00:26:55 Andrew Kelley: Hello everyone

00:27:23 Ben Cardenas: Happy Friday Everyone!

00:27:24 Karla Bylund: Hello! Happy Friday!
00:27:26 JR Penera: Hello! 🙂
00:27:39 Hope Sims: Hello!!!!
00:27:49 Rachel Glaza: Oh yes!
00:27:50 Cat Graham: Heck yes!!
00:27:50 Kiran Parimi: Yes
00:27:50 Joseph Marino: yippeee!
00:27:50 Jamon Harrell: heck yes
00:27:50 Heather Sueirro: heck yes!
00:27:51 Ben Cardenas: Heck yes!!!!!!
00:27:51 Fernando Nucum: Hi Everyone! Yes
00:27:51 Brian Stephens: HECK yes!
00:27:51 Kaitlin Godair: Heck yes!
00:27:51 Kevin French: HECK YES!
00:27:52 Jenna Obrycki Upgren: YES!
00:27:52 Brad Kewalramani: heck yes!
00:27:53 Karla Bylund: YES!
00:27:54 Brenna Geswein: heck yes!
00:27:54 Karla Reffold: heck yes!
00:27:54 Shannon McCarthy: woohoo!!! heck yah!
00:27:54 Ronald Nolte: Heck yes!
00:27:54 Michael Isaacs: yes
00:27:55 JR Penera: YES!!!
00:27:56 Nike Basurto: Woot!
00:27:57 Lisa Vasquez Fedrizzi: Yes
00:27:57 Sadhna Roopnarine: Heck YES
00:27:58 Jackie Price Osafo: heck yes
00:27:59 Veronica Girma: yes!
00:28:02 Paul Sedillos: heck yes
00:28:10 Anita Decina: heck yes!
00:28:19 Lotus Buckner: Welcome, Everyone! Thank you for joining us today for this Real People Real Talk kickoff virutal roundtable on diversity, equity, inclusion and belonging. Please join in on the conversation using this Chat feature. We have three rules 1) Be respectful and open-minded regardless of your perspectives and opinions as we are all here to learn AND unlearn, 2) Be unapologetically candid because if we’re going to meet our goal of learning and unlearning, we need to have real, authentic conversations, and 3) Have fun and let your passion on this topic spill out; it’s a safe space. Please introduce yourselves – your name, where you’re joining us from and why you’re interested in continuing these critical conversations on DEIB.
00:28:26 Hope Sims: Hecky Yessss
00:28:48 Andrew Kelley: Yes! I am diverse and now feel included 🙂
00:29:21 Ann Erickson: Yes! Looking forward to this.
00:29:32 Lotus Buckner: @Andrew, thank you! And yes, you are welcome and loved here. So happy to have you as part of this community!
00:33:34 Andrew Kelley: Andrew Kelley, Dallas, Interested because I’m in tech where diversity is paltry
00:33:58 Jay Polaki: Hi, nice to e-meet you! I’m Jay Polaki, the founder of HR Geckos (www.hrgeckos.com), an HR Technology & Management company. Having spent the last two decades in several leadership positions across industries, I have impacted how some of the most important HR functions are defined and executed. While I handle clients internationally across all HR Geckos’ markets, I live, write, grow tomatoes, solve crosswords, and integrate work into life in the USA.
00:36:07 Cat Graham: Hi nice to be here I am Cat Colella=Graham founder of Cheer Partners an employee experience firm that specializes in HR Advisory, L&D, Employee Comms, and DE&I. We also co founded the Diversity Marketing Consortium in conjunction with Harlem Capital Advisors. Looking forward to hearing from these great panelists. One thing that I think about is shared accountability, its not on the diverse employee to give the playbook, its about how people show up at work and show allyship, respect and inclusion actively and intentionally
00:36:57 Daniel Kuang: Daniel Kuang, Indianapolis area, interested because I’m an iMBA alumnus
00:37:06 Lotus Buckner: What challenges have you all faced in the workplace on this topic? Please share here in the chat.
