Organizations know that DEI work is important work, and it is. But not just because of the racial reckoning in these last two years. One of the biggest challenges diversity, equity and inclusion professionals face is helping organizations to see how far the DEI work actually stretches.
This is especially true right now, as some employees are back in the office while others are still working remotely–maybe with no plans to return to the office at all. Workplaces are remote and yet everyone wants to feel like they belong.
At the same time, DEI work doesn’t happen in a silo and one human resources professional can’t be expected to do all the work. It requires buy-in from the executive level, as well as a full time person who has the power to make decisions and make things happen.
This week on the podcast, I’m talking with Andrea Tatum, a DEI disruptor and consultant who supports organizations in doing the work and trains other DEI professionals to do the same. We talk about the importance of the DEI role being a top-level role and how to show other executives what work actually needs to be done. Andrea also shares how DEI pros can take care of themselves during this important work and some of the pitfalls that organizations may face if they don’t have the right people in these roles.
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About Andrea Tatum:
Andrea spent her early career as a marketer in non-profit arts organizations including theaters, ballets, & symphonies. She was named one of the most influential women in Atlanta by Rolling Out Magazine for her focus on diversifying audiences.
Shortly after moving to the Bay Area, she pivoted into Tech as a product marketing and events manager. And while her entire career has been about creating more diverse and inclusive spaces, she pivoted into a full-time DEI Career after running several of Tableau’s DEI programs. Connect with her on LinkedIn and follow her on Instagram.
Mentioned In This Episode:
dei, people, organization, burnout, workplace, chief diversity officer, belonging, role, work, professionals, important, creating, policies, mental health, support, diversity, company, starting, focusing, conversation
Andrea Tatum, Lindsay Recknell
Lindsay Recknell 00:00
Welcome to season four of mental health in minutes the podcast where we normalize mental health conversations at work, and share the strategies and tactics that make those conversations ones you actually want to have. I’m your host, Lindsay Recknell, the psychological health and safety advisor, a workplace mental health consultant, a speaker, facilitator and an expert in hope. If you’re listening to this episode, you know, our people need us more than ever, and I know you want to support them, but maybe you don’t know the words to use to engage them in conversation, or how to respond when they do open up. That’s what this podcast is all about. My guests will share tactical, practical and simple ways to connect with your people. Let them know you care about them and are there to support them and believe in them enough to continue investing in their career and personal development. Each episode we’ll also discuss the future of mental health in the workplace, and the top ways we can engage our leadership in the workplace mental health conversation, and have them endorse and pay for a positive culture shift within our organization. It’s hard to put into words but the first three seasons have meant to me as a workplace mental health professional. I am honored to learn from my guests and walk alongside them as they solve some of the biggest issues faced in their organizations today. One of these issues, dare I say the biggest issue I hear from leaders right now is that they end there people are suffering from burnout is syndrome resulting from chronic workplace stress. Burnout is very personal to me. The first time I experienced burnout was November of 2017. And this experience started me on the path to learning everything I could about burnout and what I could do to prevent, especially at work, be assured you can stop the slide. Burnout is not forever, and you do have the power to come back from the edge of burnout, you and your people. I’ve included a few simple strategies and tactics in my free training tryout package of materials you can download for free right now from my website at mental health in minutes.com. Forward slash tryout. without too much effort on your part, you can get started engaging with your team and teaching them to stop the slide into burnout for themselves. Included in this training tryout you’ll find two different lengths of presentations, a 15 minute and a five minute version, as well as the speaker’s notes for each along with a quick training video and a checklist to help you get started. Easy peasy just go to https://www.languageofmentalhealth.com/tryout and download your free copy now. I’ll also link to the download in the show notes of this episode. Let me know how it goes.
