Jennifer McClure`

Helping Leaders Leverage Influence & Create Maximum Impact.

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Challenging Traditional HR Paradigms to Create More Inclusive and Equitable Workplaces With Shahzia Noorally

On episode 89 of the Impact Makers podcast, I chat with Shahzia Noorally, a Diversity, Equity & Inclusion practitioner, Speaker, and podcast host.

With her dynamic voice, Shahzia is changing the narrative around workplace authority and equity. In our enlightening conversation, she shares her inspiring journey from a place of isolation in her first leadership role, to becoming a passionate advocate for equity within the utilities industry and beyond. Her unique insights are shaped by her experiences as a woman of color, a child of immigrants, and an HR practitioner.

Our conversation takes us through the challenges and biases that persist in traditional leadership and mentorship models, and we also explore the concept of sponsorship, which can create a space for authentic expression, amplifying not just talent but also the voices that often go unheard.

I first met Shahzia when we were both speaking at a DisruptHR Calgary event back in 2019 and have been following her and her work since that time. I find her to be insightful and purposeful, and I really appreciate how she approaches equitable work and workplaces through a lens of possibilities rather than challenges, and a purpose that is rooted in influencing a more just-world.

Outside of her work, Shahzia hosts The Equity Gap podcast, and she leans into community, anchoring her energy towards amplifying Black, Indigenous and women of color to show up in the world, and take up all the space that they desire and deserve.

I think you’ll enjoy learning from Shahzia in our conversation, and I encourage you to share this podcast with others in your network who may benefit from rethinking some of our traditional approaches to Diversity, Equity, and Inclusion in the workplace.

Topics Discussed In Today’s Episode:

  • The challenges of relying solely on the concept of “diversity of thought” and why demographic representation is vital.
  • Why current leadership models need rethinking to encourage individual authenticity instead of molding individuals to fit pre-existing molds.
  • How sponsorship stands apart from traditional mentorship and can be more helpful in addressing systemic barriers faced especially by BIPOC.
  • Why modern workplaces must adapt to become inclusive, ensuring everyone has equal access to influence, and challenging traditional white male-centric leadership models.
  • The broader implications related to equity that extend well beyond equal pay.
  • The importance of optimism in addressing diversity and inclusion challenges with an open mind and proactive attitude.
  • Why a paradigm shift from a one-size-fits-all approach in HR practices to one that centers the experiences of the most marginalized employees is necessary, and how that can lead to broader benefits for all.

LISTEN TO IMPACT MAKERS PODCAST – EPISODE 89

Listen on Apple podcasts, Google podcasts or Spotify

People & Resources Mentioned In This episode:

Shahzia Noorally – LinkedIn, Website, Instagram

The Equity Gap podcast – On Apple Podcasts, LinkedIn, Instagram

HR, We Have A Problem | Susy Ko & Shahzia Noorally | DisruptHR Talks

Do You Know the Reference Man? | Shahzia Noorally | DisruptHR Talks

Rethinking podcast with Adam Grant: Finding–and becoming–great mentors and sponsors with Carla Harris

The Equity Gap podcast: From saviorism to solidarity in the workplace – a conversation with Dr. Golnaz Golnaraghi – Changemaker, Speaker, Author & Founder of Accelerate her Future

Accelerate Her Future

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Amplifying Black and Brown Voices in the Workplace with Zachary Nunn, Founder of Living Corporate

Have you ever found yourself frustrated with corporate diversity, equity, and inclusion initiatives?

I know that I certainly have, and that’s why I invited Zachary Nunn to join me for a conversation on the Impact Makers podcast. Zach is the Founder and CEO of Living Corporate, – a diversity, equity, and inclusion digital media network that centers and amplifies black and brown professionals in the workplace through narrative storytelling. He’s has been on quite the journey – from starting his career as an HR Manager at Target to launching Living Corporate as a side project, and following the tremendous growth and reach of the media company that has blossomed from those efforts, to making that his full-time job.

I’ve long been a fan of the content that Zach and his team have created over the last five years, and as an entrepreneur, I’ve also been fascinated by how something that began as an idea became a single podcast – then a vibrant network of podcasts, web shows, blogs, and more – all while Zach was working full-time in leadership roles in HR, change management, DE&I, and strategy and growth for several large organizations.

I’d like to invite you to listen in as we explore the significance of authentic conversations and the impact that they can have in creating a more inclusive workplace. Zach will also reveal the exciting new plans for his future, which include making Living Corporate his ONE job – instead of a second job. He shares about developing a learning platform using AI technology, providing organizational assessments, and launching the Living Corporate Collective – an online space for those who are passionate about workplace fairness to collaborate for systemic change.

