The Culture Kit with Jenny & Sameer

With so many shifting rules and cultural norms, career success can feel like mastering a complex game.Jessica Lindl, Vice President of Ecosystem Growth at Unity Technologies and a Haas MBA alum, shows how a gaming mindset can be an advantage in today’s workplace.Her new book, The Career Game Loop: Learn to Earn in the New Economy, launches April 29.  Jessica joins hosts Jenny Chatman and Sameer Srivastava in the season 3 finale of The Culture Kit to discuss the gamer mindset, strategies for job crafting, and how leaders can build game-inspired workplace cultures. 3 main takeaways from Jenny & Sameer’s interview with Jessica Lindl:Embrace chaos and uncertainty: Learn how to find opportunity in  moments of change.Build durable skills: As AI integrates into the workforce, it’s more important than ever to have durable skills such as problem-solving and collaboration that make you a fundamental asset to your organization.Look for opportunities to job craft and continually evolve your role: This can spur innovation at the company as well as new opportunities in your career.Show Links:Pre-order link for The Career Game Loop: Learn to Earn in the New EconomyJessica Lindl on LinkedInFor more information about this podcast and a full written transcript, please see http: haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.* Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket!” Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of UC Berkeley's Haas School of Business and the Berkeley Center for Workplace Culture and Innovation. It is produced by University FM.*

From ride-hailing services to warehouses to hiring platforms, algorithms are increasingly taking on the role of manager. What does this mean for worker autonomy and meaningful engagement with work? On this episode of The Culture Kit, hosts Jenny Chatman and Sameer Srivastava interview Lindsey Cameron, assistant professor of management at the University of Pennsylvania’s Wharton School, about the research insights she gained from getting behind the wheel as a ride-hailing driver. Cameron discusses the cultural aspects of gig work, the “good bad job” paradox, and strategies for fostering equity and worker dignity in an increasingly algorithm-driven world.Main takeaway from Jenny & Sameer’s interview with Lindsey Cameron :Keep humans at the center. Rather than optimizing solely for efficiency, use human-centered design to consider worker well-being throughout their lifecycle with the company.For more information about this podcast and a full written transcript, please see http: haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of Haas School of Business and is produced by University FM.*Show Links:Lindsey Cameron’s website“The Making of the “Good Bad” Job: How Algorithmic Management Manufactures Consent Through Constant and Confined Choices.” By Lindsey D. Cameron, Administrative Science Quarterly, 2024.“How Microchoices and Games Motivate Gig Workers,” By Lindsey D. Cameron, Harvard Business Review, 2024“‘Making Out’ While Driving: Relational and Efficiency Games in the Gig Economy,” by Lindsey D. Cameron, Organization Science, 2021.“Expanding the Locus of Resistance: The Constitution of Control and Resistance in the Gig Economy,”  By Lindsey D. Cameron, & Hatim Rahman. Organization Science, 2022.“Heroes from Above But Not (Always) From Within: Gig Workers Responses to the Public Moralization of their Work During the COVID-19 Pandemic,” By Lindsey D. Cameron, Curtis K. Chan, and Michel Anteby. Organizational Behavior and Human Decision Processes, 2022.“Good Jobs, Bad Jobs: The Rise of Polarized and Precarious Employment Systems in the United States, 1970s-2000s.” By Arne L. Kalleberg, 2011.“Manufacturing Consent: Changes in the Labor Process Under Monopoly Capitalism,” By Michael Burawoy, 1982.“A Numbers Game: Quantification of Work, Auto-Gamification, and Worker Productivity,” by Aruna Ranganathan and Alan Benson, American Sociological Review, 2020“Where Platform Capitalism and Racial Capitalism Meet: The Sociology of Race and Racism in the Digital Society”, by Tressie McMillan Cottom, Sociology of Race and Ethnicity, 2020.Own This! How Platform Cooperatives Help Workers Build a Democratic Internet, by R. Trebor Scholz, Penguin Random House, 2023.Hustle and Gig: Struggling and Surviving in the Sharing Economy, by Alexandrea J. Ravenelle, University of California Press, 2019. Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket!” Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of UC Berkeley's Haas School of Business and the Berkeley Center for Workplace Culture and Innovation. It is produced by University FM.*

