Hangátirat Automatikusan generált
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Hi, I'm Lauren Brockett, and I'll be speaking with you
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today about diversity, equity and inclusion.
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Start Me supports local entrepreneurs from various backgrounds, fostering a
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rich community of social enterprises that reflect and embrace each
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city's diverse people in offerings.
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For over 12 years, I've provided career coaching to a
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range of clients from expatriate business owners, newly naturalized immigrants
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and resettled refugees representing over 75 different nationalities.
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I've built a network of over 200 corporate clients consulting
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from small to mid sized organizations across the nation on
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cultural awareness and how to create workforce development initiatives for
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multi lingual teams.
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So I have first hand accounts that I'm going to
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share with you today on the impacts of diversity, equity
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and inclusion.
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Whether you're an incoming new business owner, a mentor, a
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staff or an advisor, my hope is that this session
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will expand your understanding and challenge you to do something
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different that will help you create a more engaged, open
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and comfortable environment for the people on your team.
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The stakeholders who associate with your brand on the community
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who depend on you for your service is and your
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products. I want to start off by defining diversity, equity
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and inclusion.
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Diversity refers to the similarities and the differences among individuals
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accounting for all aspects of their personality and individual identity.
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Inclusion describes the extent to which each person in an
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organization feels welcomed, respected, supported and valued as a team
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member. Equity is in the workplace refers to fair treatment
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in access, opportunity and advancement for all individuals.
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Think of diversity is what celebrates our differences.
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Inclusion as that belonging, part of your mission and equity
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in helping enforce how we treat each other.
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So how do we create a more diverse, equitable and
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inclusive environment?
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I want to share five core next steps with you.
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Step number one.
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Unfreeze your current assumptions.
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Generally, society has categorized people into groups, giving specific examples
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from, Let's say, our U.
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S government on the census or labor laws we have
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to be familiar with terms like race, color, religion, sex
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and national origin were all a reflection of where we
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come from, the shared values and patterns that common groups
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of people carry from their family, culture or even country
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of origin.
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I want to take into account, let's say, let's let's
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use the United States.
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As an example, we take example of different philosophies that
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people carry about the importance of time or the weight
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that they place on individual achievement or even how comfortable
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they feel about sharing feedback with their supervisors.
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Now you take the snapshot of those different philosophies, and
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then let's compare it to, let's say, Brazil, What do
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you see?
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You see a little bit of a difference.
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Maybe there's a more heavyweight towards relationships or collective thought.
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Maybe there is more lenient CE towards what Elders and,
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um, men of the family have been able to share,
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right. It's undeniable that there are differences that people have
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when it comes to, uh, there processes their philosophies about
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engagement, um, the way that you can market towards a
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certain group of people.
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But we also have to take into account that there
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is a larger group of people who have a mixed
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experience. They face intersectionality between so many different categories.
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We cannot box people into one particular category.
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So when people carry different philosophies about time or risk
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association power, long term versus short term goal setting, it's
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really important for you to unfreeze your current assumptions about
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what you know about diversity and inclusion.
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To ensure that you're creating a space that welcomes and
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embraces those differences, you have to rethink what assumptions you
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and others carry consider their origin, but also understand that
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there's gonna be a reframing in your mind and everyone
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else is about their differences.
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Use those in that information as strength, right?
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Everyone carries unique differences that can be able to be
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a benefit to you and your team.
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It's easier to track diversity in your organization and relationships.
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You can use guides from the E E O.
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C, which stands for the Equal Employment Opportunity Commission.
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If you're looking to really clarify groups that are legally
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protected from discrimination due to a shared characteristic, say race,
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gender, age, discrimination of disability or sexual orientation, it's very
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vital, as and as a business that you're able to
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use guides that reflect on how your organization, your employees,
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your board and even your personal mentors and customers right
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can be impacted by diversity equity and inclusion.
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Step number to create a safe atmosphere.
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Building inclusion is Mawr complex because you're attempting to track
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the behaviors and the patterns of engagement of your team
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start with what unifies you as a group when you're
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working with your team of peer entrepreneurs and mentors, recognize
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your commonalities.
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Be explicit about your shared goals for the particular project,
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assignment or meeting.
