity in their heads. And how many times we heard, oh, we don't want quotas. And it's exactly it's not it's not what they should start with. If you think about inclusion, you start with policies. Right? Look at all your policies. How inclusive are they? Are they allowing your employees to be their true themselves to be, their true themselves? And are they allowing them to feel belonging and and is your workplace accessible? So there are some very easy, you know, starting points to look at.
And then secondly, it's talking to your people, listening to your people. And I've had an amazing colleague who, taught us, you know, don't fall for the solution. Fall for the problem. And I've seen that a lot, especially in the HR world when and in the D&I world as well, when when when those leaders are like, oh, I've got this great idea. Let's implement this. But is that really a problem in your business? Do you really need that? Whilst, you know, going in a different direction where you ask your people, you know, what do they need? What would make them feel more included in your company? And there you go, you've got your actions. And so I think it's simple. It's just the approach where we put diversity away as the means and we focus on how do we make this place accessible, equitable, and inclusive.
Yeah. It's it's really hard though managing diverse groups of people. I mean, I'm I'm the chair of a board of a professional association, and I've got 9 people with vastly different backgrounds, thinking styles, ages, genders, and perspectives. And it's really hard to to chair that board sometimes where you're trying to allow everyone to have a voice, move things on, reach consensus, and if you like, work with the disagreements or work with the differences of perspective to bring that harmony where togetherness where we make a decision that we all stand behind. It must be really hard, you know, as you say, in a startup environment where founders wanna, you know, in quotes, get shit done and make things happen. And they've got all these people. They've gotta say, oh, I've gotta be nice to them. I gotta be nice to them.
I just wanna just wanna get on with this. Is that is that some of the challenge there, Rita?
Yeah. But I think it's a challenge everywhere. But it's like it's a sprint. It's not a sprint. It's a marathon. And so I think we need to approach it differently as well. Like, you know, do we want an an immediate decision and a and a consensus which, you know, might lead to some results? Or do we actually allow others to to add their input and feel heard. And yeah.
So I think it's it's a difficulty in every any workplace meeting, whether it's a small emerging business or a large corporation. But I love working in those challenging environments because that's how I learn. And I think if we allow ourselves to be vulnerable in the sense that, you know, I don't know how to, let's say, moderate a meeting like that because there are so many different kinds of people in there. But I'm going to allow myself to be open to that experience and see how it goes, then we might actually get something more meaningful out of that. Maybe it takes a little bit longer, but it would definitely, I think, bring greater results.
Thank you. Fiona, you you you talked about getting marketing involved, and that really that really resonates. Because I'm thinking here, brand. Brand is owned by marketing. And when we talk about recruitment, we talk about employer value proposition. We're talking about recruitment marketing. We talk about Joanne and culture have to figure very heavily in our marketing strategy and in our recruitment strategy. We're not gonna recruit people who don't resonate with our brand.
And what what we tend what what I, in my experience, what I tend to find is when people are going through the hiring process, the the the hiring manager or the hiring team have a disconnect of priorities with the corporate objective. They're trying to fill an empty chair. They're trying to get their project done. They're trying to make something happen. And they'll they'll just go, oh, here's a CV. Let's hire them. Or, yeah, I know somebody, and we we all the best inclusive hiring practices go out the window because I've got a CV on my desk and they'll do. And for the priorities, you know, hiring velocity, cost to hire, and the experience.
You can't have them all high. You gotta spend more money to get better experience or or slow down. So I often see recruiters and the hiring managers breaking away from the corporate objective. And what we really need as a practitioner, I always say, I need to jump leapfrog the hiring team and talk to comms, talk to marketing, talk to HR, talk to the DEI people, and get them to do a pincer movement on the hiring teams and say, okay. Now we need to think about how we can hire more inclusively in a more in a more contemporary hiring process than just the way we've we've done it, which means we always end up hiring the people we've always hired. And that's not to say they're not the right people, but that we haven't had the choice to evaluate whether they're the best people. Is
that Right.
Us back into marketing?
Yeah. I I mean, I think that with all of this, it's kind of breaking down as many silos as you can within an organization and ensuring that all of these different teams are communicating and collaborating together. And I think that comes down to creating a culture and an environment where that happens organically and starting off potentially with, you know, workspaces, whether people are physically at a building or whether they're online or whatever, be able to create, as Rita was saying, like, an accessible environment physically and culturally in order, you know, for these conversations to happen. And I think if you, if you want to take it back to marketing and the external comms, I think sharing content that is actually authentic and actually genuine and isn't just, you know, placating to an audience and, you know, somebody thinking, oh, you know, we want to I'm gonna use LGBT again because it's my world, but, you know, we wanna we wanna hire more LGBTQA plus people, therefore, you know, we're gonna go sponsor this thing at pride, and we're gonna create this ad with this, you know, cute couple of, you know, 2 genders and that way we're gonna attract all the gays. And it's like, Jo. Let's take a step back. And let's, you know, create content that has more of organic authentic feel to it. And the one of the tools that comes to mind is creating really strong ERGs, you know, employee resource groups or BRGs, business resource groups, and being able to engage the employees that you already have and make sure that those ERGs are also intersectional.
So a lot of companies will have, you know, a pride ERG of veterans, people with disabilities. But all of us human beings, in addition to being meat sacks, we can use the analogy as icebergs where only 10% of who we are might be, you know, apparent above the surface, but most of who we are is is unapparent and beneath the surface. And you don't belong just to 1 ERG. You know? You've got multiple identities. And so I think that starting with those ERGs, you know, and then bringing people together in collaboration, making sure that marketing is including ERGs in their decision making, you know, potentially start off with sharing stories of people that belong to ERGs and kind of, like, growing up from there. And to, you know, reiterate what Rachel was saying about it being a marathon and not a sprint is, like, always bear that in mind. Like, just the smallest little action can sow the seeds of really long term significant change and making sure that it is always authentic and always comes from heart. And it's not just checking a box because they think it's the right thing to do.
Yeah. I from a meat sack point of view, I don't think anyone's ever shouted out from the rooftop. We need to hire more trans people. Mhmm. But they they we don't fit on their Noah's Ark sometimes. You know? The Noah's Ark has to have black people, white people, disabled
Right.
Disability. Maybe some gay people, maybe some lesbians. Well, we're not sure about bisexual people. Oh, what about
the bisexuals? Yeah. I mean, do you wanna talk about the bisexuals? I mean, could that
Let's go there. Yeah. Let's go there.
Well, I I mean, for me okay. So I'll share something. So when it comes to marketing, for example, say you're marketing to the queer community and oftentimes when people are represented, like stock imagery, for example, like stock imagery could do with a bit of an injection of inclusion because they naturally go to, oh, let's put, like, 2 men, and I'm gonna use, like, binary gender language. Jo we've got 2, you know, cute guy cute guys that are gonna be assumed to be gay, or we've got 2 women that assume to be lesbians. But how to get bicep how do you represent bisexuals in that imagery? Because any of those people could be bisexual. And if you have, you know, content where you've got somebody who is presenting, you know, female or male gender and then another, you know, female gender, they're not necessarily straight. You know, one or both of them might be bisexual. And then if you wanna really go further, like, what about families that have more than 2 adults in their makeup? You know, where do they belong? Going back to Rita's policy, like, here in the US, your health care is dependent upon your policy.
What about families that, you know, are in polyamorous relationships, but you can only put one add on your health insurance? You know? What do we do with that? So it's like constantly thinking about ways that our societies and our systems have set up barriers to access the basic things you need in order to take care of yourself and your family. So yeah. So the but bi bisexuality just for the record, let me let everyone understand here in the United States, studies show that close to 60% of people who identify as lesbian, gay, and bisexual are bisexual. So we are not actually represented so much in media and filmmaking and TV. We've got all these stereotypes and and tropes. And, you know, I've got a book if anyone wants to understand more about it. That's that's a whole other podcast conversation, Joe.
Oh, yeah. And, I mean, just to chuck another grenade in there. The, you the imagery you you you portrayed about these these cute 2 men, these cute 2 women, they could be bisexual. Well, they could be non binary, and they could all be trans as well. Right. You know?
Exactly.
I I spent 50 odd years of my life, and no one knew what was on the inside. Jo, yeah, we don't know, do
we? Exactly.
So And most majority of people.
Most trans people also identify as bisexual, so realizing that there's a difference between biological sex, gender, and sexual orientation, and the US military is the world's largest employer of trans people. More than 15,000
It's now a safe space to be out, to be supported. I I knew a I still know a a colonel in the air force who is trans. She she gets a huge amount of respect being a colonel, obviously, because people salute her and look up to her and and they do as she says. She she gets far more respect and support being as part of the military community than she ever would in in in civilian life and out out in the streets. So Yeah. Yeah. It's it's well recognized under this administration. The military is hugely supportive, isn't it?
Well, I mean, you might be talking about Sherry Sawowski, who is a yes. Retired Sherry Sawowski. No? Okay. Somebody else. So she's, she's a retired colonel in the US military. So in fact, prior when trans people were still banned in the US military, there was still the large the US military was still actually the largest employer of trans people. So this isn't a new phenomenon. Trans people serve in the US military at twice the rate than cisgender or non transgender people do.
So we need to consider, not just in the US, but the military is a workforce as well. And so how are militaries around the world providing an inclusive workforce? But I think the like the the US military has long had a history of providing a space for trans people to be gainfully employed, to have community, to have a job that feels like you're part of something bigger than yourself, to access health care, to be able to get education, you know, all of those things that a cisgender person would like to have as well. So it's not new that the US military has been in an environment where trans people have been able to serve And, yeah, it depends on different units. It depends upon your leadership on how you're treated. So, like, when the ban was still in effect, we found that there were many people who were out as trans and serving despite the Joanne, but because their leadership knew that it the ban was wrong, and they didn't care who you are, like, what your gender is, do you have my back out where it matters? And that you know, can you do your job? And so those people are allowed to serve, and then you would find other units where there might be, you know, transphobia or a leader that did not get you as a trans person. And then that's when you ostracized, you know, potentially kicked out. So I think that the military ban on trans people was outdated policy, going back to policy as well. It had nothing to do with the government.
I mean, nothing to do with government. Of course. It's part of the government entity, but it wasn't like it was outdated policy that needed updated. So it didn't really matter so much as to who was president. It was like, is the Department of Defense going to update their medical policies and include trans people to be able to serve? And finally, they did. And then there was a bit of a bump with 1 president from another, whatever.
Couple of executives and things You bet. Just ignoring him for a while. Yeah.
Yeah. Exactly. Because it was an executive order, like but now, you know, trans people can serve openly, but then you still need to update your policies to include intersex people. 1 in 100 people are born intersex, meaning they can have any combination of male and fish, male and female sex tissue chromosomes and or hormones. And for the longest time, because of how your genitals look, you have been prohibited from serving in the US military, which is kind of ridiculous. And so it's like just being on top of, and that's where, again, like Rita and I, I think have this great collaboration where she's the expert on the policy in the HR. Like I know enough to be dangerous on that. I'll be the storyteller, but marrying like updated policy with sharing someone's lived experience and you can help build intuition.
Rachel, I can see you. You're dying to get back in there. Come on.
Go for it. No. I mean, I I love that Fiona brought that up because I recently read a report of a large global consulting firm. And I was I was going like nuts about it because they were talking about numbers. Right? Like D&I report was just all numbers. And here's a simple solution for for businesses. And, you know, just reflecting to and Fiona said, you know, the US military just just you know, quote unquote, needed to, you know, change their policy. How about if companies and corporates start reporting their inclusion numbers and not their, you know, this is the number of this type of person we have.
This is the number of this type of person. So let's talk about, you know, what's the gender pay gap in your business? How many and what kind of policies have been implemented to ensure, you know, equality, equity, inclusion, etcetera? How do the carrier of members or underrepresented groups, track, etcetera? So, you know, let's not try and always talk about numbers, numbers, numbers, because it's almost like showing off like, oh, look at how diverse you are. But are you truly inclusive? Here's a simple solution that any company could do: ditch those reports and start talking about the type of policies that you implemented and the changes that you made so that your people, wherever they come from, can feel themselves and and included. And and I think the the US military is a good example of, you know, they could have talked about the numbers, but, the the true change came with a policy change.
So we we know we've talked about it already today that diversity, inclusion, equity, belonging, all these kind of things, the culture influences better outcomes for business. We know that. It's been out there for for donkey's years. We know we know this. But what we've also gotta recognize is the facts don't change people. We still drive too fast. We still eat too much red meat. We drink too much wine.
Even though these things are bad for us, we shouldn't do it. So for whatever reason, organizations aren't seeing these kind of work initiatives or strategic initiatives as being beneficial. And then we talked about the start ups not seeing it as a as a something that they they can afford in the early days. So how do we get businesses to to start to do something? Because as I said, the facts don't change people. We we look at the World Economic Forum as talking around a 160 odd years for gender equity in the in the in the workplace in the western world. If you look at the globally, it's sort 250 years, I think, when you include China and the Middle East and those sort of places. We have to encourage those with the power, those with the privilege, which this is pick a pick a a demographic out of their head. This is straight white men as a as an example who often hold the power and privilege.
How do we get them to enable the change? Because you can you can stand on the outside of the castle banging the door down all you like, unless someone's prepared to open it for you and welcome you in. How do how do we get how do we get people who hold those privileges to to open the door, to have the conversation? They're scared. They don't know what to do. They're worried about being marginalized themselves.
You wanna go first or you want me? I'm ready.
Go on then. Jo for
it. I I just say 2 words, and then I'll let you go. And by like, I think it's simple by building empathy and and and compassion. I think that's the very first step.
Yeah. And I sorry. Have you have I got interrupted you? Okay. Good. I think to build on what Risha said, like, and how you do that is to help straight white men see themselves as diverse because they are diverse. We all are diverse. There's not it's not like straight white cisgender men versus everybody else. Like that's the approach we've been taking, going back to all the numbers.
Like if you're, you know, we've created an environment where straight white cis men feel like they're left out of this conversation and their shit, and we need to change that experiences that are beneath their surface that no one is talking about. And that doesn't mean that we're leaving all the marginalized people behind. What it means is that we're opening and we're making the table bigger for everybody to get there, you know, and help like that straight white cis man has faced adversity too. And now we've created an environment where if that man wants to share his story, he's feeling like he's been told to go sit in the corner and be quiet, and it's making it worse. Not only does he face adversity, but maybe he has kids who have, or parents or other family members. And so that's why I think that we need to share everybody's story, including the straight white cis Joanne. And those people who were in power and leadership, I'll give them the opportunity to be able to lead and include everybody without feeling like they're not included in that work. And, and the 4 steps that I feel that you go through is like self awareness.
So every human, if we could all increase our self awareness and if that straight white cis man can help increase his own self awareness too, and then it's awareness of others. Because once you've worked on yourself, it's easier to understand and work with other people. And then it's, courageous action and collaboration. But you're more likely to take courageous action collaboration if you've done your own work. And to get a tiny little bit woo woo here is like elevating consciousness and realizing the spirituality that we all share and that everything is going to be okay. Like, another analogy for you, you know, when you like Jo off on an airplane and like say down, down on the ground, as I know in the UK, it's raining a lot and you've got this cold cloud cover and you've got all this grotty weather on the bottom. But when you get on a plane and you go through those clouds, it's always, if it's the daytime, it's always gorgeous blue sky and gorgeous blue sunshine. And it's like all the joy and the prettiness that we see And that joy and prettiness never disappears just because of the layer of cloud.
And so just being mindful of that and remembering that we don't have to take ourselves and each other quite so seriously, like all these stories that we make up in our minds. You know, we're born to love and that's what we should do in and outside of the workplace.
I love that analogy. I love the idea because, yeah, I was I flew to San Francisco a couple of weeks ago, and you spend a lot of your time above and above or at night when you see some beautiful stars out there as well. So, yeah, I love that analogy. And I think what you're saying there is it it's emotional intelligence 101 really, isn't it? Self awareness, the awareness of others, connecting, collaborating. That's that's what we're talking about. Jo, Rita, what's your vision of the future? Yeah. Are we are we gonna make a difference between us?
I hope so. I I mean, I'd like to see today when all companies have truly inclusive and diverse boards and senior leadership teams who will be the champion of inclusion and acceptance. Are we gonna get there in the next decade? Maybe not. But I do believe that at some point, you know, we're we're gonna get closer to that. And so I'm going to, you know, do everything in my power in order to to to truly build inclusion and and and equality in the world, which, you know, I think including more people and being more inclusive doesn't mean excluding others. And and and I believe, you know, we can do this work, build inclusion by remaining still positive and and being on that, you know, upper up above that blue sky, and no one needs to feel, that, you know, they are under those gray clouds. So, yeah, I I hope so.
I like that. You we we we gotta recognize we can't build inclusion by excluding and leaving people behind. This is a this is a we thing. This is a together thing. It's a collaboration thing. I'm a great believer that EDI, D&I, whatever acronym you wanna use, is a cut it's a collaborative sport, not a competitive sport, because it it's about combining our resources to to everybody succeeds, not trying to succeed ahead of somebody else. So, yeah, I I love that. Fiona, what's your what's your vision here? Where are we where's the world going?
I was like, I know we're gonna get there because I'm seemingly positive. And I hopefully it will be before I'm 90 years old. Jo we'll see. But no, I, I do. I, I think that we are truly living in a very fascinating time in, I don't want to say history, but in time of the world, like, I just think it's really cool that I think big systemic changes happening. I think it's for the betterment of societies, but it's extremely challenging to go through that. And like, like Rita said, like, I will do everything in this lifetime to do what I can to help build a world of equity. I know that I have been born with many privileges and I see myself as called to use the privilege that I have to be able to help other people.
And I see good. I I think it's happening. Gonna be a bumpy road. It is a bumpy road, but absolutely.
Being committed and, you know, I think, you know, we we look at some of the leadership models. 1 of them is one of the things is is commitment to the objectives. Commitment is is a we need to have courageous conversations. We need to stand up for what we believe in because there will be people who wanna push back, and that is is having that strength of character. I think the thing we can do as as consumers is we can vote with our pound or our dollar or our cent or whatever currency and make sure we're amplifying businesses that support our own values and our own brand ethics. So even if we can't change the incumbents, we can make sure the next generation sprout the green shoots we want to see. And then the the other organizations will will wither on the vine and become less relevant. You know?
Yeah.
