Real Talk with Loeb Leadership
Welcome to Real Talk with Loeb Leadership, where we foster authentic conversations, work to create a more inclusive future, and turn DE&I intentions into action.
At Loeb Leadership, we firmly believe that authentic Diversity, Equity, and Inclusion (DE&I) is not just an aspirational goal; it is the cornerstone of progress and innovation in today's workplace landscape. Our Real Talk webinar series was born out of our unwavering commitment to fostering genuine change, and it serves as a powerful platform for honest, unfiltered conversations about the pivotal issues surrounding DE&I.
In a world that constantly seeks to evolve and improve, organizations must go beyond the rhetoric of DE&I and turn their intentions into concrete action. This series brings together a diverse array of voices, including DE&I and culture experts, mental health professionals, coaches, consultants, and industry experts, to delve into the complex, at times challenging, yet profoundly important matters concerning DE&I within the workplace.
Our webinars provide a safe, judgment-free space where participants can pose questions, express thoughts, and engage in candid dialogue. It is within this environment that we strive to educate, inspire, and ultimately spark conversations that birth meaningful and lasting change.
Why Is Authentic DE&I So Critical?
When organizations authentically celebrate and champion DE&I, they unleash the collective power of diversity. This unleashing of potential can drive innovation, increase productivity, and contribute to a more vibrant and inclusive global community. As the world continues to evolve, embracing and nurturing diversity, providing equitable opportunity, and fostering inclusion and belonging ensures that we remain adaptable, competitive, and at the forefront of progress. It is not just a corporate responsibility; it is the pathway to a brighter and more equitable future for all.
Loeb Leadership is committed to DE&I, and we ensure that our coaching, consulting, and learning and development services are accessible and beneficial to leaders from all backgrounds and experiences. Our coaches and consultants receive specialized training to provide guidance that is sensitive to the unique challenges faced by leaders from underrepresented groups. We actively seek out opportunities to collaborate with organizations and individuals dedicated to DE&I initiatives, aiming to create enduring change.
We invite you to join us in the Real Talk webinar series as we explore how to transform DE&I intentions into action. Together, we can learn, grow, and work towards a world where diversity is not just celebrated, but actively integrated into every aspect of our professional lives. Let's embark on this journey to change, one conversation at a time.
Below is an archive of our past webinars. Check our events calendar for information and registration for the next Real Talk.
ESSENTIAL Conversations
Where Do White Men Fit Into the DE&I Conversation?
White men make up a huge majority of the workforce and have historically benefited from greater access to opportunity, resources, feedback, and more. As more organizations engage in conversations and initiatives supporting DE&I in the workplace, it’s inevitable that white men are going to show up in these spaces, too. We’ve heard varying responses from white men about these conversations: Some feel threatened by DE&I initiatives, while others are eager to support DE&I efforts but are unsure of their roles. Still, others report feeling dismissed or excluded altogether. So where does this leave us? How can we dispel a scarcity mindset? How can we encourage white men to speak up when some feel they have held the microphone for too long already? How can we encourage inclusion for all; even those who have always been included? What can we all learn about each other?
Generations and DE&I
For the first time in history, there are five generations represented in the workplace. Generational issues in the context of diversity, equity, and inclusion are a complex topic that involves different perspectives and experiences from individuals from various generations. An important issue within this topic is the perception and approach towards DE&I, where older generations may have had less exposure to the topic, while younger generations tend to be more familiar with it. This can lead to conflicts and misunderstandings in the workplace, particularly when it comes to issues such as inclusion, equity, and unconscious bias. Younger employees may feel frustrated with the slow pace of change, while older employees may feel defensive or resistant to change.
“Woke” or “Anti-Woke,” What Is It?
In this discussion, we explore the growing politicization of the term "woke" and its impact on social and workplace discourse. Loeb Leadership’s panel of experts engage in a thoughtful and interactive dialogue, explaining the origins of the word and its evolution into a highly charged and divisive concept. The panel analyzes how a word whose origin described heightened social awareness and activism, particularly regarding issues of racial injustice, has been co-opted and weaponized in political discourse, often portraying advocates as extremists. The panel will also explore the pitfalls of reducing complex social dynamics into simplistic labels such as “woke” or “anti-woke,” and the consequences this has on workplace culture and relationships.
Conquering Gender-Based Discrimination in the Workplace
Women often face discrimination in hiring, promotion, and compensation. This usually comes in the form of pay inequity and/or lack of representation in leadership and senior roles. Double standards and implicit bias can further exacerbate inequities in work-life balance, mentorship, career guidance, and receiving feedback. Our Real Talk panel will engage in an open and interactive dialogue identifying the challenges and offering strategies and practices that participants can utilize in their workplace to begin the process of eliminating gender-based discrimination. Join experts from Loeb Leadership and guest panelist Melissa Swanepoel, COO of video game company, FarBridge.