00:37:10 Kaitlin Godair: I’m Kaitlin Godair. I’m the Human Resources Manager at TechSmith Corporation. We make Snagit and Camtasia and are located in mid-Michigan. I’m joining because our company is trying to be more diverse and inclusive and struggle with a diverse pipeline in the tech industry. We want to know how we can help and be better.
00:37:15 Karla Bylund: Karla Bylund here. I am founder and owner of Soaring Bird Solutions, an HR consulting firm located in Nevada. I am Native American and work primarily with Native American tribes. I have always been passionate about equality and very aware that most people want to downplay the horrors that were imposed on my ancestors and black people.
00:38:38 Fernando Nucum: Hi all. I’m Fernando Nucum from Chicago. I’m the IL Chair for our Asian American ERG at Blue Cross Blue Shield IL. Looking to educate myself more about this topic as this is a sensitive topic across the board that impacts everyone, regardless of race.
00:39:37 Cat Graham: Wise words Brian, its so important to acknowledge differences (color brave not color blind) and how they add value to the culture and business results
00:40:17 Ronald Nolte: Ron Nolte – IT Exec in Healthcare – These events of late have highlighted how I was not racially aware. I was taken aback just because I grew up in South Korea and Germany for the first 18 years of my life and I felt like I was extremely culturally and racially aware. However the BLM events have demonstrated to me that this arrogance was so jarring and humbling. Thoughtful introspection is key!
00:40:36 Rachel Glaza: Hi All, Rachel Glaza, from WI. I work in state government. One thing I’ve been thinking about is the tension between “compliance” with Affirmative Action and reducing E & I efforts to box-checking vs. enacting truly equitable and inclusive policies.
00:41:23 Lisa Vasquez Fedrizzi: Hi All, Lisa Vasquez-Fedrizzi here and I am the Managing Director, HR & Talent at Cheer Partners, which is an employee experience firm that specializes in HR Advisory, DE+I, Employee Comms, L+D. Looking forward to hearing everyone’s experience and pick up new learnings from the group. Having a diverse and inclusive environment for me is an important impact on the culture and day to day business.
00:41:36 Jay Polaki: I’m here to learn more from conversations around DEI because I’d like to be a part of the solution. As a WOC I’m happy to see organizations and co-workers and executives meaningfully engaging in DEI conversations openly.
00:41:39 Lotus Buckner: Anyone in the audience have thoughts/advice on what you’ve been doing as individuals in organizations that may not have done much in this realm?
00:41:47 Fuad Arshad: Hi All, I’m Fuad Arshad . I work in Technology and lead a Devops teams at Oracle . Looking to keep educating myself on diversity and continue learning
00:42:00 Kevin French: Did you already have a D&I presence within the company, or were the ERGs formed outside of that?
00:42:45 Ronald Nolte: @Rachel Glaza. I think this is the challenge with “check box compliance”, vs policy, vs culture. I feel so strongly that all three need to be addressed at the same time. Roundtables, safe spaces, and externally outside of the workplace.
00:43:08 Eric Kung: Hey Everyone, Eric Kung here. I work in a tech startup in SF Bay Area. We’ve had these conversations to some degree internally, and I’ve found some levels of success in talking about the business advantages in having D&I within the culture.
00:43:08 Karly Segal: What do your various companies do to measure yourselves in how you’re doing in the DEI space?
00:43:34 Karly Segal: Nice to meet you all; I’m Karly Segal and I lead Talent and Operations for a healthcare/IT consulting co.
00:44:08 Ashlea: Hi, I am Dr. Ashlea Nuckols. I am an unlicensed Psychologist in California. I am currently working in the quality management unit of a women’s prison. I am excited to be a part of this Roundtable because engaging in these conversations are frowned upon at work and after a stressful day at work, the last thing my family wants to do is talk about all of the challenges going on in the world right now. I think having these conversations are very important so I am happy to be around a group of people that are willing and open to discussing these tough issues.
