Navigating Workplace Dynamics

If #diversity, #equity, and #inclusion practitioners want to get ahead of anti-DEI backlash, we have to address an elephant in the room: no two people in the same workplace perceive their workplace the same way. I see this every time I work with client organizations. When asked to describe their own experience with the workplace and its DEI strengths and challenges, I hear things like: 😊 "I've never experienced any discrimination or mistreatment; our leaders' commitment is strong." 🤨 "I had a good time in one department, but after transferring departments I started experiencing explicit ableist comments under my new manager." 🙁 "I've never had anything egregious happen, but I've always felt less respected by my team members because of my race." Who's right? Turns out, all of them. It starts to get messy because everyone inevitably generalizes their own personal experiences into their perception of the workplace as a whole; three people might accordingly describe their workplace as a "meritocracy without discrimination," an "inconsistently inclusive workplace dependent on manager," or "a subtly racist environment." And when people are confronted with other experiences of the workplace that DIFFER from their own, they often take it personally. I've seen leaders bristle at the implication that their own experience was "wrong," or get defensive in expectation they will be accused of lacking awareness. It's exactly this defensiveness that lays the foundation for misunderstanding, polarization, and yes—anti-DEI misinformation—to spread in an organization. How do we mitigate it? In my own work, I've found that these simple steps go a long way. 1. Validate everyone's experience. Saying outright that everyone's personal experience is "correct" for themselves might seem too obvious, but it plays a powerful role in helping everyone feel respected and taken seriously. Reality is not a question of "who is right"—it's the messy summation of everyone's lived experience, good or bad. 2. Use data to create a shared baseline. Gathering data by organizational and social demographics allows us to make statements like, "the average perception of team respect is 70% in Engineering, but only 30% in Sales," or "perception of fair decision making processes is 90% for white men, but only 40% for Black women." This establishes a shared reality, a baseline for any effective DEI work. 3. Make it clear that problem-solving involves—and requires—everyone. The goal of DEI work is to achieve positive outcomes for everyone. Those with already positive experiences? Their insights help us know what we're aiming for. Those with the most negative? Their insights help us learn what's broken. The more we communicate that collective effort benefits the collective, rather than shaming or dismissing those at the margins, the more we can unite people around DEI and beat the backlash.

This is a friendly reminder that diversity without equity simply doesn't happen. SHRM, an organization that trains and equips HR professionals, recently made waves by adopting the acronym I&D instead of IE&D. The goal is to focus on inclusion first in an attempt to address DEI's shortcomings while weathering the backlash against it. There's just one problem: Without equity, you do not have diversity because marginalized populations won't stay long enough in your company, they won't move up, or they may not even enter the organization altogether. So many companies try to manage diversity without considering equity. And in the process, diversity isn't maintained, but lost. At a former job, I listened to an online training that did just this. Coming from someone who does DEI work, it was painful. Here's why: For all the talk about embracing differences based on race, gender, sexuality, and religion, we never discussed the ways people continue to be marginalized BECAUSE of said identities. It does no good to lecture about welcoming Muslims if your audience doesn't know that inviting them to social functions that serve alcohol can be off-putting. It does no good to discuss welcoming Black and other racially marginalized folks if your audience doesn't understand how they are routinely underpaid, over-penalized for mistakes, and are often the first to be laid-off. It does no good to say you value persons with disabilities if your spaces are inaccessible. Or if leadership doesn't understand that not all disabilities are visible. Without equity, there is no lasting diversity because specific needs aren't being met. Without justice, there is no diversity because marginalized folks won't feel safe. And there will be no sense of inclusion because marginalized folks won't feel valued. Instead of focusing on diversity at the expense of everything else, view it as the outcome of your institution being equity oriented. Diversity is sustained when people are seen, understood, valued, and have the barriers to their success removed. #DiversityAndInclusion #Diversity #Equality #AntiRacism #RacialEquity Image source: Diversity Recruitment Image description: A multi-layered pyramid with equity as the base and moving towards diversity at the top. In between are other layers (equality, inclusion, and belonging) that are achieved once equity has taken place and that lead to the creation of diversity.

