Why Authentic Support Benefits Everyone In Your Organization

Episode Summary:

In this episode of Chamber Amplified, host Doug Jenkins of the Findlay-Hancock County Chamber of Commerce, along with Jen Kuhn from the Kaleidoscope Youth Center, address the nuances of authentically supporting Pride Month within the business landscape. Focused on creating welcoming workplaces, the discussion tackles the significance of fostering an inclusive environment that respects and uplifts all employees—regardless of background. 

Jen Kuhn shares her insights on how businesses can be more than just “rainbow capitalists” during Pride Month. She emphasizes that while external support is visible and impactful, internal efforts to make every employee feel valued are equally critical. Doug and Jen explore HR strategies, from forming employee resource groups to communication techniques encouraging genuine dialogue. 

Key Takeaways:

• Fostering an inclusive and authentic environment in the workplace benefits all employees, enhancing loyalty, productivity, and retention.
• Conversations about inclusion should be driven by genuine intent, allowing room for honest dialogue and learning from mistakes.
• Employee feedback is crucial; businesses should listen to their workforce to shape supportive and meaningful inclusivity policies.
• Visibility of support is both an internal and external task; while community support is valuable, employee well-being and inclusion should always be a top priority.
• Authentic allyship requires moving beyond surface gestures and ensuring continuous support and engagement with diverse employee groups.

Music and sound effects obtained from https://www.zapsplat.com

Transcript

0:00:02 - (Doug Jenkins): Welcome to the show. I'm Doug Jenkins from the Findlay Hancock County Chamber of Commerce. On each episode of Chamber Amplified, we're examining issues impacting the local business community. Whether it's employee recruitment and retention, marketing, HR issues. IT issues. It's really anything that can be impacting your business on a daily basis. Our goal is to give our members tips each week on at least one way they can improve operations and thrive in the current business environment.
0:00:26 - (Doug Jenkins): So it is June, it is Pride Month, and a lot of you have questions about how to go about celebrating Pride Month, and a lot of times without being showy about it. I think there's a. We have a Midwestern attitude about it, like, hey, we want to be good employers. We want to be good people. We just don't necessarily want to make a big deal and put it out there because sometimes that doesn't feel authentic. Well, that's what we're here to talk about. What can you do to be a good employer and provide a good space to work for your employees and be authentic about supporting all of your employees? We're gonna talk about that today. Jen Kuhn from Kaleidoscope Youth center will join us with some practical advice.
0:01:03 - (Doug Jenkins): It's applicable all across the board. Here's a spoiler alert, really, for the rest of the episode. Creating a good work environment, that's huge for everyone on your team, not just specific groups. But if you're doing that, ultimately it's gonna benefit every group of people that works for you. And in the long run, it benefits you because you're going to get better productivity. You'll, you'll see less turnover, and people will really develop that sort of loyalty to your business.
0:01:28 - (Doug Jenkins): We're going to talk about all of that coming up. Thanks again for tuning in. Remember, if you're listening on Apple Podcasts or on Spotify, you can rate and review the show. It really does help spread the word. Now let's get into it. And welcoming in to Chamber Amplified, Jen Kuhn with the Kaleidoscope Youth center, one of our newest members here at the Chamber of Commerce. Jen, thanks for joining us on the podcast.
0:01:49 - (Jen Kuhn): Thank you for having me.
0:01:51 - (Doug Jenkins): So I say one of the newest members of the Chamber of Commerce, but when we did your welcome to the the Chamber or welcome our new member video. New but not new. Still serving a population here in Findlay and Hancock County. Just kind of taking the reins from Spectrum or. And running with the ball. I don't know how many different analogies I can put in there, but not necessarily new Your work here has been noted before and is respected in the area.
0:02:19 - (Jen Kuhn): Yeah, yeah, we, you know, we've been in Ohio for really 30 years and we are headquartered, I guess you would say, in Columbus, but we have statewide reach and we work with like school communities, other providers. We offer behavioral health, telehealth services. So we, we definitely have been around and with Findlay for the past year or so, we've been kind of really focusing in on outreach in the area and doing. We have actually a needs assessment happening right now to kind of see what services we can support in northwest Ohio, specifically in Findlay. So, yeah, so we've.