00:44:11 Eric Kung: @Karly I think it’s important to not only look at who you’ve hired, but who do you have in the pipeline, and then also who you’re sourcing
00:44:24 Bernadette Beekman: Hello from midtown Manhattan overlooking the East River. Bernadette Beekman. Lawyer. Arts Enthusiast. DEI Advocate/producer of over 60 programs for women lawyers at the NYC Bar. Open to connecting and continuing the conversation on LinkedIn. www.linkedin.com/in/bernadettebeekman
00:44:32 Rachel Glaza: @Ronald Nolte: absolutely. And shifting the organization toward policy and culture changes and away from compliance, particularly in such a bureaucratic structure, is a long and such an important process.
00:44:44 Fuad Arshad: @Lotus and Everyone So one of the things I see in the tech space is the challenge in diversity . I have seen lack of diversity in people applying and how do we get people to apply
00:45:12 Bernadette Beekman: I also worked in recruiting for the last dozen years. The problem is color and other blinding the resumes….
00:45:26 Karly Segal: @Eric – totally. More specifically, what does success actually look like to specific orgs? Are you setting numbers/targets? Or moving a needle? How do you put measures into practice?
00:45:41 Nike Basurto: I think someone else said this, but companies need to coach and mentor internally.
00:45:51 Bernadette Beekman: You need to find diverse recruiters (I am not a recruiter) and give them more time to find the right people/candidates.
00:45:54 Jackie Price Osafo: Partner with your diverse staff is also a valuable resource!
00:46:39 Karla Bylund: @Nike – yes absolutely! Developing career paths and leadership programs is the answer to increasing diversity in the top level positions.
00:46:41 Andrew Kelley: In tech one of my white CEO friends is actively looking for Black talent out of coding bootcamps. Here at my company in Atlanta we’ve started our Handshake application so we can get talent out of Morehouse, Spelman, Clark Atlanta. Organizations like SEO have existed in Banking and that helps with entry levels … but if the board is not diverse … don’t expect the management team reporting to them to automatically be diverse
00:47:05 Daniel Kuang: One challenge I’ve observed in my admittedly limited experience is that companies tend to have more ERG’s based on ethnicity instead of activity. In a typical college you had your ethnic and culture groups yes but you also had groups on everything from cycling to sailing to astronomy which I found tended to bring together students from many backgrounds and ethnicities.
00:47:31 Nike Basurto: That’s awesome @AndrewKelley
00:47:37 Paul Sedillos: it’s also important to point out that there is a false meritocracy paradigm that many subscribe too. what looks like more experience isn’t always more
00:48:25 Bernadette Beekman: @Andrew, unless people are giving up their spots on the board for a diverse person it’s tough to happen
00:48:32 Rachel Glaza: Loren- I’m so glad you mentioned a review of skills, knowledge, and abilities and either broadening or rethinking what is actually needed to do the job and writing recruitments to expand beyond what the position already “looks like” from a talent prospective. I also appreciate the conversation around growing from within and preferencing diversity within all levels of leadership
00:48:57 Bernadette Beekman: To use metrics, you have to start where you are….if you have no idea how diverse your workforce is, you can’t measure. The thing which is challenging is self-identification.
00:49:11 Heather Sueirro: Not only is it important to work with the diversity you have to build relationships and get some employee referrals, it’s important to collaborate with them on how your company markets there positions. The diverse talent is there and they qualified! We hire plenty of mediocre white men because our job ads or career sites are FOR THEM. We have to think outside of the box with our marketing and who we are trying to attract–start with asking your own diverse talent!
00:49:39 Brian Stephens: That’s a good point Heather
00:49:43 Veronica Girma: Hello! I recently started working in an investment management firm. I’m fortunate to work for a company that encourages diversity and really operates by constantly checking in with employees at all levels. From past experiences, I think one of the things that lacked is the representation of POC in executive/C-level roles.
00:49:44 Rachel Glaza: Yes! Ben.
00:49:44 Nike Basurto: How are companies trying to ensure it’s not just a numbers game? If you have a diverse workforce but they are all expected to think and behave the same to remain employed or progress are you really making change? Can I show up as my authentic self and still succeed?
00:49:55 Eric Kung: @Loren/Lotus – Employee referral programs are fantastic ways to recruit, but it can also exacerbate the diversity issue. Any thoughts on how to utilize the vehicle, but not create further homogeneity
00:50:01 Cat Graham: Such good points here! Its also important to have a diverse interview panel to set the stage for intentional inclusion
00:50:16 Thomas Lundby: How do you encourage meaningful relationships to develop between BIPOC talent and senior leadership?
