Season 7 Episode #25 How to Create an Inclusive Workplace Culture in 30 Days

 Think transforming your workplace culture takes years? Think again. In this episode, Jebeh reveals her step-by-step 30-day framework for creating a more inclusive, equitable, and welcoming environment. From simple daily actions to powerful long-term shifts, this is your playbook for building a workplace where everyone can thrive. 

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Transcript

0:37

Hello my friend. Welcome back to the Cultural Curriculum Chat podcast. I am your host, Jebeh Edmunds, and today's episode is a game changer. I'm gonna walk you through how to create a more inclusive workplace culture. And here's the kicker. You can start seeing change in just 30 days. What? What? 30 days, Jeb, are you tripping? No, honey, I'm not tripping. 30 days, and you might ask me why 30 days? You can't transform everything overnight, but 30 days is long enough to take focused, intentional actions that lay your foundation for lasting change in your office. So think of this as a cultural jumpstart. Small, powerful moves that shifts the attitudes. It opens up conversations, and it's a model for inclusion Now. I have done work with over 80 companies and when we do this work together, when I'm working with my clients, it's not just a one training and done and we never see JBA again. It's always a series, but we always start small. When we do this series of. Stuff. When we talk about bias, we talk about microaggressions, we talk about cultural community engagement and outreach. We started in a series of every other month, so then we can see if there's any progress or seeing where things are sticking points. And it's something where when you talk about 30 days, that gives you the idea of starting a new habit, starting something in your periphery that is a new discipline that you're trying to cultivate and hone in on. So what I'm gonna walk you through is I'm gonna show you a four week framework and you're gonna love it.'cause you know I love a little kitchy phrase, but it is gonna be your inclusive workplace. Action starter kit and it is free. It is in the show notes. And if you can't find it there, it will be on my website, java edmonds.com. If you're new to the podcast, I am so happy that you're here, my friend, because I am your girl, Jebba Edmonds, who is well versed in cultural competency work and inclusive workplace strategies. I'm also a former classroom teacher of 18 years and a cultural consultant entrepreneur for the last. Five, and I am so excited to dive deep in with you today of our four week format. So when we've done this. Training with my companies that I work with. We broke it down to a series of things and I would have each of these weeks work modules. And you can also take these modules on my website@jbaedmonds.com. There's lots of descriptions there of mini courses. If you want just a quick 45 minute module with a guidebook, including a. Certificate of completion so you can bring it back to the office to say you did this work and it is compliant with most workplaces. So the first week in our four week framework is listen and learning. Yes, that l and l again, not Lll cool J, but listen and learn for your workforce. And I want you to conduct anonymous surveys or listening sessions. It helps you really understand what is actually going on. Because some of us, not, some of us, all of us have our own blind spots. We have that same notion of, oh, it's just how it is gonna be, or, oh, we'll do a new initiative, but it always falls flat. You wanna figure out why is it falling flat? Why are people having that visceral reaction of not wanting to try something new? And is everybody. Included into what is going to be happening. Invite honest feedback about those inclusion gaps, asking each other what is missing without that fear of retaliation. I worked with a company that was HR sector and they even had a parking lot, a Google, form where they would invite their employees and colleagues to have anonymous feedback and honest feedback of what is missing. Because some of us, when we get into the habit of things, we tend to go, oh, I didn't even realize I was ignoring this individual. Or I forgot in our norms, in our meetings that. We aren't acknowledging the people in the room or giving enough time and space for them to share and make those decisions. It doesn't always have to be me. So those are the types of things when you include that honest feedback and leaders. Set that tone by actively listening without the defensiveness, trust and believe. I know we all have our ego. We don't want our ego to be tarnished by trying something new, but this is something where you need to put that ego aside and continue to work together and listen. Your colleagues also are, in the forefront of working with your clients in the community that you serve. They have a really good pulse of what is really happening, and they need their leaders to listen, judgmentally. I don't even know if that is a word, but just work with me here. Okay. Yeah. So that's week one is listening and learning. Week two, set clear inclusion goals. So many of us have this lofty laundry list of goals of, oh, we've got all these initiatives, Jeb, and we're gonna get started tomorrow and we're gonna get this done. And I tell you when I go back to some of these places that have never hired me before and I see that inclusion list and we're so pumped and excited. Have they started? Nope. And they get overwhelmed. You know that analysis paralysis, you get so excited, but then you don't know which one to start. You wanna take a vote, you wanna do this, and my best advice for you is to take two or three short-term goals. Those smart goals. Specific and they're measurable, they're timely. And you just pick those two, leave the rest on the list, you will get to those once you continue to conquer two to three at a time, and then that helps you see your results and how, where that needle is moving, for example, ensuring diverse representation. And voice in team meetings and decision making. You're not there to be res representative only. You need to also be a leader and