Super excited to introduce you to this week’s guest, Andrea G Tatum. Andrea spent her early career as a marketer in nonprofit arts organizations including theatres, ballets and symphonies she was named one of the most influential women in Atlanta by rolling out magazine for her focus on diversifying audiences. Shortly after moving to the Bay Area, she pivoted into tech as a product marketing and events manager. And while her entire career has been about creating more diverse and inclusive spaces, she pivoted into a full time d AI career after running several of Tableau D AI programs. A career coach for dei professionals, she’s recently launched a fabulous new website dedicated to helping dei professionals find great jobs with organizations dedicated to advancing their own diversity, equity, inclusion and belonging initiatives. Excited to learn more. So let’s get going. Hello, welcome to this show. It’s such a pleasure to have you here today. Andrea,
Andrea Tatum 03:15
thank you so much. I’m excited to be here. Thank you, I
Lindsay Recknell 03:19
would love to have you share with us who you are, what you do and who you serve. Yeah, well,
Andrea Tatum 03:25
I know you kind of give it my spiel, my bio a little debt, but I am Andrea G fatum. I use the pronouns she, her and hers identify as a black woman, cisgendered, heterosexual, based in Northern California, and I am what I call someone who landed into the role of diversity, equity and inclusion. And as you kind of read in my bio, I’ve had this very winding path to this field. And I really wanted to create opportunities for other people who are like me who are passionate about diversity, equity and inclusion, to kind of figure out how do you chart your own path into doing this work or figure out? How do I make sure regardless of the role that I’m in, I’m able to make an impact within my workplace, to make it more diverse, make it more equitable, and make it more inclusive. So I have my full time consulting business where I help organizations to do this work. And then I’m also a DEI Career Coach where I help those aspiring DEI professionals on their path into this field.
Lindsay Recknell 04:38
And you sound so passionate about this work. It’s very, very cool to hear someone who you know is is doing such great work out in the world and I love how organizations are focusing on this kind of work right now. Do you find this to be a new thing like, you know, is it is it accelerating that People are focusing on D AI in the workplace.
Andrea Tatum 05:03
I think so, you know, the work of diversity, equity and inclusion is absolutely not new. This is work has been around for a very, very long time. But I think the way in which is starting to be packaged up, and I think the prominence of it with in workplaces is absolutely being accelerated by just the access to being able to see what’s actually going on in the world. I think things like social media and 24 hour news cycles really are propelling this work forward. And I also think that, you know, millennials and the next generation are also insisting that the organizations they go and work with have diversity, equity and inclusion or social justice and access whatever those you know, belonging, whatever letters you want to add into that really be at the foundation of who the company is. And it’s important to them as they are actively looking for, for new places to come and work. So I think organizations are seeing how important it is to people who want to work with them, and are trying to figure out what exactly does that mean for who we are as a company, because so many of them have not add that embedded into into their foundation as a company.
Lindsay Recknell 06:26
And why is this work? So important? Excuse my ignorance, but I’d love to hear what you know, why, why is it so important for us as, as individuals, and for organizations to really embed this this kind of work in our in our cultures? And that’s
Andrea Tatum 06:43
a that’s a five hour conversation, right there within itself. But I’ll try to kind of give you the most succinct answer to it, which is, you know, I think historically, so many people have been denied access, and I keep going back to that work. But it really is what what this work is, is based on, and I talk about people from marginalized groups, I think about people of color, black women, black men, Latin x, or Latin, a Latino, indigenous people, women in general, people who are part of the LGBTQ plus community, people who are disabled, right, all of this. So when a lot of times when people hear the words diversity, equity inclusion, they think it is strictly about race. But it is so much more than that. It’s about creating a workplace where all of those people who most oftentimes are oppressed, who are in the margins, who don’t often feel a sense of being included, have that sense of feeling like, okay, not only am I included, I belong here, and I can do my best work. And I always give this example of like, when you’re trying to mask part of who you are, when you’re constantly kind of trying to hide who you are, you’re not bringing your best self, you’re not doing your best work, you’re often in the back of your head going, oh, like Did they interpret that wrong? They did they think that I meant something else is my is my posture being offensive, I always give this example of the fact that like, I’m really cold in meetings. And so if I sit in the meeting, when my arms crossed, it’s strictly about me being cold. But as a black woman, it is often interpreted as, oh, well, she has an attitude, she doesn’t want to be here. And you want to help to help people understand. Don’t dig too much into this, like, well, how are they able to contribute to this work? How are they helping us innovate, that’s what it really comes down to. And having all of these diverse perspectives really can help propel companies to be more innovative, and serve a more diverse population at the end of the day, because most companies don’t just have a, you know, kind of singular niche that they they cater to. And so you want people with these different perspectives working on your product, or whatever it may be, so that they’re serving this much broader community of people. So that is that is a is a lot to unpack in that. But that’s really what it does come down to is creating that ability for people to show up and do their best work.