There's there's monolithic companies of the past. We've only got to see what's happened to this the Twitter share price over the last, year or so to to realize that hate doesn't doesn't sell. Yes. It maybe there is a people who who will finance hate, but, fundamentally, it doesn't win. Hate never wins. I just because cooking pushing that pushing that fight. Wow. For my first, threesome, my my my my amorous podcast here.
I probably remember How
was it for you?
It it was it was it was fascinating. We're all in different countries and different time zones. Well, I know I suppose Rita and myself, we're in the same time zone, same country at the moment, but, the electrons are flying around the world. Jo, Rita, how do we get a hold of you? How do we find out more about what you do?
I mean, I'm mostly on LinkedIn. People can find me on LinkedIn and, you know, I I do have a website too, but usually LinkedIn is the easiest. Rita Hallgató, although my surname is not easiest to to remember. But, yeah, I'm I'm on LinkedIn. I'm quite active there. And then, you know, Fiona and I are collaborating together on on, on different things. So we often talk together on things. And yeah.
So that's that's where where I'm accessible at most.
Fabulous, and Fiona
So on LinkedIn, Fiona like the princess, Dawson like Dawson's Creek, I think my LinkedIn URL is, like, free lion, so I'm easy to find there. And then the website, free lion productions.com, and we have a page, for Rita and I's collaboration. So you can read about us there and find Rita there as well. And there's also a page of my filmography, so you can see an example of, like, the docs that I've done and the animation and that kind of stuff. Jo, and email, fiona@freelionproductions.com.
Thank you so much, Peri. I've really enjoyed this conversation. 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. If 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 for the promise to return with more enriching narratives that challenge, inspire, and unite us all. Here's to fostering a more inclusive world, one episode at a time. Catch you on the next bite.
Also generated
More from this recording
🔖 Titles
Empathy as a Catalyst for Inclusive Leadership in Diverse Teams
Bridging Divides: Empathy's Role in Enhancing Diversity and Inclusion Efforts
The Empathetic Approach to Diversity: Leading with Understanding and Inclusion
Building Empathy: The Key to Unlocking True Diversity in the Workplace
Crafting Inclusive Narratives: The Power of Empathy in D&I Initiatives
Empathy in Action: Shaping a Compassionate Framework for Diversity
Elevating Diversity through Empathy: A Vision for Inclusive Leadership
Beyond the Numbers: Infusing Empathy into Corporate Diversity Practices
Empathy Infused: Transforming Corporate Culture for Inclusive Excellence
The Empathetic Edge: Advancing Inclusion and Belonging in Organizations
ℹ️ Introduction
Hello and welcome back to The Inclusion Bites Podcast, I'm your host, Joanne Lockwood, and you're about to join me in another bold conversation that drives real change. Today's episode, titled "Infusing Empathy," features two trailblazing guests, Rita Hellgató and Fiona Dawson. Together, we'll unwrap the importance of including straight, white, cisgender men in diversity initiatives, the transformative power of personal storytelling in corporate settings, and the optimistic vision of a future with inclusive leadership teams.
Fiona, who quit her job to pursue her dream and highlight the stories of transgender military members, will share how her filmmaking creates vulnerable spaces that build empathy within corporations. Rita supports this approach and stresses the importance of implementing inclusion policies beyond mere numbers.
We’ll also be discussing the importance of building inclusion as a collaborative and empathetic journey. From diverse leadership to authentic marketing and hiring practices, we're diving deep into narratives that foster a more inclusive world and how we, especially those with privilege, can enable positive systemic changes.
So, are you ready to challenge the norms and embrace transforming conversations? Let's dive into today's episode, "Infusing Empathy". Remember to subscribe and join the community, contributing your thoughts and stories to further our mission of igniting change in building inclusive cultures. Let's make a difference, one conversation at a time. #InclusionBites
📚 Timestamped overview
00:00 Rita and I combine superpowers in corporate DEI work. My background is in corporate diversity and filmmaking to build empathy. Our collaboration merges personal storytelling into the corporate space.
06:15 Advocating for inclusive culture and positive people experiences in DEI.
09:29 Open exchange of stories through interviewing and filmmaking creates powerful connections.
11:02 Many privately thanked me for sharing trans stories, inspiring others to be themselves, aiming to bring change to businesses.
15:13 Challenges in D&I with budget cuts, need to educate leaders for long-term change.
19:17 Works at WeWork in Texas, supports Equality Texas, advocates for diversity and leadership development.
23:17 Corporate influence on societal change is important; leading by example in businesses can create broader impact.
25:46 Leverage marketing budgets for DEI impact.
27:55 Founders struggle early, need to prioritise building inclusive workplace despite challenges.
31:14 Listen to people, solve the problem, make workplace inclusive.
35:53 Encouraging collaboration and authentic communication in organizations for better culture and external comms.
39:21 Inclusive marketing representation, LGBTQ+, and healthcare policy in the US.
43:05 The US military historically supports trans people. Other militaries employ trans people with varying levels of acceptance. Leadership plays a key role in treatment of trans individuals.
46:53 Focus on policies for true inclusion, not just numbers.
50:02 Creating inclusive environment for all voices, including straight white cis men.
51:22 Increasing self-awareness leads to understanding and collaborating with others, elevating consciousness and finding joy despite challenges.
55:52 Commitment to values, courageous conversations, consumer power for ethical businesses, shaping future generation's values.
58:24 Thanks, Peri. Grateful to listeners. Subscribe, share, engage. Contact jo.Lockwood@seechangehappen.co.uk.
📚 Timestamped overview
00:00 Rita and I merge powerful superpowers in corporate DEI.
06:15 Advocate for inclusive positive people experiences.
09:29 Connecting through interviews, creating symbiotic exchange.
11:02 Inspiring film empowers people to be themselves.
15:13 D&I budgets face uphill battle in business.
19:17 Working at WeWork, engaging with Equality Texas.
23:17 Corporations have power to influence societal change.
25:46 Businesses should utilise marketing budgets for DEI.
27:55 Founders focus on business before inclusivity.
31:14 Listen to people, focus on real problems.
35:53 Fostering communication, collaboration, and authentic content sharing.
39:21 Marketing needs more inclusive representation for LGBTQ+.
43:05 Global military approach to inclusive workforce, challenges.
46:53 Focusing on policies, not just diversity numbers.
50:02 Creating inclusive environment for all by sharing stories.
51:22 Increase self-awareness, help others, take action.
55:52 Commitment to values, influence through consumer power.
58:24 Expressing gratitude for inclusion, inviting further engagement.
Episode Tags
empathy in leadership, diversity and inclusion storytelling, empowering transgender voices, systemic change advocacy, corporate inclusion strategies, elevating consciousness in business, collaborative inclusion efforts, inclusive hiring practices, non-binary representation, advocacy against discriminatory legislation
A Subtitle - A Single Sentence describing this episode
Fiona Dawson explores the synergy of diversity initiatives and personal storytelling in cultivating a landscape where empathy flourishes across corporate environments.
About this Episode
About The Episode:
In this episode, we explore the power of empathy in the workplace and society with Rita Hellgató and Fiona Dawson, delving into how storytelling and inclusive leadership can transform corporate environments and societal norms. Rita offers her perspective on the role of diverse leadership teams in shaping the future, while Fiona discusses how personal experiences can lay the groundwork for systemic change and inclusivity. Our guests bring a wealth of experience from the fields of diversity and inclusion and filmmaking, providing invaluable insights into fostering empathetic cultures.
Today, we'll cover:
The critical role of straight, white, cisgender men in diversity initiatives and creating empathetic corporate climates.
Essential strategies for enhancing self-awareness, taking courageous actions, and cultivating awareness of others within organizations.
The importance of collaborative over competitive approaches to building inclusive work settings.
Filmmaking as a tool for creating vulnerable, safe spaces that allow for personal stories to inspire corporate change.
The intersection of corporate policies, inclusive storytelling, and their collective impact on diversity and inclusion budgets.
How businesses can leverage influence to advocate for updated equality policies and infuse empathy into their cultures.
The societal significance of consumer support for businesses that align with their values and the broader message that hate does not ultimately win.
Episode Summary with Intro, Key Points and a Takeaway
In this heartfelt episode of The Inclusion Bites Podcast, Jo regales us with an enlightening conversation about "Infusing Empathy" with guests Rita Hellgató and Fiona Dawson. They tackle the often-overlooked topic of involving straight, white, cisgender men in diversity initiatives, the power of storytelling within corporate spheres, and the essential nature of empathetic leadership. Rita shares her vision for a future enriched by inclusive and diverse leadership, while Fiona converses with Jo about the optimism she holds for systemic changes, and her commitment to leveraging privilege for the greater good.
Fiona, after leaving her corporate role to chase her passion, became deeply involved in projects spotlighting the stories of transgender military members through filmmaking. Renowned for creating safe spaces for vulnerable storytelling, her work has been met with heartfelt thanks, particularly resonating within the trans community. Rita supports Fiona's narrative-focused approach, advocating for its profound impact on corporate culture. Together, they confront the cutbacks on diversity and inclusion budgets and the consequent challenges, reinforcing the imperative for a revolution in leadership mindset towards these initiatives.
The episode navigates the complexities of creating inclusive environments, with Jo emphasising the significance of building such spaces together. Jo and the guests share personal experiences and insights into how consumers can influence change through conscious support of aligned businesses. Discussions also revolve around the nuanced experiences of transgender individuals in the military and the outdated policies that hinder them, as well as the broader societal impacts of corporate policy on inclusion.
Listeners are left contemplating the episode's resonant message: Change begins with empathy. The conversations orbit around the potential of promoting inclusivity and allyship, not just within corporate companies but across the societal fabric. Jo and her guests express the need to shift our collective narrative to view diversity and inclusion not as a fiscal burden but as a valuable investment for organizational and societal progress.
A key takeaway from this episode would be the understanding that empathy isn't just a personal virtue but a cornerstone of systemic transformation. Audiences are implored to embrace inclusive practices and storytelling as tools for change, with the ultimate lesson that every individual can contribute to a more empathetic and unified future. This episode emphasizes that regardless of one's position, we all hold the power to foster an accepting world, both in our workplaces and beyond.
💬 Keywords
Fiona Dawson, 2. Joanne Lockwood, 3. Inclusion Bites Podcast, 4. transgender military members, 5. diversity and inclusion, 6. Rita Hellgató, 7. storytelling in corporate environments, 8. systemic change, 9. inclusivity in leadership, 10. self-awareness, 11. collaboration in diversity initiatives, 12. D&I budgets, 13. inclusive corporate policies, 14. empathy in business, 15. compassion in leadership, 16. positive people experiences, 17. workplace diversity, 18. D&I investment benefits, 19. storytelling for empathy, 20. inclusive leadership, 21. workforce diversification, 22. societal change through corporate policies, 23. authentic marketing content, 24. bisexual representation, 25. non-binary visibility, 26. anti-discrimination legislation support, 27. DEI and marketing collaboration, 28. inclusive founder's mindset, 29. diverse team management, 30. corporate social responsibility.
💡 Speaker bios
Joanne Lockwood is a passionate advocate for diversity and inclusion, serving as an inspirational guide on the quest for societal transformation. As the host of Inclusion Bites, she acts as a beacon for those eager to engage in bold conversations that ignite progress. Joanne's commitment to fostering an environment where all individuals can flourish is at the core of her work. Through her interactive show, she not only probes the depths of inclusion and belonging but also encourages listeners to challenge existing paradigms.
Her mission extends beyond the airwaves as she urges her audience to participate actively in the dialogue, whether sharing their insights or contributing to the show. Joanne operates under the belief that collective reflection and action are key to cultivating a world where every person thrives. Based in the UK, she remains accessible, inviting contact through her email, and is dedicated to connecting with others, morning or evening, always striving to inspire and facilitate meaningful change.
💡 Speaker bios
Rita Hellgató is a seasoned expert in the realm of international corporate Human Resources, boasting over 15 years of hands-on experience. Having made the strategic pivot to independence in the early months of the previous year, Rita has since keenly observed the corporate sector's fervent dialogue on Diversity and Inclusion (D&I).
Throughout her venerable career, Rita has witnessed firsthand the varying tides of progress within the field of D&I. Her critical eye discerns a troubling inertia and, at times, a retrograde motion in the way corporations approach these seminal issues. Given the state of affairs in 2024, Rita perceives a persistent misalignment in corporate strategies that all too often misconstrue diversity as merely an end goal, a box to be ticked.
A maverick in her field, Rita champions a profound reshaping of the corporate conscience. She advocates for an organisational culture that prioritises inclusivity, equity, and accessibility—one that nurtures a genuine sense of belonging for all members. Rita believes it is within such an environment that true diversity will naturally flourish, a belief she continues to promote and embed within the industry as an independent consultant.
💡 Speaker bios
Fiona Dawson is a committed advocate for diversity, equity, inclusion, belonging, and accessibility in the corporate environment. Her journey began with a successful career in corporate DEI, where she honed her skills and expertise. However, in 2010, Fiona made a bold transition from the corporate world to independent filmmaking, driven by her belief in the transformative power of personal storytelling to foster empathy and effect social change.
Rather than taking an approach that chastised or condemned ignorance, Fiona chose to create films that allow viewers to step into others' shoes, facilitating understanding and connection. Her dedication to this craft has not only touched lives but also captured the attention of corporate clients.
Last year marked a noteworthy collaboration with her colleague Rita—a union of distinct yet complementary superpowers. Together, they produced a short film for a client with a global presence, designed for internal audiences, showcasing the impact of bringing personal experiences to the fore in a corporate context. Fiona's partnership with Rita reflects a perfect blend of talents, seamlessly integrating her exceptional storytelling abilities with the practical demands of corporate clientele.
❇️ Key topics and bullets
Inclusion Bites Podcast Episode: "Infusing Empathy"
Introduction to Guests and Inclusion
Introduction of Rita Hellgató and Fiona Dawson as guests
Overview of their backgrounds and contributions to diversity and inclusion initiatives
The Role of Straight, White, Cisgender Men in Diversity Initiatives
Importance of involving all demographics, including straight, white, cisgender men
Strategies for fostering self-awareness and collaboration among all groups
Vision of Inclusive Leadership Teams
Rita Hellgató's vision for the future
The need for diverse leadership for societal progress
The Journey of Fiona Dawson
Fiona Dawson's decision to leave her job and focus on sharing stories of transgender military members
The impact of her films on raising awareness and promoting inclusivity
The Power of Personal Storytelling
Rita Hellgató supports the use of storytelling in creating empathetic corporate environments
Discussion on how personal narratives can influence corporate culture and D&I
Challenges in Diversity and Inclusion Space
Budget cuts for D&I initiatives
The necessity of changing leadership attitudes towards D&I
Military Inclusion of Transgender Individuals
The paradox of the US military's employment of trans people versus policy bans
The varying treatment of trans individuals based on unit leadership
Corporate Policies for Inclusion
Importance of implementing effective policies over merely reporting diversity numbers
Call for businesses to lead change by embracing inclusivity in corporate policies
Empathy as a Catalyst for Change
Building empathy and compassion within businesses to enable change
The host's advocacy for consumer support of value-aligned businesses and the triumph of inclusiveness over hate
The Interplay of Backgrounds in Corporate D&I Programming
Fiona Dawson's transition from filmmaking to corporate D&I
Rita Hellgató and Fiona's collaboration to infuse empathy into corporate programs through storytelling
Navigating Workplace Dynamics
The evolving landscape of workplace diversity and personal expression
The significance of positive experiences and inclusion in organizational culture
Facing Pushback on D&I Initiatives
The perception of D&I initiatives as expenses rather than investments
The need for a narrative shift to recognize the tangible benefits of D&I
Influence of Corporations on Societal Change
The role of corporations in driving policy change and societal transformation
Case studies of corporations opposing discriminatory legislation
Role of Storytelling and Authentic Marketing
The importance of inclusive representation in media and marketing
Challenges for underrepresented groups in marketing and healthcare
DEI and Marketing Collaboration
The potential for marketing resources to be leveraged to bolster D&I messages
Fiona Dawson's suggestion for team integration between marketing and DEI departments
Diversity in Start-ups
The why and how start-up businesses can prioritize diversity early on
The importance of cultivating an inclusive mindset from the inception of a business
Managing Group Diversity
Strategies for leading diverse groups and adopting an inclusive, long-term approach
The challenge of immediate consensus versus sustained inclusivity
Conclusion and Invitations
Fiona Dawson provides her contact details and invites collaboration
Joanne Lockwood encourages listener engagement and shares her vision for upcoming episodes
The Hook
"Ever felt like you're dancing on the edge of change, but just can't tip the scales? Discover the unspoken catalysts that could ignite a diversity revolution in your workspace... 🌪️"
"What if the power to transform your company's culture was hiding in plain sight? Tap into the secret ingredient to infusing empathy in leadership — the results will ASTOUND you! 🌟"
"Is your organisation's 'inclusivity' more than just a buzzword? Unearth the trailblazing strategies to build a genuinely welcoming workplace — Your team will THANK you for it! 💡"
"Stuck in the quicksand of workplace uniformity? Propel up and out with our visionary approach — grasp this ONE concept and watch your organizational dynamics soar! 🚀"
"Are you championing change or just chasing it? Step beyond traditional boundaries and craft an ecosystem where EVERY voice is amplified — the journey begins within... 🗝️"
🎬 Reel script
Welcome to The Inclusion Bites Podcast, I'm Joanne Lockwood, your guide on this journey toward a more empathetic and inclusive future. In today's episode, "Infusing Empathy," we've had the incredible privilege of hearing from Rita Hellgató and Fiona Dawson. We discussed understanding straight, white, cisgender men's role in diversity initiatives, the magic of storytelling in building inclusive workplaces, and the crucial role of empathy in fostering change. We've seen that regardless of the challenge, from D&I budget constraints to resistance within leadership, there's power and optimism in unity and shared values. Remember, inclusivity isn't a competition; it's a collaborative effort—change starts with us. Join us for this poignant exploration, and together, let's reshape the narrative toward an inclusive society where everyone's story amplifies the collective voice. Subscribe to Inclusion Bites, share your thoughts, and together let's bite into the meaty issues of our time.
🗞️ Newsletter
Subject: Dive Deep into Empathy & Inclusion with this Week's Inclusion Bites Podcast 🎧
Hello Inclusion Warriors,
Empathy isn't just a buzzword—it's the cornerstone of building truly inclusive spaces where everyone feels seen, heard, and valued. This week on The Inclusion Bites Podcast, we're infusing a dose of empathy into our discussion, and trust us, you don't want to miss it.
