In Case You Missed It: October 2021 Edition

14 min read | Samantha Furbush Taraskiewicz

On a timely basis we curate fabulous articles about Diversity, Equity & Inclusion on our Instagram, Facebook page, LinkedIn Leading NOW group and company page, and also Tweet them out. 

We then share the the best of the best here on our blog! 

What's Behind the Great Resignation?


In my work, not only do I speak to younger workers, but I also talk to other people who make a living talking to them as well -- folks like YPulse, the leader in youth research and insights, and the leading expert on Gen-Z and Millennials. In doing so, I've begun assembling a list of common Gen-Y and Z myths. Several are particularly relevant to the topic of burnout. Dispelling these myths is critically important for business owners seeking to engage and retain an associate bloc that now comprises more than 50 percent of the workforce. 

Three of these myths that have colored the way many think about exhaustion and burnout among young workers are:

  1. Millennial and Gen-Z workers are more prone to burnout
  2. Because younger workers job hop, they don't stay anywhere long enough to develop support systems needed to cope with burnout
  3. Young workers suffer burnout because they are not resilient

With the help of actual data from YPulse and others, coupled with my own observations, I'm going to dispel these myths in order to help prevent business owners from making potentially catastrophic decisions based on them. 


Leading NOW Expands Leadership Team - Julia Lazzara Joins Organization as President

Leading NOW
Julia Lazzara Headshot 2

Leading NOW, the leadership expert and global advisor to organizations seeking to change mindsets, behaviors, and cultures to be inclusive for all, announces that Julia Lazzara has joined the organization as President. In her new role, Julia will oversee the growth of Leading NOW's portfolio of brands and the expansion of the organization's impact globally.

"I am energized to welcome Julia at this inflection point for the organization. As we strive to meet the growing demands of our global clients and their DEI goals, it was important for us to expand our leadership team," said Kelly Lockwood Primus, CEO of Leading NOW. "Julia's passion for building mutually-beneficial and lasting partnerships with clients, coupled with her strategic and business development expertise, make her the perfect leader to spearhead our growth while heightening our commitment to provide best-in-class resources and solutions to organizations large and small."

Lazzara's distinguished career in the consumer products industry spans 20+ years in sales leadership across diverse channels, leading B2B sales teams with proven results for General Mills, ConAgra Foods, and Lamb Weston. For over two decades, she has consistently built high-performance sales teams and served an expansive customer base. Her strategic customer portfolio has included the Albertsons Companies, Ahold, Target, Kroger, Whole Foods, AWG, HEB, and Amazon. Recently, she led the rapidly-growing wine segment for Berlin Packaging, the leading full-service supplier of rigid packaging to the consumer products industry.



How to Conduct Stay Interviews: Preparation


Recently, at a master class on Cultural Dynamics in the Workplace that we presented for Northeast HR Association, we talked about the power of "Stay" Interviews vs. "Exit" Interviews as a tool to engage & retain your employees.

"...Imagine nirvana: All of your leaders completely understand the full range of developmental tools available to them. Each leader has conducted a comprehensible stay interview with each employee to put all issues on the table.  The leaders each addressed those issues in the best possible ways. 

OK, snap out of it! Stay interviews will not lead to perfect outcomes, but they will certainly improve engagement and retention in your company. And they will do this by helping your leaders build more productive one-on-one relationships with their employees..."

Read ON! 


Gender diversity slow because some companies see ‘HR issue’ instead of ‘business issue’: Accenture CEO

Yahoo! Finance

We have been saying this since 2003... This is NOT a talent issue - this is a business issue with talent implications. Now more than ever given the Great Resignation, War for Talent, and WFH. 

"... "Too often, companies — and many companies come to us to talk about what to change — say that this is somehow an HR issue, as opposed to a business issue, which we all own," she says.

"Because there's a difference between a commitment, and being committed and an action plan," she adds. "What we find is that it's not about a lack of good intention. But the goals that are needed to be set are not always set in the same way that you set your revenue goals."..."

Read ON! 


Fallout from Jon Gruden emails leads to diversity questions


This is why our research into Cultural Dynamics is so important... 

"... On Thursday, Rep. Carolyn B. Maloney, Chairwoman of the Committee on Oversight and Reform, and Rep. Raja Krishnamoorthi, Chairman of the Subcommittee on Economic and Consumer Policy, sent a letter to NFL Commissioner Roger Goodell requesting documents and information regarding the investigation and the league’s handling of it.

“The NFL has one of the most prominent platforms in America, and its decisions can have national implications,” the chairs wrote. “The NFL’s lack of transparency about the problems it recently uncovered raise questions about the seriousness with which it has addressed bigotry, racism, sexism, and homophobia — setting troubling precedent for other workplaces. The Committee is seeking to fully understand this workplace conduct and the league’s response, which will help inform legislative efforts to address toxic work environments and workplace investigation processes; strengthen protections for women in the workplace; and address the use of non-disclosure agreements to prevent the disclosure of unlawful employment practices, including sexual harassment. We hope and trust that the NFL shares the Committee’s goal of protecting American workers from harassment and discrimination.”