I used to believe that being assertive meant being aggressive. The reality is that you can both assert yourself and be kind. 5 proven tips to be more assertive (without being aggressive): 1/ Express your needs and wants clearly Why: Being direct and honest about your needs helps others understand your perspective and enables them to respond appropriately. It demonstrates self-respect and confidence in your own opinions and feelings. How: "I appreciate your input on this project, but I strongly believe we should take a different approach. Focusing on user experience will lead to better conversion. Can we discuss how we can incorporate both of our ideas?" 2/ Use "I" statements to communicate your perspective Why: "I" statements help you take ownership of your thoughts and feelings without placing blame or making accusations. They create a non-confrontational atmosphere that encourages open dialogue and mutual understanding. How: "I appreciate the effort you've put into this presentation, but I have some concerns about the accuracy of the data. I suggest we review the sources together and make any necessary updates to strengthen our case." 3/ Practice active listening and seek to understand others Why: Active listening demonstrates that you value others' perspectives and are willing to engage in a two-way conversation. It helps build trust and rapport, making it easier to find mutually beneficial outcomes. How: "I hear your concerns about the proposed changes to our team structure. Can you tell me more about how these changes will impact your work? I want to ensure that we address any potential issues." 4/ Offer solutions Why: Offering solutions rather than simply stating problems demonstrates your willingness to work collaboratively and find mutually beneficial outcomes. How: "I understand that you want to launch the new feature as soon as possible, but I have concerns about the current timeline. What if we break the launch into two phases? We can release the core functionality in the first phase and then add the additional enhancements in the second phase. This way, we can meet the initial deadline while ensuring the quality of the final product." 5/ Learn to say "No" when necessary Why: Saying "no" to unreasonable requests or demands demonstrates self-respect and helps you maintain control over your time and resources. It also helps prevent burnout and enables you to focus on your priorities. How: "I appreciate you considering me for this new project, but unfortunately, I don't have the capacity to take on additional work at the moment. I'm committed to delivering high-quality results on my current projects, and taking on more would compromise this. Can we revisit this opportunity in a few weeks when my workload is more manageable?" What’s one thing that helped you become more assertive? PS: Assertiveness is a form of self-care that also nurtures healthy, respectful relationships with others. Image Credit: Jenny Nurick

I've worked in-house for nearly my entire career. Some observations for those who want to be effective in-house lawyers: 1) Stop leading with disclaimers. When executives seek guidance, they're looking for pathways, not barriers. Quantify impacts, propose alternatives, and frame discussions around business outcomes. Your credibility grows when you speak the language of metrics rather than maybe. 2) Legal judgment divorced from business context is inherently flawed. Witness your company's customer interactions firsthand. Observe how products evolve from concept to market. Understand the competitive pressures your colleagues navigate daily. These experiences will reshape your counsel more profoundly than any legal treatise. 3) Business moves at the speed of incomplete information. Develop the courage to make calculated recommendations without perfect clarity. Document your reasoning, advance the objective, and stand behind your judgment. Curiosity matters—but not when it becomes an excuse for inaction. 4) True value comes from integration, not isolation. The most impactful legal professionals don't wait for invitations—they actively engage, anticipate strategic needs, and become indispensable to business outcomes. #legaltech #innovation #law #business #learning

When I co-wrote How Google Works with Jonathan R., we captured the key lessons from our time at Google. One has only grown in importance as AI transforms every industry: the future of your business depends on the quality of your team. 👉 Hiring is the most important thing you do, and everyone should invest in it. The only way for your business to consistently succeed is to attract smart creatives and foster an environment where they can thrive at scale.  AI can automate routine tasks, but it’s the smart creatives who can leverage these tools to invent and innovate. So, what is a smart creative? They’re product-driven thinkers with: 🔹 Deep technical expertise 🔹 Sharp business insight 🔹 Bold creative vision How do you build an environment where smart creatives can thrive at scale? Simple: get out of their way. I often compare managing smart creatives to raising teenagers: you need to trust them and give them freedom to explore and create, stepping in only when things get serious or off track. Micromanagement stifles their potential, but the right balance of support and autonomy unleashes their best work. Smart creatives are everywhere. Here’s how to spot them when hiring: 🔹 They’re endlessly curious and persistent, always asking why and never giving up. 🔹 They have hands-on experience and a proven track record of building and creating. 🔹 They thrive in uncertainty and take smart risks. 🔹 They align deeply with your company’s values and help build a positive culture. 🔹 They care about where they work and what they do because mission and culture matter to them just as much as their role. If you want your company to succeed consistently, your role as a leader is to: ✅ Hire smart creatives ✅ Build an environment where they can thrive ✅ Don’t micromanage them ✅ Encourage them to harness AI In an era defined by exponential change, the aim isn't to replace smart creatives with AI but to amplify their impact. When equipped with the right tools, these team members can help organizations innovate and shape the future in ways we’ve yet to imagine. Smart creatives don’t just adapt to change — they lead it. #Leadership #HowGoogleWorks #SchmidtSights #FutureofWork

