On our last few episodes of the Inclusion in Progress podcast, we’ve been sharing examples of the types of diversity, equity and inclusion (DEI) work we’ve done with client partners. In today’s episode, we’re speaking with Paul Barber, Vice President of Human Resources at Listrak. He oversaw the transition of the organization from a primarily office-based culture to a remote-first company and partnered with Team IIP to help address the needs of their distributed teams in a rapidly changing work environment. We also suppor...
On our last few episodes of the Inclusion in Progress podcast, we’ve been sharing examples of the types of diversity, equity and inclusion (DEI) work we’ve done with client partners.
In today’s episode, we’re speaking with Paul Barber, Vice President of Human Resources at Listrak. He oversaw the transition of the organization from a primarily office-based culture to a remote-first company and partnered with Team IIP to help address the needs of their distributed teams in a rapidly changing work environment.
We also supported Listrak with establishing DEI baselines for the organization, as well as gathered anonymous data and insights that were key to delivering equitable talent strategies for their employees.
In our conversation, we discuss:
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How Paul first got into DEI work and how he has witnessed the changes in how leaders and employees engage with the conversation in the workplace over the last three decades
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Why he recommends that HR and People leaders partner with an external consultant and how our data provided the foundation for his organizational priorities at Listrak
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His thoughts on why DEI work is a journey that will only grow in importance over the next few years — and why leaders must continue to implement it in a way that fits their organizational journey
If you want to partner with IIP to create more equitable, effective teams in your hybrid workplace — email info@inclusioninprogress.com to book a free no-pressure consultation with our team.
In This Episode:
[7:13] How external validation from contractors helped reinforce the importance of diversity, equity, and inclusion efforts in an organization, particularly in securing support from senior management and the finance department.
[9:00] How DEI efforts help organizations keep their people and implement data backed recommendations, resulting in hiring internationally and keeping teams intact.
[14:00] The importance of leadership buy-in and external partnerships for successful DEI work.
Links:
info@inclusionandprogress.com
www.inclusioninprogress.com/podcast
www.linkedin.com/company/inclusion-in-progress
Learn more about Paul Barber.
Sign up for our July 2023 podcast mini-series: “Hybrid Work & Company Culture”.
Download our 2023 Executive Roundtable Findings.
Want us to partner with you on building more inclusive distributed work? Get in touch to learn how we can tailor our services to your company’s DEI and remote work initiatives.
Read our Forbes features on Ways to Support Employee Mental Wellbeing, What Self Care Looks Like For Us, and How to Create Effective Online Diversity Training.
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