Lindsay Recknell 09:18
And in a in an environment where they feel psychologically safe to do so that they feel like they don’t have to check themselves at the door. And I love what you said about the richness of adding all of those voices into the conversation because, you know, regardless of your family of origin or your personal experiences, your lived experiences, you have something so great to add to the conversation and making people feel like they belong and confident enough to share those voices is is hugely important. Exactly. Exactly. Beautiful. So if an organization is thinking yes, I believe in this i Definitely want to do this work. Where do you recommend they start?
Andrea Tatum 10:06
You know, I, I’m a firm believer in starting with data, you have to understand what are you trying to solve for, you have to really know what the problems are inside of your organization. And I can’t go in and treat any two organizations as if they are exactly the same. Things like their location, the size of their organization, how they consider remote and flexible work, all of these things kind of contribute to who that organization is. And so I want to understand like what’s happening? So I want to look at how who’s leaving your organization? Are we seeing a trend in which more women or women of color, more men of color are leaving the the organization at a rate that’s, you know, significantly higher than other people? And why is it voluntary is involuntary? And then I also just want to understand, like, you know, at the end of the day, like, especially I work with a lot of tech organizations, are you seeing fairly equal numbers in terms of women working in technical roles? What are those numbers look like? What is it telling you, but then I also want to hear from the individuals within the company and understand what they are experiencing in their company, I want to look at the policies that exist within the organization, I want to understand the values what what creates the culture that your company has, and then you take all of that and really start to begin to assess what problems did you need to solve for, then you can begin to create a very specific strategy and priorities right? No one company is able to say we can solve every single problem all at once. So you want to be really intentional about the things that you are going to try to accomplish at any given time. And so the more strategic that more prioritize that list is, the better and then communicating that with the people within your organization saying, right, we don’t have it, all right, but this is the path that we’re going on. And this is how we’re going to try to do it. And it’s going to take every single person within the organization to help us achieve it because no chief diversity officer or CHRO, can accomplish Dei, if you will, all alone, it truly is everybody’s job to do this work. And the more transparent organizations can be about what it is that they want to be as a company, the easier it is for people to come along on that.
Lindsay Recknell 12:56
I love a whole bunch of what you just said there, one of the things that really stood out was getting the data to support it. So often, let’s say you know, functional line lever leaders or HR professionals, they recognize the importance, they recognize the need to do this kind of work. And sometimes it’s hard to get that message all the way up the executive chain. And so having the data to support you give us gives even more foundation gives even more evidence to support why this what how this work could really benefit the bottom line, you and I’ve been working in this space for long enough to know that the math makes sense, even from a productivity point of view. And then one of the things you mentioned was, you know, the chief diversity officer, a role dedicated to to making sure that this work is is being done in the organization, or roles like that required, is this something that an organization that somebody can do off the side of their desk? What does that look like?
Andrea Tatum 13:57
Yeah, you know, when I think about kind of how does diversity, equity and inclusion and belonging show up for an organization, my recommendation is for an organization to usually start by having a chief diversity officer, that person actually should have, you know, a direct report either to I prefer the CEO, there’s lots of different opinions on that. But I do think it’s an executive position. At the end of the day, someone who has authority to make decisions. And I see a chief diversity officer, as a strategist, their goal is to do you know, get into this diagnosis, understand, like what is really going on, and be able to build that strategy to help take the company to through all of the things that they need to do in order to to improve to become more diverse at football inclusive. That is that person’s full time dedicated job. Then as you get more mature, you start adding to that You know, oftentimes what I see in organizations is that they may hire more of an entry level role, or kind of a project manager event manager role, because they want someone to come in, manage their cultural holidays, and do all of those great events, like pride and do all of these things. And I love every single one of those events. And I think they are a part of a much bigger strategy. When I think about the role that employee resource groups plays. They’re often around building internal community and creating a better experience for people who are in these different identity groups. That’s one, one thing I want to learn more about, what are you going to do to create more professional development, make sure that we are focusing on inclusive leadership that people have the tools and the language that they need to be able to do this work. And that’s really where a partnership with a chief diversity officer in every single department is able to make that happen. So I think there’s so many different jobs within diversity, equity and inclusion, that truly the chief diversity officer is steering in the right direction for the organization.