While hiring for my team, Over the years, here’s what I’ve learned about building a team that doesn’t just work for you but builds with you: 1️⃣ Hire for attitude, train for skills – A positive, curious, problem-solving mindset beats a resume full of credentials any day. 2️⃣ Clarity beats charisma – Be very clear about the company’s vision, metrics, and growth path. A team aligned with a crystal-clear goal moves faster. 3️⃣ Empower, don’t micromanage – Give people the freedom to make decisions, fail, learn, and grow. Leaders emerge only when given space. 4️⃣ Celebrate wins, own failures – As founders, we take the blame when things go wrong but give the credit to the team when things go right. It builds trust. 5️⃣ Culture isn’t posters on the wall – It’s how people treat each other when no one’s watching. Build the right culture early; it compounds like interest. The right team will make you unstoppable. The wrong one will make you miserable. As founders, our real job is not building the product… it’s building the people who build the product. #Leadership #TeamBuilding #Founders #Startups #Entrepreneurship #CompanyCulture #LeadershipLessons

The feds may be cracking down on so-called “illegal DEI,” but diversity, equity, inclusion, and accessibility initiatives are inherently legal. And a new memo from the Attorneys General of 15 states offers tips and best practices to employers leverage DEI/DEIA to reduce legal risk. Here’s what employers need to know. 🛡️How DEI Can Protect Your Business Preventing Discrimination Before It Starts DEI programs help companies identify and fix policies that might unintentionally discriminate against employees or job applicants. They also offer training on topics like unconscious bias, inclusive leadership, and disability awareness, which helps ensure that managers and employees follow non-discrimination laws. Clear Reporting Protocols DEI initiatives typically include clear protocols for reporting discrimination or harassment. These protocols ensure that unlawful conduct is promptly identified, reported, and addressed when it occurs. Effective reporting mechanisms help companies quickly respond to and resolve issues, reducing the potential for prolonged discriminatory practices and future litigation. Building a Positive Workplace Culture A well-run DEI program fosters a workplace where all employees feel valued and respected. This helps prevent discrimination, improves morale, and encourages teamwork. A positive culture reduces the risk of legal claims and makes employees more engaged and productive. Regular Review and Updates Regular assessment and monitoring of DEI/DEIA policies and practices help companies ensure their effectiveness in preventing discrimination and promoting an inclusive environment. This ongoing evaluation allows companies to make necessary adjustments and improvements, further reducing the risk of legal claims related to discriminatory practices. The memo also makes it clear: DEI is not the same as affirmative action. While affirmative action sometimes involves giving preference to certain groups in hiring or promotions—an approach that can lead to legal challenges—DEI focuses on ensuring hiring and promotion processes are fair for everyone. The goal is to recruit and retain the best candidates, emphasizing merit while creating an inclusive workplace. 💪Best Practices for Employers To implement DEI effectively, the memo suggests these strategies: 1️⃣Recruitment & Hiring: Use broad outreach, panel interviews, and standardized evaluation criteria. Make sure hiring processes are accessible to all. 2️⃣Employee Development & Retention: Offer equal access to training, mentorship, and career growth opportunities. Support Employee Resource Groups (ERGs) and train leaders on inclusion. 3️⃣Ongoing Evaluation: Regularly assess the success of DEI policies, create clear reporting systems, and integrate DEI principles into daily operations. Well-designed DEI initiatives comply with the law and contribute to business success by fostering a more engaged and productive workforce. #TheEmployerHandbook #employmentlaw #humanresources

