Diversity Equity and Inclusion Video by Lauren Brockett, SPHR

Hangátirat Automatikusan generált

• 00:04 - 00:06

  Hi, I'm Lauren Brockett, and I'll be speaking with you

• 00:06 - 00:09

  today about diversity, equity and inclusion.

• 00:11 - 00:15

  Start Me supports local entrepreneurs from various backgrounds, fostering a

• 00:15 - 00:19

  rich community of social enterprises that reflect and embrace each

• 00:19 - 00:20

  city's diverse people in offerings.

• 00:22 - 00:25

  For over 12 years, I've provided career coaching to a

• 00:25 - 00:31

  range of clients from expatriate business owners, newly naturalized immigrants

• 00:32 - 00:35

  and resettled refugees representing over 75 different nationalities.

• 00:37 - 00:40

  I've built a network of over 200 corporate clients consulting

• 00:41 - 00:45

  from small to mid sized organizations across the nation on

• 00:45 - 00:50

  cultural awareness and how to create workforce development initiatives for

• 00:50 - 00:51

  multi lingual teams.

• 00:52 - 00:54

  So I have first hand accounts that I'm going to

• 00:54 - 00:56

  share with you today on the impacts of diversity, equity

• 00:57 - 00:57

  and inclusion.

• 00:58 - 01:01

  Whether you're an incoming new business owner, a mentor, a

• 01:01 - 01:04

  staff or an advisor, my hope is that this session

• 01:04 - 01:08

  will expand your understanding and challenge you to do something

• 01:08 - 01:11

  different that will help you create a more engaged, open

• 01:12 - 01:15

  and comfortable environment for the people on your team.

• 01:15 - 01:18

  The stakeholders who associate with your brand on the community

• 01:19 - 01:22

  who depend on you for your service is and your

• 01:22 - 01:26

  products. I want to start off by defining diversity, equity

• 01:27 - 01:27

  and inclusion.

• 01:28 - 01:32

  Diversity refers to the similarities and the differences among individuals

• 01:33 - 01:36

  accounting for all aspects of their personality and individual identity.

• 01:37 - 01:41

  Inclusion describes the extent to which each person in an

• 01:41 - 01:46

  organization feels welcomed, respected, supported and valued as a team

• 01:46 - 01:51

  member. Equity is in the workplace refers to fair treatment

• 01:52 - 01:56

  in access, opportunity and advancement for all individuals.

• 01:58 - 02:00

  Think of diversity is what celebrates our differences.

• 02:01 - 02:04

  Inclusion as that belonging, part of your mission and equity

• 02:04 - 02:07

  in helping enforce how we treat each other.

• 02:07 - 02:10

  So how do we create a more diverse, equitable and

• 02:10 - 02:11

  inclusive environment?

• 02:12 - 02:15

  I want to share five core next steps with you.

• 02:17 - 02:17

  Step number one.

• 02:18 - 02:20

  Unfreeze your current assumptions.

• 02:22 - 02:28

  Generally, society has categorized people into groups, giving specific examples

• 02:28 - 02:29

  from, Let's say, our U.

• 02:29 - 02:33

  S government on the census or labor laws we have

• 02:33 - 02:37

  to be familiar with terms like race, color, religion, sex

• 02:38 - 02:41

  and national origin were all a reflection of where we

• 02:41 - 02:45

  come from, the shared values and patterns that common groups

• 02:46 - 02:49

  of people carry from their family, culture or even country

• 02:49 - 02:49

  of origin.

• 02:52 - 02:54

  I want to take into account, let's say, let's let's

• 02:54 - 02:55

  use the United States.

• 02:55 - 03:00

  As an example, we take example of different philosophies that

• 03:01 - 03:05

  people carry about the importance of time or the weight

• 03:05 - 03:09

  that they place on individual achievement or even how comfortable

• 03:09 - 03:13

  they feel about sharing feedback with their supervisors.

• 03:14 - 03:18

  Now you take the snapshot of those different philosophies, and

• 03:18 - 03:23

  then let's compare it to, let's say, Brazil, What do

• 03:23 - 03:23

  you see?

• 03:24 - 03:25

  You see a little bit of a difference.

• 03:26 - 03:31

  Maybe there's a more heavyweight towards relationships or collective thought.

• 03:32 - 03:36

  Maybe there is more lenient CE towards what Elders and,

• 03:37 - 03:40

  um, men of the family have been able to share,

• 03:40 - 03:44

  right. It's undeniable that there are differences that people have

• 03:45 - 03:51

  when it comes to, uh, there processes their philosophies about

• 03:51 - 03:55

  engagement, um, the way that you can market towards a

• 03:55 - 03:56

  certain group of people.

• 03:57 - 04:00

  But we also have to take into account that there

• 04:01 - 04:04

  is a larger group of people who have a mixed

• 04:05 - 04:10

  experience. They face intersectionality between so many different categories.