Lindsay Recknell 16:14
So it just gives me chills to hear you say that because I just, I couldn’t agree with you more, it is so important, it deserves somebodies full time focus. And I think where organizations fall down sometimes is they make it more of a checkbook back to check box activity where they won’t know it’s important, but they haven’t, I don’t know, haven’t yet convinced the people with the purse strings that they need to spend some money on it, or they figure it’s, you know, not a whole bunch of work. So somebody could surely do it, you know, 10 or 15 hours a week. And I mean, I appreciate the sentiment, but you’re not going to make a difference. You’re not going to embed this kind of belonging in the culture of your organization unless you have somebody whose job it is to partner with every other department in the company.
Andrea Tatum 17:03
Exactly, exactly. It truly is a partnership, that that is what makes this work really well. It’s people all saying like, yes, we see this goal, we understand what we are striving towards what we want to be, and we’re going to all actively go in that direction, to to be able to achieve it and having a really defined strategy allows for that to happen. I will say I think it’s so beautiful when there’s this grassroots part of it. And I don’t want to, like diminish that or take that away. And you often see that swell of people saying it right. But you can often feel in that very grassroots kind of organization and creation, a lack of ability to truly make change. Because you don’t have that authority, you’re not in a role in which you can really make dedicated decisions. So kind of see organizations shift from that very groupthink, organic mindset to saying like, let’s bring in a person to be in control of this is always really awesome. And I have no I love when companies say before we even hire a chief diversity officer, let’s hire a consultant to come in to help make sure that we’re setting up your chief diversity officer for success. Because one of the things I see a lot of times that happens is companies say, alright, we’re going to hire this chief diversity officer, we were going to solve the EI and the expectations for what is on the shoulders of that Chief Diversity Officer is so great. And it takes time, it takes time to do assessments, it takes time to learn the culture of an organization. So when the expectations that we’ve got a new Chief Diversity Officer, and they’re gonna solve it real quick for us, you’re unfortunately setting your chief diversity of Officer up for disappointment and failure within your organization.
Lindsay Recknell 18:57
And I can imagine, what a tough role a DIA dei professional would have in an organization without even adding all these extra expectations. And they know that this is an area that you focus on supporting dei professionals to, you know, make some big change and to really have these fulfilling careers. Can you talk a little bit about how the profession has evolved? And some what what are some of the challenges facing dei professionals these days?
Andrea Tatum 19:31
Yeah, I mean, I think I think at the end of the day, that just that simple fact that there is a dedicated di role, I think di has for so long fell under the role of an HR professional. So I think that is really where we’re starting to see this major shift, having people who are specifically dedicated to this work day in and day out, and then sorry, you know, what, what was the second part of that question?
Lindsay Recknell 20:00
What kind of challenges are? Are you supporting dei professionals? Or what kind of challenges are they seeing right now? In this in their work?
Andrea Tatum 20:09
Yeah. Okay. So I think some of the challenges that the EI professionals are really seeing in this work is oftentimes a lack of support from from the organization, because, again, many times, companies are just wanting that checkbox activity of doing the AI, for they’re not always really willing to, to dig in and do the work. And then to actually make changes. Oftentimes, what I hear from people who are getting into this work is they go in, they’re so excited, they have all of that passion, then they’ve got to say, Okay, how do I use my skill and my past experience to really make this change in the organization? And the organization said, Oh, we wouldn’t, we didn’t actually want to change anything. We just, we just wanted you to be here. And we’ll change a few things. And we’re going to do these cultural holidays. But like, you’re asking us to change policies about how we do our work, or how do we acknowledge people who are transgender, or how to wet parental policies are like we don’t, we don’t want to go that deep, because that’s not Dei. And I think people have this idea of what dei is. And it’s, it’s kind of in one place, versus it’s all of the work that it takes to create that change. And so I think a lot of times, we’re also as di professionals, often we are the people who are coming from marginalized groups, we’re passionate about this work, because we don’t want anybody else to experience what we’ve experienced in the workplace. Feeling like not having that sense of belonging, not feeling included questioning our ability to speak up and have that psychological safety. So we’re often in this role of trying to solve this problem for someone who looks like us, people who are, you know, coming from other underrepresented groups. And we often fall into the role of having to be a therapist, for people who are experiencing trauma in their workplace. While in a lot of workplaces, chief diversity officers are experiencing trauma themselves, they’re being gaslit, to think that they were brought here to make real change, when in actuality, they were here to just check that box. So it is, is you’re constantly having to figure out how do I care for myself, while I’m trying to have compassion and take care of other people and to truly make change in this organization?
