Chief Change Officer: Greg Morley on Saving Employees from an $8.9 Trillion Meltdown – Part Two

Released on February 12, 2025 | Host: Vince Chan

Introduction

In the second part of the enlightening conversation with Greg Morley, a seasoned leader in Human Resources and a master of Diversity, Equity, and Inclusion (DEI) at Moët Hennessy, host Vince Chan delves deeper into the critical role of DEI in preventing a looming $8.9 trillion employee meltdown. Drawing from Greg's extensive global experience and his newly authored book, "Bond Inclusion and the Keys to Belonging and Connection," the episode explores the profound impact of fostering belonging and inclusive cultures within organizations.

Understanding Belonging in the Workplace

Greg Morley opens the discussion by emphasizing the paramount importance of belonging in the workplace. He states:

"There is data that reinforces that when an organization is diverse, inclusive, and has leaders who lead in an inclusive manner on many measurable aspects, those companies do better." [06:22]

Belonging goes beyond surface-level interactions; it's about creating an environment where employees feel recognized, rewarded, and safe. Greg underscores that fostering such a culture is not merely a 'nice-to-have' but a business imperative that drives innovation, reduces risks, and enhances employee retention.

The Personal Impact of Belonging

Vince Chan shares a poignant personal narrative about his own experience with burnout and depression following a shift in managerial leadership that eroded his sense of belonging:

"When that sense is lost, especially in a world where I had thrived and found purpose. The consequences were severe for both my career and my health." [15:54]

Greg responds with empathy, highlighting the critical role managers play in maintaining employee engagement and belonging:

"Managers need to get to know the people that work for them... those are the conversations that oftentimes we're not training managers to have, but they're just human conversations." [15:54]

Defining Diversity, Equity, and Inclusion (DEI)

Transitioning to DEI, Greg broadens the traditional understanding of diversity beyond visible attributes such as gender and race. He elaborates:

"There are many aspects to this, but let me focus on a couple of them... what generation they come from, what languages they speak, who they have disabilities... most of the diverse elements that we bring to work are unseen." [18:58]

He uses the metaphor of an orchestra to illustrate inclusion, where managers act as conductors, harmonizing diverse talents to create a cohesive and innovative organizational symphony.

Leadership's Role in DEI Implementation

Vince probes into the challenges of executing DEI initiatives, asking how leaders can ensure these initiatives align with their original vision. Greg responds by underscoring the pivotal role of leadership:

"Inclusion starts with the CEO or the most senior person in the organization... When employees see leaders practicing inclusive behaviors, calling on people in meetings, making sure that people have a voice... these are all the things that make a difference." [25:48]

He shares a compelling example from his tenure at Moët Hennessy, where the CEO's consistent communication about the importance of DEI significantly influenced employee engagement and organizational culture.

Navigating DEI in a Politically Charged Climate

Addressing the rising political challenges surrounding DEI, especially amid an upcoming presidential election, Greg offers a pragmatic perspective:

"Diversity, equity, inclusion should be scrutinized like any other investment in the company... If we have a strong case, then there's a responsibility by a company to push back on it." [35:13]

He advocates for a focus on the core business benefits of DEI, such as improved innovation and profitability, to reinforce its value irrespective of external political pressures.

Global Perspectives on DEI: East vs. West

Greg brings a global lens to the conversation, contrasting Eastern and Western approaches to DEI:

"In Asian Eastern culture, family collective culture is much more important... it's important to understand the stories of people in the organization and how do those stories get told so that the people around those people can create inclusion." [40:37]

He emphasizes the necessity of tailoring DEI strategies to fit local cultural contexts rather than applying a one-size-fits-all approach, highlighting the diversity within regions like Asia. Greg asserts that:

"Diversity and inclusion doesn't work in Asia from a Western perspective or in a Western application. But it's as or more important that in Asia or in Africa or in Europe, South America, North America, that inclusion is practiced and is part of the culture that creates better outcomes for an organization." [46:07]

Conclusion

The episode concludes with Greg reinforcing the universal importance of DEI and the need for culturally nuanced implementation. He leaves listeners with actionable insights on fostering inclusive environments that not only enhance business performance but also safeguard employee well-being against the backdrop of a potential economic downturn.

"Inclusive environments have better business outcomes. We know diverse teams create better business outcomes. We know that inclusive leaders drive better business outcomes." [46:07]

Vince Chan wraps up the discussion by encouraging listeners to subscribe, leave reviews, and engage with the podcast community on social media, emphasizing the mission to empower change-makers to build better workplaces and lives.

Notable Quotes:

• Greg Morley [06:22]: "When an organization is diverse, inclusive, and has leaders who lead in an inclusive manner, those companies do better."

• Vince Chen [12:32]: "That's when I experienced my first episode of mental illness, what we would call now burnout. And that burnout spiraled into depression."

• Greg Morley [18:58]: "There are many aspects to DEI beyond visible attributes. Most of the diverse elements that we bring to work are unseen."

• Greg Morley [25:48]: "Inclusion starts with the CEO or the most senior person in the organization... These are all the things that make a difference."

• Greg Morley [35:13]: "Diversity, equity, inclusion should be scrutinized like any other investment in the company."

• Greg Morley [40:37]: "In Asian Eastern culture, family collective culture is much more important... it's important to understand the stories of people in the organization."

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