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2016 Segment 9 - Imani's Choice

Started by Paul Terlemezian in Georgia LEARNS 2016. Last reply by Paul Terlemezian Oct 23, 2016. 3 Replies

2016 Segment 7 - Inclusion in the Workplace

Started by Paul Terlemezian in Georgia LEARNS 2016. Last reply by Brent Darnell Dec 1, 2016. 4 Replies

2016 Segment 5 - Training and Consulting ROI

Started by Paul Terlemezian in Georgia LEARNS 2016. Last reply by Douglas Dell Oct 17, 2016. 3 Replies

2016 Segment 4 - IT Workforce Pipeline

Started by Paul Terlemezian in Georgia LEARNS 2016. Last reply by Paul Terlemezian May 30. 2 Replies

2016 Segment 3 - Classroom Expense and Efficiency

Started by Paul Terlemezian in Georgia LEARNS 2016. Last reply by Allan Hess Oct 23, 2016. 3 Replies

2016 Segment 2 - Safety of Emergency Responders

Started by Paul Terlemezian in Georgia LEARNS 2016. Last reply by Dan Valentine Oct 21, 2016. 1 Reply

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

Panelists:

"Remarkable" Speaker:  Lyn Turknett https://www.linkedin.com/in/lyn-carolyn-turknett-164553

Moderator:  Lisa Fey https://www.linkedin.com/in/lisafeyatlanta

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 (hint...it's about inclusion) here you go. This article was written by author Charles Duhigg which is where I got the original information. 

http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from...

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:  https://implicit.harvard.edu/implicit/takeatest.html

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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