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It's easier to work alongside people when you fully aligned
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with what you stand for, what you stand against, right?
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Sharing a common set of values may look like this.
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We, in this meeting agreed to be genuine, vulnerable.
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We value unity, kindness, patience with one another.
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We agree toe listen well.
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We ask questions where patient with your patient, with yourself
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and others, because people should be given the permission to
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mess up.
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People are going to get the language wrong, and it's
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okay, but we have to make sure we can course
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correct right in all of our conversations, because what you're
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doing is you're describing what you've learned.
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It's learned some.
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For some people, it's new information for others.
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They haven't had your shit, your same shared experience, diversity,
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equity or inclusion.
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They none of them will be achieved overnight, right.
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But we do know that it's gonna take more than
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one workshop or a public statement to really get that
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get to that point.
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So it's important to start the process with genuine intentions,
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clear goals that unite us and help each other feel
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more comfortable to show up authentically.
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Tip number three.
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Change business as normal.
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Let's face it, fostering conversations won't be easy.
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The chart at you you see on my screen shows
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that 43% of American workers believe discussions about race are
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inappropriate at work to change people's hearts and minds.
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It takes action.
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It takes intentionality.
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That action could come in many forms.
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You could engage with your mentors, mentees, customers, competitors and
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others in the cohort with intentionality.
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How do you select who you engage with?
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How do you select the new talent that you're trying
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to bring on board to your own team?
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Filter your selection process for what could potentially leave out
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otherwise high performing talent, knowledgeable experts in a particular space
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or unconventional customers you may not have considered is the
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composition of your board, your clients and your customers.
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A true representation of your market.
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Have you spent enough time building genuine relationships with the
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people you're hoping to serve?
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Reallocate resource is to collect real time feedback, asking more
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questions about the environmental factors that influence the livelihood and
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the investments of your customers, your clients and your team.
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Tip number four refreeze The new Set of learnings.
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More than 80% of organizations in 2020 released a statement
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about racial injustice, but only a third of those organizations
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actually gather thoughts from their workforce.
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We know it's not enough to release a public statement
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about your diversity goals.
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How do you collectively engage and build this new information
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into your processes?
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You've gotta make sure you can follow through.
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It's sometimes more important than the planning process Right is
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being able to circle back with people.
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Take full advantage of the opportunity that you have to
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create a fresh culture and an environment.
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Take the time to analyze the feedback.
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Change your long term strategies.
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According to the new learnings.
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This includes the systems you use, the processes you take
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and the people who are most impacted.
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Then you could make formal adjustments to your program and
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marketing materials to be repeated and recycled in your day
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to day operation.
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All of these newly produced items should be accessible for
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all stakeholders to know and provide ongoing feedback Tip number
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five a sign a team of allies and change agents.
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You cannot do this alone.
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A sustainable team of advisers should help you continue the
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change you wish to see in your team and your
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organization. Being in a cohort with diverse mentors and customers
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actually gives you in a great advantage to develop allies
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you can define as people who are actively promoting you
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and aspiring to advance diverse, equitable and inclusive practices.
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Allow people to be involved in the adjustments that you
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make to become change agents so that they can be
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your eyes and ears so that they can provide and
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collect continuous feedback from those that are also mostly impacted
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by your business decisions.
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Ultimately, you've got to consider the most important parts of
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your business.
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Are your people.
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They're your clients there, your stakeholders there, your customers.
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This team should be made up potentially of a steering
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committee of all of those people included that can help
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you adjust as you learn more so in closing.
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Thank you so much for the time that you've provided
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me. I hope that these five insights can help you
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begin a more diverse, equitable and inclusive environment, which results
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in lasting benefits for your clients, your team, your outreach
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and your profits.
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Start me.
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Gives you an incredible opportunity to test out these in
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principles with your mentors, your customers in your community toe
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learn mawr.
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Visit my website at w w w dot Lauren Brockett
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dot com for next steps.
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If you want more information on helpful resource is or
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you would like to learn more about my consultation process,
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please reach out to me at your earliest convenience.
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But I thank you and I in hope you enjoy
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the rest of your night Goodbye.