Amplify Talent的动态

Transcript

So one of the things I do is try to coach the individual on why they might be thinking that. So would we ever say I'm all for diverse talent? I'm you say I'm all for diverse talent as long as they're good, I'm all for non diverse talent. As long as they're good. Tell me what you mean. More about that, Lars. Like, tell me what you mean by as long as they're good. A lot of what? We should be doing more in our workplaces is challenging with open questions. I'm not asking you to say this is racist, this is sexist, this homophobic unless it's clearly is. But sometimes it's like, tell me what you mean by that. Could you help me explain that statement further? And then it gets you to start processing your like, huh, what does that mean? You know, one of the stories I do share and reimagine inclusion as I was working with a leader who said, I'm really committed to attracting and developing Black talent. This is important to me. We have an internship program. We started with the historical Black college and it was just a mess meet. It was a disaster. All the coded language you would imagine like wasn't a cultural fit, did it? So we're not going back to that college. And I said, well, how many interns? Was it? Three. Three entrance. And so one of the things I say and I challenge and I'll pick on my alma mater, Duke University, for a second. Would we ever not go back to Duke University if three interns weren't a fit? Would we ever say we're not gonna work with you again? This is a disaster and so really challenging. Our. Bias that we have in our heads that we sometimes don't say out loud. That's why the book is all about saying the quiet parts out loud. And a lot of the stereotypes that we have about individuals who lived, who's lived experiences are not our own. We carry that with us to the workplace, right? And so if you have never met anyone who is of Indian descent or South Asian descent and I am the first person you've ever worked with, that's a really high bar for me because if I fail at this role for whatever reason, it doesn't work out. When I leave, I always ask, like, would you be more or less reluctant to hire another woman of color? What if it was a white man? Similar role, right? For all the different reasons, It wasn't a fit. He failed, he moved on. Would you be less reluctant to hire another white man? But if you maybe knew a lot of women of color. Then that would never be an issue in the 1st place, right?