Inclusion Vs Belonging: The Truth About DEI with Joanne Lockwood, SEE Change Happen

Audio Inclusion vs Belonging: The Truth About DEI in the Workplace with Joanne Lockwood, SEE Change Happen

Video The Truth About DEI in the Workplace

Chapter-by-Chapter Summary

Following are the sections we covered in this conversation with their summaries, along with the time location in the video and audio to follow along. The timestamps in orange correspond to the chapters in the YouTube version of the podcast episode. This video will display to the lower right as you scroll down. 

00:00:00 Highlights and Introduction

This segment, the "trailer" of the episode, highlights snippets that highlight the key moments of the conversation. 

02:49 Life in the Royal Air Force

Joanne Lockwood’s journey in the Royal Air Force (RAF) began when she was just 16. She joined right out of school, drawn to the Air Force despite familial ties to the Navy. Joanne recalls how, at the time, the RAF seemed like a better option for her, even though there was some pressure to follow in her father's naval footsteps.

Reflecting on her time there, Joanne paints a picture of a very structured environment. "I joined at a time where as an apprentice I joined studying radar, radio communications," she shares. It was a place with little room for creativity or dissent, and everyone was expected to follow orders without question.

07:24 Gender Identity and Self-Identification

Joanne Lockwood's journey with gender identity began early in her life. She recalls memories of feeling different on the inside as early as 5 or 6 years old. These feelings of gender incongruence stayed with her as she grew older, becoming more apparent in her teenage years.

When Joanne joined the Royal Air Force at 16, she found herself in an environment that didn't recognize or discuss gender diversity. At that time, being gay or lesbian was illegal in the UK armed services, and there was little to no acknowledgment of transgender identities.

13:02 Understanding Inclusion

Inclusion is more than a word or a dictionary definition; it's a feeling. Joanne Lockwood, a consultant on inclusion, describes it beautifully. She emphasizes that inclusion is about how you feel in an environment. "I define it as a feeling," she says, highlighting that it's all about how you're treated and how that treatment resonates with you.

"I define it as a feeling."

Joanne explains that true inclusion means feeling at ease and not having to prove yourself. It's about being embraced for all of who you are, not just the parts that are convenient for others to accept. This holistic approach ensures you feel valued and celebrated in your entirety.

20:16 Inclusion vs Belonging Explained

Joanne Lockwood shares insightful reflections on the nuances between inclusion and belonging, drawing from her own life experiences. For Joanne, belonging is deeply personal and goes beyond simple inclusion. It’s not just about being part of a group but feeling truly connected to it.

She recalls times when she was part of a male club, where the main goal was to keep in touch and reminisce about the past. While she was included in these gatherings, she didn’t feel like she belonged. The memories shared didn't resonate with her anymore because they were tied to a part of her life she had moved beyond.

23:03 Corporate Commitment to DEI

In today's competitive landscape, corporate commitment to Diversity, Equity, and Inclusion (DEI) is more than just a buzzword; it's a strategic necessity. Companies are increasingly recognizing the value of embedding DEI into their core operations. At the forefront of this movement is Joanne Lockwood, who consults organizations to help them integrate these vital principles.

Joanne's approach involves asking fundamental questions. She challenges businesses to reflect on why DEI matters to them. The ultimate goal is not only to align with company values but also to ensure relevance in a diverse marketplace. "My first mission is to ask questions and get people to think about their own artists," Joanne remarks.

28:24 Why Companies Pursue DEI Initiatives and Misconceptions about DEI Branding

In recent years, many companies have embarked on Diversity, Equity, and Inclusion (DEI) initiatives. While some genuinely aim to reshape their organizational culture, others might be driven by more superficial motives. Joanne discusses these differing reasons and the misconceptions surrounding DEI.

39:56 Implementing DEI in Organizations

Implementing Diversity, Equity, and Inclusion (DEI) in organizations is a step-by-step journey. It begins with understanding why DEI matters to your company. Joanne Lockwood emphasizes that knowing your "why" is crucial. She asks organizations, "What's your pain point? What are you trying to fix?" This question helps identify the issues that need addressing.

Understanding the Motivation

Before diving into DEI initiatives, it's essential to understand what drives your company to pursue them. Sometimes it's because DEI is seen as the right thing to do or it’s a trendy topic. Companies might feel pressure to fit in with others who are already embracing these values.