00:50:16 Heather Sueirro: Yes, Ben!
00:50:24 Fuad Arshad: So partnering with ERG’s the challenge I’ve seen is the unconscious bias toward’s ERG that meet the revruiting person’s goal . This can create more challenges in favoring a set of ERG’s over others how have people addressed that
00:50:44 Andrew Kelley: EXACTLY! Not every family can afford to send a kid to college given systemic institutions in banking, education, real estate, prison complex, and health that have set certain families back ….
00:50:45 Lotus Buckner: Yes, @Eric! That’s so true! I think you need to build your D&I efforts and then referrals can beocme beneficial.
00:50:52 Joseph Marino: From our experience, the senior leaders truly need to make hiring diverse leaders and staff a priority. It is easier to say it is a priority but it needs to truly be a focus and discussed every single week of the year within leadership.
00:50:55 Rachel Glaza: @Frud- internal checks and balances to ensure those biases are checked is super important too. How do we do that structurally?
00:51:15 Stephanie Bertels: There are significant racial disparities in education and experience because it is so hard to get a foot in the door for BIPOC. Ben makes excellent points!
00:51:20 Bernadette Beekman: If you don’t recruit at HBCUs there is an issue, @Ben
00:51:35 Bernadette Beekman: Also, what about taking out the names of candidates……that’s key
00:51:43 Andrew Kelley: Preach @Bernadette
00:51:55 Stephanie Bertels: Yes, Bernadette!
00:51:56 Rachel Glaza: Yes, blind screening.
00:52:03 Kevin French: I believe there’s an app that can help identify biased language from job descriptions
00:52:03 Joseph Marino: gender-decoder helps with taking out biased words in job postings
00:52:15 Kevin French: There it is !
00:52:16 Rachel Glaza: Can someone provide the acronym: HBCU?
00:52:28 Heather Sueirro: Historically Black Colleges and Universities
00:52:28 Stephanie Bertels: Historically Black Colleges and Universities
00:52:31 Daniel Kuang: Reminds me of Kal Penn (Kumar from Harold & Kumar). Had to change his name on resumes to get calls back from casting calls.
00:52:33 Bernadette Beekman: Historically Black Colleges and Universities
00:52:33 Rachel Glaza: Thank you
00:52:36 Shannon McCarthy: historically black college and universities
00:53:04 Bernadette Beekman: @Morgan: black people with black names don’t get their resumes passed on to the hiring folks
00:53:17 Hope Sims: Yes Bernadette. I advocate for blind screening as well.
00:53:40 Lisa Vasquez Fedrizzi: Completely Agree, Bernadette – blind screening is always better
00:53:43 Bernadette Beekman: With LinkedIn and FB, the problem is even if your name is not atypical, people can see who you are and screen you out before you get a second look.
00:54:08 Karly Segal: Can’t remember the tool but there are plugins recruiters can use to block photos from facebook and LInkedIn
00:54:11 Bernadette Beekman: @Morgan, I grew up in a middle class black neighborhood and never heard of HBCUs until I was in law school, when I was asked to recruit in ATL for a school in the northeast!
00:54:15 Brad Kewalramani: To Bens point, What does the panel think about having a conversation/asking candidates openly in a recruiting process/interview stage about their life experience what have they learnt through life experince that will help them contribute to the organization in the current role they are interviewing for?
00:54:21 Stephanie Bertels: And that certain education requirements are simply unnecessary.
00:54:32 Andrew Kelley: … ethical and implicit bias and AI/ML is so far behind 🙁 … that’s why Application Tracking Systems (ATS) may have built in bias …. As does facial recognition, judicial sentence recommendation software
00:54:40 Bernadette Beekman: @Brad, you have to worry about illegal interview questions
00:55:06 Karla Bylund: @Brad – interviews questions should only be job related
00:55:18 Rachel Glaza: I think ensuring authentic partnerships with outreach is important, too, so agencies don’t use that recruitment as a justification for not having diverse candidates with the agency (i.e. we did the outreach but it didn’t produce results).