• 04:11 - 04:14

  We cannot box people into one particular category.

• 04:15 - 04:20

  So when people carry different philosophies about time or risk

• 04:20 - 04:25

  association power, long term versus short term goal setting, it's

• 04:25 - 04:30

  really important for you to unfreeze your current assumptions about

• 04:30 - 04:32

  what you know about diversity and inclusion.

• 04:33 - 04:36

  To ensure that you're creating a space that welcomes and

• 04:36 - 04:41

  embraces those differences, you have to rethink what assumptions you

• 04:41 - 04:45

  and others carry consider their origin, but also understand that

• 04:45 - 04:48

  there's gonna be a reframing in your mind and everyone

• 04:49 - 04:50

  else is about their differences.

• 04:51 - 04:54

  Use those in that information as strength, right?

• 04:54 - 04:58

  Everyone carries unique differences that can be able to be

• 04:58 - 05:00

  a benefit to you and your team.

• 05:01 - 05:05

  It's easier to track diversity in your organization and relationships.

• 05:06 - 05:08

  You can use guides from the E E O.

• 05:08 - 05:11

  C, which stands for the Equal Employment Opportunity Commission.

• 05:12 - 05:15

  If you're looking to really clarify groups that are legally

• 05:16 - 05:20

  protected from discrimination due to a shared characteristic, say race,

• 05:21 - 05:27

  gender, age, discrimination of disability or sexual orientation, it's very

• 05:28 - 05:31

  vital, as and as a business that you're able to

• 05:31 - 05:35

  use guides that reflect on how your organization, your employees,

• 05:36 - 05:40

  your board and even your personal mentors and customers right

• 05:40 - 05:43

  can be impacted by diversity equity and inclusion.

• 05:45 - 05:48

  Step number to create a safe atmosphere.

• 05:50 - 05:55

  Building inclusion is Mawr complex because you're attempting to track

• 05:56 - 05:59

  the behaviors and the patterns of engagement of your team

• 06:00 - 06:03

  start with what unifies you as a group when you're

• 06:03 - 06:08

  working with your team of peer entrepreneurs and mentors, recognize

• 06:09 - 06:09

  your commonalities.

• 06:10 - 06:14

  Be explicit about your shared goals for the particular project,

• 06:14 - 06:15

  assignment or meeting.

• 06:16 - 06:19

  It's easier to work alongside people when you fully aligned

• 06:19 - 06:21

  with what you stand for, what you stand against, right?

• 06:22 - 06:25

  Sharing a common set of values may look like this.

• 06:26 - 06:30

  We, in this meeting agreed to be genuine, vulnerable.

• 06:31 - 06:35

  We value unity, kindness, patience with one another.

• 06:35 - 06:37

  We agree toe listen well.

• 06:38 - 06:42

  We ask questions where patient with your patient, with yourself

• 06:42 - 06:45

  and others, because people should be given the permission to

• 06:45 - 06:46

  mess up.

• 06:47 - 06:50

  People are going to get the language wrong, and it's

• 06:50 - 06:53

  okay, but we have to make sure we can course

• 06:53 - 06:58

  correct right in all of our conversations, because what you're

• 06:58 - 06:59

  doing is you're describing what you've learned.

• 06:59 - 07:00

  It's learned some.

• 07:00 - 07:02

  For some people, it's new information for others.

• 07:03 - 07:06

  They haven't had your shit, your same shared experience, diversity,

• 07:07 - 07:07

  equity or inclusion.

• 07:08 - 07:10

  They none of them will be achieved overnight, right.

• 07:11 - 07:14

  But we do know that it's gonna take more than

• 07:14 - 07:17

  one workshop or a public statement to really get that

• 07:17 - 07:18

  get to that point.

• 07:18 - 07:21

  So it's important to start the process with genuine intentions,

• 07:22 - 07:26

  clear goals that unite us and help each other feel

• 07:26 - 07:28

  more comfortable to show up authentically.

• 07:31 - 07:32

  Tip number three.

• 07:33 - 07:34

  Change business as normal.

• 07:36 - 07:38

  Let's face it, fostering conversations won't be easy.

• 07:39 - 07:41

  The chart at you you see on my screen shows

• 07:42 - 07:47

  that 43% of American workers believe discussions about race are

• 07:47 - 07:51

  inappropriate at work to change people's hearts and minds.

• 07:52 - 07:52

  It takes action.

• 07:53 - 07:54

  It takes intentionality.

• 07:56 - 07:57

  That action could come in many forms.

• 07:58 - 08:04

  You could engage with your mentors, mentees, customers, competitors and

• 08:04 - 08:07

  others in the cohort with intentionality.

• 08:08 - 08:10

  How do you select who you engage with?

• 08:11 - 08:13

  How do you select the new talent that you're trying

• 08:14 - 08:15

  to bring on board to your own team?