Staying Committed and DRIVING CHANGE
Authentic Allyship Is Needed Now More Than Ever
The population of underrepresented communities at the leadership or manager level is small -- and the number of people in leadership advocating and advancing the careers of folks from these communities is also shrinking. A recent NBC report showed the attrition rate for DE&I professionals at the end of 2022 was 33% compared to 21% for non-DE&I professionals. Our panelists will explore the critical difference between performative and authentic allyship, and provide practical strategies for building trust and fostering constructive dialogue. Additionally, we'll examine the importance of recognizing and addressing bias in the workplace, as we strive to create an inclusive and supportive environment for all.
Maintaining the Momentum of your DE&I efforts
In today's discussion, our panelists discuss how to keep up the momentum around DE&I initiatives. When it comes to organizational initiatives around diversity, equity, and inclusion, we're seeing some fatigue and stagnation as the initial momentum of DE&I efforts begins to slow down. DE&I professionals and company stakeholders are encouraging "more walk and less talk" for organizations whose efforts are languishing. But what does continuing to 'walk the walk' look like? Watch Loeb Leadership's expert panel discussion and learn why we're seeing this fatigue, and what can be done to refresh and rejuvenate organizational DE&I efforts -- and, of course, the importance of doing so.
Aspiration vs. reality in DE&I commitments
In recent years, there has been a growing emphasis on promoting DE&I within organizations, including law firms. While some law firms have made genuine commitments to DE&I, others are viewed as merely engaging in performative actions to create the appearance of commitment. Clients are increasingly assessing their law firms' dedication to DE&I through detailed questionnaires and surveys, demanding information on their actual demographics, attorney composition, and support staff diversity. This transparency leaves little room for law firm leaders to justify a lack of progress in DE&I efforts.
Law firms have excelled in promoting their DE&I initiatives, actively participating in diverse recruitment events and revamping their websites with compelling DE&I messaging to attract diverse talent. However, there is a question about the wisdom of this strategy. Does it risk creating a disconnect between the commitment to potential recruits and the reality within the firm? Are these firms genuinely aligning their actions with their DE&I statements, a misalignment that may become evident in the client-requested questionnaires?
Creating Inclusive & Equitable Workplaces
The Transformational Impact of Emotionally Intelligent Leaders
In this Real Talk panel discussion, Loeb Leadership’s experts delve into the transformative impact of emotionally intelligent leaders on reducing bias, workplace bullying, and attrition. Leaders with high EQ possess a heightened awareness of their own emotions and those of their team members, fostering a workplace culture that prioritizes empathy and inclusivity. By understanding and managing emotions effectively, these leaders are better equipped to identify and address biases that may permeate the workplace, creating an environment that values diversity and promotes fair treatment for all employees.
Should There Be Room for Polarizing Views in Inclusive Spaces?
Developing and sustaining an inclusive workplace culture should be a priority for any organization that seeks to create an environment where employees feel welcome, and their perspectives are heard and valued. However, we live in a highly contentious society. With many people being influenced to move farther toward opposing ends of the spectrum on a wide variety of issues due to their lived experience, we can't expect people to simply put these perspectives aside when they arrive at work. Our political, religious, and social views inform what voices, behaviors, programs, and policies we see as being most valuable. So how can leaders credibly foster a culture of inclusion knowing that strongly opposing viewpoints will inevitably make some people feel psychologically and physically unsafe? Who should define the boundaries of safety? Where should the line be drawn in terms of which voices are welcomed or not? Is there room for strongly opposing viewpoints on your DEI committee?
Creating an Inclusive Culture
In this webinar, our panelists discuss the importance of creating an inclusive culture and provide actionable steps to do so. A recent study reported in the MIT Sloan Review on the “Great Resignation” found workplace culture was one of the top predictors of attrition rates and has a significant impact on recruiting and retention (read the study here).
Our DE&I expert panelists discuss workplace culture and how companies can prepare to welcome diversity and foster inclusion, which reaches far beyond the hiring process.
Giving Effective Feedback Across Differences With Equity
Prompted by a recent discussion on inclusive workplace culture, our panelists received a comment from an attorney mentioning that as a woman of color, she does not receive the depth of feedback from her managers that her white colleagues receive, however, she is held to the same standards. What can leaders do to change this gap in communication? In this webinar, our panelists discuss providing effective, equitable feedback within the workplace from an inclusive workplace perspective.
Is the Current work environment eroding our health? Can inclusion be the remedy?
The amount of stress in today’s work environment is at an unprecedented level. This panel shares insights and explores the options available to leaders to increase your organization’s awareness of the strain the workplace is having on stakeholders’ physical and mental health, and the connection between inclusive behaviors and employees’ overall well-being. When employees trust that managers and leaders have their back and are creating a place for them, those employees are far more likely to stay and produce at a high level.