Why do some workplaces enforce strict rules while others never seem to start a meeting on time? What happens when a rule-following “Order Muppet”—think Kermit the Frog—pairs up with a “Chaos Muppet” like Cookie Monster? And what does how you load the dishwasher reveal about your cultural mindset?In this episode of The Culture Kit, hosts Jenny Chatman and Sameer Srivastava welcome Dr. Michele Gelfand, a professor at Stanford’s Graduate School of Business and pioneer of the “tight-loose” framework for analyzing culture. Gelfand, a cross-cultural psychologist, reveals how invisible cultural forces shape behavior across nations, organizations, and even households, offering a powerful lens to understand why some groups thrive with structure while others flourish with freedom. The conversation unpacks how companies navigate cultural challenges during crises like the pandemic, mergers, and the remote work revolution. Gelfand shares tools for leaders to identify when their organization has become too rigid or too lax, and strategies for achieving “tight-loose ambidexterity—a balance of accountability and empowerment that drives success.The full transcript of this episode is available at haas.org/culture-kit.3 main takeaways from Jenny & Sameer’s interview with Michele Gelfand:Cultural tightness and looseness exist on a spectrum. This pattern appears at all levels from nations to organizations to families, often developing in response to external threats or coordination needs.Both extremes can be problematic for organizations. Companies that become too tight risk stifling creativity and adaptability, while those that become too loose might lack accountability and coordination. “Tight-loose ambidexterity” balances empowerment with accountability for sustainable success.Leaders can strategically adjust cultural tightness.  By identifying which specific domains need structure versus flexibility, organizations can adapt to changing circumstances. This includes using "flexible tightness" in safety-critical areas while maintaining looseness in creative domains, or implementing the "tight-loose-tight" model with clear expectations, freedom in execution, and accountability for results.Show Links:Michele Gelfand's website“Rule Makers, Rule Breakers: How Tight and Loose Cultures Wire Our World,” By Michele Gelfand, 2018.“The relationship between cultural tightness–looseness and COVID-19 cases and deaths: a global analysis.” By Michele Gelfand, et al. The Lancet Planetary Health, 2021“Organizational Culture and Firm Performance Under Environmental Volatility: The Case of the COVID-19 Pandemic.” By Jennifer Chatman, Michele Gelfand, et al. 2024“One Reason Mergers Fail: The Two Cultures Aren’t Compatible.” By Michele Gelfand, et al. Harvard Business Review, 2022. Michele Gelfand’s tight-loose mindset quiz“Duality in Diversity: How Intrapersonal and Interpersonal Cultural Heterogeneity Relate to Firm Performance,” by Matthew Corritore, Amir Goldberg, and Sameer Srivastava. Administrative Science Quarterly, 2019.Learn more about the Berkeley Center for Workplace Culture and Innovation. Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket!” Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of UC Berkeley's Haas School of Business and the Berkeley Center for Workplace Culture and Innovation. It is produced by University FM.*

IBM Senior Vice President and Chief Human Resources Officer Nickle LaMoreaux is helping to steer the tech giant through the fastest change she’s seen in her two-decade career. In this interview with UC Berkeley Haas professors Jenny Chatman and Sameer Srivastava, she shares how IBM’s bold shift to AI-powered HR helped free up her human team to better support the company’s 275,000 global employees. IBM’s digital AI agent now handles 11 million interactions annually with a 94% resolution rate, and employee satisfaction has soared. LaMoreaux makes the case that this digital transformation has enabled her team to focus on high-value work like leadership coaching and complex problem-solving. She discusses how domain expertise has become more important than ever.3 main takeaways from Jenny & Sameer’s interview with Nickle LaMoreaux:HR should lead by example before asking others