0:02:59 - (Jen Kuhn): We've been hanging out for a little bit and excited to kind of set up shop, so to speak, and have a more permanent presence.
0:03:07 - (Doug Jenkins): Yeah, we're excited to have you on board. One of the reasons we wanted to have you on the podcast is to really talk maybe in more of an HR perspective. A few years ago, we talked about how to be an authentic ally in the workplace. And certainly a lot has changed over the last couple of years and we don't have to get into all that. We'll be here all day. But we want to talk about making workplaces a welcoming workplace and that's kind of where you come in. So from your perspective, what are some of the things that all employees need that a business can show them to show that, you know, they are wanted there regardless of their background?
0:03:47 - (Jen Kuhn): Yeah. You know, when I think about that, like, truly, I just think about, you know, things like respect and dignity and boiling down to like, don't be a jerk to one another. Right.
0:04:02 - (Doug Jenkins): And like, really can just be that simple. Right. Like, hey, maybe if we're nice to each other, we'll be all right.
0:04:08 - (Jen Kuhn): Right, Right. And, and you know, we, we have all the anti bullying ads in the world and it really comes down to that, like, we don't need to pick on anyone. We don't need to like zero in on and exclude anyone. We don't need to do anything like that. You know, if we approach everybody in the workplace from a point of respect and kindness like that, that's the real like basic level set thing that I think we all could do to just make all, all environments that we're in a little more welcoming.
0:04:40 - (Doug Jenkins): So it's really more about actions by a business or a company rather than putting a label on everything that's being done. From that perspective, what does it feel like for. Or what does it look like to you for a business that really allows you to be you in the workplace?
0:05:00 - (Jen Kuhn): Yeah, I, I, I think about, you know, if, if, for example, you know, if you have a, a dress code, like at Kaleidoscope, you know, we, we all can wear jeans and things like that, and that's great, but, like, if you're at a professional business, we all are, you know, gonna, gonna dress a certain way and everything. And I, I think looking at it, everybody should be able to have a little bit of expression in how they, how they present and what they do. And, like, even if we're thinking about things that are, you know, cultural, maybe not relating to LGBTQ community, but we, you know, we allow a little bit of all of ourselves to show up in the workplace, um, and, you know, just kind of let it, Just let it be. Let us all be right. And, like, everyone can just do their own thing. And that's, I think, always a more welcoming take. And I think businesses that, you know, have their BRG groups or their side groups or things like that, like, allow opportunity for people that share experiences to still kind of get together and chat and just allow for that sort of freedom, I guess, in the workplace.
0:06:23 - (Doug Jenkins): Yeah, let's talk about groups like that, because is it important for businesses to have especially a larger. We're a small organization here at the Chamber, so we're all in on the same meetings. But for a larger company where you have many employees, how important is this to have maybe those groups that, whether they meet up after work or maybe they're on a zoom call or something every once in a while, what do those look like? How can they be structured so that they are inclusive and show that a company is also trying to set aside a space so that all of their employees feel like they can get together, kind of talk about the things happening in their lives?
0:06:58 - (Jen Kuhn): Yeah, well, I think in general, it's important that people with shared experience can talk with one another. You know, if someone from a similar background is experiencing, whether it's issues in the workplace or somewhere else, you know, they can talk to someone else who shares an identity, shares a cultural background, whatever it is, and be able to maybe find support or learn how to navigate a situation or any, any kind of opportunity like that.
0:07:27 - (Jen Kuhn): And, you know, at Kaleidoscope, we essentially have similar. With our youth, we have not BRG groups, but we have groups that are based on identities and backgrounds, and it's solely for those people that share an experience. And I think it really helps build community, and it makes it a little bit easier, too, when you're with the group as a whole. Um, because like you have folks that you can turn to in situations and it's not, it's not things that are being bottled up. And like people feel like they can't share and when they feel like they can't share, they kind of turn a little more inward and it just really doesn't make for a very positive environment.