🌟 Infusing Empathy – Episode 117 🌟
In a powerful episode titled "Infusing Empathy," host Joanne Lockwood sits down with two trailblazing guests, Rita Hellgató and Fiona Dawson, whose work at the intersection of diversity and storytelling is reshaping corporate cultures and societal norms.
Fiona Dawson, an international filmmaker and advocate, brings tales from the front lines of championing transgender rights within the largest employer of trans individuals—the US military. Her films capture the raw, vulnerable narratives of those serving, creating invaluable empathy and understanding.
Rita Hellgató, a visionary in diverse leadership teams, echoes Fiona’s sentiments on the potency of personal storytelling within corporate settings, championing policies that foster inclusivity beyond mere numbers.
Together, they navigate the challenges faced by D&I practitioners, the impact of political shifts, and the unwavering importance of an inclusive mindset, starting at the grassroots of startup culture.
Key Episode Insights:
⭐ Rita and Fiona's discussion on the role of straight, white, cisgender men in diversity initiatives—expanding self-awareness and elevating consciousness.
⭐ The urgent need for updated policies in workplaces—moving from competitive to collaborative building of inclusion.
⭐ Fiona’s optimism for systemic change, and her commitment to leverage her privilege for the greater good.
⭐ Joanne's advocacy for consumer support of businesses that align with their values against discrimination.
⭐ The episode also delves into the evolution of workplace dynamics and the corporate power to enact societal change through inclusive policies.
So, how do we make empathy actionable in our environments? This episode provides an abundance of insights and practical tips.
📆 Mark your calendars: Tune in to Episode 117, "Infusing Empathy," for a candid, in-depth exploration of how we can all foster a more empathetic and inclusive society.
And remember, The Inclusion Bites Podcast isn't just about talk; it's about transformation. Join us and become part of the change.
We'd love to hear your thoughts and experiences. Share your stories or visions for inclusion with Joanne at jo.lockwood@seechangehappen.co.uk.
Until next bite,
The Inclusion Bites Team
P.S. Are you finding value in our conversations? Please subscribe, share with colleagues, and help us grow this inclusive community. Your support means the world. #InclusionBites
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🧵 Tweet thread
🚀 THREAD - How Inclusion Can Spark Empathy and Drive Change in the Corporate World 🚨
1/ An enlightening episode of #InclusionBites with host Joanne Lockwood (@JoLockwoodSEE) joined by Fiona Dawson & Rita Hellgató. Here's a glimpse into a future where #diversityandinclusion isn't just a buzzword but the backbone of leadership. 👇
2/ Fiona Dawson, the trailblazer who quit her job to spotlight transgender military stories, now brings her wisdom to corporations. Her mission? Foster an inclusive & empathetic workplace through powerful storytelling. #ChangeMaker
3/ Rita Hellgató stands with Fiona, echoing the power of personal narratives in transforming corporate mindsets. Together, they are challenging norms and shaping diverse leadership teams. #InclusionMatters
4/ Joanne Lockwood underscores a key insight: Inclusion isn't about competition. It's a collaborative effort where even straight, white, cisgender men play a pivotal role. Self-awareness and courageous action are crucial. #TogetherForChange
5/ The podcast goes beyond talk. Fiona uses her privilege to fight systemic barriers, while Joanne advocates for consumer power to back value-aligned businesses. Hate doesn't win. Love does. 💪🏼 #SupportInclusion
6/ D&I initiatives are under fire, with budgets on the chopping block. But our guests offer solutions: Shift from seeing D&I as cost, to an investment in human potential and org success. #DEI
7/ The discussion cuts deep. Joanne reveals her personal journey, while Fiona highlights the US military as a major trans employer. Empathy starts with hearing the lived experiences of others. #TransRightsAreHumanRights
8/ Fiona and Rita’s work illustrates the urgent need to embed empathy in corporate DNA. It’s not about ticking boxes. It's about crafting policy and cultures that truly include all. #LeadWithEmpathy
9/ Corporations wield power, able to move the needle on society-wide change. Disney’s stance against discriminatory laws reminds us that true leaders stand up for what’s right. #CorporateActivism
10/ Start-ups, take note. D&I isn't a "later" agenda. It's a now-or-never. As Joanne puts it, make diversity & inclusion a founder’s mindset, not an afterthought. #InclusivityFromTheStart
11/ To the leaders listening: Are you ready to dismantle silos and nurture a culture of empathy, collaboration & inclusion? Start with episode 117 of #InclusionBites. Let's transform our workplaces into a reflection of the world we believe in. 🌍
🔗 Dive deeper into this transformative conversation right here: [Podcast URL]
💌 Share your thoughts on how we can foster a more inclusive world. Get in touch with Joanne at jo.Lockwood@seechangehappen.co.uk
💡 Don't forget to subscribe and join the community igniting inclusivity with every episode. Together, we can drive the change. #SubscribeNow
➡️ Join us for more enriching narratives next week. Till then, keep the conversation alive. Let's build an inclusive society, one step at a time.
👁️🗨️ And remember, Inclusion Bites, but exclusion swallows opportunities whole. Change starts with a story. Which one will you share? #YourStoryMatters
🌐 Fiona Dawson's powerful work can be explored here: [Website]
🔗 Connect with her on LinkedIn or drop an email to continue the conversation.
[End of Thread]
Stay tuned to this space as we bring reality to the forefront, disrupt norms, and pave the way for a more inclusive future. #InclusionBites
Guest's content for their marketing
Article by Fiona Dawson:
Harnessing the Power of Empathy: My Inclusion Journey on The Inclusion Bites Podcast
It was with a fusion of excitement and a profound sense of purpose that I accepted the invitation to join Joanne Lockwood on The Inclusion Bites Podcast. This wasn't just another media appearance; it was an opportunity to dive into the heart of what truly drives progress — empathy.
As a guest on the podcast, I was entrusted with a platform not just to share my journey but to advocate for systemic changes across corporate landscapes. The episode, aptly titled "Infusing Empathy," encapsulated a discourse that is critically needed in today's world. We explored the significance of interweaving straight, white, cisgender men into the fabric of diversity initiatives — a narrative often overlooked yet crucial for genuine inclusivity.
Together with Joanne — a host who masterfully guides conversations with grace and a wealth of knowledge — we tackled tough questions and shared candid insights. Whether discussing the need for self-awareness, collaborative action, or elevating consciousness within organizations, our conversation was always rooted in compassion and understanding.
One of the many highlights was sharing the screen with my fellow guest, Rita Hellgató. Her vision for inclusive leadership complemented my own experiences, and our synergy was unmistakable. As a filmmaker, I've long believed in the power of storytelling as a vehicle for change. My projects highlighting the tales of transgender military members are designed to create safe spaces and prompt a visceral understanding of the lives behind the uniforms.
In the whirlwind of complex discussions, one notion remained consistent: the need for businesses to look beyond mere numbers and to invest in authentic policies that encourage inclusion at every level. Joanne's insightful questions underscored this point, pushing us to consider not just the 'what' but the 'how' of nurturing diversity within organisations.
I left the episode with renewed vigour, confident in the strides we are making and the shared responsibility we hold. As we wrapped, I extended my heartfelt gratitude to Joanne for not just crafting a dialogue filled with depth but also for leading by example. She personifies what it means to foster an inclusive environment, both through her podcast and in her everyday encounters.
Listeners can subscribe to The Inclusion Bites Podcast to continue learning from these conversations. For those who want to join the movement and fuel the momentous shift toward inclusivity, we welcome your perspectives, your stories, and your voices. You, too, can be part of the change.
I urge you to listen to "Infusing Empathy," and should my experiences resonate with you or spark a curiosity to learn more about the work I do, I invite you to connect with me. My films, my advocacy, and my corporate inclusion programs are all steps toward a world where every individual is valued — and I am humbled to contribute to this journey. Together, let's raise the banner of empathy high and march boldly towards a future where diversity is celebrated, and everyone belongs.
Fiona Dawson
(For inquiries and further discussion, please feel free to reach out to me at [insert Fiona Dawson's contact information].)
Questions Asked that were insightful
Certainly! Here are several insightful questions from the "Infusing Empathy" episode that received compelling responses, which can be transformed into an FAQ series for the audience of The Inclusion Bites Podcast:
FAQs: Insights from 'Infusing Empathy'
Q: How can straight, white, cisgender men be included in diversity initiatives?
A: In the podcast, the importance of including everyone in diversity initiatives was discussed. Fiona Dawson underscored the necessity of self-awareness and awareness of others, while advocating for courageous action and collaboration to elevate consciousness. It's about building a culture of inclusion where everyone feels a sense of belonging and responsibility towards diversity.
Q: What is the role of empathy in leadership and D&I programs?
A: Rita Hellgató shared her vision of inclusive and diverse leadership teams that thrive on empathy. They both agreed that empathy is crucial in understanding others and leading effectively. Personal storytelling within corporate environments can help foster empathy by providing relatable human experiences that encourage emotional connections.
Q: Why is it important for businesses to support policies that align with inclusion and diversity principles?
A: The host, Joanne Lockwood, stressed the significance of supporting businesses that pioneer inclusive policies, pointing out that such actions demonstrate a commitment to societal progression and help marginalize hate. Consumers are encouraged to engage with brands that align with their values.
Q: What challenges do D&I practitioners face and how can they be addressed?
A: Fiona and Rita acknowledged the struggles faced due to budget cuts and resistance to D&I programs. They discussed the need for a strategic shift to view D&I initiatives as investments yielding significant benefits rather than mere costs.
Q: What impact do storytelling and authentic narratives have on corporate D&I?
A: Fiona Dawson discussed how filmmaking and storytelling have created vulnerable spaces for individuals to share their narratives, leading to greater understanding and empathy in corporate settings. Rita Hellgató also emphasised the power of storytelling in building compassionate workplace cultures.
Q: How can we foster a more inclusive environment in the armed forces for transgender individuals?
A: The podcast touched upon the varied experiences of transgender individuals in the military, noting that despite the number of trans service members, treatment can differ based on leadership. Joanne Lockwood raised the point about the necessity of policies that accurately reflect society's diversity and protect all servicemen and women.
Q: How can corporations contribute to societal change and promote inclusivity effectively?
A: Guests Rita Hellgató and Fiona Dawson highlighted that corporations hold significant influence over societal norms through their policies and practices. They urged businesses to emphasize genuine inclusive efforts that drive a broader societal impact, rather than focusing solely on metrics.
Do keep in mind, these FAQs are based on the key points of the conversation and not direct quotes from the episode. For more precise information and context, listeners should refer to the full podcast episode "Infusing Empathy" on The Inclusion Bites Podcast.
Pain Points and Challenges
Certainly! In Episode 117 of The Inclusion Bites Podcast, titled "Infusing Empathy", guests Rita Hellgató and Fiona Dawson, alongside host Joanne Lockwood, navigate a rich conversation on the hurdles within the diversity and inclusion (D&I) arena. The episode touched several pain points and challenges:
Budget Constraints for D&I Initiatives
Resistance to Diversity & Inclusion
Inclusion of Straight, White, Cisgender Men in Diversity Efforts
The Outdated Policies Regarding Trans and Intersex Military Service
The Need for Inclusive Leadership in Corporations
Overcoming the Competitive Approach to Building Inclusion in the Workplace
Incorporating Personal Storytelling into Corporate Environments
Bridging Gaps between Marketing, Recruitment and Inclusive Hiring Practices
Representation of Bisexual, Non-Binary, and Polyamorous Individuals
Upholding D&I in Early-Stage and Start-up Businesses
Balancing Diverse Group Dynamics and Seeking Long-term Inclusivity
Addressing these challenges:
Understanding Budget Priorities: Often, D&I initiatives are seen as secondary to other corporate imperatives, especially when budgets are tight. It's crucial to understand the long-term value of an inclusive environment and how it can lead to better business outcomes. This includes reducing employee turnover, increasing innovation, and expanding market opportunities.
Countering Resistance: Resistance can come in forms such as a lack of understanding, fear of change, or even direct opposition to inclusivity principles. Tackling this requires robust dialogue, education on the benefits of diversity, and fostering a culture where empathy and understanding are key values.
Expanding Inclusion: Pushing the narrative that inclusion involves every individual in the workspace, including groups traditionally considered to be the 'majority' or 'privileged'. Inclusion is not just about bringing in underrepresented groups but also about ensuring that everyone is an active participant in the D&I conversation.
Policy Revision and Advocacy: Promoting and advocating for updated policies within and outside of organisations. Working towards trans and intersex rights, especially in traditionally conservative sectors like the military, is key to setting a precedent for corporates.
Promoting Inclusive Leadership: Encouraging current and future leaders to embrace inclusivity by emphasizing the significance of diverse perspectives in decision-making processes. Leaders must model inclusive behavior and be held accountable for fostering an inclusive corporate culture.
Collaborative Inclusion Efforts: Challenging the competitive mindset by promoting cross-departmental collaboration and participative decision-making when it comes to D&I strategy. Establishing partnerships both within and outside the organization can enrich D&I efforts.
Storytelling as a D&I Tool: Utilising personal stories to build empathy and understanding should be an integral part of corporate training and culture-building exercises. Storytelling can break down barriers and generate a shared human experience that transcends workplace roles and hierarchies.
Inclusivity in Marketing and Recruitment: Crafting marketing content and recruitment strategies that reflect real-world diversity, acknowledging inclusion as vital to brand image and talent attraction. It’s about ensuring the imagery, messaging, and policies reflect the diverse market and talent pool businesses are targeting.
Non-binary and Polyamorous Visibility: Actively working towards understanding and visibility of underrepresented groups by creating resources, support systems, and healthcare policies that cater to these populations.
D&I in Business Growth: Emphasizing D&I from the outset in start-ups and small businesses rather than viewing it as an add-on or an agenda to address later. This involves encouraging new businesses to start with an inclusive mindset and build policies and culture around it.
Managing Diverse Groups: Developing leadership skills that are attuned to the nuances of managing diverse groups. It’s about fostering an environment where differences are acknowledged and valued, while also working towards unity and shared goals.
In creating content for future podcast episodes, these points could be discussed in-depth, dissected in stand-alone episodes, or could form the basis of panel discussions with experts who offer solutions to these challenges. Interviews that also offer real-life success stories from organisations that have successfully tackled these hurdles can provide tangible inspiration for listeners.
Listeners can learn more, follow the journey of inclusion, and share their thoughts or stories by connecting with Joanne Lockwood at jo.lockwood@seechangehappen.co.uk. To catch this and other enlightening conversations, subscribe to Inclusion Bites and join us in fostering a more inclusive world.
Blog article based on the episode
Infusing Empathy into Leadership: How Diverse Voices Can Transform Our Workplaces
In the lingering shadows of a workforce still grappling with inclusion, the Inclusion Bites Podcast Episode 117, titled "Infusing Empathy," bursts as a beam of light, with guests Rita Hellgató and Fiona Dawson, paving the roadmap to a future where everyone is heard, valued, and seen.
Creating Waves in a Sea of Sameness: The Pressing Need for Inclusive Leadership
The world is changing; diverse voices clamour for recognition, and the demand for empathetic leadership has never been more emphatic. For far too long, the straight, white, cisgender man has been seen both as the default setting for leadership and, paradoxically, overlooked in diversity initiatives. In a stirring conversation with Rita and Fiona, our host Jo Lockwood explores why infusing empathy across the entire spectrum, including this demographic, is pivotal in shifting the very bedrock of organisational culture.
The Empathy Formula: A Quadruple Approach
Empathy isn’t merely about understanding others; it is a multifaceted construct comprising self-awareness, awareness of others, courageous action, and collaboration. Be it Rita Hellgató's astute vision of diverse leadership or Fiona Dawson's grounded optimism – the consensus is clear: empathy must be the catalyst for systemic change.
Actionable Insights: Embarking on the Journey to Inclusive Excellence
Self-Awareness & Awareness of Others: Encourage leaders and employees at all levels to take 'Empathy Walks'. These metaphorical strolls require one to literally wear another's shoes – to engage in programmes that simulate different abilities, backgrounds, and experiences.
Courageous Action: Challenge your teams to engage in 'Courageous Conversations'. These dialogues necessitate a brave space where uncomfortable topics can be discussed openly, paving the way for breakthrough ideas and genuine understanding.
Collaboration: Cultivate an 'Empathy Think Tank' within your organisation where strategies for inclusion are not just top-down but crowd-sourced from employees themselves, harnessing the collective wisdom and experience.
Elevating Consciousness: Schedule regular 'Empathy Circles,' where individuals from diverse backgrounds share their stories – not just in the context of their struggles but their triumphs and dreams.
Breaking the Silence: Listen, Amplify, Act
Fiona Dawson, having awoken to her true calling after quitting her corporate job, accentuates the potency of personal narratives through her filmmaking. Her prowess in creating poignant stories of transgender military members is an eloquent testament to the power of listening and amplifying underrepresented voices. Rita, supporting Fiona’s methodology, asserts that storytelling within corporations is not just touching but transformational.
Joining Forces: From Competition to Collaboration
Our host Joanne Lockwood champions the ethos that building inclusive cultures is a collaborative rather than a competitive sport. By advancing this approach in Episode 117, “Infusing Empathy,” Jo leads us in acknowledging that when one of us rises, we all soar higher, together.
The Empathy Pledge: A Call to Action
The drumbeat of progress echoes in the rallying call by Fiona to use her privileges to uplift others, and the clarion declaration by our host that hate does not, and will not, triumph. As consumers, we wield formidable power. Let us mobilise this influence to champion businesses that mirror our inclusivity ethos.
Our speakers transcend the narratives of mere lip service and plunge into the depths of forging inclusion through actionable empathy. In a world where differences are often met with division, The Inclusion Bites Podcast steers the discourse towards unity, understanding, and mutual respect.
Anchoring Change in Story and Strategy
Filmmaker Fiona Dawson reaches into the core of human connection by sharing stories that would otherwise go untold. Her films, warmly received by audiences worldwide, affirm that everyone has a right to be visible, to be safe, and to belong. Fiona's contagious conviction to carry her experience of empathy into the corporate sphere is an invitation to all business leaders to embrace change with an open heart and an open mind.
Rita Hellgató echoes this sentiment, underscoring the transformative effect of personal storytelling in fostering inclusive workspaces. Together, they shine a light on the hurdles inherent in the D&I landscape, urging a pivot from merely tallying diversity figures to weaving inclusion into the organisational fabric.
