In this episode, Jamey discusses the importance of making workplace benefits truly inclusive. Addressing the evolving expectations of diverse workforces, Jamey emphasizes that benefits policies must go beyond basic health care and PTO to address the unique needs of all employees—such as those from LGBTQIA+ communities, parents, caregivers, and people with chronic health challenges. The episode provides leaders with concrete actions, caveats, and thoughtful recommendations for evaluating and evolving their benefits programs to foster equity and belonging.

Alongside actionable advice, Jamey sheds light on the potential stigmas employees might face when accessing benefits, highlighting the need for leaders to proactively combat these biases. The episode encourages organizations to approach benefits as a strategic tool to support, retain, and empower a truly diverse workforce. It concludes by urging organizations to open conversations about benefits, customize policies to meet specific team needs, and ensure all employees feel safe and supported in utilizing their benefits.

Key Topics Discussed:

• The importance of inclusive benefits in today’s workplaces
• Different categories and types of benefits (beyond just pay)
• Making health care plans more inclusive (LGBTQIA+ needs, family planning, mental health, reproductive care)
• Flexibility in work location and hours (remote and hybrid work, flexible schedules)
• Inclusivity in paid time off, floating holidays, and volunteer hours
• Equitable parental, bereavement, and family care leave policies
• Childcare and eldercare support through workplace benefits
• The stigma associated with using certain benefits—and how to address it
• Practical steps for organizations to review and enhance their benefits packages

In this episode, Michelle shares practical insights on how organizations can broaden the impact of their Diversity, Equity, and Inclusion (DEI) principles beyond internal practices and into their community outreach efforts. Michelle explains that while most DEI initiatives focus on improving retention, recruitment, and eliminating bias within company operations, it’s equally important to engage with external opportunities—such as partnerships, supplier diversity, and community involvement—to drive lasting change.

The episode introduces a three-circle framework for embedding DEI: starting with employee lifecycle processes, moving outward to organizational alignment, and finally reaching external efforts. The discussion highlights actionable approaches, including partnerships with academic institutions, involvement on boards, industry collaborations, intentional supplier spending, and public communications. Whether for small organizations with little staff turnover or larger companies, the episode serves up creative and accessible strategies to integrate DEI principles across a broader ecosystem.

To learn more and connect, visit: www.Equity-At-Work.com

To grab Michelle's new book, visit: Do DEI Right

Key Topics Discussed:

• Common internal DEI focus areas (recruiting, retention, reducing bias)
• The three-circle framework for embedding DEI
• Ways to extend DEI principles into community partnerships
• Specific examples: academic outreach, board participation, industry collaboration, philanthropy
• Best practices for supplier diversity and external communications
• Tips for small organizations or those with limited employee churn
• Additional resources available through the podcast’s website and blog

In this episode, Jamey Applegate tackles the challenges of diversity, equity, and inclusion (DEI) in modern work culture, focusing on practical DEI strategies for workforce development. The conversation centers on how to create workplace equity and workplace inclusion by empowering employees to move from being passive bystanders to active upstanders when addressing workplace challenges. Through frameworks and real-world examples, listeners learn to foster a more supportive and equitable work environment for all.

Jamey offers practical guidance on recognizing harm, understanding personal responsibility, and safely intervening. Listeners learn the importance of validating others’ experiences, as well as specific tools—the LIFE acronym and the Four Ds of intervention—to confidently step up and create safer, more supportive workplace environments.

To learn more and connect, visit: www.Equity-At-Work.com

To grab Michelle's new book, visit: Do DEI Right

Key Topics Discussed:

• The distinction between bystanders and upstanders in workplace incidents
• Why bystanders stay passive and the risks of non-intervention
• The impact of identity, bias, and context in interpreting workplace events
• The LIFE upstander framework (Lead, Identities, Feelings, Evaluation)
• The Four Ds of intervention: Direct, Distract, Delegate, Delay
• Practical scenarios and responses to common workplace harm
• Communicating support and validating those affected
• Encouragement of culture shifts toward accountability and active support
• Resources and ways to connect with the DEI Minute team