Lindsay Recknell 22:37
No, it sounds exhausting. You are fabulous humans, you know, and I, I say that I say that in jest, but truly it you know, you must be really super passionate about this work to continue to get up and go again, right to to have these experiences have, you know, come from a place of lived experience of of potentially past traumas, and bringing your culture, cultural experiences into the workplace, and then also having to educate and support and all of those things, how can dei professionals take care of themselves?
Andrea Tatum 23:19
Yeah, I absolutely recommend having a support system. And that support system looks like creating community of other dei professionals, other people who understand what you’re experiencing, who are doing the work. But I also highly recommend having someone to help take care of your mental health in having a therapist. Getting a therapist was like the best decision of my life while I’ve been doing this work, because you are constantly questioning yourself, as you’re doing this work and and you’re making sure like, Are you checking your own biases? Are you doing all of this work? How are you feeling? What are you experiencing, and being able to have some one to two help and support you with that? It’s, it is so so essential, because I always use this metaphor of like, what they tell you on the plane is that you have to put your mask on first before you put the mask on anybody else. And that is my top advice for for dei professionals. put your mask on first, you have to take care of yourself. That means you have to sleep you have to eat, you have to exercise you have to do all of those things to care for your mental and physical self in order to help other people do that.
Lindsay Recknell 24:41
I couldn’t agree with you more. I use that analogy myself. Excuse me in many conversations because often when we are so service focused when we are so intentional about supporting other people, we tend to think that self care is selfish. That everybody is more important, but truly, you can’t pour from an empty cup, you know, you must find ways to, to take care of yourself first for sure. Absolutely. Um, you mentioned some of the mechanisms and some of the policy changes that are fundamental to making cultural change in this work. Can you talk a little bit more about that and sort of what, what a D, what a DI professional could expect? The work to look like when they come into a role where they’re making changes like that?
Andrea Tatum 25:33
Yeah, well, I’ll say this, I’ll start by saying every role within dei is so very different. I often get asked like, do I have to have this certification? Do I have to have this and that? So I want to start start there in that it really depends on like, what is the job that you are coming in to do my expectations for education, skills, and level for someone have a chief diversity officer looks really different than what my expectations are someone who may be coming in, as a dei specialist, as a generalist, or a program manager, or someone whose full time job is focusing on like diversity, recruiting, all of those jobs have very different skill sets and experiences that you can bring to the table that are very valuable. I think of the DEI person, as someone who needs to be able to, again, partner across the entire company, and especially partnering with the team that’s looking at total rewards, what are the benefits? What are all of these things? I want someone who can really get in there and assess based on what the organization is telling us, right? What are these policies? Are they are they ableist? Are they anti racist? What what is going on? And if you don’t feel like you completely have the ability to do that, that’s okay, bring in the right people to help to do that assessment. I think it I think there is this idea that like, everyone needs to be able to wear every single hat. And that’s not always realistic. Someone may have really, really great job at being having leadership, negotiation, and doing change management, and doing communications, but they may not have a deep, deep knowledge on policies, and they bring in the right people to the table. It’s about being able to be knowledgeable about what you do know, and where you also need support as well. So having all of those right people at the table to really dig in, assess what’s going on, and then look at policies right right now, especially with what we’ve been experiencing around COVID-19. I think one of the biggest things that we’re seeing, are people having to dig into what is what are our policies around the future of work? How do we expect people to show up? Are we creating enough guidelines and guidance for people to be able to know what our expectations are? Because it’s very different when you’ve got people constantly online, and communicating via new tools like Slack and teams? Versus how do you communicate and show up in day in and day out? So I think it’s really important to think about, you know, communication policies, conduct codes of conduct within your organization, and then truly getting into an asset, those total rewards those benefits, what are people needing within your organization, to be able to truly thrive and be able to have the best experiences and I love I’ve see so many companies starting to come in with new policies around parenting, and changing the language around how they talk about parenting. I’m starting to see so many more benefits come up for people who are transitioning in during while they’re working. And those are the kinds of policies that are really want to see organizations be able to evaluate and improve on
