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Okay. >> Hi everyone. My name is McQueen. Worries, and I'm so happy to be here with you today under these interesting uncertain circumstances where we're happy to be here to bring you know how to be an ally in a virtual world. Go ahead and let us know who's on here. Put your name, and let us know where you're tuning in from. And we have a pretty cool way interactive tool. So we're going to do a poll there were and ask a question. My question is, it's just a fun question. The question is, have you been able to watch Melinda as Vint to talks? Have you wash them? >> Briana, where's Ted talk? >> Three ways to be an ally, yes or no? I see there's something you Buddhism there. However, Thank you. So this is also because they're pretty cool to a world shut this down about at about 25 to a couple of seconds. All right. Okay. Thank you. >> So thank you so much. >> There's a pull or I will stop here and thank you again, go ahead and put your name in the chat and let us know where you are coming in live from. We want to thank Natalie for being here. Natalie Kraft, who is our sign language interpreter. If you would like to stay in Washington, Natalie, go ahead and pin her video in the way. So pn her video, you would go out to the right quarter. It is three little dots in it says pin video going to select death. If you would like to only only view Nathalie's. >> Okay. All right. >> So our session overview. Melinda. So Melinda Briana app where she will, she's going to host them. An amazing presentation. I'm really excited about this. We'll have a fireside chat. And basically what the fireside chat is is we have pre submitted questions and Melinda will respond to those questions. And if you're like me, you'll have questions already while you are while Melinda is already presenting for you. Put those questions in the Q and a chat. Wow, Hawaii after the fireside chat. And then we'll kind of discuss what's what's going on would encode ICO though he offers no diversity initiative and how he has units engage. And we'll go ahead and close their workflows were comments. And again, my name is McQueen will respond. Those edges joined and with the Kelly office of diversity initiatives in the Kelly and Kelly undergraduate programs. And I have the opportunity to work with amazing colleagues, Carmen and Jamie and Stephanie, and all my other colleagues in the Hugh Grant. I just want to say hello and thank you so much for tuning in. This is going to be a great webinar instructions. So there should be a piano down at the bottom. For questions, please feel free to use that Q and a. Q and a button. Extend these joint lot. Join listen only mode resources in the recording will be sharing with you with attendees via email. This is being recorded just so you know. So we have a couple of view options. So there's a speaker view option. In speaker view option, you only see the speaker's speaking sneaker view. And then we have the gallery view. So the gallery via will allow you see all, all of the speakers simultaneous, right? Again, feel free to keep the conversation going. Remember to be, be nice to each other. You know, if you want to ask questions, you can either do chat or do you think we prefer lets you do the Q and a and a shadow. So mushy is helping to manage the chat, so she'll keep you all engaged. Okay, so without further ado, I'd like to introduce Melinda, Melinda Briana Kepler. So Melinda Briana Adler, where she's the founder and CEO of change catalyst. Melinda has over 25 years of experience developing business innovation and inclusion strategies for startups, Fortune 500 companies in global NGOs. As CEO of change catalyst, Melinda currently works with tech industry to solve diversity and inclusion together using her background and story sewing and large-scale cultural change. She has strategic, she's a strategic advisor for tech companies, tech hubs, and governments around the world. She call these a series of global solutions focus conferences, cloth tech inclusion, where she has partner with over 450 tech companies and community organizations around the world. 43 solution focused diversity and inclusion efforts around the world. Previously, Melinda was a marquee and culture executive, an award in an award winning documentary filmmaker perfume and television work includes projects that expose the aids crisis in south Africa, explore women's rights in Turkey, and prepare our communities for the effects of climate change. She has worked on several television shows, including NBC's the West Wing. Melinda is a TEDx speaker. >> This is how I was able to find her. >> She speaks, she mentors, and writes about diversity and inclusion in tech. Ally ship, social entrepreneurship, underrepresented entrepreneurs in investing. She has spoken on hundreds of stages across the world in virtually UCS well-being as a places, which includes as x, SW, Grace Hopper, Wisdom 2, The World Bank, Obama, White House, Clinton Foundation, Black Enterprise. >> Indeed, Capital Y. >> In McKinsey, without We welcome you. Moving the Thank you so much for being here. >> Awesome. Thank you. Thank you, everybody. And I'm really excited to be here. I'm just gonna talk for about ten minutes. And then, and then as, as McQueen beside the, we're going to have a discussion afterwards. So and I can't see the chat when I'm presenting. So we'll we'll get to any questions afterwards. So but please keep, keep, keep communicating together. Alright, so Ally ship in a virtual world leading with empathy during Kobe 19, when we're in a very, very unique time right now. And I'm really excited to address this and that we're just seamless together. So moment the Briana alarmed the founder and CEO of change capitalist and I'm a speaker, writer and advocates. I build an inclusion, inclusive innovation using systems design and storytelling, community building and behaviour science. And feel free to reach out to me in any of these channels. All I'll put this up again at the end. We'll talk change catalysts, builds inclusive innovation ecosystems globally through training, consulting, and events. So I had an aha moment about seven years ago when I was an executive at an international engineering firm, I was the only woman. And while I had experienced harassment and discrimination before, this was a new level. I was good at