Steps for DEI Implementation

1. Identify Pain Points: Start by understanding what issues need attention. Is it a lack of diversity in leadership? Is there a disconnect between company values and public perception?
2. Set Clear Goals: Once pain points are identified, set specific goals for what you want to achieve with DEI.
3. Align with Values: Make sure your goals align with the core values of your organization and are not just for show.
4. Engage Leadership: Leadership commitment is essential for successful implementation. Leaders must be on board and champion these changes.
5. Measure Progress: Establish metrics to track progress and ensure accountability.

The Role of External Pressures and Trends

Organizations also face external pressures such as Environmental, Social, and Governance (ESG) criteria and B Corp certifications which emphasize ethical practices including DEI.

Companies often find themselves needing to align their supply chain ethics with their brand values to avoid negative publicity or ethical pitfalls.

47:09 Assessing Your Current DEI Status

Evaluating your current Diversity, Equity, and Inclusion (DEI) status is crucial for any organization aiming to create meaningful change. Here's a checklist to help you assess where you stand and identify areas for improvement.

1. Understand Your "Why"

Before diving into the details, clarify why DEI matters to your organization. Understanding your motivation sets the foundation for everything else.

2. Analyze Demographics

Gather data on your current workforce's demographic makeup. This includes:

• Hiring rates: Who is being hired?
• Promotion patterns: Who is moving up the ranks?
• Pay disparities: Who is receiving raises?
• Training opportunities: Who is being offered development opportunities?

3. Track Progress

It's important to establish a baseline and then track your progress over time. This involves looking at:

• Trajectory: Where are you headed in terms of DEI goals?
• Velocity: How quickly are you moving towards these goals?
• Course Correction: Be ready to adjust your strategies as you get closer to your targets.

4. Balance Change with Stability

Finding the right pace of change is key. Moving too fast can disrupt business operations, while moving too slowly can cause stagnation. Aim for a balanced approach that allows for sustainable progress.

5. Set Realistic Goals

Identify where you want to be on the horizon and how quickly you want to get there without overwhelming your organization.

By following this checklist, you'll have a clearer understanding of your current DEI status and be better equipped to make informed decisions moving forward.

48:50 Defining Success in DEI

To truly succeed in Diversity, Equity, and Inclusion (DEI), it's crucial to start with a clear vision. Joanne Lockwood emphasizes the importance of understanding your current position and envisioning where you want to go. She describes a transformational leadership approach where you create an inspiring vision that everyone can believe in.

"What's your vision? What's your vision?"

Imagine setting a big, bold goal for your organization. It's not just about what looks good, it's about what looks amazing, something everyone can get excited about. This vision becomes the driving force that guides every step you take.

Mapping the Journey

Once you have a vision, it's time to map out how to get there. Joanne talks about using coaching models to plan each step of the journey. It's important to know what success looks like at every stage—what does step four look like? How do we get to step six? Identifying barriers and conducting analyses like SWOT (Strengths, Weaknesses, Opportunities, Threats) can help overcome obstacles.

Measuring Progress

Tracking progress is essential. You need Key Performance Indicators (KPIs) to see if your initiatives are hitting their DEI goals. Every action should align with the inclusion agenda and have a DEI output.

Joanne points out that each department head and leader needs to track these KPIs effectively. This accountability is crucial for genuine change.

Overcoming Resistance

There can be pushback against measuring these efforts, particularly in corporate settings where some want to remove metrics from KPIs altogether. Joanne warns that without these measures, organizations may end up stumbling without direction—much like going back to the 1970s with little insight into whether their efforts are making a difference or not.

50:53 Crafting an Effective Communication Plan

Creating a communication plan is essential to achieving your Diversity, Equity, and Inclusion (DEI) goals. Here, we’ll walk through the steps to build a plan that resonates with your organization and ensures accountability.

Understanding Your Starting Point

Start by identifying your reasons for implementing DEI initiatives. What are your current pain points, and where do you want to be? This understanding forms the roadmap for your journey. It's crucial to know where you are now and where you want to go.

Setting Goals and Measuring Progress

Develop Key Performance Indicators (KPIs) that will help you measure success. These metrics will guide you in evaluating your progress. Ask yourself: Where are we now? Where do we want to be? How will we get there? How will we measure success?

