S5 EP7 How to lead inclusive change from any role with Rachelle Henderson

Priya Bates: Welcome to a Leader like Me, the podcast where we celebrate the leaders making workplaces more inclusive. I'm Priya Bates. Advita Patel: And I'm Avita Patel. We're the co-founders of a leader like me and the co-authors of building a culture of inclusivity and effective internal communication for diversity, equity, and inclusion.

We believe that true leadership isn't just about titles. It's about creating spaces where everyone feels valued, heard, and empowered. Priya Bates: This season, we're taking you behind the scenes. Advita Patel: That's right.

A leader like me has grown into a global movement and we couldn't do it alone. So in this season five, we're introducing you to our incredible team, passionate, diverse, and driven leaders. Who are helping us shape inclusive cultures worldwide? Priya Bates: Each episode will highlight a new team member, their stories, their insights, and the impact they're making.

You'll also hear more about us and why this work matters so much. Advita Patel: So whether you're a leader looking to drive change or are passionate about creating inclusive cultures, all employees can thrive. We're excited to have you with us. Let's dive into season five of a leader like me.

In this episode of a leader like me, we chat to Rochelle Henderson, who has joined our wonderful associate team. Relle is a linguist and educator turned internal comms professional. She said she thrives at the intersection of communications, research, and technology, and has spent the better part of a decade managing employee executive and leadership communication during moments of critical company transformation. She's currently expanding her reach through consulting entrepreneurial projects, and developing original communication methods that fuse her linguistics background with internal communications.

We really hope you enjoy this fantastic conversation we have with Rochelle and you learn more about her. So welcome, Rochelle. So we've just introduced you with your formal job title and, and the role that you do formally, but we always ask our guests this first question, which is, if you were to introduce yourself without mentioning your job title or what you do, what do you want your our audience to know about you? Rachelle Henderson: Uh, um, so non-work related intro.

I would say that I'm fueled by creativity, spontaneity, and a sense of adventure. I am definitely a people person and in the past couple of years I have really nurtured my creative endeavors. I've shot a short film, I've done some cool photo shoots, so I really thrive in those creative spaces and it's, um, one of my favorite things to do and experience with my friends who are my family. Advita Patel: That's amazing and it doesn't surprise me.

You know, we've worked together for a while now. We've known you for a while. 'cause you initially came into a prayers, uh, a my world with a leader like me when it was a membership. And we've gotten to know you over the, over the last few years, and now you're obviously one of our consultants and you've done some work for us.

And that people, um, element that you just shared, it's, it screams out loud when people get to know you just by the warmth that you show, uh, and the connectivity that you bring. So, brilliant, brilliant introduction. Rachelle Henderson: Thank you. Thank you.

Thank Priya Bates: you. Now, Rochelle, I'd like to ask you the next question. What does inclusion Rachelle Henderson: mean to you? So I have two different ways that I think about it.

Um, on the one hand, on an interpersonal level, inclusion to me means being seen, understood, and valued. Um, and I think that is broad and can apply, you know, in the workplace and in in life as well. And then on a systemic level, which I also think about, I think it means having a world where we. Um, create a more just world, specifically through dismantling oppressive systems.

Um, so I kind of look at them both together. Priya Bates: That's awesome. I think that, you know, when we think, uh, about DEI, we always talk about, uh, it being both, uh, personal and professional. Mm-hmm.

And that, you know, and as we navigate those spaces, you know, there's such an opportunity to create that connection. Yeah. With people that we work with every day, we spend so much more time with those folks mm-hmm. That we work with, uh, than, uh, than in our real life sometimes, you know?

Yeah. That's unfortunate sometimes, but it, it really is incredible how much of our lives are our work lives. Mm-hmm. Yeah, I totally agree.

Advita Patel: The, um, and we've also had chats, you know, with other guests and, and our other consultants and stuff. And it's, it's that whole, um, personal piece that Priya mentioned. You know, we say, you know, people will often say, where can I even start? What can I do?

You know, what does it even mean for me? It's like you have to start within. Mm-hmm. You have to look at where, what your contribution is in that space.

It's like what, um, Rika Otra talks about in her book that she wrote in inclusion on purpose, about. What is that personal accountability when it comes to inclusion and what am I doing to contribute to the changes around me? And you mentioned in the second part about that, um, systemic barriers and that can be quite overwhelming for a lot of our listeners and, and other people who may not be involved in the EDI or DEI space, diversity, equity and inclusion space. But I think if you, if anything, if you start from that personal.

Inclusive kind of spot. What does that, what does inclusion look like for me? You know, what does it look like for the people around me? How can I help them belong better in this space?

Then I would say that you're on the right path, ultimately. So, completely get that. Um, talking about, uh, inclusion and all of that kind of stuff, we, we wanna know more about your achievements, uh, Rochelle. So what has been your proudest achievement today?