00:55:27 Rachel Glaza: Just as Morgan is describing right now
00:55:35 Bernadette Beekman: @morgan, why should it be the person of color’s responsibility to be the ONLY person being the DEI advocate?
00:56:14 Bernadette Beekman: This goes back to the point about the board being diverse. When there is a BIPOL at the top, then there is usually a diverse organization.
00:56:25 Daniel Kuang: I’d argue life experience, if framed correctly, is job related. Although I’m sure there’s questions you can’t ask either legally or because it could appear discriminatory.
00:56:44 Jackie Price Osafo: We have to be intentional about hiring people from diverse background and sometimes that means meeting them where they are/or the places.
00:56:45 Bernadette Beekman: They are leaving due to lack of sponsorship
00:56:45 Nike Basurto: That leads to the question I posed earlier : How are companies trying to ensure it’s not just a numbers game? If you have a diverse workforce but they are all expected to think and behave the same to remain employed or progress are you really making change? Can I show up as my authentic self and still succeed?
00:56:53 Daniel Kuang: also, can build rapport between the interviewee and their potential boss or teammate
00:57:13 Bernadette Beekman: I only got promoted when I pointed out that the white guys hired the same month as I got promoted before me when I worked in Corporate 100 companies.
00:57:20 Andrew Kelley: Have to go but connect with me if you’re in healthcare, manufacturing, or tech: https://www.linkedin.com/in/kelleyan/. I am really encouraged by this conversation!!!
00:57:31 Andrew Kelley: Thank you
00:58:06 Karly Segal: @Nike – something my company does is use a wide set of success measures, one of which is inclusion. we use an amazing tool called OfficeVibe – highly recommend
00:58:11 Jackie Price Osafo: Brian, completely agree, while outright racism may not show up, but microaggression behavior is common as one move up the ladder.
00:58:23 Rachel Glaza: Yes
00:58:39 Stephanie Bertels: @Bernadette I think the problem is that white people are often clueless about how to start being more inclusive. It is asking a lot for a BIPOC to take on that additional emotional labor of connecting opportunities with people, but like Morgan said, we have to start somewhere. There should be extra pay for a role like this. Maybe a mentorship program?
00:59:29 Nike Basurto: Thanks @Karly
00:59:52 Bernadette Beekman: @Stephanie, there are now more DEI jobs than ever….and in a year, I wonder if anything will have changed.
00:59:52 Heather Sueirro: @Nike Companies who are truly committed to diversity and inclusion should not expect all of their employees to come in and act the same. They have to set performance metrics that are fair and equitable and give the tools needed to support their diversity. They have to make a welcoming and inclusive environment, otherwise it’s just hiring 20 black people a month and watching them leave as soon as they realize “it was all a dream.” Companies should not be trying to hiring for diversity if they aren’t going to do the work to support them and allow them to be their authentic selves!
01:00:04 Veronica Girma: @Brian: Agreed, this is definitely something that came up in our company. How it’s really tough to operate from a place of deficit.
01:00:15 Jackie Price Osafo: Morgan, you are 100%, it has to come from the top – down!
01:00:34 Karla Bylund: @Heather – well said!
01:00:57 Hope Sims: I find that a lot of organizations hire for cultural fit, instead of hiring for experience and education. we have to change our mindsets as individuals before we even begin to look at hiring practices. Our influence and biases will always show up in how we hire. we must be willing to change how we think, and view others.
01:01:04 Joseph Marino: Well said Morgan!
01:01:20 Bernadette Beekman: The other thing is that by 2042, this country will be a majority multi-ethnic country and corporate America has to prepare for that. Gen X, Y and Z do not want to work for a company with no purpose and they want to work in a diverse place
01:01:21 Heather Sueirro: @hope Yes! Absolutely!
01:02:14 Nike Basurto: @HeatherSueirro I agree, the issue is it happens and it happens often. People do not think deeper and broader about office culture and the role it plays in gaining and retaining a divers pool of talent.
01:03:10 Heather Sueirro: Ugh, I know! I deal with it every day and in the same breath, I’m trying to change it.
