“Honestly, in order to make this a reality I believe HR needs more technologists and analytics professionals as a whole.” Now you might expect a RedThread-head to come out with a sentence like that--but it’s in fact from our awesome guest this week, Phil Willburn, Vice President, People Analytics, at HR tech firm Workday. But Phil also believes, as you’ll hear in this fascinating three-way chat between Stacia, Chris and Phil, that data, while absolutely the key ingredient to making DEIB real, isn’t the only thing you need to make the cake come out right; you also need to be able to tell a compelling story—and be able to listen to the stories of others. Maybe listen, really, for the first time ever. But, as Phil reminds us so well in this episode of ‘Integrating Inclusion’… you do have to start.

What’s it feel like when your identity is all about promoting Belonging and a global pandemic comes along that for a time completely wipes out your market, forcing you to lay off hundreds of valued colleagues? Perhaps more importantly: how do you navigate that crisis in a way that’s faithful to your purpose and DEIB commitments? The answer we hear today: with some vulnerability, authenticity, courage, transparency, compassion, empathy—and a dash of curiosity. Welcome to the world of Airbnb’s Director of Learning, Kate Shaw, who shares with us some fascinating insights into how DEIB’s being made to not just work but thrive at her company. Kate’s one of our favorite people, and we think she’ll soon be yours, too: after all, she’s someone fully dedicated to a mission of making work better for everybody. And if that isn’t what you need to make Belonging work… what would?

What if the ways you’re trying to measure the ground-level impact of all your DEIB work in your workplace environment are incomplete? That’s the possibly concerning warning from academic and author Professor Rob Cross--our guest this week, and the co-author this Summer of what we believe to be a highly important intervention that flags the importance of ONA, organizational network analysis, for any serious attempt to understand what the team feels and does day-to-day. But we got a lot more from our dialog than that, insightful as it was. We also hear some interesting findings about the growing strain on us all from the natural human desire to be helpful, which Rob warns translates into insane workloads. We must do something about this and design our work better to accommodate it, he believes, as collaboration is addictive, something we need to acknowledge—as well as figure out how the people, of all backgrounds, who are thriving are negotiating our new world of microstresses and DEIB opportunity. Heady stuff: you’re going to want to turn off Twitter for this one.

Sometimes you feel you’re in the eye of the hurricane: so much is happening in terms of our wider society in terms of changing expectations, changing ways of working, changing life choices. Add the potentially explosive compound called ‘Diversity’ into all this, and it can start to feel a little hot in here. But, advises this week’s special guest and DEIB and L&D expert practitioner Jesse Jackson, CLO for JPMorgan Chase with a special focus on the Wall St’s giant’s consumer community banking business: when it comes to getting DEIB right, it’s not heat you want: it’s light. This is a really fascinating chance to find out from a person deep in the midst of all the changes we’re talking about, but also deep in a blue-chip financial services firm that always has to see things in terms of achievable ROI. We’ll let you decide if you agree that’s what Jesse’s achieving: us, we’re hunkering down in the place where it’s always the most interesting… that hurricane’s eye. Because that's where change happens.

Are there three sets of people in Inclusion: the folks doing the ground-level work on DEIB, maybe the researchers way off in the academic stratosphere, and then the people actually affected by these issues on a day-to-day level in the workplace? If so, could we simplify this and remove a layer? If you think that’s a good idea, then listen today to someone who is doing all she can to fuse the first two roles there—Rachel Fichter, a PhD who also works for a Wall St financial analytics firm, S&P Global… but who sees herself in a fascinating new kind of role in HR and analytics: DEIB scholar-practitioner, helping her firm Integrate Inclusion while also diving into the literature on Belonging in the Columbia U stacks. So: quite a woman. And quite a DEIB thinker. You’re going to like this Workplace Story.

