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Candid Conversation for Inclusive Cultures with HCI
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Recruiting & HR
Lauren Franklin, Sr. Brand Manager at Limeade and Lindsay Lagreid, Solution Architect at Limeade share funny and touching anecdotes about their experiences in the workplace and demonstrate how your organization can take action to become a more inclusive and diverse workforce.
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Candid Conversation for Inclusive Cultures with HCI
- Candid conversations about inclusive cultures
- Today’s Agenda 1. Inclusion research 2. Moments of inclusion 3. Responding to today
- Lindsay Lagreid Senior Solution Architect
- Lauren Franklin Senior Brand Manager
- Changing World • Privilege, scale, pace • We don’t have all the answers yet • A lot remains the same • Innovative responses
- Institute Research
- Measuring inclusion 23 items; Cronbach’s alpha = 0.952
- The Power of Inclusion Limeade Institute, 2018 19% GREATER WELL-BEING IN THEIR LIVES 28%MORE ENGAGED AT WORK 51% MORE LIKELY TO RECOMMEND THEIR ORGANIZATION 3XINTEND TO STAY LONGER
- LimeadeInstitute,2019, n=354 Care is related to well-being, engagement and inclusion. 52% 75% 94% 43% 72% 94% 14% 72% 95% 0% 20% 40% 60% 80% 100% %Favorable Well-being Engagement Inclusion Org Does NOT Care Neutral Org Care Org DOES Care
- Peers on immediate teams are THE GREATEST CONTRIBUTING FACTOR TO INCLUSION, followed by organizational leaders, department managers, and peers on other teams. Limeade Institute, 2019
- Experiencing Inclusion
- Micro-aggressions • Housekeeping at work (setting up technology) • Un-agreed upon nicknames • Culturally insensitive phrases • Inaccessible metaphors • “Can you hear me?” • Imagery in marketing • Gender pronouns (“you guys”) • Frustration with background noise, slow wifi • Assuming no productivity impact
- Micro-inclusions • Starting with virtual employees on conference calls • Credit where credit is due/ally to all voices/idea attribution • Me vs. we • Allyship – see something say something • Inclusion “golden rule” or “platinum rule” • Event accessibility (i.e. reasonable accommodations) • Candidate experience (gendered language in job postings, accommodations for candidate) • Embracing the opportunity for people to be human at work • Autonomy, flexibility and compassion
- Food for thought • "You are not working from home; you are at your home during a crisis trying to work" • How your company treats working during pandemic could impact your brand for decades – Mark Cuban
- Inclusion in the Face of COVID-19
- How Limeade is responding
- How others are responding • Headspace offering free meditation exercises to support employee mental health • Microsoft paying hourly employees • Grocery stores offering specific shopping hours • The Riveter Community Day • Zoom for free • Execs giving up pay • Raises for response industries • Free workouts
- Key Takeaways 1. Inclusion doesn’t stop even when the world does 2. Inclusion happens in everyday moments – and is more important than ever 3. Do something!
- Questions
- Thank You
Editor's Notes
- LF – welcome and intro, housekeeping Participants are on mute Please type questions into the chat and we will answer at the end The session will be recording and available afterwards
- LJL – walk through agenda
- **Add in inclusion privileges during COVID-19 LJL intro first, then explain why we are taking ownership of our privilege perspectives Privileges + intersectionality challenge - White - Cisgender - Heterosexual - Secondary Education Access - Upper middle class - Able-bodied - Employed with Benefits - English as a first language - However, I identify as living in a fat body but also experience thin privilege in the world
- It’s interesting to think how many privileges emerged during this I didn’t even know I had. Like the fact that my husband and I can work from two separate rooms in our home so we can continue work with little distraction, that I am employed with benefits, etc. Privileges + intersectionality challenge - White - Cisgender - Heterosexual - Secondary Education Access - Able-bodied - Employed with Benefits - English as a first language - However, I grew up in a small town, parents were not highly educated, raised animals. In addition from a family who don't always agree men and women should have equal rights so being a woman is a core part to my identity -Lindsay and I are bring this similar identity so we have one perspective of this
- Lauren – we would be remiss not to acknowledge how different our world looks today than it did one month ago, and thus this session content needed to shift to adapt.