Rachelle Henderson: So, um, I thought about this a, a little, um, as I think about a lot of things, because going back to the first question, one thing I'd say about myself introducing, um, introducing myself is I am known among my friends as the, the queen of self-reflection. So I'll often we'll have a conversation and then I'll follow up several weeks later, um, with a thought they've long forgotten about. Um. But anyways, so I was thinking about this, um, before we met, and I have a very specific, I won't say small because it's not small, but it's a really specific example.

Um, so in 2020 after George Floyd was murdered, I was managing comms at a, um, a conservative sort of manufacturing company in, in Indiana. I loved that job, by the way. I learned so much there and it was. A testament to what we're talking about here as well, because I found so much value in working there at a place where I wasn't starting with people already being bought in, the work was in, in doing that, but I.

Part of that job was, um, supporting our DEI communication. So I managed the calendar. Um, I, I managed our executive messaging and so on and so forth, and so I had crafted a message and sent it off for, for review, and I had some feedback from the executive. They wanted to make a tweak to the language, but that particular tweak was.

Just something that, um, morally and ethically, I was like, we can't say that it was something that, it was a narrative the media was pushing and it just wasn't the direction that I thought we should go. I knew we shouldn't go. And so I, I had this reaction and I'm a specialist at this point, mind you, like very early in my career. So I responded to my, um, manager and said like, I can't sign off on this.

I, I don't want to be part of sending this. I don't agree with the message. It's not right X, y, and Z and this is, you know, me, junior level pushing back to C-suite executive. So that ended up in a call with that executive calling me personally and wanting to have a conversation to try to understand why I said no to this and so on and so forth.

And so, um. I have a lot of examples like that throughout the course of my life, personally and professionally of being the person to speak up even when it's scary. And I think about that moment, especially as I've grown in my career, it was just like, wow, I'm really proud that I actually said no and like stood for what's right and we changed the message, like we didn't send it. Um, and so I'm, I'm proud of that in the, we had a lot of communications, um, in the DEI space that I, I feel really good about in that role.

Priya Bates: And, and I think that what an incredible example to be able to have that conversation. And did you feel that that executive was listening to you, was really interested in what you had to say and, and, and truly was bought in, in terms of where we needed to go? Rachelle Henderson: I felt like she got to a place where she was hearing me. Um, yeah, it, it was, it was.

It was such a fascinating time and conversation, but yeah, I feel like it, it did make a difference, especially in the outcome. Like it, it was evident in the outcome, I should say, that we, we did something different. Priya Bates: Oh, that's awesome. And what an incredible, like those things reinforce that behavior for you.

Mm-hmm. To be able to be brave and to have those conversations respectfully. Rachelle Henderson: Yes. Priya Bates: It was Rachelle Henderson: respectful.

Yes, a hundred percent. Priya Bates: So, so let's ask, uh, what is one piece of advice you would share with our listeners who want to learn more about inclusive cultures? Rachelle Henderson: Um, I would share a few things. So, uh, uh, back to, uh, earlier point in this conversation, um, AA you had mentioned the, the personal connection.

And so that's something that I was thinking about as well, like trying to find something to plug into on a personal level when you're just beginning because it gives you that passion and that. Perspective of empathy and lived experience. Um, but maybe you're in a position where having certain lived experiences isn't part of your reality. And so, you know, I wanna be mindful of that.

So the second thing I would say is, um. If you have the, the means through your work or, or another resource to take some sort of cultural competency assessment. Um, I will say I did that in about a decade ago and it was really, really helpful. My results surprised me and it, it guided me.

I think a lot of times we think we're farther along than we are at that time. I uncovered that I. Um, used to tend towards minimalism, so I would, um, try to minimize difference as a way to relate versus celebrating difference. And so that was a helpful, actionable way for me to figure out how to adjust.

So I think, um, I. Cultural competency inventories, following thought leaders. Um, of course both of you. Um, Lily Zang is a favorite of mine.

And then I have a former colleague and friend, um, Dr. Marlet Jackson, and then of course. Your book would be my, that's not one thing. That was a lot of things, but Advita Patel: love it.

We, we always appreciate a, a book club there, Relle, so thank you. Yeah. For that. You can buy it from all, any online stores.

By the way, uh, I love the, the tips you've given that you know, and the thing is with the tips that you shared as well, sometimes we can get really caught up in the big. Things. Mm-hmm. Like I need to go and do a master's in that, or I need to go and spend millions of pounds on this, and all that kind of stuff.

And those things are important to an extent sometimes, depending on your journey and what your role is. Um, but what you've shared there about just kind of starting from somewhere like, you know, following people who have different points of view, following the experts of the specialists, connecting with people who. May have, um, different thinking, complete opposite thinking from you. Polar opposite thinking can really help you kind of understand and recognize what's going on in the world today, which will hopefully build confidence right in that space.

Mm-hmm. You know, your story that you shared before about speaking up with that kind of bravery and recognizing the fact that, you know, you said that you were a junior in comparison to the C-suite that you had to challenge in a respectful way. That takes a lot of courage, you know, a lot of courage, especially as an underrepresented person in a very dominant culture. And that's something that a lot of folks don't recognize sometimes that how hard it is to speak up when you are different from everybody else.