Inside Out: The Lived Experience as a Catalyst for Inclusion
Having experienced her own profound journey, our host Joanne Lockwood shares a private glimpse into her life – 50 years where those around her knew nothing of what was inside. This intimate revelation fortifies the message of empathy, stoking the belief that understanding oneself is the first step to understanding others.
Reflecting the World: The New Paradigm in a Polyphonic Society
Fiona and Rita reveal the oft-hidden military truth: it stands as an environment of inclusivity for transgender personnel, albeit with variations steered by unit leadership. Still, this beacon of hope is dimmed by institutional policies that exclude trans and intersex individuals, spotlighting the urgent need for policy reform.
Rita additionally speaks to the power of evolving businesses' policies to mirror the diversity and inclusion they advertise. Can we truly encourage businesses, and those dwelling in privilege, to spearhead change? Our guests and host agree: begin by building empathy and compassion.
The Epilogue: Bringing Home the Message of 'Inclusion Bites'
"Inclusion Bites," with Joanne Lockwood at the helm, is not just a platform for discussions; it is a clarion call to action. Episode 117 "Infusing Empathy" beckons everyone—leaders, workers, consumers—to embody empathy, embrace diversity, and drive the transformation of our society.
So, inspired by the insights of Rita Hellgató and Fiona Dawson, let's challenge ourselves with a fervent pledge: to embrace diversity, to advocate for those less heard, and to hold ourselves and others accountable for building a truly inclusive world.
Jo sends us forth with a poignant message: continue to ingest these enriching narratives, engage with the vast community of the like-minded, and together, let's weave the fabric of an inclusive society—one where understanding rules over ignorance, and empathy is not an afterthought but the very essence of our humanity.
Join us at The Inclusion Bites Podcast and subscribe to become a part of this transformative journey. Have thoughts, stories, or visions to share? Reach out to Jo at jo.Lockwood@seechangehappen.co.uk. Let's keep the conversation going and our actions resonating until empathy is not a trait to be infused but the very thread that binds our collective corporate soul.
The standout line from this episode
"Inclusion isn't just about numbers, it's about every person's story, their experiences; and when we infuse empathy into our leadership, we allow our teams to truly thrive."
❓ Questions
In what ways can straight, white, cisgender men contribute to and benefit from diversity initiatives within organizations?
How can corporations foster a culture of empathy and self-awareness to drive courageous action and collaboration for inclusion?
Rita Hellgató envisions a future with inclusive and diverse leadership teams. What practical steps can businesses take to inch closer to this vision?
Joanne Lockwood mentions the importance of building inclusion collaboratively rather than competitively. Can you provide examples of how this approach has succeeded or might work in a corporate setting?
Considering Fiona Dawson's transition from corporate life to filmmaker, how does personal storytelling impact empathy and the effectiveness of D&I programs in businesses?
What are some of the biggest challenges D&I practitioners face during economic downturns, and how can these be overcome to maintain momentum in inclusivity initiatives?
How does the treatment and inclusion of trans individuals in military environments provide lessons for corporate entities on inclusion practices?
Joanne Lockwood discussed the concept of consumers supporting value-aligned businesses. How can consumers identify and support such businesses, and what impact does this have on promoting inclusion?
Rita Hellgató suggests focusing on implementing policies for inclusion rather than just reporting numbers. What does impactful inclusion policy look like in the modern workplace?
How can organizations leverage the power of empathetic storytelling to transform their workspace into a truly inclusive environment, and what role do marketing and branding play in this transformation?
FAQs from the Episode
FAQ: Understanding Empathy and Inclusion in the Workplace from "Infusing Empathy"
1. Why is it important to include straight, white, cisgender men in diversity initiatives?
Answer: Including straight, white, cisgender men in diversity initiatives is crucial because true inclusion means engaging all groups within the workplace. Their involvement expands perspectives, enhances self-awareness, and demonstrates that diversity is not solely a minority issue but a collective societal endeavor. By being part of the dialogue, they can support systemic changes and advocate for inclusivity using their own privilege.
2. What does Fiona Dawson's work reveal about the importance of storytelling in corporate training?
Answer: Fiona Dawson's work showcases that incorporating personal storytelling into corporate training can evoke empathy and understanding. Stories humanize experiences and foster a connection that facts and figures alone cannot. They create a safe space for individuals to learn about diverse experiences and the impact of inclusive or exclusive environments.
3. How can businesses create more inclusive leadership teams, according to Rita Hellgató?
Answer: Rita Hellgató envisions that businesses can create more inclusive leadership teams by implementing policies focused on inclusion and diversity, rather than merely reporting on representation numbers. Prioritizing personal storytelling and empathy can help leaders understand the lived experiences of different groups, leading to more equitable and accessible workplaces.
4. What are the challenges facing diversity and inclusion initiatives in the workplace?
Answer: Challenges include diversity and inclusion budgets being cut, the need to change leaders' approach to inclusivity, and opposition that views these initiatives as unnecessary expenses. Additionally, there is a necessity to shift the narrative to view D&I as an investment with substantial, measurable benefits.
5. How does the US military's treatment of trans individuals relate to broader themes of inclusion?
Answer: The US military is highlighted as an example of a large employer of trans individuals, indicating a spectrum of inclusivity based on unit leadership. This serves as a microcosm of broader societal issues, where treatment varies widely, and policies may lag behind in providing equal opportunities and support for trans and intersex individuals.
6. What role can consumers play in fostering inclusivity?
Answer: Consumers have the power to support businesses that align with their values of inclusivity and diversity. By choosing where to spend money, consumers can endorse companies that are actively working towards societal transformation and reject those that propagate hate or exclusion.
7. Why is it essential for businesses to enable change and promote inclusivity?
Answer: Promoting inclusivity is essential for businesses because it leads to a more equitable society and contributes to better organizational performance. Inclusive practices result in a diverse range of ideas, innovations, and a workforce that reflects the diversity of customers they serve.
8. How can we encourage more empathic and inclusive environments?
Answer: We can encourage more empathic and inclusive environments by demonstrating self-awareness, engaging in courageous actions, and collaborating across different groups. Building empathy and compassion is the first step, which can be nurtured through initiatives that focus on values, lived experiences, and storytelling.
9. What systemic changes is Fiona Dawson optimistic about?
Answer: Fiona Dawson expresses optimism about positive systemic changes, such as increased awareness of diversity and inclusion, the growth of empathic leadership, and constructive policy shifts. She is committed to facilitating change by drawing on her privilege and unique skills as a filmmaker to amplify voices that are often unheard.
10. How can start-up businesses approach diversity and inclusion?
Answer: Start-up businesses should integrate diversity and inclusion into their foundational principles. It is imperative for early-stage business leaders to educate themselves about inclusivity and embed it into their business practices from the beginning, as it is harder to retrofit an inclusive culture than it is to start with one.
Tell me more about the guest and their views
In Episode 117, "Infusing Empathy," we have the privilege to host two distinguished guests, Rita Hellgató and Fiona Dawson, each bringing unique perspectives and experiences to the diversity and inclusion conversation.
Fiona Dawson is an accomplished filmmaker with a rich international background. Her passion lies in crafting stories that move hearts and open minds. After quitting her job to pursue her dream, Fiona became involved in a project that shone a light on the experiences of transgender military members. Her films provide a vulnerable and welcoming platform for individuals to share their personal narratives, earning accolades and appreciation, particularly from the transgender community. Fiona doesn't confine her expertise to the realm of independent cinema; she aims to carry these insights into the corporate world to drive change and foster more inclusive workplaces.
Her views are grounded in optimism about systemic changes and the recognition of her own privilege, which she is dedicated to leveraging for the advancement of others. During the podcast, Fiona elaborates on her vision of merging her background in corporate diversity and inclusion with her filmmaking, creating short films for corporate programmes that evoke empathy and understanding through vivid storytelling and authentic experiences.
Rita Hellgató echoes Fiona's philosophy on the power of personal storytelling in transforming corporate climates. She envisions a future where leadership teams are not only diverse but also inclusive, advocating for policies to be implemented with genuine intent rather than merely focusing on diversity statistics.
Both guests appreciate the challenges that diversity and inclusion practitioners face, particularly when budgets for such initiatives are under threat, and there is resistance to change from senior leadership. They highlight the need for a shift in narrative—viewing diversity and inclusion not as a cost but as an invaluable investment with tangible benefits.
In conversation with our host, Joanne Lockwood, Rita and Fiona stress crucial points such as the importance of breaking down silos, creating a culture of communication, and the role accurate representation plays in marketing. They discuss how storytelling can catalyse empathy and thus contribute to more inclusive environments, allowing everyone to be truly seen and heard.
Both guests and Jo draw attention to the complexities that underrepresented groups face, including bisexual, non-binary, and polyamorous individuals, particularly concerning societal visibility and equitable access to resources like healthcare.
In summary, Rita Hellgató and Fiona Dawson offer a compelling and informed call to action for businesses and individuals alike—to infuse empathy into diversity and inclusion practices, harnessing the power of storytelling and leveraging privilege for systemic change. They encourage not just awareness but also courageous action and collaboration to elevate the consciousness around inclusion, contributing to a more equitable and empathetic society.
Ideas for Future Training and Workshops based on this Episode
Based on the insights and discussions from the "Infusing Empathy" episode of The Inclusion Bites Podcast, I propose the following ideas for future training and workshops:
Empathy Building Workshop: Utilize interactive exercises, role-playing scenarios, and storytelling from diverse perspectives to help participants develop a deeper understanding of empathy in the context of diversity and inclusion.
Inclusive Leadership Training: Create a program that educates leaders on the importance of self-awareness, understanding bias, and creating diverse leadership teams. Include actionable strategies for being an inclusive leader.
Courageous Conversations Seminar: Offer a seminar that coaches participants on initiating and navigating difficult conversations around D&I, particularly engaging straight, white, cisgender men in these dialogues.
Collaborative Inclusion Strategies Workshop: Develop a workshop centered around collaborative methods for building inclusive workplaces, focusing on harnessing the collective power of diversity rather than competing for representation.
Storytelling for Social Change: Provide a training course to teach the art of storytelling as a tool for driving change in the workplace, based on the works and experiences of Fiona Dawson and Rita Hellgató.
Aligning Values and Business Practices: Facilitate a session where attendees learn how to assess and support businesses that align with their personal values concerning inclusivity and societal transformation.
DEI Metrics and Accountability: Offer a workshop that delves into how companies can move beyond just reporting numbers to implementing actionable and measurable policies for inclusion.
The Impact of Policy on Inclusion: Host a training session that looks into the effects of company policies on employee inclusion, with a focus on how military and corporate environments can be more supportive of diverse identities.
Leveraging Marketing for DEI: Conduct a training that shows how DEI teams and marketing departments can work together to create content that fosters diversity and inclusivity while also aligning with brand values.
Building Inclusive Foundations in Start-Ups: Offer workshops specifically for start-up businesses to educate them on prioritizing diversity and inclusion from the outset, focusing on the integral role of D&I in overall business success.
Facilitating Diverse Team Dynamics: Provide training on managing diverse teams, addressing conflicts, and ensuring long-term inclusive practices are more than reaching quick consensus.
Consumer Influence on Inclusion: Host a seminar on how consumers can leverage their spending power to advocate for inclusivity in businesses and the broader economic impact of their choices.
To further explore any of these training topics or to secure your place at one of our upcoming workshops, be sure to reach out to Joanne Lockwood at jo.lockwood@seechangehappen.co.uk. For more thought-provoking discussions on inclusion and belonging, keep tuning into Inclusion Bites and help us create a world where everyone feels valued.
🪡 Threads by Instagram
"Fiona Dawson's commitment - using her privilege for positive systemic changes is a beacon for us all. Privileged voices can become powerful allies in the D&I journey. 🌟"
"Rita Hellgató's emphasis on diverse leadership isn't just aspirational, it's foundational for future corporate success. Personal storytelling is key! 📖👥"
"Empathy is our bridge to a more inclusive world. Today's chat with Rita & Fiona showed how openness & understanding can transform the corporate sphere. 💡✨"
"Jo Lockwood reminds us that true inclusion is a collaborative, not a competitive, sport. Building together, we can all thrive. 💪🤝"
"Heartening to hear businesses like Disney take a stand for inclusion. Corporate influence has real power in driving societal progress. 🏰🏳️🌈"
Leadership Insights - YouTube Short Video Script on Common Problems for Leaders to Address
[Begin Script]
Title Card: Leadership Insights Channel presents: Empowering Positive Change in the Workplace
Host: "Hello leaders! Today, we're focusing on a common hurdle—the perception of diversity and inclusion initiatives as financial burdens rather than investments. Let's shift that narrative and foster a culture of empathy and collaboration. Here’s how:
Firstly, recognise that diversity and inclusion are not mere checkboxes on corporate responsibility lists, but rather fundamental drivers of innovation and performance.
To turn this challenge into an opportunity, follow these actions:
One, create a listening culture. Encourage your team to share lived experiences—this builds empathy and deepens understanding, enhancing team dynamics and productivity.
Two, break down silos. Promote collaboration across departments—when marketing joins forces with diversity and inclusion teams, you can create content that truly reflects your values—and resonates with your consumers.
Three, commit to learning. Educate yourself and your team on the significance of inclusive practices. Knowledge empowers actions, and actions lead to change.
And finally, lead with courage. Stand against discrimination and use your influence to oppose discriminatory legislation or tactics. This not only positions you as an ethical leader but also aligns your brand with progressive values.
Remember, as leaders, we have the power to ignite systemic change. By integrating these behaviours, we're not just enhancing our workplaces; we're shaping a more inclusive society.
Until next time, keep nurturing a world where everyone is seen and heard. Join us for more 'Leadership Insights.'"
[End Script]
SEO Optimised Titles
Empathy as a Catalyst for Inclusive Leadership | Rita Hellgató @ Diversity Vision
15,000 Voices: The Power of Trans Stories in the Military | Fiona Dawson @ Filmmaker
Shifting Narratives: Investing in Diversity & Inclusion | Joanne Lockwood @ Inclusion Bites
Email Newsletter about this Podcast Episode
Subject: Let's Infuse Some Empathy into Our World 🌍 - Dive into Inclusion Bites Ep 117!
Hey there, Inclusion Enthusiast!
Are you ready to get comfy with some empathy and insight? Grab your favourite mug ☕, and let's unwrap the goodness bundled in episode 117 of The Inclusion Bites Podcast, titled "Infusing Empathy".
This week, we're joined by special guests Rita Hellgató and Fiona Dawson, who are painting us a vivid picture of diversity, inclusion, and the warmth of shared human experiences. From storytelling that spans the globe to heartfelt perspectives on leadership, this episode is an empathy treasure trove!
Here's a little taste of the wisdom you'll sip on in this episode:
🔑 Discover why straight, white, cisgender men are essential to diversity initiatives (Spoiler: Everyone means everyone!)
🔑 Learn how self-awareness and collaboration can spark a bonfire of change in corporate settings
🔑 Gain insight into the power of storytelling to cultivate truly inclusive leadership
🔑 Find out how uplifting empathy can build thriving, supportive business environments
🔑 Hear why supporting value-aligned businesses is a bold stand against hate
And guess what unique gem sparkled in our conversation? The US military is revealed as the world's largest employer of trans people — over 15,000 strong! It's a fact that brings fresh perspective on inclusivity in places you least expect.
Feeling ready to be an ambassador of empathy? 🚀 Here's your mission: Head over to seechangehappen.co.uk/inclusion-bites-listen and tune into Episode 117. While you're there, why not subscribe to keep this incredible content right at your fingertips?
If this episode moves you, strikes a chord, or even makes you want to start a revolution of kindness, drop us a line at jo.lockwood@seechangehappen.co.uk. We want to hear your stories, your visions, and what inclusion means to you.
Let's wrap this up with a high note, shall we? As Joanne always says, it's about enriching narratives and nurturing a world where we all belong. So listen up, get inspired, and let's create those ripples of change together!
Keep shining bright,
The Inclusion Bites Team
P.S. Share the love! Pass this email along to someone who could use a little empathy boost today. Let's spread inclusion like confetti! 🎉
Potted Summary
Introduction:
In Episode 117 of Inclusion Bites, "Infusing Empathy", Jo Lockwood explores the essence of empathy in diversity and inclusion initiatives with guests Rita Hellgató and Fiona Dawson. Discussion unfurls around the power of storytelling, the role of straight, white, cisgender men in D&I, and how personal experiences forge inclusive leadership.
In this conversation we discuss:
👉 Empathy in D&I
👉 Storytelling impact
👉 Inclusive leadership
Here are a few of our favourite quotable moments:
"We must focus on creating a space where each individual can feel seen and heard." — Fiona Dawson
"Hate doesn't ultimately win... We must strive for inclusion in every part of society." — Jo Lockwood
"Building inclusion should never be competitive; it must be a collaborative effort." — Rita Hellgató
Summary:
Dive into the value of empathy in Episode 117 of The Inclusion Bites Podcast. Guests Fiona Dawson and Rita Hellgató join Joanne Lockwood in examining how empathy powers effective storytelling, shaping inclusive workplaces. Don’t miss their insights on forging a future of diverse leadership. Listen now for an illuminating discussion on active inclusion. #InclusionBites
LinkedIn Poll
Poll Introduction:
In our latest episode of The Inclusion Bites Podcast, "Infusing Empathy," we discussed the vital role of empathy in diversity and inclusion efforts with our insightful guests, Rita Hellgató and Fiona Dawson. Our conversation highlighted how personal storytelling and vulnerability can pave the way to more inclusive and diverse leadership teams, and the challenges of implementing effective D&I initiatives in organisations. Reflecting on these discussions, we'd love to know:
What do you see as the most effective way to foster empathy in the workplace?
🏢 Poll Options:
Storytelling 📖 #InclusiveLeadership
Training Sessions 🏫 #DiversityEducation
Diverse Hiring 🤝 #DiverseWorkforce
Leadership Example 👩💼 #LeadWithEmpathy
Poll Closing:
Your perspective matters! Cast your vote to contribute to a wider understanding of what drives empathy in our work environments. Participating in this poll could spark corporate reflection and inspire further discussion on fostering inclusive spaces. So, make your voice heard and let's learn together how we can better infuse empathy into our professional lives. #InfusionOfEmpathy #InclusionBites
Remember to tune into The Inclusion Bites Podcast for more enriching narratives and insights that help us foster a more inclusive world.