Lindsay Recknell 28:59
Oh, I love it. I really love what you said about just this idea of, I don’t know, traditionally, dei isn’t a I don’t know, a box, you know, like we think you’re one person could come in and do all the DEI things, but we wouldn’t expect one person to come in and do all the it things, right. You have different skills in in all of the areas and why should dei be any different. A light bulb moment went off for me and when you were mentioning that because I don’t think we talk about that often enough that it’s uh, you know, diversity, equity, inclusion, belonging, all of the things is a spectrum of experiences and policies and opportunities and, frankly, mind blowingly awesome. Andrea mindblowingly awesome. Thank you one of
Andrea Tatum 29:51
the things I absolutely yeah, I always try to tell people right it’s we get into this habit of saying dei and kind of creating this acronym and I think It, it almost does a little bit of shortchanging this work. Because I think it’s so important to say, what are we striving towards when we talk about diversity? That’s one whole stream of work. What are we talking about in terms of creating more, you know, equity within our organization? That’s, that’s a whole stream of work. How are we becoming more inclusive? How are we creating belonging? And not to say that there’s not overlap in those things? But it’s about being intentional about each of them to make sure are you? Are you considering diversity? Are you considering equity? Are you considering the inclusion piece in every single part of what you’re doing? So I think it’s really important to break it apart and think about the skills and the things that you need to do to accomplish each of those things that fall under D e, i, b, social justice, access, I love all the different acronyms that are out there.
Lindsay Recknell 30:58
Yes, and all of the language, all of the language is so so so important. It gives us that framework to connect with each other. You know, one of the things we do best at mental health in minutes is open the door to these kinds of conversations and truly, your your the use of your language, your ideas, your in your inclusiveness and intention building for the future has been so enlightening. And so it feels so hopeful the work that you’re doing. Could you tell us a little bit speaking of hopeful, tell us a little bit about this new website that you’ve launched to support dei professionals?
Andrea Tatum 31:36
Yeah, so just recently, so I released a brand new website called dei career.com. And it is really, really, really focused on aspiring dei professionals really helping to give you all a kind of a look behind what goes on in terms of Dei, because this field is still emerging as an industry. I think oftentimes, people see things on social media make assumptions about what it means to do the work. But there’s not a lot of transparency, about what it actually means to do the work day in and day out around the AI. So I have a podcast where people can listen to me have discussions with other dei professionals, especially those who are doing the work in house or within companies. But I think that’s so important to understand. And then I have coaching programs that I do. So one, I think it’s really important to gain clarity. Well, I have so I kind of mentioned earlier, so many people come to me and I say I’m really passionate about this work. And I think specifically what and that is a hard question for some people to answer. So it goes back to being is that are you really passionate about creating inclusion? Are you passionate about seeing more diversity in a certain industry? Like, tell me more about why you’re passionate, and then help them to start to connect the dots between their passion, their experience and their skills? And what is it that those three combined can do to really, truly make an impact within a company? So then some people go, oh, oh, okay, I get it. Like I’ve just been applying to every job that says the word diversity. Now let’s, let’s narrow down that search. So I help people begin to really hone in on figuring out not only like, what’s the job title, but like, what is it that I want for my life in terms of doing this work, because it’s really important to set expectations. Think about how a company’s values align with your own, like making sure that you’re walking into a place where you feel like you’re truly going to know what you’re getting into. I always say that, right? If you know that you’re getting into a place where they’re just getting started. And it’s gonna be constantly an uphill battle. But you are clear about that. And you want that great, some people love building, some people love just wanting to be able to get in and do the work. So it’s important to really like assess who you are, and how you’re you want to go about doing this work. Because I think that will alleviate a lot of the turnover in this