decision maker as well. So maybe that is one of your goals, but maybe you wanna say within six months time, we'll have. People in a leadership role that are from a diverse background to help us continue our initiative. That is something really good. Then find another short term goal that is less than 30 days so you can see if you could, make that within that 30 day challenge. Week three, taking that visible action, looking at the policies, does it reflect your inclusive practices? And I want you to also provide resources like pronoun guides, inclusive holiday calendars, cultural competency resources that your colleagues can have. Quick access to so they can continue to do this work wholeheartedly and holistically. And so week three is all about taking that action. Then we go up another f. Then we go further into week four by embedding it into our daily habits and our daily culture. You need to recognize your inclusive behaviors publicly. You know that calling in instead of calling people out, but. Recognizing if you need to check and correct somebody's bias, that it's open, that people need to say, oh, thank you Jbe for checking me. I will do the work to improve the situation. It is not your job to carry that burden, but thank you for, acknowledging that and trusting me in that by giving me that honest feedback. Continuing to model inclusive decision making, oh, I'm recognizing that I've been, talking too much in this meeting. Anybody else have a take or anybody else would like to continue with the slides to, to share what we have in store for what we're what we're. With what we're focusing on and make this the start of the ongoing process. Systematize this, use these 30 days to see what things fell flat, what things were really good, what things need to be accelerated, and have this in your system of work, a lot of us feel like, oh, inclusion work can't be tandem with what we are already doing, and that is not true. You need to think about this framework in a way of gradually introducing things to further challenge you to do your best Now. The common mistake people seem to fall into when we, when I've worked with organization is we just hosted a workshop and it's over. Or, Jeb, we had you two years ago, and we feel like we have all the materials that we need. Why do we need you again? That is the biggest mistake and I'm not the only person doing this work. I want you to venture out. Find other practitioners in cultural competency to help your skills and it should not be calling it done. It should be a top priority in your work. That's not just cultural change. Real inclusion happens when policies and practices and your daily interactions with each other align with your values. So let's go back and reiterate that four week framework,'cause it will be in that inclusive action starter pack. Week one, we listen and we learn. Okay, week two, set those clear inclusion goals. And remember, I want you to circle two to three. Two to three of those goals. Nothing more than that. I want you to take visible actions, looking at your policies, reflecting your reflective practices. How are you even creating and communicating with the clients that you serve and with your colleagues that you are a brave workplace that is still. Honing in on your inclusive practices and the final week four, embedding that into your daily culture, recognizing your inclusive behaviors, having that intrinsic goal and intrinsic rewards of wow, we're actually modeling and inclusive decision making, and now we are seeing the results of that. That is something so excited. So if you are ready to start, I want you to. Pick one action item from each week, and I want you to implement it right now. Change my friends is contagious. So once people see that it's modeled, they're more likely to join in, so don't feel that fear of, I'm afraid I'm gonna say the wrong thing. You will, and that's okay. We're all gonna step in it. That is the human experience. The thing is that you should be in fearful of. Is not doing anything at all, and that's something that is more terrifying than making a mistake. So let's turn our ideas into action together. I want you to download my free inclusion starter kit. It's got the four week framework right there with you. Take that first step toward building a culture where everyone thrives, starting today. You'll find all of that and more on jebba edmonds.com and I can't wait to share with you if you are new to the show. I am so excited your girl Jeb created and wrote her. First novel, my debut novel opens in a couple weeks. It launches on October 16th, 2025. It is a Liberian American novella. It is full of hope, resilience, and some juicy, scandalous things in between the pages. So it's for the grown and funky who want to enjoy a really good. Good read that is creative and fun, and you'll learn a lot about your girl jba and her. Era of being an author, you know me, I gotta add another hyphen to my multihyphenate name already. Oh, I just kid myself. But I can't wait for you to get the book. The Orange Blossom. It launches live on October 16th, and you can learn more about my book@jebbaedmonds.com. So before we go, don't forget you need to take this 30 day challenge of true inclusion. I know your workplace is capable of doing it. I have worked and trained with 80 companies and the results are amazing. I've had companies who've changed their bereavement leave in their policies, so it could fit a. All of their diverse folks that work with them, because so many of us neglect to think that, oh, we have people that work here, but they're also families that live all over the world. How can I be more accommodating to my employees in my workforce? We've had companies that have made more inclusive language in their videos. For their trainings so they can make sure that everyone that are in their training spheres feel represented and included and valued. So 30 days is really quick. It is not painstaking. And I'm your girl who will help you guide. Through it. So stay up to date with all things Jebeh Edmunds in the culture curriculum chat@jbaedmonds.com at J-E-B-E-H-E-D-M-U-N-D s.com. I will see you here same time next week. Bye-bye.