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Can we “integrate” inclusion work without making it invisible? As we mark the 100th anniversary of Black History Month this February, organizations face a pivotal moment in the evolution of inclusion work. While many companies are moving toward "integrating" inclusion principles into their broader processes and talent lifecycles, there is a risk that these efforts will fade into the background without deliberate, sustained focus. Dean Delpeache introduces the "3 I's" framework (Intentionality, Integration, and Invisibility) to highlight key tensions and to help leaders assess their strategy. By coupling integration with explicit accountability and modeled inclusive behaviours, organizations can ensure that their commitment to equity remains visible and effective, even as the public conversation quiets. On this episode of Just One Q, Dominique chats with guest Dean Delpeache, a talent management expert and the Director of Strasity. They discuss the historical context of the Black History Month centennial, the state of inclusion work in 2026, and offer practical strategies for leaders to keep anti-racism work front and center. Keep Up with Dean: https://www.linkedin.com/in/deandelpeache/ https://strasity.com/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest  

If toughness built the ship, can belonging change its course? The maritime industry has traditionally valued "hard traits" like stoicism and rigid hierarchy, often creating cultures where employees must mask their true selves to survive. But Captain Kamila Calko argues that true safety and innovation come not from fear, but from psychological safety and authenticity. By shifting from a scarcity mindset to one of collective empowerment, leaders in traditional industries can build trust, improve retention, and create environments where everyone can thrive. On this episode of Just One Q, Dominique chats with Captain Kamila Calko, a marine industry trailblazer and founder of SeaLight and SeaLight Sisters. They explore the heavy cost of conformity in male-dominated workplaces and how Kamila transformed her leadership style by embracing vulnerability and authenticity. Kamila shares insights on navigating "lateral violence" between women, the critical link between psychological safety and physical safety, and how we can all be "architects of change" in systems that are slow to evolve. Keep Up with Kamila: https://www.sealight.one/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

What are the core habits of highly collaborative teams? Since Google’s Project Aristotle, we’ve understood that high-performing teams are defined by how they interact, not by who is on them. For today’s diverse, multigenerational, and decentralized workforce, supporting healthy interactions requires a strong commitment to specific strategies: the selection of accessible tools and technologies, clear methods to depersonalize conflict, and strong awareness of cognitive biases like “groupthink” and “risky shift.” By integrating these practical and relational strategies, teams can ensure diverse ideas are truly heard and valued. On this episode of Just One Q, Dominique chats with guest Jennifer Porritt, the founder and principal consultant of JP Consulting. Jenn is a human resources and training professional with more than 25 years experience helping leaders evolve and grow to support successful organizations. They discuss the core habits and strategies of highly collaborative teams, exploring the importance of psychological safety, managing constructive conflict, avoiding “groupthink,” and more. Keep Up with Jennifer: https://jp-consulting.ca/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

As we collectively recognize and redefine disability as a society, are employers ready for broader accommodation needs? As employers push for a return to the office, they face a rise in accommodation requests, particularly for remote work and non-apparent disabilities. This often creates tension, as supervisors may rely on personal bias rather than facts. The key to navigating this is a formal, data-driven, and compassionate interactive process led by HR. By moving beyond individual biases and focusing on finding reasonable accommodations, organizations can meet their legal and ethical obligations and support their entire workforce. On this episode of Just One Q, Dominique chats with Rachel Shaw, President of Shaw HR Consulting and author of “The Disabled Workforce: What the ADA Never Anticipated.” They explore the rise in accommodation requests from an HR and employer perspective, touching on why supervisors often default to “no,” the legal and ethical necessity of an interactive formal process, and how data-driven, human-centric conversations can help employers find workable solutions in a post-pandemic world. Keep Up with Rachel: https://www.shawhrconsulting.com/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest  

How can neuroinclusion transform leadership and workplace culture? Creating truly neuroinclusive workplaces requires a fundamental shift in mindset, from seeing neurodivergence as a deficit to embracing it as a form of diversity. This means moving beyond a purely extractive business case, practicing cultural humility, and rethinking communication, onboarding, workflow, and even the physical environment. By focusing on the needs of neurodivergent employees – the “canaries in the coal mine” – leaders can create healthier, more dignified, and more productive workplaces for everyone. On this episode of Just One Q, Dominique chats with Dr. Ludmila Praslova, author of The Canary Code: A Guide to Neurodiversity, Dignity, and Intersectional Belonging at Work. They explore how a neuroinclusive approach can fundamentally reshape leadership and workplace culture and why leaders must move beyond a narrow, extractive business case towards a model of “inclusive thriving.” They discuss practical ways to create more dignified and flexible workplaces that support neurodivergent employees, ultimately making them better and healthier for everyone. Keep Up with Ludmila: https://www.linkedin.com/in/ludmila-praslova/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