01:03:31 Nike Basurto: @BernadetteBeekman true, but see South Africa during Apartheid. Numbers and power are not equivalent.
01:04:11 Bernadette Beekman: @Morgan, I lived in France for several years and I was the only woman and the only black woman and was continually only seen as American…frustrating!
01:04:53 Rachel Glaza: It’s not just diversity for the sake of saying we’re diverse; the value of diversity is just that- richer perspectives, skills, backgrounds, and ideas to support an organization’s mission or goals.
01:05:07 Bernadette Beekman: @Morgan, racism against darker people strongly representing as African is rampant in Brazil. It’s sad.
01:05:17 Rachel Glaza: It seems like a disconnect to say “let’s recruit BIPOC for xyz position”
01:05:29 Ashlea: @Rachel I totally agree!
01:07:34 Brian Stephens: I had a chance to study in Brazil for a week in grad school, I can’t count on one hand the number of black professionals that I encountered out of 7 company viists
01:07:49 Rachel Glaza: That’s another great point: how are we thinking about intersectionality and the implications of other experiences in not just the practices but the tracking and data to support and evaluate?
01:08:13 Nike Basurto: Forgot to drop my LinkedIn contact Niké Basurto https://www.linkedin.com/in/nikebasurto/
01:08:42 Kaitlin Godair: Thank you, Morgan, for giving us this different perspective from another continent.
01:09:39 Ann Erickson: The opportunity is in shifting from “settling for less” to Growing and Exploring for More. I appreciate the call to action: Partner with our managers to be build awareness around how their thinking, biases or other internal checklists for hiring and promoting for a DIEB culture.
01:10:04 Derly Gomez: Latam region has its racism kind of hidden, but it’s very clear when you pay attention. Access to education, health and many other things put these communities in a great disadvantage.
01:10:34 Daniel Kuang: I’ll admit I’m not sure what “intersectionality” means in this context. “Intersection” of different backgrounds/ethnicities?
01:11:12 Rachel Glaza: @Daniel, yes, multiple identities intersecting that could add to additional oppression and/or challenges in the workplace.
01:11:14 Ronald Nolte: Ok so I am going to ask the dumb questions… what are ERGs and what is intersectionality? I apologize not familiar with this vocabulary as not in HR.
01:11:46 Daniel Kuang: @Rachel thanks!
01:11:53 Daniel Kuang: ERG: Employee Resource Group
01:11:55 Heather Sueirro: There’s a great Kimberle Crenshaw Ted Talk that speaks on intersectionality if you’re curious!
01:12:03 Nike Basurto: I looked up ERG too @Ronald Employee resource groups are formed by employees who share a common characteristic – ethnicity, gender, generation, religious affiliations, etc.
01:12:05 Lotus Buckner: ERGs are employee resource groups. Sometimes called BRGs – Business Resource Groups. They are employee led groups for minorities and women. They support education, events, etc. to move D&I efforts forward.
01:12:32 Rachel Glaza: Yes @Heather. Kimberle coined intersectionality in the 80s, her TEDTalk is really great.
01:12:39 Lotus Buckner: Intersectionality is where our identities cross – for example, being black AND female or being Asian AND LGBTQ
01:12:40 Daniel Kuang: I’ve also heard them called “affinity groups” too
01:13:35 Heather Sueirro: Yes, @Ben!
01:13:40 Kevin French: Right – how do we take ACTION??
01:13:41 Karly Segal: example – our Parents ERG recommended updated policies for our org to implement in COVID era due to school closures / virtual learning
01:13:51 Rachel Glaza: Yes. What value do you place on the ERG as an organization.
01:13:52 Heather Sueirro: @Karly–That is awesome!
01:14:15 Stephanie Bertels: I do not envy the challenges of HR professionals in this regard. As a paralegal, my experience deals with the fallout caused by a lack of diversity and inclusion and subsequently directing HR to step up their efforts.
01:14:22 Bernadette (she/her/hers): ERGs need an executive sponsor to be successful…
01:14:22 Karly Segal: YESSSSS – have the mechanisms for the ERGs to get to the leaders with real recommendations that can be acted on
01:14:42 Brian Stephens: Agreed executive sponsorship is key @Bernadette
01:14:46 Bernadette (she/her/hers): Plus, ERGs have been finding their voices during COVID.4
01:14:59 Rachel Glaza: Yes- it’s tokenizing in addition to other challenges, @Lotus
01:18:17 Lotus Buckner: Yes @Rachel!
