In this episode, Michelle discusses what it means to create an inclusive and accessible workplace for everyone—particularly focusing on supporting employees with disabilities. Michelle highlights how organizations often approach disability accommodation from a compliance standpoint, waiting for requests rather than proactively designing accessible environments. She emphasizes the positive impact of being proactive—not only does this prepare the workplace for a diverse talent pool, but it also signals to candidates and current employees that inclusion and belonging are priorities from day one.

Michelle shares practical strategies for establishing accessible spaces, such as configurable workstations, quiet rooms, and making accommodations for both visible and invisible disabilities. She underlines the importance of individualized support, inclusive language, and normalizing the conversation around accommodations.

To find out more about and connect with Michelle, visit: www.Equity-at-work.com

Key Topics Discussed:

• Proactive vs reactive approaches to disability accommodation
• The hesitation employees feel in requesting accommodations
• How proactive accessibility supports recruitment and retention
• Examples of workplace accommodations (quiet rooms, adjustable workstations, etc.)
• The wide range of visible and invisible disabilities
• Temporary vs. permanent disabilities
• The importance of individualized support and active listening
• Using inclusive language and avoiding outdated or harmful terms
• Key statistics on disability prevalence, accommodation costs, and retention rates
• The role of flexibility and normalization in supporting employees

In this episode, Jamey tackles the crucial question of where Diversity, Equity, and Inclusion (DEI) should sit within an organization’s structure. Drawing on common pitfalls and practical recommendations, Jamey explains why embedding DEI as a secondary or split responsibility—often within HR—is a mistake that can undermine the initiative’s effectiveness. The episode highlights the difference between HR and DEI, emphasizing that DEI is not a compliance exercise but a strategic, culture-shaping function that deserves dedicated staffing and focus.

Jamey offers actionable advice, urging organizations to treat DEI as a core priority by assigning full-time staff and ideally establishing it as a standalone department. The discussion covers the importance of pairing passion with expertise in DEI leadership and why structural placement matters for long-term program success. For organizations not yet able to fully resource DEI, Jamey suggests ways to mitigate risks and set DEI leaders up for success as they work toward a more robust model.

To connect and learn more, visit: https://www.equity-at-work.com/

Key Topics Discussed:

• Common challenges in staffing and locating DEI within organizations
• Pitfalls of housing DEI within HR or making it a part-time responsibility
• The distinction between HR and DEI roles and focus
• The negative impact of treating DEI as a compliance exercise
• The importance of dedicated DEI staff and resources
• Recommendations for optimal DEI placement: standalone department or people experience/engagement team
• The need for DEI leaders with both passion and expertise
• Practical considerations for organizations with current resource constraints

In this episode, Michelle covers some of the top ways to drive lasting DEI change in your organization, providing actionable insights for leaders at every stage of their diversity, equity, and inclusion journey. Drawing from extensive experience, Michelle outlines broad, mindset-shaping principles essential to making DEI efforts effective and sustainable, rather than just a box-ticking exercise. She discusses that while tactical tips for program design or policy implementation are important, actual lasting change starts with thoughtful leadership, cultural alignment, and ongoing accountability.

She also talks about the critical importance of leading by listening, being honest about their DEI journey, grounding their strategies in their organization’s unique culture, and setting purposeful, measurable goals for both internal and external impact. Michelle also discusses the need for authenticity, stressing that performative actions can hinder efforts, and highlights how integrating DEI into the organization’s core DNA, backed by strong leadership and accountability, is key.

To learn more about Michelle, visit: https://www.equity-at-work.com/

Key Topics Discussed:

• Leading by listening and demonstrating empathy
• Honesty and transparency regarding DEI progress and setbacks
• Developing culture-specific DEI strategies and language
• Clarifying the purpose and goals of DEI work
• Balancing internal and external DEI goals
• Avoiding performative actions; being “real” or stepping back
• Operationalizing DEI so it becomes part of organizational DNA
• CEO and top executive leadership in DEI efforts
• Building clear accountability into every people leader’s role
• Grounding all DEI initiatives in change management techniques