what I do. I, I'm good at what I do. But suddenly in this work environment, I was not as good as I want it to be. It took me a while to realize that I had some pretty low points. But when I did, I, I started to realize that all of the biases that the microaggressions that mature, those everyday slights and insults, negative verbal and nonverbal communication, whether they're intentional or not, that can impede your ability to do your work? Well, all of those I face those as they continue to face those over and over every day, it started to chip away at my ability to do my work well. It shipped away and it took my brain space and kept me from becoming my best self. So in that moment of realization, I realize that I wanted to change that for other people, for other underrepresented people. And I set out to learn how, and I wanted to change it not just at that company, but in the tech industry as a whole. And so over the last six years, that's exactly what I've been doing. I've been working, I've worked with over 400 tech companies and organizations to create change around diversity, equity, and inclusion. So over the last six years, I've realized that it's not enough to have diversity and inclusion and the HR folks working on this, that it really takes all of us working together. There's no magic wand for extracting diversity, equity, and inclusion. And, you know, in the tech industry, we want those quick solutions. We look for the apps to direct that. We look for the little things that are going to correct everything we're training that's going to correct everything all at once. And it's really not that easy. Change happens one person at a time when, after the time when we're that upon time, really all of us working together to create change. So in the tech industry and education. And a three and Many other industries, there are lots of under-represented people or people who face barriers and discrimination, women and people who are non-binary. People who I don't identify necessarily as a man or a woman, racial and ethnic minorities, LGBTQ, IA, people with disabilities, veterans, people over 35 years old in the tech industry are also underrepresented, were very biased toward youth and tech savvy and, and many others based on religions, geography, education class, plus keep in mind intersectionality. So some one person can be all of these different identities at once. And so all of these identities can impact your opportunities versus that we've been told our whole lives that if you work hard, that hard work pays off. But and you get what you deserve and you leave your dream. You get to live your dream. And for a lot of people that's not true. They have to work ten times as hard to get to the same places. Do too many barriers put in front of them over their lifetime. And that's where Ally ship comes in. So Ally ship is understanding imbalance and opportunity and working to correct it. It's really seeing and understanding the person next to us and also the person who's missing, who should be standing next to us. Because often there are people who are missing in the rooms that should be there first knowing where they're going through and then helping them succeed and thrive with us. Who is an ally? All of us, All of us can be allies for each other. It doesn't matter your identity, your backgrounds, all of us should be always for each other. And so let me, let's talk now a little bit about I ship during a pandemic. So when equivalent I first talks about this topic, it was just a few weeks ago, but the world is already pretty different than it was a couple weeks ago. Things are changing. Remote work and school, remote school is looking to be a longer scenario. And the world is going to be quite different for awhile, where each in different places, different homes. And that physical distance can bring us social and emotional distance as well. And I had seen a lot of examples of it can be easy to assume that everyone is going to the same things. And the reality is that each business going through something a little or a lot different. So how can we collectively get through this, help each other through this, support each other through this, and thrive on the other side. So I've talked a little bit about the basics, but hope that you have seen, and it looks like about half of you have seen my TED talk already. If you haven't check it out, I'm not going to go through the rest of what I did in a TED Talk because it's the resource there for you. And I don't make any money on the TED Talk, is just there as a resource. In the TED talk, I talk about three kinds of ways that you can be an ally for four people. So today we're going to end and when hopefully it looks like I might be coming back to, to talk more and then talk in a deeper way where we can go deeper into some of these, these concepts. So today I'm going to spend more time doing on building empathy, which is a key building block of Ally ship. So Ally ship starts with from within the best allies I know understand themselves really well. They worked to understand themselves over time, and then they listen and they learn, and they act with empathy. Which can take some practice. So empathy a starts here. It starts with finding those commonality is the be-all. Finding a commonality with, with someone else. And then also looking at what isn't common, commonality. What are, what are those differences that you and I uniquely have? And really valuing those differences. So why don't break down empathy a little bit. This is from Teresa Wiseman, who's a nurse. This is used in, in nurse practice. Practitioners use this quite a bit to better understand empathy, and we've adapted it a little bit here. So empathy as a combination of insight, engagement. It's those two together that really build empathy. The first insight is really seeing their world, seeing that person's world, and really knowing what it is that they're going through listening. And then second secondly, understanding their feelings. What are their feelings about what they're going through? Those feelings are unique to each of us. We don't react to the same situation the same way. And, and there's, there's a unique quality that we need to listen and understand. And then the next side of this, the engagement side, is really appreciating and without judgment, appreciate appreciating their world, appreciating