Highlight the Importance of this topic on LinkedIn
🌟 Excited to share my thoughts after tuning into an eye-opening episode of the Inclusion Bites Podcast - "Infusing Empathy" with host Joanne Lockwood, and guests Rita Hellgató and Fiona Dawson. 🎧
This #podcast episode isn't just a conversation; it's a powerful call to action for every HR, Senior Leader, and EDI professional. 🚀
🔍 Why is this discussion critical for our industry?
1️⃣ It breaks down the importance of empathy in creating truly inclusive environments—going beyond the numbers to understand lived experiences.
2️⃣ It illustrates how engaging straight, white, cisgender men in diversity initiatives can lead to more effective and equitable outcomes.
3️⃣ It underscores the pivotal role that storytelling plays in building empathy and driving systemic change within organizations.
As leaders, we must be torchbearers for change—promoting a culture where diverse voices aren't just heard, but integrated into the heart of our decision-making processes.
❤️ Standing for inclusion means infusing empathy into our everyday interactions. Let's pledge to learn from one another's stories and craft a workplace where everyone thrives.
📣 Challenged and inspired, I encourage you to listen and share your takeaways. Let's keep the conversation going and ensure that diversity, equity, and inclusion remain at the forefront of our strategic agendas.
#InclusionMatters #HRLeaders #ChangeMakers #DiversityAndInclusion
🔗 Don't miss this insightful episode: [Podcast Link] ➡️
What are your thoughts on the role of empathy in inclusion? Drop a comment below! 👇
L&D Insights
The Inclusion Bites Podcast episode titled "Infusing Empathy" serves as a potent resource for Senior Leaders, HR, and Equality, Diversity & Inclusion (EDI) professionals looking to elevate their inclusive leadership capabilities and D&I strategies. Guests Fiona Dawson and Rita Hellgató, alongside host Joanne Lockwood, shed light on the nuanced strategies and empathetic considerations necessary for cultivating a genuinely inclusive workplace.
Key Takeaways:
Embrace Inclusivity Broadly: It's essential to include all demographics in diversity initiatives, especially those who might not typically be considered marginalized, such as straight, white, cisgender men. This approach prevents alienation and fosters a truly collaborative environment.
Courageous Conversations Matter: Creating safe spaces for dialogues and personal storytelling can profoundly impact understanding and empathy. This leads to a more engaged workforce that values diverse perspectives.
Empathy is Transformative: The emphasis on infusing empathy into leadership and corporate practices can lead to more inclusive policy-making and better support for marginalized communities, e.g., the transgender community in the military context discussed.
Consumer Power: Businesses need to align their values with societal shifts towards inclusion, emphasized by the growing consumer tendency to support ethically aligned businesses.
Authenticity in Representation: Marketing and DEI efforts must genuinely represent diverse communities to resonate authentically with consumers and the workforce. The podcast highlights the lack of representation of bisexual and non-binary individuals as a point of improvement.
Aha Moments:
Recognizing that D&I is not a “cost” but an investment with tangible business and societal benefits can change how Senior Leaders allocate resources to these initiatives.
The understanding that building inclusion should be collaborative, not competitive, reshapes the practice of D&I to be more about collective gains rather than individual achievements.
Implications for Practice:
Involve All Voices: Ensure that D&I initiatives are inclusive of all groups within the organisation, fostering a holistic approach to inclusion.
Leverage Storytelling: Utilise personal narratives to foster understanding and empathy across the organisation, strengthening connections and dismantling biases.
Adopt an Empathy-First Leadership Style: Incorporate an empathy-based approach into decision-making and policy development, considering the full spectrum of employee experiences.
Engage with Values-Aligned Brands: As consumers look to support brands with values that reflect their own, leaders should critically evaluate and possibly advocate for partnerships that align with the company’s commitment to inclusion.
Integrate Early: For start-ups, infuse D&I principles right from the outset, embedding these values into the DNA of the organization, not as an afterthought.
For busy professionals short on time, absorbing the core insights from this podcast episode can serve as a catalyst for thoughtful workplace transformation and a reinforcement of the return on investment in inclusivity initiatives.
Social Media Hashtags:
#InclusiveLeadership 🌐
#EmpathyInAction ❤️
#DiversityAndInclusion 🤝
#AuthenticRepresentation 🎨
#InclusionBitesPodcast 🎧
Shorts Video Script
Attention-Grabbing Title:
Unlocking Real Inclusion: Empathy & Action for a Better Tomorrow #InclusionUnleashed
Hashtags:
#RealInclusion #EmpathyInAction #DiversityWins #InclusiveLeadership #ChangeMakers
Reel Script:
(Text on Screen: "The Power of Inclusive Thinking 🌈")
Hey everyone! Imagine a world where we're celebrated for our unique stories. Sounds incredible, right? Well, it's not just a dream. It starts with us, right here, right now!
(Text on Screen: "Building Bridges, Not Walls 🤝")
Diversity and inclusion in the workplace aren't just about hitting quotas or ticking boxes. It's about bringing everyone to the table and actually listening. I mean, why can't leaders come from all walks of life?
(Text on Screen: "Self-Awareness = Key 🔑")
So, let's kick it off with self-awareness. Knowing who you are and where you stand is crucial before you start inviting others to join you.
(Text on Screen: "Courageous Steps Forward 🏃♂️🏃♀️")
The path to inclusive environments is not for the faint of heart. It takes guts to speak up and take a stand. To be the one who says, "Hey, let's do this differently."
(Text on Screen: "Empathy: The Heartbeat of Change 💓")
And empathy? It's the language we need to speak fluently. Imagine replacing judgement with understanding and replacing fear with compassion. That's where the real magic happens.
(Text on Screen: "Collaboration Over Competition ✨")
Picture this: Organizations not competing to be the most inclusive, but collaborating to lift each other higher. It's not just possible; it's powerful.
(Text on Screen: "Positive Change is on the Horizon 🌅")
There is a wave of systemic change on the rise, and I'm here for it. Using privilege to uplift, businesses aligning with values, consumers speaking with their wallets—it's a whole new world.
(Text on Screen: "Your Story Matters 📖")
Remember, personal storytelling in corporate settings? A game-changer. It's where we show up, as we are, and find common ground.
(Text on Screen: "Reimagining D&I Initiatives 💡")
Budget cuts and pushback can't stop us. Diversity and inclusion are investments with immense value. It's time we started seeing them that way.
(Text on Screen: "Lead the Charge 👊")
To businesses big and small: our actions today frame tomorrow. Let's create spaces where everyone can shine.
Thanks for watching! Remember, together we can make a difference. Stay connected, stay inclusive! See you next time. ✨
(Fade out)
Glossary of Terms and Phrases
Below is a list of specialized concepts and phrases discussed in the episode "Infusing Empathy" of the Inclusion Bites Podcast, along with the definitions as implied in the context of diversity and inclusion:
Diversity and Inclusion (D&I) Initiatives: Strategies and programs implemented in organisations to promote a diverse workforce and ensure that all employees, regardless of their background, identity, or orientation, feel valued and included.
Straight, White, Cisgender Men: Individuals who identify as male, with a heterosexual orientation, and whose gender identity matches the sex they were assigned at birth. In the context of D&I conversations, their inclusion refers to ensuring that diversity efforts also consider and engage demographics that may be perceived as the majority or as having privilege.
Inclusive Leadership Teams: Management groups within organisations that are diverse in terms of gender, ethnicity, sexual orientation, disability, and other aspects, thereby being better equipped to understand and address the needs of a varied workforce and customer base.
Elevating Consciousness: Enhancing awareness and understanding of one's own biases, privileges, and the experiences of others, which is crucial for fostering empathy and more inclusive environments.
Systemic Changes: Fundamental alterations to the structures, policies, and norms within organisations and societies, aimed at dismantling inequities and fostering inclusion.
Storytelling in Corporate Environments: The use of personal narratives and experiences to convey the realities of diverse groups, thus humanizing D&I efforts and creating empathy among colleagues.
Self-Awareness and Awareness of Others: Understanding one's own identity, biases, and position within societal structures, as well as recognising and valuing the identities and perspectives of others.
Courageous Action: Taking bold and sometimes risky steps to advocate for inclusion and challenge the status quo within organisations and communities.
Outdated Policies: Legislative or organisational rules that no longer align with contemporary understanding of diversity and human rights, often negatively impacting marginalised groups.
Consumer Support for Values-Aligned Businesses: The concept that individuals can use their purchasing power to support companies that openly and actively promote diversity, inclusion, and social justice.
Inclusion Collaboratively: The approach of working together, across different groups and sectors, to build inclusive spaces and initiatives rather than treating it as a competitive endeavour.
Silos Within Organisations: The separation of departments or groups in a way that limits collaboration and communication, which can be detrimental to D&I efforts that require a cohesive and interconnected approach.
Inclusive Marketing Content: Marketing that reflects the diversity of society and does not perpetuate stereotypes. It includes representation of a wide spectrum of individuals and acknowledges a variety of experiences and identities.
By explicating these concepts, "Infusing Empathy" positions itself as an informative episode that promotes a nuanced understanding of complex D&I topics within leaders and employees as a pathway to a more inclusive and empathetic society.
SEO Optimised YouTube Content
Focus Keyword: "Inclusive Leadership"
Title: "Inclusive Leadership: Infusing Empathy & Driving Culture Change | #InclusionBitesPodcast"
Tags: Inclusive Leadership, Empathy in Business, Culture Change, Diversity and Inclusion, Positive People Experiences, Inclusion Bites, Joanne Lockwood, Fiona Dawson, Rita Hellgató, Corporate Inclusivity, Leadership Teams, Empowering Change, Systemic Change, D&I Initiatives, Empathetic Leadership, Inclusion in Action, Future of Leadership, Transformative Conversations, Inclusive Policies, DEI Challenges, Corporate Storytelling, Empathy and Compassion, Consumers and Values, Diversity in Corporations
Killer Quote: "Inclusion isn't something we can build competitively; we have to build it collaboratively." - Joanne Lockwood
Hashtags: #InclusiveLeadership, #EmpathyInBusiness, #CultureChange, #DiversityAndInclusion, #PositivePeopleExperiences, #InclusionBites, #JoanneLockwood, #FionaDawson, #RitaHellgató, #CorporateInclusivity, #Leadership, #EmpoweringChange, #SystemicChange, #DiversityInAction, #EmpatheticLeadership, #InclusionInAction, #FutureOfLeadership, #TransformativeConversations, #InclusivePolicies, #DEIChallenges
Why Listen:
Hello, I'm Joanne Lockwood, and you're tuned into Inclusion Bites, where we unpack the layers of inclusion and showcase the heartbeat of change within organisations. In this episode titled "Infusing Empathy & Driving Culture Change," we explore the core of Inclusive Leadership and why it's crucial in crafting Positive People Experiences and instigating Culture Change.
Joining me are my guests Fiona Dawson, who has dedicated her life to sharing heartwarming narratives of transgender military personnel through her documentary work, and Rita Hellgató, whose vision of diverse leadership teams signifies the future I long to see realised—a future where everyone feels belonged and valued.
Our conversation oscillates between the strategic and the deeply personal aspects of diversity and inclusion. Rita shares with us her insights on the power of personal stories in impacting corporate cultures, and Fiona reveals her optimism for positive systemic transformations. We discuss the importance of straight, white, cisgender men's involvement in diversity initiatives and the necessity of self-awareness—both personal and that of others. We delve into the importance of courageous action, collaboration, and elevating consciousness to foster an environment of empathy and understanding.
The episode highlights how empathy can be infused into every interaction within the workplace, advocating for leaders to construct inclusion collaboratively, not competitively. As your host, I emphasise the significance of consumers supporting brands that mirror their values, reminding us all that hate does not win in the end.
Fiona confidently shares on leveraging her privilege to help others, illustrating how her films create a safe space for personal stories that facilitate inclusive culture change. Rita's emphasis on inclusive and diverse leadership teams presents a tangible vision of the future we aspire to cultivate.
Through this podcast, we tackle the challenges facing diversity and inclusion practitioners, from budget cuts to the pushback against D&I initiatives. Yet, amidst these adversities, we strive to shift the narrative—that D&I is not a cost but an investment that reaps undeniable benefits.
We present a robust talk encompassing the wide spectrum of D&I—from policy implementation to authentic marketing content. The diversity of topics, such as the representation of bisexual, non-binary, and polyamorous individuals in healthcare and media, underscores the complexity and vastness of the D&I landscape.
You'll leave this episode inspired and armed with actionable insights to carry forward into your world—be it in your corporate role, entrepreneurship, or personal life. The fusion of Rita's expertise in corporate environments and Fiona's impactful storytelling through filmmaking reveals the potency of Inclusive Leadership in inspiring Positive People Experiences and driving Culture Change.
Now, let us stride towards a future where inclusive environments are the norm, and every story is heard.
Closing Summary and Call to Action:
Recognise the importance of including straight, white, cisgender men in diversity initiatives; their participation is crucial for well-rounded empathy and understanding.
Self-awareness is the stepping-stone to Culture Change; knowing oneself and being aware of others paves the way for empathetic relationships and inclusive practices.
Courageous action, especially by those in positions of power, can catalyse change; it requires bold steps and a willingness to address systemic inequalities head-on.
Fostering a culture of collaboration over competition is key to long-term success in diversity and inclusion; we must collectively drive progress.
Elevate the organisational consciousness by encouraging open dialogues centred around lived experiences and value-driven stories.
Infuse empathy into leadership; recognising Rita's vision for inclusive teams energises us to pursue diverse perspectives in decision-making roles.
Understand that while D&I budgets may face cuts, the commitment to these initiatives must remain steadfast; the return on investment is palpable in the culture and cohesion of teams.
Acknowledge the complexities in the D&I space, and remain resilient; push towards policies that reflect genuine effort in creating inclusive spaces.
Utilise storytelling as a potent tool, following Fiona's example, to elicit empathy and forge connections that bridge divides.
Consumers have power; by choosing businesses that align with progressive and inclusive values, you cast a vote for the type of world you wish to see.
Outro:
Thank you so much for tuning in to this thought-provoking episode on Inclusive Leadership—truly the cornerstone of Positive People Experiences and a key driver of Culture Change. Your engagement in these conversations is what fuels the dialogue and sparks true transformation.
I encourage you to like and subscribe to our channel for more insights and to become a part of a greater movement towards an inclusive world. For additional information, and to continue this journey with us, visit the SEE Change Happen website at https://seechangehappen.co.uk and tune into more episodes on 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!
Initial Problem: Challenges in implementing diversity and inclusion (D&I) initiatives, such as resistance and budget cuts.
Why does this resistance to D&I initiatives exist?
Some organisations view D&I as a cost rather than an investment, leading to reluctance in allocating sufficient budget and resources.
Why are D&I viewed as a cost rather than an investment?
There is a lack of awareness or understanding of the tangible benefits of D&I, and a misconception that the outcomes cannot be quantified or are not directly linked to business performance.
Why is there a lack of awareness or understanding of the benefits of D&I?
Prioritisation of immediate financial gains over long-term strategic advantages, such as employee satisfaction and societal impact, which can be a result of short-term thinking by leadership.
Why is there prioritisation of immediate financial gains over long-term benefits?
Pressure from shareholders and stakeholders for short-term results can drive business leaders to focus on immediate profitability rather than sustainable growth and societal impact.
Why is there pressure for short-term results from shareholders and stakeholders?
The current financial and economic system often emphasises quarterly reporting and short-term financial metrics over long-term value creation and social responsibility.
Summary of Findings:
The resistance to implementing effective D&I initiatives often stems from a short-term financial focus. This is exacerbated by misconceptions around the non-measurable nature of D&I benefits, leading to a lack of commitment to the initiatives. The pressure from shareholders for immediate financial returns furthers this resistance, as there is a failure to recognise the long-term value and sustainability that D&I brings to an organisation.
Potential Solutions:
Education and Training: Provide solid training and awareness programs on the measurable benefits of D&I, illustrating case studies where inclusive companies have seen improved financial performance over time.
Reframe the Narrative: Encourage corporate narratives that conceptualise D&I not as a cost centre but as a strategic investment, integral for long-term business resilience and innovation.
Performance Metrics: Develop and integrate new performance metrics that capture the long-term benefits of D&I, altering what success looks like beyond just short-term financial metrics.
Stakeholder Engagement: Foster dialogue with shareholders and stakeholders around the importance of sustainable and inclusive practice for long-term gains. Use evidence to educate on how D&I can lead to better decision-making, enhanced reputation, and talent acquisition.
Policy Advocacy: Collaborate with government bodies and industry groups to advocate for policies that support and incentivise inclusive practices in the corporate sector.
Conclusion:
By understanding the root causes of resistance to D&I initiatives, organisations can begin to address these challenges through education, narrative reframing, and broadening the definition of success to include the crucial, long-term value that diversity and inclusion bring.
TikTok/Reels/Shorts Video Summary
Focus Keyword: Inclusive Leadership
Title: "Inclusive Leadership: Driving Empathy & Collaboration | #InclusionBitesPodcast"
Tags: inclusive leadership, empathy in business, collaboration in D&I, diversity and inclusion, storytelling in D&I, systemic change, positive people experiences, corporate inclusion, Rita Hellgató, Fiona Dawson, fighting discrimination, D&I initiatives, inclusive policies, empathy and diversity, Joanne Lockwood podcast, safe workplaces, transgender military stories, culture change, belonging in organisations, inclusion strategies, D&I transformation, empathy in corporate,
Killer Quote: "We need to build inclusion collaboratively, not competitively." - Joanne Lockwood
Hashtags: #InclusiveLeadership, #EmpathyInBusiness, #CultureChange, #DiversityAndInclusion, #PositivePeopleExperiences, #StorytellingInDAndI, #InclusionBites, #JoanneLockwoodPodcast, #SafeWorkplaces, #EqualityForAll, #InclusionMatters, #FightDiscrimination, #DandIInitiatives, #InclusivePolicies, #EmpathyAndDiversity, #CorporateInclusion, #InclusiveHiring, #AuthenticMarketing, #TransgenderAwareness, #EmpowermentThroughInclusion,
Summary Description:
Why listen to a chat about inclusion that doesn’t just talk the talk, but walks it too? In this essential episode of The Inclusion Bites Podcast, we broach 'Inclusive Leadership' with my esteemed guests, Rita Hellgató and Fiona Dawson. We explore the poignant reality that 'Positive People Experiences' are the cornerstone of genuine culture change. Immerse yourself in a discussion that promotes an inclusive vision – where empathy is infused into every layer of corporate structures, and collaboration is highlighted as the key to systemic transformation. Their fascinating insights will leave you inspired to advocate for and implement more inclusive workplaces. Tune in and awaken your inclusive leadership skills now. Let this episode guide your corporate journey towards a more empathetic and collaborative future.