01:18:20 Karla Bylund: Thank you everyone for your insightful perspectives. Thank you Lotus for organizing this meeting. It was very educational and eye opening on many levels. It is crucial for us to continue having these courageous conversations! Like Nike, I will drop my LinkedIn profile. Be well! https://www.linkedin.com/in/birdwhosoars
01:19:28 Stephanie Bertels: YES, Ben!
01:20:04 Karla Reffold: Great event. Thank you for all the insights
01:20:09 Karly Segal: Great dialogue; I look forward to the next one! Happy to connect: https://www.linkedin.com/in/karly-segal-8ba7621/
01:20:16 Joseph Marino: Thank you all for your great input!!
01:20:17 Thomas Lundby: thanks so much for this Lotus, Brian, everyone!
01:20:20 Shannon McCarthy: thank you!!:)
01:20:21 Heather Sueirro: Great session!
01:20:24 Brian Stephens: Thanks for having us!
01:20:27 Hope Sims: awesome!
01:20:27 Jeff Bono: Thank you! Have a great weekend all.
01:20:29 Veronica Girma: Thank you! This is how change cascades, creating a space for dialogue!
01:20:30 Kevin French: @Lotus – maybe you could create a LinkedIn group on this so we can continue the conversation…?
01:20:30 Sadhna Roopnarine: This was exceptional! I learnt a lot! Thank you! 😀
01:20:31 Daniel Kuang: Thanks Lotus!
01:20:32 Lisa Vasquez Fedrizzi: Thank you!!
01:20:35 Jenna Obrycki Upgren: This was great. Thank you!
01:20:37 Nike Basurto: Thanks All!
01:20:39 Bernadette (she/her/hers): Can you send us the chat?
01:20:43 Hope Sims: great conversation. Thank you!!!
01:20:45 Heather Sueirro: It was so great to engage with people who aren’t the same 2 people I see everyday!
01:20:45 Brenna Geswein: Thank you everyone!
01:20:47 Karol Castro: great session! thank you!
01:20:53 Jackie Price Osafo: iMBA proud of my peeps!
01:20:56 Ann Erickson: Thank you all for sharing your experiences and perspectives.
01:20:56 Corey Jones: Thank you Lotus!
01:21:11 Eric Kung: Fantastic discussion. Thanks for organizing Lotus!
01:21:14 Joseph Marino: Great job Lotus!!!
01:21:26 Stephanie Bertels: I would love to connect with all of you! https://www.linkedin.com/in/stephaniebertels/
01:21:27 Jamon Harrell: Thank you Lotus, great conversation!
01:21:47 Emily Endert: Thank you Lotus, great session.
01:21:50 Ashley Grant: Thank you, Lotus!
01:21:51 Shannon McCarthy: https://www.linkedin.com/in/shannon-mccarthy-a643155/
01:21:51 Bernadette (she/her/hers): @Lotus, don’t forget to talk about the GLASS CLIFF…when women are put into top positions where the company is already failing!
01:22:00 Jay Polaki: Great convo! Thank you all. I listened and learned a lot. If you would like to connect to further discuss feel free to reach out on LinkedIn : https://www.linkedin.com/in/jpolaki/
01:22:17 Cat Graham: Thanks everyone! such a greta convo!
01:22:34 Rachel Glaza: Thank you everyone! Have a great day. Excellent conversation.
01:22:43 Nike Basurto: Thanks all! https://www.linkedin.com/feed/
01:22:52 Stephanie Bertels: Thank you, Bernadette!
01:23:01 Lotus Buckner: Thank you all for joining us today! Don’t forget to register for our September 11 event on DESTROYING the Glass Ceiling: https://bit.ly/3eXrW1U Also, please fill out our SHORT feedback survey. Only three mandatory questions and two optional ones: https://www.surveymonkey.com/r/2BBQYLP
01:23:06 Cat Graham: Would love to connect! https://www.linkedin.com/in/catgraham/
01:24:03 Ronald Nolte: Great conversation! Thank you Lotus!