to change. Leaders create a lot more credibility by transforming their own function first. Be intentional about AI adoption: What works for another company might not fit your culture or business needs. Focus on solving real problems rather than following trends.HR is uniquely positioned to guide organizations through AI integration, balancing business goals with employee readiness. It’s critical for HR to make sure employees are prepared while maintaining cultural values. The full transcript of this episode is available at haas.org/culture-kit.Show Links:Nickle LaMoreauxHow AI agents could transform your business in 2025, LinkedIn article by Nickle LaMoreaux, Jan. 15, 2025Berkeley Culture Connect Conference Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket!” Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of UC Berkeley's Haas School of Business and the Berkeley Center for Workplace Culture and Innovation. It is produced by University FM.*

How can leaders put AI to work without stifling human creativity and innovation? Berkeley Haas organizational culture experts Jenny Chatman and Sameer Srivastava are back for season 3 of The Culture Kit! The season kicks off with Hila Lifshitz, a Professor of Management at Warwick Business School and head of The Artificial Intelligence Innovation Network. She’s also a visiting faculty member at Harvard University’s Lab for Innovation Science (LISH). Jenny, Sameer, and Hila dive into her pioneering research on open innovation at NASA, revealing how they transitioned to an open innovation model and the significant cultural shift it required. They also discuss new research with fashion company H&M that revealed a common pitfall when implementing AI, and how to avoid it. 3 main takeaways from Jenny & Sameer’s interview with Hila LifshitzThink like a scientist and use an experimental mindset rather than an optimization mindset. Managers should understand that we’re still in the early days of AI and be flexible to how these tools might fit into their organizations.Keep pushing on the expertise of your people: Ask them what they are good at, what they want to be good at, and how the organization can set them up for success.Allocate resources for this expertise: How can the organization lean on these areas of expertise to push the boundaries of innovation even further—while using AI for lower-level tasks?Show LinksHila Lifshitz on LinkedinDismantling Knowledge Boundaries at NASA: The Critical Role of Professional Identity in Open Innovation, by Hila Lifshitz, Administrative Science QuarterlyNavigating the Jagged Technological Frontier: Field Experimental Evidence of the Effects of AI on Knowledge Worker Productivity and Quality, by Fabrizio Dell'Acqua, Saran Rajendran, Edward McFowland III, Lisa Krayer, Ethan Mollick, François Candelon, Hila Lifshitz, Karim R. Lakhani, and Katherine C. Kellogg.More research by Hila LIfshitzThe Artificial Intelligence Innovation Network | Warwick Business SchoolLaboratory for Innovation Science at HarvardView Transcript for "How to Cultivate the Human-AI Sweetspot" Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket!” Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of UC Berkeley's Haas School of Business and the Berkeley Center for Workplace Culture and Innovation. It is produced by University FM.*

How can artistic thinking and practices foster a healthier and more effective organizational culture?On this episode of The Culture Kit, hosts Jenny Chatman and Sameer Srivastava host a panel of four experts to discuss using art in the workplace to unleash a team’s creativity and innovation—regardless of the industry. From Google’s art-infused Quantum AI Computing Lab to new methods of teaching, the discussion revolves around the profound impact of integrating art into business, the role of AI in creative processes, and practical advice for overcoming resistance from those who don’t understand the value of the sometimes-messy creative process.Panelists:Erik Lucero leads the Google AI Quantum lab. He believes in the deep relationship between art, beauty, and the ability to innovate. Erik brought art into his new lab for the sole purpose of inspiring creativity in the team.Forest Stearns is the Principal Artist and co-founder of the Artist-in-Residence program at the Google AI Quantum project.Nir Hindie founded The Artian, a training company committed to nurturing an artistic mindset in the business environment. He’s a