Podcast Summary: Chief Change Officer Episode: Greg Morley: Turning DEI Drama into Workplace Wins – Part One
Host: Vince Chan
Release Date: December 9, 2024

Introduction

In this episode of Chief Change Officer, host Vince Chan welcomes Greg Morley, a distinguished leader in human resources and a master of Diversity, Equity, and Inclusion (DEI) at Moët Hennessy, one of the world's leading luxury wines and spirits conglomerates. Vince highlights Greg's extensive experience, including his 17-year tenure in Hong Kong with Moët Hennessy, Hasbro, and Disney, and introduces Greg's upcoming book, Bond, which delves into fostering genuine connections within organizations.

Greg Morley's Career Journey

Greg begins by sharing his diverse career path, emphasizing his international experience and deep-rooted understanding of different corporate cultures. He notes, “I'm originally an American, still an American, but have become a bit more of an internationalist... I have worked outside the US longer than I worked in the US” (05:38).

Transition from Commercial Roles to HR and DEI

Vince inquires about how Greg's background in commercial sales and marketing prepared him for his current role in HR and DEI. Greg reflects, “Working in a call center... prepared myself to be a good communicator... understanding what it looks like to be a sales rep with targets and pressure” (07:16). He underscores the value of front-line experience in appreciating the dynamics of team members, which has been instrumental in his HR leadership.

Collaborating with Leadership for DEI Success

The conversation shifts to the importance of collaboration between HR leaders and other executive roles such as CFOs and CEOs. Greg emphasizes, “The most savvy leaders of people are those that know how to work with an HR team or with their HR partner” (09:32). He discusses how strategic partnerships between HR and senior leadership can drive business success by fostering dynamic and resilient organizations.

Evolving DEI Approaches and Lessons Learned

Greg shares his evolving approach to DEI, shaped by years of experience and past challenges. He states, “My experience was one of learning from my own failures in the past in this space” (11:57). Greg outlines a systematic approach to DEI, starting with unconscious bias training to increase self-awareness among employees. He highlights the importance of “rewiring the system” by updating policies and creating equitable processes, which has led to measurable improvements within Moët Hennessy (16:47).

Implementing DEI in a Multicultural Enterprise

Addressing the complexities of implementing DEI across a global and culturally diverse organization, Greg explains, “We have to make sure that there's a structure and an overall strategy and an overall direction. Yet each business unit, each maison, each location is left to really imagine their own success in this space” (24:18). He provides insights into tailoring DEI initiatives to respect each brand’s unique identity while ensuring alignment with the overarching corporate values. An example he shares involves Moët Hennessy’s efforts in Cognac, France, to enhance cognitive diversity by integrating individuals from the local community into their workforce (24:18).

Impact of DEI Initiatives on Employees

Greg narrates a poignant example of how DEI initiatives have empowered employees to take control of their careers. He recounts a conversation with an employee who felt liberated to express her career aspirations without fear of discrimination: “She feels like in an organization like ours, which can be traditional, relatively male-dominated, and relatively not color-oriented, that she feels like now she has a place” (26:01). This illustrates the profound personal and professional impact of creating an inclusive workplace.

Greg's Upcoming Book: Bond

Towards the end of the episode, Greg discusses his forthcoming book, Bond, which explores building a sense of belonging and meaningful connections within organizations. He reflects, “Connection and belonging happen in many, many different ways... When I have that sense of belonging, I'm willing to do a little bit more on a project because I feel like I'm connected to the organization” (28:20). Greg emphasizes that Bond aims to bridge the gap between DEI efforts and fostering genuine human connections, highlighting stories and voices that demonstrate the importance of inclusion beyond corporate jargon.

Conclusion

Vince wraps up the conversation by expressing excitement about Greg’s contributions to the field of DEI and his upcoming book. Greg responds with enthusiasm, appreciative of being part of the Chief Change Officer community. The episode closes with Vince encouraging listeners to subscribe and engage with the podcast for more insightful discussions on change and transformation.

Notable Quotes

• Greg Morley (05:38): “I'm originally an American, still an American, but have become a bit more of an internationalist... I have worked outside the US longer than I worked in the US.”

• Greg Morley (07:16): “Working in a call center... prepared myself to be a good communicator... understanding what it looks like to be a sales rep with targets and pressure.”

• Greg Morley (09:32): “The most savvy leaders of people are those that know how to work with an HR team or with their HR partner.”

• Greg Morley (11:57): “My experience was one of learning from my own failures in the past in this space.”

• Greg Morley (16:47): “Rewiring the system by updating policies and creating equitable processes has led to measurable improvements within Moët Hennessy.”

• Greg Morley (24:18): “We have to make sure that there's a structure and an overall strategy and an overall direction. Yet each business unit, each maison, each location is left to really imagine their own success in this space.”

• Greg Morley (26:01): “She feels like in an organization like ours, which can be traditional, relatively male-dominated, and relatively not color-oriented, that she feels like now she has a place.”

• Greg Morley (28:20): “Connection and belonging happen in many, many different ways... When I have that sense of belonging, I'm willing to do a little bit more on a project because I feel like I'm connected to the organization.”

Key Takeaways

• Empathy and Communication: Greg's early roles in call centers and sales instilled essential skills in empathy, quick thinking, and effective communication, foundational for his leadership in HR and DEI.

• Strategic Leadership Collaboration: Successful DEI initiatives require strong partnerships between HR and other executive leaders to align organizational values and drive business success.

• Systematic DEI Implementation: Greg emphasizes the importance of a structured approach to DEI, including unconscious bias training, policy updates, and creating equitable processes to foster an inclusive workplace.

• Cultural Tailoring in Multinational Settings: Implementing DEI in a global organization involves respecting and integrating diverse cultural identities while maintaining overarching corporate values.

• Empowerment through Inclusion: Effective DEI practices empower employees to take control of their careers and contribute more meaningfully to their organizations.

• Beyond Corporate Jargon: Greg’s upcoming book, Bond, seeks to illustrate the tangible benefits of genuine connections and belonging in the workplace, moving beyond superficial DEI efforts.

About Greg Morley

Greg Morley is a seasoned HR and DEI leader with over two decades of experience in international markets, including significant tenures at Disney, Hasbro, and Moët Hennessy. His expertise lies in transforming organizational cultures to be more inclusive, equitable, and reflective of diverse consumer bases. Greg is also the author of the forthcoming book, Bond, which explores creating meaningful connections within organizations.

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This summary is crafted to provide a comprehensive overview of the podcast episode for those who haven't listened, highlighting key discussions and insights shared by Greg Morley on transforming DEI initiatives into tangible workplace successes.