their feelings, appreciating their experiences without judgment. And lastly, communicating that understanding, which is we often forget this part, really communicating. I see you. And that is such a powerful thing sometimes for, for just to be acknowledged that my experience is unique and, and what I'm going through is difficult. So with that, let's talk about some of the things that our colleagues might be going through in a world where all of a sudden we're having to quickly work. We were kind of thrust into this. >> And I want to say one more thing about empathy. >> Empathy is not pity, is understanding. And then what you do with that understanding as an ally, what do you do with that as an ally with action do you take? Okay, so let's talk about some of the things that people might be going through right now in this unique time that we're in. And then we'll talk about some solutions. So the first one is access to technology and Wi-Fi. Depending on what studies you Daddy look at, somewhere between 10, 20% of the US population does not have adequate, it, does not have good WiFi. And so they don't have the access for the rest of us have. And so that's just something to be aware of and understand when we're creating Zoom meetings where we actually are leaving some people out and, and how can we reach those folks? Having a quiet place to work and have Zim columns can be difficult if you have roommates, if you have if you're parents and young children, these are, it's not an easy thing. Extroverts sometimes need to talk out their learning and when they're in isolation, are not able to do that. And then introverts, on the other hand, don't get the quiet moments that they need at home sometimes and Parents whose kids are at home all day, every day are going through some really unique struggles. And, and several students are apparent staff members or our parents. And so that's a really important, important part of this working from home is that all of that, all of our life and our work is intertwines now for international students, they may be struggling with, and he says, and with the strict legal requirements about being in person and classes and how to now working with lawyers and and, and trying to stay in the country. And at the same time may, they may be worried about their families at home or far away students, lot of students need their jobs to pay the bills and to eat and to, and to live. And without some of the jobs that were available only a short time ago, that can be really difficult financially. Other citizens may be relying on financial aid that includes meals and that now struggling as well. So from an economic standpoint, that must be, that might be a real struggle for some people. Also some other difficult things that might be going on. And it's moving home as might be moving home to an abusive relationship that you thought you left behind. That's a huge increase. Them a number of calls that centers are getting right now, students already how high-stress rates and now we're in a pandemic, Well, we're so much more stressed and I can exacerbate anxiety, depression, other illnesses that might otherwise be under control. Substance abuse and isolation and loneliness can affect all of those as well. So and then lastly, of course, family who stick or passed away and you maybe sit yourself and even a mild case, then this can be exhausting. My sisters had it for the last four weeks and continues to struggle with it. It's it's it's a tough thing to to grapple with when you're also trying to do with the rest of life. And so all of these things and I don't have just a couple more. My nose is hard, but I want to just kind of build this empathy for, for people who might be struggling quite a bit right now. Xenophobia, which is the prejudice against people from other countries actually, but it's coming up against any EMSA Asian, any, any Asian Americans right now. There's a lot of friends who are afraid to go outside, afraid to put on masks. A lot of black friends are free to put on masks as well. A lot of my Asian American friends are being harassed and believe just walking down the streets. And the reality is that most of them are from here, born here for generations have been here that are still perceived as foreigners. And racism and discrimination is often heightens when people are fearful. Right now, a lot of people are afraid. Many historically marginalized populations are being disproportionately affected by Coburn 19 to the by the, by the disease itself. There's a disparity there when it comes to race and ethnicity. And then also by the economic impacts of this >> So I'm going to stop there with with some of the things that that people are going through. >> And I know it's a lot of heaviness and we're NFV world, right? Heavy world right now. I'm sure some are, several of you are experiencing some of these things and you're not alone first and foremost. And a big piece of this is as an ally, don't run away from this heaviness. Don't ignore it. Take care of yourself, then find ways to be Ok so that we can all be in this together and move through it together. So okay, so just going to take a moment to shake that off and then focus on the solutions. Because this is heavy stuff and, and it's important to shake it off from time to time. It's important to mended. I meditate, do yoga, and you would take a walk? Sometimes when I need to take a walk just so that I can be more present for people after taking care of myself. So let's talk about solutions. What do we do with this understanding? So the idea is here that we're building empathy. We're building an understanding of what people are going through. What do we do with files? Here are some things to do, here are some things that have come up with to do there are many more does is just to get your ideas flowing. But the first is to listen to him. Show empathy. Listen and pay attention to what people, what somebody might be going through. Have empathy, you have compassion for them. Recognize their unique situation where there might be, where they might be suffering, are struggling with. And when somebody isn't as productive as you want them to be right now, get from some slack and perhaps check in on them and spend some time checking in on each other, making sure I do a lot of checking in with people over the last few weeks. I've checked