How does lived experience inform DEI facilitation, connections, and dialogues? While requiring DEI facilitators and educators to have lived experience can correct historical wrongs and build connections, it also puts them at personal and professional risk. This work involves significant, often invisible emotional labour, which falls disproportionately on those with diverse identities and can lead to burnout. To mitigate harm, organizations must provide structural support like co-facilitation and equitable workload distribution, while facilitators can use personal strategies like strategic self-disclosure to protect themselves. On this episode of Just One Q, Dominique chats with applied social psychologist Dr. Sara Kafashan about the practice of "identity as curriculum." They discuss the professional risks and emotional labour involved when facilitators use their lived experience in DEI work or to teach sensitive topics, and explore how organizations can better support those doing this vulnerable and essential work. Keep Up with Sara: https://www.linkedin.com/in/drsarakafashan/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

How can we build strong intergenerational teams in the workplace? Instead of viewing generational differences through the lens of stereotypes or a “competition of pain,” we can approach them as a form of cultural diversity. By fostering cultural competence, validating each generation’s unique experiences, and leveraging friction for growth, organizations can build stronger, more innovative teams. Strategies like two-way mentoring, having open conversations about values, and being curious about different perspectives can help organizations “future-proof” their culture, ensuring it is resilient and inclusive for everyone. On this episode of Just One Q, Dominique chats with guest Natasha Sharma, a DEI professional and the founder and CEO of Power in Progress. They explore how to move beyond common generational stereotypes by treating intergenerational differences as a form of cultural diversity. Natasha shares practical strategies to foster empathy, leverage friction for growth, and build stronger, more innovative teams that are inclusive for all ages. Keep Up with Natasha: https://powerinprogressinc.com/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

Can ‘civility’ bridge polarized perspectives at work? In our increasingly polarized world, many workplaces are turning to "civility" as a solution, but this approach often falls short by promoting a surface-level harmony that ignores the root of our divisions. Civility alone isn’t the answer, it’s only halfway there on the road to cultural competence. True progress requires developing skills that allow us to move beyond judgment and defensiveness. By understanding the developmental stages of how we interact with difference, we can navigate difficult conversations, reduce harm, and build the capacity to create genuinely inclusive and effective teams. On this episode of Just One Q, Dominique chats with guest Sara Taylor, a Cultural Competence expert and author of Filter Shift and Thinking at the Speed of Bias. They examine why civility initiatives often fail to bridge deep workplace divides and explore the five-stage model for developing cultural competence. They also discuss the real harm of politicizing identity and why true effectiveness requires moving beyond mere civility to genuinely understand and adapt to difference. Keep Up with Sara: https://www.sarataylor.com/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

Can neurodivergent adults heal our relationship with “productivity”? Healing our relationship with productivity is the key to finding satisfaction and self-efficacy at work. By understanding diverse productivity styles and the emotional factors that affect productivity, we can break free from negative cycles of guilt and shame. Reframing productivity can give us the self-knowledge and vocabulary we need to better self-advocate, to collaborate, and to work in ways that work for us. On this episode of Just One Q, Dominique chats with guest Kerry Ann King, a wellbeing and productivity expert and CEO of Eluminate Labs. They examine our relationship with “productivity” and how we can rethink it through self-compassion, understanding our productivity styles, and addressing the emotional factors that impact how we work. They also explore strategies for supporting neurodivergent individuals and building inclusive workplaces. Keep Up with Kerry Ann: https://eluminatelabs.com/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

How can you tell if you’re a bad boss? Healthy workplace cultures start from the top. Effective leaders are self-aware, and understand the power dynamics in their organizations. They constantly build trust through admitting mistakes, recognizing their own blind spots, inviting and acting on feedback, and fostering constructive dissent to create an inclusive environment where people genuinely want to contribute. On this episode of Just One Q, Dominique chats with Jamie Woolf and Dr. Christopher Bell, leaders at Creativity Partners, a consultancy with a focus on unleashing, trust and innovation through constructive disruption. They discuss how to identify and avoid being a "bad boss" and explore the importance of self-awareness, fostering trust, playfulness, open communication, and creating spaces for feedback and dissent. Keep Up with Jamie & Christopher: https://www.creativity-partners.com/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest    

