Inclusion in Progress
We've been talking about diversity, equity, and inclusion (DEI) in companies for 50+ years, but the conversation isn’t keeping up with how quickly our world is changing. So isn't it about time we updated the conversation for our globally distributed workforce? This podcast provides equity-minded leaders practical advice to lead inclusion in the workplace. Inclusion in Progress is hosted by Kay Fabella. Kay is a Filipina-American living in Spain since 2010. She's also a DEI practitioner, author, speaker, and CEO of Inclusion in Progress, LLC. Having worked with companies like Red Hat, Meta, the IMF, and more, she brings a nuanced international perspective to her company's work with distributed teams. Kay believes that everyone — regardless of race, ethnicity, gender, ability, age or background — has a role to play in creating inclusion for all. Inclusion in Progress will give you the insights, daily micro-actions, and data-driven strategies you need to create an equitable work culture that brings out the best in each of us. So if you're a company leader who's ready to turn DEI from insight into action — hit that subscribe button to learn how your leadership can create a more inclusive world for us all. To learn how we can support your organization with inclusive distributed work solutions, email us at: info@inclusioninprogress.com. To learn more about the future of work culture, download our 2024 whitepaper at: https://inclusioninprogress.com/learn **Please note: we are NOT accepting guests for our podcast.**
Episodes
For this episode of Inclusion in Progress, we return to our Distributed Work Expert Interview Series.
On the podcast, we’ve been highlighting some of the world’s leading experts who continue to map, innovate, and design how distributed work looks from inside forward-thinking companies — designing a version of work that works for teams — regardless of where they choose to work.
Our goal is to ...
Have you ever wondered how you can take your existing hybrid work model and optimize it so that it serves both your employees and your business goals? We often think of hybrid models as a compromise between remote and office-based work but — if you don't intentionally design and revisit your hybrid strategy regularly — this mentality can end up hindering productivity rather than enhancing it.
Which is why...
When it comes to discussions about artificial intelligence (AI) in the workplace, most immediately veer into negative territory. It’s hard not to feel alarmed when most headlines we read about AI range from the outrageous to the terrifying.
But in reality, what are most organizations actually using AI for? How are systems, protocols, and processes being updated by AI-enabled technologies? And what does the...
For years corporate success was measured by the size of a company’s headquarters, but this all changed overnight when the pandemic hit. Companies soon realized that they didn’t need their employees to commute to one central location to collaborate effectively.
Which is why on this episode of Inclusion in Progress, we’re diving into one of the 12 distributed work models we’ve identified while working with r...
On this episode of Inclusion in Progress, we resume our Distributed Work Expert Series.
With this series, we’re highlighting some of the world’s leading experts who continue to map, innovate, and design how distributed work looks from inside forward-thinking companies — designing a version of work that works for teams — regardless of where they choose to work.
Our goal is to start highlightin...
As we’ve learned over the last five years, workplace flexibility is not one-size-fits all. Some teams need structure, others need autonomy. Some teams are scattered across the globe, and others are scattered across a state or a country.
Which is why on this episode of Inclusion in Progress, we’re diving into one of the 12 distributed work models we’ve identified while working with remote and hybrid teams.
...As hybrid work becomes the new normal, companies face the challenge of balancing flexibility with collaboration. This has become the defining challenge for companies worldwide today.
For some, hybrid work offers the best of both worlds, providing flexibility for employees while maintaining in-person collaboration. However, without a clear strategy, companies risk increased turnover, disengagement, and miss...
Hybrid work is a spectrum — and there are more than two options than just fully remote and fully in-office.
Which is why on this episode of Inclusion in Progress, we’re diving into one of the 12 distributed work models we’ve identified over the past decade of working with remote and hybrid teams.
This episode breaks down the Asynchronous-First + Planned In-Office Time Model — which balances ...
On this episode of Inclusion in Progress, we kick off our Distributed Work Expert Series.
With this series, we’re highlighting some of the world’s leading experts who continue to map, innovate, and design how distributed work looks from inside forward-thinking companies — designing a version of work that works for teams — regardless of where they choose to work.
Our goal is to start highlight...
In today’s global workplace, effective communication can make or break a team’s success. But for multicultural, distributed teams, navigating differences in language, cultural norms, and collaboration styles often feels overwhelming.
In this episode of Inclusion in Progress, we uncover the root causes of communication challenges in distributed teams — and more importantly, how to solve them.
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From leadership gaps to communication barriers to unclear expectations — companies are missing opportunities to find a distributed work model that works best for their teams.
On this episode of the Inclusion in Progress podcast, we discuss what is standing in the way of making distributed work models effective, why the debate should move beyond remote vs. RTO (return-to-office), and what leaders like you c...
We’ve spent 2024 navigating some of the most pressing challenges facing our organizations today:
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Communication breakdowns between teams due to socioeconomic or geopolitical events
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The tug-of-war between return-to-office and remote work
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Read more
A principle at the core of our Inclusive Distributed Work™ framework is compassionate collision — bringing different perspectives to the table and creating psychological safety for everyone to contribute their ideas and views to an organization.
The goal of compassionate collision isn’t to “fix” or “solve” complex issues overnight, but to create an environment where people can express themselves without fe...
IIP128 Why In-Office Mandates Hinder Innovation & Inclusion Show Notes
The company on everyone’s mind in the ongoing return-to-office debates is none other than Amazon. The global company’s decision to roll back hybrid work models and reinstate in-office mandates in January 2025 has raised eyebrows — and not in a good way.
While Amazon (and companies like them) may view th...
Since 2022, employers have been working against a global talent shortage, particularly amongst knowledge workers. This has put immense pressure on teams, increasing the risk of burnout, and prompting some leaders to consider leaving their positions.
Doubling down on DEI (diversity, equity and inclusion) to increase the presence of underrepresented or excluded groups — whether from non-traditional backgroun...
Hybrid work has been most commonly defined as a blend of in-office and remote work. This form seemed like the perfect solution as we transitioned post-pandemic because it promised flexibility and a balanced approach to the workplace.
However, many organizations have found themselves stuck in the middle ground where the emphasis is still on showing up at the office rather than focusing on p...
In this episode of the Inclusion in Progress podcast, we share more about our signature Inclusive Distributed Work™ — which we’ve used with tech companies worldwide to support their distributed teams.
At Inclusion in Progress, we define distributed work as physical distribution (remote, hybrid and in-office) and geographical distribution (global and multicultural). Which means that even before March 2020...
In our post-pandemic world, many more companies have distributed workforces.
Which means many of the HR, Talent and People leaders that we engage with are having to rethink and redefine how to close the gender gap in leadership — when many no longer share the same physical office space or cultural context.
With that said, research shows that sponsorship remains one of the most effective ...
We often hear about mentorship or sponsorship programs for companies looking to increase representation as a part of their DEI — or diversity, equity and inclusion — initiatives.
But how do you know which program is the best fit for your organization?
Inspired by our conversations with hundreds of HR, DEI and People leaders of distributed teams, we discuss how to close the gender gap in l...
Organizations that claimed to support diversity and inclusion in the wake of the pandemic are continuing to mandate Return-to-Office policies today.
Leaders are clinging to the paradigm of in-office work as the gateway to productivity and performance — rather than using this moment as an opportunity to leverage the insight they've gained from their own flexible work experiences to innovate new ways of w...
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