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

In this episode, Michelle discusses the practical steps of building an effective communications plan for workplace DEI initiatives. She first talks about the importance of understanding your audience—not just as a broad organizational segment, but as distinct individuals with unique profiles, needs, and influences. To do this, Michelle recommends using empathy maps and provides actionable guidance on how to create and utilize these maps to tailor communications that truly resonate.

She also breaks down the essential elements of a DEI communication plan, from clarifying your message and determining urgency to identifying delivery channels and establishing timing for dissemination. A recurring theme is the necessity of repetition; she notes that messages must often be communicated multiple times across various channels to ensure they stick. She reminds us that communication in the success of DEI programs and offers listeners practical checklists while pointing towards additional resources for deeper support.

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

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

Key Topics Discussed

• Importance of audience segmentation and empathy mapping for DEI communications
• How to build and use empathy maps
• Structuring a detailed DEI communications plan
• Determining urgency and appropriate tone for messages
• Identifying and approving communication stakeholders
• Choosing the right channels for message delivery
• Repetition and reinforcement in DEI messaging
• Resources and templates available for communication planning

In this episode, Jamey provides actionable insights for organizations striving to maintain effective Employee Resource Groups (ERGs) amidst evolving regulatory requirements. Building on a previous episode about executive orders and ERG compliance, Jamey recaps six crucial tips for sustaining DEI efforts and dives deeper into strategies for keeping ERGs open to all employees while ensuring compliance and fostering meaningful engagement. He stresses the importance of focusing each ERG on the experiences of a specific group, while promoting inclusive participation and connection among all employees.

Jamey outlines clear behavioral expectations for ERG spaces, emphasizing inclusion, respect, accountability, and confidentiality. The discussion highlights the need to articulate these expectations to create safe and productive environments, allowing participants to learn from each other and grow together. By setting firm ground rules and professional standards, organizations can ensure that ERGs remain valuable, transformative spaces that enhance the employee experience and advance DEI goals.

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

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

Key Topics Discussed:

• Why ERGs should remain in place and open to all employees
• How to keep the focus of ERGs on specific group experiences
• Defining ERGs as formal, professionally governed spaces
• Core behavioral expectations for ERG participants
• The necessity of articulating clear expectations for ERGs
• The potential for ERGs to transform company culture
• Call to action for organizations needing support with DEI implementation

Michelle dives into the topic of over-compliance in the realm of diversity, equity, and inclusion (DEI), particularly in the wake of recent executive orders and evolving legal guidance in the United States. She explains that despite the prevailing confusion and caution caused by recent governmental actions, DEI initiatives remain essentially legal, with only a few specific practices (like quotas or exclusive programs) now restricted. The conversation examines how some organizations, particularly those heavily reliant on federal funding, have adopted an overly cautious and risk-averse approach—potentially sacrificing progress and undermining their talent, financial stability, and reputation.

The episode also highlights the importance of balancing legal risks with the equally significant risks of diminished employee engagement, financial loss, and reputational damage. Drawing on recent research and real-world examples, the speakers stress the continued expectation from employees, consumers, and stakeholders that organizations remain committed to DEI.

To learn more, you can find Michelle at www.Equity-At-Work.com

Key Topics Discussed:

• The risks and impact of over-compliance with DEI legal requirements
• Recent executive orders and what remains legal in DEI initiatives
• The small set of now-restricted practices (e.g., quotas, exclusive programs)
• The motivations and pressures driving organizations to become overly cautious
• Balancing legal risk with employee, financial, and reputational risks
• Recent research on CEO, employee, and consumer expectations for DEI
• Real-world case study: Target’s backlash after pulling back on DEI
• The importance of inclusive, intentional decision-making by leadership
• The critical role of open communication when making or shifting DEI strategies

In this episode, Jamey explores the growing impact of artificial intelligence (AI) on diversity, equity, and inclusion (DEI) initiatives within organizations. Jamey opens with a balanced perspective, noting that while AI can be a powerful tool for supplementing an organization’s DEI capacity—especially with tasks like data synthesis, trend analysis, and policy review—it also comes with significant limitations and potential risks if not applied thoughtfully. The episode discusses why you need to be cautious when viewing AI as a silver bullet. Instead, advocate for a considered, human-centered approach to integrating AI into DEI strategies.

Jamey outlines the key challenges associated with AI, such as its inability to understand organizational context, the risk of bias and misinformation, and the oversimplification of complex DEI work. He emphasizes the importance of human oversight, transparency, and organizational guidelines for responsible AI use. The episode also provides practical use cases where AI can play a supplementary role in DEI, such as landscape analysis, programming, data review, and inclusive practices—always underscoring that human review and contextual adaptation are crucial. Listeners are encouraged to approach AI as a means for improved effectiveness within DEI rather than efficiency, and to remain open-minded but cautious about its integration.

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

List of Key Topics Discussed:

• The dual narratives around AI: evangelism and doomsaying
• AI’s strengths and limitations in supporting DEI initiatives
• The importance of intentional, careful, and human-guided AI usage
• Challenges of anthropomorphizing AI and oversimplifying DEI work
• The black box problem: algorithmic transparency and bias
• Human irreplaceability in relationship-building, critical thinking, and context adaptation
• Practical use cases for AI in DEI (e.g., trends analysis, policy review, program support, hiring, data benchmarking)
• The necessity of human review and context-specific adaptation of AI outputs
• Recommendations for developing organizational guidelines on AI use in DEI

In this episode of DEI Minute, Jamey addresses how organizations can continue supporting internal programs dedicated to specific groups while ensuring compliance with current and potential future legal restrictions related to diversity, equity, and inclusion (DEI). Jamey discusses the impact of recent executive orders and legal actions on DEI initiatives, particularly focusing on programs like Employee Resource Groups (ERGs) and professional development targeted toward underrepresented groups.

Jamey outlines practical steps to make these initiatives both inclusive and legally compliant. The main recommendation is to open all such programs to everyone, while intentionally maintaining their focus on groups historically facing barriers, and ensuring that participation does not influence promotion decisions. Concrete tips are provided for designing and running compliant programs, alongside a resource memo from state Attorneys General for further guidance.

To find out more, visit: www.Equity-At-Work.com

Resources Mentioned: https://www.mass.gov/doc/multi-state-guidance-concerning-diversity-equity-inclusion-and-accessibility-employment-initiatives/download

Key Topics Discussed:

• Legal landscape and executive orders impacting DEI initiatives
• Best practices for keeping internal programs compliant
• Adapting group-specific leadership and professional development initiatives
• Strategies for inclusivity while retaining program impact
• Application process and promotion policy tips for these programs
• Resource recommendations from state Attorneys General
• The importance of legal counsel in adapting DEI policies