- LF – transition to research One thing we know hasn’t changed is some of the most foundational drivers of inclusion and the research behind its impact…
- LF – to talk about our survey, different components of inclusion, we use this to study inclusion and for our own employees
- LF to talk about power of inclusion and the rising priority it’s becoming because of it’s business impact
- LJL – how inclusion fits in with Limeade’s CARE message, how these things are traditionally treated in silos when they are deeply connected We want to explain why this concept of care for our employees is so important, and so foundational to how we approach product design. Limeade Conducted our own research in Limeade Institute, with a sample of over 350 people across industries who work at least 30 hours per week, not in our BoB When employees think their organization cares about them, this is positively related to well-being, engagement, inclusion For reference: Engagement: agree & strongly agree on “I feel personally engaged in my work.” Well-being: agree & strongly agree on “Overall, I have well-being in my life.” Inclusion: “I feel included at my organization.” STATISTICALLY SIGNIFICANT DIFFERENCES BETWEEN ALL NOT CARE AND CARE GROUPS
- LJL - Think about your own life and your past work experience – I know this is true for me - Gallup Q12 “best friend” item – these are human beings that are coming to work and connection is a deep human need.
- LF - This is how the research shows up in action, we want to share our experiences in the workplace so we can translate the research into out lived experiences
- LJL – follow-up One that I struggle with are metaphors that have inaccessible associations – like sports references – in the red zone, blocking and tackling – historically football is a game only played by men Complexity when you add a global population – football isn’t the same game in different parts of the world Easy solution – just explain what you actually mean – don’t make you language choices a barrier to understanding. Microaggressions against ourselves We need to stop “self-asterick” or “In case you’re offended”, you an dismiss me with this phrase Disempowering language – sorry, kind of, trying, maybe, my understanding is that Standing with power in what you have to say Assume positive intent – some of these are things I used to do (i.e. ”you guys”) until it was brought to my attention in a gentle and compassionate manner. Example of mixed gender group – do you ladies wanna go get lunch?
- LJL – we also want to focus on wonderful things that happen every day that support inclusion, it’s important to encourage positive habits and celebrate strengths Limeade’s continued expansion as a global company – some employees have gotten really good at the habit of including remote people – we used our technology to support the cultivation of that habit I’ve also had experiences where I didn’t have the courage to say something but someone else did, that can be such a powerful experience of feeling support and that your boundaries should be respected. LF – Inclusion golden role/platinum rule Event accessibility Candidate experience There will always be new intersectionalities and more we can do to create inclusion – approach that from a place of curiosity and a journey than feeling overwhelmed or defeated because there is no “destination”
- LF – we want to look forward now, to what the next generations are expecting
- LF Care in Crisis for our employees LJL Limeade Care in Crisis edition
- **** LJL – what’s amazing is we’re also seeing organizations everywhere respond in really powerful ways to the need for more inclusion at work Employees now more than ever want to be proud of where they work because it’s associated with their identity – so PR issues around inclusion can have a real impact on how employees feel about working there We’re seeing more and more retail brands represent size and body diversity in their campaigns, showing people with varying levels of ability and different size and shaped bodies In fact, the companies that aren’t doing this are starting to get called out. There is a campaign on social media called #makemysize where people post pictures of clothing they would buy if they could and tag that retailed – it’s contributed to several brands expanding sizes We also see major marketing initiatives with a social point of view more than we ever have before Doritos made rainbow chips for pride month Absolut vodka just released a powerful campaign around alcohol and consent LF Some of these investments are big and require lots of money and teams and time – examples But others are business decisions that are made but have a huge impact – like Goldman Sachs and Spotify’s Black History month playlist How can your business be more inclusive both internally as an employer, but also externally in the market?
- LF Key takeaways Check out the website Q&A
- LF – Run Q&A
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