Julia Taylor Kennedy, Executive Vice President at Coqual, dives into the crucial concept of workplace belonging. She discusses how even slight increases in belonging can boost employee loyalty and engagement. Julia highlights the disparities in belonging scores among various demographics, emphasizing the need for accountability and action from leaders. She calls for authentic inclusion practices and the importance of inviting diverse voices into the conversation for real social change. Tune in for actionable insights to enhance organizational culture!
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insights INSIGHT
Belonging Boosts Engagement
A slight increase in belonging leads to significantly higher employee engagement and loyalty.
This correlation was a key finding in Coqual's research, impacting retention and career progression.
insights INSIGHT
Belonging Disparities
White men and women report higher belonging scores than Black and Asian women.
This disparity highlights the intersectional challenges faced by minority groups in the workplace.
volunteer_activism ADVICE
Values-Based Connection
Build belonging by connecting through core values, not just shared backgrounds or affinities.
Focusing on values creates a more inclusive environment for those with diverse experiences.
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Julia Taylor Kennedy: Coqual
Julia Taylor Kennedy is an Executive Vice President at Coqual, driving cutting-edge research into the issues impacting today's professional workforce. She led The Sponsor Dividend research and co-authored Disabilities and Inclusion, Mission Critical: Unlocking the Value of Veterans in the Workforce, and The Power of the Purse: Engaging Women for Healthy Outcomes.
She has spoken at the United Nations, the Carnegie Council for Ethics and International Affairs, the Conference Board — and many other places — and she’s been featured in The Washington Post, CBS News, Forbes, Time, and Harvard Business Review. Coqual recently released a new report, titled, The Power of Belonging: What It Is and Why It Matters in Today’s Workplace.
Key Points
A slight uptick in belonging leads to a sizable increase in engagement/loyalty.
White men and women have the highest belonging scores. Black and Asian women have the lowest.
Organizations can move beyond espousing support by setting clear metrics and also inviting in external stakeholders for accountability.
Senior leaders set the tone for what the organization does (or does not do) to support belonging.
While there is not yet enough action from white, straight leaders, there is movement in espoused support and concern for belonging.
Resources Mentioned
The Power of Belonging by Coqual
How to Be an Antiracist* by Ibram X. Kendi
White Fragility: Why It's So Hard for White People to Talk About Racism* by Robin DiAngelo
Related Episodes
What You Gain By Sponsoring People, with Julia Taylor Kennedy (episode 398)
Journey Towards Diversity and Inclusion, with Willie Jackson (episode 441)
Changed My Mind (Dave’s Journal)
Making the Most of Mentoring (audio course)
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