Outro:
Thank you to each and every one of you for tuning in today! If our conversation around 'Inclusive Leadership' resonated with you, show your support — like, subscribe, and join our burgeoning community ready to make a mark on inclusivity. For more depth and resources, find additional information at https://seechangehappen.co.uk. And don’t forget to listen to the full dialogue in episode 117, on "The Inclusion Bites Podcast" at https://seechangehappen.co.uk/inclusion-bites-listen.
Stay curious, stay kind, and stay inclusive - Joanne Lockwood
Canva Slider Checklist
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Episode Carousel
Slide 1:
🤔 What happens when empathy meets inclusive leadership? Can we really drive change without truly understanding each other? Dive deep into this crucial conversation with us. 👥💭 #InclusionBites #EmpathyInLeadership
Slide 2:
🌟 Meet our guests, Rita Hellgató and Fiona Dawson, as they unveil the power of storytelling to create safer spaces and foster better D&I policies. 🎥💡 #DiversityAndInclusion #StorytellingForChange
Slide 3:
💬 Fiona Dawson talks commitment, using privilege for progress, and the hopeful horizon of systemic change. 🌈 Rita Hellgató champions inclusive & diverse leadership teams for the future. 🚀 #InclusiveFuture #ChangeMakers
Slide 4:
🚫 Hate doesn't win. Learn why supporting businesses that align with your values creates an unstoppable force for good! 💖🛍 #ConsumerPower #InclusiveBusiness
Slide 5:
🎧 Ready to infuse empathy into your world? Tune into Episode 117 of The Inclusion Bites Podcast, "Infusing Empathy," and join the movement towards an inclusive society. Listen now! 🎤📲 #ListenNow #PodcastCommunity
Link in Bio | seechangehappen.co.uk/inclusion-bites-listen
6 major topics
Title: Infusing Empathy: The Catalyst of Inclusive Leadership
Meta Description: Join Joanne Lockwood as she navigates the depths of empathy in the inclusive leadership landscape, featuring insights from guests Fiona Dawson and Rita Hellgató. Discover personal storytelling's power and learn how to foster an environment where everyone thrives.
Introduction:
Hello there, I'm Joanne Lockwood, your guide through the layered conversations that characterise Inclusion Bites. Today, we're stirring the pot with an ingredient fundamental to our humanity—empathy—and exploring its role as the lifeblood of inclusive leadership. Joined by the remarkable Fiona Dawson and Rita Hellgató, we ventured into a dialogue rich with personal anecdotes, insightful strategies, and the hope of transforming corporate landscapes into bastions of belonging.
Empathy in Action within Corporate Diversity
When we discussed the importance of empathy in diversity initiatives, Fiona enthralled us with her take on the subject. Grounding her insight in the practical steps of building a sympathetic understanding within corporate cultures, she illuminated how authentic connection fosters acceptance. As corporations evolve, how can leaders harness empathy to drive real change? Who stands to benefit the most from these shifts, and what might that change look like within the corporate microcosm?
Personal Storytelling: A Bridge to Compassion
Rita Hellgató, with her piercing clarity, highlighted the transformative power of harnessing personal narratives to engender compassion within team environments. She shared a vision of leadership teams as mosaics of diverse experiences, yet many still ask, "How do we weave individual stories into the organisational tapestry?" Rita's perspective invited curiosity: What unique challenges and breakthroughs lurk in the narrative threads of our co-workers?
Striking a Chord with Marketing and Recruitment Synergy
It's a dance of two disciplines—marketing and recruitment—and I mused on how these dual forces should pirouette in tandem to cultivate a collective of unique talents. We must question: How can marketing authentically represent diversity, and by extension, influence recruitment to mirror that vision for a truer, more inclusive brand identity?
Supporting Businesses that Reflect Our Values
Undoubtedly, supporting businesses that mirror our core values came up as a societal imperative. It's not merely about consumer choice; it's a statement of solidarity with shared ideals. However, knowing when and how businesses genuinely commit to these values presents an intriguing challenge for the consumer-inspector.
The Necessity of Inclusive Policies over Simple Metrics
Rita spoke fervently about moving beyond mere diversity metrics to the implementation of policies that encapsulate true inclusion. What steps can organisations undertake to dismantle the superficial and instead engrain inclusivity into their DNA? In an age where data reigns, could the answer lie in action rather than numbers?
Empowering Positive Transformations through Advocacy
Lastly, Fiona's optimism about leveraging her privileged position to advocate for those without a voice provided a poignant conclusion to our dialogue. But it left me pondering the ongoing role of those in positions of influence. How can straight, white, cisgender men become effective allies in diversity initiatives? What might this advocacy look like, both inside and outside the office walls?
Conclusion:
As we rounded off our exchange, infused with the varied flavours of empathy, leadership, and diversity, we are reminded that to truly infuse empathy within the fabric of our society—and indeed our organisations—we must embrace a collective effort. Just as a single thread cannot hold the weight of a tapestry, we must all weave empathy in tandem to support the colourful canvas of humanity. Keep your ears tuned for more enriching narratives as we continue our journey towards fostering a world brimming with inclusivity and understanding. Your reflections spark our conversations, so keep sharing your stories, visions, and voices. Until next time, let's champion diversity—let's champion each other.
TikTok Summary
🌟 Need a jolt of inspiration? Dive into the latest episode of #InclusionBites with a click! 🎧 Join Joanne Lockwood as we explore the power of empathy and storytelling with guests Fiona Dawson & Rita Hellgató.
🌈 Discover how a filmmaker and a corporate D&I expert are crafting narratives that stir the soul and spark change. Amplify your understanding and learn how to foster diverse, inclusive spaces—both in the boardroom and beyond. ✊
🔗 Ready for your a-ha moment? Your journey to inclusion starts here: https://seechangehappen.co.uk/inclusion-bites-listen 🚀 #ChangeMakers #EmpathyInAction #DiversityAndInclusion #ListenNow #PodcastLife #InclusionMatters #StorytellingPower
👉 Tap in, tune out the noise, and get ready to transform your mindset!
Slogans and Image Prompts
Certainly! Here are some slogans, soundbites, and quotes from the episode "Infusing Empathy" along with detailed AI image generation prompts for each to create engaging merchandise:
Slogan: "Empathy in Action"
AI Image Prompt: Illustrate a vibrant heart intertwined with diverse human silhouettes, all lifting a globe together, symbolising unity and empathy in action, against a background of warm, reassuring colours.
Soundbite: "Courage Over Comfort"
AI Image Prompt: Depict a striking silhouette of a person stepping from a dark, shadowy area into a bright, colourful light, symbolising stepping out of comfort zones, with the phrase "Courage Over Comfort" written boldly across the top.
Quote: "Inclusion is a Team Sport"
AI Image Prompt: Visualise a diverse group of hands coming together, interlocking to form a strong bond above the phrase "Inclusion is a Team Sport", set against the backdrop of a grassy, sunlit field to capture a sports team's unity and spirit.
Hashtag: #DiversityDrivesChange
AI Image Prompt: Create an inspiring montage of various gears and cogs, each uniquely decorated with cultural patterns, colours, and symbols, meshing together seamlessly, with the hashtag #DiversityDrivesChange integrated into the design.
Quote: "Build Inclusion, Not Barriers"
AI Image Prompt: Illustrate a diverse range of individuals cooperating to assemble a puzzle where the final missing piece is the word 'Inclusion'. The puzzle should convey a clear sky and removed puzzle pieces should form a dissolving wall, indicating the breaking down of barriers.
Soundbite: "Elevate Consciousness, Embrace Diversity"
AI Image Prompt: Portray an ascending path made of light, with diverse human figures of various ethnicities and abilities ascending together, while the phrase "Elevate Consciousness, Embrace Diversity" looms above them in the sky illuminated by sunrise.
Slogan: "Change Leaders, Change Worlds"
AI Image Prompt: Capture a powerful image of a silhouette against the setting sun holding a compass that points towards the phrase "Change Leaders, Change Worlds," suggesting navigation towards positive transformation.
Hashtag: #EmpathyInfusion
AI Image Prompt: Conjure up an intricate heart-shaped potion bottle, with a liquid marked by swirls representing diverse skin tones. Tiny figures hug around the neck of the bottle beneath the hashtag #EmpathyInfusion to encapsulate nurturing through empathy.
Each of these creative prompts is designed to produce captivating and memorable merchandise that resonates with the message of "Infusing Empathy" from the Inclusion Bites podcast.
Inclusion Bites Spotlight
Fiona Dawson and Rita Hellgató grace this episode of The Inclusion Bites Podcast with their enlightening discussion on 'Infusing Empathy' into the fabric of corporate diversity and inclusion initiatives. With Fiona's heartfelt foray into the world of filmmaking to highlight transgender military members' narratives, she brings a compelling vision of telling untold stories through her craft. Rita, supporting the powerful medium of personal storytelling, lends her voice to the imperative of emotional connection within the business context to foster comprehensive inclusivity.
Their collaboration speaks volumes about the need for empathy in driving systemic changes, urging industries to not simply count heads for diversity's sake but to make heads count by infusing understanding and awareness. At a time when D&I budgets face scrutiny and potential cuts, their resolve to shift the narrative from a financial afterthought to a recognised investment becomes increasingly crucial.
Fiona and Rita push the boundaries of traditional corporate approaches, endorsing the inclusion of all individuals, particularly the participation of straight, white, cisgender men who are essential to the conversation. They delve into the unique challenges and growth opportunities present in diverse teams, promoting the idea that leadership must move towards a future where empathy is not just a buzzword, but a foundational element of corporate culture.
Joanne Lockwood, your host, extends an invitation to every ear that seeks not only understanding but also action in the realm of D&I. Join us on this empathetically charged journey as we discover how personal stories and vulnerable dialogue can ignite real change in the corridors of power and influence. Prepare to be moved, challenged, and above all, included, in this transformative episode of Inclusion Bites. #InclusionBites
YouTube Description
Title: The Inclusion Bites Podcast | Episode 117: Infusing Empathy with Fiona Dawson and Rita Hellgató
Description:
🌍 Dive into the heart of diversity and inclusion with Episode 117 of the Inclusion Bites #Podcast: "Infusing Empathy" as we challenge the norm, asking — can empathy be the cornerstone of effective D&I practice? Join your curious host, Joanne Lockwood, in an invigorating exploration alongside visionary storytellers Fiona Dawson and Rita Hellgató. 🎧
In an age of division, the necessity for inclusive leadership and collaboration has never been more evident. Together, Rita and Fiona unravel the profound impact of storytelling in corporate circles, how vulnerability can foster empathy, and the steps we must take to construct environments where every voice can resonate with authenticity.
🚀 The episode sets its sights on more than mere dialogue; we delve into tangible shifts within organizations as they navigate the choppy waters of D&I budgets, policy implementation, and empathy-driven #Leadership. Gain an insider look at the intersection of #CorporateDiversity & independent filmmaking, as well as practical insights into creating spaces filled with compassion and understanding.
Our narrative this week revolves around applying personal experiences to spur systemic change, from the military's approach to #Transgender inclusion to the leveraging of privilege for societal transformation. As consumers, we highlight the power of supporting businesses that embody our core values, reinforcing that inclusion triumphs.
🌟 By tuning in, you’ll not only be inspired but equipped with the knowledge to sway the perspectives and hearts within your own organizations.
Here's what you can take away:
✔️ Strategies for fostering empathy within diverse teams and leadership.
✔️ Insights on how policy and storytelling influence inclusive practices.
✔️ The undeniable benefits of promoting D&I from the onset—not as an afterthought.
✔️ Understanding the role empathy plays in empowering straight, white, cisgender male allies.
After engaging with this episode, expect to reflect differently on your role within the inclusivity movement, feel empowered to spark courageous conversations, and act towards creating a world where understanding and collaboration are the new normal.
Join us as we dissect the call for empathy within diversity initiatives and contribute to a brighter, more #InclusiveFuture. Don't forget to subscribe, share your thoughts with host Joanne Lockwood at jo.Lockwood@seechangehappen.co.uk, and keep this conversation rippling through your networks.
▶️ Empower change, amplify compassion, and let's revolutionize inclusivity together.
#InclusionAndBelonging #EmpathyInAction #DiversityInclusion #StorytellingForChange #InclusiveLeadership #CollaborationOverCompetition #SupportInclusiveBusinesses #EqualityAdvocate #EmbraceDiversity #EmpowermentThroughEmpathy
🔗 Engage with the full episode and be a part of the movement at https://seechangehappen.co.uk/inclusion-bites-listen
Remember, hate does not ultimately win—empathy does.
✨ Subscribe. Listen. Transform. ✨
For more influential discussions and resources on fostering an inclusive society, visit https://seechangehappen.co.uk. #InclusionBites
10 Question Quiz
Which guest discussed the importance of including straight, white, cisgender men in diversity initiatives?
a) Rita Hellgató
b) Fiona Dawson
c) Both Rita Hellgató and Fiona Dawson
d) Neither, this was discussed by Joanne Lockwood aloneWhat did the host stress as important in building inclusion?
a) Collaborating collaboratively rather than competitively
b) Creating extensive manuals and policies
c) Focusing on profitability before inclusivity
d) Encouraging individualism over teamworkWhose vision included inclusive and diverse leadership teams?
a) Fiona Dawson's
b) Rita Hellgató's
c) Joanne Lockwood's
d) All of the aboveWho quit their job to pursue their dreams and highlight the stories of transgender military members?
a) Rita Hellgató
b) Fiona Dawson
c) Joanne Lockwood
d) None of the guestsWhat film-related work did Fiona Dawson undertake to build empathy and understanding in corporate D&I?
a) Creating training modules
b) Producing short films for corporate D&I programs
c) Writing screenplays about workplace conflicts
d) Directing TV advertsHow long did Joanne Lockwood mention no one knew what was inside, in reference to personal transgender experience?
a) 10 years
b) 20 years
c) 30 years
d) 50 yearsWhich organization was cited as the world’s largest employer of trans people?
a) The NHS
b) Google
c) The US military
d) None, this was a metaphorIn the discussion, what was suggested as the first step to encouraging businesses to enable change and promote inclusivity?
a) Financial incentives
b) Strict regulation
c) Building empathy and compassion
d) Public recognitionWho was the discussion with, who emphasizes the importance of integrating diversity and inclusion into the founder's mindset from the early stages of business?
a) Fiona Dawson
b) Rita Hellgató
c) Joanne Lockwood
d) Both Fiona Dawson and Rita HellgatóOn which platform did Fiona Dawson share her contact details?
a) Twitter
b) LinkedIn
c) Facebook
d) Her personal blog
Answer Key:
c) Both Rita Hellgató and Fiona Dawson
Rationale: The key points indicate that both guests discussed the inclusion of straight, white, cisgender men in diversity initiatives along with the host.a) Collaborating collaboratively rather than competitively
Rationale: Joanne Lockwood emphasizes the collaborative approach to building inclusion.b) Rita Hellgató's
Rationale: Rita Hellgató shared her vision of a future with inclusive and diverse leadership teams.b) Fiona Dawson
Rationale: Fiona Dawson is mentioned as the one who left her job to focus on a project highlighting transgender military members' stories.b) Producing short films for corporate D&I programs
Rationale: Fiona Dawson's background in filmmaking has been leveraged to create short films to bolster empathy and understanding in corporate settings.d) 50 years
Rationale: Joanne Lockwood mentioned that for 50 years, no one knew what was inside, which is a personal reference to their transgender experience.c) The US military
Rationale: The US military has been mentioned as employing over 15,000 trans individuals.c) Building empathy and compassion
Rationale: Joanne Lockwood raised the need to build empathy and compassion as initial steps towards encouraging inclusivity in businesses.c) Joanne Lockwood
Rationale: As the host, Joanne Lockwood emphasizes the integral role of early incorporating diversity and inclusion into a founder's mindset in growing businesses.b) LinkedIn
Rationale: Fiona Dawson shared her LinkedIn details for contact, reflecting the professional networking aspect of the conversation.
Summary:
In this episode of Inclusion Bites, our host Joanne Lockwood, with both Rita Hellgató and Fiona Dawson, underscored the necessity of inclusivity in diversity initiatives, encouraging empathy, collaboration, and vision in cultivating diverse leadership teams. Fiona Dawson, having shifted careers to produce films that foster empathy in corporate diversity and inclusion, aligned with Rita's vision and championed the importance of narrative in corporate settings. Sharing personal experiences, such as Joanne Lockwood's 50 years of hidden personal truths, the episode reveals the expansive impact of authentic inclusion, demonstrated by organizations as vast as the US military. Building an empathetic, collaborative foundation, the episode urges businesses, especially at their inception, to weave inclusivity into their core ethos, setting a tone for future growth and societal transformation.
Rhyme Scheme and Rhythm Podcast Poetry
Title: Hearts Ablaze in Inclusive Light
In corporate realms where dreams unite,
White, straight, cis men must join the flight.
Self-awareness grows, courage ignites,
Inclusivity's torch, burning bright.
Empathy's seed in fertile minds,
Sprouts tales of lives of diverse kinds.
Leaders of future, a vision so clear,
Inclusion for all, let none stand in fear.
With privilege held, one voice decrees,
"Change must come, let's join and weave,
The fabric of justice, equality's loom,
Where every flower can prosper and bloom."
In a world of consumption, choices tell tales,
Support the good; love never fails.
A filmmaker crafts a space so kind,
Where stories unveil hearts entwined.
The journey is tough, the budgets are tight,
Against differences, some still fight.
Yet, the inclusive drum beats strong and loud,
For a future where every story's proud.
Empathy flows in heartfelt streams,
Encouraging each to chase their dreams.
While policies set the staunchest frame,
Numbers alone can't win the game.
Empathy, compassion—a pair that dance,
Encourage all to take a chance.
To stand in shoes not your own,
And find humanity has grown.
The military's might, inclusive in swath,
Trans voices heard, set upon a path.