relentless advocate for the connections between artistic talent and business entrepreneurship as two areas that fuel each other.Léo Boussioux is an assistant professor of Information Systems at the University of Washington’s Foster School of Business. He’s passionate about the transformative power of AI in art and creativity, and believes that we all have an artist within waiting to be unleashed.This episode is based on the CultureXChange forum “Finding the Synergy between Art, Creativity, and Innovation” held on December 2, 2024 by the Berkeley Center for Workplace Culture and Innovation. Learn more.Show Links:Why Google transformed a quantum computing lab into an artistic oasis, by Mike Cerre, PBS News, January 10, 2024: https://www.pbs.org/newshour/show/why-google-transformed-a-quantum-computing-lab-into-an-artistic-oasisDRAWEVERYWHERE PRESENTS: Quantum A.I. Artist in Residence, video by Filmmaker in Residence J.D.Brynn / Cinedata (YouTube): https://www.youtube.com/watch?v=GCWTO8YX2uQQuantum Computing Inches Closer to Reality with Another Google Breakthrough, The New York Times, December 9, 2024: https://www.nytimes.com/2024/12/09/technology/google-quantum-computing.htmlForest Stearns - DRAWEVERYWHERE: https://www.draweverywhere.com/Léo Boussioux’s website: https://www.leobix.us/The Artian website: https://theartian.com/Full Episode Transcript Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket!” Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of UC Berkeley's Haas School of Business and the Berkeley Center for Workplace Culture and Innovation. It is produced by University FM.*

Despite efforts to eliminate gender bias at work, women still face barriers their male colleagues don’t. How can companies today identify whether gender bias has crept into their organization and create cultures that are supportive of women?On this episode of The Culture Kit, hosts Jenny Chatman and Sameer Srivastava are joined by Laura Kray, a professor at Berkeley Haas and the faculty director of the Center for Equity, Gender, and Leadership. Laura has been studying the psychological barriers that hold women back at work for decades. Her work sheds light on the hidden biases that persist today. Jenny, Sameer, and Laura chat about the perceived differences between male and female leaders in terms of power versus status, as well as how age plays into how women are perceived. Laura discusses her research debunking the notion that pay disparities between men and women come from differences in negotiation skills and shares strategies for business leaders to uncover and correct inequities.  3 Main Takeaways from Jenny & Sameer’s interview with Laura Kray:Be open minded to the possibility that gender bias may have crept into your company’s culture.Engage in systematic tracking and auditing of things like pay and performance reviews and adopt a data-driven approach to correcting inequities.Be a confronter rather than a bystander. You don’t need to be at the top of an organization to inspire change..Show Links:Laura Kray’s faculty profile at the Haas School of Business, UC BerkeleyCenter for Equity, Gender and Leadership at Berkeley HaasNot All Powerful People Are Created Equal: An Examination of Gender and Pathways to Social Hierarchy Through the Lens of Social Cognition, by Charlotte Townsend, Sonya Mishra, and Laura J. Kray. Psychological ScienceFrom politicians to pop stars to professionals, gender stereotypes shape how we view power and status, Haas NewsA gender gap in managerial span of control: Implications for the gender pay gap, by Maragaret Lee and Laura J. Kray, Organizational Behavior and Human Decision ProcessesThe pay gap for women starts with a responsibility gap, by Laura Kray and Margaret Lee, The Wall Street JournalNow, women do ask: A call to update beliefs about the gender pay gap, by Laura J. Kray, Jessica A. Kennedy and Margaret Lee, Academy of Management DiscoveriesNew research shatters outdated pay-gap myth that women don’t negotiate, by Laura Counts, 2024Agentic but not warm: Age-gender interactions and the consequences of stereotype incongruity perceptions for middle-aged professional women, by Jennifer A. Chatman, Daron Sharps, Sonya Mishra, Laura J. Kray, Michael S. North. Organizational Behavior and Human Decision ProcessesCreativity from constraint? How the political correctness norm influences creativity in mixed-sex work groups, by Jack A. Goncalo, Jennifer A. Chatman, Michelle M. Duguid, and Jessica A. Kennedy, Administrative Science QuarterlyCultures of Genius at Work: Organizational Mindsets Predict Cultural Norms, Trust, and Commitment, by Elizabeth A. Canning,  Mary C. Murphy, Katherine T. U. Emerson, Jennifer A. Chatman, Carol S. Dweck, and Laura J. Kray,  Personality and Social Psychology Bulletin.Full Episode Transcript Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket!” Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of UC Berkeley's Haas School of Business and the Berkeley Center for Workplace Culture and Innovation. It is produced by University FM.*