Get ready to be inspired, challenged, and motivated to take action. Whether you’re a people leader, a diversity advocate, or an aspirational ally, this episode will leave you better informed to make a positive impact in your own community by creating spaces where all voices are valued and can be shared and heard.

Topics Discussed in Today’s Episode:

  • Zack Nunn’s journey from HR management to tech entrepreneur
  • Introduction to Living Corporate and its mission
  • The significance of amplifying marginalized voices in the workplace
  • Navigating the challenges of being an aspirational ally
  • Launching a learning platform with an AI engine for custom content playlists
  • Offering organizational assessments with interactive dashboards and recommendations
  • Introducing the Living Corporate Collective for HR leaders, executives, and DEI professionals

LISTEN TO IMPACT MAKERS PODCAST – EPISODE 87

Listen on Apple podcasts, Google podcasts or Spotify

People & Resources Mentioned in This episode:

Zachary Nunn – LinkedIn, Twitter

Living Corporate website

Living Corporate podcasts

Join the Living Corporate Collective

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10 Critical Focus Areas for Leadership Success in the Future of Work

Unlocking the full potential of your team and paving the way for success in the future of work requires strategic focus and deliberate action. As a leader, it’s crucial to prioritize key areas that will make a significant impact on your organization and its employees.

In the ever-changing world of work, where technology advancements, globalization, demographic shifts, and changing societal norms continue to reshape the way we live and work, where should you focus, in order to create the most impact in your organization, and in the lives of the people that you lead and serve?

10 Critical Focus Areas for Leadership Success in the Future of Work

1. Fight for flexibility for your team members

People want to effortlessly work how, where, when, and for whom they want.

  • 40% of respondents in McKinsey’s Great Attrition Great Attraction Survey published in September 2021, said that flexibility was the number one reason they accepted their current job.
  • According to Shiftboard’s State of the Hourly Worker Report scheduling is the #1 complaint of hourly workers and the #1 cause of turnover.
  • 85% of the hourly workers who participated in Shiftboard’s survey reported that scheduling affects their overall job satisfaction.
2. Prioritize career growth and development opportunities for your people

According to Gloat Research Group’s Great Resignation 2.0 Report, the number one reason given by employees who took a new job as to why they would leave again was a lack of career development opportunities.

The same survey revealed that 54% of the employees surveyed reported that their employers either don’t take their future interests and aspirations into consideration enough, or not at all.

3. Help your people to connect with Meaning and Purpose in their work

It’s critically important for leaders to connect people to something bigger than themselves and help them contribute.

According to Gallup research, a 10% improvement in employees’ connection with the Mission or Purpose of their organization leads to an 8.1% decrease in turnover and a 4.4% increase in profitability.

I love this quote from Laszlo Bock – the current CEO & Co-Founder of Humu and former Google SVP of People Operations:

The single biggest thing you can do [as a leader] is to make the work feel meaningful.

What is an organization’s Purpose? It’s the reason for its existence, and the ultimate goal it seeks to achieve for customers.

Some good examples of organizational Purpose include:

  • Nourishing families so they can flourish and thrive – Kellogg
  • We fulfill dreams of personal freedom – Harley Davidson
  • We help people get jobs – Indeed.com
4. Commit to real change and action with Diversity, Equity, Inclusion, and Belonging efforts

How can you begin to make DEI&B efforts more meaningful and real in your organization?

  • Set meaningful goals
  • Track progress
  • Hold leaders accountable
  • Incentivize leaders

To learn more about how to think and act strategically when it comes to DEI&B, check out  Impact Makers podcast Episode #51 – The Value of Taking a Strategic Approach to Diversity, Equity, and Inclusion with Jennifer Ingram (she, her, hers) – Founder and CEO of Calibrated Lens.

5. Invest in your leaders – specifically front-line supervisors

The biggest gains businesses will witness in the future will come from hiring and training the right managers, who care for, develop, and maximize the strengths of every single employee.

Per Gallup’s meta-analytics based upon 100 million employee interviews 70% of the variance between highest engaged teams and persistently disengaged teams is just the manager.

6. Focus on skills identification and development

I think this quote from Jonas Prising – Chairman & CEO of ManpowerGroup, sums up this critical focus area in future of work well:

Helping people to pre-skill, upskill and reskill for in-demand roles in this Skills Revolution remains the defining challenge of this decade.

It was important before the pandemic, and is even more critical now – to create a better workplace where everyone is able to unleash their full human potential and have a more equitable share of the prosperity.

To learn more about best practices related to internal mobility and career upskilling, check out Impact Makers podcast Episode #64: Creating Career Pathways to Unlock Opportunity for the Workforce of the Future with Matthew Daniel – Principal, Talent Strategy and Mobility at Guild Education.

7. SEE your people

What do I mean by “SEE” your people?  

  • Show Appreciation.
  • Give Recognition.
  • Value Differences.