in with a lot of people who I know are might be struggling anyway. And with this, maybe somebody even more and just check in and say hello and see how they're doing. And I can make such a difference. Diversify your teams. So and your study groups diversity makes a team stronger. Lots of studies show this diversified was T1 doesn't work in study groups collaborate together. If you see something, do something. So we are thrust into this virtual world and a lot of systems aren't set up to deal with harassment, microaggressions, things that come up. And and so if you see something, do something or say something, being a bystander in Harassment and microaggressions as being complicit and find a way to do something about it if it's safe. In the moments you can say something. If somebody says something that's not intentional, you might just take them aside and let them know privately that they may have hurt someone else with their words. If its intention all maybe TO tell Professor TO an administrator check and then check in with your colleague. Make sure that they're okay as well and just find something to do here to make a difference. We all need each other in this, lift each other up. We all are going to have good days and bad eighth in this. And when you're having a good day, sure, IT support somebody who isn't having a good day. Figure out a way to be there for someone. Don't let each other's fail. Help each other through this, and then find ways to have fun. Have group happy hours, have game nights on zoom. While you might not need it, other people might. And this can be a great way to really provided that, that space for everyone to get together and just be in that moment and have a little fun and encourage each other to be your best stones and all of this. And sometimes that means encouraging each other to, to step forward when we might when we might have a hesitation, excuse me, 1 second. And there's also means that all of us need to ask for help when we need it and accept that help when you need it to. This is the time where all of us need help in one way or another. So ask for it and then yeah, just lift, listen, support, and lift each other up. So important. It really does take all of us and it takes all of us taking care of ourselves and each other, working together, focusing on solutions. We are living in a big moment in history right now. And I just want to ask you, how do you want to remember yourself in what time and what you did? Let's get through this together so we can thrive together on the other side. >> Thank you so much. Melinda, I'm over here taking notes and fumbling. Make sure I'm writing everything down while she's taking that. And now we're gonna start our questions. But one thing that I wanted to say acknowledges that Melinda has a series that's going she has a new video and podcast series. I was able to watch the first one, xenophobia and Ally ship. This new series is called leading with empathy and Ally ship, I would encourage you also check it out. It some people off hostile all across the country that are doing some stuff in one window, was able to champion this online. And I just want to say thank you again for career commitment. I'm uses our time is just the commitment is really essential and is very important. So thank you again. So now we'll get into the live questions. I see some questions. I'm so thankful that you all are standing. Gauge Oshima. Thank you for hone it down in the chat. And Natalie again, thank you. >> I just wanted to give another shout out. >> So we'll go, Hey, what the fireside chat Some of you all know I like to ask questions, so I'm gonna do my best to be in tune to ask my own questions. But ask questions our free submitted to submit, submit it. >> Okay. >> So we have a student who sent in a question, why is Ally ship import in the virtual world? >> Yeah, I think I answered that a little bit but in a talk already. But that Ally ship is really how we get through this together. We have to be there for one another right now. And we were all, we've got Raid. And so some of us are suffering more than others. Some of us are having a more difficult time than others and we need to rely on each other to get through this. >> And yeah, sorry. That was my yeah, I agree. >> I think you talked a lot about that. Make sure it is Dana for people. Cuz sometimes I feel that individuals kind of make it. And I don't mean to say this with all, as much as possible. Some people kinda make it harder than what it should be. How, what does it? Now i would wipe them. I think you highlighted that really well and presentation. The second question is, how do you get other people to join you as an ally? >> I give a whole workshop on it. And so it's a much bigger topic. But I, I think it start, I want to start by saying that you can't force people to be an ally and don't try. Don't, don't, don't spend too much time trying to get someone who is actively oppose. We talked about different, there are different stages. A battleship, that is, it starts with complete. It's somebody who is completely opposed them. Then there's a learner or somebody who's learning but not really jumping into it and observe, observer and a learner and then, and then an ally. So it takes a little bit to get to become an ally. And then there's advocates and then there's people who do this, you know, like you and I are do this for a daily for our work. So don't spend too much time with the people who are opposed because can burn yourself out. There are so many other people that want to be allies and just don't know how. And so focus on, I would recommend focusing on them. Focus on the people who have they, they understand the importance of it, but they just don't know how to do it. The damn about there yet. They're moving, they're observing start. And with them you can, you can give them some articles to read. You can tell them your own story. That might make a big difference. Because when people actually have real examples, real examples from people, they know and respect that big difference in their awareness and their motivation to do something, give them feedback. And feedback is Constructive, positive feedback is of course going to like thank you, that was really helpful. If they were helpful, never shame people. If they make a mistake. Everybody makes, I make mistakes as now, everybody makes