We caught up with the brilliant and insightful Meagan Farris a few weeks ago and have shared our conversation below.

Meagan, thanks for joining us, excited to have you contributing your stories and insights. Do you have any thoughts about how to create a more inclusive workplace?

Creating a more inclusive workplace is a big deal, and it’s something I’m pretty passionate about. Before we get started, I want to recognize my own background and underscore the paramount importance of acknowledging my privilege as a white, straight-passing woman. It is not just important, but absolutely crucial to leverage my experiences to passionately encourage others to actively listen to the voices around them and fervently advocate for inclusivity in their own unique ways. At the same time, while I address some of my own hurdles as a woman and mother, I don’t want to invalidate the privileges I garner as someone in my position.

In my journey through the insurance, real estate, people, tech, and entertainment industries, I’ve seen both sides of the coin when it comes to workplace inclusivity. There were times when it wasn’t so inclusive, and others where it really shone, and these experiences have shaped my perspective on this crucial issue.

Early in my career, I encountered some pretty frustrating situations – getting shushed in meetings, being told to wear makeup, and feeling the pressure to stay late despite needing to pick up my kid from school. These experiences really highlighted the need for change and the ongoing challenges that people, especially women, face in such environments. Additionally, as someone who started her family and career at a relatively young age, my lack of a degree often excludes me from growth opportunities, despite my resume, which speaks to the outdated professional biases that still exist in the workplace.

However, I’ve had some moments where I’ve been able to be a part of the change and can say that I worked to create significant progress in fostering inclusivity during my time in Workplace Experience. For example, I had the opportunity to create a mission statement and guiding principles specifically with Equity, Diversity, and Inclusion (EDI) in mind for my team. It resulted in better alignment within the team and improved employee engagement with our initiatives, events, and programs. That was a turning point for me because it showed the power of setting clear EDI goals and values for the team.

I also established annual EDI Objectives and Key Results (OKRs) for our international teams. This move led to a 30% increase in inclusive practices across the organization, as measured by employee feedback. It made me realize that when you have measurable objectives, you can really make an impact in this area.

And let’s not forget the importance of cross-functional collaboration. Working on strategies to bring Business Resource Groups (BRGs) and global operations together was a game-changer. It boosted cross-functional collaboration by 20% and led to a 35% increase in the successful implementation of EDI initiatives in different regions. This experience taught me that teamwork and alignment can drive meaningful change.

I’ve also come to understand that diversity isn’t just about gender, sexual orientation, and race; it’s about all the things that make us unique, like educational backgrounds, geographical location, parental status, thinking styles, personality types, age, economic situations, and more. Inclusion, on the other hand, is all about making everyone feel valued and heard, beyond the superficial checkmarks.

So, my advice for creating a more inclusive workplace is pretty straightforward:

Set Clear Goals: Establish your commitment to diversity, equity, and inclusion with a mission statement and guiding principles.

Measure Progress: Use measurable objectives to track your progress in creating a more inclusive workplace.

Promote Collaboration: Encourage teamwork across departments to embed EDI initiatives into your organization’s culture and work with the teams/volunteer groups that are most directly impacted.

Educate and Raise Awareness: Offer training and awareness programs to educate everyone about the importance of EDI.

Banish Bias: Develop strategies to reduce bias in all aspects of your organization (and understand that we all carry unconscious bias with us in our day-to-day).

Support Work-Life Balance: Recognize the importance of work-life balance and be flexible with your employees. Also understand that real-world events may have an impact on how your employees bring themselves to work and be mindful of impactful events taking place within their identified communities.

Listen and Act: Create channels for employees to voice their concerns and ideas related to EDI, and then take action based on their feedback.

In the end, inclusivity is not just about doing the right thing; it’s also about driving innovation and success. So, let’s work together to create workplaces that are truly inclusive and empowering for all.

Meagan, before we move on to more of these sorts of questions, can you take some time to bring our readers up to speed on you and what you do?

I’m a People & Space management professional with a diverse background, having worked with various organizations. My experience encompasses customer success, employee engagement, and project management, all while keeping a keen eye on the big picture and those crucial details. I’m all about making systems more efficient with creative problem solving and trust building.