Publicly Commit to Your Goals

Publishing your goals is a powerful tool for accountability. When everyone knows what the organization aims to achieve, it fosters a sense of ownership. Make sure top leaders, like the CEO or board chairs, publicly support these goals with statements that explain why DEI matters.

Engaging Stakeholders Effectively

It's essential to get buy-in from everyone in the organization. Start by engaging with leaders at all levels—this should begin at the top but also include voices from all areas of the company. Set up forums or staff networks where employees can express their views and concerns.

Listening Phase: Gathering Feedback

After laying out initial plans, enter a listening phase. Understand what matters most from both management and frontline perspectives. This can include setting up listening circles within business units or conducting market surveys.

Building Resilience in Leadership Commitment

Leaders must show courage and commitment as they push these initiatives forward. Encourage them to have one-on-one conversations throughout the organization, fostering an environment of understanding and collaboration.

Long-Term Vision

Recognize that implementing a DEI communication plan isn’t an overnight task—it's long-term work that evolves over years. Plan for progress over time by continually evaluating and refining strategies based on feedback and insights gathered.

54:55 Navigating Organizational Challenges

Navigating challenges in organizations, especially when implementing Diversity, Equity, and Inclusion (DEI), requires deep commitment and sometimes difficult decisions. Joanne Lockwood shares her experiences and insights into these challenges.

Organizations often bring in consultants like Joanne with the expectation that a simple solution or "magic bullet" will resolve all issues. However, the reality is more complex. Real change requires digging deep into the organization’s culture and structure. It involves recognizing that not all problems can be solved with training or consulting alone.

"When you want to make significant and tangible change, you have to go deep."

59:08 Leadership Commitment and Work Paradigms

Leadership plays a crucial role in driving transformational change within organizations. It's essential to have leaders on board to ensure the success of any significant initiative. Without their commitment, efforts often fall short and fail to create the desired impact.

"Any change in organization, any transformational change will require a commitment from the leadership."

In today's globalized world, work paradigms are evolving rapidly. Many tech startups illustrate this shift by operating with teams spread across the globe. Developers in India or Estonia, finance teams in Lithuania—these diverse setups show that collaboration doesn't require everyone to be in the same physical space.

01:00:49 Exemplary DEI Implementation

In the journey of implementing Diversity, Equity, and Inclusion (DEI) initiatives, success often begins with a strong foundation but can be disrupted by unforeseen changes. Joanne Lockwood shares her experience with a company she worked with during the early stages of COVID. Her involvement included extensive training for the leadership team across the UK and Ireland. Joanne conducted around 20 online sessions, consistently checking in every few months to provide additional support.

01:04:06 The Infinite Journey of Human Evolution and Reasons for Optimism

Optimism is at the heart of human progress. Joanne Lockwood, the guest on "The Business Philosopher Within You," embodies this spirit with her unwavering belief in humanity’s positive trajectory. Despite the challenges we face, she sees our journey as one of continuous growth and improvement.

Lockwood acknowledges that we're going through painful changes, but she focuses on the fact that we are at least having conversations that were unheard of in the past. Reflecting on decades like the 1980s, she points out that these discussions are happening in many parts of the world now, with a focus on respect and common ground.

01:06:44 Journey of Growth, Change, Acquisition, Shedding, Consolidation, and Reinvention

Reflecting on life’s journey, Joanne Lockwood shares her transformative experiences from her teenage years in the Royal Air Force (RAF) to her present self. At 16, she began a journey that has seen profound changes, including a gender transition. Joanne highlights that life shapes us in many ways—physically, emotionally, and psychologically.

01:10:16 The Ground of Changeless: From Gluttony Model to Sufficiency Model

In a world where everything seems to be in constant flux, there lies a part of us that remains unchanged—a timeless essence that feels ageless despite the years passing by. Many of us look in the mirror and see age, yet feel the same inside. This inner steadiness can be thought of as our grounding force, anchoring us as life swirls around.

Joanne shares her vision for embracing this constancy amidst change by shifting from a "gluttony model" to a "sufficiency model." This means moving away from an insatiable desire for more and instead appreciating just enough. The idea is not about deprivation but about finding satisfaction in what's truly important.