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DEI After 5 with Sacha

DEI After 5 with Sacha

Auteur(s): The work doesn’t end at 5pm—and neither do we.
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 DEI After 5 is where inclusion meets real life. Hosted by Sacha Thompson, this weekly podcast explores how current events shape our workplaces and communities—with practical insights and honest reflection.

deiafter5.substack.comSacha Thompson Développement commercial et entrepreneuriat Entrepreneurship Gestion et leadership Sciences sociales Économie
Épisodes
  • Empathy, Curiosity, and Inclusion: Keys to Building Safe Spaces

    Empathy, Curiosity, and Inclusion: Keys to Building Safe Spaces
    Dec 2 2025
    Creating spaces where people feel safe, respected, and able to show up as their full selves isn’t just “nice to have” anymore—it’s necessary. As conversations about diversity and inclusion get quieter in some rooms, the need for brave, supportive communities grows louder. Whether you’re learning, leading, or simply trying to navigate today’s workplace culture, empathy, curiosity, and belonging are the foundation of any environment where people can thrive.This theme came through powerfully in my conversation with Gemma Toner of Tone Networks. Her work offers a clear example of what’s possible when we intentionally build communities that put people first.Safe Spaces Are a LifelineIn a moment where formal DEI programs are being scaled back or eliminated, people still need places to learn, ask questions, and connect without fear of being judged. That’s where platforms like Tone Networks shine. Their community was built with accessibility in mind—not just in terms of content, but in terms of comfort.Instead of traditional, rigid learning structures, they create experiences where people can engage, reflect, and grow at their own pace. Anonymous questions, bite-sized content, and a truly welcoming environment make it easier for folks to step in without feeling like they need to perform or “get it right.” When people feel safe, they’re more willing to stretch, listen, and understand.And that matters now more than ever.Empathy as the Entry PointIf safe spaces are the goal, empathy is the door we walk through to get there.Empathy doesn’t require us to agree with someone; it requires us to try to understand them. It’s slowing down long enough to ask, “What might be true for them right now?”When we give people grace—recognizing that a tough moment doesn’t define their whole character—we build trust. That trust becomes the foundation for deeper conversations, more honest reflection, and more courageous learning.And it doesn’t end with others. Empathy toward ourselves—especially when we’re overwhelmed or unsure—helps us stay grounded and curious rather than defensive.Curiosity Keeps Us ConnectedCuriosity helps us move beyond our own lenses. Every one of us brings multiple dimensions of identity into a room—race, gender, family roles, lived experiences, culture, values, and more. Some of those things are visible. Others are not.When we lead with curiosity instead of assumptions, we create space to understand the fuller picture of someone’s identity. This shift moves us from “I know what you need” to “Help me understand your experience.”That mindset makes room for people to bring their whole selves—not just the parts they think will be accepted.Inclusion Means Embracing Our Multidimensional LivesInclusivity isn’t about building spaces for one group—it’s about building spaces where people with a range of identities feel seen, heard, and supported.Yes, some spaces intentionally center marginalized voices to address the gaps they experience. But that doesn’t make them exclusionary. It means there’s a purpose and a point of connection. It means people get the chance to be understood without having to defend their existence.When everyone is welcomed and encouraged to learn from each other’s lived experiences, communities become richer and more resilient. It’s the opposite of division—it’s intentional connection.Respect and Community Hold It All TogetherA community can only be as strong as its agreements. Tone Networks models this beautifully by setting boundaries around respect, accountability, and compassion. Those expectations help shape a culture where people feel like they can speak freely and know the space will be held with care.The same applies in workplaces, classrooms, and everyday life.Clear expectations help us protect the emotional safety of the people around us. And when people feel safe, they show up more fully—not just as employees or learners, but as human beings.Personal Growth Is Part of InclusionInclusion isn’t just about policy. It’s also about personal practice.It’s the gratitude list you write in the morning.It’s the cup of tea that anchors your day.It’s the small moments of self-care that refill your energy.It’s helping someone when you can, because your cup feels full enough to share.Those grounding practices strengthen our capacity to lead with empathy and patience. When we’re running on empty, it’s much harder to be open, curious, or generous. Self-care isn’t separate from inclusion—it fuels it.Meeting People Where They Are MattersWhether you’re nurturing a community or leading a team, understanding your audience is key. People engage when the message fits their needs, their pace, and their lived experience. It’s not about diluting the truth—it’s about delivering it in a way that people can actually receive.Customized messaging shows care.Listening to your people shows respect.Creating ...
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    35 min
  • Unlocking the Power of Coaching and Mindset