mistakes and, and shaming people can push them to not becoming just push them away from Ally ship entirely. It's not, it's not fear and shame does not motivate people to create change. And, and so the feedback that you give is important but needs to be constructive and, and focus on how they can be better. >> I want you to name now she's coming back to she's coming back soon once everything calms down. And so you want to be when will you say, well, I'm sorry, I'm looking forward to that. >> Ask for help. Ask for help is the other thing is alleys don't always know when, when they should step. In Iran, they should step back, part a battleship of stepping back to so ask them, ask them, you know, hey, I could give that presentation. Would you could I E coli that presentation or could I give that presentation instead? Or hey, I really need a recommendation from somebody who's an executive. Can you give me a recommendation? Or, you know, I'm often underrepresented. >> People are hesitant to ask. And that's a big piece. That was too is alley. Ask allies to stand up and set up, ask them to be or accomplished. And in doing doing what you want to do. >> So you send off to fire quantity does not fire emoji. >> And my head though, oh, sorry. >> We are who you are. Do we turn so on indefinitely to become a little more empathetic? >> That's a good question. >> Yeah, every ally has an aha moment. So we can you can try to find what that might be for them. It could be that it's the business case. So some people are definitely motivated by the financial argument that diverse and inclusive teams are more productive, profitable. So there is that some people are motivated because the right thing to do. So if they have some background in social or environmental justice than, than appeal to that side of them. Mrsa, empathy toward LA, it's hard alloys to rate. You need to build that empathy and understanding of what some of these people, it could be that they have kids or grandkids that are women or underrepresented racial minority backgrounds. And, and, or it could be because they work where somebody that they care about and they're seeing their struggle. So he's again, like you telling your story. And so I think there, there are different ways that you can Share your own experiences and see if they have similar experiences. Because everybody has been excluded at some point or another in their life. Raising, you can also say, well, is there, you know, ask them, Is there a time that they felt excluded and and really talk about that and talk about okay, so hit that is the feeling that I have, right. If you have that daily and it is but be patient. >> You don't you don't push people. >> You think you can can, you can pull them along a little bit, but, you know, behavior change takes time, so they can't go from point a to point Z. One conversation from point a to point B at a time, one step at a time. >> Yeah, I so the point is it can be so easy to go personally, no, 0's aligned like calm down. Calm down just totally. And you didn't do that on your own. >> You don't do that in front of the person that you're trying to change your design. >> You like me, create a safe space. Creates, since I was a space where you can let it out. But it's like keep your headphones. We're going theta. So let's go to that question. Why unique opportunities does a virtual environment and provide for increasing equity in the workplace? >> It's a good question. >> Yeah, it is a good question. And if anybody has an answer to this question, I'm thinking about this. If anybody hasn't answered this question, I first check. >> And let me just theme. >> If you seen things because most of the examples that I'm seeing are It's exacerbating inequities. >> However, there are a few things. >> One is that we're all on the same Zoom meeting, not this is a webinar, so it's a little bit different than when we're all on the same zombie day. Nobody standing at the head of the table, we on the table. So that does create some, some, some balance there. You don't have to commute and some people, that means that some give some people time back in their day. And I'm learning also, I think that some of the vignette I'm learning a lot about my colleagues in zoom calls because quite frankly, you can't, it's hard to start with AB from crying in the other room or a cat from walking across your screen. >> Didn't happen in the next minute. >> Next to rely. >> And so part of this too is bringing us closer together, understanding each other different ways, and see unique pieces of each other that we hadn't seen before. And then there is definitely a new, greater opportunities for free educational experiences. There's a lot of webinars, online courses is that there's some some Courses that are free that aren't normally free that a lot of online events, you know, are we have a we had a tech inclusion New York Conference and career fair that we had to turn into a global summits. And we've noticed a few things. One is that we already have well over 1000 people signed up. Way more than we could possibly do in person just because financially we wouldn't be able to hold those costs and make that happen in those spaces. New Yorker, Yeah. And so we get to host more people. And those people are coming in from around the world. >> Yeah. >> And yeah, people wouldn't be able to come to our conference before. Wow. Yeah. So and it's very I mean, we're hoping that some people will use do a paycheck it but even the pizza get as close to what it would have cost. >> So she used to just share with us how we can get to the listening. Can you share with us how they can get access or weak for that tick summit. >> Yeah, tech inclusion code just gotta technically was not CO. And on the homepage you'll see are are events coming up. I just typed it on the chat as well. >> Thank you so much. >> Yeah. Yeah. There's definitely lots of opportunities to learn and grow and have access to people that you wouldn't have access to your normal you, because everybody's gone virtual unless it's really helpful. >> I think this might be the we've got two more questions and then I see I see your questions. I see those questions. >> Keep them coming. >> We're going to do these last three and then we're going to go through those questions. Thank you for contributing chat. >> And also q and a staff question. >> Absolutely