Brunch n' Learn - Your Personal Journey to Inclusion

Diversity, Equity, and Inclusion Series

3 WAYS TO GET THE MOST OUT OF YOUR TIME TODAY * • STAY PRESENT = $0.10 on the $1.00 • TAKE NOTES = $0.55 on the $1.00 • USE YOUR VOICE: $.80+ on the $1.00 (CHA CHING) *YOUR TIME, YOUR ROI

HAPPY PRIDE!

WHAT OUR FAMILY IS SAYING… ”My biggest takeaways comes from the vulnerability of my colleagues sharing their experiences.” “Its everyone's job to create an inclusive workplace.” “This subject affects everyone differently. Making an assumption that these issues are \"only\" for people of color would be inaccurate.” ”The challenges that everyone was having. It was truly eye opening.” “Create enough trust in their work group for the team to be their best selves. Focus on \"How\" we work as much as what the results are.” ”Think about ways to include and mentor someone who doesn't look like you, who has had different life experiences.”

The Diversity, Equity, and Inclusion Journey 01 02 03 STEP Authentic Inclusive Innovative (Individuals) (Teams) (Organization) BELONGING DIVERSE UNCOVERED INCLUSIVE EQUITABLE UNBIASED

GUIDING QUESTIONS #One What does it mean to cover in the workplace? #Two What is intersectionality (in the workplace)? #Three What is the Inclusive Leader #Four Continuum? What steps can you take to move yourself up the Ally Continuum?

Sources • McKinsey & Company | Women in the Workplace, 2018 & 2019 • LeanIn.Org • Kimberlé Crenshaw, Columbia Law School & UCLA • Jennifer Brown Consulting • Covering: The Hidden Assault on Our Civil Rights, Kenji Yoshino • Deloitte University: Center for Leadership & Inclusion • Harvard Business Review (HBR)

COVERING

Covering is a strategy through which an individual downplays a CLICKsTtiOgmEaDtIiTzed identity. There are 4 types: APPEARANCE ADVOCACY Appearance-based covering concerns Advocacy-based covering concerns how how individuals alter their self- much individuals will “stick up” for their presentation (grooming, attire, and group. mannerisms) to blend into the mainstream. ASSOCIATION AFFILIATION Source: Kenji Yoshino Affiliation-based covering concerns how individuals avoid behaviors widely associated with their identity, often to negate stereotypes of that identity.

Common ways • Racial minorities are pressed to “act to be denied white” by changing their names, equal languages, or cultural practices. treatment: • Women are told to “play like men” at work. • LGBTQ members are asked not to engage in public displays of same-sex affection. • The devout are instructed to minimize expressions of faith. • Individuals with disabilities are urged to conceal the paraphernalia that permit them to function.



61%CLICK TO EDITof the workforce has admitted to one or more ways of Covering… APPEARANCE ADVOCACY 44% admit to appearance- 42% admit to advocacy- based covering based covering AFFILIATION ASSOCIATION 52% admit to Affiliation- Source: Deloitte; Christi Smith, PhD; Kenji Yoshino based covering

# O n e What other ways of covering can you think of? # Tw o Who here has experienced covering?

The Benefits of UNCOVERING • Creates connectivity throughout an organization • Increased connectivity increases our social capital • Decrease in Turnover • Increase in Performance (less energy is lost to covering) • Skills, thoughts, views, and competencies improve • Innovation & Creativity accelerate

HOW TO UNCOVER REFLECT – Reflect on instances of covering within the organization. DIAGNOSE - Diagnose the incidence, nature, impact, and drivers of covering across an organization. ANALYZE - Analyze corporate behaviors relative to corporate values. INITIATE – One powerful – yet simple – approach is to encourage leaders to uncover themselves. Source: Deloitte University: The Leadership Center for Inclusion

Your thoughts?

INTERSECTIONALITY

Intersectionality is a framework for conceptualizing a person, group of people, or social problem as affected by a number of discriminations and disadvantages. It takes into account people’s overlapping identities and experiences in order to understand the complexity of prejudices they face. - Kimberlé Crenshaw

CLICKWTOhEaDtITis Intersectionality? The way our unique traits and identity For some, intersectionality results in interact with each other to impact compounded discrimination. our lived experience. They can be fixed or changing, visible or invisible.