In the corporate real estate and workplace industry, I’ve managed multiple facilities with a significant number of employees and a variety of direct report worker-types. I’ve supported multiple cap-ex projects, furthering emphasizing the importance of meeting at the intersection of productivity and engagement.

I’m an advocate for creating a safe space for employees to bring their whole selves to work, prioritizing employee wellness and experience, while optimizing efficiency and mitigating costs. I’ve demonstrated excellent negotiation skills and a knack for finding cost-effective solutions without compromising quality. I believe that creating an inclusive, collaborative, and welcoming environment is to the benefit of employees and employers.

Beyond my professional life, I’m a published poet, and coffee is my daily companion. I’m also a proud human mother of two and a devoted cat mom to one furry baby.

Do you have any insights you can share related to maintaining high team morale?

Change is a constant in the professional world, and pretending otherwise isn’t productive. I encourage my team to embrace adaptability and understand what’s within their control and what isn’t. We openly discuss the changes and their potential impact.

It’s important to have those real conversations, acknowledging that change can be challenging. By providing information and support, and listening to my team’s concerns, we navigate change together. And remember, it’s perfectly fine to say ‘I don’t know, but we’ll figure it out together’ when dealing with uncertainties. It’s crucial to foster a professional but authentic atmosphere. While we do celebrate successes and boost morale, we also acknowledge that challenges and conflicts are part of any workplace. It’s unrealistic to pretend everything is always perfect.

In fact, I encourage open and honest discussions about these challenges. I believe in creating a space where team members feel comfortable sharing their concerns and issues without fear of repercussions. It’s about mutual respect and trust, not about sugar-coating problems.

One way to do this is by holding regular team meetings where we discuss both successes and difficulties. It’s not about placing blame but about finding solutions together. Transparency is a big part of this; sharing relevant information, whether it’s good or bad news, helps build trust.

Additionally, I believe in setting realistic expectations, being clear about what we can control, and what’s beyond our control. Sometimes, it’s about accepting the situation and finding ways to adapt or minimize the impact.

And when it comes to maintaining a professional atmosphere, it’s essential to keep personal boundaries while still being approachable. I’ve found that being respectful and empathetic while maintaining professionalism can create an environment where everyone feels valued, heard, and safe to express their thoughts and concerns.

At the end of the day, creating a work environment that’s professional, open, and honest is about acknowledging reality and addressing it with respect and empathy. It’s about being authentic and striving for a balance between positivity and a genuine understanding of the challenges we face.

Are there any books, videos or other content that you feel have meaningfully impacted your thinking?

Books:

“Drive: The Surprising Truth About What Motivates Us” by Daniel H. Pink: This book explores the science of motivation and how it can be applied to leadership and management.

“Good to Great” by Jim Collins: Collins discusses the characteristics of companies that transitioned from good to great and how these principles can be applied to leadership and management.

“Leaders Eat Last” by Simon Sinek: Sinek explores the concept of selfless leadership and how it can create a more engaged and motivated team.

“Dare to Lead” by Brené Brown: Brown delves into the importance of vulnerability, courage, and empathy in leadership.

Videos and Talks:

Simon Sinek’s TED Talk: “How Great Leaders Inspire Action” – This famous TED Talk explores the concept of starting with “why” and how it can inspire people to follow your lead.

Brené Brown’s TED Talk: “The Power of Vulnerability” – Brown discusses the role of vulnerability in leadership and its impact on building strong relationships.

Ken Robinson’s TED Talk: “Do Schools Kill Creativity?” – While not directly related to management, it emphasizes the importance of nurturing creativity and innovation in both education and the workplace.

Essays and Articles:

Peter Drucker’s essay “The Effective Executive” – This classic essay explores the principles of effective management and leadership.

Harvard Business Review (HBR) – HBR offers a wealth of articles and research on leadership and management. Topics range from team dynamics to innovation and decision-making.

Medium – Medium hosts a variety of essays and articles on leadership, management, and entrepreneurship. You can find insightful pieces from thought leaders in various industries.