industry. I think it will alleviate some some of the stress that people feel because they may not be finding quite the right role or opportunity for them. And then I help people prepare to interview. And so they’re they know what questions they should be asking of an organization because this interview is a two way street, and then helping them think about like how do I tell my stories about how I’ve already made an impact around Dei, even if it’s not a title that I’ve actually held before? Because I really want people to help be able to translate their skills and experience for employers who may not be able to connect the dots from someone like myself who came from marketing, say how does a marketer help impact dei and then I think and tell them all of the things that I’ve actually done in my career that word Dei, even though I didn’t have that title. So it’s really exciting. I have a job board where people can search for their, for positions, specifically within Dei, at that website as well. And is
Lindsay Recknell 35:15
that the best way to get a hold of you? Because I imagine the listeners are super inspired to connect with you and really take their career to the next level. So is that the best way to get a hold of
Andrea Tatum 35:26
you? Yes, yes, the ei career.com is the best way to get a hold of me I am on LinkedIn, I’m on Instagram, I’m on all have the the the social channels, but I would say really looking at the different services that I offer looking at that, and then I also have my consulting business and part of launching this new website was kind of just start to tear those identities apart just slightly. And so ATT diversity consulting is my consulting business. And then I have the ei career.com, for aspiring professionals. And of course, anyone who’s currently a dei professional looking for new opportunities, going to that job board is great for them as well, or posting a position if someone’s currently looking for the professionals, they can post their positions there on the website, as well.
Lindsay Recknell 36:18
Amazing. And we will link to all of those places in the show notes to make it really easy for folks. Thank you so so much for joining me, it has been such an incredibly enlightening conversation. And it’s just, it’s just so cool to hear the passion that you have for this work for supporting organizations and supporting folks who want to do more of this work. You know, I think the future is very bright in this space, and we can all get to feel like we belong in our workplaces. So thank you again, I look forward to connecting again real soon.
Andrea Tatum 36:48
Thank you. Take care.
Lindsay Recknell 36:51
I seriously learned so much from Andrea and I can imagine that you did to her passion and authenticity was inspiring to hear and I know how important the work she’s doing is for her clients, for their organizations. And if it’s not too dramatic to say, for our communities and our world, definitely get in touch with her if anything she mentioned resonated with you. All the links you’ll need can be found in the show notes of your favorite podcast player. At the beginning of the show, I mentioned the free training you can try it with your teams all about stopping the slide into burnout, that feeling of overwhelm and endless stress so much of us are experiencing right now to compliment those materials which you can download for free at my website at mentalhealthin minutes.com/tryout, I’ve also created a 60 minute live virtual or in person workshop titled from burnout to hope which has been transformational for so many organizations. You and your team will lead this workshop understanding how to identify the signs of burnout in yourself and others how to put into action the evidence based strategies and tactics to reverse those feelings of overwhelm and languishing and to activate the hope circuit in your brain for a future even better than today. It’s hopeful, practical and transformative and I’d love to bring it to your organization. On our website, you’ll find more information about this workshop as well as the mental health and minutes digital subscription, a done for you package of presentations and other content designed to help you make meaningful connections with your people. increase knowledge and education about mental health related topics, and normalize these kinds of conversations in your workplace. The thing we do best at mental health in minutes is open the door to conversations about mental health at work. And episodes like this give us real things we can truly try to make a difference. Being a people leader is especially hard right now, you might feel like you’re managing both up and down the corporate ladder. And if the thought of figuring out how to best support your people and yourself feels overwhelming and impossibly hard, let’s talk. We’re here to do the heavy lifting with resources and materials along with the training and facilitation leaving you to do what you do best engaging with and supporting your people. We have many ways to support you from full service hands on to guidance and support from afar. So let’s chat about what works best for you and your people. As always, I’m here if you need me.
Transcribed by https://otter.ai
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