leverage this crisis to interest the inequity that was inhere. E. Let me move my screen in. So many of our institutions are to us all moving to work, learn live at home. >> Yeah, that's deep question. Yeah. I well, I think part of it is that we're tuned in to suffering right now. We're tuned into each other and what's happening around the world in a unique way that we aren't normally when we're just going, going, going and really focused on, on, on getting to the next thing. So there's an opportunity to shed the light on why, why there are inequities right now. By, you know, there's, there's a lot of lot of discussions around that right now. We also, I think, I guess I said this earlier, but we view, we have a view into each other's lives and unique way. And that is an opportunity to address them. And people are looking for solutions right now and things that they can do. We're being constructed in so many different ways that people are really looking for, what can I do better? What can I do differently? How can I help? And so opportunities for solutions, I think is, is definitely a way that we can, we can address and enroll people in creating change. >> Now we sorry. >> Yeah, got. >> You. Say opportunities for solutions. To me, I hear that you have to listen in order to have those opportunities. So, you know, just to soften it rain. So it was like lightning. >> Needs is an essential nicely. Yeah, absolutely. Listen and listen to those needs. There's there's there's a lot in the news right now and that can be really overwhelming. So you have to, you have to make sure that you're not reading too much. >> I don't actually know that it's really hard right now. >> It is, it is such choose, choose where you read. And, and really, you know, if you care about the subjects read like I have a friend who's Navajo and I didn't even know. I reached out to her to be a guest on the podcast and lesson plans. And, and to you, they, the tribes are struggling for what's right now. And I didn't even know it, I had to look it up and now I'm reading about it. And economically and health, why is there severely struggling because of that systemic inequities that have happened for so many centuries? Yes, yes. So reading and choose what you read and choose which URI. >> That's good, that's so good. Choose which URI. >> Thank us. >> These last question then we'll go into the Q and a how question. How do students know that their workplace truly champions? >> Ally share, yeah, I think you feel it, you see it, you experience that the key is to normalize a creation, creating a safe space to address biases, microaggressions, and, and that learning and growth for allies so that we all have a safe space. Because all of us, none of us have all the answers. I know everything there is to know about people who are under other people from under-represented rate. So we're all wearing were all morning and, and creating those safe spaces to explore, to learn to correct for other people and to correct ourselves and to be able to make mistakes and continue to learn, I think. And also safe spaces to be able to teach other people. So all of that I think is the safe spaces to and the normalization of that Ally ship work which is ongoing. >> It seems like the common thread is, is, is built in our relationship in them. I going into these workplaces Really listening and observing when what let me see on ARF around and move, you know, it's really kind of sounds like. >> Okay. >> So we have do you see the Q and a? I'll go ahead and ask these questions. We have several Q&A questions. If we do not get to your questions, please for us, we do have a lot of questions, but Melinda has you can reach out to her, will share her information later. So if we don't get to your question, feel free to reach out to me when she didn't say I can say that. So I feel good. >> Oh, yes. >> Okay. >> So the first question is a really good question. May you may re asks what are some good phrases to utilize when you say do the wrong thing? I find myself sometimes fumbling around because I can't find the right words to acknowledge that I missed the I'm sorry. >> I'm sorry. I apologize. Yeah. And then corrected learn learn uncorrected, I think is the other part of it is it's okay to say I'm sorry. I'm sorry. Her too. I didn't intend for it and I apologize. And here's what I learned to do better. >> Yeah. >> And I would hope that in that in those different areas, as one of my colleagues, eager, I think, I think the, the relationship that's there, hopefully it's we have this opportunity to heal to because I find myself even as working in this position is by I find myself I miss that I messed up in her life, her so bad. But then again, I will let you know what? They are so good because I made that. I'm not alone. Do not do this again. >> I think part of our ship is, is knowing that forgive yourself when you make mistake too, is, you know, do you have to do apologize again and, and do you try to correct that that also forgive yourself them wrong because the best areas don't give up when you make a mistake. You keep going and keep learning and, and doing better. >> Snaps to that. >> Climb. A student, he acts, he asked this question, what are the best ways to measure whether companies and stakeholders are achieving inclusion in not just a critical mass of diverse talent. Your question, how do we take, take it one step further, especially in historically elite industries like financial services and tick. >> Yeah, no, it's so true. >> And it's something somebody grapple with every day working in the tech industry. And many companies are focused on diversity. They're not focus on the inclusion, not for real. They may say they are, but but when it comes right down to it, they're looking at recruiting and they're not looking at engagement and other inclusion metrics. So First off, when you go back to that question, you down for suddenly began to see, oh, oh, I gotta, I gotta. There's, there's no critical mass of diverse talent in any one company, any one big tech company. And so just by the way that's traveling, there is no, there is no perfect tech company. Intel and a couple of other companies are doing fairly well, specifically around women. And, and they're trying around under-represented minorities people, people with disabilities are often left out as there are several