0:08:09 - (Doug Jenkins): Conversely, it's great to have groups where you can relate to everybody, but it is really important for us to all be able to talk together when we don't have shared experiences. I'm not sure that business groups are necessarily the spot for that, but maybe I'm wrong. Could, could they be, or could there be kind of cross culture groups, whatever you want to call it, where, where it helps people. I just feel like the more we learn about people's experiences, the more likely we are to, to empathize with people and, and to like, yeah, it might not be the same thing that we're going through, but we all have things that are, feel kind of similar.
0:08:45 - (Jen Kuhn): Absolutely. And, and even with those, those groups, like I, it's not unheard of for like, I don't know whether you want to call them like community nights or things like that where like you just kind of share. And I know there are different businesses that like a BRG group. I'm going to use Pride because we're in Pride month, for example. You know, the, the BRG group is hosting like a Pride event that's open to all for people to come and, and maybe hear from a panel discussion or just other types of things. So a lot of the times those groups are sharing out too.
0:09:18 - (Jen Kuhn): And I think allowing employees to sort of drive that is also great because sometimes when we hear things coming from leadership, we don't always want to listen to leadership when you're at a different level. And so I think when your peers are sharing opportunities to learn more about a community, um, I would definitely encourage people to show up to those things and participate as well. And yeah, goes back to listening to each other.
0:09:48 - (Doug Jenkins): Listening. It's, huh. It's something maybe we could do a little bit more of.
0:09:53 - (Jen Kuhn): Right.
0:09:53 - (Doug Jenkins): So. But eventually we're talking and you get people talking and I think one big fear people have is that they're going to say the wrong thing and they don't mean to offend, they don't mean to be off putting. Uh, but they, they get worried about being clumsy in the situation, how important is. And again, so like a triggering word would be safe space for some people. Like, I don't want to say safe Space, but when we're having conversations within our organizations and things like that, how important it is to let people know, like, look, you're going to mess up the words. Don't worry about it. We're here to talk.
0:10:27 - (Doug Jenkins): How do you make sure that people feel like they can all contribute to the conversation that way? That was a really long question. Thanks for entertaining it.
0:10:35 - (Jen Kuhn): No, no. And it. We're all going to mess up. Like, I mess up. Like, it just. It just happens and it's okay. And I think what separates sort of that genuineness of, you know, someone genuinely messing up versus like, maybe someone's being antagonistic, right? Is. Isn't how you do it. And I think as people, we generally are able to pick up on that, and it's okay. And the only way we really are going to learn sometimes messing up.
0:11:05 - (Jen Kuhn): Right? Like, you. You fail seven times, you try for an eighth time. Right? And so it's okay to ask questions, it's okay to mess up. You know, you move on. I think a lot of times people think about that, like, in the language they use, and if you use, you know, whether we're talking about pronouns or safe spaces or using any of that language, if you mess up and someone corrects you, just go, oh, thank you. Move on. Like. Like, we don't need to. To dwell in that space.
0:11:33 - (Jen Kuhn): But I know sometimes it can feel embarrassing and all of that, but I. If you're coming from a place of genuine interest and just curiosity, like, it's. It's okay. It's okay for.
0:11:46 - (Doug Jenkins): For a business owner or manager who's like, look, this is like, I want to be supportive, but this is also, this is our business. We got to get business done first. And maybe this isn't the time to talk about it. One, just what are your thoughts on that? And then two, I. I do tend to agree, like, look, hey, this is great. We all have to get things done, though. Is it important, though, to make time, whether it's after work, for efforts like this to be, I guess, to be authentic in it, rather than being saying we're supportive and then nothing, really. It doesn't mean that you're not doing anything, but also it doesn't mean that really you're doing anything to be supportive.
0:12:25 - (Jen Kuhn): Right. And for me personally, I would certainly think, yes, it's important to make time for it. And it doesn't mean just for LGBTQ community issues or pride, like, for. I think it's important to make time for. For anything that's important to your employees and you know, maybe pride isn't important to your employees, and that's okay, but what is. And let's. Let's make the time for them, because that's just going to create a happier work environment, too, and happier employees. But I do think it's important, like, especially with pride, to show up. And, and, you know, people talk about rainbow capitalism, right? Sometimes, and we've seen kind of over the years of, like, oh, we just slapped the rainbow on our logo and now we're celebrating pride, and that's great. But now that things are, you know, kind of happening in a different direction, right now, we are seeing people not doing that, and that also speaks very loudly to the community.