“Tribalism” has a generally negative reputation these days. It’s often used to refer to an us-versus-them mentality, or a culture that’s divisive and exclusionary. But that perception, according to cultural psychologist Michael Morris, “could not be more inaccurate as a description of what human tribal instincts are. They're instincts for solidarity, not for hostility.” On this episode of The Culture Kit, hosts Jenny Chatman and Sameer Srviastava interview Michael Morris, a professor at Columbia Business School, about his new book Tribal: How the Cultural Instincts That Divide Us Can Help Bring Us Together. Jenny, Sameer, and Michael discuss how tribal instincts allowed humans to break away from the primate back, and how these deeply ingrained instincts show up in organizations today. They also delve into modern and historical examples of leaders utilizing tribalism to adapt culture and even heal rifts.3 Main Takeaways from Jenny & Sameer’s interview with Michael Morris:Leaders can recognize and harness the three main types of tribal psychology:The Peer Code – This is the impulse to match the behavior of the people around us.These norms allow for the smooth functioning of human interaction and are the basis for collaboration.The Hero Code – This is the emulation of those with status or prestige. This instinct is triggered by symbols.The Ancestor Code – This is the curiosity and urge to maintain the traditions and customs of past generations. This instinct is triggered by ceremonies and rituals.Show Links:Tribal: How the Cultural Instincts That Divide Us Can Help Bring Us Together, by Michael MorrisMichael Morris’ Website“A Language-Based Method for Assessing Symbolic Boundary Maintenance between Social Groups.” By Anjali Bhatt, Amir Goldberg, and Sameer B. Srivastava. Sociological Methods & Research, 2022.“Two-Sided Cultural Fit: The Differing Behavioral Consequences of Cultural Congruence Based on Values Versus Perceptions.” By Richard Lu, Jennifer A. Chatman, Amir Goldberg, and Sameer B. Srivastava. Organization Science, 2024.2025 Culture Connect Conference, Berkeley Center for Workplace Culture and InnovationFull Episode Transcript Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket!” Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of UC Berkeley's Haas School of Business and the Berkeley Center for Workplace Culture and Innovation. It is produced by University FM.*

Should corporate leaders speak out on social and political issues? And if they decide to do so, what’s the best approach?On this episode of The Culture Kit, hosts Jenny Chatman and Sameer Srivastava chat with Matt Kohut, a leadership communications expert, about his new book Speaking Out: The New Rules of Business Leadership Communications. Jenny, Sameer, and Matt dig into historical examples of corporations and politics colliding, the potential pros and cons of deciding to weigh in on social issues, and strategies for business leaders to evaluate risk and maintain accountability when deciding to speak out. This episode’s question came from Laszlo Bock, co-founder of Humu and former Senior Vice President of People Operations at Google. 3 Main Takeaways from Jenny & Sameer’s interview with Matt Kohut:Should you take a position at all? This should always be the first step before deciding what the position is or how to communicate it.Mission relevance: What are your organization’s values and how will taking a stance on an issue align with those values?Evaluate risk: How might this position potentially backfire? Hold a pre-mortem meeting to help determine risk.Show Links:Speaking Out: The New Rules of Business Leadership Communications by Matthew Kohut (October 2024)Compelling People: The Hidden Qualities That Make Us Influential by Matthew Kohut and John Neffinger“When to Talk Politics in Business: Theory and Experimental Evidence of Stakeholder Responses to CEO Political Activism.” Working paper by Tommaso Bondi, Vanessa Burbano, and Fabrizio Dell’Acqua. Cornell Tech and SC Johnson School of Management, Cornell University, New York, 2023.Full Episode Transcript Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket!” Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of UC Berkeley's Haas School of Business and the Berkeley Center for Workplace Culture and Innovation. It is produced by University FM.*