others. So how do we go beyond diversity? And well, how do you measure not just the question? Yeah, there, there are a couple inclusion surveys that are out there that, that companies are using internally. >> None of them are perfect. >> The perfect one way that you want to create, you need to your culture or using a, using somebody that is experience and helping you create that. And they look at a number of things from this safety. Safety is number one, right? If you don't feel safe in your environment, urine, yeah, not included. I face those safety, although engagements and belonging. And does somebody really belong? And then also, so those are kind of the, the different buckets of questions to ask, specific questions you can ask on each of them to really measure that. You measure that across the organization and then look at it by demographics. Or you look at it by race and ethnicity and gender, and also gender by race and ethnicity, right? And, and hopefully you're measuring people with disabilities, LGBTQ, IA, maybe religious minorities, and others who are under-represented as well. So that's one. And the second is to look at pay equity, promotion equity, and leadership move. That's the other. The other bit is you have to look at all of them because if you just look at pay equity, I agree. We worked with a company that they they did a pay equity study, which means there is everyone equally paid across their different positions in the organization based on demographics? Mostly they do it by gender, sometimes by reasonable race and ethnicity as well. But if you just you pay equity, you're missing out. And what they did was they realized first aid, they patted themselves on the back, right? >> They're like, oh, great, we're perfect. >> And then they looked at, well, how long is each person then in the same position? And they found us. And severe inequity when it came to promotions that women in their accompany while they were receiving the same pay as somebody else in the same position. We're in a position many years longer than their male colleagues, right? >> So that you have to look at both in order to, to me, whereas dawn, I guess we should have shaped the illu is real. It's definitely something to pay attention to that. And I think that's a really good question and submit to these students and our thinking, our companies, and wanted to make sure that they go to the best. The best bit is it's all about, you know, the research is OK. We have another question. If I pronounce your name while I'm sorry. My name is McQueen. Wes. I understand. And how primate PREMIS thanks for your question and I apologize for messing up your name. How did, how did you get companies to join your initiative? And I'm assuming the initiative is the leading with empathy. >> Ally ship series perhaps do they approach you, sir? >> The question is, how do you get companies to join your initiative? Do they approach? >> You missed the first question. >> The second is, what are some strategies that you have used to change corporations as a whole to be more inclusive. >> We could talk about that for hours. Okay, the first question is, how do I get? How did we get companies so enjoy it to join us. So I think that for the leading with empathy and Ally ship there, I don't have companies joining. So that's not, I think it's rather or tech inclusion conferences and career fairs. We started in 2014. It was an idea and Wayne and I then started building it and had our first conference in the fall of 2015. And we spent about nine months talking with people one-on-one and wow, because at that time, diversity and inclusion, when it was a new thing for a lot of companies. And a lot of companies were seeing diversity inclusion as their kind of key differentiator for talent. And there's a whole different world right now is not the case at all. So what that meant was that they were holding, holding their strategies close. They weren't talking about it publicly. So we wanted to have a conference that was bringing the tech industry together to focus on solutions to diversity and inclusion. Which means we met needed Benz who participate and talk about what those solutions they were seeing so that we could start to create some collective best practices. And, and I'm working more and talking at all. And so we worked one-on-one to build trust with each one of those people that we ended up putting onstage, letting them know why we're doing it, what the purpose was that and kind of showing how we had mapped the ecosystem. And, and here are the ways that we collectively can change the industry together. And, and it was so it is still to this day, still one-on-one conversations having. There are some companies that reach out to us. They want to they want to be a part of it. And that is still the one-on-one conversations to get them to understand that we're refer real that this is a good initiative because Often people see diversity and inclusion conferences as kind of low-level compensates them though. And we still have, I still have the same kinds of conversations I had back then and with new people today. It's, it's amazing to prove ourselves and that this is a good events. And where were they will learn in their teens or learn and also that they will have good candidates. >> Yeah. >> And one thing I heard was which was a nine month part that I've never I haven't given birth to anyone but 69 months. Probably the zone that it you know, earlier it's not that these complications but not a lot. I mean, yeah. You you and Wayne gave birth to something that's a nine month process. People I bet there was exhausting. >> It was way more than we ever thought we needed, but it worked. We add item using first event and we're doing it around the world. >> Since then, There's so much intentionality. You were intentionally seeking out these relationships. And I know there was a second part to that question, but I want to get to this other question since we have about five more minutes and I want to respect your time is what I want to end on this question. Derek, I see you in a couple of other people. I'm sorry if I'm not against your questioning, but this last question from Adriana, How does one B and OUT B an ally, when there may be 50 or more people in the virtual space? How does one create opportunities for empathy and Ally ship in spaces where people may