While politics play outdated cards,
Inclusive minds push the old guard.
Corporations cognizant of powers they wield,
To policies of heart, they must yield,
For progress comes in many hues,
When diverse voices we do choose.
In tales we tell and tales we hear,
An inclusive world draws ever near.
Wrap your minds in understanding's sheath,
Subscribe, share, and sow beneath.
With thanks to Rita Hellgató and Fiona Dawson for a fascinating podcast episode.
Key Learnings
Key Learning and Takeaway:
The episode "Infusing Empathy" centres on the indispensability of empathy in crafting inclusive environments, particularly within corporate settings. It highlights the profound influence of narrative and personal storytelling in fostering understanding, expediting systemic change, and in boosting diversity and inclusion as a strategic advantage, rather than a sidelined initiative.
Point #1:
Incorporating straight, white, cisgender men into diversity discussions is critical, helping to avoid exclusivity in inclusion efforts and fostering a culture built on self-awareness and mutual understanding.
Point #2:
Leadership teams must place greater emphasis on an inclusive and diverse composition, which is an essential step towards reflecting the communities they serve, unlocking innovation, and ensuring a variety of perspectives in decision-making processes.
Point #3:
Empathy should be viewed as a strategic asset within an organisation, with storytelling and shared experiences serving as a catalyst for building empathetic connections and thus stronger, more cohesive teams.
Point #4:
Consumers have power through their support of businesses that align with inclusive values, incentivising companies to uphold equality and fairness, demonstrating that acceptance and inclusivity are not only ethically imperative but economically advantageous.
Book Outline
Book Outline: "Infusing Empathy: Empowering Inclusion in Leadership and Life"
Introduction
Overview of the podcast episode and its significance.
Introduction to the central theme: Empathy as the bedrock of inclusion.
Priming reader expectations for insights on diversity and inclusion from a filmmaker's perspective and the vision for inclusive and diverse leadership teams.
Chapter 1: The Power of Personal Storytelling in Film and Corporate Diversity
Subheadings:
Leveraging a Filmmaker's Craft for Corporate Change: Harnessing storytelling to evoke empathy in corporate settings.
From Silver Screen to Boardroom Scene: Bridging the gap between independent film and corporate diversity initiatives.
Key themes and topics:
The role of vulnerable storytelling in creating empathy and promoting understanding.
Transformative experiences through films in corporate diversity and inclusion (D&I) programs.
Direct quotes on the impact of storytelling.
Real-life examples from the guests' work.
Chapter 2: Allies in Action: The Role of Privilege in Inclusion
Subheadings:
Recognising One’s Privilege: How awareness facilitates change.
The Inclusive Ally: Taking conscious action through one's privilege to empower others.
Discussion on the importance of including all demographics, such as straight, white, cisgender men, in diversity initiatives.
Quotes on the commitment to use privilege for the greater good.
Chapter 3: The State of D&I: Budgets, Backlash, and Forward Momentum
Subheadings:
D&I Budgeting Dilemmas: Navigating financial cutbacks in inclusive initiatives.
Navigating pushback against D&I: How resistance shapes the future of inclusion efforts.
Investment, Not Cost: Changing the perception around D&I initiatives.
Exploration of the current challenges and optimism for systemic change.
Quote about the need for long-term investment in D&I.
Chapter 4: A Vision for the Future: Inclusive Leadership and Empathetic Culture
Subheadings:
Blueprint for Tomorrow: What inclusive and diverse leadership teams look like.
Collective Journey: The importance of building inclusion collaboratively, not competitively.
Policies Over Numbers: Implementing inclusive policies rather than focusing solely on diversity statistics.
Focus on the guest's vision for corporate leadership inclusivity.
Reflection questions on what inclusive policies might look like for the reader.
Chapter 5: Amplifying Voices: Military Inclusion and Evolving Policies
Subheadings:
Strength in Diversity: The military as an unexpected model for inclusion.
Policy vs Practice: The varying treatments of trans individuals and the call for updated policies.
Voices from the Ranks: Sharing stories of transgender military members through film.
Analysis of the military's inclusion of trans individuals.
Quotes on the personal experience with military inclusivity.
Additional research on the evolution of military diversity policies.
Chapter 6: Empathy-Driven Marketing and Inclusive Representation
Subheadings:
Breaking Down Silos: Fostering communication and collaboration between marketing and D&I teams.
Marketing for a Cause: How marketing content can further D&I efforts.
Visibility and Voice: Addressing underrepresentation in marketing imagery.
Guests’ insights on the inclusion in marketing and how it impacts corporate culture.
Guest's personal experiences and examples of impactful marketing.
Chapter 7: The Inclusion Imperative in Start-ups and Early-Stage Businesses
Subheadings:
Foundation for the Future: Integrating D&I from the outset.
Beyond Survival Mode: Balancing growth with the need for inclusivity.
Conversations on prioritising D&I in the fast-paced environment of startups.
Quotes on the essential role of D&I in the early business stages.
Chapter 8: Challenges and Strategies for Managing Diverse Groups
Subheadings:
Consensus vs Cohesion: Approaches for leadership in diverse workforces.
Long-Term Gains: The emphasis on a sustained, inclusive approach.
Guest perspectives on navigating the complexities of managing a diverse team.
Example scenarios where empathy and leadership intersect.
Conclusion and Call to Action
Summary of key insights shared by the guests on infusing empathy into leadership and inclusion efforts.
Call to action for readers to apply the principles discussed in their personal and professional lives.
Final Touches
Title Suggestions: "Empathy in Action: The Filmmaker's Guide to Corporate Inclusion" or "Beyond the Boardroom: Storytelling for an Empathetic World".
Chapter summaries for an at-a-glance understanding of content.
Edit for coherence, ensuring smooth transitions and logical progression between chapters.
Feedback loop for refinement based on expert and reader input.
Supplementary Content
Research notes to give depth to the discussion of diversity and inclusion budgets.
Visual aids like charts showing the correlation between diverse leadership and business performance.
Interactive elements, such as reflection exercises, to help readers consider how to implement these lessons in their own spheres.
(For publication, given the nature of the material, permission would be sought from the guests to use their contributions within the work, and full credit provided where applicable.)
Maxims to live by…
Engage with Everyone: Embrace the inclusion of straight, white, cisgender men in diversity initiatives to ensure wholesomeness in diversity efforts.
Self-Awareness and Mutual Understanding: Recognise your own biases and strive to understand others' perspectives to foster an inclusive environment.
Be Bold, Be Courageous: Take positive action, even when it’s uncomfortable, to advocate for change and inclusivity.
Collaborate, Don't Compete: Build partnerships within the inclusivity framework, leveraging each other's strengths to achieve collective goals.
Conscious Expansion: Continuously seek to elevate your own and others’ consciousness regarding inclusivity through education and open dialogues.
Showcase Diverse Leadership: Advocate for representation in leadership roles, aiming for teams that reflect the rich diversity of the wider society.
Empathy as a Foundation: Infuse every interaction with empathy to create understanding and connection amongst diverse groups.
Storytelling as a Tool: Utilise personal and emotive storytelling to humanise diversity challenges and successes in corporate and communal settings.
Authenticity in Action: Embrace authentic expression and lived experiences in the workplace to support genuine inclusivity.
Align with Values: Support businesses and organisations that mirror your inclusive values and beliefs through consumer power.
Use Privilege to Elevate Others: Recognise your own privilege and commit to using it to support and uplift underrepresented groups.
Drive Change Through Influence: Influence company policies and practices to make societal impacts, favouring true inclusive progress over mere statistics.
Stay Open to Learning: Remain receptive to lessons from diverse and challenging environments, fostering personal and organisational growth.
Forge an Inclusive Brand: Ensure that brand and marketing efforts reflect an authentic commitment to diversity and inclusive hiring practices.
Break Down Silos: Foster open, cross-functional communication within organisations to bolster a culture of inclusivity and collaboration.
Lobby for Change: Use your collective voice to oppose discriminatory practices and support the advancement of inclusive policies and legislation.
Plan for Inclusivity from Start-Up: Intertwine the principles of diversity and inclusion into the foundational ethos of new ventures.
Commit to Long-Term Inclusivity: Invest in the sustained development of diverse teams, aiming for inclusive excellence over immediate agreement.
Challenge Underrepresentation: Work to amplify the voices and visibility of groups underrepresented in the media and positions of power.
Education as a Lifelong Endeavour: Dedicate yourself to continuous learning about diversity, equity, inclusion, and intersectionality to foster a more equitable world.
Episode Category
Primary Category: LGBTQ+ Voices
Secondary Category: Corporate Inclusion
Custom LinkedIn Post
🎙️ 𝗧𝗵𝗶𝘀 𝗪𝗲𝗲𝗸 𝗼𝗻 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗕𝗶𝘁𝗲𝘀: 𝗜𝗻𝗳𝘂𝘀𝗶𝗻𝗴 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 🎙️
💬 Ever wondered why empathy is the real game-changer for workplace inclusion – and how storytelling can spark a culture shift? Tap in for a thought-provoking 60 seconds! 💬
This week, I welcome the fantastic duo Fiona Dawson (award-winning filmmaker, advocate for empathy through stories) and Rita Hallgató (international HR leader and D&I strategist) to Inclusion Bites.
Together, we unpack:
🔑 The power of personal storytelling in making real understanding possible at work
🔑 Why focusing on belonging and positive people experiences trumps surface-level “diversity targets”
🔑 How DEI is NOT a tick-box—real impact comes from listening, sharing, and making space for everyone
Why Listen?
"Inclusion is about understanding, and this episode is packed with insights to help you create more #PositivePeopleExperiences, spark true empathy, and embed compassion into daily culture."
About the Podcast
Every week, as the host of Inclusion Bites, I challenge conventional thinking on inclusion and workplace culture. This 1-minute clip will ignite your curiosity for the full conversation!
What’s your take? 💭 How do you use empathy or storytelling to build inclusion at work? Drop your thoughts or experiences below 👇 – I’d love to hear your voice!
🎧 Listen to the full episode: https://seechangehappen.co.uk/inclusion-bites-listen
#PositivePeopleExperiences #SmileEngageEducate #InclusionBites #Podcasts #Shorts
#EmpathyAtWork #Storytelling #InclusiveLeadership #DEI #CorporateCulture
Don’t forget to like, subscribe, follow, and tag a colleague who believes in challenging the status quo.
with SEE Change Happen, Fiona Dawson and Rita Hallgató
Extended YouTube Description
Inclusion Bites Podcast | Episode 117: Infusing Empathy — Transforming Workplace Culture through Storytelling & Inclusive Leadership
Welcome to another thought-provoking episode of the Inclusion Bites Podcast, hosted by renowned inclusion specialist Joanne Lockwood! In episode 117, Infusing Empathy, Joanne Lockwood is joined by dynamic guests Fiona Dawson and Rita Hallgató for a captivating exploration into how empathy, storytelling, and authentic leadership can reshape workplace culture and drive Diversity, Equity & Inclusion (DEI) efforts to new heights.
⏱️ Timestamps – Navigate the Conversation
00:00 — Introduction & Podcast Welcome
01:03 — Meet Rita Hallgató & Fiona Dawson: Superpowers & Origins
02:28 — Storytelling in DEI: From Film to Corporate Inclusion
05:16 — Rethinking DEI Success: From Numbers to Culture
07:30 — The Power of Vulnerability & Building Trust
12:21 — The Role of the Corporate Workspace in Empathy
14:45 — Overcoming National and Corporate Challenges to Inclusion
16:13 — D&I Budget Cuts and Reframing the DEI Narrative
20:33 — The Future of the Workforce: Inclusion as Business Strategy
23:17 — The Global Impact of Corporate Allyship
25:46 — Integrating DEI & Marketing: The Business Case for Authenticity
27:55 — Inclusive Start-Ups: Founders, Mindset, and Early Priorities
32:02 — The Realities & Rewards of Leading Diverse Boards/Teams
36:33 — Employee Resource Groups & Breaking Down Silos
39:21 — The Visibility of Bisexual and Trans Communities
43:05 — Policy Change vs. Demographics: What Drives True Inclusion?
48:13 — Behaviour Change: Engaging the Privileged & Influencing Leaders
52:52 — Emotional Intelligence for an Inclusive Future
54:18 — Visions of Inclusion: Commitments and Forward Path
57:04 — How to Connect with Fiona and Rita
58:24 — Podcast Wrap-Up & Call to Action
🎯 Episode Summary & Key Takeaways
In this expertly curated episode, Joanne Lockwood, Fiona Dawson, and Rita Hallgató demystify the practical levers that drive inclusion and belonging in modern organisations. Drawing from global experience, they reveal:
The Transformative Power of Storytelling: Discover how sharing lived experiences fosters genuine empathy and connection, shifting the DEI conversation from quotas to culture.
Rethinking DEI in the Workplace: Learn why focusing solely on diversity “input” misses the mark, and how creating positive people experiences unlocks true belonging—and business benefits.
Resilience in Challenging Climates: The panel examines how D&I budgets, policy setbacks, and societal resistance can be overcome through leadership and innovative alliances (like Marketing + DEI).
Tangible Steps for Start-Ups and Leaders: Gain actionable guidance on integrating inclusion from the ground up, investing wisely, and leveraging policy change for meaningful progress.
Harnessing Emotional Intelligence & Empathy: Understand why self-awareness, courage, and collaborative action are game-changers for today’s leaders.
Championing Authentic Voices: The guests spotlight the importance of visibility and representation for LGBT+ communities, intersectionality, and ensuring that inclusion is everyone’s business—especially those in positions of privilege.
Whether you’re a Diversity & Inclusion practitioner, HR leader, business owner, or change agent, this episode offers tools and insights to weave empathy and inclusivity into your organisation’s DNA—ultimately enhancing employee engagement, retention, and innovation.
🔥 Ready to Drive Change?
Subscribe for more cutting-edge conversations: Don’t miss our bold, actionable episodes—hit the bell for alerts!
Share this episode with colleagues, D&I committees, and leadership teams to ignite meaningful discussions.
Visit our website for resources, bonus content, and upcoming events: seechangehappen.co.uk/inclusion-bites-listen
Connect with Joanne Lockwood at jo.lockwood@seechangehappen.co.uk or follow the guests via LinkedIn to continue your journey in fostering positive people experiences.
🎧 Watch Another Related Video:
[The Power of Lived Experience in Workplace Inclusion]
[Building Corporate Culture That Lasts]
#Hashtags for Maximum Reach:
#Diversity #Inclusion #Empathy #Belonging #DEI #InclusiveLeadership #Storytelling #CorporateCulture #LGBTQInclusion #WorkplaceWellbeing #HRLeaders #EmployeeExperience #InclusionBites
Break down the barriers, ignite empathy, and join the movement redefining workplace inclusion. Tune in now and become an active champion for change!
Substack Post
Empathy at Work: Turning Stories into Belonging
How often do we hear the call for “more empathy” in our organisations, only to find it’s easier said than done? We know that authenticity, connection, and inclusion drive thriving cultures, yet the “how” can leave even seasoned HR professionals, D&I heads, and people leaders scratching their heads. Are we, perhaps, missing the wood for the trees by chasing diversity metrics and glossy initiatives, instead of starting with what truly connects us—our stories and our shared humanity?
This week’s episode of the Inclusion Bites Podcast—“Infusing Empathy”—gets right to the root of the challenge. I was joined by Fiona Dawson and Rita Hallgató, two remarkable advocates who harness the power of storytelling to catalyse change and nurture belonging in the workplace. If you’ve ever wrestled with “DEI fatigue,” questioned the impact of the policies you’re championing, or simply want to make workplace inclusion stick, this conversation is your essential listening.
From Policy-Heavy to People-First: An Episode for the Times
In this episode, we laid bare the realities facing DEI and culture practitioners right now—the relentless budget cuts, shifting political winds, and the widening chasm between corporate aspirations and employees’ lived experiences. My guests, Fiona Dawson, a British-born filmmaker now based in Texas, and Rita Hallgató, a seasoned international HR leader transplanted from Hungary to London, didn’t just talk theory. They brought lived experience and practical know-how.
Together, we dug deep into:
Why “diversity” is not the end goal—belonging is, and it’s felt, not measured.
How corporate storytelling can bridge divides between employees, turning abstract “values” into tangible, lived realities.
The power (and limits) of policy: why it’s not enough to quote numbers or publish a D&I report if you don’t change the culture.
Engaging sceptical leaders and the “privileged” in the empathy journey—without triggering defensiveness or apathy.
Joanne Lockwood: “Inclusion is about how you make people feel, not just how you treat them. If your culture isn’t experienced as positive, everything else is window dressing.”
Voices that Stir, Stories that Stick
00:01:21:
Joanne Lockwood: “Today, I have the absolute honour and privilege to welcome Rita Hallgató and Fiona Dawson. Rita’s superpower? Impossible dreams and the strength of other women. Fiona’s? The ability to listen and make people feel heard.”
This spirit set the tone for an episode that’s about the messy, complex, yet deeply rewarding human work of inclusion. Fiona Dawson described moving from corporate D&I to filmmaking, using authentic stories as a lever for empathy and organisational transformation. Rita Hallgató sharpened the point—having spent years in HR, she argued that too many are still focused on “the wrong targets,” mistaking surface-level diversity for true belonging.
What followed was a refreshingly honest discussion—no tick-boxing, no sugar-coating—about why so many initiatives stall, and how storytelling, done well, can reclaim D&I’s purpose.
Snapshots of Empathy in Action
If you’re looking for tactics, not platitudes, here’s what stood out for me—and what you can take back to your teams:
1. Make Inclusion Real—Through Lived Experience
Don’t just run training or quote statistics in your board papers. Create spaces (in meetings, communications, internal channels) where people share authentic stories—where they can be vulnerable, express joy, fear, and even grief. As Fiona Dawson reminded us, “You can’t expect people to pour their hearts out if you’re not willing to go there yourself.”
2. Stop Equating Diversity Metrics with Culture Change
Rita Hallgató didn’t mince her words: “Businesses are still chasing numbers. We should be aiming for inclusion, equity, and accessibility; diversity is the result, not the target.” Shift your focus to the norms, the everyday interactions, and how people actually feel at work.
3. Challenge the “Quick Fix” Mindset
Rita Hallgató framed it perfectly: “It’s not a sprint, it’s a marathon.” Sustainable culture change takes patience—a willingness to learn, evolve, and sometimes try things that might fail before they succeed.