In the season two premiere of The Culture Kit, hosts Jenny Chatman and Sameer Srivastava tackle the complex question of how to create a culture of inclusion and belonging in the face of growing polarization in the workplace and society at large.To help answer this question, Jenny and Sameer turn to DEI expert Jarvis Sam. Jarvis is the CEO and founder of the strategy firm, Rainbow Disruption, which advises organizations on developing practical solutions that champion DEI in the workplace. Before that, Jarvis was the  Chief Diversity, Equity, and Inclusion Officer at Nike, where he spearheaded initiatives to enhance diverse representation and foster inclusive leadership. He also led organizational efforts around DEI with athletes like Serena Williams and Lebron James, as well as leagues like the WNBA and NFL. Jenny, Sameer, and Jarvis discuss what an inclusive culture really means, go over actionable steps leaders can take to create and manage a culture of inclusion and belonging, and address some of the biggest myths and misconceptions surrounding DEI. Full episode Transcript here.Show Links:Resources referenced by Jarvis Sam:The Rainbow DisruptionDEI C.R.E.D.E.N.T.I.A.L by Jarvis SamAmy C. Edmondson on psychological safetyUncovering Talent: A New Model of Inclusion, by Christie Smith and Kenji Yoshino, Deloitte, 2018.Research by Jenny Chatman on group diversity: Blurred Lines: How the Collectivism Norm Operates Through Perceived Group Diversity to Boost or Harm Group Performance in Himalayan Mountain Climbing (PDF), By Jennifer A. Chatman, Lindred L. Greer, Eliot Sherman, Bernadette Doerr, Organization Science, 2019Political Correctness and Group Composition: A Research Agenda, By Jennifer A. Chatman, Jack A. Goncalo, Jessica R. Kenndy, and Michelle M. Duguid. Research on Managing Groups and TeamsBeing distinctive versus being conspicuous: The effects of numeric status and sex-stereotyped tasks on individual performance in groups, By Jennifer A. Chatman, Alicia D. Boisnier, Sandra E. Spataro, Cameron Anderson, and Jennifer L. Berdahl. Organizational Behavior and Human Decision Processes.The Influence of Demographic Heterogeneity on the Emergence and Consequences of Cooperative Norms in Work Teams Academy of Management Journal, by Jennifer A. Chatman and Francis J. Flynn, Academy of Management Journal.Research by Sameer Srivastava on measuring culture through language using AI tools: The New Analytics of Culture, by Matthew Corritore, Amir Goldberg, and Sameer B. Srivastava, Harvard Business Review, 2020How can AI Enrich Our Understanding of Organizational Culture? By Amir Goldberg and Sameer B. Srivastava, Management and Business Review, 2022Language as a Window into Culture, by Sameer B. Srivastava and Amir Goldberg, California Management Review, 2017Related episodes of The Culture Kit with Jenny & Sameer:Amy Edmondson & Steve Brass on Psychological SafetyHow to Keep Remote Workers Connected to the Mission, with Hubspot CEO Yamini RanganThree main takeaways from Jenny & Sameer’s interview with Jarvis Sam:Know your “why”: Organizations need to ask, “Why are we doing this work from the very beginning? And how does that link to key actions that we may have taken previously?Comprehensive integration is key: Inclusion can’t be an add-on. It should be a key attribute in every area of the organization including talent acquisition, management, and succession planning.DEI Is not just for underrepresented communities: Inclusive cultures are ones where every team member feels that they can show up as their truest selves. Do you have a vexing question about work that you want Jenny and Sameer to answer? Submit your “Fixit Ticket!” Learn more about the podcast and the Berkeley Center for Workplace Culture and Innovation at www.haas.org/culture-kit.*The Culture Kit with Jenny & Sameer is a production of UC Berkeley's Haas School of Business and the Berkeley Center for Workplace Culture and Innovation. It is produced by University FM.*