• 08:16 - 08:20

  Filter your selection process for what could potentially leave out

• 08:20 - 08:25

  otherwise high performing talent, knowledgeable experts in a particular space

• 08:25 - 08:30

  or unconventional customers you may not have considered is the

• 08:30 - 08:33

  composition of your board, your clients and your customers.

• 08:34 - 08:35

  A true representation of your market.

• 08:36 - 08:40

  Have you spent enough time building genuine relationships with the

• 08:40 - 08:41

  people you're hoping to serve?

• 08:42 - 08:47

  Reallocate resource is to collect real time feedback, asking more

• 08:47 - 08:51

  questions about the environmental factors that influence the livelihood and

• 08:51 - 08:55

  the investments of your customers, your clients and your team.

• 08:57 - 09:02

  Tip number four refreeze The new Set of learnings.

• 09:04 - 09:08

  More than 80% of organizations in 2020 released a statement

• 09:08 - 09:12

  about racial injustice, but only a third of those organizations

• 09:13 - 09:15

  actually gather thoughts from their workforce.

• 09:16 - 09:19

  We know it's not enough to release a public statement

• 09:19 - 09:21

  about your diversity goals.

• 09:22 - 09:27

  How do you collectively engage and build this new information

• 09:28 - 09:28

  into your processes?

• 09:29 - 09:31

  You've gotta make sure you can follow through.

• 09:32 - 09:35

  It's sometimes more important than the planning process Right is

• 09:36 - 09:37

  being able to circle back with people.

• 09:38 - 09:41

  Take full advantage of the opportunity that you have to

• 09:41 - 09:43

  create a fresh culture and an environment.

• 09:44 - 09:46

  Take the time to analyze the feedback.

• 09:46 - 09:48

  Change your long term strategies.

• 09:48 - 09:49

  According to the new learnings.

• 09:50 - 09:54

  This includes the systems you use, the processes you take

• 09:54 - 09:56

  and the people who are most impacted.

• 09:57 - 10:00

  Then you could make formal adjustments to your program and

• 10:00 - 10:04

  marketing materials to be repeated and recycled in your day

• 10:04 - 10:05

  to day operation.

• 10:06 - 10:10

  All of these newly produced items should be accessible for

• 10:10 - 10:17

  all stakeholders to know and provide ongoing feedback Tip number

• 10:17 - 10:22

  five a sign a team of allies and change agents.

• 10:24 - 10:25

  You cannot do this alone.

• 10:26 - 10:30

  A sustainable team of advisers should help you continue the

• 10:30 - 10:32

  change you wish to see in your team and your

• 10:32 - 10:37

  organization. Being in a cohort with diverse mentors and customers

• 10:37 - 10:40

  actually gives you in a great advantage to develop allies

• 10:41 - 10:45

  you can define as people who are actively promoting you

• 10:45 - 10:49

  and aspiring to advance diverse, equitable and inclusive practices.

• 10:50 - 10:54

  Allow people to be involved in the adjustments that you

• 10:54 - 10:57

  make to become change agents so that they can be

• 10:57 - 10:59

  your eyes and ears so that they can provide and

• 10:59 - 11:03

  collect continuous feedback from those that are also mostly impacted

• 11:04 - 11:04

  by your business decisions.

• 11:05 - 11:09

  Ultimately, you've got to consider the most important parts of

• 11:09 - 11:09

  your business.

• 11:09 - 11:10

  Are your people.

• 11:11 - 11:13

  They're your clients there, your stakeholders there, your customers.

• 11:15 - 11:17

  This team should be made up potentially of a steering

• 11:18 - 11:21

  committee of all of those people included that can help

• 11:21 - 11:27

  you adjust as you learn more so in closing.

• 11:28 - 11:30

  Thank you so much for the time that you've provided

• 11:31 - 11:34

  me. I hope that these five insights can help you

• 11:34 - 11:39

  begin a more diverse, equitable and inclusive environment, which results

• 11:40 - 11:43

  in lasting benefits for your clients, your team, your outreach

• 11:44 - 11:44

  and your profits.

• 11:45 - 11:46

  Start me.

• 11:46 - 11:49

  Gives you an incredible opportunity to test out these in

• 11:49 - 11:52

  principles with your mentors, your customers in your community toe

• 11:53 - 11:53

  learn mawr.

• 11:53 - 11:58

  Visit my website at w w w dot Lauren Brockett

• 11:58 - 12:00

  dot com for next steps.

• 12:00 - 12:04

  If you want more information on helpful resource is or

• 12:04 - 12:07

  you would like to learn more about my consultation process,

• 12:08 - 12:10

  please reach out to me at your earliest convenience.

• 12:11 - 12:13

  But I thank you and I in hope you enjoy

• 12:14 - 12:16

  the rest of your night Goodbye.