Jenkins said “transparency” will “expose the culture of the NFL." ..." 

Read ON! 


What is Cultural Dynamics?

Leading NOW

If you’ve ever wondered why some organizations struggle with achieving successful Business Outcomes through DEI initiatives and others do not, the latest research from the Center for Diversity & Inclusion (CDI) has identified the 3 Barriers and 5 Key Factors of Cultural Dynamics that hold the key to DEI success. 

What is Cultural Dynamics?

In psychology, Cultural Dynamics, represents the formation, maintenance, and transformation of cultures over time. When our global Think Tank conducted its groundbreaking research –– Cultural Dynamics in the Workplace™: 5 Key Factors in Driving Successful DEI Initiatives to Achieve Business Outcomes –– they applied the psychology of Cultural Dynamics to Business and were able to identify the root cause for why organizations were not reaping the benefits of their DEI Initiatives. 

The results were eye-opening. 

This research identifies the interconnected dynamics that are made up by the interplay of the Culture of an Organization together with Inclusive Leadership, that when combined, become the catalyst to successful DEI Initiatives producing measurable Business Outcomes.

Read ON!  


Managers are undervaluing women’s potential, costing them promotions


Want to learn more about how to fix this and reset manager mindsets? Check out our research into Gender Dynamics 

"...Managers underestimate women’s leadership potential, even though they get higher marks for performance than men, and it’s keeping women from moving up the career ladder, new research indicates. 

For the study, Kelly Shue, finance professor at Yale University’s School of Management, and her colleagues analyzed gender breakdowns at a large retail chain. More than half of entry-level workers are women, but women became harder to find as they looked up the ladder, per Yale Insights.

Women made up 48% of department managers, 35% of store managers and 14% of district managers. Based on promotion records, researchers found women are 14% less likely than men to be promoted within the company. ..."

Read ON! 


Equal Pay Day - Latina Women

Equal Pay Today

"... Latina Equal Pay Day -- the day when Latina pay catches up to that of white, non-Hispanic men from the previous year -- is being observed on October 21, 2021.

More than 50 years after the passage of the Equal Pay Act of 1963, Latinas typically earn only 57 cents for every dollar earned by white, non-Hispanic men and must work nearly 23 months to earn what white men earn in 12 months.

Indeed, given that this is the last "Equal Pay Day" observance of the year, Latinas must typically work longer than ...everyone. This disparity hurts not only Latinas, but also the families and communities they support. And it is unacceptable. We need to act now and let everyone know that we support #LatinaEqualPay. ..."After seven years of corporate life, Mary Smith had a routine: putting extra effort into her hair (so as to not appear too Black) and her demeanor (ditto) and her clothes (you can probably guess).

Read ON! 


Asian-American Women: March 9 — $0.85 

Black Women: August 3 — $0.63 

Native American Women: September 8 — $0.60 

Latina Women: October 21 — $0.55 


Tech workers may leave over lack of learning opportunities

HR Drive

"... Solid tech training programs can also boost diversity efforts on top of retention, one expert previously told HR Dive. This goal may be especially important for tech industry leaders; half of young tech workers surveyed by WILEY for a report released in September said they left or felt uncomfortable at a tech job because the company culture made them feel unwelcome. Young women of color were even more likely to report such an experience.

February survey results from Engagedly revealed that employees used learning programs more frequently during the pandemic, particularly live online training. Employers in the tech industry may have the opportunity, then, to capitalize on the accelerated growth of L&D programming to keep employees on board. ..."

Read ON!


How Leaders Can Step Up and Be An Ally for Women of Colour


Michelle Redfern

"... Who is an ally to Women of Colour at work? Me. You. What is an ally to Women of Colour in the workplace? Put simply, it is someone who actively supports and promotes a culture of including people, such as Women of Colour, First Nations women, culturally and linguistically diverse and migrant women, who are more often than not under-represented in leadership in organisations. An ally uses their political and social capital to advocate for those women so both the woman and the organisation can reach their full potential.

I want to share my experiences of learning to step up and be an ally for Women of Colour (WoC) at work. Like many people who identify as white, I have had to shift my mindset, take the time and make the effort to understand how my sisters of colour encounter different, and intersecting barriers in life, work and leadership. I hope this is useful for others who want to be better allies for Women of Colour. ..."

Read ON!



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Leading NOW

As the leadership expert and global advisor to organizations seeking to change mindsets, behaviors, and cultures to be inclusive for all, Leading NOW’s team of thought leaders and global consultants are available to speak on a wide range of timely topics including DEI, Cultural Dynamics, Leadership & Talent Development, Women’s Leadership, Mentorship, and more. For information on upcoming speaking events and to see a curated sampling of our Leading NOW experts in action, click on any of the links below. 

For more information on how to request a Leading NOW expert for your next conference, event, or podcast, visit our conferences & speaking engagements page.