Stand firm in your beliefs AND be willing to consider different perspectives. This is Assertiveness. When you are assertive, you state your needs and opinions without dismissing or belittling others. An assertive person is not aggressive. They are clear, honest, and respectful in their communication in all aspects of their life- personally and professionally. An assertive person doesn't back down from their values, but neither do they force their beliefs on others. Instead, they engage in a respectful dialogue where different viewpoints can coexist. To some, this might seem like a contradiction...but it's not. Not when you understand the role of listening. Listening plays a crucial role in resolving the apparent contradiction. When you genuinely listen to others, you show that you value their perspective, even if it differs from your own. This doesn’t mean you have to agree with them, but it does mean you acknowledge their right to their own beliefs. If you decide to go with your own beliefs instead of adopting the ideas of those around you, you won't damage your relationships as long as you demonstrate effectiveness assertiveness skills. Many of my leadership coaching clients choose to work on their assertiveness. It is important for them because assertiveness is strongly linked to trust and respect and a leader who is not trusted or respected cannot lead effectively. Trust is built when people see that you are consistent and fair in your communication. If you only push your agenda without considering others, you might be seen as aggressive or domineering. Conversely, if you never stand up for your beliefs, you might be perceived as weak or indecisive. Showing assertiveness with respect for others builds trust, showing that you are confident yet considerate. The first steps with my clients always involve working on self-awareness as it is the foundation of assertiveness (and emotional intelligence). It's difficult to be assertive if you don't know what you truly believe in and what you really need. It's also challenging if you not in touch with or in control of your emotions. For this reason, there are three actions I recommend starting with: ✴ Reflect on your emotions ✴ Understand your needs and values ✴ Recognize your triggers Moving on from this, we use a cycle of practice, reflection and feedback to develop over time. Assertiveness is a skill that CAN be fully developed with time and effort. While it's entirely possible to improve on your own, working with a coach can significantly accelerate your progress and effectiveness. Let me know if you need any help. Always happy to chat ☕ #assertiveness #personaldevelopment #professionaldevelopment #leadershipskills #communicationskills

💔 “The Brilliant Woman Who Was Interrupted 7 Times in 5 Minutes” During a leadership workshop, one of my clients shared something that stayed with me. Her voice broke a little as she said: 👉 “I counted… seven times in five minutes. They cut me off. By the end, I just gave up speaking.” I watched her eyes as she spoke. They weren’t just narrating an incident—they were telling the story of exhaustion. She described the scene in detail: The sharp tone of the first interruption. The laughter after the second. The shuffling of papers as if her words didn’t matter. By the fourth, her shoulders slumped. By the seventh, silence swallowed her brilliance. That moment pierced me. Because she didn’t just lose her voice in that meeting—she lost an opportunity to influence. And the room lost the chance to hear an idea that could have shaped strategy. 🚧 The Obstacle Gender bias doesn’t always announce itself. It creeps in quietly. In how often a woman is cut off. In how her ideas are overlooked until someone else repeats them. In how she’s told—implicitly or explicitly—to “be patient, wait your turn.” And here’s the truth: brilliance shouldn’t need permission to exist. 💡 How I Helped as a Communication Skills Trainer We worked on three things: ✔️ #AssertiveCommunication – rehearsing responses to interruptions that were firm but professional. ✔️ Power phrases – short, sharp lines that create space and command attention. ✔️ #ExecutivePresence – voice control, body language, and the subtle shifts that make people pause and listen. ✨ The Transformation At her next boardroom meeting, she walked in differently. She wasn’t waiting for permission. She wasn’t hoping not to be interrupted. She was ready. She didn’t just speak. She owned the table. And the most powerful part? The very people who had once interrupted her… leaned in, took notes, and listened. 🌍 The Learning As leaders, we must recognize that #GenderBias in communication is not imaginary. It’s real. It’s silent. And it shapes careers every single day. That’s why assertiveness training isn’t optional for women leaders. It’s #Leadership. It’s #Survival. It’s #Power. ⸻ 🔑 For Leaders Reading This: Have you ever witnessed brilliance being silenced in your boardroom? The bigger question is—what did you do about it?