You Oughta Know Anne Brafford

You Oughta Know: The Motivation Series

In this episode, I have the opportunity to talk with Dr. Anne Brafford who is an expert in DEI (Diversity, Equity, and Inclusion). Of course, we take the self-determination theory lens as the filter for our discussion. We take the time to define our terms… exactly what is diversity, equity, and inclusion. Check out Anne’s orchestra metaphor for DEI!

We get into a deep conversation about identity and specifically, cultural identity… like what it means to be a lawyer, a mother, or something else. We explore how one’s self identity affects well-being and other parts of who I am. Anne shares the model she developed in her doctoral thesis: Identify Harmony Model of Inclusion, where she introduces the concept of multiple identities.

We also delve into the nuances about practical applications and how SDT provides an effective filter for these applications. And so much more!

ABOUT ANNE

Dr. Anne Brafford, JD, MAPP, PhD, is the owner of Aspire, an education and consulting firm for the legal profession. Previously a partner at Morgan Lewis, Anne now focuses on individual and workplace thriving, especially the intersection of inclusion, engagement, and well-being. Her aim is to help the legal profession build engaging workplaces where people and businesses can grow and succeed together. Her book, Positive Professionals, provides science-based guidance for increasing engagement in law firms. Anne has earned a PhD in positive organizational psychology and a Masters of Applied Positive Psychology (MAPP). She is a co-founder of the Institute for Well-Being in Law and its Chief Strategy Advisor. Anne can be reached at [e-mail].

REFERENCES:

Brafford, A. M. (2018). Engaging and retaining women lawyers: Examining the role of high-quality leader-member exchange and gender differences in need-satisfaction [Unpublished master’s thesis]. Claremont Graduate University. Downloaded from ResearchGate.net. https://doi.org/kzj8

Brafford, A. M. (2019). How male-dominated work cultures curtail women’s leadership aspirations: A review based on the expectancy-value model of motivation. [Unpublished manuscript]. Downloaded from ResearchGate.net.

Brafford, A. M. (2023). Identity harmony: An identity- and self-determination theory-based conceptualization of the experience of workplace inclusion (Doctoral dissertation, Claremont Graduate University).

Jansen, W. S., Otten, S., van der Zee, K. I., & Jans, L. (2014). Inclusion: Conceptualization and measurement. European Journal of Social Psychology, 44(4), 370–385. https://doi.org/gfb549

Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Holcombe Ehrhart, K., & Singh, G.(2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), 1262–1289. https://doi.org/bbwtv4