Description: There has been fairly consistent consensus that we need diversity — in teams, organizations and society as a whole — if we are to change, grow and innovate. Being around people who are different from us requires us to engage differently, more thoughtfully and makes us more creative, more diligent and harder-working. Less clear is how we create an environment that can both sustain diversity over time, and leverage the power and potential inherent in it. Part of the reason why diversity efforts aren't sustainable is because there is insufficient intentionality about creating inclusive environments - not simply by being nice to each other and having sound policies - but in truly examining the environments in which we work and the ways that the very systems of oppression that plague our society play out in our workplaces and undermine even the most well intentioned diversity efforts. In this session, we will deepen our understanding of inclusion (as it pertains to our workplace) and what often gets in the way of creating inclusive environments. Then we will explore some strategies to overcome those obstacles.
Description: Over the last 15 years, the private sector has adopted policies, benefits and practices to make their workplaces more inclusive of lesbian, gay, bisexual and transgender people -- well-ahead of lawmakers and of public opinion. Right now for example, over 80 percent of the Fortune 500 offer explicit protections on the basis of both sexual orientation and gender identity in their non-discrimination policies, something federal law does not do in 2018. Why have so many companies sought to establish themselves as LGBT-inclusive and federal agencies followed suit in their practices? Come learn about how the Human Rights Campaign began certifying businesses in 2002, building the case for inclusion and today working directly with hundreds of major global employers on their LGBT inclusion best practices and walk away with key take-aways for your workplace.
Description: The Bias Virus: How a Beer Commercial, Autistic Kids, Google, a Small African Country, and Kevin Bacon Are the Keys to Reducing Bias
What if our discussion around both explicit and implicit bias is incomplete? What if looking at bias is not purely individual nor completely social? But, instead is a network science issue greatly influenced by the structure of the respective network. What if bias is contagious like the flu? What if a better way to reduce bias, especially along ethnic lines is to view it as a public health problem that requires measures like responding to flu outbreaks. What if I were to tell you that there are a group of people immune to racial bias? What lessons could we learn from them to help us in our fight to reduce bias? What if I told you that there is a network pattern common to how communities, cities, companies, countries, and our brains are organized? What new insights could we learn from this common pattern of relationships? Many theories and solutions have been developed to reduce racial bias. And, while there has been some success most solutions are hard to scale and inherently difficult to apply. In this Fed Talk I will offer a unified theory of bias that connects explicit and implicit bias using a new model of bias called the Bias of Crowds, and in turn combine this Bias of Crowds model to contagion and small world network theories to produce a solution to bias reduction that is both scalable and effective.
Description: Depending on how long you've been involved with diversity and inclusion (D&I) really determines not only how much you've seen, but how different the goals, the journey, the strategies and yes even the outcomes have been.
Let's be clear, this talk matters as it does several critical things all at once:
1. It clarifies why the topic matters more than ever
2. It highlights why the work itself is harder now than ever
3. It provides proven ways to win around diversity and inclusion execution
Ultimately, everyone who is interested in achieving D&I outcomes will have to redefine or change how they communicate what it means to “win.” Determining if that translation is a will or a skill issue is a critical first step. It’s a step that requires honest introspection.
We’ll discuss what it is, why it matters, and what makes D&I success so difficult all while allowing for that introspection to occur. Just as appealing though are the lessons learned that provide hope, excitement, enthusiasm and a demonstration that success is still possible. In fact, perhaps greater and more impactful D&I success is possible now. This FED Talk will strike the right balance between D&I in the public and private sectors while carefully identifying what translates across sectors and what doesn't. It will provide an interactive forum for the discussion for those who want to know what works, what doesn’t, and how to achieve success in 2018.
5 Reasons to Attend Key FEDTalks
- Provides a stimulating environment for Key current students and alumni, which is conducive to continued intellectual and professional growth.
- Cultivates professional connections between current students, alumni, faculty, and staff.
- Supplements your Key experience with subject matter relevant to improved leadership in the public sector.
- Current students and alumni are eligible to receive a certificate of completion for attending at least six seminars within a two year period.
- Allows the Key Executive Leadership Program to reciprocate the support and serve the public good.