5 TRUTHS OF INTERSECTIONALITY 1. Micro-inequities have compounded impact 2. Experiences are not universal among women of color 3. “Onlys” are 150% more likely to consider leaving their jobs 4. Senior executives have a number of myths to unlearn 5. There are many steps we can take to remedy the challenges of underrepresentation

01: MICROINEQUITIES

The chart below illustrates how micro-inequities take a particular toll on women of color and lesbian women:

02: EXPERIENCES BY WOMEN OF COLOR

Intersectionality recognizes that identity markers (e.g. “woman” and “black”) do not exist independently of each other, and that each informs the others, often creating a complex convergence of oppression. For instance, a black man and a white woman make $0.74 and $0.78 to a white man’s dollar, respectively. Black women, faced with multiple forms of oppression, only make $0.64.

03: “ONLYS” The experience of being “The Only” means that a person is the only woman, the only person of color, or the only person of another identity in the room, office, or industry. Women of color are more likely to experience being “The Only” by virtue of being likely to be the only woman in the room and the only person of color.

1. Women “Onlys” are twice as likely to be sexually harassed during their careers 2. 150% more likely to consider leaving their jobs 3. They describe feeling invisible at work while also feeling like every action of theirs is held under a microscope. 4. 20% of women in corporate environments experience being “The Only” 5. That rises to 40% for women of color

04: MYTHS to Unlearn

1. Talent at the intersections is sometimes invisible to them, often due to the unconscious biases they hold 2. MIT research demonstrates that organizations calling themselves meritocratic are actually more likely to discriminate, because managers at these companies believe they are more impartial and therefore less self- aware and less likely to root out their biases.

05: UNDERREPRESENTATION

SOLUTIONS TO UNDERREPRESENTATION… ✓ Be intentional with diversity efforts in recruiting and hiring ✓ Bringing unconscious bias training to your organization ❑ Advocating for succession plans that incorporate diversity ❑ Start employee resource groups specifically for people of intersecting identities, such as a women of color ERG

HOW TO CELEBRATE INTERSECTIONALITY RECOGNIZE DIFFERENCE – Do not shy away from recognizing that people experience the world differently based on their overlapping identity markers AVOID OVERSIMPLIFIED LANGUAGE - By avoiding language that assumes our own experiences are baseline, we can open ourselves up to listening to others’ points of view. ANALYZE THE SPACE YOU OCCUPY - Take note of the welcoming or distancing practices of the spaces you frequent. SEEK OTHER POINTS OF VIEW – Explore the narratives of those with different interlocking identities than you. SHOW UP (AND SHOW OUT)– As you hear about issues others face, learn about the work that is currently being done around these topics. Source: Deloitte University: The Leadership Center for Inclusion

Your thoughts?

24 HR CHALLENGE To maximize your time, decide on just ONE ACTION you commit to complete in the next 24 hours.

The Diversity, Equity, and Inclusion Journey 01 02 03 STEP Authentic Inclusive Innovative (Individuals) (Teams) (Organization) BELONGING DIVERSE UNCOVERED INCLUSIVE EQUITABLE UNBIASED

INCLUSION

CLICK TO EDIT ACTIVE ADVOCATE UNAWARE AWARE

01. Unaware You think diversity is compliance-related and simply tolerate it. It’s someone else’s job. Not yours. Jennifer Brown Consulting, Inc. - Jennifer Brown| The Inclusive Leader

02. Aware Jennifer Brown Consulting, Inc. - Jennifer Brown| The Inclusive Leader

03. Active Jennifer Brown Consulting, Inc. - Jennifer Brown| The Inclusive Leader

04. Advocate Jennifer Brown Consulting, Inc. - Jennifer Brown| The Inclusive Leader

Source: Jennifer Brown Consulting

On a scale of Unaware to Advocate, where would you put yourself on the Ally Continuum?

What’s in Your Way? 1. Staying silent – “What if I say the wrong thing?” 2. Discomfort from difference = withdrawing 3. Our Cultural lens = blind spots 4. Privilege 5. A variety of biases

To Take The INCLUSIVE LEADER Assessment: Jennifer Brown Consulting www.theinclusiveleaderassessment.com

Feedback?

NOW WHAT?

YOUR MAP TO INCLUSION 01. What am I already doing well? 02. 02. What can I improve? 04. What action am I 03. committed to taking?

24 HR CHALLENGE To maximize your time, decide on just ONE ACTION you commit to complete in the next 24 hours.

THANK YOU