0:13:27 - (Jen Kuhn): And I think we. I would argue that it's still important to show up and just if you're supportive and your employees support that, to still make time for it.
0:13:42 - (Doug Jenkins): How. And I think you really outlined it there, so maybe this is a redundant question, but you don't want this to be a box that you, hey, we checked this. Look how. Look how great we are. You want to be authentic in it. And that's really the reason I wanted to have this conversation to begin with, is that let's do the things that make it so we have a great workplace, because a great workplace is going to.
0:14:04 - (Doug Jenkins): We're going to have a better community. It's just. It. It. It's a big ripple effect when we do that. So aside from maybe creating those spaces, what are some of the things that businesses can do to be authentic in their efforts to support a community within their business?
0:14:22 - (Jen Kuhn): Yeah, well, I, first and foremost, like, maybe, maybe ask your employees, like, what do they want to see? Like, how. How do they want the business to show up in the community? I truly believe in, you know, group efforts because I think that's really authentic versus, like, you know, the top of leadership. Going rogue on things. Right. Like, that doesn't always feel great.
0:14:46 - (Doug Jenkins): So I think it's a mandate from the top.
0:14:48 - (Jen Kuhn): Right.
0:14:49 - (Doug Jenkins): That type of thing.
0:14:49 - (Jen Kuhn): Right, right. So, you know, okay, what do the employees want? And if they do want the. The business organization, whatever it is, to. To be vocal. Okay, well, what does that look like? Does that look like we. We are so fortunate to have lots of businesses who that sell product, give portion of proceeds to Kaleidoscope, and I know others do to other LGBTQ orgs, and it's like, okay, is that what, one way to show up? Is it throwing an event for your LGBTQ workers? Is it, you know, is it showing up to a Pride event around Town, something like that. And you know, but not, not at the expense of just doing it to do it. Right. I think, I think if it comes from a place of, this is like the heart of what you do and this is like how you want to show up as a business.
0:15:40 - (Jen Kuhn): Like, people do see that in a, people in the community see that as authentic. And, and you know, people pay attention, the community pays attention to that.
0:15:51 - (Doug Jenkins): Yeah. I think ultimately your employees will know if it's a show or not. I think the people who are engaged within your organization, definitely, they know what's going. They, they know the day to day. They know when a manager's being authentic. They know whether it's on this or whatever issue, it could be like, it could be on vacation time, who knows?
0:16:11 - (Jen Kuhn): Yeah.
0:16:12 - (Doug Jenkins): So ultimately, you know it from the internal, the external, though, how important is that? Because there's debate back and forth and this is one where I've really enjoyed is not the right word, but I found it interesting listening to people talk about how important it is to display this externally. And I just wanted to kind of give you the floor to talk about what it means to you and to organizations like Kaleidoscope.
0:16:43 - (Jen Kuhn): Yeah, I don't, I don't know if I don't want to get too political on it, but I mean.
0:16:49 - (Doug Jenkins): No, and we don't have to. But I, I think there's a, at least my interpretation is there's a very non political reason.
0:16:56 - (Jen Kuhn): Yeah, yeah, I, I, well, I'll, I'll start just like personally as a member of the community. You know, I've never considered myself a political topic. Right. But it means, it means a lot when, you know, as a society, we've really built ourselves up around a certain structure which sometimes did ostracize LGBTQ people. And so when you see a business or, you know, organizations and stuff showing that support, it, it really means a lot because it says, hey, you belong in our community too. And, and we welcome you, we welcome you into our product or, you know, whatever it might be.