    Unlocking the Power of Coaching and Mindset
    Nov 25 2025
    When I think about the leaders, teams, and individuals I’ve supported over the years, one truth keeps showing up: mindset is the gateway to transformation. Whether we’re talking about happiness, resilience, purpose, or even navigating workplace stress, the way we frame our experiences shapes the way we move through them. Coaching becomes the vehicle—not because it provides all the answers, but because it gives us the space to ask better questions, build awareness, and shift how we see ourselves and the world around us.Positive psychology gives us a grounding point. At its core, it’s the study of how humans thrive—how joy, connection, meaning, and accomplishment support well-being. What I appreciate most is how it pushes us away from the idea that happiness lives in external markers: the job title, the car, the “perfect” life. It pushes us back toward ourselves. Toward intrinsic motivation. Toward values. Toward the understanding that we create peace from the inside out, not the outside in.And peace isn’t perfection—it’s honest alignment.It’s the moment you realize you can’t keep performing your way into happiness. It’s when you stop arranging your life around the expectations of others and start tuning into who you are, what you need, and what truly matters. That’s where mindset shifts become powerful. A growth-oriented mindset doesn’t ask you to ignore the hard stuff; it asks you to meet it with curiosity instead of fear. It reminds you that setbacks aren’t stop signs—they’re information.So much of the work I do—especially with leaders navigating complex or uncertain environments—comes back to this idea of intentionally cultivating positive emotions. In one of my conversations on the podcast, we talked about the ten positive emotions highlighted in positive psychology: love, joy, serenity, awe, hope, amusement, and others. These emotions aren’t trivial. They’re not fluffy. They’re “peace builders.” They fuel resilience, deepen relationships, and help us shift out of survival mode.Many people are surprised when I say your peace is a skill you can practice.Your joy is a skill.Your optimism and purpose? Skills too.That’s where coaching sits at the intersection of science and lived experience. I often ask clients to identify their joy triggers—small, accessible moments that reset their emotional baseline. A few minutes of anticipation about something exciting. A memory that brings a smile. The comfort of a pet. A moment of gratitude. These tiny shifts matter because they interrupt stress patterns and create room for us to breathe again.This is especially important during tough seasons. I think about a client struggling through a toxic return-to-office mandate. Their stress levels were sky-high. Instead of pushing them to “push through,” we centered on finding small ways to reclaim joy. For them, it was their dogs. That tiny moment of lightness became an anchor in the chaos—proof that even in hard situations, access to joy is still possible.But access to joy isn’t the same for everyone.In fact, it’s not evenly distributed.When I talk to people navigating workplace inequities—especially Black women, women of color, and people whose identities are marginalized—I hear the same themes over and over: exhaustion, suppression of emotion, carrying “strength” as a requirement, not a choice. Generational trauma plays a role here too. Many of us were raised in families where pain was minimized, emotions were tucked away, and pushing through was considered a virtue. That survival mindset served its purpose, but it can keep us from healing.And healing is essential.Not optional. Not indulgent. Essential.Resilience isn’t built from pretending we’re not hurting. It grows when we acknowledge our wounds, seek support, and allow ourselves to process what we’ve been carrying. Coaching helps with the “what’s next”—the forward movement. Counseling helps with the “what happened”—the deeper unpacking. Both matter. Both create room for joy, peace, and clarity to take root.I’ve seen the power of healing and mindset shifts change how people show up in their work and their leadership. When we stop compartmentalizing—when we admit that the personal impacts the professional—everything shifts. Leaders become more human-centered. Teams become more connected. People feel safer to speak, contribute, and grow.Purpose ties it all together.Purpose isn’t a destination; it’s a continual unfolding. It requires presence, emotional honesty, and the willingness to dance in the rain instead of waiting for the storm to pass. Mindset gives us the tools to do that—tools that help us recognize meaning in the midst of uncertainty, and joy in the midst of change.Every conversation I have—whether I’m coaching a leader through a career pivot, talking with a parent trying to support their child, or reflecting on my own journey—comes back to the same ...
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    40 min
  • Developing Your Empathy Muscle as a Leader