What mindsets and strategies are essential for today’s leaders? The skills that help people rise in the ranks at work aren’t always the same skills they need when they reach leadership roles. Leaders are often expected to excel at people management without formal training. They’re asked to maintain a delicate interpersonal balance, fostering trust, psychological safety and motivation. Every leader needs a basic toolkit of leadership skills and strategies to avoid burnout while leading effective and human-friendly workplaces.  On this episode of Just One Q, Dominique chats with guest Jennifer Porritt, the founder and principal consultant of JP Consulting. Jenn is a human resources and training professional with more than 25 years experience helping leaders evolve and grow to support successful organizations. They explore common challenges leaders face and discuss several practical strategies for effective leadership. Keep Up with Jennifer: https://jp-consulting.ca/ Become a Learning Snippets Partner:  https://dialectic.solutions/learning-snippets/become-a-partner/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

How can we leverage ERGs for personal and collective empowerment? Employee Resource Groups (ERGs) are more than social gatherings – they are incubators for professional growth, leadership, and strategic partnerships. Hady Mendez, an expert in ERG coaching, discusses how ERGs create safe spaces, foster cultural ambassadorship, and influence company strategies. She emphasizes that ERG leaders should leverage their roles for personal and professional growth, and how organizations benefit from recognizing the strategic value of ERGs. On this episode of Just One Q, Dominique chats with guest Hady Mendez, a New York-based Amazon bestselling author, Latina speaker, ERG coach, and founder and CEO of Boldly Speaking, LLC. They explore the role of ERGs in today’s workplaces and Hady shares her experience and insights on how both individuals and organizations can maximize the potential of ERGs for a more inclusive and equitable environment. Keep Up with Hady: www.boldlyspeakingllc.com Become a Learning Snippets Partner:  https://dialectic.solutions/learning-snippets/become-a-partner/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

Intellectual humility is acknowledging your own knowledge and limitations, and it is generally seen as foundational for skills like critical thinking and decision-making. However, Dr. Steve Bland’s research suggests that cognitive diversity, which includes some intellectual arrogance and dissent, is actually beneficial in collective decision-making. Leaders can leverage the contributions of individuals who are “always right,” while also striving for intellectual humility at the team or organization level. On this episode of Just One Q, Dominique chats with guest Steve Bland PhD, an Associate Professor in the Philosophy Department at Huron University. His work focuses on the intersection of empirical science and philosophical theory. They discuss the challenges and impacts of intellectual humility in the workplace, and how leaders can take a collectivist approach to creating humbling environments.   Keep Up with Steve: https://philpapers.org/s/Steven%20Bland Become a Learning Snippets Partner:  https://dialectic.solutions/learning-snippets/become-a-partner/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

 How can we lead healthier conflicts at work? Conflict doesn’t have to be a bad thing. In fact, it can be the key to a healthy and innovative workplace – when it’s addressed with intention. With self-reflection, empathy, open communication, and tools like the Thomas Kilmann Instrument and the Conflict Dynamics Profile, you can practice navigating conflict with intention creating space for healthier outcomes in your workplace. On this episode of Just One Q, Dominique chats with guest Crista Renner, a mediator specializing in workplace conflict and culture dynamics. They discuss the role of culture, systems, power dynamics, and peoples’ upbringings and trauma responses in shaping workplace conflict and suggest tools to help us approach conflict with more intention. Keep Up with Crista: https://www.linkedin.com/in/cristarenner/ Become a Learning Snippets Partner:  https://dialectic.solutions/learning-snippets/become-a-partner/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest

What does it take to lead for belonging? Leading for belonging requires a deep commitment to self-reflection, an alignment between values and actions, and actively building accountable spaces. Rather than treating DEI as a separate ‘above-and-beyong’ goal, leaders should focus on their impact, redistribute the burden of equity-related initiatives, and ensure that accountability is paired with authority. On this episode of Just One Q, Dominique chats with guest Aiko Bethea, a DEI expert, certified executive coach, and former attorney with a passion for justice and equity. She’s the founder of RARE Coaching & Consulting and works with notable organizations including the Brené Brown Education and Research Group. They discuss the pushback against DEI rooted in scarcity, binaries, and individualism, and present self-reflection and accountable spaces as a powerful and necessary antidote. Keep Up with Aiko: https://www.rarecoaching.net/ Become a Learning Snippets Partner:  https://dialectic.solutions/learning-snippets/become-a-partner/ Try Learning Snippets: https://dialectic.solutions/signup Contact Us to Be a Guest on Just One Q: https://dialectic.solutions/podcast-guest