feel invisible. You can't see body language fully. >> Mm-hm, mm-hm, mm-hm. >> Few things come to mind. One is we're in this virtual space right now with about 50 people. And having these conversations is really important and builds understanding so you can do it even without. But I think your question is more like in a moment, how do we advocate for each other in a space that's where there's 50 virtual people as my guess. My guess. So a few things kinda my A1 is notice when people are silent and if you're reading your conversation, ask for them to contribute. And that might mean you tell them ahead of time if you noticed somebody is not contributing for one or two meetings and give them give them a heads up. You're going to ask them to contribute. That being, being in a classroom or being in a virtual space where, where you never contribute, people don't know anything about you. And that's, you know, that's a big piece of learning and growth. And so that's part of it. I'm asking people to To lead as part of our leadership. So, you know, asking people to share their expertise. Everybody has expertise in something. Yes. If you see some kind of microaggression happening, I'm probably not the space to say in the moment when there's 50 other people on a zoom call, right? But privately, you can say something about one person and let them know that, that you felt like that was, that was, that could have hurt people in Britain. And maybe here are some things to think about. And let's see if I can have three opportunities for empathy, annihilation in spaces where people may feel invisible and don't see body language. Yeah, it is it is more difficult. I mean, I always say it's more difficult for me, right, in this session, right? Because I'm not seeing how people are reacting, reacting. But I have a better a sneaker and a better I'd, I, I thrive and I interactive space. And so it is more difficult, but you still can do it. I mean, we're doing it here and it's about telling stories. It's about giving people things to think about. Ways that they can kind of keep going and keep learning and keep growing and yeah, yeah, yeah. >> And just recognize that this was a hard food. This was a hard pill for me. Not everyone wants to be like, not every want to do this work. And that was such a hard pill to swallow. Raise high, like it. Yeah, it's just me and runaway. Some people just really don't hear like they made in his life. In not trying, make sure not to exhaust yourself. The denser return which you're doing this, don't stop giving Kigali and do what you need to do. Protect yourself, boundaries, axis obviously bring that. But I don't want to. It's not my job to change people. It's not my job to make them, you know, be more ruin our eye, right? >> Yeah. And part of it is leading by example to how you lead by example. You show just how easy Ally ship can be as well by leading, by saying hey, so and so why don't you take this on or I know you know this and lifting people up in different ways and in a public way that, that, that shows how to be a better ally possibility. There aren't, a lot of people aren't allies and don't step up to become allies. Also because out of fear and so demystifying it is important. Also, I will say a lot of under-represented people think they don't need to be allies for each other because they know they know all there is to know about being under represented, which does not sure. None of us now, everybody's experiences and we all have a lot to learn. And, and so that is a part of it too, is kind of demystifying that Ally ship is just for white men, but it's really for White cisgender, it able-bodied men, right? It's it's really for all of us to be there for each horn? >> Yeah. >> Lay out a huge part of it. >> Yeah. Yes. >> They need to make sure for sure, but we all do you mean So yeah. >> So I know it is seven o'clock. Thank you so much. Melinda, I am super excited about bringing you to Bloomington, Indiana. Just how it is. Amazing conversation you in keeping the conversation going, thank you so much for your analogy or wisdom. For those that have not checked out her Ted Talks yet, do yourself a favor and just do it. >> Just do it. >> Listen to substitutes. It's milestones, very informative. So here's what some what's next in the Kelly officer diversity initiatives. That's the office that are working within Kali Yuga woo-woo. So Friday, April 25th, we haven't opened my virtual night in collaboration with the Neil Marshall Black Culture Center at 730 PM, Tuesday, April 28th. We have in the dossier in a defiant in a in a different world. That's Tuesday, April 28th at 01:30 PM. And I feel like I'm making a i omega1 announcements. I guess. Saturday, May second, we have a Netflix party in collaboration with the Asian culture center. And if you want more information about this ultra monkey, you include Cody at indiana.edu in the chat, please. If you want any zoom links for this, go ahead and email Cody at Indiana and you will response in those. >> Thank you, Oshima. >> Alright, and this is how you get in touch with my virtual friend. I'm so excited that I was able to meet you and connect. And it was it was just has been amazing, has been a two or three weeks that we connect it. And I'm super thankful that you respond. That's my LinkedIn. So stay connected with Melinda here. Or you can watch retail, toss LinkedIn, Twitter, Instagram, in on medium as well. And then everyone is you cans is do a thank you for Natalie for being here. Thank you so much for your willingness for for sharing your sharing with us in being able to be in an interpreter for those that may need it. And so I want to give a shout out to Central Indiana interpreting services. If you need an interpreter, go ahead and connect with Robert. He is absolutely amazing. Seems to connect with him. And he, he was just really easy to work with. So I just wanted to give a shout out to Robert thinking so much. And again, my name is McQueen, were reasonable and assistant directors and Kelly office. I hope I get to work with an amazing team. This is how you can get connected with me. And last but not least, you should have a survey. Once you exit out of this Xun webinar, go ahead and fill out and give us some feedback again. Thank you so much. >> I hope you all are healthy. >> Much light in which house to you. >> Thank you. >> Thank you.