    Developing Your Empathy Muscle as a Leader
    Nov 18 2025
    If there’s one leadership skill that keeps coming up in every conversation I have—with clients, podcast guests, and leaders navigating the post-pandemic workplace—it’s empathy. Not the “I feel sorry for you” kind. Not sympathy. Real empathy. The kind that helps you actually feel with people, not just observe their struggle from the outside.This skill isn’t soft. It isn’t optional. And it definitely isn’t something you can toggle on only when it’s convenient. Empathy is a leadership muscle. And like any muscle, if you don’t build it intentionally, it won’t be there when you need it.Empathy Isn’t About Fixing—It’s About ConnectingIn my conversation with consultant and engineer Erin Thorpe on DEI After 5, she described the trap so many leaders fall into: problem-solving their way through people issues.Think of it like having a hammer. It’s useful for certain tasks. But if everything is treated like a nail, you’re going to do more harm than good.No one wants to be “fixed.”People want to be understood.Empathy is the tool leaders often overlook in their toolbox—the one that helps you slow down, get curious, and genuinely connect with the human in front of you. It asks you to step into their world long enough to understand what’s happening beneath the surface.The First Step: Build Your Emotional CapacityBefore leaders can extend empathy to others, they have to be willing to feel their own emotions. And let’s be honest: many of us were taught to leave feelings at the door and “be professional.”But today’s workplace doesn’t reward emotional disconnection. It demands emotional capacity.Start small. Erin talked about using the shower as a safe place to acknowledge your emotions—no emails, no team requests, no interruptions. Just you and whatever’s bubbling up. Practicing this regularly makes it easier to hold space when your team brings their emotions to you.Because here’s the truth:You can’t support what you don’t understand.And you can’t understand what you refuse to feel.Name the Emotion Before You Respond to ItMost people can identify four emotions: happy, sad, angry, frustrated. But there are layers beneath each one. Tools like the “emotion wheel” can help you name what’s actually going on—disappointment, overwhelm, shame, discouragement, excitement, anticipation.Being able to name an emotion helps you regulate it. And if you can regulate yours, you’ll be far better equipped to support someone else.This is why emotional intelligence is so tied to effective leadership. It’s not about perfect composure—it’s about honest awareness.Your Body Already Knows What’s Going OnVerbal communication only tells part of the story. The rest shows up in body language—crossed arms, fidgeting, leaning away from the screen, avoiding eye contact, a quick smirk that flashes and disappears. Most leaders notice these cues without knowing what to do with them.Here’s where empathy comes in.Instead of assuming, lead with curiosity:* “I’m picking up something—what’s coming up for you right now?”* “I noticed you leaned back when that topic came up. Tell me more.”When you see a cue, don’t ignore it. Check it, explore it, understand it.This attention doesn’t slow down productivity. It accelerates it. People work better when they feel seen.Emotions Are a Part of InclusionEveryone expresses emotions differently. Some people shut down. Some people get loud. Some tear up. Some fling a hammer across the room (yes, that actually happens on job sites).What matters is this:Emotions are human.And inclusion is not possible without making room for that humanity.Too often, tears get labeled as “unprofessional,” especially for women. Anger gets labeled as “aggressive,” especially for women of color. Both interpretations are rooted in bias, not truth.You can’t build an inclusive workplace while demanding emotional sameness.True inclusion means creating space for people to show up as they are—and not punishing them for it.People Need to Feel Valued, Seen, Heard, and ConnectedIf one of these is missing, belonging breaks down:* Valued – “I matter to this team.”* Seen – “You notice and respect who I am.”* Heard – “My voice isn’t dismissed.”* Connected – “I’m part of something here.”Leaders who get this right don’t just improve culture—they increase retention, commitment, innovation, and trust. The emotional connection people feel at work directly impacts how they show up.And part of that connection comes from modeling it yourself. You can’t pour from an empty cup. You have to know what you need, too.Empathy Starts Small—but Consistency MattersBuilding this muscle doesn’t require grand gestures. Start with manageable habits:* Check in with your own emotions daily.* When irritation rises, pause for 30 seconds instead of responding immediately.* Take a sip of water or walk for two minutes when overwhelmed.* ...
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    41 min
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