01:25:29 Lotus Buckner: I LOVE THIS COMMUNITY. Please join our Steptember event so we can kepe this community and important converation going! THANK YOU ALL!!!
01:27:08 Heather Sueirro: I believe either GLAAD or ACLU has a great resource on integrating pronouns into your workplace, including how to appropriately ask people their pronouns
01:27:22 Nike Basurto: Whoops, I dropped the wrong link a sec ago:https://www.linkedin.com/in/nikebasurto/
01:27:26 Stephanie Bertels: I have received comments from coworkers about my pronouns being in my professional email signature.
01:28:14 Karla Bylund: My daughter’s wife was really struggling with understanding the emotional impact of discrimination until I was able to correlate her experiences with discrimination as a lesbian couple. It was such an aha moment for her.
01:32:02 Stephanie Bertels: @Nike We have to personalize and humanize it for the people at the top.
01:32:46 Nike Basurto: @Stephanie true
01:33:19 Lotus Buckner: Thank you for sharing @Karla! Yes, the impact is heavvvvy!!
01:33:38 Stephanie Bertels: But I understand that is a challenge in and of itself. That unpaid emotional labor…
01:34:29 Nike Basurto: So, I created a list of resources for my co workers. It’s not warm and fuzzy but I’ll share it : https://docs.google.com/document/d/1YDNRUX20n6f8IpOu-0x6pzmvRbI0h7RwPiHAN0QiYV4/edit#heading=h.lntg56ljm653
01:34:40 Stephanie Bertels: Thank you, Nike!
01:34:45 Nike Basurto: YW
01:35:14 Nike Basurto: On Being With Krista Tippett | Resmaa Menakem | ‘Notice The Rage; Notice The Silence’ (HIGHLY RECCOMENDED I suggest listening to the unedited version) https://onbeing.org/programs/resmaa-menakem-notice-the-rage-notice-the-silence/
On Being with Krista Tippett | Robin DiAngelo and Resmaa Menakem | In Conversation (HIGHLY RECCOMENDED I suggest listening to the unedited version) https://onbeing.org/programs/robin-diangelo-and-resmaa-menakem-in-conversation/
01:35:17 Heather Sueirro: Thank you, Nike!
01:35:49 Karol Castro: gracias Nike!
01:36:23 Nike Basurto: You’re welcome @Heather and @Karol
01:38:00 Paul Sedillos: Take care everyone. Thank you for the critical conversation
01:38:00 Heather Sueirro: I have loved these conversations. Thank you for reminding me of the importance of connecting with other individuals passionate about D&I! I am on (professional) Twitter @HeatherSueirro and on LinkedIn https://www.linkedin.com/in/heathersueirro/
01:38:25 Nike Basurto: You have to share the business case and the People/culture case.
01:39:31 Lotus Buckner: That’s Jackie, a guest for our next roundtable! Come join her on September 11 as we talk about how she is destroying the glass ceiling!
01:40:48 Stephanie Bertels: Kudos, Jackie!
01:41:19 Brad Kewalramani: Thank you for sharing Jackie
01:41:21 Karla Bylund: Be BOLD!
01:41:24 Stephanie Bertels: I’m looking forward to the September session!
01:41:25 Brian Stephens: Love it!
01:41:59 Ben Cardenas: Thank you Jackie! That was incredible and inspiring! #bebold
01:42:03 Stephanie Bertels: Thank you, Ben, for the invitation for today’s session!
01:42:09 Jackie Price Osafo: See you guys September 11th! Thanks all!
01:42:12 Brad Kewalramani: @ Lotus Thank you for organizing this Lotus
01:42:13 Nike Basurto: Thanks all! Huge Jackie!
01:42:19 Nike Basurto: Hugs
01:42:20 Nike Basurto: LOL
01:42:26 Derly Gomez: thanks!!! amazing conversation
01:42:29 Ann Erickson: Absolutely worth it!
01:42:29 Brad Kewalramani: Thank you to the panelist as well
01:42:40 Karol Castro: thank you!!