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Georgia LEARNS 2015

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Outcome: All forms of negative discrimination in the workplace will be eliminated.


"Remarkable" Speaker:  Lyn Turknett

Moderator:  Lisa Fey

How might we build a solution that results in the stated outcome?

Is the stated outcome desirable? Attainable?

How can you help us achieve it? Or - is there a better outcome that you can suggest?

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At the TalentQuest conference on August 22nd to 23rd one of the speakers was Joe Gerstandt. He spoke about inclusion and offered three questions:

  1. Is it safe to be unpopular?
  2. Is there a penalty for candor?
  3. Are there things we do not discuss?

He offered these as guidance towards creating an inclusive environment.

How doe we validate this?

How do we assure it - not just describe or teach it?

If anyone would like to read about Google's Project Aristotle on building the perfect team ('s about inclusion) here you go. This article was written by author Charles Duhigg which is where I got the original information.

I am working on a diversity and inclusion course that addresses implicit bias and teaches how to create a dialogue around these issues.  I would love to have some of you take a look at the course prior to publishing. One of the resources I will use is Harvard's Implicit Association Test:

One of the interesting surprises for me with some interviews is how certain groups have implicit bias toward their own groups.  It's the same dynamic.  Society and media have portrayed African Americans different than whites.  The same thing goes for women versus men.  And these images and media portrayals get into the subconscious regardless of who you are.  Think about it.  If all women banded together and agreed, they could elect just about anyone to any office with the majority of votes.  We could have an all female Congress and Presidency. So why don't we?


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