We love data, and we think it needs to be at the heart of all HR, especially in DEIB. But like this week’s guest, global talent strategy and analytics leader Hallie Bregman, we also know that data really only comes alive if it is part of a narrative. “I’m not going to give you data,” Hallie tells her colleagues at major Boston-based IT firm, PTC. “I am totally driven by data, I eat, sleep and breathe it all day long. But I'm going to tell you a story, and then I'm going to help you build a strategy around that story.” Such a smart way to put it—and this is one smart lady with so much to say that’s useful about DEIB, people analytics, ONA, NLP and so much more. We knew Hallie would be a hugely important contributor to this first official episode of the new Season of ‘Workplace Stories;’ hope you agree—and find a way to use her insights to make your own DEIB ‘story’ a success too.

Are we kidding ourselves when it comes to Diversity, Equity, Inclusion and Belonging (DEIB)? There’s been a LOT of talk about it, after all: is it being matched by any real action? Is the action that’s happening even being driven by leadership, or is it somehow something we’re getting ground-level folks to do, kind of for free, along with everything else we need off them in the COVID crisis? Are there any numbers, what do they tell us—and are they any good? What does DEIB success look like… and what can I do to move the needle here? These are good, maybe even critical questions, for society in 2021. But we don’t know the answers—which is why we’re inviting you to come along with us on a journey to find them together. Welcome to Season 2 of ‘Workplace Stories’ from RedThread Research, which we have entitled, with some optimism, perhaps, ‘Integrating Inclusion:’ a series of conversations on this core HR and HR tech issue. And like Season 1, along the way we think we’re going to be hearing maybe just one or two stories from people on the DEIB front line that will inspire, inform and energize you, too, including from amazing guests like PTC’s Hallie Bregman and S&P Global’s Rachel Fichter. Because DEIB really is everyone’s problem—and everyone’s job.

What actually happens when your boss tells you one day he’d like you to teach a few people new digital skills… say, 25 million or so? You’re going to find out this week, because that really did happen to our great guest, Microsoft Global General Manager, Talent and Learning Experiences and Workforce of the Future Karen Kocher, who is leading the huge-scale Microsoft-LinkedIn global Skills Initiative. But important as that large-scale L&D experiment is, it’s far from all Karen wanted to talk to us about; think of the Skills program as an appetiser for a Learning and Skills banquet that includes life/career and pay advise, as well as useful notes on credentialing and what transitioning to a ‘learn-it-all’ culture entails at company street level. Quite a woman. Quite a conversation. And quite a Workplace Story.

Truism 1: McDonald’s employs a lot of people. Truism 2: it doesn’t care that much about those people, so long as they flip the burgers OK, right? That second one is totally wrong, as we find out in our great conversation with the giant company’s former CLO, the very engaging Rob Lauber. In fact, with its pioneering Archways Program, thousands of entry-level staff get amazing on-the-job training, but also money and support for up-skilling—upskilling that the corporation is perfectly OK with them using to move on, often to full-time education or valuable social careers like healthcare. Even more interesting: for every $1 put in the Archways Program, McDonald's directly benefits $3 back. Skills and what they mean (including some refreshing scepticism from Rob about what the robots really will take off us) has been Rob’s own ‘obsession’ over a storied career, so tune in for more on running training at mass scale—including some fascinating advise on what CLOs can do now, today, in terms of available company data. It’s enough to make you hungry.

“I think we have to help organizations get out of the way and let people unleash and unlock their capabilities in ways that does not require the organization to be at the center.” Sounds pretty optimistic? No surprise as whatever else he is, our guest this week, Greg Pryor, is an optimist—and we are too, given the power of the examples and the strength of the conviction he gave us in this hour of debate over the future of HR. Greg, People & Performance Evangelist at Workday, a tech firm that is shaking up the world of enterprise software and which we’re grateful to have as sponsor of this whole Workplace Stories first season, shares many fascinating insights into what he sees as a totally new age for human capital management that the pandemic has tipped us all into. These cover the gamut from bleeding-edge academic research on the future of work to the life lessons kids are teaching their parents out of playing Fortnite, and keep Stacia and fellow interviewer Chris engaged and often delighted. It’s a great conversation: use it to level up your thinking about skills. We certainly did.