According to the results of a SurveyMonkey / Bonusly Survey, 63% of employees who are regularly recognized were “very unlikely” to look for a job in the next 6 months, and 89% of employees who are rarely recognized are open to accepting a new job.

And according to McKinsey’s Great Attrition Great Attraction Survey, the number one reason why people left a job without another one in hand was uncaring leaders.

In addition to helping your people to feel more valued, being a caring leader for your people actually makes good business sense.

8. Grow yourself

Your growth and development is your own responsibility, not that of your company, or your your boss. Take ownership of your personal development by:

  • Setting goals, tracking your progress, and holding yourself accountable.
  • Challenging yourself to learn aspects of business and leadership that are not within your current responsibilities.

As my friend Laurie Ruettimann says in her best-selling book Betting on You: How to Put Yourself First and (Finally) Take Control of Your Career:

If you’re learning, you’re growing, and if you’re growing, you’re thriving.

9. Develop your influence

As a leader, your ability to influence others is a critical factor in your career growth and success.

How can you develop your influence?

  • Invest in relationships.
  • Build trust.
  • Share your ideas.

My friend Neil Morrison – Group HR Director at Severn Trent Water, shared the following quote in a blog post years ago, which continues to resonate with me, because it’s so true:

You don’t get influence through control. You get influence through other people’s positive experience of you. You get influence through people wanting you involved – not by telling them you have to be.

10. Embrace (and lead) disruption

Change is a constant, and will continue at a rapid pace in the future. As leaders, we need to stay curious, and seek out ways to lead change efforts, rather than being reactive, and being affected by changes in unknown ways.

For HR and People leaders in particular, change agility was identified as a key skill in the future of work by SHRM research.

You can learn more about what the future of work holds for HR and People Leaders in Impact Makers podcast Episode #63: Defining Return on Workforce Investment in the Future of Work with Alexander Alonso, PhD SHRM-SCP – Chief Knowledge Officer at SHRM.

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So there you have it!

My 10 suggestions for areas where I believe leaders who will create positive and meaningful impact in the future of work need to focus now. Hopefully, you’re already actively making progress in several of these areas, and only need to add a few to your actions plans. Or, if you’re just getting started, choose a couple of areas to focus on, and start taking action today.

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The Value of Taking a Strategic Approach to Diversity, Equity, and Inclusion With Jennifer Ingram

photo of Jennifer Ingram

My guest on Episode 51 of the Impact Makers podcast is Jennifer Ingram.

Jennifer is the Founder and CEO of Calibrated Lens LLC,where she specializes in helping organizations to enhance their performance, productivity, and brand presence by centering equity and inclusion.

Jennifer has previously served as the first Vice President of Diversity Equity and Inclusion at the United Way of Greater Cincinnati, which is the sixth largest United Way in the nation, and has also led DE&I  strategies at two nationally ranked academic medical centers – The Mayo Clinic and Henry Ford Health System.

She’s passionate about her work, and describes herself as an Equity & Inclusion Evangelist.

I think you’ll learn a lot from the fresh perspectives she shares in this episode.

Topics Discussed In This Episode:​​

  • What Jennifer learned by being a member of a Diversity and Inclusion committee back in elementary school, and how those experiences still impact her today.
  • How diversity should be an outcome of our work, instead of the driver of it.
  • Why the head of Diversity, Equity & Inclusion should be a member of the executive team, reporting into the CEO.
  • The importance of clarifying how diversity programs have changed as a result of introducing equity into the equation.
  • What does equity look like from a strategic perspective?
  • Where many organizations miss the mark when trying to improve their diversity recruiting efforts.
  • Creative approaches to establishing equity programs in your organization.
  • How we’ve created a false sense of inclusion within organizations, and perpetuated that with diversity and inclusion programs.
  • Is it possible for a white person to be the head of diversity and inclusion?
  • Thoughts on incentivizing DE&I efforts for leaders of organizations.

IMPACT MAKERS PODCAST – EPISODE 51

(Email subscribers – click HERE to listen to the podcast.)

Key Quotes From This Episode:

“If you have a head of D&I that is not a member of the executive team, you’re missing the mark. Not to say that you can’t do good work, but it  won’t be as deeply impactful at achieving some of those desired outcomes as it could be.” ~ Jennifer Ingram

“What does equity look like from a strategic perspective? Diversity is happening, inclusion in intentional, equity is deliberate. It’s taking a deliberate look at your systems and understanding where you may be producing disparity.” ~ Jennifer Ingram

“Equity work is deliberate. It won’t just happen.” ~ Jennifer Ingram

“Folks love to say that diverse teams outperform more homogeneous teams. That’s not true. Well-managed diverse teams outperform teams that lack diversity.” ~ Jennifer Ingram