4. Invite the Privileged to the Table
Both guests agreed—nothing moves without those holding power and privilege. The way forward? Fiona Dawson: “Show straight white men that they are diverse. They have stories of adversity, too. Inclusion is not excluding anyone, it’s expanding the table.”
5. Marry Policy with Practice
Don’t let your D&I report be a numbers game. Instead, document policies and how you apply them: How do you close your gender pay gap? In what ways are you accessible? Are your health benefits truly inclusive? As Rita Hallgató says, “Show what you’ve done to help everyone feel they belong.”
Take a Peek: A Moment That Moved Us
Curious to see these insights in action? Take a moment to watch this exclusive one-minute audiogram—a snapshot that distils the spirit of empathy and authentic leadership at the heart of our conversation.
Watch the audiogram now for an excerpt that will have you reflecting on your own practice.
Ready for More? Listen and Share
These are the conversations that go beyond checklists and “best practices.” They challenge, inspire, and call us to act—together.
🎧 Tune in to the full episode here—and don’t keep it to yourself! Forward the episode to a colleague, HR peer, or executive sponsor who needs to hear why empathy isn’t a “nice-to-have”—it’s essential for survival and growth.
Help us spark the next wave of inclusion by sharing this episode within your networks and on LinkedIn. Let’s build a conversation that ripples through boardrooms, teams, and communities.
What’s Your Leaping-Off Point?
I’ll leave you with this thought: When was the last time you created a space at work for someone to truly share what they feel, not just what they do or deliver? Whose stories are still waiting to be heard in your organisation—and what might change, if you listened?
Let’s make empathy more than a buzzword—it’s a bridge to belonging.
Until next time,
Joanne Lockwood
Host, Inclusion Bites Podcast
The Inclusive Culture Expert at SEE Change Happen
Stay connected and keep the conversation going:
Want to share your own story or see how we can support your inclusive culture journey? Drop me a line at jo.Lockwood@seechangehappen.co.uk or visit the show page: seechangehappen.co.uk/inclusion-bites-listen
What will you do tomorrow to infuse more empathy in your corner of the world?
1st Person Narrative Content
The Case for Empathy in Action: Why Personal Stories Build Stronger Organisations
“You can’t call people haters and expect to move the world forward. You have to help them feel what it’s like to be someone else—and sometimes that means getting a little vulnerable yourself.”
I’ve long believed leadership is about more than driving performance or hitting targets. True, enduring change in organisations—and in society—starts with empathy. But not the kind you read about in HR manuals, or the performative sort that shows up on glossy annual reports. I’m talking about lived empathy: the grounded, sometimes awkward, always human sort that emerges when we swap abstract metrics for stories rooted in experience.
Recently, I sat down with Joanne Lockwood, founder of SEE Change Happen and host of the Inclusion Bites Podcast, to dig deep into how empathy, when honestly wielded, catalyses genuine inclusion. As someone who’s spent years scaling organisations and navigating the fast-evolving world of D&I, I came away both energised and challenged by our exchange. Here’s what I learned, and why it matters for anyone looking to do more than pay lip service to inclusion.
The Mission Isn’t Numbers—It’s How People Feel
The diversity conversation has long been dominated by the language of targets and inputs: how many women, how many minority hires, how many so-called “diverse candidates” in your funnel. All that’s fine, and I understand why the world defaulted to a measurable framework.
But I find we’re missing the point if that’s where the conversation stops. What happens to the metric after you tick that box? As Joanne Lockwood said early in our conversation, “Inclusion is about how you make people feel by how you treat them.” That means the outputs—belonging, safety, true equity—matter far more than the optics. And too often, those outputs go unmeasured and ignored.
Why is that? In many organisations, even the most visible D&I initiatives get lost as “initiatives,” separate and apart from the lifeblood of the business: its people, its product, its performance. Like so many leaders, I’ve seen first-hand how employee resource groups, new pronouns in the email footer, or annual unconscious bias training can be mistaken for transformation. But those investments rarely move the needle on their own.
The measure of belonging isn’t data—it’s trust. Can your people share vulnerable truths? Do they see themselves reflected in decision-making? Do new joiners feel welcomed, not just accommodated?
For me, the surest way to answer that is through personal narrative. When people inside the business share their stories—what makes them feel seen, heard, or left out—walls come down and common ground emerges. The real work begins not in a spreadsheet, but in the act of hearing, with intent to understand, not simply to reply.
Storytelling: From “DEI Initiative” to Embedded Culture
Early in my partnership with Rita Hallgató, a brilliant HR veteran, it became starkly clear that “story” is the scaffolding of empathy. Rita and I came at D&I from different vantage points—me through the lens of film and narrative, having traded corporate life for independent filmmaking; her through years of hands-on people leadership across global businesses. But what brought us together wasn’t methodology, but conviction: organisations aren’t moving forward because they haven’t made space for lived experience.
Personal storytelling isn’t just about public catharsis or performative vulnerability in front of a camera. It’s about creating safe spaces inside organisations for employees to speak openly—and for colleagues, including those who’ve traditionally held the most privilege, to engage, listen, and reflect.
Our work together creating short-form films for international clients confirmed again: you move hearts by making space for emotion and candour in the workplace, not through lectures or top-down edicts.
We set out to capture not just what people had done, but how they’d felt—creating an arsenal of stories that internal teams could use again and again, regardless of the next business cycle or reorg. When an employee shares how policy impacts real life, or how a simple gesture from a colleague made all the difference, that narrative becomes a lodestone for culture—not a transient “resource,” but a living, breathing asset.
Why Inclusion Starts with Vulnerability
I often get asked: “How do you get reluctant employees to open up? How can you possibly expect authenticity in a corporate setting?” The answer is double-edged. On the one hand, it requires trust—something rarely built in sterile, top-down environments. But just as crucial, it takes visible vulnerability from leaders and facilitators. You can’t ask someone to share deeply unless you’re prepared to do so yourself.
As I reflected with Joanne Lockwood, I’ve spent much of my post-corporate career behind and in front of cameras, spotlighting the stories of marginalised groups—transgender military personnel, in particular. What struck me most powerfully was the way people responded after these films screened. Many would approach, whispering truths they’d never dared voice publicly. The stories didn’t end when the credits rolled; they became the start of new self-recognition and new conversations.
This was my take-home lesson: Safeguarding vulnerability, and mirroring it as a leader, scales far faster than training modules. People respond to humanity, not perfection.
I believe this is the opportunity before us: Instead of expecting people to leave their feelings at the door, what if we made emotional literacy and authentic dialogue the core of our culture? We’d get fewer polished, empty compliance videos—and a lot more traction on the tough, systemic challenges that organisations always claim to care about.
No More Siloes: The False Divide between HR, Marketing, and DEI
Too often, I’ve watched budget cuts hit D&I functions first—relegating diversity work to a “nice to have,” especially in tough market climates. Rita noted this forcefully: “When budgets are tight, unfortunately, D&I budgets are the first to be cut, even within the people budgets.” It’s a predictable, short-sighted move that reflects the way most organisations treat inclusion: as a siloed function, not as oxygen that powers the business’s next era.
But if we’re serious about long-term change, we have to move D&I out of its solitary lane. Take the way most businesses market themselves externally—through expensive, meticulously crafted branding campaigns. Joanne Lockwood rightly observed that employer brands and recruitment marketing are among the strongest levers for shaping company culture. Yet hiring teams frequently operate with misaligned priorities, defaulting to speed or convenience rather than critical thinking about who—and how—they bring in new talent.
Here’s the opportunity: When marketing, communications, and DEI work in concert—amplified by stories of real humans, not just slogans—the shift reverberates far beyond hollow “initiatives.” I personally believe marketing budgets should be used for authentic storytelling as much as for traditional adverts, and I am wary of leadership teams that treat diversity as separate from, rather than central to, their core business.
Want to build an organisation known for its culture? Start by making inclusion a strategic pillar, not an afterthought.
Shifting from Performative to Systemic Change
Measurement does matter. But fixating on diversity numbers while ignoring the outcome—the lived experience and retention of those hires—means we end up optimising the wrong things. This is how you end up with annual D&I reports full of pie charts but little real progress.
As Rita put it, “Let's not try and always talk about numbers, numbers, numbers, because it's almost like showing off—like, ‘Oh, look at how diverse you are.’ But are you truly inclusive?” I couldn’t agree more. The question we should be asking: What have you changed so employees, wherever they come from, can be themselves—and thrive?
It’s also time leaders stop expecting miraculous outcomes after short sprints of DEI effort, then blaming “woke overreach” when change doesn’t instantly appear. This is, and always will be, a marathon.
I don’t underestimate how hard it is. Diverse teams are complex to manage. Sometimes the chairing of a difficult meeting feels less like progress and more like struggle. But when we approach those hard moments not as obstacles, but as the very point of inclusion—to grow, broaden perspective, and create environments where disagreement leads to better outcomes—we move from performative to systemic action.
Leaning into Empathy: The Role of Privilege and Power
If there’s a question that haunts every boardroom, it’s this: “How do we get those with power—often straight, white, cisgender men—to unlock the door and let others in?” I’ve sat on both sides of this conversation, and I know the fear that breeds inertia: the worry about saying the wrong thing, being marginalised in a changing workplace, or surrendering one’s own place at the table.
The approach is simple, but not easy: build empathy. Take the time to help those with privilege rediscover their own diversity—not as an accusation, but as an entry point to mutual humanity. When leaders understand they, too, have faced adversity—that the “in-group” isn’t truly monolithic—they can begin to see this work not as a threat, but as a means to deeper collaboration.
Self-awareness is the linchpin. If every executive raised their self-awareness, then worked to foster courage and collaboration in others, the work of equity and inclusion becomes a shared journey, not a zero-sum game.
That emotional intelligence—self, then others, then collective action—strikes me as the only path to real, enduring change. As I reflect on our conversation, I’m more convinced than ever that inclusion is not about leaving anyone behind; it’s about making the table larger, the conversation broader, and the future fairer.
Inclusion as Oxygen, Not a Checkbox
The world is changing, sometimes at a disorientating pace. I see this as, ultimately, a hopeful time. Yes, we face setbacks: budget cuts, political pushback, toxic rhetoric from governments less interested in progress than in dog-whistle politics. But in moments of change, opportunity is everywhere—for those willing to dig deep, listen closely, and act bravely.
I remain positive. Because every time an employee realises they can show up authentically at work, every time a leader demonstrates the courage to name privilege and invite others in, progress happens. Perhaps not as fast as we’d like. Maybe not dramatically. But every story shared, every policy changed, every vulnerable admission in a “safe” space builds the next layer of trust.
For my part, I’ll keep pushing. I’ll draw on my own privileges—and call on others to do the same—because creating truly inclusive organisations isn’t just moral; it’s what drives innovation, resilience, and results.
As we closed our conversation, I came back to where we’d started: “You can’t build inclusion by excluding others. This is a marathon, not a sprint—and we run it better together, not alone.”
The Challenge I Leave You
If this conversation sparks something—whether that’s questions, pushback, or new thinking—I want to hear from you. What would your workplace look like if you swapped targets for trust? If “diversity” meant listening first, performing second? I read every response. Let’s challenge one another, and keep moving this work from the margin to the mainstream.
More than [INSERT_VIEW_COUNT] people have already watched our interview on YouTube, with many more tuning in via Spotify and Apple Podcasts.
If you’re ready, I encourage you: don’t just listen—get in touch, join the conversation, and make inclusion not just an initiative, but the air we all breathe.
Song Lyrics from Episode
[Title
Empathy in Motion]
[Synopsis
Episode 117 — “Infusing Empathy” inspires a song about the balance of inclusion, vulnerability, and resolve amidst the shifting landscape of real workplace and societal change. Drawing from lived stories, it challenges barriers, calls for compassion, and insists we move together — never leaving anyone behind. With warm acoustic textures and indie pop honesty, it’s a rallying cry for empathy, courage, and belonging.]
[Vibe
Acoustic indie pop, steady uplifting beat, soft country inflections. Female vocals: direct, strong, and warm. Guitar-driven verses, shimmering pads, gentle builds, atmospheric instrumental breaks between verses and post-chorus. Instrumental fade out following the final chorus, echoing hope and togetherness.]
Lyrics
[Verse 1]
Turn the page on numbers, let stories unfold,
In boardrooms and break rooms, in the lives we hold.
Dreams too strong, voices too brave —
We build bridges, not just to be saved.
[Instrumental – gentle acoustic guitar strum, subtle pad]
[Verse 2]
Walking the halls of power, in shoes from everywhere,
Sometimes the sun breaks through, sometimes the clouds just stare.
Change doesn’t rush, it slowly burns —
It’s a marathon, not just every turn.
[Instrumental – rhythmic percussion, country tinged lead]
[Verse 3]
Policies bend, the world’s learning how.
Leaders fear what they don’t know now.
But behind closed doors, hope still grows —
Empathy moves, and the future shows.
[Pre-Chorus]
No more checking boxes —
Let’s talk of hearts and plans.
If we’re all someone’s stranger,
Let’s listen while we can.
[Chorus]
Move with me, when the walls close in.
Speak your truth — every loss, every win.
You don’t have to fight alone,
Not in this storm, not on your own.
Empathy in motion,
Together, we belong.
[Instrumental – soft bridge, moody synth and fingerpicked guitar]
[Bridge]
We’re more than quotas on a page,
More than fear behind a name.
Open doors are worth the risk,
Leave no one out — that’s not the game.
[Final Chorus (Lifted)]
Move with me, when the noise gets loud.
Speak your truth, even when you’re proud.
You don’t have to walk alone,
I’m here, I’m hope —
Empathy in motion,
Together, we belong.
[Instrumental Fade Out – gentle acoustic guitar, atmospheric pads, soft percussion — echoing unity, warmth, and resolve.]
[Artistic direction: The music processor should accentuate vulnerability on verses, confidence on chorus, and lift the bridge, closing on a slow, fade-out that feels like dusk settling after a day of honest work. Layers build from sparse in verse one to richer in final chorus. The tone is honest and gently fierce — never sentimental, always real.]
Gemini Infographic Material
In the Inclusion Bites podcast episode "Infusing Empathy," Joanne Lockwood, Fiona Dawson, and Rita Hallgató explore how personal storytelling and authentic leadership drive empathy, challenge outdated DEI approaches, and create inclusive environments in both corporate and societal contexts.
Here is a summary of the core concepts:
1. DEI Approaches: Means vs. Ends
Many organisations approach Diversity, Equity, and Inclusion (DEI) incorrectly:
Diversity is a Result, not the Goal: Focusing solely on diversity numbers is misguided; the priority should be fostering inclusion, equity, accessibility, and belonging—diversity will follow.
DEI as Input, People Experience as Outcome: Positive workplace experience is created through culture and environment, not through quotas or tick-box exercises.
2. Power of Storytelling
Personal stories are leveraged to build empathy and drive meaningful change:
Shared Experience: Storytelling connects people at an emotional level, highlighting commonalities across perceived differences.
Corporate Application: Short films and authentic content help employees internalise the lived experiences of others, creating a culture of empathy.
3. Inclusion as Lived Experience
Inclusion is about how people feel:
Belonging is Felt: It is shaped by daily interactions, organisational culture, and leadership behaviour.
Vulnerability Builds Trust: Leaders must be open to sharing and listening to foster psychological safety and authentic connection.
4. DEI as a Long-term, Integrated Effort
Building an inclusive culture is a marathon, not a sprint:
Budget Cuts & Pressures: DEI initiatives are often first to lose funding, but cutting them is a false economy—long-term value comes from genuine investment in people.
Cross-functional Support: DEI and Marketing must collaborate to produce authentic, impactful campaigns and internal messaging.
5. Inclusion is a Collective Responsibility
True inclusion cannot be achieved by excluding any group:
Shared Ownership: Every individual—including those holding power and privilege—must see their role in the inclusion journey.
Storytelling for All: Straight, white, cisgender men, or any majority group, must recognise both their unique experiences and their part in building equity.
Summary Table: Infusing Empathy in Organisations
Key Takeaway: Lasting inclusion is achieved by authentically sharing stories, integrating DEI as a long-term strategy, and fostering environments where everyone—regardless of background—actively participates in building belonging.
Hubspot Import format
,Infusing Empathy,,,https://seechangehappen.co.uk/inclusion-bites-listen,,,,Joanne Lockwood,"Fiona Dawson, Rita Hallgató",How empathy-driven storytelling brings inclusion into corporate culture,In this episode, host Joanne Lockwood is joined by guests Fiona Dawson and Rita Hallgató to explore the vital role of empathy and personal storytelling in fostering inclusion within the workplace. The conversation delves into innovative approaches to diversity, equity, and inclusion (DEI), moving beyond statistics to focus on authentic lived experiences and meaningful policy change. Fiona shares her journey from corporate DEI to filmmaking, highlighting the power of vulnerability and genuine connection, while Rita reflects on challenges facing DEI efforts and the need for sustained commitment from leaders. Together they discuss the intersection of culture, identity, and belonging, touching on issues such as trans inclusion, bisexual visibility, and the influence of corporate policy on societal change. The episode offers practical insights for leaders and practitioners seeking to create environments where everyone feels seen and valued.,,,,,Workplace Culture & Systems,Psychological Safety,Belonging,Authenticity,Allyship,Change & Transformation,Community & Connection,Leadership & Power,Trans & Nonbinary Inclusion,Disability & Access,Inclusive Leadership,Culture Change & Belonging,Lived Experience Stories,Trans Inclusion Focus,E117 – Infusing Empathy,https://seechangehappen.co.uk/inclusion-bites-listen,'E117 – Infusing Empathy | How empathy-driven storytelling brings inclusion into corporate culture | In this episode, host Joanne Lockwood is joined by guests Fiona Dawson and Rita Hallgató to explore the vital role of empathy and personal storytelling in fostering inclusion within the workplace. The conversation delves into innovative approaches to diversity, equity, and inclusion (DEI), moving beyond statistics to focus on authentic lived experiences and meaningful policy change. Fiona shares her journey from corporate DEI to filmmaking, highlighting the power of vulnerability and genuine connection, while Rita reflects on challenges facing DEI efforts and the need for sustained commitment from leaders. Together they discuss the intersection of culture, identity, and belonging, touching on issues such as trans inclusion, bisexual visibility, and the influence of corporate policy on societal change. The episode offers practical insights for leaders and practitioners seeking to create environments where everyone feels seen and valued.',
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