Mm-hmm. So when other people will say to me, oh, they don't really have much to say, or they're a little bit quiet, or they don't really contribute, I will always go back to the root cause of why that there'll. They don't feel included in on the conversation and you would, and I know how much it takes someone that is different to step into that space and go, I. I'm not, I can't, I can't like agree with that.

I completely disagree with what you're saying. And it's a scary move. 'cause it's your reputation, it's your job, it's your business. All of that kind of stuff can play a big part.

But those tips that you shared can build confidence in that. So even though you may not be the expert, you said, you know, you were very early on in your journey at that time around inclusion, diversity, and equity. You still knew. The language that they were using wasn't the right language to communicate out there because it wasn't ethical, ethical, or moral.

And that's what it takes. You know, when you do some deep searching and you are a self reflector. So that does help. It can make such a difference to how you may change the lives of the people around you.

And that's not, that is something, you know, that we should take seriously. You know, we all have a responsibility. Or looking after the people who we work with and support and make sure that we're creating that environment when nobody feels excluded. Mm-hmm.

Brilliant. Um, so Pira and I have spoken a lot about our excitement of working with such fantastic individuals like yourself. I think Gabrielle said, you know, the Avengers Yeah. Have come to I love that.

I absolutely do. I hope somebody does like a drawing of us all or something. Hope so. To our listeners, may be artists.

Um, but we've been, you know, we've taken a while to come to this, um, group of people. We are very, um, conscious of the people we're bringing together. We wanted the experts, specialists, the folks who understood what we are trying to do, the ones who aligned with some of the values that we had in place, and just kind of got it. So we're very excited.

It's quite obvious where we are, but why are you excited to work with a leader like me? What, what is it that's kind of making you feel, uh, motivated and inspired? Rachelle Henderson: Hmm. Um, I'm gonna try to stay focused on brevity 'cause there's a few things that come to mind, but, um, so, uh, off the cuff, um, one, it's an honor to be trusted to be part of this inaugural, um, team in a time when there is DEI backlash.

And so to be part of this group who is, um, still. Committed to the, the mission of, um, building inclusive cultures means a lot to be part of this team. And then I think the other thing not, I think the other thing is that I was part of the, uh, original, um, concept of a leader like me in 2020 and at that time. It, it genuinely changed my life.

It was the space that I needed. It helped me build my confidence, it helped me figure out what I needed to do next. And I, I really can't overstate how life changing it was. And so to be not necessarily on the other side, but in a different, on a different side of this community, um, with the opportunity to pay it forward is one of the things that I'm really, really excited about.

So. Advita Patel: Love that. Love that. And you know, Priya and I have got such fond memories of those really early days of a leader like me with those, you know, 30 women from across the globe who were just, um, needed that help.

Right. It was such a scary, uncertain world. Then, um, around the, you know, you said the George Floyd murder. People saying all sorts of things about how they're gonna change their workplace, make it more inclusive.

Mm-hmm. And we just didn't really know where to stand and what to say. And, and, and to be fair, you know, when, when Priya and I, uh, first got together, you know, it's not secret that I asked Priya to be my mentor when I set up Comms Rebel. Mm-hmm.

And it was through those powerful conversations and connections that we both had, that we realized that there's something more we can offer. Mm-hmm. Um, that's where, you know, we're so. We're so grateful.

You know, you said that you got a lot out of a leader like me, but I, we can't tell you honestly how much we got out of a leader like me as well, and the communities that we built around us. It's led us to this moment, led us to. It led us to building a global consultancy. It led us to helping other communities and industries and, and professions out there.

And it wouldn't have been possible if it wasn't for the support and the guidance from the needle like me community. So we really appreciate you saying that, Rochelle. You know, it's, it does warm our hearts when we hear people like yourself say how much it changed. Life, you know, and how much it made you really think about what you're doing.

Uh, so thank you for that. And thank you for this incredible conversation. Honestly, it's been brilliant, uh, to hear from you, your insights, um, and we can't wait to work with you again. Rachelle Henderson: Thank you.

Thanks, Rochelle. Excited. Thank you. Advita Patel: That's a wrap on this episode of a leader like me.

Thank you so much for spending time with us and for being part of this journey towards more inclusive organizations. Priya Bates: If you found today's conversation valuable, don't forget to subscribe. Leave us a review and share this episode with someone who needs to hear it. Advita Patel: And if you're looking for more ways to build an inclusive culture in your workplace, check out our book, building a Culture of Inclusivity.

It's packed with insights and practical strategies to help you take action. Priya Bates: You can also learn more about our programs, services, and how we can support your inclusion journey at www a leader like me.com. Advita Patel: We'd also love to hear from you to connect with us on social media and let us know what resonated with you today.

Priya Bates: Until next time, keep leading with purpose, inclusion and authenticity. Advita Patel: Take care and we'll see you soon.