“Oftentimes we confuse the goal of reaching this kumbaya state, it’s not. The desire is not always to change everyone’s beliefs. That’s not success. It’s teaching how to be mutually respectful of differences and understanding and seeing and valuing those differences in others, and understanding that those are the things that make us better – not everyone singing from the same hymn book of sorts.” ~ Jennifer Ingram

People & Resources Mentioned In This episode:

Calibrated Lens LLC

Jennifer Ingram LinkedIn

Navigating Uncertainty and Unrest in 2020 by Jennifer Ingram

RESOURCE GUIDE: Exploring Differences, Reducing Harm, Evolving Strategies

Mishawn Styles

Connect with Jennifer:

Send her a message [https://jennifermcclure.net/contact/]

On LinkedIn: http://www.linkedin.com/in/jennifermcclure

On Twitter: https://twitter.com/JenniferMcClure

On Instagram: https://www.instagram.com/jennifer_mcclure/

On Facebook: http://www.facebook.com/JenniferMcClureSpeaker

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How Leaders Can Step Up to Promote Racial Justice and Equity in the Workplace with Katie Augsburger

Katie Augsburger photo

My guest today is Katie Augsberger, who is an employee experience strategist that’s disrupting how we think about employee experience, and helping organizations to rethink their policies and practices to create a more healing and inclusive workplace for all of their employees.

I was first introduced to Katie through my friend Laurie Ruettimann’s podcast in early 2019, and then shortly thereafter Laurie introduced the two of us so we could connect, and get to know each other better.

You’ll hear more about that phone call in this conversation today, but let’s just say that I felt that I made a less than positive impression during our chat, and I was grateful then – and even more grateful now – for Katie’s grace, support, and forgiveness.

I hope that you’ll find this conversation today helpful to you in your learning journey, and take action, along with me, to create a network of authentic relationships with a diverse group of people, a more equitable workplace, and a better world where all people feel welcomed and included, and they can thrive.

Topics Discussed In This Episode:​​

  • We’re all on a learning journey to understand “How do I show up based upon my identity, and how do I not do harm?”
  • We have to call people in, and not call people out. But also, those people who get called in have to have the grace to hear feedback about how they’re showing up.
  • The importance of building authentic relationships with black and brown folks in order to see potential in them, amplify their voices, and allow them to give you feedback about how you show up.
  • Recognizing the difference between “intent” and “impact” – and how to ensure that those are aligned.
  • How workplaces have changed, and must change, as a result of the recent death of George Floyd.
  • Why some HR leaders are doing tremendous harm to black and brown people in the workplace, and what needs to be done to fix that.

IMPACT MAKERS PODCAST – EPISODE 41

(Email subscribers – click HERE to listen to the podcast.)

Key Quotes From This Episode:

“The goal is not perfection, the goal is that you try, and are comfortable getting feedback when you get it wrong. The goal is to make sure your impact and intent are aligned.” ~ Katie Augsburger #ImpactMakersPodcast

“I believe that we’re in – somebody said to me recently – “the great white awakening”, which I found both hilarious, and also really interesting. White folks have not had to think about race and racism. That has been the privilege of being white. I, like many other black and brown folks have participated in that system, because that was a survival mechanism of – I don’t want to talk about race, because I don’t know how you’ll react, and I want to stay safe. And we just have not had this conversation at this volume – I know in my lifetime – and I think probably ever. And that feels radical, and it feels scary, and it feels depressing, and it feels new, and it feels exciting, but I also feel in my bones that it feels different.

It feels like we’re on a precipice of big change. And I’m hopeful, because I think that we’re ready for it.” ~ Katie Augsburger #ImpactMakersPodcast

People & Resources Mentioned In This Episode:

Katie Augsburger LinkedIn

Katie Augsburger Twitter

FutureWork.design

Dear White HR Ladies, We Need to Talk: How a Homogenous Profession Has Shaped Our Workplaces, and What We Need to to About It – Fistful of Talent 

5 Things Organizational Leaders Can Do This Week To Support Black Lives

From Personnel To Employee Experience: How History Has Shaped HR | Katie Augsburger | DisruptHR Talks

Laurie Ruettimann

Let’s Fix Work Episode 9 – Measure by a White Male Yardstick with Katie Augsburger

Impact Makers Podcast Episode 8 – Fairness Without Sameness: Embracing Diversity at Work and in Life with Sarah Morgan

Connect with Jennifer:

Send her a message [https://jennifermcclure.net/contact/]

On LinkedIn: http://www.linkedin.com/in/jennifermcclure

On Twitter: https://twitter.com/JenniferMcClure

On Instagram: https://www.instagram.com/jennifer_mcclure/

On Facebook: http://www.facebook.com/JenniferMcClureSpeaker

 

 

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