0:17:40 - (Jen Kuhn): And, and when you see some businesses pulling back from that, that visible support and things like it does hurt a little bit, it makes it feel like, oh, we're not actually that important, you know, and then from, from sort of the, the nonprofit side like Kaleidoscope Youth center, you know, sometimes that looks like loss of funding, like some businesses might not be supporting us anymore financially and that impacts our programs. And, you know, we provide housing support, we provide mental health support. And so these are lives that then are impacted because People are pulling back on that visible allyship and it, it makes a difference for sure.
0:18:23 - (Doug Jenkins): I guess if you're a business in that situation and I empathize with the businesses that are in that situation and having to make these types of decision and everything, what we've talked about all the way up until this point, I think becomes doubly important because if, if you're not, you put it out there, whatever, you don't have to. And I don't feel like people should feel like they have to do one thing or another. But if you do the things internally and your employees feel like they're welcome and feel like they're a valuable part of the team, my hope is that helps balance the scales at least a little bit. Not it's, we're never going to, we're never going to bat a thousand on this. There we go. I'm back to sports analogies. So it took me a little bit but you know, I go, I love baseball.
0:19:07 - (Doug Jenkins): I am for three or four sports analogies per podcast. But I guess those are, those are the things that, that people are grappling with. I guess the, the juxtap, the gist of the conversation is if we're having those conversations and we're welcoming people to the table to have conversations, we probably are going to move in the right direction. I would. And you can tell me if I'm maybe off the mark on that.
0:19:33 - (Jen Kuhn): Yeah. Kaleidoscope Youth Center's tagline is belonging begins here. And we really want everybody to sort of take that ethos with them into different spaces. And, and you know, and to your point of if your employees feel like they belong in, whether it's at your place of work or in the community or wherever, like that's just going to, and, and we know with, you know, science based fact of like that improves your mental health. Improved mental health is going to make for, you know, people that want to work harder, do more, spend more, etc. Etc.
0:20:11 - (Jen Kuhn): And so I, I really think at the very least, starting from making sure people feel like they belong in, in the workspace and in that environment is going to just have a ripple down the line.
0:20:23 - (Doug Jenkins): Most definitely. Jen, we could go on for a long time. This is a bite sized type of podcast though. If people want more resources, maybe they want to have a conversation with you about how maybe they can help structure things within their own organization or just kind of get into that conversation. What's the best way to get in touch with you?
0:20:43 - (Jen Kuhn): Yeah, you can find all of our contact info@kycohio.org but you can also email me directly at jen j e n kycohio.org we keep it easy.
0:20:56 - (Doug Jenkins): Jen, I really appreciate your time today and again, looking forward to seeing more of you in the community. And we will talk to you later.
0:21:03 - (Jen Kuhn): Yeah, thank you so much.
0:21:05 - (Doug Jenkins): So I want to go back one place before we wrap things up. I think a lot of times, and you know, the things that I hear from talking to members in different businesses when they talk about the subject is they just don't want to be clumsy and they don't want to offend. Like, they would rather not talk about things rather than accidentally create an issue. And I think Jen highlighted a good thing. As long as you're coming from a really genuine place and you're trying to have the conversation or whatever the case may be, if you're trying to be genuine, most people are going to give you the grace to fumble around your words.
0:21:39 - (Doug Jenkins): Lord knows I fumble around my words enough on just about every subject. It's, it's going to happen. And I think as long as everybody's meeting at the table, respectfully, we're going to mitigate a lot of that. Jen would be happy to talk with you more about that. I'd be happy to talk with you more about that and continue that conversation. That'll do it for today's episode. Chamber Amplified as a free podcast for the community. Thanks to the investment of members in the Findlay Hancock County Chamber of Commerce.
0:22:05 - (Doug Jenkins): Because of our robust membership, we're able to focus on providing timely information to the Findlay and Hancock county business community, run leadership programs for adults and teenagers, and be an advocate for the area. That's all, while also providing tools to help local businesses succeed. If that sounds like something you'd like to be a part of, just let me know. We can talk about how an investment in the Chamber helps strengthen the community.
0:22:26 - (Doug Jenkins): If you have ideas for topics you'd like to hear on future episodes, just send me an email. Djenkinsindlayhancockchamber.com thanks again for listening and we'll see you next time on Chamber Amplified from the Findlay Hancock County Chamber of Commerce.